The Poverty of Academic Leftism, Part Four: The Myth of Creating Socialist Spaces

Professor Noonan, an academic leftist, argues that the Nemak return to work provides lessons for the left. Indeed, it does–but unfortunately he fails to draw further lessons from the situation.

He says the following:

As regards work, the structural dependence on paid employment is what makes people working class. This structural dependence is what, above all, democratic socialism would overcome. However, it cannot be ended overnight, but until it is ended workers’ short term struggles are always in danger of becoming victims of wars of attrition. The capitalists, with the law typically on their side, can wait workers out or bleed their resources dry (Unifor was facing fines of 25 000 dollars a day and individual officers 1000 dollars per day). Overcoming the dependence requires long term struggle, but dependence means that your ability to survive without the work you are refusing to do is time-sensitive in the extreme.

Given the claim that the capitalists have “the law typically on their side,” should not the conclusion be drawn that the law as such should be criticized? That reference to “fair contracts” and “decent work” which trade union representatives often express, should be criticized? Professor Noonan remains silent about this. Why is that?

Should not union training include, systematically, the bias of law in relation to workers’ interests? Does it? Should that lack of inclusion of a critique of the bias of law be itself criticized?

He further writes:

There are three general sorts of changes. On the one hand, there are concessions which are made in order to return the situation to normal. This sort of concessions appears to be all that Nemak has offered. At the other extreme, there are revolutionary changes which would create completely new social institutions. It is easy to find abstract arguments that contend that no major social contradiction can be resolved without revolutionary changes. It is much more difficult to find concrete arguments that are powerful enough to actually mobilise revolutionary forces. The key problem here is that no one can say with any certainty how a new society would work (beyond general assurances that it would solve everything because it would be the opposite of this society).

Professor Noonan then dismisses both possibilities:

If concessions do not address the problem and a progressive revolution is not in the offing in the foreseeable future, [my emphasis]  hope must be invested in a third possibility: smaller scale structural changes that create space and time for for deeper and wider changes in an unfolding process of transformative social change. How is that to happen if workers cannot survive outside of paid employment (or its social benefit equivalent) for long enough to survive for the long-term? The answer is to struggle for changes to the nature of employment. The Nemak crisis, and the analogous crisis in Oshawa offer opportunities for just these sorts of demands.

The reference to “progressive revolution” is dismissed because it is not possible in the foreseeable future. What does that mean? That substantial changes in class relations will arise in the short-term is undoubtedly unlikely. However, Professor Noonan performs a sleight of hand by shifting the future to some far off horizon. This is the method of social reformers of various persuasions–they shift radical change to the distant future rather than seeing than any radical change will always have to begin in the present. Carl Weathers, in his role as Apollo Creed, told Rocky in the movie Rocky III: “There is no tomorrow.” All progress will always have to begin in the present–but as John Dewey, the educational philosopher and logician pointed out, the present is a moving present.

It may appear that Professor Noonan does indeed include the future in the present by struggling “for changes to the nature of employment.” Let us look at what Professor Noonan has to say on this score.

He says:

GM Workers in Oshawa are being subjected to the same loss of their factory as Nemak workers in Windsor. Like Nemak workers, the GM workers did not meekly accept the GM decision, but instead fought back. They have won a concession (which is nevertheless a victory and another good lesson): the company will consider using a small fraction of the space and workforce to produce parts. But there are other ideas which, while bold, are not impossible within existing institutions. However, if they were realised [my emphasis]  they would point beyond existing institutions towards new models of public ownership and workers’ control incompatible with the logic of capitalism. At the same time, since they are realizable here and now they do not depend upon a “revolutionary break” for which the required social and political forces do not exist.

In response to the Oshawa closing, Sam Gindin urged the CAW leadership to go beyond negotiations to work on the transformation of the plant into a publicly owned and worker-controlled facility for the production of electric vehicles. Markets would be initially guaranteed by government contract. Financing and start up costs would also require government support that is impossible to imagine with a capitalist party in power, but not impossible to imagine with a worker friendly government (an NDP radicalised by the threat of a election drubbing?) Instead of treating capitalism as a fixed and final reality that workers must either accept today or overthrow tomorrow, it works in the spaces created by democratic institutions and norms to find means of inserting an anti-capitalist principle and practice into the heart of the system. It shows that there are real alternatives to survival and creative activity than capitalist labour markets that can be realised right now, creating the time we need to fundamentally transform society by expanding non-capitalist employment spaces. Short term dependence on paid capitalist employment is reduced by people putting themselves to work in a non-capitalist firm. The system is not transformed, but a living alternative is created that serves as a real, not text book example, that another world is possible.

It is certainly necessary to propose ideas that “point beyond existing institutions towards new models of public ownership and workers’ control incompatible with the logic of capitalism.” Are there not, however, conditions for such ideas to be realizable in practice?

In the crisis situation in Oshawa, it may be that workers are more prone to accept solutions that point beyond existing social conditions. However, in a crisis situation, without prior preparation, it may well be that workers will grab at solutions that protect their own immediate interests at the expense of longer-term interests. It may also be that workers’ interests can more easily be divided so that the employer can take advantage of such splits. To counter such possibilities, it is necessary to prepare workers beforehand.

