Archive for the ‘unions’ Category
Thursday, November 10th, 2016
In July 2015, the University of California’s student-workers union, United Auto Workers (UAW) 2865, passed a resolution calling on the AFL-CIO to terminate the membership of the International Union of Police Associations (IUPA).
Now, after a series of meetings in Los Angeles throughout October, the same resolution is making its way through Service Employees International Union (SEIU) 721, a local representing public service and nonprofit employees in Southern California. Although SEIU is not part of the AFL-CIO, organizers for the resolution hope it will spark a wider discussion about the role police and their unions play.
The resolution was first approved by the African-American caucus of SEIU 721 on October 6, and later by the local’s Latino caucus on October 19. The endorsements came after collaboration and presentations by Olufemi Taiwo, a UAW 2865 member, and Julia Wallace, a member of SEIU 721.
“When I heard about the UAW’s resolution,” Wallace tells In These Times, “I thought this is great. This is a way for us, as union members to show our support for working-class people, but also to be clear that the police have played a role historically … not just [as] oppressors of Black people, Latino people, LGBT people, disabled people, but also against workers, against working-class people as strike-breakers.”
Wallace says her goal is to get the resolution approved by the executive board of SEIU 721.
“I think the best thing is a politicized, organized and educated workforce,” says Wallace. “That’s the best thing that we could have, because even if it doesn’t get passed through the executive board, then there’s a discussion within our union meetings. ‘Okay, so, what is the role of the police? What are we going to do to organize against them? How are we going to protest?’”
The deaths of Michael Brown, Eric Garner and Freddie Gray at the hands of police, and the subsequent rise of the movement for Black lives, helped push the Black Interests Coordinating Committee (BICC), a UAW 2865 caucus, to write the original resolution.
The AFL-CIO did not officially comment on the resolution, but Carmen Berkley, the federation’s director of civil, human and women’s rights, told Buzzfeed’s Cora Lewis in January:
“We are not in the business of kicking people out of unions … What we are in the business of is having conversations with our law enforcement brothers and sisters about how they can have different practices … I do think there’s a lot of reconciliation that needs to happen between communities of color and law enforcement, and we want to be the bridge that helps them get there.”
When asked about Berkley’s remarks, Taiwo tells In These Times, “She’s posing the issue as if what it is—is there’s individual victims of police violence and individual perpetrators of police that need to sit down and have a mediation.”
“If what they’re for is protecting the ruling class, then it’s not an issue of mediation. It’s not an issue of reconciling individual differences or healing individual acts of violence,” Taiwo says. “It’s an issue of reconciling our union structures with what we’re trying to fight for as unions.”
Wallace says that as long as police side with “bosses” on the picket line and police unions “unequivocally [defend] the police murdering people” then they should not be members of labor organizations.
“They can defend themselves just fine. Their pensions aren’t challenged, their healthcare benefits aren’t cut, their raises continue to happen and ours are always on the chopping block,” Wallace says. “Ours are always in question and there’s a reason for that. It’s because they defend the wealthy.”
The IUPA responded to UAW 2865 shortly after the resolution passed, with IUPA legislative director Dennis Slocumb telling Workers Independent News: “It’s impossible to stand for the rights of working-class people while opposing the people in law enforcement. We are working class. And we think this is nothing but a publicity stunt for a group that’s struggling for some sort of attention.”
Slocumb noted that the resolution did not explicitly call out any other labor groups that represent and bargain for police.
“They don’t call on their own union to disgorge police officers. They haven’t called on AFSCME, or CWA or any of the other organizations that represent police officers within the AFL-CIO. The Teamsters and SEIU, who are outside of the AFL-CIO but certainly labor organizations, also represent police officers,” he said.
Moving forward, Wallace says she hopes to get other unions to endorse the resolution, while also organizing a project to build a general strike against police violence.
“People are talking about this and it’s just the beginning,” she says.
This blog originally appeared at inthesetimes.com on November 3, 2016. Reprinted with permission.
Mario Vasquez is a writer from southern California. He is a regular contributor to Working In These Times. Follow him on Twitter @mario_vsqz or email him email@example.com.
Wednesday, November 9th, 2016
On Monday, transit workers in TWU Local 234 reached a tentative agreement with the Southeastern Pennsylvania Transportation Authority and ended a weeklong transit strike in Philadelphia. Nearly 5,000 employees are returning to work, and the deal now goes to the local’s membership for a vote, which is set for Nov. 18.
Willie Brown, president of Transport Workers (TWU) Local 234, lauded the agreement:
“This is a contract with many important gains, especially on pension benefits and a host of non-economic issues effecting the working conditions and job security of our members. As everyone with experience in collective bargaining knows, we didn’t get everything we wanted—but we came a long way from where we were prior to the strike. We made gains in pensions and wages and minimized out-of-pocket health care expenses at a time when health care costs are soaring, while maintaining excellent medical coverage for our members and their families.
“We worked day and night at the bargaining table in an attempt to finalize a new contract over the past week. We settled just hours before facing the possibility of a back-to-work court-ordered injunction. We ultimately prevailed because our members were determined and united from beginning to end. We also benefited from the assistance of city leaders such as Congressman Bob Brady and Democratic congressional candidate Dwight Evans, who worked to help us settle this dispute with a SEPTA Board controlled by Republicans.
“Our members will keep Philadelphia moving, and we will continue to fight for our members’ economic well-being and their rights on the job.”
Said TWU President Harry Lombardo:
“TWU’s members in Philadelphia are some of the hardest working people on the job. We’re pleased they’ll have a contract that recognizes that.”
Details of the agreement will be made public after the vote.
This blog originally appeared in aflcio.org on November 7, 2016. Reprinted with permission.
Kenneth Quinnell: I am a long-time blogger, campaign staffer and political activist. Before joining the AFL-CIO in 2012, I worked as labor reporter for the blog Crooks and Liars. Previous experience includes Communications Director for the Darcy Burner for Congress Campaign and New Media Director for the Kendrick Meek for Senate Campaign, founding and serving as the primary author for the influential state blog Florida Progressive Coalition and more than 10 years as a college instructor teaching political science and American History. My writings have also appeared on Daily Kos, Alternet, the Guardian Online, Media Matters for America, Think Progress, Campaign for America’s Future and elsewhere. I am the proud father of three future progressive activists, an accomplished rapper and karaoke enthusiast.
