Recently, a regional director for the National Labor Relations Board made a significant announcement regarding Amazon’s status as a “joint employer” of some of its contracted delivery drivers. This decision came after two unfair labor practice charges were filed in January concerning the treatment of drivers at an Atlanta warehouse known as DAT6. Despite Amazon’s historical use of third-party drivers for deliveries, the regional director found that Amazon was indeed a joint employer of drivers working for a contractor called MJB Logistics at the Atlanta site.
This determination has the potential to have far-reaching consequences for Amazon’s relationship with its workforce. If Amazon is designated as a joint employer, it could be required to engage in bargaining with employees seeking to unionize. The announcement follows a similar ruling made last month regarding subcontracted drivers at a facility in Palmdale, California, further solidifying the NLRB’s stance on Amazon’s role as an employer.
Unionization Efforts
The Teamsters union has been actively involved in organizing Amazon delivery and warehouse workers over the past year. The creation of an Amazon division within the union in 2021 signaled a significant escalation in efforts to support and fund workers in their organizing endeavors. Strikes at Amazon delivery facilities and the affiliation of a labor group at a Staten Island warehouse with the Teamsters have further highlighted the growing labor movement within Amazon’s workforce.
Claims of unfair treatment and anti-union practices by Amazon have been met with denials from the company. In April 2023, drivers who voted to unionize with the Teamsters alleged that their contract was canceled by Amazon in response. Amazon refuted these claims, stating that the contract termination was unrelated to the unionization efforts. The NLRB’s recent findings in Atlanta included charges of threats to drivers, coercive statements, and a perceived atmosphere of surveillance at the facility, painting a troubling picture of Amazon’s labor practices.
Legal Proceedings
It is important to note that the NLRB’s determinations in both Atlanta and Palmdale are not final decisions but rather the initial steps in the agency‘s process of litigating unfair labor practice charges. Should the parties involved not reach a settlement, a hearing will be scheduled with an NLRB judge. Following the judge’s decision, either party has the right to appeal to the NLRB board and potentially further to federal court, prolonging the legal battle over Amazon’s employment practices.
The controversy surrounding Amazon’s role as a joint employer and its treatment of contracted workers is indicative of larger issues within the company’s labor practices. The ongoing efforts of labor unions like the Teamsters to organize Amazon workers underscore the importance of addressing these issues and advocating for fair treatment and employee rights within the company. The legal proceedings initiated by the NLRB serve as a crucial step in holding Amazon accountable for its actions and ensuring that workers’ rights are protected in the face of powerful corporate entities.