#collectivebargaining

The Communication Workers Union (CWU), through its United Tech and Allied Workers (UTAW) section, has now commenced the formal statutory process under UK employment law to secure workplace access at Dell UK, following its earlier voluntary request.

The process will now follow the relevant legal procedures, including involvement from the Central Arbitration Committee (CAC) where required.

Stage Deadline
CWU statutory request received 30 October 2026
Dell must formally respond 20 November 2026
If Dell rejects or partially accepts Further 25 working days to negotiate, starting from its response
If no agreement is reached CWU can apply to the Central Arbitration Committee (CAC).

Secure CWU/UTAW Members’ Channel

The CWU’s UTAW section has established a secure, private communication channel to help members communicate, share information and organise collectively.

An email containing the invitation link has been sent to CWU/UTAW members. We recommend joining the channel using a pseudonym and avoiding personally identifiable information.

Security measures are in place to restrict unauthorised access, including attempts by Dell leadership, HR representatives or individuals seeking to disrupt or undermine legitimate trade union organising. These safeguards are intended to protect members’ privacy and provide a confidential environment for open discussion. As with any online platform, absolute confidentiality cannot be guaranteed.

Please use personal devices and accounts, rather than Dell equipment, for union-related communications, and conduct organising activities outside working hours.

Anyone wishing to become involved is encouraged to join the CWU through its UTAW section and participate in the channel.

Why Join the CWU/UTAW?

Importantly, the CWU has already secured positive outcomes for individual members at Dell.

It is worth emphasising that Dell does not need to recognise a trade union for collective bargaining for employees to benefit from union membership.

Under UK law, employees have the right to join a trade union and are protected against unlawful treatment because of their membership or protected union activities. Employees also have statutory rights to be accompanied by an eligible trade union representative at certain formal disciplinary and grievance hearings.

CWU/UTAW membership can provide advice, support and representation on matters including:

• Sales Compensation Plans (SCPs): Changes to commission structures, quotas, targets and payment arrangements, including requests for transparency around how compensation is calculated.
• Performance Improvement Plans (PIPs): Advice and representation where employees face formal performance management procedures.
• Pay and progression: Concerns about pay freezes, lack of salary increases and career development opportunities.
• Promotions and fairness: Concerns about transparency, consistency and perceived favouritism in promotion decisions.
• Workplace grievances: Support with formal complaints, employment disputes and concerns about management decisions.

Union Recognition Is Not the Only Objective

Dell UK now has unionised employees, regardless of whether Dell formally recognises the CWU for collective bargaining.

This is an important distinction. Union membership and statutory union recognition are two separate matters. Dell employees who have joined the CWU are already union members, with the associated legal protections and access to union support.

While formal recognition remains an important longer-term goal, it is not a prerequisite for employees to benefit from union membership today.

Individual representation, access to employment advice and the ability to challenge decisions through established procedures can already make a meaningful difference.

We encourage Dell UK employees who have concerns about their employment conditions, compensation or career progression to consider joining the CWU/UTAW.

Moving Communications to the Private CWU/UTAW Channel

As the statutory process progresses, we will gradually move away from posting updates on this public forum.

Unfortunately, discussions here frequently become dominated by unconstructive comments and repeated speculation that Dell will simply offshore UK jobs in response to union activity.

People are entitled to their opinions, but we are not seeking a wider debate about the merits of trade unions, nor are we particularly interested in engaging with speculative commentary about moving jobs overseas.

Our purpose in posting here has always been straightforward: to communicate factual information directly to Dell UK employees about their legal rights, union membership and the ongoing statutory process.

The private CWU/UTAW channel provides a more appropriate environment for those who genuinely wish to stay informed, ask questions and become involved.

Dell UK employees are already exercising their legal right to union membership and representation. Formal recognition would be a further step, not the beginning of unionisation.

The statutory access process is now underway. Employees do not need to wait for formal recognition to exercise their existing rights or seek support from the CWU/UTAW.
Dell UK workers are now unionised.

