Posts Tagged ‘AFL-CIO’
Monday, July 22nd, 2013
More than four in 10 private-sector workers and 80% of low-wage workers do not have paid sick days. This means people, especially women who are more likely to work in low-wage jobs, constantly have to choose between their health and a paycheck.
A post in Jezebel, brought to you by the AFL-CIO, explains why the lack of paid sick days causes a ripple effect on our health and communities:
In fact, more than 80% of low-wage workers don’t receive a single paid sick day all year. This contributes to the creation of a sickness loop: contagious kids go to school because mom can’t stay home with them; expensive emergency room trips are made that could’ve been prevented; employees show up to work and spread viruses to their customers and co-workers.
When young women can’t stay home to get their sleep and soup on, they venture out into the world where they touch handrails with contaminated hands and sneeze on things. This is the sick, sad world Daria warned us about.
The National Partnership for Women & Families reports that adults without paid sick days are 1.5 times more likely to come to work sick with a contagious illness like the flu:
For example, more than three in four food service and hotel workers (78%) don’t have a single paid sick day—and workers in child care centers and nursing homes overwhelmingly lack paid sick days. This threat to public health is clear.
Last week, House Democrats released a women’s economic policy agenda that including expanding paid sick and family leave.
Originally posted on AFL-CIO NOW on July 22, 2013. Reprinted with permission
About the Author: Jackie Tortora is the blog editor and social media manager at the AFL-CIO.
Thursday, July 18th, 2013
For workers in America, it can be hard to know where to turn when a boss pays you late or not at all, doesn’t provide benefits, or just yells at you for no good reason.
That’s why a Working America, a “community affiliate” of the AFL-CIO that focuses specifically on nonunion workers, launched a website last month that makes it easy to get that kind of information. FixMyJob.com is a bit like WebMD, but instead of typing in your aches and pains, you tell it about problems at your workplace. Launched on June 5, the site has already garnered 5,000 visitors, according to Working America organizer Chris Stergalas.
After choosing from a comprehensive list of workplaces and problems, visitors to FixMyJob.com get a set of resources and options for taking action. While unionization is a part of the solution for many problems, the site also informs workers about labor laws and instructs them on how to advance proposals to defend their rights. The site is a part of Working America’s expanded new campaign to organize people in their communities in all 50 states, says Executive Director Karen Nussbaum.
In both online and offline campaigns, Nussbaum said, the aim of Working America is to reach beyond the workplace and rally support at the local level for a pro-labor agenda. Working America’s list of priorities includes living wage laws, expanded health care, adequately funded public schools, and the protection of voting rights.
Before the launch of Working America, Nussbaum had served as founder and director of 9to5, National Association of Working Women; as director of the Women’s Bureau of the U.S. Department of Labor; and as an advisor to former AFL-CIO president John Sweeney. I recently spoke with her about her vision for Working America, about FixMyJob.com, and about what the 50-state expansion means for the prospects of union revival.
Working America was founded in 2003 partly as an answer to the question of how to mobilize people who are not union members but would benefit from activism by and for working people. Nussbaum said that, from the beginning, her staff “concentrated on talking to workers in their communities.” Scoring success in mobilizing blue-collar voters for electoral campaigns, the organization created a foundation of members, and it is increasingly attempting to mobilize them around broader issues like working conditions, paid sick leave, and the right to join unions.
She added that the ultimate goal of Working America is “finding the connections with collective bargaining.” But she’s experimenting with different ways of organizing that might lead there. “It’s about taking whatever path opens on the way.”
In past years, Working America focused on battleground states during elections. But regional and statewide labor federations have pushed the organization to expand to all 50 states over the next five years. At first, Nussbaum said, that goal seemed “preposterous,” but she has come to embrace it. Ultimately, she said, she appreciated the strategic value of supporting local labor structures as they connect with community allies and work on issues that go beyond a single workplace.
