We found this video to be inspiring and important in terms of taking control back and having limits on how deprecating your work can be for you. We also want to mention that not everyone can quit their jobs and that many folks out there are desperate and can't afford to lose the work. That is why we have to stick up for each other in our work sites and stand together against the bosses.
We want to say "thank you" to Joey for calling out the atrocities the hotel worker's suffer. Joey and others have a lot more to say about their industry here at Joey Quits !
We will collectively confront specific grievances or problems that arise in our workplaces in Vancouver. Jobs like ours (gendered/low income/service industry labour) are the ones that allow these empires to exist and expand. We are currently running an industry wide call out to all sympathetic coffee shop workers. We work with "direct unionism" principles and IWW tactics.
Thursday 22 December 2011
Thursday 17 November 2011
EMPLOYEES AT WAVES IN VANCITY BAN TOGETHER TO SAVE TIPS
Employees at an undisclosed Waves location are participating in DIRECT UNIONISM.
After being threatened by bosses, to have percentages of their tip money go to counterfeits, workers decided to take control of their tips altogether. Management tried to persuade them that it is in the best interest of the workers, for management to control the tips and the division of tips. However, employees, who were already suspicious that their tip money was being siphoned, refused to back down.
Bosses are not allowed to tamper with the worker's tips. Many coffee shops and alike, use tips as an excuse to keep wages unlivable. Some companies trick employees into signing documents that allow them to take money out of their tips, but in the end, they have no business dipping into the worker's hard earned money. Tips are the property of the workers.
After being threatened by bosses, to have percentages of their tip money go to counterfeits, workers decided to take control of their tips altogether. Management tried to persuade them that it is in the best interest of the workers, for management to control the tips and the division of tips. However, employees, who were already suspicious that their tip money was being siphoned, refused to back down.
Bosses are not allowed to tamper with the worker's tips. Many coffee shops and alike, use tips as an excuse to keep wages unlivable. Some companies trick employees into signing documents that allow them to take money out of their tips, but in the end, they have no business dipping into the worker's hard earned money. Tips are the property of the workers.
Wednesday 12 October 2011
A call out ! Join our contact list!
In order to make real change, we need real numbers.
We must defend ourselves, and stick up for eachother
when the bosses take advantage or treat us unfairly.
To meet with a "coffee shop" worker, to talk about options
on how to stick up to the bosses, contact us.
email wedecide@ymail.com
We must defend ourselves, and stick up for eachother
when the bosses take advantage or treat us unfairly.
To meet with a "coffee shop" worker, to talk about options
on how to stick up to the bosses, contact us.
email wedecide@ymail.com
Friday 2 September 2011
Sometimes "Flexibility" and "Adaptibility" are meant to make us feel heard and accommodated in our workspaces, but we must remember that the bosses won't do anything that is not economically sound. There is much emphasis on these "elastic" approaches by management and we really are meant to feel that we are a priority and not only cheap labour. But the facts are there, right in front of our faces. It is in the best interest of the company to use these strategies to make their businesses more profitable. To make us, as labour, more accessible, more of the time.
Another aspect of these flexible initiatives that we don't really think about often, is the fact that, by having these "accommodating" and irregular schedules, we are accepting less and less stability and accountability from our employers, as they do not have to create consistent structures or permanent, reliable schedules. We are in fact allowing our own job security to remain forever beyond our reach as a workforce.
I will attach this essay on precarity, because it is absolutely about all of us.
precarity-and-its-vicissitudes >>> The Mainlander
Another aspect of these flexible initiatives that we don't really think about often, is the fact that, by having these "accommodating" and irregular schedules, we are accepting less and less stability and accountability from our employers, as they do not have to create consistent structures or permanent, reliable schedules. We are in fact allowing our own job security to remain forever beyond our reach as a workforce.
I will attach this essay on precarity, because it is absolutely about all of us.
precarity-and-its-vicissitudes >>> The Mainlander
Monday 8 August 2011
Tuesday 2 August 2011
STATS AND INFO on WORKING POOR and YOUTH
How are Canadians really doing? Check out this awesome site, with the information we need.
http://ciw.ca/en/Media/09-12-16/df39996f-52af-4c21-a004-823133c15744.aspx
and check this out! www.poornomore.ca
http://ciw.ca/en/Media/09-12-16/df39996f-52af-4c21-a004-823133c15744.aspx
and check this out! www.poornomore.ca
Friday 29 July 2011
JJ BEAN Management SWAP> TRANSPARENT CLEANING HOUSE NOT SO EFFECTIVE
Within the last two weeks upper management at JJ Bean has executed a "cleaning house" tactic to bring on turn over at specific locatons. These locations hold the majority of union support within the JJ workforce and are facing increased alienation, in order to push them out of the company. One employee recently over heard someone from management alluding that the new manager would soon be able to "hand pick" their workers and make their own unique schedule. Workers must unite! We can't let them push us out. "Word has been getting around, and even if I was planning on quitting before, I would rather stay longer and support the organizing efforts," says another employee at this same location.
