#union

I would be worried if your union and at the bottom on performance and your plant is struggling.

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.

Union employees were given only their contractual number of weeks per year in the recent VBO. It's obvious management wasn't serious about the incentive. Why make the offer, when a similar layoff would also include the ability to apply for unemployment?

Would you leave without insurance?

The Communication Workers Union (CWU) has formally written to Dell UK requesting voluntary access to UK workplaces, allowing union representatives to engage directly with employees, explain their employment rights, and provide information about trade union membership and representation.

This is a request for workplace access, not an application for formal trade union recognition.

What happens next?

Under the new UK Employment Rights Act 2025 framework, which introduced statutory workplace access rights from 30 October 2026, the following process applies to qualifying statutory requests:

• 15 working days: Dell must respond to a formal statutory access request.
• 25 working days: Where access is not agreed in full, a negotiation period allows the employer and union to seek agreement.
• Compulsory access: If agreement cannot be reached, the union can apply to the Central Arbitration Committee (CAC), which has powers to determine and enforce workplace access arrangements.

Access may include physical visits to Dell offices, digital communications, or a combination of both.

Dell must inform employees of their trade union rights

From 1 January 2027, new legislation will require employers, including Dell UK, to provide workers with written information explaining their right to join a trade union.

This represents an important strengthening of employee awareness and workplace rights.

The wider employment reforms are being implemented in stages throughout 2026 and 2027.

Why is this particularly relevant to Dell UK employees?

The request comes during a period of considerable uncertainty across Dell UK, including:

• Ongoing restructuring and redundancies.
• Office relocations and increased commuting pressures for affected employees.
• Growing dissatisfaction surrounding commission structures and compensation arrangements.
• Uncertainty about the potential impact of artificial intelligence on existing roles and future employment.
• Employee frustration surrounding the implementation of new internal tools and systems, that perhaps have created additional operational challenges.

Against this backdrop, access to independent workplace advice, representation and support is increasingly important.

What does this mean for employees?

Trade union membership is a legal right in the UK. Employees are entitled to join an independent trade union, seek advice and obtain representation where applicable.

Employees do not need their employer’s permission to join a union, and membership does not depend on the union being formally recognised by Dell.

Union membership can provide access to independent advice and representation on matters including redundancy, restructuring, workplace grievances, disciplinary proceedings and employment rights.

In the current climate, we would strongly recommend that Dell UK employees seriously consider joining a trade union.

With continued restructuring, changes to working arrangements and increasing uncertainty about the future of employment, independent representation and access to professional advice may prove increasingly valuable.

Employees should understand their rights, know their options and make informed decisions about their future.

Is it just anti American to unionize or the retaliation from employer towards those who organize is the fear?

I am new to this job but I want to understand why with so much dissatisfied/ disgruntled employees posting multiple times a week about how burnt out they are, why aren't they taking action?

Is it about the litigation costs? I would like to see Fidelity management prove their claims of increased collaboration in a courtroom in front of an objective judge. Or is that not even grounds for a trial? I don't even know, I am so confused.

I'd prefer it be for ALL of tech but that's far fetched... but we can start with Dell! We need 30% of employees to sign a petition which can then be brought to NLRA and likely be voted as a "yes." Then we have a union...

THE BIG PICTURE: The Financial Mirage and the Destruction of U.S. Bank's Infrastructure

If you’ve been watching the rolling, silent layoffs across tech, operations, and compliance over the last two years, you know the drill. We vent, we stress, and nothing changes. But to truly mobilize and push back, we have to stop treating these cuts as isolated corporate updates and start seeing them for what they are: a high-risk financial strategy that is systematically hollowing out the bank.

When a company slashes experienced domestic staff, forces impossible Return-to-Office (RTO) mandates to trigger forced attrition, and rapidly offshores those roles to India’s GCCs, they are chasing a short-term metric known as the Efficiency Ratio. Lowering this ratio makes executive leadership look like geniuses to Wall Street in the short run.

However, this strategy introduces a critical flaw: it trades irreplaceable institutional knowledge for temporary profitability.

Phase 1: The Short-Term Profit Illusion

Right now, leadership can point to record net revenues and improved efficiency metrics on paper. Cutting domestic workers and replacing them with lower-cost offshore operations looks like pure profit. Executive bonuses are unlocked, stock buybacks resume, and shareholders celebrate. But this profit isn't coming from innovation or market growth—it’s being squeezed out of the workforce.

Phase 2: The "Boomerang Effect" and Massive Regulatory Fines

Banking is not a simple transaction factory; it is a heavily regulated environment built on complex risk management, data security, and compliance pipelines. Documented training manuals cannot replace years of hands-on experience navigating legacy systems, catching anomalies, or understanding domestic regulatory nuances.

