#union

• Houston ISD laid off or reassigned nearly 400 educators in October 2025, citing declining student enrollment of about 6,700 students.
• Despite the cuts, the district is launching a recruitment drive in Edinburg to hire new teachers, some of whom may not need certification.
• Union leaders criticized Superintendent Mike Miles for creating instability, accusing him of mismanagement that drives families away and undermines educator trust.
• Houston Federation of Teachers President Jackie Anderson and Texas AFT President Zeph Capo condemned the district’s repeated cycle of hiring uncertified teachers, laying them off, and then rehiring from outside communities.
• The union said these actions disrespect veteran educators and harm Houston ISD students by prioritizing short-term staffing optics over long-term stability.

Strike or Unionized

U.S. employees are being displaced with offshore workers and/or artificial intelligence. It’s UnAmerican and unconscionable.

Perhaps the only way this can be stopped is if US employees (not in leadership roles) unite and demand changes immediately.

And maybe it is time for Healthcare workers to become unionized.

Sorry, I don’t belong to a union at Verizon so I don’t understand the protections that it gives you.

Are you not able to be laid off without a special package? Or are you able to be laid off but the union will do a strike if or when Verizon does?

No agreement on Union Contract, New CEO with the mission to cut cost, go lean, blah blah..

Do we need to prepare for EWA?

With the CEO coming in, will the union get a package or incentive to leave? I heard might be some movement or layoffs for some union members.

What number will UP Layoff in 2025 compared to these companies down below who are leading the pack of wolves in 2025. UP has been quietly doing layoffs and buyouts in 2025, so the total number could be around 1000 to 2000. I believe it started with Los Angeles, Utah Roper, Pocatello and the most recent in San Antonio. I’m sure I missed some other locations.

1. UPS: 48,000 employees

2. Amazon: Up to 30,000 employees

3. Intel: 24,000 employees

4. Nestle: 16,000 employees

5. Accenture: 11,000 employees

6. Ford: 11,000 employees

7. Novo Nordisk: 9,000 employees

8. Microsoft: 7,000 employees

9. PwC: 5,600 employees

10. Salesforce: 4,000 employees

11. Paramount: 2,000 employees

12. Target: 1,800 employees

13. Kroger: 1,000 employees

14. Applied Materials: 1,444 employees

15. Meta: 600 employees

16. Union Pacific: 1000+ ?

Sisters, Brothers, and Siblings, I am pleased to announce that your duly elected bargaining committee has reached a tentative agreement (TA) with Frontier Communications after months of hard work, negotiation, and many late nights. This achievement is a testament to the dedication and strength of our
bargaining team. I am also proud to inform you that our National Executive Board voted unanimously in favor of this tentative agreement. This is a significant milestone, and it reflects our commitment to
improving our working conditions and benefits.

-

With so many layoffs without reason or replacements- none of these roles are actually “useless” they’re needed - the existing employees keep picking up the slack. It feels like the boiling a frog story, we just have gotten too used to doing more and more work for less and less pay. The workers have no say at all while they know the actual work being done and making the CEO money. Making the company more money to keep adding unnecessary C-suite executives with millions of dollars in pay. Why don’t we unionize? We have gotten too used to the lay offs of important workers without a real reason every Christmas. Multiple layoffs this year, we have gotten too used to this. The only “restructuring” needed is cutting the unnecessary executives and their made up roles. CEO has the personality that he’s an actor playing a CEO. These are people’s livelihoods he is playing with while getting richer than ever before.

Apparently all managers are going to some mandatory union training? They’re doing the training in waves.

Are out there trying to equalize any negative commentary.
Just one question: WHY would/does a union withhold pertinent contract information that negatively affects the same personnel they claim to be fighting for? This is what all the less tenured members are asking u die hard union folk now... you have let the union run amuck, sell you on a small incentive while throttling down 2 others? And then want to blame it on whiny b***hes for calling out the watered down benefits that are nowhere near what the original union contract started with...

Lost 10 in mechanical, shut the yard down Rips are only a temporary hold until the contractor shops are ready. Company Dirt bags don't care where you are it's not a safe job get out if you can.

