“We won’t back down”; the fight for $15 gets bolder

A wave of militant action rolled across the US on November 29 disrupting business as usual as low-wage workers told the nation that they weren’t backing down from their fight to increase the minimum wage to $15 an hour.

Strikes, acts of civil disobedience, and other protests involving thousands of people took place in 340 cities.

Despite the US government’s turn to the extreme right in the November election, supporters of the November 29 day of action said that they would escalate their fight to raise wages and stop looming attacks on the working class.

“We are also protesting to reject the politics of divisiveness that tears America apart by race, religion, ethnicity and gender,” said Betty Douglas, a McDonald’s worker from St. Louis. “And we won’t back down until the economy is fixed for all workers and we win justice for all people in our nation.”

In Chicago, 500 workers at O’Hare Airport walked off the job in an unfair labor strike.

The strikers carried signs reading, “Fight for $15 and a union.”

The strikers included janitors, baggage handlers, cabin cleaners, and other low-wage service providers.

The workers said that they were striking to protest intimidation by their employers who are trying to stop the workers from organizing a union.

After the walkout, workers gathered at an O’Hare terminal to rally for a $15 an hour minimum wage and the right to join a union.

Low-wage workers at 20 other US airports joined in protests to demand a $15 an hour minimum wage.

In New York, demonstrators sat down in front of a McDonald’s on Broadway shutting down traffic during the morning rush hour.

“We are here today because we face retaliation in our stores for the gains we’ve made in our pay and our continued effort to fight for better jobs,” said Jorel Ware, a McDonald’s worker to the New York Daily News. “I’m ready to face arrest and put my own safety and freedom on the line.”

“We are here to send a message loud and clear to our employers that we won’t back down,” said Jahnay Tucker, a Chipotle worker. “We are going to keep fighting for the good jobs we deserve.”

According to the Daily News, more than two dozen protesters were arrested for their part in the sit-in.

The protesters were joined by Uber and Lyft drivers, who have been fighting for union recognition.

In Memphis, about 100 people sat in at a McDonald’s near downtown and then began to march toward Interstate 240.

Thinking that the protesters were going to block traffic on the freeway, Memphis police blocked their march.

A stand off ensued that lasted several hours. “It’s a free street,” shouted the protesters to the police blocking their way.

In Minneapolis, 250 people gathered in the street in front of a McDonald’s at Nicollet Avenue and 24th Street where they blocked traffic. Twenty-one people were arrested.

Protesters then moved to a Kohl’s store in the Eden Prairie shopping center.

Janitors who work for Kohl’s have been organizing to fight for a Responsible Contractors Policy that would require janitorial service contractors providing services at Kohl’s to pay a decent wage, provide benefits, and allow workers to join a union of their choice.

“We’ve had a lot of support; it’s crazy,” said Stephanie Gasca of Centro Trabajadores Unido en Lucha (Workers Center United in Struggle), which has helped the janitors organize, to the Star Tribune. “We’ve been involved in this movement for almost two years. It’s time to pass $15 an hour now.”

In Las Vegas, Fight for $15 supporters marched through the Las Vegas Strip in the evening to a McDonald’s where six people sat down to block traffic and were arrested.

“We’re here to say, no matter who is in the White House, we’re going to keep fighting for $15,” said Laura Martin of the Progressive Leadership Alliance of Nevada, which helped organize the action.

These are just a few of the actions that took place all over the US. Hundreds of people were arrested and thousands participated in street actions and strikes.

Those who took part in what organizers called “A Day of Disruption,” pointed to the gains that the Fight for $15 has accomplished in four years.

Since the first fast food workers walked off the job in 2012 to demand a $15 an hour minimum wage, 22 million minimum wage workers have gotten or will get a pay increase because the states or cities where they live enacted minimum wage increases.

In New York and California alone, 10 million workers will be lifted out of poverty because the two states increased their minimum wage to $15 an hour.

In November, voters in Arizona, Colorado, Maine, and Washington voted to increase their states minimum wage. In Washington, the minimum wage will increase to $13.50 by 2020, and in the other states, it will increase to $12 an hour by 2020.

Organizers of the November 29 actions said that their fight will continue until all who work are paid a living wage that keeps them out of poverty.

