Service & Solidarity Spotlight: Nevada Cannabis Workers at Ayr Wellness Ratify First Union Contract
Service & Solidarity Spotlight: Nevada Cannabis Workers at Ayr Wellness Ratify First Union Contract
Working people across the United States regularly step up to help out our friends, neighbors and communities during these trying times. In our Service & Solidarity Spotlight series, we’ll showcase one of these stories every day. Here’s today’s story.
Last week, 120 Ayr Wellness workers across three dispensaries and one delivery depot located in Las Vegas and Henderson, Nevada, overwhelmingly voted to ratify their first union contract. The dispensary and delivery workers are represented by United Food and Commercial Workers (UFCW) Local 711.The contract includes armed security at dispensaries, improved access to affordable health care and better scheduling opportunities.“Today, we stand victorious—not because it was easy, but because we refused to give up,” said said Chase Payne, an Ayr Wellness budtender from the Las Vegas Eastern Avenue location. “This contract represents more than just words on paper; it’s a testament to our resilience, unity, and unwavering commitment to the cannabis industry. We fought for fair wages, safe conditions, and respect—not just for ourselves, but for everyone who will come after us. This victory proves that when we stand together, we are unstoppable. The UFCW was there for us in a time of need and we wouldn’t be in this position without their support and guidance. But our work doesn’t stop here. We will continue to show the Las Vegas area and beyond what the UFCW is all about. Because together, we are not just workers—we are union employees!”
Kenneth Quinnell
Thu, 01/16/2025 – 10:02
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Preparing for Retirement
January 15, 2025Retirees Director Nancy Olumekor urges postal workers, whether you’re 5, 10, or 30 years from retirement, to prepare by attending retirement planning seminars hosted by the APWU Retirees Department and staying abreast of relevant legislation.
magazineRetireesNancy Olumekor
Every year, we make New Year’s resolutions to plan for the future. One area to plan for is retirement. Whether your retirement is five, 10, or 30 years down the road, there are several questions you need to get answered: First, what is your retirement system? Is it the Federal Employees Retirement System (FERS) or Civil Service Retirement System (CSRS) Offset? Are you one of the handful of employees in CSRS, meaning that you already have over 42 years of service and will receive a pension of 80 percent? Do you know how your federal pension will be calculated when you retire, or what role Social Security will play in your retirement income? What about the Thrift Savings Plans (TSPs)? Do you understand how the money is invested, or why management pays a share? How does your sick and annual leave figure into the retirement equation?
These questions can all be answered in the retirement planning seminars conducted online by the APWU Retirees Department at least once a quarter. For dates and times, visit apwu.org/events. In addition, we conduct in-person seminars at the local, state, and national levels. Contact us at RetireeQandA@apwu.org if you have questions. Our counselors are very knowledgeable and experienced in the matters related to your retirement.
Legislative and Executive Actions
Legislative or executive decisions made by Congress or the White House may affect your retirement. We must remain vigilant and ready to act on legislative issues that impact your retirement benefits. Congress enacted Social Security in 1935. Social Security is the only source of retirement income for many Americans. Postal workers and most postal retirees have paid into Social Security. Current postal workers pay into three retirement programs – the FERS pension, Social Security, and TSP. The retirement benefits you pay for as you work must be protected from the whims and plots of politicians. Think tanks, with the help of Congress, are looking at ways to reduce your benefits without your advice or consent. The APWU supports the following legislative priorities to protect and improve your retirement benefits.
The Federal Retirement Fairness Act, if signed into law, would allow temporary postal and federal employees who are promoted to career status, the option of “buying back” the time that they worked as a noncareer employee to use toward their retirement. It would affect over 100,000 APWU members who have converted from temporary to career status.
The Equal COLA Act would fi x the cost-of-living adjustment (COLA) discrepancy created by Congress in the 1980s. Under the current system, all annual COLAs are based on the percentage increase in the Consumer Price Index (CPI) for urban wage earners and clerical workers (CPI-W). CSRS retirees receive a COLA equal to the CPI-W increase, while FERS retirees only receive an equal COLA if the CPI-W increase is 2 percent or below. If CPI-W is over 3 percent, 1 percent is subtracted from the CPI-W for FERS.
The Social Security Expansion Act would strengthen and enhance Social Security. Some features of the bill would subject income above $250,000 to Social Security taxes; calculate COLAs using the CPI for the Elderly (CPI-E), and make the Special Minimum Benefit 125 percent of the poverty line. It is estimated that this bill will make Social Security solvent for over 70 years, since the extremely wealthy would pay the same tax rate as the average employee.
