KNOW THE FACTS
understanding union-related issues at YVR2
Latest Updates
October 1, 2026
Benefits Update: Prime Membership, and Amazon.ca Grocery & Everyday Essentials Discount
As part of the 2025 annual wage review, Amazon announced that Prime membership would be added to the benefits package for eligible employees across Canada. Most recently, the Amazon.ca 10% Grocery and Everyday Essentials discount was announced to take effect on October 1, 2026 for all eligible associates. As we've previously shared, under the BC Labour Code once a union is certified, changes to benefits have to go through the collective bargaining process. The union has consented to Amazon's BC Labour Board application to extend these benefits to YVR2, which now allows us to include our site.
New Amazon.ca Grocery & Everyday Essentials Discount
Starting October 1, you're getting 10% off eligible groceries and everyday essentials on Amazon.ca. There's no annual cap on savings and no minimum purchase. This is the same benefit being rolled out to Amazon employees across the Canadian network.
Prime Memberships
In March, we let you know that Amazon officially requested clarity from the Board regarding Prime. Following our application to the BC Labour Board, the union has consented to Amazon extending Prime to YVR2, which allows us to include it. Effective October 9, eligible employees at YVR2 will get fast and free delivery, Prime Video, Amazon Music, Prime Reading, Prime Gaming, and more.
How to Use Them
Your 10% Amazon.ca discount will stack on top of Prime discounts—if something is already discounted for Prime members, your 10% comes off on top of that. Watch A to Z for full details on how to activate both benefits.
We're glad to be able to extend these benefits to YVR2 associates in line with the rest of the country.
We'll continue to keep you updated through this process.
September 1, 2026
Bargaining Update: Arbitration Process and Our Ongoing Appeal
A few weeks ago, we told you we'd asked the Board to count your votes before anything else moved forward. They decided against that, and the arbitration process is moving forward. Sessions are being scheduled starting September 4, and October 14-16.
We know how frustrating this is. The Board's decisions directly affect you, and we think you should have a say in them. We're frustrated, too, and we're continuing to appeal their decisions.
What Happens During Arbitration
While we continue to appeal, the arbitrator will hear from both sides and make final decisions on the topics that are still outstanding. That includes union membership, scheduling and flexibility rules, and wages. Once the arbitrator issues a decision, it becomes your contract and takes effect.
We know how important these topics are to you, and we'll be making our case to the arbitrator for outcomes that work for YVR2.
Our Ongoing Appeal
Does this mean the decertification ballots don't matter anymore? No. The Board will not count them at this time, but we'll keep asking for them to be counted so your voices are heard. If your ballots are counted and show a majority didn't want union representation, the union would be decertified—regardless of where arbitration stands. These are separate processes, and we're pursuing both.
We'll keep you updated as we go.
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
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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.
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The main outstanding items include union membership, scheduling and flexibility rules, and wages.
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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.
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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.
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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.
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We think the vote should be counted first—but at this time it's not clear if that will happen.
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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.
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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.
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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
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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No. Amazon must negotiate in good faith but does not have to agree to any of the union’s proposals.
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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.
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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.
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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.
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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.
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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.