Guild negotiators are continuing to work toward a first collective bargaining agreement with RAINN management that recognizes our dedication — and no longer treats us like second-class citizens.
The last real issue is fairness.
We don’t think it’s fair that we get less vacation than every other employee of RAINN. Every em- ployee of RAINN — except for us — either gets the week between Christmas and New Year’s off or — in the case of the shift managers, get an extra week of vacation on their hire date anniversary.
We’ve told management all we want is what every other RAINN employee has. Nothing more — and definitely nothing less.
We don’t think it’s fair that unjust disciplines that have been issued by inexperienced, untrained supervisors should be allowed to stand until there’s a grievance process in place when we get our first contract.
We don’t think it’s fair for RAINN to gag its employees by barring us from doing such things as leafleting or conducting an informational picket line if we believe we’re being treated unjustly. Unfair and ironic when you think about it. RAINN exists to give a voice to sexual violence survivors — but wants to silence its own workers.
We don’t think it’s fair to propose a shift differential for overnight workers that amounts to $6 a shift (before taxes).
And we certainly don’t think it’s fair that the top RAINN executive makes as much — and proba- bly more — than ALL the staffers COMBINED.
That’s especially unfair when you consider RAINN’s wage increase proposal: 32 cents an hour for staffers on June 1. 2015. ASMs would get a whopping increase of 34 cents an hour in June. That’s two percent above current wages.
Let’s compare that to Scott Berkowitz’s compensation. Based on IRS filings by RAINN, Scott’s sal- ary went from $168,000 in 2010 to $293,000 in 2012 (the most recent IRS filing available). That’s a 74 percent increase in two years.
ONE ISSUE: FAIRNESS
ONE DEMAND: FAIRNESS