As system errors inevitably increase, customer data privacy vulnerabilities emerge, and compliance oversight slips, the bank hits a wall. Eventually, federal regulators like the Federal Reserve, the OCC, or the CFPB step in. Historically, aggressive cost-cutting and rapid offshoring in banking lead to massive, multi-million dollar regulatory fines due to data breaches, compliance failures, and operational breakdowns.

Phase 3: The End Game (Sell-Offs and Forced Mergers)

Once the regulatory fines hit and operational chaos degrades customer service, the "efficient" model breaks. The bank can no longer organically support its own weight. To hide the damage and maintain the illusion of growth, leadership is forced into structural restructuring. They must spin off and sell core business lines to competitors just to raise cash. If the bleeding continues, the ultimate end game is forced consolidation—positioning the institution to be absorbed by or merged into an even larger bank.

WHAT YOU CAN DO: Protect Yourself and Strike Back with the Committee for Better Banks (CBB)

We are not just fighting for a remote schedule or an office desk; we are fighting to stop the systematic liquidation of the bank's operational safety. We don't have to reinvent the wheel or risk our jobs doing it alone.
The Committee for Better Banks (CBB) is a national coalition of financial workers, consumer advocacy groups, and labor organizations. They specialize exclusively in helping bank employees organize, safely whistleblow, and expose corporate labor arbitrage without getting fired. They are the crew that helped frontline workers blow the whistle on the massive fake-account scandals at Wells Fargo, and they have the infrastructure to turn our internal corporate nightmare into a public relations and regulatory disaster for executive leadership.
Here is the step-by-step reporting playbook to take action safely:

1. Reach Out Completely Off the Grid

Never use your corporate laptop, phone, Zoom, Teams, or office Wi-Fi to look up or contact outside labor groups.
• The Move: Grab your personal phone, turn off Wi-Fi (use cellular data), and download a secure email app like ProtonMail.
• Where to Go: Send an anonymized message to CBB organizers at staff@betterbanks.org or hit up their secure portal at betterbanks.org/organize. You don't even have to give your real name at first.

1. Lock In Instant Federal Legal Protection

Once you start coordinating with CBB to discuss working conditions, rolling headcount cuts, or forced attrition, a federal legal shield goes up.

• The Law: Under the National Labor Relations Act, your organizing discussions are legally classified as Protected Concerted Activity.

• The Shield: If management tries to track down who is organizing or retaliates against people pushing back on workforce cuts, CBB’s legal team can slap the bank with immediate unfair labor practice charges through the National Labor Relations Board (NLRB).

1. Drop the Truth in the Whistleblower Pipeline

Journalists and regulators don't care about emotional rants; they care about hard data. CBB runs a dedicated Whistleblower Pipeline.

• The Data: Use your personal devices to securely document the consequences of the cuts. Are critical system errors being ignored? Is customer financial data being exposed to unvetted pipelines? Log internal policy shifts, denied accommodations, and metrics showing where U.S. teams are being forced to execute "Knowledge Transfers" to train their overseas replacements.

• The Impact: CBB packages this data to build public corporate scorecards that they drop directly onto the desks of federal regulators, congressional oversight committees, and major institutional investors.

1. Bypass Corporate PR and Wake Up the Public

If you try to pitch a story to a financial or labor reporter on your own, you risk exposing your identity. CBB acts as your human shield and works directly with a dedicated press desk (CBB@berlinrosen.com).

• The Megaphone: They take our anonymous insider evidence, strip out any identifying details, and hand it to top-tier financial journalists at Bloomberg, Reuters, and The Wall Street Journal. This forces executive leadership to answer to the national media—and to shareholders—about why they are destroying American banking infrastructure for cheap foreign labor arbitrage.

The Bottom Line: Corporate leadership relies on us being isolated and terrified. They cut one department at a time over a multi-year cycle so we don't all panic at once. Organize off-grid, document the systemic risks, and let's work with CBB to expose this short-sighted strategy before the boomerang hits.

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.

Legends Global plans to lay off 1,605 workers at Oakland Arena and Coliseum. This action is due to an expiring management contract and a proposed sale of the arena. The effective date for these planned layoffs is December 31, 2026. While the company intends to continue operations through the end of the year, the future employment of affected workers remains uncertain. Successor operators have indicated a desire to rehire unionized staff, but this would require a new application process.