The Social Security Fairness Act would repeal the Windfall Elimination Provision (WEP) and the Government Pension Offset (GPO), which are parts of a Social Security law enacted in the 1980s, that unfairly reduce, or sometimes eliminate, Social Security benefits for millions of local, state, and federal annuitants.
What steps will you to take to ensure that your representatives on Capitol Hill are aware of your position on these issues? ■
Preparing for Retirement0
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Progress Is A Must In This New Year
January 15, 2025Human Relations Director Daleo Freeman outlines goals for the department in 2025, including to continue trainings for locals and states, and to utilize Regional Resource Assistants to better assist locals and states with their issues.
magazineHuman RelationsDaleo Freeman
The Human Relations Department would like to wish everyone a Happy New Year. As another year rolls over, it is time to reflect and hope for a brighter future. In 2025, the Human Relations Department will hold its Educational Assembly in Houston, TX. We will build unity and solidarity and efficiently equip members through education and empowerment. During this educational event, members will be informed on topics such as the Office of Workers’ Compensation Program (OWCP), the Employee Assistance Program (EAP), Veterans’ Rights, Civil Rights, Voting Rights, Economic and Social Justice, and Equal Employment Opportunities (EEOs). We will do our best to inspire and energize in the new year.
The Employee Assistance Program
This year, we will be providing locals and states with more guidance on how to effectively utilize EAP in their local areas. We will continue to meet actively to stress the importance of assisting members as they need it.
The Office of Workers’ Compensation
After a successful year in 2024, we will keep the momentum going by conducting more training related to the OWCP. Although we organized many notable training courses across the country this past year, there is still more work to be done. In this new year, the Human Relations Department aims to continue trainings for locals and states, and to utilize Regional Resource Assistants to better assist locals and states with their issues. Our mission is to continue this year by building on our program and providing excellent training for all.
Veterans’ Rights and Benefits
As reported in 2023 and 2024, we initiated a program for our U.S. veteran service members, organized a database to recognize and encourage them, and to build a coalition. We are committed to using all the tools and resources at our disposal to build and mobilize our membership. Please stay informed and encourage all veterans to pay attention to our communication channels for resources and updates on our progress.
Civil Rights and Engagement
As we continue to strive for equality for all, I am excited to announce that our department takes on the issues of today. We are looking forward to this year. We are fueling the momentum we carried into this year by becoming more knowledgeable and empowered on all platforms, while stressing the importance of mobilizing and continuing to secure assistance for all who are in need.
Equal Employment Opportunity Commission
This year we will be providing our members with much-needed guidance on how the Equal Employment Opportunity Commission (EEOC) works, as well as an overall handbook of the EEOC process. We know how tedious the EEOC process can be, so your Human Relations Department intends to produce an informative manual specifically for APWU, on the EEOC rules and processes, and general guidelines on how to navigate through them. Currently, we are not providing representation, but it is important that we provide a resource that is readily accessible to all members. Please stay tuned for more information on the upcoming issue of the new EEOC booklet, which will be shared with all our members.
Lastly, I want to thank all who will be taking on the challenges that we face this year. I’m confident that all these challenges will better forge together the common goals we wish to accomplish in 2025. This department looks forward to addressing your needs, providing resources, and offering opportunities to get involved throughout the year. We can do it better when we work together. Thank you all. ■
Progress Is A Must In This New Year0
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Understanding the Pregnancy Discrimination Act
January 15, 2025 Research & Education Director Joyce B. Robinson shares important information on the Pregnancy Discrimination Act from the US Equal Employment Opportunity Commission, and explains what to do if you feel you are a victim of pregnancy discrimination in the workplace.
magazineResearch and EducationJoyce B. Robinson
The Pregnancy Discrimination Act (PDA) of 1978 amends Title VII of the Civil Rights Act of 1964. Discrimination based on pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination. Pregnant women and their related conditions must be treated in the same manner as other employees with similar disabilities or inability to work. The Pregnant Workers Fairness Act (PWFA), effective June 27, 2023, strengthened the law.
Pregnancy Discrimination Violates the Collective Bargaining Agreement
Pregnancy discrimination violates Article 2, Non- Discrimination and Civil Rights, Section 1, Statement of Principle of the Collective Bargaining Agreement (CBA) between the Postal Service and the union, which states, “The Employer and the Union agree that there shall be no discrimination by the Employer or the Union against employees because of race, color, creed, religion, national origin, sex (including pregnancy), age, or marital status.” Therefore, if an employee is temporarily unable to perform her job due to pregnancy, the Postal Service must treat her the same as any other temporarily disabled employee by providing light duty, modified tasks, alternative assignments, disability leave, and leave without pay. In addition, it violates the Employee and Labor Relations Manual (ELM), Article 672.1 b.
