UK

Go North East bus strike: Deal reached with union

27th November 2023
By Jim Scott and Pamela Bilalova

BBC News

A pay deal has been reached that could end indefinite strike action which has hit bus services across the North East for more than a month.

Workers from Go North East are to be balloted on the offer, which would see an 11.2% pay rise.

The Unite union has recommended that the offer is accepted and a ballot will open on Tuesday, although the strike continues.

Go North East said it would not comment while workers were being balloted.

Unite's bus drivers have been on strike since 28 October.

Industrial action will continue if the ballot, which closes on Friday, is refused by the 1,300 workers.Bus strike stopping 1,000 students from getting to class

The deal, which is over a two-year period, offers an 11.2% rise from 1 January, taking the majority of salaries from £12.83 to £14.27 per hour.

There would be a further rise from 1 July, in line with inflation, but subjected to a minimum of 4% in any case.

Workers would also receive a 10.5% rise backdated to 1 July 2023, if agreed. No changes to existing conditions would be made.

Unite national lead officer Onay Kasab said: "Unite can confirm that we have received a new offer from Go North East following talks.

"This offer will now be put to our members for ballot."

The strikes have affected people across Northumberland, Tyneside, County Durham and Teesside.

Passengers have told the BBC they have had to cancel appointments and have described the impact of the strikes as "worse than the pandemic".

The Unite union has previously said its members did not want to strike but had been "forced" into it amid a pay row.Landlord forced to ferry customers to pub

Drivers took to the picket line in a dispute over pay, with Unite saying its Go North East members were paid significantly less than people doing the same jobs at Go North West.

Taking drivers as a comparison, Unite said Go North East drivers received £12.83 per hour compared to those at Go North West, who are paid £15.54 per hour.

Go North East launched a skeleton service on some routes earlier in November.

US – Culinary Union members vote to ratify union contracts for 40,000 MGM, Caesars and Wynn workers

By Phil - 28 November 2023

After seven months of intense negotiations, and under the looming threat of the largest hospitality worker strike in US history, the Culinary and Bartenders Unions have settled contracts for 40,000 unionized hospitality workers in Las Vegas.

As Nevada’s largest union celebrates its 88-year-anniversary of fighting and winning for working families in Nevada, the Culinary Union is pleased to announce that all three contract ratification votes were overwhelmingly successful as workers voted to accept the best contract ever won in nearly 9 decades. 

Active negotiations for 10,000 hospitality workers are on-going between the Culinary and Bartenders Unions and 24 Strip Independent and Downtown Las Vegas casino resorts for a new five year contract.

Ted Pappageorge, Secretary-Treasurer for the Culinary Union, said: “These were tough negotiations and it took 7 months of hard work, committee meetings, sleepless nights, and worker-led organizing. No victory in our union’s history is ever guaranteed and thousands of workers who participated in rallies, protests, civil disobedience, picketing, surveys, picket sign making, strike voting, and delegations inside the properties sacrificed to win a better future for themselves and our families. Culinary Union members comprise a majority of Nevada’s middle-class and in these negotiations, we proudly won our fair share of record profits by securing billions for working families in Nevada.”

“The Culinary Union has won the best contracts ever in its 88-year history. The total compensation won by the Culinary Union for workers employed at MGM Resorts, Caesars Entertainment, and Wynn Resorts casino properties is approximately $2 billion over the total five year contract – that’s $2 billion which will stay in Las Vegas and will benefit every community and neighborhood. Every worker will be getting a 10% wage increase in the first year and a total of 32% in raises over the life of the new contract. The average Culinary Union member earns about $28 an hour (including their benefits) under the previous contract, and by the end of this new five year contract, the average Culinary Union member will be earning about $37 an hour (including their benefits) and we recognize the largest private employers in Nevada for doing the right thing and investing in the frontline workers who make the entire industry run successfully.”

“My co-workers and I stood together to win a historic union contract and we did it! This contract fight was about our families in Las Vegas, our future, and making sure that one job is really enough,” said Mary Check, a cashier at the Caesars Entertainment’s Paris Casino and Culinary Union member and shop steward for 24 years. “I’m so proud of what we were able to win – it’s really amazing. It’s a blessing that we got this contract after seven months of negotiations. We stood together and stood strong. We didn’t give up or give in. We fought for our fair share and we won the right to have one job that is enough to support our families and keep the best benefits ever. This new contract gives so many working families in Nevada a better life. I’m so grateful for my Culinary Union – together we can do it and we did it!”