These tactics management uses, especially in the service industry are one example of why it is so imperative that we are represented by a union and protected. This type of action is common when management decides it's time to reaffirm the upper hand in the workplace, re-initiate policies that have fallen below the radar, change policies all together and tamper with employees set schedules.
"It's a shame it had to come to this, but I think what management is doing right now, will really show people exactly what we have been warning them of, we really do not hold any power, and they really can do anything. Everyone I have talked to seems to want to stay and fight."
These tactics management uses, especially in the service industry are one example of why it is so imperative that we are represented by a union and protected. This type of action is common when management decides it's time to reaffirm the upper hand in the workplace, re-initiate policies that have fallen below the radar, change policies all together and tamper with employees set schedules.
"It's a shame it had to come to this, but I think what management is doing right now, will really show people exactly what we have been warning them of, we really do not hold any power, and they really can do anything. Everyone I have talked to seems to want to stay and fight."
Monday 25 July 2011
Sunday 29 May 2011
Pamphlets are ready for distribution!
We have made more copies of Bean Post # 1 for everyone. We also just put together a mini-zine of the MASTER MYTH LIST. If you would like a copy of either of these, please let us know at wedecide@ymail.com
Thanks everyone involved.
Bean Post # 2 will be out shortly.
Featuring an interview with a daily customer, Casual Status and Pay Cuts? and more!!!
Stay tuned!!
Thanks everyone involved.
Bean Post # 2 will be out shortly.
Featuring an interview with a daily customer, Casual Status and Pay Cuts? and more!!!
Stay tuned!!
Friday 6 May 2011
Saturday 9 April 2011
JJ Bean and Wage Changes Update
JJ BEAN and WAGE CHANGES UPDATE: I recently had a conversation with an employee that informed me that the changes in our wages due to the minimum wage hike are extremely minimal. They said that the starting wage would go up, and that would be the only change in wages. If this is not the case, and JJ Bean does have some plan for an equitable wage increase that fairly acknowledges the change in the minimum wage and all of our wages, Will we receive it soon? Many of us are extremely concerned about this lack of action. If JJ bean is dedicated to social responsibility, then let's see it happen. Taken from the udated JJ Bean website! (Just so you all know how "generous" our employer is) "Our People
On average, coffee shop employees are among the lowest paid workers in Canada. However, we believe that everyone who takes part in the journey of coffee - from farmers to baristas - deserves to be fairly rewarded for their work.
At JJ Bean we are committed to paying all staff who have completed training at least $2 above the minimum wage. In addition to this, our "levels" system gives all of our café staff the opportunity to increase their wages as they improve their barista skills and coffee knowledge.
On top of an hourly wage we offer quarterly and yearly bonuses to all of our staff, plus additional benefits such as medical coverage for staff over 32 hours a week. JJ Bean staff are also entitled to coffee drinks while working, whole bean coffee to take home, and generous staff discounts on all products.
If you are interested in working for JJ Bean, visit our Jobs page, or bring your résumé in to one of our cafés."
On average, coffee shop employees are among the lowest paid workers in Canada. However, we believe that everyone who takes part in the journey of coffee - from farmers to baristas - deserves to be fairly rewarded for their work.
At JJ Bean we are committed to paying all staff who have completed training at least $2 above the minimum wage. In addition to this, our "levels" system gives all of our café staff the opportunity to increase their wages as they improve their barista skills and coffee knowledge.
On top of an hourly wage we offer quarterly and yearly bonuses to all of our staff, plus additional benefits such as medical coverage for staff over 32 hours a week. JJ Bean staff are also entitled to coffee drinks while working, whole bean coffee to take home, and generous staff discounts on all products.
If you are interested in working for JJ Bean, visit our Jobs page, or bring your résumé in to one of our cafés."
Tuesday 22 March 2011
adventures in unionizing!
http://www.youtube.com/watch?v=Ja8UNkqffRw
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