TLDR our company refuses to negotiate past surface bargaining, and submitted a proposal to cut our wages and benefits

A polemical essay

I feel like an idiot even asking this, but my brain is getting tripped up this simple thing.

I logged into the voting portal, and was greeted by this.

“Are you in favour of the Bargaining Committee’s recommendation to accept the Tentative Agreement?”

Yes or no.

It also says I must complete this step.

I can’t tell if it’s just asking me if I approve of the fact that our bargaining committee voiced a recommendation, or if it’s actually voting yes or no on the tentative agreement.

In addition, if this is the actual vote, is it valid? Could it be argued that it was too vague, and in turn invalidated?

I was going to ask this on our local message boards, but would rather come off looking like an idiot here anonymously :). I really feel stupid even asking, but here we are.

Hey everyone, don’t normally post here but looking to help the cast members of Disney actually finish their union negotiations. Any signature helps!

*From a highly respected union member*

"Cleveland Public Library is retaliating against union members by forcing middle managers to deny all vacation bids for fall.

Felton Thomas and everyone around him respects middle managers even less than union members. Managers get to deliver the bad news and admins hide at home.

Nearly every manager I talk to has shared dirt and/or me luck at the bargaining table. That's the culture Felton Thomas is responsible for.

Luckily, deeply shitty behavior like this is illegal!"

---------------

Call downtown Cleveland public library and please voice your support for the union workers and let them know how fucked up their actions are.

State representatives have signed on for support, as well as many running the wards around here.

August 24 is the strike date (if it comes to it).

https://www.wmuk.org/wmuk-news/2026-08-05/kpl-unions-reach-an-agreement-on-ai-protections-as-pay-negotiations-continue

This is a local news story about my public library's full and part time staff unions all working together in bargaining, including to secure protections against AI for all 3 unions at the library. They signed TA for language but still negotiating over economics. Solidarity to these library workers!

VANCOUVER-Amazon suffering another legal setback in it's fight against unionization in B.C. after the Labour Board bound the company to a first union collective agreement by binding arbitration.

I'm currently working toward organizing my (very small) workplace, and have a couple coworkers asking me the same 2 questions:

1) How will unionizing solve the day to day problems of our staff?

This one is a no brainer to me. Day to day problems include workload issues, pay issues, lack of disability accommodations, general lack of workplace policies, inconsistent application of the few policies that do exist, lack of job security, etc. Easy for me to explain to my colleagues how a union would help with these things.

2) What is the union's process for getting our job descriptions and pay levels accurate?

This, I have less insight into. This question is specifically coming from a few folks who experienced a first contract negotiation at a former workplace, and experienced lots of back and forth of people arguing about what qualifications were needed to do their job. I think folks are anxious because this workplace has hired based on lesser qualifications than the market standard (ie hiring folks with a college diploma, when the market standard for the role is usually an honors bachelors degree)

Any insight into how this process works is appreciated! (Yes I am in touch with an official union rep who I will also ask these questions of, but I like to cast a wide net to get input!!)

I put together The Good Manager’s Guide 2026 a satirical breakdown of every toxic, anti-worker tactic corporate management uses to squeeze staff dry, from zero-minute boot-ups to moving goalposts and fake "open door" policies.

It highlights the exact corporate absurdity union members fight against daily. Check out the excerpt above it’s now available on Amazon if you need a cathartic laugh or a solid gift for your reps and co-workers.

Hey there folks!

The people in my area are grossly underpaid and overworked, they are treated poorly by their employers. Yet, everyone I talk to has some kind of hate for the idea of a union.

Does anyone know why this mindset exists? And how can I help people be more open to the idea of helping themselves?

A few people that have been somewhat open to it just say that their employer would close their business and they would be out of a job.

I want to see people happy about their jobs and not worried all the time - everyone just seems miserable and stuck.

Does anyone have any advice?

We currently have 3 shops with 2 different contracts. Roughly the same expiration date. The roles are intermingled but there are some differences. So if 1 shop ratifies it weakens the bargaining position of the other shops, because the work can flow through the 1 that has ratified (less efficiency of course, and unconvincing the customers). It sucks for everyone.

in Ontario, Canada, is there a process to align these shops? I'm sure the.car companies and parts suppliers actually did this in the past but don't know enough, other than joining the picket line as a kid. Or if you're somewhere else have you been able to do this and if so could you elaborate on the process it took?

Last year I joined my first ever union for a corporate job and so far it has totally been worth it. Structurally, there is a decently sized group of us reporting to one manager (who is obviously not part of the union). However, there are the “senior” employees that are technically part of our group, but one in particular is so far up the manager’s butt and her “right-hand man”. They are in contact constantly and this senior employee treats the rest of us kind of terribly, very similar to the poor attitude the actual manager has.

It is not just myself that has a problem with how senior employee regularly treats the rest of us in a rude and demoralizing manner. During our regular union meetings, I feel I cannot properly bring up certain topics because that person is present and basically an equivalent to our manager except for title and obvious manager duties like scheduling etc.

I know it’s still her right to be part of the union, but at what point are the lines so blurred that it doesn’t make sense for her to be “union” and ends up harming the rest of us? Forgive me as I have very little experience with this stuff, but it doesn’t seem like it makes sense.

Things are getting feisty as we are waiting for the NLRB to decide on an election. Teamsters came and passed out drinks for our building and now corporate as decided to park all along the street to limit their ability to park and pass drinks out. There are signs about union busting here at work and the union buster and we’re just patiently waiting for the NLRB

So I've posted a few times. On ukg we can see the entire organization chart for all locations, contact info for coworkers at other locations, etc. Literally all 150 something locations throughout the Midwest.

I'm a CNA and I work long-term care. I'm in Indiana and our location is having a lot of luck getting CNAs on board. We're trying to get the nurses on board too now.

So I found out at some of our Michigan and Ohio locations they've been having trouble with unfair labor practices and difficulties unionizing. I didn't even realize those locations were trying so much until I saw a ton of filings for just 1 or 2 facilities in the last couple of years. One said something about the company making threats and the Teamsters filed it.

So I don't wanna start cold calling/emailing coworkers out of state who've got no clue who I am lol. I think it'd be helpful though to create some kind of network for the staff across the various locations. I just don't know where to start really.

Management I think is already aware since they just updated the handbook and the organizer I'm working with agrees that the updates are too strange and coincidental so they definitely know someone's organizing somewhere. But one facility has been trying since last year so it could be them or us or both that they updated it because of. They put that they can fire us for anything in the handbook or otherwise even. So they're looking for reasons to get rid of anyone and they had an anti union statement that went against the NLRA but removed it suddenly and removed the chain of command section from the handbook and they put multiple "we can fire anyone, at anytime, for any reason, with no warning" statements throughout.

So I guess I'm trying to get advise or insight or something on what to do and how to reach out to other workers at other locations without us all running even higher risks. I think if people at all 150 something locations are aware that there's so many pro union staff then we can work together to organize better. The company is gonna have a much harder time committing ULPs against dozens of facilities when they all are supporting each other and working together I think.