Local 110 Wins Major Contract Gains for General Mills Workers in Cedar Rapids, Iowa
RWDSU members at General Mills in Cedar Rapids, Iowa, will see significant improvements in wages, benefits, and workplace protections after ratifying a new three-year contract on November 14, 2025. The agreement, negotiated by the Local 110 bargaining committee, brings meaningful changes to nearly every corner of the plant reflecting months of member input and tough conversations at the table.
Members had flagged a number of long-standing issues with scheduling, transfers, subcontracting, and leave rules. The new agreement tackles many of these problem areas head-on. One of the biggest wins came in the form of stronger subcontracting language, aimed at protecting bargaining unit work and keeping jobs in-house. The committee also secured additional seniority protections for situations involving reduced postings and leaves, and clarified bidding and transfer procedures that had frustrated workers for years.
The Bargaining team consisted of (from left to right) Flip Ondler Recorder, Bob Dixon International Representative, Brian Holub GM Health and Safety Director, Shane Forbes President, Jason Sennett Secretary Treasurer, Eric Starry GM Recorder, Paul Seliger GM Director, Wally Woodson GM Assistant Chief Steward, CJ Schminke GM Chief Steward and Jake Shaw GM Plant Chair.
The contract also invests in the union’s presence on the shop floor. Stewards will now receive eight hours of paid release time for annual training, including four hours conducted jointly with management, an important tool for strengthening communication and resolving issues early.
Scheduling saw several updates as well, including new safeguards and a shift away from static overtime allotments toward a percentage-based system that adjusts more fairly based on team size. Members will also see improvements to the Service Award Program, safety shoe allowance, and maintenance tool allowances.
RWDSU Local 110 also pushed for clearer and more consistent rules in areas where the old agreement fell short. The new contract resolves discrepancies around holiday pay, updates funeral leave reporting requirements, and smooths out confusion that had been causing headaches for both workers and supervisors.
A number of quality-of-life changes came out of the negotiations too. Workers will no longer receive an attendance point for using their sixth paid sick day, and unused vacation time will now be paid out automatically at the end of each January, ending the long-standing “use it or lose it” policy. When workers are facing termination for attendance, the union and company now have the option to review available paid leave that could bring an employee’s point total down giving members a fairer path to keep their jobs.
The agreement also adds a new layer of due process for the most serious disciplinary cases. For violations that could result in immediate termination, the union and management may now explore the possibility of a Last Chance Agreement, providing another opportunity for workers to stay employed.
Throughout bargaining, protecting the plant’s strong leave programs was a top priority, and those programs remain intact. Members will continue to have access to benefits such as a two-week caregiver leave, twelve weeks of fully paid parental leave for all new parents, extended bereavement options, and industry-leading short-term disability that pays 100% for the first eight weeks, then 65% for the remainder of the 26-week period. The company will also continue covering at least 90% of medical costs and 65% of dental costs, ensuring that members maintain access to affordable healthcare.
General Mills Ratification Meeting 11-14-2025. This is one of the three meetings held to educate members about the changes for the new three-year contract that will go into effect from November 18, 2025 -November 17, 2028.
The contract delivers steady raises over the life of the agreement: 4% in the first year, 3.5% in the second, and 3% in the third. And before year’s end, every member will receive a ratification bonus worth 40 hours of straight-time pay at their new rates, with payments scheduled no later than December 4.
Taken together, the new agreement marks one of the most comprehensive sets of improvements RWDSU Local 110 General Mills members have seen in years. From wage growth to workplace protections to preserving industry-leading leave, the bargaining committee delivered a contract shaped directly by members’ concerns and priorities.
For RWDSU members across the country, the General Mills victory is another reminder of what strong, engaged bargaining can achieve and how worker power continues to raise standards in union shops nationwide.