Oracle is not committed to its employees today.
In 2025, Oracle has over 160,000 employees worldwide, with approximately 80,000 employees working in the US. There are large employee hubs in Nashville, Tennessee (HQ); Austin, Texas; Bay Area, California; Sacramento, California; Broomfield, Colorado; Seattle, Washington; and Kansas City, Missouri.
Equitable Compensation
- Address Cost of Living increase for all employees making less than USD 450k base
- Return annual raises of 3-7%, and annual bonus program for individual contributors
- Implement Restricted Stock Unit (RSU) allocation for employee reviews
Recruitment and Retention
- Site strategy of 15-year resource investment plans for designated cost centers and region (data center) locations (it’s worth noting that Oracle moved its HQ from Redwood Shores, CA in 2020 to relocate to Austin, TX; then relocated again in 2024 to Nashville, TN).
- Make Oracle accountable for top issues found in voice of employee surveys
- End rolling lay-offs; introduce 6-month re-training and internal hire program for displaced employees
- End force ranking of employees
Transparency
- Restore organizational announcements
- Implement Organizational Change Management teams
- End practice of rolling layoffs. In the US, comply with Worker Adjustment and Retraining Notification (WARN) notices.
Standard Benefits
- Permanent remote/work-from-home programs
- Permanent subsidy for internet, telecom
- Maintain commuter benefits at all employee hub locations
Investment and Retirement
- Standard 401k contribution with additional company match
- Bonuses with RSUs for incremental 5 year anniversaries ($5k, $10k, $15k, etc.)
- Paid hiatus for incremental 10 year anniversaries (1 Month, 3 Months, 6 Months, etc.)
Benefits
- Employee Panel to review and update medical, dental, vision benefits
- Training allowance up to $10k annually per employee, with paid maintenance of Industry Certifications within field of work, or as defined in annual employee goals to accommodate career development
Accessibility
- Contracts for 3rd party productivity/office software must include accessibility standards, audits, and penalties
Social Impact
- ERG funding to include corporate sponsorship funding, decisions for which can be made through employee groups, not executives
- Additional sponsorship funding should be made for local and state sponsorship programs
- Address conflict of interest in HR employee participation in surveys on overall employee satisfaction, diversity, and accessibility.
- Restore diversity recruitment and hiring programs
- Implement company matches for ALL federally qualified charitable organizations
Political Neutrality
- address campaign contributions, insider hiring, executive statements, company failure to respond to government administrative policy that negatively impacts workers and the workplace
- See https://oracleworkersunion.org/oracle-news/