“This is an awesome contract! After 7 months of negotiating and fighting hard, we won the best contract ever,” said Elena Newman, a guest room attendant at MGM Resorts International’s Mandalay Bay and Culinary Union member and shop steward for 20 years. “I’m really excited that we won daily room cleaning, a reduction in our housekeeping workload, expanded technology and safety protections at work, and the highest best raises ever. It’s nice to know that when I work hard that I will be fairly compensated, have a guaranteed 40-hour full time job, and protected our pension and health care benefits. I voted yes for the best contract that we’ve ever had so that we could be secure for the next five years. This contract is a major victory for working families and I feel amazing that we won.” 

“This contract is incredible and I’m so happy that we won,” said Kimberly Doppler, a cocktail waitress at Wynn Resorts and Culinary Union member and shop steward for 18 years. “I’m so proud of all my co-workers who stepped up to stand together. Front-of-the-house and back-of-the-house. Tipped and non-tipped. We all stuck together and we got this incredible contract. We worked really hard to win this new contract and we got amazing language that helps us provide for our families, protects our jobs and health care benefits, and we won historic wage increases that we have never seen before. I’m so proud to vote yes on this contract! YES WE DID!” 

In negotiations, the Culinary and Bartenders Unions have won historic wins for workers including:

*Winning the largest wage increases ever negotiated in the history of the Culinary Union. 

*Reducing workload and steep housekeeping room quotas, daily room cleaning, and establishing the right for guest room attendants to securely work in set areas.

*Providing the best on-the-job safety protections for all classifications, including safety committees, expanding the use of safety buttons to more workers, penalties if safety buttons don’t work, enforcing mandatory room checks for employee and public safety, and tracking sexual harassment, assault, and criminal behavior by customers.

*Strengthening existing technology protections to guarantee advanced notification when new technology is introduced which would impact jobs, require training for new jobs created by technology, health care and severance pay for workers who are laid off because of new technology, the right to privacy from tracking technology introduced by companies, notice of third-party data sharing workers have generated through their work, and the right to bargain over technology that tracks the location of employees or messaging between workers.

*Extending recall rights so that workers have more job security and have the right to return to their jobs in the event of another pandemic or economic crisis for up to three-years.

*Making clear at MGM Resorts and Caesars Entertainment properties that the no-strike clause does not prevent the Culinary Union and its members from taking action, including picketing and leafleting in support of non-union restaurants at the Casinos; and allows non-union restaurant workers to leaflet in front of their venues inside the casino. At Wynn Resorts, making clear that the no-strike clause does not prevent the Culinary Union from taking action, including strikes, against non-union restaurants on the casino property, and gives casino workers the right to respect picket lines

Consumers may face higher prices to save employees from AI, automation, says EU Commissioner 

Provided by Firstpost

Consumers in the European Union (EU) might experience higher prices to fund enhanced rights for gig workers, but this won’t jeopardize the industry’s business model, according to Nicolas Schmit, the EU’s Commissioner for Jobs and Social Rights.

In discussions around a potential directive, which, if passed, would compel ride-sharing and delivery companies like Uber and Deliveroo to provide greater social protections to workers on their platforms, EU officials estimate that service prices, such as those for Uber, could surge by up to 40 per cent.

Schmit expressed confidence that consumers would accept the price hikes if it meant improved conditions for gig workers. He emphasised the necessity for a balance between the interests of consumers and service providers in the economy, stating that there is a cost that “has to be paid” to ensure fair worker rights.

The directive, currently under debate by the European Parliament, member states, and the European Commission, is expected to reach its final phase by the end of November.

Addressing concerns raised by Anabel Díaz, head of Uber’s mobility division in Europe, who warned of potential shutdowns in hundreds of EU cities if prices rose significantly, Schmit dismissed the notion that better worker protection would kill the industry’s model.

He likened Uber’s argument to historical instances of scaremongering, emphasizing the need for businesses to adapt rather than threatening legislative bodies

Schmit referred to ongoing court cases in Europe as evidence of the need for a new directive to provide clarity for businesses.

He pointed out that the UK’s recent Supreme Court ruling on Deliveroo riders and the 2021 UK court ruling designating Uber drivers as “workers” highlight the lack of clarity in the gig economy.

The proposed directive aims to clarify the status of platform workers, allowing them to remain self-employed without being considered “bogus self-employed.”

(With input from agencies)

Labor Board Dismisses Claim Tesla Fired Workers for Trying to Unionize

The automaker said they were let go due to performance

Published |UpdatedWilliam Gavin

Two other complaints against Tesla were found to have merit. Buffaboy/Wikimedia Commons© Buffaboy/Wikimedia Commons

Tesla has successfully fended off allegations that it illegally fired dozens of employees who wanted to form a union.

