Workers Interfaith Network, a small UMG bargaining unit in Memphis, is working with the (CWA) United Campus Workers and they are KILLING it!

Nov 1, 2017 by

An enormous victory for United Campus Workers

 

UT Knoxville and UT Chattanooga just released public statements opting out of Governor Haslam’s plan to outsource facilities services. United Campus Workers, our small statewide union, took on a billionaire governor and a multinational corporation in a 3 year fight to save thousands of jobs … AND WE WON! The big domino has fallen so we’re anticipating more campuses to follow!!

UNITED CAMPUS WORKERS is a force to be reckoned with!

Thank YOU for your continued support for workers across Tennessee.  Workers Interfaith Network will continue to partner with UCW to help all workers throughout our state.

Check out Tennessee is not for Sale on Facebook

 

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2017 Labor Day Parade!

Sep 1, 2017 by

 

Every year the United Media Guild marches with our CWA sisters and brothers.  This year the CWA is second in line!  The line starts on Olive, at 15th St.), travels east to Tucker, turns right and goes to Market and turns right again and goes a couple hundred yards on Market.  That’s it.  It’s less than a mile.

The parade starts at 0900 but you need to get there early in order to get a CWA shirt (all the various unions hand out shirts to their members, usually it’s a common color).   Also, there will be a rally at 19th and Olive at 8:00 a.m. and everyone who is lining up is encouraged to stroll on over to check it out.  With organized labor and the middle class coming under constant attack, there are some wonderful organizations and coalitions doing good work to push back on behalf of working families and this rally promises to highlight some of that work (the rally is expected to run about 40 minutes).

As usual, once the parade is over, everyone gathers near the finish line for some refreshments.  I hope to see you all there!

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Rockford Register Star Bargaining Update

Mar 31, 2017 by

Proposals and counter proposals went back and forth during our two days of bargaining on March 14 and 15. We presented GateHouse with a comprehensive proposal addressing outstanding issues, including pay, health insurance, maternity leave, time off and mileage reimbursement.

We were hoping to reach compromise with GateHouse on multiple outstanding issues and reach tentative agreements on these matters. However, the company left after rejecting our third proposal during the two-day session.

Some concerning developments arose during this session.

The GateHouse negotiator said the increase in paid time off days, given to nonunion employees not long after our last bargaining session in November, was meant “to address retention.”

He calculated out that the seven additional days given to non-union employees carried a value of a 2.7% raise. He called it “free money” because employees would be paid and not have to work those days. He voiced the company’s position that management does not want to give parity with non-union employees by giving those seven days plus a pay increase (even after more than eight years without ANY raises).

So we countered by saying that we didn’t want the extra days off and would, instead, take an immediate 2.7% raise (they kept saying the extra days off were “like a raise” – – after we did this, they said “it’s not like a raise!”) since the seven extra days off in question were  not listed by the company as a one-year occurrence.  But the company’s representatives were not willing to talk about raises of any kind and would not, alternatively, give our members the seven paid days off that non-union employees already have been granted.

In the lengthy section called “Management Rights,” we were willing to agree to the wording ­ which GateHouse wants – with two slight additions – a mere 30 words stating that the company cannot discriminate against an employee because of his or her union activity nor use the Management Rights clause to evade any other provision in the contract (once it is finished and ratified). It’s pretty tame stuff, actually.  The GateHouse negotiator called this “insulting.”

Apparently insulting employees is quite acceptable, though.

The union also proposed adding a provision, which already is in use at another Guild-represented GateHouse paper.  That provision states that female employees who go out on maternity leave will be able to return to their former assignment when they return from their leave. This would prevent women from being penalized just for going on maternity leave; making sure no woman is removed from a plum beat or one that they really love simply because they choose to give birth.  This, unfortunately, happens at far too many newspapers.  At many papers, female journalists are only guaranteed they will keep their job (reporter) but not their assignment (or “beat”) that they have spent so much time working and developing.  It can (and often does) lead to mixed feelings when a female journalist is pregnant.  Male journalists suffer no such indignity and our proposed language addressed that inequality.

The GateHouse negotiator said that women who go out on maternity leave have a medical disability and he likened the experience to when he tore his Achilles heel. He said that Rockford Register Star Executive Editor Mark Baldwin opposes our proposal to restore a beat to the employee upon her return from maternity leave, saying that Baldwin told him “this is a talent business” and management will give these beats to others based on the substituted reporter’s talent (but, for the life of me, I can’t understand how a female employee loses her “talent” after giving birth).

During this back-and-forth, the Guild even offered to include the company’s sought-after provision stating management has the right to determine the frequency of publication. Yet, despite our willingness to move in the employer’s direction, management was still unwilling to agree to our proposed maternity leave language and GateHouse representatives walked away from two rather large provisions the were seeking.  What’s going on here?  Are these people just the ultimate control freaks?  Do they actually want to be able to control every single aspect of your life – including the deeply personal ones?  Or do they just not respect women and the contributions they make?

Your union remains committed to bargaining for a fair and equitable contract for both sides and hopes that there will be terms upon which the parties can agree when we return to the bargaining table on April 25.

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Right-to-Work is being debated right now in the Missouri Senate

Jan 24, 2017 by

Here’s a link to listen:

 

http://chamber.senate.mo.gov/SenateChamber

 

 

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Wanted: Full time copy editor

May 19, 2016 by

                                                              Full-Time Copy Editor

Truthout is looking for a full-time copy editor to edit articles and other content in our fast-paced virtual setting. This editor will also assist in determining style guidelines, writing headlines and article summaries, and preparing material for publication on our website. The ideal candidate is hard-working, detail-oriented, deadline-driven, politically savvy and kind.

Truthout offers a competitive salary, benefits, and a friendly and open work environment. Applicants should have at least two years of experience copy-editing for a journalistic publication. Please send resume and cover letter to jobs@truthout.org, as well as one writing sample. People of color, women, and queer, trans and gender-nonconforming people are encouraged to apply.

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