A syndicate? To do what?

The least we can say, is that chatters quite unionism these days in the community. Sure, this is far from unanimous. If it was the case, we would together long ago! More reason to dwell on some of the questions that arise over the discussions with classmates and co-workers.

We do not need!

In any workplace, conflicts arise periodically between the interests of employee-e-s and those of the organization or management. It is in the nature of this particular report called wage. We do not live on another planet simply because we bossons in / for an NPO. These conflicts are varied : (dice)
work organization, formal or informal hierarchy, inequalities in wages or benefits, absence or breach of employment contract, psychological or sexual harassment, forced unemployment, precariousness imposed, mandatory overtime or unpaid… The list is long! Those working for some years in this environment have mostly met either of these problems. Sometimes, we find an amicable solution. Often, it corrodes our brake hesitating to speak to C.A. or colleagues, including when / her work in another group, whether for fear of retaliation or moved loyalty. e-helpless face feels the situation : « anyway, the group is in the red ", "It's like that in the community". At the end of the line, it often ends by resignation or
worst, to "leave" disease. We work in the community, but we
are not provided missionaries. We did not vow of poverty. Our thirst for social justice, our desire to change the world with no-
law and the voiceless must not make us forget that we are working people and our interests are not the same as those of the Government, its agencies, private foundations, leaders and bosses (big and small).

My middle (I work for a law advocacy group), when I speak to people who need support, I often stress the importance not to remain isolated, to regroup. Discuss our situation, rely in difficult times, fight for common goals, build links to be stronger-e-s : if it's good for tenants, welfare recipients, the street youth, why should it be different for employee-e-s Community? Would we simply go barefoot-e-s shoemakers, over our affairs? Why not set up an organization that identifies recurring issues in our workplaces, which develops common demands and strategies to succeed?

The unions are not adapted to the realities of our environment

I often hear colleagues say : "It's probably doable in a large group (with great staff), but not in my workplace : it's just two or three in the office ". this reality, that of organizations with fewer employees-e-s, often makes it difficult to implement a union, at least by central as the CSN or the FTQ. The reverse is also true : imagine convince 200, 500, 1 000 People in one box to join a union. A daunting task ! But if you feel the need, what prevents us to organize ourselves differently, with other means?

Before getting a formal recognition of the state and rely on attorney-e-s, the labor movement was first beaten with his strongest weapon : solidarity. This is still the case for any / all-operated e-s and left-e-s behalf. this solidarity, we call all our wishes in social movements, is sorely needed as employee-e-s. We may work for employers
different, but just stop two minutes to realize that we have many things in common, starting with donors dictating the band a significant portion of our working conditions. To us identify what brings us together and overcome what can divide us.

If this solidarity is at the rendezvous, what we lose in legal challenges by organizing ourselves in a union that is not recognized "officially", we will win in the control of our targets and our fighting. The possibilities are endless if we
are a sufficient critical mass to apply.

My group, it may be very badly perceived by members.

In some cases, it will probably be true, especially where a sincere effort is made to provide decent working conditions to the employee-s ("According to the capacities
the financial organization "). The same is true if a form of self-management or co-management exists or if the daily reports are correct and respectful. Without
want to play the doomsayers, there is no guarantee that such a work climate endure, especially if a significant enhancement of funding for community groups is not envisaged in the short term… Sooner or later, the outside world may catch up (a new or particularly execrable coordinator!)

Another element plays on the perceptions of members. For many people, unions are just another way to impose the status quo, to maintain the privileges of some over others. Sadly, we can not say that the majority of trade unions are doing something to break this image
their sticks to the skin. On the contrary, they sink too often caricatured in a corporatism that goes with a siege mentality-e. This is part of the course
prejudices with which we must deal, whether we want it or not.

another obstacle, most community groups do generate little or no independent income. The bulk of their budget comes from a set of program
government subsidies and donations of various kinds, mainly from private foundations, even religious communities. The bulk of that income is then paid in salaries and social charges. With a few exceptions, community groups currently stalled in their efforts to increase their funding. Therefore, working conditions are deteriorating from year to
year. If the network of health organizations and social services, at least, the merit of organizing a little bit, it can not be said of the right of groups. In our midst, funding issues (and by extension the working conditions of the employee-e-s) are virtually taboo. Could it be because many active members / active, who are the true lifeblood of community groups, have conditions even more precarious lives as e-s-employee of the same organizations? Discomfort can quickly install when it comes time to discuss these issues frankly.

To rally the base groups, should we not identify the state as a prime target for concerted action of employee-e-s? There are direct links to be made between the deterioration of working conditions, the sub- Chronic funding for community groups, pressure from employers to privatize public services, cuts in social programs, the incessant attacks of the government and foundations against group autonomy and the need for e-s-employed to organize in solidarity to put sand in the gears. As we explain these workings and nature of our approach, which is part of the rich tradition
activist of the autonomous popular education.

organize? Perhaps, but in a real union

The vast majority of workers and community workers are not unionized. It is a fragmented and fragile industry, where wages are low. Not necessarily the ideal environment for plants when they are thinking about recruiting new members. It would take a lot of work and money, if they say. The game is not worth the candle, unless of course the ripe fruit falling within their
mains.

We can decide to let others organize things for us. If that is the case, we should not be surprised if you end up having to deal with a wheeler union, undemocratic, very corporatist. It is a concrete possibility in certain groups. Fortunately, other options exist. The SITT-IWW offers space for organizing, with a rich tradition of struggle which can freely draw. The Union is based on its members and their involvement. Its membership is voluntary, its operation is
horizontal (nonhierarchical). It exists only if the anime and that is used as
collective organization tool. its recognition, he earns in practice, through direct action and solidarity.

Now, killer question : Is the IWW-SITT a real union? Not according to the bourgeois law, but certainly for its members. Is iI is not closer to a 'real' union that these associations officially recognized by the State, led by professional schemers, that not only betray the spirit of unionism, but all the sacrifices made in its name? To us to answer this question.

Written by Mathieu intersectoral local Section Quénec for volume 2 Sochi, October 2014