#union

Bonjour les amis.

Ever since the original post on 12/3 and the news attention that followed, there has been an influx of bad faith posters (executive leadership) on every subsequent post addressing the RTO situation. I wanted to take this opportunity to organize and present my fellow employees with some facts about PNC, its leadership, and the financial aspects of this move.

It is no secret that many large corporations have been enforcing RTO mandates as a "soft layoff," hoping that these no-exception policies reduce enough headcount to avoid the potential bad press of an actual RIF. With PNC specifically, there are some additional financial benefits they are kind enough to pass the cost off to you!

Out of the 55,000 people employed by PNC, 11,000 are local to Pittsburgh and its surrounding areas.

They own a large chunk of downtown Pittsburgh between Tower, One PNC, Two PNC, Three PNC (like a Dr. Seuss book of tax evasion!), and Firstside.

Additionally, they own many of the parking garages, which cost nearly $20/day or $180/month, and the food courts ($10 salads, yay!). PNC also receives a kickback due to its role as the primary bank of nearly every business in the area.

Simply put, there is a direct financial incentive for PNC to enforce an RTO mandate on all employees in the Pittsburgh region.

I mean, can you blame them? With the economy the way it is, they must be taking such a loss just supporting our poor souls.

In 2022, total revenue was $20.64 billion; $20.75 billion in 2023; and $20.77 billion in 2024– a 10.77% jump in Q4 of last year alone. Any "loss of productivity due to remote work" is a classroom rumor rather than anything based in fact.

Let's take a look at employee experience. We see a stagnant wage growth with 1-3.5% raises and pitiful bonuses, leaving us poorer year after year as we watch cost of living costs skyrocket; additional stipulations being put on employees to reduce rising through TSR levels; terrible health insurance that costs more out of pocket than any job I have worked in my life for the lowest high-deductible plan; and a worse 401k match and retirement plan than any other bank.

How are our fearless leaders doing? Well, in 2024 (public information disclosed by PNC filings)

William S. Demchak - 23.7 Million

Chairman and Chief Executive Officer

Robert Q. Reilly - 6.8 Million

Exec. VP and Chief Financial Officer

E. William Parsley, III - 7.8 Million

Exec. VP and Chief Operating Officer

Deborah Guild, Exec. - 5.4 Million

VP and Head of Technology

Alexander E. C. Overstrom - 5.3 Million dollars

Exec. VP and Head of Retail Banking

As you can see, they are also struggling to get by.

The question is posed: What is there to be done? Do we just shore up our resumes and start applying elsewhere?

If that is an option for you and it leads to a better life, absolutely. But for those of us that can't nor want to give PNC the satisfaction of a successful soft layoff to compliment their acquisition of First Bank, there is a better way.

Unionization is the only way we will ever take back any control over how this org treats us. Complaints to management fall on deaf ears because at a certain level those complaints will always be drowned out by another multi-million dollar stock option. HR is there to protect the company, not you. They will not give a damn about your life situation or even doctor-recommended accommodation to continue your WFH lifestyle.

Management is getting scared; they are avidly searching for people interacting with this site or posting about the RTO policy online. While you should protect yourself, remind yourself that this fear stems from the effectiveness of unions and the bargaining power that can be gained from a collective.

Don't suffer alone. Don’t fade off quietly as you watch what you have claimed back for yourself and your loved ones be su-ked away by a pointless commute. You do not live to work for these people. You work to live your life. The conversations that have taken place online over the last 2 months have gotten the attention of union organizers for Better Banks.

Copied from an earlier post:

"https://www.thelayoff.com/p/@1f9+1kbjhrba6
Comment: 1f9+1kbjhrba6"

Even for those that do not care about this mandate, I urge you to join your peers and take back the profit of your labor. You have nothing to lose but your chains.

Unionize now, solidarity forever.

Rumors are circulating about potential union buyouts being offered in January or February. Has there been any official communication regarding possible buyouts for union members? Many union technicians are ready to retire or pursue other opportunities, and a buyout would likely prompt them to leave.

