#contract

Is anyone else losing a bunch of offshore resources, due to the renegotiation of the contract with Wipro? We're losing six people at the end of the month, as a result of it.

Once buttoned up. He can return to what he enjoys most, cutting waste. It is going to be a long and difficult year with this guy on the loose.

3 of the largest NYC locals are advising their members to vote no on this contract. Locals 1101,1106, and 1109.

Will enough members vote no? Combined with members in the other locals who may vote no even tho their locals are recommended a yes? There's enough people in those 3 locals alone to vote down this temporary extension and send it back to bargaining...

The ibew is silent? They haven't sent out any letters or explanations..

Last year company/union talks broke off supposedly over the raise in caps for retiree healthcare. Now we have a tentative contract where the info just released does not seem to address this issue at all. Did the company use that memory erasing device from the Men In Black movie ("neuralyzer") on the union? I guess we all just have to work until Medicare eligible, and then pray that they don't take that and SS away from us to give more tax breaks to Elon Musk and the other multi billionaires. Is anybody out there actually representing the working stiff?

My local just posted it on their website

Any info on the retirement medical was anything done

Extended through 8/1/30

Pending ratification. No particulars as of yet..

Just saw a 4 yr extinction on the union contract. Hopefully its somewhat decent but time will tell

The Soquel Union Elementary School District board will consider a layoff proposal. This plan involves eliminating nearly 17 full-time equivalent positions. The decision follows an impasse in contract negotiations with the teachers union. District officials cite declining enrollment and a yearslong budget deficit. The union seeks a 3% wage increase and increased health benefits.

https://lookouexample.com/soquel-union-elementary-board-to-consider-layoffs-as-teachers-district-reach-impasse/story

Done and gone

Sit back, relax. We will continue to contract out all the actual work. Do a bit every day, just to stay in shape, everything else will be contracted out.

This explains why it was not announced and why it was not in the statements
We quietly lost a few recently

Let’s just list all the rumors we have heard so I will go first heard the they want to get rid of the lump sum in contract also they want to lay off another 14,000 managers last day November.Now go ahead what you hear

less employees, less customers too. ? contract breach. ?

I believe with that officially on some the locals we’re gonna have something released to us soon .Unsure if it’s good or bad but one things for sure I think the retirement medical people that are out there with the increases are in trouble that’s one subject I don’t think company is gonna move too much we will see but search around you will find some locals actually putting a few things out

No one knows anything at all .Nothing even know is etched in stone.So don’t ask anymore.Its all rumor speculation and on hear forget it

I’m concerned about where this extension is headed .Would like to know if there maybe a strike or not .Im holding off doing anything with my personal situation till we know.Its getting kinda old sleeping in the garage parking lot and showering in the bathrooms .Unfortunately cannot make a commitment till sure I won’t be out of a pay check.Unfortunately situation was made worse by divorce so would prefer not to have to strike but we haven’t been given any info

Do you think that UCS can survive this situation?

.

https://www.crn.com/news/networking/2026/cisco-revises-partner-contract-terms-in-response-to-soaring-memory-prices

Contract expired today 02/13 with no tentative project close call to be surplus and paid out or renewed we will see what do you think.

Verizon should maintain its long-standing relationship with the CWA and IBEW — and move quickly to sign a contract extension — because it delivers measurable business advantages in stability, cost predictability, operational reliability, and strategic focus.