Thus, has their been adequate criticism of the structure of authority at the Oshawa plant? Has there been discussions about democratic control at work? Or have the workers there been constantly indoctrinated with the view that their work is “decent work?” That the collective agreement was a “fair contract?” That they received “fair wages?” That the power of an employer to close a workplace is “fair?” As I argued in another post, was there a critique of collective bargaining beforehand in order to prepare workers for going beyond the collective agreement? Or was there silence over the legitimacy of collective agreements? If so, would that not lead to confusion among many workers? If so, does such confusion not tell against the formulation of any consistent policy towards the large number of workers who will lose their jobs at the GM Oshawa plant?

Another relevant point here is how Professor Noonan speaks of “creating spaces”: the space was not created by the workers but by the employer (the decision to close the Oshawa plant). The workers reacted to this decision. It would have been much more intelligent to criticize the union ideology systematically beforehand rather than feeding into the union ideology of “decent work” and “fair contracts.” Did Mr. Gindin engage in such criticism? Or was he afraid to do so out of fear of alienating union representatives?

Furthermore, Professor Noonan relies on another sleight-of-hand by slipping in the fantasy that the New Democratic Party (NDP) would somehow magically turn into “a worker friendly government (an NDP radicalised by the threat of a election drubbing.” Like Professor Noonan’s logic in relation to the so-called harmonious interests of workers at the University of Windsor where he works and the management of that university, he assumes what he must prove: How the NDP can be converted into a “worker friendly government” under conditions of an economy dominated by a class of employers. The NDP and union representatives may think they are “worker friendly,” but they also share the same beliefs as their center and right-wing counterparts: the legitimacy of the employer-employee relation. The NDP may indeed enable workers to organize more easily and institute certain social reforms that may benefit workers more when compared to other political parties, but that does not make them “worker friendly.” They are more “worker friendly” than the other major political parties, but that is all. This does not magically convert them into a “worker friendly” political party. (Nonetheless, I am seriously thinking of voting for the NDP in the upcoming federal election on October 21, 2019 since their policies–such as a definite 360 hours of working for an employer required in order to be eligible for unemployment insurance as opposed to the current 720 for regular workers and 910 hours for beginning workers–are more specific than the vague guaranteed livable income, for example, proposed by the Green Party. Such vagueness can be transformed into minimal changes in income.)

Finally, it is typical of the academic left (and Sam Gindin falls in that category for, despite not being an academic technically, he shares many of their beliefs) that they avoid “creating spaces” in their own immediate environment. What, for example, did Mr. Gindin do to “create spaces” during his long stint as research director for the Canadian Auto Workers union? Did he try to create spaces that could “point beyond existing institutions towards new models of public ownership and workers’ control incompatible with the logic of capitalism?”

What of Professor Noonan? Does he try to create spaces that could “point beyond existing institutions towards new models of public ownership and workers’ control incompatible with the logic of capitalism” where he works? Might that not threaten his own livelihood?

Middle-class academics who are sympathetic to workers’ situation could provide welcome skills (such as research skills) to workers. However, they often lack the passion and emotions involved in real struggles for power: as Aaron Schutz, in his book Social Class, Social Action,  and Education: The Failure of Progressive Democracy points out:

But then, as Alinsky repeatedly pointed out, middle-class people were
pretty comfortable already. It did not really matter that much to them,
in concrete ways, whether anyone actually listened or not as long as they
had their say—in academic publications, for example. Their children were
unlikely to suffer much as a result. Near the end of his life, however, Alinsky
turned to efforts to organize the middle class, increasingly convinced that
those on the bottom needed allies from the middle if they were ever to generate
enough power to foster the change they needed and that the middle
class would also benefit if they learned to organize.

Middle-class leftists in Toronto and surrounding areas, as far as I can see, not only do not engage in some of the preparatory work necessary to enable workers for struggles that “would point beyond existing institutions towards new models of public ownership and workers’ control incompatible with the logic of capitalism,” but go out of their way to oppose such preparatory work.

Before the announcement by GM of the plant closing in Oshawa, Mr. Gindin met with some workers from the plant. I did not accompany Mr. Gindin to Oshawa , but his preliminary account of a meeting between him (and, I believer, Herman Rosenfeld) and some workers at Oshawa did not go very well; it might have been a problem of logistics or some other problem, but I doubt that there was any real discussion of the limits of the present arrangement of employers controlling the conditions of life (the factory) of the workers in Oshawa (and elsewhere). Mr. Gindin, out of fear of alienating workers, probably did not bring up the systemic issue of the power of the class of employers and how that power plays itself out in various domains.

Furthermore, Professor Noonan fails to justify his assumption that worker cooperatives somehow magically provide “a living alternative is created that serves as a real, not text book example, that another world is possible.” Cooperatives have existed in the past and exist in the present, but to argue that they somehow automatically provide a living example of an alternative is quite debatable. How does Professor Noonan justify his assumption? He does not.

