At Wiki Workers United (WWU), we believe healthy institutions depend on healthy workplaces. We are organizing because we believe workers should have a meaningful voice in shaping the workplace, and that collaboration, transparency, and trust strengthen both the Wikimedia Foundation and the Wikimedia movement.

Over the course of any organizing campaign, people naturally hear different perspectives about unions, labor law, collective bargaining, and what comes next. Some of that information will be accurate. Some may be incomplete, lack important context, or reflect common misconceptions that arise during organizing campaigns.

Following WWU requests for voluntary recognition in multiple legal jurisdictions, we’ve heard many thoughtful questions from Foundation staff, as well as volunteers, affiliates, and members of the Wikimedia community. We’ve put together this FAQ to explain who we are, why Foundation workers are organizing, what voluntary recognition means, and how a recognized workers’ union can help strengthen the Wikimedia Foundation in support of Wikipedia and the broader Wikimedia movement.

While Wiki Workers United is a global solidarity union, this FAQ focuses heavily on the WWU-US/CWA branch and the legal processes that apply under U.S. labor law. This emphasis is intended to help Wikimedia Foundation employees understand the organizing process, know their legal rights, and make informed decisions. Rather than asking employees to simply trust any one source—including us—we encourage them to ask questions, review the facts, and decide what’s right for themselves.

Heard something that isn’t answered here?

Organizing campaigns often generate new questions and conflicting information. If you hear a claim about WWU, your legal rights, or the organizing process that isn’t addressed here, please contact us at organizers@wikiworkersunited.org. We’ll answer it directly and, when helpful, add it to this FAQ so everyone benefits.

See also: National Labor Relations Board (NLRB) FAQs

GENERAL FAQS

  • Wiki Workers United (WWU) is a global solidarity union of Wikimedia Foundation workers committed to building a workplace rooted in voice, dignity, transparency, equity, and shared stewardship.

    Although workers organize under different labor laws in different countries, we are united by a common purpose: ensuring that Foundation workers have a meaningful voice in the workplace and helping build a healthy, transparent, and accountable Wikimedia Foundation.

    We believe healthy institutions depend on healthy workplaces. Across teams, countries, roles, and experiences, we are organizing to build a workplace rooted in voice, dignity, transparency, equity, and shared stewardship.

    We are not an outside organization. We are Wikimedia Foundation workers organizing our workplace.

    While WWU’s legal branches organize under different national labor laws, we are united by a shared vision: strengthening the Wikimedia Foundation so it can better support the Wikimedia movement and the mission of free knowledge.

    Read our Vision Statement and Mission Statement.

  • We believe healthy institutions depend on healthy workplaces. Foundation workers know the organization, its mission, and its challenges because we help address them every day. By organizing, we are creating durable structures for worker voice, participation, and accountability that strengthen both the Wikimedia Foundation and the Wikimedia movement over the long term.

    We believe stronger workplaces help build stronger institutions. In turn, stronger institutions are better able to support volunteers, affiliates, and the Wikimedia movement. Our goal is not conflict. Our goal is partnership, transparency, and a meaningful seat at the table.

  • The Wikimedia Foundation and the broader technology and nonprofit sectors are navigating a period of significant change. From rapid advances in artificial intelligence to evolving organizational priorities and external pressures, and changing patterns of readership and discovery, the decisions being made today will shape our workplace for years to come. Our union members believe this is the right moment to establish a lasting, legally recognized voice in those conversations. Rather than waiting until difficult decisions are made, we are organizing now to help build a stronger Foundation that can meet future challenges through collaboration, transparency, and shared stewardship.

  • No. Wiki Workers United is a global solidarity union of Wikimedia Foundation workers. Today, workers are organizing across multiple countries and jurisdictions, with each branch organizing under the labor laws of its own country. For example, WWU-UK is pursuing recognition under UK labor law, while WWU-US/CWA is organizing under U.S. labor law.

    The U.S. branch is affiliated with CWA because U.S. labor law requires representation through a recognized national union. Other WWU branches may organize with different national unions that best fit their local legal systems.

    Although each branch follows its own legal process, we share a common commitment to strengthening worker voice and building a healthy Wikimedia Foundation across countries. Together, we support one another and learn from one another in true global solidarity. We aim to improve working conditions at the WMF globally through the bargaining power of the local branches, including countries where no local branch exists yet.

    If you are Foundation dtaff in a country without a local branch, please reach out to organizers@wikiworkersunited.org to learn more or start your regional efforts.

  • As Wikimedia Foundation workers, we care deeply about Wikipedia, its sister projects,and the mission of free knowledge. They demonstrate what people can accomplish through participation, collaboration, transparency, consensus, and shared stewardship. We believe those principles should also shape the institution that supports them.

    We organize because we believe a stronger Wikimedia Foundation helps build a stronger future for Wikipedia, its sister projects, and the global movement that makes them possible.

    As Wikimedia Foundation workers, we believe in the mission. We are in this together. We support each other. We embrace our differences and those differences are our strength, whatever our background and wherever we live and work. We organize for a more democratic workplace, a more accountable Wikimedia Foundation, and a stronger movement.