1. Labor peace and avoidance of expensive disruptions
   The 2016 strike (nearly 40,000 workers off the job for seven weeks) demonstrated the real cost of failed negotiations: analysts estimated $200 million in lost profits and $343 million in Q2 revenue from the wireline division alone, plus massive installation backlogs that hurt customer satisfaction and FiOS rollout. Verizon’s stock dropped ~3% during the strike.
   By contrast, the company has twice chosen contract extensions (2018 for four years, 2022 for three years to 2026) precisely to avoid that scenario. Each extension was reached without a strike, preserved service continuity, and kept Wall Street happy. Extending now — while talks are already underway in early 2026 — locks in that same predictability before any escalation risk emerges closer to the August 1, 2026 expiration.
2. Predictable costs and long-term planning
   Union contracts fix wage, benefit, and work-rule structures for multiple years. This allows Verizon to model labor expenses accurately when investing billions in fiber, 5G, and network upgrades. Extensions have historically included structured raises (e.g., the 2022 deal delivered ~18% compounded wage growth plus profit-sharing) that both sides could plan around.
   Without a union, Verizon would face constant individual negotiations, grievance surges, turnover spikes, and the risk of organizing drives spreading into more parts of the business. A stable contract removes that friction and lets finance and operations teams focus on revenue growth rather than daily labor volatility.
3. A skilled, productive workforce that maintains critical infrastructure
   Verizon’s unionized technicians and call-center employees are among the most experienced in the industry. They install and maintain the physical network that underpins Verizon’s competitive edge in fiber and enterprise services. Union contracts have supported structured training, safety programs, and apprenticeship pipelines that produce reliable, high-quality work.
   Business research (including studies from SHRM and academic reviews) shows union partnerships often improve safety records, reduce turnover, and increase productivity when management treats the union as a stakeholder rather than an adversary. Verizon has seen this dynamic improve since 2016: the post-strike relationship enabled two smooth extensions and better day-to-day collaboration.
4. Strategic focus on growth, not labor warfare
   Verizon competes intensely with T-Mobile, AT&T, and cable providers on wireless, fiber, and enterprise solutions. Prolonged contract fights divert executive attention, damage brand reputation, and risk customer churn during service delays. A quick extension frees leadership to concentrate on capital deployment, spectrum strategy, and market share.
   It also signals to investors that labor relations are managed and low-risk — a material factor in a capital-intensive industry where network reliability is a core selling point.
5. Realism about alternatives
   Attempting to shrink or eliminate the union footprint further would trigger expensive legal battles, organizing campaigns (as seen in past Wireless efforts), negative publicity, and potential regulatory scrutiny. The current represented workforce (~20,000 in the Northeast/Mid-Atlantic) is already a minority of total employees; maintaining a constructive relationship with them is far cheaper and more efficient than constant conflict.
   Bottom line for Verizon leadership: The union is not a relic — it is a known, contractually bounded partner that has repeatedly delivered labor peace at a price the company has willingly paid (multiple extensions since 2016). Signing a fair extension now, while discussions are fresh in January/February 2026, is the rational business choice. It minimizes downside risk (strikes, backlogs, stock pressure), secures a skilled workforce, and lets the company focus on what actually drives long-term shareholder value: building and selling the best network in the country.
   A fast, pragmatic extension is not weakness — it is disciplined, forward-looking management. Verizon has chosen this path before and benefited. Doing so again in 2026 is the smartest move on the board.

What is going on with the FAA contract awarded in 2023? Is the feet dragging on VZ's part or the FAA?

Will there be a second wave of IT layoffs in 2026?

Given the current situation at Pinterest, is there a possibility they could cancel their contract with Accenture?

The union rejected a first quarter EISP and said they want a contract before they lose any more members.

Been almost 5 months since you guys went with IBEW.

Any negotiations currently taking place with management?

Is MasTec involved and cooperating?

How exactly would they construct the CBA?

1 bargaining unit ---> 1 contract

or

2 separate units ---> 2 separate contracts (OSP-Altice) / (FS-MasTec)

Rumors flying around Dallas about VTP happening soon in Leg T union contract after ratification.. Voluntary Termination Pay up to 104 weeks pay will be happening.

DLH Solutions filed a WARN Notice. This notice affects 209 workers. The layoffs are permanent. They result from a government contract transition. A successor contractor will continue services.

https://www.wsmv.com/2026/02/02/more-than-200-workers-could-be-affected-by-layoffs-transition-government-contract-tn/

Nashville, TN

Excitement is brewing over the huge Venz Oil possibilities since it holds the worlds largest oil reserves. Temptation to move all assets there could be lucrative. Better make sure any new contract covers overseas relocation and exact wording in new contract for different laws for any country and not just in U, S.A. else that boat could leave without you on board in the near future.

I hope salary folks are watching the offer Marathon is proposing to hourly people.

USW/NOBP CONTRACT UPDATE 2/1/26
Well folks, the situation is definitely not great. Here is the latest:
4yr contract
4%, 3.5%, 3.5%, 4%
$2500 signing bonus
No COLA (Cost of Living Allowance)
No shift differential increase
80/20 medical (same as current)
No retrogression.
No vacation increases.
No retirement medical assistance.
No Al protection.

This should be an eye opener of what salaried employees can expect to lose also. When you “volunteer” to go work strike duty, you can thank yourself for low pay increases and adding 10-15 years to your career when they take your retirement insurance away.

Still pretty shook about being laid off. I was under a contract role which they extended this January so I was relaxed. This friday I finished and submitted a huge query to my manager to scale up and then at 5.30 pm I got a call from my consultancy that my contract has been cancelled due to budgeting and restructuring. My manager has no knowledge of it and wasnt consulted into this. Became we had some huge projects in the pipeline which would now be stuck in a limbo. I loved my job and the team and my mind is not accepting that this has happened.

One of the NY amityville locations has been told
the building will close the EW section affects about 75 employees ,
Employees have been told April 9th is there last day.
Harris lawyers are mo--ns they forgot to tell the customer
they sold the repair and production contract lol. Air Force said humm don’t think so you need
Our permission Mr k lawyers said we are smarter than the government.
The group was sold and closed 3rd week of December.

The irony - People who were responsible to lose the contract are rewarded with continuing employment and perhaps bonus while all people not even remotely connected are fired.

