Latest Updates

September 4, 2025
Our Offer on the Table

On the evening of Wednesday, August 27, GE Aerospace delivered a strong, comprehensive best offer to the UAW bargaining committee – one built in direct response to the union’s top priorities that the parties negotiated over four weeks. We are proud of this offer, which includes terms that are competitive and reflect our deep respect for the work our UAW-represented employees do every day. Based on our recent communications with UAW leadership, we remain far apart, and we do not feel they are engaging in good faith. 

That’s why we are disappointed that Detroit-based UAW leadership chose to strike before giving employees the opportunity to vote. We believe our people deserve a voice in their future.

In the meantime, GE Aerospace remains focused on delivering for our customers. Our contingency plans have been activated to ensure continued operations with the highest levels of safety and quality. We are operating at normal productivity levels.

We encourage all employees and their families to see the facts for themselves. You can review the full details of our offer below.

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Highlights of the Company's Best Offer
UAW with GE Aerospace
Three-Year agreement 2025 – 2028


Job Security

• Renewal of minimum headcount guarantee of 620 UAW bargaining unit members during the term of the agreement.
  
  
• Company commitment to create ~80 additional UAW bargaining unit positions across both Erlanger, KY and Evendale, OH over the term of the contract, contingent upon ratification of the contract on or before September 5, 2025.
  
  

Wages*

General Wage Increases (GWIs) and reinstatement of a Cost-of-Living Adjustment (COLA) formula, plus three accelerated cash payments (ACPs) add approximately $29,000** on average in additional compensation during the three (3) year term of contract.

General Wage Increases (GWI) 12% increase over term of contract:

Accelerated Cash Payment
Accelerated cash payments (ACPs) beginning January 19, 2026. These payments deliver substantial cash compensation to employees and provide financial flexibility to manage costs to take care of employees and their families. The ACPs will be delivered in the following installments:

_{* Effective dates are contingent on ratification by September 5, 2025.
** Calculation based on the average UAW employee (earning $41.74/hour), assumes CPI of ~2.8%/year for the COLA formula and includes accelerated cash payments.}

Reinstatement of the prior Cost-of-Living Adjustment (COLA) Formula, tied to inflation:
The COLA is a built-in raise (in addition to the GWIs) that adjusts your wages, so when inflation goes up, your wages go up too – using the government’s Consumer Price Index (CPI).

_{¹While the measurement period for the Cost-of-Living Adjustment effective February includes the entire period from December through December, the adjustment shall be the difference between the full amount calculated for the period and the amount of the Cost-of-Living Adjustment paid effective in August.}

How is the COLA formula calculated?
For eligible employees, their pay will increase by 1 cent ($0.01) per hour for every 0.071429% increase in CPI. For example, if the CPI increases by ~2.8% over a given annual measurement period, a COLA of 40 cents per hour ($0.40/hour) would be delivered in that year.


Paid Time Off
All changes effective January 1, 2026

Vacation

• Added 3 days of paid vacation time for all service tiers under 30+ years of service.
  
  

Sick and Personal Pay
Effective January 1, 2026:

• Removed the waiting period for sick and personal pay, eligible employees now receive 32 hours of paid time off as of date of hire, regardless of continuous service.
  
  
• Increased the maximum hours of sick and personal pay from 24 to 32 hours for eligible employees with at least 1 but less than 15 years of continuous service, and from 32 to 36 hours for eligible employees with at least 15 but less than 25 years of continuous service.
  
  

Effective January 1, 2026:

Retirement

The GE Aerospace Retirement Savings Plan (RSP)
The RSP continues to provide an important foundation for retirement including Company matching and Company Retirement Contribution.

• Increase the amount of Additional Company Retirement Contribution paid in January 2026 and January 2028 by $600 (from $600 to $1,200) for employees not eligible for the GEAPP.
  
  

GE Aerospace Pension Plan (GEAPP)

• GEAPP and supplements extended for eligible employees through the term of a 2025-2028 Agreement.
  
  

SERO, SERO 30 and PCPO Renewed

• Special Early Retirement Option (SERO), SERO 30 and the Plant Closing Pension Option (PCPO) renewed for eligible long-service employees affected by permanent job-loss events through August 31, 2028.
  
