Earlier this year, there was buzz about Sega of America employees forming a union—Allied Employees Guild Improving Sega (AEGIS-CWA)—in collaboration with the Campaign to Organise Digital Employees (CODE-CWA). Despite an election vote victory by the union through the National Labor Relations Board (NLRB), Sega of America declined to recognize it, triggering ongoing tensions.
The company’s internal communication highlighted a commitment to the NLRB process while also emphasizing the value of a direct relationship with employees for a supportive and responsive environment.
However, following initial negotiations, the union accused Sega of America of threatening its temporary workers. The reported proposal, presented without union negotiation, outlined a plan to phase out temporary employees, impacting roughly 40% of the union’s membership.
The union expressed disappointment, citing the expectation of being recognized post-election as per NLRB commitments. With around 200 members, it’s one of the country’s largest multi-disciplinary video game unions. The union emphasized the importance of genuine negotiations with the company rather than unilateral decisions impacting employees.
Alleging these actions as union-busting tactics, the union condemned Sega management for disregarding the union’s stance and threatening potential outsourcing of jobs. In response, the union filed an Unfair Labor Practice charge, urging the company to convert temporary roles to permanent positions.
While the charge proceeds to the National Labor Relations Board, there’s a possibility of imminent layoffs by Sega of America. This situation raises concerns about the company’s future approach to labor relations and its impact on all involved parties.