Another Ideological Call for a Fair Contract–By CUPE 3902

I received the following in an email (

Thanks for helping the members of CUPE [Canadian Union of Public Employees] 3902, Unit 1, win a fair deal at the table! Our proposals are progressive and necessary to ensure good working conditions for our members and their students. Fill out the form below to send an email to UofT’s administration asking them to fairly consider our proposals! [my emphasis]

I have already commented a number of times about this cliché of a “fair deal,” “fair contract,” and so forth (see, for example, Fair Contracts (or Fair Collective Agreements): The Ideological Rhetoric of Canadian Unions, Part One, or The Silences of the Social-Democratic Left).

The persistent use of this cliché by union reps to defend their actions indicates the contradictory (and limited) nature of unions. On the one hand, unions function to limit the power of a particular employer; on the other hand, they also function to justify the continued existence of a class of employers (see Reform Versus Abolition of the Police, Part Six: Unions and the Police).

By the way, I did send the email that CUPE 3902 wanted people to send to university management; it is necessary to support particular unions in their fight against particular employers–all the while criticizing the limitations of their rhetoric and actions.

Striking Brewery Workers and a Fair Deal or Contract (Collective Agreement): The Impossible Dream

I thought it might be useful to paste a short conservation I had on Facebook concerning locked-out brewery workers:

February 26 2021 at 1:50 p.m.


Thank you to everyone who has shown support for us during this lockout.
As essential workers, we were pretty shocked to be put out on the street since bargaining was progressing. Your solidarity is very important to us and will help us get back to the table with Molson Coors to negotiate a fair deal[my emphasis] for all of our members.


Keep the solidarity coming!


What is a fair deal? How can any collective agreement express a fair deal when workers (including brewery workers) are used as things for other people’s benefits?



badge icon
Fred Harris

 i hear you, a fair deal would be a planned economy and a transition to socialism, but workers need means to keep from pauperization between revolutionary upsurges. I would also tend to think worker associations would still be relevant in a communist society to advocate for specific industries and sectors. But you are definitely hitting on something.

The issue is not that workers need to construct organizations of defense against the rapacious and oppressive power of employers; of course they need to do so. The issue is: Why is it that the reps in such defensive organizations time after time then turn around and claim that defensive measures (such as a collective agreement) are then idealized by claiming that all workers want is a fair contract.
On my blog recently, I posted a collection of quotes from CUPE reps that claimed that collective agreements were fair. I will, in the future, find and post similar claims by the next largest union–Unifor.


Socialists need to constantly criticize such idealization of collective agreements since fairness cannot be achieved in such terms.; it is an illusion.


Collective agreements are, certainly, in general better than no collective agreement–but fairness is not one of their characteristics.


Unless of course the implicit or explicit management clause is also fair–which requires workers to follow orders and transfer some of their decision-making power to the employer and reps of the employer. I have also provided on my blog many examples of management clauses that specify the general power of management in relation to work and workers.

Management Rights, Part Nine: Is A Collective Agreement that Involves Management Rights and the Exploitation and Oppression of Workers a Fair Contract?

In the previous post, I calculated the rate of exploitation of workers who work for Rogers Communication (see The Rate of Exploitation of the Workers of Rogers Communications Inc., One of the Largest Private Employers in Toronto). Below you will find the management rights clause of a collective agreement between Rogers Communications and Metro Cable TV Maintenance and Service Employees Association.

In a previous post, I also posted several quotes by the largest union in Canada, the Canadian Union of Public Employees (CUPE) that assert, without proof, that the collective agreements of CUPE locals are fair contracts (see Fair Contracts (or Fair Collective Agreements): The Ideological Rhetoric of Canadian Unions, Part One).

I will continue to provide occasional posts with management rights clauses from collective agreements from different provinces to show that the management rights clause is something that unionized workers face throughout Canada–and which deserve to be often discussed among union members to see whether such clauses express in any way a democratic way of living or a dictatorial way of living (for the dictatorship of employers, see for example, Employers as Dictators, Part One).

However, I will also include collective agreements that relate to my other posts on the rate of exploitation of workers who work for a particular employer. I will, in future, post both the management rights clause (if there is an explicit one since arbitrators recognize management rights even if there is no such clause in the collective agreement) from the collective agreement and simultaneously my calculation of the rate of exploitation of the particular employer in another post (when possible).

A question for those who consider collective agreements to be fair and to provide conditions for decent work to be performed: Does the following management rights clause express the freedom of the unionized workers or their lack of freedom to determine their own lives at work? If it expresses a lack of freedom, how is the collective agreement fair? How is the work performed an expression of decent work (another cliche expression used by union reps)?

I have found it interesting that, despite my posts that refer to the management rights clauses of collective agreements and my criticisms of such clauses, there have been no explicit criticisms of such posts by defenders of union reps. I suspect that unions reps, like their social-democratic counterparts, simply want to avoid the issue since it is an Achilles heel for their claim to produce “fair contracts”

From page 9:

SEPTEMBER 1, 2014 TO AUGUST 31, 2019

Section 3 – Management Rights

3.01 The Association acknowledges that the Company retains the right to manage its operations in all respects in accordance with its commitments and its obligations and responsibilities, to direct the working force and to hire, promote, transfer, demote or lay off employees and to suspend, discharge or otherwise discipline employees for just cause, the right to decide on the number of employees needed by the employer at any time in accordance with the provisions of Company and Association seniority, the right to use modem methods, technology and equipment, and jurisdiction over all operations, buildings and equipment are solely and exclusively the responsibility of the employer; provided that any exercise of these rights by the Company which conflict with any provisions of this agreement shall be subject to the grievance procedure set out in Section 11. The employer also has the right to make, alter and enforce rules and regulations to be observed by the employees provided such rules and regulations are not inconsistent with the terms of this agreement.

3.02 The Company and Association agree that no employee shall in any manner be discriminated against or coerced, restrained or influenced on account of membership or non-membership in any labour organization or by reason of activity or lack of activity in any labour organization.

3.03 Supervisory/Managerial personnel will not perform bargaining unit work unless an explanation acceptable to both parties is provided for the performance of such work.

Fair Contracts (or Fair Collective Agreements): The Ideological Rhetoric of Canadian Unions, Part One

Since in this blog I have often referred to particular union reps referring to collective agreements as fair in some way, I thought it would be useful to provide further examples of this rhetoric to substantiate the view that unions function as ideologues for the continued existence of employers–even if the unions are independent of the power of particular employers and hence represent independently the workers in relation to the particular employer of the workers.

I will provide a series of examples from various unions in this series on their view of the fairness of collective agreements and collective bargaining, implied or expressed explicitly.

1. Canadian Union of Public Employees (CUPE)

  1. On February 20, 2020, the Canadian Union of Public Employees (CUPE) published the following on its website (

Following the City of Toronto’s announcement on contingency plans for a possible labour disruption, CUPE 416 offered their own plan, one that respects all parties: negotiate a fair contract and avoid a labour dispute.

Nowhere does the webpage indicate what is meant by ‘fair contract.” The complaint against the City of Toronto as employer in relation to collective bargaining seems to have to do with the implied bad faith in bargaining–hence the reference to ‘respects all parties.” It is implied that the City of Toronto’s bargaining team does not respect the other party–the negotiating team and, by implication, the city of Toronto’s unionized workers. If only the city’s negotiating team would engage in real negotiations rather than aiming for a labour dispute from the beginning, then a fair contract could arise, it is implied:

“How does the City Manager stand up there and say the City respects its workers and looks out for the best interests of residents when they have been driving these talks toward a deadline and a dispute from the beginning?” said Eddie Mariconda, president of CUPE 416.

It is never questioned how treating human beings as costs could indicate an unfair situation as such:

 “They say that they want a contract that is affordable and sustainable. 416 members are already affordable and sustainable, and we deliver great services too.

City of Toronto workers are affordable–their costs are “reasonable.” How treating workers as costs is reasonable is never explained–it is assumed. Treating workers as costs reduces human beings to mere means to ends defined by others (see The Money Circuit of Capital).

It should be noted that CUPE is the largest Canadian union (from

Canada’s largest labour union keeps on growing as today we announce our membership has reached 680,000 workers nationwide.

2. In the Collective Bargaining section of the CUPE website ( , we read:

Negotiating strong contracts for our members is what we do best. The solidarity of our members is the heart of our bargaining power, and makes gains possible. Together, we’ve built strong communities and achieved better wages, benefits, pensions and fair treatment, for workers.

It is implied that it is possible to be treated fairly despite the existence of the employer-employee relation. If, however, the employer-employee relation is inherently unfair, then CUPE’s reference to fair treatment (by means of, probably, collective bargaining and collective agreements) in effect justifies the continued oppression and exploitation of workers. After all, if workers are indeed fairly treated by means of collective bargaining, collective agreements and the existence of unions, then there is no need to aim for the abolition of the class power of employers. Furthermore, workers who work in unionized environments who still consider their treatment by the employer to be unfair–despite such treatment not breaching the collective agreement–would logically be subject to criticism by union reps or at least indifference.

3. On CUPE Local 79, it reads (of course, this link may no longer exist once a collective agreement has been signed):

CUPE Local 79 is entering into negotiations with the City of Toronto in late 2019 as the four collective agreements expire on December 31, 2019. Our union is seeking a fair deal for City of Toronto employees who work hard every day to take care of Toronto.

4. Another webpage ( ) has the following (no date):

We are asking the March of Dimes to support us in the work that we do by negotiating a fair contract that respects the residents of March of Dimes Independent Living and the support workers who empower them to live independent lives. Help us by sending a message to the March of Dimes to ask them to negotiate a fair contract of support service attendants.

5. Dated November 16, 2020, the following post implies that unionized workers not only desire fair treatment but actually obtained it by means of collective bargaining and the collective agreement (

New collective agreement for Garda employees

This Monday, the Syndicat des employé.e.s du transport de valeurs et des salles de comptage de Garda (SNCF-SCFP 3812) signed a new six-year collective agreement, which calls for wage increases of 14% for the period between 2018 to 2024.

“The union achieved the objectives it wanted, particularly with respect to salaries and full retroactivity for all employees and major adjustments to schedules and statutory holidays. We have adjusted to the health crisis and have held virtual general meetings, including a vote. The agreement achieved 73.5% support, reflective of the excellent work done by the bargaining committee,” declared Jocelyn Tremblay, a CUPE union representative and trustee of SNCF-SCFP 3812.

In addition to maintaining and even improving their purchasing power, the union is particularly proud of regaining several things they had negotiated after rejecting an initial tentative agreement in April 2019. The employees subsequently voted more than 83% in favour of resorting to pressure tactics up to and including an unlimited general strike.

“This mobilization on the part of employees enabled us to be heard at the bargaining table. These people showed management that they wanted a fair agreement in line with the efforts made on a daily basis for the company,” added CUPE union representative Marcin Kazmierczak.

