#union

Saw this on a Facebook group.

Sounds like most of the union that was left in Denver was laid off today but Avaya. December 8th is the last day of payroll for what used to be the NSAC, billing, dispatch, and SOSC.

Can a manager go to a union position before they retire to get union retirees health benefits.

Who is interested?

Collective bargaining is the only way to stop the autocratic march of America and business. It fixed the great depression, it will be the only way to fix the coming depression. They think AI will replace all of tech, but it's not ready.

All the naysayers have no clue just how much manual work goes into maintaining the illusion of this bank never going offline. If tech even took one single day off, the bank would suffer a huge financial impact. I work with one of the tech prod support groups, and you would not believe the amount of emails about things breaking. It's non-stop.

If IT wants to push back, form a union. Yes, the people who've been here forever (yours truly, over a quarter-century) would probably make out like bandits. So what? 5–7 years of being compensated what I'm actually worth, and I'll sail off into the sunset, never to work again, opening that job to the next person who has been paying their dues with personal time, for decades.

Management only has control if you let them have control, and you all - for some reason or another - are willing to let them run roughshod over you. So what if the economy is garbage? Anyone who works a real IT job here knows it takes a minimum, bare minimum, of 2–6 months to get someone onboarded and trained up. Even then, you start them out with smaller, more forgiving work, because it's a depth of knowledge job, not a breadth of experience job.

Just think back to how they thought they didn't need QA, laid all the QA groups off, then 6 months later, everyone you knew who worked in QA was back in the GAL.

Collective bargaining works, history proves it.

I think we got the votes. There's next to no downside. We can even get some Democrat leaders to back us. The management here has gotten beyond abusive and i wouldn't have thought of every doing this in a million years, but at some point you have to fight back. Auto workers gets some insane wages, we can do much better for ourselves and our families.

No calls till 9am
No calls with India unless a manager is present and taking notes and giving action items based on time frames the union agrees to
No weekend or evening work, unless agreed upon, and high over time wages
No in office unless we have assigned seats, the cubes are X height to block out sound and the equipment is top notch, no more testing 10 cubes because of broken equipment
15 min coffee breaks, 1.5 hour lunch breaks, gyms on site
No in office unless there at least 6 fellow co workers at that location
No interacting with offshore unless their english meets a threshold, we're not English teachers.
salaries must meet guidelines, like keeping up with inflation
no medical plan increases above inflation, and the company needs to cover a higher percentage
10% 401K matching
stock options for all employees

The dum dums at SMART are telling their people this will be good for them. LOL!

I guess bringing PSR to Norfolk and scrapping switch yards and such will be great for everyone.

The more I've been asking around the more locals that seem to be turning terms into permanent. How is this even a thing? How can permanent employees compete against terms, if this is the case?

In Reno nevada they had multiple term opts go from term to permanent how is this possible? I tought if even one permanent person applied it had to to them? How is the union allowing this?

UPRR’s dispatchers are non union cheaper labor…… I guess the NS dispatchers will be looking for new work….

Each labor contract calls it something different but the voluntary whichever termination package has to be approved by the union and although most members want it, the union won't agree to it because they don't want their revenue stream to go down. That's it! That's what it's all about! Money! The union wants union dues - MONEY! Just like you, me, politicians, the evil empire of the company and everyone else. It's all about money. If anyone tries to tell you anything different, they're full of $chitt.

Brave of them to take questions after the chaos of the selections. I’m sure they will filter the questions and provide their own questions to control the narrative.

Pacific Rail Service, is a intermodal contractor that's bringing their locomotives on the property to have their Scabby H6 employees switch the ramps and yard like East LA.

Let the Mexicans run across the border with trains at Eagle Pass, and they end up in East LA and California.

Why do we not have a IT Union? We really need one to fight our incompetent leadership!

This is what you get when we could have unionized the entire company under one flag and held them by the short and curlys. Instead you all trusted a corporation to have your best interests at heart. Life lesson for you all.

Five years added to service and age. The company has come to the conclusion that senior CWA techs will not leave without an enhanced offer. Minor short term hit and they’ll basically be free of a Union workforce going forward.

