Plans to dismember the A&P supermarket chain were revealed in a federal bankruptcy court in New York this week, with dire results predicted for more than 15,000 members of the United Food and Commercial Workers (UFCW) union.
The historic grocery retailer—the original Great Atlantic & Pacific Tea Co. was formed back in 1859—intends to sell or close all of its 300 stores spread across six Mid-Atlantic states, according to documents filed Monday in the U.S. Bankruptcy Court for the Southern District of New York. The plan will affect every one of an estimated 30,000 UFCW members currently employed with the company, with more than half of those in real danger of losing their jobs soon, union officials say.
The bad news for the union was partially tempered with the announcement that A&P had already lined up the sale of 120 of its stores to other regional grocery chains that also have UFCW contracts. If those sales go forward as planned, most of the 12,500 union members at those 120 stores would be expected to retain their jobs under the new owners. The prospective buyers—ACME Markets, Ahold USA (operator of Stop & Shop) and Key Food—already have UFCW collective bargaining agreements covering the 120 stores in Pennsylvania, New York and New Jersey (A&P stores are also located in Connecticut, Delaware and Maryland).
But those plans don’t include any future employment for workers at the other 180 stores, including 25 that A&P says it will seek to close immediately. All sales or closures are subject to approval by Bankruptcy Court Judge Robert Drain, and the process of selling off or closing stores is expected to begin soon but drag out for months. ACME Markets, for example, issued a statement saying that it didn’t expect to finalize purchase of any A&P stores until mid-October.
Very few union members were taken by surprise by these developments, says Wendell Young IV, President of UFCW Local 1776 in Philadelphia. A&P, which also operates under the trade names of Pathmark, Waldbaums and Superfresh, has been ailing financially for years, he says, and underwent a painful bankruptcy reorganization in 2010-2012.
“I’ve been telling my members for two years that I didn’t think A&P was going to make it. We’ve been doing everything we can as a union to be prepared for this,” he tells In These Times.
The final demise of A&P was signaled last September, Young comtinues, when company executives announced a debt refinancing package that failed to include any new investment in the company. Rumors swept the supermarket industry soon afterwards that executives were intent on dismembering the company by selling off its valuable pieces, and discarding the rest, he says.
Young adds that part of the union preparation has been to revive a coalition of 12 separate UFCW locals with A&P contracts. Supported by legal experts and financial resources from the UFCW International headquarters in Washington, D.C., the coalition was first formed in 2010 to present a united labor front in dealing with bankruptcy issues at that time. The coalition ceased active operation when A&P emerged from the first bankruptcy proceeding in 2012, but was revived in June as a crisis at A&P appeared imminent, Young says. UFCW Local 1500 in New York, with about 5,000 members employed with A&P, is one of the coalition members most affected by the bankruptcy.
UFCW Region 1 Director Tom Clarke, who heads the coalition, did not respond to In These Times calls seeking additional information and comment. Christopher McGarry, A&P’s Chief Administrative Officer, began the bankruptcy process by threatening the unions. In a declaration dated July 19 and filed with the court July 20. McGarry warned:
It is imperative that the parties cooperate with one another and that negotiations be conducted as expeditiously as possible. While the Debtors are committed to pursuing consensual resolutions with their unions where possible, if consensual resolutions cannot be quickly achieved within the required deadlines imposed…the Debtors will be required to commence proceedings under sections 1113 and 1114 of the Bankruptcy Code to seek authority to implement both temporary and permanent modifications to the CBAs on a unilateral basis.
Section 1113 is the section of the bankruptcy code commonly used to cancel or revise labor contracts, even without any agreement from unions or union members. The coalition will resist any attempts by A&P to use bankruptcy law to cancel existing UFCW collective bargaining agreements. “If the process is to be the orderly sale or closure of all the stores, then there is no need to cancel any contracts. The union is fully prepared to negotiate decent contracts with any of the new owners, and in the case of store closings, the existing contracts should be honored by all the parties,” Young says.
This blog was originally posted on In These Times on July 22, 2015. Reprinted with permission.
