Stronger Together | SEIU Local 73 Newsletter | July 2021

STRONGER TOGETHER Your union, your news.

The 2021 Legislative Session Brings Wins to Working Families

As a union fighting for the rights of our workers, we recognize that our efforts must extend beyond contract fights. During the 2021 legislative session, Local 73 was advocating for policies that will improve the lives of our members and their families, and we scored some major wins.

After years of advocacy from labor unions and community groups, the Illinois General Assembly passed legislation to create an elected school board in Chicago. The bill will create a 21 seat board comprised of 10 elected representatives, 10 appointed by the Chicago Mayor, and one president also appointed by the mayor. The appoint-

ed seats will serve for two years and must be approved by the Chicago City Council. The elected seats will take place in November 2024. All appointed seats will be up for election in 2026, providing for staggered elections.

All elected positions will serve four-year terms.

Governor Pritzker also signed into law legislation that allows non-instructional school employees to qualify for unemployment insurance during the summer months. This will bring necessary support for staff that can’t work during the summer.

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Cook County Workers Win Longest Strike in Local 73 History After eight months of delayed negotiations, Cook County workers went on an 18-day strike that ended in a partial tentative agreement on most issues. The more than 2,500 Cook County workers under the Offices of the President, County Clerk, County Sheriff, Highways and Transportation and Cook County Health walked off the job demanding a fair contract. The County was initially offering no pay increase for 2021 and raising health insurance cost for workers by up to 80 percent.

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When We Fight, We Win! Dian Palmer, Local 73 President

The decision to strike is never easy. Our goal as a union has always been to secure a fair contract that meets the needs of our members. But sometimes management fails to take contract negotiations seriously or decides they are not interested in paying people what they are worth. When that happens, having the legal right to strike provides us with the ultimate means to fight and win.

During my presidency, we have had several strikes. From our joint strike with our brothers and sisters at CTU in 2019, where we won historic raises for school support staff to the 2020 10-day long unfair labor practices strike at the University of Illinois-Chicago to win COVID-19 protections and overdue pay increases.

We ended 2020 with a one-day strike in Cook County to let management know our members were serious about equal pay for equal work, staffing, pandemic pay, and county-wide seniority. The County didn’t get the message because six months later our members once again voted overwhelmingly to strike.

And strike we did. At 18 days, this was the longest strike in the history of the current Local 73 units. Every day we joined our members on the picket lines. We marched together. We prayed together. We held a sit-in at the County offices together.

As I walked the pickets, marches, and events, I spoke with many members about our fight for a fair contract. I heard stories of courage and hope.

We had bargaining team members with health emergencies who reminded us that even though they couldn’t be at the bargaining table they wanted us to keep fighting.

At our candlelight vigil in Hyde Park, where

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we gathered to remember the members and loved ones we lost to COVID, I was moved by the stories our members told. Of their anger and frustration with a County that called them heroes yet treated them as second class citizens.

Even the enjoined workers at CCH and Cermak who came out before and after their shifts, proudly wearing their ‘‘I’d rather be striking!’’ stickers.

Every member I met with reinforced the message we chanted every day. One day longer, one day stronger!

It was the courage and resolve of all our members that kept us strong over those 18 days. And it reminded me of why I joined the union in the first place. To fight for what is right.

I am so proud of every member who decided to walk those picket lines and show Cook County just how determined we were. We proved once again that when we fight, we win.

Our fight with Cook County isn’t over. We are taking our remaining issues to an impartial arbitrator because we know management could not be trusted to do the right thing. We are determined to make our case that the workers of Cook County represented by Local 73 deserve the same benefits offered to other Cook County unions.

And when the time comes, we will celebrate together, once again. This strike was historic and it has sent a message loud and clear to County management. We will never be pushed around again.

STRONGER TOGETHER is published on a quarterly basis by SEIU Local 73 300 S Ashland Ave Suite 400 Chicago, IL 60607 312.787.5868 www.seiu73.org

Dian Palmer Joe Richert President Secretary-Treasurer

STRONGER TOGETHER is availble electronically to all SEIU Local 73 members as a benefit of membership. © SEIU Local 73 2021

Jeffrey Howard Executive Vice President

Science Meles Executive Vice President

Roy Chavadiyil Vice President

Camille Redman Vice President

Venus Roman Vice President

Vee Steward Vice President

Eric Bailey Communications Director

Adrian Rojas Communications Specialist

Alfred Rodriguez Vice President

Jazmine Salas Communications Specialist

Building Worker Power at the Chicago Park District Chicago Park District members have been very active fighting for their rights.

