2014 Cadillac Cts Luxury Rwd on 2040-cars

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Cadillac Super Cruise costs $25 per month as a standalone plan

We already knew that Cadillac's award-winning Super Cruise technology package was free for owners of properly equipped vehicles for the first three years. And now we know exactly how expensive it will be to keep the system active after the complimentary period ends. According to a Cadillac spokesperson, the automaker is currently informing CT6 owners in the United States that they can purchase a standalone Super Cruise plan for $25 per month. Alternatively, customers can add Super Cruise to select OnStar and Connected Services bundles for an additional $15 per month over the cost they currently pay for those bundles. In case you're wondering what that monthly payment will cover, the spokesperson added, "The Super Cruise plan enables the map updates and precise GPS corrections required for Super Cruise to function, and also connects the vehicle to an OnStar Emergency advisor in a case where a driver is non-responsive to escalating alerts." As was previously reported, owners of 2018 CT6 models equipped with Super Cruise are getting an additional year of complimentary service, which means they should be prompted to make a decision sometime in 2021. Even if they choose not to renew their Super Cruise plan, features like lane-keep assist and adaptive cruise control will continue to function. Related Video:

2020 Cadillac CT4 spy shots reveal sedan-heavy approach in age of SUVs

You're looking at some pictures of the 2020 Cadillac CT4, which will be smaller than the upcoming CT5. And since they're both smothered in similar-looking camouflage, which is specifically intended to confuse, you might think they look pretty similar. In isolated photos, it's sometimes hard to tell which sedan you're looking at. In fact, when we first saw this car recently, we also thought it was a CT5. Here's how we know they're actually two different cars. Some background: The CT5 is slated to replace the CTS, and to try and find the balance that the old car couldn't achieve in the lineup. Cadillac's former CEO previously stated that this car would also fill in for the ATS, which is on its way out. Whatever it ends up being, it'll have to make a clear case for itself against the CT6 — it can't be too close in size and opulence, or they'll hurt each other in sales. And the CT5 can't be too small, or it will struggle against traditional midsize luxury cars. The CT4 could further complicate matters for the exact same reasons, just in a smaller package. How small can Cadillac make it? It seems poised to replace the wonderful-to-drive ATS, which was as allergic to sales as the XTS. This will give Cadillac a three-sedan lineup: CT4, CT5, and CT6. Let's hope there's enough differentiation between them to prevent consumer confusion and sales cannibalization — and that consumers understand the CT6's promotion via attrition to top dog in the sedan lineup. With all that out of the way, let's look more closely at the CT4 (above left) and CT5 (right). The CT4's greenhouse stops closer to the centerline of the rear wheels than the CT5's. That gives the CT5 a visually longer, leaner look, more of a semi-fastback arrangement. The CT5's rear vanity window should resemble the CT6's, with a glass element behind the door opening. The CT4 will have a more conventional vanity window in the door, like the ATS. Perhaps the quickest "tell" is the size of the side-view mirrors, which are rounder in the CT4 and leaner in the CT5. Out back, the CT4 has a lower cutout for the license plate than the CT5. The exhaust outlets are also different, although that may change for production. Remember, the big full-width rear lights are probably misdirection on the part of the GM camo team. The entire rear decklid of the CT4 has more roundedness to it, while the CT5's extra width gives it more room up top to spread the decklid out a little flatter.

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.