Gp and mck have made everything untenable. Everyone’s complaining, understandably so, but what can we do? Is there at all an option to unionize? Who would be interested in that

Lets go plant and installers techs! They need us, let's go! They need us to do all this work, look around you. Thousands laid off. Time to stabilize the remaining workforce.

Immediate Job Protections & Cost Savings

• Severance Packages: Unions negotiate standardized, guaranteed severance pay based on tenure, ensuring departing workers are not left at the mercy of arbitrary corporate policies.
• Health Insurance Extension: Labor contracts often secure extended healthcare coverage for laid-off employees, giving them a vital safety net while searching for new jobs.
• Seniority Protections: Collective bargaining agreements typically enforce a "last in, first out" rule, preventing management from targeting specific employees based on personal bias or higher salary brackets.

Been hearing some different rumblings about the National union getting involved in strike negotiations. At this point, it seems like that is the best hope in getting something done. Crazy to think the union is going to get the company to cave with how well the refinery has been running

Unionizing can be about more than just wrestling money away from our employer. We could have a lot more influence over the direction of the company. Yall love to leave all the decision making to these out of touch execs and when they drive the business to the ground and layoffs start you whine and moan! In your next role, I hope you stop being a nay saying individualist parrot and actually start appreciating the power between you and the people you work alongside with!

Contact about possibly starting up a union where they work in the Health Insurance Industry?

Employees in the health insurance industry working for private-sector companies can contact the Emergency Workplace Organizing Committee (EWOC) for free, confidential guidance, or reach out directly to an established labor union or the National Labor Relations Board (NLRB). *

• Please see the many hyperlinks to websites and YouTube videos, which provide an abundance of helpful information on how to get a Union started in your workplace.

Even health insurance corporations can be unionized, although they would have you to believe not. A union is way overdue and much needed in the Health Insurance industry, particularly ones that administrate Medicare Advantage and Medicaid, in behalf of the Federal Government & CMS, using Tax Payer’s hard earned dollars.

Who to Contact

• Emergency Workplace Organizing Committee (EWOC): Provides free, confidential advice and connects workers with experienced organizers to build a campaign.
• Existing Labor Unions: You can reach out to established unions that represent office, professional, or service workers (such as OPEIU - Office and Professional Employees International Union, or local service-sector and healthcare unions) to ask about affiliation.
• National Labor Relations Board (NLRB): The federal agency that oversees private-sector union elections, protects organizing rights under the National Labor Relations Act, and processes election petitions.

Key Steps to Start the Process

• Talk to Coworkers: Discreetly build support among trusted colleagues to see if a majority share common concerns.
• Form an Organizing Committee: Gather a small, representative group of coworkers from different departments to lead the effort.
• Collect Authorization Cards: Have coworkers sign union-authorization cards or a petition. If at least 30% to 50%+. sign, you can request an election or voluntary recognition.
• File for Recognition or an Election: Ask your employer for voluntary recognition based on a majority card sign-up, or file a petition for a secret-ballot election with the NLRB.

Hyperlink for National Labor Relations Board (NLRB)
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/your-right-to-form-a-union

AFL-CIO Form a Union Hub
https://aflcio.org/what-unions-do

You want to unionize your workplace, start by contacting the Emergency Workplace Organizing Committee (EWOC).
https://workerorganizing.org/support/

EWOC will follow up within 48 hours to connect you with resources and an organizer who can provide free, confidential advice.

How do I start organizing a union? [1 minute video, EWOC]
https://m.youtube.com/watch?v=Wo8fQc3yR1I&pp=0gcJCY8Co7VqN5tD&ra=m

How to Start A Union: Step By Step [12 minute video, More Perfect Union]
https://m.youtube.com/watch?v=tok00IDVTz4&ra=m

How to Start a Union at Work [short article, EWOC]
https://workerorganizing.org/how-to-start-a-union-at-work/

Who can employees contact about possibly starting up a union where they work in the Health Insurance Industry?

