KNOW THE FACTS
understanding union-related issues at YVR2
Latest Updates
August 18, 2026
Bargaining Update: Amazon Appeals the Board's Arbitration Order
A few weeks ago, we shared that the BC Labour Relations Board (BCLRB) issued a decision ordering first contract arbitration at YVR2. Today, we want to let you know that we have filed an appeal to challenge that decision.
We are taking this step because we have always believed a fair process must occur—one where you get to speak for yourselves—and that is simply not what has happened here.
Why We Are Appealing
Since this process began, your voice has been repeatedly sidelined:
- Your votes from the original 2024 election were never counted
- Most recently, an employee-driven decertification vote was held. For the second time, the Board sealed your ballots, and they have not been counted.
- Now, instead of counting your decertification votes or allowing us to return to the bargaining table, the Board has ordered an outside arbitrator to write and impose your workplace rules.
These are decisions that directly affect you. We believe you should not have a collective agreement forced upon you by a third party when your own votes regarding union representation are currently sitting in a sealed ballot box.
What We Are Asking For
Through our appeal, we are asking the court to pause the arbitration process. Most importantly, we are asking the Board to count your decertification ballots before anything else moves forward.
We don't know what the final outcome of this appeal will be, but regardless of what happens next, we will keep asking for your voice to be heard.
We will continue to keep you updated on the status of our appeal and the arbitration process as things develop.
August 4, 2026
Bargaining Update: BCLRB Orders Binding Arbitration
The BC Labour Relations Board has ordered that our remaining bargaining items go straight to arbitration. This means a single third-party arbitrator will write and impose a final agreement, after hearing each party’s positions on the outstanding issues. This means an outside party will have the final decision on the rules for your workplace.
Throughout bargaining, our approach has been to maintain the operational model and flexibility that has made YVR2 successful. We proposed keeping union membership voluntary, continuing our current safe and fair processes, and keeping VET first-come, first-served.
Conversely, the union has proposed mandatory membership, and seniority-based rules for scheduling. Now, an arbitrator will decide how our site operates.
We believe your voices should be heard and your vote should be counted before anything else moves forward. That’s why we’re taking two steps: we’re appealing this decision, and we’re asking the Board to count your decertification ballots. For the second time since 2024, your ballots have been sealed pending union objections—meaning you still haven’t had the chance to have your votes counted
We’ll continue to keep you updated as we go through this process.
Video message from Kurt.
August 6, 2026
WHAT DOES IT MEAN TO BE REPRESENTED BY A UNION?
When you are represented by a union, the union is certified as your exclusive bargaining agent. The union represents you and your coworkers in the bargaining unit in negotiating the terms of your employment.
For more information on collective bargaining, visit: https://www.lrb.bc.ca/collective-bargaining.
Frequently Asked Questions
Have questions? You can speak to any manager or member of PXT at any time. We’ve also posted answers to frequently asked questions below.
FAQs on Latest Updates
-
It’s when a third-party arbitrator decides what goes in the collective agreement. The arbitrator considers proposals from both sides but makes the final call on unresolved topics. Those decisions are legally binding.
-
The main outstanding items include union membership, scheduling and flexibility rules, and wages.
-
The Board will appoint an arbitrator, and both sides will present their proposals, but we don't know how long it will take to work through everything that's still outstanding. We'll keep you updated as we learn more.
-
The Board reviewed the mediator's report and submissions from both sides. We asked for a return to direct negotiations because we believe the best outcome is a negotiated one. The Board said no, and we plan to appeal.
-
THE union has raised objections, so the Board sealed the ballots. The board also sealed the ballots after the original representation vote and that vote was never counted. We believe your votes should be counted, and we'll continue to advocate for your voice to be heard. We'll continue to keep you updated as the process continues.
-
We think the vote should be counted first—but at this time it's not clear if that will happen.
-
The union pulled their original complaint from March and filed a new, revised complaint. A lot of it is about the same claims we already told you about—that our YVR2Facts communications are improper and that we're behind a decertification effort—neither of these things are true. What’s new this time is the union is naming individual employees and claiming their conversations and actions were directed by Amazon. These claims are inaccurate, and we’ll respond through the legal process.