Upper management in Bloomington was just briefed this morning by Atlanta and Dallas that due to high costs, low productivity, high absenteeism, non-collaborative local union and unfavorable politics for business, the Minnesota office will be announced 12/15/25 complete closure by end of first quarter for all orgs and work groups at that premise. Facilitating ease is that the current lease shall be terminated 3/31/26 as the new property owner has other plans for the site. All union workers will receive the termination plan per contract and management employees will be advised of their severance pay. Costs need to be cut and the Minnesota location does not align with the company's plans.

Furloughs happens yesterday afternoon. 10/27/2025 at San Antonio mechanical. 10 machinist 1 electrician

Gotta wonder why only union workers?

https://www.kctv5.com/2025/10/24/furloughs-loom-1600-honeywell-employees-kansas-city-amid-government-shutdown/

The OC has been raiding various budgets related to nukes, including for his golden jet from Quatar. Could there be more?

Yesterday’s announcement is a devastating, cold reminder: it doesn't matter how hard you work, how much you contribute, or how long you've been here. At the end of the day, we are just lines on a spreadsheet. The only way to change the power dynamic is to have a real, collective, and legally recognized voice at the table.

That's what a union is.

It’s not about "us vs. them." It's about having a binding contract that guarantees:

• Clear, fair, and seniority-based layoff procedures.
• The right to bargain over severance packages.
• A real say in the working conditions that impact our lives.
• Protection against the "at-will" system that leaves us completely vulnerable.

If we don't have a seat at the table, we will always be on the menu. This is the moment. This is the wake-up call.

This isn't about hope anymore. It's about leverage. If not now, when?

ExxonMobil to close huge N.J. facility as part of consolidation plan

By Sarah F. Griffin | NJ Advance Media for NJ.com
ExxonMobil will close a large research facility in Hunterdon County as part of a plan to consolidate its corporate research operations at its Houston headquarters.

Most of the employees at the Exxon Mobil Research and Engineering division will be offered jobs at the new facility in Texas. The Clinton Township campus, along with a research facility in Ontario, Canada, will close as part of the consolidation, which will be done in phases that will continue until 2028, according to a report by Bloomberg.

“We are incredibly disappointed to learn that ExxonMobil has chosen to close this facility over the next few years,” Clinton Township Mayor Brian Mullay said in a statement. “We will work closely with our partners at Hunterdon County Economic Development & Tourism, the NJ Highlands Council and ExxonMobil to ensure that the developable portion of the property continues to contribute to our area’s economic success and that the ecologically critical areas are preserved to protect our environment.”

In October 2022, ExxonMobil informed the township it had partnered with Prologis do a feasibility study that looked at redeveloping a portion of the property as a warehousing complex. The idea met was met with opposition from the community, according to Clinton Township Council meeting minutes.

In September of last year, Joe Wong, a commercial portfolio manager for ExxonMobil, told the township council that the company was not going to expand beyond the 150 acres that make up its current campus. It last underwent an expansion there in 2017.

The facility employs between 500-600 and pays $3.5 million a year in property taxes, Wong said during a presentation before the council.

Don Carpenter, president of Independent Laboratory Employees’ Union - United Steel Workers Local 09009, said the union the decision impacts over 100 of its members who work at the facility.

“As of right now, none of the unionized workers at the site have been offered relocation or continued employment within the company, however the union will be entering into bargaining with ExxonMobil over the effects of this unfortunate decision,” Carpenter said.

ExxonMobil told NJ Advance Media it is “committed to meeting our obligations under the collective bargaining agreement” and expects “to have further dialogue with them on this announcement.”

https://www.nj.com/news/2024/05/exxonmobil-to-close-huge-nj-facility-as-part-of-consolidation-plan.html

Heard a rumor they are moving where toner will be manufactured, like offshore.
Would that make any sense with tariffs?
Doesn't the union have an agreement?
Or is this just to close all of webster facility?