Employees in the health insurance industry working for private-sector companies can contact the Emergency Workplace Organizing Committee (EWOC) for free, confidential guidance, or reach out directly to an established labor union or the National Labor Relations Board (NLRB). *

• Please see the many hyperlinks to websites and YouTube videos, which provide an abundance of helpful information on how to get a Union started in your workplace.

Even health insurance corporations can be unionized, although they would have you to believe not. A union is way overdue and much needed in the Health Insurance industry, particularly ones that administrate Medicare Advantage and Medicaid, in behalf of the Federal Government & CMS, using Tax Payer’s hard earned dollars.

Who to Contact

• Emergency Workplace Organizing Committee (EWOC): Provides free, confidential advice and connects workers with experienced organizers to build a campaign.
• Existing Labor Unions: You can reach out to established unions that represent office, professional, or service workers (such as OPEIU - Office and Professional Employees International Union, or local service-sector and healthcare unions) to ask about affiliation.
• National Labor Relations Board (NLRB): The federal agency that oversees private-sector union elections, protects organizing rights under the National Labor Relations Act, and processes election petitions.

Key Steps to Start the Process

• Talk to Coworkers: Discreetly build support among trusted colleagues to see if a majority share common concerns.
• Form an Organizing Committee: Gather a small, representative group of coworkers from different departments to lead the effort.
• Collect Authorization Cards: Have coworkers sign union-authorization cards or a petition. If at least 30% to 50%+. sign, you can request an election or voluntary recognition.
• File for Recognition or an Election: Ask your employer for voluntary recognition based on a majority card sign-up, or file a petition for a secret-ballot election with the NLRB.

Hyperlink for National Labor Relations Board (NLRB)
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/your-right-to-form-a-union

AFL-CIO Form a Union Hub
https://aflcio.org/what-unions-do

You want to unionize your workplace, start by contacting the Emergency Workplace Organizing Committee (EWOC).
https://workerorganizing.org/support/

EWOC will follow up within 48 hours to connect you with resources and an organizer who can provide free, confidential advice.

How do I start organizing a union? [1 minute video, EWOC]
https://m.youtube.com/watch?v=Wo8fQc3yR1I&pp=0gcJCY8Co7VqN5tD&ra=m

How to Start A Union: Step By Step [12 minute video, More Perfect Union]
https://m.youtube.com/watch?v=tok00IDVTz4&ra=m

How to Start a Union at Work [short article, EWOC]
https://workerorganizing.org/how-to-start-a-union-at-work/

BLET members have ratified a historic first agreement with Georgia Central Railway. This new contract establishes crucial rights and protections for workers. It provides a collective voice and formalizes terms for pay, benefits, and representation. The agreement also addresses concerns about evolving technology and safety. This marks a significant win for organized railroad employees.

Atlanta, Georgia

https://blet.org/news/blet-members-ratify-historic-first-agreement-with-georgia-central/

With Storage leaving Franklin for Apex and all the resulting changes it will bring to the plant....anyone kicked the tires on Unionizing? I mean, ya know on top of the billions being brought in by AI and seeing the same size bonus and raises.

We need to unionize. It makes sense for the brand and historical culture of USAA. Please, someone who knows the process please start before we all get laid off!

We can get more. Vote no today!

Union could fix Nikes problems. We can walk off

I really feel like Cigna is making billions off of the sweat from its workers and a union is needed. Does anyone have information on how to initiate this? Happy to join or sign a petition if needed.

If we really want to make the Bank a better place, the only way to do so is it unionize.

The Committee for Better Banks brings together bank, credit union and other finance workers to win a voice at work and form unions in order to build a more equitable and community-focused banking system.

Our members include current and former workers from financial services large and small, including Wells Fargo, Beneficial State Bank, Citibank, Bank of America, Santander, PenFed, Lake Michigan Credit Union, and Verity Credit Union.

You have the legal right to engage in concerted activity – that means you have the right to take action together with your fellow coworkers to improve things at work. It is against the law for your employer to fire you for joining CBB. We all enjoy Freedom of Speech and Freedom of Association, and it is up to us to exercise those freedoms.

