On this Labor Day, when labor is stirring all over the country after a summer of strikes and union organizing, along with wide public approval of unions, it is fitting to reprint a tribute to the holiday by US Senator Bernie Sanders that were first printed in The Guardian, 9/4

By Bernie Sanders

Why this Labor Day is so consequential?

It’s not utopian thinking to imagine that, for the first time in world history, everyone could have a decent standard of living.

As we celebrate Labor Day, 2023 let’s take a quick look at the economy over the last few years.

Never before in American history have so few owned so much and has there been so much income and wealth inequality.

Never before in American history has there been such concentration of ownership in our economy with a handful of giant corporations controlling sector after sector, enjoying record-breaking profits.

Never before in American history have we seen a ruling class, utilizing a corrupt political system, exercise so much political power through their Super Pacs and ownership of media.

And never before in American history have we seen the level of greed, arrogance and irresponsibility that we see today on the part of the 1%. Corporate greed is rampant.

Meanwhile, as the billionaire class becomes richer and more powerful, over 60% of Americans live paycheck to paycheck, and many work for starvation wages and under terrible working conditions. Incredibly, despite huge increases in worker productivity and an explosion in technology, the average American worker is making over $45 a week less today than he or she did 50 years ago after adjusting for inflation.

Today, in the wealthiest country in the history of the world, tens of millions struggle to put food on the table, find affordable housing, affordable healthcare, affordable prescription drugs, affordable childcare and affordable educational opportunities. In our country today we have the highest rate of childhood poverty of almost any major nation, and half of older workers have no savings as they face retirement.

And, in the midst of this massive inequality, the United States and the world face enormous economic transformation as a result of artificial intelligence, robotics and other new technologies. There is no question but that many of the jobs being done today will not be here in 10 or 20 years.

Let’s be clear. These technologies, which will greatly increase worker productivity, have the potential to be extraordinarily beneficial for humanity, or could cause devastating pain and dislocation for tens of millions of workers. The question is: who makes the decisions as to what happens in this radically changing economy, and who benefits from those decisions? Do we allow the “market” to throw working people out in the streets because they are “redundant”, or do we take advantage of the increased productivity this technology creates to improve the lives of all?

Throughout the history of humanity, the vast majority of people have had to struggle to feed themselves, find adequate shelter and eke out a living. The good news is that the revolutionary new technology, if used to benefit all of humanity and not just the rich and the powerful, could usher in a new era in human development. It is not utopian thinking to imagine that, for the first time in world history, we could enter a time in which every man, woman and child has a decent standard of living and improved quality of life.

In the United States, for example, the 40-hour work week, under the Fair Labor Standards Act, has been the legal definition of full-time work since 1940. Well, the world and technology have undergone enormous changes since 1940 and American workers are now 480% more productive than they were back then. It’s time for those standards to reflect contemporary reality. It’s time for a 32-hour work week with no loss in pay. It’s time that working families were able to take advantage of the increased productivity that new technologies provide so that they can enjoy more leisure time, family time, educational and cultural opportunities – and less stress.

Moving to a 32-hour work week with no loss of pay is not a radical idea. In fact, movement in that direction is already taking place in other developed countries. France, the seventh-largest economy in the world, has a 35-hour work week and is considering reducing it to 32 hours. The work week in Norway and Denmark is about 37 hours a week.

Recently, the United Kingdom conducted a four-day work week pilot program of 3,000 workers at over 60 companies. Not surprisingly, it showed that happy workers were more productive. The pilot was so successful that 92% of the companies that participated decided to maintain a four-day work week because of the benefits to both employers and employees.

Another pilot of nearly 1,000 workers at 33 companies in seven countries, found that revenue increased by more than 37% in the companies that participated and 97% percent of workers were happy with the four-day work week.