SNCF-SCFP 3812 represents slightly more than 1000 members.

6. On June 30, 2020, we read, from the National President’s Report (

The only sector presently bargaining with government is the health care sector. At that table, the government’s opening proposals included eliminating any retroactivity for wages beyond the April 1, 2020 effective date. This was rejected and CUPE will continue to fight for a fair collective agreement [my emphasis] and a strong pension plan.

7. On August 21, 2020, we read (

CUPE Ontario’s 280,000 members salute the announcement of a truce agreed to today between striking longshore workers at the Port of Montreal, members of CUPE Local 375, and the Maritime Employers Association (MEA). Both parties announced during a joint press conference that they believe they can come to a negotiated collective agreement during the truce which will end on March 20, 2021.

On August 10th, the 1,125 longshore workers began strike action to defend their collective agreement after the employer, MEA, unilaterally changed working conditions.

The workers’ previous collective agreement expired on December 31, 2018 and, instead of negotiating a fair agreement [my emphasis], the employer had been attacking workers’ rights, threatening the use of replacement workers, and diverting ships to other ports, including those outside of Canada.

The MEA spent months attacking workers’ rights in the courts, making the case that all members of CUPE Local 375, working at the Port of Montreal, should not have the right to strike. But the longshore workers fought back, and the Canada Industrial Relations Board upheld their existing strike rights. This was an important victory, not only for longshore workers at the Port of Montreal, but for all working people in Canada.

Since the beginning of the strike, CUPE Local 375 members have offered to unload and move all cargo linked to fighting the COVID-19 pandemic to ensure community safety. Despite this, the employer has tried to use the pandemic as an excuse to threaten the use of replacement workers, otherwise known as scabs. This week, when it looked like the employer was going to enact the threat, the Local mobilized with other unions for mass solidarity picket which caused the employer to back down.

CUPE Ontario will act in steadfast solidarity with CUPE Local 375 until the parties reach a fair collective agreement that treats the Port of Montreal longshore workers with the respect they deserve. The members of CUPE Ontario will continue offering support and resources to defend Local 375 members’ rights and protect working conditions.

Fred Hahn, President

Candace Rennick, Secretary-Treasurer

It may seem inappropriate to criticize those who defend workers from attacks of employers. Attacks from particular employers or a group of employers do indeed need to be criticized, and to that extent Fred Hahn’s and Candace Resnick’s critique of the Maritime Employers Association should be praised. On the other hand, the reference to “fair agreement” needs to be criticized. 

8. On November 4, 2019, we read ( 

Help Brampton-Caledon Community Living workers get a fair contract

We are the members of CUPE 966. We work hard every day to provide the quality care at Brampton-Caledon Community Living (BCCL). It can be difficult work, but we do it because we care about the individuals we support, and we love to make a difference for them and their families.

BCCL is attempting to make our jobs even more difficult by keeping workers in precarious, part-time positions. We just want to negotiate a fair contract that respects our physically demanding work and protects the services we provide. We believe that no worker should see their working conditions reduced. We do not want a strike, but we are being pushed that way.

Help us continue to provide quality care to the individuals we support by telling BCCL to negotiate a fair contract now! [my emphasis]

It may seem even more inappropriate to criticize those workers who are experiencing an attack by an employer. However, where does their idea of a “fair contract” come from? Have they been indoctrinated by CUPE (and other unions)? Do they really consider it possible to obtain a fair contract? Even if they do, what is their view of management rights? 

9. On another CUPE webpage, we read (

10. We read, on December 2, 2015 ( 

With deadline looming, Warden Woods needs to ‘get serious’ about negotiating a fair contract

With a strike deadline of December 13 rapidly approaching, the union representing workers at Warden Woods Community Centre urged management to ‘get serious’ about negotiating a fair collective agreement. [my emphasis]

“For more than a year, our members have been trying to negotiate a fair first contract [my emphasis] with Warden Woods, but I am extremely concerned that management needs to get serious about finishing the job,” said Barbara Garcia, President of Local 5218 of the Canadian Union of Public Employees (CUPE 5218).

“The community depends on, and expects, the vital services our members provide. We’re committed to this community, but Warden Woods’ management needs to demonstrate their commitment to getting the job done.

CUPE 5218 has been in negotiations with Warden Woods for over a year. While some progress towards securing a first contract has taken place, several items remain outstanding. Additionally, staff have not had a wage increase in eight years.

The countdown to a lockout or strike began when Warden Woods’ management declared an impasse last month.

“We are prepared to bargain for as long as it takes to secure a fair contract, but the employer’s actions have set us on a fast track to a work stoppage, unless they get serious about finishing the job of negotiating with us,” said Garcia.

“We have been extremely reasonable in offering good faith solutions we believe are fair to our members [my emphasis], protect vital public services the community depends on, and ensure the long-term viability of Warden Woods,” she added.

Warden Woods is a multi-service community agency based in Scarborough providing supports to seniors, youth and children. The 44 members of CUPE 5218 provide a wide range of programming and services at the main office, several satellite locations, and in people’s homes.

For more information, please contact:

Barbara Garcia
CUPE 5218 President

Kevin Wilson
CUPE Communications

The use of the term “fair” in “fair contract,” “fair treatment,” and “fair deal” is not accidental. The implication is that the goal of collective bargaining must not just to achieve a contract or collective agreement–but a fair contract or agreement. The goal of reaching a collective agreement is qualified constantly by the adjective “fair.” The natural question would be: In what way is it fair? What is meant by a “fair contract,” etc.?

Nowhere does CUPE explain what it means by a fair collective agreement or how it is possible given the power of employers as a class. Why is that? Why is it that the union often qualifies the contract or collective agreement as “fair?” Is it by accident, or is it a means to “sell” the collective agreement to its members?

Would it be more in the interests of workers to point out that the collective agreement is unfair–but it is the best that can be obtained under the circumstances (the power structure that currently exists)? Or would it be better to merely express the rhetoric of fair contracts, etc. without discussing what is meant by that?

Which is a reformist tactic? A tactic in the best interests of workers?

Working and Living in a Society Dominated by a Class of Employers May Be Dangerous to Your Health

In some previous posts, the title was “Working for an Employer May Be Dangerous to Your Health.” I have changed the title since this post is not just directly about working for an employer.

As has been implied in the previous post on this topic, the shift to legislative measures to address health and safety concerns removed workers’ definition of problems of health and safety in relation to social causes and transformed the definition into a technical issue over health and safety.

This shift in turn involved a shift from concerns for legislation to concerns for administrative measures. This shift to administrative measures protects employers better by limiting democratic pressure by means of legislative processes. Of course, such legislative processes should not be idealized. They, too, are subject to pressures of various kinds, such as economic pressures, political (power) pressures and ideological pressures.

Legislative and Administrative Processes as Inadequate to Protect Workers

As a result, legislative measures to protect workers from dangers at work often end up being watered down–as I pointed out in another post:

However, peeling back the veneer of the federal government’s so-called crackdown on violent crime reveals a much different story. To start, it took more than ten years to introduce a new law in response to a single and violent mass killing in which twenty-six Canadians died. What is more, despite widespread political support, many politicians – particularly those with an affinity for law-and-order policies – cautioned against going too far in terms of holding offenders criminally responsible for their harmful acts (Bittle and Snider 2006).

The implicit attitude of many legislators and administrators–that deaths at work are simply unintended and inevitable facts of the world that cannot be changed–points to the inadequacy of legislative and administrative measures for protecting life and limb of workers. From Steven Bittle, doctoral dissertation, Still Dying for a Living: Shaping Corporate Criminal Liability After the Westray Mine Disaster, pages 88-89:

… we argued that conservative conceptualizations of corporate crime dominated the process leading to the enactment of the Westray bill, thereby limiting the reform options that were given serious consideration. Three main arguments supported the analysis. First, legislators emphasized the importance of traditional legal language–particularly the doctrine of mens rea, or the legal need to establish the guilty mind of an individual – which downplayed alternative approaches to combating corporate criminal liability (also see Wells 1993: 1). Second, neo-liberal discourses helped ensure that the legislative framework conceptualized workplace safety as a shared responsibility amongst workers, managers and employers, despite the fact that few employees, namely those who carry out day-to-day production processes, have control over their working conditions (even though they bear the costs of unsafe working environments). Third, dominant conceptualizations of corporate capitalism, the idea that corporations are vital for the effective functioning of the Canadian economy, helped protect against the enactment of overly stringent legislation. Overall, given the convergence of various conservative discourses that dominated the reform process, we questioned the ability of the Westray bill to hold corporations to account for their harmful actions.

Why is it that the social-democratic left and unions do not discuss openly and thoroughly the issue of the systemic inadequacy of legislative and administrative efforts to protect workers? There is a definite need to enter into debate over such an issue, but there is an equally definite lack of discussion of such an issue. The current pandemic should have been an occasion to reassess the whole issue of the health and safety of workers–and indeed of the general population–in the context of a society dominated by a class of workers.

There has not been much real discussion about the need to overcome the power of the class of employers if we are to address adequately the health and safety of workers and the general population.

Indeed, the Trump’s administration’s efforts to downplay the tragedy of the pandemic has antecedents in the downplaying of the real cost of life, health and limb of workers and the general population in the context of a society dominated by a class of employers.

Reported Statistics on Health and Safety Versus the Probable Real Situation of Workers and the General Population

In a previous post, I indicated that official statistics show that around 1,000 workers die at work yearly when compared to around 550 murders years (see The Issue of Health and Safety in the Workplace Dominated by a Class of Employers). Official statistics are, however, just that, official. They are produced through administrative processes that define what constitutes an “official death.” By contrast, there have been estimates that express a much larger number of deaths in Canada due to work-related incidents. Thus, Steven Bittle, Ashley Chen and Jasmine Hébert report a much higher figure in their article (Fall 2018), ““Work-Related Deaths in Canada,”, pages 159-187, in Labour/Le Travail, Volume 82, page 186:

Relying on a range of data sources, and adopting a broad definition of what constitutes a work-related fatality, we generated a revised estimate of the number of annual work-related fatalities. Based on our analysis, we estimate that the number of annual work-related fatalities in Canada is at least ten to thirteen times higher than the approximately 900 to 1,000 annual average fatalities reported by the AWBC [The Canadian Association of Workers’ Compensation Boards of Canada]. This makes work-related fatalities one of the leading causes of death in this country

Undoubtedly the 554 murders reported in Canada are also an underestimate–probably due to racist and sexist attitudes and organizations (the underreporting of, for example, murdered Aboriginal women). However, it is highly unlikely that the number of unreported murders even approaches half the number of estimated work-related deaths.

