What can a union do for ICs?

  • A union steward (another staff member representing the union) can join difficult conversations with your manager(s) so that you have someone ensuring your rights are being respected. If you think you are entering a disciplinary meeting, you can call on a union representative or steward to be in the meeting with you
  • A union steward can be a touch point for various questions, like “does this qualify as harassment?”, “what are my rights to accommodation?” so you’re not alone or afraid that asking can damage your job or reputation
  • A union can vote to strike if agreed-upon employee demands aren’t met, for example in cases of widespread policy changes which affect workers negatively
    • This includes striking in solidarity with non-US (or other unionized) staff
  • In times of budget constrictions and resulting potential layoffs, a union can vote on and bargain for alternative measures that allow us to keep all staff, such as temporary pay reductions (with corresponding reduced hours)
    • Measures like these and others can prevent the organization from using layoffs as an excuse for “clearing the ranks”
  • A union collects dues which can be used as solidarity funds in the case of strikes, so that workers who are financially vulnerable can participate
  • We are in a unique organization that requires not only technical knowledge (e.g. your “official title”) but also working within and with Wikimedia communities and very specific tools. We require significant ecosystem-specific training on top of our regular job titles. A union could vote on policies like:
    • Preference for hiring long-term contractors when open full time positions are aligned
    • In cases of redundancy or team dissolution, preference for retraining onto new projects or teams
    • Preference hiring “the right person” rather than “the right budget”

I’m in a “right-to-work” US state, does a union do anything for me?

  • Yes! Right-to-work just means you don’t have to join a union or pay dues, but you can still be represented by a union, and the union is required to represent you with the same conditions it provides for members. (We hope you’ll join though – like Wikimedia projects, a union is a commons!)

What can a union do for direct managers?

  • No more awkward salary and benefits conversations. Salary and benefits are negotiated by HR, the union, and the employee; not you
  • More clarity on staff work procedures
  • A union steward will join your difficult conversations with your direct reports, so that you don’t have to question if you’re following procedures or accidentally infringing on employee rights
  • A union steward can be a sounding board for the employee for whether grievances are legitimately covered under fair representation, and can help shape the conversation constructively before it starts
  • Unions give employees more voice, so that “you” as a manager aren’t responsible for everything your direct reports say in public channels

What can a union do for HR?

  • Collective bargaining, a procedure for consultation for policy changes, and staff representation in disciplinary meetings (among other functions) can increase trust in HR. The HR department will no longer be the sole bearer of responsibility for unpopular staff policies and consultations, or questions about why people left their roles
  • A union can conduct independent surveys comparable to the Equity & Inclusion survey, so that we can surface key issues before they become widespread organizational problems and gather honest responses where HR-led surveys may cause hesitation

What can a union do for teams?

  • A union can empower teams by ensuring workers do not face retaliation when they voice concerns about changes to work, tools, strategy, or something else
  • Having employees who are not afraid of retaliation also means managers can expect honest thoughts and feedback, so that we all make good decisions together to shape the team’s work
  • Teams can reach out to a union steward for collective problems with managers, to help facilitate conversations with HR and make their collective concerns known without fear of retaliation

What can a union do for WMF?

  • Unions increase retention, meaning less money and time spent on hiring, training, offboarding, transitions, and all else that comes with employee turnover
  • Unions give individuals the ability to voice concerns without fear of retaliation, so that we’re making informed and deliberate strategic choices
  • Unions give more individuals the ability to voice concerns, so that it’s not only those who feel empowered to speak up giving their thoughts
  • Unions increase trust in the organization, so that we’re working together

Won’t a union just protect “bad workers”?

  • No! The duty of unions is to protect and uphold the rights of individual workers, and represent their collective interests as voted upon. That does not mean pursuing individual grievances that are not founded within the scope of labor rights or collective labor agreements or protecting employees who are in violation of established policies. It does, however, mean protecting the rights of those employees (and all employees), so that everyone is given due process in labor disputes