Phillips 66 refinery workers authorize strike over sick leave policy
Refinery workers in New Jersey voted to authorize a strike to fight a policy that punishes them for taking sick leave.
Market · Source: Reuters
What happened
Workers at the Phillips 66 Bayway Refinery in New Jersey voted to authorize a strike. The vote passed with an overwhelming 92 percent margin. The facility is the largest oil refinery on the East Coast. It employs 385 process and mechanical workers represented by Teamsters Local 877. The union says workers are demanding a fair contract. They want higher wages, stronger benefits, and reliable access to paid time off. They also want to protect language previously agreed upon in older contracts.
The dispute centers heavily on a strict sick leave rule. In 2025, management introduced an Absence Control Policy. This rule allows the company to discipline or even fire employees who are absent due to illness. Workers say this policy punishes them for circumstances outside their control. Union leaders argue that the refinery runs on the hard work of these essential employees. They believe management is leaving workers with no other choice but to prepare for a strike.
Workers are also pushing back against proposed changes to safety and training standards. Management wants to shorten the current 30-month training period for new employees. They also proposed extending the traditional 10-month probationary period. Under the new proposal, probationary status would be tied to qualification milestones. This means probation could last up to six years. The current collective bargaining agreement expires on October 1. Negotiations are ongoing, but the two sides have not reached a deal.
By the numbers
- 92 percent — Margin by which workers voted to authorize a strike
- 385 — Number of process and mechanical workers at the refinery
- 30 months — Current training period management wants to shorten
- 6 years — Proposed maximum length of the new probationary period
- October 1 — Date the current collective bargaining agreement expires
Why it matters
This situation highlights how companies are changing attendance and probation policies. Job seekers should pay close attention to sick leave rules before accepting an offer. A strict absence policy can put your job at risk if you face a medical emergency. Extended probationary periods also delay job security and full benefits for new hires. When a company ties probation to training milestones, your job status remains uncertain for years. This makes it harder to plan your career or feel secure in your daily life.
The outcome of this contract fight could set a standard for industrial and mechanical roles. If Phillips 66 successfully extends probation to six years, other employers might try the same tactic. A strike at a major refinery processing 275,000 barrels of crude oil and 145,000 barrels of gasoline products each day could also disrupt regional energy supply. This disruption often forces companies to hire temporary contractors or shift operations. It shows how internal company policies can quickly escalate into large-scale operational risks.
Who this hits
Industrial and mechanical workers
These workers face changing safety and training standards across the industry. Shorter training periods and longer probations make it harder to secure long-term employment and work safely.
New hires
Anyone starting a new job at this facility could face a six-year probationary period under the new proposal. This leaves new employees vulnerable to termination without full union protection for an extended time.
Corporate job seekers
This specific strike does not directly impact tech or corporate hiring at the moment. However, it serves as a strong reminder to review company absence policies carefully during the interview process.
What to do this week
- Ask for a copy of the employee handbook or attendance policy before signing a job offer.
- Clarify the exact length of your probationary period and ask what specific milestones you must hit to pass it.
- Check if your prospective employer has a history of labor disputes or recent policy changes regarding sick leave.
- Request your training schedule in writing to ensure you receive adequate preparation for your role.
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My take
I always tell job seekers to look beyond the base salary when evaluating an offer. A policy that punishes you for getting sick is a major red flag for company culture. You need to know exactly how long your probation lasts and what training you will receive before you commit to an employer.