About the Author: The author’s name is Bruce Vail. Bruce Vail is a Baltimore-based freelance writer with decades of experience covering labor and business stories for newspapers, magazines and new media. He was a reporter for Bloomberg BNA’s Daily Labor Report, covering collective bargaining issues in a wide range of industries, and a maritime industry reporter and editor for the Journal of Commerce, serving both in the newspaper’s New York City headquarters and in the Washington, D.C. bureau.
Buying American-made products is a good way to support jobs. If you’re looking for American-made shoes, New Balance is one of your major options. And the shoe company is pushing the U.S. military on that:
Massachusetts-based shoe company New Balance says that the military is dragging its feet on a promise it made to outfit soldiers with American-made shoes. The promise came in April of 2014 when the military announced it would honor the Berry Amendment, a 1941 law requiring the Department of Defense (DoD) to give priority to American goods. The Department of Defense had previously argued that sneakers were not part of the official uniform and therefore not subject to the Berry amendment.More than a year later it seems little progress has been made. New Balance claims retaliation while the military claims the transition is moving at an acceptable speed. Other apparel companies who have done business with the DoD have come to the military’s defense using the backhanded compliment that they really do move that slow.
(That second paragraph seems like it belongs in a “this week in weak defenses” round up.) Sneakers by New Balance are undergoing an extensive testing process now; Saucony says it’s working on a sneaker that might ultimately be used by the military.
This blog was originally posted on Daily Kos on July 11, 2015. Reprinted with permission.
About the Author: The author’s name is Laura Clawson. Laura has been a Daily Kos contributing editor since December 2006 and Labor editor since 2011.
The June Bureau of Labor Statistics jobs report shows continued growth — 223,000 new jobs added with the official unemployment rate declining to 5.3%. Jobs growth remains steady — rising for 57 straight months, now setting a new record each month – but slow, lagging previous recoveries. The decline in the unemployment rate was largely due to 432,000 people leaving the labor force, reversing the increase that took place in May.
The headline unemployment figure is always misleading. Nearly 17 million people are still in need of full-time work. Long-term unemployment has declined, but remains higher than before the great recession. The employment-population ratio has also not recovered, remaining at 59.3%, marginally lower than a year ago. The portion of the working age population that is employed or wants a job, the labor force participation rate, declined last month and is lower than a year ago. This is not a picture of robust growth.
The BLS reports are important largely as signposts for the Federal Reserve and its pending decision on when to raise interest rates. Fed Chair Janet Yellen sensibly has been focused on disappointing wage growth and looking for “additional strength in the labor market.” She won’t find much that is encouraging in this report. In this month’s report, hourly wages showed no growth, with the yearly average up barely 2%, despite hikes in the minimum wage by more and more cities and states and more and more companies. Average hours worked remained steady.
Speculation is that the Federal Reserve is headed towards beginning to wage interest rates in September. Higher interest rates will be a drag on growth, jobs and thus wages. The Fed would be well advised to wait until more workers find jobs, and the greater demand for workers is reflected in continuing rising wages.
Government employment showed no increase. The US Congress continues to block any investment to rebuild our decrepit infrastructure at a time of record low interest rates. With the US able to borrow for virtually nothing, an investment in infrastructure, as Larry Summers argues, would pay for itself, with even a minimum return in efficiency. No business leader with a whit of sense would refuse to grasp this opportunity. Perhaps Donald Trump who has built his fortune by making far riskier bets with borrowed money could explain this to his colleagues.
Manufacturing employment showed little change, adding 4,000 jobs. For the president to meet his pledge of adding 1 million manufacturing jobs in his second term, he would have to average over 32,000 a month. This seems less and less likely, as manufacturing is weakened by our rising trade deficits, resulting from the strong dollar and our perverse trade policies that the president is intent on extending. The economy has gained only 38,000 manufacturing jobs in the first six months of this year.