Pregnancy and Maternity Leave
Under the PDA, employers must treat pregnant employees the same as other employees with temporary disabilities. If an employee has been absent from work due to a pregnancy related condition and recovers, her employer may not require her to remain on leave until the baby’s birth. Employers must provide reasonable accommodations to employees with limitations related to pregnancy, childbirth, or related medical conditions. This could include modified work schedules, more frequent breaks, or time off for medical appointments. Temporarily disabled leave or leave without pay must be granted for pregnancy. The job must be held open for a pregnancy-related absence the same as for employees on sick or temporary disability leave. It is illegal for the employer to retaliate against an employee for fi ling a discrimination charge or participating in an investigation on pregnancy discrimination.
What To Do If You Are a Victim of Pregnancy Discrimination
If you feel that you are a victim of pregnancy discrimination, take the following actions:
Write Down What Happened – Record the date, time, and place of the incident and include what was said and identify witnesses. Keep a copy of these notes at home.
Contact Your Union Representative – File a grievance within 14 days of the incident, citing a violation of Article 2, Article 13, Article 19, and Article 30.
Keep Copies of Job Evaluations – Keep records at home of all evaluations that show that you do a good job at work. Your supervisor may criticize your job performance later in order to defend the discrimination.
File an Equal Employment Opportunity Commission (EEOC) Complaint – A pregnancy discrimination charge must be fi led within 45 days of the discriminatory action to preserve your legal rights. EEOC regulations require that EEO complaints against the Postal Service must be fi led with the Postal Service. You may use PS Form 2565, EEO Complaint of Discrimination in the Postal Service, to fi le your formal EEO complaint. For a copy of PS Form 2565, EEO Complaint of Discrimination in the Postal Service, contact Research and Education Department Director Joyce B. Robinson at jrobinson@apwu.org. ■
Resources: Pregnancy Discrimination Act, US Equal Employment Opportunity Commission, Collective Bargaining Agreement between the APWU and the USPS, and the USPS Employee and Labor Relations Manual (ELM).
Understanding the Pregnancy Discrimination Act0
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Organizing for the Year Ahead
January 15, 2025Organizing Director Anna Smith shares tips on how to make union organizing a part of your new year’s resolutions.
magazineOrganizationAnna Smith
As we begin the new year, many of us take stock of our lives and set goals for improvement. Some of us may focus on our health, finances, or personal growth with each new year. But have you ever considered making union organizing your New Year’s resolution? I know we say it repeatedly, but collective action is more important than ever. The chatter of stagnant wages, unfair working conditions, and inequality continue to challenge workers across industries. Unionizing is a powerful tool to address the challenges we feel in our workplace. Building solidarity is the only path to securing better wages and benefits, giving workers a real voice, and addressing inequalities in our workplace.
Union organizing isn’t just about improving conditions for individual workers, it’s about creating a movement in our workplaces, our communities, and across the country, not just for postal workers but in every industry. We, as unionized postal workers, have made monumental gains over the past 50 years. The rights and benefits we enjoy today are because others stood together. Whether you want to just continue to enjoy what you currently have, or want more, in either case, only through organizing can we maintain, sustain, or improve.
When workers come together, dignity and empowerment can transform both our professional and personal lives.
Are You Ready to Make Union Organizing One of Your New Year’s Resolutions, But Don’t Know Where to Start?
Educate yourself – Learn about the history of the APWU and your local. The APWU website has a lot of information about our history, and how we got to where we are today, our struggles, and our triumphs. Visit apwu.org/apwu-history or the “Welcome to the APWU” book found on the Organization Department’s page: apwu.org/organizers-tool-kit
Connect with your coworkers – Talk to your coworkers about their workplace concerns and interests. Building relationships and trust is crucial for effective organizing. Everyone has something in common, so fi nd that common ground.
Reach out to your local union – Talk with your stewards and officers, attend your local membership meetings, and invite others to go with you. Get involved. I have never heard any union leader say they had too much help, or too many stewards.
Stay committed – Organizing is not easy by any means, and it most certainly is not a one-time task. It’s an everyday, all-the-time process, where persistence is key.
As you plan your resolutions this year, consider the impact you can have on collective action.
In 2025, resolve to stand up, speak out, and organize! ■
The winners and their organizing
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