The authors provide the following table to substantiate their claims (slightly modified to accommodate the formatting of this post), page 169:

Work-related cause of deathEstimated fatalitiesEstimated fatalities
Injury fatalitiesOccupational-disease fatalities
AWCB’s average from 2014–16 (see note a below)332
Commuting/Driving to and from work466
Non-reporting/reporting errors20
Non-working victims90 (see note b below)
Work-related suicides400–789
Other cancers5,959–8,939
copd (see note c below)2,062
Estimated injury total972
Estimated disease total8,906–12,275
ESTIMATED TOTAL: 9,878–13,246

Note a: The AWCB’s statistics include only deaths from a traumatic incident or “accident.” We exclude occupational diseases and cancers to avoid duplication with our revised numbers concerning these fatalities.
Note b: This figure is based on TSB (Transportation Safety Board of Canada) information and is thus a conservative estimate. There are a significant number of unknown cases that could also be included in this category.
Note c: copd (chronic obstructive pulmonary disease) refers to progressive and incurable lung diseases, including emphysema, chronic bronchitis, and refractory asthma.

Given the threat to their health of many workers and citizens, there should be persistent discussions of how legislation (and administration procedures) fail to protect workers–systematically, and not accidentally–in the context of a society dominated by a class of employers.

Accidents there will always be–but it is necessary to create a society that minimizes the probability of such accidents. Where is the movement or organization that is consciously aiming to abolish this carnage?

Is there fear among the social-democratic left and union reps to do so? What else would explain such silence over an issue that is of vital concern for workers? Union reps and the social-democratic left may complain about such facts and try to reduce the number of deaths, but unless the root cause of such deaths–the lack of control by workers and citizens over their own lives–is addressed, all complaints and proposed solutions will be measures that may reduce but not eliminate unnecessary deaths.

I have quoted this before, but it is often appropriate when addressing the inadequacies of social-democratic deficiencies. From Capital: A Critique of Political Economy. Volume 1: The Process of Production of Capital (page 91):

Perseus wore a magic cap so that the monsters he hunted down might not see him. We draw the magic cap down over our own eyes and ears so as to deny that there are any monsters.

The Monster Pandemic

The monster called the COVID-19 pandemic still exists, but there is little direct questioning of the kind of society that permits millions to die–while the stock market rises.

For example, it is implied that there is a crisis in Ontario health care, especially in long-term care homes, due to the Covid pandemic in a post on the Socialist Project’s website on January 8 (see The title of the post is “COVID-19 Crisis Situation In Ontario: Deadliest Day of the Pandemic,” produced by the Ontario Health Coalition. It is divided into four sections: a short introduction, a section titled “Hospitals,” another titled “Long-Term Care,” and a final section titled “Stronger Public Health Measures Needed Now.”

The introduction points out that January 7, 2021 constituted the highest number of deaths in Ontario (a province in Canada) since the pandemic became official. It argues that stronger measures are required and greater supports are required for the most vulnerable. In other words, it outlines some of the problems and offers some solutions.

The sections on hospitals and long-term care outline the dire situation of hospitals and long-term care homes–such as hospitals filled to capacity, morgues in some cities full, a dramatic rise in the number of deaths in long-term care homes.

The final section outlines some immediate solutions:

  1. “stronger safety and infection control measures in open businesses, full public reporting of outbreaks, more effective and coherent shutdowns.”
  2. “individuals whose employment has been or will be impacted need full support for income and housing, and local businesses need full supports to survive the pandemic.”
  3. “Our government can do a much better job of providing coordination and supports for these protections.” Including:
  • “Stronger, more coherent public health measures, including a fast ramp up of testing, contact tracing and quarantine capacity in public health and labs must be undertaken now so that the province can get the spread of the virus under control.
  • There must be fewer contacts among people to reduce community and workplace transmission and stronger public health measures across the board, including shutdowns and stronger safety measures in open businesses, must be undertaken.
  • The crisis in staffing capacity in long-term care must be addressed without any further delay.
  • The vaccine roll-out needs to be coherent, competent and much faster.
  • Community care, which is taking more of the burden of COVID-19 cases as hospitals are full, must be provided with clear directives to ensure staff have proper PPE including N95 masks.”

Given the emergency situation, certainly the identification of such immediate problems and proposed solutions to such problems is warranted. They are necessary and urgent. We need, as the post does, guidelines about what needs to be done immediately to address the inadequate responses by the Doug Ford government to the crisis in health care in the context of the pandemic.

However, this short-term could at least have been linked to both the specification of the longer-term problems that led to the pandemic and to longer-term goals that address the problem of overcoming economic, political and social structures that treat human beings as expendable costs in the production and exchange of commodities or as costs in long-term home care.

Some of the longer-term conditions for the emergence of Covid-19 are outlined by Mike Davis in his work (2020) The Monster Enters: COVID-19, Avian Flu and the Plagues of Capitalism:

But this time around there was little mystery about the identity of the microbe—SARS-CoV-2 was sequenced almost overnight in January—or the steps necessary to fight it. Since the discovery of the HIV virus in 1983 and the recognition that it had jumped from apes to humans, science has
been on high alert against the appearance of deadly new diseases with pandemic potential that have crossed over from wild fauna. This new age of plagues, like previous pandemic epochs, is directly the result of economic globalization. … Today, as was the case when I wrote Monster fifteen years ago, multinational capital has been the driver of disease evolution through the burning or logging out of tropical forests, the proliferation of factory farming, the explosive growth of slums and
concomitantly of “informal employment,” and the failure of the pharmaceutical industry to find profit in mass producing lifeline antivirals, new-generation antibiotics, and universal vaccines.

Forest destruction, whether by multinationals or desperate subsistence farmers, eliminates the barrier between human populations and the reclusive wild viruses endemic to birds, bats, and mammals. Factory farms and giant feedlots act as huge incubators of novel viruses while appalling
sanitary conditions in slums produce populations that are both densely packed and immune compromised. The inability of global capitalism to create jobs in the so-called “developing world” means that a billion or more subsistence workers (the “informal proletariat”) lack an employer link to healthcare or the income to purchase treatment from the private sector, leaving them dependent upon collapsing public hospitals systems, if they even exist. Permanent bio-protection against new plagues, accordingly, would require more than vaccines. It would need the suppression of these
“structures of disease emergence” through revolutionary reforms in agriculture and urban living that no large capitalist or state-capitalist country would ever willingly undertake.

Does the Ontario Health Coalition look at not only the immediate threat and its solutions but also the wider social context? The indirect criticism of neoliberal cuts in health care are implied: “The crisis in staffing capacity in long-term care must be addressed without any further delay.” The longer-term problems associated with the kind of society that is dominated by a class of employers is shuffled off into outer space, where it will be addressed who knows when or how.

Surely, the issue of health and safety in a society dominated by a class of employers should be a center-point for discussion and what can be done about it. Short-term problems and appropriate measures to be taken do indeed need to be discussed, but this pandemic is no longer something a few weeks or months old. We are now in 2021. Why are not the longer-term problems associated with an economic, political and social structure that has not only fostered conditions for the emergence of deadly viruses and their spread not discussed? Why are there not deep discussions about possible solutions to this large-scale problem?

The Ontario Health Coalition, in its article, instead of providing such a discussion and a vision of how we can prevent this situation from ever happening again, mainly focuses on immediate problems. These are indeed necessary–but they are hardly sufficient.

One last point. The Ontario Health Coalition is just that, a coalition. The interests of the working class do indeed require entering into coalitions, but first workers need to create their own independent position so that their interests are not absorbed into high-sounding phrases that lead nowhere. For example, this is what we find on the Ontario Health Coalition website in its section on “About Us” (

Our primary goal is to protect and improve our public health care system. We work to honour and strengthen the principles of the Canada Health Act. We are led by our shared commitment to core values of equality, democracy, social inclusion and social justice; and by the five principles of the Act: universality; comprehensiveness; portability; accessibility and public administration. We are a non-profit, non-partisan public interest activist coalition and network.

What is meant by “equality, democracy and social justice?” Can such goals ever be achieved in a society dominated by a society characterized by the dominance of a class of employers? How is that possible, given that workers are means to be used by employers and costs to the employers (see The Money Circuit of Capital)? Is it possible where workers are dictated to by management as the representative of employers in various ways (see, for example, Management Rights, Part One: Private Sector Collective Agreement, British Columbia and, more generally, Employers as Dictators, Part One)?

We do not need rhetoric. We need an accurate assessment of what threatens us in the world and what we can do about it.

Or do we deserve less than this?


Socialism and Central Planning: Mr. Gindin’s Analysis of The Political Situation of Workers in General, Part Two

The following is the second of a two-part series on Bill Resnick’s interview with Sam Gindin, in accordance with the two-part presentation of the interview. I put my summary of Mr. Gindin’s talk in italics; my comments are in regular print. I also use italics when quoting others.

According to Bill Resnick, part two is an exploration of the potentialities for stimulating the working class from its lethargic state of passivity, cynicism and individual self-defense in order to inspire people to recognize their powers and capacities and thereby a socialist society.

Mr. Resnick then claims that climate change will oblige us to think how the economy is working.

Moving on to Mr. Gindin’s views, Mr. Gindin claims that it will be the environment that will be the key issue in relation to inequality. The rich are satisfied with the status quo of environmental conditions since they do not have to suffer the consequences from its deterioration.

Mr. Gindin then refers to the situation in Oshawa. He points out that, despite workers losing their jobs anyway, any suggestion of a serious alternative still meets with resistance since they have experienced thirty or forty years of lowering their expectations of what is possible. Their response to a left alternative is that it is a great idea, but it will never happen because they do not see their unions fighting for it nor do they see that larger social force fighting for it.

We should pause here. When have most unions, even during the 1950s, 1960s and the 1970s, generally fought for a larger vision of socialism? Most unions accepted the justice of collective bargaining and of collective agreements. Mr. Gindin implies that before the onset of neoliberalism 30 or 40 years ago, unions did have a larger social vision. That is a myth.

Indeed, red-baiting and the expulsion of communists from the Canadian labour movement forms part of the history of unions in Canada–a fact which Mr. Gindin conveniently ignores (see Irving Abella, The Canadian Labour Movement, 1902-1960). Social democracy won out within unions over any radical vision of society.

Why does Mr. Gindin ignore such facts? It is likely that Mr. Gindin indulges his supporters rather than taking the necessary step to criticize them. He probably panders after union support rather than criticizing the limitations of unions–including the limitations of collective bargaining and collective agreements.

He fails to criticize the responsibility of unions for, historically, partially contributing to the suppression of an alternative vision.

By the way, Mr. Gindin’s reference to the environment as being the key to inequality lacks any historical and factual basis. Where is there evidence that it is the environment that forms the center around which people are willing to fight against those in power and attempt to defeat them? It is the daily grind of working and living in a society dominated by a class of employers that will form the key issue–a social relation, and not the “environment” in the abstract sense of “nature” or environmental conditions in a general sense.  Mr. Gindin, as I indicated in my earlier post, wants to jump on the bandwagon of environmentalism in general and the climate crisis in particular in order to prop up his appeal. I doubt that he will be successful.

