Posts Tagged ‘labor’
Tuesday, March 22nd, 2016
President Obama’s long-awaited increase in overtime pay eligibility has taken the next step to being a reality—a reality that would mean five million American workers would get overtime pay if they worked extra hours:
The Department of Labor (DOL) has sent its finalized changes to the rule expanding who is covered by overtime laws to the Office of Management and Budget (OMB), ThinkProgress has learned, one of the final steps before it can take effect.
President Obama announced an executive order in early 2014 to update the labor regulations that require employers to pay time and a half for working more than 40 hours a week. It took a bit more than a year, but in June of 2015 the DOL announced its proposed rule to increase the salary threshold to $50,440, more than doubling it from where it stands now, thus ensuring that anyone who makes that much or less will be covered. It also proposed updating other exemptions to narrow how many people could be denied overtime because they qualify as highly compensated or as an executive or professional worker. […]
But by releasing the final rule now, the DOL avoids the risk that it would get delayed even further by a Congressional “resolution of disapproval,” which would be an option after May 18. Once the rule is approved by OMB, it will likely go back to the DOL to be put into effect.
Affected workers will either get the same pay and more free time, or work the same hours and get more pay. And affected companies will lose a way to exploit their workers.
This blog originally appeared in dailykos.com on March 19, 2016. Reprinted with permission.
Laura Clawson has been a Daily Kos contributing editor since December 2006 and Labor editor since 2011.
Monday, March 21st, 2016
Despite hardline Senate Republican opposition to meeting with, let alone voting on, any potential replacement for recently deceased Supreme Court Justice Antonin Scalia, on Tuesday, President Obama nominated Chief Judge Merrick Garland of the U.S. Court of Appeals in Washington, D.C., to fill the vacancy left by Justice Antonin Scalia after his recent, unexpected death.
Garland is a highly qualified, well-respected judge, first appointed in 1997 by President Bill Clinton to the D.C. Circuit Court and confirmed by a vote of 76 to 23 in the Senate. Garland has been under consideration for a seat on the Supreme Court previously; he has a reputation for judicial restraint (quite unlike Scalia’s highly ideological attempt to use the Supreme Court to re-write the nation’s law).
It’s hard to give him a clear political label, but Garland does not seem to be as progressive on workers’ rights issues as Scalia was reactionary. In 2010 Tom Goldstein, publisher of SCOTUSblog, wrote that Garland was “essentially the model, neutral judge. He is acknowledged by all to be brilliant. His opinions avoid unnecessary, sweeping pronouncements.” On criminal law (and cases involving Guantanamo detainees), Goldstein wrote, Garland leaned a bit conservative, on first amendment, environmental and “open government” issues, a bit liberal. One consistent thread seems to be deference towards regulatory agencies, letting them make decisions without the Supreme Court always second-guessing or rewriting the law.
That sentiment may be important for labor issues before the Supreme Court, which has frequently acted to restrain the National Labor Relations Board and crimp worker rights in decades past. Scalia’s vote was crucial in the many 5-4 decisions by the Supreme Court that weakened rights and protections for American workers. His death, for example, seemed to have eliminated (for the moment) a likely 5-4 court decision in the Friedrichs case, which would have prevented public employee unions from charging non-members of the union a fee that paid for the benefits of union bargaining and grievance representation that union by law must provide.
But as Catherine Fisk notes in On Labor, the large number of 5-4 cases on labor issues suggests that “the importance of confirming a progressive is enormous,” both for future cases and potential review and overturn of earlier decisions.
Even if Garland is not a full-fledged “progressive,” his votes on NLRB cases involve more than deference to regulatory agencies,according to Hannah Belitz. In the four cases in which Garland did not agree to defer entirely to the NLRB, she wrote, Garland upheld pro-labor and voted to overturn pro-employer positions, leading her to describe him as having “an outlook that is generally favorable to union activity.” But deference to the NLRB does not always imply support for workers.
AFL-CIO president Richard Trumka, Service Employees International Union (SEIU) president Mary Kay Henry and UAW president Dennis Williams were labor leaders who quickly welcomed the nomination and urged speedy consideration of Garland’s nomination. Trumka, a coal miner and lawyer before his labor career, praised his “impeccable credentials and deep experience.” Henry, whose union is not part of the AFL-CIO, said he would be
a good choice for working families. His record shows that he believes in the duty of government to protect regular Americans, and our democracy, from being corrupted by the excesses of the super wealthy and their corporate agenda. He has shown that he respects the opinion of the National Labor Relations Board…, and he has upheld disclosure requirements to keep a check on the outsized influence ‘dark money’ has on our government.
Garland appears to be a judge who is pretty nonpartisan in his rulings, caught in a moment of extreme political combat that threatens the public good and could reinforce many politicians’ lack of credibility. Sen. Orrin Hatch (R-UT), the senior Republican on the Senate Judiciary committee last week argued that President Obama should nominate Merrick Garland, “a fine man,” but the president won’t because he would have to satisfy his base with a liberal appointee. Will Hatch now vote down a “fine man” to stymie a president he does not like?
This blog originally appeared in aflcio.org on March 17, 2016. Reprinted with permission.
David Moberg, a senior editor of In These Times, has been on the staff of the magazine since it began publishing in 1976. Before joining In These Times, he completed his work for a Ph.D. in anthropology at the University of Chicago and worked for Newsweek. He has received fellowships from the John D. and Catherine T. MacArthur Foundation and the Nation Institute for research on the new global economy. He can be reached at firstname.lastname@example.org.
Thursday, March 17th, 2016
The most important election in Virginia this year has no candidates on the ballot.
On February 2nd, the Republican-dominated General Assembly passed the two-session threshold needed to put the open shop before the Commonwealth’s voters in November. You might be asking yourself, “Wait. I thought that Virginia was already an open-shop state?” Your inclinations would be correct: legislation barring union membership as a condition of employment was signed into law by Gov. William Tuck (a later adherent to Massive Resistance in response to Brown v. Board of Educationas a member of Congress) in 1947. As a result, Section 40.1-58 of the Code of Virginia reads:
It is hereby declared to be the public policy of Virginia that the right of persons to work shall not be denied or abridged on account of membership or nonmembership in any labor union or labor organization.