  
• Special Supplement Benefit Option (SSBO) renewed for eligible long-service employees who are directly impacted by permanent job-loss events through August 31, 2028.
  
  

Health Care
Except where noted, all changes effective January 1, 2026.

Increases in contributions, deductibles, and out of pocket maximums after two years of no contribution increases and no deductible or out of pocket maximum increases since 2020.

Payroll Contributions for Medical Care

• Payroll contribution increases 6% in each year of a three year agreement.
  
  
• As an example, an employee earning $75,000 to $99,999 and enrolled in Health Benefits Option 1 family coverage (3 or more) will pay an additional $7.54 per week in 2026, an additional $7.99 per week in 2027, an additional $8.47 per week in 2028.
  
  

Medical Deductible and Out-Of-Pocket Maximum increases

• Option 1: $100 for single, $200 for 2-person, $250 for 3 or more
  
  
• Option 1: $100 for single, $200 for 2-person, $250 for 3 or more
  
  
• Option 3: $200 for single, $400 for 2-person, $500 for 3 or more
  
  

Co-Pay increases for Specialty Drugs from $4 per day to $5 per day, with no additional increases to co-pays for specialty drugs in 2027 and 2028.

Increased the number of chiropractic visits from 24 to 32 annually.

Payroll Contributions for Dental Care

• Dental premium monthly increases in 2026 and 2028:
  o 1-person: $1.00 per month
  
  o 2-person: $2.00 per month
  
  o 3 or more: $3.00 per month
  
  
• No increase in 2027.
  
  

Vision Benefit Enhancements

• The annual allowance for lenses, frames and contacts for eligible individuals enrolled in the GE Aerospace Vision Premium Option will increase from $200 to $250.
  
  

Retiree Medical

• Eligibility for Company subsidized health care for pre-65 retirees will be maintained during the contract term for current eligible employees, and for eligible employees hired before January 1, 2028.
  
  

Disability Benefits

Short-Term Disability Benefit Enhancements
Effective January 1, 2026

• Increased the weekly benefit minimum for eligible full-time employees from $400 to $450.
  
  
• Increased the maximum benefit for eligible full-time employees from $950 to $1,050 per week.
  
  
• Enhanced the percentage of pay from 60% to 66 2/3% for disabilities beginning on or after January 1, 2026.
  
  
  
  
  

Long-Term Disability Benefit Enhancements
Effective January 1, 2027

• Introduced a new 60% of pay coverage option in addition to the current 50% of pay option.
  
  
• Included the ability for eligible employees to enroll in either the 50% or 60% of pay coverage option during the Fall 2026 open enrollment, effective January 1, 2027, without providing proof of good health.
  
  

Other Benefit Improvements

• Added voluntary Group Legal, Pet Insurance, and Identification Theft Protection benefits, effective January 1, 2026.
  
  
• Added a new $150,000 spousal coverage option for Dependent Life Insurance, effective January 1, 2027.
  
  
• Safety Shoe allowance increased to $250 once every 12 months.
  
  

Other Non-Economic Changes

• Increased training programs including the E.I.T (Employee-In-Training) pilot program.
  
  
• Three-step initiative designed to develop a Preliminary Tech Progression program.
  
  
• Letters on Intent regarding health and safety.
  
  

<sub>This document represents highlights of the Company's best offer as of August 27, 2025 at 6:30pm.

General Electric Company, operating as GE Aerospace, reserves the right to terminate, amend, suspend, replace or modify its benefit plans and programs at any time and for any reason, in its sole discretion. GE Aerospace will exercise this right consistent with the terms of any applicable collective bargaining agreement and any obligations imposed by law. No individual has a vested right to any benefit under a GE Aerospace welfare benefit plan or program.</sub>

September 1, 2025
GE Aerospace’s August 27 Offer

On the evening of Wednesday August 27th, GE Aerospace presented a record offer to the UAW bargaining committee that the Company put together to respond to the union’s top priorities after four weeks of bargaining over these issues. Please read the Company Offer Summary here.