Park District stewards won an improved holiday pay policy for hourly employees. In the past, workers could not get paid for a holiday if they did not work. Now, hourly workers can get paid for the holiday even if their park is closed, as long as they are normally scheduled that day of the week and work enough hours each year. Hourlies who work on holidays receive time and a half pay.

Park District stewards worked hard to turn out the vote for our Local 73 endorsed Park Pension Board candidate, Regis Banks. While Regis unfortunately did not win the June election, more and more of our members are becoming educated about the importance of the Pension Fund and having representation on the Board, and are ready to vote in a member next time around!

A committee of Park District members have been organizing outreach to aldermen demanding that a portion of Chicago’s American Rescue Plan funds be allocated to the Parks, specifically to get rid of the potential furlough days and stop program cuts as well as modernize park WiFi infrastructure.

CPS Custodians Fight Mismanagement

CPS Board Custodians have been leading a campaign against the privitization of managerial staff. Members submitted their demands to management regarding changes impacting custodians, including training, staffing, monthly meetings, floaters, cleaning supplies, normal assignments and changes in schedules, lead position, hazard pay, payroll error and workload reviews.

Members have also been testifying at Board Meetings sharing their experiences in the workplace. At the April 28 Board of Education Meeting, CPS Custodian Aaron Jemison testified on how custodians are short staffed and often have to bring in their own cleaning supplies in order to do their jobs. Local 73 President Dian Palmer testified how CPS continues to ask everyone else beside the custodians on how to handle this. CPS surveyed principals, network chiefs, local school councils, community advisory councils, and faith leaders, yet failed to speak with the custodians who have been on the frontline throughout the pandemic. Custodians also submitted photos and quotes discussing why they are fighting back as part of a social media campaign.

The Fight to Protect Public Safety Workers Stewards at Maywood Fire have beaten down a series of unfair and retaliatory disciplinary actions and are continuing to fight abusive employer behavior.

CBA bargaining is completed at Carpentersville PW and Bridgeview Fire.

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Victories in Higher Education for Faculty, Graduate Workers, and Staff Loyola University Faculty reached a tentative agreement and ratified their contract. Members won three-weeks of paid paternity leave for the part-timers and were even able to win the conversion of some part-time into full-time positions.

Sarita Heer, the chief steward and bargaining committee member, said “We hope that by having language concerning part-time to full-time positions that we have set an example for other higher ed faculty unions. This language is unprecedented and could be the start of something big.”

We were able to tackle course load for the full-timers by lowering the number of credit hours taught per year that triggers a course release and were able to add a couple of more items to the list of work that qualifies one for a course release.

Alyson Paige Warren, part-time faculty chair and bargaining committee member stated, “We are proud of what we have accomplished with our new contract not just for our Adjunct and Non-Tenure Track faculty membership, but for the whole of Loyola University Chicago and our wider higher education community as well.”

Illinois State Graduate Workers did not settle their first agreement before the end of the school year. However, they have seen big movement from management including changes to the student fees and increases in wages. The unit will continue bargaining once school resumes. Management currently is trying to force a provision into the agreement that would significantly impact members’ freedom of speech and association which is the biggest holdup in negotiations.

Members at the City Colleges of Chicago held our first action in years this last quarter in the fight for a new contract. Forty members attended their first open bargaining session in April, with over sixty members wearing stickers in solidarity.

In response to non-bargaining committee members attending negotiations, management abruptly walked out of the room. After members collected petition signatures and demanded change, management agreed to schedule open bargaining sessions moving forward. Among other demands, our members are fighting for are demanding fair pay and safe staffing levels.

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Members of the Loyola University Faculty Union

City Colleges of Chicago Members

Ask the MAC The Member Action Center or MAC connects you with a well-trained, professional union representative, who can provide advice and assistance to union members for work site issues, contract questions, or grievances.

M-Th 9am-5pm F 9am-4pm Call: (312) 787-5868 Email: mac@seiu73.org

Keep Your Word UIC: Implementing New Contracts at UIC Despite the long wait, members covered under all four contracts have received their raises and all but the Professionals have received their retroactive pay. We have already seen some important wins building on these pay increases.

