Outten & Golden: Empowering Employees in the Workplace

Posts Tagged ‘unions’

Think It’s Tough for Labor Now? Just Wait Until Trump Takes Office in January

Friday, November 18th, 2016

photo_321703[1]In 63 days, organized labor is going to find itself in a new political reality, which it seems totally unprepared for. Donald Trump will be president; the Republicans will control the House and Senate and one of Trump’s first tasks will be to nominate a new Supreme Court justice. Though Trump was tight-lipped about specific policy proposals, his campaign and the current constitution of the Republican party do not bode well for labor.

Trump’s actions will largely fall into one of four categories: judicial, legislative, executive and at the level of federal agencies. Each potential move will take various levels of cooperation from other branches of government and varying amounts of time to complete.

On Day 1 of his new administration, President Trump can simply rescind many of Barack Obama’s executive orders that benefited large groups of workers. Chief among these were EO 13673, which required prospective federal contractors to disclose violations of state and federal labor laws, and helped protect employees of contractors from wage theft and mandatory arbitration of a variety of employment claims. Similarly, EO 13494 made contractor expenses associated with union busting non-allowable, thereby helping to ensure that workers can exercise their labor rights.

At the agency level, Trump will have the opportunity to fill vacancies on the five-person National Labor Relations Board (NLRB), effectively turning what has been one of the most pro-worker boards in recent memory into one that is more concerned with employers’ interests. The NLRB is one of the more politicized federal agencies, and it is not uncommon for a new NLRB to overturn a previous board’s rulings. A conservative board would put into jeopardy recent gains, including the requirement of joint employers to bargain with workers, the rights of graduate students to form unions, the rights of adjuncts at religious colleges to form unions and the protections from class action waivers in employment arbitration agreements, which effectively block access to justice for too many.

Similarly, Trump can immediately dismiss the entire Federal Service Impasses Panel (FSIP) and appoint his own members. The FSIP is a little-known federal agency that functions like a mini-NLRB to resolve disputes between unionized federal employees and the government.

Donald Trump may be able to not only roll back many of Barack Obama’s accomplishments, but also change the face of labor law for decades to come. (AFL-CIO/ Facebook)

Donald Trump may be able to not only roll back many of Barack Obama’s accomplishments, but also change the face of labor law for decades to come. (AFL-CIO/ Facebook)

At the legislative level, various anti-worker bills sit ready for a GOP-led push. Perhaps chief among them is the National Right to Work Act, which would place every private sector employee (including airline and railway employees currently under the Railway Labor Act) under right-to-work. Right-to-work is the misleading law that prohibits unions from requiring that workers represented by the union pay their fair share. Such a bill was introduced last year by Sen. Rand Paul, and it had 29 co-sponsors, including Senate Majority Leader Mitch McConnell. Trump announced on the campaign trail that his “position on right-to-work is 100 percent,” so this will likely be an area where he has common cause with the GOP-controlled Congress.

At the judicial level, there is also a strong possibility that we will see a sequel to the Friedrichs case at the Supreme Court. Friedrichs was widely anticipated to bar fair share fees and place all public sector employees under right-to-work, but ended in a deadlock after Justice Antonin Scalia’s death. It is likely that any Supreme Court justice that Trump chooses will be as critical of fair share fees as Justices Samuel Alito and John Roberts, and would provide a critical fifth vote in changing long-standing precedent regarding the allowance of such fees. Groups like the National Right to Work Committee and Center for Individual Rights often have cases in the pipeline that could be pushed to the Supreme Court when the opportunity arises.

Similarly, at the judicial level, Trump will likely have his Department of Labor drop appeals to court decisions that enjoined or overturned pro-worker rules, such as the rule requiring union-busters to disclose when they are involved in an organizing campaign. Dropping the appeals would be an easy route to kill the rules, rather than going through a more time consuming rulemaking process to rescind them.

All indications are that labor has been caught unprepared for a President Trump and a GOP-controlled Congress and Supreme Court. With such broad control over every branch of government, Trump may be able to not only roll back many of Obama’s accomplishments, but also change the face of labor law for decades to come.

This post originally appeared on inthesetimes.com on November 17, 2016.  Reprinted with permission.

Moshe Z. Marvit is an attorney and fellow with The Century Foundation and the co-author (with Richard Kahlenberg) of the book Why Labor Organizing Should be a Civil Right.

Southern California SEIU Caucuses Call On AFL-CIO to Kick Out Police Union

Thursday, November 10th, 2016

In July 2015, the University of California’s student-workers union, United Auto Workers (UAW) 2865, passed a resolution calling on the AFL-CIO to terminate the membership of the International Union of Police Associations (IUPA).

Now, after a series of meetings in Los Angeles throughout October, the same resolution is making its way through Service Employees International Union (SEIU) 721, a local representing public service and nonprofit employees in Southern California. Although SEIU is not part of the AFL-CIO, organizers for the resolution hope it will spark a wider discussion about the role police and their unions play.

The resolution was first approved by the African-American caucus of SEIU 721 on October 6, and later by the local’s Latino caucus on October 19. The endorsements came after collaboration and presentations by Olufemi Taiwo, a UAW 2865 member, and Julia Wallace, a member of SEIU 721.

“When I heard about the UAW’s resolution,” Wallace tells In These Times, “I thought this is great. This is a way for us, as union members to show our support for working-class people, but also to be clear that the police have played a role historically … not just [as] oppressors of Black people, Latino people, LGBT people, disabled people, but also against workers, against working-class people as strike-breakers.”

Wallace says her goal is to get the resolution approved by the executive board of SEIU 721.

“I think the best thing is a politicized, organized and educated workforce,” says Wallace. “That’s the best thing that we could have, because even if it doesn’t get passed through the executive board, then there’s a discussion within our union meetings. ‘Okay, so, what is the role of the police? What are we going to do to organize against them? How are we going to protest?’”

The deaths of Michael Brown, Eric Garner and Freddie Gray at the hands of police, and the subsequent rise of the movement for Black lives, helped push the Black Interests Coordinating Committee (BICC), a UAW 2865 caucus, to write the original resolution.

The AFL-CIO did not officially comment on the resolution, but Carmen Berkley, the federation’s director of civil, human and women’s rights, told Buzzfeed’s Cora Lewis in January:

“We are not in the business of kicking people out of unions … What we are in the business of is having conversations with our law enforcement brothers and sisters about how they can have different practices … I do think there’s a lot of reconciliation that needs to happen between communities of color and law enforcement, and we want to be the bridge that helps them get there.”

