GREG MOONEY’S PLAN FOR SUCCESS
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Phase 1: Dream it.
Begin addressing AI & Automation concerns, analyze our messaging effectiveness, financial accountability, and create a health care plan for retirees called UAW Cares.
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Phase 2: Build it.
Re-direct our efforts in organizing and lobbying. Prioritize equal representation on the NLRB.
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Phase 3: Grow it.
Implement the UAW ‘35 Initiative to have 1% of the US Workforce as UAW members for the unions centennial anniversary.
Artificial Intelligence and automation represent the single greatest threat to UAW jobs since our union was founded in 1935.
Companies are already replacing workers with robots and AI systems, yet much of our current leadership has failed to negotiate meaningful protections. If we do not act now, thousands more UAW jobs will be lost in the coming years.
No Direct Layoffs from AI Companies will not be allowed to lay off bargaining unit employees solely because of AI implementation during the life of the contract.
Joint AI Task Force A permanent joint committee with equal representation from the company and the UAW will be established. This task force will review every proposed AI system before it is implemented and ensure it complements, rather than replaces, our work.
90 Days Advance Notice Before any AI technology that could affect bargaining unit work is introduced, the company must provide the union with a full impact assessment at least 90 days in advance.
Mandatory Retraining at Company Expense If AI changes someone’s job, the company must provide free training, with priority given to senior employees so they can move into new or modified roles.
Strong Anti-Surveillance Protections AI will not be used to constantly monitor workers, track movements, analyze communications, or make disciplinary decisions without meaningful human oversight. Video and audio surveillance in break rooms and non-work areas will be strictly prohibited.
Human Oversight on Discipline AI systems will not be allowed to automatically hire, fire, or discipline members. There must always be real human review to prevent bias and protect fairness.
Strong Enforcement Any violation of these AI protections can be taken through the grievance procedure, with remedies that can include stopping the AI system and compensating affected workers.
For too long, many UAW retirees and members have struggled with high healthcare costs.
As your next International President, I will create a powerful new supplemental healthcare plan called UAW Cares. This plan will use our massive collective buying power as one union to dramatically lower out-of-pocket costs for prescriptions, doctor visits, hospital stays, and other medical expenses.
UAW Cares will especially benefit retirees who are not covered by the VEBA. It will also provide meaningful relief to IPS, higher education, and other non-Big 3 members who have historically had weaker healthcare plans. Over time, we will expand UAW Cares across the entire UAW so that all members and retirees can benefit from our strength in numbers.
We will begin rolling out UAW Cares with the 2028 contract negotiations and continue expanding it in the years that follow. The more members who participate, the stronger and more affordable the plan becomes for everyone.
This is about more than just saving money. It is about giving our retirees and members the dignity and security they deserve after years of hard work. UAW Cares is one of the ways we will show that no UAW member gets left behind.
MODERNIZING RETIREMENT
We are entering a period of major change in the workforce. With the rapid rise of AI and automation, the future is uncertain. Even members with traditional pensions no longer have strong guarantees that those pensions will be there in full when they retire. Companies have shown us time and time again that they will put profits ahead of workers when it becomes convenient for them.
That is why I believe we need a new approach to retirement security, one that gives our members real ownership and control over their future.
My 7-7-7 401k Plan is designed to do exactly that. Here’s how it works:
The company automatically contributes 7% of your pay into your 401k, whether you contribute or not.
If you choose to contribute 7% of your own pay, the company will match it with another 7%.
This creates a powerful combination where you put in 7%, and the company puts in 14%, for a total of 21% going into your retirement every year.
In addition, I am proposing a one-time $15,000 company deposit into every Big 3 Tier 2 member’s 401k at the ratification of the next contract. This would serve as a meaningful jump-start to help Tier 2 members begin building real retirement security after years of being left behind.