Even if the GM Oshawa plant were nationalized and turned into a worker cooperative, there is no basis for assuming that there would be a magical transformation that would point towards a society within a different logic from the logic of capitalism.

Mondragon, a large set of cooperatives in the Basque region in Spain, may inspire some to seek alternatives–but then again it may not. This requires research. One author certainly questions whether Mondragon provides “a living alternative.” Sharyn Kashmir, in her book The Myth of Mondragon: Cooperatives, Politics, and Working-Class Life in a Basque Town, provides a different assessment of cooperatives. For example, she quotes a worker at Mondragon (page 122):

Begofia was in her late twenties and had been a member of one of the
Fagor co-ops since she was eighteen years old. She had always worked on the
assembly line. Over dinner, she told me that she felt exploited at work, “just
like any worker in any firm . ”

“What about the fact that you share ownership of the firm ?” I asked.
“It means nothing to me” she replied. Begofia also said she felt “apathetic
” about the governance of the cooperative. “I only go to the annual meetings
of the General Assembly because it’s required. Everybody goes because
they have to. If we didn’t have to, we wouldn’t go.” What she resented more
than anything was being told that she was participating in managing the cooperative
and that “it is your firm .”

As Begofia spoke, I began to hear the words “participate,” “cooperate,”
and “your firm” in a new way ; listening to her, they sounded imposing.
Had I gotten the sense that Begofia was alone in her feelings, I would not have
taken her complaints so seriously. However, she continually spoke for her fellow
workers, implying that her experiences of alienation and feeling manipulated
by cooperativist ideology were common . Furthermore, most of those at
dinner had lived their entire lives among cooperators and did not seem surprised
by what she said. To the contrary, they offered anecdotal evidence of instances
of workers’ apathy and frustration that they had heard from friends
and relatives.

This does not mean that there should be no struggle to nationalize the Oshawa plant and to convert it into a worker cooperative. However, such a struggle should explicitly try to link a critique of the power of employers as a class to this particular situation–and to the inadequate solution of nationalization and worker cooperatives in the context of a society dominated by a class of employers.

Worker cooperatives in themselves, as long as they are unconnected to a larger critical movement to supersede the power of a class of employers, will unlikely “point beyond existing institutions towards new models of public ownership and workers’ control incompatible with the logic of capitalism.”

As Minsun Ji points out (‘With or without class: Resolving Marx’s Janus-faced interpretation of worker-owned cooperatives,” Capital & Class, 2019,  page 3):

Among the conditions or factors that might shape the potential of a worker cooperative movement in any given time, the most important for Marx is the manifestation and political mobilization of class consciousness (or the lack thereof ) among cooperative practitioners. In the end, Marx did not so much focus on promoting a certain type of labor organization as being most conducive to transformation (e.g. worker cooperatives or labor unions). Rather, he focused more on the importance of class consciousness within labor organizing, and on the development of radicalized class consciousness among workers, whether through the expansion of labor unions, worker cooperatives, or any other institution of worker empowerment.

In order to become a significant and sustainable challenge to capitalist systems, Marx believed that cooperatives had to grow beyond their small scale and reach capacity to change the mode of production at the national level. To reach this kind of national scale, truly transformational cooperatives would have to become politically natured, and to foster the radical ‘class-consciousness’ of worker members. It is the presence or lack of this focus on developing and mobilizing class consciousness, not the nature of the labor institution itself (i.e. cooperative or union), that Marx believed to most powerfully shape the radical or degenerative tendencies of local forms of labor activism.

Since Mr. Gindin refuses to engage directly with the issue of the power of employers as a class (such as, for example, questioning union rhetoric about “decent jobs,” “fair contracts,” and the like), I predict, as I did before, that the Oshawa plant will not be nationalized and converted into a worker cooperative. Mr. Gindin and company have not done the necessary work to prepare workers to engage in a struggle that seeks to go beyond the class structure.

Even if the Oshawa plant does become worker-owned, it is unlikely to form a space that points “beyond existing institutions towards new models of public ownership and workers’ control incompatible with the logic of capitalism.”

In other words, and contrary to Professor Noonan, for such a strategy to work, it is necessary to start now (and not in some distance future) by querying the class structure. Professor Noonan continually seeks to fly away from the need to question the legitimacy of the class structure from the beginning. Why is that? Perhaps because of his own class situation?

 

 

Working For an Employer is Dangerous for your Health, Part Four

There was an article published in the weekly Star Metro Toronto on September 4, 2019 on a health and safety issue. I will quote the article in full in order to provide the context and details of the incident:

TTC [Toronto Transit Commission] fined more than $330,000 in worker’s death

Dedes suffered major injuries after being crushed between rail car and pickup truck

Ben Spurr (Transportation Reporter)

The TTC has pleaded guilty to one count of violating workplace safety legislation in the 2017 death of track maintenance worker Tom Dedes.

‘At a hearing Tuesday in a small courtroom on the second floor of Old City Hall, prosecutors working on behalf of the Ministry of Labour agreed to drop two other charges laid against the transit agency in /Dedes’ death.

As part of its guilty plea, the TTC agreed to pay a fine of $263,000, which was the amount prosecutors recommended, Including a mandatory 25 percent victim surcharge, the total amount the transit agency will pay is $331, 250.