We explained to the committee that this was our best offer and that we did not contemplate any additional large moves.  Based on the union leadership’s response we unfortunately remain far apart.   While the union could have asked the unit to vote on our offer, to our knowledge it has not.  Some of the Company’s proposals, such as the creation of 82 additional bargaining unit positions and timing of wage increases, are conditioned on ratification of the entire package offer by September 5, 2025.

We encourage our UAW represented employees to ask UAW leadership for the chance to vote on the company’s best offer before that date. Every employee deserves the right to make their voice heard and evaluate the terms that directly impact their livelihood, careers, and families.

August 29, 2025
Why We Work at GE Aerospace

Every day, when we come to work at GE Aerospace, we become a part of something bigger than ourselves.

We work for our customers, our servicemen and women, and the flying public who depend on our engines to lift them up and bring them home safely each and every day. At any given moment, nearly 950,000 people are in the air with our technology under wing. This is an incredible and worthy responsibility for us all.

We work because we believe in the future of flight – and in the pride that comes with building something that moves the world forward.

Most importantly, we work here for our families – to provide for them with good jobs, to make them proud, and to be part of a team that values safety and quality.

That’s why our plants are open for business today and every day. To be there for the people that rely on this work for their families and who take pride in our contributions to flight. We hope it's a signal to every employee across our sites that your work matters, and your presence makes a difference.

To our UAW-represented employees: If you would like to return to work, please contact your supervisor to make arrangements for access. We respect your right to strike or to choose to come to work.

We’ve also updated our employee FAQs to help answer your questions, as we know this can be a confusing time. Click here to view them.

We’ll continue to show up for each other, and for the work that brings us together.

Jamie Regg
General Manager, Infrastructure

Dave Groth
Plant Leader, Assembly & Test Operations (ATO)

Jo Davies
Plant Leader, Distribution Center

John Lyons
Plant Leader, Evendale Manufacturing Operation (EMO)

Nate Roedig
GM, Product Validation

August 28, 2025
GE Aerospace’s Offer to UAW Represented Employees

GE Aerospace is committed to providing our employees with competitive wages, high-quality benefits, and long-term job opportunities, as we have done for the last 100 years. Recent claims made by UAW leaders regarding our final offer have misrepresented the facts, and it is important to set the record straight.

Wage Increases & Health Care Contributions

Our offer includes three annual 6% increases in employee payroll contributions for those enrolled in health care plan Option 1 – totaling 18% over three years - and the dollar equivalent increase for those enrolled in other plans. Additionally:

• These adjustments come after two years with no contribution increases.
  
  
• For a UAW-represented employee earning the median wage, this amounts to an estimated $2,300 total increase for family coverage over the life of the contract.
  
  
• This increase represents less than 10% of the projected ~$29,000* in total wage growth for that same employee.
  
  

These health care terms are aligned with those already ratified by over 2,500 GE Aerospace employees represented by our other US union partners – the IUE-CWA and IAM Union – earlier this summer.

Unprecedented Job Security

What makes this offer so unique is our commitment to maintain, and even grow, the headcount of UAW-represented employees in both Erlanger, KY and Evendale, OH. But lasting job security must be built on meaningful work that meets our customers’ needs for safety, quality, delivery, and cost – in that order. It’s important to note that GE Aerospace doesn’t offer headcount guarantees at any of our 60+ production sites globally.

Our Commitment to Our Employees

Every day for the last four weeks, our focus has been on reaching a deal that supports our employees, communities, and business. That’s why we are sharing our detailed offer here. We are disappointed that our employees were not given the opportunity to decide for themselves and their families.

Please read the Company Offer Summary here.

*Calculation based on the average UAW employee (earning $41.74/hour), assumes CPI of ~2.8%/year for the COLA formula and includes accelerated cash payments.

August 28, 2025
UAW represented employees: Your questions answered

The following letter was sent to our UAW-represented employees at our Evendale, OH and Erlanger, KY facilities this afternoon to help answer questions about the strike.

Q: What happens to my pay on a strike?
A: You will not receive any pay for the time during which you are absent from work, and you cannot use paid time-off that was not preapproved.

