Picketing in the New Economy
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Governing Body 323Rd Session, Geneva, 12–27 March 2015 GB.323/INS/5/Appendix III
INTERNATIONAL LABOUR OFFICE Governing Body 323rd Session, Geneva, 12–27 March 2015 GB.323/INS/5/Appendix III Institutional Section INS Date: 13 March 2015 Original: English FIFTH ITEM ON THE AGENDA The Standards Initiative – Appendix III Background document for the Tripartite Meeting on the Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87), in relation to the right to strike and the modalities and practices of strike action at national level (revised) (Geneva, 23–25 February 2015) Contents Page Introduction ....................................................................................................................................... 1 Decision on the fifth item on the agenda: The standards initiative: Follow-up to the 2012 ILC Committee on the Application of Standards .................. 1 Part I. ILO Convention No. 87 and the right to strike ..................................................................... 3 I. Introduction ................................................................................................................ 3 II. The Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87) ......................................................................... 3 II.1. Negotiating history prior to the adoption of the Convention ........................... 3 II.2. Related developments after the adoption of the Convention ........................... 5 III. Supervision of obligations arising under or relating to Conventions ........................ -
National Master Ups Freight Agreement
NATIONAL MASTER UPS FREIGHT AGREEMENT For the Period: August 1, 2013 2018 through July 31, 2018 2023 covering: The parties reserve the right to correct inadvertent errors and omissions. Where no reference is made to a specific Article or Section thereof, such Article and Section are to continue as in the current Master Agreement, as applied and interpreted during the life of such Agreement. Additions and new language are bold and underlined. Language from the prior Master Agreement that is being deleted is struck through. UPS Freight, herein referred to as the “Employer” and/or employees who are not members of the Local Union and all “Company”, and the TEAMSTERS NATIONAL UPS FREIGHT employees who are hired hereafter, shall become and remain NEGOTIATING COMMITTEE, hereinafter referred to as members in good standing of the Local Union as a condition TNUPSFNC, representing Local Unions affiliated with the of employment on and after the thirty-first (31st) day following International Brotherhood of Teamsters. the beginning of their employment, or on and after the thirty- first (31st) day following the effective date of this subsection, or ARTICLE 1 the date of this Agreement, whichever is the later. An employee PARTIES TO THE AGREEMENT who has failed to acquire, or thereafter maintain, membership in the Union, as herein provided, shall be terminated seventy-two Section 3. Transfer of Company Title or Interest (72) hours after the Employer has received written notice from In the event the Company is sold or any part of its operations covered an authorized representative of the Local Union, certifying that by this Agreement is transferred, the Company shall give notice to the membership has been, and is continuing to be offered to such Local UnionTNUPSFNC to the extent required by applicable law. -
Why Organize and Affiliate Others?
Affiliate Organizing Committee Handbook Updated March, 2016 WHY ORGANIZE AND AFFILIATE OTHERS? ........................................................1 - 2 CSO CODE OF CONDUCT ...................................................................................3 INTRODUCTION TO CSO/NSO ...........................................................................4 BENEFITS OF CSO MEMBERSHIP AND LOCAL AFFILIATION .................................5 HOW MEMBERS PARTICIPATE IN CSO/NSO ........................................................6 - 7 ELIGIBILITY, DUES AND STANDARDS FOR AFFILIATION ....................................8 - 9 REPRESENTING A BRAND-NEW BARGAINING UNIT .......................................... 10 - 15 BARGAINING CSO AGREEMENTS .......................................................................16 ONCE THE CONTRACT HAS BEEN BARGAINED ...................................................17 APPENDIX A – AUTHORIZATION FORM ..............................................................19 APPENDIX B – RECOGNITION REQUEST ............................................................20 APPENDIX C – RECOGNITION AGREEMENT ........................................................21 APPENDIX D – NLRB RECOGNITION PETITION ...................................................22 APPENDIX E – CBC GOALS AND SETTLEMENT STANDARDS ........................23 - 31 CSO MEMBERSHIP FORM ..............................................................................33 1 CSO Affiliate Organizing Handbook Welcome to the California Staff Organization (CSO). -
A Survey of Perception of Members of the Use of Industrial Action In
