#collectivebargaining

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.

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

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)

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.

⸻

United Steelworkers members rejected a contract extension offer. These workers are at BP’s Whiting, Indiana refinery. The union represents about 800 employees there. Differences exist over seniority, layoffs, and wages. The current collective bargaining agreement expires.

https://boereport.com/2026/01/31/bps-whiting-refinery-union-workers-reject-contract-extension/

Why would anyone vote no to ratify the Leg T CWA TA? It looks really good for all of us in it.

Preparations are underway getting Supervisors and contractors ready to step in if Unifor Local 975 Strikes as contract ended Dec 31 2025.

Crazy if they do as will give company more reasons to downsize Union Workers.

Basically 15% pay raise and extending the same contract with minor changes have for 4 more years. A Win Win Leg T employees.

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?

Last year, I was informed that I would have to switch to a non-exempt contract because the salary limit had been exceeded with the last agreed increase. Has anyone else received this? It gave me the impression that they wanted to get everyone from the old collective contracts. Has anyone refused this?

New push. Collective redundancy. First round today with many more to come this year. Not based on performance as all the usual wasters still hanging on. If you are still there you need to jump immediately. Dublin to fully close by the end of the year. Ireland Employment Law a massive issue. Everyone engage your solicitors do not be bullied. Give Bravo a financial headache. WRC scares them.

Springfield just voted to unionize with USW.

Congratulations to everyone there, I hope the other non-union plants soon follow suit.

Sisters and Brothers,

We want to share an important update on where things stand regarding Optimum’s planned transfer of work to MasTec.

Today, CWA Local 1103 and CWA Local 1109 met with Optimum (Altice) to address the impact of this transaction on our members and to discuss a formal proposal submitted by the Union. That proposal was focused on protecting jobs, preserving service time, limiting the sharing of employee information, and ensuring members have meaningful choices. Optimum has rejected this proposal.

Below is a summary of what the Union proposed and the company’s response:

1. Option to Remain with Optimum — Rejected
2. Protection if MasTec Does Not Hire You — Rejected
3. Severance for Employees Hired by MasTec — Rejected
4. Recall Rights if Optimum Re-Enters the Business — Limited Response
   The company indicated it may consider rehiring former employees within 365 days of February 1, 2026, should Optimum re-enter the fulfillment business.
5. Limits on Employee Information Shared
   At this time, Optimum states it is still “reviewing” what information it intends to provide.

Company Position Overview

Optimum has rejected key protections, including continued employment options, severance, and the no-layoff provision. The company claims there are no available positions in other disciplines and asserts that employees not hired by MasTec would be treated as voluntary resignations—a position the Union strongly disputes and considers a layoff.

Important Guidance for Members

We understand that the compressed timeline being imposed is causing significant stress and uncertainty for everyone involved.

We recognize that this is a personal decision and that your job and livelihood are critically important. Therefore, we recommend that Field Service members apply for positions at MasTec before the January 9, 2026, deadline while this process continues.

Please understand that applying does not mean you are giving up your rights, nor does it stop the Union from continuing to fight on your behalf. The Union will continue to do everything in our power—using every legal and contractual resource available—to challenge the company’s position, demand answers, and protect your jobs. We will continue pressing both Optimum and MasTec on all fronts as we work through this transition.

The Union has already taken all available steps to protect you, including filing grievances and engaging in Effects Bargaining, and we will soon pursue full bargaining. We are also scheduled to meet directly with MasTec on January 8, 2026, to discuss expectations for a Collective Bargaining Agreement.

We will share additional updates as soon as they are available. If you have any questions or need further guidance, please contact your union leadership.

Thank you,
Mike Gallo
Executive Vice President
CWA Local 1109

Like it or not, Union at Citi is the answer to all the chaos and pain and stop Kane from su-king every bit of blood from its employees. We all need to come together and start the Union process.

