Of course it’s hypocritical that 17+ members of a majority-Democratic council are not supportive of staff unionizing. But most concerning to us in the organizing committee is potential risk or retaliation for staff. Remember retaliation is not just being fired. #StandWithStaff 1/

Retaliation can come in many forms. It can explicit (where the employer names that the reason for workplace retaliation is because of perceived or real union activity) or implicit (where the employer silently makes harmful workplace changes after the start of a union campaign) 2/

Retaliation or interference due to staff unionizing can look like: 1) threatening staff with job loss but also informal job benefits (e.g. flexible work schedule or location or job tasks or other accommodations etc) due to perceived or actual participation in union activity. 3/

Retaliation/interference can also look like 2) questioning staff about their union sympathies or activities to interfere, restrain, or coerce employees from exercising their right to organize. 3) Promising informal/formal benefits to staff to discourage union support. 4/

It can also look like 4) transferring staff to other locations or work tasks, terminating or assigning staff to different or more difficult or less valued work tasks bc of perceived or real engagement in unionizing. & 5) firing or threatening to fire staff due to unionizing. 5/

If u catch wind of retaliation or interference from members, or supervisors on central staff, please let us know ASAP: [email protected] + report to General Counsel. But important we know who’s retaliating/interfering. we’ll work w/ u to try to help 6/6 #StandWithStaff