DOCSLIB.ORG

TABLE of CONTENTS As Prescribed by the Portland Introduction

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text

Load more

A guide for organizing your workplace (and community) in response to the COVID-19 crisis WHEN SHIT HITS THE FAN, ORGANIZE! TABLE OF CONTENTS As prescribed by the Portland Introduction.................................02 Industrial Workers of the World What is a Union?............................03 Common Demands..........................04 Workplace Mapping.......................05 Escalation Plans.............................06 Retaliation & Security....................11 Layoff FAQ.....................................12 Recent Victories .............................14 Available online at portlandiww.org/XXXXX Mutual Aid & More Resources.........18 Portland Industrial Workers of the World Meet the "Sabo Tabby." It’s original purpose was as a code or symbol for direct action at the point of production, specifically sabotage, in order to achieve better working conditions. This Tabby has a general association with the Industrial Workers of the World (IWW). INTRODUCTION We are living Unemployment has This packet was compiled by a group of Portland skyrocketed 3,000%, while workers from a variety of industries who have years through a many of us still with jobs of experience organizing in their own workplaces historic crisis. are forced to work during a to win better wages, healthcare, set schedules, safe pandemic without hazard working conditions, and dignity on the job and in pay, sick leave, or even affordable health insurance. our communities. We’re all current members of the Many of us are facing pay cuts or layoff without Portland branch of the Industrial Workers of the severance or a guarantee to get our jobs back. It’s World and invite you to join us. a scary and unpredictable time, made possible This packet is an overview of organizing tactics and all the more worse by an unequal society that and resources, not a comprehensive how-to, and prioritizes making profits for a select few over the any successful organizing campaign needs to be lives of the many. How we, the workers, prepare to based on the specific conditions that you and your navigate this pandemic and the looming economic coworkers are facing. Contact us at our Portland crisis is in our own hands and the hands of our IWW Hotline (503-622-9085) and we can connect fellow workers across the city. you with a mentor and a network of other By getting organized now, we can protect ourselves, worker organizers! our loved ones, and our community from getting sick, from losing our housing, and from falling in debt. By staying organized, we can use this moment Nobody is coming to save us, take to fight together for a better world, a world where action with your coworkers now! no one is disposable and everyone can flourish. 2 Portland Industrial Workers of the World The basics WHAT IS A UNION? A union is a group of workers The Industrial Workers of the World (IWW) is a union that thinks workers should run their coming together to take action workplaces. The IWW knows that our power is in order to collectively improve found in the relationships we have with each other at work, and that if we organize those relationships, their working conditions. worker by worker, workplace by workplace, into one big union, we will have the power to make Sometimes this looks like handing your boss a meaningful changes in our lives and our society. petition demanding raises for everyone, sometimes In Portland, members of the IWW at Burgerville, it looks like making a plan to address dangerous Little Big Burger, Call to Safety, Voodoo Doughnuts, working conditions, sometimes it looks like going Scottie’s Pizza, Lewis and Clark phonathon, Crush on strike until the company is ready to listen, and Bar and many, many other workplaces across the sometimes it looks like bargaining at a negotiating city are doing this right now. We’re building a table. A union exists wherever workers use movement focused on finding collective solutions solidarity to take matters into their own hands. to the collective problems we all face at work. Sick of Workers Working Sick won’t pay for this! Hazard Pay Now! PAID SICK LEAVE 3 Portland Industrial Workers of the World COMMON DEMANDS during the COVID-19 Pandemic What are the issues you and your coworkers are facing? What would it take to improve your working conditions? Identify what you need and ask for it! For workers continuing to go to work: For workers facing 1. Store closure and paid leave for all workplaces unnecessary to the reduced hours, furlough, survival of community members (hospitals and other health care or lay off: facilities, grocery stores, and pharmacies). 1. Emergency Paid Time Off 2. Expansion of paid sick time and no discipline for workers for all hours lost. calling out sick. Union workers at Aramark just won 21 additional 2. Severance Pay in the event days of paid sick time that can be used for themselves or to care for of layoffs or business closure. family members. 3. Ability to cash out sick 3. Hazard Pay for workers who have to remain at their workplaces. time if furloughed or laid off. This can be an extra dollar amount or additional percentage if your 4. Half pay for all previously hourly wage. Many grocery store workers have secured an extra $2/ scheduled shifts that were hr for the duration of the pandemic. revoked. 4. Increased time to perform work tasks to accommodate for 5. Guarantee rehire. additional cleaning. Housekeepers at Executive Inn by the Space 6. Unemployment Assistance. Needle and Loyal Inn (bit.ly/2X9TGLJ) recently won a decreased workload and additional time to disinfect the hotel rooms. 7. Create a list of demands conditional on being met 5. Ability to work remotely. before accepting future 6. Increased health and safety precautions including limiting re-hire. interactions with other workers and customers and expanding cleaning measures in the workplace. This includes being provided with appropriate cleaning supplies and training on how to use them and how to handle dangerous customer interactions. Union cashiers at Stop & Shop grocery stores secured plexiglass walls that separate them from customers. Other grocery stores have implemented limits on how many customers can be in the store, closed unnecessary departments, and expanded their delivery services. 7. No doctor’s note required to prove sickness. 8. Ensured health insurance coverage regardless of hours worked. 9. Job Security Agreements. An agreement that would secure an employee’s job in the event of company lay-offs. Can be used to ensure job protection in case the employer decides to lay off staff so they can collect unemployment instead of paying them PTO. 4 Portland Industrial Workers of the World Relationships EXERCISE: MAKE A CHART, TOO After making a physical map of your workplace, you can keep track of the essential information in a chart. Charts are easy to update and help you monitor your organizing progress and see WORKPLACEwhere the gaps are. MAPPING Keep it simple. Create a spreadsheet, using a computer program such as Excel or Google Sheets.Knowing Enteryour workplace one row and for having each aworker, solid even people you don’t have much information about. Makeunderstanding a column of thefor social each interactions bit of information amongst you Identifyingwant to track, leaders such as: (both potentially your coworkers is essential to any kind of • First name organizing. It will be well worth your time• toTop sit issue positive and negative towards collective down and• mapLast out name your workplace. This• canUnion be done member? action) will be vitally important to your by yourself• orCell with phone a few trusted coworkers• whoSteward? you’re organizing with. organizing as their opinion will have • Email address • Contract action team member? Compile a list of every worker (including bosses) significant sway over your coworkers. at your •workplace Job title along with their position• Completed and bargaining survey? any known• Workcontact area information. Depending• Attended on trainingMapping on your X issue?coworkers can be a creative process. the workplace,• Shift you can sometimes discretely• Attended rallyUse ona large Y date? surface, perhaps butcher block paper, download a roster from an employee accessible a whiteboard, or index cards with your coworker’s computer.• TakingDate ofpictures hire of a posted •schedule Signed up ornames recruited on them a rearrangednew member? on the floor. Consider can also• be Wagehelpful. tier Discretion is important, you physically drawing a map of our workplace as well don’t want• toLanguage accidentally tip off any bosses or to help visualize. However you decide to map your unsympathetic coworkers. workplace, don’t forget to save a copy of your work. KeepOnce you it haveup to compiled date. Chartsa comprehensive are only list as of useful asDon’t they be are afraid accurate. to edit and Print change out youra copy work of as your your chartyour coworkers to carry the around nextEXERCISE: step with is toyou. map Continually out MAP the YOUR updateorganizing WORKPLACE it, and develops,enlist co-workers these relations to help. are not This static can includesocial relations filling between in gaps them. in contact Are any information,of your addingand will people likely varywho over are the missing course fromof a campaign. your list, andcoworkers removing relatives? those Who who are besthave friends? quit, gone Who on leave, or changed assignments. spends time with whom? Is there animosity Office between some coworkers? Make a wall chart. Also make a big version of your chart Storageto display on the wall, with all the namesAs you are grouped mapping by your work coworkers, area, job, think and about shift. Color-code it to show your organizing progress, You will need: Desks Union activist sowho you are thecan natural see at leaders a glance at your where work. Whoyour union is weak and where it’s strong.
Recommended publications
  • 1 Building Bridges: the Challenge of Organized

