The Union Difference
Together we are powerful. Together we are Bay Area Discovery Museum United.
In recent years, employees at over 20 museums have unionized to collectively bargain for livable wages and improved working conditions. They join with many cultural institutions that have been unionized for decades. Here in the Bay Area, thousands of workers at over 50 nonprofit organizations—including the de Young Museum, Legion of Honor, Asian Art Museum, and the Exploratorium—are unionized as members of SEIU 1021 and have successfully won contracts with better pay, benefits, job security, and working conditions.
This is the union difference—together, we can do the same.
Job Security
With a Union: Job security and protections. Employees cannot be disciplined or terminated without just cause. Contracts can include language requiring advance notice, severance pay, and order of seniority in the case of economic layoffs.
Without a Union: “At-will” = No job security. “At will” employees can be let go at any time for any reason or no reason, without recourse for unfair situations. Employers are not required to provide severance pay or notice for layoffs, and can change the terms of employment at any time, without notice or consequences.
What it looks like in practice:
Union members at all 1021-represented museums secured a progressive discipline process, union representation and support in disciplinary situations, and a grievance procedure to address contract violations.
Union members at the Exploratorium secured between 2-12 weeks of severance pay, recall rights, and a minimum of 30 days’ notice should layoffs become necessary.
Pay & Benefits
With a Union: Negotiated pay and benefits. Union contracts typically include regular, predictable raises based on length of service (“steps”) and cost-of-living adjustments. Medical and retirement, paid time off, and other benefits are also negotiated.
Without a Union: No guarantees. No transparency. It’s up to senior leadership. They can make promises, but without a legally binding contract, pay and benefits can be raised or cut arbitrarily. Lack of a clear wage scale and schedule for raises often leads to inequities.
What it looks like in practice:
At the Asian Art Museum, members won a 16% pay increase over 4 years and 12 paid holidays per year.
Union members at the Exploratorium negotiated between 20–30 vacation days based on length of employment.
At de Young, union members secured a 7% employer retirement match after 5 years of employment and longevity pay after 10 years.
A Voice in the Workplace
With a Union: Voice, shared decision-making, transparency. Employees have a say in their working conditions. Having a union increases transparency, collective advocacy, and the ability to work together with management to address challenges in a meaningful way.
Without a Union: Unilateral decision-making. Staff is not part of the decision making process. There is no mutually agreed upon way to address concerns or determine priorities which affect working conditions.
What it looks like in practice:
The Exploratorium union contract requires the employer to meet and confer over changes to working conditions and decisions that could significantly impact workers.
Union members at all 1021-represented museums have negotiated grievance procedures for addressing individual grievances and labor-management committees for addressing workplace issues affecting groups of workers.