Mixed Labor Relations Bag for Apple Lately

Apple has had mixed results with labor relations recently. A union drive at an Apple store in Short Hills, N.J., failed, with employees voting 57-41 against unionizing. However, a strike was authorized at an Apple store in Towson, Md., and the company lost a case before the National Labor Relations Board (NLRB) that involved union activity at a New York City store. We’ve gathered articles on the news from SHRM Online and other outlets.

Union Cries Foul

The Communications Workers of America (CWA) labor union, which organized the bid in New Jersey, blamed alleged illegal anti-union efforts for the organizing defeat. The CWA filed complaints with the NLRB alleging that Apple took retaliatory actions against Short Hills organizers. Apple did not respond to a request for comment. In a statement last month responding to a petition to hold the election at the Short Hills store, the company said it provided “top-tier” pay and benefits to its retail workers.

(NorthJersey.com and Reuters)

Workers Authorize Strike at Maryland Store

Workers at a unionized Apple store in Towson, Md., have authorized a strike against the company. The workers are seeking changes in what they call “unpredictable” scheduling practices and wages that don’t align with the local cost of living.

“We deeply value our team members, and we’re proud to provide them with industry-leading compensation and exceptional benefits,” Apple said in a statement. “As always, we will engage with the union representing our team in Towson respectfully and in good faith.”

(The Associated Press and New Jersey 101.5)

Recent NLRB Decision

The NLRB recently ruled that Apple's World Trade Center retail store in New York City unlawfully asked an employee whether he supported a union campaign. The board said the manager’s questioning of the worker, who had raised concerns about pay at a group meeting, amounted to unlawful interrogation. It also ruled that Apple illegally barred workers at that store from distributing union flyers. Apple, which has denied wrongdoing, did not immediately respond to a request for comment.

(Reuters)

Prohibited and Permitted Activity

Employers have limits under the National Labor Relations Act regarding what they can say about unions, as well as certain rights. In addition to not being able to engage in threats, employers can’t interrogate workers, make promises about improvements if a union is kept out, or engage in surveillance over unionization. But managers can share facts and opinions and give specific examples of situations that involve union organizing and contract negotiations.

(SHRM Online)