    1 Building Bridges: the Challenge of Organized

    BUILDING BRIDGES: THE CHALLENGE OF ORGANIZED LABOR IN COMMUNITIES OF COLOR Robin D. G. Kelley New York University [email protected] What roles can labor unions play in transforming our inner cities and promo ting policies that might improve the overall condition of working people of color? What happens when union organizers extend their reach beyond the workplace to the needs of working-class communities? What has been the historical role of unions in the larger struggles of people of color, particularly black workers? These are crucial questions in an age when production has become less pivotal to working-class life. Increasingly, we've witnessed the export of whole production processes as corporations moved outside the country in order to take advantage of cheaper labor, relatively lower taxes, and a deregulated, frequently antiunion environment. And the labor force itself has changed. The old images of the American workingclass as white men residing in sooty industrial suburbs and smokestack districts are increasingly rare. The new service-based economy has produced a working class increasingly concentrated in the healthcare professions, educational institutions, office building maintenance, food processing, food services and various retail establishments. 1 In the world of manufacturing, sweatshops are coming back, particularly in the garment industry and electronics assembling plants, and homework is growing. These unions are also more likely to be brown and female than they have been in the past. While white male membership dropped from 55.8% in 1986 to 49.7% in 1995, women now make up 37 percent of organized labor's membership -- a higher percentage than at any time in the U.S.
  • Capitalist Meltdo-Wn

