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GM files for Z71 Trail Boss trademark

Try as they might to keep their plans a secret, automakers have their hands tipped through a variety of methods – be they through loose lips, spy shots or patent and trademark applications. That's how we know, in this instance, that General Motors is working on (or at least considering) an off-road machine wearing the name Z71 Trail Boss – the name which our compatriots at AutoGuide.com tell us that GM has registered for use on light-duty trucks. Now if that alphanumeric designator sounds familiar, it should. GM has long used it to designate the off-road packages on many of its body-on-frame trucks from Chevy and GMC. These days you can order a Z71 package on the Chevy Colorado, Silverado, Tahoe and Suburban and on the GMC Canyon, Sierra and Yukon. The package typically includes components like a beefed-up suspension bits, high-capacity air cleaner and underbody protection plates. The Trail Boss designator would seem to suggest something further reaching than a suspension package, though. Just what it would entail we don't know; minds immediately start running toward Chevy or GMC going after the Ford F-150 Raptor, but we'll likely be looking at something closer to the Trailhawk packages Jeep offers on the likes of the Renegade and Cherokee. Featured Gallery 2015 Chevrolet Tahoe Z71 View 16 Photos News Source: AutoGuide.comImage Credit: Chevrolet Chevrolet GM GMC Truck SUV Off-Road Vehicles patent trademark

2016 Chevrolet Malibu First Drive [w/video]

You have to appreciate honesty in this business. When a car company admits its offering in a segment isn't up to the task, it catches you by surprise. The surprisingly open Chevy reps stopped short of saying that making the last Malibu smaller was a mistake, but given that the righting of the ship included a lengthening of this new model, it was certainly implied. The eighth-generation Malibu lasted only three years, with a major update coming just one year in to try and fix some of the bigger concerns. The goal for the 2016 Malibu wasn't to make a competent product better, it was to make an okay one good again. That started with a stretch. The Malibu is long again, a big car that meets America's warped idea of a midsized car. Because of this, the Malibu's dimensions sidle up to the Impala's. In fact, it's within a fraction of an inch of the Impala's wheelbase measurement, and sits right between the last Malibu and the Impala in terms of EPA passenger volume. The back seat gets the most of the payoff, bringing it back into competition with other midsized counterparts. The Malibu is now one of the longest in the segment, but also among, if not the, lightest. The 2016 model is claimed to be about 300 pounds lighter than its dimensionally challenged predecessor. While most new models tend to choose between lighter or larger these days, Chevy managed not-insignificant improvements to both. Styling doo-dads no longer separate the trim levels, it's the features inside that fuel the upsell. Some of that weight came out of the front end. The aluminum hood is lighter than before, and we'd wager that's because it stops very short of the leading edge of the car. Instead, the nose is enshrouded in a big plastic fascia, which has to be an advantage at the scales but creates a somewhat unfinished look. That's amplified by the fact that everything ahead of the hood is a bit busy, and actually surprisingly aggressive, in contrast to the rest of the design. The new Cruze, with its cowl-to-grille hood, wears a more cohesive new-Chevy front end. The styling adopts the, dare we say it, coupe-like look of many (most?) new family sedans. The profile is attractive enough but almost generic now since the Chrysler 200, Ford Fusion, and others have already moved in this direction. The rear-end styling is inoffensive, almost original Mercedes CLS meets current Impala.

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.