Why we're organizing
Not because we hate the company. Because we want a workplace we can stay in with dignity.
What we see every day
The people who keep this company running are underpaid for the scope of the work: support and customer service colleagues handling volumes no one resourced, engineers carrying more with every "efficiency" push, and all of us working under at-will employment — the right to be let go any day, for any reason, with no process.
Layoff waves have reshaped this industry. People we respect left — some overnight, some by email, locked out of systems within the hour. When you're at-will, your job depends on someone else's decision. A union changes that.
We're also being asked to accept tools — including AI-driven ones — that change how we do our jobs, with no say in how they're deployed. We're not against new tools. We want a seat at the table.
What we're asking for
- Just cause No more arbitrary termination. Discipline and layoffs follow written, consistent standards — with a process we can challenge.
- Fair pay, for everyone A pay floor for the unit, real raises tied to cost of living, and transparent salary bands — not a negotiation per person.
- Predictable, humane scheduling On-call and coverage terms written into the contract, not decided by whoever is closest to management that week.
- A voice in AI and tooling Workers consulted before tools that change our work are rolled out — including what happens to headcount when a tool "saves" hours.
- Benefits parity Health and time-off benefits that match what our pay actually costs in this market.
This is the starting list, not a ceiling. The final demands will be written by the unit — every member gets a say in what we negotiate for.
What a union can and can't do
It can
Bargain a contract with just cause (the single biggest protection for most of us in this industry), wage floors, severance standards, on-call terms, and protections around how AI is deployed. It gives us a grievance procedure when things go wrong and a structured voice in decisions that affect our work. Recent tech contracts — including several signed in 2025–2026 — are built around exactly these terms.
It can't
It can't prevent every layoff, it doesn't pay a higher salary the day it's certified, and it doesn't replace doing the work well. Contracts still have to be negotiated — and that negotiation is where members decide the priorities. A union also can't make the company like us; it makes what the company can do to us, and how, a matter of written agreement instead of someone's discretion.
The common objections, straight
"It'll flatten the difference between high and low performers." Contracts set floors, not caps. Bonuses and raises can still exist within them. "It'll slow us down." The grievance and bargaining process takes time; the alternative — arbitrary decisions — takes careers. "We're a family here." Families don't lay people off by email and then hire back at different rates.
How this works legally
If enough of us sign authorization cards, we can file a petition with the National Labor Relations Board for a secret ballot election. If a majority of the votes cast are in favor, the company must bargain with the union in good faith. Voting is secret — the company does not see how anyone votes.
Federal law protects the right of employees to discuss unions, share information about organizing, and take action together — and it protects the right not to. The FAQ has the details, including what's protected and what isn't.