All Pilgrim’s Pride Nacogdoches workers,
On 11/3/2026, the Company put out a highlights document, listing some of the Company proposals in the Company’s LBFO. We want to inform you that the Company left out critical information regarding some of those proposals and inaccurately reported on others. Before you vote on Friday November 6th, we want to make sure you have all the information necessary to make a decision for you and your family.
Here are the issues with the Company’s Final Offer Highlight Document:
Attendance- The Company failed to mention that the attendance policy change expires in 12 months from ratification. After the 12-month period, the Company takes back control of the attendance policy and can make changes without bargaining for the remaining years of the CBA and all future years. (-This is a permanent loss of bargaining rights.)
“-Within sixty (60) days following ratification of this Agreement, the Company shall reinstate the attendance policy and terms that were in effect immediately prior to April 2025. Nothing in this provision shall be construed as a waiver of the Company’s preexisting right to establish, implement, modify, and enforce reasonable workplace rules and procedures, including reasonable attendance policies. The Company agrees that it shall not modify the reinstated attendance policy for a period of one (1) year following ratification of this Agreement unless such modification is mutually agreed upon by the Company and the Union.”
Wages- The Company’s document mentions that workers are receiving a $2.25/hour increase. The Company is including the $1.00/ HR attendance incentive to make their wage proposal much bigger than it actually is. For 80% of the plant, that’s $1.00/HR that they already receive, not new money. Also, the Company’s proposal also lists the second-year wage increase to be effective the Sunday following ratification, but the Company’s highlight page says the Monday following ratification.
“-Article 26. Wages: Effective the first Sunday following ratification, all current production and maintenance rates will be increased by one dollar and twenty-five cents ($1.25) per hour for all hours worked. It is agreed that eighty cents ($0. 80) of the increase will be retroactively applied for all hours worked back to July 5, 2025… Bargaining note not included in the agreement: the Company will convert the one dollar ($1.00) attendance incentive into wages at ratification. The attendance incentive will not be retroactive.”
November 13th Deadline- The Company states on their document that the $0.80/HR would be eliminated if the membership doesn’t accept this agreement by their November 13th deadline, but the Company’s LBFO states that it would return to its previous position. The $0.80 cent increase with retroactivity to July 5, 2025 has been a part of the Company’s previous proposals the Local received on, 6/22/26, 8/27/26, 9/15/26, 10/5/26, and 10/27/26.
“-The foregoing provisions shall apply provided that this Agreement is ratified by midnight on November 13th. However, in the event the Agreement is not ratified by November 13th at midnight, the following provisions shall expire and be withdrawn, and the Company’s offer will return to its prior position:
Wage increase dates- The Company document mentions the outer year raises in 2027 & 2028 without mentioning an effective date because the Company moved back the dates of your raises, thereby delaying your raises in those years by several months.
The Local believes that having the necessary information prior to voting is vital to you making an informed decision for you and your family. The Local Union leadership and your Union bargaining committee believe you deserve better and an offer that rewards your hard work. If you would like to join the Local’s campaign to hold the Company accountable, or you have any other questions, contact your Union Representative. When the day comes to vote on the LBFO, we recommend you vote to reject it and allow us to continue bargaining for a fair contract offer you deserve.