Due to additional stimulus money, UIC announced that all employees will see a two percent campus wage, which is one half percent higher than what we negotiated last Fall. Upon completion of the universities first market analysis, over two thirds of the Professionals unit received a market adjustment in addition to their three percent across the board raises. This means that hundreds of employees saw anywhere from six percent increase to 23 percent increases.

While we are pleased with the results, we are still fighting over our right to see the market study that the university conducted. In April, we filed seven Unfair Labor Practices, four of which pertained to the university’s refusal to share the market studies with us. The other three pertained to our concern that management unilaterally changed the wage scales for the Clerical, Technical, and Service unit without negotiating with us

after the contract was signed. On May 26, we finally got to bargain over these changes with the university and we are awaiting their response.

Finally, we proposed a process for reviewing equity issues with the university that we are also waiting to discuss further. Our goal is to wrap up this phase of demands by the anniversary of our strike in September so that we can pivot towards thinking ahead about future contracts and fights.

Chicago Housing Authority Updates When we fight, we win! The majority of Chicago Housing Authority members received a 3 percent raise on May 28 with retroactive pay going back to January 1. These raises and retroactive pay will provide more support for our members and their families.

With this victory under our belt, our fight continues. Management is now questioning the scope of our bargaining unit. The stipulated UC petition between Local 73 and CHA has been filed for the following titles: Accounting Assistant (FIN); Hearings Coordinator (LGL); Fair Housing Analyst/ Coordinator (HCV); Housing Locator (HCV); ICPV (Inquiry, Complaints and Program Violations) An-

alyst (HCV); Program Analyst (HCV); Program Coordinator (HCV); QC (Quality Control) HUD File Reviewer (HCV); QC (Quality Control) Inspector (HCV); Occupancy Specialist I (PRO); Occupancy Specialist II (PRO); Associate Program Specialist (RES); Executive Administrative Assistant II (RES) Administrative Assistant III (RES). These new titles were not included in receiving the 3 percent with retroactive pay.

To prepare us for the fight ahead, we have established monthly meetings for front desk monitors. We are also in the process of establishing monthly meetings for all titles.

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Cook County Workers Win Longest Strike in Local 73 History (con’t) County President Toni Preckwinkle offered no solutions to improve staffing at our hospital and clinics, reward the longevity and dedication of County workers, and provide pandemic pay even though the federal government is paying for it. For workers who had worked on the front lines of pandemic and risked their health and safety, this was unacceptable. We had no choice but to fight for jusice and equity.

Workers marching outside of the County Jail On Friday, June 24, the strike began under heavy rain and thunderstorms, but nothing could stop us. “We have been continually disrespected by Toni Preckwinkle so we will continue to fight for the contract we deserve. Because we deserve better than this!” said Joyce Klein, Social Worker at Stroger Hospital. All weekend long, members braved the rain, wind, and even tornadoes to show President Preckwinkle and Cook County that we wouldn’t back down until we got the contract we deserve.

While we were in negotiations, we discovered that the County gave other unions additional increases on their steps, which was our proposal before the strike. They denied us the same offer they gave to other unions! This fired up strikers on day 5 as we took the strike to the County building for a rally. Hundreds of strikers turned up in force to occupy the first floor, chanting “One Day Longer! One Day Stronger!” and “We will not back down!” The rally poured into Daley Plaza as the energized crowd heard speeches from elected officials and community supporters. That same evening, workers crashed President Preckwinkle’s Hyde Park fundraiser.

As our strike entered day 7, the County began feeling the pressure. Strikers remained united and stood strong on the picket line. Nearly two dozen elected officials and countless community members had joined us on the picket lines. President Preckwinkle was hearing from her constituents who kept calling her office demanding an end to the strike. Our strike was working, and the needle began moving.

Workers outside of Stroger Hospital

Shutting down the County Building on Day 5 Page 6

Strikers shut down contruction sites in Hickory Hills (pictured) and Buffalo Grove for three weeks.

On July 2, our negotiators met with the County and a Federal mediator. They offered us a contract that amounted to only a dime an hour for most workers. Our bargaining committee voted to continue the strike. “We will move to bigger and bolder actions so that Toni Preckwinkle can run but she can’t hide from justice and from workers who are willing to stand up for their rights, and the rights of their patients, and their communities,” said Larry Alcoff, Lead Negotiator for SEIU.

