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Frequently asked questions

What is a Union?

  • A union is a group of workers who join together to negotiate with their employer for better wages, benefits, and working conditions. A union, in short, is us.

  • We are stronger together than we are on our own! Union members have the collective power to have their voices heard and more control over their work, lives and futures. Union members also have basic rights that non-union employees are not entitled to. Learn more about your right to organize here www.nlrb.gov/about-nlrb/rights-we-protect/your-rights

What is the benefit of collective bargaining?

The employer-employee relationship changes - management must negotiate with unionized staff over wages, benefits, & working conditions. Our contract wins are legally protected, including standard clauses that prevent employers from disciplining and firing employees with impunity, and establishing procedures for how issues are settled in the workplace.

Who is eligible/ineligible?

We are seeking a wall-to-wall union, meaning we seek to represent all on-call, part-time, and full-time non-supervisory staff from every department across both worksites.

Why did we choose to affiliate with CWA Local 7800?

  • The decision to affiliate with CWA was based on extensive research that included conversations with union staff and members of multiple affiliates, including workers who chose to form independent unions, about their experiences.

  • In particular, CWA’s structure, enthusiasm, and approach to organizing and contract bargaining felt like a great fit.

  • CWA is a democratic, bottom-up union - we will be responsible for running our organizing campaign, electing a bargaining committee, and learning how to run our unit ourselves.

  • We are excited to join our colleagues from a diverse group of professions across the arts & culture, communications, and non-profit fields!

Will we have to pay union dues? I don't know if I can afford to.

  • Dues help pay for essential services like legal representation. They would not start until we have won our first contract, which means the contract would contain wins that we feel are worth it.

  • In CWA, standard dues are 1.3% of base wages, and contracts usually include standard pay bumps of 4-6% every year. Membership in CWA also includes Union Plus benefits.

Are there legal protections for workers even if we haven't signed a contract yet?

  • Yes, absolutely!

  • We have a legally protected right to form a union, which includes:

    • Discussing workplace issues and and improving MOHAI

    • Distributing literature during non-work time in non-work spaces

    • Soliciting signatures for a petition during non-work hours

    • Wearing union clothing, buttons and stickers

    • Hold rank-and-file meetings

  • It is unlawful for an employer (including managers or Board members) to interfere, restrain, or coerce employees seeking to organize or join a union (NLRA Section 8). They cannot:

    • Attend any union meeting or engage in surveillance

    • Increase employees’ wages or benefits to stop the union

    • Ask about employees’ union membership and activities

    • Tell employees the organization will fire or punish them

    • Create work conditions to drive out an employee

    • Ask employees whether they signed cards or how they intend to vote

    • Threaten workers in an attempt to influence their vote

    • Promise benefits to workers if they vote against the union

    • Announce the organization will not bargain with the union

    • Assign overtime in a discriminatory manner

    • Separate workers on the basis of union activity

    • Discipline pro- and anti-union employees differently

    • Start or take part in a petition against the union

  • If you think these rights have been violated, let a union representative know!

What Happens Now?

  • Now that a majority of our union-eligible employees have signed union authorization cards, the ball is in MOHAI’s court. The employer can choose to recognize the union voluntarily, honoring the wishes of its employees.

  • If MOHAI chooses not to voluntarily recognize the union, a yes/no election would be held on whether our union, MOHAI Workers United, should be our exclusive collective bargaining representative.

  • Once our union is recognized, voluntarily or through the election process, we will begin the process of bargaining our first contract.

What about my manager?

  • Many of us have good relationships with our supervisors, and we are grateful for their advocacy on our behalf. The issues at MOHAI are long-standing, bigger, and deeper than can be solved by a single manager.

  • While MWU advocates for the interests of rank-and-file staff at MOHAI, our collective efforts will benefit all who work with us.

  • While managerial staff hold power and influence within the institution, they do not have the same protections from retaliation as unionizing workers and therefore supporting the union carries different risks. Some ways non-eligible employees can support our efforts include:

    • Voicing support for unionization efforts, and urging leadership to voluntarily recognize the union

    • Encourage direct reports by telling them that their efforts are respected and admired

    • Refuse to engage in any activities that undermine the efforts of the union

    • Educate yourself and others about why workers are organizing, how to counter misinformation, and remind colleagues that benefits gained by the union are likely to have a positive impact on non-union staff

How might unionization impact MOHAI’s finances, especially as museums and arts & culture have been broadly experiencing a decrease in funding and revenue?

  • We are unionizing out of deep care for the institution. The untenable working conditions at MOHAI cost the museum money and put its reputation at risk.

  • At a time when arts & culture are under threat, we also want to make sure we’re preserving the things we appreciate about MOHAI and protect ourselves as workers in an increasingly hostile time.

  • While the museum is a non-profit and we are passionate about our jobs, passion doesn’t pay the bills. All workers deserve a living wage, safe working conditions, and respect.

  • There are many things that are worth improving at MOHAI that are within the museum’s budget.

  • When we begin bargaining for our first contract, the bargaining committee will be given the financial transparency needed to draft proposals that are financially viable for the institution.

Contact MWU at mohaiworkersunited@gmail.com
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