Needless to say, changes that benefit the working class of our country are not going to be easily handed over by the corporate elite. They have to be fought for – and won. And in that regard there has been some very good news over the last several years. We are now seeing workers stand up and fight for justice in a way we have not seen in decades. In America, more workers want to join unions; more workers are joining unions – 273,000 last year alone; and more workers are going out on strike for decent wages and benefits and winning. We’re seeing that increased militancy all across our economy – with truck drivers, auto workers, writers, actors, warehouse workers, healthcare professionals, graduate student teachers and baristas.

Let’s continue that struggle. Let’s think big, not small. Let’s create an economy and government that work for all, not just the few.

Happy Labor Day.


 

The Clark County school district in Nevada is the 5th largest school district in the country. Its teachers union, the Clark County Education Association (CCEA), is not affiliated with either of the two national teacher unions, the National Educational Association or the American Federation of Teachers.

Teachers demonstrating for a fair contract at a meeting of the Clark County School Board in late August
Photo courtesy: Clark County Education Assn.

But the current fight taking place there is a microcosm of the situation unfolding around the country as individuals pushing anti-teacher and anti-education agendas and hostility toward teachers unions run for and sometimes get elected to local school boards. And when that hasn’t worked, state officials in places like Texas and Florida have sometimes moved to intercede with school curricula and administration.

In the most glaring example, one that made national news, the governor of Texas dismissed the Houston city elected school board and school superintendent and installed his own superintendent to run the schools. The new appointee, a former army ranger with no credentials or experience in teaching or school administration and probably couldn’t tell a lesson plan from a McDonald’s menu is now in charge of the education of children in the largest city in the state.

Unlike the more publicized situations, Clark County has not made national news. But the teachers in its schools and their union are currently locked in a battle with school district leadership, led by the school superintendent, Jesus Jara, that is treating teachers seeking to bargain for a contract with contempt. And it’s just a piece of the larger national picture.

The teachers there have been working without a contract this school year and their pay has stagnated. Earlier this year, they went to the state capital in Carson City to lobby for additional funds to pay for long overdue salary increases. They succeeded in getting the legislature to pass a bill and the governor to sign it that appropriated $250 million, specifically for teacher raises. It was part of a larger $2 billion education budget passed by governor Joe Lombardo. But the district school superintendent refused to access the state fund for teachers and will not even present the option to the school board for approval.

The lowest salary for teachers there right now is $50,115. The highest is $101,251. But getting to the maximum is complicated.” One Clark County educator said, “There have been years where salary increases have been frozen. Many veteran teachers feel like they are not being paid what they’re owed and make as much as a brand new teacher. It’s unfair.” Speaking of  the CCEA’s proposed contract demands, she added “This could be a once in a career raise for us. We are fighting for equity here. We have dealt with unfair salaries for too many years and we want the Clark County School District to use the money the state has given us. Teachers fought for that money in Carson City, and these raises are long overdue.”

The union has repeatedly called upon the  district leadership to negotiate a new contract and has presented proposals that would raise teacher salaries by 10 percent the first year and 8 percent the second year. It also called for an additional $5,000 adjustment to attract teachers where there are hard to fill vacancies and a 5 percent adjustment for Special Education teachers. Whereas the district contributes close to $1000 a month in health insurance premiums for school principals, it only pays about $700 a month for teachers, the union simply wants the district to pay the same amount monthly for teachers health insurance as they do for principals. In addition, an increase of 1.8% in state pension contributions started being taken from teacher paychecks this summer; the union wants the district to cover this increase. They have also called for time-and-a-half pay for overtime work spent on supervising after school extracurricular activities.

The district has refused to bargain with the union. Instead, it came back with an offer of only a 6 percent raise the first year and 1 percent the following year but with two stipulations – that teachers had to work a longer day and a sunset clause that the raises would expire after two years, and unless renewed, teachers would go back to their current salaries.

All summer long the union called upon the district leaders to engage in bargaining but the district leaders kept postponing bargaining sessions in what amounted to stalling tactics. Thus, the beginnings of the school year in August saw teachers without a new contract and stuck in the same mold as before.

