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 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.
Wednesday, 12 October 2011
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."
Subscribe to:
Posts (Atom)