Once the union and management bargaining committee reach a tentative agreement on the contract, it is voted into place by the membership. Once the contract is in effect, members nominate a representative union committee. The union committee works with Guild staff to enforce the contract and communicate with management about additional issues in the workplace. The [...]
Organizing a union is the best way to protect the benefits we currently have, which are at the full discretion of management in a non-union environment. Once our union is recognized, the company must maintain the status quo and can no longer make unilateral changes to employee benefits; any changes must be negotiated through the collective [...]
Bargaining a contract is about identifying core issues that need to be clarified, which requires compromise and collaboration. The process isn’t perfect or magic. There can be conflict at various stages of the process, whether it is co-workers who disagree with each other or managers who push back on proposals or union involvement. Contract negotiations are [...]
Guild staff work with the elected Council and interested members to implement a range of initiatives. In just the last year, Guild members have applied for grants to start writing fellowship programs, hosted film screenings, social events, and professional development courses, and collaborated on initiatives like the Diversity Coalition and lobbying for diversity tax credits in [...]
WON’T THIS TAKE DECISION MAKING POWER AWAY FROM US BY MAKING US FOLLOW ARCANE UNION RULES & PROTOCOLS?
Through continued conversations and a bargaining survey, we determine the bargaining priorities and what does or doesn’t work for our workplace, then work with the WGAE staff to develop proposals that specifically address those issues. Those proposals are voted into place by us – the employees. G/O Media, Vox Media, VICE, Fast Company, Slate, and others [...]
Union contracts address a broad range of issues, from pay and benefits to editorial standards and diversity. While contracts can set minimums for pay, they don’t set maximums – and individuals still retain the right to negotiate above and beyond the minimum rates.
A key part of contract negotiations is conducting a thorough financial analysis of the institution. The company is compelled to disclose certain information. Through a detailed cost-out of each proposal and this analysis, we propose realistic improvements that will work for employees and the company. Companies often think that they are running their operations as efficiently [...]
After a majority of the votes cast are in favor of our union, the NLRB will certify our union as the bargaining representative for editorial staff at all our brands. After NLRB certification, Hearst will be legally obligated to engage in good faith bargaining with our union. Then we will proceed to contract negotiations by filling [...]
The basic premise of collective bargaining is that we are in a stronger negotiating position together as a group, rather than as individuals. We are organizing this union and voting in our NLRB election to secure a seat at the bargaining table, where we will make proposals for a contract that can address our top issues [...]
A workplace is “officially” union upon winning union recognition. Union recognition means that the company has a legal obligation to bargain a contract. Most media companies have respected their employees’ democratic right to organize and recognized the union after a neutral third party verifies that a majority of employees signed union authorization cards. In a few [...]