    Capitalist Meltdo-Wn

    "To face reality squarely; not to seek the line of least resistance; to call things by their right names; to speak t�e truth to the masses, no matter how bitter it may be; not to fear obstacles; to be true in little thi�gs as in big ones; to base one's progra.1!1 on the logic of the class struggle;. to be bold when the hour of action arrives-these are the rules of the Fourth International." 'Inequality, Unemployment & Injustice' Capitalist Meltdo-wn Global capitalism is currently in the grip of the most The bourgeois press is relentless in seizing on even the severe economic contraction since the Great Depression of smallest signs of possible "recovery" to reassure consumers the 1930s. The ultimate depth and duration of the down­ and investors that better days are just around thecomer. This turn remain to be seen, but there are many indicators that paternalistic" optimism" recalls similar prognosticationsfol­ point to a lengthy period of massive unemployment in the lowing the 1929 Wall Street crash: "Depression has reached imperialist camp and a steep fall in living standards in the or passed its bottom, [Assistant Secretary of Commerce so-called developing countries. Julius] Klein told the Detroit Board of Commerce, although 2 'we may bump along' for a while in returningto higher trade For those in the neocolonies struggling to eke out a living levels " (New Yo rk Times, 19 March 19 31).The next month, on a dollar or two a day, this crisis will literally be a matter in a major speech approved by President Herbert Hoover, of life and death.
  • Introduction Darlington, RR

    Introduction Darlington, RR

    Introduction Darlington, RR Title Introduction Authors Darlington, RR Type Book Section URL This version is available at: http://usir.salford.ac.uk/id/eprint/17902/ Published Date 2008 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]. Introduction Introduction During the first two decades of the twentieth century, amidst an extraordinary international upsurge in strike action, the ideas of revolutionary syndicalism connected with and helped to produce mass workers’ movements in a number of different countries across the world. An increasing number of syndicalist unions, committed to destroying capitalism through direct industrial action and revolutionary trade union struggle, were to emerge as either existing unions were won over to syndicalist principles in whole or in part, or new alternative revolutionary unions and organizations were formed by dissidents who broke away from their mainstream reformist adversaries. This international movement experienced its greatest vitality in the period immediately preceding and following the First World War, from about 1910 until the early 1920s (although the movement in Spain crested later). Amongst the largest and most famous unions influenced by syndicalist ideas and practice were the Confédération Générale du Travail (CGT) in France, the Confederación Nacional de Trabajo (CNT) in Spain, and the Unione Sindacale Italiana (USI) in Italy.
  • Revolutionary Syndicalist Opposition to the First World War: A

    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.
  • Working to Contract and Working to Rule

    Working to Contract and Working to Rule

    UCU dispute 2011 Working to contract and working to rule Guidance for UCU branches and members Starting on 10 October, 2011 the union is This is not straightforward. Academic contracts asking members to abide by the terms of are highly flexible and often vague. Local their contracts (including their obligation to agreements covering workload vary markedly. perform their duties in an efficient manner), but However, we have provided guidance in as to do no more than that; and in particular to: much detail as possible, as well as links to local contracts, agreements and policies below. l to work no more than their contracted hours where those hours are expressly General stated, and in any event not to exceed 1. What is the dispute about? the maximum number of hours per week The USS employers have imposed an stipulated in the Working Time Regulations inferior, two tier system which will see new starters receive much lower benefits; l to perform no additional voluntary duties, reduce protection of our pensions against such as out of hours cover, or covering for inflation and reduce the amount staff colleagues (unless such cover is contractu- receive if they are made redundant. ally required) The proposals have been opposed by l to undertake no duties in breach of health USS members in two referendums, and and safety policies or other significant by UCU members in two industrial action employer’s policies ballots, but the employers have insisted on imposing them without further negotia- l to set and mark no work beyond that work tion. which they are contractually obliged to set and/or mark The employers initially proposed to UCU that all staff should be placed on the in- l to attend no meetings where such atten- ferior 'career average' terms now to be dance is voluntary on the part of the offered to new starters.
  • Employer Neutrality Agreements: Union Organizing Under a Nonadversarial Model of Labor Relations*

    Employer Neutrality Agreements: Union Organizing Under a Nonadversarial Model of Labor Relations*