So why do this? The easy answer is that Virginia Republicans are fearful that, should the open shop meet a legal challenge in state court, Democratic Attorney General Mark Herring would not seek to defend it. The sponsor of the bill and defeated 2013 nominee for Attorney General, State Sen. Mark Obenshain (R-Harrisonburg), stated as much in the deliberations on the bill. In addition, should the Assembly find itself in pro-labor hands in the future, they could overturn the open shop with a simple majority vote. Never mind that the extreme amounts of gerrymandering in the Assembly (particularly in the House of Delegates) makes a unified Democratic state government unlikely for decades to come.
The vote this November will be the first popular referendum on the open shop since 54 percent of Oklahoma voters approved State Question 695 on September 25, 2001. In this, an opportunity presents itself to the labor movement in this country, and it is one that labor unions must take.
In the fifteen years since the Oklahoma referendum, every open-shop law has been passed through state legislatures. This, of course, advantages corporations and anti-worker conservatives as they can flood state capitols with their donations and their lobbyists at a relative distance from public scrutiny. Combined with the gerrymandering described above which ensures that an anti-worker vote will not result in the loss of an election, the deck is often stacked far too high for labor advocates to overcome. The only hope for those who live in the thirty states with a Republican legislature is the presence of a pro-labor governor and legislative procedures that require a higher threshold than a simple majority to override a veto.
West Virginia workers just found out what happens when you have the former, but not the latter.
There are demographic reasons to feel good about this campaign: 18-34-year olds are the generation most supportive of labor unions, and Black workers have both been more supportive and more eager joiners of labor unions than their white counterparts. Virginia has been a prime destination for young people over the last couple of decades due to the economic boom occurring in Northern Virginia, and the state has always had a large number of Black residents.
But the campaign against the open shop this fall cannot rely on demographics to save it. Given the opportunity that labor unions have with this referendum, the goal should not simply be to win: it should be a realignment of the conversation surrounding the role in labor unions in Virginia’s—and America’s—political economy.
There have been many issues stemming from the precipitous decline in union density in this country. The stagnation of working people’s wages, widening inequality, and a sense of alienation and disillusionment amongst the working class can all be tied back to the decline of organized labor in the United States.
But there’s another thing that declining union membership has produced, and it is, perhaps, the greatest victory of all for capitalism: the sense that, rather than being a representative of America’s working class, unions are no different from any other interest group. Former Vermont Gov. Howard Dean sought to mobilize this sentiment recently in support of Hillary Clinton’s presidential campaign when he stated that “[Democrats] don’t go after” political donations from labor unions because “labor unions are Super-PACs that Democrats like”.
(It should be noted, of course, that the only union that has spent any significant money on Bernie Sanders’s behalf is National Nurses United. It appears that only Hillary Clinton will protect us from Big Nursing and the Caregiver-Industrial Complex.)
Part of this has been on the labor movement: too much money, time, and energy has been devoted to electing Democrats at all costs to federal office, even when they are absolutely terrible. But most of it has been a concerted effort by neoliberals in both parties to erode unions’ once formidable approval ratings by associating them with the most unsavory parts of the legislative process. How unsavory? In 2013, Gallup polled Americans on the honesty of several professions. Those who engage in lobbying, a key part of the legislative and policymaking work that any interest group engages in, were at the bottom with a six percent approval rating. By comparison, an August 2015 Gallup poll saw 58 percent of Americans approving of labor unions, with 37 percent believing that they should have more influence.
By making labor unions a creature of politics, working-class Americans begin to process the information that they receive about unions the same way that they receive other forms of political information: in a partisan manner. In his 2013 book The Partisan Sort, University of Pennsylvania political science professor Matthew Levendusky states that:
[W]hen a respondent moves from unsorted to sorted, he is much more likely to move his ideological beliefs into alignment with his partisanship than the reverse, strongly suggesting that party is the key causal variable.
Therefore, when working-class Republicans think about labor unions, they are less likely to consider the fact that union members make 21 percent more than non-union members or that 29 percent more civilian workers have access to retirement plans if they are a member of a labor union. No, they are more likely to think about Democrats receiving 89 percent of the donations given out by unions in 2014. The fact that the last two Democratic presidents have supported trade deals that acted as accelerants on the continued deindustrialization of America certainly does not help matters at all.
But the labor movement has been given a golden opportunity in 2016, and it is one that should not be passed up: the opportunity to engage in the largest labor education program that this country has ever seen.
Over the next eight-and-a-half months, unions should be running ads that focus on the specifics that so many American labor ads skirt around.
- We can tell people that it is illegal for union dues to go towards political action at the federal level. While dues money can go towards political spending at the local and state levels, their dues mostly pay for representation, access to the industry-specific research needed to make negotiations more fruitful, and strike funds to support workers when their meeting their demands requires direct action.
- We can tell people about the union difference in wages, benefits, and retirement.
- But even more important than that, we can talk about the ways that labor unions benefit the communities in which they exist. Not just through increased spending in local businesses, but also through programs that benefit a community’s most vulnerable.
That last point is important, because it is how we will begin to develop the culture of unionism that we so desperately need in the South. It is important to ensure that the positive feeling that today’s youth have towards labor unions does not turn into anti-labor sentiment through a lifetime of one-way conversation dominated by capitalists and their PR lap dogs like Rick Berman.
But for this to be successful, all hands must be on deck. Virginia is one of a couple of states where such a measure could be defeated at the ballot box (the other, for my money anyways, being Kentucky), and it must be. Defeating this referendum must become the labor movement’s number one priority in 2016, even more so than the presidential election. In the piece I wrote about labor’s engagement in party politics, I stated:
If the labor movement must invest in politics, it would be wisest to do so at the community/local/state level. It is there, our ‘laboratories of public policy’, where the labor movement can have the most positive impact on the lives of working people.