Each of the charges, which are non-criminal provincial offenses, carried a maximum fine of $500,000 at the time they were laid [emphasis added].

Speaking outside the courtroom, Tom’s brother George Dedes said the TTC plea, which came with a promise to improve worker safety, would give his family some closure after two years of anguish.

“It signals that they are taking steps to address the issues, which is good news,” he said.

“You want some accountability. They’ve done what they had to do. Honestly what else could they do? They can’t bring him back. They can’t change what happened.”

Dedes, an 18-year veteran who was 50 at the time of his death, suffered major injuries in an accident at the TTC’s McCowan Yard in Scarborough at around 2:18 a.m. on October 1, 2017.

According to an agreed-upon statement of facts that was read into the court record, at the time of the accident Dedes and a crew of workers were preparing to head out on a job to replace a section of track on the Scarborough RT.

They were loading equipment from a pickup truck onto a work railcar, but as they were about to leave they discovered a power pack–a hydraulic unit used in track welding–on the flatbed of the car was dead.

They moved the truck closer to the car to try to jump-start the battery pack by attaching it to the truck engine with jumper cables. The cables were too short, however, and they had to lift the pack off the flatbed using a crane.

Once it was successfully boosted, they hoisted the pack back onto the flatbed, and some of the workers got into the pickup truck.

The car operators’ view was obstructed and he couldn’t see the truck. He began advancing the car just as Dedes was walking around the back of the truck to the rear driver’s side door.

Because the rail car was on a curved track, its tail end swung out and struck Dedes, crushing him against the pickup truck. He died in the hospital eight day later.

Last September, nearly a year after his death, the ministry charged the TTC with three offences under the Occupational Health and Safety Act, including violating regulations that require employers to ensure adequate lighting, and to provide markings or barriers to protect workers from vehicles.

Those two charges were withdrawn Tuesday and the TTC pleaded guilty to the third charge: failing to take every reasonable precaution to protect workers–specifically failing to provide a qualified employee to monitor work car movements.

The TTC says Dedes’ death has already prompted it to improve safety at its McCowan Yard and other facilities. Among the steps the agency has taken are upgrading lighting, installing visual markings and a barrier around the railcar track area, and retraining employees.

Contrast this with the Amalgamated Transit Union (ATU) Local 113: (

TTC PLEADS GUILTY TO ONTARIO MINISTRY OF LABOUR OCCUPATIONAL HEALTH AND SAFETY ACT VIOLATION REGARDING THE DEATH OF ATU LOCAL 113 BROTHER TOM DEDES

ATU Local 113 President Carlos Santos today released the following statement to members regarding the TTC pleading guilty to a violation of the Ontario Ministry of Labour Occupational Health and Safety Act that resulted in the death of our Brother Tom Dedes who worked as a track maintenance worker:

“This is a sad day for our union as we continue to grieve for Tom Dedes, an ATU Local 113 member who left us too soon. Today, we offer our deepest condolences and support to Tom Dedes’ family, friends and co-workers.

The TTC today finally admitted guilt for violating the Ontario Ministry of Labour Occupational Health and Safety Act by ‘failing to take every precaution reasonable in the circumstances for the protection of a worker.’

Today’s guilty plea is further evidence the TTC must do more to protect its workers. ATU Local 113 will continue to support our union representatives on the Joint Health and Safety Committee to ensure the TTC is held accountable and exercises due diligence with implementing all recommended changes to create a safer workplace for all.

The TTC’s admission of guilt and the resulting fine is a somewhat hollow victory for Tom Dedes’ family, friends and co-workers who still deal with the tragic events and will continue to deal with the circumstances of his loss for the rest of their lives.

The TTC should have ended this case much sooner. The TTC legal team had possession of all the reports, statements and Ontario Ministry of Labour documents for a long time, but waited until attending court, one month shy of two years since the incident occurred, to admit guilt and settle. As is usual in these cases, the only people who come out ahead are the TTC’s lawyers as the TTC continues to waste taxpayers’ money fighting cases dealing with important health and safety matters.

For the TTC, the case is over when the fine is paid. However, for those left behind who continue to work day after day at the TTC, the situation is far from over.

For almost two years, family, friends, co-workers and investigators have dealt with trauma. Thoughts of that night, reliving the experience throughout the investigation and anticipating reliving the events in an unfamiliar court environment have caused many sleepless nights and stressful days for those involved. Looking at these experiences, our union’s position is that the TTC failed to provide an adequate support system for the employees who witnessed the incident and experienced trauma, which is unacceptable.

The file is closed on the case, but the work is not done. Now, we move forward. We learn from this horrible lesson and do our best to ensure another group of workers does not need to go through this experience.

We remember Tom Dedes and we continue to offer support, kindness and understanding to those still suffering. We look ahead and do our jobs safely. We have the right to work safe and come home safe. Now, more than ever, members need to have an awareness of their work environment and exercise their rights if, at any time, they do not feel safe.

ATU Local 113 will continue to fight for the TTC to provide a safer workplace and proper support for all workers who experience trauma.”

