IT'S TIME FOR MANAGEMENT TO FEEL THE HEAT
A delegation of 12-15 members from housekeeping and maintenance approached Residential Facilities Director, Jon Dooley, during the Employee Recognition and Appreciation Luncheon for division staff at University of Maryland. Over 100 workers wore stickers in solidarity with AFSCME members, during the luncheon and throughout the workday on Tuesday, May 8th.
AFSCME MEMBERS DEMAND BETTER WORKPLACE CONDITIONS
EVERY ACTION HAS A EQUAL REACTION
After receiving the petition of over 100 signatures and witnessing the solidarity and strength our membership, Jon Dooley committed to meeting with staff no later than May 15th to discuss our demands regarding working conditions in the summer.
If you are interested in attending the meeting or want to support workers rights in your department, please send a message to email@example.com
#EQUALPAYDAY SOCIAL MEDIA STORM ON APRIL 10 AT 2:00 PM ET
Equal Pay Day -- April 10, 2018 -- is the approximate date the typical woman must work to make what the typical man made at the end of 2017. Women who work full time, year-round in the United States are paid only 80 cents for every dollar paid to their male counterparts. Over a 40-year career, this can cost a woman over $400,000. When you factor in race, the wage gap is wider. When compared to White, non-Hispanic men, Latinas earn 54 cents for every dollar, Black women earn 63 cents for every dollar, and White women earn 79 cents for every dollar.
Therefore, while Equal Pay Day compares all women to all men, the Equal Pay Days for women of color fall much later in the year. Women of color, therefore, must work far longer to achieve equity, while losing far more over the course of their lifetimes. That’s not equitable at all. And in 2018, it’s no longer acceptable.
It’s time for multi-pronged solutions that seek to close the gender wage gap by addressing its many contributors: lack of pay transparency, hiring, pay and promotion discrimination based on gender and at the intersections of race, national origin, sexual orientation, pregnancy, and caregiver status; occupational segregation; wage theft and an inadequate minimum wage; unfair workplace policies; lack of paid leave; lack of affordable childcare; and sexual harassment in the workplace.
TWEET or POST YOUR SUPPORT
Below are some sample messages you can use to show your support for #equalpayday :
Join us, coalition partners, & the nation's working women 4 an #EqualPayDay Social Media Storm, Tues April 10 2018 at 2:00 pm ET. #TalkPay on #EqualPay Day b/c a women shouldn't have to work more than 15 mos to earn what a man earns in 12. Learn more at www.equalpaydayforall.org.
Pay secrecy & retaliation for discussing pay contributes to the gender #wagegap. On April 10 -- #EqualPayDay '18 -- join us on social at 2:00 pm ET/1:00 pm CT/12:00 MT/11:00 am PT to remind employers it's time to #talkpay & #time4transparency. Learn more: www.equalpaydayforall.org.
Join #equalpay advocates on April 10 -- #EqualPayDay 2018 -- at 2:00 pm ET to #talkpay, demand that @OMBPress stop blocking @USEEOC pay data collection, & remind employers that it's #Time4Transparency. It's time to close the gender #wagegap. Learn more: www.equalpaydayforall.org.
The #MarchForOurLives & #metoo movements remind us that what's always been doesn't have to always be. We can stop #gunviolence, #sexualviolence & workplace #harassment. We can close the gender #wagegap. #TalkPay on #EqualPayDay -- April 10 '18 at 2 pm ET. www.equalpaydayforall.org.
The #MarchForOurLives & #metoo movements remind us that what's always been doesn't have to always be. Federal/state electeds can pass sensible #guncontrol, strengthen workplace #harassment law & pass the #paycheckfairness act & similar state bills. #TalkPay on #EqualPayDay 4/10!
For more information on Equal Pay Day, visit :
American Association of University Women (AAUW)
Equal Pay Day Campaign Page
IT'S ABOUT THE MONEY!
On Thursday, March 8th, the Bargaining Action Team, stared down campus administration at the negotiation table. As a result, several management proposals that would have had a negative impact the work-life balance of University of Maryland employees were with withdrawn.
BEATING BACK THE ATTACKS
NOW, IT'S WAGES AND PARKING
The next fight is about the money in our pocket — our raises and the amount of money we pay for parking. Two important things:
STAND TOGETHER AND WE WILL WIN!
The petition has been delivered.
Hundreds of commuters to the University of Maryland agreed to Just Say No To Parking Fees. This morning we have delivered the Just Say No To Parking Fees petition to the target, Linda Clement, Vice President of Student Affairs.
Where are the commuters ?
Using the locations of staff commuting to College Park, Maryland, we were able to draw an area map of Top 10 Commuter Cities. Below is the map zoomed out. Each zip code on the map is where a staff member starts their commute. Much of our staff are commuting from areas where there's not many options for transportation to the University of Maryland.
The top 10 cities (in order) are :
What happens next ?
Today, your Bargaining Action Team will be meeting with campus administration to voice the concerns of our community at contract negotiations. Students are also joining the fight as the Department of Transportation is moving to increase their student fees or reduce shuttle services.
With so much at stake, now is not the time to celebrate.
You can do more by continuing to share the petition with other commuters as the next target will be David Allen, Executive Director, Department of Transportation. We will continue to work with the community to raise awareness about the needs of commuters and the price gouging of our most vulnerable community members.