FAQs —

FAQs —

Why organize?

  • We believe a union is the next step to creating the best, most inclusive and equitable version of the Buffalo AKG Art Museum.

    The unionization effort is not a retaliation against management or leadership. Instead, we believe we deserve a voice in our workplace.

    The organizing process initially began with the "Front of House" workers, including Preservation & Safety officers, Visitor Experiences Associates, Food & Beverage workers, and Facilities staff. We launched our organizing campaign publicly at the All-Staff meeting in November of 2023.

    At the time, we were not aware that our "Back of House" colleagues (Curatorial, Registrars, Learning and Creativity, Art Prep and more) would be interested in organizing as well.

    Our hope is that every AKG worker will be able to exercise their legal right to organize a union free from fear, retaliation, or intimidation.

  • The purpose of a union is to establish the right to collectively bargain a legally binding contract that protects worker compensation, benefits and sets workplace rights and job security. By banding together as workers and forming a union, we have more power and leverage to negotiate for better conditions.

  • No, we the employees are the union!

    We have made a decision to organize the AKG Workers Union so that all of us can join together and have a voice when it comes to our pay, benefits, and working conditions. We will set the priorities and lead the effort to negotiate a fair contract that we’ll all get a chance to vote on.

    We are proud to join thousands of other non-profits and art museum workers who’ve chosen to do the same and win a voice at work.

  • There are many reasons we are organizing. One that comes up often is the desire to be on a level playing field with management. Another is to ensure we continue to have a collaborative relationship with the AKG, meaning we have a real voice on decisions that affect our jobs and lives.

    There are many specific and personal reasons why the AKG workers are organizing. The best place to learn more about the "why" is to attend informational sessions with your co-workers.

    Overall, we are organizing to make the AKG a stronger museum. We want to provide the best experience for guests and in order to provide that, we need a sustainable and democratic workplace.

  • We have decided to partner with Workers United: Upstate New York and Vermont. We are working alongside the Rochester Regional Joint Board of Workers United. They are generally recognized as one of the most successful organizing unions today given their efforts with the highly publicized Starbucks and Ben & Jerry’s campaigns. They are committed to organizing all workers across a variety of industries in order to empower them and achieve workplace democracy.

    The regional Workers United union is based in Rochester, NY and represents workers from many different industries, including non-profit and education. For example, they represent workers at the Science Center in Ithaca, NY. Workers United is a division of SEIU, a union that represents over 2 million members across the nation.

    Each union is different and is a creative expression of the unique collective of workers at a given organization. In Workers United, each local union has autonomy, meaning the workers make their own decisions about how we want to run our union.

  • We know this campaign seems to have moved too fast for some, and too slow for others. We only began this effort in the middle of November 2023, and we have gained a lot of support and interest since.

    Our unionization process is as follows:

    1. Early organizers will connect with their fellow workers and collect signed union support cards (which are treated with strict confidentiality, ensuring they are not disclosed to management.) A signed union card is an indication of support but does not automatically equate to a "yes" vote in an election.

    2. After a strong majority of us—the Buffalo AKG Art Museum staff—sign union support cards, we will either petition the National Labor Relations Board (NLRB) for a vote to take place among all who are eligible for inclusion in the unit, or we will agree with leadership on terms for a non-NLRB, third-party arbitrated election.
      Because of antiquated NLRB laws, Preservation & Safety is not allowed to enter a union that includes other departments by way of an NLRB election. Including Preservation & Safety in our union is a top priority.

    3. An NLRB or non-NLRB election, when scheduled, will either take place on the premises of the workplace or occur via a secure online ballot system. If a majority of us vote YES, our union will be certified, and Buffalo AKG Art Museum will be legally obligated to bargain in good faith with us for a union contract.

    4. Our next steps will be to elect a bargaining committee made up of us, the workers!

    5. We will then survey everyone to get an idea of what people want to keep, what we would like to improve upon. The bargaining committee draws up proposals for a legally binding union contract based on the input received from the surveys.

    6. The contract is only ratified after a majority of workers in the union vote “yes” to the contract.


      Union dues are paid only AFTER a contract is negotiated and ratified by a majority of the workers.

      We will have the assistance and guidance of experienced Workers United representatives for this process, as they have bargained many union contracts.

  • We are not organizing because we believe that leadership is doing a poor job. We are organizing because we want to be involved in the decision making processes as the AKG continues to reinvent itself and be a leader in the contemporary art world.

  • Employers looking to avoid a union would primarily use misinformation, misleading information, and disinformation about unions to dissuade employees from organizing. Often such communications focus on dues, strikes, allegations of union corruption, and claims that unionization will create rigid rules and loss of flexibility. Sometimes employers make promises to be better or ask for “another chance.”

    Most anti-union campaigns are designed to pit staff members against staff members and to make people view the union as an outside force, instead of what it really is: staff members themselves banding together for collective power and leverage.

