Donate

Equity in technology access, resources, and compensation

Negotiating Tech: An Inventory of U.S. Union Contract Provisions for the Digital Age

Governance of workplace technology applications

4.3.c Equity in technology access, resources, and compensation

Unions have negotiated a range of provisions aimed at promoting equitable access to workplace technologies, fair compensation for tech-enabled labor, and shared benefits from productivity gains. These agreements seek to ensure that all workers—regardless of job classification, work location, or employer-provided resources—can meaningfully participate in a digital work environment. Provisions in this section address not only material access to tools and training but also equitable compensation structures tied to the value generated through technology.

This section is organized into four categories:

Technology access and resources

These provisions ensure that employees have access to the hardware, software, and infrastructure needed to carry out their duties. They also address equipment mobility, technology stipends, and special provisions for remote or off-site work.

Examples:

  • “Employees will be provided access to information and telecommunication systems to perform the duties of their position.” (AFGE-OPM123) 
  • The employer will prioritize providing portable, lightweight equipment for all employees when feasible and ensure fair and equal access to IT services across all individuals and program areas. For existing employees with approved relocation, management will initiate a service order within 24 hours and complete the equipment move within five business days. For new or transferring employees, management will start a service order within 24 hours of notification and ensure equipment setup within five days. (NFFE-OPM61)
  • “Subject to budgetary limitations, technological advancements installed in areas shall be distributed evenly throughout all areas to prevent unbalanced technical advantage from one section to another, allowing for technological training to keep pace with installation.” (AFGE-OPM118)
  • “The Parties recognize the importance of technology in upward mobility and access to information. The [Employer] will consider the need to build digital skills when structuring assignments and offering training opportunities. All employees will have access to a computer connected to [the Intranet] and the Internet. The [Employer] will provide a dedicated computer workstation to every employee who is routinely assigned work, including employees who are routinely performing backup duties, in … information systems. Employees whose regular work does not require computer use will be afforded reasonable time to access their email; government resources; work related systems such as Employee Express and Electronic Official Personnel File (eOPF); and to participate in workplace life via platforms such as the Internal Collaboration Network (ICN).” (AFGE-OPM81)
  • “The Parties agree that transportation of computer equipment, such as personal computers and printers, may present problems in certain situations such as when utilizing public transportation in metropolitan areas. The EMPLOYER will therefore authorize employees to transport the equipment in privately owned vehicles (POV), if the employee so chooses. If the employee chooses to use a privately owned vehicle, travel time will be authorized which is sufficient to allow the employee to deliver or pick up the equipment during non-rush hours in order to facilitate curb-side delivery at the job site. Acceptable alternatives to a POV may also be used with prior approval by the EMPLOYER.” (NTEU-OPM31)
  • “The District and college shall provide instructional supplies and materials, reprographic multimedia, and computer services (including internet, intranet, accessible and operational wireless technology, Portal/ESS, e-mail access, and technical support) to all faculty in a manner that meets their instructional needs (including availability for evenings, weekends, satellite locations, and to the extent practicable, at outreach locations) or provide email access for reprographic orders. Use of such services shall be limited to District instructional activities only. The Office of Information Technology in collaboration with the colleges should develop a plan and budget for replacement and upgrading of technology, software, and equipment. Whenever practicable, the District shall use best practices and approved standards for district-wide procurement to acquire software and online training programs for the colleges.” (AFT-PCBA106)