The CCEA, spurred on by aroused resentment among its members, has begun to hold public protest demonstrations. When the school superintendent scheduled community meetings at coffee shops in Las Vegas to advocate his agenda, teachers showed up to demonstrate and present their side. The superintendent then decided to cancel all subsequent coffee shop meetings. At the early August meeting of the school board of trustees,  thousands of teachers demonstrated outside the meeting. The board shortened public comments due to the teachers presence, which caused an uproar that led to the meeting ending early. Another demonstration, perhaps larger, was set for the August 24 board meeting.

As we prepared this article the union is considering next steps. while the union and district continue to negotiate and the union decides what further actions it will take. Strikes by public employees are outlawed in the state of Nevada which makes the situation more difficult. And the district has further attacked the Clark County Education Association by suing it, seeking to take away its right to bargain for teachers for threatening a strike.

The United States was a pioneer in the establishment of free public education and teacher unions in the last 50 years have raised the status of the teachers and fought for more resources for public schools. The fight of Nevada teachers in this school district is part of the fight taking place all over the country for good schools with well-paid teachers and the ongoing battle to preserve American education.

Photo AMANDA SALAZAR

New York City retirees won major victory earlier this month when a state Supreme Court judge permanently enjoined the city from switching retirees from their traditional Medicare to a Medicare Advantage plan. Retirees have been fighting this change that the city is trying to force down their throats for two years.

The scheme is the result of several years of secret negotiations between city administrations and the Municipal Labor Committee representing the unions of workers employed by New York City. Although the MLC is composed of many unions, the two largest ones, the United Federation of Teachers and DC 37 of AFSCME dominate the body. Several other unions have opposed the measure but they have been steamrolled over by the Big Two.

However, rank-and-file committees of the unions, including UFT and DC37 members have spung up, called rallies, testified at City Council meetings, and gained wide support in opposition to the change. They have disputed that the city’s claim that it will save the city $600 million. They have pointed to the fact that there would not be a problem if New York hadn’t tried to pay for a city workers’ promised raises several years ago by dipping into the health care trust fund, thereby pitting retirees against current workers. And they have pointed to a number of ways the city can come up with the money without penalizing retirees.

Ignoring all the protests and the blatant shortcomings in the enforced changes, Mayor Adams’ administration earlier this year signed a contract with Aetna, the giant health care company, to implement the plan. While the city claims that the plan is the same or better than their current one (these advantage plans often offer sweetening items like free gym memberships) they are profit-making companies that are notorious for saving money by requiring many medical procedures and doctor’s visits to get prior approval for payment, which is often denied. They also require you to choose only from panel of their doctors, which would require many retirees to leave the doctors of their choice for someone else. Not to mention that Aetna has been cited by the federal government as one of the leading insurance company perpetrators of Medicare fraud that has bilked the government out of billions of dollars.

The decision by Supreme Court Judge  Lyle Frank made permanent his temporary stay issued a month earlier. He noted that the city had repeatedly promised retirees that by forgoing other benefits when they were active workers, they would be assured of full Medicare and paid medigap coverage free of co-pays and with only a relatively small deductible when they retired. He ruled that the city could not renege on this commitment.

The ruling has thrown the entire plan onto hold, a temporary victory, since a spokesperson for Mayor Adams said he plans to appeal. If the judge’s ruling is upheld it will be a big win for the 250,000 NYC retirees in their two-year fight to preserve the health care they deserve.

The attempt by the city to make this move is part of a larger push by government administrations and legislative bodies to disembody Medicare, one of the federal government’s greatest achievements, and turn it over to the multi-billion dollar insurance industry, further subordinating the health of Americans to greedy bottom line corporate profits.

Labor Start. 8/11

UAW is threatening to strike as early as Sept. 15 at any of the Big Three automakers if their contract demands are not met. (AP Photo/Paul Sancya/File / AP Images)

The Big Three auto manufacturers – GM, Ford and Stellantis (formerly Chrysler) are facing a different kind of union leadership as negotiations began on a new contract this year. With some of the old leaders now in jail, guilty of embezzling union funds and a referendum two years ago that mandated direct elections of the leadership, the auto giants are now confronted by a leadership with close ties to the rank-and-file members and a renewed determination to wage a strong fight for their interests.

