First Bargaining Session 11/3/22 & 11/4/22 Hadley, MA
Our bargaining committee just spent two days in negotiations with Trader Joe’s. Here’s an update.
We accepted all bargaining dates offered by Trader Joe’s, and were prepared to begin bargaining on the first date offered: October 31st. However, at the last minute the company communicated that they would not be ready to bargain until November 3rd, which we accepted.
Getting to the table was a financial challenge for many crew members, but we did it, even though some of bargaining committee members had to sacrifice wages to attend, and crew from MN flew to MA *on their own dime* to participate.
Some of our bargaining committee members wanted to attend, but could not afford to miss work. To make negotiations more accessible for all crew, we proposed the bargaining committee members be paid to bargain, something known as “paid release”.
After Trader Joe’s rejected our proposal for paid release, we proposed that future meeting times be outside of work hours. For us, that’s midnight to four am, during the small part of the day where none of us are working.
Negotiations outside of work hours were refused by Trader Joe’s reps, who were only willing to bargain during “normal” 9-5 work hours. Normal for whom, we’d like to know? Day in and day out, we are taking in trucks at 4:30 AM and stocking shelves until 11 PM.
We also proposed joint bargaining–that we bargain one contract to cover both stores–and hybrid bargaining, so that crew members could participate on Zoom instead of flying constantly, which we can’t afford. We are stronger together and intend to bargain together. #thecrewunited
The company rejected these proposals, claiming that our stores are “too different” to be covered by the same contract, despite the fact that we have the same job, same terms of employment, and can even transfer between stores.
Nevertheless, crew members from Minneapolis and Hadley negotiated together for the entirety of our two day session and we will continue to push for joint bargaining.
On day one, we presented opening statements about why we have organized and why we want to improve our workplace. We shared thoughtful proposals: a comprehensive non-discrimination proposal. A proposal to expand reproductive and gender affirming health care. A privacy clause.
Trader Joe’s showed up empty handed. No opening statements, no proposals. The company told us that their stance is simple: they want everything to stay the same. They believe the status quo is enough for crew members.
On day two, the company brought a written proposal…for things to stay the same.The company argued that our Handbook’s policies (which can be changed/eliminated at any time) are sufficient to take care of the crew’s needs.
Although the company had previously offered bargaining dates that included November 7th and 8th, at the end of our session they refused to meet at those times. We will resume negotiations on November 21st.
It’s worth noting that on each day of bargaining, 7 or 8 crew members attended, with decades and decades of experience working for the company between us.
Trader Joe’s sent Nancy Inesta, their General Counsel of six months, and two Morgan Lewis lawyers–not a single person who has ever worked in a store, lifted a box, or helped a customer.
Additionally, we discussed the acceptance of the unilateral changes to our 401k. The company claims to not have received our acceptance of this change, despite the fact that both stores voted together to accept this change and communicated that decision.
Both parties have set aside this miscommunication and the changes will go into effect at both stores.
We are LIT UP after two days at the table, because we know that we can win what we’re willing to fight for, and we’ll keep going until we get a contract that improves the lives of the crew members at our stores, and beyond.
Oh, and one last thing: we filed unfair labor practice charges for bad faith bargaining.