Mr. Gindin then argues that we need to develop structures through which people can fight so that they can gain a clear vision of the forces that support them and the forces that oppose them as well as understanding the importance of collective action for realizing workers’ aims. That is why political parties are important because they form a space for strategizing about what needs to be done. We must take organizing seriously.

Mr. Gindin then reiterates how impressed he is about what the environmental movement has done. However, he points out the limitations of that movement, that criticizes corporate power or the 1% but does not seriously propose taking power away from them. It is insufficient to merely lobby against them. If we are going to have [democratic] planning, we cannot have corporations making the investment decisions.

Mr. Gindin is certainly correct to point out the limitations of the environmental movement–but he should be consistent and point out the limitations of unions as unions in relation to collective bargaining and collective agreements. He does not. He avoids alienating his social-democratic supporters. Is that what is needed at present?

Furthermore, he refers to the importance of organization–but is organization by itself going to lead to the questioning of corporate power? Ms. McAlevey does not question such power. Social democrats do not question such power. Both engage in organizing of one sort or another. It is not, then, organizing in general that is the issue but what kind of organizing–on what basis? Organizing from the start needs to question corporate power–and that includes questioning the legitimacy of their power to manage workers as such. We may need to make compromises along the way, as embodied in a collective agreement, but let us not bullshit the workers by calling such agreements or contracts “fair,” “just” and other such euphemisms.

To be consistent, Mr. Gindin should question the limitations of unions and union organizers in relation to collective bargaining and collective agreements. Why does he not do so?

Mr. Gindin claims that struggles are fundamental and that they develop the capacity to recognize the limits of being militant. They develop democratic capacities that prevent them from accepting authority.

Workers certainly do learn the limitations of being militant (they get fired, for example), but such a lesson hardly need translate into learning the limitations of unions, collective bargaining and collective agreements.  Workers may blame unions for the limitations of militancy–unless the limitations of unions, collective bargaining and collective agreements are pointed out, on the one hand, and an alternative vision of what may be is outlined, on the other.

Although struggles are certainly necessary, are they sufficient to enable workers to come to the conclusion that the authority of the class of employers should be questioned? What is more likely is that such struggles will lead to criticisms of particular aspects of such power but not that power as such. Mr. Gindin vastly underestimates the ideological hold this kind of society has on workers and how it is vital to engage in constant ideological struggle if we are to develop democratically to the point where we can consciously and organizationally take corporate power away.

We need to take state power, but not just that. We need to take state power and transform that power so that we can develop our democratic capacity so that there is, on the one hand, a check on what the state does and, on the other, that people are actually participating in state power. This requires developing the technical capacity of ordinary workers to make appropriate decisions that affect their lives and not just having scientists come into government to make decisions for us.

We certainly do need to take state power–and transform it. However, if we are to do this consciously from the start, then we need to question the present state structures in their various dimensions. For example, we need to question the current educational structures, with their emphasis on assigning marks or grades to students, their separation of curriculum into academic (intellectual) and non-academic (vocational, which allegedly has more to do with the body), and so forth. When I belonged to the Greater Toronto Workers’ Assembly GTWA (which morphed into the Toronto Labour Committee), of which Mr. Gindin was practically the head, Mr. Jackson Potter was invited to discuss how the Chicago Teachers’ Union (CTU) organized and led a successful strike. I eventually wrote up a critique of one of the CTU’s documents (see my article “A Deweyan Review of the Chicago Teachers‘ Union Publication The Schools Chicago Students Deserve: Research-Based Proposals to Strengthen Elementary and Secondary Education in the Chicago Public Schools” in the Publications and Writings section of this blog). The response of the GTWA to my critique was–silence.

Education, of course, is just one area that needs to be restructured through the abolition of its repressive features. The courts, police and the legal system need to be radically transformed as well (as I argued in another post and about which Mr Gindin was silent (see   Socialism, Police and the Government or State, Part Two). Health is of course another area which needs to be radically restructured and its repressive features abolished (see various posts on the health and safety of workers on this blog).

Mr. Resnick then mentions Lucas Aerospace, which closed; in response,  and workers came up with a plan to change things by focusing on products needed by the community. Workers built a powerful movement both inside and outside the union.

Mr. Gindin points out that Lucas ended in defeat. Nevertheless, what is inspiring in the case of Lucas and in Oshawa is the focus on producing not for profit but for social need, which stimulates the imagination and leads to diverse creative ideas. The problem is that you need the power to implement them.

You do indeed need the power to implement them. The illusion that workers have much power through collective bargaining and collective agreements needs to be constantly criticized so that they can begin to organize to challenge the power of employers as a class and not just particular employers. In other words, it requires ideological struggle and not just “organizational” struggle. How workers are to build power when they have faith in the collective-bargaining system and collective agreements is not something Mr. Gindin addresses. Why is that? Why does he ignore such a central issue when it comes to talking about unionized workplaces?

Mr. Gindin then points out that people do rebel, but the problem is how to sustain that rebellion.

That is indeed a problem, but failing to criticize one of the keystones of modern unions–collective bargaining and collective agreements–surely impedes a sustained effort at rebellion. Faith in the collective-bargaining process is bound to lead to cynicism since the cards are stacked against workers from the beginning because of the implicit or explicit management rights clause that exists in the collective agreement–and yet workers are fed the ideology that collective agreements are “fair,” “just” and so forth.

Mr. Gindin next claims that people can see that capitalism is not the ultimate end of history since it does not address their needs nor the needs of the environment.

This gives way too much trust in people’s rhetorical criticism of capitalism but their real acceptance of it–as he himself earlier implied. People lack a vision of a better world and accept, reluctantly at times, the so-called inevitability of capitalism in practice. Social democrats may refer to capitalism this and capitalism that, but they do not really seek to overthrow the power of employers.

Mr. Resnick then refers to racial, gender and sexual orientation as divisions that will be overcome in the social movement. Mr. Gindin does not specifically address these issues but claims that when people work together, they begin to form common dreams as they realize they have common problems.

Is there evidence that workers in the closed GM plant at Oshawa now are opposed to the power of employers as a class? After all, surely some of the workers for GM at Oshawa have come together and discussed some of their common problems. Yet earlier Mr. Gindin pointed out that there is much cynicism among such workers. It is not only insufficient for workers to get together and to discuss common problems–since there is such a thing as their immediate common problem–which centers around a particular employer, and the common problem of having to work for an employer as such (any employer)–a problem that is rarely if ever discussed.

Furthermore, Mr. Gindin’s view is not only naive, but there is evidence that contradicts it. As a member of the Toronto Labour Committee, and in good faith, I tried to bring up the issue, in the context of striking brewery workers, of whether their work constituted “decent work” and whether the wages that they sought should be called “fair wages.” I was met with insults by one trade unionist. Mr. Gindin, in addition, claimed that the reference to “decent work” was a purely defensive move. That is nonsense; it is ideology, and should have been criticized. People did not work together over the issue of the legitimacy of collective bargaining and collective agreements; the issue was simply buried through insults and the rhetoric of “defense.”

There is a continuation of the theme that organization is the key–it is insufficient to become aware or that capitalism is bad.

Mr. Gindin fails to see the need to combine a specific kind of organization with ideological struggle. To be sure, without organization workers cannot gain power, but workers will unlikely gain power without engaging in organization and ideological struggle simultaneously. Mr. Gindin minimizes the importance of ideological struggle and exaggerates the importance of mere changes in organizational struggles (such as Ms. McAlevey’s innovations in organizing). Both are required simultaneously, and that means engaging in an ideological battle with the traditional left. Mr. Gindin, however, indulges the social-democratic left and panders to them by avoiding an ideological struggle. Any organization that emerges as a consequence will unlikely be more than an organization that accepts the power of employers as a class.

For Mr. Gindin, what has been defeated is the socialist idea.

That idea was long ago defeated–few workers in Canada adhered to it even in the 1960s and 1970s. Furthermore, Mr. Gindin now implies that ideological struggle is indeed vital–but he implied just above that it was not that important–that organization was vital. Or is he now arguing that both organizational and ideological struggle are vital? If so, why does he not explicitly engage in ideological struggle with his social-democratic supporters?

The following does indeed imply that it is vital to unify organizational and ideological struggle:

We have to organize to end capitalism.

Good. To do so, however, requires meeting objective conditions–and one of those conditions is criticizing those within the labour movement who idealize organizing efforts that merely lead to collective bargaining and collective agreements (such as Tracy McMaster, union steward, organizer, former vice president, Ontario Public Service Employees Union (OPSEU), “our Tracy,” as Mr. Gindin once called her). Mr. Gindin, by not criticizing Ms. McMaster’s reference to “decent work” and “fair wages” fails to meet such objective conditions for the ending of capitalism.

However, Mr. Gindin then makes the following claim:

People see through the system.

Do they really? I doubt it. This view vastly underestimates the ideological hold that the power of employers in its various facets has on workers and the repressive character of various institutions–from work institutions to state institutions People do not see through the system. If they did, they would not pair the struggle for a minimum wage of $15 (and needed reforms in employment law) with the concept of “fairness” so nonchalantly. They would not call collective agreements fair, nor would they imply that there is a relatively equal power between organized (unionized) workers and employers.

Mr. Gindin once again minimizes the ideological struggle.

The issue of a worsening environment through global warming then comes up. Mr. Gindin argues once again that access to the environment will be one of the great inequalities of our times–access to the environment.

As I argued in the previous post, Mr. Gindin’s concept of the environment is faulty. The environment of human beings has included the use of land and tools for millenia. That access has been denied with the emergence of classes and some form of private property (and communal property can be private property relative to another communal property). Access to the environment has always been a class issue–even before capitalism.

An environmental crisis may lead to authoritarian structures arising rather than democratic ones. One of the problems is that people do not see structures through which they can work, commit and have confidence that such issues will be addressed–and this includes unions and political parties. People know that something is wrong, but they lack the confidence of getting at it. That is why fighting through unions is so important; you learn on a daily basis that collectively you can effect things: you can affect your workplace, you can affect your foremen, you can have different kinds of relationships to your workmates.

It keeps coming down to whether people do not know enough or whether people do not see the structures through which they can fight through and win. Mr. Gindin believes it is the lack of structures which forms the problem, not whether people do not know enough,

Mr. Gindin’s criticisms of unions is welcome–but too general and vague to be much help. He should elaborate on why unions are not the structures through which people can “work, commit and have confidence” that their problems will be addressed adequately. Why such a vague characterization of the inadequacy of unions and union structures? What is it about union structures that prevents workers from having the confidence and the commitment to work though them to achieve their goals?