Q: What happens to my benefits on a strike?
A: When employees choose to strike, their benefits typically end. At present and for the time being, the company has decided to continue your benefits as described here. We are doing this knowing the importance of these benefits to you and your family. The decision to continue your benefits during a strike will be evaluated daily during the work stoppage.

Your current benefit enrollments will continue uninterrupted; however, your contributions and premiums remain due and owing and will continue to accumulate during the period you are not being paid. The accumulated benefit deductions will be taken from your paycheck should you return to work. Be aware this will result in additional benefit deductions until past contributions are re-paid in full. Click here for additional details.

Q: Should I work during the strike?
A: All union-represented employees have the legal right to work during a strike if they so choose. We respect the personal choice each employee must make in this situation.

Q: Can I cross the picket line?
A: Yes, we are open for business. All employees are welcome to come to work. If you are a UAW represented employee, your badge access is temporarily disabled. If you’d like to come to work, please reach out to your supervisor for access.

Q: Is it safe to cross the picket line?
A: Yes, the Evendale and Erlanger operations teams have been working hard for months to make sure employees who want to work can enter and exit the site safely and without disruption. There are security measures in place to ensure the safety of the picketers near the exits and the vehicular traffic moving through campus.

Q: Can the union fine me if I work during a strike?
A: Yes. If you should choose to work, it is important to know that you can be fined by your union under certain circumstances. You can avoid union fines by resigning your union membership before crossing the picket line or working. Resigning from the union is an individual choice and your ability to return to work will not depend on whether you resign your union membership.

Q: Will the company reimburse me for fines?
A: Yes. You have the right not to cross the picket line or to come to work. It is your choice, and the company is not encouraging you to cross the picket line or to resign your union membership. If you are fined for crossing the picket line, the Company will reimburse you. You will be asked to present proof of being fined prior to receiving reimbursement.

Q: How can I learn more about the offer the company made?
A: Additional details of the offer will be posted to the website today. Stay tuned for more information.

Q: Can I vote on the offer?
A: We encourage you to ask UAW leadership for the chance to vote on the company’s best offer. The Detroit-based UAW leaders have chosen to send you out on strike without allowing you the opportunity to review and vote on this offer. Every employee deserves the right to make their voice heard and evaluate the terms that directly impact their livelihood, careers, and families.

August 27, 2025
Let Your Voice Be Heard

The following letter was sent to our UAW-represented employees at our Evendale, OH and Erlanger, KY facilities this evening.

Dear UAW-Represented Employees,

After four weeks of hard-work and good-faith negotiations, today we presented a highly competitive offer to the UAW leaders. We are deeply disappointed that the Detroit-based UAW leaders have chosen to send you out on strike without allowing you the opportunity to review and vote on this offer.

Every employee deserves the right to make their voice heard and evaluate the terms that directly impact their livelihood, careers, and families. That’s why we are sharing details of that offer here and encouraging you to ask UAW leadership for the chance to vote on the company’s best offer.

The offer would add approximately $29,000 on average* in additional compensation during the three (3) year term of contract.

Details of the offer include:

• Record general wage increases of 12% over three years (GWIs of 5%, 4%, 3%)
  
  
• A return to the previous Annual Cost of Living Adjustment (COLA) formula tied to inflation
  
  
  
• Three (3) accelerated cash payments totaling $2,500, providing financial flexibility for you to manage costs to take care of yourself and your family
  
  
  
• Renewal of the headcount guarantee for 620 UAW bargaining unit members for the term of the contract
  
  
  
• Insourcing work from global suppliers leading to the creation of over 80 additional UAW bargaining unit member positions across both Evendale and Erlanger, representing the highest hiring growth in decades
  
  
  
• Significant increases in paid time off, increasing sick & personal pay for all service tiers under 25+ years of service and adding 3 days of paid vacation for all service tiers under 30+ years of service
  
  
  

Additionally, we made meaningful improvements to other areas of the contract that were important to the union:

• GE Aerospace Pension Plan (GEAPP) accruals maintained for eligible employees for the duration of the contract.
  