Thursday, October 27th, 2016
Last year, at age 17, Eli Fishel moved out of her parents’ house in Vancouver, Washington, squeezing into a three-bedroom apartment with five other roommates. To pay her bills as she finished high school, Fishel landed a job at Burgerville, a fast-food chain with 42 outlets and more than 1,500 employees in the Pacific Northwest.
Founded in 1961, Burgerville has cultivated a loyal following by emphasizing fresh, local food, combined with sustainable business practices like renewable energy and recycling. But Fishel quickly realized she wasn’t part of Burgerville’s commitment to “regional vitality” and “future generations.”
After 16 months on the job, she earns just $9.85 an hour, barely above the Washington State minimum wage. Her hours and shifts fluctuate weekly, with only a few days’ notice, and every month she goes hungry because she runs out of money to buy food.
Speaking of the privately-owned Burgerville, Fishel says, “We’re poor because they’re rich, and they’re rich because we’re poor.”
Disgruntled Burgerville workers began covertly organizing in 2015. The Burgerville Workers Union (BVWU) went public on April 26 with a march of more than 100 people through Portland, Oregon, and the delivery of a letter to the corporate headquarters in Vancouver. BVWU demands include a $5-an-hour raise for all hourly workers, recognition of a workers organization, affordable, quality healthcare, a safe and healthy workplace, and fair and consistent scheduling with ample notice.
Some BVWU members call their effort “Fight for $15, 2.0,” playing off the name of the fast-food worker campaign launched in 2011 by the Service Employees International Union (SEIU).
SEIU has won plaudits for making the plight of low-wage workers a national issue and igniting the movement for new laws boosting the minimum wage to $15 an hour. But the campaign has not, thus far, included efforts to unionize individual workplaces.
Unlike Fight for $15, which Middlebury College sociology professor and labor expert Jamie McCallum describes as “a fairly top-down campaign,” BVWU is a worker-initiated and -led project backed by numerous labor organizations. The group of Burgerville workers who came up with the idea includes members of Industrial Workers of the World (IWW), a militant union with West Coast roots that date back to the early 1900s. The campaign has the backing of the Portland chapter of IWW and the support SEIU Local 49, the Portland Association of Teachers, and Jobs with Justice.
This scrappy approach enabled BVWU to leapfrog Fight for $15 by declaring a union from the start. While BVWU has not yet formally petitioned for recognition and Burgerville has not chosen to voluntarily negotiate with it, the union has established worker committees in five stores, is developing units in a similar number of shops and counts scores of workers as members.
BVWU is full of lessons in how organizing works. One member likens the campaign to “low-level guerrilla warfare” with workers maneuvering to increase their ranks, build power on the shop floor, expand the terrain from shop to shop, while skirmishing with managers over the work process, and suffering casualties as some members have quit or say they were pushed out of their jobs at Burgerville. In the workplace, the strategy is to develop leaders, form committees for each store, and nurture trust and respect between workers. Outside, BVWU uses direct action to empower workers and bring suppliers into the conversation. The union also works to build community support by mobilizing social-justice groups, clergy, and organized labor to win over the public and pressure the company.
McCallum says that BVWU an example of social movement unionism. “It’s about organizing as a class against another class,” he says. “It’s to win demands not just against a single boss or to change a law, but to engage in class struggle.”
Burgerville Workers Union members and supporters rally in Portland, Ore. Photo courtesy of the BVWU
Beyond the Fight for $15
McCallum also sees the campaign as an attempt to build on Fight for $15. “For the first time since the Justice for Janitors campaign began 30 years ago, we have low-wage workers who are people of color working with traditional unions to change politics,” he says. “If the IWW is interested in pushing that agenda forward to make it more democratic and radical, that’s awesome.”
Fight for $15 is “one of the most successful and inspiring labor victories in the last 20 years,” says McCallum. “They’ve accomplished things, like doubling the minimum wage, thought impossible three years ago. They managed to raise the profile of low-wage workers in a failing economy.” He acknowledges, however, that Fight for $15 is “largely political organizing.”
“It doesn’t require a mass base. It requires mobilized workers with incredibly talented organizers to move sympathetic politicians in a defined geographic area,” McCallum says.
To that end, Fight for $15 devotes considerable money and effort to media. A Fight for $15 strategy document called “Strike in a Box” lists these criteria for a “good [organizing] site to focus on”: “Is it an iconic brand? Does the brand help tell a story, locally and/or nationally? Do we have spokespeople? Trained? Reliable? Experienced? Do we have stories? Compelling worker stories, Horror stories about site practices (wage theft, sexual harassment, etc).”
By contrast, Burgerville worker Flanagan says BVWU uses media primarily as a tool to foster the growth of the union along with worker solidarity and consciousness. She says media helps “connect the dots between our personal struggles and collective struggle.” She adds that explaining what unions do and how they organize helps to educate “my generation, which has very little understanding of unions.”
Indeed, although the Fight for $15 demands “$15 and a union,” SEIU has made a strategic decision not to attempt to organize the nation’s tens of thousands of fast-food restaurants shop by shop. “The NLRB has old rules for small shops,” Kendall Fells, Fight for $15’s organizing director, told Working in These Times in May. “This movement is too large to be put in that process.”
Adriana Alvarez, a Chicago McDonald’s worker, says that while Fight for $15 may not be a formal union, “We’re acting like a union, not waiting for anyone to tell us we can have one.”
“To me a union is workers joining together to accomplish things we wouldn’t be able to achieve on our own,” Alvarez says. “And that’s exactly what we’ve been doing—coming together and winning life-changing raises for 20 million Americans, including more than 10 million who are on the way to $15. By standing together, we’ve gone from powerless to having powerful voices in our stores.”
If SEIU can prove that McDonald’s calls the shots in its franchises, it could also push open the door to unionizing the whole company at once instead of the Sisyphean task of one franchise at a time. Deploying organizers, researchers and lawyers, SEIU has gathered evidence for 181 cases alleging that McDonald’s controls its franchisees’ employment practices and therefore should be held accountable for unfair labor practices in franchisees, including retaliation against workers who supported unionization. In 2014, the NLRB issued a preliminary finding in favor of SEIU’s case and, then the next year in a separate case involving Browning Ferris Industries of California the labor board revised the definition of joint employer to “consider whether an employer has exercised control over terms and conditions of employment through an intermediary.” Years later, the McDonald’s case is still grinding its way through a judicial process, with a multi-city case being argued before an administrative law judge that was kicked back to the NLRB on October 12. If the board finds or any of the court cases, which includes multiple class-action suits SEIU has backed against McDonald’s for wage theft, determine that McDonald’s is a joint employer with its franchisees, that may finally open the door to a company-wide union drive.