More cuts are coming in February and probably for a year after plus salaries at MEG were higher. Seems like one of you guys should call Unifor? Even if they do fire you then you can negotiate a better package for retaliation. Just can't talk about it on company time.

We desperately need a Union to combat the management we have here. They are out of control and we need to collectively fight back!

According to an independent arbitrator, Portland State University violated its collective bargaining agreement with PSU’s chapter of the American Association of University Professors (AAUP) when it laid off 10 non-tenured track faculty last spring. The arbitrator is now calling for all faculty members represented in the case to be swiftly reinstated to their previous teaching positions with back pay.

https://psuvanguard.com/psu-must-reinstate-10-laid-off-faculty-members-with-back-pay-according-to-independent-arbitrator/amp/

Why isn't the tech space allowed to join the OPEIU chapter?

I see where the BRC union has signed the post merger job agreement. A question for anyone reading this that is an official in the union, what do these agreements say? What wording is there in these agreements that makes it worthwhile? Are the members voting on this? None of this is making sense. It seems strange to me someone that has cut about 10,000 jobs is interested in anybody’s job security.

If we’d been unionized, Verizon could not just blindsided 15,000 of us overnight. A union contract legally forces the company to negotiate the layoff process first, things like timelines, criteria, alternatives, notice periods, and protections. They can’t just drop the axe and walk away. It becomes a fight, not a surprise.

Is it time for T-Mobile to unionize? The leaders of the company clearly don’t care about the employees.

Unionizing could slow down and complicate the process of mass tech company layoffs by introducing legal and financial barriers through collective bargaining agreements.

CWA & IBEW both have telecom representation.

It’s been a long time coming, and the truth is simple: we need to unionize. The 1% at the top continue cashing in while we absorb the fallout of plans they designed and failed to execute. They walk away with bonuses; we get scraps and a pat on the back for “unused vacation.” That imbalance ends when we stand together.

You’ll start hearing more very soon. This will be the last RIF we face without real representation and a collective voice that can’t be ignored. Leadership only “listens” when numbers look good. The moment things slip, they point the finger at us.

We deserve protection, respect, and a seat at the table. It’s time to claim it.

Membership is expected to grow by about 5k after the Frontier expansion. Join or die.

Sorry, I don’t belong to a union at Verizon so I don’t understand the protections that it gives you.

Are you not able to be laid off without a special package? Or are you able to be laid off but the union will do a strike if or when Verizon does?

Sisters, Brothers, and Siblings, I am pleased to announce that your duly elected bargaining committee has reached a tentative agreement (TA) with Frontier Communications after months of hard work, negotiation, and many late nights. This achievement is a testament to the dedication and strength of our
bargaining team. I am also proud to inform you that our National Executive Board voted unanimously in favor of this tentative agreement. This is a significant milestone, and it reflects our commitment to
improving our working conditions and benefits.

-

Are out there trying to equalize any negative commentary.
Just one question: WHY would/does a union withhold pertinent contract information that negatively affects the same personnel they claim to be fighting for? This is what all the less tenured members are asking u die hard union folk now... you have let the union run amuck, sell you on a small incentive while throttling down 2 others? And then want to blame it on whiny b***hes for calling out the watered down benefits that are nowhere near what the original union contract started with...

Yesterday’s announcement is a devastating, cold reminder: it doesn't matter how hard you work, how much you contribute, or how long you've been here. At the end of the day, we are just lines on a spreadsheet. The only way to change the power dynamic is to have a real, collective, and legally recognized voice at the table.

That's what a union is.

It’s not about "us vs. them." It's about having a binding contract that guarantees:

• Clear, fair, and seniority-based layoff procedures.
• The right to bargain over severance packages.
• A real say in the working conditions that impact our lives.
• Protection against the "at-will" system that leaves us completely vulnerable.

If we don't have a seat at the table, we will always be on the menu. This is the moment. This is the wake-up call.

This isn't about hope anymore. It's about leverage. If not now, when?

anyone know anything on the the company’s side of this contract? “Last & Final” was just voted down.

