#union

Go to their local union and ask to vote in a union. Each store has to get 80% yea votes to vote a union into the store. Then they negotiate on behalf of the membership and their complaints. Better health care better time off. Each store should employe so many full times and so many part times. Include part time in the contract.

IT unions are urging state and central governments to act after Tata Consultancy Services reported a Q2 FY26 net headcount reduction of 19,755 employees, with total staff falling to 5,93,314 from 6,13,069 in Q1 FY26. The unions say weak oversight has enabled companies to sidestep labor protections and call for immediate regulation to safeguard workers.

They also claim TCS effectively let go 38,255 employees in the quarter once new hires are netted out, disputing the company’s statement that only about 6,000 departures were involuntary. The unions argue such retrenchment violates the Industrial Disputes Act and demand government intervention.

https://www.newindianexpress.com/amp/story/business/2025/Oct/12/tcs-layoffs-it-unions-urge-govt-to-take-measures

I keep hearing that terms I reno became permanent. Also heard throughout california. How can I become permanent? How does that work? My local said unlikely but I can confirm Rwno nevada did it a few months ago. What's the workaround? If they allowed it it should be the norm now.

I’m hearing rumors the first thing the new ceo did was to see about a contract extension.But not in way most would like .Sounds like in exchange for some kinda cap on medical the union would agree to the movement of work force needed to bring the people to the work along with cross training for techs .Which means less hiring of new union field techs .This also plays in the company favor because they can also move ahead with the management headcount reductions this new ceo is looking for with layoffs .Not really sure if anyone on either side union and management realizes what this new ceo is looking to do reduce headcount at any cost .Not sure anyone is safe

We are asked to volunteer for different locations or functions but they do not ask you to volunteer as most managers are forced you do not have a choice.The only ones who have a choice are contractor like companies and such

Kaiser Permanente is laying off hundreds of workers across California, further deepening tensions with its union of 31,000 nurses that is preparing a five-day strike beginning next week.

In an Oct. 6 letter filed with the state’s Employment Development Department, Kaiser’s Human Resources Director Christine Neubauer said that the Oakland-based health care provider began notifying 216 workers of their layoffs starting Sept. 17.

https://www.dailynews.com/2025/10/09/kaiser-laying-off-216-workers-deepening-tensions-amid-nurses-labor-talks/

there are a bunch of us looking to form a union over better pay, working conditions, and treatment. there are planned mtgs in nyc, boca, and phoenix area. Who on this board would be interested to attend. we'll serve food. thanks.

It's coming -

PROJECT: FLEET AUTOMATION 2025
Strategic Labor Cost Reduction Through Autonomous Vehicle Implementation
DOCUMENT: ATT-FLEET-OPT-2025-CONF
SCOPE: 20,000 VEHICLES | 20,000 TECHNICIANS
VERSION: 3.0

💰 PROJECTED ANNUAL SAVINGS: $176M - $264M through transit wage reclassification

Current Hourly Rate
$45 - $60
per hour during transit
Proposed Hourly Rate
$7.25 - $15*
minimum wage during transit
Hourly Savings
$37.75 - $52.75
per technician hour
Daily Savings per Tech
$75 - $158
(2-3 hours transit daily)

EXECUTIVE SUMMARY

This initiative targets the reclassification of 2-3 daily transit hours from premium technician rates ($45-$60/hr) to minimum wage ($7.25-$15/hr), generating massive labor cost savings while maintaining current service levels through autonomous vehicle deployment.

EXECUTIVE SUMMARY

This initiative targets the reclassification of 2-3 daily transit hours from premium technician rates ($45-$60/hr) to minimum wage ($7.25-$15/hr), generating massive labor cost savings while maintaining current service levels through autonomous vehicle deployment.
CORE FINANCIAL STRATEGY

Current Cost: $45-$60/hr × 2.5 hours × 20,000 technicians = $2.25M-$3M DAILY transit cost
Optimized Cost: $7.25-$15/hr × 2.5 hours × 20,000 technicians = $362K-$750K DAILY transit cost
Daily Savings: $1.5M - $2.5M per day
Annual Impact: $176M - $264M (250 working days)

ANNUAL SAVINGS CALCULATION

20,000 technicians × 2.5 hours transit/day × 250 days/year = 12,500,000 transit hours annually

