• Secure Georgetown direct staff the right to decline in-person employment assignments without the subsequent loss of all pay and benefits as a result. This right is especially important for those redeployed to public-health and high-exposure roles, as well as those with family who are elderly, immunocompromised, or otherwise at-risk.

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• Demand Georgetown administration provides Aramark-contract workers the same access to benefits and distinctions afforded to their direct employees. This includes GUCares COVID-19 Disaster Relief grants, COVID-19 Dependent Care Assistance grants, COVID-19 Paid Time Off (PTO), and more.

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• Call for the re-evaluation of Georgetown’s living wage policy to ensure that no full-time employees receiving said “living wage” can still find themselves financially or materially unsupported.

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• Demand that Georgetown University fully adheres to the ethical commitments made within its Just Employment Policy to create a safe and harassment-free work environment. This is not only necessary for COVID-19 safety, but for the safety of BIPOC and female workers.

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• Ensure that all future employment policy decisions include the direct input and majority-approval of workers impacted, whether they are administrative direct staff or third-party contractual employees. This input could take the form of worker representatives in administrative committees, anonymous surveys open to all staff, or workers’ union organizing.