A SURVEY OF PERCEPTION OF MEMBERS OF THE USE OF INDUSTRIAL ACTION IN RESOLVING LABOUR DISPUTES AMONG SELECTED TRADE UNIONS IN THE EDUCATION SECTOR IN KISUMU COUNTY OUMA ONYANGO A Management Research Project Submitted in Partial Fulfillment of the Requirement for the Award of the Degree of Master of Business Administration (MBA) School of Business, University of Nairobi October, 2012 DECLARATION This Management Research Project is my original work and has not been presented for award of a degree in the University of Nairobi or any other University. Signed ………………………………………………. Date …………………………… NAME: OUMA ONYANGO Registration Number: D61/63516/2010 This Management Project has been submitted for examination with my approval as University Supervisor. Signed ………………………………………………. Date ……………………………... NAME: MR. GEORGE OMONDI Lecturer School of Business University of Nairobi i DEDICATION This Management Project is dedicated to my late father, Julius Tertius Ouma, whose belief in the power of education has lived in me up to this day, and my late mother Helen Akeyo Lamba, whose perseverance and humility motivated me. ii ACKNOWLEDGEMENT I am grateful to God for seeing me through the entire period of my study and research project. I owe my supervisor Mr. George Omondi special thanks for his immeasurable support and guidance. His positive criticism greatly enhanced and enriched this study. His uncompromising stance on quality and detail greatly motivated me. Special thanks go to my Human Resource Seminar course instructor Professor Peter K’Obonyo of the University of Nairobi for recognizing and appreciating the effort I gave the course thereby inspiring me to further my studies. Lastly, my deep gratitude goes to my family, friends and well-wishers for the belief they have in me. -
GLOSSARY of COLLECTIVE BARGAINING TERMS and SELECTED LABOR TOPICS
GLOSSARY of COLLECTIVE BARGAINING TERMS and SELECTED LABOR TOPICS ABEYANCE – The placement of a pending grievance (or motion) by mutual agreement of the parties, outside the specified time limits until a later date when it may be taken up and processed. ACTION - Direct action occurs when any group of union members engage in an action, such as a protest, that directly exposes a problem, or a possible solution to a contractual and/or societal issue. Union members engage in such actions to spotlight an injustice with the goal of correcting it. It further mobilizes the membership to work in concerted fashion for their own good and improvement. ACCRETION – The addition or consolidation of new employees or a new bargaining unit to or with an existing bargaining unit. ACROSS THE BOARD INCREASE - A general wage increase that covers all the members of a bargaining unit, regardless of classification, grade or step level. Such an increase may be in terms of a percentage or dollar amount. ADMINISTRATIVE LAW JUDGE – An agent of the National Labor Relations Board or the public sector commission appointed to docket, hear, settle and decide unfair labor practice cases nationwide or statewide in the public sector. They also conduct and preside over formal hearings/trials on an unfair labor practice complaint or a representation case. AFL-CIO - The American Federation of Labor and Congress of Industrial Organizations is the national federation of unions in the United States. It is made up of fifty-six national and international unions, together representing more than 12 million active and retired workers. -
“They Outlawed Solidarity!”*
View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Seattle University School of Law: Digital Commons “They Outlawed Solidarity!”* Richard Blum** Neither slavery nor involuntary servitude . shall exist within the Unit- ed States, or any place subject to their jurisdiction.1 CONTENTS INTRODUCTION ..................................................................................... 984 I. LABOR RIGHTS AND THE PROHIBITION AGAINST INVOLUNTARY SERVITUDE…………………………………………………………….987 II. SECONDARY STRIKES AND NLRA ANTISTRIKE INJUNCTIONS ......... 989 A. Statutory Law ............................................................................... 989 B. Scenarios ...................................................................................... 991 C. Remedies ...................................................................................... 994 III. NLRB CEASE AND DESIST ORDERS AGAINST UNIONS AND THEIR MEMBERS .............................................................................................. 994 IV. ANTISTRIKE INJUNCTIONS IMPLICATE THE THIRTEENTH AND FIRST AMENDMENTS EVEN IF WORKERS CAN PERMANENTLY QUIT THEIR JOBS .............................................................................................................. 998 A. Quitting Individually v. Quitting Collectively .............................. 998 B. Quitting En Masse v. Striking ....................................................... 999 C. Secondary Strikes and the Pollock Principle ............................. 1003 D. -
The Legal and Political Implications of Placing Paid Union Organizers in the Employer's Workplace Victor J
