Skip to main content

Unionization Efforts Gaining Foothold at Starbucks, Amazon, REI, Etc. - What Gives?


For those that have been paying attention over the past few months, unionization efforts have been taking off at various companies across the country.  Not to be glib for those readers that are strong supporters of labor unions, but workers seeking to unionize is nothing new.

However, what makes some of these recent unionization efforts at Starbucks, Amazon, and REI, among others, especially noteworthy is the fact that there are tangible achievements being made to create the first unions at these companies.  Take Starbucks, for instance.  Prior to elections at three stores in Buffalo a few months ago, Starbucks had repeatedly been able to keep unions out of its company owned locations.  However, workers at two of the three Buffalo locations voted to unionize.  What happened afterward?  Workers at dozens (and dozens) of locations elsewhere around the company announced they were taking steps to unionize as well.  In fact, a location in Mesa, Arizona recently became another store in which workers voted overwhelmingly to unionize.  This, of course, has led workers at other locations to announce that they too will seek to form a union.  That has led many watching this story develop come to the conclusion that all it took was the successful unionization of those two locations in Buffalo for workers to see that unionization at Starbucks was possible.

Consider as well the second election currently underway at an Amazon warehouse in Bessemer, Alabama.  Readers will likely recall that while the first mail in election resulted in a large number of workers voting against unionization, those results were thrown out and a second election was ordered.  While I am not going to make a prediction that these workers will swing the opposite way and vote to unionize this time, I think that a closer election will give workers at other Amazon warehouses the “courage” (or maybe I should say inspiration) to attempt to unionize as well.  If, however, the workers at the Bessemer location actually voted to unionize…oh boy.  That would set a chain reaction in motion almost immediately in which I would expect to see press releases, rallies, and related events at other warehouses with Amazon workers loudly voicing their intent to unionize.

Finally, consider the approval of workers at an REI location in SoHo, New York to unionize.  A vote on March 2nd saw 88 workers vote for unionization with only 14 voting against it.  In doing so, this becomes the first unionized REI in the country.  Unlike workers at Starbucks, I have not seen much in the way of rumblings of other REI locations unionizing following the March 2nd vote.  However, it would not surprise me if workers at other REI locations saw that despite the company fighting against unionization, it is possible to successfully unionize at the company.

As noted, the key thing for a lot of success with these unionization efforts has been momentum.  Starbucks workers certainly have it.  REI workers have it following the March 2nd vote in SoHo.  Amazon workers might even have it too, depending upon the vote in Alabama.  For those watching, the past few months have been packed to the gills with positive union developments for organized labor.  The question remains, how long will this momentum last?


For additional information:  https://gothamist.com/news/rei-workers-in-soho-voted-to-form-companys-first-union-organizers-say

Comments

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum,...

San Diego Rolls Back Vaccine Mandate For City Workers

Last Tuesday, the San Diego City Council voted to do away with the vaccine mandate for city employees. The city’s vaccine mandate that was in place required city workers to get the coronavirus vaccine or risk termination.  Perhaps to this surprise of no one, the city’s policy came under fire with 14 employees being terminated and over 100 other employees resigning.  With the coronavirus subsiding, including in Southern California, the San Diego City Council took action. Now, bear in mind, the repeal of the vaccine mandate does not take place immediately. With that being said, the mandate will be repealed March 8th.  I suppose the question now is, what other cities or regions follow San Diego’s lead? For additional information:   https://www.sandiegouniontribune.com/news/politics/story/2023-01-24/san-diego-repeals-controversial-covid-19-vaccine-mandate-citing-drop-in-cases-hospitalizations

NLRB: Former Employee Cannot Be Barred From Work Premises After Filing Wage Suit

MEI-GSR Holdings, LLC - NLRB Facts :  MEI-GSR Holdings, LLC d/b/a Grand Sierra Resort & Casino ("GSR") operated a facility that included a hotel, casino, restaurant, clubs, bars, and a pool which were all open to the general public.  Tiffany Sargent ("Sargent") was briefly employed by GSR as a "beverage supervisor" in December of 2012.  After her employment ended, Sargent continued to socialize at one of the clubs.  GSR had a long standing practice of allowing former employees to patronize its facility and did not prohibit Sargent from doing so.  In June of 2013, Sargent and another employee filed a class and collective action against GSR for alleged unpaid wages, in violation of the Fair Labor Standards Act and Nevada law.  In July of 2014, GSR denied Sargent access to an event at one of the clubs.  GSR followed up with a letter and stated that with the on-going litigation (from the wage suit), it decided to bar Sargent from the premises. ...