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Workers’ resolve drives increase in unionization in 2025
​By Celine McNicholas, Margaret Poydock, and Heidi Shierholz • February 18, 2026

​Several companies in the U.S. are currently experiencing union organization efforts. Here are a few notable examples:

1. Amazon: Workers at various Amazon warehouses have been organizing for better working conditions and pay[1].
2. Starbucks: Employees at numerous Starbucks locations across the country have been pushing for union representation[1].
3. Apple: Retail employees at some Apple stores have been organizing for improved wages and working conditions[1].
4. Google: Workers at Google, particularly those in the Alphabet Workers Union, have been advocating for better labor practices[1].
5. Tesla: Employees at Tesla's factories have been making efforts to unionize for better safety standards and wages[1].

These efforts reflect a broader trend of workers seeking to improve their working conditions and benefits through unionization. 

References
[1] List of labor unions in the United States - Wikipedia

The cost of living calculation for union contracts in the U.S. typically involves several factors to ensure fair compensation adjustments. Here are some key components:

1. Consumer Price Index (CPI): This is a primary measure used to track changes in the cost of living. The CPI reflects the average change over time in the prices paid by urban consumers for a market basket of consumer goods and services.
   
2. Regional Variations: Cost of living can vary significantly across different regions. Union contracts often take into account local CPI data to adjust wages accordingly.
   
3. Housing Costs: This includes rent or mortgage payments, property taxes, and utilities. Housing is a major component of the cost of living.
   
4. Healthcare Costs: Medical expenses, insurance premiums, and out-of-pocket costs are considered.
   
5. Transportation Costs: This includes expenses related to commuting, vehicle maintenance, fuel, and public transportation.
   
6. Food and Groceries: The cost of food and groceries is another essential factor.
   
7. Education and Childcare: Costs associated with schooling and childcare services are also included.
   
8. Miscellaneous Expenses: Other costs such as clothing, entertainment, and personal care are factored in.
   

Union contracts often include clauses for Cost of Living Adjustments (COLA), which are periodic increases in wages to offset inflation and maintain purchasing power.

​According to the latest data from the U.S. Department of Labor, the median weekly earnings of full-time wage and salary workers in 2024 were $1,159[1]. Here are some additional details:

• By Gender: Men had median weekly earnings of $1,261, while women earned $1,043[1].
• By Occupation: Management, professional, and related occupations had the highest median weekly earnings at $1,582[1].
• By Sector: Public-sector workers generally earned more than their private-sector counterparts[1].

If you need more specific data or further breakdowns, feel free to ask!

References
[1] Median weekly earnings of full‐time wage and salary workers by detailed ...
[2] Usual Weekly Earnings of Wage and Salary Workers
[3] Table 1. Median usual weekly earnings of full-time wage and salary ...

Cost-of-living adjustments (COLA) used to be quite common in union contracts. In 1976, about 61% of union contracts included COLA provisions[1]. However, this percentage has significantly decreased over the years. By 1995, only 22% of union contracts had COLA provisions[1].
Recently, there has been a renewed interest in COLA clauses due to rising inflation, with some unions pushing to reinstate them[1][2].


References
[1] Why UAW autoworkers on strike want a COLA clause back in the contract
[2] Contract Negotiations: Unions Must Address Cost-of-Living Adjustments
[3] Cost of Living Adjustment Contract Language Considerations and Examples

​In 2024, approximately 20% of union contracts included cost-of-living adjustments (COLA) provisions[1]. This reflects a slight increase from previous years, likely due to rising inflation and renewed interest in protecting workers' purchasing power[1][2].
​
Would you like to know more about how COLA works or its impact on wages?

References
[1] 16 million workers were unionized in 2024: Millions more want to join ...
[2] Union Members Summary - 2024 A01 Results - U.S. Bureau of Labor Statistics
[3] Employment Cost Index Summary - 2024 Q04 Results - U.S. Bureau of Labor ...

Here are the average costs per hour of union wages for 2014 and 2024:
2014:

• The average cost per hour for union workers was $31.32[1]. This includes wages and salaries averaging $21.72 per hour and benefits averaging $9.60 per hour[1].

2024:

• The average cost per hour for union workers was $46.84[2]. This includes wages and salaries averaging $32.25 per hour and benefits averaging $14.59 per hour[2].

The increase in costs reflects both higher wages and benefits over the decade. If you need more detailed information or further breakdowns, feel free to ask!

References
[1] Employer costs for union workers averaged $46.50 per hour worked in ...
[2] Employer Costs for Employee Compensation Summary - 2024 Q03 Results
[3] Employer costs for employee compensation, March 2014
[4] Attachment II: 2014 Average Hourly Wage Rates 2014 Average Hourly Wage ...
[5] Compensation costs for private industry workers averaged $44.40 per ...
[6] Employer Costs for Employee Compensation - June 2024 - U.S. Bureau of ...

