Trader Joe's Location Pushes to Remove Union: What’s Happening?

August 14, 2024

By: Sabba Salebaigi-Tse, Esq.

Recent developments at the Trader Joe’s location in Hadley, MA have garnered attention as employees filed a petition to decertify their union. The petition, submitted on July 30, 2024, with the help of the National Right to Work Legal Defense Foundation, marks a significant shift for a store that was the company’s first to unionize less than two years ago.


Employee Dissatisfaction

Employees at the Hadley store have expressed dissatisfaction with the union’s performance. Some who initially supported union representation are now claiming that the union has failed to negotiate effectively and address workers’ concerns. As a result, nearly 50% of the store’s employees are backing the decertification effort.


Decertification Process

The National Labor Relations Board (NLRB) has yet to fully review the decertification petition. If the NLRB approves it, an election will be scheduled to determine if the majority of employees want to keep or remove the union. Trader Joe’s has stated it supports the employees’ right to choose their representation freely and is committed to a fair process.


Concerns Raised

Employees have criticized the union for using aggressive tactics and making misleading claims about working conditions. They argue that the union has caused division rather than improving the work environment. Some have publicly stated that they felt more respected by management before the unionization process.


Next Steps

As the NLRB reviews the petition and decides on the next steps, the outcome will be pivotal for the Hadley store’s workforce. A successful decertification vote could reshape the store’s labor relations landscape and influence discussions on unionization at other locations.


The situation at the Trader Joe’s location in Hadley, MA illustrates how employee views on unions can change over time. It emphasizes the need for clear and effective labor representation and shows the evolving nature of workplace advocacy. Employers who stay informed and adapt to these changes can better manage union-related issues and potentially benefit from a well-handled unionization process.


If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.


Sabba Salebaigi-Tse is an attorney who specializes in labor and employment-law matters at the Royal Law Firm LLP, a woman-owned, women-managed corporate law firm that is certified as a women’s business enterprise with the Massachusetts Supplier Diversity Office, the National Assoc. of Minority and Women Owned Law Firms, and the Women’s Business Enterprise National Council.

Brandon Calton admitted to the United States District Court of Connecticut

June 10, 2025
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Federal Court Vacates EEOC’s “Abortion Accommodation Mandate” in PWFA

By Heather Child • June 9, 2025
On May 21, 2025, the U.S. District Court for the Western District of Louisiana struck down a provision in the Equal Employment Opportunity Commission’s (EEOC) final rule under the Pregnant Workers Fairness Act (PWFA), ruling that the agency exceeded its authority by requiring employers to accommodate elective abortions that are not medically necessary. Background Information: In June 2022, the U.S. Supreme Court issued a decision in Dobbs v. Jackson Women’s Health Organization, which overturned Roe v. Wade and eliminated the constitutional right to abortion. Congress passed the Pregnant Workers Fairness Act in December 2022, and it became effective in June 2023. The law requires employers with 15 or more employees to provide reasonable accommodation to qualified applicants or employees who have physical or mental conditions related to pregnancy, childbirth, or related medical conditions, unless doing so would cause significant difficulty or expense for the employer. In April 2024, The EEOC issued its final interpretation of the PWFA including abortion in the definition of “pregnancy, childbirth, or other related medical conditions” thereby requiring employers to provide accommodations related to abortion. In May 2024, the states of Mississippi and Louisiana sued the EEOC, arguing that the interpretation conflicted with the U.S. Supreme Court’s Dobbs decision and their respective state laws on abortion. In June 2024, Judge Joseph found that the EEOC exceeded its authority and issued a preliminary injunction postponing the effective date of the interpretation to provide accommodation for elective abortions until final judgment was entered in this matter. The final judgment was entered on May 21, 2025, that remanded the matter to the EEOC to revise the final rule and all related implementing regulations and guidances. Employer Takeaways: While employers are no longer (as of now) REQUIRED to provide accommodation for elective abortions, the remainder of the PWFA remains in full effect The decision to have or not have an abortion remains protected under Title VII The PWFA does not supersede state or local laws providing greater protection for pregnant workers. It is important to stay up to date on state regulations to ensure employers are complying with state laws. While it is still unclear how this ruling will impact employers nationwide, it is still important to continue to stay up to date on ever-changing legislation.  If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.