The economy continues to add jobs, which is an indisputably good thing. But the pace is slow, and little of the recovery is reaching most Americans. Surveys show that Americans are growing more optimistic about the economy. This is reflected in rising non-revolving consumer credit – significantly student and car loans – which is outpacing after-tax income growth. If the Fed raises interest rates, these debts will grow more costly, putting a crimp on consumer demand. Again, with the Congress refusing to act sensibly, the Fed has every reason to wait until wages are rising and more Americans are working before starting to put on the brakes.
This blog was originally posted on Our Future on July 2, 2015. Reprinted with permission.
About the Author: The author’s name is Robert Borosage. Robert L. Borosage is the founder and president of the Institute for America’s Future and co-director of its sister organization, the Campaign for America’s Future. The organizations were launched by 100 prominent Americans to develop the policies, message and issue campaigns to help forge an enduring majority for progressive change in America. Mr. Borosage writes widely on political, economic and national security issues. He is a Contributing Editor at The Nation magazine, and a regular blogger at The Huffington Post. His articles have appeared in The American Prospect, The Washington Post,Tthe New York Times and the Philadelphia Inquirer. He edits the Campaign’s Making Sense issues guides, and is co-editor of Taking Back America (with Katrina Vanden Heuvel) and The Next Agenda (with Roger Hickey).
I remain in the camp of people who are entirely unimpressed by the economic figures raved about by most pundits, economists and The White House. We all know that pay is not growing. But, there’s another thing to be concerned about: the missing 3.1 million workers. The rebound fans:
The American job market rebounded in April, the government said on Friday, helping to ease worries that the economy was on the brink of another extended slowdown after a bleak winter in which the overall economy stalled. But the growth in jobs failed to translate, once again, into any significant improvement in pay.
Uh, but wait a minute. What about a whole bunch of people who are off the radar screen? The Economic Policy Institute is hunting for the “missing workers”:
In today’s labor market, the unemployment rate drastically understates the weakness of job opportunities. This is due to the existence of a large pool of “missing workers”—potential workers who, because of weak job opportunities, are neither employed nor actively seeking a job. In other words, these are people who would be either working or looking for work if job opportunities were significantly stronger. Because jobless workers are only counted as unemployed if they are actively seeking work, these “missing workers” are not reflected in the unemployment rate.[emphasis added]
What’s the number today?:
Total missing workers, April 2015: 3,140,000 Unemployment rate if missing workers were looking for work: 7.3%[emphasis added]
This blog was originally posted on Working Life on May 8, 2015. Reprinted with permission.
About the Author: The author’s name is Jonathan Tasini. Some basics: I’m a political/organizing/economic strategist. President of the Economic Future Group, a consultancy that has worked in a couple of dozen countries on five continents over the past 20 years; my goal is to find the “white spaces” that need filling, the places to make connections and create projects to enhance the great work many people do to advance a better world. I’m also publisher/editor of Working Life. I’ve done the traditional press routine including The Wall Street Journal, CNBC, Business Week, Playboy Magazine, The Washington Post, The New York Times and The Los Angeles Times. One day, back when blogs were just starting out more than a decade ago, I created Working Life. I used to write every day but sometimes there just isn’t something new to say so I cut back to weekdays (slacker), with an occasional weekend post when it moves me. I’ve also written four books: It’s Not Raining, We’re Being Peed On: The Scam of the Deficit Crisis (2010 and, then, the updated 2nd edition in 2013); The Audacity of Greed: Free Markets, Corporate Thieves and The Looting of America (2009); They Get Cake, We Eat Crumbs: The Real Story Behind Today’s Unfair Economy, an average reader’s guide to the economy (1997); and The Edifice Complex: Rebuilding the American Labor Movement to Face the Global Economy, a critique and prescriptive analysis of the labor movement (1995). I’m currently working on two news books. My organizational life has brought me the gift of working with many talented, committed people over the past 30 years, principally during the 13 years I had the honor to serve as president of the National Writers Union (UAW Local 1981). Aside from that, it’s baseball, and counting the winter days until pitchers and catchers report.
Whenever communities, lawmakers or activists question or criticize Walmart for the way it treats workers—the low-pay, the stores’ impact on the communities—the retail giant pulls out a well-worn script with a simple message, “Walmart creates jobs and if there’s one thing this economy needs, it’s more jobs.”