​Unions play a significant role in promoting diversity and inclusion in the workplace. Here are some key ways they handle this:

1. Collective Bargaining: Unions can negotiate contracts that include specific language and measures to promote diversity and inclusion. This can involve setting targets for hiring underrepresented groups and ensuring fair treatment for all employees[1].
   
2. Oversight and Accountability: Unions often oversee the implementation of diversity initiatives within the workplace. They can monitor hiring practices and ensure that companies adhere to agreed-upon diversity goals[1].
   
3. Internal Diversity: Many unions work to increase diversity within their own ranks. For example, the AFL-CIO has implemented measures to audit and improve diversity within its organization[2]. This internal focus helps unions better represent the diverse workforce they aim to support.
   
4. Support and Advocacy: Unions advocate for policies that promote equal opportunities and fight against discrimination. They provide support to members who face discrimination and work to create an inclusive environment for all workers[2].
   
5. Training and Education: Unions often provide training programs to educate members about diversity and inclusion. These programs can help raise awareness and promote a more inclusive workplace culture[3].
   

By taking these steps, unions help create more equitable and inclusive workplaces, benefiting both employees and employers.
Is there a specific aspect of workplace diversity you're interested in learning more about?

References
[1] 4 Unions Pushing for More Diverse and Inclusive Workplaces - UnionTrack®
[2] Unions Must Promote Diversity and Inclusion to Maintain Solidarity
[3] How Collective Bargaining Agreements Encourage Workplace Diversity

Several unions have successfully incorporated diversity and inclusion measures into their contracts. Here are a few examples:

1. International Brotherhood of Electrical Workers (IBEW): IBEW Local 103 in Boston has been proactive in promoting diversity through its apprenticeship programs. They have included specific language in their contracts to ensure diversity in hiring practices and have run campaigns to recruit more women and people of color[1].
   
2. Service Employees International Union (SEIU): SEIU has been a strong advocate for diversity and inclusion. They have negotiated contracts that include provisions for equal opportunity hiring and anti-discrimination policies[2].
   
3. American Federation of Teachers (AFT): AFT has worked to include diversity and inclusion clauses in their contracts, focusing on equitable hiring practices and support for underrepresented groups within the education sector[2].
   
4. United Auto Workers (UAW): UAW has also made strides in promoting diversity within the automotive industry. Their contracts often include language that supports diversity initiatives and ensures fair treatment for all employees[2].
   

These unions demonstrate how collective bargaining can be a powerful tool for promoting diversity and inclusion in the workplace.
References
[1] 4 Unions Pushing for More Diverse and Inclusive Workplaces - UnionTrack®
[2] How Collective Bargaining Agreements Encourage Workplace Diversity
[3] Unions Must Promote Diversity and Inclusion to Maintain Solidarity

Unions have a nuanced view of the use of artificial intelligence (AI) in the hiring process. Here are some key perspectives:

1. Transparency and Fairness: Unions advocate for transparency in how AI tools are used in hiring. They emphasize the need for clear guidelines to ensure that AI does not perpetuate biases or discriminate against certain groups[1].
2. Job Security: There is concern that AI could lead to job displacement. Unions are pushing for safeguards to protect workers from being unfairly replaced by AI technologies[2].
3. Worker Involvement: Unions believe that workers should have a say in how AI is implemented in the workplace. They argue that collective bargaining can help ensure AI tools are used in ways that benefit workers, such as improving productivity without compromising job quality[1].
4. Regulation and Oversight: Unions support regulatory measures to oversee the use of AI in hiring. They advocate for policies that prevent the misuse of AI, such as using it for anti-union purposes or invasive surveillance[2].
5. Training and Adaptation: Unions also emphasize the importance of training programs to help workers adapt to new technologies. They argue that employers should invest in upskilling their workforce to ensure that employees can work alongside AI tools effectively[1].

Overall, while unions recognize the potential benefits of AI, they stress the importance of implementing it in a way that is fair, transparent, and beneficial to workers.

​Is there a specific aspect of AI in hiring that you're particularly interested in?  Ask Professor John

References
[1] Unions Give Workers a Voice Over How AI Affects Their Jobs
[2] Belaboring the Algorithm: Artificial Intelligence and Labor Unions
[3] How AI and Intelligent Data Transformed a Major Labor Union

Several unions have expressed opposition to the use of AI in the hiring process due to concerns about fairness, transparency, and job security. Here are a few notable examples:

1. Service Employees International Union (SEIU): SEIU has raised concerns about AI potentially perpetuating biases and discrimination in hiring. They advocate for transparency and strict regulations to ensure AI tools are used fairly[1].
2. American Federation of Labor and Congress of Industrial Organizations (AFL-CIO): The AFL-CIO has been vocal about the risks of AI in hiring, particularly regarding job displacement and the lack of accountability in AI decision-making processes[2].
3. Communication Workers of America (CWA): CWA has opposed the use of AI in hiring due to concerns about surveillance and the potential for AI to be used in anti-union activities[2].
4. United Food and Commercial Workers (UFCW): UFCW has highlighted the need for regulations to prevent AI from being used to unfairly screen out candidates and to ensure that AI tools do not undermine workers' rights[3].

