UAW win helps nonunion workers too as Tesla is latest to hike pay
Tesla has announced that it will raise factory worker pay for some workers at its Nevada Gigafactory by 10% or more. The news comes not long after UAW’s historic strike wins, in which it earned 25% pay increases at all of the Big Three American automakers.
After VW, Hyundai, Toyota, and Honda did the same recently, this shows how union wins tend to affect entire industries, raising conditions for even nonunionized companies who have to compete for workers.
CNBC reported that Tesla internal documents confirmed that workers at the Gigafactory will receive “cost of living adjustments” of between $2.00 and $8.30 per hour, with raises of 10% or more for most hourly workers at the plant. It will also “streamline” wage tiers and reduce the differences in pay between them.
These are two major points of the UAW negotiation, which not only sought raises but also cost-of-living adjustments (which UAW gave up as part of negotiations after the 2008 financial crisis and only just got back in this year’s negotiations) and the elimination or reduction of tiered pay structures. CNBC’s report doesn’t state whether Tesla’s timelines have been made shorter, but the wage progressions will be compressed to have fewer tiers.
Tesla is currently in the sights of UAW as a potential target for unionization. But UAW is not the only union targeting Tesla. The automaker is currently facing a strike from workers in Sweden as the nation’s largest industrial union, IF Metall, wants Tesla to sign a collective bargaining agreement (an agreement the likes of which 90% of Swedish workers are covered). This strike has been gradually expanding via sympathy strikes over time.
The new pay raises will take effect starting January 2024, just two weeks from now.
Other companies have also raised pay
Tesla’s raises aren’t the only similar recent announcement from a nonunionized company.
Last month, Volkswagen of America announced that it would increase wages in a press release. It was pretty light on details but said that the wage increase would start in December and that a compressed wage progression timeline would begin in February.
Volkswagen of America annually evaluates compensation for our production team members at the end of the year to ensure we continue to offer a competitive and robust compensation package designed to attract and motivate employees who make our daily operations possible at the plant.
Prior to that, Hyundai announced a 25% pay increase for nonunionized workers by 2028, matching the headline 25% gain that UAW won in its negotiations. Hyundai COO Jose Munoz said, “Hyundai continuously strives to maintain competitive wages and benefits commensurate to industry peers.”
Also, Honda raised the wages of some workers by 11%, along with a faster progression to the top of the wage scale and additional benefits like child care and student loan help. Honda said it “continuously reviews our total rewards packages to ensure we remain competitive within our industry.” The company also said, “We will continue to look for opportunities to ensure that we provide an excellent employment experience for Honda associates.”
And Toyota took the opportunity to hike the pay of most of its US assembly workers by 9.2% immediately after the UAW deals were announced. After Toyota’s pay hike, UAW President Shawn Fain recognized that it was a response to his union’s new contract, saying, “Toyota, if they were doing it out of the kindness of their heart, they could have chosen to do it a year ago.”
The “UAW Bump”
Fain called these wage increases “the UAW bump” and said, “UAW, that stands for ‘U Are Welcome.’”
UAW wants to maintain this momentum and has openly stated that it wants to unionize more nonunionized companies in the US. In UAW’s original strike victory announcement, Fain said that it plans to come back to the bargaining table in 2028 on May 1, otherwise known as May Day or International Workers’ Day, but that time, it “won’t just be with a Big Three, but with a Big Five or Big Six.”
At the time, he didn’t specify who exactly those extra two or three companies would be, but later, we found out when UAW launched a campaign to unionize the entire auto industry at once. So perhaps UAW is aiming for even more than a Big Five or Big Six at this point.
Tesla specifically has been brought up, too. President Biden said he would support UAW’s push to unionize Tesla and Toyota, with Honda’s pay raise announcement coming right after that well-publicized meeting.
