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:
- NO ROLLBACKS (ex: Pension & Health, 401K)
- Better (eh-em) "merit increases", or more accurately described as cost of living increases
- More vacation days
- Better physical working conditions
- Grievance/Arbitration system in place
- Better evaluation process
- Management accountability (ex: see #6, above)
- Paid maternity leave (congrats Sarah and Johnny K. --too bad you have to use your sick time when the little bambino arrives. As discussed, go ahead and schedule her for a weekend arrival time.)
- No at-will employment
- No salary freezes (aka "RED-CIRCLING")
Upcoming Events:
LUNCH TIME Q & A
Thursday, May 22nd, 12pm-3pm, Farmer's Market, 2nd Floor Dining Area: If you or someone you know have questions about the Staff Union, or if you have nothing else better to do on your lunch break, then come and join us right outside the Farmer's Market Community Room.
STAFF ORGANIZING MEETING
Tuesday, May 27th, 6pm-7:30pm, Farmer's Market Community Room, 2nd Floor: Bring a friend! (Preferably someone that works at the guild).
7 comments:
Congrats to John and Sarah. Hopefully, by the time your little one arrives, the Guild will have paid maternity leave.
When I first heard about "red circling", and this has to be explained to me, it seems the WGA acts like a bank by pocketing the money saved on frozen salaries but if you dare ask to cash out sick or vacation time, you're told "no" because the WGA "is not a bank." Huh! Am I missing something here? Again, all I ask is a simple explanation.
Good question. I was appalled when I first heard about "red circling". It's certainly a bizarre way to reward workers for years of loyal service.
Also, I'd like to add to the list the idea of establishing a sick leave bank. It would provide us with access to a pool of co-worker donated sick days for staff members who need it during times of critical illness or injury.
Red circling applies to employees who have reached or exceeded their maximum salary range. They are still entitled to bonuses if their job performance is satisfactory. I mention this just so you have all the facts (I'm neither for or against this practise).
What I would like to see is the salary rate ranges for all grade levels. HR seems to keep this info under wraps.
Thanks Runnergirl for the information. I know that red circling is done before an employee has reached the maximum of their pay grade. This can have a terrible impact on their pension as well.
But I agree, the pay ranges should be made public to the staff.
I'm confused. How can "at-will" employees be "entitled" to bonuses or any other benefit beyond those provided by law? Is it Guild policy? If it is I wouldn't call it an "entitlement". Could it be like the "merit" system? Are the "red circled"'s bonuses based on performance reviews?
I spoke to someone who is red-circled and was told it is not a bonus since bonuses were stopped last year. Rather,if you are hourly, you get a paycheck in January which is your "payraise." For example, you got a 3% payraise, the check is in the amount of 3% of your salary but the hourly rate remains unchanged. BTW, I was told the check is classified as a bonus but by definiton it isn't. We must encourage that this practice be stopped for those who are red-circled when they are not anywhere near the top of their pay grade. How can this practice be justified? With the cost of living going up by the day it seems, is this how hard work is rewarded?
How does an employee reach a high or maximum salary of their grade level? Longevity
in a position, thus enhancing their value to the Guild by knowing their job well,
coupled with knowing the history of facts and events that can help to quickly research
answers to questions and solving of problems. An employee will also, naturally,
reach a higher salary by receiving higher merit raises at their annual review.
Higher percentage raises compound faster and lead to a higher salary over a period
of years.
Therefore, thoroughly knowing you job responsibilities and probably enhancing them
over the years and receiving higher merit increases results in eventually having
your salary frozen.
Alec, it's not only a bizarre way to reward workers for years of loyal service,
it's an obscenity.
What is needed is a salary range for each position, or group of positions, that
is re-evaluated on a recurring basis, just as is done with compensation rates in
the MBA. This will only happen through the process of collective bargaining.
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