#negotiation

United Teachers Los Angeles announced a strike. The strike is scheduled for April 14. Thousands of district teachers and staff rallied in Los Angeles. The union and LAUSD can still reach an agreement to avoid it. Layoffs and salary negotiations are central to the dispute.

Los Angeles, California

https://www.nbclosangeles.com/news/local/lausd-teachers-to-host-rally-against-layoff-notices/3863018/

Let’s face it we all know that one the unions didn’t do much of anything to get what was gonna end up being the offer in the end.Last year they were all about fighting to win things like caps on retirement medical ,but in the end the unions knew the environment they are in political wise along with on the company level work wise technology wise .Lets also face the fact they are concerned about the younger members who never been thru a strike along with making them go on strike for benefits they don’t have .So let’s all stop patting backs and just admit it’s was needs based decision .Call it like it is tired of Ibew and cwa pounding their chest about how great it is along with the problem isn’t Verizon it’s the country health care system.Lets be real the company said no way never gonna happen with retirees healthcare or pensions for younger guys take it or leave it .So the unions took it .Im okay with that but please wish the unions specially the CWA locals would just stop pounding their chests they rolled over a decade or more ago .Thats how we got to this point.So any of us thinking of retirement in next few years might as well forget that now .Also I’m okay with that but to the the unions just stop with posts please it’s making me sick every email and Facebook post

Management here. I've been here for the last two strikes. For the last one, I recall getting my assignment fairly early in the year, and having to attend 8 days of on-site training at the Virginia center in the spring. They also told us not to make vacation plans around the potential strike time.

With a potential strike coming in August, why haven't assignments been released? Is anyone even working on that? Or is everyone assuming there will be will be a contract signed or negotiation extension?

Any tips? Do you just send an email to HR asking for more?

City College's Board of Trustees took no action on proposed staff layoffs. Four classified IT department staff faced potential layoffs. Faculty and staff criticized the layoffs and superintendent's pay raises. The CSEA union had not reviewed the layoff data. The tie vote means negotiations will now proceed.

Santa Barbara, California

https://www.thechannels.org/news/2026/03/16/board-of-trustees-take-no-action-on-classified-staff-layoffs-after-3-3-vote/

What was the packages/ offers you guys got? Just asking to see if its worth trying to negotiate/ how to negotiate

How is it that a bargaining unit in New Jersey gets 5% a year for 3 years (plus a sign-on bonus of 1% each year for a total of 18%) ???
I got a lousy 2.5% ! Most people got 2 - 3%.
Obviously the New Jersey crime syndicate is alive and well in that union.

We pay our dues and when the contract is due, another benefit gets eliminated. Why do union leaders make so much money and NOT produce for the members?

looking like its just barely passing. Guys, the 104 Weeks may be coming next month. $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

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

UC Berkeley plans to terminate its Fall Program for First Semester (FPF). This program has supported thousands of freshmen over 43 years. The closure threatens layoffs for 29 FPF lecturers. A campus work group recommended termination due to misalignment with objectives and low student opt-ins. The lecturers' union is now bargaining to preserve their positions and benefits.

https://www.dailycal.org/news/campus/uc-berkeley-to-terminate-fall-program-for-freshmen-threatening-mass-lecturer-layoffs/article_c30602de-6e13-49f2-8c32-d726144f8308.html

Any info on the retirement medical was anything done

Anyone hear anything about negotiations? Today is the last day they have scheduled for any talks.

Has anyone been able to successfully negotiate severance extension?

I talked to my union president today regarding negotiations. He said talks are not going well. He informed me that the union would put out a notification to all members by Friday. Buckle Up!!!

has anyone had any luck with negotiating a severance agreement with optum? i was laid off while on protected leave, and the severance agreement is laughable.

This is true so please brace yourselves. Look for jobs now or try and negotiate the biggest package. Save yourselves. Reviews here are all fake.

I worked at Hanmi for close to 5 years pouring all my effort into performance.

What did I get in return?

1. Sh-t pay and overworked
2. Toxic work environment
3. No sense of development or ability to climb the ladder.
4. Politics amongst management
5. Managers that don’t really care about development of their employees’ career advancements.
6. No change of salary negotiation even with an offer letter from somewhere else.

Or do you just normally keep your current salary/bonus?

I see the salary range posted on Workday, not sure if the recruiter would ask for salary requirements beforehand.

Anyone have any experience with this?

Anyone hear any news or updates?

Has anybody been involved with IBM for severance negotiation during layoff in the united states through an attorney . What is the outcome when the attorney is not successful in getting a bigger package . Does IBM still pay the 3 month severance even if you tried to negotiate through an attorney ?

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

Share holders should vote no for this poorly negotiated deal and clays lack of leadership getting exposed before, during, and after this was announced.

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.

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.

Hey guys, I’m just trying to get a feel for the overall take of the position that was offered to me. Long-standing experience in banking, but the last seven years in payment processing. Anything I should be aware of? Be candid my friends - I’d appreciate it!

mas in talks to take over field work. they have given a very strong offer that could save the company tons ..... stay strong people could get bumpy

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)

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 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

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

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

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

According to an email sent in December. They were set to talk this month. Did they? Are they still? I don't understand why the complete silence all the time by the company and the union. I can see why they wouldn't give specific details while negotiating but they could at least give us the most general description of the current situation, right?

If there's a job posting for the Westlake location, can I request to go to the Jersey City or RTP location instead?

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?

With the upcoming renegotiation and the company in a complete mess, now is our time. We need to use this moment to mobilize with full force. Strike if we have to. We have real leverage. Let's use it.

The and the union did not agree to an extension, however they said they counter offers were swapped and further negotiations will happen in February