It's now clear when Amazon warehouse workers in Bessemer, Alabama will vote in a mandatory second union election. As Motherboard's Lauren Kaori Gurley notes, the National Labor Relations Board has sent notice that employees at the BHM1 fulfillment center can start voting with secret mail ballots on February 4th, with the vote count beginning on March 28th. Anyone employed at the company from the first week of January 2022 onward is eligible to consider joining the Retail, Wholesale and Department Store Union.

The NLRB ordered the new vote after determining that Amazon interfered with the first union election in early 2021. The RWDSU filed 23 objections after the 1,798 to 738 "no" vote, accusing Amazon of installing an unapproved mailbox to intimidate staff as well as handing out anti-union material like badges and signs. After an investigation, the NLRB found that Amazon had a "flagrant disregard" for the mail voting process that made a fair election "impossible."

The RWDSU wasn't completely satisfied with the notice. In a statement, the organization claimed the NLRB's decision "fails to adequately prevent" Amazon from skewing the vote. Amazon, meanwhile, repeated its comment from November in response to Engadget's inquiries. It maintained that warehouse workers "overwhelmingly" voted against joining the union, and found it "disappointing" that the NLRB rejected the election.

As before, the stakes are high. A pro-union vote would give warehouse workers collective bargaining rights they could use to improve pay and working conditions — both frequent points of contention. Whatever the outcome, it's safe to presume the election will draw renewed scrutiny from politicians and stars who see it as a turning point for labor at the internet shopping giant.

A supermajority of customer service representatives for Google Fiber, operating out of a store in Kansas City, Missouri, have signed union cards in the hopes of bargaining their first contract with their bosses. They're organizing under the auspices of the Alphabet Workers Union, a year-old division of the Communication Workers of America which is seeking to represent employees and contractors at all level of Google's parent company. 

The 11 workers — 10 of whom have signed cards since the union drive began in October — are jointly employed by Google and a staffing agency called BDS Connected Solutions. That's not out of the ordinary, as staffing arrangements with Alphabet go: a 2019 story in the New York Times found temps and contractors made up the majority of the tech giant's workforce, while a Recodereport that same year indicated that this second class of laborers earned significantly less than Google's own full-time employees. According to two BDS workers who spoke to Engadget, customer representatives had been feeling left out of key conversations about staffing and safety protocols, and communication with management has deteriorated. 

"We started off by just asking, 'Hey, how do you feel about this idea? Do you feel like you have enough say, in the conditions that you work in?' We basically received a unanimous 'No, I don't feel like we do,'" Emrys Adair told Engadget. "It hasn't always been like this," Mike Knox, who has been a Google Fiber representative for several years, said "the general relationship between management and the workers. It used to be closer." Kansas City was the very first market Google Fiber launched in, nearly a decade ago.

What makes this push to form a bargaining unit somewhat unusual, however, has been the decision to skip straight to petitioning the National Labor Relations Board. Typically, this is the longer, more arduous option when an employer refuses to voluntarily recognize a union. But, according to Adair, Alphabet and BDS have neither attempted to quash the union drive, nor expressed a willingness to recognize it."There's been no acknowledgement, no pushback. no response at all yet," they said. Google and BDS have not responded to requests for comment from Engadget.

Like many workplaces in recent years, these service representatives have cycled through closures, reduced hours and the occasional need to isolate and work remotely when a colleague tests positive for COVID-19. While they weren't keen to give too many specifics as to what they'd hope to secure in a first contract, one of the benefits they're seeking to obtain is hazard pay. "As far as the actual COVID precautions go, they've done a pretty alright, job," Adair said. "Our main concern is just that we're still working in the store in person in a pandemic, which in and of itself, no matter how you do that is a risk."

It may be months or years before the NLRB makes a ruling on these workers' right to form a bargaining unit. In the meantime, Knox hopes it might spur action from others within Google Fiber. "We're really hoping that this inspires in that regard," he said. "We're hoping that's a flashpoint where other people can see that and decide to push for more input."

Are you a Google employee, TVC or contractor? I'd like to hear from you. Download Signal messenger for iOS or Android and text me confidentially at 646 983 9846.

The tussle between Amazon and the National Labor Relations Board (NLRB) has taken another turn after the company reached a nationwide settlement with the agency. Amazon has agreed to remind current and former workers across the US about their labor rights on notices posted in workplaces, and on the mobile app and website for workers. Amazon will also send a copy of the notice to email addresses it has on file for any employee who worked at its facilities between March 22nd and December 22nd.