The finance industry has come to dominate the US and global economy. Finance now boasts a third of total corporate profits here at home. While CEOs and hedge fund managers hand themselves bonuses that could buy small islands, their frontline employees, who advise, support and interact daily with the public, are made to struggle paycheck to paycheck.

Demands:

1. In an industry that boasts more than $100 billion in profits, we who actually serve the public should be able to pay our bills, send our kids to college, buy a home, and put money in savings. We deserve a fair share of the profits our work creates.

2. We must eliminate unreasonable sales goals or performance metrics that force us to push unnecessary products on our customers. We are here for our neighbors—for the child who opens his first savings account, for the newlywed couple planning ahead to retirement, for the senior citizen opening a credit card. We want to be honest brokers of your financial security, and that means an end to pressure tactics that only serve to line shareholders’ pockets.

With all the cr-p management are pulling we should unionize!

What a joke. I'm fine with the 3-day RTO enforcement, but not counting holidays as in-office is a kick in the teeth, for sure.
The corpo-rat doublespeak is glaring. Sure, "we are proud of the flexibility of our hybrid model," BUT here are a lot of things making it as inflexible and inconvenient as possible. Also, "most colleagues adhere to the requirements," BUT we felt the need to hit everyone with brutal collective punishments.
I don't know who believes this cr-p; they are not even trying anymore.

Now is the time to work on forming a labor union. Don't wait for the next layoff when it is too late.

The YMCA of the Pikes Peak Region has laid off swim instructors and lifeguards at its downtown Colorado Springs location. These layoffs occurred as the workers were negotiating their first labor contract with the United Food & Commercial Workers Local 7. Union representatives allege the layoffs are an attempt to undermine unionization efforts. The YMCA denies this, stating the decision was due to financial circumstances and cost containment. The downtown pool has experienced frequent closures, disrupting classes and upsetting members.

Colorado Springs, Colorado

https://gazette.com/2026/09/13/the-ymcas-downtown-pool-has-been-frequently-closed-for-a-month-was-it-about-the-union/

Title says it all. Are other unions having this issue or is it just our high paid inept leadership that failed us many years ago. We all know early 2000’s they sc--wed the future members .

Autokinition, operating as Oakland Stamping LLC, will close five facilities in Southeast Michigan. This closure will result in 133 employees losing their jobs. The affected positions include production operators, material handlers, quality engineers, and supervisors. These terminations are scheduled to occur between December 5 and December 19. Many of the hourly workers are covered by a collective bargaining agreement with UAW Local 155.

Detroit, Michigan

https://www.cbsnews.com/detroit/news/autokinition-announces-133-layoffs-closes-five-locations/

No really, why don’t we start a union at Visa?

I don’t know any electricians at any other major shops so I decided to reach out here. I don’t know how things are at your shop but the opinion at my shop is that we aren’t getting any union support at all. The IBEW has been nothing but crickets for ten years now and we don’t have anyone to enforce our contract with the railroad. Jeremy says jump and the union asks how high? Our local management just does whatever they want and we don’t have anyone willing to hold them to the agreement. I wonder if any of you other locals have considered joining together and firing our current union so we can find someone who would represent us against the railroad? We have the right to leave three years after a signed contract and maybe it’s time we shopped around and found a union who does more then collect our dues and send us a newspaper that doesn’t apply to us at all. Maybe things won’t change with a new union but I think it’s worth a try. At least we could put the IBEW on notice to let them know to start representing us or go leach off someone else.

Construction material wholesaler Norwesco is shutting down its Fife location. This closure will result in the permanent layoff of 54 employees. The company is moving operations to other sites as its lease expires. Union workers' bumping rights will be determined by their collective bargaining agreement. The Fife plant was the only GBA facility in the Pacific Northwest.

https://mynorthwest.com/local/fife-facility-laying-off/4266162

Fife, Washington

There is no actual reason that software development cannot be unionized and standardized. You could have real licensing exams to become a software developer. There is no real functional reason that this stack is better than that stack. A single stack could be standardized. Thus you could license this entire field. Licensed jobs provide more job security.

