UAW, GE Aerospace Reach Tentative Five-Year Deal After Strike

(EVENDALE, OHIO / ERLANGER, KENTUCKY) The UAW and GE Aerospace reached a tentative five-year agreement after a two-week strike at the company’s Evendale, Ohio, and Erlanger, Kentucky sites, union leaders confirmed over the weekend. More than 600 workers walked off the job on August 28, 2025, after 84% of UAW Local 647 members voted to authorize a strike on August 22. A ratification vote is set for September 19, 2025, and picket lines will remain in place until members decide whether to approve the deal.

Union officials say the strike centered on job security, health care costs, and time off. GE Aerospace said it is pleased to present the pact and encouraged employees to review it before voting. Both sides announced the breakthrough on September 12–13, signaling a path to restore production at two facilities tied to U.S. defense and commercial supply chains. According to analysis by VisaVerge.com, the timing reflects a broader wave of labor assertiveness in aviation and aerospace, where tight labor markets have made skilled workers harder to replace.

Contract terms and what changed for workers

The proposed contract spans five years and covers both locations. Union summaries say GE Aerospace would cover all health care premium increases for the full contract, a key protection as medical costs rise.

Workers would also gain additional vacation time, while the company would commit to minimum headcount and bringing new work into Evendale and Erlanger—measures aimed at strengthening job continuity for UAW members.

On wages, the company’s August 27 offer outlined a 12% increase over three years, plus three accelerated cash payments totaling $2,500. The package also included increases in paid time off and sick leave.

Union leaders say their bargaining team pushed hard for stronger job security language to ensure that future projects stay anchored in these facilities. GE Aerospace’s human resources leadership welcomed the tentative deal and urged employees to weigh the full terms before the vote.

Workers describe the agreement as a chance to secure family budgets after years of inflation in everyday costs. For members with chronic medical needs, the pledge to absorb premium hikes is more than a line item; it is protection from bills that can derail savings. For parents and caregivers, added vacation time can mean real breathing room. And for long-time machinists, inspectors, and technicians, headcount protections reduce fear of whipsaw staffing or offshoring decisions that might come without warning.

Important: picket lines remain until the September 19 ratification vote. Members should review the full text and attend briefings before casting ballots.

Workforce and immigration context in aerospace

While this deal is primarily a labor story, it intersects with immigration policy in practical ways for aerospace employers and communities.

The sector depends on:
– Long training pipelines and apprenticeships
– Security clearances for certain defense projects
– A steady stream of engineers and technicians

In tight labor markets, employers recruit both U.S. graduates and foreign-born professionals who hold work authorization under programs like H-1B. Readers can review the federal framework for skilled workers on the U.S. government’s H-1B Specialty Occupations page maintained by U.S. Citizenship and Immigration Services at H-1B Specialty Occupations.

The Evendale plant produces marine and industrial engines used by the U.S. Navy, and Erlanger supplies parts for GE engine plants. For roles tied to defense work, citizenship and security rules can limit hiring options. That reality raises the stakes for keeping union-represented jobs strong and stable in these facilities.

VisaVerge.com reports that recent aerospace negotiations show unions pressing for clearer job pipelines and training commitments. When companies invest in apprenticeships and upskilling, they can draw from local talent—both immigrant and U.S.-born—without leaning as heavily on overseas recruitment. Union leaders argue that approach can:
– Protect wages
– Improve safety
– Build long-term expertise on the shop floor, where quality depends on precise, repeatable work

Industry analysts note the UAW’s stance matches a broader pattern since 2023: worker groups are pushing for stronger say over staffing and scheduling, and protections against cost shifts in health plans. GE Aerospace recently concluded another five-year contract with the IAM covering about 550 employees at Evendale, ratified in August 2025, which suggests a management emphasis on stability across key sites.

The strike’s short duration—two weeks—limited the risk of cascading delays, though timing remained delicate for defense customers. Picket lines will stay up until the September 19 vote, but production preparations may restart quickly if the agreement passes. Company officials say they are focused on restoring normal operations while keeping safety and quality at the center.

Next steps, voting logistics, and wider industry impact

UAW-represented employees will review the full text and attend informational briefings ahead of the ratification vote. Union leadership is managing voting logistics and advising members to consult their representatives for specifics.

Possible outcomes and next steps:
1. If members approve the contract
– The agreement will take effect.
– The strike will end and production will resume.
2. If members reject the contract
– Parties would likely return to the bargaining table.
– Picketing could continue and negotiations would resume.

What this means for workers:
– Job security: minimum headcount and commitments to bring work into both plants.
– Health care: company commits to cover premium increases for the contract duration.
– Time off: improvements including added vacation.
– Wages & cash: 12% raise over three years and $2,500 in accelerated payments.

What this means for GE Aerospace:
– Stabilized operations at two strategic sites.
– A clearer path to retain skilled labor amid heavy competition.
– Better planning for defense and commercial schedules as supply chains remain tight.

What this could signal for the industry:
– A potential benchmark for aerospace talks elsewhere, as unions seek stronger job guarantees and health protections.
– Pressure on employers to sharpen training programs and keep critical work local.
– Continued momentum for worker-led negotiations in high-skill sectors facing aging workforces and hiring gaps.

UAW President Shawn Fain praised the resolve of Local 647 members, pointing to solidarity on the lines as the force behind the improved terms. Local 647 President Brian Strunk told members the bargaining team secured major priorities and urged unity through the vote. GE Aerospace’s Chief Human Resources Officer Christian Meisner welcomed the tentative outcome and asked employees to study the proposal carefully.

For families in Cincinnati’s northern suburbs and across Northern Kentucky, the stakes are personal: steady shifts, reliable benefits, and time to rest. For apprentices dreaming of long careers in engines and manufacturing, the terms could shape training slots and job ladders. And for immigrant households working in adjacent industries—logistics, maintenance, food service—the return of stable paychecks at large plants can ripple through rent payments, child care, and weekend spending.

The company and union will continue updates on their official channels, including the GE Aerospace union negotiations page and UAW Local 647 communications. Both sides say they want an informed vote on September 19.

Key takeaway: This negotiation highlights how worker power, company planning, and immigration systems connect in real workplaces—especially in specialized industries where every bolt and bearing must perform.