#union

80% of the 13,000 employees that were laid off last year were off the books by Dec 2025

Last year, our employee count was 99,205

VZ had 4,800 employees leave as part of the VSP by Mar 2025

This firm has been shedding employees for over a decade and its share price is -15% over the last 5 years.

What gives? Please don’t say DEI

Any news of craft layoffs in southeast in 2nd quarter in Louisiana ?

Its time all White Collar workers unionize before its too late!

Mo--ngo Unified School District (MUSD) Board of Trustees met recently. Union representatives voiced concerns regarding budget and staffing decisions. The California School Employees Association (CSEA) protested the layoff of five health techs. Mo--ngo Teachers Association (MTA) advocated for fair teacher compensation and smaller class sizes. Despite these concerns, the Board unanimously approved the CSEA/MUSD tentative agreement.

https://z1077fm.com/teacher-associations-give-strong-arguments-for-smaller-class-sizes-and-against-staff-layoffs-musd-board-approves-tentative-agreement/

To stop people like MW from laying all the White Collar jobs, we need to unite. Its time for a White Collar Union. He has a hunger that won't be satisfied to layoff. We have to make it harder on him!

Watch the wording $150,000.00 "PACKAGE" offer. Clever attempt at Union busting to cause in house disloyalty. If company can only lobe 1 offer around Union negotiated contract agreements , they have set an established pattern to go around the Union always. Deals and offers must be first approved by Union.

Springfield Public Schools laid off 27 teachers. These mid-year layoffs occurred in January 2026. The cuts resulted from a new union contract. This contract included a retroactive 4% pay increase. Teachers and students faced significant grief and uncertainty.

https://lookouteugene-springfield.com/story/education/2026/02/16/what-the-heck-just-happened-springfield-teachers-navigate-uncertainty-grief-in-midyear-layoffs/

Its time that White Collar jobs unionize before we are all laid off. People like Darren will stop at nothing to lay us all off. We need to join together to fight!

California cardrooms face significant disruption from new state gambling rules. New state regulations were proposed by Attorney General Bonta. The industry expects to close blackjack games and lay off 13,000 workers. Local governments anticipate large tax revenue losses. The gaming association plans a lawsuit against the state.

https://www.presstelegram.com/2026/02/15/california-cardrooms-anticipate-thousands-of-layoffs-as-gambling-rules-change/

With AI coming, should engineers unionize? I believe upper management is going to continue to squeeze engineers and with knowledge worker tasks being transferred to AI agents... it makes the work of an engineer procedural rather than design. That's very much like factory work.

I don't see any other way to spread the wealth. The alternative feels like "to get squeezed".

Dear Dan Schulman,
I am writing to respectfully urge decisive leadership in reaching a timely and forward-looking agreement with the union representing Verizon’s workforce. A prolonged contract dispute is more than a labor issue — it is a strategic business risk that affects competitiveness, brand trust, operational stability, and long-term shareholder value.
In today’s telecommunications environment, reliability and service quality are inseparable from workforce stability. Highly skilled technicians, customer service professionals, and infrastructure specialists form the backbone of network performance and customer satisfaction. When negotiations extend unnecessarily, uncertainty erodes morale, productivity declines, and institutional knowledge becomes vulnerable to attrition. The financial impact of workforce disruption — even without a strike — often exceeds the cost of reaching a fair agreement earlier.
More importantly, resolving an extended contract now positions Verizon Communications for strategic advantage in several measurable ways:

1. Operational Continuity and Service Excellence
   A secure and engaged workforce delivers more consistent network performance, faster deployment of infrastructure upgrades, and stronger customer experience metrics — all critical differentiators in a highly competitive market.
2. Cost Predictability and Risk Reduction
   Prolonged labor uncertainty introduces hidden costs: contingency planning, delayed projects, reputational exposure, and potential customer churn. A stable contract converts uncertainty into predictable budgeting and planning horizons.
3. Competitive Positioning in 5G and Next-Generation Infrastructure
   Network expansion and technological innovation require cooperation and trust between leadership and labor. Alignment accelerates deployment timelines, improves implementation quality, and strengthens execution discipline — all essential in maintaining industry leadership.
4. Talent Retention and Recruitment
   The telecommunications sector competes aggressively for technical expertise. A demonstrated commitment to fair, timely agreements signals stability and respect, strengthening recruitment and reducing costly turnover.
5. Brand Reputation and Investor Confidence
   Markets reward stability. Customers and investors view constructive labor relations as a sign of strong governance and long-term strategic clarity. Early resolution communicates disciplined leadership and operational foresight.
6. Long-Term Financial Performance
   Sustained productivity, reduced disruption risk, and improved execution capability directly support revenue growth, margin stability, and capital efficiency. In practical terms, a timely agreement is not simply a labor expense — it is an investment in operational resilience.
   History across multiple industries shows that companies that treat labor negotiations as strategic partnerships — rather than prolonged contests — consistently outperform peers in reliability, innovation adoption, and customer loyalty. The telecommunications sector, where infrastructure and human expertise are deeply intertwined, magnifies this effect.
   Resolving the contract sooner rather than later is not a concession. It is a leadership decision that aligns economic prudence with strategic vision. Stability now enables focus on growth, innovation, and market leadership rather than internal uncertainty.
   Strong companies build durable advantages not only through technology and capital, but through trust, alignment, and shared purpose. A timely agreement reinforces all three.
   Thank you for your leadership and consideration of the long-term interests of the company, its workforce, and the customers who depend on both.
   Respectfully,