The emphasis of the union is, on the one hand, the emotional aspect of the death and, on the other, the moral irresponsibility of TTC management for ensuring safety and in providing timely closure for family and friends of those who die.

Although the union’s attitude is certainly more humane than the attitude of TTC management, it is debatable whether that is all that can be learned from this situation. To say the following by the ATU union fails to address the issue of the power of management as representative of employers:

We look ahead and do our jobs safely. We have the right to work safe and come home safe. Now, more than ever, members need to have an awareness of their work environment and exercise their rights if, at any time, they do not feel safe.

This fails to take into account the level of fear characteristic of the work environment, whether implicit or explicit. Workers know, even though they rarely explicitly admit it, that they are economically dependent on employers in general and their specific employer in particular. This economic dependence often prevents them from asserting their “rights” out of fear of retaliation by management.

Secondly, the inadequacy of worker rights with regard to safety are not even acknowledged. Yes, workers have the right to refuse to work if they consider the work to be unusually unsafe–but if their work is usually unsafe, they have no right to refuse to work. Thus, when I worked as a teacher, the educational assistants were informed that they could not refuse to work with students who were violent in one way or another because such situations formed part of their normal duties.

Thirdly, the union avoids the issue of the extent to which workers can engage in work that is unsafe no matter how many precautions they take since it is employers and their managerial representatives who generally provide the working context for work and not workers.

Fourthly, the union does not even bring up the issue of the charge(s) not being criminal charges. In the case of deaths caused by individual citizens, charges can have a criminal character. Why are they not here? Why the silence over the issue by the union?

The inadequacy of the union point of view can also be seen in an exchange I recently had the Toronto Airport Workers’ Council (TAWC) Facebook page with someone concerning safety at work. The following exchange occurred:

Jonathan Horchata Delgado Give the crews the proper training and guidance they need in an environment that encourages it. Your accident rates will plummet. You’re only as good as the training you have.

Fred Harris The view that “accidents” are caused mainly by a lack of training is a myth. Employers control many conditions over which workers have no control–and employers in the private sector are out to obtain as much profit as they can. There is hardly any wonder that people are injured or die.

As I wrote on my blog:

I submitted an article for the popular education journal Our Schools/Our Selves concerning the issue of safety (and the lack of critical thinking skills that is embodied in two Ontario curricula on Equity and Social Justice). In that article, I quote:

More than 1000 employees die every year in Canada on the job, and about 630,000 are injured every year (Bob Barnetson, 2010, The Political Economy of Workplace Injury in Canada. Edmonton: Athabasca University Press, p. 2). The same year as the publication of that work saw 554 homicides (Tina Mahonny, 2011, Homicide in Canada, 2010. Ottawa: Statistics Canada, p. 1) —the number of employee deaths at work under the power of employers was around double the number of murders.

Murders are the focus of the social media and the criminal legal system. Inquiries into murders do occur, and some are very thorough. On the other hand, inquiries into the extent to which the pursuit of profit played a major role in the death of employees (or the extent to which the undemocratic nature of work of public-sector employers) are lacking. There is an implicit assumption that such deaths are acceptable and the cost of living in the modern world. Should not those concerned with social justice query such an assumption? Is there much discussion concerning the facts? Or is there silence over such facts? Should those concerned with social justice inquire into the ‘perspectives and values’ of curriculum designers? Should they attempt to “detect bias” in such documents?

Should not the issue of the relation between the pursuit of profit and needless deaths be a focus for public discussion on an ongoing basis if social justice is to be addressed? Where is the public discussion over the issue? Indeed, if critical thinking is to lead to “issues of power and justice in society,” you would expect to see inquiry into the power of employers and the relation of that power to the death, dismemberment and injury of workers. Is there any reference to such an issue in the two curricula documents?

Are not workers in our society bought and sold on a market called the labour market? As long as they are, they are “costs” to employers, and as costs employers tend to try to reduce such costs in order to obtain more profit (in the private sector). One of the ways in which they can reduce costs is by not spending much money on equipment and training that relates to safety. The temptation will always be there as long as employers exist and have control over workers. See (The Money Circuit of Capital) for an explanation.)”

The view, furthermore, that employers can invade our privacy any way they like because other employers do it is absurd; it assumes that what employers do in the first place is somehow legitimate.

 

Jonathan Horchata Delgado Fred Harris i agree that employers shouldn’t be invading privacy, as it breeds a culture of fear and mistrust, and big gap between managers and crews, and I see your point about training, but, well trained staff with good resources, even if the equipment isn’t top tier, shouldn’t be a deciding factor in safety. Companies are always about profits, true. I still believe that if you’re trained and feel you have access to proper resources, and skill is nurtured, your accident rate would still be low. I’m speaking from experience once working for probably the worst company for equipment, and we had nearly zero accidents. Also, in the military, which many good companies utilize or training matrixes, teach the human factor is the main quotient in accidents. Not disagreeing in total with you, but I wouldn’t blanket accidents and training as a myth completely. 

Fred Harris I did not say that it was “entirely” a myth–but to view training as the deciding factor in accidents is a myth.