One reason why the 50-state strategy is necessary is the national proliferation of so-called “right-to-work” laws and attacks on voting rights, two issues that Working America has taken up in Pittsburgh, Penn..
Nussbaum describes the approach taken by activists leading the Pittsburgh campaign:
These are a group of mostly white people in their 40s and 50s. They decided that voter protection actually was the key issue for them. Their group set a goal of reaching a million people in the Pittsburgh area on the issue. Part of that million was going to be reached by doing letters to the editor and circulation of the newspaper and so on. It also included things like a guy who said, “I go to my hardware store every weekend and everybody there knows me, so I will set up a table at the hardware store every weekend,” which is what he did. Another woman said that she dropped her father off at adult daycare every day, and so she would talk to the workers and other people at the adult daycare center.
This type of organizing taps into the existing frustrations that people have—in the Pittsburgh case obstacles to voting—and showing them how they can make a difference. “It’s everybody recognizing their own networks,” Nussbaum said. “I think that’s the key to organizing, isn’t it?”
She explained that Working America encourages people to see themselves as leaders within their own social circles, and, as it did in the case of the man in the hardware store, this recognition makes it easier to take action.
Nussbaum sees FixMyJob.com as a complement to these offline campaigns and as a means for introducing people to the labor movement. “Some people who use these tools will get turned on and they will become activists for life,” she said. “Some will fail, but it will help create a new environment that I think supports what we’re already beginning to see bubble up.”
This article was originally posted on Yes! Magazine on July 8th, 2013. Reprinted with permission.
About the Author: Amy B. Dean is a fellow of The Century Foundation and principal of ABD Ventures, an organizational development consulting firm that works to develop new and innovative organizing strategies for social change organizations. Dean has worked for nearly two decades at the cross section of labor and community based organizations linking policy and research with action and advocacy
Tuesday, July 16th, 2013
A radical decision by Republican-appointed federal judges threatens to destabilize the National Labor Relations Board (NLRB) if the Board loses a quorum in August. The D.C. Circuit Court of Appeals ruled that two recess appointments made by President Barack Obama in January 2012 were invalid and now NLRB decisions made while those appointees served on the Board are being challenged based on the D.C. Circuit opinion and placed on hold pending resolution of this issue by the U.S. Supreme Court. This puts many workers across the country in dangerous and unfair situations that hurt them and their families. The Senate could go a long way towards fixing the problem by confirming five nominations the president has made to the Board, but Republicans continue to obstruct the process in an effort to disable the NLRB and prevent it from protecting the rights of American workers. Some, like Lindsey Graham (R-SC), have taken the extreme position that the NLRB should be “inoperable” and have vowed to block all nominations to the Board.
Here are ten examples—real stories from workers whose jobs and lives are negatively impacted by Republican obstruction—of why we need a functioning NLRB:
1. Dexter Wray, Alaska: Dexter worked as a maintenance engineer at a Sheraton in Anchorage. His manager pressured him and several of his co-workers to decertify their union and told them to lie to the NLRB. When they told the truth, Dexter and two of his co-workers were fired. The NLRB ruled that the firings and coercion were illegal, but the hotel has refused to rehire them. Dexter didn’t work for six months and incurred a large medical debt when he lost his health insurance.
2. Michelle Baricko, Connecticut: Michelle is a certified nursing assistant at West River Health Care. She and her co-workers were locked out for months during contract negotiations. The hospital’s owner, HealthBridge/CareOne, declared that negotiations were permanently stalled and implemented its own contract, which the employees did not agree to. The NLRB obtained a court injunction for the company to stop its unfair labor practices, but HealthBridge declared bankruptcy and was able to escape its obligations to the employees. The Board and the employees’ union have appealed the decision. Michelle was forced to sell her home and still struggles to provide for her three sons.
