Why are we forming a union?
We are forming a union to finally have a seat at the table with management and a voice at work.
Our health care has gotten worse.
Our work load has increased.
We’re tired of the empty promises.
International Motors is owned by The Traton Group, headquartered in Germany. As a German company, Traton has a Works Council, which acts as a bridge between employees and management. The Works Council is a body of elected employee representatives that advocate for the interests of workers within the company.
Michael Lyngsie, Chairman, Traton (the company that owns International Motors) Works Council, says every worker deserves a union and a fair contract.
| Medical Plan | International Motors UNION worker plan In-Network |
Huntsville Plan In-Network |
|---|---|---|
| Deductible | $450 Individual $850 Family |
$700 Individual 1,400 Family |
| Out-of-pocket Maximum | $850 Individual $1,550 Family |
$2,900 Individual $5,800 Family |
| Coinsurance | 20% | 20% |
| Employee Monthly Premiums | Single - $72.00 Employee +1 - $114.00 Family - $154.00 |
Single - $117.51 Employee +1 - $221.36 Family - $310.72 |
| Emergency Room | $125 Copay | $100 Copay |
| Physician's/Specialist Care | $35/$45 Copay | $35/$45 Copay |
| Urgent Care | $35 Copay | $35 Copay |
| Telemedicine | $0 | $0 |
| Ambulance | Medically necessary ambulance transports are covered, which removes requirement for inpatient confinement and lifts the $150 limit. | 20% after deductible |
| Laboratory, X-Ray and Diagnostic Testing and Imaging | 20% coinsurance after deductible | 20% coinsurance after deductible |
| Outpatient surgery and care | 20% coinsurance after deductible | 20% coinsurance after deductible |
| Inpatient care/surgery | 20% coinsurance after deductible | 20% after deductible plus $250 inpatient confinement deductible |
| Chiropractic Care | Specialist Copay $45 20 visits annually |
Specialist Copay $45 20 visits annually |
| Therapy Services (occupational, physical, speech) | 20% coinsurance after deductible or $45 copay if billed as office visit |
Specialist Copay $45 20 visits annually |
| Vision Care | Covered at 100% up to $300 annually | |
| Hearing Exams, evaluation, and hearing aids | Covered at 100% up to $1,700 per ear (every 36 months) |
Covered at 100% up to $500 per ear (every 36 months) |
| PRESCRIPTION DRUGS | In-Network | In-Network |
|---|---|---|
| Out-of-pocket maximum: Individual: $4,235/Family: $8,975 |
Out-of-pocket maximum: Individual: $5,650/Family: $11,300 |
|
| Retail | Tier 1: $10 (Generic Drugs) Tier 2: $35 (Preferred Brand Name) Tier 3: $60 (Non-Preferred Brand Name) |
Tier 1: $15 (Generic Drugs) Tier 2: 25% coinsurance ($35 min/$55 max) (Formulary Brand) Tier 3: 65% coinsurance (Non-Formulary Brand) |
| Mail Order | Tier 1: $20 (Generic Drugs) Tier 2: $70 (Preferred Brand Name) Tier 3: $120 (Non-Preferred Brand Name) |
Tier 1: $30 (Generic Drugs) Tier 2: 25% coinsurance ($70 min/$110 max) (Formulary Brand) Tier 3: 65% coinsurance (Non-Formulary Brand) |
| Specialty Drugs | 30 day supply - $35 90 day supply - $70 |
| International Motors Union Workers 401k Plan | |
|---|---|
| Age on last day of applicable calendar quarter | Age weighted Company Contribution |
| Under age 30 | 1.00% |
| Age 30 to 39 | 2.00% |
| Age 40 to 49 | 3.00% |
| Age 50 and older | 4.00% |
| The age weighted company contribution is made regardless of whether the employee contributes or not. | |
| In addition to the Age Weighted Company Contribution, the Company match is .25% per 1% contributed by the employee. Example: Employee contributes 6% then company match is 1.50% (6%x.25%=1.50%) | |
Because we have already proven that when we come together, we win. Voting yes to form our union gives us a voice and real power at work. Management only brought back Blue Cross Blue Shield and started fixing issues once we started organizing.
Voting YES gives us real power to win improvements like:
By forming our union, we can lock all of that into a binding union contract. We are building a future where we decide, not management.
The strike is the biggest tool we have to win a contract. Here's how it works:
And if we ever do strike:
The goal is always to win a strong contract without striking — but if we have to, we decide, we do it together, and we do it with power behind us.
Dues fund our ability to protect ourselves, enforce our contract, and fight for what we deserve. UAW dues are 2.5 hours of straight time pay per month. For example, if you make $20/hour, dues would be about $12.50/week. We don't pay dues until we vote to approve a contract that includes raises and improvements we're proud of.
We do.
We decide together every step of the way.
Management wants to scare us. But the truth is:
Even a GM executive confirmed that UAW representation has nothing to do with closing a plant.
Once we vote YES:
Nothing gets accepted without a majority YES vote from us. This process is in our control — not theirs.
No. That's just another scare tactic. You can still talk to your manager if you want to — with or without a union. But let's be honest:
With a union, you keep your voice — and gain power by joining together with your coworkers. You can still speak for yourself, but you also have backup when it counts.
So ask yourself: How's that open door working for us now — without a union?
International Motors workers across the country have already won better pay, benefits, and respect through coming together and joining the UAW. Now it's our turn. It's time we had a seat at the table — with real voice, dignity, and power.
As you head into Election Day, here's a quick guide to help you know your rights, feel confident, and stay strong. Management may try to confuse or intimidate — but you are protected, and you have a right to vote freely.
DOs
DO vote during any of the scheduled voting blocks that works for you. You can vote before or after your shift, during a break or lunch, or when you're released — not just when management says you can.
DO tell your coworkers their rights and encourage them to vote YES.
DO wear your UAW hats, buttons, wristbands, or other swag proudly — it's your legal right.
DO report any intimidation, pressure, or misconduct by managers to your bus driver.
DO know that you can still vote even if you're on leave or not working that day.
DO check in with your bus driver or GOTV captain to make sure you get to the polls.
DO celebrate this huge step we are taking and all we've already accomplished together!
DON'Ts
DON'T let a manager walk you to the polls — that's intimidation and a violation of your rights.
DON'T answer if management asks how you're voting — it's none of their business, and let a bus driver know ASAP.
DON'T let anyone from management rush or pressure you while voting.
Final Reminder
This is your voice and your moment. Management is afraid because they know how powerful we are when we're united. Stay calm, stay confident, and bring someone with you to the polls. We are stronger together. Let's win this!