Harley-Davidson experienced a challenging year with declining performance. Its revenue fell by 26%, and global sales also continued their downward slide. CEO Artie Starrs announced plans to reduce costs significantly. These efforts may include workforce reductions as part of broader restructuring. Union workers in Milwaukee are aware of potential job losses for both production and salaried staff.

https://www.motopinas.com/motorcycle-news/harley-davidson-s-2025-revenue-down-26-percent-layoffs-may-follow.html

Oregon Department of Transportation faces a $242 million budget shortfall for 2025-27. Lawmakers cannot raise taxes or fees to cover this gap. ODOT leaders presented options including laying off up to 400 workers. Another option involves redirecting funds from existing transportation programs and projects. Union leaders are urging legislators to find solutions to save jobs and maintain road safety.

https://philomathnews.com/layoffs-or-redirecting-funding-oregon-lawmakers-grapple-with-odot-budget-gap-again/

oyd Corp. plans to close its Monroe plant. This closure is scheduled for 2026. The company will lay off 63 employees. The first layoffs will begin in April. The Union County facility has operated for decades.

https://www.bizjournals.com/charlotte/news/2026/02/12/layoffs-boyd-corp-monroe-plant-jobs-union-county.html

Let's put some consideration to this considering that a lot of jobs will be going overseas. It's a last attempt at keeping some of the roles stateside.

…then outsource and contract all office and desk work.

Verizon, run by non Verizon people.

It shows the jobs, categorized as “Mgmt Level: UNN” in Workday. If so, does CWA recognize years of service?

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.

It's time the staff came together and unionised. Ubisoft are doing a global strike and TU employees should do the same.
Upcoming Pay rises except for India are a joke and below inflation.
Constantly increasing demand on staff, reducing headcount and expecting us to deliver more under constant threat of losing jobs.
Let's stand together, step outside and demand fair treatment and resignations of the terrible leadership we are under.

A union has issued a warning regarding impending layoffs across municipal services. These layoffs are specifically expected to impact janitorial staff. The affected entities include Chicago police and fire stations, as well as other city buildings. This move indicates potential job losses for essential support workers within the city's infrastructure. The union's alert signals a significant concern for public service employees in the area.

https://www.chicagotribune.com/2026/02/10/janitor-layoffs-to-hit-city-buildings/

Whoever posted this on Reddit is right. This is why Unions in the United States are of the most absolute importance. If you did this in like let's say Japan? People would see this as a leadership failure and start to distrust the company entirely... In Sweden,? They'd be paying out these employees so long that the short term gains they might want to see before ramping up again in hiring would not warrant going through this. It is truly only in America that this sort of thing is seen as feasible.

The answer to ensuring our pay rises at the rate we want (above inflation, to keep the structure the same over time) is simple: we need to unionize. Asking in town halls anonymously why it makes sense for hourly pay to pass staff isn’t going to get a pay raise. Wondering when we’re going to get ours because the union gets theirs won’t do it. The company won’t raise pay out of kindness; only to retain the required talent to operate. Gathering together to negotiate pay terms together is the path to set us free. I see you. We need to unionize and move as one, not as individuals.

The Farmington School Board will meet to discuss potential layoffs. This follows a state order to address a $330,000 budget deficit. The deficit partly stems from a state SchoolCare program shortfall. The Farmington Teachers Association argues these layoffs are avoidable. The union plans to challenge the board's proposed actions.

https://www.wmur.com/article/farmington-nh-school-board-layoffs-budget-deficit/70291617

Baltimore Gas and Electric (BGE) announced recent layoffs. Dozens of union members were affected by these job cuts. The IEBW Local 410 union criticized BGE's decision. The union stated BGE kept contractors while firing members. This action was cited as a contract violation.

https://www.cbsnews.com/baltimore/video/union-slams-bge-for-firing-members-while-keeping-contractors-citing-contract-violation/

does anyone know whats going on.The local hasn't said anything,.Any real updates?

With poor middle management from the branch levels and issues not making it to the top people are fed up. Union talks in play. Drivers not able to take time off, routes sitting, customers not getting deliveries and no help. Warehouse runs way too short and people in place who aren’t fit for the job. Sales is getting fed up!