“It’s a huge amount of work”
The Burgerville campaign’s strategy of painstakingly organizing shop by shop emphasizes “building worker power,” which is both “a means and a goal,” says Flanagan.
For BVWU, the initial organizing drive was relatively easy, with workers chafing at difficult working conditions and poverty-level wages.
Debby Olson, 49, a military veteran, has worked at Burgerville since her home-cleaning business tanked during the Great Recession. She says the “people are nice, but the pay is horrible.” After six years, she makes $10.75 an hour.
Olson, says the job is “harder than my house-cleaning business. You are literally moving all day. For hours you don’t get to breathe. When I get home, I’m mentally and physically exhausted.”
Five other Burgerville workers also described the pace as non-stop. Olson reduced her full-time schedule to three days a week because, as she says, “I could barely walk when I got off work and my quality of life was really poor. It’s scary that my feet were getting so damaged that it could affect my ability to get another job or enjoy my later years.”
Burgerville’s lure is gourmet-style food, sourced locally from “988 farms, ranches, and artisans,” which requires labor-intensive preparation. Luis Brennan, 27, a two-year Burgerville employee, says, “The job is really hard. We actually cook the food. We core strawberries, we hand-blend milkshakes. We cook the meat and eggs fresh, we cut the onion rings and batter them twice. It’s a huge amount of work.”
The Burgerville campaign builds on the IWW’s experience over the last decade in fast-food organizing at Jimmy John’s and Starbucks. Picking a regional chain works to the benefit of the union as it can exert more pressure because Burgerville doesn’t have the might of a global food giant and its carefully crafted image is ripe for attack.
The public may eat up buzzwords like local, fresh and sustainable, but Burgerville’s rhetoric sticks in workers’ throats. Fishel says that despite a 70 percent discount for food on shift, she still sometimes can’t afford it.
“If your workers are going without food, how can you say you are a better, more sustainable option for your community?” she asks.
“This is my community”
Building a workplace organization has been a transformative experience for workers. Fishel says, “Being in the union has been very uplifting, inspiring, and super-positive to come together with so many people. We deserve a living wage, to be treated with respect and to have more than what we have right now.”
Claire Flanagan, 26, who’s worked at the chain since June 2015, says, “The union has changed people’s relationship with the job and work. It’s gone from being a place I go to work to pay my bills to feeling invested in our coworkers and the job in a much deeper way. This is my community.”
Burgerville is hardly rolling over, however. Flanagan says, “The company has dug in their heels and refuses whatever we ask for.” She alleges in her store, “Managers spread anti-union rumors and encourage workers to talk shit about the union as a way to gain favoritism. The company is engaged in a misinformation campaign and spreading fear.”
But BVWU members keep the heat on whether by wearing a union button on the job or tussling over floor mats. Members are demanding mats to ease the stress of standing for hours. Management relented in a few stores, but the mats have emerged as a proxy war. Flanagan says despite having mats, managers will put them away and she will bring them back out.
Jordan Vaandering, 26, says of workers at his outlet, where he’s been for a year, “We own the culture whereas before it was management pushing people to meet speed of service times, meet sales goals.”
Building worker power
BVWU’s strategy is known as “minority unionism” because BVWU may not have a majority in each shop willing to declare support for a union. This sort of organizing circumvents a federal labor-law process that makes union elections difficult, time-consuming and expensive. But BVWU utilizes the NLRB process when it is to its advantage, such as by filing unfair labor practice charges that allege Burgerville is illegally retaliating against the union and workers.
Burgerville worker Brennan says BVWU relies on the IWW model: “It teaches, ‘You’re a worker who hates your job, here’s how to build a committee.’ ” Each organized store began with a committee and grew from there.
One useful question, says Brennan, is asking workers, “What could you do with $5 an hour more?” He says talking to coworkers about “what they need changed and why they need it changed helps to break down the walls of silence around hard stuff in our lives.”
Brennan explains, “Building relationships in the workplace is not natural, but it’s deeply human. The workplace is full of power relationships and incredibly constrained by the boss, by pay, by gender, by race, by language. You need to get to know someone to know whether or not they will fight and why they’ll fight.”
These relationships come into play when management goes after workers. One notable case involves Ivy Fleak, a member whom BVWU claims was targeted by management “for standing up on the job and standing up against sexual harassment.” Flanagan says, “They took Ivy off the schedule for two weeks. We organized actions and a vigil. She spoke out publicly and won, receiving back pay for when she was off-schedule.”
Flanagan says, “People related to Ivy’s story,” which boosted support for the union. “At another job they saw someone being targeted or fired for standing up, or that happened to them. Being part of the union means when I’m at work, I know people have my back.”
BVWU claims Fleak was later forced to quit under pressure after the company allegedly threatened to file spurious criminal charges against her for gift-card theft. Burgerville declined to comment on her case, saying,“Burgerville is dedicated to continuously enhancing our relationship with our employees. We do not comment on individual employee matters or internal communications.” The company also opted not to comment on the BVWU campaign or on complaints about wages and working conditions.
In the case of another BVWU supporter fired over a workplace accident, the union organized a delegation of 50 people to the corporate headquarters asking for the worker’s job back and conducted a food drive for the worker. It publicized the firing to make the case that Burgerville pushes workers“past their limits” and demanded a transparent disciplinary process. More than half the workers in that outlet also signed a petition asking for the worker to be rehired. The worker remains fired.
BVWU members view the firings as part of a wider anti-union campaign. The company has set up a website to “inform” workers of their rights, but which discourages them from unionizing. Store managers have also been holding anti-union sessions with workers, where they play a video featuring Burgerville CEO Jeff Harvey. In the video, Harvey states, “I don’t think a union is in the best interest of the company, our employees, our suppliers, or our guests.” He admits, “Burgerville understands employees face certain challenges like transportation, food, and housing to name just a few.” Harvey then claims, “We have spent well over a year looking into the pressing issues that concern you [but] can’t act” as “under current labor laws, we are obligated to maintain the status quo.”
Flanagan claims when Burgerville says it has to “maintain the status quo,” what it’s really saying to workers is, “If you didn’t get a raise, blame the union.” On August 15, Burgerville Workers Union filed four charges of unfair labor practices with the NLRB, including one concerning the anti-union video. Labor law is fuzzy on the issue. Companies are prohibited from increasing benefits during a traditional union election campaign, but as a minority union, BVWU is acting outside of this framework as a minority union.