The notice informs workers that they have the legal right to join, form or assist with a union. They can select a representative to bargain with Amazon on their behalf and "act together with other employees for your benefit and protection."  

In addition, workers have more leeway to organize in company facilities. In the notice, Amazon states it will not tell them to leave a property or threaten disciplinary action "when you are exercising your right to engage in union or protected concerted activities by talking to your co-workers in exterior non-work areas during non-work time." Nor will it ask workers about union activity, or why they're speaking to co-workers, according to the notice.

It'll be easier for the NLRB to sue Amazon if the agency believes it violated the agreement. In such cases, the company agreed to let the NLRB forego an administrative hearing process, which can take a long time to complete.

“This settlement agreement provides a crucial commitment from Amazon to millions of its workers across the United States that it will not interfere with their right to act collectively to improve their workplace by forming a union or taking other collective action,” NLRB general counsel Jennifer Abruzzo told The New York Times. Engadget has contacted Amazon for comment.

The agreement is related to six cases brought forward by workers who complained Amazon was impeding their efforts to organize. The company previously settled NLRB cases on an individual basis, but this a broader agreement. The agreement includes references to employees, but not contractors, who make up the bulk of Amazon's delivery workforce. It's unclear whether they will be afforded the same rights and protections under the deal.

The NLRB and Amazon have been at odds in recent times. In November, the labor board ordered Amazon to rerun a union election at an Alabama warehouse. It said Amazon interfered with the process. Workers at other facilities have attempted to organize — those at a fulfillment center in New York are trying once again to unionize after failing to obtain enough signatures last time.

Amazon has long been criticized over working conditions. Lawmakers this week sought answers from the company over whether its policies contributed to the deaths of six people after a tornado struck a warehouse in Illinois. Amazon recently warned its workers that an even more demanding workload than usual during the holiday period could have a significant impact on their mental health.

Former and current warehouse workers at JFK8, Amazon's fulfillment center in Staten Island, New York, have refiled an application to hold a vote on unionization. The workers originally filed a petition with the National Labor Relations Board back in November, but they had to withdraw it after failing to gather enough signatures to be approved. This time, the organizers were reportedly able to gather over 2,500 worker signatures or half of the 5,000 people employed at the facility.

The workers are hoping to form the Amazon Labor Union, which will be an independent group that's not connected to any major national union. One of their lead organizers is Christian Smalls who led a walkout at JFK8 over the e-commerce giant's handling of COVID safety at the warehouse. Amazon fired Smalls after that, telling CNBC that he "received multiple warnings for violating social distancing guidelines." Even so, Smalls is still very much involved in the facility's renewed efforts to unionize. In an email to The Washington Post, he referenced what happened at Amazon's Bessemer warehouse, saying that "long drawn-out voting processes are controlled by the bosses who use that period to lie to, intimidate and threaten the workers into voting no for the union."

Majority of the workers at the company's Bessemer, Alabama facility voted against unionization back in April. However, the election was fraught with controversy, with the Retail, Wholesale and Department Store Union (RWDSU) — the union the workers were supposed to join — accusing Amazon of interfering with the elections. One of the main issues they pointed out was that the company installed the ballot box in front of the warehouse and in view of security cameras, making workers feel as if their votes were being monitored. After looking into the RWDSU's complaint, the NLRB ordered Amazon to hold another vote. 

Amazon has been adamantly opposed to its workers joining unions. When the people at JFK8 first filed a petition to unionize, the e-commerce giant told Engadget in a statement:

"As a company, we don’t think unions are the best answer for our employees. Every day we empower people to find ways to improve their jobs, and when they do that we want to make those changes — quickly. That type of continuous improvement is harder to do quickly and nimbly with unions in the middle. The benefits of direct relationships between managers and employees can’t be overstated — these relationships allow every employee’s voice to be heard, not just the voices of a select few. We’ve made great progress in recent years and months in important areas like pay and safety. There are plenty of things that we can keep doing better, and that's our focus — to keep getting better every day."

The NLRB has confirmed to The Post that it received the group's petition and would be reviewing signatures over the coming days.

Amazon will have to redo the union election held at its Bessemer, Alabama fulfillment center back in April. According to Politico, Lisa Henderson, the National Labor Relations Board (NLRB) Region 10 Director, has ordered the e-commerce giant to hold another vote mostly due to the fact that Amazon installed a US Postal Service mailbox in front of the warehouse to collect ballots. 

