Staff FAQs
The best way to learn about our union is to come to a membership meeting! We’ve covered some common questions below.
Do I need to sign a card?
Although we are a wall-to-wall unit and all eligible positions are automatically in AICWU, signing a card allows you to have a say in how our union is run. When you sign a card, you can run for office, put forth motions for discussion, and vote on issues that affect our union, like future contracts, our constitution, or officer elections (president, vice president, treasurer, etc.). More voting members means a stronger union and better contract for all.
How much will union dues cost and when will we start paying dues?
Dues are $50.78 per month for full-time employees (more than 20 hours per week), $38.02 per month for employees who work 12–20 hours per week, and $25.74 per month for employees who work less than 12 hours per week.
Dues will begin in the Spring of 2024 and all members will be informed before dues start to be collected. No back dues will be collected for the time between when our contract began in September 2023 and now. All members will be informed before dues collection begins.
What’s in our contract?
We won a lot of important things in our contract, such as a Special Joint Compensation Committee that will continue to address issues in base pay inequity, discrepancies in pay for a job title, and pay not being a fair market value for similar jobs at other museums and schools. We also won a quarterly Labor/Management meeting where representatives from the school and the museum will meet with management to work through non-pay related issues raised by members. Having both of these committees in our contract means management is legally obligated to come to those meetings in good faith to resolve our issues and we can hold them accountable to actions, not just words.
You can read the full School contract here.
You can read the full Museum contract here.
What are our next steps?
As of early 2024, we drafted and ratified our constitutions. When the nomination window closes on March 14, we will then proceed to hold elections for our union officers (president, vice president, secretary treasurer, etc.)
What if I or someone I know is getting disciplined?
If an employee gets called into a meeting that could result in discipline, they can invoke their rights to Weingarten representation and request to have a union steward present. Please reach out to our staff rep, Cameron Day (CDay@afscme31.org) or a union steward if you or a colleague is facing discipline.
You can learn more about Weingarten rights and find a full list of our union stewards here.
How do I submit a grievance?
Our contracts include a grievance procedure, which provides due process to a member (or the union as an organization) if a problem arises during the contract or if management is not fairly adhering to the contract. First, the union seeks to resolve the grievance directly between you and your manager, then with HR, and finally with an outside arbiter if needed. (You can read the full grievance procedure in the contract here.)
To file a grievance, please reach out to Cameron Day at CDay@afscme31.org.
What is a union?
A union is a group of workers who come together to make real change in their workplace regarding their wages, benefits, and working conditions. We—staff from across the museum and school—comprise our unions. We decide what priorities to negotiate, and elect our own leadership to uphold and enforce the terms of our contract.
Who is included in our union?
The NLRB has rules that prohibit those who are truly managers, supervisors, and confidential employees from being included in our union. Under labor law, such categories are narrowly defined and are not determined by your title.
Managers are generally top-level decision or policy makers for the organization and have substantial independent budgetary authority.
Supervisors have independent authority to hire, fire, discipline, grant time off, promote and determine job descriptions for other employees. Supervision of outside vendors, independent contractors or student interns generally does not count as supervisory authority, and departments/offices where S/AIC claims multiple levels of employees are “supervisory” will be looked at closely by the Labor Board.
Confidential employees have access to management’s confidential position in labor-relations matters, such as negotiations. It does not refer to access to other types of confidential information, e.g., details about S/AIC members or donors.
Who is our union affiliated with?
Our union is affiliated with AFSCME Council 31. In Illinois, AFSCME represents more than 90,000 active and retired employees of state, county, and city governments; state universities; local school districts; and nonprofit agencies. AFSCME is the leading union for representing museum professionals nationally and covers workers at the Metropolitan Museum of Art, the Brooklyn Museum, the Philadelphia Museum of Art, the American Museum of Natural History, Museum of Contemporary Art (Los Angeles), the Museum of Tolerance, Milwaukee Public Museum, and other cultural institutions. Recently, employees at MOCA, PMA, and Walker Art Center all won representation with AFSCME. Learn more at www.culturalworkersunited.org.
Is the right to organize legally protected?
Yes! We have a right to organize a union, and these rights are protected by the National Labor Relations Act. An employer may not discriminate against you for exercising these rights. Learn more about your rights here!
How does a union help me?
By banding together as employees and forming our union, we have more power and leverage to negotiate for better conditions. Forming our union has allowed us to collectively bargain a legally binding contract over conditions of our employment—including furloughs and layoffs; compensation; promotions; permanent, term, or hourly status; paid time off, and more—and benefits cannot be modified without our agreement. Our contract includes a fair process to resolve disputes and ensure our rights are protected.
What is the relationship between the museum and the school in AICWU?
AICWU is composed of three bargaining units: museum staff, school staff, and non-tenure-track faculty. Although we stand together in solidarity, we each have an independent contract, constitution, and elected officers. Each bargaining unit is responsible for best representing the needs of their members, but we're stronger together and will continue to work together and advocate for each other.
How and why would we decide to go on strike?
A strike or coordinated work stoppage is a tool of last resort. During the term of our contract, we are obliged not to strike for economic reasons. We could, however, authorize a strike for health and safety reasons if necessary. Most strikes occur when a union’s contract ends and a new contract is still being negotiated. However, fewer than 2% of contract negotiations result in a strike, and there are many ways we can make our voices heard before striking. Only a majority vote from our members can authorize a strike.
At the end of our first contract negotiation, our bargaining team created a strike fund to be used in the event of a work stoppage to help AICWU members in economic hardship. These funds are being held in an independent account.
Why do I occasionally receive texts from AICWU?
There will be times when there is very important, time-sensitive information that we’re responsible for making sure everyone knows, including those who don’t have ready access to email. Since you're part of our bargaining unit, you being informed matters. If text messages don’t work for you, please email info@aicwu.org to let us know how you would like us to reach out.