BVWU has also taken the offensive by hitting at the company’s public image. The worker-organizers have kept up a brisk pace for five months, averaging an action a week such as vigils, marches, pickets and a bicycle ride. When BVWU members visited Liepold Farms near Portland, which supplies Burgerville with berries for its signature shakes, to ask for support, the farm owner was taken aback but accepted their letter. Shortly after BVWU was unveiled, dozens of workers, local labor leaders, activists, and clergy packed the corporate headquarters in support.
Knowing they have the backing of the community bolsters the confidence of workers on the shop floor. Flanagan says the current plan is to “build organizational capacity and infrastructure to pull off larger actions.”
Time may be on the side of BVWU. The more shops the union can organize, the more workers who join, and the more community support it builds, the likelier it is BVWU will force Burgerville to the bargaining table, with or without a majority union. Then the Burgerville Workers Union may be the one opening new outlets.
To find out more about the Burgerville Workers Union, go to burgervilleworkersunion.org.
This blog originally appeared at InTheseTimes.org on October 25, 2016. Reprinted with permission.
Arun Gupta is a graduate of the French Culinary Institute in New York and has written for dozens of publications including the Washington Post, the Nation, The Progressive, Telesur English, and the Guardian. He is the author of the upcoming Bacon as a Weapon of Mass Destruction: A Junk-Food-Loving Chef’s Inquiry into Taste (The New Press).
Friday, September 23rd, 2016
The American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) came out this week in support of the Dakota Access Pipeline, the construction of which was delayed last week by an order from the Obama administration—a decision that itself stemmed from months of protests led by the Standing Rock Sioux.
In a statement, Richard Trumka, AFL-CIO president, said, “We believe that community involvement in decisions about constructing and locating pipelines is important and necessary, particularly in sensitive situations like those involving places of significance to Native Americas.”
This week has shown a stark divide between parts of American labor and today’s social movements. Progressive unions face an uphill battle on many issues, within and outside of organized labor. (Peg Hunter/ Flickr)
But it “is fundamentally unfair,” he added, “to hold union members’ livelihoods and their families’ financial security hostage to endless delay. The Dakota Access Pipeline is providing over 4,500 high-quality, family supporting jobs.
“(Trying) to make climate policy by attacking individual construction projects is neither effective nor fair to the workers involved. The AFL-CIO calls on the Obama Administration to allow construction of the Dakota Access Pipeline to continue.”
It’s an open secret in labor that North America’s Building Trades Unions—including many that represent pipeline workers—have an at-times dominating presence within the federation’s 56-union membership. Pipeline jobs are well-paying union construction gigs, and workers on the Dakota Access Pipeline (DAPL) can make some $37 an hour plus benefits. As one DAPL worker and Laborers International Union member told The Des Moines Register, “You’ve got to make that money when you can make it.”
But an old blue-green mantra says, “there are no jobs on a dead planet.” The parts of organized labor that have taken that phrase to heart are far from unified around Trumka’s DAPL backing—even within the AFL-CIO. National Nurses United (NNU) has had members on the ground at Standing Rock protests and others around the country have participated in a national day of action.
“Nurses understand the need for quality jobs while also taking strong action to address the climate crisis and respecting the sovereign rights of First Nation people,” said RoseAnn DeMoro, NNU’s executive director and a national vice president of the AFL-CIO.
In response to the federation’s endorsement, DeMoro cited the work of economist Robert Pollin, who found that spending on renewable energy creates approximately three times as many jobs as the same spending on maintaining the fossil fuel sector.
NNU isn’t alone. As protests swelled this month, the Communications Workers of America (CWA) released a statement in support of the Standing Rock Sioux, stating that “CWA stands with all working people as they struggle for dignity, respect and justice in the workplace and in their communities.”
Unions like the Amalgamated Transit Union and the United Electrical Workers have each issued similar statements supporting protests against the pipeline, and calling on the Obama administration to step in and block the project permanently.
For those who follow labor and the environment, however, the above unions might be familiar names. Many were vocal advocates for a stronger climate deal in Paris, and sent members to COP21 at the end of last year. They were also those most vehemently opposed to the Keystone XL pipeline, and all supported Bernie Sanders’ primary campaign against Hillary Clinton. While friendly to progressives, these unions have tended to have a relatively limited impact on bigger unions, like the American Federation of Teachers and the American Federation of State, County and Municipal Employees (AFSCME).
According to Sean Sweeney, though, this small group of unions might now be gaining strength. “Progressive unions are becoming a more coherent force,” he told In These Times.
Sweeney helped found a project called Trade Unions for Energy Democracy, which works with unions around the world on climate change and the transition away from fossil fuels, including the National Education Association and Service Employees International Union (SEIU) Local 32BJ in the United States. He also runs the International Program for Labor, Climate and the Environment at City University of New York’s Murphy Institute.
“It could be said that it’s just the same old gang making the same old noise, but for health unions and transport unions to go up against the building trades and their powerful message and equally powerful determination to win … that was a bit of a cultural shift in the labor movement,” he said, referencing the fights against the Keystone XL and Dakota Access pipelines. “That suggests that it’s going to continue.”
Sweeney mentioned, too, that it wasn’t until much later in the fight around Keystone XL that even progressive unions came out against it. “A lot of these unions,” he added, “know a lot more about energy and pollution and climate change than they did before.”
Between Trumka’s DAPL endorsement and the Fraternal Order of Police’s endorsement of Donald Trump for president, this week has shown a stark divide between parts of American labor and today’s social movements. Progressive unions face an uphill battle on many issues, within and outside of organized labor. The question now—on the Dakota Access Pipeline—is whether today’s “Keystone moment” can break new ground in the jobs versus environment debate.
This blog originally appeared at InTheseTimes.org on September, 13, 2016. Reprinted with permission.
Kate Aronoff is a writing fellow at In These Times covering the 2016 election and the politics of climate change. Follow her on Twitter @katearonoff
Wednesday, September 21st, 2016
If you were lamenting that Labor Day’s current day association with leisure has obfuscated the true meaning of the holiday—don’t despair because the working people of Boulder Station Hotel & Casino got together over the Labor Day weekend and after a long battle said, “Union Yes!”
More than 570 Boulder Station workers will now enjoy and exercise their right to come together and make things better at their workplace with the Culinary Workers Union Local 226 and the Bartenders Union Local 165. Boulder Station is the first of Station Casinos’ properties in Nevada to vote yes for unionization.
