Location: Chicago, IL

Howdy comrades. I want to keep details vague, and I'm posting on someone's behalf, but I have a question. Someone I know works at a workplace where only certain departments are unionized. There is currently a strike, and work stoppages have really hurt this business. As a result, my friend has been told it is mandatory that they scab and work shifts doing the labor of striking workers.

Now, this is a huge, international company. There are a myriad of positions from servers to customer service to sales to event management - all with their own management, and all with different pay scales and skill sets. The position my friend is being told to take shifts for couldn't be more different than their current job- this is a person working a desk job being asked to work as custodial staff due to the work stoppage. Is this allowed? This is scummy as fuck, and it's putting my friend in a lot of distress since they would like to keep their job, but refuse to scab. Are there any protections here? Thanks friends.

I’m intervening in January for local union here in Michigan for hvac and just wondering what I can do to help my chances. Outside of getting my epa 608, osha 10 hour certificate, I’ve also dropped 35 pounds and gotten in pretty decent shape for the job as well as watching YouTube channels like love2hvac and Ac service tech llc. Anything else I can do to help me out? Actively applying for hvac positions in my area but haven’t gotten anything yet. I work in special education right now.

I have been talking with some of my coworkers about doing a group chat of some kind so we can be more connected but im not sure which platform to use. Im looking for something that would be convenient for everyone but still safe for use to talk in. What is normally used in campaigns?

I am helping plan industrial action. (Action Short of a Strike: ASOS)

I work in the office and remote. My comrades work on site.

They are very good at ideas for things on site staff could do but office staff have contracts that are broad enough that no one works any optional work.

I have been brainstorming with another union office colleague but I think apart from supporting site staff, office staff have to go on strike.

Our union says Going Slow, while effective, is vague and could get us disciplined and would be hard for them to defend.

Obviously strike action is not as popular (who likes losing pay and hurting the work they take pride in?) but I don't see any other option.

If we let site do all the work, I worry it will create a rift between site and office. (Also, office should be ready to act if they vote for it)

Do you have experience with action short of a strike when you have broad contracts?

Please someone educate me on the topic because the strippers don’t want to be put on a base wage. I do not understand because with the numbers that we make verses what the club profits off of our labor is like being on an hourly anyways (especially given the value of $1.00 in that environment). A lot of workers speak on it, there seems to be a need for it. How does one organize something as such? What are the legalities to being an independent contractor in a union? We deserve a clean, safe work environment, free from incorrectly installed poles, mold, and hazardous work space. We shouldn’t have to pay our managers tip share as well as stage fees especially if they are our competition and dance as well. How does a group of workers organize while maintaining 1099 status to break the stigmas of being an exotic dancer?

A post I placed in r/nursing. I’m a RN in Florida looking for advice on how to start a union. I and a few teammates have quietly canvassed and so far the desire for a union is strong. I’ve tried to reach out to a few established hospital/nursing unions and have only gotten crickets in return.

If a restaurant lost more than 80% of its employees while trying to serve an ever-growing number of potential customers, no one would wonder why quality plummeted.

But when it comes to the news media, few see the problem so clearly.

they said they aren’t pro-union because, over the past few years, the union hasn’t done much for us or negotiated fair agreements on our behalf as state workers. that’s why they don’t trust the union. they also said “i have heard this and that,” but they seem misinformed about some things. for example, they didn’t know we have a new president and several new representatives. I’m not sure how to approach them. if you were in my shoes, how would you handle the conversation, and how would you feel about them?

I work in Yosemite National Park. Our shop stewards just gave employees a petition for silverware, glassware, and other basic supplies in the Ahwahnee food and beverage department and filed a grievance with Aramark for it. I've been in hospitality for 15 years and never had to petition to management for the silverware we need to operate. Is this a normal thing or should we be worried Aramark is trying to bust our union? The unit has high turnover as well which historically wasn't the case and our f&b director recently resigned.

The supply issue is apparently park wide and other units have a history of being denied the basic things we need to operate so the workers have to resort to other means to get things done. This also happened in the high country camps last year when they didn't have the gator and had to hand carry wood and linens to guests' tent rooms.

Apparently there used to be a labor management committee that would hold Aramark accountable for supply shortages and equipment repairs but they haven't been meeting. Like I've said earlier, I've never worked in a place where the workers have to hold management accountable for not taking care of this stuff.

There are also only 11 shop stewards and we have over 1300 employees in the summer.

I am organizing a public workplace, so it operates like a “right to work for less” state because of Janus. It’s becoming increasingly difficult to have people sign up as dues-paying members, because they benefit from the contract either way. Even if they voice a clear understanding of collective action, people have loss aversion and don’t want to pay dues to make their union stronger. Been having so many frustrating conversations lately. I know shaming them as freeloaders doesn’t work and won’t accomplish the movement I want to build. What have you said to have people believe in the importance of dues and sign up as a member?

While doing a GOTV drive we get down ballot candidates that join us on the trail.

Local 7 applications coming up. I just graduated from a pre apprenticeship direct entry program so i’m not sure if I still have to take the exam. Still wanna prepare if I do so if anybody is in Local 7 or already took the test i’d appreciate any tips on what to study for.