Take Action: UnLocal Staff Demand Voluntary Union Recognition

(MANHATTAN, NEW YORK) Workers at UnLocal, a Manhattan immigration legal services provider, are pressing leadership to grant immediate voluntary recognition of their union, UnLocal United, after the organization refused to recognize The union and instead insisted on an NLRB election that cannot move forward during an ongoing, indefinite government shutdown. Staff say the delay has left their unionization effort in limbo, while clients who rely on stable, trauma-informed legal help face greater uncertainty.

UnLocal staff announced their intent to unionize with the Association of Legal Aid Attorneys – UAW Local 2325 on September 3, 2025, following what they describe as an overwhelming majority signing union authorization cards. Executive Director Tania Mattos rejected voluntary recognition and required the matter to proceed to a formal NLRB election, according to union organizers. That election is now stalled because the National Labor Relations Board is closed during the shutdown, freezing ballot counting and certification.

The workers argue the impasse contradicts UnLocal’s mission to serve immigrants with consistency and care. They say immediate recognition would allow them to bargain over pay transparency, workload protections, and a clearer discipline process, which they believe will help reduce turnover and protect client continuity. Organizers add that a protracted delay undercuts their ability to address burnout and caseload pressure in a timely way.

Shutdown Stalls NLRB Election

Because the NLRB administers union elections and issues certifications, its closure during the shutdown has effectively paused this process with no timeline to resume. That means UnLocal employees who expected a swift vote now have no clear path forward.

The union’s position is that the employer can end this uncertainty by granting voluntary recognition based on the majority already demonstrated through signed cards, a lawful route that does not require an election when an employer agrees.

For background on how representation cases normally move, readers can consult the official National Labor Relations Board guidance on representation cases: https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/filing-cases/representation-cases. That guidance explains how elections are scheduled and how unions are certified, underscoring why a shutdown can halt key steps.

Core demands from UnLocal United and ALAA

• Immediate voluntary recognition by UnLocal management
• Fair, good-faith bargaining toward a first contract
• Pay transparency and stable, predictable raises
• Protection against unjust discipline
• Improved benefits that support staff well-being and retention

Organizers say leadership’s refusal to recognize the union despite majority support places staff in a holding pattern that hurts planning, retention, and long-term goals. They argue this is especially harmful for immigrant clients whose cases can stretch over months or years and require reliable representation.

Why Voluntary Recognition Matters for Immigrant Services

In the legal services world, steady teams often mean better outcomes. Staff familiarity with a client’s asylum claim, family petition, or removal defense can save time and reduce errors.

When employees leave due to burnout or unclear policies, clients may need to retell painful stories, face new delays, or miss filing windows. UnLocal workers say voluntary recognition now—rather than waiting for an NLRB election whenever the shutdown ends—would better align with the organization’s mission.

Union supporters stress that the request is narrow and rooted in standard labor practice: if a majority has already signed union cards, employers can, at their discretion, recognize the union and move straight into bargaining. They add that a contract can:

• Set reasonable caseload expectations
• Improve training
• Support trauma-informed work, central for clinics handling detention, deportation defense, and humanitarian relief

Broader context and trends

Organizers note that 2025 has seen a wave of labor actions among New York City legal services groups, where staff cite low pay relative to workload, rising living costs, and escalating client needs. According to analysis by VisaVerge.com, this trend reflects a push for:

• Stronger pay scales
• Transparent promotion paths
• Better benefits across public interest law offices

The goal is stabilizing services for low-income communities that depend on these providers.

Supporters of UnLocal United emphasize the practical stakes for clients:

• A legal assistant who stays because of clearer pay and benefits can process filings on time.
• A staff attorney with manageable caseloads can prepare stronger applications.
• A retained interpreter can maintain trust with survivors seeking protection.

They argue these everyday details add up to fairer outcomes for immigrants navigating detention, court appearances, or complex paperwork.

Management’s stance and the procedural gap

Management has maintained that a formal NLRB election is the appropriate path. In normal times, an election can confirm majority support and lead to certification. But the shutdown has turned that procedural choice into an indefinite delay, with no set date for ballot counting or union certification to restart.

ALAA and UnLocal United have urged the public to support workers by signing petitions and calling on UnLocal’s leadership to grant voluntary recognition without further delay. They argue that good-faith bargaining would let both sides address pay structures, workload, and benefits in a detailed way, and begin improving staff retention immediately.

Requested improvements (negotiation priorities)

• Organizational stability: hiring plans, retention measures, and consistent supervision
• Transparency: clear pay scales and promotion criteria
• Fair process: protections against arbitrary discipline
• Benefits: health, leave, and mental health supports tied to frontline stress

Advocates say these items can be negotiated thoughtfully and put into a contract that both protects workers and strengthens services. They also note that card-check recognition followed by bargaining is common in nonprofit settings, especially when outside events—like a government shutdown—block the usual election route.

The local impact of a federal pause

The present stalemate highlights a structural reality: when government operations pause, communities relying on federally administered labor processes can be left waiting.

For UnLocal’s clients, many of whom face deadlines in immigration cases or fear the consequences of a missed court date, organizers say there is no room for prolonged instability in the office that stands beside them.

Union organizers add that honoring staff voice through voluntary recognition would build trust across the organization, reduce turnover, and allow UnLocal to plan multi-year strategies for community outreach, removal defense, and humanitarian relief—work that requires steady teams and sustained funding.

As of October 11, 2025, no timeline exists for the NLRB to resume operations, election activities, or certification steps. UnLocal United says that makes their request straightforward: recognize the union now and begin bargaining in good faith. Leadership has not publicly shifted its position.

ALAA and UnLocal United continue to share updates through union channels and citywide labor networks, and they encourage supporters to speak out. They argue that prompt, voluntary recognition would be the most direct way to protect workers and the immigrant clients who depend on them every day.

Key takeaway: With the NLRB closed, voluntary recognition is the practical path unions and advocates are asking UnLocal to take now to preserve staff stability and protect vulnerable clients.