3. Kathleen Von Eitzen, Michigan: Kathleen is a baker at Panera Bread who organized 17 of her coworkers to form a union. The company fought back, firing one employee and cutting Kathleen’s pay, giving her a negative evaluation because of her organizing. The NLRB found that Panera violated the workers’ rights and ordered the company to pay back and compensate employees for cutting their hours. Panera appealed and the case is now stalled in federal court. Kathleen’s husband has had two heart attacks and can’t work full time. They can’t afford insurance because of her low pay and their home is now in foreclosure.
4. Susana Salgado Martinez, Nebraska: Susana was fired from Greater Omaha Packing Co., a meat packing plant, after she and fellow employees were accused of planning a strike. She and her co-workers complained that the production line was moving too fast for several new, inexperienced workers to keep up with and that they were not being paid adequately. A judge found that Susana and her co-workers were illegally fired and ordered that they be reinstated with back pay. The case is pending before the NLRB. Over the last year, she has been unable to find steady work and her family had to file for bankruptcy.
5. Juan Lopez, New Mexico: Juan worked as a janitor for Merchant Building Maintenance. He and several of his fellow employees complained about sexual harassment, disrespectful treatment by a supervisor and the failure to receive a promised pay raise. The company temporarily lost the contract that Juan was working on in the Santa Fe Public School District. When the company was rehired by the school district, Merchant refused to rehire the workers who complained. The NLRB found that failure to rehire those employees was illegal and that they should be reinstated and given back pay. The company has refused to comply with the ruling. Juan has been unable to find steady work since then and has had to skip paying some of his bills.
6. Clarence Adams, New York: Clarence is a Marine and Iraqi veteran who was fired by Cablevision for asking to meet with management, under the company’s “open-door” policy, to discuss stalled contract negotiations. Two regional offices of the NLRB issued complaints against the company for illegally firing workers and for failing to bargain in good faith. The company has filed suit in the U.S. Court of Appeals to prevent the complaints from being enforced. Meanwhile, Clarence is struggling to provide for his family.
7. Jack Conway, Ohio: Jack and 15 other workers at aluminum products company KLB Industries were locked out during union negotiations. Five years later, KLB has refused to reinstate the workers or give them back pay as the NLRB and U.S. Court of Appeals have ordered. Conway hasn’t found regular work since the lockout and has exhausted unemployment insurance. He barely survives on the $200 a week that the United Auto Workers (UAW) provides to him and the other locked-out workers.
8. Anonymous, Virginia: An employee at BaySys Technologies posted a comment on Facebook about not receiving paychecks on time. The company fired him or her and threatened to sue the employee for violating a non-disclosure agreement. The NLRB ruled the firing was illegal and ordered the company to reinstate him or her with back pay. An appeals court enforced the order, which couldn’t have happened without a functioning NLRB.
9. Richard Salinas, Washington: After Richard and his fellow employees at Oak Harbor Freight Lines went on strike in 2008, the company stopped paying into the workers’ pension and health care trust funds. The NLRB found this to be an illegal action and ordered the company to reimburse the funds for the missed payment and make up for personal losses the employees incurred when their health coverage lapsed. The Court of Appeals has delayed enforcing the decision because of the uncertainty about the NLRB. Richard said he’s close enough to retirement that the missed payments won’t affect him much, but he’s worried about how the loss will affect his younger co-workers.
10. Dave Preast, West Virginia: Dave was a miner at the Cannelton mine in Smithers, W.Va., when the mine was purchased by a new company. The new owner refused to give him a job because of his union membership. The NLRB has ruled twice that the refusal was illegal, but Dave and 84 other miners have not been rehired or given the back pay they deserve. Dave has a 16-year-old son who has needed several surgeries for a life-threatening heart condition. Luckily, he was able to cover the surgeries through the state’s CHIP program and Medicaid, otherwise the costs could have bankrupted the family. As of now, Dave is doing odd jobs to make ends meet, but without reinstatement he’ll be forced to live on $500 a month when he retires.
There are many more stories of workers whose lives and livelihoods are in crisis because of this NLRB fight.
This blog originally appeared in AFL-CIO NOW on July 11, 2013. Reprinted with permission.
