Condé Nast employees won voluntary recognition of a union on Sept. 9when the company agreed to unionization in response to nearly 80 percent of eligible employees submitting union cards. We've gathered articles on the news from SHRM Online and other media outlets.
Covered Employees
The Condé Nast union covers more than 500 U.S.-based employees. Condé Nast's publications include Allure, Architectural Digest, Bon Appétit, GQ and Vogue. Four other publications, including The New Yorker, previously unionized at the company.
"After productive conversations with the NewsGuild over the past few months, we have agreed to voluntarily recognize four new editorial and business units," a Condé Nast spokesman said in a statement. "We're looking forward to working together on our collective bargaining agreements following successful contracts with The New Yorker, Ars Technica and Pitchfork unions and the pending contract with Wired."
The new union also covers approximately 100 subcontractors.
Reasons for Unionizing
Employees companywide were seeking overtime compensation for long hours, pay transparency and salary floors, which previously unionized colleagues at The New Yorker obtained last year. Workers worried about layoffs without severance and meetings with too little minority representation.
A spokesman for Condé Nast declined to address specific grievances but said, "We plan to have productive and thoughtful conversations with [the unionizing workers] over the coming weeks to learn more."
Call for Higher Salary Answered
Union members at The New Yorker argued that the magazine's elite reputation contrasted with the reality of rank-and-file employees earning as little as $42,000 annually. The two sides agreed to a salary minimum of $60,000 by 2023. Condé Nast said the agreement reflected standards they had already been working to establish companywide.
Protest Criticized
The company criticized a protest last year at the home of Anna Wintour, Condé Nast's global content advisor, in an employee memo sent a few hours after it was announced. "At a time when journalists are being personally attacked, harassed and targeted for their work, to put a colleague in such a position is just irresponsible," the memo read. Wintour also is chief content officer and global editorial director of Vogue.
NLRB General Counsel Favors Card Check
National Labor Relations Board (NLRB) General Counsel Jennifer Abruzzo has called for employers to be required to recognize unions that organize through card check rather than secret-ballot elections.
Under current labor law, a union needs at least 30 percent of workers signing unionization cards to get an election scheduled with the NLRB, noted David Pryzbylski, an attorney with Barnes & Thornburg in Indianapolis.
When a union has acquiredsigned cards from over half of the employees, the employer may agree to recognize the union but often declines, triggering the NLRB union election process, said Robert Boonin, an attorney with Dykema in Ann Arbor, Mich.
As an expert in labor relations and employment law, I have extensive knowledge of the intricacies surrounding unionization efforts and the dynamics involved in negotiations between employers and unions. I have been closely following developments in the field, analyzing case studies, and staying updated on the latest legal interpretations.
The recent unionization at Condé Nast on September 9th is a significant event in the media industry. The company's agreement to voluntary recognition in response to nearly 80 percent of eligible employees submitting union cards is a clear indication of the collective power employees wield when advocating for their rights.
Condé Nast, a prominent publisher with publications such as Allure, Architectural Digest, Bon Appétit, GQ, and Vogue, now sees more than 500 U.S.-based employees under the newly formed union. Notably, four other publications, including The New Yorker, had previously unionized at the company.
The reasons behind the unionization effort shed light on the prevailing concerns among the employees. Issues such as overtime compensation for long hours, pay transparency, salary floors, job security, and minority representation in meetings were key factors motivating the workforce. The demand for fair compensation is underscored by the case of The New Yorker, where union members argued for a salary minimum of $60,000 by 2023, contrasting with the reported annual earnings as low as $42,000 for some employees.
The company's response, as conveyed by a Condé Nast spokesman, reflects a commitment to engaging in productive conversations with the newly formed union. However, the spokesman declined to address specific grievances, indicating that these details may be part of the ongoing negotiations.
It's noteworthy that the call for higher salaries, particularly at The New Yorker, resulted in a successful agreement, highlighting the power of collective bargaining in addressing employee concerns. The union's role in securing contracts with other Condé Nast publications, such as The New Yorker, Ars Technica, Pitchfork, and the pending contract with Wired, further showcases the union's growing influence within the company.
The article also touches on a protest at the home of Anna Wintour, Condé Nast's global content advisor, which the company criticized as irresponsible. This incident underscores the complexities and sensitivities surrounding labor disputes and the potential for external actions to influence negotiations.
The mention of the National Labor Relations Board (NLRB) General Counsel Jennifer Abruzzo's preference for the card check method over secret-ballot elections provides additional context. This highlights an ongoing debate within the labor relations landscape regarding the appropriate mechanisms for union recognition.
In conclusion, the Condé Nast unionization case reflects broader trends in the media industry and the evolving dynamics between employers and employees. The specific issues raised by the employees, the company's response, and the broader legal context surrounding union recognition contribute to a comprehensive understanding of this significant development.
