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Marshall Project Guild @marshallprojectguild.org · 14/09/2026

At bargaining on Sept. 9, management’s proposal was a massive shift from fair Just Cause. Marshall Project management’s continued distaste for transparency & accountability in discipline is shocking for an organization that reports on the importance of the right to due process. Read more ⬇️

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Marshall Project Guild @marshallprojectguild.org · 14/09/2026

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Robert Reich @rbreich.bsky.social · 08/09/2026

New Gallup polling finds that 71% of Americans approve of labor unions and 56 million Americans would join a union tomrorow if they could. We are witnessing a historic rebirth of worker power. If you want a better life for you and your children, join or support a union.

epi.org

Unions are extremely popular: 56 million workers would join a union if they could

New Gallup polling finds that 71% of people in the U.S. approve of unions, continuing the highest period of favorability in over 60 years. This coincides with the greatest number of workers represente...

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Marshall Project Guild @marshallprojectguild.org · 07/09/2026

Happy Labor Day from The Marshall Project Guild, to our members fighting for a fair contract and to everyone moving the labor movement forward through action and solidarity!

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AFL-CIO @aflcio.org · 06/09/2026

Weekends. Workplace safety protections. Child labor laws. Retirement security. Paid time off. These are things we enjoy today because workers fought for them and won. This Labor Day, let's get inspired and keep fighting for better for working people ✊

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Marshall Project Guild @marshallprojectguild.org · 27/08/2026

Some updates from the bargaining table! Thanks to the continued action of our workers, we’ve achieved agreements in bargaining while maintaining focus on our fight for Just Cause and quality, affordable healthcare. We also continued to press on questions about healthcare costs. Read more ⬇️

Last Wednesday we presented two counters, both of which management returned during the session along with one additional counter. Ultimately, we reached three Tentative Agreements at the table, which brings our total of finalized proposals to 15. Thanks to the continued action of our workers both at the table in working groups and through actions like our recent email reply-all, we’ve been able to achieve agreements in bargaining while maintaining focus on our fight for Just Cause and getting quality, affordable healthcare. Speaking of which, we also continued to press on questions about healthcare costs.

🦺🚫🪪 Three TAs!
We were able to reach TAs on three proposals: Workplace Health & Safety, Prevention of Discrimination and Harassment, and Work Authorization. We’re pleased to report that all the language proposed by unit members in our health and safety working group was accepted in this proposal — extremely grateful for the expertise and thoughtful consideration of our working group members!

🌎 Diversity, Equity and Inclusion
We received a counter from management to the DEI proposal that our working group members put down last session. We’ve seen some progress here (thank you, DEI working group members!): The company has accepted some of our language around demographic groups. Significantly, the company has accepted language about endeavoring to implement “mutually agreeable reasonable solutions” from TMP’s DEI committee – In previous iterations of this proposal, management made no commitments to working with the DEI committee on any of their recommendations. The company has agreed to provide our Guild DEI committee with self-reported demographic data from applicants to open TMP positions so that we can assess whether we’re achieving a diverse applicant pool. Despite this incremental progress, the Company refuses to enshrine a commitment to actively recruit and interview candidates from underrepresented groups and share demographic data about who is interviewed and ultimately hired.

We’ll review this counter with the DEI working group and determine a response.

📝 Performance Reviews
We received a counter from management that accepted some of the language in our last proposal, but maintains management’s commitment to use performance reviews as potential discipline. In the Guild’s proposal, performance reviews are separate from the disciplinary process (which should be outlined under Just Cause), and are instead a place for managers and workers to collaborate on goals and growth.

The company’s desire to keep the door open to discipline in performance reviews comes back to their stance on Just Cause, and their disinclination to agree to a dedicated process of progressive discipline that’s clear and transparent. Workers deserve clear delineation on which interactions are disciplinary in nature and which are not; a stance where any form of communication can be potentially disciplinary, whether the employee knows it or not (or even after the fact), puts all workers at risk.

We’ll review this counter and consider our next steps, especially in concert with our fight for Just Cause.