“The UAW is back in the fight,” said newly elected President Shawn Fain, speaking for the new spirit in the union. as he delivered the UAW bargaining demands August 1. While speaking, he was framed by two images in the background. One displayed headlines from the previous week, when the Big Three reported their quarterly earnings, which included soaring profits. The other image detailed how UAW members have lost ground over the past two decades. For instance, current starting wages are $18.04, lower than the rate workers received in 2007, which amounted to $19.60 when adjusted for inflation.

“When you put these two images together, they paint a damning picture of what’s happening,” said Fain. “Not just in our industry but across the economy: the rich are getting richer while the rest of us are getting left behind.”

The current contract, a master agreement for the three auto companies large plants – GM’s Factory Zero Detroit-Hamtramck Assembly Center, Stellantis’s Sterling Heights Assembly plant and Ford’s Michigan Assembly Plant in Wayne – cover some 150,000 workers. It expires September 14.

Among the union’s negotiating priorities presented to the companies are: strong double-digit percentage increases in pay, ending a two-tier wage system, converting all temporary workers into permanent positions and placing strict limits on the future use of such workers, restoring cost of living allowances (COLA) and retiree health care benefits conceded by workers in the wake of the 2008 Great Recession, increasing pension benefits for current retirees as well as ensuring all workers receive defined-benefit pensions, and bolstering paid time off.

Fain compared the compensation of auto executives with that of auto workers. GM’s CEO Mary Barra drew compensation of $29 million last year while the starting pay at the GM joint venture Ultium Cells battery plant in Ohio gets only $16.50 an hour. “Our members are working sixty, seventy, even eighty hours a week just to make ends meet,” he said. “That’s not a living; it’s barely surviving, and it needs to stop.”

One of UAW’s big concerns are the new joint venture plants producing batteries for electric vehicles, which were not covered by the union’s contract with the Big Three and have much lower pay and benefits.

When one company, claiming that union demands would nor make it competitive, made an offer that wasn’t even in the same ball park with union proposals, Fain symbolically tossed it in the trash.

As the situation heats up with the threat of an industry strike pending and tensions rising, major parts of the American economy that supply the auto makers are holding their breaths. A strike could severely affect their businesses.

Stay tuned.

Jacobin, 8/4; Fortune, 8/9

In what first impressions indicate to be a major win for Teamsters Union drivers at UPS, the company and the union came to a tentative agreement July 25 on a five-year contract, avoiding a massive strike that would have had a major impact on the US economy. The 325,000 UPS drivers had voted overwhelmingly to authorize a strike on August 1, the date the old contract ended, if an agreement on a new one was not reached by that date.

After negotiations broke down in early July, prospects were pessimistic about avoiding a strike until they resumed with a major company concession on part-time drivers July 25. The agreement was sealed a few hours later. The new agreement still has to be ratified by the Teamsters Union membership, a process that will take several weeks.

“We demanded the best contract in the history of UPS, and we got it,” the Teamsters president, Sean M. O’Brien, said in a statement. “UPS has put $30 billion in new money on the table as a direct result of these negotiations.” For the first time in Teamster’s Union history, rank-and-file members served on the union’s negotiating committee.