The U.S. National Labor Relations Board dismissed the claims Friday, finding that there was no merit to them, NLRB spokesperson Kayla Blado told The Messenger. Tesla, which did not immediately respond to a request for comment, has denied the accusations and said the employees were fired as part of a routine performance review process

The Workers United union filed the case against Tesla in February, saying dozens of workers were fired from its Buffalo, New York, facility shortly after announcing a campaign to join Workers United. The workers were in the department overseeing the autopilot feature for the cars.

Workers United said it will ask the NLRB general counsel’s Office of Appeals to reconsider the dismissed allegations, Bloomberg reported.

“I think when the general counsel’s office digs into the case then they’ll see that it’s a clear pattern of retaliation against a unionizing group of workers and clearly a violation of labor law,” Jaz Brisack, the organizing director of Workers United’s New York chapter, told Bloomberg, which first reported the NLRB's decision. “I’m confident that the Tesla workers will finally see the justice that they deserve, and we as a union will have their backs the entire way.”

Tesla, led by the controversial billionaire Elon Musk, has been accused of anti-union and retaliatory behavior in the past. The NLRB found that the automaker illegally fired a union organizer in 2017 at its Fremont, California plant, which has also been the subject of racial discrimination complaints.

The United Auto Workers is looking to continue its string of victories winning labor contracts with Detroit automakers by unionizing Tesla’s factories. Currently, none of the company’s U.S. facilities are represented by unions, although Tesla is facing a push to organize at its factory outside Berlin and a wave of labor actions in Sweden.

The NLRB on Friday found that two other complaints against Tesla did have merit.

One alleged Tesla encouraged employees to report grievances concerning the union’s attempts to organize employees, while the other claimed that the company's policy on using technology at work was unlawfully broad. The latter is a reference to Tesla's ban on making audio recordings, Workers United attorney Michael Dolce told Bloomberg.

If a settlement is not reached in those matters, the labor board will issue a complaint against Tesla that will be heard by an NLRB administrative law judge, according to Blado.

Telefonica announces job cuts in Spain to labour unions

Story by Reuters  • 17h

The logo of Spanish telecoms firm Telefonica is seen atop the company's building in Madrid, Spain, September 6, 2023. 

Violeta Santos Moura/File Photo© Thomson Reuters

(Reuters) - Telefonica on Monday officially told labour union representatives that it intends to cut jobs in Spain, the UGT union said.

The telecoms company did not indicate how many jobs it intends to cut, the union said in a statement on its website.

Spanish newspaper Expansion said the company wants to reduce its 21,000-worker payroll by 2,500, while rival newspaper Cinco Dias said the company may cut as many as 3,000 jobs.

A spokesperson for Telefonica declined to comment.

The cuts are part of the company's three-year strategic plan to boost profitability by reducing capital expenditure, raising revenue and cutting costs.

(Reporting by Matteo Allievi, editing by Inti Landauro, Kirsten Donovan)

Workers at the Buffalo AKG Art Museum are seeking to form a union

The museum recently reopened following a $230m renovation and expansion

Theo Belci

27 November 2023

The Buffalo AKG Art Museum's Ralph Wilson Town Square with Common Sky (2022) by Olafur Eliasson and Sebastian Behmann of Studio Other SpacesMarco Cappelletti

Workers at the Buffalo AKG Art Museum in western New York are seeking to form a union, joining a nationwide wave of labour organising among art institution employees. The Buffalo AKG employees notified museum director Janne Siren and other administrators during an all-staff meeting on 16 November, video of which was subsequently posted to instagram.

In a letter accompanying the announcement, the union organising committee announced its goals, asserting the role of workers as a “vital part” of the greater Buffalo arts community. Union organisers additionally say that they hope to establish “equitable practices that unify all departments”, “facilitate a space in the art world that is inclusive to Buffalonians and beyond” and “guarantee that the principles of radical hospitality extend to the workers that embody them everyday”.

The statement references the museum’s July reopening following a $230m, decades-long expansion project, asserting the importance of staff involvement in determining the museum’s course beyond this transformational period. Organisers cite the museum’s mission statement, claiming that while Buffalo AKG affirms its dedication is “to flourish as an exceptional hub of artistic and creative energies that enriches and transforms people’s lives in our community”, it is the role of employees to “ensure that the revitalised museum is a welcoming resource that belongs to all”. They assert that while it is the job of employees to hold the museum accountable to this mission, they have been “left without the voice to do so”.