🚑 Healthcare
After we asked management to account for their decision-making share basic information around the extreme healthcare changes at TMP, and negotiate with us as is their legal duty at our last bargaining session, we followed up asking for data on TMP’s spending on healthcare last year and their projected spending for this year based on our unit’s healthcare elections under the new plans, such as they are. The findings were shocking to us. Based on the data the company provided, management is actually saving $92,115.84 based on current projections. When we confirmed these numbers at the table today, neither management’s counsel nor our CFO disputed them.

Eddie’s reasoning is that “I wouldn’t say we’re saving” because the company still has open positions and depending on what healthcare elections those potential future employees make, healthcare spend may increase. We don’t know what the timeline will be on those hires, or what those employees’ healthcare elections will be. What we do know is that right now, not only are employees being forced to absorb the price increase of the healthcare plan that management elected to keep us on despite having cheaper options available, but the company is actually saving money due to members opting for diminished plans as our coworkers are having to reschedule major surgeries and seeing their premiums double.

We’ll return to the table at a yet-to-be-determined date in September, when we’ll likely see a counter on Just Cause from management and will also likely have an updated quote for an alternative healthcare option from UFW, though it’s unlikely to be as much of a cost savings as the quote we secured last year. We’ll see you at the table next month, and in the meantime will continue working together on demanding healthcare coverage that prioritizes members’ health, not the company’s bank account.

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Karen Attiah @karenattiah.bsky.social · 25/08/2026

Wearing @postguild.bsky.social red today. I was able to challenge my @washingtonpost.com firing — and win reinstatement plus back pay — all thanks to being a part of the @wbng.org Guild. Binding Arbitration is a part of our contract. This is why unions matter!!!

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Erik Loomis @erikloomis.bsky.social · 25/08/2026

This Day in Labor History: August 25, 1935. The Brotherhood of Sleeping Car Porters signed its first contract with the Pullman Car Company, breaking that company’s long anti-union history and providing a breakthrough for Black workers and laying the groundwork for a generation of Black organizing!!

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Washington-Baltimore News Guild @wbng.org · 24/08/2026

VICTORY: The Guild @postguild.bsky.social wins reinstatement for @washingtonpost.com columnist @karenattiah.bsky.social in wrongful termination arbitration, underscoring the protections collective bargaining agreements provide workers against retaliatory discipline ✊ wbng.org/news/karen-a...

wbng.org

The Guild wins reinstatement for Washington Post columnist Karen Attiah in wrongful termination arbitration

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HuffPost Union @huffpostunion.bsky.social · 24/08/2026

A statement from the HuffPost Union @wgaeast.bsky.social on today's layoffs.

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Marshall Project Guild @marshallprojectguild.org · 11/08/2026

Just Cause is the single most important issue to the majority of our unit — it's what protects us from retaliation and arbitrary termination, and empowers us to advocate for a better workplace. Here's why fair Just Cause matters so much to us, and what we're doing to fight for it 👇

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Marshall Project Guild @marshallprojectguild.org · 12/08/2026

The Marshall Project has publicly touted its commitment to diversity for years, something that influenced many of our members in our choice to join the organization. On 8/6, we pushed management to defend their commitment to DEI — and to bargain with us over drastic changes to our healthcare plans.

We returned to bargaining last Thursday to present two counters and press on management’s refusal to bargain over the recent healthcare changes. Management presented two additional counters.
🌎 Diversity, Equity, and Inclusion
Unit members from our DEI working group presented our latest counterproposal. The time, energy and expertise of our members has made this counter all the stronger: Together with Newsguild’s legal counsel, they’ve worked to craft a counter that honors our staff’s deep investment in diversity, equity and inclusion, while protecting the organization from potential punitive litigation. Our members spoke passionately about the importance of maintaining a commitment to DEI, and even brought the Newsguild’s lawyer to the bargaining table so we could productively discuss management’s stated concerns about language being legally defensible from a Trump EEOC and move this proposal forward.

Unfortunately, management’s counsel chose not to engage on these issues; Eddie refused to discuss specific DEI proposal language with the Newsguild’s lawyer during bargaining because, in his words, “I’m not in the habit of replying to proposals in real time.” Although we couldn’t have a constructive discussion about what would make the proposal stronger, management’s counsel repeated concerns that any DEI language, particularly around applicants and hiring, is too risky for the organization, even though our counter is carefully crafted around pursuing equity in the applicant pool for hiring rather than a preference for any protected classes in choosing the final candidate.

