UNION Strong

RAICES voluntarily recognized the RAICES Workers Union in an agreement dated June 25, 2021, and began bargaining on April 6, 2022 — with RAICES implementing salary and wage adjustments, annual across-the-board raises, and tentative agreements on key articles prior to the ratification of a Collective Bargaining Agreement (CBA).

On May 1, 2024, both Parties tentatively agreed to all relevant articles for RAICES’ first CBA. The agreement was ratified on June 27, 2024, and went into effect the following day, June 28, 2024.

Select highlights are summarized below.

Dolores K. Schroeder, CEO

“We believe that our CBA is a meaningful step for RAICES in fostering the impactful workplace that we all envision, and we look forward to continuing to serve as an employer of choice in the immigrant rights movement.” 

  • Wages

    Average 8.4% increase for union-eligible employees. Base annualized salary 14% higher than the reported average Texas not-for-profit salary; median salary 3% higher than the national median across public and private sectors.

  • Healthcare Benefits

    100% employer paid medical premiums for employee-only coverage regardless of the plan selected.

  • Paid Time Off (PTO) and Holidays

    A reflection of what work-life balance means, including provisions for holiday pay. 24 to 60 day annual PTO accruals, based upon tenure – or 37% to 243% higher than 17.5-day national average for not-for-profit employees.

  • Parental and Postpartum Leave

    Ten (10) weeks of parental and postpartum leave, which may be non-consecutive and in equal installments, for full-time staff members employed by RAICES for at least six (6) months. 25% higher than national average paid maternal leave across public and private sectors.

  • Mental Health Training and Awareness

    Mental health first aid and access to quarterly mental health training for employees.

  • Work Planning and Workload

    Supervisor-employee work plan development, taking into account workload and capacity. Employees repeatedly working more than 80 hours per pay period may request a meeting with their supervisors and Union representatives to discuss workload management.

  • Overtime

    Overtime for non-exempt employees.

  • DOJ Accredidation Bonus

    One-time, $1,500 bonus for employees who complete Department of Justice (DOJ) accreditation on or after March 5, 2024 while working for RAICES.

  • Professional Development and Training

    Professional development allocations for every employee ranging from $1,500 to $4,000 every two years, based upon position, licensing, and tenure.

  • Workplace Safety

    Air quality testing, office closure and work during emergencies.

  • Job Security

    Discipline based on just cause, with notice provided to the Union. Discipline will not be considered when determining future progressive discipline after 12, 18, or 24 months have passed, depending upon the level.

  • Conflict Resolution

    A voluntary informal process for employees who want to seek resolution of conflicts with other employees.