Truck Manufacturer Exits Ohio Location, Eliminates 1341 Jobs – Noi Mahoney, Freightwaves, June 6, 2026
Truck Manufacturer Exits Ohio Location, Eliminates 1,341 jobs.
UAW News
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UAW Chief Warns AI Robots Threaten Jobs – Kit Pulliam, Moneywise, June 6, 2026
UAW Chief Warns AI Robots Threaten Jobs
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UAW Local 2000 Car Show T-Shirts for Sale
đđ„ UAW LOCAL 2000 CAR SHOW SHIRTS ARE HERE! đ„đ Show your UAW pride and support the UAW Local 2000 Recreation Committee with our brand-new 2026 Car Show T-Shirts! These shirts are available for one week only, starting today and ending next Thursday. Pricing: đ SmallâXL: $18 đ 2XL: $20 đ 3XL: $22 đ 4XL: $24 đ 5XL: $26 â Royal Apparel â USA Made đșđž High-quality shirts built to last! Payment Options: đ” Cash đČ Zelle: 440-453-5831 đČ Cash App: $Amdro07 Don’t waitâthis is a limited one-week sale! Wear your shirt proudly at the 2026 UAW Local 2000 Car Show and help support future Recreation Committee events. To order, send us a message or contact a Recreation Committee member with your size and payment. Thank you for supporting the UAW Local 2000 Recreation Committee! đđđȘ
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UAW International Executive Boardâs Legislative Update 8/2/26
Click to print the 8-2-26 IEB Weekly Legislative Update.
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A Worker Has A Right
A WORKER HAS A RIGHT YOU HAVE A RIGHT TO: Join a union. Talk to your co-workers about joining a union. Pass out literature about joining a union (in non-work areas during non-work times). Sign up your coworkers on petitions in non-work areas and during non-work times. Join with your coworkers for the purpose of forming a union. Join with your coworkers for the purpose of improving working conditions in your place of employment. The above rights are spelled out in Section 7 of the National Labor Relations Act. YOUR EMPLOYER DOES NOT HAVE A RIGHT TO: Interfere with, restrain or coerce you in such a way as to prevent you from exercising the rights listed above. Form a union that is financed or controlled by an employer, instead of by you and your coworkers. Discriminate against you or your coworkers in hiring and firing simply because you have chosen to join (or not to join) a union. Fire you because you have exercised any of your rights under the National Labor Relations Act, including your right to file complaints and testify against your employer if you believe he or she has violated your rights. Refuse to bargain collectively with you and your coworkers, if you choose to form a union. The above limits on employer activity are spelled out in Section 8(a) of the National Labor Relations Act. National Labor Relations Act Section 1 âIt is hereby declared to be the policy of the United States to eliminate the causes of certain substantial obstructions to the free flow of commerce and to mitigate and eliminate these obstructions when they have occurred by encouraging the practice and procedure of collective bargaining and by protecting the exercise by workers of full freedom of association, self organization, and designation of representatives of their own choosing, for the purpose of negotiating the terms and conditions of their employment or other mutual aid or protection.â Section 7 âEmployees shall have the right to self organization, to form, join or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 8(a)3.â Section 8 âIt shall be an unfair labor practice for an employer: (1) to interfere with, restrain, or coerce employees in the exercise of rights guaranteed in Section 7. (2) to dominate or interfere with the formation . . . of any labor organization . . . (3) by discrimination in regard to hire or tenure of employment or any term or condition of employment, to encourage or discourage membership in any labor organization . . . (4) to discharge or otherwise discriminate against an employee because he filed charges or given testimony under this Act. (5) to refuse to bargain collectively with the representative of his employees . . . If you are interested in organizing your workplace with the UAW, contact our Organizing Department or call 1-800 2GET-UAW (1-800-243-8829). Youâll be connected to (or get a call back from) a UAW organizer who can answer questions and tell you what it takes to organize a union at your workplace.
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No Union = No Rights – ORGANIZE!
