The Iconography of Labour: an Overview of Canadian Materials
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100 Spouting Anticollaborationist Slogans Against Those on the Left
THE LABOUR MOVEMENT AND THE LEFT IN THE UNITED STATES* Stanley Aronowitz During the 1960s and early 1970s, majority sentiment on the American left held that the American trade union movement had become a relatively conservative interest group. It fought within the Democratic Party, and in direct bargaining with corporations and government, for an increasingly narrow vision of its interests. For example, when confronted with the demands of blacks for full equality within the unions as much as within society as a whole, labour leaders responded with a dual position. The unions remained committed in general to civil rights at the legislative level, but were primarily protective of their members' immediate interests in higher pay and job security. When these interests were in conflict with the demand for full equality, some unions abandoned all but a legislative commitment to civil rights. On the question of the Vietnam war, most unions were either bellicose supporters of the Johnson policies, or remained silent, due either to the ambivalence of some leaders about the war or to unresolved debates among members. The left was aware that a section of the trade union leadership distinguished itself from the generally conservative policies of a section of industrial unions around the ILGWU, the building trades, and most of the old-line union leaders (all of whom grouped around George Meany). This more liberal wing of the labour leadership was led by the United Auto Workers (UAW) and included most of the old CIO unions except the Steelworkers, as well as some former AFL unions (notably, the Amalgamated Meatcutters, some sections of the Machinists, and the State, County, and Municipal Employees). -
THE BATTLE for SOCIALIST IDEAS in the 1980S
THE BATTLE FOR SOCIALIST IDEAS IN THE 1980s Stuart Hall I am honoured to be asked to give the first Fred Tonge lecture. I am pleased to be associated with the inspiration behind it, which is to commemorate the link between theory and practice, between socialist ideas and socialist politics, and thereby keep alive the memory of some- one who served the labour movement in both these ways throughout his life. Fred Tonge's commitment to socialism did not wane with age, as it has in so many other quarters. His commitment to socialist international- ism did not degenerate into that parochialism which so often besets our movement. He understood the absolute centrality of political education to the achievement of socialism. Those are very distinctive qualities and I want, in what follows to make a small contribution to their continuity. So I have chosen to talk about the struggle, the battle, for socialist ideas in the 1980s. First, I want to say something about the importance of ideological struggle. Thinking about the place and role of ideas in the construction of socialism, I would particularly emphasise the notion of struggle itself: ideology is a battlefield and every other kind of struggle has a stake in it. I want therefore to talk about the ideological pre-condition for socialist advance: the winning of a majority of the people-the working people of the society and their allies-to socialist ideas in the decades immediately ahead. I stress the centrality of the domain of the ideological-political ideas and the struggle to win hearts and minds to socialism-because I am struck again and again by the way in which socialists still assume that somehow socialism is inevitable. -
Smart Constitution
2014 CONSTITUTION AND RITUAL – 1 OUR UNION · OUR MEMBERS · OUR STRENGTH ST SMART GENERAL CONVENTION SMART CONSTITUTION AND RITUAL REVISED AND AMENDED BY AUTHORITY OF THE 1ST SMART GENERAL CONVENTION Held in Las Vegas, Nevada | AUGUST 11–15, 2014 INTERNATIONAL ASSOCIATION OF SHEET METAL, AIR, RAIL AND TRANSPORTATION WORKERS And Affiliated Local Unions, State, District, Provincial And Regional Councils General Officers of the International Association of Sheet Metal, Air, Rail and Transportation Workers Joseph J. Nigro John Previsich General President President Transportation Division Joseph Sellers, Jr. General Vice President General Secretary-Treasurer John J. Risch III Bruce W. Word General Vice Prestident/U.S. National 1st General Vice President Legislative Director Ronald H. Whatley David Wier 2nd General Vice President General Vice President David C. Zimmermann Vice President/International Representative 3rd General Vice President John E. Lesniewski Mark Curtis General Vice President 4th General Vice President Vice President/International Representative Patrick C. Landgraf Troy Johnson 5th General Vice President General Vice President Vice President/International Representative Derek Evans John England 6th General Vice President General Vice President Joseph B. Powell Vice President/International Representative 7th General Vice President Norm L. Whiteman 8th General Vice President John Helak 9th General Vice President Arthur B. Tolentino 10th General Vice President Rocco Terranova 11th General Vice President General Office Address United -
