KNOW THE FACTS
understanding union-related issues at YVR2
Latest Updates
March 25, 2026
Legal Update: Unifor Files New Complaint Regarding YVR2Facts and Decertification
The union recently filed another complaint with the BC Labour Relations Board (BCLRB) that we think is meritless. They’re claiming that it’s wrong for us to try and share facts with you like we’ve been doing through this website, and that we’re involved in a decertification effort, which we’re not. And they’re asking the Board to restrict you from being able to exercise your rights and decide whether or not you want to decertify for an additional year beyond what the law now provides.
The truth is that whether or not you’re represented by a union should be entirely your choice. We respect the rights of employees who support the union, and we equally respect the rights of those who don’t wish to be represented.
We created YVR2Facts.ca to provide information about the collective bargaining process and updates on negotiations. We disagree with the union’s claim that providing you with factual updates is illegal, and we will defend our right to communicate openly with you.
We’ll respond to these claims through the legal process. Our focus remains on your safety, supporting each of you, and delivering our best for customers.
We’ll continue to keep you updated.
March 6, 2026
An update on your Pay
Good news! Your new pay rate will be visible in A to Z by next Tuesday, March 10—just visit the “Pay” tab in A to Z to see your new rate and personalized step plan. These changes will be reflected on your March 13 paycheck. By Friday, March 20, you’ll also receive a one-time payment that includes back pay since September 28, 2025, or your last hire date.
March 4, 2026
An update on your Prime Benefit
A few weeks ago when we told you about the wage increase, we said we will apply to the Board about adding Prime membership to your benefits. After the wage decision, it's unclear whether offering Prime membership to employees needs to go through bargaining or not, so we're asking the Board to clarify. We submitted that request on February 27. We’ll update you as soon as we hear back. If you have questions, please let us know.
February 17, 2026
New Labour Board Decision
On Friday, February 13, the Labour Relations Board issued a brief decision requiring Amazon to provide the wage increases that were put in place at other sites in the node at YVR2 in late September of 2025.
The Labour Board issued its reasons for this decision on February 24. The Board determined that Amazon could continue its annual wage review despite the statutory freeze.
What Does This Mean
Amazon will provide the increases that other sites within the node received in September, which means you will be paid the wage difference from September to now. We are pleased we can now provide these increases to you.
Unifor’s Request for Mediation
We're aware of the union's announcement about applying for mediation and received official notice from the BC Labour Relations Board of this application on February 17. The Labour Relations Board has now assigned a mediator and mediation dates have been scheduled in March.
We want to address the union's claims in its announcement about the collective bargaining process. We’re fully committed to bargaining in good faith with the union, and we’re actively participating in scheduled sessions and exchanging proposals. The collective bargaining process for a first contract takes time. This is normal and shows good faith between both of us.
Video message from Kurt and Suresh.
October 31, 2025
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Latest Updates
October 31, 2025
See the latest video message from Kurt and Suresh.
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Latest Updates
October 31, 2025
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October 31, 2025
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WHAT DOES IT MEAN TO BE REPRESENTED BY A UNION?
When you are represented by a union, the union is certified as your exclusive bargaining agent. The union represents you and your coworkers in the bargaining unit in negotiating the terms of your employment.
For more information on collective bargaining, visit: https://www.lrb.bc.ca/collective-bargaining.
Frequently Asked Questions
Have questions? You can speak to any manager or member of PXT at any time. We’ve also posted answers to frequently asked questions below.
FAQs on Latest Updates
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Unifor has applied for first collective agreement mediation. A mediator has been assigned by the Labour Relations Board and mediation dates have been scheduled in March.
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The union filed an unfair labour practice (ULP) complaint with the BC Labour Relations Board. They’re claiming that it’s wrong for us to try and share facts with you like we’ve been doing through the website, YVR2Facts, and that we’re involved in a decertification effort, which we’re not.
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The union is claiming that it’s wrong for us to try and share facts with you like we’ve been doing through the website, and that we’re involved in a decertification effort, which we’re not.
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The union is asking the BC Labour Board for a few things, including requesting the Board to restrict you from being able to exercise your rights and decide whether or not you want to decertify for an additional year beyond what the law now provides and to fine Amazon $400,000 for “loss of the union’s reputation.” The case will be assigned to someone at the BCLRB who will review the allegations. We'll respond through the legal process.
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Mediation is when a neutral third party sits down with both sides to help move negotiations forward. It
occurs when either party applies to the labour board requesting a mediator’s involvement between Amazon and Unifor negotiations. It can be a normal part of the bargaining process, especially for first contracts. -
Your new pay rate will be visible in A to Z by Tuesday, March 10. Some of you may see your new rates as soon as Friday, March 6. If you have questions about your specific rate, talk to me or any HR leader.
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The back pay amount will vary depending on your pay rate and hours worked since September 28, 2025, or your last hire date. You'll see the full amount by Friday, March 20, when the one-time payment is processed.
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Yes, like all wages, your back pay is subject to regular payroll taxes and deductions.
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Your 2025 T4 will not change. Your 2026 T4 will reflect this change.
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If you receive over $3,000 in retroactive pay, you'll receive a T1198 form. You can use this form when filing your taxes to see if you qualify for tax relief on the retroactive payment.
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We understood that the statutory freeze—a legal requirement under BC labour law following union certification—prevented us from applying pay changes to YVR2. The wording of the Labour Code clearly states we could not increase or decrease wages following certification without agreement from the union or permission by the board. The Labour Board decided that this one increase was permitted, even though the Labour Code says the opposite. We’re glad to have that decision because it means you'll get what you otherwise would have received in September, and we now plan to increase your wages to be in line with our other sites.
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The wording of the Labour Code clearly states we could not increase or decrease wages following
certification without agreement from the union or permission by the board. The Labour Board decided that this one increase was permitted, even though the Labour Code says the opposite. -
We’re fully committed to bargaining in good faith with the union, and we’re actively participating in
scheduled sessions and exchanging proposals. The collective bargaining process for a first contract takes time. This is normal and shows good faith between both of us. -
No. This BCLRB decision is specific to the 2025 annual wage review increase. Other terms, including future wages and conditions of employment, remain subject to the collective bargaining process, and we continue to engage in good faith negotiations with the union.
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In September, we did not increase pay for this site because labour law in BC generally prohibits changes to things like wages unless we have finished bargaining with the union. However, the BC Labour Relations board issued a new decision. This means you’ll receive the same increase that other sites got in September. We’re glad to have that decision because it means you’ll get what you otherwise would’ve received in September, and we now plan to increase your wages to be in line with our other sites.
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The Labour Relations Board decision only addressed the 2025 annual wage review. After the wage decision, it's unclear whether Prime needs to go through bargaining or not, so we’ve asked the Board to confirm Amazon is permitted to provide Prime membership to YVR2. We submitted our request on February 27 and await a response from the Board. We're working through all of this as fast as we can and will follow up soon with more information.
FAQs on the Unionization Process
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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.
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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.
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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.
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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.
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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.
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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 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.
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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.
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No. Amazon must negotiate in good faith but does not have to agree to any of the union’s proposals.
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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.
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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.
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Due to a legal "statutory freeze," Amazon may not change associates' conditions of employment during this period. Any changes are now subject to the give and take bargaining process.
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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.
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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.
helpful resources
The British Columbia Labour Relations Board (BCLRB) provides several resources to help you understand unions and how they work. To learn more, click the links below.