Oakland, California

https://www.ticketnews.com/2026/11/legends-global-oakland-venue-layoffs-ovg/

City employees voiced concerns over potential layoffs during a recent budget hearing. Proposed austerity measures include an 18% property tax increase and a 4% reduction in the city workforce. Union representatives highlighted that vacant positions would exacerbate the impact on remaining staff. Officials are exploring new revenue streams to mitigate job losses. The city is grappling with rising expenses that outpace its income.

Saratoga Springs, NY

https://www.dailygazette.com/news/saratoga-workers-appeal-to-council-layoffs/article_b8f23421-a052-4c63-a6c4-3236c4cc6fe7.html

So if Xerox is looking to cut per copy cost AND many of their machines are going to the Lexmark engines why can't they start reducing the expensive EA toner from Webster plant and switch over to the Lexmark Unison toner?
The union in Webster must be way more expensive that making it in terriff free Mexico anyway, right?
If they need the EA toner for legacy machines why not make it in Mexico where the Unison toner is made for Lexmark.
Wouldn't this concept make us more competitive and still make substantial profit?

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

The NMB has authorized an election for the UP Train Dispatchers to be represented by the ATDA.

https://www.fierce-network.com/wireless/deutsche-telekom-shelves-plan-merge-t-mobile-us-report

Quoting: "The decision was in part due to pushback from Deutsche Telekom’s works council, an entity that represents employee interests, according to the report..."

The Canada Revenue Agency is implementing workforce adjustments that will result in approximately 260 employee layoffs. These reductions will affect both executive and non-executive positions across various regional offices. While 735 employees were initially notified of potential job risks, 110 have been guaranteed continued employment. The agency cites organizational changes and the federal government's spending review as reasons for these decisions. Union representatives express concern that these cuts will negatively impact service delivery to Canadians.

Ottawa, Ontario

https://ottawacitizen.com/public-service/new-round-of-canada-revenue-agency-layoffs-targeting-260-employees

CentraCare's Monticello Hospital nurses have ratified a new three-year contract with the Minnesota Nurses Association. This agreement addresses concerns stemming from previous layoffs and departmental changes. The contract includes wage increases, improved layoff protections, and modifications to staffing practices. It aims to enhance job security and stability for the 113 nurses covered by the agreement. Negotiations focused on wages, health insurance, and workplace protections.

Monticello, MN

https://www.hometownsource.com/monticello_times/monticello-nurses-ratify-contract-after-three-rounds-of-layoffs/article_c4b2d83f-1b92-4668-9627-4556f0148014.html

Faculty, students, and staff at the University of Maine gathered to protest proposed budget cuts. These cuts are intended to address a $19 million deficit. Union representatives are urging administrators to reconsider the measures. They advocate for a more sustainable financial strategy. The university has announced further consolidations to close the budget gap.

Orono, Maine

https://www.mainepublic.org/education-news/2026-10-28/umaine-unions-rally-teachers-staff-students-against-planned-layoffs

Toledo firefighters may face layoffs if a proposed safety levy does not pass in the upcoming election. Union president Joe Cira informed members of the potential job losses. The levy, Issue 16, aims to fund emergency services through a temporary income tax. If the levy fails, the Toledo Fire and Rescue Department could be forced to reduce its staff. This could impact response times and the department's ability to train new recruits.

Toledo, OH

https://www.13abc.com/2026/10/28/toledo-firefighters-could-face-layoffs-if-safety-levy-fails/

So is Xerox currently in negotiations with union cut backs to happen in the next few weeks?
Are they moving spare parts line to Mexico's
Lexmark line there or am I hearing this wrong?

Hollister has reversed recent layoffs affecting police department civilian staff due to a significant budget shortfall. The city manager was terminated following a vote of no confidence from the police union. Affected employees were asked to return to work temporarily while budget reviews continue. The union expressed gratitude for public support in resolving the situation. Layoffs were originally scheduled to take effect in mid-November.

Hollister, California

https://www.police1.com/union/calif-city-fires-city-manager-asks-laid-off-pd-employees-to-return-to-work

Ontario's Workplace Safety and Insurance Board (WSIB) is facing criticism for planned premium reductions for employers in 2027. The Ontario Compensation Employees’ Union argues these savings should instead fund better support for injured workers. The union highlights that injured workers already receive compensation below the national average. Furthermore, the WSIB is reportedly planning hundreds of layoffs and closing ten regional offices. The union believes these actions will negatively impact services for injured workers.

Ontario

https://www.trucknews.com/business-management/union-slams-wsib-premium-reductions-amid-layoffs-service-cuts/1003223978/

Unionized nurses at Brigham and Women's Hospital are voting on a final contract proposal after months of negotiations. This vote occurs as the hospital's parent company, Mass General Brigham, implements layoffs and cost-cutting measures. The nurses previously postponed a strike that could have significantly disrupted patient care. If the offer is rejected, the union may reconsider an indefinite strike. Union leaders have expressed dissatisfaction with the proposal, particularly regarding wage increases.