Has anyone else noticed a trend that if a craft files a time claim and win, that one of the members of that craft gets fired?

the older t rates are taking advantage of us new hires in schenectady

they are leveraging our vote saying vote no bc they are mad at the d rates.we wont get more we'll just lose jobs

this contract is OK im gonna be making over 80 grand a yr i have a GED and used to change tires for 15 bucks... it will be us new hires out the door not them... dont let them influence us.this is good money m

vote yes bc this is crazy good money and the old t rates are just made and using us to get revenge on the d rates pension

if we strike we lose pay and benefits. the old t rates dont care they have the money we being used by them f that

https://www.labornotes.org/2025/09/wells-fargo-workers-push-bring-union-banking-industry

The company is about to capitulate and come across with the long awaited BONUS OFFER. FREE AT LAST! THANK GOD ALMIGHTY! CWA TECHS GONNA BE FREE AT LAST!!!!!!

Like not to harm anyone or destroy anything obviously.
But what if we just actually grab all of our collective ba--s and then don’t show up to work one day or don’t go into the office. Like we need to stop being such fu--ing cowards and actually do something but it’ll only work if it’s everyone on board. No boot lickers allowed

A company-dominated union, also called a "yellow union," is a worker organization that is controlled or heavily influenced by the employer rather than by the employees it is meant to represent. These unions are often established and directed by management to prevent genuine, independent employee representation and are illegal under U.S. labor law, specifically Section 8(a)(2) of the National Labor Relations Act (NLRA).

I don’t know what titles would be eligible for the EIPP. Hopefully for field techs and COTS. The union has confirmed this.

Union employees, if you get an offer, and decline, you are not guaranteed a job with Lumen.

Non union, if you get a job offer and decline, you lose your job.

I want my raise, my healthcare, and job protections. The union can and will get it for us.

What's the local deals with this merger?

CVE is run by arrogant corporate snakes. They are making money hand over fist. They don’t need to layoff. Employees are a necessary evil until they’ve used you for what they need. Everyone is out for themselves at CVE - they don’t trust you and you can’t trust them. Laying off a bunch of hard working people and arrogantly saying you will just “do less”. I’ve never seen such id--tic things. Is this company real or a nightmare? #USW #Strike #2026

Anyone know how location strategy plays into union employees/locations? I get it that their current contract has them working from home, but with management being required to come back, it would stand to reason the union would follow. And the union employees locations are not part of the location announcements we've heard.

Also wondered how the Frontier acquisition fits into location strategy. Seems like some major disconnects

No need for sarcastic or ignorant comments toward any side of the playing field, please.

So what happened to the rumor of a union contract and what’s up with contract extension.Come on someone has to have info

Surplus announcement date is September 15th for Leg T/CWA union workers per labor contract.

What happened?

How does seniority work at up is your seniority good system wide or only at location hired.

Any news for Sept 15th buyout offer for business service representative in d9 Fresno CA?

https://www.tmonews.com/2025/09/labor-groups-launch-t-mobile-boycott-targeting-10000-customer-cancellations/

The groups are pushing for at least 10,000 T-Mobile customers to cancel their contracts by November 1st. Their main complaints center around T-Mobile’s partnership with Elon Musk’s Starlink satellite service and the company’s recent decision to end its diversity and inclusion programs.

Any T out there regarding layoff announcement Sept 15th ?

UC San Diego Health faces backlash over layoffs of 230 workers

https://www.msn.com/en-us/health/other/ucsd-healths-230-layoffs-spark-safety-staffing-concerns-amid-union-opposition/ar-AA1Hlv5l?apiversion=v2\&noservercache=1\&domshim=1\&renderwebcomponents=1\&wcseo=1\&batchservertelemetry=1\&noservertelemetry=1

The layoffs, announced on Monday, represent about 1.5% of the health system's workforce and include a range of frontline healthcare providers.

Company: UC San Diego Health
Number of People Laid Off: 230
Locations: San Diego, CA
Industry: Healthcare

UC San Diego Health has laid off about 230 employees across its hospitals and clinics, representing roughly 1.5 percent of its workforce. The cuts included a range of frontline healthcare workers such as pharmacists, clinical social workers, and laboratory scientists. The health system said the decision was driven by financial pressures, citing federal policy changes, regulatory uncertainty, and rising costs of care.

The move has sparked backlash from labor representatives, who argue that layoffs will worsen existing staffing shortages and jeopardize patient safety. Union leaders warned that reducing staff could increase the risk of diagnostic errors and leave nurses and other providers overwhelmed.

Some employees were reportedly dismissed mid-shift with little notice. One former IT staff member described being handed paperwork, given a few minutes to collect his belongings, and then escorted out. Workers and unions alike expressed concern that patients seeking care at one of the region’s top hospitals may not realize the strain staff are under behind the scenes.