  
• An extra $1,200 of Additional Company Retirement Contributions (ACRCs) for employees not eligible for the GEAPP.
  
  
• Increased training including the E.I.T (Employee-In-Training) pilot program, which allows some employees a flexible schedule for subsidized higher education or vocational school; additionally, Erlanger program members can enter the program and choose a career path to gain opportunities at Evendale
  
  
• Introduction of a new three-step initiative designed to develop a Preliminary Tech Progression Program. This would allow the Evendale workforce to compete for additional new work
  
  

From the beginning, we’ve understood your interests to include increased wages, job security, paid time off and affordable benefits. We address all these priorities and more in our final offer, which reflects not only our respect for your contributions to GE Aerospace, but also our shared commitment to the long-term future of manufacturing in Greater Cincinnati.

GE Aerospace has been proud to call Greater Cincinnati home for 75+ years and with this company offer, we’re working to ensure the region continues to drive GE Aerospace forward. We want to reach an agreement that works for the home team, not the visiting team.

Our goal through this process has always been to make these good jobs even better – our proposal does just that. Please let your voice be heard. Ask for a vote, because you deserve to be given the right to determine your own future.

Sincerely,

Christian Meisner
Chief Human Resources Officer
GE Aerospace

P.S. The full offer details will be shared tomorrow at geaerospace.com/unionnegotiations
 
_{*Calculation based on the average UAW employee (earning $41.74/hour), assumes CPI of ~2.8%/year for the COLA formula and includes accelerated cash payments} 

August 24, 2025

Sharing here a letter from our plant managers to our Evendale, OH employees who are members of the UAW. A similar letter went to our Erlanger, KY employees who are members of the UAW.


Dear Evendale team,

We want to take a moment to speak to you, not just as your site leaders, but as colleagues who have spent decades at GE Aerospace and are proud to call Cincinnati home. This site, and each of you who work so hard for our customers and one another, mean a great deal to us. Your skill, dedication, and pride are what make Evendale special, and we are fully committed to protecting and strengthening our future here together.

Right now, we are in the midst of contract negotiations with the UAW. To be clear: our goal is to reach a fair, competitive agreement that supports you and your families, while ensuring the long-term success of our site.

We are hopeful a deal is possible. In recent negotiations with both the IAM Union and the IUE-CWA, the bargaining teams worked through tough issues and landed strong agreements that balance employee needs with the long-term health of the business. Those outcomes came from both sides showing up ready to find solutions and creativity in finding common ground. Every day that passes without resolution creates uncertainty for everyone and we don’t believe that’s helpful for anyone.

We know what it takes:

• It will take flexibility.
  
• It will take a focus on solutions.
  
• It will take hard work at the table.
  
  
  

That is what good faith looks like, and when the entire bargaining table commits to those principles, we are confident we will find a path forward that recognizes your contributions and secures a shared future.

We know what’s possible when our Evendale team comes together – from the expansion in Development Assembly in support of our military customers to ramping our aeroderivative volume; and the Mach 1 line and Flex Cell which are bringing new work into EMO.

That is the spirit of collaboration and partnership we need now.

Thank you for the continued hard work and dedication during this time. We know this process isn’t easy and appreciate your continued resolve to get the job done as we work through this together. Your trust matters deeply to us, and we are committed to continue earning it each day.

Together, when negotiations conclude, we’ll be here to continue working together towards a strong future for all of us.

Thank you,

Jamie Regg
General Manager, Infrastructure

Dave Groth
Plant Leader, Assembly & Test Operations (ATO)

John Lyons
Plant Leader, Evendale Manufacturing Operation (EMO)

Nate Roedig
GM, Test Systems Engineering & Flight Test Operations

August 23, 2025
Growth & Headcount

We have continued to bargain with the UAW over the weekend to work towards an agreement ahead of this Wednesday’s 11:59pm contract expiration.

Real Job Security Is More Than Just A Number

We know job security is a high priority for our UAW-represented employees, and we are working hard to find sustainable solutions. We have shared our position across the bargaining table.

Our goal is to maintain, and even grow, the headcount of UAW-represented employees at both Erlanger and Evendale. But lasting job security must be built on meaningful work that meets our customers’ needs for safety, quality, delivery, and cost – in that order.

