Information for Baltimore

Following negotiations between the bargaining committees, the company presented its Best Offer to the IBEW, IUE and SEA for the next labor contract at Northrop Grumman. The IBEW, IUE, and SEA Bargaining Committees have stated they will unanimously recommend ratification of the Best Offer!  The Best Offer includes record high General Wage Increases and enhanced available benefit programs for all represented employees. We believe this offer provides fair and equitable compensation for our employees, while giving the company the flexibility necessary to sustain our business into the future. 

All job classifications* will receive a 23.5% pay increase over the course of six years, with the opportunity for an additional 0.5% increase in the first year with contract ratification on or before September 9, 2025 for a total 24% increase.

The package provides a 4.0% increase in the first year upon ratification, and a 4.0% increase in all subsequent years.

As you increase your pay each year, the next year’s increase is made to your latest salary, compounding your pay even further. 

This graph does not include the annual 4% merit increases for those in progression, which for many employees is significant. We recognize the importance of illustrating how the Company’s offer will benefit your pay. To better understand what this offer could mean for you personally, we have mailed an individualized compensation statement to your home address. If you have additional questions, please reach out to BWIUnionUpdate@ngc.com for more information.

Important Note Regarding the Mailed Estimated Compensation Statement: Actual merit increase calculations are driven by many factors, including (but not limited to): union seniority date, union position date, union affiliation, position on the pay scale within the rate range, job code, and other rules governing position and pay rate. The estimate assumes you maintain your current position and union affiliation, along with estimations on when you will reach the top of code for your position and its impact on your pay progression(s). The estimate is being provided only for demonstrative purposes and, in light of the many potential variables, should not be construed as exact rates to be received.

*A separate agreement was reached for those in the janitor job classification which increases wages and provides night turn differential.

We’re a company you can count on to offer the resources to bolster your future. In this offer, the unions negotiated enhanced benefits and minimal annual increases to benefit premiums.

• New: Paid Caregiver Leave (see USHR 3-59)
  • Paid Caregiver Leave may be granted to eligible employees to provide care for an eligible family member’s serious health condition:
    • A Family Member is considered the employee’s spouse, child, parent, domestic partner, and child of a domestic partner.
    • A Serious Health Condition is an illness, injury, impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider.
  • Paid Caregiver Leave will consist of two (2) weeks (up to 80 hours) in a 12-month period. Time available can be regained on a 12-month rolling backwards basis.
  • Employees receive their base rate for Paid Caregiver Leave.
    
     
• Enhanced: Bereavement Leave
  • Added loss of child during pregnancy
  • Added the ability to cover other relationships may be approved at management discretion (e.g. raised by aunt).
  • Increased time-frame to use benefit from seven (7) days after the death to two (2) months
    
     
• Enhanced: Paid Parental Leave to match any improvements (see USHR 3-57)
  • Paid Parental Leave may be granted to employees who require time off for the following covered events:
    • Birth and care of a newborn child/children (i.e., single or multiple child pregnancy).
    • Placement of a child/children with the employee for adoption (i.e., single or multiple adoption at one (1) time).
      • Paid Parental Leave will consist of six (6) weeks (up to 240 hours) for each covered event and must be used within one (1) year of the covered event.
      • Employees receive their base rate for Paid Parental Leave.

As healthcare costs in the U.S. continue to rise, the Company is focused on providing benefits that help you and your families afford the care you need. The proposed offer would ensure that there are:

• No changes to your current deductibles, unless required by IRS limits
• No changes to your out-of-pocket maximums, unless required by IRS limits
• No changes to your prescription plans, unless required by IRS limits

Healthcare costs, like most costs, rise year-over-year. This offer ensures minimal increases to healthcare, dental and vision premiums. These premium increases are significantly less than the negotiated pay increases – as low as 67 cents per paycheck.

• Healthcare premiums increases limited to 2% in 2026, 2% in 2027, 4% in 2028, 4% in 2029, 5% in 2030, and 5% in 2031.
• Dental and vision premiums increases limits to 0% in 2026, 2% in 2027, 3% in 2028, 3% in 2029, 3% in 2030, and 3% in 2031. 

For employees on an Anthem healthcare plan, the chart below outlines how much your contribution will increase per paycheck each year, depending on your selected plan.

Your union will provide details on how to vote on the presented offer. Voting is the best way to make sure your voice is heard.

Your individual decision on how to vote has significant implications. Before you make that decision, we urge you to educate yourself on the contract offer and its impact on you and your family. We have provided you with highlights, however, if you would like more information, please ask your union officials who participated in the bargaining process for more information.

The Company will ensure you are not impacted via lost pay for taking time to vote. The Company has agreed to allow employees to charge up to one hour to vote at the start or end of their shift. We believe the voting schedules should enable this, but if you have a specific issue, please talk to your manager. Your manager can provide the proper charge code to use.

For the IBEW and IUE, voting times have been scheduled around shift change times to increase the ability of employees to vote at the start or end of shift with minimal business disruption. The SEA has informed us employees will be permitted to vote at the SEA Union Hall throughout the day on Tuesday, September 9. Employees should check with union leadership for more specific voting information.  

The IBEW, IUE, and SEA have been negotiating with the Company since early July. The current contracts expired at midnight August 30th, however, the Company and Unions have agreed that employees will continue working through the ratification voting process.

What is the goal for negotiations?

The goal is for the unions and the Company to work together to reach a fair contract that recognizes your contributions, maintains job stability over the coming years, meets the needs of the business and is beneficial for all employees.

What is discussed during negotiations?

The parties provided more than 70 proposals throughout the process. These included proposals regarding wages, medical premiums, shift schedules, and various types of leave.

Where do we stand currently in the process?

After weeks of negotiations, the Company and the IBEW, IUE, and SEA reached an agreement on the Company’s Best Offer in the evening on August 30. All three unions have agreed to recommend ratification of the Best Offer. Information regarding voting dates, times, and locations should be coming soon.

If you have additional questions, please email BWIUnionUpdate@ngc.com and check back here for responses.