When asked about Berkley’s remarks, Taiwo tells In These Times, “She’s posing the issue as if what it is—is there’s individual victims of police violence and individual perpetrators of police that need to sit down and have a mediation.”

“If what they’re for is protecting the ruling class, then it’s not an issue of mediation. It’s not an issue of reconciling individual differences or healing individual acts of violence,” Taiwo says. “It’s an issue of reconciling our union structures with what we’re trying to fight for as unions.”

Wallace says that as long as police side with “bosses” on the picket line and police unions “unequivocally [defend] the police murdering people” then they should not be members of labor organizations.

“They can defend themselves just fine. Their pensions aren’t challenged, their healthcare benefits aren’t cut, their raises continue to happen and ours are always on the chopping block,” Wallace says. “Ours are always in question and there’s a reason for that. It’s because they defend the wealthy.”

The IUPA responded to UAW 2865 shortly after the resolution passed, with IUPA legislative director Dennis Slocumb telling Workers Independent News: “It’s impossible to stand for the rights of working-class people while opposing the people in law enforcement. We are working class. And we think this is nothing but a publicity stunt for a group that’s struggling for some sort of attention.”

Slocumb noted that the resolution did not explicitly call out any other labor groups that represent and bargain for police.

“They don’t call on their own union to disgorge police officers. They haven’t called on AFSCME, or CWA or any of the other organizations that represent police officers within the AFL-CIO. The Teamsters and SEIU, who are outside of the AFL-CIO but certainly labor organizations, also represent police officers,” he said.

Moving forward, Wallace says she hopes to get other unions to endorse the resolution, while also organizing a project to build a general strike against police violence.

“People are talking about this and it’s just the beginning,” she says.

This blog originally appeared at inthesetimes.com on November 3, 2016. Reprinted with permission.

Mario Vasquez is a writer from southern California. He is a regular contributor to Working In These Times. Follow him on Twitter @mario_vsqz or email him atmario.vasquez.espinoza@gmail.com.

Transit Workers Reach Agreement to End Weeklong Strike in Philadelphia

Wednesday, November 9th, 2016

On Monday, transit workers in TWU Local 234 reached a tentative agreement with the Southeastern Pennsylvania Transportation Authority and ended a weeklong transit strike in Philadelphia. Nearly 5,000 employees are returning to work, and the deal now goes to the local’s membership for a vote, which is set for Nov. 18.

Willie Brown, president of Transport Workers (TWU) Local 234, lauded the agreement:

“This is a contract with many important gains, especially on pension benefits and a host of non-economic issues effecting the working conditions and job security of our members. As everyone with experience in collective bargaining knows, we didn’t get everything we wanted—but we came a long way from where we were prior to the strike. We made gains in pensions and wages and minimized out-of-pocket health care expenses at a time when health care costs are soaring, while maintaining excellent medical coverage for our members and their families.

“We worked day and night at the bargaining table in an attempt to finalize a new contract over the past week. We settled just hours before facing the possibility of a back-to-work court-ordered injunction. We ultimately prevailed because our members were determined and united from beginning to end. We also benefited from the assistance of city leaders such as Congressman Bob Brady and Democratic congressional candidate Dwight Evans, who worked to help us settle this dispute with a SEPTA Board controlled by Republicans.

“Our members will keep Philadelphia moving, and we will continue to fight for our members’ economic well-being and their rights on the job.”

Said TWU President Harry Lombardo:

“TWU’s members in Philadelphia are some of the hardest working people on the job. We’re pleased they’ll have a contract that recognizes that.”

Details of the agreement will be made public after the vote.

This blog originally appeared in aflcio.org on November 7, 2016.  Reprinted with permission.

Kenneth Quinnell: I am a long-time blogger, campaign staffer and political activist.  Before joining the AFL-CIO in 2012, I worked as labor reporter for the blog Crooks and Liars.  Previous experience includes Communications Director for the Darcy Burner for Congress Campaign and New Media Director for the Kendrick Meek for Senate Campaign, founding and serving as the primary author for the influential state blog Florida Progressive Coalition and more than 10 years as a college instructor teaching political science and American History.  My writings have also appeared on Daily Kos, Alternet, the Guardian Online, Media Matters for America, Think Progress, Campaign for America’s Future and elsewhere.  I am the proud father of three future progressive activists, an accomplished rapper and karaoke enthusiast.

Beyond the Fight for 15: The Worker-led Fast Food Union Campaign Building Power on the Shop Floor

Thursday, October 27th, 2016

psdtnwbe_400x400Last year, at age 17, Eli Fishel moved out of her parents’ house in Vancouver, Washington, squeezing into a three-bedroom apartment with five other roommates. To pay her bills as she finished high school, Fishel landed a job at Burgerville, a fast-food chain with 42 outlets and more than 1,500 employees in the Pacific Northwest.

Founded in 1961, Burgerville has cultivated a loyal following by emphasizing fresh, local food, combined with sustainable business practices like renewable energy and recycling. But Fishel quickly realized she wasn’t part of Burgerville’s commitment to “regional vitality” and “future generations.”

After 16 months on the job, she earns just $9.85 an hour, barely above the Washington State minimum wage. Her hours and shifts fluctuate weekly, with only a few days’ notice, and every month she goes hungry because she runs out of money to buy food.

Speaking of the privately-owned Burgerville, Fishel says, “We’re poor because they’re rich, and they’re rich because we’re poor.”

Disgruntled Burgerville workers began covertly organizing in 2015. The Burgerville Workers Union (BVWU) went public on April 26 with a march of more than 100 people through Portland, Oregon, and the delivery of a letter to the corporate headquarters in Vancouver. BVWU demands include a $5-an-hour raise for all hourly workers, recognition of a workers organization, affordable, quality healthcare, a safe and healthy workplace, and fair and consistent scheduling with ample notice.

Some BVWU members call their effort “Fight for $15, 2.0,” playing off the name of the fast-food worker campaign launched in 2011 by the Service Employees International Union (SEIU).

SEIU has won plaudits for making the plight of low-wage workers a national issue and igniting the movement for new laws boosting the minimum wage to $15 an hour. But the campaign has not, thus far, included efforts to unionize individual workplaces.