Hofstra Labor and Employment Law Journal Volume 16 | Issue 1 Article 1 1998 Salting the Mines: the Legal and Political Implications of Placing Paid Union Organizers in the Employer's Workplace Victor J. Van Bourg Ellyn Moscowitz Follow this and additional works at: http://scholarlycommons.law.hofstra.edu/hlelj Part of the Law Commons Recommended Citation Van Bourg, Victor J. and Moscowitz, Ellyn (1998) "Salting the Mines: the Legal and Political Implications of Placing Paid Union Organizers in the Employer's Workplace," Hofstra Labor and Employment Law Journal: Vol. 16: Iss. 1, Article 1. Available at: http://scholarlycommons.law.hofstra.edu/hlelj/vol16/iss1/1 This document is brought to you for free and open access by Scholarly Commons at Hofstra Law. It has been accepted for inclusion in Hofstra Labor and Employment Law Journal by an authorized administrator of Scholarly Commons at Hofstra Law. For more information, please contact [email protected]. Van Bourg and Moscowitz: Salting the Mines: the Legal and Political Implications of Placin HOFSTRA LABOR & EMPLOYMENT LAW JOURNAL Volume 16, No. 1 Fall 1998 ARTICLES SALTING THE MINES: THE LEGAL AND POLITICAL IMPLICATIONS OF PLACING PAID UNION ORGANIZERS IN THE EMPLOYER'S WORKPLACE* Victor J. Van Bourg** Ellyn Moscowitz*** Mr. Chairman .... Thank you for Mr. Chairman, I rise to strongly the opportunity to speak today. I oppose H.R. 3246, mistakenly am here to discuss the serious called the Fairness for Small Busi- * This article was made possible, in part, by a summer research grant from Chapman Uni- versity School of Law, while Ellyn Moscowitz was an Associate Professor of Law there. -
Political Power of Nuisance Law: Labor Picketing and the Courts In
Fordham Law School FLASH: The Fordham Law Archive of Scholarship and History Faculty Scholarship 1998 Political Power of Nuisance Law: Labor Picketing and the Courts in Modern England, 1871-Present, The Rachel Vorspan Fordham University School of Law, [email protected] Follow this and additional works at: http://ir.lawnet.fordham.edu/faculty_scholarship Part of the Civil Rights and Discrimination Commons, and the Labor and Employment Law Commons Recommended Citation Rachel Vorspan, Political Power of Nuisance Law: Labor Picketing and the Courts in Modern England, 1871-Present, The , 46 Buff. L. Rev. 593 (1998) Available at: http://ir.lawnet.fordham.edu/faculty_scholarship/344 This Article is brought to you for free and open access by FLASH: The orF dham Law Archive of Scholarship and History. It has been accepted for inclusion in Faculty Scholarship by an authorized administrator of FLASH: The orF dham Law Archive of Scholarship and History. For more information, please contact [email protected]. BUFFALO LAW REVIEW VOLUME 46 FALL 1998 NUMBER 3 The Political Power of Nuisance Law: Labor Picketing and the Courts in Modern England, 1871-Present RACHEL VORSPANt INTRODUCTION After decades of decline, the labor movements in America and England are enjoying a resurgence. Unions in the United States are experiencing greater vitality and political visibility,' and in 1997 a Labour government took power in England for the first time in eighteen years.! This t Associate Professor of Law, Fordham University. A.B., 1967, University of California, Berkeley; M.A., 1968, Ph.D., 1975, Columbia University (English History); J.D., 1979, Harvard Law School. -
3.70.120 Work Stoppage Prohibited [STRIKES]
3.70.120 Work stoppage prohibited [STRIKES]. A. Employees may not engage in strikes, slow downs or intentional work disruptions. Upon a finding by the mayor that employees are engaging or about to engage in a strike or other activity prohibited by this chapter, the municipal attorney may petition to the Superior Court for an injunction, restraining order, or such other order as may be appropriate. B. Prohibited acts by employees and employee representatives. No employee, employee organization, bargaining representative, labor union, association or officer thereof shall engage in, cause, instigate, encourage or condone a strike, slowdown, walkout or other form of voluntary unauthorized work disruption [COLLECTIVE WORK ACTION] against the municipality. [REGARDING ANY SERVICE SPECIFIED IN SECTION 3.70.110.A.1. NO SUCH PERSON OR ORGANIZATION SHALL TAKE SUCH ACTION WITH RESPECT TO SERVICES SPECIFIED IN SECTION 3.70.110.A.2 OR A.3 PRIOR TO COMPLETION OF THE PROCESS DESCRIBED IN SECTION 3.70.110.C OR THEREAFTER, IF THE COURT DETERMINES THAT SUCH ACTION HAS BEGUN TO THREATEN THE HEALTH, SAFETY OR WELFARE OF THE PUBLIC.] The municipality shall not engage in a lockout or other procedure designed to prevent willing employees from working. No party shall cause, instigate or encourage a strike by refusing to bargain in good faith over mandatory subjects as defined in this Code. C. [B] Prohibited acts by supervisory personnel. No person exercising on behalf of the municipality any authority, supervision or direction over an employee may authorize, approve, condone or consent to a strike, slowdown, walkout or other form of voluntary unauthorized work disruption by employees. -
Going Karura Colliding Subjectivities and Labour Struggle in Nairobi's Gig Economy
