As the second largest employer in America, Amazon has done little to acknowledge the demands of its workers, most recently in regard to the proposal for unionization. This has resulted in a stalemate for both the company, as well as for its employees, as neither side wishes to surrender.
Most recently, the New York based, Amazon.com Inc., has been the object of an investigation regarding the wrongful dismissal of Rashad Long. Long was an employee who had been a strong advocate for the formation of a union. He had participated in a rally against Amazon’s proposed expansion in Queen’s, criticizing the disrespectful management; unfair discipline; inadequate security, and poor health and safety; all of which had then been posted to the Union’s Facebook.
Following this event, an Amazon spokeswoman announced that Mr. Long had been fired for violating a serious safety policy. However, Long argues that the supposed violation he had been accused of, was previously committed by many employees, and there had been no actions taken to reprimand these employees.
Initially, Amazon’s choice of action is clearly in breach of the Employment Standards Act, as employee’s have the right to freedom of speech and are allowed to express their opinions. It is also difficult to believe that the timing of his termination was “coincidentally ” after he participated in the rally. In addition, Amazon has also breached Federal Labour Law, as it specifically prohibits companies from retaliating against employees who choose to organize.
The reasoning for termination is unprecedented and discriminatory, in the respect that it is undue to dismiss a specific employee whom supposedly “breached a serious safety policy”, wherein many employees had also done so with no serious consequences for their actions.
In accordance, the spokeswomen for the Mayor of New York stated that “no company should be able to trample on the rights of the workers” (2019), and that if the allegations are found to be true; Amazon will be held accountable by the National Labour Relations Board (NLRB).
Amazon also discussed with Union representatives regarding the unionization of the Staten Island location, while planning to expand from New York. However, after an agreement had been reached that there would be no further anti-union tactics on behalf of the company, Amazon decided to forego its plans for expansion thus voiding the agreement.
It’s important to note that this has been one of more than 50 unfair labour practice cases at Amazon. This trend is likely to continue unless proper action is taken. By not taking appropriate and robust action towards Amazon it subconsciously sets a precedent that it is okay for other workplaces to practice the same tactics.
I propose that the NLRB take a greater stand on Amazon’s treatment of employees and strictly enforce employment standards in the workforce. A workplace such as Amazon, with large numbers of employees, must enforce workplace rules that allow employees to express their grievance; rather than having a workforce that fears dismissal when conveying their complaints.
The actions of such a large and powerful company poses concern for many and seriously questions what the future of workplace relations has to hold.
Works Cited:
Kristen Maskery's Blog 