Unionizing Portland, Maine’s Coffee By Design

An interview with Lauren G., a barista at Coffee by Design.
by ISG Maine Branch

What sparked interest in unionizing? 

We were facing a huge amount of turnover and understaffing. Some resulted from poor planning because a good chunk of employees were leaving to go to college, and, at the same time, long-time workers decided they wouldn’t put up with mistreatment and left. At one point, another coworker and I were the only ones working at the Congress Street location. We had little to no support, but we showed up and worked overtime because we loved the customers there and wanted to serve them. But our love for the customers could only do so much, so we decided that either we unionize or quit. After talking to coworkers at other locations, we found they also felt the need for change and were excited when we discussed forming a union.

What are some of the major issues that baristas face?

As I mentioned, we are underpaid for the work that we do. That isn’t the only issue, but it’s a big one. Especially shift leads. We get 50¢/hr more than baristas even though we have a lot more responsibility. We don’t have a clear management structure, and, a lot of times, managerial duties fall to shift leads. There is a general lack of training, including safety protocols. Time and thought need to be given to all of these things, and they are falling on those who are already underpaid for their regular duties. Some of us go above and beyond—for all the faults and negative aspects of the job, we are very passionate about it and want it to run as smoothly as it can. But that shouldn’t have to be the case. Training programs need to be put in place. What we are seeing is that when baristas and shift leads do take initiative and go above and beyond our duties and things run smoothly, it becomes expected. On the flip side, if there’s an error or an issue, the blame falls on us, not the lack of support.

What role do you think unions like Union By Design can play in  fighting the cost-of-living crisis in Portland? 

My co-workers and I have been interested in benefits like cost-of-living adjustments (COLA) in addition to bargaining for higher wages. What workers win in one contract can inspire and help set the standard for workers in other unions or yet-to-be-unionized workplaces. Then the workers of Portland, and in all of Maine, can see that we don’t have to just scrape by. We can thrive, have savings, and buy homes instead of renting being the only option.

What would you say to other workers in Portland who are interested in organizing their workplaces?

Come talk to me or my coworkers about the process—it’s not as scary or daunting as it seems. It really helps to find strong union representation like we did. The bosses may try to scare or divide you, but that is when you need to hold strong and stand in solidarity with each other. Remember your power as workers when you stand together.

How can workers support your union?

Workers, specifically union workers, have already done so much to support us. The Maine AFL-CIO organized a letter-writing campaign that put pressure on our boss to voluntarily recognize our union. We still get union workers coming into the shop to congratulate us. So I say, “Keep up that support, in case we need to exercise our right to strike. And organize your workplace, if not already organized, so that we all can stand in solidarity.”

Did your work with ISG help you in the unionization struggle?

Yes! It has helped so much. I’ve learned so much from our discussions and hearing from various union members in the organization. Our work building solidarity committees for UPS Teamsters, as they prepared for a potential strike for their contract, was also very helpful to be a part of. Having been present for those conversations and going to their practice pickets, I have more of an idea of community and worker solidarity. In addition to that, reading texts like Teamster Rebellion by Farrell Dobbs gave me realistic expectations in organizing and what to do if union leadership goes against the needs of the rank-and-file membership. And not only that but, how to turn this–us unionizing–into gaining momentum for the local labor movement.

You’ve been voluntarily recognized! What is next for Union By Design?

We negotiate! The membership met to discuss priorities of what we need and want in our first collective bargaining agreement. We have selected our negotiating team, which includes myself, two of my fellow workers, and our incredible union representative Jason J. Shedlock of our parent union, the Laborers International Union of North America (LIUNA). If we, as members of the union, continue to organize and get solidarity from the community, I am confident we can fight and win what we deserve. I’m excited to use my knowledge as an ISG member to be part of this effort.