About the Author: Kenneth Quinnell is a long-time blogger, campaign staffer and political activist whose writings have appeared on AFL-CIO, Daily Kos, Alternet, the Guardian Online, Media Matters for America, Think Progress, Campaign for America’s Future and elsewhere.
Thursday, May 23rd, 2013
The fight over President Obama’s five nominees to the National Labor Relations Board (NLRB) is headed to the U.S. Senate floor after the Health, Education, Labor and Pension Committee voted today to send the five to the full Senate. Now the question is, will Senate Republicans filibuster?
The nominees—three Democrats and two Republicans—must be confirmed before August, when the term of one of the current NLRB members ends and the board will be without a quorum and unable to function.
In a recent column in The Hill, AFL-CIO President Richard Trumka wrote:
Extremist congressional Republicans and corporate lobbyists…want to weaken its power to protect workers who choose to organize and form unions on the job….South Carolina Republican Sen. Lindsey Graham, a key leader of the charge, said, ‘I will continue to block all nominations to the NLRB….The NLRB as inoperable could be considered progress.’
The five are current board members, Chairman Mark Pearce and members Sharon Block and Richard Griffin—and attorneys Philip Miscimarra and Harry Johnson, who represent management in labor-management relations.
The effort to block the nominations is part of a years-long campaign to cripple the NLRB that includes legislation to de-fund the board, to shut it down, to curtail its work and legal challenges that have stalled justice for many workers.
One of those workers is Illinois pressman Marcus Hedger who was illegally fired in 2010 and who the NLRB ordered reinstated with back pay. But Hedger is caught in the legal limbo generated by a recent court decision in favor of employers and anti-worker groups challenging the authority of the NLRB. He has since lost his home to foreclosure and is working at a job that pays only about one-third of what he previously earned.
This article was originally printed on AFL-CIO on May 22, 2013. Reprinted with permission.
About the Author: Mike Hall is a former West Virginia newspaper reporter, staff writer for the United Mine Workers Journal and managing editor of the Seafarers Log. He came to the AFL-CIO in 1989 and have written for several federation publications, focusing on legislation and politics, especially grassroots mobilization and workplace safety.
Tuesday, March 12th, 2013
A new report from the National Employment Law Project (NELP) shows that the American Legislative Exchange Council (ALEC) is engaged in a widespread campaign to suppress the wages of already low-wage workers. ALEC has created model legislation that is designed to weaken or repeal state minimum wage laws, reduce minimum wages for young workers and tipped workers, weaken overtime compensation rules and stop local governments from passing living wage ordinances.
The report found that since January 2011, 31 state legislatures have introduced 105 bills that attack wage standards at the state or local level. More than half of those bills were directly sponsored or co-sponsored by legislators with ties to ALEC. The report also warns that increased conservative strength in state legislatures means that working families face a stronger threat than they have in recent years.
NELP describes ALEC’s agenda:
The American Legislative Exchange Council—a “forum for state legislators and private sector leaders to discuss and exchange practical, state-level public policy issues”—has been the subject of substantial criticism over the past year for its promotion of controversial voter ID legislation, “Stand Your Ground” laws and measures to roll back environmental protections. In recent years, however, ALEC-affiliated state legislators from across the country have also conducted a parallel effort to weaken wage and workplace standards designed to protect the earnings and economic security of the country’s lowest-paid workers.
Although ALEC is trying to influence state legislatures to suppress wages, working families in 24 states are building momentum across the United States to raise the minimum wage. Read more about efforts to raise the federal minimum wage here.
This article was originally posted on the AFL-CIO on March 6, 2013. Reprinted with Permission.
About the Author: Kenneth Quinnell is a long-time blogger, campaign staffer and political activist whose writings have appeared on AFL-CIO, Daily Kos, Alternet, the Guardian Online, Media Matters for America, Think Progress, Campaign for America’s Future and elsewhere.
