Bargaining Update: Final Mediation Sessions Conclude, Awaiting Next Steps

On May 5 and 6, Amazon and Unifor completed the final scheduled mediation sessions. The mediator will now submit a report to the BC Labour Relations Board (BCLRB), which will determine next steps. Over the last few months, we’ve reached an agreement on a range of items, but we remain apart on a number of core topics.

Our approach at the bargaining table

While we wait for the Board's decision, we want to share some updates on the status and our overall approach at the bargaining table. Our overall approach has been to maintain the operational model and flexibility that we feel has served Amazon and our associates well and has allowed us to grow. With this model, we provide industry leading flexibility with processes that go above and beyond for the needs of both our employees, and our customers. We believe this operational model is essential to keeping YVR2 competitive both within the Vancouver area, our network and within the broader retail industry.

What’s on the bargaining table?

We want to update you on some unresolved topics that impact you the most.

• Union Membership: Amazon proposes that joining the union should be your personal choice. The union proposes making membership a mandatory requirement in order to continue working at YVR2.

• How We Work: Amazon proposes continuing with our current processes, consistent with how YVR2 and other Amazon sites work today. The union wants a totally new productivity approach at YVR2, creating a different standard than what currently exists. We believe strongly that our current system is a safe and fair approach to ensure we deliver for customers while supporting our Associates’ performance.

• Seniority-Based Rules: Amazon is advocating to maintain our flexible work schedules and a first-come, first-served approach to working extra time. The union proposes replacing this flexibility with seniority-based rules, meaning schedules and Voluntary Extra Time (VET) will be offered by tenure instead of the way it’s currently done.

• Wages, PTO & Vacation: Amazon has proposed to maintain current PTO and vacation amounts and the union has proposed to increase PTO and increase vacation for the most senior employees. Both parties have made wage proposals. Because the union’s package of proposals would bring significant impacts and additional costs on how we work at YVR2 today, Amazon has made its proposal on wages contingent upon the withdrawal of all the union’s other remaining proposals.

We’ll keep you updated once the BCLRB shares their decision.

Legal Update: Unifor Re-Files Complaint Regarding YVR2Facts and Decertification

As we shared with you on March 25, Unifor filed a claim with the labour board that it’s wrong for us to try and share facts with you like we’ve been doing through this website, and that we’re involved in a decertification effort, which we're not.

On April 23, the union withdrew their original complaint from March, and filed a revised complaint, with additional meritless claims. This complaint is as baseless as the last one filed in March. We think the allegations are false, and look forward to proving that through the legal process.

Our focus remains on your safety, supporting each of you, and delivering our best for customers.

We’ll continue to keep you updated.

Mediation Sessions Continue

We completed two additional mediation sessions with the union on April 13 and 16. Mediation is ongoing, with two more dates scheduled in early May that are expected to be the final mediation sessions.

If a tentative collective agreement is not reached on those days, the mediator will prepare a report with recommendations for the Vice Chair at the BC Labour Relations Board (BCLRB) who is assigned to this case. Those recommendations could include returning to direct negotiations, more mediation sessions, a third-party decision on the contract (arbitration), or allowing both sides to exercise other options, like a strike or lockout.

After the report is issued, both Amazon and the union will have a chance to respond to the BCLRB with our respective positions. The BCLRB will then issue a decision on next steps.

Our focus continues to be working through direct negotiations and mediation in good faith to reach an agreement. We’ll keep you updated as we go.

Legal Update: Unifor Files New Complaint Regarding YVR2Facts and Decertification

The union recently filed another complaint with the BC Labour Relations Board (BCLRB) that we think is meritless. They’re claiming that it’s wrong for us to try and share facts with you like we’ve been doing through this website, and that we’re involved in a decertification effort, which we’re not. And they’re asking 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.

The truth is that whether or not you’re represented by a union should be entirely your choice. We respect the rights of employees who support the union, and we equally respect the rights of those who don’t wish to be represented.

We created YVR2Facts.ca to provide information about the collective bargaining process and updates on negotiations. We disagree with the union’s claim that providing you with factual updates is illegal, and we will defend our right to communicate openly with you.

We’ll respond to these claims through the legal process. Our focus remains on your safety, supporting each of you, and delivering our best for customers.

We’ll continue to keep you updated.

An update on your Pay

Good news! Your new pay rate will be visible in A to Z by next Tuesday, March 10—just visit the “Pay” tab in A to Z to see your new rate and personalized step plan. These changes will be reflected on your March 13 paycheck. By Friday, March 20, you’ll also receive a one-time payment that includes back pay since September 28, 2025, or your last hire date.