Eigen-Sherwyn-63.3
Eigen & SHERWYN_21 (F. VALDEZ) (Do Not Delete) 3/26/2012 5:22 PM A Moral/Contractual Approach to Labor Law Reform Zev J. Eigen* and David Sherwyn** When laws cease to operate as intended, legislators and scholars tend to propose new laws to replace or amend them. This Article posits an alternative: offering regulated parties the opportunity to contractually bind themselves to behave ethically. The perfect test case for this proposal is labor law, because (1) labor law has not been amended for decades, (2) proposals to amend it have failed for political reasons and are focused on union election win rates and less on the election process itself, (3) it is an area of law already statutorily regulating parties’ reciprocal contractual obligations, and (4) moral means of self-regulation derived from contract are more likely to be effective when parties have ongoing relationships like those between management and labor organizations. The Article explains how the current law and proposed amendments fail because they focus on fairness as a function of union win rates, and then outlines a plan to leverage strong moral contractual obligations and related norms of behavior to create as fair a process as possible for employees to vote unions up or down. * Assistant Professor of Law, Northwestern University School of Law. The Authors thank Nicholas Menillo, Cornell Law School 2012, for his outstanding research. Please address all correspondence to the Authors at [email protected]. ** Associate Professor, Cornell University. [695] Eigen & SHERWYN_21 (F. VALDEZ) (Do Not Delete) 3/26/2012 5:22 PM 696 HASTINGS LAW JOURNAL [Vol. -
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. -
Revolutionary Syndicalist Opposition to the First World War: A
Re-evaluating syndicalist opposition to the First World War Darlington, RR http://dx.doi.org/10.1080/0023656X.2012.731834 Title Re-evaluating syndicalist opposition to the First World War Authors Darlington, RR Type Article URL This version is available at: http://usir.salford.ac.uk/id/eprint/19226/ Published Date 2012 USIR is a digital collection of the research output of the University of Salford. Where copyright permits, full text material held in the repository is made freely available online and can be read, downloaded and copied for non-commercial private study or research purposes. Please check the manuscript for any further copyright restrictions. For more information, including our policy and submission procedure, please contact the Repository Team at: [email protected]. Re-evaluating Syndicalist Opposition to the First World War Abstract It has been argued that support for the First World War by the important French syndicalist organisation, the Confédération Générale du Travail (CGT) has tended to obscure the fact that other national syndicalist organisations remained faithful to their professed workers’ internationalism: on this basis syndicalists beyond France, more than any other ideological persuasion within the organised trade union movement in immediate pre-war and wartime Europe, can be seen to have constituted an authentic movement of opposition to the war in their refusal to subordinate class interests to those of the state, to endorse policies of ‘defencism’ of the ‘national interest’ and to abandon the rhetoric of class conflict. This article, which attempts to contribute to a much neglected comparative historiography of the international syndicalist movement, re-evaluates the syndicalist response across a broad geographical field of canvas (embracing France, Italy, Spain, Ireland, Britain and America) to reveal a rather more nuanced, ambiguous and uneven picture. -
Collective Bargaining Provisions : Strikes and Lock-Outs, Contract
COLLECTIVE BARGAINING PROVISIONS Strikes and Lock-Outs; Contract Enforcement Bulletin No. 908-13 UNITED STATES DEPARTMENT OF LABOR Maurice J. Tobin, Secretary BUREAU OF LABOR STATISTICS Ewan Clague, Commissioner Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Letter of Transmittal United States Department of Labor, Bureau of Labor Statistics, Washington, D. C., November 15,19Jk9, The Secretary of Labor: I have the honor to transmit herewith the thirteenth bulletin in the series on collective bargaining provisions. The bulletin consists of two chapters: (1) Strikes and Lockouts, and (2) Contract Enforcement, and is based on an examination of collective bargaining agreements on file in the Bureau. Both chapters were prepared in the Bureau’s Division of Industrial Relations, by and under the direction of Abraham Weiss, and by James C. Nix. Ew an Clague, Commissioner. Hon. Maurice J. Tobin, Secretary of Labor. For sale by the Superintendent of Documents, U. S. Government Printing Office