In addition to unnecessarily drawing out the bargaining process rather than engaging in constructive discussion at the table, this move is concerning in that it signals management’s intention to comply in advance with imagined future attacks from the DOJ while the very real culture of TMP suffers in the present. It’s true that there’s a possibility any kind of commitment to DEI could draw the attention of the Trump administration; it’s also true that TMP takes calculated legal risks frequently, including in many of the stories we publish. Why is DEI not worth this consideration?

TMP has publicly touted its commitment to diversity for years, something that influenced many of us in our choice to join the organization. Management’s counsel claimed that “we don’t have to put things into a contract to do them or act on the values,” but the fact of the matter is that a contract is the concrete expression of an organization’s values. If it’s not enshrined in our contract, our commitment to diversity, equity and inclusion — along with any other value TMP says it holds — isn’t protected.

🚑 Healthcare
In light of the drastic changes to our healthcare plans that management announced with no full-staff meeting or opportunity for transparent discussion, the Guild is using our time at the table to pursue answers and accountability on behalf of the unit. Healthcare is a mandatory subject of bargaining, and on Thursday we aimed to establish a commitment from the company to bargain with us over the new increased healthcare costs. You will be paying increased annual premiums ranging from $1,200 to more than $7,000 depending on your family situation. Or, you could downgrade to the lowest tier “free” plan, which will double your deductible and increase your out-of-pocket maximum and financial risk if you need extensive medical care.

Healthcare is a mandatory subject of bargaining, particularly when costs increase. Management refuses to bargain. Instead, they choose to unilaterally impose the higher costs on us.

📝 Performance Reviews
We presented a Performance Reviews counter that would better characterize the process as an opportunity to evaluate how work has gone in the past year and to set goals for the coming year. It would also cement that managers must share their feedback with workers 48 hours in advance of their annual review meeting – a longstanding practice at TMP. We await management’s response.
🚫 Prevention of Discrimination and Harassment
Management presented a counter with minor changes to language. We’ll review all the changes closely and prepare to counter.
🪪 Work Authorization
Management presented their counter and we went back and forth at the table to clarify some details about who is eligible for renewal. We’ll review the rest of management’s edits closely.

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Marshall Project Guild @marshallprojectguild.org · 11/08/2026

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ProPublica Guild @propublicaguild.org · 31/07/2026

🚨 WE HAVE A DEAL! After three years, in a major step forward for our members, we have ratified our first contract with @propublica.org’s management. We deeply appreciate everyone who supported us along the way. Here are some of our big wins👇

A graphic poster reads "We have a deal! The ProPublica Guild has reached a deal with ProPublica's management on our first contract and has voted to ratify it. Swipe for the highlights [pointing emoji].

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Marshall Project Guild @marshallprojectguild.org · 31/07/2026

We put down our counterproposal for fair Just Cause this week with the majority of our unit at the table to support it — but not our CEO, who declined to attend bargaining. Read our full bargaining update for more, including the shocking healthcare increases we're being asked to shoulder:

We returned to bargaining on Monday to present the fair Just Cause counterproposal the workers of TMP deserve – many of those same workers came to the table in support. This proposal is foundational to our contract and absolutely critical to our members. It’s disappointing that while many of us (almost 70% of our unit!) made the effort to attend, our CEO did not. We are deeply invested in the future of TMP, and the Just Cause language we codify in our final contract has serious implications for that future. We invited Katrice to this session both in our previous shop paper and in follow up communications in the hopes that she, as the leader of the company’s long-term strategy and vision, would be a part of the conversation around Just Cause and listen directly to our concerns and demands. Management’s counsel, Eddie, declined on her behalf.

Throughout the bargaining session, Eddie cited hypothetical scenarios, rather than directly addressing the working conditions at TMP. It would have been both productive and effective to instead speak with Katrice to address these scenarios with real context and specifics. Eddie repeatedly clarified that he, as the lead spokesperson of management’s bargaining committee, discusses and evaluates all proposals directly with senior leadership including our CEO.