Saturday, February 23rd, 2013
Paul Krugman has a pretty straightforward plan to deal with the sequester that’s due to hit March 1. The New York Times columnist and Nobel Prize-winning economist says, “The right policy would be to forget about the whole thing.”
He bases his proposal on what Federal Reserve Vice Chair Janet Yellen said in her keynote address to the Trans-Atlantic Agenda for Shared Prosperity conference at the AFL-CIO headquarters in Washington, D.C., earlier this month. Fiscal austerity, such as the sequester and the latest doomsday alert from the Bowles-Simpson duo, is the enemy of real economic recovery. Writes Krugman:
America doesn’t face a deficit crisis, nor will it face such a crisis anytime soon. Meanwhile, we have a weak economy that is recovering far too slowly from the recession that began in 2007. And, as Janet Yellen, the vice chairwoman of the Federal Reserve, recently emphasized, one main reason for the sluggish recovery is that government spending has been far weaker in this business cycle than in the past. We should be spending more, not less, until we’re close to full employment; the sequester is exactly what the doctor didn’t order.
Read his full column, including his take on Erskine Bowles and Alan Simpson, “the famous fomenters of fiscal fear.”
The arbitrary, across-the-board sequestration cuts in everything from mental health services to public safety kick in next Friday, and House Speaker John Boehner (R-Ohio) and Republican lawmakers say they are willing to toss 750,000 people out of work and cut vital lifeline government services to ring massive concessions in cuts from Social Security, Medicare and Medicaid.
Working families are calling on their elected representatives to protect Social Security, Medicare and Medicaid from benefits cuts, repeal the sequester and make sure corporations and the wealthiest 2% pay their fair share through closing tax loopholes.
This post was originally posted on AFL-CIO on 2/22/2013. Reprinted with Permission.
About the Author: Mike Hall is a former West Virginia newspaper reporter, staff writer for the United Mine Workers Journal and 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.
Wednesday, January 16th, 2013
Showing solidarity with our union brothers and sisters is a great way for us to ring in the New Year, says Jim Key, vice president at large of Steelworkers Local 550 in Paducah, Ky.
Key, also his local’s legislative and political chairman, is asking union members and union supporters nationwide to take a minute to put their John Hancock on a White House cyber-petition against corporations that file for bankruptcy “to circumvent their liabilities for workers’ pensions and post-retirement health care benefits.”
Added Key: “The stark reality is that many unions will likely be facing the same thing in the very near future.”
The future is now, says Chris MacLarion, vice president of USW Local 9477 in Baltimore. One of his members, Eric Schindler, started the petition, using their former employer, RG Steel, as an example of corporate greed run amok.
The petition, addressed to the Obama administration, explains that in March 2011, RG Steel, LLC, entered into a contract with the USW. But in June 2012, the company filed for chapter 11 bankruptcy.
While in bankruptcy proceedings, RG Steel asked to be permitted to pay $20 million in bonuses to 10 “key managers” to help the company “secure a buyer,” the petition also says. “…After the buyer was named these managers were to be paid their salaries and other monies” including funds to purchase health insurance.
“Meanwhile the 2000+ Union workers were laid off and unemployed,” the petition says. “Their medical benefits were stopped September 1 of 2012. Unfortunately the insurance provider was issued an order to stop paying claims two weeks before the end date.” Union members also lost “other monies promised in the contract that was voided.”
The petition urges, “stop companies from rewarding bad behavior. Make them abide by the contract.”
MacLarion says his local represented about 1,850 USW members in RG’s Baltimore mill — the former Sparrow’s Point Bethlehem Steel works — and approximately 150 more in amalgamated units that serviced the factory.
“RG Steel’s demise has left all of them without jobs, while the management group made a grab at $20 million in bonuses,” he said. “While that grab at the money proved futile, as the judge rejected their attempt, they nonetheless were able to secure another set of bonuses and pay under a second motion.”
