White-Collar Workers Are Unionizing and VW’s Playing Chess, Not Checkers: LRI Ink

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Subject: White-Collar Workers Are Unionizing and VW’s Playing Chess, Not Checkers: LRI Ink

October 16, 2025

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From Tech to Banking: Why White-Collar Professionals Are Increasingly Turning To Big Labor

by Kimberly Ricci

Long gone are the days when union membership was typically associated with blue-collar workers in the trades. These days, white collar professionals are increasingly organizing in tech settings, law firms, and museums. You also don’t have to look far to see a banking giant where workers at dozens of branches are unionizing. That employer, Wells Fargo, could even be subject to a Cemex bargaining order depending on how the NLRB, when quorum is restored, feels about a regional director’s recommendation.

As it turns out, the reasons why white-collar workers turn to third-party representation are not too different from those with blue-collar jobs:

Job Security: Particularly in our current economic climate, Big Labor aims to capitalize on white-collar workers' concerns about job security. Yet results can simply mean that unions issue sternly worded statements when companies scale back on labor costs. The reality is that unions can’t protect workers against layoffs, but they can make severance packages a bargaining point.

Work-Life Balance: As the Great RTO battle continues, look for unions to make flexible work an organizing point in many white-collar workplaces. The Alphabet Workers Union has already taken up the issue of remote work policies for Google workers. Employers who want to ward off this issue should be transparent about in-office working arrangements and flexible scheduling, where possible.

Wages and Benefits: Unions promise the moon on wages, retirement packages, and other benefits to gain a foothold in workplaces, but the realities of what unions can and cannot deliver emerge during first-contract negotiations. The often-underwhelming results tend to frustrate members who pay dues and find themselves bound to union constitutions. Workers who wish to decertify a union due to disappointing results face a complicated process with no guarantees of success.

Leaders Who Listen: For the above categories and more, what workers want most is to know that supervisors hear their concerns. White-collar employees organize when they feel that their voices don’t matter, and if employers don’t actively listen, then unions are always willing to pretend that they can “fix” concerns, regardless of the collars worn by workers.

Which unions are predominant in white collar sectors? The Office and Professional Employees International Union is a "usual suspect," but several unions that traditionally represent blue-collar workers are doing some hefty poaching:

The International Association of Machinists and Aerospace Workers has been organizing pharmacists, particularly in retail settings, including Walgreens and CVS.
The United Steelworkers have gathered up archivists, curators, technicians, and administrative workers at Carnegie Museums, the Children's Museum, The Frick Pittsburgh, and more.
The United Auto Workers have gone in hard on higher education to boost flagging membership numbers. At this point, approximately 25% of UAW members are employed by universities, most frequently as graduate assistants or researchers.
The Communication Workers of America is organizing video game employees (CODE-CWA), banking employees (Wells Fargo United-CWA), and Google workers (Alphabet Workers Union-CWA).

Additionally, the Teamsters declared that they have “embarked on an ambitious campaign to organize workers in the tech industry.” This initiative appears to be focused on transport workers for tech giants, but that won’t stop Sean O’Brien from moving on to white-collar workers in the future, too.

Blog Post

For Those In Healthcare: Our Partners At HR Acuity Just Dropped A Great New Resource!

by Michael VanDervort

Healthcare employee relations teams have been asking for sector-specific data — and the Large Healthcare & Hospital Systems Industry Report delivers exactly that.

Pulled from HR Acuity’s Ninth Employee Relations Benchmark Study, this report takes a focused look at how ER teams in healthcare:

✅ Balance limited resources
✅ Strengthen processes to safeguard workplaces
✅ Use data to anticipate and reduce risk

📘 Explore the full report: https://gag.gl/6GWhpe

As part of the empowER community offered by HR Acuity, we host a private group for labor relations practitioners — a safe space to network, share ideas, and exchange real-world strategies.

It’s free to join, and it’s where some of the best conversations in employee and labor relations are happening right now.

👉 https://empower-er.org/

Join empowER

Volkswagen’s “Final Offer” to the UAW: An Adroit Maneuver

by Michael VanDervort

After nearly a year of bargaining, Volkswagen has dropped what it calls its “last, best, and final offer” for UAW-represented workers at its Chattanooga, Tennessee, plant. The proposal includes a 20 percent wage increase over four years, a $4,000 ratification bonus, and a first-ever cost-of-living allowance, according to The Tennessean.