These unions emphasize the importance of involving workers in decisions about AI implementation and ensuring that AI tools are used in ways that promote fairness and equity.
​
Is there a specific concern about AI in hiring that you would like to explore further? Ask Professor John

References
[1] Unions Give Workers a Voice Over How AI Affects Their Jobs
[2] Belaboring the Algorithm: Artificial Intelligence and Labor Unions
[3] How labor unions are putting checks on AI - POLITICO

Union contract negotiations often face challenges that lead to mediation or arbitration. According to the Federal Mediation and Conciliation Service (FMCS), a significant portion of collective bargaining disputes require mediation, though exact percentages can vary widely depending on the industry and specific circumstances[1].
In general, it's estimated that around 10-15% of union contract negotiations end up in arbitration[2]. This figure can fluctuate based on factors such as economic conditions, the nature of the disputes, and the effectiveness of initial negotiation efforts.
Are you interested in a specific industry or type of union contract negotiation?

References
[1] Collective Bargaining Mediation - Federal Mediation and Conciliation ...
[2] Union Arbitration Wins in Firing Disputes Hit 10-Year High (1)
[3] U.S. Postal Service Labor Negotiations Fact Sheet - About.usps.com
[4] https://bing.com/search?q=
[5] https://alra.org/member-agencies/

The percentage of union contract negotiations that result in a strike can vary significantly depending on the industry, economic conditions, and the specific issues at stake. Generally, it's estimated that less than 2% of union contract negotiations end in a strike[1][2].
Strikes are often considered a last resort after other methods, such as mediation and arbitration, have failed to resolve the disputes.
Is there a particular industry or recent strike you're interested in learning more about?

References
[1] IAM District 751
[2] Costco Teamsters Overwhelmingly Vote to Authorize Strike
[3] Boeing union workers reject contract; 96% vote to strike

​The COVID-19 pandemic led to significant revisions in union contracts across various industries. Here are some key areas where changes were commonly made:

1. Health and Safety Protocols: Enhanced measures such as temperature checks, self-reporting of symptoms, and improved cleaning protocols were implemented[1].
2. Remote Work and Telecommuting: Many contracts were updated to include provisions for telework and flexible working hours[1].
3. Leave Policies: Adjustments to sick leave, personal leave, and pay policies were made to accommodate the impact of the pandemic[1].
4. Staffing and Workforce Management: Changes in work assignments, shift timings, and furlough arrangements were negotiated to address fluctuating demands and employee absences[1].
5. Economic Adjustments: Negotiations often included discussions on wage adjustments, benefits, and other economic factors to help businesses cope with financial challenges[2].

These revisions were essential to ensure the continued viability of businesses while protecting the health and safety of employees.
​
References
[1] Unionized Employers and COVID-19 Issues - National Law Review
[2] Collective Bargaining in the Aftermath of COVID-19

​
Several court cases have significantly impacted the union-employer arbitration process. Here are a few notable ones:

1. DelCostello v. International Brotherhood of Teamsters (1983): This case established that the six-month statute of limitations for filing unfair labor practice charges under the National Labor Relations Act also applies to hybrid lawsuits against employers for breach of collective bargaining agreements and against unions for breach of the duty of fair representation[1].
2. Epic Systems Corp. v. Lewis (2018): The Supreme Court ruled that employers can enforce arbitration agreements that require employees to waive their rights to participate in class-action lawsuits. This decision has had a profound impact on the arbitration process, making individual arbitration more common[2].
3. United Parcel Service, Inc., 369 NLRB No. 1 (2019): The National Labor Relations Board (NLRB) decision in this case returned to the post-arbitral deferral standard set forth in earlier cases, emphasizing that the Board will defer to an arbitrator’s decision if the proceedings were fair and regular, all parties agreed to be bound, the arbitrator considered the unfair labor practice issue, and the decision is not clearly repugnant to the Act[3].

These cases have shaped the landscape of arbitration between unions and employers, influencing how disputes are resolved and the rights of both parties in the arbitration process.

References
[1] DELCOSTELLO v. TEAMSTERS, 462 U.S. 151 (1983) | FindLaw - FindLaw Caselaw
[2] NLRB Decides First Mandatory Arbitration Case Following Supreme Court’s ...
[3] Notable Board Decisions - National Labor Relations Board