1971 Lincoln Mark Iii 2-door Hardtop Coupe, Only 32,005 Miles, C6 Automatic! on 2040-cars

Auto blog

2013 Lincoln MKZ [w/video]

Rebranding When Reinvention Is Requisite
Lincoln - pardon us, the Lincoln Motor Company - assures us that Ford is committed to its success. The awkwardness of the statement (which feels vaguely like your mother telling you that she loves and supports you regardless of what everyone else thinks) was hard to escape when we recently spent a few days with the all-new second-generation 2013 Lincoln MKZ.
Launched earlier this year at the 2012 New York Auto Show, the MKZ is a midsize premium sedan that shares platforms with the Ford Fusion (also all-new for 2013). The sedan's primary competitors, according to Lincoln, include the Audi A6, BMW 5 Series, Cadillac CTS and Lexus ES Series sedans - each an established, accomplished player.

Lincoln MKX Concept announces impending launch in China

Lincoln has finally dropped the details on the MKX Concept after a few days of teasing. Set for a very important global debut at the 2014 Beijing Motor Show, we're going to have to see this conceptualized version of the third-generation MKX in person before we can draw any real conclusions on the effectiveness of its design.
One of the things Lincoln will need to do to succeed is deliver something to customers that's unique to the brand's vehicles, which are exclusively rebadged models from parent company Ford. We're not sure this is going to be distinctive enough.
Unlike its last new vehicle, the Navigator, the work done on the MKX is smooth and refined. The stance of the vehicle, with its 21-inch wheels, is aggressive enough. Viewed from the profile, the overhangs appear rather short, while character lines keep it from looking slabsided. In front, we might be witnessing the cleanest interpretation yet of Lincoln's twin grilles. The headlights are slim and stylish, and we're digging the shape and style of the mirrors, which feature integrated turn signals that outline the mirror cap.

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.