Washington 25, D. C. Price 25 cents Digitized for FRASER http://fraser.stlouisfed.org/ Federal Reserve Bank of St. Louis Preface As early as 1902 the Bureau of Labor Statistics, then the Bureau of Labor in the Department of the Interior, recognized the grow ing importance of collective bargaining, and published verbatim the bituminous-coal mining agreement of 1902 between the Asso ciations of Coal Mine Operators of Pennsylvania, Ohio, Indiana, and Illinois and the respective districts of the United Mine Workers of America. Since 1912 the Bureau has made a systematic effort to collect agreements between labor and management in the lead ing industries and has from time to time published some of those agreements in full or in summary form in the Monthly Labor Review. -
No. 424, March 20, 1987
25¢ WfJ/iIlE/iS·'''"''II·''No. 424 20 March 1987 As War-Mad Reagan Goes Down the Tubes... Gorbachev's Pipe Dream: Peace ·with Imperialism Defend the Soviet Union Through World Revolution! The Tower Commission report offi did reject it, then. They pointed out the cially told the American people what "zero option," while calling for the was always perfectly clear to everyone removal of almost 500 Soviet missiles in who had eyes to see, that Ronald exchange for a promise not to deploy Reagan is a moron and a liar. The U.S. Pershing and cruise missiles, did victims of this vicious regime-workers not touch the British and French who've had their unions gutted and missiles targeted at theircities, nor did it broken, the black and Hispanic poor affect U.S. submarine-launched missiles who've seen their children starved by the in European waters. At the Reykjavik racist cutbacks-are now witnessing the summit the Soviets insisted that a sight of Reagan twisting slowly in the "Eurornissile" deal depended on limit wind. Butgloating over the downfall of ing Reagan's "Star Wars" scheme; now the teflon president is not enough. Hard they have dropped even that condition. class struggle can turn this country One of the U.S. negotiators who first around, galvanizing the sympathy of the proposed the "zero option," Spurgeon ghetto poor and unemployed, farmers Keeny, says the latest Soviet offer "is driven into bankruptcy, and all the a far better deal than anyone would TurnleyINewsweek intended victims of Ed Meese's thought have prophesied" (New York Times, 4 As Pentagon's first-strike missiles target USSR; and sex police. -
Michigan Laborlabor Law:Law: Whatwhat Everyevery Citizencitizen Shouldshould Knowknow
August 1999 A Mackinac Center Report MichiganMichigan LaborLabor Law:Law: WhatWhat EveryEvery CitizenCitizen ShouldShould KnowKnow by Robert P. Hunter, J. D., L L. M Workers’ and Employers’ Rights and Responsibilities, and Recommendations for a More Government-Neutral Approach to Labor Relations The Mackinac Center for Public Policy is a nonpartisan research and educational organization devoted to improving the quality of life for all Michigan citizens by promoting sound solutions to state and local policy questions. The Mackinac Center assists policy makers, scholars, business people, the media, and the public by providing objective analysis of Michigan issues. The goal of all Center reports, commentaries, and educational programs is to equip Michigan citizens and other decision makers to better evaluate policy options. The Mackinac Center for Public Policy is broadening the debate on issues that has for many years been dominated by the belief that government intervention should be the standard solution. Center publications and programs, in contrast, offer an integrated and comprehensive approach that considers: All Institutions. The Center examines the important role of voluntary associations, business, community and family, as well as government. All People. Mackinac Center research recognizes the diversity of Michigan citizens and treats them as individuals with unique backgrounds, circumstances, and goals. All Disciplines. Center research incorporates the best understanding of economics, science, law, psychology, history, and morality, moving beyond mechanical cost/benefit analysis. All Times. Center research evaluates long-term consequences, not simply short-term impact. Committed to its independence, the Mackinac Center for Public Policy neither seeks nor accepts any government funding. It enjoys the support of foundations, individuals, and businesses who share a concern for Michigan’s future and recognize the important role of sound ideas. -
Glossary of Labour Terms
