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INFORMATION FOR SUNNYVALE




INTRODUCTION

On August 28, two of the four unions in Sunnyvale voted against ratification of
the contract offer from the company. The Collective Bargaining Agreements (CBAs)
covering these unions expired on August 31, 2024 – making it critical that we
work together to understand and address outstanding issues.

On this site, you will find information about the best and final offer that all
four unions recommended for ratification. Northrop Grumman values our
represented colleagues in Sunnyvale, and we believe that our offer reflects
this.


OFFER HIGHLIGHTS

WAGES

All job classifications will receive a 22% pay increase over the course of six
years.

The package provides 4% increases in 2024 and 2025, 3% increases in 2026 and
2027, and 4% increases in 2028 and 2029.

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

What this looks like based on a salary of $108,576 (average hourly rate of
$52.20):



HEALTHCARE

As healthcare costs in the U.S. continue to rise, Northrop Grumman 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 change to your current deductibles
 * No change to out-of-pocket maximums
 * No change to prescription plans

We know that benefits can be confusing, so we’ve included a chart for you about
your benefit premiums in the offer:

   Benefit Premiums  2020 CBA Fixed rate increases = Premiums automatically
increased each year. The Anthem premium was set at 6.5% and the Kaiser premium
was set at 8%.
 2024 proposed offer

 *Improved*

 * Capped the maximum increases for Anthem at 6% and for Kaiser at 10%.
 * Ability to experience lower increases when Northrop Grumman is able to
   negotiate lower annual premium increases for all employees

Meaning: You may experience annual increases no greater than 6% for Anthem and
no greater than 10% for Kaiser. However, this means when the company negotiates
a lower rate increase, employees may see an increase less than the 6% or 10%
cap.


NEW AND ENHANCED BENEFITS

We’re a company you can count on to offer the resources to bolster your future.
In this offer, we’ve sought to add and improve benefits that will support you on
your journey.

*New* Four weeks of paid parental leave for the birth or adoption of a child
*New* Attendance Incentive Pilot Program: Earn up to $1000 per calendar year
*Enhanced* Fully paid short term disability benefits for six weeks, with 60%
coverage for the following 20 weeks
*Enhanced* Increased holiday hours
*Enhanced* Modified attendance guidelines to allow additional hours of unpaid
absences
*Enhanced* Increased annual boot allowance to $200
*New* Flexible Work Arrangements opportunity for W-codes
*Enhanced* Decreased time to reach job rate from up to two years to one year


FAQ: PROPOSED OFFER



1. IS IT TRUE THAT THE COMPANY’S ANNUAL 4% AND 3% WAGE INCREASES INCLUDED IN
THIS OFFER WON’T EVEN COVER INCREASED BENEFIT PREMIUMS THAT COULD BE AS MUCH AS
6 OR 10%?

That is not the case. Based on the average pay rate for employees represented by
the IAM, a 4% pay increase amounts to $4,343 in year one; the annual pay rate
will be $26,178 more than an employee’s current rate by the sixth year of the
contract.  

Comparing the employee’s salary increases in the first year of the agreement to
their health plan costs, we see:

2025 Average Wage Increase*  2025 Average Health Plan Increase with 6%
increase*  Average Wage Increase Minus Average Health Plan Increase   $4,343
 $329  $4,014

* Actual costs for 2025 coming soon. Please check back for those numbers.

And these are maximum increases; if premium increases for other Northrop Grumman
employees are above the cap, you will get the benefit of the cap. If premium
increases are below the cap, the lower increase will apply.



2. HOW DO THE WAGE INCREASES COMPARE TO THE FIVE-YEAR CONTRACT THAT LOCKHEED
MARTIN SIGNED WITH IAM LAST YEAR?

Lockheed signed a five-year contract that resulted in 17% of wage increases over
the five years. The Company’s offer provides 22% of wage increases over six
years. That is 1% better for the five years, and 5% better overall.

 Lockheed Martin  Northrop Grumman  Year 1  +4%  +4%  Year 2  +4%  +4%  Year 3
 +3%  +3%  Year 4  +3%  +3%  Year 5  +3%  +4%  Year 6  ---  +4%  TOTAL 17% 22%




3. WHY DID THE COMPANY CHANGE THE TERM OF THE AGREEMENT FROM FOUR TO SIX YEARS?

A six-year contract provides more stability for employees as well as the
company.



4. HOW WILL THE NEW ATTENDANCE INCENTIVE PILOT PROGRAM WORK?

Under this two-year pilot program, employees are eligible for an attendance
bonus of $250 for any calendar quarter in which they:

 * Have fewer than four UA and UAV hours (combined);
 * Have actively worked at least 425 hours for most shifts;
 * Have not received corrective action in the quarter; and
 * Remain employed by Northrop Grumman at the end of the second month after the
   quarter ends.

Employees who meet the above criteria but have more than 4 but fewer than 10 UA
and UAV hours will receive $125 for the quarter.