According to a union statement, the new contract provisions include:

  • Historic wage increases. Existing full- and part-time UPS Teamsters will get $2.75 more per hour in 2023. Over the length of the contract, wage increases will total $7.50 per hour.
  • Existing part-timers will immediately be raised up to no less than $21 per hour, a big boost from then current minimum of $16.20 for part-timers now. and part-time seniority workers earning more under a market rate adjustment would still receive all new general wage increases. Part timers currently comprise nearly half ofm UPS drivers.
  • General wage increases for part-time workers will be double the amount obtained in the previous UPS Teamsters contract — and existing part-time workers will receive a 48 percent average total wage increase over the next five years.
  • Wage increases for full-timers will keep UPS Teamsters the highest paid delivery drivers in the nation, improving their average top rate to $49 per hour. They currently make $42 on average after four years.
  • Current UPS Teamsters working part-time would receive longevity wage increases of up to $1.50 per hour on top of new hourly raises, compounding their earnings.
  • New part-time hires at UPS would start at $21 per hour and advance to $23 per hour.
  • An end to the unfair two-tier wage system and all drivers now entitled to seniority protection.
  • Safety and health protections, including vehicle air conditioning and cargo ventilation. UPS will equip in-cab A/C in all larger delivery vehicles, sprinter vans, and package cars purchased after Jan. 1, 2024. All cars get two fans and air induction vents in the cargo compartments.
  • All UPS Teamsters would receive Martin Luther King Day as a full holiday for the first time.
  • No more forced overtime on Teamster drivers’ days off. Drivers would keep one of two workweek schedules and could not be forced into overtime on scheduled off-days.
  • The creation of 7,500 new full-time Teamster jobs at UPS and the fulfillment of 22,500 open positions, establishing more opportunities through the life of the agreement for part-timers to transition to full-time work.
  • No concessions from the rank-and-file.

The contract, if ratified,  is a big win for the new teamster leadership, which is closer to the ßrank-and-file members, that ousted the old guard in a direct election of the entire membership last year. Previously, the leadership was chosen by delegates at national conventions.

Teamsters Union Website, 7/25; NY Times, 7/25

This one is hard to believe. In Austin and Dallas, Texas, ordinances had mandated 10-minute breaks for construction workers every four hours. These workers, 60 percent of whom are Latino, mostly work outdoors, often in blistering Texas heat. The 10-minute breaks allow them to rest, drink water their bodies have lost, and generally take a brief respite from the heat. A simple act of humanity, yes?

But the Republican state legislature and Republican Governor Greg Abbott say no! According to them, it is just another one of those “hodgepodge of onerous and burdensome regulations” on Texas businesses. A measure passed by the legislature and recently signed into law by Abbott, to take effect in September, nullifies the Austin and Dallas ordinances and prevents any other local governments from passing similar protections for workers.

Days later, a 35-year-old utility lineman who was working in 100-degree temperature to restore power in Marshall, Texas, died of heat exhaustion. Unions and civil rights groups have been enraged by the new law, warning that it will cause more heat-related deaths and illnesses in a state that already tallies the highest number of worker deaths due to high temperatures.

“In the midst of a record-setting heatwave, I could not think of a worse time for this governor or any elected official who has any, any, kind of compassion, to do this,” said David Cruz, the communications director for League of United Latin American Citizens National (Lulac), a Latino civil rights group. “This administration is incrementally trying to move us backwards into a dark time in this nation when plantation owners and agrarian mentalities prevailed.”

A simple question could be asked of Abbott and the Texas lawmakers: “Are you guys human?’

The Guardian, 6/26

For many years labor unions have been in a “long slide,” declining from the 1950’s when more than one in every three workers belonged to unions to only 11.6 percent in 2021. There are many factors responsible for this, writes William E. Scheuerman in his book A New American Labor Movement. Among them are the offshoring of jobs hastened by the trade agreements that saw millions of American manufacturing jobs disappear as corporations moved plants to low wage areas around the world, automation, corporate consolidation and its all-out war on labor.

Fred Wright cartoon courtesy of United Electrical, Radio & Machine Workers of America (UE)

But a part of the blame rests on unions themselves, he writes, “recognizing but not placing major culpability on factors such as business unionism, ineffective organizing techniques, lack of militancy, overly bureaucratic leaders who are unresponsive to their members, and emphasis on electoral politics rather than organizing.”