Employees will also receive an additional $1,500 if they ratify the deal by October 31, plus an 8 percent annual attendance bonus. The company added more paid time off, reduced health care premiums, and implemented a profit-sharing program based on performance benchmarks.

It sounds like a generous package. But in the world of first contracts, the numbers rarely tell the whole story.

The Bigger Picture

Volkswagen’s decision to publish the full text of its proposal was not just an act of transparency. It was a move straight out of the labor relations playbook. By putting everything out in the open, the company shifted the power dynamic and the pressure squarely onto the union.

“We want employees to see for themselves what’s on the table,” a Volkswagen spokesperson told Local 3 News. On the surface, that sounds like openness. In practice, it forces the UAW to make its case in public, defending not just what it wants but why it’s holding out.

The union has not yet scheduled a ratification vote and is preparing to file unfair labor practice charges alleging that Volkswagen made unilateral changes without bargaining, according to NewsChannel 9.

A Classic First-Contract Tightrope

For the UAW, this moment is about more than wages. It’s about credibility.

First contracts are notoriously hard to win. Nearly half of newly organized units never reach one, often because internal support fades before any tangible progress is made. At Chattanooga, the stakes are amplified. This is the UAW’s flagship Southern success story, and the outcome will either prove or puncture the union’s claim that it can deliver in the region.

If the UAW pushes too hard, it risks alienating members who see the current offer as a strong deal. If it settles too quickly, it risks criticism from the inside and across the broader labor movement for setting a weak precedent.

It’s a lose-lose calculus that every labor relations professional recognizes; you can’t win the long game if you lose your credibility in the first one.

Volkswagen’s Strategic Messaging

Volkswagen’s public release of the offer did more than invite scrutiny; it reframed the entire conversation. The company’s narrative is clean and straightforward: We’ve done our part. Now it’s up to them.

As Local 3 News reported, some earlier provisions, such as random drug testing and on-site childcare, were withdrawn before the final version went live. That kind of adjustment is standard bargaining maneuvering, but publishing the deal takes it one step further. It turns every worker and the public into an audience for the process.

That transparency can be powerful. It can also be performative. In either case, it’s a smart communications strategy.

The Risks Lurking Beneath the Surface

Public optics: The UAW now must sell its strategy in real time, with the company controlling the narrative.
Internal unity: Newly organized groups tend to fracture quickly when early expectations aren’t met.
Legal complications: ULP filings can delay ratification and cloud the union’s message.
Decertification pressure: If workers grow disillusioned, they could seek to vote the union out after one year, a real risk in right-to-work Tennessee.
National precedent: A shaky or failed first contract in Chattanooga would hurt the UAW’s momentum at other non-union automakers across the South.

Lessons for Labor and HR Leaders

For employers and HR teams, the Chattanooga situation serves as a case study in how effective communication, timing, and expectation management can shape bargaining outcomes as much as financial considerations do.

Transparency can be a tool. Sharing proposals directly with employees builds credibility and puts pressure on the union to respond with facts instead of rhetoric.
First contracts are all psychology. The longer the bargaining takes, the more fragile employee support for the union becomes.
Anticipate parallel battles. Legal filings, press coverage, and internal messaging wars all unfold at once.

Be ready for all outcomes. Whether this ends in ratification, delay, or decertification, the impact will ripple far beyond Chattanooga for both sides.

Blog Post

The NLRB's Website Is Down, But We Have The Data You Need

by Kimberly Ricci

In case you missed it when we posted about the government shutdown, we have the data that you might be looking for while the NLRB is closed.

Currently, the Board's website is completely down for both new and old cases. However, our LRIRightNow databases can provide historical data for any union petitions, elections, contracts, strikes, and ULP charges that you'd like to research.

Want to look up geographical data on union activity or delve into our featured libraries and custom services? We've got you covered there, too.

New cases will not be available in our databases until the government shutdown ends, but we will get them updated once that happens.

Blog Post

What We Took Away from CUE Fall 2025

by Michael VanDervort

The CUE Fall Conference in Indianapolis brought together some of the brightest minds in HR and labor relations. Over the course of three days of sessions, panels, and late-night conversations, one message became clear: the best organizations do not wait for problems to appear before they begin learning.

Here are the top two lessons that stuck with the LRI team members who attended, along with a few additional nuggets we believe are worth sharing.

1. Learn From the Losses Before They Learn From You

"I loved the presentation on learning from a campaign loss." — Phil Wilson

The presentation on campaign losses was a standout for all of us. It was a rare, honest look at how experienced teams can miss signals in the heat of a campaign. Her willingness to share mistakes made the lessons hit even harder.