Unlike Fight for $15, which Middlebury College sociology professor and labor expert Jamie McCallum describes as “a fairly top-down campaign,” BVWU is a worker-initiated and -led project backed by numerous labor organizations. The group of Burgerville workers who came up with the idea includes members of Industrial Workers of the World (IWW), a militant union with West Coast roots that date back to the early 1900s. The campaign has the backing of the Portland chapter of IWW and the support SEIU Local 49, the Portland Association of Teachers, and Jobs with Justice.

This scrappy approach enabled BVWU to leapfrog Fight for $15 by declaring a union from the start. While BVWU has not yet formally petitioned for recognition and Burgerville has not chosen to voluntarily negotiate with it, the union has established worker committees in five stores, is developing units in a similar number of shops and counts scores of workers as members.

BVWU is full of lessons in how organizing works. One member likens the campaign to “low-level guerrilla warfare” with workers maneuvering to increase their ranks, build power on the shop floor, expand the terrain from shop to shop, while skirmishing with managers over the work process, and suffering casualties as some members have quit or say they were pushed out of their jobs at Burgerville. In the workplace, the strategy is to develop leaders, form committees for each store, and nurture trust and respect between workers. Outside, BVWU uses direct action to empower workers and bring suppliers into the conversation. The union also works to build community support by mobilizing social-justice groups, clergy, and organized labor to win over the public and pressure the company.

McCallum says that BVWU an example of social movement unionism. “It’s about organizing as a class against another class,” he says. “It’s to win demands not just against a single boss or to change a law, but to engage in class struggle.”

Burgerville Workers Union members and supporters rally in Portland, Ore. Photo courtesy of the BVWU

Burgerville Workers Union members and supporters rally in Portland, Ore. Photo courtesy of the BVWU

Beyond the Fight for $15

McCallum also sees the campaign as an attempt to build on Fight for $15. “For the first time since the Justice for Janitors campaign began 30 years ago, we have low-wage workers who are people of color working with traditional unions to change politics,” he says. “If the IWW is interested in pushing that agenda forward to make it more democratic and radical, that’s awesome.”

Fight for $15 is “one of the most successful and inspiring labor victories in the last 20 years,” says McCallum. “They’ve accomplished things, like doubling the minimum wage, thought impossible three years ago. They managed to raise the profile of low-wage workers in a failing economy.” He acknowledges, however, that Fight for $15 is “largely political organizing.”

“It doesn’t require a mass base. It requires mobilized workers with incredibly talented organizers to move sympathetic politicians in a defined geographic area,” McCallum says.

To that end, Fight for $15 devotes considerable money and effort to media. A Fight for $15 strategy document called “Strike in a Box” lists these criteria for a “good [organizing] site to focus on”: “Is it an iconic brand? Does the brand help tell a story, locally and/or nationally? Do we have spokespeople? Trained? Reliable? Experienced? Do we have stories? Compelling worker stories, Horror stories about site practices (wage theft, sexual harassment, etc).”

By contrast, Burgerville worker Flanagan says BVWU uses media primarily as a tool to foster the growth of the union along with worker solidarity and consciousness. She says media helps “connect the dots between our personal struggles and collective struggle.” She adds that explaining what unions do and how they organize helps to educate “my generation, which has very little understanding of unions.”

Indeed, although the Fight for $15 demands “$15 and a union,” SEIU has made a strategic decision not to attempt to organize the nation’s tens of thousands of fast-food restaurants shop by shop. “The NLRB has old rules for small shops,” Kendall Fells, Fight for $15’s organizing director, told Working in These Times in May. “This movement is too large to be put in that process.”

Adriana Alvarez, a Chicago McDonald’s worker, says that while Fight for $15 may not be a formal union, “We’re acting like a union, not waiting for anyone to tell us we can have one.”

“To me a union is workers joining together to accomplish things we wouldn’t be able to achieve on our own,” Alvarez says. “And that’s exactly what we’ve been doing—coming together and winning life-changing raises for 20 million Americans, including more than 10 million who are on the way to $15. By standing together, we’ve gone from powerless to having powerful voices in our stores.”

If SEIU can prove that McDonald’s calls the shots in its franchises, it could also push open the door to unionizing the whole company at once instead of the Sisyphean task of one franchise at a time. Deploying organizers, researchers and lawyers, SEIU has gathered evidence for 181 cases alleging that McDonald’s controls its franchisees’ employment practices and therefore should be held accountable for unfair labor practices in franchisees, including retaliation against workers who supported unionization. In 2014, the NLRB issued a preliminary finding in favor of SEIU’s case and, then the next year in a separate case involving Browning Ferris Industries of California the labor board revised the definition of joint employer to “consider whether an employer has exercised control over terms and conditions of employment through an intermediary.” Years later, the McDonald’s case is still grinding its way through a judicial process, with a multi-city case being argued before an administrative law judge that was kicked back to the NLRB on October 12. If the board finds or any of the court cases, which includes multiple class-action suits SEIU has backed against McDonald’s for wage theft, determine that McDonald’s is a joint employer with its franchisees, that may finally open the door to a company-wide union drive.

“It’s a huge amount of work”

The Burgerville campaign’s strategy of painstakingly organizing shop by shop emphasizes “building worker power,” which is both “a means and a goal,” says Flanagan.

For BVWU, the initial organizing drive was relatively easy, with workers chafing at difficult working conditions and poverty-level wages.

Debby Olson, 49, a military veteran, has worked at Burgerville since her home-cleaning business tanked during the Great Recession. She says the “people are nice, but the pay is horrible.” After six years, she makes $10.75 an hour.

Olson, says the job is “harder than my house-cleaning business. You are literally moving all day. For hours you don’t get to breathe. When I get home, I’m mentally and physically exhausted.”

Five other Burgerville workers also described the pace as non-stop. Olson reduced her full-time schedule to three days a week because, as she says, “I could barely walk when I got off work and my quality of life was really poor. It’s scary that my feet were getting so damaged that it could affect my ability to get another job or enjoy my later years.”

Burgerville’s lure is gourmet-style food, sourced locally from “988 farms, ranches, and artisans,” which requires labor-intensive preparation. Luis Brennan, 27, a two-year Burgerville employee, says, “The job is really hard. We actually cook the food. We core strawberries, we hand-blend milkshakes. We cook the meat and eggs fresh, we cut the onion rings and batter them twice. It’s a huge amount of work.”

The Burgerville campaign builds on the IWW’s experience over the last decade in fast-food organizing at Jimmy John’s and Starbucks. Picking a regional chain works to the benefit of the union as it can exert more pressure because Burgerville doesn’t have the might of a global food giant and its carefully crafted image is ripe for attack.