There is no time like the present for the labor movement to take this advice to heart.
This article originally appeared on inthesetimes.com on March 3, 2016. Reprinted with permission.
Douglas Williams is a Ph.D. student in political science at the University of Alabama, researching the labor movement and labor policy. He blogs at The South Lawn.
Saturday, November 28th, 2015
Vietnam is already snubbing the unenforceable labor provisions in the Trans-Pacific Partnership (TPP).
Voice of America reports, in “Vietnam Beating Case Highlights TPP Labor Rights Issue“:
A Vietnamese labor activist has accused authorities of beating and detaining her after she talked with fired workers in southern Long An province.
Long-time labor rights advocate Do Thi Minh Hanh, once imprisoned for helping organize labor strikes, said she was held Monday for “13 hours without being given any reasons.”
… Hanh, co-founder of Free Viet Labor Federation, and another activist, Truong Minh Duc, said they came to give support and advice to dozens of workers who maintained they had been unlawfully fired by a foreign-owned company.
What is going on here?
Brad Adams, Asia director of Human Rights Watch, said last week that Vietnam appeared to “play nice during TPP negotiations, but now that the agreement has been signed, it is taking steps to tighten government control over critics.”
Right. Now that the unenforceable agreement has been signed, there is no need to “play nice.”
To be fair, Vietnam is raising their minimum wage,
The monthly minimum wage for Zone 1 will increase from the current VND3.1 million ($138) to VND3.5 million ($155.8), and that of Zone 2 will rise from VND2.75 million ($122.4) to VND3.1 million.
For Zones 3 and 4, the monthly minimum wages will go up from VND2.4 million ($106.8) and VND2.15 million ($95.7) to VND2.7 ($120.2) million and VND2.4 million, respectively.
Got that? After the raise workers in Vietnam will be starting at $155 a month. That’s as little as $6.45 a day for Vietnamese working the standard six-day, 48-hour workweek. And that’s the top minimum. Others will be getting $95.70 a month, as little as $3.99 a day.
So you have “foreign-owned companies” illegally firing workers who will be making less than $7 a day. Workers are harassed, arrested and beaten if they try to do something to improve their lives.
And TPP is being sold as a “job creator” here in the U.S. Right.
Unenforceable Labor, Environment, Other Provisions
TPP has special provisions for enforcement of provisions that benefit corporations, while the already weak labor, environmental and other provisions that protect other “stakeholders” get no special enforcement mechanisms. Corporations can bring their own cases to a special corporate court that sits above governments, where corporate attorneys adjudicate. But violations of TPP’s labor, environmental and other provisions depend on governments to decide to bring the cases. And these cases do not go before panels friendly to labor or environment or other aggrieved parties. Our own government won’t even enforce labor rules inside our own country, never mind filing trade cases.
Slavery In Malaysia Ignored So TPP Can Pass
To make matters worse, the “fast track” trade promotion authority clearly specifies that the U.S. cannot enter into a trade agreement with countries designated as participating in human trafficking (slavery). Malaysia was designated as a human trafficking country. So to grease the skids for TPP our own government reclassified Malaysia, even though Malaysia had changed nothing. A Reuters investigation reported that the State Department downgraded Malaysia for political reasons. House Democrats and “stakeholder” groups are demanding an investigation.
A more recent Reuters report, “As Obama heads to Malaysia, human trafficking stance questioned,” describes what Malaysia’s trafficking victims endure,
…he was cooped up in a filthy, overcrowded detention center near Kuala Lumpur’s international airport, squatting or sleeping on the floor in a hall with scores of other men. During his fourth month, wardens ordered them not to move or talk, he says, and beat them with belts if they did.
“There was no rest. You couldn’t sit or lie down without touching someone else,” he said, pointing to a welt on his forearm that he says he received when a guard beat him for arguing with another detainee over space.
This Reuters report describes the Obama State Department’s changes to Malaysia’s trafficking status,
… senior officials instead in July upgraded Malaysia to the Tier 2 Watch List, freeing the country from potential sanctions and international condemnation, and paving the way for the ambitious 12-nation Trans-Pacific Partnership trade agreement. If Malaysia remained a Tier 3 country, the Obama administration would have had to exclude it from the deal under the fast-track negotiating authority it had from Congress, potentially torpedoing the agreement.
Starkly worded criticism of Malaysia was excised from the final report, according to internal documents seen by Reuters that have not been previously made public.
… The analysts were overruled by senior American diplomats at the State Department, according to sources with direct knowledge of how the report was compiled. By the time the report was published, much of the tougher criticism of Malaysia’s detention facilities was removed.
I discussed this in a “Malaysian Slavery & the TPP” segment of “The Zero Hour with RJ Eskow” last August.
Friday, November 6th, 2015
As early afternoon shoppers strolled sidewalks outside a Whole Foods market in an artsy, eclectic section of Washington, D.C., dozens of labor activists broke mid-day monotony by loudly calling attention to alleged injustices 2300 miles away in Washington state. “If they’re abusing workers in one place than they will abuse workers in another. An injury to one is an injury to all,” says Maria Parrotta, a young bespectacled brunette who enthusiastically joined protesters on the busy city block. “You must be concerned because they’re people just like you. You need to understand the broader picture.”
The picket was organized by the Industrial Workers of the World, or IWW, a self-described militant tinged labor union with outspoken socialist views that was founded in 1905. The organization says it’s extremely concerned about the treatment of Mexican guest workers who are currently deadlocked in a labor dispute with management at Sakuma Brothers Farms in Washington state. The laborers there, a tightknit group of 400 berry pickers who call themselves Familias Unidas por la Justicia (United Families for Justice), became an independent union in 2013. But according to the IWW, managers at the farm have used hardball tactics to intimidate the fruit pickers, and thus, upending contract talks. “The negotiations ended up breaking down and Sakuma Brothers sent armed security guards to forcibly breakup the labor camps where the union supporters were staying, as well as their families,” says James Colgan, an energetic 27-year-old man wearing a newsboy cap, who serves as a communications representative with the Industrial Workers of the World. “They have been the subject of racist harassment, sexual assault in the fields and very serious labor conditions by working very long hours for very little pay.”
