Employers as Dictators, Part Three

The social-democratic left in Toronto, undoubtedly like social-democratic reformists throughout the world, continue to ignore criticisms of their attempt to equate positive reforms with the realization of adequate forms through such rhetoric as “decent work.”

Consider Elizabeth Anderson’s critique of the power of employers, page 130:

Private government at work embeds inequalities in authority,
standing, and esteem in the organizations upon which people
depend for their livelihood. Those consigned to the status of
wage worker for life have no real way out: while they can quit
any given employer, often at great cost and risk, they cannot
opt out of the wage labor system that structurally degrades and
demeans them.

The social-democratic left, however, create all kinds of euphemisms for this fact of economic dictatorship: “decent work,” “fairness,” “fair contracts,” “economic justice,” “fair compensation”  and the like. In a recent post on Facebook by Tina Faibish (president of local 552 of the Ontario Public Service Employees Union, or OPSEU), for example, we read: “Willowdale wants decent work!”: There are people with signs saying “Minimum wage of $15 and decent work for all.” The signs also say “$15 and Fairness.”

We certainly need to fight for a higher minimum wage and improved working conditions, but why is it that the social-democratic left need to embellish such demands with such absurd claims as “decent work” and “fairness”? They apparently cannot even face the reality that employers dictate to workers every day in one way or another and that the daily lives of workers, whether they receive a higher minimum wage and improved working conditions, is decidedly not decent work and not fair.

The social-democratic left, however, would have to make a radical break with their own ideology. They, however, undoubtedly will cling to their ideology all the more in order to fend off having to face up to the reality which most people face on a daily basis. They seem incapable of dealing with that reality. They either react with hostility against those who criticize their reformist ideology (calling their critics “condescending pricks,” for example), or they will remain silent.

Thus, I made the following comment on Facebook about the issue of decent work:

Such low expectations–working for an employer=decent work? Good luck being used as a thing for employers–with or without a collective agreement. Management clauses (implicit or explicit in collective agreements) enable management–a minority–to dictate to the majority. Such is decent work in a society dominated by employers–a lack of economic democracy and the existence of dictatorship.

The response by the social-democratic left? Silence. They refuse to consider that they share the same assumptions as their conservative opponents, namely, that working for an employer can be fair and decent.

Furthermore, there is a contradictory view of whether working for an employer is decent. Thus, on the Toronto Airport Workers’ Council Facebook page, there is reference to the death of an airport worker, 24-year old Kenrick Darrell Hudson, in Charlotte Douglas International Airport in Charlotte, North Carolina on August 12, 2019, where a luggage vehicle flipped, pinning the worker and killing him:

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.

It is difficult to see how the goal of going “home safely at the end of the day” can be achieved under conditions dictated by a class of employers and the ultimate goal of profit. After all, human beings are means to the end of profit and not their own ends (see The Money Circuit of Capital). Indeed, in a video presentation of the airport, one construction worker pointed out that “It’s like a racetrack out there” (Airline employee killed after luggage vehicle flips).

Ironically (and sadly), a few days after TAWC sent the above message to workers and family in Charlotte, North Carolina, there was an accident at the Toronto Pearson International Airport:

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.

How can safety ever be first when profit is the priority? When human beings are “costs” like other things? Was the work of that dead employee decent work before the accident but not decent afterwards? How can work be decent if it involves the possible injury of workers due to social conditions over which they lack control?

Social democrats should answer these questions, should they not?

Worker Resistance Against Management, Part Two

This is a continuation of a series of posts on worker resistance. The following was written by Herman Rosenfeld. Since it formed part of a course that he, Jordan House and I presented for workers at the Toronto Pearson International Airport, I am including the preliminary instructions and the subsequent questions so that others can modify and make use of it in similar courses.

Activity Sheet 3: Learning from Collective Resistance Experiences

This is a small group activity.
Read the story and answer the questions below together.
Be prepared to describe the collective struggle to the whole class, and report your answers.
You have 25 minutes to complete this exercise. [This exercise, initially, was combined with resistance against management at the brewery, so we permitted them 25 minutes for both.]