IT workers take a stand against “outrageous outsourcing”

Testifying before the University of California Board of Regents, information technology workers called on the board to stop outsourcing of their work.

The University of California system in September awarded a $50 million contract to HCL, an IT staffing company in India, to take over the management of IT infrastructure and networking at the University of California San Francisco (UCSF).

As a result, 78 career and contract IT workers at UCSF will lose their jobs in February.

At the November regents meeting, IT workers like Hank Nguyen told the regents and UC President Janet Napolitano how the board’s decision will affect workers and their families.

“The day I received a bill for my daughter’s education at UC is the same day I received a layoff notice from UC,” said Nguyen. “My daughter asked me, ‘Dad, should I continue my engineering education?’ I didn’t know how to respond to my daughter or any other kids who are pursuing STEM degrees.”

Jelger Kalmijn, president of the laid off workers union, University Professional and Technical Employees CWA Local 9119, also testified. He called the board’s outsourcing decision “outrageous.”

If companies and public institutions continue to outsource our jobs, “what future do we have left,” said Kalmijn. “People in the US are sick and tired of losing our decent paying jobs. UC should not be taking leadership on sending those jobs that are our future out of here.”

Kalmijn said that UC shouldn’t be participating in “a race-to-the-bottom, where working people are fighting each other all across the world to see who can be exploited the most.”

“I urge you to take leadership and stop this outrageous outsourcing,” said Kalmijn. “It’s going to save you a couple of pennies for massive political cost, for massive financial costs in the long run, and for massive security costs. It makes absolutely no sense.”

UCSF estimates that the outsourcing contract with HCL will save the university $30 million over five years primarily due to lower labor costs.

The workers facing layoffs and their union have received support from elected officials such as US House of Representatives Minority Leader Nancy Pelosi.

Pelosi wrote a letter to Napolitano urging her to “reconsider” the decision to outsource jobs at UCSF.

Pelosi noted that H-IB visas will be issued to workers hired by HCL to replace the UCSF workers, so that they can be trained for their new jobs by those being laid off.

Pelosi goes on to say that such a use of H-1B visa program contradicts the intended purpose of the law.

“The H-1B program was designed to enhance American competitiveness by supplementing the American workforce with highly skilled foreign nationals in the event of critical shortages in the US labor market,” wrote Pelosi. “Congress did not design the program to replace–to outsource–American jobs, or lower domestic wages.

US Senator Charles Grassley of Iowa also wrote Napolitano criticizing the decision to “replace American workers with lower-cost foreign workers abroad.”

The contract with HCL could have implications beyond its immediate impact on the 78 IT workers at UCSF.

UC’s outsourcing contract with HCL allows HCL to be the IT outsourcing contractor for ten campuses in the university system.

The University of California at San Diego (UCSD) has been identified as one of the campuses where HCL workers could replace UCSD workers.

Computerworld reports if that happens, there could be a potential conflict of interest.

According to Computerworld, UCSD Chancellor Pradeep Khosla is a member of the HCL board of directors.

In concluding his remarks, Kalmijn said that UC’s decision to abuse the H-1B visa program to outsource jobs puts it in league with private corporations that have attempted to do the same thing.

“UC follows in the footsteps of many private companies that have been abusing the H-1B visa program, including Southern California Edison, Abbott Laboratories, Eversource Energy, Walt Disney World, Toys “R” Us and New York Life,” said Kalmijn. “But as a public institution, the University of California’s action is even more of a slap in the face to the tech workers, their families and the UC community. We will continue to fight back against this shameful attack on good, family-supporting jobs.”

Judge orders striking pilots back to work

A federal judge on the day before Thanksgiving ordered striking airline cargo pilots to return to work.

The pilots, members of the Airline Pilots Professional Association, Teamsters Local 1224, walked off the job on November 22 at ABX Air, a cargo airline whose main customers are DHL Worldwide Express and Amazon.

The workers voted almost unanimously in May to authorize a strike against ABX.

The pilots went on strike to protest under staffing at the company and the company’s violation of the collective bargaining agreement.

The collective bargaining agreement requires pilots to be on call during off days to make so-called emergency flights when no on-duty crews are available.

But the union says that under staffing has resulted in overuse of emergency flights.

“To date in 2016, pilots have been scheduled to cover over 8000 emergency assignment days on days they should have had off,” said the union in its media release about the strike.

