DPW Contract Survey
First name:
Last Name:
If you would like additional updates and are comfortable sharing your contact information, please share your info below, so we can keep in touch:
Phone:
Email:

RACE/ETHNICITY YOU BEST IDENTIFY WITH:

Asian or Pacific Islander

Black or African American

Hispanic or Latino

Native American or Alaskan Native

White or Caucasian

Multiracial/Biracial

Other

Prefer not to say

GENDER:

Man

Woman

Nonbinary 

Other

Prefer not to say

DO YOU IDENTIFY AS TRANSGENDER?

Yes

No

Nonbinary

Prefer not to say

AGE:

18-25

25-31

32-54

55+

Prefer not to say 

MY DEPARTMENT:

Voter Protection

Data

Organizing

Political  

Communications

Digital

Finance

Prefer not to say 

ARE YOU ENROLLED IN BENEFITS?

Yes

No

Prefer not to say 

HOW LONG HAVE YOU WORKED FOR DPW?

Less than 6 months

1-2 years

2-5 years

5+ years 

Prefer not to say 

DO YOU HAVE CHILDREN, DEPENDENTS, OR OTHER FAMILY MEMBERS THAT AFFECT YOUR WORK SCHEDULE AND AVAILABILITY?

Yes

No

Somewhat 

Prefer not to say 

What length of the agreement would you prefer?  1 year   2 Year   3 year   Other
Explain:

Which of the following would you consider a

Fair Annual Increase?

 None   1%  2%   3%   4%    5%   6%   Other:

Based on your answer, please give reasons for the 

increase. Make your answer as compelling as possible.

For Items A through F rank on a scale of 1-5 with 1 being not a priority and 5 being a high priority of issues you want to see in a new contract with DPW (You can rank more than one issue at the same level)
a. Protections against immediate downsizing following the election of a new Chair.
b. Management required to inform staff of any updates to the handbook and/or changes to benefits before the changes are made
c.  Make pay brackets transparent and accessible to employees for all roles and departments; any changes to pay brackets must be announced in advance
d. Appropriate pay raises if direct reports are paid higher than managers due to other union contracts; salaries to be competitive with cyclical campaign hiring capacity and national partners
e. A set date when blackout dates need to be announced to all staff for the year, restrictions and clear communication on blackout dates, loss of days off for departments must be communicated in advance
f.  Departments with different work schedules get the same amount of days off for holiday weekends 
g. Flexibility and accommodations for virtual and approved remote work once work from home ends  
h. Fixed guidelines and timelines for in-person work during a pandemic and collaborative transition plan for returning to in-person work
i.    Written expected work hours for your department
j.    Information regarding bonuses and other one-time benefits and other one-time benefits sent to all staff in writing
k. A policy regarding rolling over vacation days from year to year
l.    A policy regarding vacation and comp days being paid out if leaving job or laid off
m.   Prioritization of internal applicants in hiring process
n. Structure to facilitate promotions
o. Vacation time must be approved or denied within 48 hours of the request being submitted
p. An increase in salary for departmental staff whose positions are cyclical 
q. Severance arrangement to provide health care benefits for a fixed terms after the end of contract for employees who are laid off after elections
r. As a nationally competitive organization, providing relocation reimbursement or stipend
s. Open HR hiring policies/communication on HR hiring practices, raise procedures, promotion procedures shared widely with entire organization
t. Codifying all benefits in agreement and not just handbook or offer letters.

If you were on the negotiation committee, what is one issue that

you would consider as a Must-have?

What other items should the committee bring forward?

-
  • INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL UNION 494

    Copyright © 2022. All Rights Reserved.

    Powered By UnionActive



  • Top of Page image