DEADLINE APPROACHING MAY 31st!
The Academy will include:
• Five 60-minute webinar sessions that will be conducted once per month from May - October 2018
• Completion of a short quiz/evaluation after each session
• Completion of an AFSCME Strong action such as engaging in one-on-one conversations with co-workers to increase membership, signing up new PEOPLE contributors in your local, or even getting involved in an organizing/political campaign through your local or council/affiliate just to name a few.
To be a part of the Academy, please complete the one-page registration form by May 31st. We will send you a schedule of sessions upon completion.
If you have any questions, please call Tsika Pasipanodya 202-429-1214.
WHAT DOES EQUAL PAY FOR EQUAL WORK MEAN ?
In nearly every line of work, women face a pay gap. Among the many occupations studied by the Bureau of Labor Statistics, women’s earnings are higher than men’s in only a handful.
Jobs traditionally associated with men (like computer programming and aerospace engineering) tend to pay better than traditionally “female” jobs (like nursing and administrative support). Even in jobs where the same level of skill is required, jobs associated with men tend to pay more. Parking lot attendants, who are predominantly men, are paid more on average than child care workers, who are predominantly women, even though child care workers are increasingly required to obtain postsecondary education.
Over the past 50 years, women have started to enter jobs that were once occupied almost entirely by men, but women and men still tend to work in different kinds of jobs. This segregation by occupation is a major factor behind the pay gap. But it’s not the whole story.
WHAT IS THE PAY GAP ( WAGE GAP ) ?
FEDERAL PUBLIC POLICY ON EQUAL PAY
The pay gap is real and pervasive, and it affects all women. There is no one silver bullet to fix the problem. Rather, individuals, employers, and communities need to take action.
Congress has a history of considering, and in some cases enacting, laws that address discrimination in employment. Yet these legal protections have not ensured equal pay for women and men.
With American Association of University Women (AAUW)’s support, President Barack Obama signed the Lilly Ledbetter Fair Pay Act into law on January 29, 2009. This law lengthens the time period in which employees can bring legal action for pay discrimination lawsuits. It clarifies that pay discrimination can occur when a pay decision is made, when an employee is subject to that decision, or at any time that an employee is injured by it.
Other pending legislative measures include the Paycheck Fairness Act, the Fair Pay Act, and the Pay Equity for All Act, which would expand fair pay protections and strengthen enforcement efforts.
On Equal Pay Day in 2014, Obama signed two AAUW-supported executive orders addressing pay discrimination and subsequently worked to add regulations to increase pay protections. However, in 2017 President Donald Trump rescinded several equal pay protections, including rolling back requirements for federal contractors to comply with labor and civil rights laws and halting implementation of a data collection tool to increase wage transparency.
Federal budgets need to ensure adequate enforcement of all civil rights laws through sufficient funding and staffing of the Equal Employment Opportunity Commission, the Office of Federal Contract Compliance Programs, and the various civil rights divisions. The Department of Labor’s Women’s Bureau, the only federal agency devoted to the concerns of women in the workplace, should be fully funded to continue its important work on fair pay issues.
A WEBINAR HOSTED BY JOBS FOR JUSTICE AND THE LABOR RESEARCH ACTION NETWORK
The LRAN Projects committee is continuing its quarterly webinar series. The next webinar, “Sexual Harassment and the Labor Movement” will be Tuesday April 17th @ 2pm EST.
The emergence of the #MeToo movement has shown that it is incumbent upon the US labor movement to make workplace harassment a central issue. Please join this discussion, led by a panel of experienced researchers and organizers:
AFSCME President Lee Saunders and Secretary-Treasurer Elissa McBride are joined by AFL-CIO Secretary-Treasurer Liz Shuler, Jobs With Justice Executive Director Sarita Gupta, and National Women’s Law Center President Fatima Goss Graves to discuss the pervasive harassment both women and men confront at work and strategies to fight back.
The #MeToo movement has brought some much needed public attention to the subject of workplace sexual harassment. Unions have long been at the forefront in the fight for equality on the job — including an end to the culture of pervasive harassment.
This discussion focused on getting answers and advice on dealing with and preventing sexual harassment in the workplace, your rights on the job, and our fight for equality in the workplace.
Find more resources at https://afscmeatwork.org/harassment-conversation/preventing-and-combating-sexual-harassment-workplace
FRIDAY, MARCH 2nd is NATIONAL EMPLOYEE APPRECIATION DAY!
Glassdoor is a innovative recruiting site where employees can get a free resume critique, find jobs custom to their interest, evaluate their value or anticipated compensation, and best of all post free and anonymous reviews about their company. Employees of various positions or classifications have been posting their reviews since the site was founded in 2007.
LOOKING FROM THE INSIDE OUT...
Last updated on February 14, 2018, employees rated University of Maryland 4 out of 5 stars- as a "great place to work". Out of the 1,030 reviews, 85% of employees said they would recommend the university to a friend and 83% said they approve of the CEO.