The election results were 1,798 to 738, with workers voting against joining the Retail, Wholesale and Department Store Union (RWDSU). After those results came out, the RWDSU filed 23 objections, accusing the company of interfering with the elections. One of those complaints pointed out that Amazon installed the ballot box without approval from the NLRB and in view of security cameras that made workers feel they were under surveillance. The labor relations board sided with the union and found that Amazon interfered with the election by installing the mailbox and offering employees anti-union badges and signs. 

Henderson wrote in the documents ordering a new election:

"By causing the Postal Service to install a cluster mailbox unit, communicating and encouraging employees to cast their ballots using the mailbox, wrapping the mailbox with its slogan, and placing the mailbox at a location where employees could reasonably believe they were being surveilled, the Employer engaged in objectionable conduct that warrants setting aside the election.

The Employer’s flagrant disregard for the Board’s typical mail-ballot procedure compromised the authority of the Board and made a free and fair election impossible."

Amazon, of course, criticized the NLRB's decision. In a statement sent to The Washington Post, spokesperson Kelly Nantel said in a statement:

"Our employees have always had the choice of whether or not to join a union, and they overwhelmingly chose not to join the RWDSU earlier this year. It's disappointing that the NLRB has now decided that those votes shouldn’t count."

Amazon may soon face a second unionization effort in less than a year. Per The New York Times, hourly workers at the company’s JFK8 fulfillment center in New York City are in the process of collecting signatures to file for a union election. They’re expected to contact the National Labor Relations Board on Monday. If the agency grants their request, it will lead to a vote with potentially significant ramifications for Amazon.

This past April, Amazon beat back a historic union vote at its BHM1 fulfillment center in Bessemer, Alabama. Approximately 1,700 of the more than 3,000 employees who took part in the election voted against unionization, handing Amazon a comfortable majority. However, the election was mired in controversy, with the Retail, Wholesale and Department Store Union (RWDSU), which sought to represent the approximately 5,800 workers at Bessemer, accusing the company of unfairly influencing the vote. In August, the National Labor Relations Board ruled that Amazon had violated US labor laws, and recommended that workers in Bessemer hold a new election.

Amazon employs more than 5,000 workers at JFK8. Beyond its sheer size, the facility has been the site of multiple protests since the start of the pandemic. Among those leading the unionization effort at JFK8 is Christian Smalls. Amazon fired Smalls after he organized a walkout over the company’s handling of COVID safety at the warehouse. At the time, the company said Smalls broke a quarantine order by attending the event. At the start of the year, New York sued Amazon, alleging the company had retaliated against Smalls.

When Engadget reached out to Amazon about the effort, the company noted its employees have always had the option to join a union but said it was against the idea.

As a company, we don’t think unions are the best answer for our employees. Every day we empower people to find ways to improve their jobs, and when they do that we want to make those changes — quickly. That type of continuous improvement is harder to do quickly and nimbly with unions in the middle. The benefits of direct relationships between managers and employees can’t be overstated — these relationships allow every employee’s voice to be heard, not just the voices of a select few. We’ve made great progress in recent years and months in important areas like pay and safety. There are plenty of things that we can keep doing better, and that's our focus — to keep getting better every day.

Even if the National Labor Relations Board calls an election after Monday, the workers at JFK8 face an uphill battle. They’re up against one of the world’s wealthiest and most powerful corporations. From competitive wages to Twitch ads, Amazon has consistently used nearly every tool available to it to dissuade its workers from unionizing.

The union representing film production crews has avoided a strike with an agreement that will see its members paid up to 30 percent more on streaming productions, The Verge has reported. The deal represents a win for International Alliance of Theatrical Stage Employees (IATSE) workers, who have typically been paid less for streaming shows than theatrical film productions and broadcast TV series in the US.

In an informational brief, IATSE tweeted that wages will increase for long-form, episodic and mini-series at up to 30 percent, depending on the classification. Those boosts depend on the size of the streaming company, with rates higher for services with 20 million or more subscribers. Longform productions between $20 and $32 million used to get discounts if they were headed to streaming services, but that will no longer be the case. 

On top of higher wages, members will also see improved workplace conditions. That includes employer funding of health and pension plans, along with revised terms for producers that tend rely a lot on overtime. In addition, "workers under the IATSE Basic Agreement across the US will be entitled to the same sick leave benefits as California members," the union stated.  

IATSE had warned that it would be taking a hard line with streaming services. "The most profitable companies on the planet do not need cut rates that were negotiated to address a once emerging distribution method. Apple, Amazon, Netflix, Facebook should all pay industry standard wages to the professionals who crew their productions," the union told Deadline in July. 