(Note: this article has been updated multiple times as more automakers have announced pay raises for US factory workers since UAW’s win)
Electrek’s Take
Unions are having a bit of a moment in the US, reaching their highest popularity ever since surveys started asking about them.
Much of union popularity has been driven by COVID-related disruptions across the economy, with workers becoming unsatisfied due to mistreatment (labeling everyone “essential,” companies ending work-from-home) and with the labor market getting tighter with over 1 million Americans dead from the virus and another 2-4 million (and counting) out of work due to long COVID.
Unions have seized on this dissatisfaction to build momentum in the labor movement, with unions striking successfully across many industries and organizers starting to organize workforces that had previously been nonunion.
Announcements like these show how high union membership has a tendency to improve working conditions for every worker and why the US has had gradually lower pay and worse conditions over the decades since union membership peaked. It’s really not hard to see the influence when you plot these trends against each other.
It’s quite clear that lower union membership has resulted in lower inflation-adjusted compensation for workers, even as productivity has skyrocketed. As workers have produced more and more value for their companies, those earnings have gone more and more to their bosses rather than to the workers who produce that value. And it all began in the 80s, around the time of Reagan – a timeline that should be familiar to those who study social ills in America.
Conversely, these raises show the impact that unionized workers can have, not only for their own shops but for nonunionized workplaces as well. If workers gain a big pay increase in one part of an industry, all of a sudden, workers at other companies might start thinking they want to jump ship, maybe move over to another company where they can get better pay or better conditions. To retain workers, companies then need to raise wages.
In addition, nonunionized companies may want to keep their employees nonunionized and thus see the pay raises as a way to satiate their employees into maintaining the status quo. If workers at Toyota see that UAW workers are getting huge pay increases and lots of additional benefits, maybe they’ll think that UAW can bring them the same benefits and start talking about unionizing.
Companies generally think they should avoid having a unionized workforce because a unionized workforce means more pay for workers, which to them means less pay for the executives and shareholders making the decisions. So they’ll offer whatever carrots they can to keep workers from organizing to have their voices heard collectively. Individually, workers have little influence over what their pay and conditions should be.
All of this isn’t just true in the US but also internationally. If you look at other countries with high levels of labor organization, they tend to have more fair wealth distribution across the economy and more ability for workers to get their fair share.
We’re seeing this in Sweden right now, as Tesla workers are striking for better conditions. Since Sweden has a 90% collective bargaining coverage, it tends to have a happy and well-paid workforce, and it seems clear that these two things are correlated. And while that strike is continuing, meaning we haven’t yet seen the effects of it, most observers think that the workers will eventually get what they want since collective bargaining is so strong in that country.
These are all reasons why, as I’ve mentioned in many of these UAW-related articles, I’m pro-union. And I think everyone should be – it only makes sense that people should have their interests collectively represented and that people should be able to join together to support each other and exercise their power collectively instead of individually.
This is precisely what companies do with industry organizations, lobby organizations, chambers of commerce, and so on. And it’s what people do when sorting themselves into local, state, or national governments. So naturally, workers should do the same. It’s just fair.
And it’s clear that it helps – so even if you aren’t unionized yourself or have a job that doesn’t lend well to unionization, you should probably be happy about other union efforts since they tend to buoy entire economies for the people who are creating the value in the first place – the workers.
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The US solar industry just delivered another huge quarter, installing 11.7 gigawatts (GW) of new capacity in Q3 2025. That makes it the third-largest quarter on record and pushes total solar additions this year past 30 GW – despite the Trump administration’s efforts to kneecap clean energy.
According to the new “US Solar Market Insight Q4 2025” report from Solar Energy Industries Association (SEIA) and Wood Mackenzie, 85% of all new power added to the grid during the first nine months of the Trump administration came from solar and storage. And here’s the twist: Most of that growth – 73% – happened in red states.
Eight of the top 10 states for new installations fall into that category, including Texas, Indiana, Florida, Arizona, Ohio, Utah, Kentucky, and Arkansas. Utah jumped into the top 10 this quarter thanks to two big utility-scale projects totaling more than 1 GW.