The overall reviews however, don't tell the whole story as a number of employees have express major concerns about working conditions, poor management, and lack of professional growth. When skimming through the reviews of full-time employees, here is what some current workers had to say.
Good Benefits/uncaring overlords
Don't believe the hype
Racist Bullies!! Hostile!
LOOKING FROM ThE OUTSIDE IN...
The frustration of current full-time employees is magnified by former employee reviews. The campus is currently working to improve workplace conditions with the Thriving Workplace Initiative and recently issued a Campus Climate Survey (submission deadline February 28, 2018) to address broader issues with regards to equity and respect throughout campus.
In order to make the university a "Great Place to Work", employees need to feel included personally and professionally. According the the 2017 Thriving Workplace Survey, four points stood out as key influencers for recommending UMD as a great place to work (see figure below).
Comparing the results of the Thriving Workplace Initiative to the reviews on the Glassdoor, it appears that there are diverging narratives about working at the university. Full-time staff have different needs and perspective about campus life, then faculty or students or even part-time staff.
HATE IT OR LOVE IT ?
Some employees aren't aware of issues on campus because they aren't exposed to injustice or poor management practices. Some employees don't care either way as long as they get paid. While some employees love the benefits so much that they are willing to suffer through the growing pains. Whether you choose to engage and participate on campus-issued surveys, AFSCME-issued surveys, or volunteer your feedback on a public site, nothing will change without your involvement.
SAYING WHAT YOU MEAN
1. Stay focused on the current topic.
Sometimes it is tempting to bring up past work issues or topics when discussing something current. Unfortunately, this often clouds the issue and makes finding mutual understanding and a solution to the current issue less likely.
2. Listen carefully to what others say.
In the workplace, people often think they're listening, but are really thinking about what they're going to say next when the other person stops talking. Truly effective communication goes both ways. While it might be difficult, try really listening to what others are saying.
3. Try to see the other point of view.
In most workplace situations, people want to feel that they have been heard and understood. They talk about their point of view to get fellow employees to see things a certain way. But those who try to really see the other side find that they can then do a better job of explaining theirs when it is their turn.
4. Try not to respond to criticism.
It's easy to get defensive when a fellow employee or a manager criticizes an idea or a proposed process. Criticism is hard for everyone to hear. But it is equally important to listen to the other person's reasoning for their opinion. There can be valuable information in the critique that can improve the original idea.
5. Take ownership.
Realize that personal responsibility is a strength, not a weakness. Effective communication involves admitting when an idea turns out to be a less than ideal solution. Ownership can defuse the situation, set a good example, and show professionalism and maturity. Managers notice.
6. Look for compromise.
Wednesday, August 30th (today), we will all take a moment to reflect on the life of a young man who was taken too early. In our country today these senseless acts of violence are becoming more prevalent. Ignorance and racism have lead to countless incidents of social injustice and violenceess as those on our campus and in Charlottesville.
The American Federation of State County and Municipal Employees (AFSCME) has always fought against these horrific acts and ways of thinking.
AFSCME Local 1072, the union for UMCP staff, stands for inclusiveness and intends to promote these ideas with our upcoming contract. We will introduce language on the concepts of :
To this end, your local union has developed the following resolution:
WHEREAS, American Federation of State, County and Municipal Employees (AFSCME) Local 1072 is proud that our membership reflects racial, ethnic, sexual identity, and religious diversity;
WHEREAS, although racism is hardly a new phenomenon in the United States, the Southern Poverty Law Center has recorded a significant spike in hate crimes since Donald Trump’s election, as well as violent gatherings of white supremacists, including the deadly events in Charlottesville, VA on August 12;
WHEREAS, the wealthy and powerful have always used the politics of hate, division, and racism to divide us and weaken unions;
WHEREAS, by forging interracial solidarity, we can win union contracts that will better our working conditions;
THEREFORE, LET IT BE RESOLVED that AFSCME Local 1072 condemns the racist, violent actions of Nazis, and white nationalists, and attendees of the “Unite the Right” rally in Charlottesville on August 12.
LET IT FURTHER BE RESOLVED that AFSCME Local 1072 rejects in the strongest possible terms the ideology of white supremacy.
LET IT FURTHER BE RESOLVED that AFSCME Local 1072 mourns the murders that occurred on May 20th and August 12th and will continue to support actions that oppose those forces that brought about those deaths.
LET IT FURTHER BE RESOLVED that AFSCME Local 1072 fully supports all counter-protesters who demonstrated against the hateful white supremacists who attended the “Unite the Right” rally in Charlottesville.
LET IT FURTHER BE RESOLVED that AFSCME Local 1072 recommits ourselves to the struggle for racial and economic justice, gender equality, and human and civil rights for all, and stands in solidarity with anyone who is fighting for the same.
As a campus community, let’s stand together and fight!
President of AFSCME 1072