NO UNION = NO RIGHTS THE DIFFERENCE BETWEEN: IF YOUR WORKPLACE IS NON-UNION⊠You are an âemployee at will.â Your employer can discipline or fire you at any time for any reason; you have no recourse. âOpen doorâ policy means the employer will listen to you⊠and then do whatever he or she wants. Employer determines wages, benefits and other terms and conditions of work. If youâre not satisfied, your only option is to get another job. Wages, benefits and other terms and conditions can be changed by the employer at any time. Hiring and promotion is up to the discretion of the employer. IF YOU JOIN A UNION AND HAVE A CONTRACT⊠Discipline, up to and including discharge, is subject to a grievance procedure and binding arbitration, depending on the terms of your contract. Contract negotiations require both sides â labor and management â to listen, and reach reasonable compromises acceptable to both sides. Wages, benefits and working conditions are negotiated. If you are not satisfied, you can work for changes during contract negotiations. Neither labor nor management can make unilateral changes to a signed contract. If modifications are necessary during the life of a contract, both sides must agree. Hiring and promotion is covered by contract. Seniority and other factors can be written into the agreement. SURPRISED? Unless workers have a union contract, they are at the mercy of company policies. Most employment handbooks clearly state that policies are âguidelines only and ⊠not a contract of employmentâ or that the terms of the handbook are subject to change without notice. Even under a companyâs âopen-doorâ policy, there is nothing to really make anyone believe that the policy is meaningful. To the contrary, there is often a powerful conflict of interest in these âopen doorâ policies because workers are complaining about managementâs decisions to a board or body that has been handpicked by management. Itâs not surprising then that workers without a union are often subject to arbitrariness and unfairness on the job. Workers without a contract are considered âemployees at will.â That means they can be fired at any time and without reason, the only exceptions are termination for discrimination, whistle-blowing or union organizing. In fact, when looking at laws affecting workers, itâs good to think of this: laws like the minimum wage, workerâs comp, overtime, OSHA and ERISA (governing pensions and profit sharing) provide the bare minimum that applies to everyone. For non-union workers, however, the bare minimum becomes a ceiling â no one promises rights any higher. For union workers, on the other hand, the bare minimum is just the floor â they always bargain for rights and benefits above the bare minimum set by the law. No surprise then that union wages are better, union shops are safer and union jobs are more secure! If you are interested in organizing your workplace with the UAW, contact our Organizing Department or call 1-800 2GET-UAW (1-800-243-8829). Youâll be connected to (or get a call back from) a UAW organizer who can answer questions and tell you what it takes to organize a union at your workplace.
UAW News
What is UAW-CAP? V-CAP?
What is CAP? The Community Action Program of the UAW (CAP) is the union’s non-partisan political arm. It is a department of the International Union. It isn’t a political party, and it isn’t tied to a political party. It endorses candidates, on the basis of their records and their stance on issues that affect working Americans. Over the years, CAP Councils have endorsed Democrats, Republicans and Independents. Local and regional political endorsements are made by the UAW’s 160 CAP Councils or by other union bodies acting upon CAP Council recommendations. CAP Councils are made up of rank-and-file union members and retirees. The UAW’s International Executive Board makes the union’s endorsement for president and vice-president following a secret ballot recommendation from each of the nation’s UAW locals. There is a CAP Council working on political issues and candidate research at every level of the UAW and for every level of government in every area of the country where UAW members and retirees work and live. Why Is Labor Involved in Politics? Political attacks on labor unions are nothing new. Every time the U.S. Congress or a state legislature opens a new session, a flood of bills intended to restrict the rights and protections of working Americans, and their labor unions is introduced. Often the source of the proposed legislation is industrial, and business organizations interested in undermining unions and workers’ pay and benefits. When working men and women help elect friendly candidates, passage of these anti-worker bills is less likely. Workers have learned through bitter experience that there is a powerful link between the bread box and the ballot box. Gains won at the bargaining table and through sacrifice on the picket line can be wiped out by the hostile actions of political leaders, state legislatures, and Congress. What is V-CAP? From trade policy to health care, education to retirement security, taxes to roads and highways, politics affects our daily lives. That’s why it’s essential for working families to make our voices heard in local, state and national politics. And one of the most effective ways to do that is by contributing to our union’s voluntary political action committee — UAW V-CAP.  Our contributions to UAW V-CAP are used to support the campaigns of pro-working family candidates who have earned the endorsement of the UAW Community Action Program (UAW CAP). Members who voluntarily contribute to V-CAP at the Activist, Platinum or Director’s Club level will be entitled to select awards annually. If you are interested in donating to UAW-CAP, please print and complete the form below and take to your HR department at your workplace to let them know you’d like to begin deductions. Thanks for your interest.