  • “To carry out assigned duties as determined by the University, the University shall provide SWs [Student Workers], at no cost to the SW, reasonable access to University services, materials, and facilities necessary to carry out such duties, including but not limited to: desk space (individual or shared), after-hours and weekend building access, library privileges, studio space, storage space, campus mail, office supplies including chalk and dry-erase markers, office equipment, basic software and hardware, basic lab equipment, grading software, and audio/visual presentation equipment.… To the extent available and consistent with the requirements of the departments or employing unit, SWs shall also have access to computers with internet access and printers.” (UAW-OLMS36)
  • “All employees are eligible to receive a Technology Stipend for use of personal technology and at-home office needs. The reimbursement rate shall be set annually by the Employer and shall not be less than $50 a month. If an employee elects to use their own computer, rather than an Employer-provided device, the reimbursement rate shall not be less than $90 a month. The Technology Stipend is not available during parental leave, military leave, or sabbatical. Annually, the Technology Stipend shall be increased in line with that year’s cost-of-living-adjustment.… Employees will have the opportunity to opt-in and opt-out of the Technology Stipend once per year, making the election prior to July 1 of each year (or within thirty days of first date of employment). The Employer shall provide: Licenses and support of software and virus protection supplied to the Employer’s computers and required to effectively perform the duties of an employee’s position; Access to the Employer’s wireless network; Support to access the Employer’s network; Access to Employer’s printers; Any additional peripheral devices, as determined by the Employer, that an employee needs to effectively perform the duties of their position. Employees who utilize their own personal computer for Employer work shall provide: A working, password-protected computer/device; A supported OS to minimize security vulnerabilities; All maintenance of the device; All tech support of the device; All licenses and support of software not provided by the Employer; Sufficient advance notice before changing from bringing their own computer to an Employer-owned machine.” (WU-SEIU-OLMS52)
  • “The company will continue to provide or reimburse employees for all equipment necessary for employees to complete their work, including either a desktop or laptop computer that includes a phone service. The company will reimburse employees working remotely for pre-approved work related expenses. The company shall provide necessary software for work devices for employees who are required to use such software during the course of their job duties.” (WGAE-PCBA42) 
  • “Employees may use uniform points to purchase insurance premiums for technology devices.” (IAMAW-PCBA38)
  • “Management will provide an employee with a course assignment the following: access to materials and supplies needed to teach the assigned course(s); access to computer workstations; access to printing and photocopying services for class related purposes … access to departmental guidelines or procedures relevant to adjunct faculty; and access, upon request, to and the use of standard instructional software and computer programs used to teach the assigned course(s). An employee will be given access to a University email account, and shall regularly check for and return messages. The employee shall use the University email account for the employee’s communication with students and in the performance of other responsibilities as an adjunct. In emergency situations in which access to the … campus is limited, Management will endeavor to provide support for employees to teach remotely. However, employees may be required to provide their own computer equipment and Internet access during such emergencies. If a course requires specialized software or equipment available only on campus, adjuncts should consult with their supervisor to make arrangements for access.” (SEIU-OLMS20)
  • “If additional security related software is necessary for a personally-owned computer to access [Employer] network systems, the [Employer] will supply such software, budget permitting.” (AFGE-OPM117)