Again, Mr. Gindin underestimates the importance of ideological struggle within the labour movement in general and the union movement in particular.

The labour movement, despite having been kicked around for the last 30 or 40 years, has not concluded that we need to unite in class terms. Certainly, engaging in resistance is vital, but what have we learned from such resistance? To push harder for our own particular agenda, or have we learned that we need a class perspective to address our problems? That we need to recognize that gender, race and wage inequalities must be overcome so that we can function as a class? That does not happen automatically and has not happened automatically. That class perspective has to be built. Otherwise, workers are only individual, fragmented workers with particular identities separate from each other. We need to make ourselves a collective force–a class; it does not happen spontaneously. The potential for workers to make themselves a class has increased, but the potential will not be actualized automatically.

There are various openings or potentialities for politicization, but we should not exaggerate this by arguing that we are well on the way to winning. People are willing to fight, but then the question is: How do we actually organize ourselves to win. We are not very far along in that road.

That road is socialism, which allows the best aspects of humanity to develop.

Certainly, divisions within the working class need to be recognized and overcome in order to form a class. A class perspective needs to be fought for in various fronts. Unfortunately, Mr. Gindin does not see that such a class perspective requires a confrontation with the ideology of the legitimacy of collective bargaining and collective agreements. There will be no spontaneous overcoming of the organizational limitations of unions (including the ones proposed by Ms. McAlevey in her various books) unless the legitimacy of collective bargaining and collective agreements is called into question. This does not mean that unions would not engage in collective bargaining or not have collective agreements voted on; rather, the limitations of collective bargaining and the corresponding limitations of collective agreements would be explicitly recognized via a class perspective, which permits recognition of the need for temporary truces because of a relative lack of power.

My prediction is that Mr. Gindin’s efforts in Oshawa will be in vain since he underestimates greatly the need for ideological struggle in general and the struggle in particular for union members to recognize the limitations of collective bargaining and collective agreements not just rhetorically or by way of lip service but rather practically by ceasing every opportunity to demonstrate their limitations and the need for an organization that addresses such limitations–a socialist organization.

Socialism and Central Planning: Mr. Gindin’s Analysis of The Political Situation of Workers in General, Part One

The following is a two-part series on Bill Resnick’s interview with Sam Gindin, in accordance with the two-part presentation of the interview. I put my summary of Mr. Gindin’s talk in italics; my comments are in regular print. I also use italics when quoting others.

One of Mr. Gindin’s key criticisms of both GM and the union that represented the workers at Oshawa is that GM promised jobs if the union would make concessions. The union made concessions–and GM reneged on the deal and eliminated the jobs. The union did not adequately respond to the repeated down scaling of the workforce but only succeeded in “managing” the down scaling.

Mr. Gindin then argues that an adequate union response requires thinking beyond GM since GM cannot solve this problem. Being militant in bargaining may get you some things, but jobs are not something that bargaining can guarantee. Retaining jobs involves a larger issue and is political. Ultimately, you are arguing on the company’s terms since it holds the trump card of maintaining the facilities open or closing shop.

Let us stop there. There is an implicit critique of the whole union model that has existed in Canada since 1944, when the federal government obliged employers to recognize unions of workers’ choice. If collective  bargaining cannot guarantee jobs, then should not Mr. Gindin criticize the union rhetoric of “fair contracts,”  “economic justice,” and “fairness” (all stock-in-trade phrases of the left here in Toronto)? And yet when the opportunity arose of criticizing the pairing of a struggle for $15 an hour minimum wage (and needed employment law reforms) with the concept of “fairness,” Mr. Gindin remained silent. Why is that? Mr. Gindin claimed that we should be humble, and yet is it not the height of arrogance on his part to presume that such pairing is unimportant? I found the equation of $15 an hour minimum wage with the concept of “fairness” to be politically conservative, and Mr. Gindin’s silence over the matter to be an example of the repeated pandering after popular opinion rather than a needed ideological struggle over what is indeed fair and not fair in our society.

How does Mr. Gindin suppose people operate? If they personally find that something is fair, and no one even addresses the issue, they eventually become cynical and reduce their activities to self-interest. Why bother, they ask themselves? Nothing will change. After all, the so-called progressives in Toronto, Ontario, Canada, think that if I work for a minimum wage of $15, have a few extra rights at work, then everything is fine–it is fair. And yet I have to drag myself out of bed to go to work that is largely determined by others. I have to accept the daily abuse experienced at work if not directly and personally by having a supervisor criticize me but indirectly and impersonally by having my work procedures, work load and so forth determined beforehand by others.  I then have to struggle to return home either by standing in packed subway cars and buses or driving  a car during rush hour to get home and find some kind of relaxation by either partying or watching TV. The rhetoric of fairness feeds into the development of a cynical attitude since most people that the lives they lead in various ways is not fair. To bullshit them by using such words and various phrases does them a great disservice.

What of workers covered by collective agreements? Mr. Gindin is silent on this score. It is not just a question of the impotence of unions to stop employers from closing shop, but he only refers to the impossibility of collective bargaining addressing the issue of jobs. Collective bargaining, however, more generally cannot address the issue of jobs because collective bargaining presupposes the legitimacy of management rights. Why does Mr. Gindin not explicitly criticize the rhetoric surrounding collective bargaining and collective agreements in general? Is this not necessary if we are to overcome the limitations of the union movement? But if criticizing the rhetoric surrounding collective bargaining and collective agreements is necessary in order to free us of the illusion of the fairness of unionized work environments, and if freeing ourselves of such an illusion is a necessary condition for fighting for a socialist society, then a socialist would engage in such criticism.

If, however, doing what is necessary to achieve a socialist society is to abandon our illusions concerning what is fair, and Mr. Gindin refuses to do what is necessary, is he not engaging in unrealistic actions? If questioning the limitations of collective bargaining and collective agreements forms a necessary component of a socialist movement, and Mr. Gindin refuses to engage in such criticism, then how effective will Mr. Gindin’s actions be in the long run?

Where is the humbleness in Mr. Gindin’s actions?

The second point is that we have to deal with the larger issue of economic reconstructing because the present system is not working for the benefit of working people. Workers are no longer getting security or decent wages. The larger issue is how do you deal with economic reconstructing generally and not just GM.

Yes, there is a larger issue, but economic reconstruction is not the only thing that is involved. Mr. Gindin talks a lot about class, but surely a socialist society would involve the abolition of a class society–a radical qualitative change in our lives.  Mr. Gindin, being a “realist,” ignores this dimension of the problem. Economic reconstruction has existed in the past; capitalist emerged through economic (and political and social) reconstruction. However, in a socialist society, the reconstruction would involve the abolition of classes–and Mr. Gindin ignores the radical qualitative change in such reconstruction.

The third point is that radical demands that go beyond GM must be able to connect to the larger community and gain its support by addressing some of its needs. Mr.Gindin then asserts that the obvious issue that connects the two is the environment.

It is hardly obvious to me. As I argued in another post (The British Labour Party’s 2019 Manifesto: More Social Democracy and More Social Reformism, Part One), the focus on climate change is presently a fad (Bill Resnick refers to climate change often enough, outlining a possible apocalyptic life). Not that environmental problems are unreal; however, if people are unmotivated to face the power of employers as a class despite the daily experience of oppression and exploitation, why does Mr. Gindin think the issue of environmental problems will somehow motivate them and have lasting power?

Let us look at the concept of “environment” for a moment. The philosopher John Dewey analyzed the nature of the environment, and it is not something which is somehow “external” to living beings (from Logic: The Theory of Inquiry, pages 33-34):

There is, of course, a natural world that exists independently of the organism, but this world is environment only as it enters directly and indirectly into life-functions. The organism is itself a part of the larger natural world and exists as organism only in active connections with its environment.

The natural world is an environment only in relation to the life process. From John Dewey, Democracy and Education: An Introduction to the Philosophy of Education, pages 12-13:

In brief, the environment consists of those conditions that promote or hinder, stimulate or inhibit, the characteristic activities of a living being. Water is the environment of a fish because it is necessary to the fish’s activities—to its life. The north pole is a significant element in the environment of an arctic explorer, whether he succeeds in reaching it or not, because it defines his activities, makes them what they distinctively are. Just because life signifies not bare passive existence (supposing there is such a thing), but a way of acting environment or medium signifies what enters into this activity as a sustaining or frustrating condition.

The environment is not something external to workers but forms the conditions within which they live both biologically and socially. Some environmental conditions are distant, others close at hand physically. Such an environment in the case of human beings is also social since we are a species that depend on each other (grounded in the relatively long period before an infant can become a productive member of the world).

What are the environmental conditions that will most likely and immediately grip the interests of workers and community members? The priority should be developing opposition to the power of employers as a class, and community issues should be linked to that issue–such as housing, health, education, social services, the police and the oppressive forms in which such community services are provided. and, yes, the environment in a wider sense, but only in conjunction with the other issues. The view that the “environment” is something independent of us is nonsense. The environment as an isolated area of our lives will  unlikely have lasting power to engage workers and community members interests; it must be linked to these more immediate interests if it is to have lasting power rather than be just a fad.

He then summarizes these three points: the left must address the problem of the corporations not solving our problems, of how to deal with economic (and political) restructuring) and how to address the first two in relation to problems associated with the environment. Unions must thus become something other than what they have been since they have lost focus and direction under the sway of globalization and neoliberalism. Mr. Gindin, however, refers to the private-sector unions and leaves open the question of the nature and efficacy of public-sector unions.

I have already addressed the issues above-except Mr. Gindin’s backhanded idealization of public services and public-sector unions. This should come as no surprise. Mr. Gindin’s conception of socialism involves an expansion of public services via nationalization–as if the current form of public services did not require thorough reconstruction due to their oppressive nature. See my brief criticism The Contradictions of Social Democracy: Mr. Gindin’s Musings on the Closure of GM’s Oshawa Plant  and a more in-depth criticism of nationalization (and, indirectly, the idealization of public services) in the post The Poverty of Academic Leftism, Part Seven: The Idealization of the Nation State or the National Government and Nationalization in the Wake of the Coronavirus Pandemic, Part Two; see also The Money Circuit of Capital ).

Mr. Gindin then outlines his alternative plan. We should take over the GM plant, put it under public ownership and converting the plant and having the now unemployed workers use their diverse skills in the assembly facilities, the paint shop, the stamp shop and coordinating it with components plants in the surrounding area.

Such a plan needs to be linked to the environment for at least two reasons. In the first place, Mr. Gindin implies, the problem of the environment is urgent and needs to be addressed now. In the second place, the planned alternative facility should not face the constraints placed on it by competition from other capitalists in China and other parts of the world.