IWW chose to picket Whole Foods market because the grocery chain sells berries that are grown and picked by workers at Sakuma Brothers Farms. Once harvested, the sweet fruit is shipped to Driscoll Berries and then sold on shelves at Whole Foods. “We’re hoping that this information picket will raise awareness to the liberal customer base and get them to be sympathetic to the worker’s plight and hopefully urge businesses to drop the sale of the berries,” says Colgan. Armed with homemade signs, demonstrators marched in a circular motion on the sidewalk and chanted: “What do we want? Justice. When do we want it? Now,” as a curious onlookers sipped coffee and stared at the scene. “Farm workers are often the most poorly treated workers in the United States. I don’t think that’s an exaggeration,” says Colgan.
In response to the labor dispute, senior management at Whole Foods says the company is committed to a pro-working class culture and expects its supply chain to comply. “We seek supplier partnerships that share our concern for social responsibility and the environment.” Down the labor ladder, Sakuma Brothers Farms says it’s committed to ending the dispute. “We both want stability, we both want all employees to have the legal right to work, and we both want a fair wage and a positive work environment,” according to a Sakuma family spokesperson. Management at Driscoll Berries have adopted a similar position and says: “It is our commitment that people are treated with consideration and respect, that their workplaces are clean and healthy, and that employment within the Driscoll’s system provides income opportunities that meet or exceed the local standards.”
But the Industrial Workers of the World stands by its strong accusations of worker abuse at Sakuma Brothers Farms and pledges support for Familias Unidas por la Justicia. Colgan says the IWW plans to keep the heat on the berry supply chain by continuing to place public pressure on the farm’s managers, Driscoll Berries and Whole Foods. “Our organizing committee will reconvene and decide next actions,” says Colgan. “We will probably have larger pickets and bigger actions.”
This article was originally printed on Examiner.com on October 28, 2015. Reprinted with permission.
About the Author: John Lett. Since 1996, John Lett has worked as a news reporter and field producer for several local broadcast stations around the United States. He currently serves as a web video producer covering labor news for an AFL-CIO affiliated union headquartered in suburban, Washington, D.C. On weekends he routinely manages production of archival footage that focuses on geopolitical rallies and protests in the District of Columbia. Some of his most recent assignments include Arab American protests of Syrian President Bashar al-Assad, international HIV activism on the National Mall and local immigrant outrage over African political unrest.
Saturday, October 10th, 2015
Setting the stage for The White House Summit on Worker Voice, Senator Bernie Sanders (I-Vt.) and Rep. Mark Pocan (D-Wis.) today introduced The Workplace Democracy Act. According to Sanders’ office, this legislation “would make it easier for workers to join unions and bargain for better wages, benefits and working conditions.”
The Workplace Democracy Act allows the National Labor Relations Board to certify a union if a simple majority of eligible workers sign valid authorization cards, also called “card check.” Companies must begin negotiating within 10 days after certification. If no first contract is reached after 90 days, either party can request compulsory mediation. After 30 days of mediation, the parties will submit the remaining issues to binding arbitration.
From the Workplace Democracy Act summary:
According to data released in early 2015 from the Bureau of Labor Statistics, union workers’ wages are 27 percent higher than for nonunion workers. 79 percent of unionized workers receive health insurance from their employers, compared to only 49 percent of nonunion workers. 76 percent of union workers have guaranteed defined-benefit pension plans, compared to only 16 percent of nonunion workers, and 83 percent of union workers receive paid with sick leave compared to only 62 percent of nonunion workers.
The Workplace Democracy Act is similar to the Employee Free Choice Act (EFCA) that had majority support but was filibustered by Republicans in 2007. It was dropped in 2009 after “centrist” Democrats would not support it, thereby ensuring the success of another Republican filibuster, again despite majority support.
The White House Summit on Worker Voice
With labor under increased attack from the corporate right, the White House convened an all-day “summit” Wednesday, called “The White House Summit on Worker Voice.” (Note the choice of “voice,” not “power.”)
For the summit, the Council of Economic Advisors released an issue brief titled” Worker Voice in a Time of Rising Inequality,” that begins:
The rise of wage and income inequality in the United States over the last 40 years has been well-established. However, the factors that may have contributed to the fall of earnings at the bottom of the wage distribution relative to the top continue to be the subject of research and debate.
Research suggests that one important factor may be institutional changes in labor markets, perhaps the most notable being declining union density. … in the middle of the 20th century, as union membership rose and remained high, lower-wage workers earned a larger share of total income. However, in recent years this trend has reversed, with union membership falling and the share of income going to the top 10 percent increasing at the expense of lower- and middle-income groups. In the 21st century, the decline in the number of unionized workers has coincided with overall rising inequality.
The brief cites research showing that union members get higher pay, have better working conditions, job training and higher safety standards, are much more likely to get benefits like health insurance and that these gains spill over to nonunion workers in the same workplaces.
The summit continues through the day and can be viewed online here.
In honor of today’s White House summit, AFL-CIO President Richard Trumka penned an op-ed, “No PR campaign will save Walmart from being ‘exhibit A’ of bad worker policies“:
Americans are increasingly fed up with an economy that rewards wealth over work, a message that’s made it all the way to the top. That’s why when the White House hosts a Summit on Worker Voice on Wednesday to highlight the power of working people standing together to demand better jobs and better lives, one notable corporation has been excluded – Walmart.
Walmart is the embodiment of our broken economic system. The company pays poverty wages, has discriminated against women and minorities, harms our environment, wreaks havoc on the global supply chain and continues to lead a race to the bottom where workers are treated like numbers on a balance sheet instead of human beings with families to sustain. Walmart’s motto: “Save Money. Live Better” seems only to apply to its heirs, who haveamassed more wealth than 42 percent of the poorest American families combined.