    Many employers campaign aggressively against unionization and try to discourage staff from voting YES for a union. It’s not illegal for management to express their opinion, but employers can use misinformation and distortion to disparage unionization campaigns. The following actions are illegal. (remember “TIPS”):

    • Threaten – it is illegal to threaten, discipline, or discriminate against employees because of their support for a union;

    • Interrogate – it is illegal to ask employees about their support for a union or about the support of their peers;

    • Promise – it is illegal to promise favors or benefits for a vote against unionizing instead of a vote for the union;

    • Surveil – it is illegal to surveil or spy on union activity. It is also illegal to tell an employee that others have said they are a union supporter.

  • We would love to hear from you! Please use our contact form (AKG workers may submit anonymously) or e-mail us at BuffaloAKGWorkersUnited@gmail.com with your questions, comments, suggestions etc.

How will this make things better for me, and for AKG?

  • The goal of our union is not to create division or tension between workers and management. Our hope is that this will be a collaborative process. We hope there is mutual respect for the diversity of opinions and people who work at AKG — leadership, management, and workers.

    Our goal is to educate workers so we can decide what’s best for ourselves, free from pressure, intimidation, or anti-union talking points. We aim to keep the discourse respectful and inclusive of all voices.

  • The union’s purpose is to create a better workplace for the staff. Moreover, it is up to us to decide what we all want to see in the contract and what is important to us.

    For example, in many Workers United contracts, members have successfully negotiated for the right to flexible hours and schedules. You may be thinking, “My department already has flexible hours and schedules,” and that's a wonderful thing. A union would still be beneficial because it would allow us to codify the things we love about the AKG in writing, and it would ensure that perks like these exist equitably across the institution.

    As workers, we would never vote to ratify a contract that negatively impacts our workplace conditions.

    It is very common to develop an agreement that can successfully accommodate employees with varying interests. Without a union, however, management can make unilateral changes in work rules, hours, pay or other working conditions.

  • Without a union, only leadership can decide whether staff will be a priority or not. As a collective bargaining unit, we can better influence how the Buffalo AKG Art Museum allocates resources.

    Currently, like so many institutions, the Buffalo AKG spends significant amounts on executive level compensation, consultants, etc., but staff are low paid, conditions are often unequal across departments, and longevity is unsustainable for many staff.

    Without a union, we will continue to be low on the priority list, and will have no voice in our work lives.

    Unionizing is not solely about bargaining for better wages. Plenty of much smaller institutions with lower operating budgets than the Buffalo AKG have organized because staff want a voice in what happens to them.

    Unionization will give us the power, as a group, to ensure that our workplace is fair and transparent, and requires that the Buffalo AKG meet us as equals at the bargaining table.

    Unionizing is becoming more and more common in our field. Thousands of workers at museums and art organizations have formed unions or are in the process of organizing.

    There is a myth that unions are only for workers who face particularly difficult and physically demanding jobs. This is not true. A union’s purpose is to create a democratic workplace where all workers can have a voice in their working lives.

    Right now, management holds all of the decision-making power. We believe that it would be beneficial for the Buffalo AKG and for us, the workers, to share power and have increased transparency through a union contract.

  • No. It is illegal to retaliate against anyone for forming or joining a union.

    Hundreds of thousands of workers in every occupation, including non-profits and art museums, have formed, joined, and been active in their unions. Furthermore, with a union, employees have greater job protection because employers must affirmatively demonstrate that they have “just cause” before terminating an employee. New York is an "employment-at-will" state, which means an employer may terminate an employee at any time for any legal reason, or no reason at all.

    Supporting a union is completely legal and normal, but it is up to you how open you want to be about your support.

    Union support cards are not shared with management. It is illegal for your supervisor or any member of management to ask if you have signed a union support card, how you plan to vote, or whether you support the union.

  • There would be no reason to force everyone to be paid the exact same compensation if no one is in favor of it, and nothing in a union contract stops anyone from asking for a raise.

    Workers United has never negotiated any contract which resulted in any employee’s pay being “leveled down” or cut.

    For example, at MoMA (The Museum of Modern Art), which has been unionized for years, there are a range of grade levels and titles. Everyone receives guaranteed increases and step raises, but base salaries depend upon levels of responsibility, years of service, etc. Furthermore, their contract explicitly allows employees to ask for additional, discretionary merit increases.

    It is very common to develop an agreement that can successfully accommodate employees with varying interests. Without a union, however, management can make unilateral changes in work rules, hours, pay or other working conditions.

Card signing and union election

  • A union card, also called an authorization card, is a document signed by a worker that indicates their interest or support in starting or joining a union.

    Once the union is created, the card also designates the union as the bargaining agent of the signed worker. Signing a union card only indicates a worker’s desire to join or create a union. Only after the union is recognized does the worker actually become a member of the newly created union of Buffalo AKG workers!

    Management will not know who does or does not sign a card unless you, the worker, chooses to be vocal about it.