Clapping for Lisa Raitt

When CAW (Canada Auto Workers union] Air-Canada reservation and air ticket agents briefly went on strike over a series of contract concessions demanded by management, the Conservative government [of Stephen Harper, prime minister at the federal or Canada-wide level], though Labour Minister Lisa Raitt quickly introduced a law to legislate them back to work. (It would have been the 5th time in 5 years that the Harper government had taken away workers’ right to strike.) An agreement was reached between the union and Air Canada.

The workers who handle baggage, members of the IAM (International Association of Machinists) rejected the tentative agreement bargained by their leadership and demanded that they go back to the table and bargain improvements.

After the rejection, the workers started forming “Action Committees” to prepare co-workers to organize rallies at the airport, to pressure the employer to bargain seriously. The IAM workers had previously supported the actions of Reservation and Flight Attendants, who had protested the elimination of their right to strike.

A key action was to write a letter to the company president, complaining about endless demands for concessions and the culture of entitlement for the top executives.

Some quotes from the letter:

“It smacks of hypocrisy of the highest order to be led by Executives that continually demand we make sacrifices for the “viability” of the Company and then watch those same Executives pocket millions in bonuses and receive raises in pay and pension benefits in excess of 70% in a year.

A day doesn’t go by without us hearing about how we are the problem and how management is trying to find ways to replace us with “low cost” workers from senior Executives whoa are never replaceable and must be highly compensated in order to maintain their loyalty to the Company.

Over the past decade we have agreed to take wave after wave of concessions and have watched this goodwill allow Senior management to make hundreds of millions in payments of “special distributions” to their corporate backers or in golden parachutes to departing millionaire Executives.

It is time to lead by example. It’s time to end this culture of senior executives viewing us workers as a cost in which to be squeezed for more bonuses at the top.

This will require a major change in culture including management not using their friends in Ottawa to threaten our unions into concessionary agreements, ending the disastrous habit of unilaterally imposing policies on us (lie the unilateral changes to travel charges) and ending the out of control greed at the top.

The workers planned to present the letter to the president at the private management celebration of the 75th anniversary of Air Canada’s founding. They stormed into the meeting and, after a scuffle with the police, agreed to select 2 representatives to deliver the latter. Rovinescu, the company president, received the letter, but was not happy about it.

Shortly after this incident, Labour Minister Lisa Raitt, landed at Pearson Airport for a meeting. As she exited the plane, the worker who recognized her, started a slow, rhythmic clapping, as a kind of spontaneous protest against the attack on their collective bargaining rights, followed her through the terminal, as the crowd of clapping workers grew Raitt, who fancied herself as a kind of “friend of the workers” was angry, and called on the police to,” “arrest these animals!”

The police took no action, but Air Canada security guards sent 5 or 6 of the protesters home, in an action that usually signifies a discharge.

The word of the firings went viral. All of the IAM workers at Pearson stopped work and stayed out all night, demanding that the fired workers be reinstated, and that collective bargaining begin again. All 30 of the workers who went on the wildcat were promptly fired.

The morning shift workers refused to work. All workers in Vancouver, Montreal and in airports across Canada downed their tools as well. It made the national news.

The company and the union began talks, and agreed to send the issue of the wildcat to an arbitrator (one often used by Air Canada and its unions, but one not known for his friendliness to union and worker issues).

After heated debate, the workers decided to stay out until the workers were reinstated. The striking workers spent a lot of time talking with members of the other unions at the airport, building solidarity with their actions and issues. When the fired workers were reinstated (although further discipline was planned), the wildcat was ended. Bargaining on the contract began soon afterwards.

A few months later, after the contract was signed, Air Canada fired a number of activist workers using their private E-mail comments, as “incriminating” evidence against them.

Questions

  1. What were some of the plans and decisions that made this action successful?
  2. What were some of the limits of this action–and things that might hold the union back from moving forward after this action? How might these limits be addressed?
  3. What lessons can be learned from this experience for your own workplace, union and efforts to build the power of workers there?