Byron Sigcho-Lopez and State Representative Lakesia Collins also fired up the crowd.

The Chicago Area Chapter of the Universalist Multiracial Unity Action Council (UMUAC), 27 Chicago Faith Leaders, and Chicago Labor Union leaders all sent solidarity statements to President Preckwinkle demanding an end to the strike.

The vigil in Hyde Park

Workers picketing outside of Provident Hospital And escalate, we did! Over the next two weeks, we continued shutting down the streets in front of the County building, flyering in President Preckwinkle’s neighborhood, halting construction at sites on the north and south side of Chicago, and picketing outside of locations across the County.

Rep. Lakesia Collins Addressing the Strikers On July 6, we held a rally at Provident Hospital. We heard remarks from union leaders in the Chicago Teachers Union, Chicago Federation of Labor, SEIU Local 1, SEIU HCII, National Association of Letter Carriers Branch #11, and American Postal Workers Union. Chicago Alderman

On day 15, we held a candlelight vigil near President Preckwinkle’s house with workers sharing passionate testimonies. “I lost my father to COVID this year. I got COVID from working at the County Jail,” said Shadonna Davis, Retro Rehabilitation Worker at Cook County Jail. “The County Jail was the number one hotspot and we lost friends and family members.”

On day 18, the County and Local 73 reached a tentative agreement. Cook County workers won across the board raises, bonuses, and pay equity across multiple areas of the county; hazard pay; better healthcare; and prioritizing seniority in hiring and promotions.

“Cook County workers showed real bravery by going out on strike to demand respect from the county. This contract has real wins for workers that they should be proud of as it turns the page on decades of Local 73 members being considered second-class citizens at the county,” said Dian Palmer, Local 73 President.

Two economic issues related to raising the wage floor for lowest-paid workers and changing anniversary pay raise steps to reward longevity will move into arbitration, which was not an option available until workers went on strike.

Cook County Ratification is planned for August and the Interest Arbitration hearing is in September.

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Local 73 Wins Court Ruling Reinstating District 130 Custodian In 2018, Cook County School District No. 130 illegally fired custodian Susan Gracie for filing a grievance that challenged the filling of a vacant, bargaining unit position with the son of the school board’s vice president. That same day, Local 73 filed an unfair labor practice charge against the School District with the Illinois Educational Labor Relations Board. On June 30, 2021, the First District Appellate Court unanimously affirmed the findings of the Board, which found that the School District illegally fired Gracie. The Board also found the school district violated the law by refusing to arbitrate the grievance over Gracie’s termination.

“This was a significant victory especially considering the Court unanimously rejected all seven of the school district’s exceptions to the Board’s findings,” said Dian Palmer, President of Local 73.

“From filing a grievance, to the labor board and to appellate court, SEIU Local 73’s members, representatives, and attorneys stood by me every step of the way after the school district fired me – and I won. I’m proud to support the union because the union supports me,” said Susan Gracie.

Gracie had worked as a custodian for the School District for about twenty years and had no prior disciplinary record. She was also a member of the union’s bargaining committee and a union steward. As a steward, Gracie had filed a grievance on behalf of a Custodian II, George Frederick. The grievance alleged that the School District violated the collective bargaining agreement by neither interviewing him for a potential promotion to Custodian I nor notifying him that a vacancy in that position existed. Rather than promoting Frederick from among the in-house ranks, the Board of Education hired the son of its own vice president for the position.

At Nathan Hale School, Gracie regularly purchased air fresheners with her own funds to be used in kindergarten and special education classrooms bathrooms. Gracie was reported for us-

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ing plastic bags from the teacher’s supply cabinet for the air fresheners, even though she paid for replacement bags. The teacher, who no longer worked for the School District at the time of the Labor Board hearing, testified that, had she known that reporting Gracie would result in her termination, she never would have reported Gracie to the principal. The principal forwarded the e-mail to the School District superintendent, Dr. Colleen McKay, and to John Dudzik, the assistant director of human resources. The superintendent ordered Dudzik to conduct an investigation, and she put Gracie on paid leave pending the result of the investigation.

Dudzik interviewed Gracie and submitted a report to Dr. McKay, recommending that Gracie be terminated. McKay told Gracie in writing that her taking the plastic bags was “theft in the school setting,” which was “an extreme breach of trust.”

