KNOW THE FACTS
understanding union-related issues at YVR2
Latest Updates
June 2, 2026
Bargaining Update: Mediator’s Report Submitted to the Labour Board
The mediator has submitted his report to the Vice Chair of the BC Labour Relations Board (BCLRB). This report contains the mediator's recommendations on how our bargaining dispute should be resolved.
The Mediator’s Recommendation
In his report, the mediator recommended that the Board resolve our remaining items through mediation-arbitration (“Med/Arb”). If the Board adopts this path, an individual acts initially as a mediator and then, if necessary, as an arbitrator. If an agreement is not reached through continued mediation, this individual would establish the terms of the collective agreement for YVR2 through arbitration.
Our Approach and Next Steps with the Board
Previously, both Amazon and the union provided their positions to the mediator. Now that this mediator's report has been filed, the process moves to the Labour Board. Both parties have the opportunity to review the report and provide a written submission directly to the Board before the Vice Chair issues a final binding decision on whether we will proceed to Med/Arb, Arbitration, or return to direct negotiations. We will be submitting our response and expect we will continue to advocate for the Board to allow us to return to direct negotiations.
Why Direct Negotiations?
As we previously shared, we requested that the mediator recommend the parties return to direct negotiations. In direct negotiations, Amazon and the union would have the opportunity to return to the table and negotiate any remaining items and resolve the bargaining process directly.
The Union's Request
The union formally requested that the Board order binding arbitration. If the Board agrees to this request, an arbitrator will establish the terms of the collective agreement for YVR2.
What Happens Next? After reviewing the mediator's report and the final submissions from both parties, the Vice Chair of the BCLRB will issue a final, binding decision outlining exactly what our next steps will be. Amazon remains committed to maintaining the flexibility that we believe serves us well, and we will continue to advocate for your right to have the final say in your workplace.
We will update you when the BCLRB issues its final decision.
Video message from Kurt and Suresh.
October 31, 2025
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Latest Updates
October 31, 2025
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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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Mediation is when a neutral third party sits down with both sides to help move negotiations forward. It
occurs when either party applies to the labour board requesting a mediator’s involvement between Amazon and Unifor negotiations. It can be a normal part of the bargaining process, especially for first contracts. -
The mediator has submitted his report to the Vice Chair of the BC Labour Relations Board (BCLRB). This report contains the mediator's recommendations on how our bargaining dispute should be resolved. In his report, the mediator recommended that the Board resolve our remaining items through mediation-arbitration (“Med/Arb”). Both Amazon and the union will have an opportunity to review it and provide a written response directly to the Board. After reviewing the mediator's report and the final responses from both parties, the Vice Chair of the BCLRB will issue a final, binding decision on our next steps. We don't have a specific timeline – we will continue to keep you updated.
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It's a two-step process. If the Board adopts this path, an individual acts initially as a mediator and then, if necessary, as an arbitrator. If an agreement is not reached through continued mediation, this individual would establish the terms of the collective agreement for YVR2 through arbitration.
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The mediator has informed us that he will not be providing recommendations on terms for settlement. As a result, potential outcomes could include board-ordered mediation sessions, arbitration, or a return to direct negotiations with the right to strike or lockout. We'll share updates as soon as we have them.
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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.