  • Wiki Workers United is a global solidarity union. Because labor laws differ from country to country, each WWU branch seeks legal recognition through the process established in its own jurisdiction. Voluntary recognition is the process by which an employer recognizes a union after workers have demonstrated necessary support, without requiring additional bureaucratic processes managed by the local government.

    In the United States, WWU-US/CWA has requested voluntary recognition from the Wikimedia Foundation after a supermajority of eligible workers signed confidential authorization cards indicating they want union representation, a historic milestone for WWU. If voluntary recognition is granted, workers and management can move directly into negotiating a collective bargaining agreement. If it is not granted, workers may instead seek an election supervised by the NLRB.

    In the United Kingdom, WWU-UK has affiliated with UTAW-CWU and has already requested voluntary union recognition from the WMF and its UK “Employer of Record” (Safeguard UK). Currently in a negotiation phase, they can apply to the Central Arbitration Committee (CAC) for “statutory recognition” if the WMF/Safeguard do not voluntarily agree to recognise the bargaining unit.

    Although the legal pathways differ, workers across both branches share the same goal: establishing a constructive collective bargaining relationship with the Wikimedia Foundation.

  • WWU believes voluntary recognition is the most collaborative path forward. We believe that a union does not need to be in constant opposition to management. We aim for collaborative and goal-oriented problem solving to be at the heart of our partnership with WMF management. A supermajority of eligible U.S. workers have already expressed their choice by signing confidential authorization cards. Voluntary recognition respects that choice and allows workers and the Foundation to begin building a constructive relationship without unnecessary delay.

    In the United Kingdom, WWU-UK has likewise asked the Foundation to voluntarily recognize the union before pursuing the next steps available under UK labor law.

    Across both branches, our request is rooted in the same principle: when workers have clearly expressed their desire to organize, we believe the Foundation should recognize that choice and engage in good-faith dialogue.

  • Once a WWU branch is legally recognized, workers represented by that branch gain the legal right to bargain collectively with the Wikimedia Foundation through representatives they have chosen, with the goal of negotiating a legally binding collective bargaining agreement.

    Recognition allows workers and the Foundation to move beyond the organizing process and begin building a constructive relationship focused on addressing workplace issues through good-faith dialogue and collective bargaining.

    Although each WWU branch follows the labor laws of its own country, we remain one global solidarity union. Together, we will continue supporting one another, sharing knowledge across borders, and working toward a stronger Wikimedia Foundation in service of Wikipedia, its sister projects, and the broader Wikimedia movement.

  • No. In fact, the opposite is true. WWU exists because we care deeply about the Wikimedia Foundation, the Wikimedia movement, and the future of free knowledge. Many of us have dedicated years of our careers to Wikimedia because we believe deeply in its mission.

    Organizing is not about opposing the Foundation. It is about strengthening it, particularly during the inflection point we are in. We believe that workers should have a meaningful voice in the workplace decisions that shape our collective future. We believe collective bargaining is a constructive and collaborative process that can strengthen both the Foundation and its ability to support volunteers and the broader movement.

    A legally recognized union creates durable structures for participation, accountability, and collaboration that continue regardless of changes in leadership or organizational priorities. Read our vision and mission statement to learn more about our guiding principles.

    We succeed when the Foundation succeeds. Our goal is not conflict for its own sake, but building a stronger, more resilient Wikimedia Foundation that is better equipped to fulfill its mission for generations to come. We call upon the Foundation to act in good faith labor relations and help us build a better institution together.

  • We are the people doing the work of the Foundation. We have no interest in making our own work slower or more bureaucratic. Our goal is to build better decision-making processes that include workers’ expertise, improve transparency, and strengthen collaboration. Like any organizational change, establishing new structures takes time. We believe the long-term result will be a stronger, more resilient Foundation.

  • During most union organizing campaigns, employees hear many different explanations about what unions are, how labor law works, and what organizing means for the workplace. Some information comes from coworkers, some from management, some from consultants, and some from outside organizations. Not all of it is intentionally misleading, but some claims are incomplete or omit important legal context. One purpose of this FAQ is to help employees recognize common misconceptions before they encounter them so they can evaluate new information critically and ask informed questions.

WWU-US/CWA AUTHORIZATION CARDS & RECOGNITION

  • After months of conversations with multiple national unions, labor organizers, and worker advocates, WWU members voted by an overwhelming majority to affiliate the U.S. branch with the Communications Workers of America (CWA). CWA brings decades of experience representing workers across technology, media, nonprofit organizations, journalism, higher education, and communications. They provide the legal expertise, bargaining support, organizer training, and institutional resources needed to help WWU-US/CWA build a strong, democratic union while allowing Wikimedia workers to continue setting our own priorities and direction. Separately, the WWU-UK branch has affiliated with United Tech and Allied Workers (UTAW), a national branch of the Communication Workers Union (CWU).

  • The original WWU interest form helped organizers understand whether there was enough interest to move forward with building a union. The CWA authorization card is different. It is the official legal document used to demonstrate majority support for union representation under U.S. labor law. Signing an authorization card is the step that allows WWU-US and CWA to seek voluntary recognition or, if necessary, an election administered by the National Labor Relations Board.