The public may eat up buzzwords like local, fresh and sustainable, but Burgerville’s rhetoric sticks in workers’ throats. Fishel says that despite a 70 percent discount for food on shift, she still sometimes can’t afford it.

“If your workers are going without food, how can you say you are a better, more sustainable option for your community?” she asks.

“This is my community”

Building a workplace organization has been a transformative experience for workers. Fishel says, “Being in the union has been very uplifting, inspiring, and super-positive to come together with so many people. We deserve a living wage, to be treated with respect and to have more than what we have right now.”

Claire Flanagan, 26, who’s worked at the chain since June 2015, says, “The union has changed people’s relationship with the job and work. It’s gone from being a place I go to work to pay my bills to feeling invested in our coworkers and the job in a much deeper way. This is my community.”

Burgerville is hardly rolling over, however. Flanagan says, “The company has dug in their heels and refuses whatever we ask for.” She alleges in her store, “Managers spread anti-union rumors and encourage workers to talk shit about the union as a way to gain favoritism. The company is engaged in a misinformation campaign and spreading fear.”

But BVWU members keep the heat on whether by wearing a union button on the job or tussling over floor mats. Members are demanding mats to ease the stress of standing for hours. Management relented in a few stores, but the mats have emerged as a proxy war. Flanagan says despite having mats, managers will put them away and she will bring them back out.

Jordan Vaandering, 26, says of workers at his outlet, where he’s been for a year, “We own the culture whereas before it was management pushing people to meet speed of service times, meet sales goals.”

Building worker power

BVWU’s strategy is known as “minority unionism” because BVWU may not have a majority in each shop willing to declare support for a union. This sort of organizing circumvents a federal labor-law process that makes union elections difficult, time-consuming and expensive. But BVWU utilizes the NLRB process when it is to its advantage, such as by filing unfair labor practice charges that allege Burgerville is illegally retaliating against the union and workers.

Burgerville worker Brennan says BVWU relies on the IWW model: “It teaches, ‘You’re a worker who hates your job, here’s how to build a committee.’ ” Each organized store began with a committee and grew from there.

One useful question, says Brennan, is asking workers, “What could you do with $5 an hour more?” He says talking to coworkers about “what they need changed and why they need it changed helps to break down the walls of silence around hard stuff in our lives.”

Brennan explains, “Building relationships in the workplace is not natural, but it’s deeply human. The workplace is full of power relationships and incredibly constrained by the boss, by pay, by gender, by race, by language. You need to get to know someone to know whether or not they will fight and why they’ll fight.”

These relationships come into play when management goes after workers. One notable case involves Ivy Fleak, a member whom BVWU claims was targeted by management “for standing up on the job and standing up against sexual harassment.” Flanagan says, “They took Ivy off the schedule for two weeks. We organized actions and a vigil. She spoke out publicly and won, receiving back pay for when she was off-schedule.”

Flanagan says, “People related to Ivy’s story,” which boosted support for the union. “At another job they saw someone being targeted or fired for standing up, or that happened to them. Being part of the union means when I’m at work, I know people have my back.”

BVWU claims Fleak was later forced to quit under pressure after the company allegedly threatened to file spurious criminal charges against her for gift-card theft. Burgerville declined to comment on her case, saying,“Burgerville is dedicated to continuously enhancing our relationship with our employees. We do not comment on individual employee matters or internal communications.” The company also opted not to comment on the BVWU campaign or on complaints about wages and working conditions.

In the case of another BVWU supporter fired over a workplace accident, the union organized a delegation of 50 people to the corporate headquarters asking for the worker’s job back and conducted a food drive for the worker. It publicized the firing to make the case that Burgerville pushes workers“past their limits” and demanded a transparent disciplinary process. More than half the workers in that outlet also signed a petition asking for the worker to be rehired. The worker remains fired.

BVWU members view the firings as part of a wider anti-union campaign. The company has set up a website to “inform” workers of their rights, but which discourages them from unionizing. Store managers have also been holding anti-union sessions with workers, where they play a video featuring Burgerville CEO Jeff Harvey. In the video, Harvey states, “I don’t think a union is in the best interest of the company, our employees, our suppliers, or our guests.” He admits, “Burgerville understands employees face certain challenges like transportation, food, and housing to name just a few.” Harvey then claims, “We have spent well over a year looking into the pressing issues that concern you [but] can’t act” as “under current labor laws, we are obligated to maintain the status quo.”

Flanagan claims when Burgerville says it has to “maintain the status quo,” what it’s really saying to workers is, “If you didn’t get a raise, blame the union.” On August 15, Burgerville Workers Union filed four charges of unfair labor practices with the NLRB, including one concerning the anti-union video. Labor law is fuzzy on the issue. Companies are prohibited from increasing benefits during a traditional union election campaign, but as a minority union, BVWU is acting outside of this framework as a minority union.

BVWU has also taken the offensive by hitting at the company’s public image. The worker-organizers have kept up a brisk pace for five months, averaging an action a week such as vigils, marches, pickets and a bicycle ride. When BVWU members visited Liepold Farms near Portland, which supplies Burgerville with berries for its signature shakes, to ask for support, the farm owner was taken aback but accepted their letter. Shortly after BVWU was unveiled, dozens of workers, local labor leaders, activists, and clergy packed the corporate headquarters in support.

Knowing they have the backing of the community bolsters the confidence of workers on the shop floor. Flanagan says the current plan is to “build organizational capacity and infrastructure to pull off larger actions.”

Time may be on the side of BVWU. The more shops the union can organize, the more workers who join, and the more community support it builds, the likelier it is BVWU will force Burgerville to the bargaining table, with or without a majority union. Then the Burgerville Workers Union may be the one opening new outlets.

To find out more about the Burgerville Workers Union, go to burgervilleworkersunion.org.

This blog originally appeared at InTheseTimes.org on October 25, 2016. Reprinted with permission.

Arun Gupta is a graduate of the French Culinary Institute in New York and has written for dozens of publications including the Washington Post, the Nation, The Progressive, Telesur English, and the Guardian. He is the author of the upcoming Bacon as a Weapon of Mass Destruction: A Junk-Food-Loving Chef’s Inquiry into Taste (The New Press).