As a result of under staffing at ABX, pilots (are) continuously being forced to work ’emergency’ assignments on their off time,” states the release.

Taking away pilots’ off time, according to the union, is a violation of collective bargaining agreement that allows pilots to receive compensatory days off after they have worked six emergency flights in a year.

Cincinnati.com reports that as of July, 59 percent of ABX pilots and 48 percent of its first officers had worked at least six emergency flights.

The lack of off time is taking its toll on ABX’s pilots and their families.

“I take my job as a pilot seriously, and I’m committed to serving ABX Air and our customers, but I’m also a father of a little girl and help care for my aging mother,” said Randy Riesbeck, a long-time ABX pilot. “On numerous occasions I have had to miss my daughter’s school events and previously scheduled medical appointments for my mother, all because ABX Air emergency assigned me to work on a day I had scheduled off. How am I supposed to explain to my daughter why I wasn’t there to see her grow up? How do I explain to my mother that I can’t take her to the doctor?”

Tim Jewell, a pilot who has worked for ABX for 20 years, said that the company’s under staffing and over reliance on emergency flights “stretches us so thin that our bodies and families are suffering.”

“ABX Air needs to restore the status quo and hire enough pilots so we can get the job done,” continued Jewell.

ABX’s under staffing problems go back to the Great Recession when the business slump caused layoffs at the company.

The laid off pilots were supposed to be called back to work when business picked up.

Eventually business did pick up and in fact began to boom after ABX reached a deal to fly cargo for Amazon.

ABX now makes 35 flights a day for Amazon.

But instead of calling back the furloughed pilots, ABX “extinguished” their recall rights and began trying to hire new lower paid pilots to take their place, said the union.

But the low pay made it difficult to attract new pilots leaving the company short staffed.

The strike threatened to disrupt Christmas season deliveries especially those that come from Amazon, and ABX went to court seeking a temporary restraining order to force pilots back to work.

The union argued that ABX’s refusal to allow pilots to take compensatory leave they earned was a violation of the collective bargaining agreement, which made the strike legal under the Railway Labor Act, which regulates labor relations in the rail and airline industries.

But District Judge Timothy Black disagreed. He said that the disagreement between the union and company was a “minor dispute” over the contract’s interpretation that should be resolved by arbitration and ordered an immediate end to the strike.

The fact that ABX carried cargo for Amazon also entered into Black’s decision.

“Imagine Christmas without Amazon!” wrote Black in his decision.

Before the strike, the union had been trying to address under staffing and other issues through collective bargaining, but those negotiations have been going on for two years with no end in sight.

The union said that the pilots would return to work but would continue to fight for adequate staffing and an end to the company’s contract violations.

Latino workers fight for a union after being locked out

A group of Latino workers in a suburb south of Chicago continue to fight for their right to join a union even though their employer has locked them out.

Their struggle began in October when 70 workers at National Pasteurized Egg (NPE)/Michael Foods of Lansing, Illinois walked off the job to protest sexual harassment, unequal pay, poor safety conditions, and work shifts that can last as long as 27 hours.

After the walkout, the workers signed union authorization cards expressing an interest in joining United Food and Commercial Workers (UFCW) Local 881.

They returned to work, but two weeks later were locked out by the company, which hired workers through a temporary agency to replace them.

NPE/Michael Foods operates a regional egg processing plant that before the lockout employed about 140 workers at its facility in Lansing.

NPE became NPE/Michael Foods in September, when NPE was  acquired by Post Holding, the third largest cereal company in the US that makes a number of familiar brand name cereals such as Cocoa Pebbles, Shredded Wheat, Raisin Bran, and Grape Nuts.

Post has been expanding and in 2014 purchased Michael Foods, a producer of egg and other food products.

In September 2016, Post purchased NPE, which produces cage-free and hard-boiled eggs at three plants including the one in Lansing, and combined it with Michael Foods.

Post reported net sales of $5 billion during its fiscal year 2016 and an operating profit of $545.7 million.

The walkout by NPE/Michael Foods workers in Lansing began October 17 about six weeks after Post announced its acquisition of NPE.

The workers who walked off the job returned to work on October 22, but on November 7 when they showed up for work, the company informed them that they were being replaced by temporary workers hired through NEXUS, a temporary staffing agency operating out of Hammond, Indiana.