The Board of Education of the School District voted to terminate Gracie’s employment, and it notified Gracie accordingly.

The judge rejected the School District’s defense that Gracie’s termination was justified as a punishment for “theft” of the plastic bags, finding the defense to be pretextual. The judge determined that the School District “expressed hostility towards unionization” and there was evidence of disparate treatment and pretext because another custodian had allegedly committed theft but was not discharged.

The administrative law judge also found that the School District committed an unfair labor practice when it refused to arbitrate Gracie’s grievance, and the Board and Court agreed.

The Court called for the Board’s orders to be enforced. The Board ordered the School District to offer Gracie reinstatement with full restoration of backpay and benefits with 7% interest, to expunge the termination from her personnel file, and to post notice of employee rights for 60 days within the school.

The 2021 Legislative Session Brings Wins to Working Families (con’t) Redistricting Governor Pritzker also signed the General Assembly’s proposed redistricting maps into law.

Following the decennial census, each state must redraw and approve district lines. The new district lines keeps our community’s voice in our democracy in tact by reflecting popultion shifts. You can view the draft maps here.

Organizing Rights Bill Another significant victory for union members is HB2521, a bill that will restore workers’ rights to strike without fear of permanent replacement. This legislation allows labor unions to collect show of interest cards and electronically cast ballots, expands the life of these cards to 12 months, and allows workers to file an unfair labor practice if they face retaliation or permanent replacement during a lawful strike. Employers have frequently used the threat of permanent replacement to divide solidarity among workers and defeat strikes. This legislation makes it more difficult for management to use union busting tactics. HB2521 is still awaiting the Governor’s signature.

Closing Tax Loopholes The Illinois General Assembly passed a state budget that closes multiple corporate tax loopholes to ensure that public services would not be cut. Closing these corporate tax loopholes will generate more than $655 million in revenue each year and close this year’s budget deficit and will provide revenue for public services in the years to come. As a proud member of the Responsible Budget Coalition, Local 73 was instrumental in

closing these loopholes as we work towards progressive revenues to ensure our members can continue providing vital services.

Money for Cook County Clinics Project The Cook County School-Based Health Clinics expansion is still a high-priority initiative for Local 73. We have been lobbying in Springfield for an additional $5.5 million in new appropriations from lawmakers to bring these much needed health services into our communities. Rep. Lakesia Collins, Omar Williams, Marcus Evans, and others in the Black Caucus have signed on in support.

Expansion of Child Tax Credits During the pandemic, working families were struggling to make ends meet and transitioning to remote school and work. SEIU successfully lobbied the Biden Administration to boost the child tax credit as part of his American Rescue Plan package. Starting in July, most families with children will receive a monthly payments for each child. This expansion will ensure children have all of the resources they need to live a full life and provide relief for millions of working families across the nation.

SEIU Local 73 is dedicated to fighting for the rights of working families. These victories would not have been possible without support from our Committee on Political Education Fund (COPE).

COPE allows our union to help elect candidates who support our issues and work to pass legislation that will improve the lives of our members.

Use your voice. Contribute to COPE today!

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SEIU Illinois State Council Endorses Giannoulias for Secretary of State in 2022

The Service Employees International Union (SEIU) State Council, representing 150,000 Illinois workers in health care, property services and the public sector, have endorsed Democrat Alexi Giannoulias for Illinois Secretary of State in 2022. SEIU State Council is comprised of SEIU HCII, Local 1, and Local 73.

“We’re proud to stand with Alexi who will champion the needs of working families and won’t back down when it comes to advocating for fair wages and benefits for all Illinoisans,” said SEIU Local 73 President Dian

Palmer. “Our members understand the importance of continuing Jesse White’s legacy under Alexi’s leadership and

Updates from Indiana Illinois Central School Bus Company: • The company has a deal in place with Gary Public Schools for a 1 (one) year extension. Gary Public Schools is the largest client for Illinois Central.

• Their contract expires July 2021.

• The Employer is offering a four-year contract with no language changes to the contract with significant raises for each year of the contract. As of June 14th 2021, each employee will receive a minimum $1 raise and a $.50 cent raise for each year of the contract.

• The ratification vote is schedule for this Friday June 11, 2021 from 8:30 am to 1 pm.

Lake Ridge Chartwells: • Pay discrepancies were caught with the membership.

