JANUARY 19, 2023
Bargaining parking and wages
January has been filled with Bargaining. In addition to meeting every week with Museum management, the Bargaining Committee has continued to gather every Tuesday evening to ensure that we have proposals to present to management every time we are face to face. Among the issues we are working to address are parking and making sense of the current system for compensation.
CMP responded to our parking information request and gave us some upsetting numbers. We know that to our members, parking is a premier issue, and we also recognize that absolutely no one should be forced to pay their employer for the right to come to work. We have proposed free parking for employees. CMP has described parking being available to employees as a privilege. In 2021, CMP made tens of thousands of dollars from their employees paying them to park in their lots, a small portion of the hundreds of thousands of dollars in total parking revenue. The cost to employees for parking is high for our members but the money that CMP earns from us is negligible for the institution. It's baffling that they insist that employees continue to pay to park. In the meantime, we know that not all employees are informed by their managers that there is a reduced parking rate available to them. In Oakland it's $4.50 per day at the Science Center it's $2.50. At the Warhol, there is no discounted day rate for employees.
The results of another information request have shown that CMP’s current process for determining fair wages for their employees is overly complex. We have found there are comparable positions across museums that are being paid disparate amounts and that CMP sometimes uses an outside consulting firm to determine certain wages. This has hampered our understanding of our compensation and made transparency in this process more difficult. CMP claims that they are attempting to stay competitive, however our own market research from the Association of Art Museum Directors 2020 Salary Survey and the American Alliance of Museums 2017 National Museum Salary Survey has shown that compensation rates at our museum are well below other comparable institutions in our region. We look forward to continuing to work toward an agreement with CMP that addresses this important issue.
Pay attention to future updates as next week we return to making economic proposals which affect the compensation of all of our members, and will determine the future of this union going forward.
In solidarity,
The United Museum Workers Bargaining Committee
January has been filled with Bargaining. In addition to meeting every week with Museum management, the Bargaining Committee has continued to gather every Tuesday evening to ensure that we have proposals to present to management every time we are face to face. Among the issues we are working to address are parking and making sense of the current system for compensation.
CMP responded to our parking information request and gave us some upsetting numbers. We know that to our members, parking is a premier issue, and we also recognize that absolutely no one should be forced to pay their employer for the right to come to work. We have proposed free parking for employees. CMP has described parking being available to employees as a privilege. In 2021, CMP made tens of thousands of dollars from their employees paying them to park in their lots, a small portion of the hundreds of thousands of dollars in total parking revenue. The cost to employees for parking is high for our members but the money that CMP earns from us is negligible for the institution. It's baffling that they insist that employees continue to pay to park. In the meantime, we know that not all employees are informed by their managers that there is a reduced parking rate available to them. In Oakland it's $4.50 per day at the Science Center it's $2.50. At the Warhol, there is no discounted day rate for employees.
The results of another information request have shown that CMP’s current process for determining fair wages for their employees is overly complex. We have found there are comparable positions across museums that are being paid disparate amounts and that CMP sometimes uses an outside consulting firm to determine certain wages. This has hampered our understanding of our compensation and made transparency in this process more difficult. CMP claims that they are attempting to stay competitive, however our own market research from the Association of Art Museum Directors 2020 Salary Survey and the American Alliance of Museums 2017 National Museum Salary Survey has shown that compensation rates at our museum are well below other comparable institutions in our region. We look forward to continuing to work toward an agreement with CMP that addresses this important issue.
Pay attention to future updates as next week we return to making economic proposals which affect the compensation of all of our members, and will determine the future of this union going forward.
In solidarity,
The United Museum Workers Bargaining Committee
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