The company also hired a security company called AFIMAC, which assists companies manage strikes and high risk employee terminations.

Despite being locked out, the workers continued to fight for the right to join a union.

They filed for a union representation election.

On November 17, 100 locked out workers rallied at the NPE/Michael Foods processing facility in Lansing.

The rally took place on the day before the union election was to be held.

The election took place, but the results are pending because the company challenged 107 of the votes.

Jorge Mujica of Arise Chicago, a faith labor worker center that has been supporting the NPE/ Michael Foods workers, said that the unofficial vote count was 115 yes votes for the union and 23 no votes.

Local 881 has filed charges against NPE/Michael Foods for retaliating against the workers and interfering with their right to join a union to improve their working conditions.

Fight for $15 victory in Minnesota; airport workers choose union

Workers at the Minneapolis-St. Paul International Airport on November 14 became union members.

They joined SEIU Local 26 after a long organizing campaign that grew out of the national Fight for $15 Movement.

“This victory did not come easy, but it was worth the effort,” said Abdi Ali, a cart driver who has worked at the airport for eight years.”We are always there for each other, and now we will finally have a real voice at the airport.”

Ali and the 600 other new union members work for AirServ, a Delta Airline subcontractor. They are baggage handlers, cabin cleaners, cart drivers, wheel chair agents, and other service providers whose work is essential but whose wages are low.

Their organizing campaign began in 2013 at about the same time that low-wage workers across the US were striking and demonstrating for an increase in the national minimum wage to $15 an hour.

Airport workers in Minnesota took part in the early Fight for $15 street demonstrations. After the street actions were over, they took the fight for $15 to their jobs and began organizing a union.

AirServ workers and other low-wage Minneapolis-St. Paul airport workers demonstrated, picketed, petitioned, and testified for higher wages and better working conditions.

Their organized efforts won paid sick leave and a higher minimum wage for all airport workers. The new airport minimum wage was $10 an hour, $1 above the state’s minimum wage.

Those victories showed the power of collective action, but they fell short of the workers’ ultimate goal–a living wage and an organized voice on the job that could give them a say in determining the terms and conditions of their work.

So, the AirServ workers pressed ahead for union recognition. In June, the workers voted to strike unless the company recognized their union and took steps to improve working conditions.

The strike was averted when AirServ agreed to establish a process that would allow workers to decide whether they wanted to join a union without interference from the company.

But details about how workers would make this decision were left unclear.

For two months, AirServ and negotiators from Local 26 negotiated the details of a fair process.

In August, AirServ workers grew impatient and authorized another strike unless an agreement on a fair process could be reached.

Finally the union and the company agreed that the company would recognize the union if a majority of workers signed union representation cards and a neutral third-party verified the signatures.

In November after the signed authorization cards were verified, the company announced that it would recognize the union.

“I couldn’t be happier than I am today,” said Ali after hearing the news.

The union victory was especially important to Misrak Anbesse, an airplane cleaner and like most of the other AirServe workers is an immigrant from East Africa.

“Winning our union was a big step for us—and for everyone working to raise up people of color and immigrants in Minnesota,” said Anbesse.

“We’re all working together for a better life for our families,” she added.  “I know the community here in Minnesota will keep supporting us as we bargain a good contract and work to raise wages at the airport even more.”

Honeywell workers reject company’s latest offer

After enduring a lockout that has lasted six months, workers at two Honeywell plants in South Bend, Indiana and Green Island, New York, on November 12 rejected the company’s latest contract proposal.

“We’ve been out here for too long to cave for something like this,” said Tom Simpson, a member of UAW Local 9 to the South Bend Tribune.

The lockout began in May when members of Local 9 in South Bend and UAW Local 1508 in Green Island rejected Honeywell’s contract proposal that would have raised health care premiums, raised health care deductibles by as much as 400 percent, frozen pensions, stopped company pension contributions, and given the company complete control of the workers’ health care plan, which meant that the company could impose more benefit reductions without bargaining with the union.

“We’ve got a lot of people that relied on the quality insurance they had,” said Adam Clevenger to Workers Independent News. “And what they want to offer now is gonna just put a burden on those people and what they’ve worked for all these years.”

