Union Busting Awareness

Macy's is spending
money to stop you
from organizing.

Instead of addressing why their corporate employees want a union, Macy's brought in a union buster, held emergency meetings with managers, and had IT block our website. This page explains exactly what they are doing, what they will do next, what is illegal, and what you can do about it.

What happened

Here is what Macy's
has done so far.

David Clayton
Macy's Union Avoidance Lead
David Clayton is the person Macy's pays to stop you from organizing. His job is to coach managers on anti-union talking points, run captive audience meetings, and spread misinformation about what a union would mean for you. He held an emergency session with managers to prepare them for conversations designed to scare you away from the union.
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Hired a professional union buster. David Clayton held an emergency mandatory meeting with managers. No agenda was provided. The purpose was to coach them on how to discourage you from organizing.
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Blocked our website on the corporate network. Macy's IT blocked unionizemacys.com and our campaign email. We registered another domain (macysboycott.com) within hours. Both are now live. For every domain they block, we register another.
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Coached managers with scripted talking points. Your manager may approach you with lines about union dues, losing benefits, or being a "family." These are scripted. We break down every one of them below.
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Spent company money on suppression instead of solutions. Instead of addressing forced RTO, AI job displacement, and zero protections, Macy's chose to pay someone to convince you that having a voice is bad for you.

What to expect next

Their playbook is
predictable.

Every company that faces an organizing campaign runs the same plays. Macy's is no different. Here is what is coming so you are not caught off guard.

Phase 1
Manager 1-on-1 conversations
Your manager will pull you aside for a "casual" conversation about the union. This is not casual. They have been coached on exactly what to say. They may ask how you feel, what your concerns are, or try to gauge your support. Remember: they cannot legally ask if you support the union or signed a card.
Phase 2
Captive audience meetings
Mandatory all-hands or team meetings where management presents their case against the union. You are legally required to attend. You are not required to agree. Bring a notebook. Document everything said. These meetings often contain statements that cross the legal line.
Phase 3
Sudden "improvements"
Watch for surprise perks, raises, schedule flexibility, or policy changes. If Macy's suddenly starts addressing problems they have ignored for years, that is not a coincidence. It is a response to the campaign. And making promises to discourage organizing is an Unfair Labor Practice.
Phase 4
Fear and division
Management will try to create division between departments, between managers and reports, and between people who support the union and those who do not. They want you isolated because isolated workers do not organize. Stay connected. Talk to each other. That is the entire point.
Phase 5
Outside consultants and lawyers
Companies regularly spend tens of thousands of dollars on anti-union law firms and consultants. David Clayton is the beginning. Expect more. Every dollar they spend fighting the union is a dollar they could have spent on your salary, benefits, or severance protections.

Know your rights

T.I.P.S. is illegal.
Remember these four letters.

Under the National Labor Relations Act, your employer cannot do any of the following. If your manager does any of these things, it is a federal Unfair Labor Practice and should be documented and reported immediately.

T
Threaten
They cannot threaten to fire, demote, reduce hours, transfer, or punish you in any way for supporting a union, signing a card, or talking to coworkers about organizing.
I
Interrogate
They cannot ask whether you support the union, whether you signed a card, whether you attended a meeting, or who else is involved. Any version of "so what do you think about this union thing?" from your manager is legally suspect.
P
Promise
They cannot promise raises, promotions, schedule changes, new perks, or policy improvements in exchange for opposing the union. If they suddenly start fixing things they have ignored for years, ask yourself why now.
S
Spy
They cannot monitor, surveil, or spy on your union activity, conversations, or meetings. They cannot ask other employees to report on union activity. They cannot track who visits union websites on personal devices.

Their lies vs the truth

What your manager
was told to say to you.

These are scripted lines from David Clayton's playbook. Your manager did not come up with these on their own. Here is every talking point and the truth behind it.