This week in the war on workers: Pennsylvania state college and university faculty strike

Monday, October 24th, 2016

LauraClawson
After going without a contract for more than a year, and with their administration withdrawing from negotiation, faculty at Pennsylvania state colleges and universities (but not including Pennsylvania State University, confusingly enough) went on strike Wednesday. The administration is running the usual “oh, those greedy workers” playbook because the faculty don’t want to make concessions on healthcare expenses that other workers have been pressured into.

apscuf

Meanwhile:

Union President Ken Mash stood outside the chancellor’s office building Thursday afternoon in Harrisburg to push for a resumption of contract talks.

“If they want to come out and right now and negotiate, we’re willing to go ahead and do that,” Mash said. “But, I don’t want to be totally unfair either, because they do have my cellphone number, so if they want to call later on and say that they’re ready to negotiate, we’re ready to do that too.”

This might have a little something to do with the faculty’s grievances:

State funding for the system, at $444 million this year, is about the same as it was 17 years ago, even as full-time enrollment has risen more than 10 percent.

And:

The union also balks at having to take on other duties without compensation, including a 67 percent increase in the supervision of interns who go into the business world. The increase would raise the annual allotment of interns to 120. The union also balks at cuts to competitive grants for research and professional development. Another issue is the state system’s plan to put part-time adjunct professors on a lower pay scale for the first time. And it objects to changes in the promotion, tenure and grievance rules.

This article originally appeared at DailyKOS.com on October 22, 2016. Reprinted with permission.

Laura Clawson is a Daily Kos contributing editor since December 2006. Labor editor since 2011.

Inequality Is Still the Defining Issue of Our Time

Monday, October 17th, 2016
screen-shot-2016-10-17-at-9-05-23-am
In 2011, President Obama, speaking in the wake of Occupy Wall Street, called inequality the “defining issue of our time.” Now Jason Furman, chair of the Council on Economic Advisors, argues that Obama “narrowed the inequality gap” more than any president in 50 years. The nonpartisan Congressional Budget Office echoes the observation that income inequality after taxes is no higher than it was in 2000, and that Obama’s policies have done more to reduce inequality than any other policies on record.

Don’t take down the barricades. Inequality remains extreme and continues to widen. And the populist uprisings that have roiled American politics have clear opportunities to tackle the core problem after the election.

As James Kwak at Baseline Scenario notes, the council’s report measures Obama’s reductions against what inequality would have been if George Bush’s policies had been sustained through the Great Recession. The progress comes largely from progressive tax changes. Obama raised taxes marginally on the very wealthy (allowing the Bush tax cuts to expire for very rich, particularly the 15 percent tax on capital gains, and taxing investment income under Medicare to help pay for health care reform) and increased tax subsidies to low-wage workers (expanded child tax and expanded earned-income tax credits.) These advances, while praiseworthy, don’t come close to reversing the regressive tax polices of the past decades.

As Emmanuel Saez has shown, the richest 1 percent continue to pocket the bulk of the rewards of growth. The income share of the top 1 percent before taxes fluctuates with the business cycle, but it has been rising over time. Despite recent increases, household income for the vast majority of the population has still not recovered from the Great Recession. These rewards largely reflect the underlying economic structures that determine what Jacob Hacker has dubbed predistribution (the pretax distribution of income): globalization, bargaining power of labor, executive pay structures, demand for skills, etc. As Kwak concludes, “It’s hard to point to anything [Obama] did that affected the underlying economic factors producing the increase in inequality.”

This elevates the importance of fierce political battles that will occur after the November elections. First, President Obama plans to join with the business lobby to push the Trans-Pacific Partnership Treaty through the lame-duck session of Congress. The TPP is another in the corporate trade and investment deals that have proved so devastating to American workers. Even trade-accord advocates now admit that our globalization strategy has contributed directly to growing inequality, putting American workers in competition with low-wage and repressed labor abroad, with no sensible industrial or comprehensive strategy for impacted communities and workers.

The mobilization against the TPP will engage the populist energies in both parties. Sanders’s new organization Our Revolution will join with labor and the bulk of the activist Democratic base to drive an intense opposition that will make the Tea Party look like, well, a tea party. If the TPP is defeated, the next administration will be forced to rethink America’s globalization strategies, moving toward more balanced trade, ending the special privatized investor arbitration system, and focusing attention on the tax traps and dodges that allow global corporations to evade hundreds of billions in taxes. Even if the TPP passes, the fury of the opposition could force an understanding that the old game is over.

Similarly, efforts to lift the floor under workers already in motion should gain new energy. The Republican House leadership won’t even allow a vote on hiking the minimum wage, but Fight for $15 and other movements are winning wage hikes in cities and states across the country. Measures to guarantee paid sick and vacation days and to crack down on wage theft and demand equal pay for women are beginning to move. These efforts—particularly at a time of relatively low unemployment—can help workers gain a greater share of the profits they help to produce.

Obama recently admitted that stronger unions are vital to redressing inequality. Yet he abandoned campaign promises to make labor-law reform a priority early in his administration and has refused to issue an executive order giving union employers priority in government contracting. Union support was central to Clinton’s victory in the primaries. When she takes office in January, activists should join with federal contract employees to demand issuance of a Good Jobs executive order that would encourage firms with federal contracts to respect labor rights. And Democrats at every level of executive office should be pushed to put government on the side of workers.

Finally, populist energy should be directed at curbing obscene CEO pay packages. Academics have exposed the fraudulence of “performance pay” bonuses. Investors bemoan the perverse corporate policies generated by executive efforts to drive up the value of their bonuses. Yet boardrooms haven’t got the message. It is time to turn up the heat. For example, executive compensation rules to discourage Wall Street risk-taking were supposed to have been written nearly five years ago. They haven’t been, and progressives in Congress led by Elizabeth Warren and Bernie Sanders should expose this outrage. Unions, public pension funds, and university endowments should use their votes to challenge excessive CEO compensation packages. Sanders’s Our Revolution might join with other progressive groups in challenging the worst abusers at their annual shareholders meetings.

Inequality remains a defining issue of our time. The advances made under Obama deserve applause, but the real work remains to be done. This presidential season has exposed the growing revolt against business as usual. Now activists must seize the opportunity to build on the energy after November.

This blog originally appeared in ourfuture.org on October 13, 2016. Reprinted with permission.

Robert L. Borosage is the founder and president of the Institute for America’s Future and co-director of its sister organization, the Campaign for America’s Future. The organizations were launched by 100 prominent Americans to develop the policies, message and issue campaigns to help forge an enduring majority for progressive change in America. Mr. Borosage writes widely on political, economic and national security issues. He is a Contributing Editor at The Nation magazine, and a regular blogger at The Huffington Post. His articles have appeared in The American Prospect, The Washington Post, The New York Times, and the Philadelphia Inquirer. He edits the Campaign’s Making Sense issues guides, and is co-editor of Taking Back America (with Katrina Vanden Heuvel) and The Next Agenda (with Roger Hickey).