As for unionizing software development. Well the gaming industry is already doing so. If you think what we do here is more complicated than game development. Go make a video game. It’s high time software developers form a union. We are the perfect group for such a thing. We are not understood by our leadership. They do not listen to what we say. They do not allow us to make the system sturdy. Our stakeholders and purse strings holders do not respect us. We run, operate, and build on top of all the systems that run the company. Basically we are not allowed to actually practice our practice. Thus the only option is, we protect our practice through a union. Otherwise we let leadership continue to make cuts to software development headcount, and outsource or not. Then VZ’s systems just collapse. They’re already held together with sp-t and glue. The only way that VZ survives is if software developers are allowed to have a backbone and shape the companies systems. The only way that happens is if software developers collectively bargain against management.

Time and time again VZ has elected to cut doers and keep sayers. If you want this company to win. You have to organize the win. Period. No one is coming to save you.

Mastec negotiating first contact with Local 827 in NJ. Any word on what work they will be doing?

Currently CWA is in active negotiations with AT&T about the new combination technician title being created. The union can’t stop this , the title is coming. What’s being negotiated is the pay and shocker , the company wants to pay the title the same wage scale as all the titles it’s going to replace: WS32. This is a joke. They want the title to do all the dirty work of all other titles combined, which means a much larger skillset , and pay the same wage. The bigger plan though is to sc--w you all out of your severance or “surplus” pay. See , once this title exists , they can and will declare “technological surpluses “ of all the other titles and offer you a position as a combo tech. If you decline , you’re effectively quitting and not eligible to receive a single dollar of surplus or severance pay. How much you want to bet the union allows both the title to be ws32 AND have no protections from the subsequent surplus. This union is weak and will immediately roll over and show its belly.

Rogers Sports & Media recently laid off 230 news media workers across six radio stations nationwide. This action followed the company's significant investment in Maple Leaf Sports & Entertainment. Union representatives criticized these decisions as prioritizing corporate interests over employee welfare. Negotiations for collective agreements had been protracted, with allegations of stalling tactics by the company. The layoffs highlight concerns about the future of local news coverage in Canada.

Vancouver, BC

https://pressprogress.ca/rogers-layoffs-stemmed-from-corporate-decisions-taking-precedent-over-workers-union-says/

Any workers looking to unionize and protect ourselves against layoffs and offshoring? As americans we have rights! BETTER CALL SAUL!

Can we unionize? And will it help?

What if Verizon rewarded performance instead of seniority? A non-union workplace could allow merit-based raises, faster promotions, and stronger one-on-one relationships between employees and management. High performers should have the opportunity to stand out and be recognized.

If unionized Verizon employees wanted to remove their union, there is a formal legal process under U.S. labor law. It isn’t something the company can simply decide, nor can a small group of employees do on their own.

In general, the process is:

1. Employees file a decertification petition with the National Labor Relations Board (NLRB).
2. At least 30% of employees in the bargaining unit must support holding an election by signing a petition or authorization cards.
3. The NLRB determines whether an election is appropriate. There are timing rules—for example, elections generally cannot be held during the term of a valid collective bargaining agreement except during a specific “window period” before the contract expires (subject to NLRB rules and exceptions).
4. A secret-ballot election is held.
5. If a majority of employees who vote choose “no union,” the union is decertified as the bargaining representative.

Use that like button to cast your vote.

Not left vs right. This is up vs down.

1. The “manager” title with no direct reports. Federal labor law excludes supervisors from union eligibility, so titling people into that bucket without giving them real authority shrinks who’s even allowed to organize. In a store that’s two assistant managers and a store manager who can’t organize while the reps under them can. Go up the chain and it never stops. District manager can’t. Senior director can’t. VP can’t. It is not accidental who ends up on which side of that line.

2. Coordinated response when union talk starts. Extra staffing so people can “take time off,” sudden one on ones to “hear concerns,” the moment a store shows organizing interest. That is a known playbook, not something that happens organically.

3. The “one unionized store” comparison. “See, nothing’s different, they just pay dues.” That is not proof unions do not work. It is proof one isolated store has no leverage. Power comes from density, not outliers. Funny how those stores rarely get closed while unionized.

