After the election victory it is time for a...
GUILD STAFF
MONDAY, OCTOBER 6, 2008
12:30-1:30pm
Now is the time to elect YOUR Negotiating Committee, complete YOUR Bargaining Survey, AND GET INVOLVED!
Please attend the next important Staff Union Meeting...
Tuesday September 2
6pm - 7pm
Community Room 2nd floor Farmer's Market
It is crucial that you try and come to the meeting this upcoming Tuesday.
We have handed in our petition for recognition. We have successfully negotiated a bargaining unit. We are working on bargaining surveys to complete and distribute.
Now, we need to discuss the important NEXT STEPS...
As always all are welcome, come and get involved in Your Union...and have a safe and relaxing Labor Day!
Tuesday, Aug. 19th
Usual time, usual place and, as usual, more important than ever.
6pm
Farmer's Market Community Room, 2nd Floor
Tuesday August 5, 2008 @ 6 PM
Farmer’s Market, 2nd Floor
ON THE AGENDA:
We will discuss the process for nominating and electing our NEGOTIATING COMMITTEE.
Come to the meeting and get your voice heard!
Who do YOU want at the table?
Tuesday July 22
6pm - 7pm
Community Room
2nd floor Farmer's Market
Please come to the meeting this Tuesday.
Now that we have handed in our petition for recognition we have a number of very important next steps to take before we can begin bargaining...
We are already discussing our bargaining unit. We also have bargaining surveys to complete and distribute. We need to get our next flyer/newsletter out.
Everyone is welcome, come and get involved in Your Union.
Today, as planned, we did our Delegation to David, presenting him with the petition of 93 staff signatures. We requested recognition and the outcome was that he is going to get back with us on a time when we can meet to determine the bargaining unit. In other words - recognition can/could happen when the unit is determined.
SO - IF YOU WANT TO BE INVOLVED WITH THE COMMITTEE IN DETERMINING THE BARGAINING UNIT PLEASE COME TO TOMORROW'S MEETING:
Farmer's Market Community Room
Tuesday, July 15th
6pm
Also at tomorrow's meeting, we need to discuss and determine who will be on the bargaining committee - we have to start working on a bargaining survey, etc.
FYI: The delegation today consisted of
Arthur Ureche
Mary Jerrido
Joel Shiffman
Cherise Davis
Gregg Mitchell
Ann Farriday
Bill Ryan
Lynda Whittaker
Tery Lopez
Chris Temple
Beth Paolozzi
Seamus Hurley
Laura Watson
In solidarity,
Laura
The workers have spoken. The majority of Guild staff want to be union. In the coming days we must reach out to all those who have yet to sign the petition for recognition. Every signature will make the union stronger once we enter negotiations with management.
Unfortunately, some of us may be feeling added pressure to refrain from union talk and activity at the Guild, especially in the presence of management or coworkers who oppose unionizing. We have taken pains to ensure our activity does not interfere with Guild business and we must continue to be sensitive and respectful of our colleagues who may disagree with us. However, we must not be afraid to engage in protected activity. The following submission should help allay our fears.
- - - - - - - - -- - - - - --- - - -- - -- - -- - - - - - - - - - - - - ------ - - - -
A summary of the NLRB position on solicitation and non-solicitation policies:
An employer may adopt a policy prohibiting solicitation and distribution of literature during working time and in work areas so long as the rule is (a) unambiguous with regard to the definitions of work time and work areas, (b) promulgated in advance of organizing activities, (c) not applied for the first time to known union adherent, and (d) uniformly applied to union and nonunion solicitations. The NLRB is currently considering the scope of the application of Non-solicitation policies to an employer’s e-mail system.
http://www.paemploymentlawblog.com/2007/10/articles/unions-1/national-labor-relations-act-nlra-five-things-every-hr-generalist-should-know/
http://www.nlrb.gov/shared_files/Board%20Decisions/254/254-172.pdf
http://www.ll.georgetown.edu/Federal/judicial/dc/opinions/01opinions/01-1433a.pdf
STAFF UNION MEETING
Tuesday, July 8th
Usual time, usual place...
6pm - 7:30pm
Farmer's Market Community Room, 2nd Floor
If you can't bring a co-worker, then sign them up instead!
A few folks seem to have fallen under the false impression that once we unionize we will lose certain benefits such as the employer "match" contributions to our Guild 401(k) plans. In the 401(k) handbook it does mention "union employees" as not being eligible for the employer matching. Some of us may be fixated upon this ambiguous standard, seeing it as an indication that we will be forced to sacrifice the "match" when we become members of the staff union. The question we SHOULD be asking is where in the 401(k) booklet is continuing eligibility for the program guaranteed for Guild staff? ANYWHERE? The solution to that is what we've all been saying for a while now, "Let's get it in writing!" Anyway, here is one lawyer's personal opinion on this.
