The proud employees who keep Bay Area Discovery Museum running  passed a strike authorization vote by 92% last Wednesday, July 15. The vote included  workers from Museum Experience, School and Community Programs, Facilities, Exhibits, Membership and Visitor Services, Research and Evaluation, and Development. The move now authorizes their union negotiating committee to call for a strike, if they determine it is necessary.

Employees who work at the museum say they do so because they share the belief that every child has the potential to grow and thrive through joyful play. Instead of supporting that mission, they say executive management’s misplaced priorities have created instability that make it harder for employees to do the work they care about.

“I am so proud of the work we do here to foster children’s love of learning, creative confidence, and ability to think critically, ” said SEIU 1021 member and lead program facilitator for the museum Nat Forkin-Ward. ”That should be management’s focus. Instead, they are dragging out negotiations at the expense of employee morale.”

“We formed our union to bring fairness and stability to our workplace so that our dedicated staff have the support they need to carry out the Museum’s mission. We show up every day of the year to make this place everything it can be and to provide a safe haven where children in our community can explore and have unique, meaningful experiences,” shared Jordan Bakhtegan, an SEIU 1021 member and facilities technician for the museum. ”We need the tools and support to do that — and we need leadership to show up for us.”

Bay Area Discovery Museum employees formed their union with SEIU 1021 in February 2025. In the 17 months since, employees say management has tied up negotiations with overreaching proposals that would completely undermine the union’s ability to function. 

During negotiations, museum management has: 

• Refused to agree to pay increases to keep up with the high cost of living, including regular pay increases based on longevity which are the standard for employees in similar institutions, creating severe recruitment and retention problems. 
• Refused to commit to maintaining current medical benefits. The employer wants the right to unilaterally slash medical benefits during the contract. 
• Insisted on excessive anti-union management rights to control operations and discipline employees. 

John Ruszel, an SEIU 1021 member and exhibit technician for the museum, said: “Going on strike is not an action I take lightly, but it increasingly appears that management will leave us with no other option. Seeing the dedication my coworkers bring to the museum, the love and care they bring to their work and the joy they bring to our guests, I feel a real obligation to keep fighting for a fair deal.”