Unlike a traditional pension, a 401k under this plan belongs to you. It is portable, fully vested from day one, and gives you the freedom to invest it however you choose. Most importantly, it allows you to build true generational wealth that you can pass on to your family.
We are heading into uncharted territory with AI and automation. Relying solely on the promises of corporations is no longer wise. My 7-7-7 401k Plan gives UAW members a real opportunity to take control of their financial future instead of remaining dependent on companies that have repeatedly shown they do not have our best interests at heart.
This is about building lasting security for our members and their families, no matter what disruptions come in the years ahead.
Estimated Monthly Income
Important Note on These Projections
These numbers are estimates only and are meant for comparison purposes. They are based on the following assumptions: starting at age 20 with a $60,000 salary, receiving modest annual raises, contributing the stated percentage of income each year, and earning a consistent average annual return until retirement at age 60. Actual results will vary based on investment performance, salary changes, contribution amounts, and market conditions. Social Security estimates are also projections and may be lower depending on future changes to the program. These figures are intended to show the long-term potential difference between retirement options, not to guarantee specific income amounts.
Simple Breakdown:
A regular 401k would give you decent money, but not life-changing of about $5,640 per month if you only withdraw the interest.
My 7-7-7 plan will give you around $12,000 per month if you only withdraw the interest and that money belongs to you, not the company. Plus, you can pass what’s left to your spouse or children.
A traditional pension by itself doesn’t pay very much. Even when you add Social Security, you’re still looking at roughly $8,000 – $8,500 per month total.
Why This Matters
We’re heading into a time where AI and automation could cause major disruptions in the workforce. Many experts believe traditional pensions will become even less reliable in the future.
That’s why having a strong 401k that you actually own and control is becoming more important. My 7-7-7 plan gives you a much better chance of building real, lasting wealth that isn’t dependent on a company keeping its promises 40 years from now.
RETIREES & LEGACY MEMBERS
Ending the Social Security Offset
For decades, many UAW retirees have faced an unfair reality. When they retire from the Big 3, they receive a pension they earned through years of hard work. However, at age 62, when they become eligible for Social Security, their company benefits often reduced, sometimes by 40 percent or more. This reduction is known as the Social Security Offset.
The original idea behind the offset was that the company pension was only meant to supplement Social Security. Once Social Security payments began, the company would reduce the pension, or the supplement aka bridge would end. While this may have made sense decades ago, it no longer works fairly for today’s retirees.
Many retirees worked 30 or 40 years, paid their dues, and earned a specific pension amount. Yet at age 62, they suddenly see their monthly income drop significantly at a time when healthcare costs and living expenses are often increasing. This creates real financial hardship for people who spent their entire careers building these companies.
As your next International President, I will make the complete elimination of the Social Security Offset a top priority in the next round of Big 3 contract negotiations. Retirees should keep 100 percent of the benefits they earned for the rest of their lives. There should be no reduction at age 62 simply because Social Security begins. And I promise to fight to roll the reduction that you earned back into you monthly pension for all current and future pensioners.
Our retirees built these companies and helped create the middle class. They deserve to live out their retirement years with dignity and financial security, not with the fear of losing a large portion of their pension at age 62.
If you worked hard and earned a pension, you should receive the full amount you were promised without penalties or reductions later in life.
Putting UAW Families First
For too long, the UAW has not done enough to support members who are trying to balance work and family life. Many UAW members work long hours, rotating shifts, and face mandatory overtime, making it extremely difficult to raise a family. At the same time, America is experiencing a serious population decline, which poses a long-term threat to American manufacturing and the future strength of our union. Fewer people being born means fewer future consumers, which directly impacts the industries we work in.
As your next International President, I believe we have both a moral responsibility and an economic interest in supporting UAW families. That is why I am proposing a strong paid family leave policy that puts our members first.