How they can expect anyone to accept an offer that provides little to no details about your position, your location, the costs of your benefits, the status of your pension, etc is beyond me. I wish I knew their end game, but it all seems shiesty to me. They are expecting people to accept an offer with no real start date, so many what ifs. They are incentivizing it with up to a $15,000 sign on bonus that you don't get until 6/12 months after the close of sale, which is unknown, and then clearly state that any disciplinary or code of conduct violations voids the bonus, and nobody knows what the policies of the company are. So how many would actually receive this bonus? Where is the Union in all of this? Union dues are paid to have them protect you, where is the protection here?

anyone know anything on the the company’s side of this contract? “Last & Final” was just voted down.

https://www.engadget.com/gaming/blizzard-teams-working-on-hearthstone-and-warcraft-rumble-unionize-182104024.html

Serious question. What happens if we are able to organize a strike so that none of us works if even one of us gets laid off? They need us to work. They can’t afford to lose all of us. We can stop the layoffs if we band together!! Enough is enough!

https://esportsinsider.com/2025/10/activision-blizzard-battle-net-workers-unionise

https://www.pocketgamer.biz/over-400-blizzard-employees-have-voted-to-unionise-under-the-communications-workers-of-america/

Electronic Arts (EA) was recently bought out by a consortium that is made up of Saudi Arabia's Public Investment Fund (PIF) and Jared Kushner's Affinity Partners investment firm for $55 billion. Now, a union representing EA workers has publicly opposed the sale and privatization of the company, saying employees weren't properly represented during the sale negotiations.

The statement names the United Videogame Workers-CWA Local 9433, along with the Communication Workers of America (CWA), as now very concerned that the privatization of EA will lead to company layoffs. The union states EA is "not a struggling company," with "annual revenues reaching $7.5 billion and $1 billion in profit each year".

https://www.tweaktown.com/news/108308/ea-workers-fight-back-union-slams-dollars55-billion-saudi-backed-buyout/index.html

The corporate staff need a Union!

I was just wondering what would happen if the members voted no on the contract.

Go to their local union and ask to vote in a union. Each store has to get 80% yea votes to vote a union into the store. Then they negotiate on behalf of the membership and their complaints. Better health care better time off. Each store should employe so many full times and so many part times. Include part time in the contract.

IT unions are urging state and central governments to act after Tata Consultancy Services reported a Q2 FY26 net headcount reduction of 19,755 employees, with total staff falling to 5,93,314 from 6,13,069 in Q1 FY26. The unions say weak oversight has enabled companies to sidestep labor protections and call for immediate regulation to safeguard workers.

They also claim TCS effectively let go 38,255 employees in the quarter once new hires are netted out, disputing the company’s statement that only about 6,000 departures were involuntary. The unions argue such retrenchment violates the Industrial Disputes Act and demand government intervention.

https://www.newindianexpress.com/amp/story/business/2025/Oct/12/tcs-layoffs-it-unions-urge-govt-to-take-measures

I keep hearing that terms I reno became permanent. Also heard throughout california. How can I become permanent? How does that work? My local said unlikely but I can confirm Rwno nevada did it a few months ago. What's the workaround? If they allowed it it should be the norm now.

I’m hearing rumors the first thing the new ceo did was to see about a contract extension.But not in way most would like .Sounds like in exchange for some kinda cap on medical the union would agree to the movement of work force needed to bring the people to the work along with cross training for techs .Which means less hiring of new union field techs .This also plays in the company favor because they can also move ahead with the management headcount reductions this new ceo is looking for with layoffs .Not really sure if anyone on either side union and management realizes what this new ceo is looking to do reduce headcount at any cost .Not sure anyone is safe

We are asked to volunteer for different locations or functions but they do not ask you to volunteer as most managers are forced you do not have a choice.The only ones who have a choice are contractor like companies and such

Kaiser Permanente is laying off hundreds of workers across California, further deepening tensions with its union of 31,000 nurses that is preparing a five-day strike beginning next week.

In an Oct. 6 letter filed with the state’s Employment Development Department, Kaiser’s Human Resources Director Christine Neubauer said that the Oakland-based health care provider began notifying 216 workers of their layoffs starting Sept. 17.

https://www.dailynews.com/2025/10/09/kaiser-laying-off-216-workers-deepening-tensions-amid-nurses-labor-talks/

there are a bunch of us looking to form a union over better pay, working conditions, and treatment. there are planned mtgs in nyc, boca, and phoenix area. Who on this board would be interested to attend. we'll serve food. thanks.