The session underscored that reflection is a strategic tool, not an exercise in blame. Every missed opportunity or poor communication choice is a data point for future success. One key point stuck with several of us: even the clothing choices of a Rapid Response Team member matter. Small details, such as how someone dresses when they walk into a site, can impact credibility and trust.

The big takeaway: a campaign loss is not a failure unless you fail to learn from it.

2. Build Response Muscle During Peacetime

“The presentation on Rapid Response Teams was gold, especially using them during peacetime." — Phil Wilson

The sessions on Rapid Response Teams were among the most practical at the conference. The best organizations are not reactive. They build readiness long before a crisis hits.

The advice was clear: train, test, and simulate during calm periods so your people know how to respond when the real stress begins. That preparation builds both skill and confidence.

It is also essential to remember that words matter as much as actions. If every manager tells a different story, credibility goes out the window. Teams that practice consistent messaging before the pressure starts are the ones that perform best when the stakes are high.

Other Nuggets Worth Keeping

AI is a Force Multiplier

Terri Ley summed it up perfectly:

"AI is not going away. It’s way smarter than me, and we all need to jump on board or be sorry later."

AI is changing how organizations train, monitor, and communicate. The sessions emphasized starting small and focusing on practical applications. Utilize AI to enhance scenario planning, detect early warning signs, and improve communication efficiency. The warning was clear too: unions are experimenting with these tools just as aggressively as employers. The time to learn how to use AI responsibly is now.

Gen Z Changes the Game

Michael’s favorite discussion focused on Gen Z in the workplace. The message was direct: this generation is not difficult, but they are wired differently. They expect honesty, prompt feedback, and genuine communication. Corporate jargon and slow responses are instant credibility killers. If your culture is not visible through daily behavior, your words will not matter.

Hands-On Bargaining Works

Ted Glesener pointed to the collective bargaining simulation as a highlight. The exercise proved that effective bargaining starts long before you sit at the table. Preparation, discipline, and patience create leverage. Practicing realistic scenarios helps teams manage tone, pace, and language under pressure. Every word matters in a negotiation, and the simulation made that point unforgettable.

ERGs Need Structure to Survive

Phil’s ERG discussion with Maceo Owens reinforced something we see every day in the field. Employee Resource Groups can be a major driver of engagement and retention, but only if they are built with structure and accountability. ERGs need clear charters, executive sponsors, compliance guardrails, and measurable goals. Done right, they foster a strong culture and sense of belonging across the organization.

Final Thoughts

CUE 2025 reminded all of us that preparation and self-awareness are the real differentiators in labor relations. The best leaders are not the ones who simply react to a union campaign or try to out-maneuver organizers. They are the ones who build the kind of culture where employees feel heard, respected, and valued long before a petition ever shows up.

The conversations at CUE this year reinforced that proactive labor relations are really about creating trust and consistency. Yes, preparation matters, but it should start with the daily work of building credibility with your people. When communication is open, accountability is genuine, and leadership demonstrates integrity, organizing efforts rarely gain traction in the first place.

Learn, don’t react. Prepare, don’t panic. But most of all, lead in a way that earns trust before you ever have to defend it.

See you at the next CUE conference.

Blog Post

Friday Five: Unions Under Scrutiny, RTO Stumbling Blocks, And Hawley In The Headlines

by Kimberly Ricci

It’s Friday, and we have five labor-related stories that you might not have heard yet:

⚙️🧰 American skepticism of unions is running high:

The U.S. Chamber of Commerce released a new survey that caught the eye of our own Phil Wilson for good reason. Overall, the 1000 respondents, all registered American voters, weren’t thrilled about lawmakers partnering up with union leaders to push agendas that claim to be “pro worker” but really end up favoring Big Labor.

The respondents also believe that unions should disclose more about their finances and be transparent about “salts” who seek employment for the sole purpose of unionizing a workplace. Additionally, they don’t approve of legislation that would mandate shortened periods for union campaigns or similarly interfere with collective bargaining process.

Finally, these respondents want more clarity on exactly how union leaders maneuver, and why some lawmakers aren’t asking more questions.

🌐🩺🧬 The tangled web of Visa H-1B fees:

President Trump’s executive order (EO) on $100,000 H-1B visa fees will keep reverberating, and employers are trying to feel out how much they can afford. One chip powerhouse, at least, has decided to foot the bill, even if it costs $147 million. That figure surfaced from Business Insider's viewing of a memo from CEO Jensen Huang, who appears to see these fees as a cost of keeping AI in business.