Trumka listed some of the things Walmart is still doing to suppress worker rights, including closing stores for “plumbing issues” when workers in those stores begin organizing. Trumka called this just “the latest in a long line of incidents to silence the voices of workers.”
Time For Everyone To Get On Board For Labor
Labor is under attack by the corporations and the conservatives and Republican party they fund. It is important for all Democrats and progressives to get behind the Workplace Democracy Act, and not let it disappear without the public at least being fully informed of its benefits and who is blocking it.
This blog originally appeared in Ourfuture.org on October 7, 2015. Reprinted with permission.
About the Author: Dave Johnson has more than 20 years of technology industry experience. His earlier career included technical positions, including video game design at Atari and Imagic. He was a pioneer in design and development of productivity and educational applications of personal comput
Thursday, August 27th, 2015
As Labor Day looms, more Americans than ever don’t know how much they’ll be earning next week or even tomorrow.
This varied group includes independent contractors, temporary workers, the self-employed, part-timers, freelancers, and free agents. Most file 1099s rather than W2s, for tax purposes.
On demand and on call – in the “share” economy, the “gig” economy, or, more prosaically, the “irregular” economy – the result is the same: no predictable earnings or hours.
It’s the biggest change in the American workforce in over a century, and it’s happening at lightening speed. It’s estimated that in five years over 40 percent of the American labor force will have uncertain work; in a decade, most of us.
Increasingly, businesses need only a relatively small pool of “talent” anchored in the enterprise – innovators and strategists responsible for the firm’s unique competitive strength.
Everyone else is becoming fungible, sought only for their reliability and low cost.
Complex algorithms can now determine who’s needed to do what and when, and then measure the quality of what’s produced. Reliability can be measured in experience ratings. Software can seamlessly handle all transactions – contracts, billing, payments, taxes.
All this allows businesses to be highly nimble – immediately responsive to changes in consumer preferences, overall demand, and technologies.
While shifting all the risks of such changes to workers.
Whether we’re software programmers, journalists, Uber drivers, stenographers, child care workers, TaskRabbits, beauticians, plumbers, Airbnb’rs, adjunct professors, or contract nurses – increasingly, we’re on our own.
And what we’re paid, here and now, depends on what we’re worth here and now – in a spot-auction market that’s rapidly substituting for the old labor market where people held jobs that paid regular salaries and wages.
Even giant corporations are devolving into spot-auction networks. Amazon’s algorithms evaluate and pay workers for exactly what they contribute.
Apple directly employs fewer than 10 percent of the 1 million workers who design, make and sell iMacs and iPhones.
This giant risk-shift doesn’t necessarily mean lower pay. Contract workers typically make around $18 an hour, comparable to what they earned as “employees.”
Uber and other ride-share drivers earn around $25 per hour, more than double what the typical taxi driver takes home.
The problem is workers don’t know when they’ll earn it. A downturn in demand, or sudden change in consumer needs, or a personal injury or sickness, can make it impossible to pay the bills.
So they have to take whatever they can get, now: ride-shares in mornings and evenings, temp jobs on weekdays, freelance projects on weekends, Mechanical Turk or TaskRabbit tasks in between.
Which partly explains why Americans are putting in such long work hours – longer than in any other advanced economy.
And why we’re so stressed. According to polls, almost a quarter of American workers worry they won’t be earning enough in the future. That’s up from 15 percent a decade ago.
Irregular hours can also take a mental toll. Studies show people who do irregular work for a decade suffer an average cognitive decline of 6.5 years relative people with regular hours.
Such uncertainty can be hard on families, too. Children of parents working unpredictable schedules or outside standard daytime working hours are likely to have lower cognitive skills and more behavioral problems, according to new research.
For all these reasons, the upsurge in uncertain work makes the old economic measures – unemployment and income – look far better than Americans actually feel.
It also renders irrelevant many labor protections such as the minimum wage, worker safety, family and medical leave, and overtime – because there’s no clear “employer.”
And for the same reason eliminates employer-financed insurance – Social Security, workers compensation, unemployment benefits, and employer-provided health insurance under the Affordable Care Act.
What to do? Courts are overflowing with lawsuits over whether companies have misclassified “employees” as “independent contractors,” resulting in a profusion of criteria and definitions.
We should aim instead for simplicity: Whatever party – contractor, client, customer, agent, or intermediary – pays more than half of someone’s income, or provides more than half their working hours, should be responsible for all the labor protections and insurance an employee is entitled to.
Presumably that party will share those costs and risks with its own clients, customers, owners, and investors. Which is the real point – to take these risks off the backs of individuals and spread them as widely as possible.
In addition, to restore some certainty to peoples’ lives, we’ll need to move away from unemployment insurance and toward income insurance.
Say, for example, your monthly income dips more than 50 percent below the average monthly income you’ve received from all the jobs you’ve taken over the preceding five years. Under one form of income insurance, you’d automatically receive half the difference for up to a year.
But that’s not all. Ultimately, we’ll need a guaranteed minimum basic income. But I’ll save this for another column.
This post appeared in Our Future on August 24, 2015. Originally posted at RobertReich.org. Reprinted with permission.
About the Author: Robert B. Reich, Chancellor’s Professor of Public Policy at the University of California at Berkeley and Senior Fellow at the Blum Center for Developing Economies, was Secretary of Labor in the Clinton administration. Time Magazine named him one of the ten most effective cabinet secretaries of the twentieth century.
Monday, July 20th, 2015
While most liberals were celebrating the Supreme Court’s June rulings affirming both marriage equality and Obamacare, many labor leaders were already worrying about next year. They feared that the court might hear a case that many of them saw as potentially delivering a crippling blow to the union movement: Friedrichs v. California Teachers Association. And at the last minute, the court announced it would.
