USW Letter on Libbey Glass Nov. 13, 2025

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The USW has been working diligently to try and find a pathway to a new collective bargaining agreement that would get our members back to work at Libbey Glass with an agreement that would benefit our members and their families. Libbey management has made the negotiations very difficult.

USW members sacrificed during the bankruptcy in 2020 to save this company, and we went into negotiations looking for a fair contract that recognized our value. We bargained for months and were forced to begin a strike in August because of Libbey’s bad faith unwillingness to agree to a fair contract. After all this time on strike, we knew that could not just sit back and say nothing so we met with Libbey in an effort to end this strike. Below is a general summary of the outcome of those talks between the USW and Libbey.

Wage Increases: The wage increases provide a lot of additional income for our members throughout the life of the Agreement, especially the first year. The lowest paid employee will walk back into Libbey making over $2.00 more per hour, on top of what they are earning now. The highest paid employee will walk back into the facility making over $5.00 per hour, on top of what they are already earning now. This would be a first-year raise of anywhere from $4,000 to $10,000 depending on your job classification. The negotiated increases are as follows:

Year 1–14.25%(takes effect on ratification)

Year 2–3.75%

Year 3–3.0%

Year 4–3.0%

These wages represent a 24% increase and 25.75% compounded increase over the term of the agreement.

Premium Pay: The wage increase also represents premium pay that was rolled into your wages and the Union retained more daily premium pay of one and a half times (1.5X) for all hours worked after 8 and after 12 hours in a day on top of the new wages provided for in the tentative agreement. The Company’s proposal throughout the negotiations was only overtime after 40 hours; we backed the Company down on that demand.  Sunday will be paid at one and a half times (1.5X) if you work your scheduled shifts during the week. Holidays will be paid at double time (2X) for all hours worked, if you work and 8 hours straight time if you do not. Easter will be paid at double time (2X) if you work that day but it will not be a scheduled holiday. So, there would be no pay if you are scheduled off.

$3,000 Ratification Bonus: The new agreement has a $3,000.00 contract execution bonus paid within 30 days of ratification of a new agreement.

Health Care Benefits: The healthcare benefits stay the same except for a few changes.  First, the name changes from Paramount to Anthem. Second, GLP1 drugs will no longer be covered for weight loss only but will be covered for diabetes when prescribed by a doctor. Also, everyone will be covered under one formulary and there is a specialty drug carve out, where employees can apply for discounts that would save the employees money.

No Premium Increases in Year 1 and Limited Increases Afterwards: There will be no premium increase in year 1 on a new agreement, but for those in the PPO Plan, there will be a $6.00 increase per week in years 2, 3 and 4, for a $18.00 increase total for the contract term. For those in the HDH Plan, there will be a $4.00 increase in years 2, 3 and 4, for a $12.00 increase total for the contract term.

Preserved Work Jurisdiction Protections: We were able to maintain the work jurisdictions for each of the local unions as listed in each individual contract.

Other Preserved Rights: We retained the right to bargain over issues the Company was trying to eliminate and we were able to retain the Christmas holiday shutdown schedule the Company wanted to move to the summer.

The Local Union Committees have concerns about 12-hours shifts and the right for the Company to schedule overtime on an employee’s day off. Resolutions are still being discussed to alleviate concerns of employees being forced to work their days off.

There are concerns about the No Strike and No Lock Out language the Company is proposing. The language in this article would only pertain to the “term of an agreement” that we have agreed to work under. It does not preclude us from taking action against the Company after contract expiration as we did in these circumstances and striking if we cannot reach agreement. We have this type of language in all of our agreements.

We know that you have questions, and you deserve an explanation about what we have been able to accomplish in bargaining. Your solidarity has moved the Company as far as it has moved in this tentative agreement.  That is why our members together need to make this decision, knowing all of the facts and making an informed decision.

We will be holding explanation meetings on Wednesday, November 19, 2025 at the Hilton Garden Inn Toledo Downtown, 101 N Summit St., Toledo, OH 43604. Ratification votes will follow.

The Schedule for each Local Union explanation meeting and ratification vote is as indicated below:

Local 65T – Meeting starts at 9:00am

Local 700T – Meeting starts at 12 noon

Local 59M – Meeting starts at 3:00 pm

Each Local Union Leadership and Member will have the opportunity to make comments and ask questions. A ratification vote of your Local Union will take place immediately following the explanation meeting.