And the view that “if you’re trained and feel you have access to proper resources, and skill is nurtured, your accident rates would still be low.” It is not about “feeling you have access to proper resources” but actually having such resources–and that is in the hands of employers, in general–employers whose aim is profit.

Furthermore, workers are “costs” for employers, and as costs, the “cost” for probable accidents is factored into determining whether to cut corners, etc.

Of course, some training can reduce accidents–but the idea that it is mainly the fault of workers that “accidents” occur is a myth.

Further evidence of the limitations of the union point of view is the posts on the TAWC Facebook page about “accidents.” The reference is to a worker killed when a luggage vehicle flipped over, pinned and killed at the North Carolina Charlotte-Douglas International Airport:

https://www.fox46charlotte.com/news/airline-employee-killed-after-luggage-vehicle-flips-pins-worker-at-clt-airport

At the above link, it says: One of the construction workers at the airport said: “It’s like a racetrack out there.” The reporter explains: “He was referring to how busy the tarmac is out there, with so much traffic in the area.”  Why would it be like a “racetrack” out on the tarmac? Perhaps because it was more profitable for the various airlines than a less intensive workplace? One of the ways that employers can obtain more profit is by increasing the level of intensity of work.

The union, however, never mentioned this factor as a social cause in the accident. There will be an investigation, but it is highly doubtful that the accident will be linked to the pursuit of profit. Since, however, workers are mere means for obtaining more money (see The Money Circuit of Capital), it is understandable why the tarmack would be like a racetrack.

American Airlines, of course, expressed the following rhetoric:

American Airlines is deeply saddened by the death of one of our team members from Piedmont Airlines late last night. Right now our priority is caring for his family, and for our team in Charlotte.

Let us now listen to the union point of view in relation to safety in general:

TAWC commented on its Facebook page:

Sending love and solidarity from YYZ to the friends, family, and coworkers of the worker that lost his life last night in Charlotte.

Work smart, stay safe, and look out for one another. Airport workers across the globe share the same goal, we all want to go home safely at the end of the day.

On August 14, 2019, the TAWC made a comment about another “accident”–this time a Delta tug operator was killed on the job:

Work Smart!
Work Safe!

Deepest sympathies to yet another fallen airport worker

Solidarity is undoubtedly important. And working as safe as you can is also important. But how can workers really work safe (and smart) when they are subject to pressure to work as fast as possible in order to make as much profit as possible for the employers (or in order to minimize costs in the case of both public sector and private sector employers)? It remains a mystery to me.

The Toronto Airport Workers’ Council had the following on their Facebook site on August 19, 2019:

Another serious accident involving a baggage tractor. This time it’s one of our YYZ colleagues.

We wish a speedy recovery to our YYZ Coworker.

Work Smart! Work Safe!

On a Twitter linked to this, Tom Podeloc posted:

INCIDENT Baggage handler trapped under a tractor. Extricated by Toronto Pearson Fire. Transported to trauma centre by Peel Paramedics with serious injuries. Scene being held for investigation. Occurred on the ramp between T1 & T3.

Of course, union references to such incidents and the call for both solidarity and more training is important. However, is this really enough? Should not union reps recognize that the existence of a class of employers and the existence of social structures that support their existence necessarily contribute to death and injury?  Why do the unions ignore the existence of a class of employers as such, the social structures that support them and the deadly consequences that flow from their continued existence?

It is hardly enough to call for solidarity and to work safely. Workers cannot work safely as long as employers as a class exist and as long as their exist social structures that support the existence of such a class of employers.

Workers deserve better than a call for solidarity on the basis of the continued existence of a class of employers–they deserve to be treated as human beings–an impossibility under the given social structures and relations. Full solidarity demands questioning the power of employers as such. Otherwise, human carnage, injury and suffering will continue needlessly.

A Case of Silent Indoctrination, Part Six: The British Columbia and the Yukon Territory History Curriculum and Their Lack of History of Employers and Employees

This post is a continuation of previous posts on the Canadian history curriculum. The background to the post is provided in the first post (see A Case of Silent Indoctrination, Part One: The Manitoba History Curricula and Its Lack of History of Employers and Employees).

But just a reminder: the research question is: Does the history curriculum (or, if not available, the social-studies curriculum) provide much of an opportunity for students to understand how and why employers (and employees arose)?

The Yukon Territory uses the same curriculum as B.C., so the following is relevant for it. The B.C. Grade 12 history curriculum has very little that would guide a teacher or student in answering the question. Using the search term “employ” results in zero hits. The use of the search term “work” resulted in a reference to the U.S. temporary incorporation of women into the workforce during the First World War (page 49). On page 67, students are asked to estimate what the percentage of women are in the workforce today.

The use of the search terms “class” and “capital” yielded nothing of relevance. The occasional reference to capitalism, like most of the other curricula documents, do not really provide an opening for the teacher and students to explore why and how employers and employees exist.

In the grades 10 and 11 social studies curricula, using all four search terms yielded only one reference to class conflict on page 27 of the grade 10 social studies curriculum in relation to the 1837-1838 rebellion. Apparently, human beings have always been employers or employees—or so the curriculum designers assume. For them, a course on history should not include the historical emergence of the relation of employers and employees and the associated historical conditions that constitute the preconditions for such a relation.

