The average pay increase for non-unionized staff was higher than unionized staff, as we shared last week. Individual pay increase percentages vary because they are now tied directly to performance review ratings – a decision made to increase transparency about how pay is determined. 

In 2024, 97% of non-bargaining unit staff received a pay increase of 3.60% or greater, some as much as 5%. That means, in 2024, only 3% of non-bargaining unit staff received a pay increase of less than 2.75%, in alignment with a “Meets some but not all expectations” performance rating.

As part of the University of Pennsylvania, Penn Libraries works to provide market-competitive compensation. Central HR regularly reviews market data to be sure our pay ranges are comparable to our peers, geographically and in our field. These efforts have led to the increases and improvements we have been able to provide over many years.

Importantly, you have the right to vote “NO” if you don’t want a union. Penn Libraries staff have rights when it comes to the August 7 and 8 NLRB election. These include the right to ask the union questions, to be free of pressure or coercion by union supporters, and the right
to campaign against the union. Staff can talk with coworkers and share your reasons, feelings and opinions about unionization. You also have the right for your vote to remain confidential through the secret ballot election. No one should tell you how to vote and no one will know how you vote – the National Labor Relations Board conducts a secret ballot election.

Penn Libraries can’t speak to what the union’s priorities are or how it is communicating. However, if you are feeling left out now before the election you may ask yourself, what would being unionized by this union feel like? Will the union listen to all staff and treat you properly when it comes time to bargaining on your behalf?

Benefits, like pay, are mandatory subjects of bargaining. This includes health insurance, life insurance, retirement, paid leave, remote work arrangements, schedule flexibility and other benefits. These benefits could change, but like other bargaining topics, there is no guarantee they will get better. Negotiations could result in benefits changing in ways you may not want or like. It’s also important to know that even in negotiations, an employer is not legally required to give in to union demands. So, simply because a union may make promises about higher pay or better benefits doesn’t mean it can deliver on those promises.

By a majority of eligible voters who vote. For example, if the bargaining unit has 100 members and 50 of them turn out to vote, and 26 vote “NO,” then the staff will not be unionized. However, if 26 vote “YES,” the entire group of eligible staff would be unionized.

If the majority of voters vote “NO,” we continue to work together on identifying solutions and making improvements to Penn Libraries. If the union wins a majority of votes, the University will be obligated to enter collective bargaining with union representatives. Penn Libraries would be legally required to maintain the status quo in terms of pay and benefits until a contract is reached.

No. Removing a union once it is voted in, known as “decertification,” is a lengthy and difficult process that, based on labor law, can only occur at specific times. If, after voting a union in but before a contract was signed, staff decided they didn’t want the union, it could take a year to even hold a decertification vote. If there is a signed contract, it could be almost three years or more before a decertification vote could take place. Penn Libraries would be legally prohibited from helping remove the union. This means staff would have to lead the process, possibly hire attorneys, and personally pay any associated fees.

We respect our staff members’ right to engage or not engage with a labor union. We admire our staff members looking for ways to improve their own conditions and the conditions of the people around them. In fact, we strive to do the same in our leadership. Penn Libraries has taken sincere and transparent action in the past 9 months to hear our staff’s concerns and directly address the issues raised. This includes enhancing communications between leaders and staff, revising the merit increase process to align directly with performance review ratings, and reducing our reliance on term-limited positions.

We are listening, and we care. We encourage all eligible voters to research what it means to be part of a labor union and examine the pros and cons of how unionization has affected some of your colleagues.

The University has bargained in good faith with unions representing some of our library support staff and non-exempt museum staff. However, staff members currently represented by the union must negotiate for, and are not guaranteed, the privileges of non-union staff, including work-from-home, schedule flexibility, professional development funding, salary increases, and health benefits. The decision whether or not to unionize is a personal one.

No. A recent comparison of pay and benefits offered to both unionized and non-unionized library staff showed that non-unionized staff receive higher pay increases on average, as well as receive University medical and pharmacy benefits that unionized staff do not. All staff receive tuition benefits, but the collective bargaining agreement includes an additional library science studies concession for unionized staff.

Regardless of whether you want to unionize or vote “no,” if the majority of those who vote choose “yes” on the ballot, the union expects everyone in the bargaining unit to pay dues or fees. Penn Libraries has no input on the amount of dues the union charges or how frequently they can increase the rates.

A 2021 analysis by Bloomberg Law shows the average length of negotiations until a first-time contract is reached is 465 days. Until a new agreement is reached, employers are legally obligated to maintain current working conditions, benefits, and terms of employment.

According to the National Labor Relations Board, managerial employees cannot form or participate in bargaining units to prevent conflicts of interest between the fellow workers and the organization. Supervisors and managers of staff and student workers may have job titles that are listed in the Notice of Election; however, if you supervise or manage any employee—staff or student—you are not eligible to vote. The NLRB and the union agreed to the definitions of supervisory staff for this election.