“It is very simple: We voted for the union because we want to have a union at Boulder Station,” said Rodrigo Solano, a cook at the casino, which opened in 1994. “After all these years of fighting to make our jobs better, it is time for management to listen to us: We want to have fair wages and good health benefits like tens of thousands of other casino workers in Las Vegas.”
At the large casino-hotels owned and operated by Station Casinos in Las Vegas, including the soon-to-be-acquired Palms Casino Resort, workers have been publicly demanding a fair process to exercise their right to choose whether to form a union. Station Casinos responded with a vicious anti-union campaign.Despite the attacks, the working people of Boulder Station came together.
“Our company has enjoyed great success because of the hard work we put in every day to provide great service and hospitality,” said Maria Portillo, a food runner at Boulder Station. “We deserve to have a union contract that gives us job security, fair wages, good health care and a pension so that we can have the opportunity to provide for our families through our hard work.”
In the recent environment of heightened anti-immigrant sentiment spewing from those vying for the highest offices, while also embroiled in concurrent battles with unions of working people, it’s great to see workers stand up and join forces with the Culinary Workers Union. The Culinary Workers Union is Nevada’s largest immigrant organization with more than 57,000 members—a diverse membership that represents just over 50% Latino workers, as well as a membership of about 50% women. Members—who work as guest room attendants, bartenders, cocktail and food servers, porters, bellmen, cooks and kitchen workers—come from 167 countries and speak more than 40 different languages.
“We know about the Culinary Workers Union and Bartenders Union, and the union standard that workers have fought to have for more than 80 years, and we made our decision based on those facts,” said Jeri Allert, a cocktail server at Boulder Station. “I look forward to negotiating a good union contract that protects my co-workers and our families.”
The hardest fought battles can yield the sweetest victories—a bolder #UnionYes and the power of a union to keep fighting for what you deserve.
This blog originally appeared in aflcio.org on September 16, 2016. Reprinted with permission.
Sonia Huq is the Organizing Field Communications Assistant at the AFL-CIO. She grew up in a Bangladeshi-American family in Boca Raton, Florida where she first learned a model of service based on serving a connected immigrant cultural community. After graduating from the University of Florida, Sonia served in the AmeriCorps National Civilian Community Corps and later worked for Manavi, the first South Asian women’s rights organization in the United States. She then earned her Master’s in Public Policy from the George Washington University and was awarded a Women’s Policy Inc. fellowship for women in public policy to work as a legislative fellow in the office of Representative Debbie Wasserman (FL-23). Sonia is passionate about working towards a more just society and hopes to highlight social justice issues and movements through her writing.
Monday, September 12th, 2016
December 5 fell on a Friday in 2014; in New York City, the air was crisp. At Columbia University, about 200 graduate student-workers pulled on hats and scarves to gather on the imposing steps of Low Library, which houses the university president’s office. While most stood in a block formation, holding signs declaring their department names, a small delegation went inside to deliver a letter to the president. It asked that he voluntarily recognize their union, the Graduate Workers of Columbia (GWC-UAW Local 2110), which a majority of graduate employees supported.
When the administration declined to reply, GWC and the United Auto Workers (UAW), with which it is affiliated, petitioned the National Labor Relations Board (NLRB) to certify their union. A complicated legal process ensued.
For more than a decade, the NLRB considered graduate employees to be students, not workers. As such, they did not have the same legal rights of most employees, including the right to organize. All that changed two weeks ago when the NLRB decision on the Columbia case finally came back, siding with the student-workers and their right to collective bargaining.
“Obviously, it’s a huge push for us and it’s caused a lot of excitement and enthusiasm,” says Ian Bradley-Perrin, a PhD student in sociomedical sciences and history, who has worked as both a teaching and research assistant.
After months of approaching people with hypotheticals, he says that he and his fellow organizers can now speak in concrete terms: “We’re going to have an election. We are now recognized as workers. So it’s just been talking to people about what a union actually means, how the union is organized democratically, how people’s interests will be represented in the union.”
Graduate teaching and research assistants at a handful of private universities have been working towards unionization for years. Their administrations have largely been able to ignore their actions, citing the NLRB’s designation of them as students. Now, however, their efforts can finally move forward. They have the legal right to hold union elections and then negotiate contracts, providing them a collective voice in the terms of their employment. Already, the NLRB’s ruling is invigorating existing campaigns and inspiring new ones.
Graduate employees at many public universities have long enjoyed the right to unionize, but their peers at private universities have faced a long, serpentine route to achieve that same right. (Rebecca Nathanson)
Path to recognition
Graduate employees at many public universities have long enjoyed the right to unionize, but their peers at private universities have faced a long, serpentine route to achieve that same right. In 2001, graduate employees at New York University (NYU) became the country’s first to form a union and negotiate a contract at a private university, providing teaching assistants with wage increases and improved working conditions.
Three years later, graduate employees at Brown University attempted to do the same, but the NLRB, which had then shifted to a Republican majority, ruled that graduate employees were primarily students, not workers. In 2005, the NYU union’s contract expired and, using the 2004 Brown decision as precedent, the administration refused to negotiate a new one.
NYU’s administration kept firm to that stance until fall 2013, when it offered to voluntarily recognize the union. More than 98 percent of graduate employees voted in favor of the union, making it, once again, the only graduate employee union at a private university.
Organizers across the country were anxious to follow in their footsteps. Last month’s NLRB ruling gives them a shot in the arm.
At Harvard University, graduate student organizer Abigail Weil is particularly excited by the expansive way in which the NLRB defined a graduate employee in its ruling: “It’s broader and more inclusive than even we had hoped for. That’s just that many more people that we can talk to and fold into the bargaining unit as we create it.”
In its decision, the NLRB writes, “It is appropriate to extend statutory coverage to students working for universities covered by the (National Labor Relations) Act unless there are strong reasons not to do so.” It continues, “We will apply that standard to student assistants, including assistants engaged in research funded by external grants.” Not only does this include research assistants in addition to teaching assistants, but, Weil posits, it could also be interpreted as including working Masters students—and possibly even working undergraduates.
According to Weil, the Harvard Graduate Students Union (HGSU-UAW) plans to file a petition for an election. She can already see a change in campus support.
“We’re thrilled at how many people were following the NLRB story,” she says. “Since that decision has come out, probably two-thirds of the people that we talk to now bring (it) up without us having to bring that up or explain it.”
Organizers at The New School, in New York City, are experiencing a similar phenomenon.