The appeal to the urgency of problems associated with the “environment” reminds me of some Marxists’ appeal to the urgency of transitioning to socialism because of the inevitable breakdown of capitalism. This hype about the urgency of environmental problems is unlikely to grip the interests of most workers and community members; they have more pressing immediate problems, like getting to work on time, enduring their work life without suffering too much humiliation, finding some meaning in their work life, going home and not suffering further problems.

It does make sense to seek areas of  production where competition is limited in order to prevent competition from leading to cuts in wages, benefits and deteriorating working conditions.

To kill two birds with one stone, it is necessary to engage in planning, and this planning requires not only the state becoming engaged in the process but in a more aggressive state that improves environmental standards by obliging people to move away from an economy based on fossil fuels. Furthermore, the state could also function as consumer by purchasing electrical vehicles. In addition, the state could use some of what it purchases for the expansion of public transport, thereby reducing the use of private vehicles and decreasing dependence on fossil fuels. Mr. Gindin calls the state planning to this end democratic planning. Democratic planning is impossible if key economic decisions are made by private companies.

I am dealing with Mr. Gindin’s inadequate treatment of socialism in other posts (see,  for example, Socialism, Part Nine: Market Socialism as an Initially Necessary but Inadequate Social Model). In relation to democratic planning, though, I will add that the idea that the total planning of society is to arise through the state was not an idea proposed by Marx: the state may own the means of production in the sense of preventing private individuals from denying workers to collectively use them, but the control over those means of production would be in the hand of workers themselves and not the state. From Rob Bryer, Accounting for History in Marx’s Capital: The Missing Link, page 277:

The section rejects the dominant interpretation that he advocated central planning. Marx’s mature concept of socialism abolishes markets for capital and labor power, but the section argues it requires competitive markets for products and services, cooperative enterprises, and accounting to hold enterprise management accountable to workers, and workers accountable to society.

(Bryer’s view of socialism has its own limitations in that he sees that Marx distinguished a socialist society that emerges from capitalism and a society that maintains itself on its own basis, but he then eternalizes markets.)

Mr. Gindin is an advocate of central planning, as is evident from the following:

Environmental change involves radical change since it involves change throughout society–including both production and consumption. We need to begin to create the capacity to convert to an environmentally friendly economy in every community by creating from research centers (peopled by young engineers) that inquire into what capacities, skills and equipment we currently have and what we are going to need to make the transition to an environmentally friendly economy. At the same time, the state needs to restructure the economy through, for example, raising environmental standards that require such environmentally friendly restructuring.

Mr. Gindin then contends that for this to work, several components must work together: planning, decentralisation and calling into question the private power of employers.

He then returns to the issue of environmental problems and the large-scale nature of the problem and the urgency of the problem. The problem cannot be addressed through the fragmented market nor can it be addressed through general phrases about the environmental crisis; if we stay at that level, workers will simply ignore the issue since they lack control over their lives and cannot address the issue when it is posed in general terms.

He then argues that since planning is required, it is necessary to control what you are planning. This involves changing property relations at work, which requires real struggle with workers to oppose the closing of plants not just in Oshawa but in many other communities.

Mr. Gindin admits that for now there is no base for such an approach; it would be necessary to organize for such an end. He also points out that the modern state is a capitalist state, which manages discontent by controlling and managing labour; the capitalist state has not developed planning capacities. What is required is a transformation of the capitalist state so that the state can plan democratically.

He argues that the capitalist market is failing in various ways in meeting our needs, from security to equality, environment and a rich personal life. Business is very vulnerable in these areas since it does not really meet these needs.

We need to develop the capacities of the working class to represent these needs, and it will not be easy. The working class must be reconstructed into a social force with the confidence to address these needs.

Mr. Gindin then claims that, during the Second World War, planning did indeed occur within the state, but the planning was performed mainly by businessmen becoming state officials. With the end of the war, they exited the state because they did not want the state to become autonomous. To be sure, the state has developed the capacity for planning in various departments, but it has not developed the capacity to engage in overall planning at the national level during normal periods (not exceptional periods, like wartime). Furthermore, the state does not know how to plan democratically. It is necessary to transform the state, and that will not be easy.

There are several problems with the above. Firstly, the reference to “decentralisation” is left hanging in the air. Where does decentralisation come into play in Mr. Gindin’s view of the nature of socialism. It remains a mystery. Secondly, it is not only necessary to call in question the private power of employers but the public power of state employers over employees. Thirdly, he talks about how workers need to oppose the closing of factories in various communities. Since the police protect the right of employers to close factories, Mr. Gindin should have indicated some kind of strategy about how to deal with the violent means used to protect the closing of factories and workplaces. Fourthly, even if he did propose such a strategy, it would probably involve workers having to jeopardize, if not their lives, at least their livelihood as the capitalist state through the courts fined them or threw them in jail. Would Mr. Gindin engage in such needed opposition personally? Fifthly, Mr. Gindin merely repeats the well-worn idea that central planning is socialist. This is hardly so. A common plan need not be a central plan formulated by some separate entity called the state. From Bryer, page 283:

Second, while Marx often wrote, for example in Volume 1 of Capital, that socialism would function according to a “definite social plan” (1976a, 171), there are two meanings of the word “plan” we need to keep separate. The dominant interpretation is that by “plan” Marx meant, “A table or programme indicating the relations of some set of objects,” “a detailed formulation of a plan of action,” in his case a production and consumption program or plan of action for society.3 The chapter, however, argues he meant a “scheme,” “of arrangement” or “of action,” a “Method, way of proceeding,” “a method for achieving an end,’ a way of organizing society. As Jossa (2005, 11) puts it, “while Marx and Engels certainly conceived of the plan as an antidote to the anarchical nature of the capitalistic market, they were thinking of a plan for abolishing the production of commodities and so not based on the law of value,” a scheme or way of organizing society for abolishing value.

Marx’s way of organizing socialist society, his concept of its relations of production, the chapter argues, is not the supervision or action controls implied by the central planning interpretation, but results control by workers.

Mr. Gindin’s reference to the state (which is not to wither away according to Mr. Gindin but is to expand) and implied central planning, on the one hand, and a democratic state, on the other, contradict each other. Marx, by contrast, was more consistent:

For Lavoie (1985) the ‘procedure’ or ‘process’ must be central planning. However, Marx and Engels consistently argued for a democratically elected and accountable workers’ state, for control by workers, which is what they meant by their occasional uses of ‘dictatorship of the proletariat,’ not ‘dictatorship of the Party’ or their leaders (Draper 1986). Against Lassalle’s fetishism of the state, the theoretical side of his pervasive authoritarianism” (Draper 1986, 304), as Marx put it, “freedom consists in converting the state from an organ superimposed upon society into one completely subordinate to it” (1989, 94), that is, in making the state fully accountable to workers. To provide the economic basis for democracy on Day 1 of the ‘dictatorship of the proletariat,’ to transcend capitalism’s profit and loss system of accounting control that Marx had explained in Capital (Bryer 2017), it implements a system of cooperative enterprise and social accounts, not central planning, a conclusion that Engels accepted, and Lenin eventually drew (see Bryer 2019a).

It is workers who will have to learn how to coordinate their own work and not the state as a separate entity. That such a learning process may take years or decades does not mean that the principle should be abandoned since coordination by workers (and communities) must begin from the beginning. With the elimination of capital markets and a market for workers, worker cooperatives (and community organizations) could emerge and serve as the learning organizations for such planning. From Bryer, page 277:

Fourth, the chapter analyses Marx’s criticisms of the draft Programme of the Socialist Workers’ Party of Germany, the Critique of the Gotha Programme (1875). …  He re-emphasized his long-standing vision of socialism based on a universal system of worker cooperatives that, transcending capitalist accounting control, must be accountable to workers and society for the production of value on Day 1.

Planning can emerge inductively through a federation of cooperatives, as Bryer argues (page 276):

To make this change the proletarian state takes all means of production into its hands, thereby abolishing the capital market, and abolishes the market for labor power, replacing ‘free’ wage workers with free social agents by replacing joint stock companies with a universal system of worker cooperatives, accountable to their worker-shareholders and to society.

It is through this “inductive” process rather than the “deductive” (top-down) process of planning that workers and the community will at last begin to control their own life process–and not through some form of central plan divorced from the workers and the community. Mr. Gindin may claim that he agrees with this, but his argument implies the divorce of the planning process from those who experience the consequences of this process–hence, his claim, in another writing, that the state is not to wither away but to expand.

I will continue in another post with critical commentary on the second part of the interview of Mr. Gindin. I suspect, though, that it will probably contain the similar arguments as above.

Implied Management Rights in a Collective Agreement in Mexico: Workers’ Obligations and Prohibitions

When looking at collective agreements in Mexico, I was unable to find a readily available management rights clause. Perhaps there are some, and if anyone has information concerning them, please make a comment so that I can incorporate them into this blog.

However, perhaps Mexican management rights are expressed in a different way. The obligations and prohibitions of employees, of course, is the other side of the coin of management rights.

I did find that Mexican collective agreements do contain provisions that specify the obligations and prohibitions of workers. For example, in the collective agreement in force from 2016 until 2018 between El Instituto Nacional Para la Educacion de Adultos (ENPA) (National Institute for Adult Education)  and the Sindicato Nacional de Trabajadores de la Educacion para Adultos (SNTEA) (National Union of Adult Education Workers), pages 50-57, indicates various obligations (clause 87) and prohibitions (clause 88).

Below is a rough translation of some provisions from Clause 87, page 50.  Since I am not a translator, the translation is approximate:

The following are obligations of the workers, in addition to those imposed by law:

II. Attend conscientiously to the carrying out of their work;
III. Carry out the functions appropriate to their job with intensity and care, abiding by the directives of their bosses, laws and rules;
IV. Obey the orders and instructions that they receive from their superiors in matters relevant to the carrying out of their service;
V. Fulfill orders that are dictated in order to confirm one’s attendance;
VI. Contribute with total efficiency within their powers and functions to the realization of the programs of the Institute and keep in all their acts total dedication and loyalty to the Institute;

Do these provisions express a “fair contract?” Or does it express a situation of hierarchy, where workers, because they lack control over the conditions of their work and employers control those means, are expected to follow the orders of their “superiors” unless they are willing to face punishment in one form or another?

Do these provisions express the freedom of workers? Or do they express their lack of freedom?

From Clause 88, pages 54, 56

It is forbidden for workers:

VIII. To foment by whatever means disobedience to their superiors;
XXXIII. To realize acts that relax the discipline that must rule in the workplace.

The same questions could be asked about these provisions.

The left here in Toronto (and in Canada in general), however, are incapable of answering such questions. They do not ask such questions. There is no discussion of such questions. Such is the lack of democracy in Canada these days.

Should we not be discussing such issues? If so, why are we not? What can be done to stimulate discussion of these and related issues?

What do you think?