    Industrial Relations Law Journal VOLUME 6 1984 NUMBER 4 Employer Neutrality Agreements: Union Organizing Under A Nonadversarial Model of Labor Relations* William J. Guzickt This Article examines the recent growth of agreements, negotiated between employers and unions, which provide that an employer shall re- main neutral when unions seek to organize non-unionfacilities andsubsid- iariesowned by the employer. After analyzing the causes of recent decline in union membership, the author argues that this decline has spurredthe growth of neutrality agreements. Such agreements are not violative of the National Labor Relations Act nor of employer free speech rights, but rather are legally binding and may be enforced by arbitrationand injunc- tion. Neutralityagreements are therefore an appropriateextension of col- lective bargaining and can contribute to an emerging attitude of cooperation between labor and management. INTRODUCTION Over the next generation, I predict, society's greatest opportunities will lie in tapping human inclinations toward collaboration and compro- mise rather than stirring our proclivities for competition and rivalry. If lawyers are not leaders in marshaling cooperation and designing mech- anisms which allow it to flourish, they will not be at the center of the most creative social experiments of our time.' President Derek C. Bok Harvard University March, 1983 * The author wishes to thank Professor Paul C. Weiler, Harvard Law School, for his assistance in the preparation of this Article. t Law Clerk to the Honorable Roszel C. Thomsen, United States District Judge for the District of Maryland. A.B., A.M., Economics, Brown University, 1980; J.D., Harvard Law School, 1983. 1. The President's Report 1981-1982, Harvard University 19 (Mar.
  • One Big Union—One Big Strike: the Story of the Wobblies

    One Big Union—One Big Strike: the Story of the Wobblies

    One Big Union—One Big Strike: The Story of the Wobblies Early in the 20th century, the Industrial Workers of the World, called the "Wobblies," organized thousands of immigrant and unskilled workers in the United States. The union eventually failed, but it helped shape the modern American labor movement. In 1900, only about 5 percent of American industrial workers belonged to labor unions. Most unions were organized for skilled craft workers like carpenters and machinists. Membership in these craft unions was almost always restricted to American-born white men. The American Federation of Labor (AFL), led by Samuel Gompers, dominated the labor movement. Gompers wanted to assemble the independent craft unions into one organization, which would work to improve the pay and working conditions of the union members. Gompers and the AFL believed that unskilled factory and other industrial workers could not be organized into unions. Therefore, the vast majority of American workers, including immigrants, racial minorities, and women, remained outside the labor union movement. In 1905, a new radical union, the Industrial Workers of the World (IWW), began to organize workers excluded from the AFL. Known as the "Wobblies," these unionists wanted to form "One Big Union." Their ultimate goal was to call "One Big Strike," which would overthrow the capitalist system. Big Bill Haywood and One Big Union One of the main organizers for the IWW was "Big Bill" Haywood. William Dudley Haywood grew up on the rough and violent Western frontier. At age 9, he began working in copper mines. Haywood eventually married and took up homesteading in Nevada.
  • Michigan Laborlabor Law:Law: Whatwhat Everyevery Citizencitizen Shouldshould Knowknow

    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.
  • Trade Unions and Labour Conflicts: Social Movement and Radical Political Unionism in France and Italy

    Trade Unions and Labour Conflicts: Social Movement and Radical Political Unionism in France and Italy

    Italian Political Science, VOLUME 14 ISSUE 3, FEBRUARY 2020 Trade unions and labour conflicts: Social movement and radical political unionism in France and Italy Katia Pilati UNIVERSITY OF TRENTO Sabrina Perra UNIVERSITY OF CAGLIARI Abstract This article explores differences in labour conflicts in Italy and France by focusing on the characteristics of the most prominent structures of worker mobilization: trade unions. Despite several similarities between the French and Italian industrial relations systems, and despite the fact that trade union density in Italy is more than three times greater than it is in France, France is one of the few European countries in which the average strike volume increased after the Great Recession. Protests in France also peaked in the pre-crisis period, while Italy did not show any wave of contention. We contend that the nature and level of labour conflicts observed in the two countries in the last two decades depend on alliances between trade unions and other social groups and organ- izations sustaining worker mobilization, specifically, social movement organizations. In particular, we argue that labour conflicts are related to the characteristics of social movement unionism. Evidence from cases studies in France and Italy suggests that the role of trade unions and their alliances has been different in the two countries. Confederal trade unions in France have been able to engage in social movement unionism within broader coa- litions involving other social categories and social movement organizations. In contrast, in Italy, these dynamics have mostly involved small rank-and-file unions and self-organized workers’ groups engaged in radical political unionism.
  • Does Strike Action Stimulate Trade Union Membership Growth? Hodder, Andrew; Williams, Mark; Kelly, John; Mccarthy, Nick