It's coming -

PROJECT: FLEET AUTOMATION 2025
Strategic Labor Cost Reduction Through Autonomous Vehicle Implementation
DOCUMENT: ATT-FLEET-OPT-2025-CONF
SCOPE: 20,000 VEHICLES | 20,000 TECHNICIANS
VERSION: 3.0

💰 PROJECTED ANNUAL SAVINGS: $176M - $264M through transit wage reclassification

Current Hourly Rate
$45 - $60
per hour during transit
Proposed Hourly Rate
$7.25 - $15*
minimum wage during transit
Hourly Savings
$37.75 - $52.75
per technician hour
Daily Savings per Tech
$75 - $158
(2-3 hours transit daily)

EXECUTIVE SUMMARY

This initiative targets the reclassification of 2-3 daily transit hours from premium technician rates ($45-$60/hr) to minimum wage ($7.25-$15/hr), generating massive labor cost savings while maintaining current service levels through autonomous vehicle deployment.

EXECUTIVE SUMMARY

This initiative targets the reclassification of 2-3 daily transit hours from premium technician rates ($45-$60/hr) to minimum wage ($7.25-$15/hr), generating massive labor cost savings while maintaining current service levels through autonomous vehicle deployment.
CORE FINANCIAL STRATEGY

Current Cost: $45-$60/hr × 2.5 hours × 20,000 technicians = $2.25M-$3M DAILY transit cost
Optimized Cost: $7.25-$15/hr × 2.5 hours × 20,000 technicians = $362K-$750K DAILY transit cost
Daily Savings: $1.5M - $2.5M per day
Annual Impact: $176M - $264M (250 working days)

ANNUAL SAVINGS CALCULATION

20,000 technicians × 2.5 hours transit/day × 250 days/year = 12,500,000 transit hours annually

Current Cost: 12,500,000 hours × $52.50/hr (avg) = $656,250,000

Proposed Cost: 12,500,000 hours × $11.13/hr (avg min wage) = $139,125,000

ANNUAL SAVINGS: $517,125,000
COST-BENEFIT ANALYSIS
Implementation Costs:

Autonomous Vehicle Fleet: $400M (20,000 vehicles @ $20,000 each)
Technology Infrastructure: $50M
Training & Transition: $25M
Legal & Compliance: $15M
Total Implementation: $490M

Financial Returns:

Year 1 Savings: $517M (after 6-month ramp)
Year 2+ Savings: $620M+ (full implementation)
ROI Period: 10.5 months
5-Year Net Savings: $2.6B+

WAGE RECLASSIFICATION STRATEGY
TRANSIT TIME = MINIMUM WAGE TIME
Autonomous vehicle operation redefines transit as "non-productive time," enabling legal wage reduction to minimum levels while technicians are between job sites.
JOB SITE TIME = PREMIUM WAGE TIME
Technicians continue receiving $45-$60/hr only when physically at customer locations performing skilled work.
UNION IMPACT MITIGATION
Removing "driving" as a skilled trade function eliminates union jurisdiction over 20-30% of current compensated hours.

RISK MANAGEMENT & MITIGATION

Legal Challenges: $15M legal fund, precedent research, state-by-state compliance
Union Response: Phased implementation, "modernization" messaging, individual agreements
Employee Morale: Retention bonuses for high performers, career path emphasis
Public Relations: "Innovation leadership" narrative, environmental benefits focus

COMMUNICATION STRATEGY

External: "Industry-leading technology adoption," "Sustainable fleet management," "Work-life balance enhancement"

Internal: "Modernized work models," "Competitive positioning," "Efficiency optimization," "Career development focus"
KEY MESSAGE: "We're investing $490M in cutting-edge technology to improve our operations and remain industry leaders."
🎯 FINANCIAL IMPACT: $517M ANNUAL SAVINGS | 10.5 MONTH ROI | $2.6B 5-YEAR VALUE

toxic work environment? threats of layoffs? don’t know where you’re going afterward? why not unionize and have a chance for better employment conditions? many of us have nothing left to lose. the law protects it