Setting aside the quality of the jobs for another day, is Walmart telling the truth? Sure doesn’t look like it, according to Salon’s Kathleen Geier, who matches Walmart’s claims against in-depth research from universities, economists, government studies and other sources. Here’s what she finds:
Contrary to Walmart’s self-glorifying mythology, the retailer is anything but a job creator—in fact, it is a huge job killer. Not only that, destroying jobs is an essential component of Walmart’s anti-worker business model.
Using data from more than 3,000 counties, [the] results show that when a Walmart store opens, it kills an average 150 retail jobs at the county level, with each Walmart worker replacing about 1.4 retail workers. These results are robust under a variety of models and tests.
A 2009 study by Loyola University found that the opening of a Chicago Walmart store was “a wash,” destroying as many jobs as it created. According to the report, “There is no evidence that Wal-Mart sparked any significant net growth in economic activity or employment in the area.” Says Geier:
In short, when Walmart comes to town, it doesn’t “create” anything. All it does is put mom-and-pop stores out of business.
Walmart’s job-killing spree doesn’t stop at the city limits. The remains of once good jobs are scattered throughout Walmart’s entire supply chain. Its cut-throat drive for lower prices, writes Geier, squeezes suppliers to deliver goods at the lowest possible prices and that means cutting labor costs—aka jobs.
Walmart’s using that specious jobs argument in its fight to block a living wage law in Washington,D.C. Find out more here.
Article originally appeared on AFL-CIO NOW on August 6, 2013. Reprinted with permission.
About the Author: Mike Hall is a former West Virginia newspaper reporter, staff writer for the United Mine Workers Journaland managing editor of the Seafarers Log. He came to the AFL- CIO in 1989 and has written for several federation publications, focusing on legislation and politics, especially grassroots mobilization and workplace safety
The DREAM Act was first introduced as a bipartisan measure in 2001, but has languished in Congress ever since. Republicans have blocked the bill, which would help young undocumented immigrants who came to the U.S. as children gain citizenship. President Obama says he supports the policy and issued a directive in June to help protect DREAMers from deportation by giving those who qualify temporary legal status.
But if Congress passed the DREAM Act and granted legal status to eligible undocumented immigrants who came to the U.S. as children, it would add an additional $329 billion to the U.S. economy and 1.4 million more jobs by 2030, according to a new report from the Center for American Progress and the Partnership for a New American Economy. Enacting the DREAM Act would boost the economy first by improving the education and job opportunities for young undocumented immigrants in the U.S. A legal status and education contribute to higher earnings:
“This report proves a fundamental truth about the contributions of immigrants to the American economy: we absolutely need them to continue our economic growth,” said New York City Mayor Michael Bloomberg, Partnership co-chairman. Critics argue that legalizing undocumented immigrants only would create new workers who would take American jobs, but the new report shows that the economic benefits of the DREAM Act would ripple throughout the economy and create new employment.
While the research about the economic benefits of the DREAM Act does not take into account any costs of implementing the law, the report’s authors say the future costs would be minimal. Previously, the Congressional Budget Office estimated that the DREAM Act would increase federal revenues by $1.7 billion over the next 10 years and reduce federal deficits by $2.2 billion over that time. And the DREAM Act could also help fill the 16 million shortfall of college-educated workers that is expected to hit the U.S. by 2025, especially in science and engineering.
This blog originally appeared in Think Progress on October 1, 2012. Reprinted with permission.
About the Author: Amanda Peterson Beadle is an editorial assistant at ThinkProgress.org. She received her B.A. in journalism and Spanish from the University of Alabama, where she was editor-in-chief of the campus newspaper The Crimson White and graduated with honors. Before joining ThinkProgress, she worked as a legislative aide in the Maryland House of Delegates. In college, she interned at the Scripps Howard Foundation Wire, the Press-Register (Mobile, Alabama), and the Ludington Daily News. She is from Birmingham, Alabama.
