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United Auto Workers Union Reaches Tentative Deal with Ford

October 27, 2023

On Wednesday, October 25, 2023, the United Auto Workers (“UAW”) union reached a tentative deal with Ford, which could be a breakthrough in UAW’s six-week long strike over inadequate pay at Detroit automakers.



The four-year deal gives workers a 25% pay increase, as well as cost-of-living increases that will increase workers' pay to over 30%, to above $40 per hour for top-scale assembly plant workers by the end of the contract. The deal still must be approved by UAW’s 57,000 union members. However, the deal signals the end of a strike that has affected Ford, General Motors, and Jeep Maker Stellantis. Historically, settlement with one of the automakers has led to equal settlements with others for the UAW, indicating that Stellantis and General Motors will most likely make their own deal offers to UAW in the coming weeks. The vote by UAW’s members on Ford’s offer will occur this coming Sunday.


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

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The EEOC has issued guidance on what constitutes illegal DEI and its application to private employers. Employees alleging DEI-based discrimination are required to file a charge of discrimination with the EEOC to prove probable cause and be awarded a Notice of Right to Sue to pursue a suit in Federal Court under Title VII. Illegal DEI practices are when an employer or other covered entity takes any employment action influenced- in whole or in part- by race, sex, or another protected characteristic. The guidance is very clear that protected characteristics cannot have any bearing on employment action; it doesn’t matter if it’s the only factor, deciding factor, or one of many equally weighed factors. Any consideration toward a protected characteristic is illegal. Client and customer requests are not an exception unless there is a bona fide occupational qualification “reasonably necessary to the normal operation of that particular business or enterprise” in regard to religion, sex, or national origin. The limited exception of the bona fide occupational qualification is not extended to race or color. The EEOC has stated that, “depending on the facts, an employee may be able to plausibly allege or prove that a diversity or other DEI-related training created a hostile work environment by pleading or showing that the training was discriminatory in content, application, or context.” It is prudent practice to seek legal counsel to avoid prosecution under this new guidance. The attorneys at The Royal Law Firm are committed to helping employers navigate EEOC complaints and investigations. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.
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