Here is what I will fight for:
10 weeks of paid maternity leave for every UAW woman
4 weeks of paid leave for every UAW spouse when their partner gives birth
2 weeks of paid leave for any UAW member who adopts a child 9 months or younger
Paid leave for all court hearings required during the adoption of a child
Up to $5,000 in reimbursement for legal fees related to adoption
Paid leave for all court hearings and appointments when fostering children
These policies are about more than just benefits. They are about recognizing that our members are not just workers, they are parents, spouses, and caregivers. Strong families build strong communities, and strong communities build a stronger union.
It is time we stop treating family support as an afterthought. UAW families deserve real support, not empty promises. By investing in our members and their families, we are investing in the long-term future of the UAW.
Skilled Trades
As AI and automation continue to change the workplace, many jobs will be impacted. However, skilled trades remain some of the hardest positions to fully replace. These roles require hands-on problem solving, technical knowledge, and real-world experience that machines cannot easily replicate. This is why investing in skilled trades must be a top priority for the future of our union.
For too long, the UAW has not done enough to grow and protect skilled trades. Apprenticeship programs have been underfunded, training has been inconsistent, and many young people have not been encouraged to enter these careers. At the same time, we have seen a shortage of skilled workers across the country, which weakens our ability to negotiate strong contracts.
As your next International President, I will make skilled trades a central focus of our union. This means:
Expanding and modernizing apprenticeship programs so more young workers can enter these careers with proper training.
Working with companies to ensure skilled trades workers are properly utilized and respected on the shop floor.
Fighting to keep skilled trades work in-house instead of allowing companies to outsource or automate it away.
Prioritizing organizing in sectors that still need skilled trades workers, such as energy, advanced manufacturing, and maintenance.
The future of the UAW depends on having a strong, well-trained, and respected skilled trades workforce. If we fail to invest in these careers, we risk losing the very foundation that has made our union powerful for generations.
Skilled trades are not just important. They are essential to our survival and growth as a union.
Organizing
Greg Mooney will steer UAW organizing efforts to proactively engage communities with returning manufacturing jobs, integrate smaller unions, and launch online campaigns in regions with potential for unionized roles. The UAW App will serve as the primary recruitment tool, enabling anonymous inquiries, private organizing, and protection against company retaliation. The "UAW Cares" healthcare plan will be a major draw, providing top-tier healthcare access to all UAW members. The union will focus on technology and energy sectors, particularly energy production and construction, which are projected to drive U.S. job growth. By evaluating current strategies, investing in innovative approaches, and offering compelling incentives, Greg Mooney will launch the largest organizing effort in UAW history. The “UAW 35” Initiative aims to have 1% of the U.S. workforce as UAW members by 2035, celebrating the UAW’s 100th anniversary.
Other Core Issues
Greg Mooney will champion equal representation on the National Labor Relations Board (NLRB) by advocating for one union representative for every corporate representative. He will collaborate with other unions to strengthen this position and will actively lobby the current administration and Congress to enact these reforms. Additionally, Greg Mooney will push for minimum staffing levels of arbitrators at the Federal Mediation and Conciliation Service (FMCS) to prevent backlogs in current and future union cases.
He will advocate for maintaining strong worker safety protections. He will push for penalties tied to a sliding scale based on a company’s gross revenue, rather than flat rates, to better hold large corporations accountable without unduly burdening small businesses. Additionally, he will seek mandatory National Safety Council (NSC) training for front-line managers, along with paid NSC and regional training for appointed UAW Safety Representatives.
Greg Mooney firmly opposes "Right to Work" policies and laws, tirelessly educating the public on how these measures undermine earning potential. Through innovative initiatives like “UAW Cares,” he aims to counteract “Right to Work” legislation by rendering current and future efforts ineffective.
Drawing inspiration from the 1919 Dodge v. Ford Motor Co. case, Greg Mooney will urge the UAW to lobby for laws requiring publicly traded companies to prioritize all stakeholders and long-term investments over short-term profits, ensuring public responsibilities are met without shareholder backlash.