Organisers will attempt to join the Workers United union, which represents more than 80,000 workers, including many Starbucks employees. Workers United spokesperson Casey Moore described the unionisation effort to Buffalo News as “a very positive campaign, and they’re hoping the AKG leadership will respect their right to organise and voluntarily recognise their union at some point”.

In a statement, Andrea Harden, Buffalo AKG’s director of human resources, said: “The Buffalo AKG supports the right of workers to organise. Our employees are absolutely vital to our community and we are grateful for their efforts to ensure that the museum is a welcoming resource for all. We look forward to productive conversations ahead.”

As of 27 November, the union organising committee is canvassing for support within the museum, and no vote for unionisation has been held.

Over the past five years, workers at dozens of US art institutions (especially in the Northeast and Midwest) have formed unions, from the Art Institute of Chicago and the Museum of Fine Arts, Boston to the New Museum in New York. For many in the sector, those efforts gained urgency at the onset of Covid-19, as many institutions laid off and furloughed workers.

Unionization Wave Spurred by Starbucks Workers Is Spreading Across Buffalo

Workers at Elmwood Taco and Subs, an iconic local food shop, are continuing the wave of worker-led organizing.

By Derek Seidman

November 28, 2023

Source: Truthout


Buffalo, New York, has been a key hub within the current uptick of worker-led, store-level union organizing, especially among baristas and food service and grocery workers. From SPoT Coffee to Starbucks, the Lexington Co-op to Remedy House, the city has generated a collection of inspiring union victories and a growing layer of skilled labor organizers.

Now, another well-known Buffalo shop may be joining the union ranks. Around two dozen workers at Elmwood Taco and Subs (ETS), the city’s popular food shop, are voting on a union tomorrow. Workers went public with their union on October 23, citing a range of grievances and a desire for better treatment from management.

Since announcing their union, ETS workers told Truthout that they’ve faced numerous instances of employer retaliation and have been subjected to a captive-audience meeting. Workers United, the union representing the ETS workers, has filed a charge with the National Labor Relations Board (NLRB) that alleges 17 unfair labor practices.

Despite the pushback, workers have remained determined and confident in victory, boosted by their own culture of friendship and solidarity, and supported by others in the Buffalo-area labor movement.

“I really feel like we’ve got an amazing chance here to turn things around and make sure that people are paid living wages and not struggling,” said ETS Shift Supervisor Zach Eyler. “We’re fighting for what’s right for everybody.”
“It’s Just a Systemic Problem”

If you’re a Buffalonian, you almost certainly know about Elmwood Taco and Subs, a mainstay in the heart of the city’s iconic Elmwood Village. You’ve probably even stopped by ETS after a late night out or to soothe a morning hangover. It’s a fun place for customers.

But behind the counter, workers say it’s a different story. Truthout spoke with several unionizing ETS workers who described a deeply stressful work environment and major grievances around everything from hours and wages to sick pay policies.

Workers say they were promised raises over the summer that they never received. They say they are penalized for missing a shift even if they find a replacement, and that their hours can change significantly from week to week, leaving them struggling to pay their bills. They say their shifts are moved around without proper communication.

Workers said that owners only give them a half day of sick pay even when they take a full day off because they are sick. One worker, Abel Lopez, said the owners have asked for a doctor’s note when workers call in sick. “That really made everyone upset,” Lopez told Truthout. “Some people just get a common cold.”

Workers Truthout spoke with added that these workplace issues stem from a larger problem at ETS: the management style of the co-owners. Workers overwhelmingly spoke of a stressful work environment, created by the two sibling co-owners who manage ETS, marked by fear, anxiety and micromanagement.

Workers say management controls and intimidates workers through a write-up system. Some expressed fear of being ridiculed or yelled at by the owners. “They just give a lot of people anxiety,” said Lopez. “We all fear that we will lose our jobs.”

Since the union was announced, workers say the hyper-control has gotten worse, with the owners now constantly in the store, closely watching them. It makes work “50 times more difficult” when they’re there, said Shift Supervisor Violet Seguin.

ETS is owned and run by the Lucchino family. Ron Lucchino opened the store in 1975, and his children, Jackie Kooshoian and Mike Lucchino, now run ETS. The Lucchinos have extensive property holdings in Buffalo, having accumulated parcels for nearly a half-century. They own the bulk of the coveted Elmwood Avenue block that ETS calls home.

ETS workers told Truthout the owners have made comments about their appearances that they feel are inappropriate. Many are upset over recent firings of cherished coworkers that they feel were unjustified.

