Everyone is welcome.
Everyone is welcome.
Everyone.

Our Mission Statement

 

It is our collective vision to strive toward a future in which Apple's retail workers are able to thrive in an environment that renews its focus on putting people before process. This must be done by ensuring that the employees are compensated fairly, treated respectfully and empowered to do the best work of their lives.


We believe that it is our duty as employees to ensure that the company is living up to its own standards and ideals. We seek to secure a workplace that serves to provide adequate resources and enrichment to its people. In doing so, we can bring our best selves forward each and every day to meet our customers where they are; so that the dreamers can become doers.


It is through nothing greater than our own actions that we show who we are, and as such, we are taking action to ensure that the soul of Apple—the people—are represented fairly in the decision making process, recognized as contributing members to the great success that the company has seen, and provided with sufficient opportunities for growth and development. 

What we are working towards:

  • Fair compensation: Transparency around pay inequality, cost of living adjustments, and real living wages for all employees. This includes bilingual pay considerations for this heavily utilized communication skill.

  • Career Development: Dedication to training and developing our employees for internal promotion as the primary method for filling open roles and a clear path for advancement.

  • Corporate-Retail Parity: Benefits and bonuses that are in-line with corporate employees, fair RSU allocation, and a matching RSU vesting schedule.

  • Equity: Agreement to recruit, hire, train, and mentor under-represented communities, including the BIPOC (Black, Indigenous, (and) People of Color) and LGBTQIA+ employees for advancement to leadership and decision-making roles.

  • Health and Well-Being: A work environment that takes mental health seriously, promotes and encourages physical health, and advocates for and supports team members with disabilities and/or accessibility needs. 

  • Safety: Adequate measures to value and protect employee safety, employee input on operating models, and better enforcement of current policies, on COVID and otherwise.

  • Ideals: An influential role in decision-making to ensure our daily operations match our publicly-stated values, flexibility to allow for civic participation, and opportunities for paid volunteer work.


It is our belief that great value is added to a company when its people are truly represented. Our mission is to see to it that Apple continues to strive toward success and excellence while being reminded to give more than it takes. It is with this declaration of intent that we shine the spotlight back onto the company so that it can have the opportunity to redefine expectations by choosing to show its support for the people who pour themselves into the work by acknowledging our desire to form this union. 


For the soul of Apple.

Signed,

Fact Check

We've noticed a number of incorrect talking points being delivered to our store. Let's fact check the narrative.

They Say

The Truth

Food for Thought

They Say
If the store unionizes, employees will have to become a part of the union whether they want to or not.
Food for Thought
Reinforcing this "Us vs Them" rhetoric in the context of the store serves to sow division and create tension among the employees. Having been corrected numerous times, this talking point of theirs is still being brought up in every meeting.
They Say
In the US, non-union employees got an average 5% raise while union employees received a 3% raise on average.
Food for Thought
If we are being deliberately misinformed about how unionizing will impact our wages, what does that really say about their motives? Is it truly about "protecting our culture?"

They say

See for yourself

Food for thought

In the US, non-union employees got an average 5% raise while union employees received a 3% raise on average.
If we are being deliberately misinformed about how unionizing will impact our wages, what does that really say about their motives? Is it truly about "protecting our culture?"
If the store unionizes, employees will have to become a part of the union whether they want to or not.
Reinforcing this "Us vs Them" rhetoric in the context of the store serves to sow division and create tension among the employees. Having been corrected numerous times, this talking point of theirs is still being brought up in every meeting.

Fact Check

Let's unpack some of the anti-union talking points being used in store.

They Say

If the store unionizes, employees will have to become a part of the union whether they want to or not.
01
An image of a speech bubble.

Food for Thought

Reinforcing this "Us vs Them" rhetoric in the context of the store serves to sow division and create tension among the employees. Having been corrected numerous times, this talking point of theirs is still being brought up in every meeting.
03
A picture of a key

They Say

In the US, non-union employees got an average 5% raise while union employees received a 3% raise on average.
01
An image of a speech bubble.

Food for Thought

If we are being deliberately misinformed about how unionizing will impact our wages, what does that really say about their motives? Is it truly about "protecting our culture?"
03
A picture of a key

They Say

Find out what it means to file charges against your employer or the labor organization for unfair labor practices
01

The Truth

Find out what it means to file charges against your employer or the labor organization for unfair labor practices
02

Food for Thought

Find out what it means to file charges against your employer or the labor organization for unfair labor practices
03

Questions

&

Answers

Q

Do we risk losing our current benefits?
No. Unless the employees vote to ratify a collective bargaining agreement, it won't be approved. There is no circumstance in which the employees are going to negotiate for less than they currently have. Federal labor law requires the employer to come to the table and bargain in good faith with the union to reach a contract.

A

Q

What is the Communications Workers of America (CWA)?
CWA is a democratic, membership advocacy organization that represents 700,000 workers in the private and public sectors. Covered by 2,000 union contracts, CWA members work in telecommunications and high tech, broadcast and cable television, healthcare and higher education, the airlines, public service, law enforcement, manufacturing and other fields.

A

Q

If we unionize, can I really not talk with managers anymore?
Unionizing does not impact your ability to have conversations with your managers. Being a part of a union does, however, allow for you to have representation in meetings if you so choose and provides a means to formally file grievances for problems you are not able to solve alone.

A

Q

How much are union dues?
On average, union dues are 1.3% of your hourly wage, but you do not start paying dues until the CWA has secured a signed contract for the workers.

A

Accommodation
Support All Unions
Statement
Spotlight
PSLA
Protected
No Third Party
Motto Fist
Good Enough Isnt
Fact Check 2
Fact Check 1
Equal
Core Values
Change
Body of Work
Better
Better Job
8 Hours

Questions

&

Answers

Museum of Labor Rights

Better Job
Better
Body of Work
Change
Core Values
Equal
Fact Check 1
Fact Check 2
Good Enough Isnt
Motto Fist
No Third Party
Protected
PSLA
Spotlight
Statement
Support All Unions
Accommodation
8 Hours
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