If a majority of the Supreme Court justices back the plaintiff in the Friedrichs case, promoted by a variety of right-wing, anti-union organizations, they will likely overturn the 1977 Abood v. Detroit Board of Education court decision. The Supreme Court ruled in Abood that when a public employee union provided benefits, such as collective bargaining or grievance processing, to both members and non-members alike, the non-members could be charged a “fair share” or “agency shop” fee to cover an appropriate share of union expenses. Critics of the Friedrichs petition say that if justices agreed with its complaint, the Supreme Court’s action would have the effect of passing a national right-to-work law for all public employees (even though public employed collective bargaining rights are primarily matters of state law).
The two big teachers unions (American Federation of Teachers and the National Education Association) and the two biggest unions of other public employees (American Federation of State, County and Municipal Employees [AFSCME] and the Service Employees International Union [SEIU]), responded with alarm to the court’s announcement:
“We are disappointed that at a time when big corporations and the wealthy few are rewriting the rules in their favor, knocking American families and our entire economy off-balance, the Supreme Court has chosen to take a case that threatens the fundamental promise of America—that if you work hard and play by the rules you should be able to provide for your family and live a decent life.
“The Supreme Court is revisiting decisions that have made it possible for people to stick together for a voice at work and in their communities—decisions that have stood for more than 35 years—and that have allowed people to work together for better public services and vibrant communities.”
Whether celebrating from the Right or mourning from the Left, many observers saw the Supreme Court’s decision to take the case as another nail in the coffin of the labor movement.
There are good reasons to be concerned. A ruling in favor of Friedrichs would legally and morally permit some workers to be “free riders”—individuals who take advantage of what the union by law must provide them without paying for it. Perhaps more important, it would disregard the fundamental reasoning behind the National Labor Relations Act (NLRA)-protected “union security clauses.” The law was intended to encourage collective bargaining, and if some workers could opt out of supporting collective bargaining, legislators reasoned, they would weaken the institution.
From a practical point of view, unions would lose income that they could be using to improve conditions for all workers, including organizing the unorganized (although only voluntary political contributions, not dues money, can be used for union political advocacy). And a ruling in favor of the plaintiff would be a symbolic blow, a legal slap in the face, to a movement which has endured many such blows in the past.
But there are many other reasons to think that, win or lose on this case, the labor movement may not be as seriously damaged as many now fear.
First, there is a chance that even with this very conservative court (whose conservative bloc split enough times to give the liberal bloc some unexpected victories this past term), a majority might vote against the Friedrichs plaintiffs. The Supreme Court has narrowed interpretations of Abood in recent related cases, such as Harris v. Quinn. In that case, the court ruled that home care workers paid by the state are not state employees and thus are exempt from fair share requirements. Conservatives typically argue that agency fee payers are forced to financially support speech with which they disagree, thus violating the First Amendment. They have even argued that collective bargaining constitutes political speech for public employees.
But surprisingly, as the union lawyers noted in their response to the Friedrichs petition, normally arch-conservative Justice Antonin Scalia has offered strong arguments in defense of the agency fee, going beyond the usual “free-rider” critique of people getting benefits without paying their cost.
“What is distinctive, however, about the ‘free riders’ who are nonunion members of the union’s own bargaining unit is that in some respects they are free riders whom the law requires the union to carry—indeed, requires the union to go out of its way to benefit, even at the expense of its other interests,” Scalia wrote in the case of Lehnert v. Ferris Faculty Association. Scalia would have to perform some pretty spectacular legal acrobatic maneuvers to move from that position to rejection of a “fair share” fee.
But even if unions lose the Friedrichs case, it need not be the end of the world. It might even prompt some change in strategy that would strengthen unions.
For starters, non-member workers who pay agency fees make up only about 9 percent of the public sector workers who are covered by union contracts, according to Bureau of Labor Statistics figures. And though the “fair share” payment varies by union, local, region and other factors, it is always at least a substantial reduction from full public worker union membership fees. With union density more than five times as great in the public sector compared to the rate of unionization in private business, and with unions feeling pressed for money already, any loss of public union income hurts, but it may not be a “life or death” situation, as some fear.
Also, it is hard to gauge how much difference Abood has made in the growth of public unions since the decision was handed down in 1977. At that time, 33 percent of the public sector was unionized (nearly 5 million members), and 40 percent were under contract; in 2014, 36 percent were members, and 39 percent under contract, according to Union Stats. Membership peaked at 39 percent of public workers in 1994, the same year that 45 percent were covered by a contract, then dropped to around 35-36 percent membership recently. (The number of public sector members peaked at 8.7 million in 2009.)
So it seems that having the Abood union security protection may have helped the public sector unions keep pace with employment growth and avoid, until recently, setbacks from massive employer attacks. But the effect seems modest. An AFSCME spokesperson emphasized that the union grew to be powerful before fair share; the implication is that they could do it again.
But didn’t Wisconsin Gov. Scott Walker’s Act 10 lead to huge union membership losses as a result of eliminating fair share payments? Yes, there were great losses, as the Washington Post reported: “The state branch of the National Education Association, once 100,000 strong, has seen its membership drop by a third. The American Federation of Teachers, which organized in the college system, saw a 50 percent decline. The 70,000-person membership in the state employees union has fallen by 70 percent.”
But unions lost the right to bargain over almost everything, lost dues check-off, were forced to have representation elections ever year and suffered other assaults that led to members no longer paying dues. The loss of fair share payments played a small role in the overall union losses. Indiana Republican Gov. Mitch Daniels rescinded an earlier executive order from Democratic Gov. Evan Bayh granting union representation rights to state employees almost as soon as Daniels took office in 2005. Now Illinois Gov. Bruce Rauner is trying to wipe out a broad swath of worker rights. If a win on Friedrichs emboldens the right-wing Republicans in the scope of their attack, then it could lead to other measures that could be disastrous.
Fourth, as labor lawyer Thomas Geoghegan writes in his recent book Only One Thing Can Save Us, no unions in Europe have the legal security protection U.S. unions have that permits a requirement that all workers either join or pay a fee to a recognized union in their workplace. Yet they have still fared relatively well. Of course, most European unions benefit even more from the laws that often extend the terms of union negotiated wages in an industry to all workers in the industry, whether they belong to a union or not. That would make an enormous difference in the U.S., well worth even giving up an agency shop fee in order to obtain it, as Geoghegan makes a case for (which is one reason why it is unlikely to happen).