Serious question. What happens if we are able to organize a strike so that none of us works if even one of us gets laid off? They need us to work. They can’t afford to lose all of us. We can stop the layoffs if we band together!! Enough is enough!

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 know its been said here many times and I know people do not have enough gumption or unity to do it but the only thing and I mean the only things that brings these useless ba----ds to their knees is a union. It is what they were designed to do. I hate them but I think the time is coming again for them to start gaining traction. The workforce today does not have any say or a fair shot at decent treatment by their employer. I hate it when people on here say go find another job. For most that is not an option because the system has become so rigged and it's all the same scam regardless. Age discrimination, AI screening job applications, DEI, and just all the other barriers they have put up. All the Execs work together in step...the worker just hasn't gotten smart enough to do it in places like SF, AT&T, Chase, etc... Amazon workers are trying and so are Starbucks but face hurdles with the big shots trying to subvert them at every turn. I think if only a handful of people would genuinely approach it with co-workers most would get on board. I know just wishful thinking. It would bring an end to their reign of te---r on the American worker.

Merck Millipore technicians start industrial action after pay cut claims
Merck Millipore
News
/ 19th August 2025 /
George Morahan
Technicians at the Merck Millipore plants in Co Cork have commenced industrial action after the company implemented changes to pay and conditions.

The Connect trade union said some of its members employed at the life sciences equipment supplier's Carrigtwohill and Blarney plants were subject to pay cuts of up to 20 per cent.

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Merck Millipore has denied there has been any "unilateral changes" to terms and conditions including salary as claimed by Connect.

"Our members were left with no alternative other than commencing industrial action after the company unilaterally changed terms and conditions. This included the cutting of 20 per cent in pay from maintenance technicians at the Blarney site," said Mark Dobyn, regional secretary for Connect.

“We have reached out to local management a number of times to engage on the changes being sought. However, the company has completely refused to engage with our Union and unilaterally changed our members' employment conditions without any proper consultation. This is a completely unacceptable situation.”

Business Bulletin

Dobyn said that staff taking industrial action would not cooperate with the company on a number of fronts and would not attend meetings with management.

“Both our Union and SIPTU have sought to use the industrial relations machinery of the state to resolve these workers' difficulties with their employer. This included a successful Labour Court case which resulted in a recommendation that the company should engage with our Unions as our members have demanded," said Paddy Kavanagh, general secretary at Connect.

“This situation once again illustrates the issues with workers’ right to union organisation and representation in Ireland.

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"Our members will now seek to achieve the respect they deserve from their employer through the intelligent use of industrial action.

"If this does not achieve the necessary results, we will back our members in whatever escalation they decide upon.”

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In a statement, Merck confirmed that it was served with notice of industrial action by Connect on Friday, August 1, and that action had commenced on Monday Monday (August 18).

Merck Millipore
Technicians at Merck Millipore have commenced industrial action.
"Merck operates a long-standing policy of direct engagement with its employees and remains committed to continuing this dialogue.

"The company’s focus is on constructive internal engagements with colleagues to reach a fair resolution of any workplace concerns."

Just Heard there will be buyouts in 2026 for UAW members. Not sure about all details, but the request will be sent out to see who’s interested.

UPS is wrong in negotiating buyouts without the Teamsters. Why they would even try this is shocking. The timing could not be worse with tariff and stock questions.

Unionizing is about empowering workers to have a stronger voice in their workplace. At Chevron, as skilled engineers, we drive the success of the company, yet many of us feel that decisions about pay, benefits, safety, and working conditions are made without our input. Unionizing allows us to negotiate as a collective, ensuring fair wages, better healthcare, improved safety standards, and job security. It’s not about being against Chevron but about ensuring that we, the workforce, have a seat at the table to advocate for our rights and well-being. A union is the most effective way to ensure that the value we bring to the company is recognized and respected, while also fostering a workplace where everyone can thrive without fear of retaliation. Together, we can build a stronger, fairer future for all employees.