Comparisons to the 2023 contract, which was made under unique circumstances, don’t apply post-spin, as a standalone company. It’s important to note that the Company doesn’t offer headcount guarantees at any of our 60+ production sites globally.

When we win for our customers, more work follows. That is the most reliable foundation for job security.

One of our proposals is to establish an “in-sourcing zone” in Evendale to attract work from external suppliers. This pilot program would test new ways of working and build on our tradition of manufacturing excellence. This solution is not just about headcount numbers on a page but instead creating sustainable work that secures our future together.

We’ve also heard questions about the future of Erlanger. To be clear: there are no hidden plans or withheld information. Any rumors to the contrary are untrue.

August 21, 2025
Good Faith Bargaining

For the past 4 weeks, we have been negotiating in good faith with the UAW with the goal of reaching a fair, mutually beneficial agreement that supports employees and their families, while also protecting the long-term future of our sites.

In recent negotiations with both the IAM Union and the IUE-CWA, we worked through tough issues and landed strong agreements that balance employee needs with the long-term health of the business. We look forward to landing a strong agreement for the UAW that recognizes our employees and enables stable operations.
 

August 20, 2025
GE AEROSPACE IAM UNION REPRESENTED EMPLOYEES RATIFY NEW FIVE-YEAR CONTRACT

GE Aerospace today announced that a new five-year agreement has been ratified by employees represented by the IAM Union, putting the new local agreement into effect and completing the labor negotiation process.

Christian Meisner, Chief Human Resources Officer, GE Aerospace said, “GE Aerospace is proud to have an agreement that keeps our employees among the highest paid in the community, recognizing the important work they are doing in service to our commercial and military customers. We thank the IAM Union leadership and our IAM-represented employees for their collaboration, and we look forward to continuing our shared success."

Negotiations between IAM Union leaders and GE Aerospace officially began on July 29, 2025, in Columbus, Ohio. There are approximately 550 GE Aerospace employees who are members of the IAM Union in Evendale, OH. The new contract is in effect through August 18, 2030.

August 17, 2025
Tentative Agreement Reached with the IAM Union

We are pleased to share that GE Aerospace has reached a tentative agreement with the IAM Union covering approximately 550 employees at our Evendale, OH, facility.
 
This agreement reflects the mutual commitment of both parties to support our people, strengthen our U.S. operations, and secure a strong future for the company and the communities where we live and work. 
 
We appreciate the collaboration and professionalism of the IAM Union bargaining committee throughout this process. The next step will be for union members to review and vote on the proposed agreement. 

Separately, bargaining with the UAW is ongoing.

August 14, 2025
Negotiations Update

Economic Discussions Advance with IAM
We are pleased to report meaningful progress in our discussions with the IAM Union this week. We exchanged proposals on several key economic topics, including wages, retirement, healthcare and vacation and sick and personal time. These topics are high priorities for both GE Aerospace and the IAM, and each proposal reflects a focus on long-term stability, operational needs, and competitive offerings for employees.

Our more than 50-year history of finding common ground and reaching successful agreements shows what is possible with strong partners. With days until the contract expiration, we are encouraged by the progress toward a tentative agreement with the IAM. Together we can find solutions that benefit our people, our business, and the communities we serve.

Progress with the UAW
While progress has been slow, we remain committed to bargaining in good faith and believe a timely and strong deal is still possible. Through the week, we were able to meet and discuss key issues for both sides including how to build a future together in both Evendale and Erlanger. The negotiators have agreed to continue working through the weekend.

August 8, 2025
Negotiations Updates: Advancing Non-economics and Health Care

This week marks the close of Week 2 of local negotiations between GE Aerospace and our labor partners, the IAM Union and the United Auto Workers (UAW).

While progress has been slow, we have reached tentative agreement on several non-economic topics.

We introduced initial health care proposals, where we will continue to prioritize employee health and wellbeing through comprehensive medical benefits, personalized wellness coaching, protections against high medical expenses, and other meaningful support.