Chicago Teachers Are on the Verge of Striking—This Is Why

Tuesday, October 11th, 2016

Chicago teachers will likely take to the streets early Tuesday in an escalation of their campaign to defend their jobs and improve the education of the students and the communities they serve. The Chicago Teachers Union (CTU) has said it will strike if no deal is reached by midnight.

Four years ago, the CTU won a new contract with a dramatic 7-day strike that captured national attention. Although the CTU was unable in the following years to stop Mayor Rahm Emanuel from closing more than 50 schools, last April the union continued its contract fight with a mayoral-appointed Board of Education by calling for a 1-day strike over the failure of talks to renew their contract.

With the CTU and Chicago Public Schools (CPS) still at loggerheads over a new agreement, the teachers are preparing to establish picket lines once again at schools throughout the nation’s third-largest school system, taking on the Board of Education, Emanuel, the obsessively anti-union Republican governor, Bruce Rauner, and the local business class.

The fight is, in various ways, about money. The Board of Education, under Emanuel’s control, says it must cut costs since it is running a deficit. One of its proposed solutions would eliminate a longstanding agreement to pay for part of the cost of teachers’ pensions, effectively cutting teachers’ pay.

Rauner advocates a harsh and ideological strategy designed to humiliate the teachers and break their union. He has said bankruptcy might be the best option for CPS—a move that would allow a court to void union contracts.

But the strike is about more than money, too. The CTU sees negotiations as a chance to focus on the quality of education for Chicago students. The union wants to reduce class sizes, guarantee that all schools have libraries and librarians, give teachers professional support and training to teach more creatively, and provide social services and counselors who can help students resolve problems that may be interfering with their learning or leading them to drop out.

“In my 13 years of teaching, schools and students have never faced this type of assault,” said Lillian Kass, a special education teacher in CPS and a CTU delegate.

“We are going on strike to protect our students from further cuts. We need enforceable class sizes and adequate services so all students can succeed. Teachers and students have already suffered too many cuts. More cuts are not acceptable and not sustainable,” she said.

Historical backdrop

The contract dispute is linked to profound and pernicious questions regarding class and racial divisions in the city and state. The backdrop to the current conflict is the decades-long failure of the state government to follow the state’s constitutional mandate to carry the primary responsibility for financing public education.

As a result, schools are very unevenly and inequitably funded by local property taxes. The tax burden is greatest on working-class households, while businesses successfully resist paying their fair share. Chicago taxpayers suffer an additional burden: While state taxes—including taxes paid by Chicago residents—help fund teacher pensions for the rest of the state, Chicago residents alone pay for all pension-related costs for their schools.

Low-income communities, especially those that are predominately black, have suffered most from shortcomings in funding, school closings and many other CPS policies. Reinforcing the results of other investigations, a recent report by WBEZ, the Chicago public radio station, revealed that new school construction in areas of the city where the population is growing is carefully planned to maintain high levels of racial segregation, even though it would be easy to use the construction to create a more integrated school enrollment.

Community allies

Union leaders see community groups as crucial allies in the fight now unfolding. Chicago Teachers Solidarity Campaign (CTSC), with a dozen or more members, played an important role in the 2012 strike, says Steven Ashby, a labor educator at the University of Illinois. Ashby, who is the leader of a renewed CTSC, says the new coalition already includes more than 50 groups.

The CTU, CTSC and many other progressive groups are pushing for the city to redirect to the schools as much as possible from Tax Increment Financing (TIF), a funding tool. The money is largely a “slush fund” spent at the mayor’s discretion for business-related projects, and reformers argue that it could provide significant funding for schools.

The issues posed by the teachers’ strike involve a tangle of inherited pathologies of racism, business dominance, and corrupt local politics—together forming a Gordian knot that blocks progressive reform. The strike may not cut the knot, but it could help direct the next blows for reformers tackling the many challenges beyond the current, critically important task of educating the city’s children.

This blog was originally posted on In These Times on October 10, 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 davidmoberg@inthesetimes.com.

AFL-CIO Backs Dakota Access Pipeline and the “Family Supporting Jobs” It Provides

Friday, September 23rd, 2016

o3ytsjwl_400x400The American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) came out this week in support of the Dakota Access Pipeline, the construction of which was delayed last week by an order from the Obama administration—a decision that itself stemmed from months of protests led by the Standing Rock Sioux.

In a statement, Richard Trumka, AFL-CIO president, said, “We believe that community involvement in decisions about constructing and locating pipelines is important and necessary, particularly in sensitive situations like those involving places of significance to Native Americas.”

This week has shown a stark divide between parts of American labor and today’s social movements. Progressive unions face an uphill battle on many issues, within and outside of organized labor. (Peg Hunter/ Flickr)

This week has shown a stark divide between parts of American labor and today’s social movements. Progressive unions face an uphill battle on many issues, within and outside of organized labor. (Peg Hunter/ Flickr)

But it “is fundamentally unfair,” he added, “to hold union members’ livelihoods and their families’ financial security hostage to endless delay. The Dakota Access Pipeline is providing over 4,500 high-quality, family supporting jobs.

“(Trying) to make climate policy by attacking individual construction projects is neither effective nor fair to the workers involved. The AFL-CIO calls on the Obama Administration to allow construction of the Dakota Access Pipeline to continue.”

It’s an open secret in labor that North America’s Building Trades Unions—including many that represent pipeline workers—have an at-times dominating presence within the federation’s 56-union membership. Pipeline jobs are well-paying union construction gigs, and workers on the Dakota Access Pipeline (DAPL) can make some $37 an hour plus benefits. As one DAPL worker and Laborers International Union member told The Des Moines Register, “You’ve got to make that money when you can make it.”

But an old blue-green mantra says, “there are no jobs on a dead planet.” The parts of organized labor that have taken that phrase to heart are far from unified around Trumka’s DAPL backing—even within the AFL-CIO. National Nurses United (NNU) has had members on the ground at Standing Rock protests and others around the country have participated in a national day of action.

“Nurses understand the need for quality jobs while also taking strong action to address the climate crisis and respecting the sovereign rights of First Nation people,” said RoseAnn DeMoro, NNU’s executive director and a national vice president of the AFL-CIO.