  • Many workers feel more comfortable waiting to see what others do before signing. That’s completely understandable. The challenge is that organizing succeeds through collective action. Every authorization card helps demonstrate majority support, strengthens our position, and brings us one step closer to voluntary recognition and negotiating our first collective bargaining agreement. Waiting may feel lower risk individually, but organizing is strongest when workers move forward together. Every worker should sign when they feel informed and ready. Our goal is simply to ensure everyone has the information they need to make that decision.

  • While every organizing campaign is different, the general process for the WWU-US branch looks like this:

    1. Workers organize and build majority support.
    2. Workers sign confidential authorization cards.
    3. WWU-US/CWA requests voluntary recognition from the Wikimedia Foundation.
      1. If voluntary recognition is granted, workers and management begin negotiating a collective bargaining agreement.
      2. If voluntary recognition is not granted, CWA may petition the National Labor Relations Board (NLRB) to hold a representation election.
    4. Once recognized, workers elect a bargaining committee, develop bargaining priorities, negotiate a first contract (collective bargaining agreement), and vote on whether to ratify it.

    The timeline varies depending on the employer’s response and the bargaining process. It may take several months or longer. Throughout that process, WWU and CWA will continue providing updates and opportunities for workers to participate.

COMMON QUESTIONS & MISCONCEPTIONS

  • Yes but not simply because it exists. A union’s strength comes from workers acting collectively and negotiating a legally binding collective bargaining agreement. Recognition is the beginning. The Collective Bargaining Agreement is the goal. A strong contract turns shared priorities into enforceable rights that cannot be changed unilaterally. Like any democratic institution, a union is only as strong as the participation of its members. Workers decide what they want to bargain for, elect representatives, vote on contracts, and help shape the future of their union. Recognition alone does not create change. Collective action and a strong contract do.

    Recent successes in strong unions include Kickstarter, which successfully negotiated and continues to protect a 4-day workweek and the Alphabet Workers Union, which successfully negotiated with Google to protect the free speech of employees during anti-trust trials.

  • As a fundamental change for the protection of individuals, a union in the United States shifts the employee relationship from “at-will employment,” where workers can be dismissed or disciplined for any reason, to “just cause employment,” where an employer has the burden of proof to demonstrate misconduct.

  • No. A union is not simply a process. It is workers exercising their legal right to collectively negotiate workplace conditions.

    The goal of organizing is not to create more meetings or bureaucracy. The goal is to create a legally recognized seat at the table so that workers have a meaningful voice in decisions that affect them. A union transforms employee input from advisory to legally protected collective bargaining.

  • Yes, and we encourage those opportunities. The difference is that feedback mechanisms, e.g. surveys, listening sessions, office hours, consultants, and advisory groups are entirely controlled by management. A union creates an independent structure where workers collectively determine priorities and negotiate binding agreements rather than relying solely on management discretion.

  • Consultants and unions serve fundamentally different purposes. Consultants can gather information, facilitate conversations, and make recommendations that may help improve an organization. They ultimately report to and are accountable to the organization that hired them and not to employees. They cannot represent workers in collective bargaining or enter into legally binding agreements on workers’ behalf.

    A union serves a different role. It is an independent organization of workers that represents employees directly. It negotiates collectively with the employer, enters into legally binding collective bargaining agreements, and remains accountable to the workers who elect and direct it. Consultants can help organizations improve dialogue and understand workplace concerns. A union gives workers an independent, legally recognized voice in shaping workplace decisions and negotiating lasting, enforceable rights.

  • Engagement surveys are valuable, and WWU encourages employees to participate in them. They help identify patterns, concerns, and learning opportunities across the organization. A union serves a different purpose. Surveys collect feedback. A union gives workers an independent structure for identifying priorities and negotiating over the issues that emerge from that feedback. Many unions also conduct their own confidential surveys and listening sessions to understand members’ experiences. These approaches complement one another rather than compete.

  • Employee resource groups, advisory groups, listening sessions, engagement surveys, and consultants can all provide valuable opportunities for employees to share ideas and experiences. Many workers participate in and appreciate these efforts. A union serves a fundamentally different purpose.

    Unlike an advisory group, a union is an independent, worker-led organization with legal rights under U.S. labor law. It has the ability to negotiate collectively with the employer and enter into a legally binding Collective Bargaining Agreement (CBA). That agreement cannot be changed unilaterally and provides workers with an enduring voice in workplace decisions.

    Employee resource groups and consultants make recommendations. A union negotiates enforceable agreements.

    The two are not mutually exclusive. They can complement one another, but they serve different roles. A union ensures that worker participation is not dependent on changing leadership, organizational priorities, or voluntary consultation. It creates lasting structures for representation, accountability, and partnership.

  • Many of us appreciate working at the Wikimedia Foundation. Organizing is not about assuming everything is broken: it’s about ensuring workers have a meaningful, legally protected voice in shaping the workplace over the long term. Workers, not WWU leadership, decide what priorities to negotiate. Those priorities may include compensation and benefits, career development, transparency, promotion processes, remote work, workplace procedures, or other issues workers identify together.

    A collective bargaining agreement can also help protect the workplace values and benefits we already appreciate by making many workplace standards subject to mutual agreement rather than unilateral change.