Added MacLarion: “While this was a much smaller amount it is still appalling that the same people that ran the company into the ground were able to take payments of three-quarters of $1 million. That money would have been better served paying the medical bills that our members were stuck holding the tab for.”
MacLarion says he and the members of his union liken the RG Steel bonus grab to paying the captain of the Titanic a bonus for hitting the iceberg while managing to keep his ship afloat for almost three hours afterwards.
MacLarion says RG’s actions also devastated USW members in the company’s Warren, Ohio, and Wheeling, W.Va., mills. “They were part of the bankruptcy. All in all, I’d say roughly 5,000- plus USW members lost out in the RG Steel bankruptcy.”
Meanwhile, Key has gained the support of the Paducah-based Western Kentucky Area Council, AFL-CIO, which represents AFL-CIO affiliated unions in the Bluegrass State’s 13 westernmost counties. Key is a recently-elected council trustee.
“We all need to sign this petition,” said Jeff Wiggins, council president and president of Steelworkers Local 9447 in nearby Calvert City, Ky. “This is not just a Steelworker issue. This is an issue that affects all union members, retirees and members still working, and our families.
“It’s happening all over the country. You work hard for a company all of your life, retire with dignity and the company ends up trying to cheat you of what should be rightfully yours. It’s greed, pure and simple.”
This article was originally posted by Union Review on January 10, 2013. Reprinted with Permission.
About the Author: Berry Craig
is recording secretary for the Paducah-based Western Kentucky AFL-CIO Area Council
and a professor of history at West Kentucky Community and Technical College, is a former daily newspaper and Associated Press columnist and currently a member of AFT Local 1360.
Friday, January 4th, 2013
Stagehands in West Palm Beach, Fla., will secure regular work and share some $2.2 million in back pay after Theatrical Stage Employees (IATSE) Local 500 and the Raymond F. Kravis Center for the Performing Artsreached agreement on a five-year contract that settles charges in a dispute that began in 2001.
The agreement was reached in late December and approved today by the National Labor Relations Board (NLRB).
The new agreement followed a strike last month that forced the cancellation of four performances of the touring musical “Jersey Boys.” Actors’ Equity (AEA) and other unions representing workers in the touring companyrespected IATSE picket lines. When the Palm Beach Post asked Local 500 business manager Terry McKenzie how the agreement was reached, the paper wrote:
McKenzie deadpanned, ‘Well, a strike had something to do with it.’
In 2000, the theater fired several IATSE members and withdrew recognition of the union after declaring an impasse had been reached in negotiations. In 2001, attorneys for the regional director of the NLRB concluded that Kravis had committed “massive and continuous violations” of federal labor law when it unilaterally withdrew recognition of the union, refused to negotiate, discharged union-represented department heads and other major violations.
Kravis appealed the decision to the Bush–era full NLRB, which took five years before the board ruled that the center violated the law when it ejected the union and fired union workers. But the center appealed to a federal appeals court, which upheld the NLRB ruling.
In 2009, the Kravis Center, under court order, returned to the bargaining table, but in 2011 and 2012 committed further labor law violations, according to charges filed by IATSE.
The new agreement withdraws all pending charges and the NLRB says Kravis also recognizes the union as the bargaining agent for stagehands working on Kravis productions and agrees to obtain workers through the Local 500 hiring hall. The contract also reinstates three department heads whose positions had been eliminated. Said McKenzie in a statement:
The union looks forward to building a positive relationship that contributes to the success of the Kravis Center and gainful employment for the people we represent.
This post was originally posted on AFL-CIO on January 4, 2013. Reprinted with Permission.
About the Author: Mike Hall is a former West Virginia newspaper reporter, staff writer for the United Mine Workers Journal and 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. When his collar was still blue, he carried union cards from the Oil, Chemical and Atomic Workers, American Flint Glass Workers and Teamsters for jobs in a chemical plant, a mining equipment manufacturing plant and a warehouse.