In response to the federation’s endorsement, DeMoro cited the work of economist Robert Pollin, who found that spending on renewable energy creates approximately three times as many jobs as the same spending on maintaining the fossil fuel sector.

NNU isn’t alone. As protests swelled this month, the Communications Workers of America (CWA) released a statement in support of the Standing Rock Sioux, stating that “CWA stands with all working people as they struggle for dignity, respect and justice in the workplace and in their communities.”

Unions like the Amalgamated Transit Union and the United Electrical Workers have each issued similar statements supporting protests against the pipeline, and calling on the Obama administration to step in and block the project permanently.

For those who follow labor and the environment, however, the above unions might be familiar names. Many were vocal advocates for a stronger climate deal in Paris, and sent members to COP21 at the end of last year. They were also those most vehemently opposed to the Keystone XL pipeline, and all supported Bernie Sanders’ primary campaign against Hillary Clinton. While friendly to progressives, these unions have tended to have a relatively limited impact on bigger unions, like the American Federation of Teachers and the American Federation of State, County and Municipal Employees (AFSCME).

According to Sean Sweeney, though, this small group of unions might now be gaining strength. “Progressive unions are becoming a more coherent force,” he told In These Times.

Sweeney helped found a project called Trade Unions for Energy Democracy, which works with unions around the world on climate change and the transition away from fossil fuels, including the National Education Association and Service Employees International Union (SEIU) Local 32BJ in the United States. He also runs the International Program for Labor, Climate and the Environment at City University of New York’s Murphy Institute.

“It could be said that it’s just the same old gang making the same old noise, but for health unions and transport unions to go up against the building trades and their powerful message and equally powerful determination to win … that was a bit of a cultural shift in the labor movement,” he said, referencing the fights against the Keystone XL and Dakota Access pipelines. “That suggests that it’s going to continue.”

Sweeney mentioned, too, that it wasn’t until much later in the fight around Keystone XL that even progressive unions came out against it. “A lot of these unions,” he added, “know a lot more about energy and pollution and climate change than they did before.”

Between Trumka’s DAPL endorsement and the Fraternal Order of Police’s endorsement of Donald Trump for president, this week has shown a stark divide between parts of American labor and today’s social movements. Progressive unions face an uphill battle on many issues, within and outside of organized labor. The question now—on the Dakota Access Pipeline—is whether today’s “Keystone moment” can break new ground in the jobs versus environment debate.

This blog originally appeared at InTheseTimes.org on September, 13, 2016. Reprinted with permission.

Kate Aronoff is a writing fellow at In These Times covering the 2016 election and the politics of climate change. Follow her on Twitter @katearonoff

New Rules Needed to Solve Steel Crisis

Friday, September 9th, 2016

China is gorging itself on steelmaking. It is forging so much steel that the entire world doesn’t need that much steel.

Companies in the United States and Europe, and unions like mine, the United Steelworkers, have spent untold millions of dollars to secure tariffs on imports of this improperly government-subsidized steel. Still China won’t stop. Diplomats have elicited promises from Chinese officials that no new mills will be constructed. Still they are. Chinese federal officials have written repeated five-year plans in which new mills are banned. Yet they are built.

All of the dog-eared methods for dealing with this global crisis in steel have failed. So American steel executives and steelworkers and hundreds of thousands of other workers whose jobs depend on steel must hope that President Barack Obama used his private meeting with China’s President XI Jinping Saturday to press for a novel solution. Because on this Labor Day, 14,500 American steelworkers and approximately 91,000 workers whose jobs depend on steel are out of work because China won’t stop making too much steel.

A new report on the crisis, titled “Overcapacity in Steel, China’s Role in a Global Problem,” by the Duke University Center on Globalization, Governance & Competitiveness flatly concludes that existing policies to stop China from building excessive steel capacity have failed.

steel-overcapacity-table

Since 2007, China has added 552 million metric tons of steel capacity – an amount that is equivalent to seven times the total U.S. steel production in 2015. China did this while repeatedly promising to cut production. China did this while the United States actually did cut production, partly because China exported to the United States illegitimately subsidized, and therefore underpriced, steel.

That forced the closure or partial closure of U.S. mills, the layoffs of thousands of skilled American workers, the destruction of communities’ tax bases and the threat to national security as U.S. steelmaking capacity contracted.

Although China, the world’s largest net exporter of steel, knows it makes too much steel and has repeatedly pledged to cut back, it plans to add another 41 million metric tons of capacity by 2017, with mills that will provide 28 million metric tons already under construction.

None of this would make sense in a capitalist, market-driven system. But that’s not the system Chinese steel companies operate in. Chinese mills don’t have to make a profit. Many are small, inefficient and highly polluting. They receive massive subsidies from the federal and local governments in the form of low or no-interest loans, free land, cash grants, tax reductions and exemptions and preferential access to raw materials including below market prices.

That’s all fine if the steel is sold within China. But those subsidies violate international trade rules when the steel is exported.

These are the kinds of improper subsidies that enable American and European companies to get tariffs imposed. But securing those penalties requires companies and unions to pay millions to trade law experts and to provide proof that companies have lost profits and workers have lost jobs. So Americans must bleed both red and green before they might see limited relief.

The Duke report suggests that part of the problem is that market economies like those in the United States and Europe are dealing with a massive non-market economy like China and expecting the rules to be the same. They just aren’t.

Simply declaring that China is a market economy, which is what China wants, would weaken America’s and Europe’s ability to combat the problems of overcapacity. For example, the declaration would complicate securing tariffs, the tool American steel companies need to continue to compete when Chinese companies receive improper subsidies.

The Duke report authors recommend instead delaying action on China’s request for market economy status until China’s economic behavior is demonstrably consistent with market principles.

The authors of the Duke report also suggest international trade officials consider new tools for dealing with trade disputes because the old ones have proved futile in resolving the global conflict with China over its unrelenting overcapacity in steel, aluminum and other commodities.

For example, under the current regime, steel companies or unions must prove serious injury to receive relief. The report suggests: “changing the burden of proof upon a finding by the World Trade Organization (WTO) dispute settlement panel of a prohibited trade-related practice, or non-compliance with previous rulings by the WTO.”

It also proposes multilateral environmental agreements with strict pollution limits. Under these deals, companies in places like the United States and Europe that must comply with strong pollution standards would not be placed at an international disadvantage as a result, and the environment would benefit as well.

