Jera was engaged by an established nonprofit in the Seattle area that was facing the challenge of unionization among their hourly workforce due to dissatisfaction with pay. The organization was committed to addressing pay equity concerns and offering competitive pay programs to avoid further unionization.

To help the nonprofit achieve their objectives, Jera began by clarifying their jobs and levels using existing job descriptions and expanding different skills and experience levels into a formal matrix for each job family. Jera then conducted extensive research using numerous data sources to provide the organization with a clear understanding of the competitive market for the jobs.

Using this market data, Jera worked closely with the nonprofit's executive leadership to develop a strategic plan that would offer competitive pay while ensuring pay equity across the organization. The plan included a clear structure of jobs and levels that would show employees how pay would be equitable and competitive, leading to increased employee satisfaction and retention.

However, during the union negotiations, the market approach was rejected by the union. Jera was able to step in and assist the organization with the negotiations with the union to define a pay structure that would be used moving forward. Through our expertise in change management and communication, Jera helped the nonprofit navigate the complexities of the negotiation process while ensuring that all employees were informed and engaged throughout the process.

Ultimately, the nonprofit was able to successfully establish a pay structure that addressed concerns around pay equity and competitiveness, leading to increased employee satisfaction and retention. Jera's work with this client demonstrated our ability to deliver tailored compensation solutions that meet the unique needs of each organization, regardless of industry or size, even in challenging situations such as union negotiations.