4. Reorgs as the vehicle for cuts, not the goal. The org chart does not change because the new structure is better. It changes because headcount needed to shrink and restructuring is the mechanism. “Right sizing” language usually means the number came first and the chart is just catching up.

5. Benefits eroding slowly enough that no single year feels like the moment. Vacation accrual caps shrinking. Tuition assistance cut in half. Stock and incentive programs trimmed. Healthcare costs climbing. Pensions that used to exist for a subset of employees, gone for new hires. None of it happens all at once, so it never feels like a breaking point. It just feels like death by a thousand cuts. This is exactly the kind of thing that gets written into a contract instead of quietly decided for you year after year.

6. Pay secrecy norms. Talking about your raise percentage, your review score, or your pay band feels taboo, even though discussing wages with coworkers is explicitly protected activity.

7. “Family” language. Reframes an adversarial labor conversation as disloyalty to “the team.”

8. The word “union” itself gets the stigma, not the concept. Strip the label and it is just organizing together for bargaining power. People used to have real leverage in the workplace. Now the default is asking nicely for more while getting handed less.

9. The designated fall guy. Bring in a leader on a short runway whose whole job is the unpopular cuts. Once the hard part is done, a successor comes in and gets to be the relief, thank god it is not like it used to be, while the structural cuts already happened.

10. Manufactured internal strife. Departments blaming each other instead of recognizing everyone is on the same side of this. Division between departments is a lot more useful to leadership than solidarity across them.

11. “Savings” from layoffs are often not real savings. Convert corporate stores to franchise and the labor cost doesn’t disappear, it shifts to an indirect operator while the company still takes its cut. Lay off tenured people and rehire for the same functional need at a lower rate, and headcount looks similar in six months but the average cost per employee dropped because tenure and its pay got reset to zero. That’s not reduced need for labor. That’s wage suppression using a layoff as the delivery mechanism.

One more thing worth saying plainly. Not every union is a good union. Organizing does not automatically mean your interests are protected. Corruption can creep into any institution, including the ones built to fight for you. That does not make the underlying idea wrong. It just means accountability does not stop once something is organized, it just shifts to a different table. Our own FIOS and wireline employees are already organized through CWA. It’s not a foreign concept here.

Now let’s talk about “the company isn’t making money”

Verizon has reported a profit every single year since at least 2001. Not one loss year, through the 2008 financial crisis, through COVID, through every merger. 2020 net income was $17.8 billion. 2021 was $22.1 billion, the highest of the decade. Those were not sacrifice years where the company ate a loss to protect jobs. Those were some of the most profitable years the company has ever had.

2025 net income was $17.6 billion. Dan Schulman’s 2025 total compensation was $34.3 million, on a new contract that includes performance equity worth up to $59.5 million more. The six highest paid named executives combined made about $120 million in 2025, and that’s only the publicly disclosed portion of the leadership team.

Where does the profit actually go? $11.5 billion in dividends paid to shareholders in 2025. A $25 billion stock buyback authorized on top of that. Buybacks don’t hand cash to executives directly, they buy shares on the open market mostly from large institutional holders like index funds and pension funds, while propping up the stock price for everyone who keeps holding. Compare that to the severance cost of the November layoff of 13,000 people: $1.6 to $1.8 billion, a one time charge that’s smaller than what gets paid out in dividends alone in about six or seven weeks.

Yes, some of the money goes back into the network. $17 billion in capital expenditures in 2025. That’s real and legitimate. But that number is also being cut for 2026, down to $16 to $16.5 billion, because the heavy build phase is mostly done. Meanwhile the buyback authorization just grew.

If someone tells you layoffs are happening because the company can’t afford to pay people, that claim does not survive contact with the company’s own numbers.

So what’s the actual moral here

This was never about whether the company can afford to treat people well. It’s about a choice, made over and over, about where the money goes. And the tools used to make that choice feel inevitable, the misclassified titles, the reorg-as-cover, the stigma on the word union, the vague streamlining language, all serve one purpose: making a distributional choice look like a structural necessity. Making “we decided you get less so someone else gets more” sound like “there wasn’t enough to go around.”

