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Posts Tagged ‘Unionization’

Ohio Extremists Next Target? College Athletes

Tuesday, April 8th, 2014

Kenneth-Quinnell_smallNot content to only go after collective bargaining rightspensions andvoting rights, the extremists in Ohio are targeting a new group of their state’s residents, attempting to pre-empt any attempt by college athletes to organize and express their rights. After the National Labor Relations Board ruled that players at Northwestern University were employees of the school, and could thus form a union, Ohio’s right-wingers took action to tryto stop athletes at Ohio colleges and universities from following suit, proposing a bill that would specify that college athletes aren’t employees in Ohio.

There haven’t been any reported discussions of athletes in Ohio attempting to follow in the Northwestern players’ footsteps and the bill has a way to go before it could become law, but maybe the audacity of these people will inspire college athletes at schools like Ohio State to stand up for their rights before the legislature and Gov. John Kasich (R) can take them away.

In a press release, Ohio AFL-CIO President Tim Burga said:

Once again, Republicans in the Ohio House of Representatives are spending time trying to engineer punitive proposals instead of working to move Ohio forward, create jobs and improve our struggling economy. This time they are attempting to pre-empt athletes at public colleges and universities from being declared employees. Is this really what Ohioans are worried about? This a labor law matter, which may or may not become an issue, and should it become one there will be plenty of public debate. If Republicans in the House feel compelled to address this matter, they should try to engage in a productive way by dealing with the real concerns of fairness and safety where the players and university leaders have expressed common themes for change. A good place to start a public discussion would be to allow athletes who get injured in their sport to qualify for workers’ compensation benefits under the law.

Mike Gillis, a spokesperson for the state federation, added:

There’s millions being made off the work and also blood, sweat and tears that these athletes endure. They should be offered every protection that employees enjoy, if not more, especially because they are not paid.

Meanwhile, the Colorlines points out Shabazz Napier, a senior on the University of Connecticut men’s basketball national championship team, often goes to bed “hungry.” Read more from the Colorlines.

This article was originally printed on AFL-CIO on April 8, 2014.  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.

Academic Labor Unrest Spreads to Maryland Colleges

Monday, March 24th, 2014

Bruce VailBALTIMORE – Part-time professors at the historic Maryland Institute College of Art are joining a growing movement of academic workers around the country who want a union to help them with fundamental issues of fair pay and decent job conditions.

A committee of part-time faculty—also known as adjuncts—filed a petition on March 7 with the National Labor Relations Board seeking an election to establish Gaithersburg, Md.-based Service Employees International Union Local 500 as its collective bargaining agent. Joshua Smith, one of the committee’s leaders, tells In These Times that the adjuncts hope to move to an election within just a few weeks.

And instructors at other institutions in the region see the move to unionize as highly necessary. “This is an exciting development. Adjuncts really need a union to protect them from the abuses of a system they are unable to change. At the moment, they have no voice … There can be no sense of community, scholarly or academic, when adjunct faculty are not included in decision-making as to curriculum or policy,” says Peggy Beauvois, a part-time instructor in the College of Education at the nearby Loyola University Maryland, which does not employ unionized faculty.

“We simply can not meet the needs of students when we must have two—and sometimes three—adjunct positions to even begin to support ourselves. I’ve heard stories about adjuncts who can’t afford an apartment and are living out of the back seat of their cars,” she adds.

Smith estimates there are about 200 adjuncts at MICA, who teach about 45 percent of the school’s courses; overall, he says, the campus environment is a positive one. “We do enjoy working at MICA and it’s a great place to teach,” he says.

But that’s not enough to outweigh the worries about survival and consistent employment that being an adjunct entails, he points out. “Of course compensation and benefits are big issues, but job security is probably the biggest concern,” he says. “You can have been an adjunct for ten years, but you still don’t know whether you will have a class to teach next semester.”

The big question awaiting the adjuncts at MICA is whether the school’s administrators will actively oppose unionization, Smith says. A best-case scenario would see the college bosses adopt a neutral position, as they did at Georgetown University, where Local 500 ran a successful part-time faculty organizing campaign in 2013. Alternatively, higher-ups could take a more antagonistic approach similar to those of Boston’s Northeastern University, where administrators hired the notorious union-busting firm Jackson Lewis last year to stifle organizing. For the moment, though, MICA public relations director Jessica Weglein Goldstein says the school has “no comment” on its position of adjunct unionization.

Smith, however, remains optimistic. The part-time professor, who has taught art history in Baltimore for four years, believes the union will prevail easily in an election. The organizing committee has been active on MICA’s campus since 2011, he says, and has worked to gather support both within the adjunct population and outside of it. For example, members of the committee formally asked full-time professors to remain neutral in an election campaign—a presentation Smith deemed to be effective.