Going Karura Colliding subjectivities and labour struggle in Nairobi’s gig economy Gianluca Iazzolino Firoz Lalji Centre for Africa, Department of International Development, LSE Centre of Socio-legal Studies, University of Oxford [email protected] [email protected] Accepted: 23-Jun-2021 Abstract Based on an ethnography of Uber drivers in Nairobi, my article explores practices of contestation of the gig economy taking place both in the digital and physical space of the city. It argues that the labour struggle against the price policies and the control mechanisms of ride-hailing platforms like Uber foreground the tension between a subjectification from above, in which the platforms construct the drivers as independent contractors, and the shaping of subjectivities through the interaction of the drivers with the digital platforms and with one another. It also suggests that, through contestation, as the one catalysed by the call to ‘go Karura’, logging-off from the app, the workers connect their struggle to a broader critique of processes of exploitation, dependency and subalternity involving the state and international capital. While contributing to the growing literature on the gig economy in low and middle-income countries, my article brings the labour geography scholarship exploring how workers collectively shape economic spaces in conversation with the intellectual tradition of Italian Operaismo (Workerism). In doing so, it highlights the nexus of labour subjectivity and collective agency as mutually constitutive. Introduction On the morning of the 2nd July 2018, about a hundred vehicles converged at the main intersections in downtown Nairobi, grounding the rush-hour traffic of the Kenyan capital to a halt. -
Where Did Braverman Go Wrong? a Marxist Response to the Politicist Critiques
Where did Braverman go wrong? A Marxist response to the politicist critiques Onde está errado Braverman? A resposta marxista às críticas politicistas Eduardo Sartelli1 Marina Kabat2 Abstract Braverman is considered an unquestionable reference of Marxist labour process. The objective of this paper is to show that despite Braverman’s undeniable achievements he forsakes the classical Marxist notions related to work organization, i. e. simple cooperation, manufacture and large-scale industry and replaces them with the notion of Taylorism. We also intend to show that because of this abandonment, Braverman cannot explain properly how the deskilling tendency operates in different historical periods, and in distinct industry branches. Finally, we try to demonstrate that those Marxist concepts neglected by Braverman are especially useful to understand labor unrest related to job organization. Braverman overvalues the incidence of labor fragmentation and direct forms of control and disregards the impact of mechanization achieved with the emergence of Large-scale industry and the new forms of control associated with it. Whereas Braverman’s allegedly Marxist orthodoxy is considered responsible for this, in fact, exactly the opposite can be asserted: the weaknesses of the otherwise noteworthy work of Harry Braverman are grounded in his relinquishment of some crucial Marxist concepts. We state that labor processes conventionally considered Taylorist or Fordist can be reconceptualized in Marxist classic terms allowing a better understanding of the dynamic of conflicts regarding labor process. Keywords: Labor process. Politics. Marxism. Regulationism. Workers’ Struggles. Resumo Braverman é considerado uma referência inquestionável do processo de trabalho marxista. O objetivo deste artigo é mostrar que, apesar das contribuições inegáveis de Braverman ele abandona as noções marxistas clássicas relacionadas à organização do trabalho, a saber, cooperação simples, manufatura e grande-indústria e substituí-las com a noção do taylorismo. -
ECCFA Negotiation Glossary
ECCFA Negotiation Glossary Bargaining unit The ECCFA. Those employees and job categories that will be covered by the provisions of the contract. Often, not all employees at a work site will be included in the bargaining unit. Supervisors, typically, are excluded by law. Bargaining committee The union representatives who meet with management representatives to negotiate a contract. The committee is often elected by the union membership, may include a union staff person, and speaks for the membership during negotiations. This committee may also draft the contract proposals and counter-proposals. Also known as Negotiation Committee or Team. Collective bargaining The process whereby union and management representatives meet in good faith and attempt to come to mutual agreement on conditions of employment. In most situations, management is required by law to engage in good-faith collective bargaining with a union that has been certified as representing that organization's employees. (See Negotiations) Contract A written document that spells out the terms and conditions of employment as well as the rights and responsibilities of employer and employee. This document applies to a specified group of employees for a specified period of time. Adherence to the terms of the contract is enforceable under the provisions of the National Labor Relations Act or appropriate public sector law. Negotiations The process of discussion between the employer and the union for purposes of coming to an agreement on the provisions of a contract governing employment conditions and the rights and responsibilities of labor and management. Chief Negotiators Each side will have a chief negotiator who is charged with the authority to speak for his/her side and to sign agreements resulting from the negotiaiton process.