Management argues that our unique unwritten editorial guidelines make us an exception to industry-standard fair Just Cause. In reality, this argument protects their ability to invent and arbitrarily enforce those guidelines to then discipline and discharge workers as they see fit. What management fails to acknowledge is that the tenets of Just Cause embody the mission of our organization, the legacy of Thurgood Marshall, and the stories we tell. Fair Just Cause is the standard of fairness that we deserve in return.

Following our Just Cause counter, we asked questions about the tumultuous state of healthcare and pressed management on the status of our Quotas and Metrics pr…

✊ Just Cause / “Discipline and Discharge”
Our initial Just Cause proposal – which relied on the industry-standard language “there shall be no discipline or dismissal without just and sufficient cause,” used by newsrooms including The New York Times, Reuters, and the Chicago Tribune – was countered by management with an alarming response in March. Their counter included loopholes allowing them to combine or even skip disciplinary steps and placed an incredibly high burden of proof on employees in the arbitration process, effectively making workers guilty until proven innocent. This is a regressive process, one that we rejected with our new counterproposal on Monday. Our counter enumerates the acceptable steps of progressive discipline and clarifies communication expectations. At its core, the counter relies on the seven tests of Just Cause. These tests already give supervisors the clear ability to discipline and terminate workers, as long as they follow due process. Management’s attempt to codify loopholes and undefined guidelines on top of these long-established legal tests is an unacceptable attempt to retain enormous subjective power to discipline and discharge workers. We remain committed to fair Just Cause and call on management to do the same.

🚑 Healthcare
As you’re all aware, the cost of our United Health Care insurance plans provided by TriNet have increased for the second year in a row and the burden is being shouldered by employees. While we understand that the landscape of healthcare in America is complex, it’s insulting to sit across from management’s counsel and hear him insist that our care is not being downgraded. Many of our workers are now weighing major medical decisions – like how to continue to care for their families, if they can still afford to proceed with scheduled surgeries – against what would amount to a substantial pay cut. Any employee above the Basic EPO plan will have to cover 100% of the premium increase out of their own pocket, leading in some cases to out-of-pocket healthcare costs skyrocketing to more than $15,000 annually for members on the Standard Family plan. Management’s decision to shift extra costs onto employees punishes those with the most need, like people with families or chronic conditions, by allowing their premiums to increase by the greatest factor. And as workers making less money than managers, these costs are often even harder for us to absorb.

Management insists that these changes are not a violation of status quo, because they have continued to contribute the same maximum dollar amount toward employee healthcare plans as they did before we began bargaining. It is the position of the workers of TMP that this constitutes a violation of status quo because our plan design, scope of coverage, and employee cost have all changed. The employer-covered healthcare the vast majority of us were promised in hiring has lost almost all of its value. Employees who paid nothing out of pocket in Fall 2024 for the UHC Standard plan are now offered the lesser UHC Basic plan for Fall 2026 unless they cover the difference out of pocket. This is a significant downgrade in standard of care for those who elect to remain on the employer-covered plan and a sharp cut in compensation…

📈 Quotas & Metrics
Management wholesale rejected our three previous proposals on Quotas and Metrics. When pressed again at the table on Monday about why, Eddie cited an earlier written rejection. He said if they did choose to respond, they would do so in the context of our Just Cause counterproposal. This is concerning as we believe any quotas, metrics or “expectations” for output may affect numerous aspects of our working conditions: workload, assignments, hours, etc., not just discipline. Eddie said that bargaining does not mean that they are required to offer us a counterproposal, only that they have to speak to their reasoning for rejecting proposals.

Work Authorization
We put down a counter on Work Authorization, which was formerly the Visas and Immigration proposal. We renamed the counter to better reflect the scope of the proposal, which isn’t limited to visas. In our newly proposed language, we responded to several of management’s concerns and refined the proposal to clarify required communication. We’ll wait to see how management responds.

That’s all for updates today. Thanks to every worker who showed up in support of fair Just Cause, and to those who were sending support in our own channels. We’ll be back at the bargaining table next week on Thursday, August 6, from 11 a.m. to 4 p.m. ET.

