Only a handful of franchises across the United States possess the historical legacy and reputation that Starbucks effortlessly claims. Many aspects of the brand's operations establish a remarkably high standard within the food industry. However, this isn't to suggest that there isn't substantial room for improvement within the company's current modus operandi, especially concerning their treatment of employees.
For those who remain unaware, Starbucks cultivates a company culture that labels its employees as "partners". Compared to other players in the field, it's undeniable that Starbucks treats its partners quite favorably. They enjoy relatively decent average pay and, depending on their employment package, a diverse array of benefits.
Yet, it must be emphasized that the company seems superior to its peers not because it's exceptionally exemplary, but because the overall standard in the industry is dismally low. With each passing year, this benchmark seems to decline even further, consequently placing significant strain on the average Starbucks employee. Unfortunately, much like many other large corporations, Starbucks is unlikely to overhaul or enhance its practices solely out of goodwill. A compelling catalyst for change would be the formation of a union by the company's partners.
Numerous individuals may perceive the idea of unionization as excessive. As anticipated, the company itself staunchly opposes this notion and has consistently resisted employee efforts to establish a union.
Reggie Borges, the communications director for Starbucks' global communications team, has gone on record stating, "We don't believe a union is necessary at Starbucks, and we don't need a third party to get in between the relationship between us as partners."
However, the company's actions indicate that they won't passively accept their workers' unionization efforts. A glaring manifestation of their stance was the dismissal of several employees who actively supported unionization endeavors. This is a substantial reason why Starbucks staff needs a union more than ever.
But beyond this, what other factors warrant the necessity for unionization within the company?
Several noteworthy points underscore the need for careful consideration. Firstly, the company seems intent on stifling opportunities for employees to secure competitive compensation.
To illustrate, consider a Starbucks store in Buffalo that successfully influenced the company to raise their pay to $17 per hour. While the company eventually acquiesced, they simultaneously circumvented the situation by capping the number of work hours, rendering many employees ineligible for the company's health insurance policy.
Additionally, during the height of the pandemic lockdown, many Starbucks employees endured subpar working conditions. These partners often faced the peril of contracting COVID, raising concerns about their safety and well-being.
A crucial factor compelling Starbucks employees to be represented by a union is the current lack of effective communication between management and store-level staff. This communication gap makes it all too easy for even minor issues to escalate and escalate, resulting in misunderstandings. In the absence of effective dialogue, parties struggle to find common ground and achieve satisfactory compromises.
Throughout all of this, it's vital to recognize that store-level personnel are the lifeblood of the Starbucks enterprise. They interact with customers and ultimately shape their experience. Hence, the company owes them a modicum of respect at the very least. Given that Starbucks seems resistant to adapting readily, it's high time for employees to unify, form a union, and assertively demand the rights and treatment they deserve from the company.