- - - - - - - - - - - - -- - - - - - - -- - - - - - -- - - - - -- - - - - - -- - - - - -- - - - - --
The 401(k) handbook implies that if we were unionized employees that we would not be eligible for the plan -- this is NOT TRUE. If we have a union, the plan document will be changed to reflect who is eligible (unionized and non-unionized employees).
Whether or not to offer a 401(k) plan for its employees is a decision of the WGAW management. The Guild can decide to terminate the plan, to eliminate or reduce the employer "match". However -- THE MONEY THAT IS IN THE PLAN IS YOURS. Neither the plan nor the Guild can take away contributions made by employees themselves or, after an employee vests in the plan, any employer "matched" contributions (so if you've been at the Guild 5+ years, it's all yours.)
This is a red herring. The 401(k) plan is not in danger.
-- Anonymous, Esq.
- - - - - - - - - - - - - - - - - - - - - - - - - - - - -
If you haven't seen it already, here is the hottest new accessory available after you give your support to the staff unionization effort. Please be sure to wear it at all times to get the word out and encourage more people to sign. ADVERTISING, PEOPLE!!!
United we stand,
Together we wear these freakin awesome buttons!
Laura
Unionization Process Review
Understanding the unionization process is key as we continue to organize for a reasonable contract.
The following is a general overview of the step-by-step process involved in many successful organizing campaigns.
Please note:
Common Steps in Unionization Process:
1. Conversation about 'Unionization' begins
2. Small group of interested workers meet informally
3. Union Authorization Petition (or cards) are developed--small group begins to collect signatures
4. The group of interested workers grows, workers develop a list of issues that includes all workers' ideas of workplace improvement
5. Meetings are schedule to education & involved workers. Signatures collection continues
Goal is to collect 75-80% (demonstration of strong support) of staff signatures before approaching management.
6. Present Strong Show of Signatures To Management (VOLUNTARY EMPLOYER RECOGNITION)
7. The Group designs a formal Bargaining Survey to prioritize identified issues
8. Bargaining Unit collectively prioritizes bargaining issues into a set of proposals
9. Bargaining Team is elected (the overall group decides best way to elect Bargaining Team)
10. Bargaining Begins
Note: Good contracts are won not at the table, but with the workers and their collective power!
11. Bargaining Unit votes on bargained contract
12. If ratified, VICTORY! If not ratified, bargaining & pressure continues
Again, this is a fluid process.
Your input in necessary to determine the best process for our Staff Union.
Don't stand on the sidelines! Get involved! Come to meetings and ensure that YOUR VOICE IS HEARD!
Some folks have been working very hard on a flyer for the staff union that you should see floating around the office and in the lunch room soon. It just scratches the surface on many of the issues we've been working on and talking about at the meetings but we hope that cool graphics and a (relatively) tight message will entice people to come to a meeting if they've been putting it off or were unaware of goings-on up to now. Anyway, here's the full text of the flyer.
Staff Union!
Ask Questions! - Get Answers!
Union Meetings: Tuesdays 6:00 - 7:30pm
One on One Meetings: Thursdays Noon - 3pm
Where: Farmer’s Market - upstairs conference room
Why: Because YOU should have a voice
The Guild staff is talking about unionizing and we want You to be a part of it. This issue effects the livelihood of all staff members and should be looked at critically. Your input is needed to help determine issues, including the union's agenda.
Advantages of UnionizationCreates communication and structure for staff advocacy that is able to withstand administration changes.
While our current management and staff relationship is, by most accounts, a good one, this is a politically-driven organization, and changes in management are possible with every election cycle. Because of this reality, our goal is to set up a long-term system for staff self-determination.
The HR Department exists to provide support to the organization, not to the staff. A union is specifically created to support staff and advocate for staff rights within the organization.
Unionization creates a contract between staff and management that provides concrete terms and conditions.
Unionization will build an independent, non-affiliated union, run by Guild staff volunteers, allowing elected staff officers to have self-determination and limit outside interference or bureaucracy that a Union affiliation could engender.
The Process of Unionizing
There are a few common ways that a group of employees can proceed in a unionization effort. The most successful efforts begin with a process called "Card-Check Neutrality". In this process, the employees sign a petition requesting 'Voluntary (Union) Recognition" from the employer. During this process, employees are encouraged to participate, spread the word, learn about the process, and begin to identify workplace issues.
While the 'Voluntary (Union) Recognition' petition is being circulated, the employees begin to collect individual's suggestions about improving the work place and WGAW policies. The employees then develop a list of bargaining priorities.
Come to a meeting to learn, discuss, and ensure your voice is heard.
