Bargaining update: 12/19
On the first anniversary of bargaining, management finally presented an initial counter offer to our economic proposals, which we introduced in August. Now it’s up to all union members to organize the power needed to win a contract that improves on management’s terms.
The Compensation counter offer from management
Management is trying to solve the Academy’s financial issues on the backs of workers – their counter offer does not keep up with the cost of living in the Bay Area, much less pay us what we’re worth. Furthermore, your Bargaining Team does not believe that management’s proposal reflects what the Academy can actually afford.
However, your Bargaining Team is encouraged by management’s willingness to counter some of our proposals rather than reject them outright. This includes proposals for:
A transparent and uniform scale of salary steps and grades. This will abolish current opaque and arbitrary compensation practices
A minimum $25/hour wage
Bilingual pay
The current grades and steps under discussion are based only on current hourly
rates, and nothing more. While this scale will prevent management from arbitrarily paying different wages to people doing the same or similar work in the future, it won’t–on its own–do anything to correct for past disparities. In caucus, your elected bargaining team–along with extended team members–discussed the complex task of creating a more just wage structure that addresses past disparities.
The Health Benefits counter offer from management
Management's proposal is largely reflective of the current cost-sharing benefit plan.
Management told your Bargaining Team that “renewals [from insurance companies] being presented often reflect double digit increases… this additional quarter of a million would be a big hit.”
In perspective, the Academy’s overall budget (FY 24 audited financial statement page 5) was $112 million last year. From 2012 to 2022, the average member of Senior Leadership made $315,000 per year, significantly more than the $250,000 they are claiming is a “big hit.”
Management’s Retirement Proposal (at the end of Health and Benefits proposal)
Management proposed keeping the status quo, but introduced a trigger to pause matching retirement contributions if management declares that its operating margin is 10% below budget.
Update on Youth Action for the Planet
Management’s treatment of our colleague Aleks Liou and their student cohort, as reported by Mission Local, continues to be a PR “challenge” for the institution. On December 16th, the San Francisco Youth Commission, which is responsible for advising the Board of Supervisors and the Mayor on policies and laws related to young people, filed an official motion condemning Academy leadership’s targeted retaliation against youth climate activists.
Build Power
Sign the Fair Contract Now petition and participate in events!
Additional CAWU members were able to join the Bargaining Team this session - if you are passionate about a specific proposal reach out to the Bargaining Team via email or in person, and we’d love to include you in that session if possible. Your participation will strengthen our bargaining power!
Remember, success in negotiation depends on your support and engagement!
Be on the lookout for colleagues with our Fair Contract Now petition
Wear your union button always and CAWU shirt on Thursdays
Sign up for membership here and talk with your colleagues about why it matters
Follow the CAWU article tracker, read the proposals and counters and speak to your representative on the bargaining team or a CAT activist about your issues and concerns
Your 1021 staff field representative is Jessica Inouye. Her contact info is: Jessica.Inouye@seiu1021.org (415) 717-8135. Please reach out to Jessica if you have questions or concerns about your working conditions.