CEO and their cronies - "I take full responsibility and willing to sacrifice 2500 wonderful and talented colleagues for my stupid mistakes"

The Leg T CWA contract expires in a few months. Will they settle without a strike? Who's got the upper hand? Is that power real or perceived? Is the company actually ready to replace workers via automation, off shoring, in house replacement, etc? If workers strike, would they just be doing the company a big favor? Will there simply be a contract extension? Will there be any real gains for workers? Are managers losing sleep right now over the threat of contingency plans? Do some workers actually hope for a strike just to have some unpaid time off work or to play the rebel role like social protesters? Time will soon tell. Does anyone have a crystal ball? What is the meaning of work life?

I’m hearing for the new orange contract for mobility they are going to continue permanent WORK FROM HOME for those employees under orange contract. Then they will hire near end of year for WFH. Anyone heard of possible outcome for the Orange contract ?

• Exyte U.S., Inc. | Layoff date: Oct. 24, 2025 | Location: 9245 S. Gigabit Lane, Boise, ID | Employees affected: 201 | Industry: Clean-room construction / semiconductor facilities | Reason: Contract unexpectedly discontinued by Micron, ending Exyte’s role as general contractor on Micron’s $15B chip plant | Notes: Contract ended Sept. 2, 2025; Exyte still involved in limited project scope

• Blue Cross of Idaho | Layoff date: March 27, 2025 (first notices), layoffs began June 2025 | Location: 3000 E. Pine Ave., Meridian, ID | Employees affected: 135 | Industry: Health insurance | Reason: Idaho Dept. of Health and Welfare terminated long-running Medicare/Medicaid dual-eligible contract | Notes: Jobs impacted included care coordinators and claims examiners; contract awarded to UnitedHealthcare and Molina

• N.A. Degerstrom | Layoff date: Sept. 5, 2025 | Location: 3268 Blackfoot River Road, Soda Springs, ID | Employees affected: 113 | Industry: Heavy construction / mining | Reason: Completion of mining contract at Henry Mine | Notes: 105 union and 8 nonunion employees; layoffs phased through March 2026

• Inspiro | Layoff date: Aug. 1, 2025 | Location: 200 W. Hanley Ave. No. 13, Coeur d’Alene, ID | Employees affected: 100 | Industry: Call center / IT services | Reason: Closure of Dish Network call center due to unforeseen business circumstances | Notes: Site permanently closed Sept. 30, 2025

• Saia LTL Freight | Layoff date: April 8, 2025 | Location: 2264 S. Bonito Way, Suite 100, Meridian, ID | Employees affected: 78 | Industry: Freight and logistics | Reason: Operational changes impacting customer service roles | Notes: Layoffs occurred between June 2 and June 16, 2025

• Management & Training Corporation (Centennial Job Corps Center) | Layoff date: June 3, 2025 | Location: 3201 Ridgecrest Drive, Nampa, ID | Employees affected: 75 | Industry: Workforce training / education | Reason: U.S. Department of Labor terminated operating contract “for convenience” | Notes: Resulted in full closure of the Nampa Job Corps center

• Sunshine Minting, Inc. | Layoff date: June 26, 2025 | Location: 750 W. Canfield Ave., Coeur d’Alene, ID | Employees affected: 72 | Industry: Precious metals processing | Reason: Abrupt change in customer demand and order cancellations | Notes: Company cited unforeseen business circumstances; no full 60-day notice

• PacificSource | Layoff date: Oct. 24, 2025 | Location: 408 E. Parkcenter Blvd., Suite 100, Boise, ID | Employees affected: 42 | Industry: Health insurance | Reason: Significant loss of Medicaid membership in Lane County, Oregon | Notes: Layoffs effective Dec. 31, 2025

• Accelerate360 Distribution, LLC | Layoff date: April 25, 2025 | Location: Remote workers in Idaho; work unit based at 5013 S. Louise Ave. #5105, Sioux Falls, SD | Employees affected: 32 (Idaho) | Industry: Media distribution / merchandising | Reason: Closure of Dakota Merchandising remote work unit | Notes: Additional 292 layoffs occurred in other states

• Transit Management of Canyon County, Inc. | Layoff date: July 31, 2025 | Location: 5907 Cleveland Blvd., Caldwell, ID | Employees affected: 28 | Industry: Public transit management | Reason: End of operating contract for Canyon County transit system | Notes: Facility expected to close Sept. 30, 2025; new operator anticipated to rehire many workers

Company proposal this week-
Massive amount of “work share” between VZT, VZW, and VZB in VZ proposal. Guaranteed majority of work to unions.
VZ eliminating RSU’s for post 2012 hires. Increasing their CPS to 2800/yr
Increased one wage increase by 0.25 %
So 2.50 for 27, 28. 29, and 30 now
3 1% pension band increases

Frontier is a very lean organization compared to us, and 70% of their base is union who entered into a 3 year contract towards the end of last year - basically ensuring a certain pay till 2028. Where on earth are they going to cut when Frontier is already so lean with little to no fat?

Which large contract did Optum/UHG lose in Texas to make so many Housecalls NPs lose our jobs?