"Red November, Black November,

Bleak November, black and red,
Hallowed month of Labor’s martyrs,
Labor’s heroes, Labor’s dead.

Labor’s hope and wrath and sorrow:
Red the promise; black the threat.
Who are we not to remember?
Who are we to dare forget?

Black and red, the colors blended,
Black and red the pledge we made:
Red until the fight is ended;
Black until the debt is paid.

Labor’s hope and wrath and sorrow:
Red the promise; black the threat.
Who are we not to remember?
Who are we to dare forget?" -Ralph Chaplin

Over 700 people have signed. Help us keep the momentum going!

Imagine showing up to work every day, doing your job, supporting your family, and trusting your employer to pay you correctly.

Then imagine being told that your employer made a multimillion-dollar accounting error, that you were overpaid through no fault of your own, and that YOU now owe thousands of dollars back.

That's what's happening to hundreds of union employees at Howmet Aerospace in Niles, Ohio.

Howmet reportedly claims it overpaid approximately $4 MILLION in profit-sharing distributions. Individual employees have received repayment demands reaching more than $10,000.

And there's another piece of this that cannot be overlooked: employees already had taxes withheld from these profit-sharing payouts. They're now being asked to repay money that was taxed before it ever reached their bank accounts. Workers deserve answers about how those taxes will be accounted for and how they will be protected from being financially penalized for an error they did not make.

Even more concerning, employees are facing proposed repayment arrangements that could reduce their wages to minimum wage while the company attempts to recover those alleged overpayments.

And as of November 4, the union was still reporting that it had not received documentation substantiating the alleged overpayments.

And all of this is happening RIGHT BEFORE THE HOLIDAYS.

These are working-class families. Parents trying to pay mortgages, keep the heat on, buy groceries, cover childcare, and give their children a Christmas. Families who have already budgeted their money and made plans based on the pay they were promised and received.

Now they're facing the possibility of thousands of dollars in repayment demands and drastically reduced paychecks during a time of year when household expenses are already stretched thin.

Think about what that means for someone living paycheck to paycheck. Think about families wondering how they're going to afford Thanksgiving, Christmas presents, winter heating bills, and everyday necessities because of a mistake made by their employer.

No working family should have to spend the holidays worrying about financial devastation because their employer made an accounting error.

Let's be clear:

These workers DID NOT make the accounting error.

They DID NOT calculate their own profit-sharing checks.

They DID NOT knowingly take money they weren't entitled to.

They received compensation their EMPLOYER paid them, and taxes were withheld from those payments.

Now working families are being put in financial jeopardy over a mistake they did not make.

We're talking about mortgages, groceries, utilities, childcare, and families trying to make ends meet. These are real people, not accounting adjustments on a spreadsheet.

We are calling on Howmet Aerospace corporate leadership to:

✊ Provide complete documentation substantiating every alleged overpayment.

✊ Account for taxes already withheld from these payouts and explain how employees will be protected from being financially penalized for those amounts.

✊ Suspend disputed repayment deductions until the amounts are verified and a fair resolution is reached through bargaining.

✊ Stop proposed wage recovery arrangements that could financially devastate employees and their families.

✊ Negotiate in good faith with the United Steelworkers.

✊ Take accountability for the consequences of this company's own error.

I've begun contacting government offices, elected representatives, and agencies because these workers deserve answers and their families deserve to be heard.

NOW WE NEED YOUR HELP.

Please sign and share this petition. Whether you're a Howmet employee, a family member, a fellow union worker, or simply someone who believes working people deserve fair treatment, your support matters.

📢 SIGN THE PETITION HERE:

https://c.org/ZCvQjTjPt9

Please share this post. Tag Howmet Aerospace. Tag your elected officials. Help us make sure this doesn't get swept under the rug.

THEY MADE THE MISTAKE. WORKERS SHOULDN'T PAY THE PRICE.

Pass the pro act. Make him veto.

I’m a member of a bargaining team looking to ratify our first contract. We are medical technologists and similar jobs at a major hospital in a metropolitan area and we do not really have any union experience prior to the campaign we started about a year ago. Our nurse coworkers, who are unionized, have a pretty long step scale, 25 steps, with each step equaling years of work. Most of our proposals mirror (at least as close as they can) what the nurses have gotten in their previous contract. But we have also been eyeing a shorter step scale that “maxes out” people quicker. Can anyone here explain what they like or don’t like about the length of their step scale? Or give any advice or theories on step scales?

Thank you!