US union density peaked around 1954 at roughly 35% of all workers. Today it’s about 9%. Most people in this workforce right now grew up hearing “we don’t need a union, look how well we’re treated,” during a period when that was actually true. That belief never got re-examined as conditions changed underneath it. We’re applying an old conclusion to a reality that no longer matches it.

Is it going to be perfect if we organize? No. But right now we’re fighting each other instead of the actual problem, and giving away power for free in the process. Density is the only thing that turns this from a list of grievances into actual leverage at an actual table. We’re all in the same boat here, just on different floors. What would it take to stop having this conversation store by store, department by department, and start having it together?

Union representatives at WK Kellogg's Memphis plant allege the company is violating their collective bargaining agreement. The Bakery, Confectionery, Tobacco Workers and Grain Millers International Union (BCTGM) claims WK Kellogg is disregarding seniority rules for job placements during workforce reductions. Union leaders state their proposals to preserve jobs and honor seniority have been met with resistance. They believe the company is prioritizing profit over its dedicated workforce. The union plans to monitor the situation and pursue legal action if necessary.

Memphis, Tennessee

https://www.memphisflyer.com/union-kelloggs-not-following-agreements-on-layoffs/

After five mass RIFs in less than four years and many other unacknowledged workforce reductions, the only way for coworkers to achieve any transparency or fairness is through collective bargaining. I’m shocked that the Teamsters haven’t already organized the warehouses.

While organizing “knowledge workers” is more difficult, the CWA has had some success with bargaining for better severance packages, standards governing reductions, and guardrails around AI (and company’s false narratives about “efficiency gains”) at Google and Microsoft. If you’re an individual contributor, your right to discuss pay, benefits, and working conditions and organize a union is protected under the National Labor Relations Act.

Power concedes nothing without a demand. If you’re tired of CDW’s coworker last decisions such as authorizing a $1 billion stock buyback that they paid for with your former coworkers’ jobs, demand change collectively.

I've read through dozens of posts going back years and CDW has a pattern of laying off older workers. I will be calling an attorney regarding my recent layoff but is there an opportunity for collective action here?

Unionized workers at the Solomon R. Guggenheim Museum in New York overwhelmingly voted to authorize a strike. This action follows ongoing negotiations for a new collective bargaining agreement since December 2025. The union, UAW Local 2110, seeks to address healthcare costs and inflation. They propose significant salary increases and reduced healthcare costs for lower-earning staff. Museum management has offered a different four-year contract with smaller raises. No specific strike deadline has been set yet.

New York, New York

https://www.theartnewspaper.com/2026/06/30/guggenheim-museum-workers-new-york-vote-authorise-strike

What is happening with union efforts? Haven’t seen any posts here in a while talking about new branches, contracts signed, etc…. Whats the dilly?

What would happen if everyone just walked out on the day they started the return to the office and refused to go back till they put things back to hybrid or remote? I mean, if everyone left, they would have to negotiate with us... Cause I don't think they can fire everyone. Like, even if some of the other offices walked out in solidarity?

I know this is a fever dream, but they would be so sc--wed if everyone organized and pushed back on this.

Library workers in New Brunswick school districts are again facing layoffs. This follows a year-long dispute between the provincial government and their union. A previous labour board ruling had temporarily reinstated positions. However, a new collective agreement now allows the government to proceed with job cuts. Union representatives state they will continue to advocate for these essential roles.

New Brunswick

https://www.cbc.ca/news/canada/new-brunswick/school-library-workers-laid-off-once-again-after-year-long-saga-with-n-b-government-9.7225017

UsW outside of site today.

Why aren’t tech workers in countries with weak labor protections organizing unions? The Samsung chip employees’ strike and subsequent payout amid record profits shows it works. TSMC workers may be next. So what’s actually stopping unionization in tech? At places like NetApp, it feels like a race to the bottom.