At the end of the pilot, Northrop Grumman and the unions will meet to discuss
the success of the program and consider extending it.

AUGUST 29, 2024

August 29, 2024

Fellow Marine Systems employees –

For the past several months, Northrop Grumman and the four unions that represent
our colleagues at our site here in Sunnyvale have been working to negotiate a
collective bargaining agreement (CBA) that acknowledges the hard work of our
represented employees and sets us up for long-term success.

Yesterday, one of the four unions voted against ratifying the proposed CBA and
authorized a strike. A second union also voted against ratifying the CBA while
considering a possible extension to allow for further discussions. While we are
disappointed at the outcome of the votes, I am confident we will work through
this process together and come out on the other side stronger and more unified.
We are working with our Labor Relations team to better understand the concerns
of our employees.

In my dialogue with union leaders, I emphasized my earnest commitment for our
workforce to have a stronger voice at the table as we work to improve our
factory as partners. We truly value our represented colleagues in Sunnyvale. Our
offer included substantial pay increases, sustained our guaranteed health care
premiums, and offered other enhanced benefits such as paid parental leave, short
term disability, and safety shoe allowance. Enacting a fair CBA is an important
first step in reestablishing the trust to create the right conditions for
improving Sunnyvale together.

During this period of uncertainty, please remain focused on quality, safety and
delivery as we fulfill our commitments to our customers.

I will update you as we move forward.

Very respectfully,

Rick




AUGUST 31, 2024

August 31, 2024

All,

Late last week, I shared with you that, of the four tentative Collective
Bargaining Agreements (CBAs) members voted on, two failed to pass. The CBAs
covering these unions expire today – putting us in a situation for a potential
strike unless we are able to work together to address outstanding concerns.

As we return from the holiday weekend, we are as committed as ever to
collaborating with the unions. Our goal remains the same: reach an agreement
that rewards our employees, ensures that we deliver reliably for our customers
and will contribute to the long-term success of Marine Systems.

Northrop Grumman values our represented colleagues in Sunnyvale, and we believe
our offer reflects this through higher pay and improved benefits.

I want to take a moment to highlight some of the ways you will benefit from this
offer.

All job classifications will receive a 22% pay increase over the course of six
years. The package provides 4% increases in 2024 and 2025, 3% increases in 2026
and 2027, and 4% increases in 2028 and 2029. As you increase your pay each year,
the next year’s increase is made to your latest salary, compounding your pay
even further.

We have heard that some employees have questions about benefits premiums, which
under the terms of the agreement are capped each year. The company’s offer makes
no changes to the caps in effect from the current CBA. Importantly, the caps
provide employees protection against larger increases; as health care premiums
increase each year, the company will not increase your portion greater than the
caps.

For this CBA, the Unions also negotiated that you will only pay the actual
increase required by the insurance providers. This means that in some years, you
may experience an increase less than the maximum caps. This is an important
long-term benefit across the six-year term of the contract.

It is also important to note that an increase in the cost of your healthcare
premiums is a small fraction of the increase you will experience in your wages.

The offer also includes enhanced benefits such as:

 * Four weeks of paid parental leave for the birth or adoption of a child
 * Fully paid short term disability benefits for 6 weeks, with 60% coverage for
   the following 20 weeks
 * Increased holiday hours
 * Increased annual boot allowance to $200

Also included in the offer is a new Attendance Incentive Pilot Program in which
employees are eligible for an attendance bonus of $250 for any calendar quarter
in which they:

 * Have fewer than four UA and UAV hours (combined)
 * Have actively worked at least 425 hours for most shifts
 * Have not received corrective action in the quarter; and
 * Remain employed by Northrop Grumman at the end of the second month after the
   quarter ends



In case you have additional questions about what is included in this offer, we
have developed a new website that you can access from any phone or computer. I
encourage you to visit www.ngc.com/negotiations or use the QR code below to
learn more.

Let me emphasize one key point: no one wins in a work stoppage. You will not
receive pay from Northrop Grumman, you cannot use PTO or sick/personal time, and
you cannot collect unemployment. Additionally, your time on strike will impact
your benefits, future PTO accrual and pension / 401(k) contributions. The site
also loses. As with any work stoppage, our customers may lose further confidence
in our ability to deliver on our commitments, potentially impacting the
stability of our business.

It is my hope that we will not need to implement our strike contingency plans,
and that the parties will reach agreement in a way that helps our employees feel
heard and valued. Enacting a fair CBA is an important first step in
reestablishing the trust to create the right conditions to improve Sunnyvale
together.

I hope you will take some time to review the new website
(www.ngc.com/negotiations) and attend the union information sessions this week
to ask any outstanding questions you may have. I have confidence we can work
this out together and come to a mutually beneficial result.

Regards,

Rick Breckenridge
Vice President, Marine Systems
Northrop Grumman Mission Systems


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