Son obligaciones de los trabajadores, ademas de los que imponen las leyes, las siguientes:


Working for an Employer May Be Dangerous to Your Health, Part Five

Injuries, disease and death are the common experiences of many Canadian workers–and undoubtedly workers in all countries dominated by the power of a class of employers. This is so since, on the one hand, profit is the driving force of human life in such societies (see  The Money Circuit of Capital for an explanation of this). On the other hand, workers in such a society are themselves costs, on the same level as the machinery, buildings, computers, raw material and other objects they use to produce commodities. The pandemic has shown this, unfortunately, to be the case, especially in the United States, as workers have been sacrifice in order to open up an economy dominated by a class of employers. 

Even apart from the pandemic, the fact that human beings are both living beings and self-conscious living beings is used by the class of employers in order to obtain as much profit as possible in the shortest possible time. To do so involves a reduction in the costs of production by reducing the number of workers or by reducing the costs of the means of production. By intensifying work through the reduction of the number of workers to the bare minimum, employers produce conditions that can easily result in injury, disease or death. By focusing on cutting costs to the maximum by, for example, not purchasing necessary safety equipment, employers also produce conditions that can easily result in injury, disease or death.

This situation is not generally recognized by capitalist governments or states. The sacrifice of workers for the benefit of the class of employers is often hidden–with the implicit or explicit collusion of the capitalist government or state. Thus, Bob Barnetson points out, in The Political Economy of Workplace Injury in Canada, page 173:

The purpose of this book was to examine how Canadian governments prevent and compensate workplace injury, who benefits from this approach, and how they benefit. The first four chapters suggest that governments do a poor job of preventing injury. The use of ineffective regulation appears to represent intentionally prioritizing profitability over safety. And the state has contained the ability of workers to resist this agenda by shaping the discourse around injury and the operation of these systems. Examining injury compensation reveals how seemingly neutral aspects of claims adjudication and management financially advantage employers and limit the ability of workers to resist unsafe work.

Together, this analysis suggests that the prevention and compensation of workplace injuries are not solely technical or legal undertakings, but intensely political ones that entail serious consequences — most often for workers. This conclusion is quite upsetting. But the facts are difficult to dispute. Whatever the drawbacks of Canadian injury statistics, they demonstrate that hundreds of thousands of workers are injured each year on the job. This raises two fundamental questions. First, why are so many seriously injured every year? And, second, why don’t governments do something about it?

Unions, of course, do seek to protect workers from the more vicious forms of health and safety violations. However, although the intentions of union reps may be praiseworthy, should we not wonder why they fail to question the basic source of injuries, disease and death in workplaces in modern society: the existence of a class of employers that uses human beings as means for purposes not defined by those who work?

All radicals should ask union reps the same questions: “First, why are so many seriously injured every year? And, second, why don’t governments do something about it?” They should also ask them: Why do union reps use such clichés as “decent work,” “fair contracts,” “economic justice,” “fairness,” “fair labour laws save lives” when the situation workers face, whether unionized or non-unionized, is indecent, unfair and unjust–a situation that leads to so many injuries, diseases and deaths?



The Contradictions of Social Democracy: Mr. Gindin’s Musings on the Closure of GM’s Oshawa Plant

The following is a critique of an article written by Sam Gindin before the coronavirus pandemic emerged. It is relevant to the current situation because of the current call for public ownership as a solution to the problems that we face.

Mr. Gindin published an article on February 3, 2020, titled Realizing ‘Just Transitions’: The Struggle for Plant Conversion at GM Oshawa. Here Mr. Gindin attempts to criticize, on the one hand, what happened at GM Oshawa (elimination of around 2200 direct jobs when GM closed the auto plant), and on the other to suggest what should be done to prevent such a situation to arise in the future. However, his own social-democratic position, with its implicit assumption of not challenging the power of the class of employers, shines through in the article.

Mr. Gindin claims that GM’s decision to close, among other plants, the GM Oshawa plant left the recently elected Conservative government of Doug Ford “red-faced”:

The response of the federal government, which had used the preservation of jobs to justify giving GM billions in public funds during the financial crisis, was a tepid ‘disappointment’. The provincial government, which had been plastering the province with the slogan ‘Ontario is open for business’ was left red-faced when, as its billboards were going up, GM announced the closing of one of the largest workplaces in the province.

Where is there evidence that the Ford government was embarrassed at all? The idea of “open for business” includes the idea that, in the competitive struggle for survival, corporations will sometimes close down. The obverse side of “open for business” is–“closed for business.” Corporations are free to decide to open and close doors as they see fit–such is the nature of neoliberalism. Or is that not so?

Mr. Gindin then criticizes Ms. Dias, head of Unifor (which represented the workers at GM Oshawa):

Nor did the autoworkers’ union, Unifor, escape its own share of discomfort. Less than two years earlier, its leadership had negotiated lower wages and pensions at GM for new (essentially younger) workers in spite of those workers doing exactly the same job as those beside them. This betrayal of union solidarity was sold to the members as a victory because of its promised retention of jobs. When the closure exposed the job ‘guarantees’ as a sham, the national president reacted with predictable bluster and launched a public relations campaign to shame the corporation into reversing its decision.

Undoubtedly, Mr. Dias would have preferred for the plant not to close. To prevent such an action, Mr. Dias negotiated a collective agreement that involved “lower wages and pensions at GM for new (essentially younger) workers in spite of those workers doing exactly the same job as those beside them.” Mr. Gindin objects to such a negotiated agreement on the basis of “union solidarity.” The principle of union solidarity, it would seem, involves attempting to have all union members who are doing the same job to be treated in the same way. (Note that Mr. Gindin does not refer to “labour solidarity” or “worker solidarity” but “union solidarity.” Mr. Gindin is a friend of–unions. As I argued in another post, he is too close to unions to adequately criticize them. But that just as an aside).

Mr. Gindin then refers to how this “betrayal to union solidarity was sold to the members of a victory because of its promised retention of jobs.” It is of course possible to criticize Mr. Dias and others for sacrificing some workers in exchange for an impossibly guaranteed retention of jobs. However, Mr. Gindin does not explicitly question the power of employers to make decisions that involve closing down plants. Such power forms part of management rights and is often embodied in a management rights clause, implicitly if not explicitly. Why does Mr. Gindin not criticize this fundamental right?

And why does he not criticize the attempt by many unions to “sell” negotiated collective agreements on the basis of “fairness,” “decent work” and so forth? He certainly criticizes Mr. Dias’ attempt to “sell” the betrayal to union solidarity” in relation to the creation of a two-tiered collective agreement–but he nowhere criticizes the implicit or explicit acceptance of unions and negotiating committees to the legitimacy of collective agreements. Union reps often “sell” negotiated collective agreements that need to be ratified to their members by referring to them as “fair contracts”

“We have been trying to negotiate a fair contract for seven months,” said James Nugent, the bargaining team’s chief spokesperson [for CUPE Local 3902, or the Canadian Union of Public Employees Local 3902]. “We’ve been fighting for better learning conditions for our students and better working conditions for our members. Last night, our members sent us back to the bargaining table to keep fighting for those things, and that’s what we intend to do.”

Union reps often try to “sell” this ideology of “fair contracts” to their members. Why does not Mr. Gindin criticize this ideology and not just the ideology of two-tiered contracts? What happens if a collective agreement does not have a two-tiered provision? Does that then make it a “fair contract?” Mr. Gindin is silent over the issue–as are union reps. Why this silence?

Mr. Gindin then has a section that outlines an alternative:

Toward an Alternative

A small group of rank and file Oshawa workers and retirees understood that far more was needed; both logic and history suggested that appealing to GM to rethink their cold calculations was naïve. They joined with other community allies, including the Durham Labour Council and supporters from the Toronto-based Socialist Project, to establish Green Jobs Oshawa. Its mandate was to explore and organize around other possibilities for the Oshawa facility.

A problem already arises. I am ignorant of the specific nature of the Durham Labour Council, but the Toronto and York Region Labour Council does not call into question the legitimacy of the power of employers as a class; rather, it presupposes such legitimacy (John CartWright, president of the Council, refers to “economic justice”–implicitly referring to collective agreements. See my post  Ontario Looks Right–With Some Help From the “Left” ). I have criticized  as well some of the views expressed by the Steering Committee of the Socialist Project (see The Socialist Project’s Critique of Doug Ford’s Attack on Local Democracy Falls Short).

But let us proceed:

Four perspectives drove their ambitious proposal. First, GM was the problem, not the solution.

Yes, GM is a problem and not the solution–but it is not just GM that is the problem but the power of employers as a class, of which GM is only one example. Defining the problem only in terms of a particular employer is a typical social-democratic trick of focusing on one “bad” employer rather than the class of employers. Already, looking at alternatives seems limited.

Let us continue:

Second, expecting to compete in the market with China, Mexico or plants in the American south was no answer. It would only reproduce past pressures on wages and working conditions, past insecurities and past failures. Third, any alternative would need to introduce a product with special social significance. And fourth, the issue was not just jobs but retaining Canada’s manufacturing capacities.

Seeking an alternative product that would prevent competition with other workers in the same kind of market is certainly to be preferred. As for “a product with special social significance,” this issue is connected to the following:

The Oshawa facility could then be converted to assembling fleets of electric vehicles. The sale of these vehicles was to depend not on market competition, but a social plan based on direct government purchases of the products the government had invested in. The fleet vehicles involved would range from electric post office vans (as recommended earlier by the Canadian Union of Postal Workers) to hydro-electric vans, newly designed school buses, ambulances and police cars. With that base, the plant could also produce electric cars for individual consumers and, depending on how much space remained available, add other environmentally-related products.

The government would provide the bulk of demand for the output, with individual consumers making up any needed demand so that the Oshawa facility could be fully utilized (GM had identified under-utilization of the capacity of the plant as a major reason for its closing).

The government as the major consumer would also be the major owner:

In line with this outlook, Green Jobs Oshawa called on the federal government – or the municipal government with substantial financial and technical support from the feds – to take over the land and equipment idled by GM.

The government would then become both the employer and the major consumer. This solution may certainly have retained the jobs–but would not have changed the use of workers as things by government. Merely because the government is the employer does not prevent workers from being exploited and oppressed (see The Money Circuit of Capital).

Why did Green Jobs Oshawa not call on the government to take over the plant while concentrating decision-making power over the plant with the workers who worked there? Why did it not call into question the power of employers to make decisions at all that can affect the lives of many workers and the community–investment decisions? Why not use the GM shut down as an example of the dictatorial power of employers? Why this focus on the government as the saviour rather than the workers and the community?

Green Jobs Oshawa, rather, tried to evade this central issue:

The message was that jobs, the environment, and the industrial capacities for conversion and restructuring are inseparable. From that perspective, saving Oshawa was not an end point but a beginning and an example to build on.

Jobs, the environment and the industrial capacities for conversion are not just inseparable. To adequately address them, it is necessary to address the power of employers as a class, the infinite movement of capital (see  The British Labour Party’s 2019 Manifesto: More Social Democracy and More Social Reformism, Part One) and the social and political structures that go with them.