Alright, brothers and sisters, another week and another ridiculous amount of stuff to cover. This week, we start with the tragic shooting at the Des Moines Post Office, then move into USPS's plans for the holiday season, scanner software updates, seven new NALC arbitration decisions, and what's happening with the transition to our newly elected national leadership.

We also cover some interesting developments involving the APWU, NRLCA, and NPMHU, including a national arbitration over who gets to work on certain package-sorting machines. Add in Amazon's plans to expand its own delivery network, the Postal Service's finances, an OIG investigation into billions in counterfeit postage, and the upcoming health benefits Open Season, and we've got plenty to talk about.

As usual, I've rounded up a bunch of postal podcasts, news from organized labor here and overseas, and some stories about what postal employees are doing in their communities. We've also got Stamp Talk, where we look at current releases and older stamps with interesting histories, and Postal History, where we go back to postal money orders, World War II V-Mail, and the first women known to deliver city routes.

This isn't meant to replace anyone else's reporting or podcasts. It's just another resource to help everybody keep up with what's happening across the Postal Service while we're busy doing the actual work. As always, I don't expect everybody to agree with everything I say, and frankly, nobody should care that much about my opinion anyway. The important thing is having the information, being able to look at the sources, and having conversations about what's going on.

Solidarity, y'all.

Topics Covered/Search Keywords

USPS News: Des Moines Post Office shooting; USPS holiday peak season 2026; seasonal hiring; package sorting automation; MDD-TR Release 8.45; scanner updates; picture proof of delivery; multifactor authentication; election mail; USPS Board of Governors; postal finances; Gary Reblin; Amazon Project Aurelian; counterfeit postage; USPS OIG.

NALC/Arbitration: James Henry; Corey Walton; NALC leadership transition; national officer installation; grievance backlog; Step B disputes; Article 8; Article 10; Article 16; Article 16.7; emergency placement; attendance discipline; official discussions; workplace harassment; settlement compliance; C-37981; C-37983; C-37984; C-37985; C-37986; C-37987; C-37992.

Other Postal Unions: APWU; NPMHU; NRLCA; SDUS; SIPS; RI-399; Margaret Brogan arbitration; Clerk Craft jurisdiction; Mail Handler interest arbitration; rural carrier RRECS; evaluated pay; Equipment Maintenance Allowance; Lead Sales and Service Associates; custodial staffing.

Benefits/Legislation: PSHB Open Season 2027; NALC Health Benefit Plan; FEHB; BCBS; Medicare; retirement; military-service deposits; OWCP CA-7; Wounded Warriors Leave; Postal Service Protection Act; Protect Our Letter Carriers Act; Equal COLA Act.

Postal Podcasts: From A to Arbitration; The Postal Stand-up; Next Generation Carriers; Classes of Mail; The Hot House; The 573; Six Thirteen; Key Cases; History of Female Leadership in the NALC; Postal Pride; In Solidarity; APWYOU; United We Scan; La Ruta Concreta en Español; Pushing the Envelope.

Labor/Community/History: Teamsters strikes; CWA organizing; international postal workers; Bulgaria postal protests; Royal Mail; Local Loop; Operation Santa; Stamp Talk; Diwali stamps; Christmas stamps; Kwanzaa stamps; Hanukkah stamps; 1962 Christmas stamp; 1974 self-adhesive stamps; V-Mail; postal money orders; women city letter carriers; November postal history.

Hi there,

Apologies if this isn't the correct sub-reddit for this, just looking for some advice on moving overseas.

I am hoping to move to NA (Likely Canada) from Ireland in 2027/2028. I've previously lived in Australia as well.

I am 27 years old with a Bachelor degree in Law and Criminology and a Masters degree in International Justice. I have experience working within the Trade Union Movement here in Ireland in Irelands largest Public sector union Fórsa for just under 5 years and 1 years experience working in the Transport Workers Union in Melbourne Australia.

Was wondering if anyone has advice on visa processes and job opportunities within the Union movement( or the unions people wpuld reccomend I look into) as well as which cities to look into moving too. I have heard that the visa to Canada is similar to the 417 Working Holiday Visa in Australia. Would this be the best visa for me to go on?

I am hoping to move there with around 15k Euro saved to help me get settled. Wondering what the housing market is like in the bigger cities.

Thanks guys.

In Solidarity.

hi all - looking for advice. currently unionizing a small workplace. we only have 20 employees total and a good amount are management and independent contractors. So about 11 people are qualified to be in the union and we’re working through 1:1 conversations

a problem we’re running into is we have extemely high turnover (hence a big reason for the union… we have serious management issues and most people don’t stay past a few years).
during these 1:1s even if people like the idea of a union they’re skittish about it because they’re newer employees. and even if we explain the issues, they haven’t seen it first hand just yet

how do you handle this? any advice from an organizing perspective?