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ProPublica Guild @propublicaguild.org · 15/07/2026

“One of the things that I really care about is making sure that we have transparent pay scales,” says reporter Cassandra Jaramillo, “While I'm very grateful for what I'm able to earn as a reporter, it's not the same story for some of my colleagues in different departments.”

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CWA @cwaunion.bsky.social · 10/07/2026

Congrats to @newsguild.org members at the National Abortion Hotline who ratified a strong new contract with AI protections and more! This win comes after members initiated a 24-hour unfair labor practice strike back in May. cwa-union.org/news/cwa-hot...

cwa-union.org

CWA Hotline Workers Win AI Protections

Last week, TNG-CWA members at the National Abortion Hotline (NAH) represented by the Washington-Baltimore News Guild ratified a strong new contract.

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Static Media Union @staticmediaunion.bsky.social · 08/07/2026

Bluesky, we'd like to introduce ourselves. The staff of Static Media would like to announce that we have formed a union with @wgaeast.bsky.social. Much like Jalopnik has already unionized and been recognized, we would like to request a voluntary recognition for all the Static Media sites.

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ProPublica Guild @propublicaguild.org · 09/07/2026

“It's time for management to come to the table with some real movement so we can close out this contract and get back to focusing on that work that we love doing,” says interactive story designer Anna Donlan. We need management to agree to a reasonable wage proposal now.

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SEIU_ORG @seiu.org · 09/07/2026

Shoutout to the 4,000 nurses who went on the LARGEST strike in MA history. Shame on Brigham and Women's Hospital for retaliating with a four-day lockout. And this is after their employer offered nurses 0% raises to their base salaries when the cost of living in the Boston area is at an all-time high

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Marshall Project Guild @marshallprojectguild.org · 06/07/2026

An update from the bargaining table: on 7/1 we put down two new proposals and two counters, and received one counter from management. Stay tuned for our next bargaining session on 7/27; we're inviting our CEO Katrice Hardy to the table to hear why our contract must include Just Cause protections.

Welcome back from the long weekend! Last Wednesday, we met management at the bargaining table to put down two new proposals on Intellectual Property and the Prevention of Discrimination and Harassment, as well as two counters. We received one counter from management.

At our next bargaining session, we’ll return to the issue our workers have told us again and again matters most: Securing industry-standard Just Cause, with fair and transparent due process. We’d like to take this occasion to invite our CEO Katrice Hardy to join us at that bargaining session on July 27 at 11 a.m. Eastern to hear about why our contract must include fair Just Cause protections. We always welcome TMP leadership at the bargaining table, and would love to see more of that team beyond Eli, our CFO; Belal, the HR representative; and a rotating editor representative attend regularly, similar to how we broadly invite our own members. In this instance, we’d especially appreciate Katrice’s presence as we bargain over Just Cause, an issue at the heart of the employment practices of the organization and the policies that govern it as a business.

🚫 Prevention of Discrimination and Harassment
We put down a new Prevention of Discrimination and Harassment proposal, which largely aims to codify our existing handbook policy. Additional language details the Guild’s role in the complaint process. We’ll wait for management’s response to this proposal.
🪧 No Strike / No Lockout
We presented a counter No Strike / No Lockout proposal, which meets management on several key compromises but maintains our right to picket as well as our right to strike over an unfair labor practice (ULP), which is a strike specifically in response to an employer violation of the National Labor Relations Act. These are critical protections for our workers, which safeguard our fundamental First Amendment rights and our ability to meaningfully address ULPs for the duration of our contract. We’ll wait for management’s response to our counter.

📁 Personnel Files
We put down a Personnel Files counter, which maintains that management must tell workers when discipline is added to their files and establishes a larger window to rebut discipline. Management accepted our proposal and we have reached a tentative agreement.
🪪 Visas and Immigration
Previously, we put down a proposal on Visas and Immigration which called for management to proactively discuss visa and sponsorship options with non-citizen employees who need a work authorization. In the counter that management returned to us today, they struck several parts of this proposal with the reasoning that they aren’t willing to commit to speaking with employees about their immigration options without dedicated legal counsel, which they may or may not hire at their discretion. We’ll review this counter closely, and plan a response.