Quick ask please so I can discuss

Reading the Fair Work Act 2009 and if my understanding is correct Dell cannot stop you from unionizing. Furthermore, it is illegal for an employer to take "adverse action" against you for being a union member or participating in union activities. This includes but is not limited to fire or demotion, refusal of hire because of your union history, discrimination (cutting hours or denying promotions), coerce or pressure you to quit the union.

“If your employer is intimidating you or treating you unfairly because of your interest in a union, you can contact the Fair Work Ombudsman or the Fair Work Commission.”

With the above said what is stopping us from joining union and pushing back on this unethical and utterly unfair commission plan?

Are we all going to fold our tails and cop it?

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

Please look into joining either CWU or Prospect and seek legal clarity on this issue — it has real legal significance.

In the UK, if compensation terms are contractual and are materially changed without employee agreement, there may be legal implications beyond unionisation, including potential claims such as constructive dismissal or unlawful deduction of wages.

Before taking anything public, you should:
• Speak to a union organiser for guidance.
• Review the compensation plan wording carefully to determine whether it gives management discretion to make changes.
• Preserve all written evidence of previous compensation structures and related communications.

This should be approached carefully and with proper advice.

Please join a UK Trade Union and seek legal advise from the Trade Union immediately.

We are currently in the early stages of seeking formal union recognition. In the meantime, we strongly encourage you to protect your employee rights by joining a trade union.

Please do not discuss Union membership on Dell systems. Dell management does not have the right to ask you about your Trade union status.

Please be patient as we get organised. UK law is on our side.

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)

Verizon retiree healthcare costs 2-4 times what is available on open market. The 25% retiree wireless discount is far more expensive than T-MO’s 55 plans — or any other carrier. Unless you have pension from wayyyy back or part of the union, there is no reason to stay until retirement. And they’ll rif you long before you hit mid-60s anyway. Get out now before Dan the Hatchet Man and Slam Hammock take what’s left of your dignity.

Dell workers in the UK are currently in active discussions with the CWU and UTAW and senior Labour MPs to secure trade union recognition.

For too long, inaccurate information has circulated within Dell UK claiming that Dell does not recognise trade unions. This is false. UK law is clear and gives workers the right to organise and to be represented by a trade union.

The legal process is as follows:

1.  A trade union must formally request voluntary recognition from the employer. This request will be made within the next two weeks.
2.  If Dell refuses voluntary recognition, the union has the legal right to apply to the Central Arbitration Committee (CAC) for statutory recognition.

To win statutory recognition, we must show that a majority of UK employees support union recognition, and that at least 10% of the workforce are union members. If an application is rejected, the law prevents us from applying again for three years. This makes it critical that we stand together and get this right the first time.

All UK workers are asking for is the same protections, voice, and representation already enjoyed by colleagues covered by workers’ councils.

In the coming weeks, leaflets and posters will be shared across UK sites with more information on how to get involved. Under UK law, workers have the right to trade union representation. The decision on whether Dell UK has a recognised trade union belongs to workers, not executive leadership.

Now is the time to organise.
Now is the time to stand together.
Now is the time to claim our legal right to a trade union.

⸻

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.

Anyone know the answer?? When you call HR they are useless. Apparently its a formula but no one knows anything. I’ve seriously had it with this Company. I will fight right be side my union brothers and sisters if theres no contract but I really need to leave this toxic environment. Im only 51 not eligible for medicare so I would like to know what the out of pocket expense is. I literally had one HR rep tell me 27-34k per year theres no way thats true. And my union reps are useless too.

I was hoping to hear some info today on the negotiations about a possible extension. Does anyone know any info. Maybe a package for the union side?

I understand the TA is nearly identical to what wireline west, sw, and se got, but havnt seen the details of the sbc/ameritech tentative agreement they reached over a week ago. Can anyone share? I’ve read a 5% raise up front (4/11/26) pension band increases 1% year over year, 4 year agreement, kept article 26, mlk day off, and am i understanding no layoffs for the duration as well?

You know, MD says it best: "Vote with your dollars."

We should have organized and gotten representation years ago, but most people were brainwashed into thinking the company actually cared. They thought, "They'll never sc--w us; it’s illegal!" Hahaha.

When times were good, nobody cared, nobody prepared, and nobody read between the lines. Now that they’re messing with your pay, you're mad? Why now? It's too late for "now." We've already trained the machine to operate without us.

The only question that matters today is this: Are you prepared for an exit? Mentally? Financially? If not, you’d better start thinking about it. Fast.

I mean I can see some blackout but come on maybe just give us a little idea of the issues being discussed.Maybe how far apart the sides are.I mean is there other issues like complications over the company wanting to offer an Eisp package or something like that