Updates

March 28, 2026

Members of BMDA on Saturday ratified the Tentative Agreement for the new four-year contract, which goes into effect immediately. We look forward to working together once again to deliver the Navy’s ships on time to protect our nation and our families. Training and implementation of the new elements of the contract begin this week.

March 27, 2026

BIW and the BMDA have reached a Tentative Agreement on a new contract. The vote will occur tomorrow, Saturday, March 28, at 9 a.m. at Brunswick High School. The doors will open at 9 a.m. and close at 10 a.m. BMDA members should bring their badge to be able to vote.

March 25, 2026

BIW remains committed to talking with BMDA and is ready to meet. We have not yet had a response to our last proposal.

BIW has received several inquiries regarding returning to work from BMDA members. Here is additional information about returning to work and the possibility of working from home. These two questions have been added to the Strike FAQ sheet as questions 9 and 10. The FAQ page is available at the “Updated FAQs” button above or here.

Is Work from Home an option if I return to work?

Yes. Expanded work from home options (part time and full time) during the strike will be available to accomplish the important work of building and maintaining ships for our Navy customer.

Will I need to physically cross the picket line in order to return to work?

Not necessarily, many BMDA employees are eligible to work from home and will not need to cross a physical picket line to keep working. However, some positions in the BMDA may require on-site presence.

March 24, 2026

Last night, BIW presented the BMDA with a 4-year contract with annual wage increases of 10.5%, 5%, 5% and 5%. Under that proposal, at the end of four years, a BMDA employee will be making 28% more than they are now; top-scale designers would earn more than $95,000 annually in base pay by the end of the contract.

Responding to BMDA members’ priorities, BIW’s proposals retain flexible work schedules, the ability to work from home and options to purchase additional vacation. The healthcare benefits proposal retained the employee’s choice of three plans, maintained a company-funded contribution to their health savings account, and the company limited premium growth to 5.75%, which is an average of $2.05 per week (far below other increases in Maine*). BIW remains committed to offering a contract that attracts and retains talented workers.

* https://www.maine.gov/pfr/insurance/press/maine-bureau-of-insurance-announces-final-2026-health-insurance-premiums-for-individual-and-small

March 22, 2026

After three weeks of negotiation, BIW and the BMDA have been unable to reach agreement on a successor collective bargaining agreement. The company’s proposed contract includes historic annual wage increases of 10.1%, 4%, 4% and 4% with total compounding wage growth of 23.8% over the four-year contract. Other aspects of the company’s proposal include health insurance rates significantly below market and preservation of work from home, flexible workweek and vacation purchase opportunities. The company is continuing to negotiate in good faith with the BMDA to explore opportunities to better align company and union objectives.

BIW and BMDA have worked hard on negotiating a new Collective Bargaining Agreement (CBA). Despite reaching alignment on most contract provisions, we were not able to reach a full tentative agreement. The Company’s offer failed to ratify on Saturday, and BMDA has chosen to strike at 12:01 tonight. Below are FAQs that provide important information concerning your wages and benefits and the availability of work during the strike. More detailed information will be forthcoming in the week ahead.

1. Do I still get a paycheck while on strike?

No. Employees who choose to participate in the strike will not be paid by the Company for the days they are on strike.

2. Will I receive my final paycheck if I choose to participate in the strike?

Yes. You will receive your final paycheck via direct deposit or it will be mailed to you at your address of record.

3. Can I collect unemployment compensation benefits if I choose to participate in the strike?

Maine law limits unemployment compensation benefits while participating in a strike. Unemployment compensation entitlements may be different in other states.

4. What happens to my insurance coverage and benefits if I choose to participate in the strike?

Healthcare and vision benefits will continue through midnight on the last day of the month on which the strike begins. Example: if a strike begins on Monday, March 23, 2026, healthcare and vision benefits will continue through midnight of March 31, 2026. Details regarding all other benefits will be mailed to employees’ address on record during the first week of the strike.

Employees choosing to participate in the strike will be eligible to continue coverage in each of these plans at your own expense in accordance with the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Employees will be responsible for the monthly rates as follows: 

Health Care	Single	Employee + Spouse	Employee + Child(ren)	Family
Personal Health Account Plan	$811.20	$1,622.39	$1,622.39	$2,311.90
Physician Open Access	$898.98	$1,797.94	$1,797.94	$2,562.08
PCP Select	$996.92	$1,993.85	$1,993.85	$2,841.22

* Please note: the rates are for the continental U.S. plans only.  

5. During the strike, will business operations continue?

Yes. The Company has the right to continue operating and intends to do so with salaried personnel, sub-contractors and other employees who elect to come to work.

6. What access will I have during the strike?

BMDA badges and computer access will be suspended when the strike begins. BIW-issued phones will not have BIW email or BIW system access. All other phone functions will still be available until further notice. Employees will not be authorized to access Navy or company facilities using BIW-sponsored credentials (e.g. CAC).

