Marshall Project Guild
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Marshall Project Guild
@marshallprojectguild.org
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We are the Marshall Project Guild, a union of journalists, designers, engineers and business staff standing together to secure the future of The Marshall Project.

https://www.marshallprojectguild.org/
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marshallprojectguild.org
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 ⬇️
September 14, 2026 at 10:59 PM
marshallprojectguild.org
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 ⬇️
September 14, 2026 at 10:59 PM
Reposted by Marshall Project Guild
rbreich.bsky.social
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.
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...
www.epi.org
September 8, 2026 at 9:18 PM
marshallprojectguild.org
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!
September 7, 2026 at 4:04 PM
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aflcio.org
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 ✊
September 6, 2026 at 6:08 PM
marshallprojectguild.org
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.
August 27, 2026 at 4:01 PM
Reposted by Marshall Project Guild
msainato.bsky.social
Dolly Parton's 9to5 film was based on a grassroots organizing labor movement led by women
www.theguardian.com/business/202...
'A lost history': the US women who fought for better working conditions
PBS documentary on 9to5 shows how women’s organizing efforts in 1970s to better working conditions echos many of today’s social justice movements
www.theguardian.com
August 26, 2026 at 12:42 PM
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karenattiah.bsky.social
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!!!
August 25, 2026 at 1:30 PM
Reposted by Marshall Project Guild
erikloomis.bsky.social
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!!
August 25, 2026 at 1:47 PM
Reposted by Marshall Project Guild
wbng.org
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...
The Guild wins reinstatement for Washington Post columnist Karen Attiah in wrongful termination arbitration
F
wbng.org
August 24, 2026 at 12:18 PM
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huffpostunion.bsky.social
A statement from the HuffPost Union @wgaeast.bsky.social on today's layoffs.
August 24, 2026 at 2:14 PM
Reposted by Marshall Project Guild
marshallprojectguild.org
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 👇
August 11, 2026 at 5:14 PM
marshallprojectguild.org
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.
August 12, 2026 at 2:58 PM
marshallprojectguild.org
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 👇
August 11, 2026 at 5:14 PM
Reposted by Marshall Project Guild
propublicaguild.org
🚨 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].
July 31, 2026 at 4:51 PM
marshallprojectguild.org
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.
July 31, 2026 at 1:50 PM
Reposted by Marshall Project Guild
propublicaguild.org
“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.”
July 15, 2026 at 5:57 PM
Reposted by Marshall Project Guild
cwaunion.bsky.social
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 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.
cwa-union.org
July 10, 2026 at 6:52 PM
Reposted by Marshall Project Guild
staticmediaunion.bsky.social
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.
July 8, 2026 at 9:15 PM
Reposted by Marshall Project Guild
propublicaguild.org
“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.
July 9, 2026 at 6:21 PM
Reposted by Marshall Project Guild
seiu.org
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
notoriousvog.b87fm.com Notorious VOG @notoriousvog.b87fm.com · Jul 8
Over 4,400 nurses & home care clinicians just walked off the job in Boston, launching the largest nurses’ strike in Massachusetts history. Mass General Brigham executives need to pay up. These heroes save lives every day—they deserve a fair contract, not corporate greed. Let's show our solidarity!🤦🏾‍♂️🙌🏾
July 9, 2026 at 3:18 PM
Reposted by Marshall Project Guild
marshallprojectguild.org
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.
July 6, 2026 at 5:01 PM
Reposted by Marshall Project Guild
seiu.org
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!!
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.
seiu.co
July 7, 2026 at 11:47 PM
Reposted by Marshall Project Guild
newsguild.org
🚨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...
Hachette Book Group employees win election for largest union in trade publisher history | The NewsGuild - TNG-CWA
newsguild.org
July 7, 2026 at 7:01 PM
Reposted by Marshall Project Guild
propublicaguild.org
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.”
July 6, 2026 at 7:39 PM