DETROIT – With a deadline for expanded strikes by the United Auto Employees towards the Detroit automakers closing in, the “severe progress” known as for by the union appears all too elusive.

The UAW and Basic Motors, Ford Motor and Stellantis are all holding their floor on calls for, and it seems possible the union will strike further vegetation at some, if not all, of the automakers at midday Friday — because it’s promised.

Whereas talks are ongoing, there was little motion in proposals for the reason that strikes have been initiated on Sept. 15 at meeting vegetation in Michigan, Ohio and Missouri. Sources accustomed to the talks describe a “massive” hole between the edges and say the events are “far aside.”

Headline financial points and advantages reminiscent of hourly pay, retirement advantages, cost-of-living changes, wage development and work-life steadiness stay central to the discussions. All points play into each other and might change primarily based on demand priorities.

Every automaker has its personal distinctive points, however total the businesses wish to keep away from mounted prices and what they’ve known as “uncompetitive practices” reminiscent of conventional pensions. The union, in distinction, is trying to regain advantages misplaced throughout previous talks and safe vital will increase to pay and different advantages, whereas retaining platinum healthcare for members.

Ultimately, it is about how a lot a deal will value the businesses in whole. Wall Road is at the moment anticipating document prices, although nonetheless beneath the $6 billion to $8 billion in calls for the union would love, based on Wells Fargo.

This is a normal overview of the place the union and corporations stand on key points.

Union leaders have been extremely clear throughout collective bargaining this yr with the automakers; nonetheless, they’ve largely been quiet on any potential for compromise round a requirement of 40% wage will increase over 4 and a half years.

Media stories point out the union has adjusted that demand to the mid-30% vary. UAW President Shawn Fain final week mentioned the union has not made a suggestion beneath 30%.

The automakers have countered with wage will increase of round 20% over the size of the contract — what would nonetheless be a document — to a prime wage of greater than $39 per hour for a majority of staff.

Sources accustomed to the talks say if the businesses do improve hourly wages past that 20% stage, they’re prone to decrease different advantages or cut back jobs sooner or later to attempt to make up the distinction.

A Ford supply mentioned the corporate’s present proposals would provide entry-level staff beginning salaries of about $60,000, doubtlessly growing to $100,000 or extra through the lifetime of the deal. That features base pay, anticipated extra time, profit-sharing and different money bonuses.

Underneath GM’s newest proposal, President Mark Reuss mentioned about 85% of present represented staff would earn a base wage of about $82,000 a yr. That is in contrast with the typical median family earnings of $51,821 in 9 areas the place GM has main meeting vegetation, he mentioned.

Wage tiers — slicing auto staff into distinct pay ranges or classifications — are tough, transferring targets.

The businesses and union have outlined “tiers” otherwise throughout previous negotiations in addition to through the talks this yr. Tiers can signify staff doing the identical job for various pay and advantages; related however completely different job tasks; or variations between staff at meeting and parts vegetation — relying on the talks.

The UAW union has known as broadly for “equal pay for equal work.” It is a cornerstone of the group’s platform. Whereas the automakers have traditionally argued for various pay primarily based on seniority, job classification and tasks.

So-called “tiers” have been established in 2007 as a concession by UAW to permit decrease wages and advantages for staff employed after the contracts have been ratified that yr — what grew to become often known as a “second tier.” The beginning pay of those staff was roughly half that of the incumbent staff, and they’d not be eligible for a similar lively well being care advantages, pensions or retiree well being care protection.

The union has received some related advantages again for newer staff in comparison with veteran, or “legacy,” ones however there stays completely different classifications of staff and pay “tiers” that quantity to “in-progression” wages, wherein a employee earns extra the longer they’re employed.

For this yr, the automakers have largely proposed reducing an current eight-year pay development in half and eliminating some pay discrepancies between staff who do related jobs reminiscent of elements and parts.

The union want to eradicate the in-progression pay construction fully and have staff throughout the contract incomes the identical wage (after a 90-day adjustment interval) together with momentary, or supplemental, staff.

One supply accustomed to the talks mentioned there is a “philosophical distinction” between the edges. Ford, which makes use of the fewest momentary staff, has agreed to maneuver all present temps with 90 days of labor below their belt to full-time staff.

UAW suspended cost-of-living changes in 2009, as the businesses tried to chop prices. COLA helps staff preserve the worth of their compensation towards inflation.

The union now needs to reinstate COLA, particularly following a interval of decades-high inflation. However the automakers, on the whole, have proposed both lump-sum funds or urged using calculations primarily based on inflation ranges that the union argues would not be ample to offset elevated prices.

Automakers have additional argued that profit-sharing funds which have historically been primarily based on North American earnings of the businesses have assisted in offsetting inflation.

The businesses try to vary or decrease profit-sharing funds to offset different elevated prices, whereas the union would love an enhanced system.

UAW beforehand outlined a calculation of offering $2 for each $1 million spent on share buybacks and will increase to regular dividends.

UAW has proposed higher work-life steadiness, together with a possible 32-hour workweek for the pay of 40 hours. The union has argued that salaried staff are allowed distant or hybrid work, permitting them to spend extra time away from work with their households.

A shorter workweek has been a non-starter for the automakers, which have countered with further trip time, added vacation pay reminiscent of for Juneteenth and two-week paternal go away, in some circumstances.

For the UAW, product commitments equal jobs, that means extra members for the union.

UAW leaders are particularly involved with car manufacturing commitments at Stellantis, which has proposed closing, promoting or consolidating 18 amenities. The places included its North American headquarters, 10 elements and distribution facilities and three manufacturing parts amenities (two of which have already been absolutely or partially decommissioned).

A supply accustomed to the talks mentioned GM has dedicated product to all of its amenities, following three closures 4 years in the past.

The UAW has demanded a “vital” improve to pay for retired staff. The union final week mentioned the businesses had rejected all will increase to retiree pay. Nevertheless, GM CEO Mary Barra mentioned the automaker included in its provide a lump-sum money fee of $500 for retirees.

A Ford supply mentioned the corporate’s present provide features a well being care retirement bonus program with lump sums of both $50,000 or $35,000, upon retirement, primarily based on seniority, for newer staff.

Automakers even have pushed again on returning to conventional pensions in lieu of 401(ok) plans.

A proposal final week by Ford included a 6.4% contribution from the corporate and $1 per hour for each hour labored, with a earlier cap eliminated, based on an organization supply.

GM additionally supplied an unconditional 6.4% firm 401(ok) contribution for workers who usually are not eligible for pensions.