A union is us—coworkers—coming together to negotiate improvements in staffing, pay, safety, training, and fair policies. It’s a legal, structured way to make our jobs safer and more sustainable and to make sure residents receive consistent, dignified care.
Workers know when caseloads or staff ratios are unsafe and unsustainable. A union contract can set enforceable standards around staffing, overtime, and workload so residents receive the support they deserve and staff aren’t burned out.
Through collective bargaining, workers can push for raises, consistent differentials, clearer pay steps, and benefits that reflect the difficulty and importance of the work we do.
A union gives workers a structured way to address issues like favoritism, discipline, scheduling, and policy changes—with representation and due process.
Stable jobs and fair treatment keep experienced staff in the building, which means more consistent relationships and better outcomes for residents.
Workers can bargain for meaningful training on de-escalation, harm reduction, documentation, and other tools needed to do the job safely and well.
Workers at shelters, supportive housing sites, and social service agencies across the country are unionizing, winning improvements, and building power together. We are part of that movement.
Here’s how having a union changes our rights and protections compared to staying nonunion, based on OPEIU Local 30’s “Unions Make a Difference” comparison.
Union: Only union members enjoy the legal right and power to have a say on the job.
Nonunion: Management has exclusive control and decision making power.
Union: Pay rates are negotiated to ensure fairness for everyone and protected in the union contract. Seniority is recognized.
Nonunion: Management alone decides what’s fair pay and can base any raises on business needs, favoritism or anything else.
Union: Protected by the contract. Changes can only be made with employee approval.
Nonunion: Can be taken away or changed at any time.
Union: Awarded fairly according to the process agreed to in the union contract.
Nonunion: It’s up to management.
Union: Employees have a protected way to challenge any unfair or questionable treatment with support and representation from their union. Just cause standards are applied with binding arbitration if the parties can’t agree.
Nonunion: You’re on your own. Any grievance process gives management the last word.
Union: Schedules, vacations, workload, subcontracting, work standards, layoff procedures, and hours of work are all agreed to between workers and the employer and protected in the contract.
Nonunion: Management decides what’s best for employees.
Union: Only union workers enjoy a legally-binding written agreement with their employer that defines, protects, and guarantees all terms of employment.
Nonunion: Nonunion workers have no guarantees and no protections.
Whether you’re ready to get involved or just have questions, you’re invited to reach out confidentially.