Like at Columbia, graduate employees at The New School asked their administration to voluntarily recognize their union. When that didn’t work, they too petitioned the NLRB for certification, only to hit the wall created a decade earlier by the Brown decision.
“We had our first meeting of the year on Monday and we had probably three times as many people show up,” says Eli Nadeau, a Masters student in the politics department at The New School. “We’re planning for an election because Columbia’s ruling covers us.”
Graduate workers at Cornell University took a slightly different approach to winning collective bargaining rights. While biding their time until the NLRB ruled on the Columbia case, they negotiated and signed a code of conduct with their administration in May. The document outlines the mechanisms by which a union election would take place and the behavior expected of both sides.
“Our next steps are really just working on the union. We are building outreach and finding out what our members’ concerns are,” explains Ben Norton, a PhD student in the music department and the communications and outreach chair of Cornell Graduate Students United, the university’s graduate employee union affiliated with the American Federation of Teachers and the National Education Association.
“We wasted no time”
Campaigns on numerous campuses have been galvanized by the Columbia decision, but graduate employees at Yale University took perhaps the swiftest action in its wake. Less than a week after the ruling, they filed a petition to hold an election to certify their union with the NLRB.
“We wasted no time. It was really exciting for the path to victory to open up and for us to really take advantage of it,” says Aaron Greenberg, a PhD student in the political science department and chair of Local 33-UNITE HERE, which represents Yale’s graduate teaching and research assistants.
In filing their petition, UNITE HERE and organizers at Yale are creating yet another variation on a graduate employee union. Rather than file as an entire unit of employees across the university, they did so department-by-department, starting with 10 departments.
“We really want a process that reflects how our work is organized. How much you get paid, what kind of work you do, what kind of hours you do really depend on the department,” explains Greenberg. Plus, he adds, “We’re hoping that by filing each department separately and starting with departments where the desire to unionize is overwhelmingly clear, we can avoid wasteful legal gamesmanship, unnecessary delays, and that the university will respect the democratic will of the members of these departments, who have made clear, time and time again, that they want a union.”
One of the next steps for graduate employees at many of the private universities hoping to take advantage of the recent NLRB decision will be working out the exact parameters of the bargaining unit: who it covers and who it excludes is not yet completely clear. But in the meantime, they will, for the first time in more than a decade, be able to move closer towards unionization without legal barriers—barriers which, organizers believe, were knocked down by the force of the organizing that took place in those intervening years.
“Labor law follows organizing, not the other way around,” says Weil. “We have been organizing to the full extent of our abilities, not the full extent of our legal rights. We’re happy to have those rights restored.”
This article was originally posted at InTheseTimes.com on September 9, 2016. Reprinted with permission.
Rebecca Nathanson is a freelance writer in New York City. She has written for Al Jazeera America, n+1, The Nation, NewYorker.com,The Progressive, RollingStone.com, and more.
Wednesday, August 24th, 2016
According to the George W. Bush-era National Labor Relations Board, graduate students at private universities didn’t count as employees of those universities, no matter how much employment-type work they did. That means those students couldn’t unionize. Now, the NLRB has reversed that, saying graduate students can unionize:
First, the board rejected argument that graduate students cannot be employees because their relationship to their employer remains “primarily educational.” This interpretation, the board wrote, cannot actually be found in the “statutory text” of federal labor law, and cannot be derived from its “fundamental policy.” Instead, the board asked whether colleges and students had a “common-law employment relationship,” with the school exerting control over its student employees and compensating them for their labor. Because such a relationship obviously exists, students may be considered “employees” of the universities for which they work.
As for the earlier ruling’s other concerns, the NLRB noted that almost all of them are “purely theoretical.” There is no empirical evidence that collective bargaining would somehow destroy the relationship between working graduate students and their employers by disrupting “traditional goals of higher education.” There is no proof that collective bargaining might restrict freedom of expression in the university setting. Indeed, graduate students at public
universities have been unionizing for years without imperiling their school’s academic mission. And recent research
has found “no support” for the assertion that graduate student unionization “would harm the faculty-student relationship” or “would diminish academic freedom.”
Students are now free to organize to change situations like this:
In the most recent academic year, Laura Hung, a doctoral candidate in anthropology at American University, earned $19,200 as a teaching and research assistant. The money was barely enough to cover her $1,000 rent and certainly not enough to pay for the health insurance offered by the university, she said. Hung is on Medicaid and said she is just $200 a year shy of qualifying for Temporary Assistance for Needy Families, a form of welfare.
“Being a teaching and research assistant is important; it’s given me valuable classroom experience. What we do has an educational benefit, but the fact of the matter is we’re not paid fair wages,” said Hung, 31, who is finishing up her dissertation. “We work well over the hours we’re supposed to and as a result wind up being paid minimum wage or less. That’s not enough to live in D.C. Trying to make ends meet every month is virtually impossible.”
Organizing is easier said than done, of course, with some universities having shown themselves as willing to fight unionization as any major corporation. But at least now the government won’t throw up an added barrier.
This article originally appeared at DailyKOS.com on August 23, 2016. Reprinted with permission.
Laura Clawson is a Daily Kos contributing editor since December 2006. Labor editor since 2011.
Wednesday, August 17th, 2016
This article was first posted at Labor Notes.
They didn’t end three-tier in a single blow. But in a new contract covering 200,000 members, the American Postal Workers Union made serious headway and fended off most concessionary demands, including the Postal Service’s effort to create yet another tier.
The union entered bargaining with little obvious leverage. It was up against a management that’s been openly collaborating with postal unions’ Congressional foes to push a frenzy of cuts—slashing delivery standards, shutting down mail plants,privatizing work, and selling off post offices to real estate sharks.
Postal workers can’t legally strike. If the union and management don’t reach a deal, an arbitrator writes the contract—which is what finally happened. Arbitrator Stephen Goldberg announced the results July 8.
He stopped short of eliminating the three-tier system, as the union had proposed. But the new contract shrinks the number of bottom-tier workers and improves their situation, while defending the traditional raises and no-layoff protection for the two upper tiers.
New York City mail processing clerk Carl Ross was riding the train to work when he read the results on his cell phone. “I think I screamed out loud,” he said. “It’s gone a long way towards making Postal Support Employees feel like they’re part of the U.S. Postal Service.”
The Postal underclass
Postal Support Employees (PSEs) are the worst-off members of the APWU, stuck in an indefinite temporary status. Since the last contract in 2010, all new hires have landed in this limbo.