  • It is illegal for your supervisor or any member of management to ask if you have signed a union support card, how you plan to vote, or whether you support the union.

    Management will not know who does or does not sign a card unless you, the worker, chooses to be vocal about it.

  • Union authorization cards are not shared with management; they are shared with the union and potentially the NLRB. (If we have a non-NLRB election, union cards would not go to the NLRB.)

    The NLRB (National Labor Relations Board) is an independent federal agency that protects the rights of private sector employees to join together, with or without a union, to improve their wages and working conditions.

    It is illegal for your supervisor or any member of management to ask if you have signed a union support card, how you plan to vote, or whether you support the union.

Collective bargaining, contract negotiation, & dues

  • Currently, Buffalo AKG leadership decides unilaterally on all our terms and conditions of employment: our compensation levels, what our benefits will be, whether we get promoted, when we get time off, whether to furlough and/or lay off workers etc. With a union, AKG leadership must bargain in good faith with us over all of these (and more) conditions of our employment, and cannot reduce our benefits without our union’s agreement.

    We can bargain for any term or condition of our employment, including compensation, benefits, workplace rights, promotions, staffing levels, etc. During the bargaining process, management cannot make any reductions in our conditions to try to force us to “bargain back” what we already had.

    Workers at the Ithaca Science Center, MoMA, Columbia University, NYU, the New Museum, and other cultural and educational institutions have made important gains in salary levels, promotion rights, job security, health benefits, and workplace rights.

    A union contract includes both economic and non-economic statutes. Some important non-economic proposals that we can bargain for are things like “just cause” and a grievance procedure which protects workers from unfair discipline or termination. Another common non-economic proposal can be the creation of a “labor-management” committee that meets regularly to incorporate workers’ ideas into the policies and decisions being made about the museum. Economic proposals can concern everything from salary, clear criteria for promotions, benefits, and more.

  • After reviewing employee surveys, current policies, the employee handbook, and other contracts for similar employee groups (departments)— as well as having conversations with union members— the negotiating (or bargaining) committee draws up initial contract proposals.

    This committee is created by the workers by electing members from our union-eligible staff. The number of people on the negotiating committee is based on the number of people in the union.

    These proposals are presented to members for feedback and approval before being presented to the AKG. The negotiating committee will be trained and assisted throughout the entire process by experienced Workers United staff.

    The final contract must be ratified by members before implementation; union dues are not incurred until after the contract is negotiated and approved by members.

  • The elected negotiating committee will draw up initial demands for a union contract, meet with the management to negotiate over these demands, and ultimately, make a recommendation to the union membership on management’s final offer for a contract that will guarantee our compensation, benefits, job security, and workplace rights.

    This committee is made up of and elected by us, the workers at the Buffalo AKG.

  • Everyone will be asked to fill out a survey and be as honest and thorough as possible in answering about their priorities. Union members should attend union meetings and info sessions so that negotiating committee is made aware of the importance of the contract to all.

    All members are encouraged to stay in touch with negotiating committee members, ask questions when you have them, and give feedback throughout the process. Negotiating a first contract is a huge responsibility that will require participation by all unit members.

    It is extremely common for a union contract to cover a variety of job titles across departments within an institution. For example, at MoMA, their union represents workers in the store, visitor services, curatorial, conservation, and administrative staff. Together, they have been successfully negotiating union contracts for decades, including provisions for wage increases, stronger benefits, and workplace protections.

  • Although “good faith” bargaining will not require management to agree to any one particular proposal, it will require them to meet with elected union representatives, negotiate with them, offer compromises, and provide necessary and relevant information to assist the bargaining. Through “good faith” collective bargaining, staff at MoMA, the New-York Historical Society, Columbia University, the ACLU, and many other unionized workplaces have achieved substantial improvements in their wages and benefits, and have established job rights and security that did not previously exist.

  • On average, it can take from 6 months to a year. The likelihood of negotiating a good contract in a shorter amount of time will be increased if the union membership is actively engaged in the process and make it clear through unified actions and articulated support for the negotiations that a fair offer is necessary.

    After the contract is ratified, we will elect a chairperson and delegates from among our unit, the Buffalo AKG Workers United, to serve as stewards: they will ensure that management lives up to the provisions of the contract, and offer support to all members with any problems that arise in the workplace. Disputes still happen, but ultimately the union will become an integral part of the workplace.

  • There are no dues until after a first contract is negotiated and voted into effect by a majority of the members.

    Union dues for full time workers are $10.84 per week. If you work less than 25 hours, dues are $5.47 per week, and if you work one day a week, they are only $2. Dues are used for helping other workers organize, legal support, staff support, education, communications, lost time pay for stewards and negotiating committee members, etc.

    It is up to us, the workers, to decided if our union is "open" or "closed". An open union is a workplace where workers are not required to join or financially support the union. A closed union would be the opposite-- workers would be required to join and pay union dues as a condition of employment. In either scenario workers are all protected under the union, but generally a closed union is a stronger union.