By: Zeke Nierenberg
Frank exists to give workers a space to use your voice collectively, and when not heard, take action. We believe that effective workplace organizing depends on real identities in safe and private spaces. To that end, we’ve done extensive work to prevent managers and their agents from accessing your groups (you can read more about our approach to security here). But, we also know that speaking with your real identity can be a barrier in certain situations. Many of us are cautious to speak up when we don’t know what others think yet. This can create an…
The basic outline of this letter is as follows:
Experts have long been clear that pay transparency is critical to rooting out workplace inequality. …
By: Logan LaHive, co-founder at Frank
If you could change one thing about your workplace, what would it be?
Your company has endless tools at their disposal to manage you and understand the top issues in your workplace. One-on-ones, team meetings, town halls, surveys, and even surveillance tools to track your messages, engagement, and productivity. They control the tools, they write the survey questions, they decide which questions to answer, what actions to take, and what/who to ignore.
So you talk to a coworker at a happy hour. Send a gif over company-owned email or Slack. Or start messaging over…
By: Zeke Nierenberg
At Frank, we firmly believe that workers, not software companies, are the best decision-makers of all organizing efforts, especially when it comes to group admission and security. Since we launched our Beta product in April, we’ve been learning about how our approach to security was working for real workers — and where we had clear opportunities to improve. These opportunities are addressed by our updated approach, Vouching.
When you vouch for a coworker, you are saying you trust them. That you know them. That they should be admitted to your private group. Our goal is to enable…
By: Noor Al-Sibai (contributor to Frank)
[Coworker name 1], an integral part of our team at [ABC Company], has been wrongfully terminated by management, who cited “editorial discretion” as their reasoning. Such a flimsily-excused termination would be egregious enough during normal times, but management’s decision to weaponize this power during a global pandemic goes directly against the [company/organization]’s stated values.
This unilateral action, taken without consideration of any members of our team, is part of a pattern of such actions by management, who terminated [former coworker’s name 1] on [date of termination 1] and placed pressure on [coworker’s name…
About the position
Frank is seeking an organizer with experience in labor or community organizing to assist with worker relations. This project-based position will be tasked with supplementing Frank’s worker relations through research and outreach.
The organizer in this role will work with specific small groups of workers who are in the early stages of campaigns and build relationships with local community organizations (preferably in Chicago). We will collaborate with the applicant on a specific course of action that fits their abilities and experience
The timeline for this project is two months; total hours spent on the project are negotiable…
By: Rosa Blumenfeld (contributor to Frank)
During COVID 19 coming to work at all involves a certain amount of risk for all of us. We now know that the virus is most frequently transmitted through droplets in the air, which are most easily spread in an enclosed space such as a…
Kim Kelly is a labor columnist at Teen Vogue and freelance contributor to all manner of other publications. Third generation union thug. Writer on labor, politics, working class resistance, antifascism, heavy metal, death culture, history, nonfiction, and things that go bump in the night. Kim wrote this piece as a contributor to Frank.
Congratulations! After a lot of hard work, tough conversations, and late night organizing calls, you and your coworkers have finally completed your first Frank campaign. You’ve identified a workplace issue you want to address, decided to launch a petition addressing those…
It’s time for [ABC company] to invest in a fair future by paying employees based on merit, regardless of racial or gender identity.
[ABC Company] is emerging as a leading innovator in the [online apparel market]. Increasingly, many of the employees powering this success are women and people of color, reflecting the growing diversity of the industry. Yet [ABC] isn’t valuing the contributions of these employees equally.
According to a recent pay audit, women and people of color overwhelmingly occupy the lowest-earning positions at [ABC]. On average, these employees…
By: Joanna Fuertes (contributor to Frank)
In an era of #MeToo and BlackLivesMatter movements, we are experiencing seismic shifts in how workplaces tackle diversity and inclusion, often attempting to fix grievances when they arise rather than understand the root of them.
We’re calling on [ABC Company] (add your company name here) to step up and implement recruitment strategies that are transparent, intentional and free from bias in order for us to be able to actively seek out talent from underrepresented backgrounds.
For us to achieve a diverse workforce it needs to be an ongoing process and not an afterthought…