Issues

What follows are some preliminary thoughts about what NYLAG can be doing better. But we want to hear from you!
Please send any ideas to abetternylag@gmail.com.

Lack of Transparency

How is your work funded? Where are resources allocated? What qualifies one for promotion? How are desk assignments made? Who can work from home? The answers to these questions are currently ambiguous but shouldn’t be. NYLAG staff should be involved in decision-making processes and they should be kept informed at each step of the way.

Diversity

Diversity is severely lacking at NYLAG, particularly at the managerial level. People of color feel uncomfortable coming to work, and our health plan affords only limited resources to our transgender employees. This is unacceptable, and our new union hopes to work with management to address these concerns and develop strategies for creating a more inclusive workplace for ourselves and our clients.

Training and Education

Language courses. Career development. Management training. NYLAG should be providing to and/or paying for these types of programs for staff at all levels on a consistent basis.

Compensation and Benefits

NYLAG’s salaries and benefits should be at least commensurate with other legal services organizations in the city. Paralegals and staff should receive overtime pay consistently; they not be discouraged from working overtime when it’s necessary to complete their work. NYLAG’s health insurance should cover all forms of birth control. Staff with language ability, graduate degrees, and other relevant expertise should receive salary bumps accordingly.