In its latest proposal to end the lockout, the company offered to limit premium increases to 15 percent per year for the next five years and make contributions to workers’ health savings accounts to offset some of the higher premium costs.

But Honeywell’s proposal still included major reductions to the workers’ health care and pension benefits.

Honeywell is hardly a struggling company that can ill afford to provide quality health care and retirement security to its workers.

It ranks 75th on Fortune’s list of the world’s 500 largest companies.

It employs about 350 production workers at its South Bend and Green Island facilities, where it produces wheels, brakes, and fuel systems for commercial and military aircraft.

But it  is a highly diversified company that owns manufacturing facilities all over the US and the world that produce consumer products, automation and control systems, and other aerospace products.

It even owns a uranium processing plant in Metropolis, Illinois.

It also is a very rich company. According to Bloomberg, with $9.1 billion in cash on hand, “Honeywell International, Inc. has more cash than almost every one of its peers.”

Only General Electric and Boeing have more.

But instead of using a pittance of its pile of cash to maintain quality health care and retirement security for its workers in South Bend and Green Island, Honeywell is looking for other ways to spend its money.

It recently announced that it was raising its annual investor dividend by 12 percent..

It is also about to go on a buying spree. Bloomberg reported in March that Honeywell was planning to spend $10 billion to buy other companies.

In a report to investors, Honeywell said that it had already spent $2.5 billion on new acquisitions and $1.9 billion to repurchase stock from investors.

Meanwhile, its workers in South Bend and Green Island have endured a six-month lockout over what amounts to a tiny fraction of the company’s cash stash.

Union fights employer abuse of H-1B visas to save jobs

A California union is urging members and supporters to sign a petition telling the University of California System President Janet Napolitano to stop the University of California San Francisco (UCSF) from outsourcing information technology jobs .

The University Professional and Technical Employees-CWA Local 9119 (UPTE) is fighting to save the jobs of union members and others affected by UCSF”s decision to replace 17 percent of its IT staff with IT workers hired by HCL Technologies.

HCL Technologies is one of India’s largest IT workforce providers and is currently being sued in the US for abusing the H-1B visa program, which allows foreign nationals to work in the US when they have specialized business skills, which are in short supply in the US. Workers with H-1B visas are not supposed to be used to displace US workers.

UPTE said that it if these layoffs are allowed to stand more could follow and that the petition is only the first step in a fight to stop the layoffs.

“This could be the tip of the iceberg, and who knows what department is next to sell off our livelihoods?” said UPTE in a message to members. “UPTE is prepared to take action, starting with (this) petition. There will be more action items to come,.”

In September, Computerworld reported that the UCSF had signed a five-year, $50 million contract with HCL Technologies to take over a portion of the university’s IT work.

After the contract with HCL was signed, UCSF sent layoff notices to 49 of its career IT staff members, 12 contract workers, and 18 employees of a UCSF vendor.

The layoffs become effective in February.

A UCSF IT worker told Computerworld that UCSF’s decision to outsource IT work would hinder the university’s ability to innovate, and would result in the loss of a wealth of institutional knowledge. The employee also said that the contract with HCL, which UCSF says will save $30 million, puts cost reductions ahead of its mission to be the best provider of health care services.

In addition to educating undergraduate and graduate students, UCSF operates a teaching medical center where doctors and nurses are trained.

The IT workers affected by the layoffs resulting from the outsourcing contract mainly serve the UCSF medical center.

UCSF announced the deal with HCL months after two IT workers in Florida filed suits against HCL and two other companies for abusing the H-1B visa program.

The two IT workers, Leo Perrero and Dena Moore, had worked for Walt Disney World in Orlando, but they along with 250 other IT workers were laid off when Disney contracted out their work to HCL and Cognizant, an IT consulting company.

The New York Times reports that the two separate suits charge HCL, Cognizant, and Disney with colluding to break the law by using workers with H-1B visas to displace US workers.

The two suits have subsequently been consolidated into a class action suit, and the US Labor Department has opened an investigation into the matter.

In its petition to President Napolitano, the union says that, “As a public institution, UC should not be in the business of using legal loopholes and private firms to undermine UC employment” and urges Napolitano to “put the mission of the University first and halt (this outsourcing) immediately!”