Possible Bargaining Priorities
Most importantly, your voice needs to be heard in order to determine bargaining priorities. So far, the following issues have been expressed:
Maintain current levels of benefits unless better benefits are researched and negotiated for.
No Roll Backs!
P & H with lifetime health coverage after 17 years and pension vesting after 5 years.
401K with matching contributions.
Vacation & Sick time - maintain cash out policies, rollover, etc.
Negotiate new benefits identified as desirable.
Flex time.
Sicktime banking. [For more info on this see the USU example here]
Develop and negotiate new processes and policies that benefit and protect us.
A grievance process.
Union representation when HR or supervisor issues arise.
Union representation on relevant staff committees, such as the HRPC.
Union representation on staff policies, i.e.: Staff wages, salary reviews and more transparency in regards to salary ranges and pay grades.
Negotiate and implement policy for merit-based pay raises and/or salary bonuses for ALL staff levels, both non-exempt and exempt employees.
Replace current "at will" termination policy with increased safeguards for Guild employees.
Ask yourself, what are five (5) things you would want to improve your working conditions? This can be related to your work environment, Guild policy or staff benefits.
We want transparency in this process. If you have questions, raise your voice and be heard. Comment on the blog. Demand representation.
Remember, union talk and activities in the workplace are protected by law as long as they don’t interfere with your normal work duties. Management is prohibited from retaliating against us for participating in a union or union organizing effort.
Bring your comments to the next meeting!
STAFF UNION MEETING
Tuesday, June 17th
6pm - 7:00pm
Farmer's Market Community Room, 2nd Floor
Bring a co-worker!
Agenda Items
STAFF UNION MEETING
Tuesday, June 10th
6pm - 7:30pm
Farmer's Market Community Room, 2nd Floor
Bring a co-worker!
Curious???
You've probably heard talk around the office cooler about the movement to form a staff union. This is your chance to ask questions and share your thoughts.
We will be on the 2nd floor of the Farmer's Market
tomorrow
Thursday 29th May
12:00 noon until 3pm.
Please stop by for a few minutes and talk union.
We look forward to seeing you there.
Everyone has the right to form and to join trade unions for the protection of his/her interests.
Although it mostly mentions SEIU, I thought folks might find this short article worth a read.
http://www.labornotes.org/node/1290
In Solidarity
Charles
What improvements would you like to see in your job? What are some of the concerns you are hearing from your co-workers? Here is a "laundry list" (in no particular order) of what we've come up with so far:
Today's meeting will not be postponed. We're meeting today after work upstairs at the Farmers Market. Also, you may have heard that there's some special HR task force committee that's going to reevaluate the policy manual and try to implement a more standardized application of Guild policy. This development should lend a sense of urgency to our efforts. The only way we can have a say in this process is by making our collective voices heard.
"The important role of union organizations must be admitted: their object is the representation of the various categories of workers, their lawful collaboration in the economic advance of society, and the development of the sense of their responsibility for the realization of the common good."
- Pope Paul VI
I'm usually not one to go about touting papal teachings but that quote sounds pretty darn infallible to me.
I've been informed the meeting tonight has been pushed tentatively to next Tuesday. I'll let you know when I find out more.
Did you know that the Consumer Price Index (cost of living) for Los Angeles rose by over 4.165% from December 2006 to December 2007? That means that even if you received the Guild's maximum 4.25% "merit" increase at the end of the year you were only able to beat local inflation by less than .085%. Everyone else, including those at other "Exceeds Expectations" levels (3.75%-4%), was actually rewarded with a merit PAY CUT in real wages. With our union we can negotiate contract language that sets the local Consumer Price Index as the BASE rate for our merit increases. 
The next meeting will be on Tuesday, May 13 at 6 PM at the Farmers Market in the upstairs dining area. Please come to get the latest on our effort and to make your voice heard. Also, bring a friend. We want to involve as many people as possible as we move forward with securing our union. No one gets left behind!
This blog is meant to serve as an added source of information (info on the next meeting will be posted here) and as a forum where we can discuss the issues facing our fledgling union.
We've been talking at length about the various reasons why each of us is interested in starting a union for staff at the WGA. We've talked about the cost-of-living raises disguised as "merit increases". We've talked about inflexible hours, the exclusivity of bonus compensation and the nonsensical and dreaded "red circling". I think the most important reason, as it's tied into every other reason, is our status as at-will employees. "At-will" means that we enjoy our employment at the Guild subject to the will (or whimsy as the case may be) of management. It means that management can roll back any of our benefits, salaries and even our very jobs at any time simply because management says so. Because of this, we need our own union. We need to protect what we have right now and we want to win us a better future. I am prepared to stand together with my fellow cube and office dwellers to take the next step. The timing is never going to be better than now.