JOINING & PARTICIPATION

  • Many members choose simply to stay informed, sign authorization cards, vote, attend meetings when they can, or share their perspectives as we prepare for collective bargaining. That said, a union is ultimately only as strong as the people who shape it.

    WWU is not something being built for workers. It is something being built by workers. As we continue growing, we hope members will participate in whatever ways feel meaningful to them: sharing ideas, asking questions, helping inform coworkers, contributing experiences, deliberating bargaining priorities, and helping shape the workplace we want to build together. Every conversation, every question, every vote, and every act of solidarity helps strengthen our collective voice. We are still building WWU. We are strengthening relationships, developing democratic structures, and laying the foundation for a more resilient, transparent, and equitable workplace. We hope you’ll help build it with us.

  • Yes. Every level of participation matters, and there are many ways to support WWU depending on your interest and availability.

    You can support WWU by:

    • Standing in solidarity with your coworkers.
    • Signing an authorization card.
    • Staying informed and participating in meetings or surveys.
    • Talking with trusted coworkers about WWU, our vision, and why workers are organizing.
    • Participating in solidarity actions.

    If you’d like to become more involved, you can also:

    • Volunteer with the organizing committee.
    • Help welcome and mentor new members.
    • Serve on a committee or working group.
    • Become a union steward after recognition.
    • Help shape bargaining priorities and participate in your local union’s democratic processes.

    Whether you choose to quietly support the campaign or take on a more active role, every contribution helps build a stronger union.

  • Your eligibility for the WWU-US/CWA bargaining unit depends on where you are domiciled, the country in which you are permanently employed and reside for purposes of your employment with the Wikimedia Foundation. If you are temporarily working outside the United States (for example, while traveling or on an approved temporary work arrangement), your bargaining unit status will generally not change. Questions about temporary international work arrangements are governed by Wikimedia Foundation employment policies.

    If you permanently relocate outside the United States and your employment is transferred to another country, you would generally no longer be part of the WWU-US/CWA bargaining unit and would no longer be represented by CWA under U.S. labor law. However, WWU is a global solidarity union. To the extent that WWU has an organizing branch or recognized union in your new country, we will work to connect you with your local WWU colleagues. Even where a formal bargaining unit does not yet exist, we hope you will continue participating in the broader global WWU community and solidarity network.

  • Under U.S. labor law, supervisors and most managers are generally excluded from bargaining units and cannot be represented by the union in the same way as bargaining-unit employees. If your role changes, your representation status may change as well. If you’re unsure how a promotion or role change affects you, please reach out to a WWU organizer.

  • WWU-US/CWA Organizing Committee

    The WWU-US/CWA Organizing Committee is made up of Wikimedia Foundation workers. During the organizing campaign, we primarily communicate through personal email, Discord, one-on-one outreach, newsletters, and occasional virtual information sessions. These communications are intended to answer questions, share campaign updates, and help workers stay informed. You may opt out of these communications at any time by contacting the organizing committee.

    Communications Workers of America (CWA)

    As the national union affiliated with WWU-US, CWA may communicate directly with workers regarding authorization cards, legal updates, organizing resources, trainings, bargaining, and other matters related to the union campaign. These communications support the organizing effort and ensure workers receive accurate information about the recognition process.

    Your Local Union (after recognition)

    When WWU-US/CWA is recognized and workers establish a local union, your primary union communications will come from your local. Your local will keep members informed about bargaining, elections, meetings, contract negotiations, steward programs, member resources, and other union business. Members will have opportunities to vote, participate, and help shape the direction of their local union.

PRIVACY & CONFIDENTIALITY

  • Your authorization card is confidential. Authorization cards are submitted to Communications Workers of America Union, not the Wikimedia Foundation. They are used to demonstrate worker support for union representation and are protected through established labor processes. Individual authorization cards are not shared with management. They also cannot ask if you signed a card; if they do, please reach out to organizers@wikiworkersunited.org.

  • No. Your signed authorization card is submitted securely to CWA and is not provided directly to the Wikimedia Foundation. When WWU-US/CWA seeks voluntary recognition or proceeds through a National Labor Relations Board (NLRB) process, management is asked to recognize that a majority of eligible workers support union representation. The Foundation does not receive a list of signed authorization cards as part of that process.

  • Your authorization card is securely maintained by CWA as part of the organizing campaign. It is used solely for purposes related to demonstrating support for union representation and, if necessary, for proceedings before the National Labor Relations Board. If voluntarily recognized, the cards may also be used to verify there is a super-majority by an agreed upon neutral third party. Individual cards are not shared publicly or distributed to management. If you have questions about how authorization cards are stored or used, please contact a WWU organizer or CWA representative.

  • WWU-US/CWA works closely with CWA to ensure authorization cards and member information are handled securely and confidentially. Only those involved in administering the organizing campaign who have a legitimate need to access this information do so. Protecting the privacy and trust of workers is a core part of the organizing process.

  • We want to be clear that “public” here means “public in the workplace.” That is, showing solidarity among staff at work when the time is right. Importantly, nobody will ever ask that you make yourself visible alone. However, there are many ways to support WWU, and not all of them require public visibility.