Finally, unions have discovered that there are other ways to deal with workers who are not on their membership rolls. For example, for the first half of last year, AFSCME set out to organize as full members 50,000 of the fair share payers or other non-members in workplaces where they had contracts. They organized 90,000. Some cases were easy—such as workers who thought they were members but weren’t. Renewing the drive this year, the union has signed up 50,000 more, according to an AFSCME spokesperson. The National Education Association has signed up 13,000 fair share payers as members, and other public sector unions are undertaking similar campaigns.
Internal organizing takes staff time and money, and some unionists fear that if the fair share requirement is dropped, not only agency dues payers but also current members may decide not to pay full dues or become full voting members. It is a risk, and the internal organizing adds new demands on already overstretched unions. But it also may lead unions to turn their membership into the active, educated force in the workplace and in the public arena that it already claims to be but all too often isn’t.
The biggest danger of a Supreme Court victory for anti-union forces in Friedrichs is the potential for encouraging more and more devastating legal and political attack on workers who want to organize. Bad as times are now, they could get worse. But the best defense—as well as the best offense to gain improvements—is a highly motivated, well-organized and politically savvy union workforce.
This blog was originally posted on In These Times on July 15, 2015. Reprinted with permission.
About the Author: The author’s name is David Moberg. David Moberg, a senior editor of In These Times, has been on the staff of the magazine since it began publishing in 1976. Before joining In These Times, he completed his work for a Ph.D. in anthropology at the University of Chicago and worked for Newsweek. He has received fellowships from the John D. and Catherine T. MacArthur Foundation and the Nation Institute for research on the new global economy. He can be reached at email@example.com.
Thursday, July 9th, 2015
In its third season with Netflix, Orange Is the New Black has had a significant effect on America’s consciousness regarding: race, women and incarceration, and transgender issues. This season highlighted many character backstories, but personally, the most interesting plot-line was that of the security guards and their efforts to organize a potential union. We see labor issues in popular culture and television on occasion, and this example in particular shines light on issues that that arise when workers don’t have labor protection. In this instance, the security guards at Litchfield women’s prison were dealing with cut hours, a loss of benefits and job security, and how to protect themselves. The answer to that, in addition to having an ally in management, was to form a union. We’re not often exposed to unionization in mainstream media, so I want to take the opportunity to explain the importance of unionizing and what it takes to get the protection you need when it comes to labor.
A Little Bit of History
During the 18th century and Industrial Revolution in Europe, the influx of new workers in the workplace warranted regulations and conversations around worker protection. In the US, the founding of the National Labor Union in 1886 – though not largely successful – paved the way for unions in the US. Labor protection brought us things we see as customary now, like: the weekend, minimum wage, or national holidays. Without unions, and despite our economy veering towards entrepreneurship and fewer professional boundaries, many of us would be in danger of job loss. Think about what you see on OITNB, where the prisoners work without pay, are demeaned by the prison and are endangered at every moment. Now, imagine that was your job. Less than a century ago, Americans worked for poverty wages alongside their children in dangerous factories; the same factories where the bosses that degraded them also turned workers against other workers by exploiting racial and ethnic prejudices. Imagine that your death was just another cost of doing business, like the overhead and taxes.
This was America before the labor movement – before workers acted together to demand fair wages, safe workplaces and laws that reflected the values of the working class. Workers not only won things like the weekend, minimum wage and national holidays, but also the less-sexy (but equally important) rights to bargain collectively, to take collective action and to even just talk to your coworkers about your wages and working conditions. People died for these things. While we may live in a great democracy, it’s worth remembering that true progress is really made through the mobilization of people. After all, women didn’t get the right to vote by voting on it.
Should You Unionize?
For a long time, a powerful labor movement allowed all American workers the ability to share in economic prosperity and take advantage of what is now an anachronism: if you work harder, you’ll get more. Wages and productivity went hand in hand until the decline of union membership began to drop as a result of anti-union laws and well-funded corporate attack on organized labor. If the median household income had kept pace with the economy at a constant rate during the years of higher unionization, it would now be closer to $92,000 a year instead of just under $52,000. The fundamental purpose of a union is to balance the overwhelming power of the few people making huge gains in our economy.
Put another way: how many people can afford their own lobbyist to get a slice of that pie? That’s the big picture. The smaller picture is you and your job. You know how great the constitution is? Freedom of speech and assembly? The right to due process? Democracy? You can throw all that out when you enter the workplace. If you don’t have a union, you can be fired for any reason that’s not based on a relatively small list of protected classes. But let’s talk money: union members have wages that average 27 percent higher than their non-union counterparts, are more than 79 percent likely to have health benefits through their employers, and 60 percent more likely to have an employer-provided pension.
What it Takes to Build a Union
Solidarity. Practically speaking, it takes a small group of you and your co-workers who can first quietly assess how others in your workplace feel about their jobs. What matters most to you? Is it the low pay? The poor benefits? Safety? Lack of respect? Focusing on what really matters will be crucial to winning the right to collectively bargain. The labor union you contact will help shepherd you through the election process to a contract, but the most important thing that you and your coworkers can do is to educate yourselves and stick together. And always remember that the union is you and your co-workers, not the third-party intruder your bosses might suggest. It’s your union and you’re trying to fix issues that matter to you.
Why It’s Important
Despite common belief, unions aren’t just for factory workers and building trades, they’re for everyone who wants to make a better life for himself or herself and earn a fair wage for the work they do. When you have a union, hard work can once again equate to sharing in the benefits of your labor. Even a college degree hardly guarantees a good paying job like it once did; too many people with piled student loan debt have found themselves underpaid and struggling. At the end of the day, a union is about how you will provide for yourself and your family.
About the Author: The author’s name is Leslie Tolf. Leslie Tolf is the President of Union Plus. You can follow Leslie Tolf on Twitter at: www.twitter.com/ltolf.
