We met with the union as part of the collective bargaining process on December 2 and 3. 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.

The first collective bargaining session between the union and Amazon occurred on October 30.

During this meeting, the union presented their initial proposals. We are reviewing these proposals and will respond during future sessions as required by the collective bargaining process. As previously shared, bargaining takes time and nobody can predict how long it will take. We commit to providing factual, accurate information as this process moves forward. Please direct questions to your leader or PXT. Thank you for your continued dedication to YVR2.

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, including pay, benefits, and work rules, 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 (like pay or benefits) during this period. Any changes are now subject to the give and take bargaining process. 

Since YVR2 has been certified, the site is covered by what is called a “statutory freeze” under the Labour Code. This means it’s generally against the law for us to change wages or other terms or conditions of employment for up to a year from the certification or until a collective agreement is reached, whichever comes first. Any wage adjustments for YVR2 will be subject to the collective bargaining process.

For any specific questions regarding your wages, please speak with a member of PXT.  

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.