    Your CWA authorization card is confidential and is not shared with the Wikimedia Foundation. It is the legal mechanism used to demonstrate majority support for union representation.

    From time to time, WWU may also invite workers to sign public letters, solidarity statements, or participate in other collective actions. These activities are separate from the confidential authorization card process, and participation is always voluntary unless otherwise stated. You can decide what level of visibility feels right for you.

    Every worker has a different comfort level. Some choose to organize quietly, while others are comfortable taking on a more visible role. We respect both. Historically, public solidarity has been one of the strongest tools workers have during organizing campaigns. When workers choose to stand together publicly, it helps build confidence among coworkers, demonstrates the breadth of support for the union, and reinforces that this is a collective effort, not the work of just a few individuals. Visible solidarity can also help strengthen the union’s position as it works toward recognition and a strong first contract. Ultimately, the strongest union is one in which workers participate in the ways that are right for them, while recognizing that every act of solidarity, public or private, helps build our collective voice.

  • They serve different purposes. Your CWA authorization card is a confidential legal document that authorizes CWA to represent you for purposes of collective bargaining. It is how workers demonstrate majority support for union representation.

    A public solidarity statement or letter of intent serves a different purpose. It allows workers to publicly express support for WWU’s principles, demonstrate solidarity with their colleagues, and show that workers are organizing together. Again, in this case, “public” means “public in the workplace.” Strong organizing depends on collective participation. Public solidarity helps demonstrate that workers are acting together rather than individually, builds confidence among coworkers who may still be undecided, and reinforces that this campaign represents a broad cross-section of the workforce. Public statements do not replace authorization cards and are not used to establish legal majority support for union recognition.

    Strong organizing depends on collective participation. Public solidarity helps demonstrate that workers are acting together rather than individually, builds confidence among coworkers who may still be undecided, and reinforces that this campaign reflects broad support across the workforce. Collective visibility also makes it more difficult to isolate workers or portray union supporters as a small or unrepresentative group.

    Public statements do not replace authorization cards and are not used to establish legal majority support for union recognition.

    We are still working through how and when to strategically be public together, and we strongly encourage you to join the conversations.

YOUR LEGAL RIGHTS & PROTECTIONS

  • Yes. The National Labor Relations Act (NLRA) protects employees’ right to: organize with coworkers, sign authorization cards, discuss workplace conditions, wear union buttons or insignia (with limited exceptions), attend union meetings, support a union, and seek collective bargaining.

  • Whether to discuss your support for WWU with your manager is entirely your decision. Under the National Labor Relations Act (NLRA), employees have the right to support and discuss union organizing free from retaliation. Employers also have legal obligations regarding how they communicate with employees about union activity. Certain types of questioning, threats, promises, surveillance, or attempts to discourage union support may violate federal labor law. For an overview, see:

    If a manager asks about your union views, encourages or discourages you from supporting the union, or if any conversation makes you uncomfortable, please contact a WWU organizer as soon as possible. We can help document what occurred, answer your questions about your rights, and, where appropriate, work with CWA to determine whether additional action is needed. Workers can respectfully decline to discuss any union matters with management.

    Some managers may personally support workers’ right to organize, and we appreciate that. However, managers occupy a different legal role than bargaining-unit employees. To protect both employees and managers, we generally recommend keeping organizing conversations worker-to-worker rather than involving managers directly in organizing activities.

  • In many workplaces, employees have the right to display union support, including buttons, stickers, or other insignia, subject to limited exceptions. Many workers choose to show solidarity through profile images, status messages, or emojis, while others prefer to support the union privately. Whether or not you choose to make your support visible is entirely your decision. We encourage everyone to consider risks and benefits, and remember that our voices are loudest when they are together. See the section on being “public” for more about this, and if you have questions about your particular circumstances, please reach out to a WWU organizer.

  • Generally, yes. Employees have the right to discuss workplace conditions and union organizing with coworkers as protected concerted activity under the National Labor Relations Act. As with other non-work conversations, these discussions are generally subject to the same reasonable workplace rules that apply to all employees. If you have questions about a specific situation, please contact a WWU organizer.

  • No employer may lawfully retaliate against employees for exercising their rights under the National Labor Relations Act, including supporting, joining, or organizing a union. If you believe you have experienced retaliation or conduct related to your union activity, please contact a WWU organizer immediately. We can help document what occurred, connect you with CWA organizers, and help you understand your rights and available options.

  • If you believe you’ve experienced retaliation or conduct related to your support for WWU, contact a WWU organizer as soon as possible. Save any relevant emails, messages, or documentation, write down what occurred while it’s fresh in your memory, and avoid deleting potentially relevant information. WWU and CWA can help you understand your rights, document concerns, and determine the appropriate next steps.

COLLECTIVE BARGAINING

  • Collective bargaining is the legal process through which workers, represented by their union, negotiate with their employer over workplace conditions. The outcome is a Collective Bargaining Agreement (CBA), a legally enforceable contract that establishes agreed-upon workplace terms. Unlike policies that can often be changed unilaterally by management, a collective bargaining agreement must be negotiated by both parties.

