NLRB closes Trader Joe’s Minneapolis labor case after withdrawal request
Case 18-CA-361175 closed April 14 after a withdrawal request, ending one Minneapolis docket but not Trader Joe’s wider union fights.

NLRB case 18-CA-361175 is closed after the board issued a Letter Approving Withdrawal Request on April 14, ending a Minneapolis labor docket that had been filed on Feb. 26, 2025. The case was assigned to Region 18 in Minneapolis, and the charging party was Trader Joe’s United.
The docket lists the charge categories as coercive statements and coercive rules, which places the dispute squarely in the organizing fight rather than in a customer issue, product complaint, or store operations matter. For employees tracking labor activity at Trader Joe’s, the key takeaway is narrow but important: one unfair-labor-practice case in Minneapolis is no longer pending before the NLRB.
What the closure does not mean is just as important. A withdrawn charge ends a specific case, but it does not amount to a board ruling on the merits and it does not settle Trader Joe’s labor relations nationwide. The Minneapolis filing was one episode in a longer stretch of organizing and litigation that has followed the company since workers began union efforts in 2022.
That Minneapolis store carries particular weight because its workers were the second Trader Joe’s crew to unionize, voting 55-5 to join Trader Joe’s United in 2022. The store has already figured in other NLRB matters, including a complaint over managers removing pro-union literature from the employee break room. In a separate matter, an NLRB judge ruled that Trader Joe’s unlawfully prohibited workers from wearing union insignia.
Taken together, those disputes explain why even a procedural close on one Minneapolis filing lands with outsized significance. Trader Joe’s has spent years promoting a neighborly, crew-centered culture, but the NLRB record shows that organizing, store rules and discipline have remained active flash points. For crew members, the practical meaning is that one case is off the board’s active docket. For managers, the message is that labor documentation and union-related policy decisions can still create long-running consequences long after a single charge is withdrawn.
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