An example of the latter is labor’s failure to extract some major quid pro quos from Democratic politicians even when Democrats had large majorities in Congress and a Democratic president. As a result, the Taft-Hartley Act 0f 1947 is still on the books. Section 148 of  that law allows states to outlaw the union shop, resulting in  some workers gaining the benefits of union members without joining the union and paying dues. The act has encouraged union busting since its inception, throwing quicksand in the path of union organizing. By quietly acquiescing instead of actively opposing the law and demanding that politicians commit to repealing it, unions have been shooting themselves in the foot for more than 75 years.

But there are signs of stirring in the ranks of labor. Among younger workers and women workers a new militancy is growing as a majority of Americans today look favorably upon unions, the highest number  in the past 60 years. According to the National Labor Relations Board, in just one year, from 2021 to 2022, there has been a 60 percent increase in union elections with 77 percent resulting in a union victory.

And this stirring among rank and file workers is beginning to ripple upward. Two major international unions, the Teamsters and the Auto Workers unions, have replaced their top leaderships in the past year with more militant leaders who are more closely connected to their membership. A sign of this is the United Auto Workers’ withholding its endorsement of Biden and national Democrats, insisting on a promise from them that the money now pouring in to the manufacture of electric vehicles go to companies that hire union workers and pay union wages and benefits to its workers. While very few doubt that the union will eventually endorse and campaign for Biden, considering the terrible alternative, the Auto Workers union is letting the Democrats know that they can no longer be taken for granted.

Dollars and Sense, 5/23, pages 4, 42-45

“Fred Wright cartoon courtesy of United Electrical, Radio & Machine Workers of America (UE)”.

“The teamsters will strike any employer, when necessary, no matter the size or the depth of their pockets,” was the defiant response of Teamster Union President Sean O’Brien to the latest Supreme Court decision that sharply impedes the ability of labor to conduct strikes. “The political hacks at the Supreme Court have again voted in favor of corporations over working people,” he declared. “Make no mistake – this ruling has everything to do with giving companies more power to hobble workers if any attempt is made to fight back against a growing system of corruption…. American workers must remember that their right to strike has not been taken away. All workers, union and nonunion alike, will forever have the right to withhold their labor.”

O’Brien’s sharp comments were the Teamsters’ reaction to the Court’s ruling June 1 saying that employers could sue unions in state courts for damages to their goods during a strike, overturning years of legal precedent that the National Labor Relations Board had the initial jurisdiction in the case.

The case, Glacier Northwest v. International Brotherhood of Teamsters, involved unionized members of a concrete mixing and pouring company. The company and the union were in negotiations for a contract when negotiations broke down and the union called a strike. The workers, who had reported to work that day, had already poured wet concrete in their trucks. The workers took precautions to keep the trucks running to prevent the hardened cement from damaging the trucks, meeting legal standards for taking responsible steps to avoid harming the employer’s property. The lost concrete on the trucks simply amounted to lost spoilage of a product for which unions have not been held legally responsible.

Nevertheless, Glacier Northwest sued the union for damage to the cement. In cases like this, the National Labor Relations Board is the adjudicator in the dispute. And in fact, the NLRB general counsel had already found that by preventing damage to the trucks, the workers had taken the necessary steps to prevent harm to the employer’s property and that the union was, in legalese, “arguably protected” from spoilage to the product that normally often occurs during a strike. After all, the whole purpose of a strike is to cause the employer economic harm and pressure him to negotiate a satisfactory contract, providing there is not malicious vandalism to his property.

Ignoring precedent and facts in the case, Justice Amy Coney Barrett, writing for the eight justice majority, said that the union workers were responsible for the damage to the cement and that the state court in Washington should hear the company’s lawsuit. Justice Ketanji Brown Jackson was the lone dissenter. The other two liberal justices joined in the majority opinion and there is speculation that they did so to obtain a bargained compromise to avoid a much harsher judgment against unions.

Justice Clarence Thomas, for example, writing for himself and Justice Gorsuch, said that the court should reconsider whether the NLRB should even have initial jurisdiction in such cases. Justice Alito went even further, questioning the NLRB’s legal right to decide labor cases.