Chicago teachers join parents and activists to fight for special education funding

Members of the Chicago Teachers Union (CTU) on November 9 and 10 joined with parents and disability activists to pass out flyers at public schools about their fight to save and improve special education services.

Chicago Public Schools has cut $85 million from the district special education budget.

The cuts mean that there will be fewer clinicians to diagnose and recommend services for children with disabilities, fewer classroom aides, and fewer transportation services.

CPS has also produced a new procedures manual prescribing the process for diagnosing and recommending services for which students with disabilities qualify and need.

According to the task force, the new procedures create barriers to services that students with disabilities need.

Those who passed out the flyers at high schools and elementary schools are members of the Chicago Special Education Task Force.

The task force was created in 2015 to bring together members of CTU, parents, students, and disability activists to fight for quality education for children with disabilities.

In most school districts in the US, special education for children with disabilities is usually an afterthought, which makes special education an easy target for budget cuts.

But cutting the budgets of programs that serve children with disabilities can be a public relations problem for school districts and the elected officials who lead them.

As a  result, those in charge of education budgets sometimes will use stealth to hide the cuts.

For example, the Texas Education Agency has effectively cut funding for special education by setting a target for the number of special education students in a school district to 8.5 percent of total enrollment.

Districts that don’t meet that target face state funding reductions.

The US Department of Education in October ordered the state eliminate the target unless it can prove that the target has not kept children with disabilities from getting services.

Before the state established it 8.5 percent target, 12 percent of Texas students were enrolled in special education programs.

Another way to cut special needs funding is to create artificial barriers to service.

The Chicago Special Education Task Force argues that CPS’ new procedures for providing services to children with disabilities create such a barrier.

The new procedures require a ten-week intervention period during which the district tries to divert students from special education programs. Under some circumstances, the ten-week period can be extended.

According to the task force, the intervention period as spelled out in the new procedures violates federal laws regarding access to special education services.

Sometimes, there is no stealth involved when it comes to cutting special education budgets.

CPS has slashed $85 million from its special education budget. As a result there are not enough classroom aides and clinicians to help children with disabilities receive an education that allows them to maximize their potential.

The task force is demanding that the budget cuts be restored and that the district hire enough classroom aides, social workers, psychologists, therapists, and nurses to meet the needs of children with disabilities.

The flyers that members of the task force passed out on November 9 and 10 urge people to get involved in the fight for special education funding.

The flyers asked people to call the School Board to urge it to restore special education funding and to join the task force’s demonstration at the board on December 7.

On its Facebook page, the task force urged people to, “Join us in fighting to save special education and clinician services! Don’t allow (Chicago Mayor) Rahm (Emanuel) and (CPS CEO Forrest) Claypool to save money on the backs of our students with disabilities.”

Thousands of French women strike for equal pay

Thousands of women in France walked out of work early on November 7 to protest the pay gap between men and women.

Women began their strike at 4:34 p.m.

The time that the walkout began is symbolic.

According to Eurostat, the European Union’s statistics agency, women in France are paid 15.1 percent less than men for comparable work. To look at another way, for 15.1 percent of the year, women are working without getting paid. That period without pay begins at 4:34 p.m. on November 7 and ends at Midnight on January 1, 2017.

“As of 4:34p.m. [and 7 seconds] on November 7, women will be working ‘for free’, reads a statement on the website of  Les Glorieuses, the feminist newsletter that called for the strike. “We call on women, men, unions and feminist organizations to join the movement. . . and to hold events and protests in order to make income inequality a central political issue. By tackling this subject, we’re showing that the gender pay gap is not just a ‘woman’s issue’.”

The strike call was heeded by a larger number than its organizers expected.

“I’m extremely happy that a lot of people took up this issue and made time to show their support,” said Rebecca Amsellem co-founder of Les Glorieuses to the Guardian. “It’s good that we are thinking about women’s rights outside of Women’s Day.”

Amsellem added that she didn’t want to wait for 170 years to equalize pay between men and women.

Amsellem’s comment about waiting 170 years to achieve pay equality is a reference to a recent report by the World Economic Forum that estimates that at the current rate of progress, it will take 170 years to close the pay gap between men and women.

The report entitled Global Gender Gap Report is produced annually and attempts to measure the global progress toward eliminating gender inequality in four areas: educational attainment, health and survival, economic opportunity and political empowerment.