Technology system orientation, training, and support

To address disparities in workers’ ability to engage with new technologies, many agreements require training on system use and establish support channels for access, policy clarification, and technical troubleshooting.

Examples:

  • “Training shall be provided to all employees impacted by AI-capable equipment to operate and maintain machines and equipment within the work area.” (IAMAW-PCBA54)
  • “The Company shall provide reasonable and adequate training to any employee who is directed to use Company communications systems, social media or equivalent communications systems for job related communications.” (TNG-CWA-PCBA34)
  • Management will provide training on electronic mail, social media, and relevant policies and procedures and provide orientation to new employees within 30 days of their start date. The Social Media Policy will be published annually in a newsletter and posted on the intranet. Management will designate an official who will be available to answer questions about the policy, and will offer resources and training to employees and union representatives on applicable laws related to employee use of social media. (NFFE-OPM61; AFGE-OPM39)
  • “The [Employer] shall offer training to employees in the use of workplace technology on or about the time it is provided to employees. Subject to budgetary restraints, this training may include video presentations, vendor-provided training, computer-based training, teleconferencing, and training by [internal] personnel.” (AFGE-OPM113)
  • “The parties agree that training for [Distance Learning Program] participants will be provided. The cost(s) of appropriate training shall be established and borne by the District. Compensation, if any, for such training for the participants shall be subject to the applicable provisions of the District’s Collective Bargaining Agreement.… The teacher shall not have responsibility to maintain or repair any equipment used in transmitting the lesson or any equipment used in responding to the inquiries of those receiving the broadcast. Operational responsibilities shall be minimal and appropriate training provided.” (WTA-OLMS29)
  • “Colleges Offering [Distance Learning] DL and web enhanced courses shall: Provide, as necessary, ongoing training and technical and instructional support including technological assistance regarding the college’s learning management system (LMS), services and equipment to assure successful delivery of the course in the college’s DL mode. When faculty are required to undertake additional DL training in the teaching and learning of a new DL platform in order to receive an assignment, the District will provide such training.” (AFT-PCBA106)
  • “The District and [Union] agree that a faculty member interested in receiving District designated training in how to develop an on-line distance education course will receive training if it has been determined by the appropriate administrator that the training is appropriate, applicable and necessary. Upon completion of the training the faculty member will receive a stipend in the amount of $1,500 for the equivalent of a twenty-five (25) hour training. A faculty member developing a new distance education course, or significantly restructuring an existing distance education course, shall receive, with prior approval of the appropriate administrator, funding to support educational development in the use of new technology not to exceed $1,500. The funding shall be paid upon offering of the new or restructured course.” (AFT-PCBA107)
  • “[Workplace technology system] related eLMS training shall be provided to any bargaining unit employee using [the technology system]. The [Manager] or his/her designee will provide a verbal briefing on [the technology system] to all bargaining unit employees at each facility where [the technology system] is implemented.… The Parties agree to develop a joint Q&A to be attached and read in conjunction with this Agreement.” (NATCA-OPM100)
  • “Supervisors shall approve [work time] for employees to resolve issues related to workplace technology such as training, installation, configuration, and repair service.… The [Employer] shall ensure that employees have access to technical support to resolve problems with the functioning of workplace technology, including help desk contact numbers, web-based support, and where appropriate and necessary in-person assistance.” (AFGE-OPM113)
  • “The 1-800 help desk shall be made available to all employees via a toll free number 4 a.m. to 5 p.m. PST. Management will make every effort to extend the availability of the 1-800 help desk to 6 p.m. PST when transitioning to new IT servicers. Management will ensure that Help Desk personnel are considerate in providing service to employees, recognizing that many … employees are not qualified IT technicians. Employees may be requested, but not required, to check plugs or serial numbers, crawl on the floor, and move or lift any equipment.… All authorized [Employer]-issued software and hardware used by employees will be supported. Management shall provide employees with hardware and software that supports remote access.… [The online time management system] shall be accessible remotely. Employees who are teleworking or on leave on Friday and having trouble validating their timecard due to remote access issues shall be allowed to complete their [time entry] through their assigned timekeepers, either telephonically or through electronic communication, or validate on Monday as an appropriate arrangement.… The [Employer] IT service provider will use remote support etiquette including announcing and asking before remotely accessing employee equipment during a service call.” (NFFE-OPM61)

Compensation for technology-enabled work outputs

Unions have secured compensation mechanisms that recognize and reward workers’ contributions to tech-mediated or tech-dependent outputs, including AI-generated materials, digital content, and tech-assisted communications.

Examples:

  • “Should any tapes made under the provisions of this Agreement ever be used for any purpose not explicitly set forth herein, e.g., phonograph records, compact discs, commercial announcement, or background music for any type of sound, film or dance program, the [Employer] agrees to enter into and fulfill all conditions required by the appropriate agreement of the [Union], including, but not limited to, the payment of prevailing wages and benefits.” (MA-AFM-OLMS33)
  • “Employees shall not be required to communicate on social media or the equivalent at Company direction except on Company time. Employees shall be compensated for any time spent at Company direction on social media or equivalent communications sites, including overtime pay where applicable.” (TNG-CWA-PCBA34)
  • “Each active Player who wears a two-way microphone at the request of the Commissioner’s Office for at least one full inning will receive a stipend of $10,000 per championship season game, which will increase to $15,000 per game for the postseason.” (MLBPA-PCBA6)
  • Generative AI (GAI) produced content does not qualify as “literary material” and therefore does not affect writing credits, compensation, or rights for writers assigned to revise GAI content. Writers who adapt GAI content will be compensated according to established minimums, and GAI content is not regarded as “source material.” (WGA-PCBA1)
  • When a performer provides services to create an Employment-Based Digital Replica on the same day as they perform other work, this time counts as paid work time. If the performer provides services on a non-working day, they will receive a full day’s pay at their daily rate (not below the minimum), unless the provision of services lasts four hours or less, they are paid half a day’s rate. If a digital replica is used in scenes the performer would typically act in person, the performer receives their daily rate or minimum rate per day for the estimated number of production days required. If the digital replica remains in the final product, the performer is entitled to residuals, similar to if they had performed in person. When a performer’s Employment-Based Digital Replica is used in a different motion picture or media field than initially hired for, the bargaining for compensation starts at the minimum day performer rate and applicable residuals or no less than as specified in any applicable collective bargaining agreement. Background actors will also receive appropriate compensation for the creation and use of their digital replicas unless their digital replica is used in a principal performer role. In such a case, the actor will be compensated in a similar manner as a principal performer, based on relevant contractual adjustments. (SAG-AFTRA-PCBA2)
  • The Developer’s use and licensing of the Foundational Voice Model and Recordings are subject to minimum terms and conditions: A Performer consents to the use of their Recordings in the underlying data set that comprises the Foundational Voice Model in exchange for revenue-sharing payments for as long as the model is in use by the Developer. If the Developer transfers its rights, consent expires until the new party signs an Assumption Agreement approved by SAG-AFTRA. If rights to the model are transferred, the new owner must sign an agreement ensuring continued compliance with performer compensation and benefits. Failure to secure this agreement is a material breach. The Recordings cannot be used for any other purpose without separate negotiations with SAG-AFTRA. Performers whose recordings are used in the Foundational Voice Model will receive revenue-sharing payments for as long as the model is in use, including any Assumption Agreement period. They will receive at least 3.6% of gross revenue, distributed proportionally based on their contributed audio hours. Payments must be made within 30 days after each calendar quarter. The Developer must protect the model, secure Performers’ personal data, and indemnify them against misuse. Pre-existing recordings require consent and compensation. (SAG-AFTRA-PCBA68)
  • “Effective the first pay period upon ratification, in recognition of the increased complexity and level of skill/knowledge required and the changes in technology, laws and program requirements, the State agrees to pay a one hundred fifty dollar ($150) differential per pay period to the following … employees … who perform at least fifty percent (50%) of the employee’s normal work duties in an automated call distribution center and/or public service counter involving response to the general public or customer client contacts relating to multiple programs and/or services of the department.… Part-time and intermittent employees performing the duties described above shall receive the differential on a pro rata basis.” (SEIU-PCBA84)

Equitable sharing of performance and productivity gains

Some union agreements ensure that workers share in the economic value generated through their labor, creativity, and performance—particularly when that value is amplified by technology or digital distribution. These provisions reflect efforts to link compensation not only to time worked but also to organizational success, productivity improvements, or audience engagement. Due to the length and complexity of the contract language, specific provisions are not excerpted here; instead, links to the full agreements are provided for reference.

Agreements in this area take several forms:

  • Performance-based incentive programs: Agreements may include structured incentives tied to productivity goals, operational efficiency, or service benchmarks. (CWA-PCBA47; CKPU-PCBA15; AHCU-PCBA23; IAMAW-PCBA54)
  • Profit-sharing and revenue distribution plans: Some contracts establish formal mechanisms to distribute a portion of company profits or revenues among employees. (IAMAW-PCBA52; UAW-PCBA53; CWA-PCBA44; CWA-PCBA56; TWU-IAM-PCBA37)
  • Streaming and digital engagement compensation: Unions representing media and entertainment workers have negotiated residuals and success bonuses for content distributed through streaming platforms or based on digital performance metrics. (WGA-PCBA1; SAG-AFTRA-PCBA2; IATSE-PCBA46)

Next

4.3.d Job classification, performance metrics, and disciplinary safeguards