IATSE members unanimously voted to strike this week if contract negotiations stalled, but that was narrowly avoided by a tentative agreement between the union and AMPTP group representing producers. However, it still needs to be ratified by union members, who could vote against it and send the parties back to the table. 

A California bill centered around warehouse labor issues is set to go to a State Senate vote this week. Should it become law, the legislation could require Amazon and other warehouse companies to make significant changes. Bill AB-701, which passed the State Assembly in May, would force warehouse operators like Amazon to be transparent about the quotas their workers are expected to meet.

"The bill would provide that an employee shall not be required to meet a quota that prevents compliance with meal or rest periods, use of bathroom facilities or occupational health and safety laws," the legislative counsel's digest for the proposed legislation reads. The bill also seeks to ban employers from punishing employees who don't meet quotas that don't allow them to take breaks or comply with health and safety rules. If workers can't realistically hit Amazon's productivity expectations, the company may have to lower quotas in the state.

Several Amazon workers have spoken of foregoing or minimizing bathroom breaks to ensure they meet quotas. According to reports, the company's expectations lead many delivery drivers to pee in bottles and coffee cups instead of taking time to use a restroom. Warehouse workers have shared similar complaints. Amazon closely monitors worker productivity, including how long each employee spends away from their stations.

An Amazon spokesperson told The New York Times that "terminations for performance issues are rare," but they didn't comment directly on the bill.

Last year, it emerged that Amazon reportedly expects workers to scan 400 items an hour at fulfillment centers that use robots. According to a report from the Center for Investigative Reporting, the rate of serious injuries sustained at those warehouses was 50 percent higher than in Amazon warehouses that aren't automated. 

Warehouse injury researcher Edward Flores, faculty director of the Community and Labor Center at the University of California, Merced, told the NYT that repetitive strain injuries are a problem in automated warehouses. Workers are "responding to the speed at which a machine is moving," which leads to "higher incidence of repetitive motions and thus repetitive injuries," Dr. Flores said.

Amazon announced some measures aimed at reducing warehouse injuries in May. The plans included meditation kiosks and zones where workers can stretch, as well as hourly “mind and body” prompts.

The company has a long history of controversial labor practices. At the start of this year, Amazon shut down a warehouse in Chicago where workers held walkouts and protested for improved working conditions. Some of those employees said they were given a choice between working 10-hour graveyard shifts at other fulfillment centers or finding a new job. At the time, Amazon denied that was the case.

In August, a National Labor Relations Board official recommended that workers at an Amazon warehouse in Alabama hold another union vote. The Retail, Wholesale and Department Store Union accused Amazon of violating labor laws by interfering with the process. Workers at the fulfillment center voted against unionizing.

A National Labor Relations Board (NLRB) officer has recommended that workers at an Amazon warehouse in Bessemer, Alabama hold a new election because Amazon broke US labor laws, the New York Times has reported. It's still only a preliminary ruling, but provides hope that workers may still be able to join the Retail, Wholesale and Department Store Union (RWDSU).

Last April, worker's at the fulfillment center voted against unionization by a margin of more than two to one. Following the vote, however, the RWDSU alleged that Amazon won because it “interfered” with the rights of its employees "to vote in a free and fair election; a right protected under Section 7 of the National Labor Relations Act."

The RWDSU filed 23 objections in total, including one complaint that Amazon had a ballot collection box installed in an employee parking lot “without authorization” from the NLRB’s regional director. It noted that the box was placed under the view of Amazon security cameras, creating "an impression of surveillance."

The NLRB officer sided with the union, saying Amazon violated US labor laws. "Throughout the NLRB hearing, we heard compelling evidence how Amazon tried to illegally interfere with and intimidate workers as they sought to exercise their right to form a union," said union president Stuart Appelbaum in a statement. "We support the hearing officer’s recommendation that the NLRB set aside the election results and direct a new election."

Amazon, however, said it would dispute the decision and take steps to ensure that the initial vote held. "Our employees had a chance to be heard during a noisy time when all types of voices were weighing into the national debate, and at the end of the day, they voted overwhelmingly in favor of a direct connection with their managers,” an Amazon spokesperson said in a statement. “Their voice should be heard above all else, and we plan to appeal to ensure that happens.”

The decision doesn't yet have any legal force until a full ruling is made by the NLRB's acting regional director, something that could take up to a month. During that time, parties will be able to file exceptions. 

Since the Bessemer vote, Amazon's situation has caught the attention of the Teamsters union, which created a special division to focus on organizing Amazon's delivery drivers. Amazon has been criticized for the working conditions of drivers and warehouse workers alike, along with its union-busting efforts that were exposed in a New York Times report earlier this year.