This page is maintained by the Rank and File (RAF) Caucus of AWU-CWA Local 9009. For questions, reach out to a RAF organizer. Collective bargaining is the process by which a union and an employer negotiate the terms and conditions of employment. Understanding how this works — and AWU's current situation — is essential context for every member.
← Back to Wiki Home
Collective bargaining is the process of workers, through their union, negotiating with their employer over wages, benefits, hours, working conditions, job security, and other workplace matters. The goal is a collective bargaining agreement (CBA) — a legally binding contract between the union and the employer. When workers bargain collectively, they have far more power than any individual. A union can demand the employer come to the table, make proposals, push back on management proposals, and ultimately reach an agreement that protects workers.
- Collective Bargaining Agreement (CBA) / Contract: The legally binding agreement between a union and an employer covering terms of employment.
- Bargaining unit: The specific group of workers covered by the CBA.
- Recognition: When an employer officially acknowledges a union as the representative of the workers. Recognition can come through a union election (NLRB election) or voluntary recognition.
- Mandatory subjects of bargaining: Topics the employer is legally required to bargain over, such as wages, hours, and working conditions.
- Management rights: Provisions in a contract specifying what management retains the right to decide unilaterally.
- Past practice: Longstanding customs or practices that may be enforceable even if not in the contract.
- Ratification: Members voting to approve (ratify) a proposed contract.
- Impasse: When negotiations stall because the two sides cannot agree.
- Unfair Labor Practice (ULP): A violation of the National Labor Relations Act (NLRA), such as refusing to bargain in good faith or retaliating against union activity.
AWU-CWA Local 9009 operates as an open-source union — it is not a traditional "recognized" bargaining unit at Google or Alphabet. This is an important distinction:
- Traditional recognized unions have won an NLRB election or voluntary recognition from the employer. Once recognized, the employer is legally required to bargain in good faith. Violations are ULPs.
- AWU currently does not have formal recognition from Alphabet/Google. This means the company is not legally required to bargain with AWU.
AWU's power currently comes from collective member action, public pressure, coalition-building, and solidarity — not from a legally recognized bargaining relationship. The long-term goal includes winning formal recognition and a contract. In the meantime, AWU organizes to raise standards, protect workers, and build the power necessary to eventually win recognition.
Winning formal recognition requires either:
- An NLRB election: A majority of workers in a defined bargaining unit vote for the union. The employer is then required to bargain. This is complex at Alphabet due to the size of the workforce, the inclusion of TVCs, and the employer's likely resistance.
- Voluntary recognition: The employer agrees to recognize the union without an election. This is rare without significant organizing pressure.
AWU's open-source model — accepting any Alphabet worker or TVC, regardless of job title — was a deliberate choice to build broad solidarity. But it also means the bargaining unit question is complex. See About AWU for more background on AWU's history and model.
When a union does have formal recognition, here is how bargaining generally works:
- Preparation: The union surveys members to identify priorities (wages, benefits, safety, etc.) and develops bargaining proposals.
- Bargaining team selection: Members elect or appoint a bargaining team to negotiate on behalf of the unit.
- Proposals: Both sides submit proposals. Negotiations go back and forth — the union proposes, management responds, counterproposals are exchanged.
- Tentative agreements (TAs): When both sides agree on a provision, it's marked as a TA.
- Ratification vote: When a full contract is reached (or a best-and-final offer is presented), members vote on whether to ratify it.
- Contract administration: Once ratified, both sides are bound by the contract. Violations can be challenged through the grievance procedure.
Bargaining is not just a negotiators' process — member engagement is critical to winning a strong contract. Members can:
- Participate in bargaining surveys to identify priorities
- Attend bargaining-related member meetings and forums
- Sign petitions or take collective action to demonstrate strength during negotiations
- Attend open bargaining sessions (if applicable)
- Participate in the ratification vote
The more members are engaged and visible, the stronger the union's position at the table.
Even without a contract, members can push for better conditions through:
- Collective action: Petitions, open letters, walkouts, and other actions that demonstrate worker power — see Collective Action
- Organizing: Building membership and density, especially in key areas — see Organizing 101
- Grievances: Even without a contract, workers have legal rights — see Grievances
- Building toward recognition: Growing AWU's power to eventually win formal recognition and a contract
Maintained by the RAF Caucus | Wiki Home | Content reflects RAF Caucus perspective and may not represent official AWU-CWA positions.