7. What if I want to return to work?

For those interested in working during the strike, the union may subject you to fines and penalties for crossing the picket line. Contact your union representatives for details on those penalties. If you choose to cross the picket line and wish to avoid fines or penalties, you should resign your membership in the union, in writing. You may do this by sending the union a letter, using the template:

The Company is not encouraging BMDA members to remain a member of the union nor encouraging members to resign. The Company simply wants BMDA members to be sure that they know and understand their rights. BMDA members should be aware that the Union cannot force the Company to terminate your employment if you choose to resign, however, upon conclusion of the strike you will be required to resume membership in the Union to remain employed.

In the event of a strike, more information will be available at: BMDA FAQ Hotline 207-442-1650 and/or [email protected]

Once you contact the Strike Hotline, BIW will begin the process of reinstating you. After reinstatement, phone, badge and computer access will be restored. No paid time off will be approved until reinstatement is complete.

8. What if I am assigned to an off-site location or on company assigned travel when the strike begins?

BMDA personnel on company travel who choose to participate in the strike will be offered a ticket home for the employee only. Please send requests and questions to [email protected]. If an employee on travel chooses to participate in the strike and chooses to remain on site, all expenses (hotel, car, food, etc.) will be the responsibility of the employee.

If you have questions regarding this information, please call the negotiations hotline 207-442-1650.

Strike Guidance for All Employees

The UAW, Local 3999 Bath Marine Draftsmen’s Association’s (BMDA) collective bargaining agreement with BIW expires on midnight Sunday, March 22, 2026.  The BMDA will initiate a strike at 12:01 a.m. on Monday, March 23, 2026. We want to make sure that you are familiar with our safety and security guidelines during that time.

During the BMDA strike, BIW will continue with Business Operations in order to support our scheduled commitments:

• BIW will remain focused on ensuring that everyone can continue to work safely.
• Work will continue on all programs and at all facilities.
• All BIW employees not represented by the BMDA are expected to report for work as scheduled.

PICKET LINES

• The use of orderly picket lines by the union is legal and will be respected, but the union has no right to prevent employees from entering or leaving BIW facilities.
• BIW Security will have guards at all impacted facilities and entrances.
• Local and state police may be present at any or all impacted facilities.
• While we do not expect the union to condone violence on the picket line, it is possible that employees who cross the lines may be subjected to intimidating comments and behavior.
• Do not engage in debate with the picketers.
• As you enter a facility, avoid provoking a reaction at the picket line.
• If, for any reason, it appears you might be barred from passing through the lines, seek assistance from the nearest security guard. If no security guard is present, call the Security Communications Center at 207-442-2222 and/or try a different entrance.

AVOID TROUBLE – It is the responsibility of Security and police to protect all citizens wishing to enter their place of work, but it is the responsibility of the employee to call the officer’s attention to any interference and ask for assistance. Do not try to face any issue yourself.

AT WORK

• Report any incidents of gate blockages or acts of threats/violence or property damage to BIW Security.
• Do not congregate or gather with others in the vicinity of property boundaries.
• Expect and plan for delays when crossing picket lines.
• Consider bringing lunch to avoid the need to cross picket lines during the workday.
• All BIW parking lots will remain open.

If you have additional questions, please contact your supervisor.

March 22, 2026

BMDA employees voted on Saturday not to accept the contract. We are continuing to negotiate until the expiration of the contract tonight. Visit this page for future updates.

March 20, 2026

Chris Waaler, Vice President, Engineering and Quality, and Nate Fowler, General Manager, Planning Yard, sent a letter to all BMDA employees and their supervisors today outlining the current status of negotiations. The letter included the complete contract language of the company’s last offer as well as FAQs explaining some of the key contract provisions. Those FAQs appear below. Note that the summary document issued yesterday has been updated to highlight these clarifications. 

BMDA 2026 COMPANY OFFER FAQS AND CLARIFICATIONS

1. How is the 23.8% average wage growth calculated?

The 23.8% is an average increase across all employees during the life of the contract. This average is the result of compounding growth of the increases in wages over each of the four years. Compounding growth occurs when the increases from prior years become part of the base wage for the next year’s increase.

To illustrate this, let’s look at a 1AA designer:

A 1AA designer makes $35.57/hr. in the existing contract. Under the company’s proposal the designer receives an increase of 10.1% in the first year, resulting in a new wage rate of $39.15/hr. This new wage rate is now the basis for the percentage increase in the second year of the contract, and future increases in years three and four are calculated in the same manner.

Current Wage 1AA: $35.57	Amount of increase	New hourly rate	Compounding % increase over current wage rate
1st Year Increase – 10.1%	$3.59	$39.15	10.1%
2nd Year Increase – 4%	$1.57	$40.72	14.5%
3rd Year Increase – 4%	$1.63	$42.34	19.0%
4th Year Increase – 4%	$1.69	$44.04	23.8%

2. The company summary sheet indicated that work from home (WFH) has been enhanced. What does that mean?

BMDA employees participating in WFH may now change a current WFH day to a different day within the same week on three occasions in a calendar year.