The ruling is only the latest in a string of decisions in favor of corporations against unions issued by this court in the past several years. A decision in 2018, contrary to the National Labor Relations Act, said that companies could prohibit workers from collectively bringing legal actions against employers. Also in 2018, the court ruled that public sector unions could not require nonmembers to pay fees for the benefits that the union’s bargaining had gained for them. Three years later, the court did it again, deciding that a California law that allowed organizers for the Farm Workers union access to the employer’s property to speak to workers during their lunch time and breaks, was unconstitutional.

The latest ruling, while not prohibiting strikes, makes it more difficult for unions, since they will have to consider the economic effects of company lawsuits and the resulting uncertainty of court decisions, particularly with a Supreme Court biased in favor of employers. Often, it is just the threat of a strike that helps unions win concessions. Since unions would now hesitate to use the strike weapon, “without the threat of a strike, you have little leverage in negotiations,” commented Stuart Appelbaum, president of the Retail, Wholesale and Department Store Union.


NY Times
, 6/1, also see Elie Mystal’s This is not the End of the Supreme Court’s War on Labor in The Nation, 6/2

Blue Bird, which builds electric school buses, has benefited from a large infusion of federal money. Credit…Matthew Pearson/WABE, via Associated Press

Daniel Flippo, regional director  of the United Steelworkers of America’s Southeastern district, was very happy with the vote. “For too long,” he said “corporations cynically viewed the South as a place where they could suppress wages and working conditions because they believed they could keep workers from unionizing.”

But union officials are beginning to show optimism about prospects for the region  in the wake of a landmark union victory at Blue Bird, a factory in Fort Valley, Georgia, that builds electric school buses. The surprise vote in which the workers voted 697-to-435 to join the United Steelworkers was supervised by the National Labor Relations Board.

“This is just a bellwether for the future,” predicted AFLCIO President Liz Shuler, “particularly in the South, where working people have been ignored.”

Blue Bird, a company that employs 1,400 workers, has been the recipient of $500 million in federal funds for aid to companies specifically to combat climate change. In building electric school buses to replace diesel school buses, Blue Bird qualified for a part of the $370 billion included in the Inflation Reduction Act for clean energy to combat climate change. But the aid also came with the proviso that companies must remain neutral in any union organizing drive in their plants and to voluntarily recognize the union based on a show of majority support. Further, no federal money may be used to oppose a union election. These provisions are important aids to unions seeking bargaining recognition from employers. And although the union charged that the company had violated some of the law, it srill aided the Steelworkers Union in its victory at Blue Bird.

The union hopes it will be just the beginning in the South with new manufacturers of electric vehicles, including foreign automakers like Mercedes-Benz, BMW, and Hyundai moving in, partly because of its history of hostility to unions.

NY Times print edition, 5/13; NY Times online edition, 5/12

Amazon relies on some 2,500 delivery service partners (DSPs) to deliver packages. The Teamsters are attempting to organize DSP workers, posing a challenge to the company’s business model.  AP Photo:Steven Senne

Amazon often contracts out its delivery services to trucking contractors. Most of them, like Amazon, are non-unionized. But the beginnings of change are in the air.

On April 24, Amazon delivery drivers at Battle-Tested Strategies, a southern California company contractor, announced that they had joined Local 396 of the Teamsters Union. A week later, they announced a union contract with the company that upped wages from $19.75 to $30 an hour by September. They also won several paid holidays and did not have to accept a no-strike clause.

The union victory represents what union activists see as a possible beginning to the unionization of Amazon contractors. It could also raise a possible legal challenge to Amazon’s use of these contractors to claim that they bore no responsibility for bargaining with the drivers since they are workers for another company, or in the case of small truckers, independent contractors not employees.

Amazon however is fighting back with its usual union-busting tactics. When the union drive began at BTS, Amazon took steps to cancel its contract with BTS, fearful that the union drive would spread to other truckers, raising its costs for shipment.

Stay tuned.

American Prospect, 5/4