The next section of the article is titled “Frustration and Persistence.” Mr. Gindin outlines what he believes is the cause of workers’ skepticism concerning such an alternative:

Frustration and Persistence

Green Jobs Oshawa developed a website, distributed leaflets to workers, held educationals and public forums in Oshawa and Toronto, organized petitions, commissioned a widely respected professional feasibility study confirming its case, received sympathetic attention in the press and gave numerous media interviews. Yet the committee couldn’t generate the necessary level of support, starting with the workers themselves.

The workers in Oshawa were frustrated and angry, but anger doesn’t necessarily translate into activism. Having experienced the steady drip-drip decline of the Oshawa complex, having recently suffered demoralizing defeats after defeats in bargaining, and now seeing the final end of vehicle assembly in the city, workers had shifted to survival mode. In that state of mind, most workers, it seemed, had simply stopped even thinking about possibilities. Nor was it unusual for workers to guard against hope creeping into their consciousness; risking the pain of once more seeing hopes dashed made even hope something to willfully avoid.

Though workers contacted by Green Jobs Oshawa generally considered the proposals on conversion as sensible, this was trumped by their skepticism of ‘sensible’ driving economic and political decisions. Critical here was the role of the union. As frustrated as workers were with the union, they still looked to its structures and resources for leadership, especially given the radical nature of the alternative proposed. But with both the national and local leadership not interested in and even hostile to an alternative, it was no surprise that workers were lukewarm to committing to a fight for a long-shot alternative.

Important here, as well, were the limits of the environmental movement. Environmentalists have most impressively raised public awareness of the looming environmental catastrophe. Yet they have been far less successful in getting the mass of working people on side. Two inter-related problems stand out. First, the promise of a ‘just transition’ is well-meaning but unconvincing to workers; workers rightly ask how such a commitment could be met in a society driven by competition and private profits. Second, with the environmental movement generally absent from workers struggles, developing ‘awareness’ could only go so far.

Workers have been indoctrinated from school to accept the power of employers to make decisions over their lives (as I show in a series of posts on indoctrination in schools via the silence of the Canadian history curriculum over the historical emergence of employers and employees. See, for example,  Co-optation of Students at School Through We Day, Or School Indoctrination, Part One). Various organizations and activities reinforce such indoctrination (union ideology of “fair contracts,” “decent work,” social organizations that deal with oppressing people in various ways (child and family services, social assistance, collection agencies, courts and the like). To counteract such indoctrination, it would be necessary to engage systematically in a critique of such indoctrination–but Mr. Gindin does not believe that such a systematic and engaged critique is necessary (otherwise, he would have engaged in such criticism when the opportunity presented itself in relation to pairing the fight for a minimum wage of $15 an hour with the idea of “fairness”).

The skeptical attitude of workers in relation to their own capacities for controlling their lives in the face of multiple forms of indoctrination and oppression is understandable, but Mr. Gindin ignores such indoctrination and oppression in practice.

The final section is called “Green Jobs Oshawa Lives On.” Mr. Gindin states what he thinks has and has not been accomplished in the Green Jobs Oshawa” campaign and what should be done:

Green Jobs Oshawa Lives On

Measured by its ability to keep the Oshawa facility humming, Green Jobs Oshawa was not successful; today, no more vehicles are being assembled in Oshawa. But measured by their work in placing a vital but largely ignored issue on the agenda – the steady loss of the productive capacity we will need to reconstitute the environment – brings a more encouraging conclusion.

Though the Oshawa facility is now quiet, the battle to revive it, with all its noise and productive bustle, continues. The facility still has waiting assembly lines, a body shop, a paint shop, and 10 million square feet of space. In Oshawa and nearby, there is no shortage of workers anxious to apply their too often underestimated skills, suppliers with flexible tooling capacities, and young engineers leaving university anxious to apply their knowledge to developing socially useful products. Green Jobs Oshawa continues to send out material and speak at events, making connections and spreading the urgent discussion of possibilities.

Workers – with the support of their union leadership where possible, on their own if that leadership is not sympathetic – should be setting up committees to consider the future of their workplaces and holding meetings to discuss the plant occupations, nationalizations and conversions in other cities facing major manufacturing shutdowns.

The Canadian Labour Congress should be supporting and coordinating such initiatives with its own research and also joining with the environmental movement to take the initiatives further. A significant step would be to lobby for a National Conversion Agency with the authority and financial and technical resources to intervene when plant closures occur or seem imminent.

Provincial federations of labour could focus on the environmental particularities of their own regions as, for example, the Alberta Federation of Labour has started to do in addressing how the inevitable transition away from oil could be economically and socially managed. This could include lobbying to establish local tech-enviro centers populated by the hundreds of young engineers mentioned above. Alongside coming up with possibilities for local conversion and development, they could contribute to spreading understanding to the community of what we face and what needs to be done.

For private sector workers, the crucial fact is that environmental pressures will require transforming everything about how we live, work, travel, and use our leisure time. Such a massive and unprecedented undertaking (the conversions entering and exiting World War II come closest) can, if done right, mean not a loss of jobs but a shortage of workers trying to meet society’s ‘regular’ needs and the demands of environmental reconstruction.

As for the public sector, the growing acceptance that environmental limits translate into limiting individual consumption in the developed countries leads to a greater emphasis on collective consumption. We are on the cusp of having to urgently redefine what we mean by ‘abundance’ and to place greater value on retrieving our time, leisure, social services (health, education), collective goods (public transit, libraries), and public spaces (sports, music, arts, parks) – a reorientation, that is, to the expansion of the public sector and public sector jobs.

Finally, for environmentalists, truly addressing the scale of what must be done means moving from a vague anti-capitalism to an aggressive – and confident – call for democratic planning and its corollary of fundamentally challenging corporate property rights. And addressing how to implement such policies, requires bringing the mass of workers on side to both the environmental necessities and to the overcoming of capitalism. This can only begin with actively supporting the defensive struggles of workers with the goal of linking them, as Green Jobs Oshawa has tried to do, to those larger issues of conversion and democratic planning in the shaping of the world to come.

In short, the issue is not simply a matter of bringing the environmental movement and the labour movement together; each must be transformed if the sum is to be more than the currently limited parts. The environmental movement must raise itself to a new level by concretely engaging the working class, and the labour movement must escape what, for it, has become an existential crisis. The threats and opportunities of the environmental crisis offer a chance for labour revival, but only if this incorporates a renewed approach to organizing, struggle, radical politics, and the maximization of informed membership participation. •

Mr. Gindin follows the British Labour Party, in its Manifesto, by jumping on the bandwagon of environmentalism–rather than focusing on criticizing the power of employers as a class (which would involve criticizing union ideology of “fair contracts,” “decent work,” “fair collective bargaining,” and the like) , first, and then linking that issue to environmental issues (see my post  The British Labour Party’s 2019 Manifesto: More Social Democracy and More Social Reformism, Part One). Mr. Gindin only near the end of this section does Mr. Gindin address this issue:

Finally, for environmentalists, truly addressing the scale of what must be done means moving from a vague anti-capitalism to an aggressive – and confident – call for democratic planning and its corollary of fundamentally challenging corporate property rights.

But earlier, Mr. Gindin claims the following is the key issue:

But measured by their work in placing a vital but largely ignored issue on the agenda – the steady loss of the productive capacity we will need to reconstitute the environment

The deindustrialization of the advanced capitalist countries–is that really more important than another issue that has been “largely ignored”–the power of employers as a class? Which should the left focus on? And if we focus on the power of employers as a class, should we not criticize the ideology of many unions, which often try to sell the results of collective bargaining as a “fair contract?”

Frankly, Mr. Gindin’s approach fails to see the need for a rigorous and persistent struggle against those who justify collective agreements with such phrases. The same applies to other social movements who refer to “fairness” and the like. We need to use every opportunity to oppose such indoctrination.

Mr.Gindin, however, argues only for the positive side in the following:

Workers – with the support of their union leadership where possible, on their own if that leadership is not sympathetic – should be setting up committees to consider the future of their workplaces and holding meetings to discuss the plant occupations, nationalizations and conversions in other cities facing major manufacturing shutdowns.

To set up committees that are more than paper committees, it would be necessary to deal with the limitations of unions, collective bargaining and collective agreements while recognizing that collective agreements do provide some real protection for workers. If workers merely set up committees without engaging seriously in debate over the pros and cons of collective bargaining and collective agreements, then such committees will likely be isolated from the needs and interests of workers.

It is interesting that Mr. Gindin engages in abstract moralizing when referring to what the Canadian Labour Congress (an organization of affiliated unions that represent over three million Canadian workers) ‘ought or should do’:

The Canadian Labour Congress should be supporting and coordinating such initiatives with its own research and also joining with the environmental movement to take the initiatives further.

Another inadequacy of Mr. Gindin’s approach can also be seen from the above quote. Hegel, a German philosopher, saw through such empty phrases as “ought to” or “should” long ago (from the Encyclopedia Logic, page 30):

… the understanding, which regards its dreams (L e., its abstractions) as something genuine, and is puffed up about the “ought” that it likes to prescribe, especially in the political field-as if the world had had to wait for it, in order to learn how it ought to be, but is not. If the world were the way it ought to be, what then would become of the pedantic wisdom of the understanding’s “ought to be”?

This does not mean that we should not engage in wishing for what ought to be, but that what ought to be should be grounded in what is the case. What is the nature of the Canadian Labour Congress (CLC)? Is it realistic to believe that the CLC would ‘support and coordinate’ such initiatives? See my criticism of the position of the president of the CLC, Hassan Yussuff, in The Canadian Labour Congress’s Idealization of the Collective-Bargaining Process.  Would it not be better to engage in criticism of the CLC–what it is, how it operates and so forth?

There are other problems with this last section. Reference to “democratic planning” clashes with the call for the government (a capitalist government) to operate as employer. How is there democratic planning when the government is the employer? This is to idealize the government and the public sector. This idealization also is expressed in the following:

As for the public sector, the growing acceptance that environmental limits translate into limiting individual consumption in the developed countries leads to a greater emphasis on collective consumption. We are on the cusp of having to urgently redefine what we mean by ‘abundance’ and to place greater value on retrieving our time, leisure, social services (health, education), collective goods (public transit, libraries), and public spaces (sports, music, arts, parks) – a reorientation, that is, to the expansion of the public sector and public sector jobs.

This uncritical reference to the “public sector”–as if working for the government were somehow not subject to exploitation and oppression–is typical of social democrats. So too is Mr. Gindin’s one-sided reference to challenging “corporate property rights” without challenging the power of the state as a capitalist state, on the one hand, and as an employer, on the other. Again, see the money circuit of capital link above for a critique of this view.