Wednesday, January 2nd, 2013
My Fair Share is a cross-post from Working America’s Dear David workplace advice column. David knows you deserve to be treated fairly on the job and he’s available to answer your questions, whether it is co-workers making off-handed comments that you should retire or you feel like your job’s long hours are causing stress.
What can you do about not being paid a fair wage for the work you do? I make a lot of money for the company I work for feeding a robot up to 4,000 packages per hour. How do I get some of the money I make for the company through high production paid to me?
“We make it, they take it.” If the last 40 years have anything to teach us, it’s that if we leave it up to them, too many bosses don’t feel like they need to share fairly—if they even share at all. Check this out. It used to be that as worker productivity increased, so did a worker’s wages. But sometime in the 1970s that stopped being the case. Today, even as most workers are struggling in a stagnant economy, big banks and corporations are posting record profits. If you’re feeling squeezed, it’s not your fault.
As long as you’re being paid at least the minimum wage, there’s no legal requirement that a wage be “fair.” So who should get to decide what’s “fair”? You already know what can happen when the boss gets to be the decider—so the key is not to leave it only to your boss! And to act collectively.
It starts by you getting together with at least one other person at your workplace who feels the same way you do. Do this first—there are certain legal protections that kick in for you once this has happened. Meet up someplace outside of work, and compare notes. Who else can you talk to who would stand with you? Make a list, get folks together again and ask others what improvements they’d like to see at their workplace. This has been said before, but these are all important first steps. Together you may decide that you are ready to take something up with your boss right away. Or you could decide that you will be more successful negotiating if you first form a union. This process might take some time, and it’s worth it to move cautiously. Whatever you decide—you are stronger acting as a group than if you act alone.
This post was originally posted on AFL-CIO NOW on December 30, 2012. Reprinted with Permission.
About the Author: David at Working America focuses on answering submitted questions about workplace fairness and workplace rights around the country. Working America is headquartered in Washington, D.C. and is the fastest-growing organization for working people in the country. At 3 million strong and growing, Working America uses their strength in numbers to educate each other, mobilize and win real victories to improve working people’s lives.
Thursday, December 6th, 2012
Some 450 office clerical workers—members of the International Longshore and Warehouse Union (ILWU) Local 63—are back on the job this morning in the ports of Los Angeles and Long Beach, Calif., after the ILWU and port employers reached a tentative agreement Tuesday night that will prevent the outsourcing of jobs.
ILWU International President Robert McEllrath said the unity and solidarity of the workers, members, their families and thousands of community supporters played a major role in the workers’ win. When the workers struck Nov. 27, ILWU dockworkers and other port workers refused to cross the picket lines.
“This victory was accomplished because of support from the entire ILWU family of 10,000 members in the harbor community.”
The key elements in the tentative agreement are new protections that will help prevent jobs from being outsourced to Texas, Taiwan and beyond. Union spokesman Craig Merrilees said:
“Really, it was getting control on the outsourcing…ensuring that the jobs are here today, tomorrow and for the future.”
The port workers had been without contract for more than two years and employers were threatening to outsource jobs from the nation’s busiest port complex—some 40 percent of all containerized cargo is handled in the Los Angeles and Long Beach ports.
Details of the agreement that still must be ratified have not been released, but news reports say it is a six-year deal that is retroactive to June 30, 2010.
The workers don’t have ordinary clerk and secretarial jobs. The Los Angeles Times describes them as “logistics experts who process a massive flow of information on the content of ships’ cargo containers and their destinations….They are responsible for booking cargo, filing customs documentation and monitoring and tracking cargo movements.”
This post was originally posted on AFL-CIO NOW on November 6, 2012. Reprinted with Permission.
About the Author: Mike Hall is a a former West Virginia newspaper reporter, staff writer for the United Mine Workers Journal and 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. When his collar was “still blue,” he carried union cards from the Oil, Chemical and Atomic Workers, American Flint Glass Workers and Teamsters for jobs in a chemical plant, a mining equipment manufacturing plant and a warehouse.