“It’s just a systemic problem,” said ETS worker Ash Shanahan.
“I’m Going to Fight for My Coworkers and My Friends”

In early September 2023, a few ETS workers met with some organizers from Workers United Upstate New York, whose ranks include former Starbucks baristas who, in 2021, initiated the current union drive at the retail coffee giant. They spoke for hours. ETS workers were unsure about trying to unionize for fear of retaliation, but the conversation with Workers United convinced them that something had to be done.

“They really helped us all understand what the point of the union is,” said Seguin. “It’s to help workers get our voice out.”

Buffalo offered a supportive setting for ETS workers. The first Starbucks to unionize in late 2021 is literally right next to ETS. Workers knew about other local food and coffee stores that have unionized — SPoT Coffee, the Lexington Co-op, Remedy House — and have friends who work in those places. Workers United, and its embrace of worker-led, store-by-store organizing, has a growing presence in Western New York.

Some workers remember seeing the first Starbucks store unionize in December 2021, right next to ETS. “We saw them unionizing,” said Eyler, “and we were like, ‘God, we wish that were us.’”

Eyler knew about unions from reading about the struggles of coal miners a century ago. “They fought for their rights, and they got them,” he said. “Who says we can’t?”

By mid-September, the union drive was on. ETS workers met in each other’s apartments. They joined group chats. There was a lot of enthusiasm about the union, even if it was coupled with some nervousness.

Shanahan, who had become increasingly frustrated with management decisions, heard about the union in early October. “I was like, ‘I’m totally down to do that,’” she said.

The friendships between many ETS workers were a major factor in the union’s growth. They care about each other. Some socialize outside of work. A union, they say, would mean stronger protections and better working conditions for their coworkers.

When Lopez heard about the union drive, he was immediately interested. “I love everybody at my job,” he said. “I was like, ‘Yes, I’m going to do it. I’m going to fight for my coworkers and my friends.’”

Shift Supervisor Seguin agrees. “I feel like the union brought us a lot closer,” she told Truthout. “We’re actually talking about our struggles together.”

The decision to go public with the union came quickly after the owners learned that workers were organizing. On October 23, a group of workers handed one co-owner a letter stating their intent to unionize. “We represent a majority of our coworkers and are requesting to bargain,” it said. It states grievances around firings, a write-up system, shift changes and the need for a raise.

“We stand together, and shall advance with the utmost confidence, professionalism and love for craft into the future of ETS,” the letter reads.
“I Feel Like They’re Working Me Twice as Hard”

ETS workers have been energized by their union drive. Many now sport union pins on the job. They have been making signs together and handing out leaflets in front of their store. They’ve been buoyed by the support in Buffalo, a region with 23.5 percent union density. They feel confident going into the November 28 NLRB vote.

At the same time, the lead-up to the vote has also been stressful. Workers tell Truthout they are experiencing retaliation for unionizing and facing numerous employer anti-union tactics.

The owners have constantly been in the store since they learned about the union, whereas before they were present much less, workers told Truthout. Some workers say their hours were cut after the union announcement, and organizers set up a GoFundMe to support them.

Workers say rules that were hardly mentioned or enforced before the union announcement, such as around phones and uniforms, are now strictly monitored. (Starbucks workers who have unionized have alleged similar management tactics.)

“It’s been pretty stressful the past couple of weeks because they’re over-supervising everyone now,” said Seguin. “I feel like they’re working me twice as hard.”

We reached out to ETS for comment but did not receive a response.

Workers United has filed an unfair labor practice charge against ETS that they shared with Truthout. The charge includes 17 alleged unfair labor practice violations such as “surveilling employees using security cameras in the store,” “interrogating employees about their union activity,” and “threatening employees that the employer is going to change the schedules and restructure the workplace,” all “in response to union activity.”

The union says that ETS also held a captive audience meeting with workers to discourage unionization. The union showed us photographs of a multipage handout that workers received that contains numerous anti-union talking points.

For example, it asks “Can the union actually deliver what it promises?” and then cites the lack of a contract, so far, for Starbucks Workers United — but fails to mention Starbucks’s historic union-busting campaign that has resulted in hundreds of unfair labor practices charges and numerous rulings that Starbucks has violated federal labor law.

The handout also states that “ETS Does Not Believe That a Union Is Necessary For Employees To Be Heard For Your Work In a Small Family Business.”

John Logan, an expert on the anti-union industry at San Francisco State University, told Truthout that employers use captive audience meetings to inundate workers with “anti-union propaganda” and foster fear and intimidation about unionization.

