With A Union:

Without A Union:

Job Security & Protection

”At will” employees can be let go at any time for any reason or no reason, without recourse for unfair situations.

Negotiated Raises & Benefits

Job Sustainability

Voice & Transparency

“At Will” Employees

No Guarantees

Burnout

Unilateral Decision Making

Employees cannot be disciplined or terminated without just cause. At Project Open Hand, union members are ensured union representation through a formal process if problems such as disciplinary issues arise. Union members at Hyde Street Clinic secured layoff protections including a 45-day notice, an additional month of paid health insurance, and job recall rights for one year.

Employees receive raises at regular intervals. At Larkin Street Youth Services, union members bargained for an 11% pay increase over 3 years with additional 3% increases for longevity. Union members at Conard House gained 15 vacation days after 1 year of employment increasing to 25 days after 7 years, with the option to donate and cash out vacation hours annually.

It’s up to management. They can make promises, but without a binding legal contract, management can raise or cut pay arbitrarily.

Employees have a say in their working conditions. Collective bargaining can secure comprehensive training, sufficient administrative time, adequate staffing, and guaranteed breaks. Union members at Community Housing Partnership negotiated 65 minutes of paid, uninterrupted rest periods during a 6-hour shift. At Baker Places, union members secured weekly supervision, annual program evaluations, professional conference leave, and a fund for continuing education.

High staff turnover, increased job duties, insufficient training, and a lack of support from management can all lead to burnout. These issues have a negative impact on both employees and clients.

Employees have a voice at the table. Having a union increases transparency and enables workers to advocate on behalf of themselves and their clients. At Progress Foundation, union members bargained to create a Client Care Committee, ensuring management and employees work together to address issues and maintain best practices in providing client-centered care.

Frontline staff is not part of the process. There is no sure way to address concerns and contribute to determining priorities that affect working conditions.