The role of training and experience was glaringly obvious in the National Football League’s lockout of its longtime officials. Glaringly obvious as in, the scabs the NFL brought in to replace the experienced referees were first a national laughingstock and then even more widely reviled for their errors on the field. It turns out not just anyone can officiate a professional football game. But what about other kinds of workers?
We’re told that part of the American character is to work hard and take pride in it, and that’s reflected in what we see around us. It’s not just people whose work results in big paychecks or offers the chance to climb the career ladder quickly or get public recognition, it’s a value as alive among low-wage workers as among the highest-paid. But something you hear a lot less about than the value of hard work is the value of skill. This is weird, because presumably if you’re working hard, one of the things you’re working at is getting good at what you do. If you’re taking pride in your hard work, it’s not just pride in how tired you are at the end of the day but at how well you did things, how accurate or efficient you were, how you got something right that not everyone would have gotten right.
But when there’s a labor dispute, or when Republicans are trying to undermine how voters think about other workers to set the stage for taking away pensions or collective bargaining rights, suddenly, to hear them talk, you’d never know that this was a nation that values hard work, because in those moments we’re told it’s not that hard, any idiot could do this job. It’s not that hard to referee a professional football game, so call up the guys who washed out of the Lingerie Football League. Experience is overrated for teachers, so throw people into the classroom after a few weeks’ training, they’ll do fine. More than fine! The youth and energy of the barely trained new teacher will be better than the experience of that useless old teacher. Suddenly, the drive to denigrate the workers becomes so strong that the CEO or the governor asks us, expects us, to forget the years of work that these workers have put into learning their jobs, learning how to teach or to run a snowplow or a cash register.
As the AP’s Paul J. Weber writes, “Professing expertise can also bring on suspicions of elitism and scratch an itch to knock someone down a peg”—an itch that the Roger Goodells and Scott Walkers and Mitt Romneys of the world and the generations of union-busters and racers-to-the-bottom who laid the groundwork for them will hasten to throw poison ivy onto. Hell, if you’re not itching, they’ll sneak up behind you with the poison ivy. But as Weber details, it’s not just on the football field that experience and the commitment that comes from doing a job for years matter.
— In Houston, Adrianna Vasquez makes $8.60 an hour doing what she knows people think is the world’s most replaceable job: She’s a janitor. When the 37-year-old returned in August to resume cleaning the 100 toilets on 10 floors in a downtown Chase Bank tower after a citywide janitor strike that won a 12 percent raise, Vasquez said the bathrooms cleaned by replacement crews looked like stalls in a seedy bar. “I just wanted to cry when I saw it,” she said.
— In New York, Consolidated Edison locked out 8,000 workers in July and brought in replacements from other states to work power lines and operate the grid. It ended just as severe storms hit and threatened power outages. “Not enough people that knew what they were doing,” said John Melia, a spokesman for the Local 1-2 of the Utility Workers Union of America.
Most people are willing to concede that it’s better if you have some training and experience before working with power lines, but cleaning toilets? There’s a job that gets basically no respect. But even aside from the toilet-related unpleasantness, it takes physical stamina and attention to detail. Yet among Republican politicians and at Republican think tanks, to say nothing of at big corporations trying to squeeze every last dollar of profit out of their workers to maximize that CEO bonus, the fact that janitors working for the government make a living wage and get benefits is an outrage.
Another piece of the 1 percent’s disrespect for the work of the 99 percent is disrespect for the very real training it involves. At the same time Chicago Mayor Rahm Emanuel was trying to impose harsh new evaluation systems on his city’s teachers, for instance, the teachers had to fight for training so that they would be able to get better at what they do. But training is something workers often fight for, and it’s something that in many industries sets union workers apart—not their work ethic or their drive, but the fact that their unions have been able to bargain for training in the workplace or have put money into union-run training programs. The AFL-CIO’s Alison Omens details just a few of the union training and safety programs you might find:
Remember Captain Sully and “Miracle on the Hudson?” He was a huge safety advocate through his union, serving as the Air Line Pilots (ALPA) representative during a National Transportation Safety Board investigation and as a local air safety chairman.