  • Because the contract is ultimately the goal. Recognition creates the legal right to bargain. Collective bargaining produces the contract. The contract and the Collective Bargaining Agreement (CBA) are the same thing.

    The contract is where workplace rights, protections, procedures, and many employment terms become legally enforceable. The benefits right now at the Foundation are not enforceable. A legally binding contract would ensure that we can hold the Foundation accountable to the established processes and policies, and protect our workers.

  • Workers ultimately decide bargaining priorities together. Subjects commonly negotiated include: Compensation and salary structures, Benefits, Remote and flexible work policies, Performance review and promotion processes, Professional development, Job security, layoffs, and reorganizations, Leave policies, Workplace safety and wellbeing, Grievance and disciplinary procedures, and Transparency around workplace policies. The final bargaining agenda will be developed democratically through surveys and conversations by the bargaining unit before negotiations begin.

  • Workers do. After recognition, members will have opportunities to participate in bargaining surveys, meetings, and discussions to identify priorities. Those priorities guide the elected bargaining committee throughout negotiations.

  • Union members in the bargaining unit vote on whether to ratify a tentative collective bargaining agreement. A contract does not take effect unless it is approved according to the union’s democratic ratification process.

COMPENSATION, DUES & BENEFITS

  • This is not true. Forming a union does not freeze wages or prevent future salary increases. This is one of the most common misconceptions about unionization.

    A union does not prevent raises. Instead, compensation becomes part of collective bargaining. Rather than management deciding wages alone, workers negotiate compensation collectively through their elected bargaining committee. The purpose of collective bargaining is not to prevent raises. It’s to ensure that compensation decisions are transparent, equitable, and negotiated in good faith.

    Many unionized workplaces continue to negotiate regular wage increases, cost-of-living adjustments, market adjustments, bonuses, and other forms of compensation. Exactly what is included depends on what workers prioritize and what is negotiated in the collective bargaining agreement.

    A union does not eliminate raises. It gives workers a legally protected voice in how compensation decisions are made.

  • Dues are determined by the Communications Workers of America (CWA) constitution and are generally 1.3% of gross earnings, although the exact amount depends on your salary.

    For example, someone earning $100,000 per year would pay approximately $54 per biweekly paycheck (26 pay periods), or about $108 per month. (The exact amount will depend on the dues structure applicable to our Local.)

    Importantly:

    • You do not pay dues simply because you sign an authorization card.
    • Dues generally begin only after workers have successfully formed a union and according to the applicable rules of CWA. Dues begin after a majority of members vote to ratify the tentative collective bargaining agreement.
    • Dues help fund collective bargaining, legal representation, contract enforcement, organizer training, member education, and other resources that enable workers to negotiate and enforce a strong collective bargaining agreement.

    Union dues are what allow workers to build and maintain an effective, independent union. They help fund:

    • Collective bargaining and contract negotiations
    • Contract enforcement and grievance representation
    • Training and support for union stewards: your coworkers who help members navigate workplace issues and enforce the contract
    • Legal and organizing support
    • Member education and leadership development
    • Day-to-day operations of the local union

    A union is funded by its members, making it accountable to the workers it represents and not to management.

  • Generally, workers do not begin paying dues simply because they signed an authorization card. Dues typically begin only after workers have successfully formed a union and according to the applicable rules of the union and any negotiated agreement.

  • Union dues support the work necessary to represent workers effectively. They help fund: professional negotiators, labor attorneys, contract enforcement, grievance representation, organizer training, legal support, strike funds (where applicable), member education, democratic governance of the union, and access to international union federations and other solidarity sources. Perhaps most importantly, dues help ensure the union remains accountable to workers, not management.

    You benefit directly from the fund created by union dues. Union funds can help pay for legal support when you need it, can help support education and training opportunities, and can help you with continued income during a strike.

  • Collective bargaining is a negotiation between workers and the employer. A union cannot unilaterally reduce wages or benefits, and neither can the employer simply impose changes to a collective bargaining agreement. Research consistently finds that, on average, U.S. union workers earn higher wages and receive better benefits than comparable nonunion workers. According to the AFL-CIO, union workers earn 11.2% higher wages on average than nonunion workers.

    The purpose of collective bargaining is for workers to negotiate improvements and protections that reflect their shared priorities. Like any negotiation, the final agreement is subject to ratification by union members. Workers vote on whether to accept a proposed contract, and no contract takes effect unless members approve it according to the union’s democratic process. In rare circumstances, workers may democratically choose to negotiate temporary concessions if they believe doing so better protects jobs or other priorities. Those decisions are made by workers themselves and require member approval.

  • Many of us appreciate aspects of working at the Foundation. Organizing is not about assuming everything is broken. It’s about ensuring workers have a meaningful, legally binding, and lasting voice in workplace decisions, regardless of changes in leadership, organizational priorities, or external circumstances. The union is not limited to negotiating compensation. Workers may choose to negotiate many aspects of the workplace, including transparency, career development, workplace procedures, professional development, equitable processes, mental health resources for frontline workers, and other priorities determined collectively.

    Just as importantly, a collective bargaining agreement helps preserve the workplace values and benefits that workers already appreciate. Rather than relying solely on policies that can change over time, many workplace standards become subject to negotiation and mutual agreement between workers and management.