In general, the unionization of adjuncts “is long overdue,” says Michelle Tokarczyk, Vice President of the Maryland Conference of the American Association of University Professors (AAUP). There is very little unionization of college staff in the state thus far, she says, but the movement has a broad base of approval from many in the higher education community.

Though MICA is a private institution, labor allies in Maryland hope that its faculty’s efforts will work in conjunction with another campaign focused on community colleges throughout the state. A coalition of unions comprised of the Maryland State Education Association (MSEA), SEIU Local 500 and the American Federation of State, County and Municipal Employees (AFSCME) is currently working to push legislation through the state house in Annapolis that would ease organizing at community colleges. Given the lack of labor laws specifically covering community college employees, the coalition is advocating for a bill that would provide a statewide legal framework for those workers when they unionize in the future.

Prospects for passage of the bill are good, reports Sean Johnson, an MSEA official, although it does not appear that state legislature is inclined to act quickly. Organizers have garnered support from key state representatives, however, and Gov. Martin O’Malley has pledged to sign the bill if it passes. Right now, a number of community college presidents are opposing the bill, but labor lobbyists in Annapolis believe that opposition can be overcome, Johnson says.

If the bill is passed, the three unions hope to organize some 19,000 employees at 16 community college campuses: MSEA would seek to unionize the regular full-time faculty, Local 500 would agitate among the adjuncts and AFSCME is interested in the other college staff. “Our coalition has been successful in the past,” Johnson says, in reference to unionization of more than 1,000 academic workers at suburban Washington, D.C. Montgomery College in 2008, “and we think it will be successful again.”

The urgency of organizing academic workers—especially part-time ones—is starting to be recognized on a national scale, says Local 500 organizer Kevin Pietrick. Indeed, on the same day the Baltimore art college instructors filed for an election, so did adjuncts at Washington, D.C.’s Howard University. Similar organizing efforts are underway in several other states, he says.

And in Baltimore, a successful campaign at MICA may potentially pave the way for other colleges in the area.

Beauvois wishes the MICA adjuncts well and hopes that union movement picks up steam in the academic community. “As it is now, [working as an adjunct] is not a living wage,” she says. “It’s a hobby, or volunteer work, but you can’t make a living.”

UPDATE: Maryland Institute College of Art confirmed on March 24 that it had agreed to a National Labor Relations Board-supervised election for the part-time instructors seeking union representation. The election, to be conducted with mail-in ballots, will commence April 10, and will conclude with the counting of completed ballots April 29.

The bargaining unit will include about 350 employees.

This article was originally printed on Working In These Times on March 20, 2o14.  Reprinted with permission.

About the Author: Bruce Vail is a Baltimore-based freelance writer with decades of experience covering labor and business stories for newspapers, magazines and new media. He was a reporter for Bloomberg BNA’s Daily Labor Report, covering collective bargaining issues in a wide range of industries, and a maritime industry reporter and editor for the Journal of Commerce, serving both in the newspaper’s New York City headquarters and in the Washington, D.C. bureau.

What Workers Apparently Don't Have a Right to Know

Wednesday, May 15th, 2013

seiu-org-logoIn most workplaces, it’s common to see a poster somewhere public – like a shared lunchroom – notifying employees of their workplace rights on issues such as equal opportunity and health and safety. Most workplaces don’t, however, have posters notifying employees of their rights (e.g. to form a union) under the National Labor Relations Act. And after a D.C. Circuit Court ruling this week, this seems depressingly unlikely to change anytime soon.

The NLRB tried to fix this in 2011 with a rule requiring employers to post an informational notice in the workplace. Not surprisingly, the U.S. Chamber of Commerce of other corporate-backed groups challenged the rule and delayed its implementation.

On Tuesday, the D.C. Circuit Court (known for its pro-business bias) put the final nail in the coffin and struck down the rule.

This decision is undoubtedly bad for workers.

For a sliver of optimism about the future of the labor movement, check out Harold Myerson’s May 8th op-ed in the Washington Post.

This article was originally posted on SEIU on May 10, 2013.  Reprinted with Permission.

Author: SEIU Communications

After Battle with Mining Giant Peabody, Willow Lake Coal Miners Win Union

Monday, September 17th, 2012

Workers at the Willow Lake coal mine in southern Illinois are now represented by the United Mine Workers of America (UMWA) after the National Labor Relations Board (NLRB) certified the union’s victory in a rank-and-file election.

The National Labor Relations Board (NLRB) published a notice of its certification on September 4, following a lengthy series of administrative delays and legal actions. UMWA won a closely fought representation election on May 20, 2011, at the mine in rural Equality, Ill., about 150 miles east of St. Louis, Mo.