How about the rebuilding of the World Trade Center? The people who are thousands of feet in the air are union members, as well as veterans. The AFL-CIO Building and Construction Trades Department’s (BCTD‘s) training program Helmets to Hardhats works across the country to train veterans for high-skill construction projects, including at the World Trade Center. […]
The president of a Chicago-based construction company who works with union workers says this about his experience: “Here’s what [the union’s] training center means to me: We’re getting the highest caliber craftsmen in the business. It’s going toward productivity and attitude.”
But when those same workers who are, through their unions, bargaining for and investing in the best available training are in the way of corporate profit or a Republican governor looking to make his mark, they’re portrayed as greedy, lazy, corrupt, doing a job that anyone could do with a day’s notice and expecting to be able to feed their families and even go on vacation every couple years.
Forty years of the war on workers has led us to this deeply dysfunctional, contradictory place where workers and their labor are concerned. Hard work is great. If you’re not rich and you don’t work hard, brutally hard if your boss requires it, you’re a bad person who deserves poverty. If you’re not rich and you expect your hard work to be valued with pay or benefits those at the top don’t want to give, expect to see your work and experience and skill mocked as nothing. And if you’re at the top? Your wealth is justified by your hard work, supposed or real. About other people’s hard work, the only question is how cheap you can get it.
This blog originally appeared in Daily Kos Labor on September 30, 2012. Reprinted with permission.
About the Author: Laura Clawson is labor editor at Daily Kos. She has a PhD in sociology from Princeton University and has taught at Dartmouth College. From 2008 to 2011, she was senior writer at Working America, the community affiliate of the AFL-CIO.
The title of this post sounds great, doesn’t it? “JOBS!”
That is what I thought when I saw the headline on a Tea Partier’s facebook status; however, my initial excitement faded when I read the attached story (which appears to be a press release from Kohl’s that has not been modified by the AP):
MENOMONEE FALLS, Wis. (AP) — Kohl’s Department Stores says it plans to hire more than 52,000 holiday employees nationwide this season, up more than 10 percent from last year.
Kohl’s expects hiring an average of 41 employees per store. The Menomonee Falls department store chain has 1,146 stores in 49 states. Kohl’s will also hire about 5,700 seasonal employees for its distribution centers and credit operations unit.
The company says the 52,700 seasonal employees will work anywhere from a few hours to more than 20 hours per week. It plans to fill the jobs by mid-November. Typical jobs include cash register sales, stocking, freight processing and unloading trucks.
Seasonal temp jobs—that most likely do not pay anywhere close to a living wage. If you are hired as a cashier you would likely earn a little over $16k a year working at Kohl’s. As a seasonal temp employee you would not even earn that. You would earn around $8.00 an hour and maybe some commissions. Hardly what one would consider a “good job.”
The bottom line, not all jobs are created equal. We cannot get excited about seasonal temp jobs with low pay. We need good jobs that pay a living wage to get out of the economic morass brought on by trickle-down economics.
This blog originally appeared in Daily Kos Labor on September 20, 2012. Reprinted with permission.
About the Author: Mark Anderson, a Daily Kos Labor contributor, describes himself as a 44 year-old veteran, lifelong Progressive Democrat, Rabid Packer fan, Single Dad, Part-time Grad Student, and Full-time IS worker. You can learn more about him on his Facebook, “Kodiak54 (Mark Andersen)”
A study out of Australia found that people in poor quality jobs (those with high demands, low control over decision making, high job insecurity and an effort-reward imbalance) had more adverse effects on mental health than being unemployed.
Yep, a crappy job can be harder than no job at all. Holy Fosters.
“The researchers analyzed seven years of data from more than 7,000 respondents of an Australian labor survey for their Occupational and Environmental Medicine study in which they wrote: As hypothesized, we found that those respondents who were unemployed had significantly poorer mental health than those who were employed. However, the mental health of those who were unemployed was comparable or more often superior to those in jobs of the poorest psychosocial quality. The current results therefore suggest that employment strategies seeking to promote positive outcomes for unemployed individuals need to also take account of job design and workplace policy.”