3. The company summary sheet indicated that flexible work week has been enhanced. What does that mean?

Second shift can now start their shift as late as 8 p.m. In addition, employees who exceed 16 hours of lost time without being issued discipline will no longer lose their flexible work week privileges.   

4. Why were vacation and sick time consolidated into Paid Time Off (PTO)?

This consolidation allows for a simplified pool of time off with less restrictions on use. In addition, employees now may use their PTO in 6-minute increments.

5. What are the improvements to the retirement contributions?  

Non-pension-eligible employees will retain their 401(k) dollar-for-dollar match contribution up to 6% and the 2% company paid contribution (NCRC), plus receive an additional $1,000 company-paid contribution (NCRC) each year of the contract.

Pension-eligible employees will retain their $54 pension multiplier for past and future service and retain their 401(k) dollar-for-dollar match contribution up to 6%, plus receive an additional $1,000 company-paid contribution (NCRC) each year of the contract.

6. What are the increases to shift premiums?

Shift premiums increase $.25 per hour, from $1.50 to $1.75 per hour.

7. How did the company expand pay for travel time on weekends?

The current contract limits pay for travel time up to 10 hours on Saturday/Sunday. This has been removed. Now, all travel time on Saturday/Sunday will be paid with appropriate overtime.

8. The company summary sheet indicates that there is no increase to healthcare premiums after year 1. What are my new weekly healthcare rates?

POA	2026		2027-2030
	Non-Smoker	Smoker	Non-Smoker	Smoker
Employee Only	$13.45	$20.16	$15.45	$23.15
Employee & Spouse	$24.62	$38.72	$28.28	$44.47
Employee & Child(ren)	$24.62	$38.72	$28.28	$44.47
Employee & Family	$38.09	$58.84	$43.75	$67.58

The average weekly increase to the POA plan (non-smoker) for 2027 is $3.75.

PCPS	2026		2027-2030
	Non-Smoker	Smoker	Non-Smoker	Smoker
Employee Only	$29.83	$36.53	$34.26	$41.95
Employee & Spouse	$59.63	$73.06	$68.49	$83.91
Employee & Child(ren)	$59.63	$73.06	$68.49	$83.91
Employee & Family	$84.97	$104.10	$97.59	$119.56

 The average weekly increase to the PCPS plan (non-smoker) for 2027 is $8.69.

PHAP	2026		2027-2030
	Non-Smoker	Smoker	Non-Smoker	Smoker
Employee Only	$7.26	$14.42	$8.34	$16.56
Employee & Spouse	$14.50	$28.83	$16.65	$33.11
Employee & Child(ren)	$14.50	$28.83	$16.65	$33.11
Employee & Family	$21.76	$43.25	$24.99	$49.67

The average weekly increase to the PHAP plan (non-smoker) for 2027 is $2.15.

9. The company summary sheet indicates that the company-paid HSA seed has been maintained at the current level. What is the value of the HSA seed?

The company currently contributes $600/$1,200 (Individual/All other plans) per year into your Health Savings Account (HSA); this will remain unchanged.

10. The BMDA wage table on the company summary sheet shows a 10.1% average wage growth for the first year of the contract. Why does it say “average”?

As a result of moving all members to the same wage table, 80% of members will receive a 10.1% increase in year 1, while the remaining 20% will receive more (grades 1, 2, 3) or less (Grades 16, 17, 18). The average across all grades is 10.1%.

March 19, 2026

Bath Iron Works and the Bath Marine Draftsmen’s Association began negotiating a new Collective Bargaining Agreement (CBA) on March 2. The BIW and BMDA representatives met this morning at which time the company presented its latest offer. The two sides have agreed on many articles but were unable to reach final agreement on a new CBA. The BMDA has scheduled a vote on this contract proposal for Saturday. Please check back here periodically for updates.

What is included in the Company’s proposal?

PAY

• Annual wage growth that totals 23.8% over the life of the contract
• The largest increase of 10.1% occurs on ratification, followed by 4%, 4% and 4% in each successive year
• Increases shift premiums
• Expands the positions eligible for shift differential

VACATION

• Combines Vacation and Sick Time into single Paid Time Off, with ability to use in 6-minute increments.
• Retains ability to buy additional time off
• Maintains shutdown with paid OT if worked

RETIREMENT

• Additional Company-paid 401-K contribution of $1,000 annually for employees both eligible and not eligible for pension

HEALTH INSURANCE

• Maintains 100% company-paid HSA seed
• Average premium increase of $4.86 per week in 2027 and then frozen for the remaining 3 years
• Other in-plan cost increases in first year and then frozen for the remaining 3 years

CONTRACT LENGTH

• Contract would cover four years

WHAT IT MEANS

If approved, this contract would implement the largest BMDA pay raises in 40 years, while preserving work from home and flexible workweek with enhancements.

WHAT IS NEXT?

Members of BMDA will vote on Saturday whether to ratify the contract.