According to the Forum, “progress towards (pay) parity. . .  has slowed dramatically with the (pay) gap – which stands at 59 percent (worldwide) – now larger than at any point since 2008.”

The French strike for pay parity was inspired by a similar action that took place in Iceland on October 24.

On that day at 2:38 p.m., women in Iceland walked off the job because the 14 percent pay gap in Iceland means that from 2:38 p.m. until the end of the work day, women are working without getting paid.

Women in Iceland have been taking this action for 11 years now.

That action has its roots in a strike that took place 41 years ago.

On October 24, 1975, 90 percent of the women in Iceland took part in a strike to show the importance of the work they do.

Five years later Vigdis Finnbogadottir was elected Iceland’s and Europe’s first female president.

Finnbogadottir told the BBC that she would not have been president if it hadn’t been for the strike that took place five years earlier.

Alix Heuer, another co-founder of Les Glorieusestold France 24 that she wanted the November 7 strike in France to be another watershed moment for equal rights and that more actions will be taken make equal pay a priority on the country’s political.

Heuer has been gathering signatures on an online petition, and told France 24 that, “Our goal is to take the petition to Laurence Rossignol [French minister of families, children and women’s rights] by Monday at the latest to demand equal pay.”

Momentive workers strike against more concession demands

Striking workers stood their ground as a busload of temporary replacement workers inched through the strikers’ picket line at the Momentive Performance Materials chemical plant in Waterford, New York, 11 miles northeast of Albany.

More than 600 workers, members of IUE-CWA Local 81359, began their strike at noon on November 2 after negotiations between the union and company broke down.

As soon as the strike began, Momentive started busing in strike breakers.

The fact that Momentive would try to keep production going at a chemical plant where complicated machinery and an intricate piping system process tons of quartz and silicon  was an ominous sight to John Ryan.

Ryan, a 26-year Momentive worker, told the Waterford Daily Gazette that the use of untrained, inexperienced workers posed a threat to the community at large.

“They just brought replacement workers in,” said Ryan to the Gazette as the bus finally made it through the gate. “It shows how very little they care about the community of Waterford and the workers. Just a couple years ago [the site] blew two people up. They were in the hospital and almost died. If it wasn’t for our workers who did the brigade work to save their lives and get them to the hospital, they’d be dead. They bring these guys in here and put Waterford in jeopardy. They’re going to be running equipment that they can barely run when we’re in there. . . . Well, it shows how little they care about us and the community of Waterford. They just care about their pockets.”

Momentive is a chemical company that makes silicon and quartz products used in sealants, adhesives, caulk, semiconductors, and consumer electronics.

The strike began after workers rejected a company proposal that would have severely cut their health care and pension benefits.

This wasn’t the first time that Momentive demanded concessions from its workers.

The company’s concessionary demands began shortly after Apollo Global Management, one of the world’s largest private equity companies, bought General Electric’s advanced materials plant in Waterford in 2006 and renamed it Momentive.

To finance the deal, Apollo borrowed $3.8 billion strapping its new company with more than $4 billion in debt.

About the same time that Apollo bought Momentive, it was purchasing other companies. For example, Apollo bought Claire’s Stores for $3.1 billion in 2007. In 2008, it and another private equity firm, bought what is now called Caesars Entertainment for $8 billion.

Apollo borrowed heavily to make these and other purchases, and the companies that Apollo purchased were responsible for repaying Apollo’s heavy debt load.

As Apollo was loading up its newly purchased companies with large amounts of debt, the Great Recession and financial crisis hit.

The financial losses caused by a weak economy and the high debt load with which Apollo saddled its new companies put their survival at risk.

At Momentive, workers paid the price for Apollo’s debt-fueled buying spree.

More than 400 Momentive workers at its Waterford plant were told in 2008 that their pay was being cut.

The pay cuts were drastic. Kat Aaron, a reporter for the Investigative Reporting Workshop reported that one veteran worker saw his pay drop from $29.11 an hour to $17 an hour.

The pay cuts also fell most heavily on workers who had worked for Momentive for a long time.

The union filed a charge with the National Labor Relations Board, and in 2010 won back pay of thousands of dollars for those affected by the wage cuts.

However, a new collective bargaining agreement ratified by the membership in 2010 re-instituted the pay cuts.

