We're the Support department of the largest JavaScript registry in the world. Together we support over one million users of the registry, CLI, Orgs, and Enterprise products. We embody the heart of "npm <3 you" and have helped build the loyalty and commitment of our global user base for years. In the past month, actions and inactions by current management have led to a 20% decline in npm staff. This trend shows no sign of slowing following a continued lack of transparency into the financial health of the company, the deletion of the employee handbook, the lack of cost-of-living raises, and the lack of accountability in the treatment of remaining staff.
We respectfully demand the following be reinstated or honored:
- Any employee asked to work outside of normal business hours in their chosen time zone must give uncoerced consent.
- Any employee required to work a company holiday or National Holiday for their country of residence must be given time and a half pay. - Any employee required to work hours or shifts outside of their normal weekly total will be permitted to take time off equivalent to that amount without utilizing PTO or STO hours.
- Each employee will be eligible for a minimum 5% cost of living raise once a year if they have not received a promotion or merit related salary increase
- Bonuses will not be considered as a component of minimum salary increases.
- No consultants, contractors, or managers will be hired to advise, direct, or influence the Support department without interviewing with at least two Support employees. If neither employee feels the individual is a competent contributor the proposed role will be open to the public and internal staff to apply.
- Staff and management will work towards transparent job roles and salary bands that are available throughout the company
- Any changes to existing job roles and responsibilities must be shared in writing with any affected staff members and internally documented and available for all staff.
- Any termination of support staff must be as a result of a well-documented PIP process, or a transparent and documented result of a lay off or extenuating circumstances. PIP must include a start and end date, concrete items to improve, a measure of what will be considered successful and who progress must be reported to.
- Consider offering a severance option which may be accepted in lieu of PIP
- The entire Support department is moved away from Ops to Engineering.
Many of the asks above were documented and encouraged behaviors when the existing npm Support team were hired. We ask that our quality of work and life be given the respect it is due so we may continue to provide outstanding value and Support to our community of users. Activity Outside a Union Employees who are not represented by a union also have rights under the NLRA. Specifically, the National Labor Relations Board protects the rights of employees to engage in "concerted activity", which is when two or more employees take action for their mutual aid or protection regarding terms and conditions of employment. A single employee may also engage in protected concerted activity if he or she is acting on the authority of other employees, bringing group complaints to the employer's attention, trying to induce group action, or seeking to prepare for group action. A few examples of protected concerted activities are: Two or more employees addressing their employer about improving their pay. Two or more employees discussing work-related issues beyond pay, such as safety concerns, with each other. An employee speaking to an employer on behalf of one or more co-workers about improving workplace conditions. www.nlrb.gov/rights-we-protect/rights/employee-rights