An update on your Prime Benefit

A few weeks ago when we told you about the wage increase, we said we will apply to the Board about adding Prime membership to your benefits. After the wage decision, it's unclear whether offering Prime membership to employees needs to go through bargaining or not, so we're asking the Board to clarify. We submitted that request on February 27. We’ll update you as soon as we hear back. If you have questions, please let us know.

New Labour Board Decision

On Friday, February 13, the Labour Relations Board issued a brief decision requiring Amazon to provide the wage increases that were put in place at other sites in the node at YVR2 in late September of 2025.

The Labour Board issued its reasons for this decision on February 24. The Board determined that Amazon could continue its annual wage review despite the statutory freeze.

What Does This Mean

Amazon will provide the increases that other sites within the node received in September, which means you will be paid the wage difference from September to now. We are pleased we can now provide these increases to you.

Unifor’s Request for Mediation

We're aware of the union's announcement about applying for mediation and received official notice from the BC Labour Relations Board of this application on February 17. The Labour Relations Board has now assigned a mediator and mediation dates have been scheduled in March.

We want to address the union's claims in its announcement about the collective bargaining process. We’re fully committed to bargaining in good faith with the union, and we’re actively participating in scheduled sessions and exchanging proposals. The collective bargaining process for a first contract takes time. This is normal and shows good faith between both of us.

We continued the collective bargaining process on January 28, 29, and February 5, 6, 24, and 25. A number of things have been agreed to by both sides but a number of significant issues remain outstanding. We will continue to discuss those issues at mediation.

We continued the collective bargaining process on January 8. Although there are no major updates to share with you at this time, we'll continue to ensure you stay informed throughout the process.

We met with the union as part of the collective bargaining process on December 2, 3, and 8. While we don’t have any major updates to share just yet, we remain committed to meeting with the union and bargaining in good faith. This is an ongoing process, and we’ll continue to keep you updated as we go.

Team,

As you may have seen on A to Z or through email, we received notice that Unifor has filed a request to begin collective bargaining between Amazon and the union.

The first session is scheduled for October 30 with subsequent sessions scheduled in December, so we wanted to provide you with the basics of collective bargaining to understand the process:

• The process could take months as both sides exchange proposals.
• The bargaining process 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.

We’ll continue to keep you informed about next steps and the progress of negotiations as we learn more.

Thank you all for your continued dedication to YVR2.

Kurt E.

Site Leader

YVR2 Team,

The union recently shared communications making several false claims about Amazon's approach to the BC Labour Relations Board’s certification process. We want to ensure you have accurate information on these important topics.

On our legal position:
The union claims that "Amazon has a habit of breaking the law." This is not true. We’re committed to fully complying with the law in everything we do. We strongly disagree with Board’s decision to certify Unifor without counting your votes from the 2024 election. We have asked the BC Supreme Court to reverse the Board’s decision because we believe your voices should be heard and your votes counted.

On the wage review:
The union suggests that Amazon is illegally withholding wage increases from YVR2 to punish you. This is not true. YVR2 was not included in this year’s wage review to comply with the law, which generally prohibits an employer from changing wages or other terms or conditions of employment for up to a year from the union certification or until a collective agreement is reached, whichever comes first. Any wage adjustments for YVR2 will be subject to the collective bargaining process—this is standard labour relations practice, and something the union reminded us about in a letter they sent on July 17.

On the timeline:
The union claims that Amazon is deliberately trying to "drag out the process." This is not true. Our focus is on ensuring a fair process where your voices are heard through the votes you cast last year.

On "misinformation campaigns":
The union claims that Amazon is conducting an "ongoing misinformation campaign." We take this allegation seriously and disagree with it strongly. We are committed to providing you with factual, accurate information about the certification process and its potential impacts. We encourage you to verify information from both Amazon and the union by consulting official sources, such as the BC Labour Relations Board website (lrb.bc.ca), which provides information about labour laws and processes in British Columbia.

Our commitment to you:
Throughout this process, we remain committed to continuing to make YVR2 a great place to work. That means a safe workplace, engaging people with dignity and respect, and supporting each of you on your career journey. We appreciate hearing your concerns firsthand, want to act quickly on your feedback and continue to work together to solve Operational problems. We value the open dialogue we've maintained at YVR2 and will continue to prioritize transparent communication with you, regardless of the ongoing legal proceedings.

You’re entitled to the facts, and we remain committed to open, fact-based communication throughout this process. If you hear information that doesn't seem right or have questions, please speak with your manager, HR (PXT), or any leader—we’re here to help.

Thank you for your continued dedication to keeping each other safe and delivering for our customers.

Kurt E.
Site Leader