“Their purpose is really to terrorize employees. They want to create an incredibly tense, stressful atmosphere,” he said. “But of course, the thing that’s causing the stress for workers is the employer’s anti-union campaign and their captive meetings — it’s not the union.”

Logan notes that NLRB General Counsel Jennifer Abruzzo has pushed to make employer-run captive audience meetings illegal.

Workers say the ETS owners are also claiming that shift supervisors shouldn’t be included as part of the union’s bargaining unit because of their “supervisor” roles. ETS’s handout from the captive audience meeting says that it “reserves the right to challenge any vote by any supervisor in the election, or any attempt to include any supervisor in the union.”

But ETS workers that Truthout spoke with say shift supervisors don’t possess real managerial authority, including hiring and firing power, and mostly do the same work as everyone else.

“Employer manipulation of the bargaining unit has long been a strategy in NLRB elections,” said Logan. Trying to cast workers as “managers” is “more common in smaller workplaces,” he said, “and it’s obviously particularly true if those workers are likely to be pro-union.”

All this has caused stress for some ETS workers. “I’ve lost a little bit of sleep over it,” Eyler told Truthout. But he remains undaunted in his support for the union.

“In the end it’s going to be worth it,” he said. “We’re doing the right thing.”
“We Just Want a Healthy Work Environment”

Workers hope a union will improve bread-and-butter issues for them. They want better wages, stable and sufficient hours, and better sick day policies, among other things.

But perhaps most of all, they want to transform their work environment to feel more supportive and safe. They believe a union will give them the power, voice and protection to do that.

“The biggest thing would be being able to go into work and just not be afraid of being punished or reprimanded,” said Eyler.

“The union will help to negotiate better working conditions,” said Lopez. “We finally have a team to back us up. My coworkers aren’t scared anymore.”

ETS workers told Truthout that their goal in unionizing isn’t to damage ETS but to make the store a better place for everyone.

“I hope that our bosses understand that we’re not trying to hurt the business,” said Lopez. “We just want a healthy work environment and we just want the workers to be treated like normal human beings.”

KENYA
Trade unions play a huge role in workers' education and governance

By Bruno Otiato | 1d ago

COTU Secretary General Francis Atwoli during a press briefing where they engaged employers to respect the rights of workers who are in trade unions

on June 21, 2023. [Wilberforce Okwiri, Standard]

In the dynamic landscape of the contemporary workforce, the pivotal role of workers’ education programmes cannot be overstated.

As we navigate the challenges brought forth by digitalisation, remote work, and the gig economy, it becomes imperative to establish robust governance practices and innovative structures in labour infrastructures.

First, the ongoing digital transformation has redefined traditional work settings through platformisation, presenting both opportunities and challenges. Consequently, the governance of Trade Union Education requires a thorough review to align with evolving international labour standards. In the UN’s Decade of Action, various factors like digital transformation, remote work, skills development, and climate change reshaped the world of work.

Workers, recognising the need for continuous learning, engage in skilling, reskilling and upskilling as their roles rapidly evolve. This prompts trade unions, education institutions, governments, and international bodies like the ILO to adopt innovative governance practices in labor infrastructures for responsive workers’ education programmes.

Key governance practices and innovations include online and blended learning, micro-credentials, competency-based learning, AI and learning analytics, teacher professional development, and technical and vocational education and training. When considering governance practices and innovations for workers’ education programmes, it is crucial to distinguish between the structure and curriculum of the programmes.

However, while discussing best practices in governance and innovations needed for workers’ education programmes, it’s imperative to take note of a number of teething issues..

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First, we need to understand what is under review is mostly the structure of the programmes and not the curriculum.

Second, at the core of best governance practices and innovation for the worker’s education programme should be the promotion of equality, equity, and quality. Arguably, the most needed change in the curriculum is to encourage workers think creatively and independently.


Third, in adopting any governance practices for workers’ education, we must focus on the philosophy behind the governance practice to be adopted and not the practice of the same.

Finally, and like it’s increasingly being done by many schooling systems, in adopting any governance practice for workers’ education, we must understand that no two brains are the same.

The mode of teaching cannot remain the same for all workers considering different brains acquire information and knowledge differently. This explains the quote by Albert Einstein that “Everybody is a genius, but if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.”

Be that as it may, benchmarks for sound and responsive workers’ education programmes must include, among others, trade union involvement, collaboration with ILO-ACTRAV, flexible curriculum design, tripartite partnerships, digital learning platforms, lifelong learning accounts, labour market analysis, social safety nets, career guidance, worker-centric policies and global learning experiences.