    Does Strike Action Stimulate Trade Union Membership Growth? Hodder, Andrew; Williams, Mark; Kelly, John; Mccarthy, Nick

    University of Birmingham Does strike action stimulate trade union membership growth? Hodder, Andrew; Williams, Mark; Kelly, John; McCarthy, Nick DOI: 10.1111/bjir.12188 License: Creative Commons: Attribution-NonCommercial-NoDerivs (CC BY-NC-ND) Document Version Peer reviewed version Citation for published version (Harvard): Hodder, A, Williams, M, Kelly, J & McCarthy, N 2017, 'Does strike action stimulate trade union membership growth?', British Journal of Industrial Relations, vol. 55, no. 1, pp. 165-186. https://doi.org/10.1111/bjir.12188 Link to publication on Research at Birmingham portal Publisher Rights Statement: This is the peer reviewed version of the following article: Does strike action stimulate trade union membership growth? , which has been published in final form at 10.1111/bjir.12188. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Self-Archiving. General rights Unless a licence is specified above, all rights (including copyright and moral rights) in this document are retained by the authors and/or the copyright holders. The express permission of the copyright holder must be obtained for any use of this material other than for purposes permitted by law. •Users may freely distribute the URL that is used to identify this publication. •Users may download and/or print one copy of the publication from the University of Birmingham research portal for the purpose of private study or non-commercial research. •User may use extracts from the document in line with the concept of ‘fair dealing’ under the Copyright, Designs and Patents Act 1988 (?) •Users may not further distribute the material nor use it for the purposes of commercial gain.
  • If Not Us, Who?

    If Not Us, Who?

    Dario Azzellini (Editor) If Not Us, Who? Workers worldwide against authoritarianism, fascism and dictatorship VSA: Dario Azzellini (ed.) If Not Us, Who? Global workers against authoritarianism, fascism, and dictatorships The Editor Dario Azzellini is Professor of Development Studies at the Universidad Autónoma de Zacatecas in Mexico, and visiting scholar at Cornell University in the USA. He has conducted research into social transformation processes for more than 25 years. His primary research interests are industrial sociol- ogy and the sociology of labour, local and workers’ self-management, and so- cial movements and protest, with a focus on South America and Europe. He has published more than 20 books, 11 films, and a multitude of academic ar- ticles, many of which have been translated into a variety of languages. Among them are Vom Protest zum sozialen Prozess: Betriebsbesetzungen und Arbei­ ten in Selbstverwaltung (VSA 2018) and The Class Strikes Back: Self­Organised Workers’ Struggles in the Twenty­First Century (Haymarket 2019). Further in- formation can be found at www.azzellini.net. Dario Azzellini (ed.) If Not Us, Who? Global workers against authoritarianism, fascism, and dictatorships A publication by the Rosa-Luxemburg-Stiftung VSA: Verlag Hamburg www.vsa-verlag.de www.rosalux.de This publication was financially supported by the Rosa-Luxemburg-Stiftung with funds from the Ministry for Economic Cooperation and Development (BMZ) of the Federal Republic of Germany. The publishers are solely respon- sible for the content of this publication; the opinions presented here do not reflect the position of the funders. Translations into English: Adrian Wilding (chapter 2) Translations by Gegensatz Translation Collective: Markus Fiebig (chapter 30), Louise Pain (chapter 1/4/21/28/29, CVs, cover text) Translation copy editing: Marty Hiatt English copy editing: Marty Hiatt Proofreading and editing: Dario Azzellini This work is licensed under a Creative Commons Attribution–Non- Commercial–NoDerivs 3.0 Germany License.
  • Precarious Work in Asia Pacific Has Been Identified by Trade Unions Across the Region As a Central Concern for Working People

    Precarious Work in Asia Pacific Has Been Identified by Trade Unions Across the Region As a Central Concern for Working People

    A 10 country study by The International Trade Union Confederation (ITUC) and ITUC Asia-Pacific 2014 Asia Pacific Region Precarious work in the work Precarious FOREWARD ..........................................................................................................................................5 INTRODUCTION ....................................................................................................................................7 COUNTRY PROFILES ...........................................................................................................................13 Australia .............................................................................................................................................14 Cambodia ...........................................................................................................................................19 Indonesia............................................................................................................................................23 Japan .................................................................................................................................................29 Contents Korea, Republic of ...............................................................................................................................37 Nepal .................................................................................................................................................47 New Zealand ......................................................................................................................................52