Posters, chanting and outrage.

On Friday, 30 members of United Campus Workers and Progressive Student Alliance banded together in front of the Torchbearer in protest, stopping some students walking to class in their tracks.

An expression of several goals related to worker's rights, the rally espoused current UCW initiatives such as raising salaries to a livable wage.

Pay raises can be denied by supervisors based on employee performance evaluations, a system criticized by workers and union leaders for its subjective nature.

Furthermore, supervisors are not held accountable for the evaluations they write or their behavior toward staff.

"There's no code of conduct for supervisors on how they treat the employees beneath them," Thomas Walker, an employee of disability services and a member of UCW's executive board, said. "So if you want to scream at an employee in front of a bunch of people, that can happen and you won't get in trouble."

Employees can appeal their performance evaluations and file complaints against their supervisors to higher-ranked UT administration, but the protesters said this can be a time-consuming process that does not always produce results.

Missy Murray, the woman who sparked the We Miss Missy campaign, underwent similar strife. After working for Facilities Services for five years, she was unexpectedly moved to the Athletics Department where she had worked for eight months.

The athletics building has a reputation among maintenance workers for having harsh and undesirable working conditions.

"Athletics runs 24/7, so that means you might be working Saturday and Sunday," Gary Thomas, who resigned from his job cleaning Dougherty Engineering Building due to a disability said. "Athletics is where they send you when they want you to quit."

One of five facilities employees that raised their concerns at the "Justice for UT Custodians Speakout" in May of this year, Murray claimed harassment and bullying in the workplace.

Despite a multitude of lingering issues, Murray was moved back to McClung Museum, where she "absolutely loved" working until her termination. She was fired on the grounds of "absenteeism," which, Murray claims, was unfounded.

Forced transfers without sufficient notice ceased as a result of the Speakout and a transfer policy was established to prevent retaliatory transfers based on the worker's relationship with his or her supervisor, according to Tom Anderson, the President of United Campus Workers.

Now, the transfer system, which Anderson called "a step in the right direction," provides workers with greater autonomy over location, though the process can be time-consuming and difficult.

However, many issues remain, even after the Speakout. Missy claimed that the bullying and harassment she faced did not subside.

"While a few very minor things have changed since the Speakout, a lot of the bullying, abuse and isolation of our workers has continued," Anderson said.

The response to worker's concerns by UT administration has been less than receptive, Anderson said.

"Their (the administrator's) initial response to us is denial," he said. "Their general response is that these are a few isolated cases and that it isn't really a big problem."

UT students, particularly those involved with PSA, have taken a strong interest in the well being of facilities workers, attending the rally in a show of solidarity.

"The students are the real vessels for this," Jasmine Taylor, a member of PSA and a speaker at Friday's rally said. "We are the ones who can really carry on the power, because what is a university without its students? And we're trying to pull up our workers, because who are we without them?"