Organizing & Bargaining
Overview
We will grow membership and turn that power into better contracts. That starts with a target map for new shops and unrepresented areas, and solid prep for every round of bargaining. We’ll also fix a core gap: many units lack job/classification descriptions, letting employers make unilateral changes and push lead or supervisory work without authority or pay.
We will build a union-approved classification library, require notice and bargaining for any edits, and correct misclassifications with proper step-ups and differentials. Members will help set goals through surveys and meetings, and can observe open sessions where possible. Organizing and bargaining support each other from start to finish.
What we’ll do
- Target map & timeline (Organizing; day 1–60): identify leads, assign teams, and set milestones.
- Bargaining prep (Bargaining + Research; before talks): member survey, costing, and comparisons to similar jobs.
- Respectful pressure (Organizing + Members; as needed): petitions, delegations, and public actions that fit the moment.
- Scorecards after settlement (Recording Sec; post-ratification): show raises vs. cost of living and non-wage wins.
- Classification audit & map (Organizing + Stewards; 0–60 days): gather titles, real duties, lead tasks, and pay grids across units.
- Bargain job descriptions & change-control (Bargaining + Counsel; next contract or side letter): standard descriptions with duty boundaries, step-up triggers, and lead differentials; require notice + bargaining for any change.
- Fix misclassification & step-ups (Legal/Grievance + Stewards; ongoing): fast-track cases; secure reclassification, correct pay, and retro where due.
Why it matters
Stronger membership and clear goals win stronger agreements. Open prep and regular updates replace rumors with facts and keep everyone moving together. Clear job descriptions stop duty creep, protect solidarity, and tie pay to actual work, including lead differentials and step-ups. Costing and comparisons protect real buying power, not just headline numbers. Smart, respectful pressure shortens fights and shows we’re serious. After the vote, a public scorecard helps enforce the deal and sets the stage for what’s next. This is a cycle: organize, prepare, bargain, explain, enforce, and then do it better next time.
FAQ
- What is “open bargaining”?
- Members can observe where rules allow and get regular summaries if not.
- Can I help if I’m new?
- Yes. Surveys, turnout, outreach, and research all matter.
- What if management pushes back?
- We document, escalate when needed, and protect members who participate.
- Are leads being made into supervisors?
- No. Descriptions draw clear lines; lead tasks do not equal management authority.
- Can misclassified members get retro pay?
- Where the facts support it, we will pursue reclassification and retroactive pay.