Listen up, every spineless Senior Director at this sinking ship: either pack your bags and bail now, or admit you’ve got no guts left in you. You’ve all morphed into soulless automatons, spewing scripted nonsense like you’re programmed by some greedy algorithm. For once, drop the corporate facade and talk to your teams like actual humans—with empathy, honesty, and a shred of respect—instead of hiding behind buzzwords and empty promises.
The SLT? They’re force-feeding us a steady stream of pure bullsh-t, letting corporate greed hit stratospheric levels while pretending it’s “strategic evolution.” How about you finally grow a conscience and do the right damn thing? My TFB managers are being shoved into executing half-baked schemes they know are doomed to fail—wasting time, burning out talent, and ki-ling morale just to pad some executive bonuses. If this company’s employees are as top-tier as you keep bragging, then prove it: rally the he-l up, unite as one unbreakable force, and push back against this toxic tide before it drowns us all.
Mark my words, everyone’s about to feel like absolute garbage once this hits full force—it’ll cascade like a rotten avalanche, crushing every level from the C-suite down to the front lines. By the close of Q1, you’ll be begging for a layoff with severance just to escape the misery, because this “restructuring” is a slow-motion disaster in disguise. We all know this place ain’t the innovative powerhouse it was under better days, but etch this quarter in stone as the official nosedive into the abyss. You id--ts pushed every wrong button by sc--wing with TFB.
To any Directors clinging on after this bloodbath: time to sprout some real ba--s and stand for something, or slink away in shame. And managers? Cut the gaslighting cr-p—I’ve spotted too many of you already twisting truths to “keep the peace.” Own up, be transparent, and tell your teams the unvarnished reality: the ship’s taking on water, the captains are clueless, and it’s time we all grab oars or jump ship together. Let’s turn this outrage into action—unionize, speak out, demand accountability—because if we don’t fight now, we’ll all regret it when the pink slips start flying. Who’s with me? Let’s reclaim what made this company great before the greed monsters devour it whole!

Not sure what if anything can be done but..
VZ has continued to have union workers serve as “set up” managers before and after RIF (still as of today) in same exact management job. Is that getting leaner or simply a cheat day for Schulman Inc. is there a discrimination case there??

Verizon has been selling our pension funds, we loose guaranteed protections. The union needs to negotiate to allow us to roll our pension balance into our 401ks.

I hope they get layed off at some point. The union isnt there for you to not do your job at all. Its there to protect against harsh work environments, ensure pay and benefits are being upheld and given and more along those lines. The union isnt there so you can say im just not doing my job today because I dont feel like it. Seriously had a customer waiting on an install and the tech said he isnt doing any work and he will contact his union rep.

So according to an email sent last month the company and union are talking again this month. Will there be a complete blackout form both sides as usual? Would be nice to know if any progress is made, or if not, what are sticking points.

Springfield just voted to unionize with USW.

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

We are moving forward talking to the Teamsters
Union. The lack of strength shown by CWA leaders indicates it’s time for a change to a new strong union. With just a few more signatures we can move forward with a lack of confidence
Vote.

I have been reading these posts for months now and everyone is upset, but nobody wants to do anything about it. If you were unionized, you would strike. You can, however, have a sickout and slow things down a lot. Use your PTO time, before you are let go. Let the folks in Penny’s garden roll up their sleeves and try to do the work.

Sounds pretty sure thing there will be a regular eisp in march for union side.Pretty much after the frontier communication merger is over.Sound alike it will be across board to all groups but with limited head count.Not to say if an area has some more people in one location that want it yet not so many in another they can’t shuffle it around under that director .But no way if they ask for 2 they let a whole gang leave just not sensible !Good luck 2026

Alright let’s get that network in tip top shape union men. Clean those fibers, wait for those trouble tickets and scan those 5 dollar jumper cables. Those managers need billable work we can do it. Lets create those tickets to make us look busy we can do it!

