Petition for Fair Pay Adjustment

We are creating this petition to request an increase in the starting rate for Registered Behavior Technicians (RBTs) because the current pay does not reflect the mental, physical, and emotional demands of the role. RBTs work directly with children on the autism spectrum, helping them manage behaviors, communicate through AAC devices, and build essential life and school-readiness skills. The position requires patience, specialized training, and constant attention to safety and emotional well-being, often in challenging situations. Despite the high level of responsibility and impact, many RBTs earn wages that do not align with the cost of living or the professional skill required. Raising the starting rate would not only recognize the value of this vital work but also improve staff retention, morale, and the overall quality of care provided to the children and families we serve.

We are Registered Behavior Technicians (RBT) who work directly with children diagnosed with autism and other developmental disabilities. Our role involves implementing behavior intervention plans designed by a Board Certified Behavior Analyst (BCBA), collecting and recording data, supporting clients in building communication and social skills, managing challenging behaviors, and maintaining professional communication with parents and supervisors. We work hands-on with clients daily to ensure consistent, compassionate, and evidence-based care.

A high turnover rate among Registered Behavior Technicians (RBTs) in ABA therapy presents serious risks to both clients and program quality. Frequent staff changes disrupt the consistency that is essential for effective behavioral intervention, causing confusion and emotional distress for clients, especially children who rely on routine and familiarity. This instability can lead to breaches in client dignity, such as discomfort during sensitive situations like restroom assistance or hygiene-related changes, when clients must repeatedly adjust to unfamiliar staff. Additionally, new or inexperienced RBTs may struggle to manage challenging behaviors or frustration appropriately, potentially escalating situations instead of de-escalating them. Constant turnover also undermines therapeutic trust, delays progress on treatment goals, and places extra strain on the remaining staff, reducing overall quality of care. Ultimately, client well-being and safety suffer when continuity and professionalism are compromised by excessive staff rotation.

The current pay rate does not reflect the increased responsibilities, emotional demands, and specialized skills required for this position. Over time, expectations for RBTs have expanded, such as implementing complex treatment plans, attending additional training, and supporting clients with higher needs, without a corresponding pay adjustment.

In recent months, the workload has increased significantly. RBTs are often assigned more clients, expected to fill in for staff shortages, complete detailed documentation, and handle crisis behaviors more independently. These added responsibilities go beyond the original job scope but are not matched by a pay increase.

Many nearby clinics and school-based programs pay higher hourly rates for the same or fewer responsibilities. In comparison, RBTs in similar roles are compensated between 15–25% more.

1. InBloom Autism Services (San Antonio)

Pay detail: Indeed lists the average for RBTs here at about $21.27/hr in San Antonio. Indeed

2. Behavior Frontiers – San Antonio

Pay detail: For Behavior Technicians (which often include RBT roles) in San Antonio, average pay is about $20.21/hrfor entry‐level. Indeed Additional sources say their pay range can go up to ~$26.70/hr for certain tech roles.

The cost of living has risen sharply, especially in areas like rent, transportation, and groceries, yet wages have remained the same. The current pay no longer provides a sustainable living wage, especially considering inflation and increased commuting expenses.

Many RBTs with years of experience or additional certifications are still earning close to entry-level rates. Despite improved skills, proven reliability, and dedication to client progress, there are few opportunities for raises or advancement, which makes the pay structure feel outdated and unfair.

In many ABA therapy settings, Registered Behavior Technicians (RBTs) are performing job duties that go well beyond their original job description. In addition to implementing behavior plans, data collection, and skill building, RBTs are often expected to handle tasks such as restroom changes, hygiene support, client transport, parent communication, and managing severe behavioral crises, responsibilities that resemble those of higher-level clinical or caregiving positions. When compared with similar roles at other ABA providers in the San Antonio area, where hourly pay averages between $20–$22 at companies like InBloom Autism Services, and Behavior Frontiers, local rates of $15–$18 per hour are no longer competitive. The rising cost of living, inflation, and increasing gas and food prices have also made it difficult for RBTs to sustain themselves on outdated wages. This pay gap has led to high turnover and burnout, lowering morale among staff and reducing consistency for clients, especially those who struggle with change. As a result, quality of service declines and client progress slows, undermining both therapeutic outcomes and the organization’s reputation for reliable care.

• The cost of training and losing an employee at a lower start rate overall ends up costing the company roughly $16,500–$26,400/month. So, if the employer keeps replacing 5–8 employees per month at $15/hour who leave after one month, the annual cost would be $198,000–$316,800.

Training:

• 2 weeks × 40 hours/week = 80 hours
  
  
• 80 hours × $15/hour = $1,200
  
  

Work for 1 month after training:

• 35 hours/week × 4 weeks = 140 hours
  
  
• 140 hours × $15/hour = $2,100
  
  

Total cost for 1 employee leaving after 1 month:

• $1,200 + $2,100 = $3,300
  
  

If 5–8 people start per month:

• 5 × $3,300 = $16,500
  
  
• 8 × $3,300 = $26,400
  
  

I am requesting a 34% pay increase for RBTs, raising the starting rate from $15–$18 to $20–$24 per hour for those with a high school diploma or associate degree. I am also asking for a pay equity review to ensure fair compensation across staff, consideration of hazard or additional duty pay for tasks beyond the standard RBT role, and a meeting to discuss pay adjustments and long-term retention solutions.

I urge leadership to take prompt action to address these concerns by reviewing current pay structures, recognizing the essential work RBTs provide, and implementing fair compensation that reflects our responsibilities, dedication, and the rising cost of living. Taking these steps will strengthen staff morale, improve retention, and ensure the highest quality of care for our clients.