But the report also flags major uncertainty ahead. Federal actions, including a July memo from the Department of the Interior (DOI), have slowed or stalled the approvals pipeline for utility-scale solar and storage. Without clarity on permitting timelines, Wood Mackenzie’s long-term utility-scale forecast through 2030 remains basically unchanged from last quarter.
“This record-setting quarter for solar deployment shows that the market is continuing to turn to solar to meet rising demand,” said Abigail Ross Hopper, SEIA’s president and CEO. She added that strong growth in red states underscores how decisively the market is shifting toward clean energy. “But unless this administration reverses course, the future of clean, affordable, and reliable solar and storage will be frozen by uncertainty, and Americans will continue to see their energy bills go up.”
Two new solar module factories opened this year in Louisiana and South Carolina, adding a combined 4.7 GW of capacity. That brings the total new US module manufacturing capacity added in 2025 to 17.7 GW. With a new wafer facility coming online in Michigan in Q3, the US can now produce every major component of the solar module supply chain.
“We expect 250 GW of solar to be installed from 2025 to 2030,” said Michelle Davis, head of solar research at Wood Mackenzie and lead author of the report. “But the US solar industry has more potential. With rising power demand across the country, solar could do even more if current constraints were eased.”
SEIA also noted that, following an analysis of EIA data, it found that more than 73 GW of solar projects across the US are stuck in permitting limbo and at risk of politically motivated delays or cancellations.
Read more: EIA: Solar + storage soar as fossil fuels stall through September 2025
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The spiritual successor to the beloved Chevy Geo Tracker, production of the new-for-2026 electric Spark EUV has officially begun in Brazil with more than 200 miles of range.
That’s right, kids. To know the Chevy Tracker is to love the Chevy Tracker. The tiny, top-heavy Suzuki-based SUV combined bold colors, fun styling, (relatively) good fuel economy, and real off-road chops (especially in ZR2 trim) with an affordable price tag to make the Tracker an early favorite among the serious rock-crawling crowds.
Like, really
While it’s still too early to tell whether or not the all-new Chevy Spark EUV will come even close to that little proto-SUV, it seems we won’t have to wait much longer to find out – GM Authority reports that production of the 2026 Chevy Spark EUV has officially begun at Comexport’s Planta Automotiva do Ceará (PACE) plant, in the state of Ceará, Brazil.
GM Brazil invested the equivalent of $73 million to get the PACE factory ready to assemble GM’s modern, zero-emissions Chevy crossover for the South American and Middle Eastern markets – an investment big enough to earn a visit from Brazilian president Luiz Inácio Lula da Silva, who was on-hand for the December 3rd kickoff event.
“It’s not a car factory,” said Comexport Vice President and PACE shareholder, Rodrigo Teixeir. “(The) goal is to develop technology there, not simply assemble a vehicle.”
Production of the new Spark EUV began last week, with production of the equally new Chevy Captiva EV set to begin as early as Q1 of 2026.
2026 Chevy Spark EUV
The Made in Brazil Chevrolet Spark EUV is heavily based on the Chinese Baojun, and is powered by that vehicle’s single 75 kW (101 hp), 180 Nm (130 lb-ft) motor driving the front wheels. Power comes from the Baojun’s 42 kWh LFP battery that, with regenerative braking, is good for up to 360 km (220 miles) on the NEDC driving cycle.
Weirdly, the new Spark is also equipped with a 10.1″ infotainment screen and 8.8″ digital instrument cluster (above) that supports both Apple CarPlay and Android Auto standard – technology that GM claims lead to “unsafe” driver behaviors in North America.
Let us know what you think of the little electric SUV, and whether or not you think it would be a hit in the US (it would) in the comments.
SOURCE: GM Authority; images by GM, Harry Situations.
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