For production employees, it is important to note that there have been no increases in employee contributions in the last two years (2024 and 2025) and no increases to deductibles since 2020. Nonetheless, although health care costs continue to rise nationwide, GE Aerospace is committed to continuing to share in these increased health care costs. Our approach prioritizes affordability, with:

• Three health plan options, all offering free preventive care and out-of-pocket maximums to protect against catastrophic illness; and
• Income-based contributions, so that those who earn less, pay less.
  
  
  

Every proposal we put forward this week is anchored in thoughtful planning and a commitment to our employees, the communities where we operate, and the sustainable future of GE Aerospace.

We will begin addressing economics next week, a topic that often brings meaningful debate, and we will continue to approach discussions with professionalism, respect and a willingness to compromise in finding common ground.

We’ve been solving tough challenges at the bargaining table for more than 50 years, and we’ve done it by showing up prepared, focused, and committed to solutions.

We remain committed to reaching a contract that delivers on our commitment to recognizing and rewarding our employees, operational stability, and a strong future for our people and the business.

August 1, 2025
Building on Partnership: GE Aerospace and the IAM & UAW Negotiations Focus on the Future

This week, GE Aerospace began local contract negotiations with two of our labor partners, the IAM Union, which began on Tuesday, and the United Auto Workers (UAW), which began on Thursday.

Both bargaining tables opened with a shared understanding that we are stronger when we work together. These early conversations were focused on setting the stage by grounding both parties in the business environment, reaffirming our mutual commitment to respectful dialogue, and outlining priorities for the weeks ahead.

In his opening remarks, Steve Majer, GE Aerospace lead for Global Employee and Labor Relations summarized the work ahead. He said, “The work to be done in the coming weeks is critically important. Finding a constructive and collaborative solution is a big responsibility for all of us. We need to recognize the hard work of our employees while continuing to preserve operational stability and remain competitive.”

As IAM and UAW negotiations got underway this week, GE Aerospace leaders provided a snapshot of where we are today and where we’re headed. These briefings helped align both parties on the opportunities and challenges in today’s aerospace environment and the importance of working together to meet them. Discussions included:

• Recent investments in U.S. production and strengthening quality;
• The critical role our employees play in driving FLIGHT DECK,
• The strength of our talent in Erlanger and Evendale.
  
  
  

With the IAM, initial proposals were exchanged by the union and GE Aerospace, establishing a foundation for the detailed bargaining to come. We are encouraged by the constructive start to these conversations with the IAM. While negotiations are complex by nature, our approach remains straightforward: bargain in good faith, communicate with honesty, and pursue outcomes that support our people, our customers, and our communities.

UAW negotiations began Thursday, with initial sessions focused on key priorities for each party. While discussions are just getting underway, we appreciated the union leaders offering an open hand and look forward to our continued partnership. During our kick-off, we were honored to have employees from Erlanger and Evendale join us as part of the process, introduce themselves, and share how many years they have been contributing to GE Aerospace’s success.

Negotiations with the IAM and UAW continue next week and we look forward to continuing this important work.

July 29, 2025
Negotiations with IAM Now Underway

Today marks the start of local contract negotiations between GE Aerospace and one of our labor partners, the International Association of Machinists, representing approximately 550 employees at our Evendale, OH, facility.

We are committed to reaching an agreement that continues to invest in our people, strengthen U.S. operations, and position GE Aerospace and the communities where we operate for long-term growth.

These discussions follow the recent ratification of a new national agreement between GE Aerospace and the IUE-CWA. We appreciate the collaboration that led to that agreement and will approach our ongoing negotiations with the IAM with the same spirit of mutual respect and shared success.

We will begin negotiations with the UAW, representing employees at our Erlanger, KY, and Evendale, OH, facilities, on Thursday, July 31. We will approach these negotiations with the same level of commitment and spirit of collaboration.

We have a longstanding history of partnering productively with our unions. For over 50 years, GE Aerospace has partnered productively with the unions representing its employees, negotiating 17 national contracts and many local agreements. We look forward to bargaining in good faith with the International Association of Machinists and Aerospace Workers (IAM) and United Auto Workers (UAW) later this summer.

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