Sisters and Brothers,

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

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

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

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

Company Position Overview

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

Important Guidance for Members

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

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

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

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

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

Thank you,
Mike Gallo
Executive Vice President
CWA Local 1109

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

So again hoping all the managers that were riffed did okay with some severance it’s not a cure all but helps get em thru!!!On the associates union side assuming they want us gone .It does not sound like it will be an across board Eisp offer for everyone and anyone .It sounds like there will be one but it will be targeted.Unfortunately it would seem like since most of the associates are retirement eligible they won’t let everyone go at once.So if you need that little extra buyout cash to leave sounds like your gonna have to stick it out till your age or finance allows.Im assuming it sounds like they will probably agree on some sort of 3-4 year extension.So we have to assume they may actually not be prepared quite yet for the entire field work force to leave .Sad the company over last 20 years did not plan ahead .It makes no sense that our entire work force at this point especially in the physical field operations looks like a retirement home.If your 50 years old your considered a young boy in this place

Serious question .I know people lost there Jobs it’s stinks .I Hope the non management ended up with some kinda severance that was pretty good.I m hoping on the union side we will be offered this across the board to everyone no strings Eisp in first quarter.I assume Dan wants to rid himself of some of us too .So unfortunately bad financial management on my part would say I kinda need a package to leave or I have to wait it out another 2 years age .Just hoping they let everyone who wants to leave Go with a bit of A boost .I mean at least let the old move on .Just worried that they don’t have anyone other then old so they won’t let it happen. Wonder what the median age of the operations side actually is???

Marketing redundancies got the axe middle of Q4 last year. The early February is the projected end date for LCCs per union members who received advanced notice — assuming they don’t relocate anyone or save support staff that’s cutting a lot of heads. Who else might go? Channel support? They don’t do a whole lot anyway other than redistribute PowerPoints someone else made…

“Today we had a change of operations meeting for the closing of UPS Kinston center. Fortunately, while the building is closing, all the employees have the opportunity to follow work, and none will be forced to be laid off! The benefits of having a union contract!! Thanks to all the Business Agents and Shop Stewards who ensured the company followed the contract protecting our.” – said Rick Armstrong of Teamsters Local 391.

https://www.wnct.com/news/ups-kinston-center-closing-but-no-layoffs-for-union-employees/

Thoughts on the 1199SEIU union? Can it save jobs from being outsourced or is it too late?

The administration laid off 30 full-time faculty members on Dec. 29 as part of Rider President John Loyack’s March to Sustainability Plan. The move comes after the administration went to arbitration with Rider’s faculty union over how to layoff faculty.

https://theridernews.com/breaking-rider-lays-off-30-full-time-faculty/

Why is the union negotiating for an extension? Why not get a new contract. They have to fix retiree Healthcare. Then the union should try to get everyone a pension or at very least a bump in the match in 401K plans.

As I said months ago they already have a contract extension in place .Both sides just needed to make it look like there was so much between them.As though so much hard work had to be done .Now they sell us the bag that’s filled with you know what.They will say man we made progress it was a tough fight and this is what we got .So I think retirees best not get their hopes up the cost of the health is not reverting.The only hope you have is a cap of some sort.The raises will be just enough to cover the medical increase for active workers.The company as you know wants to wack the disability down so there goes that when the majority of us now at at a point we may need it.So here’s to 2026 best of luck brothers.Lets just hope they don’t sell out the lump for the pension carriers maybe they throw us a bone with another paid holiday like June 19

Verizon and the unions to start up talks again after the new year .

Don’t quit yet, mass buyouts are going to be offered immediately after merger. Buyouts will start out at 150 grand.

As a union represented tech my job entails turning sc--ws and mounting various sized/ colored boxes on customers houses and buildings. I’ve been doing it for several decades. When I’m unhappy or getting the shaft ( which is more frequent recently) the sc--ws get turned much slower and the boxes don’t go up as fast. Productivity? That’s a hilarious concept. Pride? Gone years ago. Loyalty? A concept for corporate cucks mo--ns. It’s a business transaction - I turn the sc--w and you compensate me.