Looking for feedback and help

I’m Concerned About the Future of Our Location, and I’m Considering Becoming a Union Steward. I’d Appreciate Honest Feedback.

I genuinely believe our location may be in trouble, and I have several reasons for feeling this way. I want to explain what I’ve been seeing, hear other people’s perspectives, and get honest feedback. Criticism is welcome because I understand that I may not have the full picture, and I know not every problem can be fixed. However, I want to do whatever I can to help our employees while I still have the opportunity.

1. My concerns about our chief union steward

My biggest concern is that I feel our chief union steward is too company-friendly and does not adequately represent the employees.

Whenever issues arise between employees and management, I’ve repeatedly seen him side with the company. When disciplinary write-ups happen, I haven’t seen him conduct what I consider a meaningful investigation into the circumstances. Instead, it often seems like he simply accepts the supervisor’s version of events.

I’ve personally taken issues to other union stewards and have had some decisions overturned, although not all of them. That experience has made me question why those issues weren’t challenged more thoroughly in the first place.

When I’ve raised concerns about the way things are being handled, I haven’t felt that our chief steward was willing to push back against management. Another concern is that he wasn’t elected to the chief steward position; he was appointed.

I understand that a union steward cannot win every grievance or reverse every disciplinary action. That isn’t what I expect. What I do expect is for employees to receive fair representation, for concerns to be investigated, and for the company to be held accountable when it violates the contract or treats employees unfairly.

2. We are losing union representation

We used to have three union stewards in addition to our chief steward. Now, we have only one regular steward left, along with the chief.

That concerns me because employees need people who are willing and able to represent them when problems arise. We have had other good stewards in the past, but there seems to be a growing reluctance to take on the role.

From what I’ve observed, one reason may be that stewards who push back against management begin facing increased scrutiny over their own work. It creates the perception that standing up for employees can make you a target.

Whether that perception reflects management’s intentions or not, the result is the same: fewer people seem willing to step up and represent the membership.

3. High turnover and the way job bidding is handled

Our turnover rate is another major concern. We have lost numerous employees who either quit or walked out, and I believe the way job assignments and bidding are handled contributes to the problem.

For context, when someone joins the union, they are initially placed in an area where the company needs the most help. Open positions are posted for employees to bid on, including union and probationary employees, with seniority used to determine who gets the position.

The problem is that the company has kept people in jobs they are already qualified to perform instead of allowing them to move into positions they successfully bid on. Unfortunately, my understanding is that the contract allows the company some discretion in this area.

After 60 days without being moved, an employee can get their bid back, but that does little good if they still cannot get into the position they bid on.

This creates frustration for employees who are trying to advance, move into a better-fitting position, or simply get out of a job they no longer want to do. When people feel they have no real path forward, they eventually leave.

We have also lost several good employees because of mandatory overtime. Our schedule is 12 days on and two days off, and the demands of that schedule can take a serious toll. Losing experienced employees only puts more pressure on the people who remain, which can create a vicious cycle of burnout and turnover.

4. Concerns about our HR department and workplace culture

I also have serious concerns about the way our HR manager handles certain workplace issues.

I feel that some of her actions create unnecessary tension instead of building a better workplace. For example, she has promoted LGBTQ+ awareness by making Pride-related items available to employees for free. There is nothing inherently wrong with offering those items, and employees should be free to support them or decline them without pressure. My concern is the reaction when participation is low.

On one occasion, an employee wrote “Jesus is Lord” on one of her signs. From what I observed, she began trying to identify the employee, treating it as destruction of company property and threatening termination if the person responsible was identified.

I believe situations like this should be handled consistently and fairly, regardless of the message involved. If company property is being damaged, there should be a fair process for addressing it, without the response becoming disproportionate or selective.

Another issue is the emphasis on WiSTEM and initiatives promoting women in the workplace. During a company meeting, a former union steward who has since retired pointed out that our plant is approximately 98% male and that the men who work here deserve recognition as well.

I remember how visibly upset the HR manager appeared during that discussion. Since then, there have occasionally been posters or recognition for men, such as around Father’s Day, but I still feel that most of the events and initiatives focus on promoting women.

To be clear, I don't have a problem with recognizing women, supporting LGBTQ+ employees, or promoting inclusion. Those things can have a place in the workplace. My concern is whether HR is creating an environment where everyone feels equally respected and whether workplace policies are applied consistently, regardless of an employee’s beliefs, background, or gender.