Okay, some of you will take the gratuitous Fosters reference and the Australian sample for the study and blow this off. But you’ll do this to your own detriment.
I believe that this part of “down under” applies perfectly to “up and over” (or whatever words you choose to describe the opposite of “down under”).
Leaving out one important fact, a crummy job allows you to pay your bills in a way that no job usually doesn’t, I’m still reticent to toss this finding into the round file.
I’m not tossing it for one main reason, there is a major belief out there that it is always better to look for a job when you have a job. Because you’ve got both the economic and emotional security to come across better in an interview.
But this finding does cast a shadow on that concept. Because a crummy job can actually deplete your energy to the point that you can’t get hired.
I’m not sure that I’d ever suggest to someone to leave their job to increase the chances they’ll get a new one. But it does suggest that everyone who is unemployed should realize that there are certain advantages that go with the turf. And lord knows, it’s important for anyone who doesn’t have a job to grab every advantage that they can.
Thankfully the researchers didn’t limit their findings to just out of work people. They added a comment directed at employers too. Perhaps employers could be persuaded to be more mindful of the mental health of their workers — happier employees are a benefit to their employers. “The erosion of work conditions,” the researchers noted, “may incur a health cost, which over the longer term will be both economically and socially counterproductive.”
About the Author: Bob Rosner is a best-selling author and award-winning journalist. For free job and work advice, check out the award-winningworkplace911.com. Check the revised edition of his Wall Street Journal best seller, “The Boss’s Survival Guide.” If you have a question for Bob, contact him via [email protected].
I’ve had countless people write to me, as a workplace columnist, to describe the security guard standing next to them as they packed up their soon-to-be-former desk and painfully did a final perp walk out of the building.
Mine was not nearly that cinematic. Just me, a bunch of boxes and a coworker with whom I shared the office looking ashen. That might not mean much to you, but considering that she is African American, it was a weird way to see her.
Lucky for me, the company I worked for is not exactly a burn-the-candle-at-both-ends-kind-of-operation. Except for the days when there is an afternoon staff meeting, mostly the building starts to clear out about 3 pm. That’s when people choose to show up for work at all.
So as I scrambled to pack up my stuff, luckily I saw precious few people.
As I walked down the hallway, one guy grabbed me by the shirt and said, “You’re the lucky one here, you get to escape this zoo.”
Another woman didn’t say a word. She just hugged me with a tear in her eye. She started to say something and then just grabbed me again. Then she scurried down the hall.
One image kept coming to mind as I try to sum up the feelings that were circulating around my psyche like really powerful Jacuzzi jets in the hour after being fired. It was an old family picture, let me explain.
My sister lived with her husband for ten years. Then one day we got a call that she was moving out, into her own apartment. Within hours of that call, my mother had strategically removed any photos that contained my sister’s ex from the house.
But there was one photo that my old man really liked, so my mom couldn’t just toss it. The photo was of our extended family that was decoupaged onto a piece of wood. My mother was more than up to the challenge. She scratched out my sisters husband’s face and body, leaving a gaping hole in the photograph. She then glued a tree over where he’d been.
It might have worked, if my ex brother in law had been standing on the end of the assembled group of family members. But seeing my family gathered around that clumsily glued tree makes me laugh to this day.
That’s exactly how I felt. Like I was crudely scratched out of my own picture. In the coming days I probably will find the words to discuss the emotional devastation in greater detail. But suffice it to say that it is a searing pain that someone who is fired won’t soon forget.
My a-ha: If people in Seattle have a million ways to describe rain, people who are fired have as many to describe the numb feeling that comes over your body and soul. Try as you may to orient yourself, it only comes to you with the passage of time. At least I hope so.
Next installment: No soup for you.
About the Author: Bob Rosner is a best-selling author and award-winning journalist. For free job and work advice, check out the award-winning workplace911.com. Check the revised edition of his Wall Street Journal best seller, “The Boss’s Survival Guide.” If you have a question for Bob, contact him via [email protected].