Glossary of Labour Terms Available online at: http://prairies.psac.com/stewards-dictionary ADJUDICATION: Process for settling grievances by a third party when they arise out of the interpretation or application of a collective agreement or arbitral award, or out of disciplinary action resulting in financial loss or penalty (i.e., discharge, suspension ). Normally used for Public Service units covered by the Public Service Staff Relations Act. See Arbitration. AGREEMENT, COLLECTIVE: A contract (‘Collective Agreement’ and ‘Contract’ are used interchangeably) between the union acting as the bargaining agent and the employer, covering wages, hours of work, working conditions, benefits, rights of workers and union, and procedures to be followed in settling disputes and grievances. APPEAL: Procedure for seeking redress from Public Service Commission against: appointments to a job made by closed competition or job appointments made without competition. Applies only to Public Service units covered by the Public Service Employment Act. ARBITRATION: A method of settling negotiating disputes through the intervention of a third party whose decision is final and binding. Such a third party can be either a single arbitrator, or a board consisting of a chairman and one or more representatives. Voluntary Arbitration is that agreed to by the parties without statutory compulsion. Compulsory Arbitration is that imposed by law. Governments sometimes impose it to avoid a strike or to end one. Arbitration (same as adjudication) terminology is used in the Canada Labour Code, Part I, the Northwest Territories Ordinances, and most Provincial Labour Codes and Acts. BARGAINING AGENT: Union designated by a labour relations board or similar government agency e.g. -
Reclaiming Syndicalism: from Spain to South Africa to Global Labour Today
Global Issues Reclaiming Syndicalism: From Spain to South Africa to global labour today Lucien van der Walt, Rhodes University, Grahamstown, South Africa Union politics remain central to the new century. It remains central because of the ongoing importance of unions as mass movements, internationally, and because unions, like other popular movements, are confronted with the very real challenge of articulating an alternative, transformative vision. There is much to be learned from the historic and current tradition of anarcho- and revolutionary syndicalism. This is a tradition with a surprisingly substantial and impressive history, including in the former colonial world; a tradition that envisages anti-bureaucratic and bottom-up trade unions as key means of educating and mobilising workers, and of championing the economic, social and political struggles of the broad working class, independent of parliamentary politics and party tutelage; and that aims, ultimately, at transforming society through union-led workplace occupations that will institute self-management and participatory economic planning, abolishing markets, hierarchies and states. This contribution seeks, firstly, to contribute to the recovery of the historical memory of the working class by drawing attention to its multiple traditions and rich history; secondly, to make a contribution to current debates on the struggles, direction and options for the working class movement (including unions) in a period of flux in which the fixed patterns of the last forty years are slowly melting away; thirdly, it argues that many current union approaches – among them, business unionism, social movement unionism, and political unionism – have substantial failings and limitations; and finally, it points to the need for labour studies and industrial sociology to pay greater attention to labour traditions besides business unionism, social movement unionism, and political unionism. -
Unite Here 30 Cba 2019-2022
AGREEMENT between UNITE – HERE LOCAL #30 May 1, 2019 to April 30, 2022 ARTICLE PG ARTICLE 1 - RECOGNITION ...............................................................................................1 ARTICLE 2 - UNION SECURITY .........................................................................................1 ARTICLE 3 - RIGHTS OF MANAGEMENT ..........................................................................2 ARTICLE 4 - WORKING HOURS AND OVERTIME ............................................................2 ARTICLE 5 - WORKING CONDITIONS ...............................................................................3 ARTICLE 6 - TECHNOLOGICAL CHANGES AND PROMOTIONAL OPPORTUNITIES ...4 ARTICLE 7 – PERSONAL TIME OFF ..................................................................................4 ARTICLE 8 - LEAVES OF ABSENCE ..................................................................................5 Bereavement Leave ..............................................................................................6 Jury Duty ...............................................................................................................7 Maternity Leave .....................................................................................................6 Personal Leave ......................................................................................................7 Service and Seniority .............................................................................................7 Sick Leave .............................................................................................................5