Fair Pay and Sustainable Working Conditions
We are voting yes to form our union because although we love many aspects about working at Bates, there is so much we can work together to improve:
Lack of Pay Equity and Transparency
There's a lack of transparency around wages and salaries; some of us get paid differently for similar work, or get paid similarly for different workloads.
We often don't know when or what our raises will be.
No reward for longevity of service; many of us who have been working here for years make little more than new hires.
No Rewarding Extra Work
There are weak differentials for hourly weekend and night work.
Overtime does not start after an 8-hour workday, and management reduces our shifts to avoid 40-hour+ overtime.
Promotions Are Confusing
Promotions can be difficult to understand and navigate.
Promotions and switches to lead capacity work don't always come with a raise.
No Rewarding Skills and Previous Experience
Many of us get don't get paid more even though we have technical training, additional skillsets, and previous work experience in related fields.
No Control Over Our Schedules
Management can change our schedules without our consent
Many of us are mandated to work weekends and nights, for only a weak differential that undervalues our commitment.
What We Can Do By Forming Our Union
We are voting yes to form our union to win the right to collectively bargain a contract that ensures we are paid fairly, rewarded for our service, and have a say over our work.
Below are some examples of what other union workers have negotiated:
Rewarding Skills, Previous Experience, and Extra Work
Fair pay differentials for weekend, night, and lead capacity work
Hiring policy that rewards previous experience in the field
Example(s): Unionized facilities workers at Dartmouth College negotiated $1.25 and $1.50/hr differentials for 2nd and 3rd shifts, respectively. Unionized dining workers at Tufts University negotiated that if they surpass 8 hours of work in one day, management can't reduce scheduled shifts to avoid overtime.
Sustainable Working Conditions
Having a say over workloads, such as ensuring that management cannot change schedules or add additional job duties without workers' agreement.
Example: Workers unionized with MSEA negotiated scheduling flexibility into both Preble Street and Planned Parenthood contracts, as well as work from home for the latter. Tufts workers negotiated that management cannot change their posted schedules without their agreement.
Pay Equity and Transparency
Transparent wage, salary scale in contract with across-the board annual raises workers can count on: a fair pay floor
Job descriptions to ensure accurate pay, titles, and responsibilities