Generally, then, the curricula on Canadian history so far researched fail to prepare students in understanding their likely fate as workers in Canada. Is this silence an accident? Or does the silence reflect a class bias by the authors of such curricula? If it reflects a class bias, is it not an example of social injustice? Why are the voices of workers and their subordination to the power of employers not a central feature of Canadian history curricula? Is such silence a further example of the injustice characteristic of the school system? Are students not being indoctrinated into accepting their future subordination to the power of employers by silencing the history of how and why employers and employees arose?

A Worker’s Resistance to the Capitalist Government or State and Its Representatives, Part Two

This is a continuation of a previous post that illustrates how politically biased the capitalist government or state and its representatives (such as social-democratic social workers) are when it comes to determining real situations–especially when a person self-declares as a Marxist.

Just a recap of part of the last post: I filed a complaint with the Manitoba Institute of Registered Workers against a social worker who had written a court-ordered assessment concerning my wife at the time, myself and my daughter, Francesca Alexandra Romani (ne Harris). I am using the initials S.W. for the social worker. Mr. S.W., claimed that my claim that the mother of my daughter was using a belt and a wooden stick to physically abuse her, was “somewhat ridiculous.” Mr. S.W. was much less concerned about determining the truth of this claim (which is in fact true) than with my so-called indoctrination of my daughter in my “Marxist ideology.”

Since the civil trial in April 1999, my daughter complained of the following  (as of February 18, 2000): 1. Her mother was using a wooden stick on her buttocks; 2. Her mother used a belt to spank her on the same area; 3. Her mother grabbed Francesca and forced her into the apartment building; 4. Her mother had grabbed Francesca’s throat in the elevator and warned her not to tell me that her mother had hit her; 5. Her mother shoved Francesca to the floor on two separate occasions; 6. Her mother hit Francesca on the head with a book; 7. Her mother pulled Francesca’s hair; 8. Her mother scratched Francesca with a comb.

It should not be forgotten that these incidents occurred since the trial in April, 1999. There were, of course, several other incidents of physical abuse by the mother before that.

This contrasts with Mr. S.W.’s allegation, as noted in the last post, that ” Mr. Harris’ explanation for contacting the Agency [Winnipeg Child and Family Services] was somewhat ridiculous. He said that the child had made some vague indications that she may have been spanked.”

The extent of Mr. S.W.’s political bigotry can be seen  in his absurd characterization of my genuine (and true) complaints about Francesca’s mother’s physical abuse of Francesca.

It is interesting to note that in a “$2 million lawsuit brought against the Catholic Children’s Aid Society of Toronto for allegedly conducting a negligent investigation and placing her in an abusive home,” (/Toronto Star, August 24, 2019, A1), the issue is, at least on paper (not necessarily in reality), “to promote the best interests, protection and well-being of children” (A12). To determine the best interests of children cannot be determined independently of determining the truth.

Mr. S.W. was much less concerned about the truthfulness of Mr. Harris’ claim (which is true) than with Mr. Harris’ Marxists ideas.

The political hostility expressed in the assessment is similar to what I have experienced by many social-democratic leftists here in Toronto. This did surprise me at the time, but it no longer does. I have been called a “condescending prick” (by Wayne Dealy, union rep for local 3902 of the Canadian Union of Public Employees (CUPE)–one of the largest unions in Canada. I have been called delusional on Facebook by one of the Facebook friends of another local union rep, Tina Faibish (president of local 552 of the Ontario Public Service Employees Union (OPSEU). I was also called insane by Errol Young (a member of the anti-poverty organization Jane and Finch Association Against Poverty) (JFAAP). I have also experienced a condescending attitude towards my criticisms among the left here.

For those who do attempt to engage in criticism of the power of employers as a class, you can expect such hostility. That hostility may even extend to your family, even if it is indirect and subtle.

 

Indeed, according to Mr. S.W.:

Page 22 of the assessment: “As noted earlier, Mr. Harris tends to intellectualize and rationalize his own personal problems (within a rigid framework of Marxist ideology), and tends to see them as the inevitable result of living in a so-called bourgeois milieu.”

Mr. Harris is just “intellectualizing” now. All his criticisms need not be taken seriously because he “intellectualizes” his problems. Since Mr. S.W. has no idea what Mr. Harris’ Marxist ideas are, his conclusion is “ridiculous.” Since Mr. S.W. failed to determine the true state of affairs, it would seem that he concocted an “assessment” in order to whitewash Mr. Harris.

Page 9 of the assessment: “Mr. Harris states that he soon began having ‘political problems’ in his workplace. He became embroiled in many disputes with management about working conditions.”

It is interesting to note that Mr. S.W. neglected to point out that Mr. Harris was a union steward (an official representative of a union; a steward’s duty is to “become embroiled in many disputes with management about working conditions.” Mr. S.W., by neglecting to mention this fact, presents Mr. Harris’ “political problems” as purely personal. Why the suppression of this fact?