They do the same jobs right alongside traditional career employees, but receive lower wages and minimal benefits. And their temporary status means PSEs always have to fear for their jobs—so management can squeeze more work and “flexibility” out of them. “You go wherever the management wind takes you,” Ross said.
He’s one of many union members who traveled to Washington, D.C., to testify to the arbitrator about working conditions. Six-day weeks and forced overtime every night are routine for PSEs in his facility, he said. Workweeks range from 50 to 70 hours.
“I come to work to provide a better life for my family,” Ross said, “not to forsake my family for the job.”
The old contract laid out a process to convert PSEs who were working full-time hours into career positions eventually, based on seniority. But management always dragged its heels, said Ross, a steward. It pushed each grievance to national arbitration, stalling results for months or more.
So the number of PSEs has hovered near the contractual limits—till now, up to 10 percent of all workers in motor vehicles and maintenance, and 20 percent of clerks. In negotiations, the Postal Service sought to add even more.
Instead, the new contract mandates that thousands will be converted to career positions by September 3. In the maintenance and motor vehicle crafts, with the conversion of all 3,500 PSEs, the category will vanish entirely. New hires in those crafts will go right into career status.
Not so in the union’s biggest craft, clerks, which includes workers at post office retail windows as well as those who process the mail in sorting plants. A thousand of the longest-serving clerks will be converted, leaving 27,000 PSEs.
These remaining temps will get a cumulative raise of 7 percent plus 50 cents an hour during the three-year agreement, plus access to Postal Service health benefits, six paid holidays (they had zero; career employees get 10), and for retail clerks, a uniform allowance.
The new holiday pay hit home for Ross. Last Christmas he was made to work a 12-hour shift, without it.
Other contract highlights include a one-year moratorium on further outsourcing of postal retail work (Staples, the target of a union boycott over its grab of APWU work, isn’t affected), a hold on plant closings at least through April 2017, and a bar on further subcontracting of motor vehicle work.
On the minus side, employees’ share of health insurance premiums will go up—the one major concession management got.
How they did it
What worked? One factor was a change in attitude at union headquarters. The last contract was settled without arbitration, when the previous officers agreed to the three-tier system.
Angry at the giveaways in that deal, members unseated their top officers in 2013, voting in a slate of activists who pledged to “stop the bleeding” by involving members and resisting concessions.
This time the Postal Workers held out against management’s demands through a year and a half of bargaining, mediation, and arbitration. “We could have settled for a new contract last year,” President Mark Dimondstein wrote in a message to members. “But it would not have been an agreement acceptable or fair to you, the member.”
On the job, workers built pressure by wearing union shirts and buttons every Thursday with the message “Good Postal Service! Good Jobs! Good Contract!” To bosses, even a simple disruption of routine can be unnerving. Managers in San Francisco soon showed their ruffled feathers—they distributed official T-shirts and told workers to wear those on Thursdays instead. Some workers refused; others gamely put on management’s shirts, but decked them out with union buttons and stickers.
As the contract expiration neared last year, the union organized a day of action, holding “I Stand with Postal Workers” rallies in 130 locations around the country. Members handed out leaflets, talked with customers about the union’s plan to defend and expand postal services, and gathered hundreds of thousands of signatures on support postcards mailed to the Postmaster General.
Once arbitration began, the union brought dozens of workers to D.C. to testify about their on-the-job concerns. Goldberg wrote that especially “the impassioned testimony of the PSEs” moved him to reject the Postal Service’s push to expand the temp category any further.
“For the first time, I felt included in my own future at the Postal Service,” Ross said. “That I had some contribution to making a better life for thousands of employees across the country—it’s actually quite humbling.”
A house divided
A half-million postal workers make up the nation’s biggest unionized workforce, split among four unions.
The biggest are the APWU and the Letter Carriers (NALC), whose members deliver letters and packages door to door in cities. Smaller unions represent Rural Carriers and Mail Handlers, the latter a division of the Laborers union.
After the APWU agreed to three tiers in its 2010 contract, the Postal Service went after the other three unions for the same concessions. The Letter Carriers and Mail Handlers fought it to arbitration. In the end arbitrators imposed tiers, although both unions got better deals for their middle tiers than the APWU did—lower starting pay than first-tier workers, but the same top pay.
And all the unions ended up funneling their new hires into third-tier perma-temp categories, similar to PSEs: City Carrier Assistant, Mail Handler Assistant, and Rural Carrier Associate.
The APWU contract results are sure to loom large in the bargaining now underway for the Letter Carriers and Mail Handlers. The Rural Carriers have already settled their contract, agreeing to continue the tiered system—a fact that arbitrator Goldberg cited in his decision to impose the same on the APWU.
The relationship among the four unions had been testy since the ’90s. Leaders officially buried the hatchet in 2014 with the proclamation of a Postal Union Alliance.
The division “allows management to play one union against the other,” Dimondstein wrote. “We would be much stronger in future negotiations if all postal workers were united in one big postal union.”
A factor Goldberg weighed heavily was the poor standards at the Postal Service’s most obvious competitors. The law instructs arbitrators that postal workers’ pay and benefits should be comparable to the private sector.
In its successful case to preserve the PSE tier for clerks, management leaned on evidence that at UPS and FedEx, retail and mail processing workers earn even lower wages.
It’s no wonder that FedEx workers and retail workers at UPS are low-paid, since they’re nonunion. But it’s a scandal that the part-time union members who sort packages for UPS, a wildly profitable shipper, make so little per hour that they’re driving down standards in the public postal service. UPS new-hire sorters and loaders make $10 an hour and are guaranteed only three and a half hours of work a day.
For that, we can thank another union administration that’s gone along with tiers—the Teamsters. Members angry over contract givebacks there are running a reform slate for the union’s top offices this fall. A major theme in their campaign is the demand to end “part-time poverty” at UPS.
The APWU and UPS-Teamsters contracts will both expire in 2018. If reformers were at the helm in both unions, could we hope for a coordinated campaign to fight tiered pay in the entire package delivery industry?
This article originally appeared at Labor Notes, and Inthesetimes.com on August 15, 2016. reprinted with permission.
Alexandra Bradbury is a staff writer with Labor Notes.
Tuesday, August 16th, 2016
Oh, those overpaid teachers:
- Average weekly wages (inflation adjusted) of public-sector teachers decreased $30 per week from 1996 to 2015, from $1,122 to $1,092 (in 2015 dollars). In contrast, weekly wages of all college graduates rose from $1,292 to $1,416 over this period.