    Ultimately, the priorities are not decided by WWU leadership. They are decided democratically by the workers themselves. We encourage you to read our Vision Statement to learn more about the principles and workplace we are working to build.

  • No employee is required to become a union member. Under U.S. labor law, employees have the right to join a union or to choose not to join. When WWU-US/CWA is recognized, the union has a legal duty of fair representation, meaning it must represent all employees in the bargaining unit fairly and without discrimination during collective bargaining and in administering the collective bargaining agreement. As a result, employees who choose not to become union members are generally still covered by the negotiated contract and receive its wages, benefits, and workplace protections.

    Whether employees can be required to pay union dues or fees depends on several factors, including state law and the terms of any negotiated collective bargaining agreement. In many states, employees cannot be required to pay union dues if they choose not to become members. WWU will provide clear guidance on how these rules apply to Wikimedia Foundation employees if and when a union is recognized.

  • Yes! Right-to-work just means you don’t have to join a union or pay dues, but you can still be represented by a union, and the union is required to represent you with the same conditions it provides for members. (We hope you’ll join though – like Wikimedia projects, a union is a commons!)

WORKPLACE RELATIONSHIPS

  • Not at all. Many unionized workplaces have collaborative and respectful relationships between employees and managers. A union does not replace day-to-day working relationships. It creates a structured process for negotiating broader workplace issues collectively. Good managers remain good managers. The union simply ensures workers also have a collective voice.

  • No. WWU is not organizing because we believe management and workers should be adversaries. We are organizing because we believe the strongest institutions are built on partnership, accountability, and meaningful worker participation.

    A union creates a structured process for workers and management to solve workplace issues together. Management continues to lead the organization, while workers gain a legally recognized voice in decisions that affect their work. Healthy disagreement is a normal part of any organization, and collective bargaining provides a constructive framework for addressing those differences.

    Our goal is not conflict. Our goal is a stronger Wikimedia Foundation built through collaboration, transparency, and shared stewardship.

  • Absolutely. Unionization does not change the day-to-day relationships between colleagues, teams, or managers. Employees will continue collaborating across departments, supporting one another, and working together to advance Wikimedia’s mission.

    In fact, one of WWU’s core beliefs is that collaboration is strongest when workers have a meaningful voice in the workplace. A union provides a structured way to address broader workplace issues while allowing teams to continue working together as they always have.

  • A union introduces collective bargaining for workplace issues that are negotiated under a contract, but it does not mean every operational or day-to-day decision requires union approval.

    In many workplaces, having clear expectations, defined processes, and agreed-upon procedures actually reduces confusion and helps resolve issues more consistently. Rather than slowing the organization down, collective bargaining can provide greater clarity, transparency, and predictability for both workers and management. The goal is not to create bureaucracy: it’s to create durable processes that help the Foundation make important workplace decisions fairly and collaboratively.

JOB SECURITY

  • A collective bargaining agreement can establish transparent and legally binding procedures around reorganizations, notice, severance, recall rights, consultation, and other employment protections that currently may exist only at management’s discretion. The specific provisions would be determined through bargaining.

  • No union can guarantee that adverse employment actions will never occur. However, one of the most important reasons workers organize is to ensure they do not face difficult situations alone.

    A recognized union provides workers with collective representation, experienced legal and organizing support, and the ability to negotiate enforceable workplace protections through a collective bargaining agreement. It also creates stronger structures for documenting concerns, responding collectively to potential retaliation, and advocating for transparent, consistent employment practices. Organizing is ultimately about replacing individual vulnerability with collective strength.

  • Not formally, in that employers generally retain the right to make business decisions, including reorganizations and layoffs. However, unions do prevent layoffs.

    What a union can do is negotiate the process surrounding those decisions. Depending on what workers choose to bargain for, a collective bargaining agreement may address topics such as notice, severance, recall rights, consultation, transparency, seniority, redeployment opportunities, and grievance procedures. The specific protections are determined through collective bargaining.

    For prevention of layoffs, this can concretely look like job sharing, where multiple employees fill a role part time while gaining unemployment benefits for work loss, shorter work weeks at comparable pay, or voluntary furlough where an employee can choose to temporarily be out of work until the company’s financial situation improves, or voluntary layoffs, where those who intended to leave anyway can do so while receiving severance. In cases of layoffs and reorganization, unions can also bargain for preventing the work of dismissed colleagues being given to those who remain. Read more about alternatives to layoffs in unions.

  • Many workers share this concern, especially during the early stages of organizing.

    The best protection is not acting alone. WWU is organizing collectively because workers are stronger together than individually. Throughout the campaign, organizers work closely with CWA to document concerns, educate workers about their rights, and respond quickly if potential retaliation occurs.

    If you experience, or believe you may be experiencing, retaliation or other conduct related to your support for the union, contact a WWU organizer immediately. Early documentation is often important, and no one should feel they have to navigate these situations on their own.

    As more workers participate openly and collectively, it becomes increasingly difficult to isolate individuals. Building broad participation and solidarity is one of the strongest protections workers have during an organizing campaign.

