Mews

The only way to make change happen is to speak up and do something. While the idea of a union has always existed in casual conversation among long-time Mewsers, the recent reorg and layoff in July was the catalyst that got us thinking more seriously about how might we have a say in upcoming changes that affect us. Since then it has become a wider question: how can Mewsers in Czechia and the company communicate more effectively? These are the main reasons:

1. There is strength in numbers, and one person rarely changes an organization alone. Many of us may share similar concerns, but only some may raise it, and many not at all. A union lets us find what we have in common across Mews CZ and bring it to the company together through a recognized representative committee, which should also be easier for management than hearing it piece by piece.
2. Mewsers in other countries are already represented by unions or have stronger labor laws, ensuring that they are involved earlier in major decisions that change the organization and/or working conditions of the employees. Without one here, Czech colleagues are at a disadvantage and do not get to participate.
3. It’s our right. Czech law lets employees form a union to protect their economic and social interests, without permission from the state or the employer (Listina, Art. 27). Once at least three of its members work for an employer, a union can act there and negotiate collective agreements (Labor Code § 286, Act 2/1991).

Underneath all of it is what we said in our cover letter: people are what make Mews great.

Not at all. We’re not even the first in the Czech Republic. Tech employees at Microsoft, SUSE, Red Hat, Expedia, and in other workplaces have already organized through the ICT Union. Tech unions are growing abroad too as workers and companies figure out what the advent of AI means for the different aspects of our lives.

In addition to giving the employees of Mews CZ a recognized collective voice for communication with the company, the Czech Labor Code grants certain rights and obligations to workplace unions that individual employees do not get.

1. A union has the right to negotiate a collective, binding agreement with the company that lays out and maintains the working conditions that we value
2. In case of reorgs and layoffs, the Labor Code (§ 62) requires the company to tell the union in writing at least 30 days before notices go out, and to discuss the plan with the union. The union can also send its own statement to the labor office. Where there is no union or works council, the employer deals with each affected employee individually, which means some may end up worse off than others. We mention this because it’s how the law works, not because we expect it to be needed.
3. The union grants us the right to take part in discussions before decisions are final, because change is constant and Mews has to keep adapting. The Labor Code (§ 287) already provides for employers to discuss things like changes in how work is organized with the union. Involving the people affected early usually makes transitions smoother for everyone affected.

It’s hard for one person to shoulder all the effort required to change an organization, even when many colleagues care about the same thing. A union pools our ideas, time and resources, so a point raised by one person can become a shared position that we can work together towards.

Great working conditions need to be actively maintained. Full remote work, generous parental leave, and unlimited PTO are part of why many of us continue to choose Mews over a competing offer from another company. However, change is inevitable, and we can choose to be an active participant in the change when the time comes. The union not only lets us preserve the working conditions we value, but also provides the framework for how employees can be involved in the decision making process and help shape the final outcome.

Mews being remote-first also adds an extra dimension. With teams spread across countries, there isn’t a group representing what Czech Mewsers have in common, such as how benefits are set up here. We like working here, let’s keep it that way, and make it even better for Czech-based Mewsers along the way!

A Works Council (rada zaměstnanců) in the Czech law is a much weaker version of a union. It is missing the most important right, the right to bargain collectively, and nothing it agrees with the company is legally binding. The company can decide to ignore those deals at any time. On the other hand, a union can bargain collectively, and the collective agreement it reaches is binding.

Joining through the sector union frees up our time from paperwork and bureaucracy, so we can spend more time focusing on the interests of the workers at Mews. The ICT Union provides shared structural and access to legal support for workplace unions, as well as a network of other tech workplace unions, both in Czech and English. Read more about the ICT Union in the ICT Union FAQ.

The additional benefits as an individual member of the ICT Union include:

• Education and training – so that we can upskill ourselves on how to organize and act together in a healthy and effective way
• Workshops & events – you can also participate in workshops and events about the IT industry, labor laws, and meet other IT industry folks on community events
• Legal support – as ICT Union members, we can request help from their legal department who can provide access to consultations with a labor lawyer

The Mews Workplace Union has the autonomy to determine how it wants to operate and engage with management.

Only if you choose to tell them. Union membership is protected personal information, like religion, marital status or sexual orientation, and no one can force you to disclose it. The Czech Labor Code (§ 316(4)) forbids the employer from trying to find out whether you are a member, or even whether you intend to join. Neither ICT Union nor Mews Union will ever share members’ names: unless you decide to be open about your membership or join the Executive Committee, it stays private.

No. The Labor Code prohibits discrimination based on trade union membership and activity, so Mews cannot treat you differently, hold back your opportunities or let you go because you joined. Members of the Workplace Executive Committee have additional protection: the employer must ask the union for prior consent before dismissing them, during their term and for one year afterwards. If you think something like this has happened to you, ICT Union members can get a free consultation with a union labor lawyer, and the ICT Union statutes give members the right to protection against discrimination through the union’s bodies.

As much as you choose! We need both active and passive members.

• Active members help organize, talk to colleagues, or take on a topic they care about
• Passive members strengthens the union through their membership – the more of us there are, the stronger our collective voice. The stronger our collective voice, the better our collective agreement will be.

Sure! Those on maternity or parental leave pay a reduced fee of 34 CZK/month. When your leave is over and in case your position ceases to exist in Mews, the Mews union can help in conversations about finding an alternative role in the company, or negotiating conditions around your departure. Even if you end up not working for Mews anymore, you can still stay as a member of the ICT Union.

People managers who are interested in joining the union can be considered on a case-by-case basis. Please reach out to the union representatives (see Talk to us) to open the conversation with us! The usual standards of privacy and anonymity apply.

A workers union is made up of coworkers with shared interest, working towards a common goal, and we want to make sure union to be a safe space for employees, where members can trust each other.