UMWA President Cecil Roberts called on the owner of the mine, Peabody Energy Corp., to quit stalling and negotiate a new contract for the 440 miners and production worker represented by the union. “It’s long past time for…Peabody Energy to finally accept the rule of law, sit down with its workers and negotiate a fair and equitable contract,” Roberts stated in a September 6 press release.

Peabody is the largest coal producer in the world, with extensive mining operations in the United States and Australia. Headquartered in St. Louis, Mo., it reported “record-setting financial performance” of $1.02 billion in profits last year, according to a statement from Peabody CEO Greg Boyce.

The NLRB’s action last week comes in the wake of a major court victory for labor against Peabody and its subsidiary, Big Ridge Inc. On April 30, U.S. District Court Judge G. Patrick Murphy ordered the company to cease an illegal anti-union campaign against the UMWA, and to reinstate Wade Waller, an outspoken Big Ridge employee who had been fired for supporting the union.

In issuing his order, Judge Murphy recounted the history of the UMWA organizing drive at Willow Lake. He stated that “Big Ridge proceeded to conduct a vigorous ant-union campaign” at about the same time that the UMWA sought a representation election at the mine.

“Big Ridge held a series of group meetings with employees, which included slide shows, films, and presentations by officials of Peabody Energy. … Big Ridge distributed flyers with employee paychecks, mailed letters and videotapes to employees’ homes, and made anti-union stickers available for employees to wear on their hardhats,” Judge Murphy’s wrote. The decision also noted the company “directed supervisors to make one-on-one contact with employees to encourage them to vote against UMWA representation.”

Despite the anti-union campaign, the UMWA prevailed in the election in a narrow vote of 219-206, according to NLRB records. But the company challenged the vote and fired Waller, a seven-year employee of Big Ridge with an outstanding work record. The only credible explanation for the firing, Judge Murphy determined, was that Waller “was one of the strongest and most outspoken UMWA supporters at the Willow Lake mine.”

Since the court action in favor of the union and Waller, Peabody has refused to begin contract talks, says UMWA Director of Communications Phil Smith. The NLRB’s recent certification of the union has not changed that, he says, and union lawyers will not be surprised if Peabody seeks a court appeal and further delay.

Meanwhile, UMWA faces a challenge from Peabody on an entirely different front.

According to UMWA, Peabody is abusing the legal process so as to avoid paying out millions in health care benefits that it owes to more than 20,000 former Peabody employees, retirees and family members.

In 2007, Peabody created a new company, Patriot Coal Corp., to operate most of its unionized coal mines in Appalachia. As part of the deal, Patriot assumed the liabilities for healthcare benefits for thousand of former Peabody employees and retirees, in addition to benefits for many dependents, UMWA said.

But in July, Patriot filed a Chapter 11 bankruptcy petition in federal court, saying it could no longer sustain its healthcare costs, which it estimated might exceed $100 million this year.

UMWA’s Roberts has charged that the spinoff of Patriot and the subsequent bankruptcy are both part of a deliberate attempt by Peabody to avoid paying the benefits that are due to union members and their families.

On Aug. 30, Roberts kicked off a new “Fight for Fairness at Patriot” campaign at a mass meeting of 3,000 union miners in Charleston, West Va. “We are prepared to go to he mat over this. This is an enormous challenge to our union,” Roberts told local reporters.

This blog originally appeared in Working In These Times on September 12, 2012. Reprinted with permission.

About the Author: Bruce Vail is a Baltimore-based freelance writer with decades of experience covering labor and business stories for newspapers, magazines and new media. He was a reporter for Bloomberg BNA’s Daily Labor Report, covering collective bargaining issues in a wide range of industries, and a maritime industry reporter and editor for the Journal of Commerce, serving both in the newspaper’s New York City headquarters and in the Washington, D.C. bureau.

Unions in the States

Friday, May 25th, 2012

Written by John Schmitt and Marie-Eve Augier of CEPR

Unionization rates — and the gender and racial composition of unionized workers — vary widely across the 50 states and the District of Columbia. In a newly released issue brief, based on an analysis of the Current Populations Survey, we give an overview of the size and basic demographics of the unionized workforce in each state. The brief is a partial update of some of the numbers that appeared in a 2010 release CEPR report called “Unions of the States.”

Size of the States’ Union Workforces

The figure below (Figure 2 in the new brief) shows the size of the union workforce in each state in 2011. We define a unionized worker as anyone who is a member of a union or represented by a collective bargaining agreement.