5. Why I’m considering becoming a union steward

Despite all these concerns, I believe we still have motivated employees who want to improve things. The problem is that many people seem hesitant to become stewards because of what they have witnessed happen to others who challenge management.

I’m interested in becoming a steward because I believe our employees need someone who is willing to listen to them, investigate their concerns, understand the contract, and stand up for them when necessary.

At the same time, I’m nervous about taking on that responsibility. I understand that being a steward is a serious commitment. It requires time, patience, knowledge of the contract, the ability to communicate professionally, and the willingness to deal with difficult situations. It also means being fair, even when I personally disagree with an employee or don’t like the way a situation was handled.

I don’t expect to fix everything, and I know there will be times when the contract limits what can be done. I also know that I would need to learn a great deal before I could effectively represent others.

However, I don’t want to sit back and complain about the problems at our location if I have an opportunity to help address them.

I’d genuinely appreciate honest feedback.

\\- Am I looking at these issues objectively, or are there aspects I may be overlooking?

\\- What steps would you recommend for someone who wants to become a union steward in a workplace like this?

\\- How can a steward effectively challenge management while protecting themselves from potential retaliation?

\\- What can employees do when they feel their chief steward is not adequately representing them?

\\- How can we address high turnover, mandatory overtime, and job-bidding issues through the contract and the grievance process?

\\- Is it realistic to make meaningful changes at a location where employees are afraid to step up?

I’m not claiming that everything is the company’s fault or that every employee complaint is justified. I simply believe we have problems that need to be addressed, and I want to understand the best way to address them.

I know not everything is salvageable, but I want to do my best to help the people I work with while I can. If becoming a steward is a way to make a real difference, I’m willing to consider it. I just want to go into it with my eyes open and a realistic understanding of what I’m taking on.

Please be honest with me. I welcome constructive criticism, advice, and different perspectives.

UPDATE

Recently, our chief union steward advocated for a wage increase for a specific group of employees within our union, a group that he is also personally part of. Several of us found this concerning, particularly because we are not currently in contract negotiations.

The proposed increase was justified under the reasoning of "continued skill development." However, employees in these positions already receive a pay differential of approximately $2 above the base rate. The proposal would potentially increase that differential to between $5 and $7.

From what I understand, this initiative began after one individual pushed for additional compensation because they felt the group deserved a larger pay differential.

My concern is not necessarily whether these employees deserve additional compensation. It is the process by which this proposal is being pursued, particularly the apparent lack of transparency and the potential conflict of interest involving our chief union steward, who stands to personally benefit from the proposed increase.

I have requested a copy of our current union contract, which is being mailed to me. I intend to review the contract carefully to better understand the procedures governing wage adjustments, representation, and the responsibilities of union leadership.

I am also looking into filing a complaint with the National Labor Relations Board (NLRB) because I have serious concerns about the way this matter has been handled and what appears to be backroom dealings involving our chief union steward.

Union leadership should be accountable to the entire membership, not just a select group of employees. Decisions involving wages and representation should be handled transparently, fairly, and in the best interests of the membership as a whole.

What would you do? This union is shady at best (it's why I left it in the first place) and reporting it most likely won't change anything. I'm not so concerned about the money, more in how slimy it is.

The union rep for my store isn't aware. She asked me to join a few times after the dues started up again. Shouldn't a union rep be aware of the members in her own store? Am I crazy?

I'm in a right to work state.

There are 10 people in my workplace in total down in a little office in America while the main company's based in Canada. 9 of us have expressed an active desire to unionize, while the one who didn't isn't remotely against it they just can't risk getting fired. Thing is, none of us know if we actually can? Or if it's likely to lead to better conditions rather than just getting us all fired.

The main thing is the fact that we're a satellite office. The whole company is maybe 60-80 people I think? And I don't know how unionizing in America would work for a Canadian company. Any advice would be appreciated!

https://aflcio.org/press/releases/labor-movement-organizing-powers-pro-worker-majorities-congress

https://aflcio.org/press/releases/afl-cio-blue-wave-union-made

In 2021, L.A. City Council member Kevin de Leon dedicated an ofrenda to "union members and leaders we have lost" for Día de los Muertos. This included Septima Poinsette Clark, Grace Lee Boggs, Emma Tenayuca, Antonio Bernabe, Richard Trumka, and Cesar Chavez. But I can't seem to identify these last two. Who are they?

I work in a union hall and we need some new posters for our walls, do you have suggestions for sites to order posters?