- For all public-sector teachers, the relative wage gap (regression adjusted for education, experience, and other factors) has grown substantially since the mid-1990s: It was ?1.8 percent in 1994 and grew to a record ?17.0 percent in 2015.
Pay is just one symptom of a broader problem in how teachers are valued, though. Increasingly—promoted by standardized testing-driven education and the corporate education policy movement—teachers aren’t respected as professionals, as experts on what goes on in their classrooms. That shows up in pay levels but it also shows up in anti-teacher rhetoric and in curricula that force them to paint by numbers rather than exercising independent judgment.
- Richard Trumka has done a wide-ranging interview with Bloomberg’s Josh Eidelson. There’s lots there, including this on how to see union density rise again:
We went from being totally embedded in the community to being isolated and hunkering down and trying to hold on to what we had. Now we’re back, embedded in the community. And when we’re embedded in the community, unionism starts to flourish and grow, and you can’t be assailed, because you can’t assail the entire community and still survive. Scott Walker, who gives Wisconsin’s surplus away to corporations, now has a deficit and says, “See these workers? It’s their fault.” He won’t be able to get away with that, because we’re so ingrained in the community.
Pablo worked in the fields of Virginia for 18 years. Then in 2009, he was sent to work in North Carolina, an experience he will never forget. “The grower was violent,” he recalls, “he screamed at us, and everyone was afraid of him.” It was common knowledge that the grower kept a gun in his truck, and while he never openly threatened anyone with it, the message was clear: do your work and don’t complain.
This article originally appeared at DailyKOS.com on August 13, 2016. Reprinted with permission.
Laura Clawson is a Daily Kos contributing editor since December 2006. Labor editor since 2011. Laura at Daily Kos
Monday, August 15th, 2016
The start to this weekend’s Fight for $15 convention didn’t go as planned.
As roughly 10,000 conference goers gathered in Richmond, Va., to talk about unions and low-wage work, organizers behind the nationwide campaign demanded a union of their own.
On Friday, Jodi Lynn Fennell, a child care worker organizer from Las Vegas, attempted to deliver a letter from a Fight for $15 organizers asking the Service Employees International Union (SEIU) to acknowledge it was their employer and to give them the right to organize.
A small group of supporters accompanied Fennell as she approached the stage where SEIU President Mary Kay Henry was scheduled to deliver the keynote address. But security guards stopped them from delivering the letter and escorted them away from the stage. Later, according to the Union of Union Representatives (UUR), a supervisor told Fennell and four other organizers they had to fly back to Las Vegas early Saturday morning, at their own expense.
Roughly 75 SEIU organizers and other field staff outside of the union’s national headquarters belong to the UUR. But Fennell and UUR Vice President Nicholas Calderon say that SEIU has told the roughly 100 other Fight for $15 field organizers who might be eligible to join the staff union that it doesn’t employ them.
At first, Calderon says, SEIU maintained their employer was the payroll processing firm that handles their paychecks. Now, he says, the international insists they’re employed by the individual organizing committees that direct each city’s Fight for $15 campaign.
According to Calderon, nearly 99 percent of funding for Fight for $15 organizers, as well as vehicles and supplies, comes from SEIU.
SEIU did not respond by deadline to In These Times’ request for comment.
“As we have said from the beginning, we are strong believers in the Fight for $15 campaign organizers and workers planned yesterday’s action to try to minimize disruption while still having visibility,” Conor Hanlon, UUR president, wrote in a statement to In These Times on Saturday. “We have no interest in stopping the crucial work going on there but do think it important that workers and community allies are aware of how SEIU is treating the Fight for $15.”
“We are disappointed that SEIU chose to escalate and create divisions between workers and organizers rather than act on our shared principles and beliefs about the fair treatment workers deserve,” he continued. “Nonetheless, the Fight for $15 workers will not be silenced and UUR will continue to fight with them until they are recognized as SEIU employees and getting the treatment they deserve.”
Fight for $15 organizers have a long list of grievances against SEIU. They are worried about the instability of their jobs and a tendency of the union to ramp up staff for one campaign, then shift only some of the staff to the next project. Others argue that because of the long hours, their relatively modest salaries do not amount to $15 an hour by the time their pay is divided by work hours, often much more than 40 hours a week.
But the biggest grievance organizers express is that SEIU pays them to advocate for the right of every worker to join a union but denies that same right to its own organizers. Ultimately, some workers say, SEIU’s position may undermine public support and open up lines for employer attacks.
Hypocrisy scars an organization, says Fennell, and could weaken the union in its important fight.
“We don’t have the right to join a union that we’re fighting for other workers to have,” she told In These Times. “When we’re fighting for everyone to have $15 an hour, we should have it ourselves.”
The initial organizing of Fight for $15 focused on fast-food workers in New York but quickly spread to other occupations and across the country. It includes workers in child care and elder care, early childhood education, university research and teaching, manufacturing, fashion and other building services, many of whom may move frequently from low-wage job to low-wage job over their lives.
The campaign, almost entirely funded by SEIU, can claim credit for raising pay for about 17 million of the roughly 64 million workers less than $15 an hour, with 10 million on the path to $15.
Its progress has come mainly from winning stronger state and local laws—not from any dramatic uptick in low-wage workers forming unions. That is true even in the low-wage industries that, unlike fast food, were already often organized to varying degrees by SEIU and others.
Although the strategy for establishing unions is unclear, Fight for $15 appears committed to expanding the range of workers that SEIU is able to mobilize for direct action. Tactics include strikes at fast food outlets and legislative campaigns for higher minimum wages, whether across the board or piecemeal.
For the past couple of years, the campaign’s emphasis on politics has increased, as illustrated by the choice of Richmond, Virginia, for this weekend’s meeting—billed as the organization’s first convention.
The decision to meet in the capital of the Confederacy also reflected an intensification of efforts to link the problems of America’s low-wage economy to continued structural racism with its roots in slavery. Fight for $15 must fight for both racial and economic injustice, SEIU president Mary Kay Henry told the opening session of the meeting.
“You can’t have one without the other,” she said.
Likewise, you can’t advocate effectively for unions, some Fight for 15 organizers say, without having the right to join one yourself.
It is true that over the labor movement’s long history, many unions have fought with their staff over whether staff could or should organize.
But a movement like the Fight for $15, which is founded on the right of every worker to join a union, is more likely to win broad support if it follows the old adage: Practice what you preach.
At a time when the labor movement is especially vulnerable, unions need to avoid any grounds that could cost them public support—especially in a campaign as promising and crucial as the Fight for $15.