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2018 Dodge Challenger SRT Hellcat Widebody | First Run at Indianapolis Motor Speedway

In addition to driving the Dodge Demon, we also had a chance to sample the 2018 Dodge Challenger SRT Hellcat Widebody last week. We drove it on the famed infield road course at the Indianapolis Motor Speedway. We're not at liberty to give you our impressions just yet, but you can experience the sights and sounds of the 707-horsepower Hellcat Widebody in the above video. Thanks for watching. Check back on Wednesday, July 19, to read about the experience.

Dodge Charger Hellcat hitting 60 in 2.9 seconds on drag radials?

The Dodge boys and their cousins from SRT have shoehorned the same 707-horsepower, 6.2-liter supercharged V8 into both the Dodge Challenger and Charger. The former being a two-door, it's lighter than the latter four-door sedan. So it would stand to reason that the Dodge Challenger SRT Hellcat would be the quicker of the two, right?
Only that's not necessarily proving to be the case. On stock rubber, yes, the coupe beats the sedan: Dodge quotes a 0-60 time of 3.7 seconds for the Charger SRT Hellcat and 3.5 for the Challenger. Same gap across the quarter-mile: 11 seconds flat for the Charger versus 10.8 seconds for the Challenger. But according to recent reports, the story changes when you put both on drag radials.
While visiting Chrysler HQ in Auburn Hills, MI, TorqueNews.com caught wind of performance figures for the Charger Hellcat on drag tires: 0-60 in a mind-blowing 2.9 seconds and a quarter-mile in just 10.7. The latter figure just barely pips the Hellcat-powered Challenger's NHRA-certified figure of 10.8, making the Charger not only the fastest sedan on the market, but also the fastest muscle car. What isn't immediately clear, however, is whether the drag radials in question have any tread on them and are street-legal, or if they're pure slicks confined to a closed strip.

The UAW's 'record contract' hinges on pensions, battery plants

DETROIT - After nearly four weeks of disruptive strikes and hard bargaining, the United Auto Workers and the Detroit Three automakers have edged closer to a deal that could offer record-setting wage gains for nearly 150,000 U.S. workers. General Motors, Ford Motor and Chrysler parent Stellantis have all agreed to raise base wages by between 20% and 23% over a four-year deal, according to union and company statements. Ford and Stellantis have agreed to reinstate cost-of-living adjustments, or COLA. The companies have offered to boost pay for temporary workers and give them a faster path to full-time, full-wage status. All three have proposed slashing the time it takes a new hire to get to the top UAW pay rate. The progress in contract talks follows the first-ever simultaneous strike by the UAW against Detroit's Big Three automakers. The union began the strike on Sept. 15 in hopes of forcing a better deal from each major automaker. But coming close to a deal is not the same thing as reaching a deal. Big obstacles remain on at least two major UAW demands: restoring the retirement security provided by pre-2007 defined benefit pension plans, and covering present and future joint- venture electric vehicle battery plants under the union's master contracts with the automakers. On retirement, none of the automakers has agreed to restore pre-2007 defined-benefit pension plans for workers hired after 2007. Doing so could force the automakers to again burden their balance sheets with multibillion-dollar liabilities. GM and the former Chrysler unloaded most of those liabilities in their 2009 bankruptcies. The union and automakers have explored an approach to providing more income security by offering annuities as an investment option in their company-sponsored 401(k) savings plans, people familiar with the discussions said. Stellantis referred to an annuity option as part of a more generous 401(k) proposal on Sept. 22. Annuities or similar instruments could give UAW retirees assurance of fixed, predictable payouts less dependent on stock market ups and downs, experts said. Recent changes in federal law have removed obstacles to including annuities as a feature of corporate 401(k) plans, said Olivia Mitchell, a professor at the University of Pennsylvania Wharton School and an expert on pensions and retirement. "Retirees want a way to be assured they won't run out of money," Mitchell said.