  • Yes. In the United States, immigrant workers are protected under the National Labor Relations Act (NLRA), regardless of citizenship status. It is unlawful for an employer to retaliate against employees for exercising their protected rights to organize, support, or join a union.

    If you are on a work visa or otherwise have concerns about your immigration status, we understand that organizing can feel especially high stakes. Please reach out to a WWU organizer or CWA representative confidentially. We can discuss your concerns, connect you with appropriate resources, and help you understand your rights before you make any decisions.

    If you believe you have experienced retaliation related to union activity, contact us immediately so we can document the situation and determine the appropriate next steps. You can also learn more about your rights through the National Labor Relations Board.

FAQS FROM COMMUNITY MEMBERS

  • The Wikimedia community has always cared deeply about participation, transparency, and accountability. As Foundation workers seek recognition, community support matters. We’re deeply appreciative of the solidarity we’ve already received from volunteers, affiliates, and members of the Wikimedia community. More than 1,000 community members signed an open petition supporting Foundation workers and our right to organize, and that encouragement has meant a great deal to workers across the Foundation.

    Wikimania brings together volunteers, affiliates, Foundation workers, donors, and partners from across the movement. As WWU branches seek recognition in the United States and the United Kingdom, we believe this is an important opportunity to share why workers organize, answer questions, and invite dialogue with the communities we serve.

    Here are some of the many meaningful ways you can continue supporting Foundation workers:

    • Learn more about why Foundation workers chose to organize and why workers in both the United States and the United Kingdom are seeking voluntary recognition.
    • Attend our Wikimania meetup on July 25th at 13:30 to ask questions, hear directly from workers, and join the conversation. Stop by our meetup, say hello, and pick up some WWU swag! We’d love to meet you.
    • Encourage the Wikimedia Foundation to voluntarily recognize WWU and begin a constructive collective bargaining relationship with its workers.
    • Add your voice by signing our community solidarity statement petition if you haven’t already.
    • Choose dialogue. We believe respectful, informed conversation is the best way to build understanding across our movement.
    • Speak up in support of workers’ right to organize and help ensure discussions remain respectful, informed, and grounded in accurate information.
    • Share information about WWU with others in the Wikimedia community.

    Whether you’re a volunteer, affiliate member, donor, or reader, your voice can help foster a culture of dialogue and encourage a collaborative path forward.

    https://wikiworkersunited.org/take-action-community/

  • Volunteers, affiliates, and movement communities speak for themselves through the Wikimedia movement’s existing governance structures.

    WWU represents Wikimedia Foundation workers in our relationship with our employer. At the same time, we believe Foundation workers are an integral part of the Wikimedia movement. By strengthening worker voice inside the Foundation, we believe we can help build a healthier institution that better serves volunteers, affiliates, and the broader movement.

  • We believe that healthy organizations are essential to healthy movements. The Wikimedia Foundation exists to support volunteers, affiliates, readers, donors, and partners around the world. Workers are part of that ecosystem.

    Wikipedia and its sister projects are built on the belief that people closest to the work should have a meaningful voice in shaping it. Its strength comes from participation, transparency, collaboration, consensus, and shared stewardship. We believe those principles should also be reflected in the workplace of the Wikimedia Foundation, the organization that supports Wikipedia and its sister projects. A workers’ union creates a durable and democratic structure through which Foundation workers can contribute their knowledge, raise concerns, and participate meaningfully in decisions that affect their work.

    WWU does not represent volunteers or speak on behalf of Wikipedia’s communities. We believe a Foundation that listens to its workers, operates transparently, and makes decisions collaboratively will be better equipped to support volunteers and the long-term future of free knowledge. When workers have a meaningful voice, organizations are often better able to retain expertise, navigate change, build trust, and make thoughtful long-term decisions.

    Supporting WWU means supporting a stronger Wikimedia Foundation, one that is better positioned to serve the movement for years to come. We can make the Wikimedia Foundation better together.

  • Volunteers cannot join WWU because WWU is a union for Wikimedia Foundation workers. We deeply appreciate community solidarity and welcome the support of volunteers who believe workers deserve a meaningful voice.

    Affiliate and chapter employees work for independent organizations and therefore are not part of WWU. We strongly support workers everywhere who choose to organize and hope to build productive relationships with organized workers across the Wikimedia movement.

    WWU is a solidarity labor union for workers employed by the Wikimedia Foundation, either directly (in the USA) or via its Employers Of Record (internationally). By definition a volunteer is not subject to the rights and responsibilities of employment law. So, while we cannot accept volunteers as members, we welcome your support as we strive together for a stronger, healthier Wikimedia movement. We are supportive of chapter and affiliate staff organizing and aim to foster productive relationships with them in the spirit of global workers solidarity.

  • Movement governance including community decision-making, affiliate governance, elections, and strategic discussions belong to the movement.

    WWU’s focus is the employment relationship between Foundation workers and the Foundation. We believe Foundation workers are an integral part of the movement. Making our voice and experience heard within the Foundation will lead to healthier, more democratic decision-making processes supporting the movement’s goals of open knowledge.

    Workers bring valuable experience and institutional knowledge, and we believe that workers having a meaningful voice within the Foundation contributes to better organizational decisions in support of the movement.