In 2014, still struggling under its heavy debt load, Momentive filed for bankruptcy.

The company’s weak financial situation and its bankruptcy filing made it difficult for the union to regain the workers’ lost wages.

But when Momentive emerged from bankruptcy in 2014, workers’ health care and pension benefits were still intact.

Now, two years later, Momentive wants to shift workers to a high deductible health plan and eliminate the workers’ pension plan for new hires, which puts all workers’ pensions at risk.

Two days after the strike began, Momentive made another offer in hopes of ending the strike.

Details of that offer are not available.

Union members voted on the offer on Sunday, November 6 and Monday, November 7. The offer was rejected by a vote of 476 to 190.

Union says management forced strike by Philadelphia transit workers

A strike by 4700 Philadelphia transit worker that began November 1 has shut down the city’s bus, trolley, and subway service operated by the Southeastern Pennsylvania Transit Authority (SEPTA).

The strike was authorized by a unanimous vote of Transport Workers Union Local 234 members on October 16.

Willie Brown, president of Local 234, blamed the strike on management’s refusal to address worker concerns about pay, benefits, and safety.

“Despite months of constructive and innovative proposals from our side of the table, management has refused to budge on key issues, including safety issues that would save lives and not cost SEPTA a dime,” said Brown in a statement about the strike.

Since negotiations began in July, union negotiators have offered proposals that would lead to a fair agreement benefiting both parties, but management has insisted on worker concessions.

When negotiations on economic issues stalled, the union tried to keep them going by proposing safety improvements that wouldn’t cost SEPTA any money.

But according to a union newsletter to members, SEPTA “refused to address non-economic issues affecting operator and public safety. Some of the issues involve contractual provisions the union wants enforced, but SEPTA managers think they can ignore the contract and do as they please.”

One of the non-economic issues that union members wanted addressed is safety problems created by operator fatigue on the job.

Currently, management can schedule a bus, trolley, or subway operator to work after an operator has had as little as nine hours of rest.

Many operators must wake up early in the morning to begin their routes, and some, if not most, work split shifts that can extend their workday up to 12 to 15 hours. Others work late into the night.

Nine hours of downtime is hardly enough rest to refresh operators, whose job requires constant awareness and concentration and who are responsible for the safety of hundreds of thousands of riders a day.

Management’s refusal to negotiate economic issues has also rankled union members.

Management’s position on pension reform has been especially perplexing.

One year ago, SEPTA management raised pensions for themselves by an average of $600 a month.

But when union members proposed changes to the contract that would raise their pensions by a much lesser amount, management claimed that pension increases were out of the question because there wasn’t enough money in the pension fund.

Management is also seeking to increase workers’ cost for health care coverage.

The Philadelphia inquirer reports that SEPTA’s health care proposal would increase worker premium contribution from $552 a year to more than $6000 a year if workers want to maintain their current coverage for their families.

In addition SEPTA is proposing 340 percent to 520 percent co-pay increases for prescription medicine.

Under SEPTA’s proposal, co-pays for generic prescriptions increase from $5 to $22, preferred brands increase from $10 to $62, and non-preferred brands increase from $20 to $106.

SEPTA is also proposing a 5.5 percent wage increase over the five years of the contract with no immediate wage increase.

SEPTA’s proposed wage increase isn’t enough to keep up with the increased cost of living, and the higher out-0f-pocket health care expenses that workers would pay mean that most workers would be taking home less money than they are now.

Before the strike began, Brown urged city and state leaders to pressure the SEPTA Board of Directors to negotiate a fair contract, but SEPTA held firm on its concession demands.

“The (union’s) leadership met with politicians at every level of government in the hope that progressive minded political leaders will press the Republicans in control of the SEPTA board to come to their senses, particularly Pat Deon, the strike happy chairman of the SEPTA Board,” reported Brown to Local 234 members.  “It’s important to remember that Deon led the infamous attack on our members in 1998, causing a 40-day strike, the second longest in the Local’s history.

On the eve of the strike, US Representative Bob Brady, a Democrat, tried to broker an agreement but to no avail.

Brady was concerned that the strike could stretch through to Election Day making it difficult for voters who rely on public transportation to go to the polls.

SEPTA announced that if the strike appears to be lasting through Election Day, it will seek an injunction to force workers back to work.