Boston, MA

https://www.bostonglobe.com/2026/10/23/business/brigham-union-contract-vote/

Parks Canada is planning to eliminate the equivalent of 500 full-time positions due to a significant budget reduction. The agency confirmed this workforce adjustment will occur over the next three years. Nearly 3,000 employees have been notified that their jobs are at risk. A union representative expressed disappointment, highlighting the impact on staff morale and park services. These reductions are a direct consequence of a $145 million federal funding cut.

Edmonton

https://www.cbc.ca/news/canada/edmonton/parks-canada-layoffs-jobs-9.7392697

https://cwa-union.org/join-union/how-organize

Faculty at Commonwealth University are urging administration and state officials to halt planned layoffs. The university faces a significant recurring deficit, potentially leading to the dismissal of up to 175 employees. While initial estimates suggested 75 faculty layoffs, union representatives report that around 114 notices are being issued. Professors express concerns about the impact on academic programs and local communities. The faculty union is requesting emergency state funding and collaborative discussions to find alternative solutions.

https://radio.wpsu.org/2026-10-22/commonwealth-university-faculty-call-on-administration-state-lawmakers-to-prevent-planned-layoffs

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!

Just reading the title here will be already have triggered d-mb folks.
The worst thing is that most people reading this think they're above the idea of a union and see it as divisive and crooked. I asked a friend why he thought there wasn't a union here already and his response was that Comcast people are fu--ing awful humans. He's right. The majority of people reading this don't care about anyone else but their worthless selves.
The people who argue in favor of less than 3 days in the office a week being a fireable offense - fu-k you. The people who think AI is a reasonable excuse to lay people off - fu-k you and your kids. The people that don't understand why Comcast was such a good and innovative company 15 years ago - fu-k you.
You're not smart, you're not being "realistic", you're just a filthy human whose death will benefit humanity. I hope you get laid off.

Everyone else, good luck. Let's form a union.

San Francisco's Board of Supervisors has approved a new labor agreement with city unions. This deal grants permanent civil service employees job security through June 2029. The agreement also includes a 12 percent wage increase over four years for over 22,000 workers. While some non-permanent staff are excluded from layoff protection, they will still receive the pay raise. This pact aims to foster labor peace following past threats of strikes and layoffs.

San Francisco, California

https://missionlocal.org/2026/10/san-francisco-labor-unions-deal/

seriously, if you were really willing to get rid of xx amount of employees in a title, why not make the surplus number that same amount, rather than make the surplus number half that amount? This way the union can't tell you that they won't allow oversubscriptions, right?

Confederation College is preparing for additional faculty layoffs, according to the Ontario Public Service Employees Union. The union states that at least five percent more teaching staff will be let go. This follows the suspension of several programs earlier in the year. The college has not commented on specific staffing matters. Union representatives are seeking clarity on the reasons for these reductions.

Thunder Bay, Ontario

https://www.nwonewswatch.com/local-news/further-college-layoffs-imminent-union-says-12912155

Hollister residents are demanding the removal of their city manager following recent layoffs. Thirty-seven employees from the police and public works departments were let go to address a significant budget deficit. Community members expressed frustration with the city manager's perceived disrespectful conduct during council meetings. The city council is now reviewing the situation and considering measures to potentially reinstate affected employees. Union representatives have indicated a willingness to negotiate alternative solutions to the financial crisis.

Hollister, California

https://www.ksbw.com/article/hollister-residents-call-city-managers-layoffs/74194832

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/

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/

Employees can 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/

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/

Let me tell you I miss the way the bank was 10 years ago. The hiring culture is so disgusting. If your boss doesn’t like you, you can never escape! The moment you post for a role your boss gets an email saying what role it is and links to the position (which includes the hiring manager’s name). If they don’t like you (personality clash) all they have to do is reach out and badmouth you. In the interview process the candidate gets an email stating the hiring manager may reach out to your current manager for “performance feedback.” So, you NEVER get a fresh start. One person who personally doesn’t like you can destroy your entire career!

Also, regarding performance ratings, I overheard a leader and their manager talking about how to tank someone’s “exceeds” scorecard metrics by dipping into “behaviors.” This is because it’s all one rating now that the “what” and “how” are one. Be prepared to get ROYALLY sc--wed over!!!! This and PIPs now mean they are in the final steps to GUT the most experienced people for a cheaper alternative. Now would be a great time to UNIONIZE!

Today, during one of its regular meetings with the unions, the company announced its intention to initiate legal proceedings to dismiss 87 people.