Stater Bros. Workers Urge Boycott Over Labor Disputes

In the summer of 2025, unionized Stater Bros. workers in Southern California called for a boycott of a Pasadena store while bargaining for a new contract. It ended in August 2025 with a ratified three-year contract. The lesson for any California worker: federal law protects your right to organize, bargain and act together with coworkers, and your employer generally cannot spy on, threaten or punish you for it.

What happened at Stater Bros.

According to UFCW Local 324 updates, the contract covering Stater Bros. grocery workers expired on March 2, 2025. The union said it filed unfair labor practice charges against the company during bargaining, and in late July 2025 members voted to authorize an unfair labor practice strike. The union then announced a boycott at Stater Bros. store #202 in Pasadena, set for August 4, 2025.

No strike followed. The union announced a tentative agreement on August 6, 2025, and workers ratified a three-year contract on August 15, 2025. News reports said the deal covers more than 12,000 workers represented by several UFCW locals and includes wage increases, a new supplemental pension plan, higher health care contributions, and safety and staffing provisions. The unfair labor practice allegations were the union’s claims; we have not seen a ruling on them.

Your right to act together with coworkers

Section 7 of the National Labor Relations Act protects most private-sector employees who join or support a union, bargain collectively, or engage in other “concerted activities” for mutual aid or protection. According to the National Labor Relations Board (NLRB), that protection covers workers with or without a union. Talking with coworkers about pay or signing a group petition can be protected.

The NLRB lists employer conduct that can interfere with these rights, including:

• Threats, such as warning that the store will close or benefits will be cut if workers support a union.
• Coercive interrogation about your own or coworkers’ union activity.
• Surveillance, or creating the impression that union activity is being watched.
• Promises of benefits if workers reject the union.
• Discipline, firing, suspension, layoff or demotion because of protected activity.

Example (hypothetical): Daniel, a grocery clerk, wears a union pin and talks with coworkers about short staffing. His manager starts asking him who else attends union meetings, then cuts his hours. Both the questioning and the hours cut may be unfair labor practices, depending on the facts.

Strikes and boycotts: what is protected

Strikes are a protected form of concerted activity, but the rules depend on the type of strike. The NLRB explains that economic strikers, who strike for better wages or conditions, remain employees and cannot be fired, though they may be replaced in some circumstances. Unfair labor practice strikers, who strike to protest unlawful employer conduct, can be neither fired nor permanently replaced and are generally entitled to their jobs back when the strike ends.

Sit-down strikes, intermittent strikes, most strikes that break a no-strike clause, and serious misconduct like blocking entrances can lose protection. Talk to your union representative before any walkout. See our post on the Boeing defense workers’ strike.

How to file an unfair labor practice charge

You, your union or a coworker can file a charge with an NLRB regional office. Under Section 10(b) of the Act, no complaint may issue on an unfair labor practice that occurred more than six months before the charge was filed and served. Keep a record of dates, names, texts, schedules and any written warnings.

State law rights a union contract doesn’t erase

Union members keep many California protections, including claims for unpaid wages, discrimination, harassment and retaliation. A collective bargaining agreement can change some rules, such as certain overtime or vacation payout terms, and some disputes must go through the grievance process first, so check grievance deadlines early. If you were punished after raising concerns internally, see fired after complaining to HR.

Frequently asked questions

Can I be fired for supporting a union?

Generally no. Firing or disciplining a worker because of union support or other protected concerted activity can violate the National Labor Relations Act.

Do I need a union to be protected?

No. Section 7 also protects non-union workers acting together over pay or conditions.

Can my employer replace me if I strike?

It depends. Economic strikers may be replaced in some circumstances; unfair labor practice strikers cannot be permanently replaced.

Can I collect unemployment during a strike?

Generally not. Under Unemployment Insurance Code §1262, a worker who leaves work because of a trade dispute is ineligible while the dispute remains in active progress at that workplace.

Talk to a California employment lawyer

Employees First Labor Law represents workers exclusively. If you were disciplined, fired or had your hours cut after speaking up at work, we offer free virtual consultations. Contact us or call (310) 853-3461.

This article is general information about California law as of 2026, not legal advice for your situation. Reading it does not create an attorney-client relationship.