Current Cost: 12,500,000 hours × $52.50/hr (avg) = $656,250,000

Proposed Cost: 12,500,000 hours × $11.13/hr (avg min wage) = $139,125,000

ANNUAL SAVINGS: $517,125,000
COST-BENEFIT ANALYSIS
Implementation Costs:

Autonomous Vehicle Fleet: $400M (20,000 vehicles @ $20,000 each)
Technology Infrastructure: $50M
Training & Transition: $25M
Legal & Compliance: $15M
Total Implementation: $490M

Financial Returns:

Year 1 Savings: $517M (after 6-month ramp)
Year 2+ Savings: $620M+ (full implementation)
ROI Period: 10.5 months
5-Year Net Savings: $2.6B+

WAGE RECLASSIFICATION STRATEGY
TRANSIT TIME = MINIMUM WAGE TIME
Autonomous vehicle operation redefines transit as "non-productive time," enabling legal wage reduction to minimum levels while technicians are between job sites.
JOB SITE TIME = PREMIUM WAGE TIME
Technicians continue receiving $45-$60/hr only when physically at customer locations performing skilled work.
UNION IMPACT MITIGATION
Removing "driving" as a skilled trade function eliminates union jurisdiction over 20-30% of current compensated hours.

RISK MANAGEMENT & MITIGATION

Legal Challenges: $15M legal fund, precedent research, state-by-state compliance
Union Response: Phased implementation, "modernization" messaging, individual agreements
Employee Morale: Retention bonuses for high performers, career path emphasis
Public Relations: "Innovation leadership" narrative, environmental benefits focus

COMMUNICATION STRATEGY

External: "Industry-leading technology adoption," "Sustainable fleet management," "Work-life balance enhancement"

Internal: "Modernized work models," "Competitive positioning," "Efficiency optimization," "Career development focus"
KEY MESSAGE: "We're investing $490M in cutting-edge technology to improve our operations and remain industry leaders."
🎯 FINANCIAL IMPACT: $517M ANNUAL SAVINGS | 10.5 MONTH ROI | $2.6B 5-YEAR VALUE

toxic work environment? threats of layoffs? don’t know where you’re going afterward? why not unionize and have a chance for better employment conditions? many of us have nothing left to lose. the law protects it

Listen this new CEO was brought in to cut management, cut costs and raise stock prices .This is no coincidence he was brought in right as the merge with frontier which has contracts and the largest current contract up in August that they could not agree on an extension.So for the union people too this is no blessing !!!I believe the board saw Hans as too sympathetic to the Unions as Europe is .So I would now confidently say get ready for a long protracted Strike .The unions are too behind eight ball CWA IBEW to realize this was another strategic move by the VERIZON BOARD.McAdams 2.0 coming in .Any associate not starting to realize where this is headed in next few months and stop suk in the management in the fios back room deserves what’s next but is out weakest link open your eyes leadership/membership

Management sent out an email October 6th 2025 that 50 union and 50 management positions were to be laid off due to lack of work. The truth is they sub most of the work out and are bringing in their people from San Diego to run the place. Glad I retired and got out of that mad house.

Saw this on a Facebook group.

Sounds like most of the union that was left in Denver was laid off today but Avaya. December 8th is the last day of payroll for what used to be the NSAC, billing, dispatch, and SOSC.

Can a manager go to a union position before they retire to get union retirees health benefits.

Who is interested?

Collective bargaining is the only way to stop the autocratic march of America and business. It fixed the great depression, it will be the only way to fix the coming depression. They think AI will replace all of tech, but it's not ready.

All the naysayers have no clue just how much manual work goes into maintaining the illusion of this bank never going offline. If tech even took one single day off, the bank would suffer a huge financial impact. I work with one of the tech prod support groups, and you would not believe the amount of emails about things breaking. It's non-stop.

If IT wants to push back, form a union. Yes, the people who've been here forever (yours truly, over a quarter-century) would probably make out like bandits. So what? 5–7 years of being compensated what I'm actually worth, and I'll sail off into the sunset, never to work again, opening that job to the next person who has been paying their dues with personal time, for decades.

Management only has control if you let them have control, and you all - for some reason or another - are willing to let them run roughshod over you. So what if the economy is garbage? Anyone who works a real IT job here knows it takes a minimum, bare minimum, of 2–6 months to get someone onboarded and trained up. Even then, you start them out with smaller, more forgiving work, because it's a depth of knowledge job, not a breadth of experience job.

Just think back to how they thought they didn't need QA, laid all the QA groups off, then 6 months later, everyone you knew who worked in QA was back in the GAL.