In 2011, the 13.3 percent of the U.S. workforce was unionized. New York state had the highest unionization rate, at 26.4 percent. Alaska (24.3 percent) and Hawaii (24.0 percent) followed closely. Only one other state had a unionization rate above 20 percent and that was Washington (21.2 percent). The rest of the top ten most unionized states were Michigan (19.2 percent), New Jersey (18.8 percent), California (18.5 percent), Connecticut (17.6 percent), Oregon and Rhode Island (17.4 percent each), and Nevada (17.3 percent). Eight states had a unionization rate that was less than half of the national average: Tennessee (6.2 percent), Texas (6.1 percent), Arkansas and Louisiana (5.9 percent each), South Carolina (5.7 percent), Virginia (5.3 percent), Georgia (5.1 percent) and North Carolina (4.4 percent).

unions-states-f2-2012-05See the full brief for data on the number of union workers and their racial and ethnic background, by state.

This blog originally appeared in CEPR on May 23, 2012. Reprinted with permission.

Electrical Workers Use Traditional and Online Organizing in Illinois Sears Win

Thursday, December 1st, 2011

Laura ClawsonOrganizing a union is tough enough, given the power employers have over workers and the myriad ways they typically use it to intimidate workers who want to join a union. But organizing workers who don’t spend most of their working hours together building community and trust, but are out in separate locations working on their own, is even more difficult. That makes this successful drive to organize Sears technicians in Illinois all the more impressive.

Workers reached out to the International Brotherhood of Electrical Workers (IBEW) after being pushed to the breaking point by a new district manager. Sears ran the usual anti-union playbook, holding captive audience meetings and spreading misinformation about the union while simultaneously improving working conditions slightly in hopes of making some workers think a union wasn’t necessary. The workers and IBEW fought back with a campaign that blended traditional tactics—in-person conversations and meetings—with online organizing:

Local 134 Organizer Abe Rodriguez says the Illinois campaign “blended old and new technologies.” Postcards were sent out to prospective members, but the Web site, www.unitedtechsgreatlakes. webs.com was there for younger techs who “live off their laptops and cell phones.” […]

As a symbol of the volunteers’ commitment, Rodriguez remembers an organizing meeting that was called during a snowstorm when techs might have preferred to stay home to watch a big football game between the Chicago Bears and the Green Bay Packers. Fifty technicians showed up.

In-person organizing is hugely important, especially when the stakes are as high as they are during a union organizing campaign, with people’s jobs on the line. But increasingly unions are finding ways to spread information and connect with workers online to supplement in-person organizing, especially in cases like this where workers are geographically dispersed.

This blog originally appeared in Daily Kos Labor on December 1, 2011. Reprinted with permission.

About the Author: Laura Clawson is labor editor at Daily Kos. She has a PhD in sociology from Princeton University and has taught at Dartmouth College. From 2008 to 2011, she was senior writer at Working America, the community affiliate of the AFL-CIO.

Politics Affect Unionization Rates, Study Finds

Sunday, November 27th, 2011

Laura ClawsonIf union density is declining in the United States (and it is), it’s because unions can’t compete in the global economy, right? That’s the story we’re often told, anyway, but a new Center for Economic and Policy Research report says that actually, politics plays a major role (PDF). The CEPR study compares 21 countries with rich economies and facing similar levels of globalization and technological progress, and finds different outcomes for unions depending on the countries’ differing political environments.

Fullscreen_capture_11212011_60334_PM

The study looks at both union membership and union coverage, which is the number of people who are covered by collective bargaining agreements regardless of whether they are union members. (In the United States, the two numbers are fairly close; in many countries, though, significantly more workers are covered by collective bargaining agreements than belong to unions.) The result is that:

Countries strongly identified during the postwar period with social democratic parties—Sweden, Denmark, Norway, and Finland—have generally seen small increases in union coverage and only small decreases in union membership since 1980.

Over the same period, countries typically described as “liberal market economies”—the United States, the United Kingdom, Australia, New Zealand, Ireland, Canada, and Japan—have generally seen sharp drops in union coverage and membership.

Countries in the broad Christian democratic tradition, sometimes referred to as “coordinated market economies” or “continental market economies”—Germany, Austria, Italy, the Netherlands, Belgium, France, and Switzerland—typically have had outcomes somewhere in between the social democratic and liberal market economies, with small drops in union coverage and moderate declines in union membership.

That declining union membership and coverage in the U.S. is in part a result of political forces shouldn’t come as a surprise to anyone who has watched Wisconsin Gov. Scott Walker and Ohio Gov. John Kasich’s assaults on public employees or read about Sen. Lindsey Graham’s threats to the National Labor Relations Board before it filed a complaint against Boeing. But since anti-union politicians and corporations always tell you that their assaults on workers’ rights are because unions can’t work in an era of globalization, this study offers a simple rejoinder.

This blog originally appeared in Daily Kos Labor on November 22, 2011. Reprinted with permission.

About the Author: Laura Clawson is labor editor at Daily Kos. She has a PhD in sociology from Princeton University and has taught at Dartmouth College. From 2008 to 2011, she was senior writer at Working America, the community affiliate of the AFL-CIO.

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