Sanky Communications Joins the Labor Movement: How We’re Building a Better Workplace Through Collective Bargaining
Sanky United has officially entered the conversation. We’re excited about what comes next. Unions have been growing in popularity across the country, particularly in the nonprofit sector, despite a weakened National Labor Relations Board (NLRB). More and more people are starting to see the real value the labor movement can have in making the world better, not just in the workplace, but also beyond it. Sanky is proud to be at the forefront of this movement as parts of our sector shift in this direction as well.
We’re pleased to announce that Sanky is now a unionized workplace with Communications Workers of America (CWA) local 1101 in New York. Both Management and the Union, Sanky United, are proud of their agreement — one that grants new rights and privileges to bargaining unit members.
The bargaining process was long and sometimes very difficult. But we learned along the way — about union organizing, collective bargaining, and each other.
Unionizing with CWA Local 1101
In February 2025, after a months-long organizing campaign, the non-managerial staff at Sanky notified leadership that they’d voted to form a union with an overwhelming majority. Especially because the agency is entirely remote, it was an astounding feat in organizing and a testament to the bargaining unit members’ grit, determination, and willingness to listen and advocate for one another.
“I'm happy that Sanky was willing to accept our union vote and begin bargaining immediately,” says Desiree Hendrix, Project Manager and member of the organizing committee. Doing so set the stage for good-faith bargaining between management and bargaining unit members backed by CWA.
A criticism unions often hear is that they’re sometimes seen as a third party with an agenda, one that comes in and takes over the non-managerial staff in the bargaining process. That is untrue of CWA. At every step, CWA has listened to employees, lent their extensive knowledge, expertise, and tireless research, then deferred to the workers on what would work best for our union. After all, the workers themselves know their work best.
“I'm so grateful to have established a first contract with CWA,” says Kiddest Sinke, Project Manager and member of both the organizing and bargaining committees. “It's a strong foundation that protects workers and can be built upon for years to come, allowing every employee to have a voice in the decisions that affect us.”
Demystifying the Bargaining Table
“When our employees chose to organize, it was a new experience for our company,” says Harry Lynch, CEO. “But from the beginning, we fully respected and supported their right to do so and committed ourselves to the process in good faith.”
It’s true that management needed to open a dialogue with workers to learn what employees need to work and live well, given the typically low starting salaries across the sector. Bargaining set the stage to have those necessary conversations that led to more transparency, understanding, and trust.
The bargaining process is contentious by design. Like in any healthy relationship, there must be space to argue, space that many companies and organizations lack. Throughout the process, both parties learned what the other needed while keeping the wheels of life and business turning.
“Negotiating an initial contract was at times very challenging and demanding for everyone involved. Throughout the bargaining process, our clients continued to receive the same level of service and strategic partnership they expect from Sanky. We also continued to help clients navigate emerging technologies and trends shaping the future of fundraising. That remains everyone's shared priority. Nevertheless, the process helped both management and staff better understand one another's perspectives, and we ultimately reached an agreement that both parties can be proud of,” says Lynch.
After nearly six months of good-faith bargaining, both parties are pleased with the compromise, and Sanky is proud to join the labor movement.
How Does a Union Improve Our Workplace?
Some in our sector may flinch at the idea of a unionization effort. Frankly, our management was surprised. We’re a small, boutique agency. Could a union even work here?
The answer, so far, is a resounding “yes.” The benefits of the union are already being felt.
Our Collective Bargaining Agreement (CBA) guarantees a yearly wage increase, expands our parental leave policy, codifies Summer Half-Day Fridays, and increases the number of paid sick days. Bargaining unit members are now just-cause employees, which protects workers from unfair firing. We established a grievance procedure, a step-by-step process we can use to solve workplace complaints.
The benefits of a union can have a positive effect on productivity as well. Staff members are more likely to maintain a reasonable work-life balance that allows them to show up refreshed and ready to do their best work. Unions often reduce turnover rates; when workers have what they need to live and work well, a company is more likely to retain staff with specific expertise that only grows with experience. And when lines of communication open between employees and management, ideas for improvement can flow more freely.
The Path Forward
Now the union and management are forging a new relationship — one rooted in mutual respect with clear guidelines on how to operate. "Having a union has empowered us to collaborate with leadership on the benefits that are most important to workers at Sanky,” says Sinke.
Sanky Stewards include Senior Copywriter Kate Greenhouse and Project Manager Desiree Hendrix. “I'm excited to work together to help create a workplace that really prioritizes the well-being and welfare of my fellow coworkers,” says Hendrix.
Another benefit the CBA codified is the Labor Management Committee (LMC), a designated space where the Union and Management can come together to discuss the issues facing employees or the business and work as a team to solve them. It will take time and intentionality to nurture this space so it becomes what it needs to be, but Sanky is committed to it. Cathy Carley, Senior Vice President of Client Strategy and Betsy Alpert, Vice President of Operations are looking forward to working with Greenhouse and Hendrix on the committee.
“Looking ahead, we remain united by our shared commitment to the nonprofit organizations we serve and their important missions — changing lives and making the world a better place,” says Lynch. “We are excited about what we can accomplish together in the years ahead.”
The long-term impact on Sanky’s workplace culture remains to be seen, but together we are moving forward with optimism. With a shared commitment to respect and continuous improvement, both management and bargaining unit members are eager to create an exceptional workplace that gives employees what they need to do their best work for the nonprofit organizations we proudly serve.
