Publix Needs A Union Now: Building a Stronger Workplace Together

Publix Shareholder

United States of America

Intent to Form a Union

Dear Publix Super Markets Incorporated Board of Directors,
This letter is to inform you of our efforts to bring together all hourly and non-management employees in a show of unity. Our goal is to achieve parity in wages and benefits so that all employees can benefit equally from their work and contributions.

Our Grievances

The hourly wage is insufficient to provide a living wage.
a. Employees cannot afford to provide housing for themselves or their families.
b. Employees struggle to afford food for themselves or their families.
c. Employees cannot afford health insurance and often come to work while sick.
d. Employees struggle to afford transportation to and from work.
e. Employees who reach out for assistance from the United Way company charity often do not qualify.

Company benefits favor full-time employees and exclude others.
a. Vacation accrual applies only to full-time associates and management. This is a form of economic discrimination.
b. Health insurance should be available to all employees and funded equally by the company.

Seniority and promotions
a. Employees experience discrimination when applying for internal promotions. Publix is known to favor younger outside hires over more qualified internal candidates.
b. Management can create internal favoritism within their store, benefiting some employees and disadvantaging others without clear justification. This occurs without recourse.

Bonuses
a. Bonus structures create economic discrimination. Part-time associates receive only an eight-hour bonus, while full-time associates receive one to two weeks of bonus pay. Management may receive four or more weeks of salary as a bonus.

Our Proposed Solutions

• Raise pay brackets to reflect current economic conditions and ensure wages align with the value associates bring to the company. In 2023, Publix earned $4.3 billion. The company reported $3.4 billion in profit during the first nine months of 2024.
  a. For employees with over one year of service, provide a retroactive bonus based on the difference in pay scale for all hours worked.
  b. Reduce the required minimum number of hours worked per year to 200 for eligibility to receive company-provided stock. This would reward employee commitment.
• Make all associates eligible to accrue vacation and paid time off at the same rate as full-time associates. If a full-time associate earns two weeks of paid time off in the first year, that accrual rate should apply to all associates on a per-hour basis. Holiday pay should be available to all associates regardless of tenure. Increases in time off should apply once associates meet the relevant time requirements.
• Make all associates eligible for medical coverage. Publix should fund this coverage equally, regardless of whether the employee is part-time or full-time.
• Implement a process to encourage current associates to apply for internal positions and provide constructive feedback. This shows respect for their experience. Board members would not accept being told they are no longer being considered without explanation. Human Resources should not send that message via automated email.
• Take seriously the creativity and input of associates. Ideas submitted through The Idea Spot should be considered thoughtfully. There is more to gain from this platform than sandwich recipes or reusable bag designs.
• Expand the frequency and value of gift card awards for milestone achievements and jobs well done. Recognition motivates and retains employees.
• Corporate board members should review steps from the Mental Health Resources section of Passport. Concepts such as “accepting reality” and “getting out of thinking traps” are useful. We welcome realistic and substantive change from the current status quo.

More information will be shared as this process continues to gain momentum.

Sincerely,
We, the Associates