AFTER CONTRACT
BEFORE CONTRACT
No union voice on the job
No grievance procedure
Little support for licensed-exempt child care providers
Training as decided by the state
Limited communication with state authorities
Poverty wages that kept many child care providers dependent on public assistance programs to support their own families
A strong union voice on the job backed up by a two-year, legally binding contract
A grievance procedure to help resolve any disputes, including the right to have disputes appealed to a neutral arbitrator
A $500, one-time incentive for license-exempt child care providers to obtain and retain a license for 12 months
A training fund with $40 million to expand and strengthen training opportunities for family child care providers
The creation of Joint Labor Management Committees to address long-term issues of concern to family child care providers, including paid time off, health care insurance, retirement security and more
At least a 15% increase to providers’ reimbursement rates over the current rate ceilings and the ability to determine how to allocate $144.5 million each fiscal year for two years to increase providers’ pay through monthly reimbursements or bonuses.