In addition, Mr. Harris became embroiled in “political problems” by writing articles in the union newsletter, specifically articles on the history of management. Management did not like that. Moreover, Mr. Harris became embroiled in “political problems” by becoming involved in the collective-bargaining process–a process which took over one year. Mr. Harris had to be away from his regular duties as an employee to fulfill this function. His supervisor resented it and harassed him because of it. In addition, Mr. Harris became embroiled in “political problems” by posting articles of interest to union members on the school division bulletin board in the central office.

Page 9: “Mr. Harris subsequently became embroiled in a conflict with his employer over his not being allowed bereavement leave (for the death of his unborn child). Mr. Harris could not resolve this dispute so he quit his employment.”

Two points here: Firstly, Mr. S.W., as his wont, is quite mistaken. Mr. Harris had the legal right to bereavement leave according to the collective agreement (document 22, page 16, clause 15.01). (Note that Mr. Harris is signatory to that document at the end of the document. Mr. Harris was quite familiar with the collective agreement as a member of the negotiating team and as a steward for the board office. He handled several grievances. See document 23.) Mr. Harris exercised that right by filling out a bereavement form, indicating the reason for the request. However, Mr. Harris’ mother-in-law called him from Guatemala the same evening, requesting that Mr. Harris not fly down to Guatemala because Ms. Harris would be returning to Canada within three weeks. The next day, Mr. Harris found out that his supervisor–against whom he as a union steward had filed a union (policy) grievance in December 1991 for breaching the seniority provisions of the collective agreement–had indicated not only that Mr. Harris was going to Guatemala but why. This was a violation of Mr. Harris’ personal life. Mr. Harris did not request that. It was the representative of Mr. Harris’ employer who did this. She specifically stated that the bereavement form was a public document.

Secondly, Mr. S.W. implicitly presents the responsibility for the “dispute” as stemming from Mr. Harris’ own actions. Mr. Harris believes that he told Mr. S.W. (although he cannot be sure) that his supervisor had been harassing him for his Marxist activities. Indeed, in June 1992, Mr. Harris’ immediate supervisor tried to start an argument with him, criticizing his union and his function as a union steward. Mr. Harris tried to avoid arguing since he had a responsibility toward his wife, but his supervisor insisted. Mr. S.W. could never accept the fact, it would seem, that the capitalist system, with its hierarchy of managers, could ever cause any problems. Any individual who complains about the constant abuse of power by managers is apparently to be blamed for “not being able to resolve the dispute.”

According to certain social theories, disputes which are social in nature cannot be resolved by individuals. Mr. S.W.’s methodology is obviously atomistic. All problems can be resolved by individuals at the individual level. Even if it were so, Mr. S.W. would have to explain why Mr. Harris was the one who could not resolve the problem. Of course, Mr. S.W. either did not understand what the problem was, or he suppressed the true nature of the problem to fit his preconceived notion of this “evil” Marxist.

By the way, there were two other library technicians in the school division working at the board office when Mr. Harris started. Both of them quit because of conflicts with the same supervisor. Furthermore, a library clerk was crying because her supervisor (again, the same supervisor as that of Mr. Harris and the two library technicians) had ordered her not to talk in order to meet a “quota” of inputting a certain number of library cards into the computer every day. Such a pleasant atmosphere in which to work. It was only Mr. Harris, the evil Marxist, who could not “resolve” the dispute. The employer’s responsibility in the creation of the dispute in the first place is not even considered.

But then again, Mr. S.W. did not even understand the nature of the dispute–it had nothing to do with Mr. Harris not being allowed to go on bereavement leave. Indeed, Mr. S.W., by presenting it this way, makes it appear that Mr. Harris did not have a  legal right to bereavement leave, and that Mr. Harris still persisted trying to “resolve” this dispute in his favour. It is as if Mr. Harris, since he did not get his way of obtaining bereavement leave, quite childishly “quit his employment.”

See some of Mr. Harris’ articles in the union newsletter (appended to a Marxist essay written for a course in Mr. Harris’ masters’ program. The title of the essay is “A Critical Look at Dewey’s Laboratory School” (document 24). See also in the same document some quotes which Mr. Harris posted to the school division bulletin board at the division office where he worked. Management did not appreciate Mr. Harris’ criticisms, of course.)

A lesson to be learned when dealing with social workers, the courts, the police and other representatives of the social system:

  1. Expect the interests of children to be less important than political oppression of Marxists.
  2. Unless Marxists record everything, expect them to either be incapable of understanding the situation which you face, or expect them to distort it, or even to lie. (And even if you record it, they will try to interpret the situation in such a way that tries to show Marxists to be irrational.)
  3.  Expect the social-democratic left, liberals and conservatives to blame Marxists for everything and to deny blame to those who are not Marxists.
  4. Expect their implicit assumption of the rationality of the social system to paint your political efforts as irrational.
  5. Do not expect that your efforts at telling the truth will prevail over lies by others since the representatives of the class of employers will assume that the lies of others are the truth and your telling the truth is a lie.

Perhaps there are other lessons to be learned. If so, please indicate what other lessons can be learned from this.