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SEIU_ORG @seiu.org · 08/07/2026

Congrats to lineworkers, gas technicians, and call center workers in Philly who went ON STRIKE this #July4th for the first time in the company’s 145-year history and WON better pay, affordable healthcare, and pensions for recent hires. Collective action works!!

seiu.co

Peco and worker union reach a deal, ending strike

More than 1,500 unionized Peco workers have been on strike since the Fourth of July.

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The NewsGuild-CWA @newsguild.org · 07/07/2026

🚨BREAKING🚨 More than 600 workers at Hachette Book Group just voted overwhelmingly to unionize, creating the largest union in trade publishing history! newsguild.org/hachette-boo...

newsguild.org

Hachette Book Group employees win election for largest union in trade publisher history | The NewsGuild - TNG-CWA

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ProPublica Guild @propublicaguild.org · 06/07/2026

Lisa Riordan Seville, senior video producer at @propublica.org: “We're asking for wages that allow people to take care of their families, pay the rising costs of housing and food ... so they can continue to do the kind of work that wins Pulitzers and holds power to account.”

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Marshall Project Guild @marshallprojectguild.org · 06/07/2026

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ProPublica Guild @propublicaguild.org · 06/07/2026

Dan Phiffer is a software engineer who helps build the ProPublica website: “It's been very frustrating to see such a stark contrast between those efforts to get AI right, in practice, with management's vague and unfettered bargaining position.”

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San Francisco Public Press Workers Guild @sfppworkersguild.bsky.social · 01/07/2026

🧵 We are unionized! We are the staff of the San Francisco Public Press, a nonprofit investigative newsroom dedicated to breaking the surface level on deeply rooted issues in the city. We just formed a union and got voluntary recognition from our management!

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Star Tribune Guild @startribuneguild.bsky.social · 26/06/2026

Last month, we won a Pulitzer Prize for our compassionate coverage of a deadly school shooting. Today, we helped our friends pack up their desks as the Minnesota Star Tribune lays off 15% of its staff. We’ve launched a fundraiser to help our colleagues figure out what’s next:

bit.ly

Support laid off Star Tribune workers! | Working Partnerships

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ProPublica Guild @propublicaguild.org · 24/06/2026

“We have disparities across teams, across regions. No one who works at ProPublica — where we say we hire the best — should be living paycheck to paycheck.” This is why we’re fighting for fair wages: www.propublicaguild.org

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ProPublica Guild @propublicaguild.org · 23/06/2026

Graphics editor Lucas Waldron: “I write a lot of code at my job. So I’m the first one who might be replaced by A.I.” We really need strong A.I. protections in our contract:

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Star Tribune Guild @startribuneguild.bsky.social · 23/06/2026

Minnesota journalists reported on the Trump administration’s mass deportation campaign with compassion for our neighbors and a dogged determination to expose the truth. Many of the editors who made that work possible are now losing their jobs. Please consider donating to support them.

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Marshall Project Guild @marshallprojectguild.org · 19/06/2026

We and 4,700 other people recently braved a tornado watch to head to Chicago for LaborNotes, the largest gathering of rank-and-file union organizers in the U.S. Here’s some of what we learned. Thank you @nyguild.bsky.social and thank you @labornotes.bsky.social!

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CWA @cwaunion.bsky.social · 19/06/2026

We wish a joyful Juneteenth to all who are celebrating today. We recommit ourselves today and every day to fight for justice and dignity for all.

A graphic that says, “Celebrate Juneteenth. Freedom Day.”

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Marshall Project Guild @marshallprojectguild.org · 19/06/2026

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NE Ohio NewsGuild @neohionewsguild.bsky.social · 17/06/2026

“USA Today Co. is proposing a 50-cent raise for the next two years despite the inflation rate rising to 4.2% in May. That’s unsustainable.” - Patrick Williams, Akron Beacon Journal reporter Join the fight for sustainable news by signing our petition. tinyurl.com/4u2refc2

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The NewsGuild of New York @nyguild.bsky.social · 15/06/2026

We love to see our members at @marshallprojectguild.org building power with others across labor!