-
The union filed an unfair labour practice (ULP) complaint with the BC Labour Relations Board. They’re claiming that it’s wrong for us to try and share facts with you like we’ve been doing through the website, YVR2Facts, and that we’re involved in a decertification effort, which we’re not. The union is asking the BC Labour Board for a few things, including requesting the Board to restrict you from being able to exercise your rights and decide whether or not you want to decertify for an additional year beyond what the law now provides and to fine Amazon $400,000 for “loss of the union’s reputation.” The case will be assigned to someone at the BCLRB who will review the allegations. We'll respond through the legal process.
-
The Labour Relations Board decision only addressed the 2025 annual wage review. After the wage decision, it's unclear whether Prime needs to go through bargaining or not, so we’ve asked the Board to confirm Amazon is permitted to provide Prime membership to YVR2. We submitted our request on February 27 and await a response from the Board. We're working through all of this as fast as we can and will follow up soon with more information.
FAQs on the Unionization Process
-
A union is an organization that will act as the representative for employees in the group covered by the union application for the purposes of collective bargaining over wages, benefits, and other terms and conditions of employment.
-
By law, all employees in the group unionized will be represented by the union and covered by the collective agreement. Whether or not you must become a union member depends on what is negotiated in the collective agreement.
Your rights and obligations will be set by the collective agreement reached by Amazon and the union, whether or not you are a union member.
Under a collective agreement, all employees must pay union dues, whether or not they are a union member, or whether or not they wanted the union.
-
The union has filed a complaint with the British Columbia Labour Relations Board (BCLRB) alleging concerns about various workplace practices. We strongly disagree with these allegations and look forward to presenting our position to the BCLRB.
-
Collective bargaining is the process where a company and a union negotiate to set terms around wages, benefits, working conditions, and other aspects of your employment. The process could take months as both sides exchange proposals; it includes give and take, and there are no guarantees as to what the outcome will be. You could end up with the same, more, or less than you would have had anyway for some of your employment conditions.
-
No one knows. Collective bargaining could take several months or longer to complete. Negotiations are a give and take process, and while both sides must negotiate in good faith to try to reach an agreement, neither side is generally required to agree to any particular proposals by the other.
-
Now that Amazon and the union are in negotiations, a “statutory freeze” is in place. This is a legal requirement and means that most terms and conditions of your employment are generally frozen. The purpose of the “freeze” is to set a consistent base for the parties to bargain over, rather than have employment terms shift during bargaining.
-
Yes. If a collective agreement is reached, all employees in the bargaining unit are required to pay union dues, which are typically deducted directly from your pay. The dues must be paid whether you supported the union or not. If the parties eventually reach an agreement, dues for Tier 1 employees will range from $722.76 - $795.36* per year. For Tier 3 employees, dues will range from $864.60 - $937.20* per year.
-
No. Amazon must negotiate in good faith but does not have to agree to any of the union’s proposals.
-
Most terms and conditions of employment can be on the table during the give and take of collective bargaining negotiations. You could end up with the same, more, or less than you would have anyway.
-
If the parties cannot reach an agreement, Unifor may call a strike vote. If a majority of those who vote decide to go on strike, all employees in the bargaining unit are on strike, and you will not be paid by Amazon during that time.
-
Due to a legal "statutory freeze," Amazon may not change associates' conditions of employment during this period. Any changes are now subject to the give and take bargaining process.
-
Yes, that is possible. Depending on the circumstances, if Amazon and the union cannot agree on a first collective agreement, it might be settled by an arbitrator, or there could be a strike or lockout.
-
If a union is recognized through certification, a contract is typically negotiated to determine what conditions of employment will apply to the group covered.
To reach an agreement, the terms of a collective agreement generally have to be agreed to by both the union and Amazon.
If the parties cannot agree, any items not agreed to might be settled by an independent arbitrator, or there could be a strike or lockout.
helpful resources
The British Columbia Labour Relations Board (BCLRB) provides several resources to help you understand unions and how they work. To learn more, click the links below.