The healthcare industry, however, is pushing back hard. In the Northern District of California, a lawsuit from varying plaintiffs reveals that nursing recruitment firms won’t be able to fill vacant positions in specialties like pediatrics and oncology at a cost of $100K per nurse. Schools and churches are adding their voices to that same chorus.

Meanwhile, the SEIU-affiliated Committee of Interns and Residents is warning that the EO will increase existing doctor-in-training shortages unless the White House follows through with a physician exemption.

🏛️ Another big week for Josh Hawley:

Somehow, Sen. Bernie Sanders isn’t the biggest (attempted) “mover and shaker” on the Senate HELP Committee right now. On Wednesday, GOP Sen. Josh Hawley kicked off a hearing by singling out his now-collaborator, who happens to be the Teamsters international president: "I'm glad that Sean O'Brien is here today...."

If you guessed that mutual backscratching went down, you would be correct. The pair sang praises for their brainchild, the Faster Contracts Labor Act, and of course Hawley allowed O’Brien to take the Big Labor ball and run with it. This included paying lip service to the Teamsters vs. UPS.

And on Thursday, the Senate HELP Committee voted to advance Board nominee James Murphy along with General Counsel nominee Crystal Carey. They’ll both proceed to a full Senate vote for confirmation, but Scott Mayer has been sidelined for the moment. Mayer currently acts as Boeing's chief labor counsel, and since Hawley previously grilled Mayer over the St. Louis strike, the senator from Missouri likely counts that sidelining as a win.

🚚🪧 Meanwhile, Shawn Fain is looking elsewhere:

In contrast to Sean O’Brien, UAW President Fain reached a slightly more covert audience by delivering remarks to a webinar from the Rutgers School of Management and Labor Relations. During his address, Fain reflected upon his appreciation of--wait for it--1992 Reform Party presidential candidate Ross Perot for his anti-NAFTA position.

This was Fain’s roundabout way of pointing out how people shouldn’t be surprised to see union members turning toward Trump, and increasingly away from the Democratic party. And that led to Fain advocating for the creation of an independent political program that he feels would be better suited for Big Labor’s future. Stay tuned for whatever that might be.

🚗🏙️ More bumps in the RTO road:

We recently discussed what workers really want from the Great RTO Push, but clearly, no one-size-fits-all guidelines will apply to every company.

To that end, multiple Fortune 500 companies are finding that enforcing RTO policies is easier said than done. CNBC reported on a survey indicating that many managers don’t have the bandwidth to closely track direct reports’ comings and goings, which has brought the term “coffee badging” into the lexicon. That is, some workers allegedly show up for coffee conversations and leave, which certainly complicates RTO if true.

The takeaway here is that the RTO issue will likely remain in the headlines as companies and their workers adapt. Recently, Google made the news for placing additional restrictions on their “Work From Anywhere” policy, but they’re still allowing hybrid workers to WFH twice per week.

Blog Post

Stories You May Have Missed:

Podcast NLRB Edge: Interview With Former NLRB Chairman Marvin Kaplan

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Workers Nationwide Urge Trump NLRB to End Policies Trapping Them Under Union Power

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Is California's most politically aggressive labor union finally playing defense?

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Ford temporarily pauses SUV production at Kentucky Truck Plant

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Right to Work Foundation Urges Ninth Circuit to Reject CA Law Granting Union Bosses Massive Power Over Cannabis Industry Workers

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About Labor Relations INK

Labor Relations INK is published weekly and is edited by LRI Consulting Services, Inc. Feel free to pass this newsletter on to anyone you think might enjoy it. New subscribers can sign up by visiting here.

If you use content from this newsletter, please attribute it to LRI Consulting Services, Inc. and include our website: http://www.LRIonline.com

Contributing editors for this issue: Greg Kittinger, Michael VanDervort, and Kimberly Ricci.

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About LRI Consulting Services, Inc.

LRI Consulting Services, Inc. exists to help our clients thrive and become extraordinary workplaces. We improve the lives of working people by strengthening relationships with their leaders and each other. For over 40 years, LRI Consulting Services, Inc. has led the labor and employee relations industry, driven by our core values and our proven process, the LRI Way.

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Subject: White-Collar Workers Are Unionizing and VW’s Playing Chess, Not Checkers: LRI Ink