Bargaining updates: September 4th

New Article Proposals Introduced on August 29

Educational Benefits - professional development and educational assistance stipend
Artificial Intelligence and Machine Learning - AI/machine learning will not replace bargaining unit work/jobs, and the Joint Labor Management Committee will convene at regular intervals to assess AI as it relates to our mission
Uniform Allowance - a stipend for those required to wear a uniform
Pipelines to Museum Careers - establishes a pilot entry-level jobs program for sectors of work that typically require applicants to have volunteer experience which will in turn promote equity
Gender Inclusive Workplace - enshrines access to pronoun pins, menstrual products, and access to gender neutral changing rooms/bathrooms
Decolonial Education - establishes in-service day for employees to learn about the colonial legacy of museums, scientific collections, and issues impacting our communities; implementing some of the Mosaic Collaborative recommendations
Parking - parking for staff in the garage
Health and Safety - placeholder proposal

• The Bargaining Team will be attending a Health & Safety contract language workshop at the Berkeley Labor Center on September 12th. Due to the multi-faceted, dynamic nature of our institution, we understand that health and safety risks vary greatly from department to department. We want to hear from you: what do you want to see change in order to make the Academy a healthier and safer workplace?

• Email your health and safety concerns to the bargaining team right now, bargain@calacademyworkersunited.org, or reach out to your bargaining representative in person.

Your bargaining team has finished introducing proposals! Now we await counter proposals from management.

No Strike No Lockout Article Introduced by Management

Management doesn’t want you to strike, stop, or slow down work during the term of the contract. Why do you think that is?

It’s because strikes, work stoppages, and slow downs are some of the most powerful tools we have as workers to enforce our contract and to counter the power imbalance inherent in the employer-employee relationship. During the struggle over the threat of mass layoffs this spring, many of you discussed whether or not a strike would be an effective tool to prevent layoffs. It was a tactical and strategic question that we could seriously consider together. With a no-strike clause in our contract, we could not strike without violating our contract: it would be illegal.

Management will say that we don’t need strikes or slow-downs–that any serious disagreements can be worked out through arbitration–but what that actually means is that if management decides to act unilaterally, they will be free to do so without serious immediate consequences. The matter would be taken to arbitration…and if a violation were eventually found by the arbitrator, the finding–and the remedy–would come weeks or months or years later.

Read this excellent article that discusses the history of no strike clauses, and why they are important – especially in first contract negotiations – here:

https://www.labornotes.org/2023/02/no-strike-clauses-tips-first-contract-bargainers-0

As you’ll read in the linked article, employers and their anti-union legal advisors like Jackson Lewis have come to expect to win no-strike clauses, and we can expect this to be a sticking point that we will have to overcome as negotiations progress.

It is imperative that we are able to organize and demonstrate our power as we continue to go back and forth with management about this and all of our outstanding proposals. Signing up for membership and wearing your CAWU shirts on Thursdays are simple and easy and important ways to do this.

Personnel Issues
The Bargaining Team continues to bargain over one outstanding involuntary layoff.

Discipline and Retaliation issues
If your wages, hours, or working conditions have been changed without your agreement; if you believe your rights are being infringed upon, or you’re experiencing retaliation, please reach out to our 1021 staff field representative Genevieve Vigil. Weingarten Rights ensure represented employees have the right to request assistance from union representatives during investigatory interviews or if you have reasonable belief that a meeting could result in discipline.

Contact: genevieve.vigil@seiu1021.org, (415) 361-1994.