Unifor, the Canadian labor union, has released details of a proposed tentative agreement with Ford Motor Company, which could secure three per cent annual wage increases for workers over the next three years if ratified. The agreement includes commitments from Ford to maintain operations at its facilities in Windsor and Oakville, Ontario, and invest over $1 million into these plants. The union's bargaining team confirmed the deal, which follows negotiations that began on June 22, 2026, as previous contracts with major automakers were set to expire. The results of a member vote on the agreement will be announced on Sunday. This development comes amid broader discussions about labor rights and industrial relations in Canada's automotive sector, with Unifor's leadership emphasizing the importance of preserving manufacturing jobs. The tentative agreement highlights the union's focus on long-term wage growth and facility stability, positioning it as a key factor in the industry's future. Ford's commitment to investment and operational continuity underscores the mutual interests of both parties in maintaining a stable workforce and production capacity. The agreement also reflects the evolving landscape of labor negotiations in Canada, where unions are increasingly prioritizing multi-year contracts to ensure financial security for workers. This development could set a precedent for similar negotiations with other automakers, shaping the future of labor relations in the sector.

The board ratified a labor-management agreement for Palm Tran that raises the starting wage from $17.25 to $20 and phases top-rate increases, authorizes an actuarial study of a DROP/pension option, and includes sick‑leave flexibility and maintenance pay adjustments; the vote was 6-0.

The committee approved collective bargaining agreements for supervisory and non-supervisory City of La Crosse police unions covering 2027–2029; staff said the non-supervisory agreement includes staged wage increases and paid parental leave beginning Jan. 1, 2027, with estimated costs of about $900,000 (non-supervisory) and $320,000 (supervisory) over three years.

Staff prioritize wage increases and address overtime challenges amid upcoming concert workload.

Senators analyze potential effects of wage increases linked to governor's budget proposals.

County officials authorize 5% wage increase and enhanced benefits for IT and IBEW staff.

The Finance Committee approved transfers totaling $1,175,000 for FY27 wage increases and $710,000 for retroactive adjustments tied to newly settled police and other municipal union agreements; the settlement includes a fit‑for‑duty committee and a lateral‑hire credit policy meant to ease recruitment.

Boston Public Schools and Teachers Union reach agreement enhancing wages and inclusive education services.

Committee votes to allocate $1.58M for Crossroads prevailing wages with restrictions on jail rates.

The Elk County Board of Commissioners approved settlement contracts following arbitration for county prison and court-related employees, instituting graded wage increases retroactive to 2025 and extending contracts through Dec. 31, 2028.

A resolution to authorize an agreement with the International Brotherhood of Electrical Workers (IBEW) was advanced to the May 5 agenda; staff summarized term through Dec. 31, 2029, annual 3.25% wage increases, changes to residency radius and updates to union-security language.