401 Qué?

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.
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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.
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Here it is...

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:

• This is a fluid process, not static. Organizing steps often overlap.
• We are organizing in a safe workplace environment. Process may be slightly different if management were outwardly opposed to organizing. It is assumed that WGAW leadership will tolerate our workplace organizing, as long as it does not interfere with our day-to-day work.
• Organizing unions take time. Organizing could happen quickly or we might take time to get a strong majority of our co-workers on board. It's important to be both consistent and persistent.

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!

S.U. E-Flyer

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 Unionization

• Creates 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!

Union Meeting

NEXT STAFF UNION MEETING

STAFF UNION MEETING
Tuesday, June 17th

6pm - 7:00pm
Farmer's Market Community Room, 2nd Floor
Bring a co-worker!

Agenda Items

• Signatures – status update &strategies to increase numbers
• Event planning/logistics for upcoming major informational meeting (possible date July 3rd)
• Education efforts for further outreach to WGAW staffers
• Explore issue of self-representation, internal vs. external union?

NEXT STAFF UNION MEETING

STAFF UNION MEETING
Tuesday, June 10th

6pm - 7:30pm
Farmer's Market Community Room, 2nd Floor
Bring a co-worker!