Members weren’t on the correct wage scale and some members stop receiving health insurance benefits and opt-out payments from the company.

• Members wage scales are corrected and now will be receiving retroactive pay up to $4,000 dollars.

Hammond Building Services: • The members will be receiving a $1,500 hundred dollar stipend.

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that we cannot afford to sit this election out.”

Social Service Spotlight A member committee in Child Welfare won a second apology from management due to extreme disrespect by a management attorney during effects bargaining over closure of the Foster Care department. The committee won enhanced retention bonuses and severance packages including cash payout of comp time.

A members committee won enhanced retention bonuses and advance of the contractual 3 percent wage increase that Lieberman members received on July 1. Their union contract was implemented on May 4. The Committee is switching gears to build strength for upcoming bargaining with the new employer.

West Aurora Workers Secure Raises for All in New Contract For the first time in recent memory, Local 73 members in West Aurora School District 129 won the same raises for all members across job classifications and seniority each year of the three-year contract.

In years past, the step increases were very uneven and led to a wide variation in raises depending on the step members happened to be on. In the new contract, all members will get a $1 raise in the first year, then 2.9 percent in years two and three.

On average, members will receive more than an 11 percent

raise over the three years.

“Non-union workers don’t have the power to bargain over these things especiaally during this pandemic,” said Local 73 President Dian Palmer.

“Our union gives us the strength to win these raises and benefits.”

In addition, members bargained in a provision clarifying the procedure for emergency work and extended the gains won in the last contract, like the

new attendance bonus pool.

The contract covers bus drivers, monitors and mechanics and is effective July 1, 2021, through June 30, 2024.

The Fight for Racial Justice As a union, we have always believed that no matter where we come from or what we look like, we all deserve to work and live in dignity, to live in safe and healthy communities, and a chance to pursue our dreams.

It is now clearer than ever that we cannot live up to our ideals without confronting racial justice head-on.

That’s why our union has established a Racial Justice Project.

Members who sign up for the program will meet virtually about once a month for interactive discussions guided by experts in the field.

Topics covered will include racism and our public institutions today, slavery, Jim Crow, the Great Migration, Civil Rights, the Rainbow Coalition, and discrimination against Latinx and AAPI communities.

Between sessions, we will ask participants to read articles and watch videos that dive deeper into the subjects we discuss.

The program will feature expert speakers and field-based events, including Saturday guided tours of important racial justice sites throughout Chicago. By the end of the program, participants will take part in

making recommendations to our Delegate Assembly on what we can do as a union to fight for racial justice in our workplaces and communities.

If you are interested in participating or would like additional information please email Terri Wright.

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Recognizing Local 73 Members Throughout the year there are numerous celebrations of workers. Each month we are taking the opportunity to highlight the amazing work Local 73 members do to serve the public and their communities.

“I am so proud of the members of our union,” said Dian Palmer, Local 73 President. “Throughout the pandemic and beyond, they get up every day to provide essential services to the people of Illinois and Indiana.”

April 11 - 17, 2021 was National Animal Care and Control Appreciation Week, designed to showcase recognition and appreciation to those who serve their communities via Animal Care and Control. We applaud those who serve the public through education and ensuring the animals in the community are in a safe environment.

The first week of May is Public Service Recognition Week, which is dedicated to honoring our public servants. At Local 73 we are proud to have members within our union family whose careers are committed to the success of our communities.

May 16 -22, 2021 is National Public Works Week week. We celebrated those who help provide some of the most important services to our communities. For many, not having to think about where their water, electricity, snow plowing and more come from, is precisely the goal of Public Works members, who know helping others should be a given, not an ask.

SEIU Local 73 Stands with the Fight for $15 In May, SEIU Local 73 members and staff stood in solidarity with McDonald’s workers who are striking for the wages and respect they deserve.

Dozens of workers and their allies gathered in Union Park and marched to the new McDonalds Headquarters. We rallied outside and heard speeches from fast-food workers and their allies (including former SEIU Local 73 member and current 25 Ward Alderman Byron Sigcho Lopez) who spoke about their struggles with low pay, sexual assault, harassment on the job, and the urgent need for $15/hr.

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McDonald’s made nearly $5 billion in profit last year during the pandemic, but the workers who they put in harm’s way are still struggling with poverty wages. It’s time for McDonald’s to pay their workers their fair share.