Should have kept the union vote on the table. Just got sc--wed again. 10 cent raise! Time to unionize across all Rotating parts non union sites. Let's go Hkst!

So Xerox is trying to send all jobs to foreign countries and just leave SLT here in USA for their high wage, when in actuality their jobs should be farmed out for lower wages and better ability.
So think about this, force them to collapse, just walk out, all employees, and they have nothing, no more $14M comp. They will let you go with no severance anyways, let them get the same. Just like a union strike.
They deserve nothing.

Unemployment is near the 2008 housing crash level and the year is not even over yet. The Feds have activated the money printer on December 12 in preparation for company bailouts. We have the Great Recession 2.0. Car loadings are low. Trains are running conventional left and right. Post your thoughts 2026 here.

Which one will be shut down? District 19 IAM is passing out New York Dock agreements to members.

If I accepted a role in June, going from wage (union) to mpt, will I be ranked the first year?

I am hearing that the union will be getting an offer in February. I heard they will be offering a 4 and 4 as an incentive to all.members.

Everyone's got their own experience and everyone's heard different things, but our union rep told us that Mastec has been pretty good at communicating (much better than Optimum when we organized), and that "Mastec is more union friendly than Optimum" so "it might actually work out better for you guys"

Apparently IBEW has a few contracts with Mastec already.

Anyone else's union reps say anything similar?

Yeah, grain of salt, but also it's a low f-ing bar to be more union friendly than Optimum.

On the other hand, CEOs and execs make millions by eliminating entire departments, and nobody does a GD thing about it, so what can we really expect?

Long time lurker, first time posting. I know we're all recovering from the Nov cuts, but I’ve been bored and reading the actual filings for the Frontier deal, and something isn't adding up.

The Union Shield: I saw the draft decision from the California judge (CPUC) yesterday. It explicitly says Vz agreed to 'No Involuntary Layoffs' for California union folks for 4 years to get the deal passed.

The Money: If they need to cut $500M in 'synergies' but can't touch the fiber techs or union reps... doesn't that mean 100% of the cuts have to come from Management/Admin?

The Calendar: The DOJ deadline to close is Feb 13.
The Kicker: The Nov layoffs happened Nov 20. The 90-day WARN clock resets around Feb 19/20.

Am I crazy, or is the company legally set up to drop a massive VSP/RIF on management specifically in early March? It feels like they are waiting for the 90-day clock to clear so they can target the non-union side.

Anyone else hearing whispers about March?

Oshkosh Corporation to Lay Off 160 Plant Workers

Oshkosh Corporation plans to lay off employees. A total of 160 plant workers are set to be affected. The layoffs impact production areas at the Oregon Street plant in Oshkosh. The company reported a $52.8 million decline in third-quarter sales. Union leadership also cited the loss of a military contract and USPS truck production in South Carolina.

Is it true?

Unions in the private sector seek 6%pay rise.oops waters don't recognise unions.same wages over 10 years here.leeches

I'm a FR in the West. We've seen our field and MR numbers go way down, and our home count go up. Nanos are starting to have these issues, scheds going on withthold, flags, PRS putting things on WH and not setting appointments, digital interims putting homes on withhold, and yet we still have the same performance expectation and policies.

There was a guy on the U.S. townhall that was retiring and called out management. I know they weren't happy inside and even though he was the only brave person to speak up, nothing will change. I've been looking for a new job for a year and it's been really difficult. 15 years ago we had AP. It was a pain in the butt, however at least the expectations and home count ratio were more acceptable.

If we go through another round of field layoffs, it's going to absolutely tank our performances. But so many of field guys refuse to unionize, so leadership can keep taking advantage of us and giving us more and more homes, with less field reps, and the same pay.

https://www.reuters.com/world/us/us-invalidates-union-contract-covering-47000-tsa-officers-2025-12-12/