Tuesday, July 7th, 2015
I’ve kind of laughed at the analysis percolating around that, oh, surprise, the Supreme Court is a liberal bastion…or not so conservative. Well, it was a great day when marriage equality became the law of the land. But, while everyone can now marry, the Supreme Court has a very clear five-vote conservative bloc when it comes to empowering business, enhancing class warfare and making it impossible to make a decent living…married or not.
And it is now gearing up to potentially destroy public sector unions.
The Court has now accepted for argument Friedrichs v. California Teachers Association. Essentially, the case is another one ginned up by right-wing, anti-union forces to eviscerate public sector unions by challenging the right of unions to collect dues and use them for the whole range of activities unions perform, particularly political lobbying.
The Court’s conservatives have been pining away for a case to destroy public sector unions. In June 2012, The Court essentially invited a huge challenge, in a ruling in Knox v. Service Employees International Union. As the incomparable Linda Greenhouse wrote:
But Justice Samuel A. Alito Jr., writing for a five-member majority that included Chief Justice John G. Roberts Jr. and Justices Antonin Scalia, Anthony M. Kennedy, and Clarence Thomas, went beyond the confines of the case to suggest strongly that the decades-old accommodation between union members and non-members in public workplaces violates the First Amendment rights of the non-members.To avoid the problem of “free riders,” agency-shop provisions require that those who object to joining the union nonetheless pay a fee that represents the portion of union dues that goes to the collective bargaining activities from which all employees benefit. The non-members, at their request, are entitled to be excused from contributing to the union’s political activities. Since the non-members must affirmatively exercise this “opt-out” option, this system tends to favor the union; as students of default rules well understand, inertia inevitably keeps some people from bothering to assert their rights.
The opt-out system “represents a remarkable boon for unions,” Justice Alito wrote in his majority opinion characterizing the arrangement as one the court had endorsed haphazardly and without adequate thought. He went on to challenge the basic agency-shop structure, calling it “an anomaly.” Compelling nonmembers to pay any portion of their dues to a union with which they don’t care to be associated is a substantial impingement on the First Amendment right to be free from compelled speech and association, Justice Alito said, adding: “Our cases to date have tolerated this impingement and we do not revisit today whether the court’s former cases have given adequate recognition to the critical First Amendment rights at stake.”
In case he hadn’t made it sufficiently clear that 60 years of Supreme Court precedents are now hanging by a thread, Justice Alito continued: “Our prior decisions approach, if they do not cross, the limit of what the First Amendment can tolerate.” As for the special dues assessment at issue in the case, he concluded, the opt-out system was constitutionally insufficient, and the objecting employees were free of any obligation unless they chose to opt in.[emphasis added]
Then, came Harris v. Quinn–and an almost fatal blow to public unions. It was bad:
The petitioners in Harris were several home-care workers who did not want to join a union, though a majority of their co-workers had voted in favor of joining one. Under Illinois law, they were still required to contribute their “fair share” to the costs of representation — a provision, known as an “agency fee,” that is prohibited in “right to work” states.The ability of unions to collect an agency fee reflects a constitutional balance that has governed American labor for some 40 years: Workers can’t be forced to join a union or contribute to its political and ideological activities, but they can be required to pay for the cost of the union’s collective bargaining and contract-administration activities.
The majority in Harris saw things differently. Making workers pay anything to a union they oppose is in tension with their First Amendment rights — “something of an anomaly,” in the words of the majority. But the real anomaly lies in according dissenters a right to refuse to pay for the union’s services — services that cost money to deliver, and that put money in the pockets of all employees.
While a majority declined to strike down agency-fee arrangements for “full-fledged” public employees, as the petitioners had requested, and as unions had feared, the majority makes clear that such fees now rest on shaky constitutional ground, at least in the public sector, and are vulnerable to broader attack in the future.
What the Court did not do was strike down a 1977 case, Abood v. Detroit Board of Education, which really is the basis for the framework for public sector unions being able to charge fees to pay for the costs of operations–particularly, the costs that go into collective bargaining. The only reason the conservatives did not destroy Abood in the Harris decision was because Justice Alito said that home healthcare workers were not actually “full-fledged” public employees, so putting a stake into Abood was not necessary.
That, however, is what the Court will attempt to do with this new case, which will be heard in the coming term, and likely be decided in 2016. The issue is clear:
Whether Abood v. Detroit Board of Education should be overruled and public-sector “agency shop” arrangements invalidated under the First Amendment; and (2) whether it violates the First Amendment to require that public employees affirmatively object to subsidizing nonchargeable speech by public-sector unions, rather than requiring that employees affirmatively consent to subsidizing such speech.
I am not optimistic.
This blog was originally posted on Working Life on June 30, 2015. Reprinted with permission.
About the Author: The author’s name is Jonathan Tasini. Some basics: I’m a political/organizing/economic strategist. President of the Economic Future Group, a consultancy that has worked in a couple of dozen countries on five continents over the past 20 years; my goal is to find the “white spaces” that need filling, the places to make connections and create projects to enhance the great work many people do to advance a better world. I’m also publisher/editor of Working Life. I’ve done the traditional press routine including The Wall Street Journal, CNBC, Business Week, Playboy Magazine, The Washington Post, The New York Times and The Los Angeles Times. One day, back when blogs were just starting out more than a decade ago, I created Working Life. I used to write every day but sometimes there just isn’t something new to say so I cut back to weekdays (slacker), with an occasional weekend post when it moves me. I’ve also written four books: It’s Not Raining, We’re Being Peed On: The Scam of the Deficit Crisis (2010 and, then, the updated 2nd edition in 2013); The Audacity of Greed: Free Markets, Corporate Thieves and The Looting of America (2009); They Get Cake, We Eat Crumbs: The Real Story Behind Today’s Unfair Economy, an average reader’s guide to the economy (1997); and The Edifice Complex: Rebuilding the American Labor Movement to Face the Global Economy, a critique and prescriptive analysis of the labor movement (1995). I’m currently working on two news books.