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NE Ohio NewsGuild @neohionewsguild.bsky.social · 13/06/2026

"I'm required to have reliable transportation. Now, the airbags may not work. I have partial power steering and leaky tires. I can no longer afford to repair my car with our current wages." -Jeff Saunders, Kent Ravenna Record-Courier reporter Sign our petition: actionnetwork.org/petitions/su...

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Marshall Project Guild @marshallprojectguild.org · 12/06/2026

The Marshall Project Guild is at #LaborNotes2026 representing @nyguild.bsky.social! Our members are presenting on Keeping the Momentum in a First Contract Fight and Organizing Remote and Scattered Workers — if you see us, say hi! @labornotes.bsky.social

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Star Tribune Guild @startribuneguild.bsky.social · 03/06/2026

Star Tribune Guild members wore our union merch to work today after management's announcement of 15% layoffs across the company, including within the newsroom.

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ID & WA News Guilds @idwanewsguilds.bsky.social · 04/06/2026

Bad-faith bargaining is bad for business. After we went on strike, a major advertiser halted ad buys in solidarity. We are asking others to do the same until McClatchy Media comes to the table with a fair offer.

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Star Tribune Guild @startribuneguild.bsky.social · 03/06/2026

Statement from the Star Tribune Guild in response to management’s plans to lay off 15% of staff, including union members in the newsroom:

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NYT Tech Guild @nytguildtech.bsky.social · 27/05/2026

We will not sit passively as new technology is used to monitor and surveil us without our consent. This is why we have a contract; this is why we fight.

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The NewsGuild of New York @nyguild.bsky.social · 27/05/2026

WE WON: Our Conde Nast members who were illegally fired and disciplined after taking part in a “march on the boss” in November have been reinstated as part of a more than $400,000 settlement. More details here nyguild.org/post/conde-w...

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NYT Tech Guild @nytguildtech.bsky.social · 27/05/2026

OUR FIGHT: We have taken legal action against The Times for using AI programs to surveil and monitor our members. Read The Verge article here: www.theverge.com/ai-artificia...

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The NewsGuild of New York @nyguild.bsky.social · 27/05/2026

TAKING LEGAL ACTION: The @nytguildtech.bsky.social is using AI technology to monitor and surveil the performance of our @nytguildtech.bsky.social members in violation of their collective bargaining agreement. More here... nyguild.org/post/newsgui... ..

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ID & WA News Guilds @idwanewsguilds.bsky.social · 26/05/2026

Don’t cross the picket line today, Tuesday, May 26! Join us by refusing to click any articles or interacting in any way with our five McClatchy newspapers.

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Chase 'Hutch' Hutchinson 📽️ @eclectichutch.bsky.social · 26/05/2026

INBOX: Journalists at the five McClatchy newspapers in Washington and Idaho (the Idaho Statesman, Bellingham Herald, Tri-City Herald, Tacoma News Tribune and The Olympian) are calling a one-day strike today over wages and AI protections. That means no clicking on any links to their sites for today.

A screenshot of an email that says "We've had enough of McClatchy's bad faith bargaining."

Text from an email that reads:

"Hi friend,

We're officially on strike. Journalists across Idaho and Washington's five McClatchy papers are calling a one-day unfair labor practice strike today, May 26, to show our hedge-fund owned company that there is no paper without us.

We're the ones chasing lawmakers down at our state capitol buildings. We're the ones listening to local business owners, attending court hearings to get the full story on crime and diving headfirst into why traffic is worse.

Yet our corporate owners won't even send their decision-makers to the bargaining table to deny our reasonable requests for a living wage and AI protections."

Text from an email that reads:

"But we need your help.
Don't cross the virtual picket line today. Don't click on links for the Idaho Statesman, Bellingham Herald, Tri-City Herald, Tacoma News Tribune or The Olympian.

Show McClatchy that you know you deserve reliable information, not AI slop. You want to know what's happening in your community, good or bad, and that's not possible if reporters can't afford to live where they cover.

Sign the pledge to not cross the virtual picket line and help us in our fight for a fair contract!"

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