"The union just wants your dues money."
The truth: Average union dues are about 1.5% of your salary. Union members earn 20% more than non-union workers doing the same jobs. That is a net gain of over $10,000 per year after dues. We break down the full math below.
"You could lose benefits you already have."
The truth: Under federal law, your existing benefits are the starting point for negotiations, not the ceiling. A union contract locks them in so they cannot be taken away unilaterally. Right now Macy's can change your benefits at any time with no notice. A contract prevents that.
"We're a family here. We don't need outsiders."
The truth: The union IS you. It is not an outside organization that takes over. It is the employees themselves, collectively, with legal backing. When Macy's says "family," ask yourself: does your family force you back to the office, automate your job with AI, and offer zero severance?
"Things could get worse, not better."
The truth: Things are already getting worse. AI contracts are replacing your work. RTO was imposed with no input. There are no severance protections. A union contract is the only legal mechanism to stop that trajectory.
"The process takes forever and nothing will change."
The truth: Our situation is different from campaigns like Starbucks, where hundreds of individual stores each had to organize separately. We are one corporate office, one location, one workforce. We can move faster, organize tighter, and act together. And if we strike, all of Macy's stops. That is real leverage.

The real math

The number David Clayton
doesn't want you to see.

Every number below comes directly from the U.S. Bureau of Labor Statistics. This is federal data, not campaign material.

What you'd pay in dues
1.5%
of your salary per year
(~$100/month at $80K)
What you'd earn
+20%
union wage premium
(BLS median data, 2025)
Union weekly pay
$1,404
Median weekly, BLS 2025
Non-union weekly pay
$1,174
Median weekly, BLS 2025
Your net gain per year after dues
+$10,760
That is the number they are paying David Clayton to hide from you.
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Source: U.S. Bureau of Labor Statistics
Union Members Annual Report, February 2026 (bls.gov/news.release/union2.htm)

Protect yourself

Document everything.

If your manager says anything to you about the union after David Clayton's meeting, you need to write it down. Contemporaneous documentation (written at or near the time of the event) is the strongest evidence in an NLRB Unfair Labor Practice proceeding.

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Write down exactly what was said. Include the date, time, location, who said it, and who else was present. Use exact quotes if possible.
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Send your notes to your personal email immediately. Never store documentation on a work device, in Slack, or anywhere Macy's can access. Your personal email creates a timestamped record.
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Report any T.I.P.S. violations. If your manager threatens, interrogates, promises, or spies, that is an Unfair Labor Practice. Contact us at union@macysboycott.com or submit a tip on the website. We will file with the NLRB.
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Watch for retaliation. Sudden performance reviews, schedule changes, desk moves, exclusion from meetings, increased scrutiny, or changes in how you are treated. Document anything that is different from how you were treated before the campaign.
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Talk to your coworkers. You are legally allowed to discuss the union, your salary, and working conditions with colleagues during non-work time. Management cannot prohibit this. It is the most powerful thing you can do.

The real question

Why are they spending
this much money to stop you?

Because a union contract gives you enforceable legal rights that Macy's currently does not have to respect. Every dollar they spend on David Clayton is a dollar they would rather pay than give you a seat at the table.

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Salary protection
A contract locks in raises and prevents arbitrary pay cuts or comp restructuring. Right now Macy's can change your compensation at any time.
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AI job protections
A contract can require advance notice before AI replaces your role, mandatory retraining, and severance guarantees. Right now you have none of this.
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RTO bargaining rights
A contract means Macy's must negotiate before changing where and how you work. No more unilateral mandates. Your input becomes legally required.
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Retaliation protection
A contract gives you formal grievance procedures and legal recourse if management retaliates. Without one, you have no enforceable mechanism to fight back.
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Severance guarantees
A contract can require severance packages for layoffs and restructuring. Right now Macy's can eliminate your position and owe you nothing.
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A legally binding voice
Without a union, every policy is a suggestion that management can change tomorrow. With a contract, your rights are enforceable by law. That is the difference.

Every name builds
our case.
Add yours.

Every signup strengthens our NLRB petition and unlocks union resources. There is power in numbers. Your name is never shared with Macy's.

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