UPDATE 4:30 am (ET), 28 April 2026: An Apple spokesperson has reached out to share the company’s side of the story. Here’s the full official statement:
“We strongly disagree with the claims made, and we will continue to abide by the agreement that was negotiated and agreed with the union. We look forward to presenting all of the facts to the NLRB.”
According to Apple, the current collective bargaining agreement dictates that in the event of a store closure, employees are only guaranteed a transfer or rehire if the company opens a new location within a 50-mile radius of the Towson store. Outside of that specific scenario, the union negotiated for severance packages rather than automatic transfers to existing stores.
Apple noted that while it currently has no plans to open a new location in that market, former Towson team members will have the right of first refusal for open roles if a new store does launch in the area within the next 18 months.
Original Article Follows:
The International Association of Machinists and Aerospace Workers has officially filed an unfair labor practice charge against Apple with the National Labor Relations Board. This legal action follows the technology company announcing plans to shutter three of its retail locations across the United States.
The labor group alleges that management is actively discriminating against unionized employees at the soon-to-be-closed Towson, Maryland, location by denying them the same transfer opportunities offered to workers at the other affected stores.
Apple restricts transfer options for unionized workers at the Towson location
Management recently detailed plans to permanently close three locations, including its first unionized shop, by June. The list includes the Towson storefront, which holds the distinction of being the only organized location among the affected group. While the company attributed the initial closure decision to declining mall conditions and departing retailers, the current dispute centers entirely on how it is handling staff relocations.
When confirming the impending shutdowns, the company stated that employees from the Trumble and North County locations would be permitted to keep their jobs by transferring to other nearby stores. However, this guarantee was not extended to the Towson staff.
Instead, management informed those specific workers that they were only eligible to apply for open roles based on their collective bargaining agreement.
Union leaders demand fair treatment and equal job relocation opportunities
The labor union strongly disputes the official reasoning regarding the bargaining agreement. Worker representatives assert that absolutely no clause exists within the contract that prevents the company from shifting Towson employees to new locations. They view the differing treatment as a direct penalty for organizing and engaging in collective bargaining.
Union International President Brian Bryant criticized the situation as an example of unlawful discrimination. He noted that the company is denying its organized workers the exact same opportunities it is freely giving to non-union staff. The labor group is now calling on the technology giant to reverse its current stance.
Organizers have also asked customers to send letters to the board of directors to show solidarity with the retail staff.