Trade unions play a fundamental role in workers’ education, with direct involvement through the establishment of workers’ colleges and education departments. Examples like the Tom Mboya Labour College in Kenya and the Nigeria Labour Congress showcase successful models. Collaboration between unions and ILO-ACTRAV is crucial, ensuring programmes align with workers’ needs and trade unions’ priorities. In Denmark, the tripartite consultation model fosters collaboration among government, employers, and workers’ representatives, resulting in highly skilled and adaptable workers.

Flexible curriculum design allows trade unions to adapt to changing industry requirements, while digital learning platforms offer accessible and scalable learning opportunities. Personal learning accounts empower workers to invest in their education.

UAW Wage Gains Filter Over to Non-Union Workers

UAW President Shawn Fain says the key to recruiting non-union auto workers is to win good contracts for its own members, which he believes the union has done with its new contracts with General Motors, Ford and Stellantis.

ONCE IT WAS; 

WHAT'S GOOD FOR GM IS GOOD FOR AMERICA 

NOW ITS WHATS GOOD FOR UAW IS GOOD FOR AMERICA

Skilled tradespeople at VW Chattanooga joined UAW, but other production workers rejected union three times by 2019.

Joseph Szczesny | Nov 28, 2023

Volkswagen of America and Nissan are joining the cluster of non-union automakers offering their employees double-digit pay raises in the wake of contract settlements negotiated by the UAW in the wake of the union’s so-called “Stand-up Strike.”

Both companies are no strangers to tangling with the UAW, fighting off organizing efforts within the past decade. VW, with the help of Tennessee’s Republican political establishment, blocked a UAW organizing drive by fewer than 100 votes in a 2019 vote supervised by the National Labor Relations Board. Nissan defeated a 2017 organizing effort in Canton, MS, by a 2-to-1 margin in a drive undermined by corruption charges which were then haunting the union.

Earlier this year, Nissan says it defeated an International Association of Machinists effort to organize tool-and-die makers employed at the company’s manufacturing plant in Smyrna, TN, in a vote supervised by the NLRB.

The defeats at VW and Nissan, where the UAW faced hostility from the Republican political establishment in both states and the local business community as well as the automakers, underscore the challenges the union will face as it attempts to organize non-union workers both in the assembly plants run by foreign automakers and in new battery ventures across the South.

UAW President Shawn Fain, who is vowing to recruit non-union auto workers, says the key to organizing the Southern plants is to win good contracts for its own members, which he believes the union has done with its new contracts with General Motors, Ford and Stellantis.

However, foreign automakers – first at Toyota, Honda, Hyundai and Subaru, and now VW and Nissan – are taking up the challenge by offering raises and a faster transition to top wages.

VW is raising the pay of production team members at its Chattanooga, TN, assembly plant by 11%, which matches the raises negotiated by the UAW for the union’s members at Detroit’s three automakers.

The increase is effective starting in December and a compressed wage progression timeline begins in February, reducing the time it takes to reach the top of the wage scale.

“Volkswagen of America notes it annually evaluates compensation for our production team members at the end of the year to ensure we continue to offer a competitive and robust compensation package designed to attract and motivate employees who make our daily operations possible at the plant,” according to a company statement.

Nissan says it will boost wages by 10% effective Jan. 8, eliminating tiers and adding new holidays to the corporate calendar, including Juneteenth. It will also increase the top-out pay rates for Nissan maintenance and tool & die technicians by 10%.

“These increases are a result of the hard work and dedication of Nissan employees who are producing some of the best vehicles in our company's history,” Nissan says in a statement.

Nissan says it has added Juneteenth and Veterans Day as paid company holidays, increasing the total number of paid holidays to 16 and increased paid parental leave, adding eight weeks of paid parental leave – for a total of 16 available weeks – and including paid leave for both parents.

While Fain says non-union auto workers are getting a “UAW bump,” Nissan says over the past three years it has increased the scale of wages, including top-out rates several times at all three manufacturing sites, by 12% to 18% and cut in half the time it takes to reach top-out rates, halving the time to four years, from eight.

ONTARIO
City actively hiring for vacant positions as union warns of burn out


CBC
Mon, November 27, 2023 

Windsor is projecting to save millions because of vacant positions that administration is promising to fill. (Dax Melmer/CBC - image credit)

The City of Windsor having a hard time filling positions across multiple departments as the union representing a majority of the workforce warns that staffing levels are now in a crisis situation.

Administration is projecting the city will spend $6.9 million less than originally budgeted on salaries and benefits in 2023 because of vacant positions.