Collective bargaining works, history proves it.

I think we got the votes. There's next to no downside. We can even get some Democrat leaders to back us. The management here has gotten beyond abusive and i wouldn't have thought of every doing this in a million years, but at some point you have to fight back. Auto workers gets some insane wages, we can do much better for ourselves and our families.

No calls till 9am
No calls with India unless a manager is present and taking notes and giving action items based on time frames the union agrees to
No weekend or evening work, unless agreed upon, and high over time wages
No in office unless we have assigned seats, the cubes are X height to block out sound and the equipment is top notch, no more testing 10 cubes because of broken equipment
15 min coffee breaks, 1.5 hour lunch breaks, gyms on site
No in office unless there at least 6 fellow co workers at that location
No interacting with offshore unless their english meets a threshold, we're not English teachers.
salaries must meet guidelines, like keeping up with inflation
no medical plan increases above inflation, and the company needs to cover a higher percentage
10% 401K matching
stock options for all employees

The dum dums at SMART are telling their people this will be good for them. LOL!

I guess bringing PSR to Norfolk and scrapping switch yards and such will be great for everyone.

The more I've been asking around the more locals that seem to be turning terms into permanent. How is this even a thing? How can permanent employees compete against terms, if this is the case?

In Reno nevada they had multiple term opts go from term to permanent how is this possible? I tought if even one permanent person applied it had to to them? How is the union allowing this?

UPRR’s dispatchers are non union cheaper labor…… I guess the NS dispatchers will be looking for new work….

Each labor contract calls it something different but the voluntary whichever termination package has to be approved by the union and although most members want it, the union won't agree to it because they don't want their revenue stream to go down. That's it! That's what it's all about! Money! The union wants union dues - MONEY! Just like you, me, politicians, the evil empire of the company and everyone else. It's all about money. If anyone tries to tell you anything different, they're full of $chitt.

Brave of them to take questions after the chaos of the selections. I’m sure they will filter the questions and provide their own questions to control the narrative.

Pacific Rail Service, is a intermodal contractor that's bringing their locomotives on the property to have their Scabby H6 employees switch the ramps and yard like East LA.

Let the Mexicans run across the border with trains at Eagle Pass, and they end up in East LA and California.

Why do we not have a IT Union? We really need one to fight our incompetent leadership!

This is what you get when we could have unionized the entire company under one flag and held them by the short and curlys. Instead you all trusted a corporation to have your best interests at heart. Life lesson for you all.

Five years added to service and age. The company has come to the conclusion that senior CWA techs will not leave without an enhanced offer. Minor short term hit and they’ll basically be free of a Union workforce going forward.

Has anyone else noticed a trend that if a craft files a time claim and win, that one of the members of that craft gets fired?

the older t rates are taking advantage of us new hires in schenectady

they are leveraging our vote saying vote no bc they are mad at the d rates.we wont get more we'll just lose jobs

this contract is OK im gonna be making over 80 grand a yr i have a GED and used to change tires for 15 bucks... it will be us new hires out the door not them... dont let them influence us.this is good money m

vote yes bc this is crazy good money and the old t rates are just made and using us to get revenge on the d rates pension

if we strike we lose pay and benefits. the old t rates dont care they have the money we being used by them f that

https://www.labornotes.org/2025/09/wells-fargo-workers-push-bring-union-banking-industry

The company is about to capitulate and come across with the long awaited BONUS OFFER. FREE AT LAST! THANK GOD ALMIGHTY! CWA TECHS GONNA BE FREE AT LAST!!!!!!

Like not to harm anyone or destroy anything obviously.
But what if we just actually grab all of our collective ba--s and then don’t show up to work one day or don’t go into the office. Like we need to stop being such fu--ing cowards and actually do something but it’ll only work if it’s everyone on board. No boot lickers allowed

A company-dominated union, also called a "yellow union," is a worker organization that is controlled or heavily influenced by the employer rather than by the employees it is meant to represent. These unions are often established and directed by management to prevent genuine, independent employee representation and are illegal under U.S. labor law, specifically Section 8(a)(2) of the National Labor Relations Act (NLRA).

I don’t know what titles would be eligible for the EIPP. Hopefully for field techs and COTS. The union has confirmed this.

Union employees, if you get an offer, and decline, you are not guaranteed a job with Lumen.

Non union, if you get a job offer and decline, you lose your job.