In addition to the family-supporting steelworker jobs across this country that would be saved by innovative intervention to solve this crisis, at stake as well are many other jobs and the quality of jobs.

The Congressional Steel Caucus wrote President Obama before he left last week on his trip to Hangzhou for the G-20 Summit asking that he secure the cooperation of China and pointing out the large number of downstream jobs that are dependent on steel.

Also last week, the Economic Policy Institute issued a report titled “Union Decline Lowers Wages of Nonunion Workers.” It explained that the ability of union workers to boost nonunion workers’ pay weakened as the percentage of private-sector workers in unions fell from about 33 percent in the 1950s to about 5 percent today.steel-overcapacity-table-2

The EPI researchers found that nonunion private sector men with a high school diploma or less education would receive weekly wages approximately 9 percent higher if union density had remained at 1979 levels. That’s an extra $3,172 a year.

Many steelworkers are union workers. If those jobs disappear, that would mean fewer family-supporting private sector union jobs. And that would mean an even weaker lift to everyone else’s wages.

America has always been innovative. Now it must innovate on trade rules to save its steel industry, its steel jobs and all those jobs that are dependent on steel jobs.

This post originally appeared on ourfuture.org on August 25, 2016. Reprinted with Permission.

Leo Gerard is the president of the United Steelworkers International union, part of the AFL-CIO. Gerard, the second Canadian to lead the union, started working at Inco’s nickel smelter in Sudbury, Ontario at age 18. For more information about Gerard, visit usw.org.

BREAKING—Fight for $15 Organizers Tell SEIU: We Need $15 and a Union

Monday, August 15th, 2016

David MobergThe start to this weekend’s Fight for $15 convention didn’t go as planned.

As roughly 10,000 conference goers gathered in Richmond, Va., to talk about unions and low-wage work, organizers behind the nationwide campaign demanded a union of their own.

On Friday, Jodi Lynn Fennell, a child care worker organizer from Las Vegas, attempted to deliver a letter from a Fight for $15 organizers asking the Service Employees International Union (SEIU) to acknowledge it was their employer and to give them the right to organize.

A small group of supporters accompanied Fennell as she approached the stage where SEIU President Mary Kay Henry was scheduled to deliver the keynote address. But security guards stopped them from delivering the letter and escorted them away from the stage. Later, according to the Union of Union Representatives (UUR), a supervisor told Fennell and four other organizers they had to fly back to Las Vegas early Saturday morning, at their own expense.

Roughly 75 SEIU organizers and other field staff outside of the union’s national headquarters belong to the UUR. But Fennell and UUR Vice President Nicholas Calderon say that SEIU has told the roughly 100 other Fight for $15 field organizers who might be eligible to join the staff union that it doesn’t employ them.

At first, Calderon says, SEIU maintained their employer was the payroll processing firm that handles their paychecks. Now, he says, the international insists they’re employed by the individual organizing committees that direct each city’s Fight for $15 campaign.

According to Calderon, nearly 99 percent of funding for Fight for $15 organizers, as well as vehicles and supplies, comes from SEIU.

SEIU did not respond by deadline to In These Times’ request for comment.

“As we have said from the beginning, we are strong believers in the Fight for $15 campaign organizers and workers planned yesterday’s action to try to minimize disruption while still having visibility,” Conor Hanlon, UUR president, wrote in a statement to In These Times on Saturday. “We have no interest in stopping the crucial work going on there but do think it important that workers and community allies are aware of how SEIU is treating the Fight for $15.”

“We are disappointed that SEIU chose to escalate and create divisions between workers and organizers rather than act on our shared principles and beliefs about the fair treatment workers deserve,” he continued. “Nonetheless, the Fight for $15 workers will not be silenced and UUR will continue to fight with them until they are recognized as SEIU employees and getting the treatment they deserve.”

Fight for $15 organizers have a long list of grievances against SEIU. They are worried about the instability of their jobs and a tendency of the union to ramp up staff for one campaign, then shift only some of the staff to the next project. Others argue that because of the long hours, their relatively modest salaries do not amount to $15 an hour by the time their pay is divided by work hours, often much more than 40 hours a week.

But the biggest grievance organizers express is that SEIU pays them to advocate for the right of every worker to join a union but denies that same right to its own organizers. Ultimately, some workers say, SEIU’s position may undermine public support and open up lines for employer attacks.

Hypocrisy scars an organization, says Fennell, and could weaken the union in its important fight.

“We don’t have the right to join a union that we’re fighting for other workers to have,” she told In These Times. “When we’re fighting for everyone to have $15 an hour, we should have it ourselves.”

The initial organizing of Fight for $15 focused on fast-food workers in New York but quickly spread to other occupations and across the country. It includes workers in child care and elder care, early childhood education, university research and teaching, manufacturing, fashion and other building services, many of whom may move frequently from low-wage job to low-wage job over their lives.

The campaign, almost entirely funded by SEIU, can claim credit for raising pay for about 17 million of the roughly 64 million workers less than $15 an hour, with 10 million on the path to $15.

Its progress has come mainly from winning stronger state and local laws—not from any dramatic uptick in low-wage workers forming unions. That is true even in the low-wage industries that, unlike fast food, were already often organized to varying degrees by SEIU and others.

Although the strategy for establishing unions is unclear, Fight for $15 appears committed to expanding the range of workers that SEIU is able to mobilize for direct action. Tactics include strikes at fast food outlets and legislative campaigns for higher minimum wages, whether across the board or piecemeal.

For the past couple of years, the campaign’s emphasis on politics has increased, as illustrated by the choice of Richmond, Virginia, for this weekend’s meeting—billed as the organization’s first convention.

The decision to meet in the capital of the Confederacy also reflected an intensification of efforts to link the problems of America’s low-wage economy to continued structural racism with its roots in slavery. Fight for $15 must fight for both racial and economic injustice, SEIU president Mary Kay Henry told the opening session of the meeting.

“You can’t have one without the other,” she said.

Likewise, you can’t advocate effectively for unions, some Fight for 15 organizers say, without having the right to join one yourself.

It is true that over the labor movement’s long history, many unions have fought with their staff over whether staff could or should organize.

But a movement like the Fight for $15, which is founded on the right of every worker to join a union, is more likely to win broad support if it follows the old adage: Practice what you preach.

At a time when the labor movement is especially vulnerable, unions need to avoid any grounds that could cost them public support—especially in a campaign as promising and crucial as the Fight for $15.

Your Rights Job Survival The Issues Features Resources About This Blog