Windsor's chief financial officer Janice Guthrie said that's more than usual and is caused in part by a higher number of retirements and newly created positions that haven't been filled.

"We're almost facing challenges across the board in keeping up with the filling of those vacancies," said Guthrie.

While some departments have not returned to full staffing because of the lingering effects of the COVID-19 pandemic, Guthrie said others are taking on additional hours to make up for vacant positions.

"Certainly, yes, some employees are working overtime in order to make up for some of those vacancies, but that is not a long term strategy."

David Petten, president of CUPE 543 representing 1,400 city workers, said the inability to recruit and retain staff is a crisis that needs to addressed.

"I don't use that word haphazardly, but I'll tell you, it's not even my word. This is in conversations with managers. This is how they've described their particular circumstance to me, that they are in," he said.

Burned out workers feeling the pinch

Petten and Guthrie both said that the labour market has shifted after the pandemic and has made it difficult for all employers to retain and attract high quality staff.

"We have put many things into place at the city that will improve and streamline our recruitment process, our employee retention," said Guthrie.

"We have a talent management program. We have an employee appreciation awareness and we're trying to promote individuals and talents within the corporation to highlight those employees."

David Petten is the president of CUPE Local 543. He does not believe Bill 23 is good for conservation authorities, like the Essex Region Conservation Authority and also believes that the legislation will not deliver on its target.

David Petten is the president of CUPE Local 543. He does not believe Bill 23 is good for conservation authorities, like the Essex Region Conservation Authority and also believes that the legislation will not deliver on its target. (TJ Dhir/CBC)

Petten said members want a better work-life balance, increased wages, and a better work environment.

"We have a lot of members that have reached out to us and have been reaching out to us for some time now to suggest that they are burned out, that their workload is ever increasing and the reward for doing more work is more work."

The city's contract with union members under CUPE 543 and CUPE 82 will expire next year.

Petten said he's noticed a change in memberships tone when asking members about what the expectations are for what the union can achieve.

"I don't want to be flippant with this, but more or less, they'd say 'You achieve or you don't achieve. I have options."

Petten said those options among some former city staff have been other municipalities.

Guthrie highlighted the competition in the labour market for high quality candidates.

"We may not be able to get those candidates that we want to attract because there are so many other jobs out there that they're choosing to go to over and above our city."

Windsor's turnover rate near average

The number of people leaving the city by choice is slightly below average, according to a municipal benchmarking report released earlier this year.

A report looking at voluntary turnover rates released by the Municipal Benchmarking Network of Canada shows that 7.5 per cent of Windsor's permanent city staff retired or quit last year, compared to the 7.7 per cent average.

This graphic shows how Windsor compares to other cities when it comes to voluntary turnover.

This graphic shows how Windsor compares to other cities when it comes to voluntary turnover. (Municipal Benchmarking Network of Canada)

The report includes other cities like Calgary, Regina, Hamilton and Winnipeg.

Windsor's voluntary turnover rate, along with the other municipalities, has steadily increased since 2020.

The report shows that 76 people (53 per cent) of people who voluntarily left their permanent job with the city of Windsor last year decided to retire.

IT department faces 'significant challenges'

Each quarter city council receives a report that reviews how the city is performing on its budget targets.

Multiple departments outlined cost savings in the third quarter budget variance report that are the result of unfilled positions.

The city's information technology department that's responsible for supporting computer systems and security for data networks has numerous vacancies and is "experiencing significant challenges in recruiting and maintaining qualified candidates," according to the report.

It's projected to save $122,000 in salaries and benefits.

Windsor's planning and building departments are also seeing gaps in staffing.

The building department issues permits for construction, inspects construction projects and enforces Ontario's Building Code.

It's projecting a $238,000 in savings because of delayed confirmation and hiring of new positions created in the previous budget while projecting $383,000 in lost revenue because fees collected through the enforcement of standards are lower than expected.

Vacancies in the planning department

The planning department had seven new positions approved in this year's budget but there have been delays in confirming and hiring those positions, which were approved to increase the department's processing capacity.

It's projected to save $827,000 in salaries and benefits for those positions along with a few other "unexpected positions" that have not be filled, according to the report, while losing $562,000 in lost revenue in development applications.

The city's recreation and culture department will save $657,000 because of vacant positions and reduced operating hours.

The city continues to experience staff shortages in the aquatic and program staff roles and has not been able to return to full programming at all facilities.

Administration is projecting the city will lose $1.3 million in revenue because memberships, drop-in admissions and other fees collected through recreation and culture facilities have not returned to pre-pandemic levels, including Adventure Bay, which has reduced hours because of staff shortages.