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Solidarity e-s-order of the Labour Act

In solidarity with those who have fought and still fighting against the Labour Act and "the world", the SITT-Montreal IWW organized a fundraiser to help the group Collective Defense (DefCol) from Paris, and offering supportt moral and financial arrêté.e.s to persons and / or incarcéré.e.s in connection with the movement that began this spring. This amount is of course symbolic, but it is an international solidarity must be maintained in order to fight the system that starves us and plunges us into poverty.

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It's a funny workplace, as the Community.

Although rooted in its environment, we are here in constant contact with the population, scrutinizing him epidermis, paring his morale in its depths. accompaniment, support, services of all kinds, empowerment, name it, e-s-speaker walk side by side with their people. And not only for moments of jubilation, est-il nécessaire de le mentionner? C’est un lien privilégié, gagné par la confiance, tissé serré. Conséquemment, outre les populations concernées, les employé-e-s du communautaire sont de fait les plus à même d’observer et comprendre la source de nombre de problématiques sociales. Et donc d’y
apporter des solutions, ou d’en soutenir les initiatives. Mais cela, tant et si bien qu’une certaine marge de manœuvre est permise.

However, malgré cela, quand vient le temps de réfléchir sur la nature, la mission et l’orientation d’un organisme, on leur demande de respecter leur rang. Hiérarchie prévaut, no matter the cost! Connais ta place et tais-toi! Et en cette époque austère, avec les pontes de la finance qui décident qu’y en a marre, que l’onéreuse digue solidaire doit sauter, et qu’au final, on laissera la population se coltiner la facture et les pots cassés, on est ici au front. Responsabilité collective, donc vache maigre pour tout le monde, sauf pour les potes, que les gourous du politique brament. Now, ils exigent la rationalisation des bourses les plus vulnérables et imposent la précarité dans les organismes communautaire. Merde ceci, merde cela, on coupe tout azimut. Directement ou indirectement, whatever.

Mais tâter le pouls des services sociaux et des personnes dont la santé et le bien-être en dépendent, ça ne se fait pas entre deux rencontres au sommet, à tripoter des chiffres et statistiques glanés ça et là. Ce n’est pas du haut de sa tour d’ivoire, le cul au chaud dans des draps de soie, qu’on constate l’étendue d’un merdier socioéconomique provoqué, c’est sur le terrain.

Faire autant avec moins, et prouver l’utilité de sa job, en chiffres, de manière quantifiable, voilà les mots d’ordre. Le travail au quotidien dans le communautaire, et sa finalité, c’est souvent autrui en haut qui en dicte la couleur et la valeur, à sa guise, et pas toujours dans notre intérêt et celui de la population. Et ils sont nombreux, ces sociopathes de la nouvelle gestion publique, à exiger des redditions de compte. There is, exactly, les spécialistes de la gestion, mais aussi les bâilleurs de fonds, les cadres apolitiques, les cadres avec visée
Politics, les politiciens locaux, les caisses de charité, les conseils d’administration, les directeurs de centre, un éventail de boss, etc. Un tas de gens aux titres pompeux et aux idées calculables.

Et c’est bien là que le bat blesse. Car, in community, autant pour les personnes qui en bénéficient que pour celles qui y œuvrent, les attaques proviennent de partout. D’un bord, il y a les instances, privées et publiques, qui accordent le financement et en déterminent les conditions; de l’autre, il y a cette hiérarchie bureaucratique et technocratique qui vient dépouiller de leur pouvoir les travailleurs et travail- leurs du communautaire ainsi que la population. Et il est facile pour les uns et les autres de se renvoyer la balle, de brouiller le jeu, de se déresponsabiliser.

À ces multiples sphères décisionnelles auxquelles répondre, vient souvent s’ajouter l’absence d’une structure de solidarité entre les acteurs et actrices du milieu communautaire. Parce que si occasionnellement, surtout lorsque des coupures s’annoncent, l’adversaire est commun, le combat se fait individuellement, ou organisme par organisme. Certainly, les ordres professionnels ont une certaine influence, et certains
secteurs sont syndiqués, mais le milieu en soi n’intéresse pas les centrales. La raison est simple : de petits groupes, des salaires raison- nables mais sans plus, so, de petites cotisations sur lesquelles se mettre la dent. Et les syndicats corporatistes n’aiment pas
se déplacer pour des bagatelles.

C’est à la lumière de cet état de fait que le Syndicat industriel des travailleuses et des travailleurs (SITT-IWW) en appelle à la réappropriation de leur milieu de travail par les employé-e-s du communautaire! La lutte, en solitaire, n’égalera jamais le pouvoir collectif que peuvent se donner les gens qui s’organisent!

Gens du communautaire, it’s time to organize!

Social, Volume 3, May 2015

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It's not easy being a woman organizer

During the last year, I became politically active. I went from complete ignorance of radical politics to an involvement in the organization of work in Miami, as an anarchist perspective. It was both a challenging and rewarding career, but my kind seems constantly haunt me. I'm probably not the first woman who lived this experience, but I think I ought to demonstrate the fact that this is a real problem, while offering my personal point of view so that other women can have a reference point in their own struggles.

Having been raised by Nicaraguan parents in the Latino community in Miami, I lived close sexism inherent in southern culture of Florida. Many families with immigrants from South America, Central America and the Caribbean arrived in the United States by importing traditions from years 70 and 80. Girls are so high in women who grew up being told that their goal in life was to become obedient wives, devoting himself heart and soul to the education of their children and the happiness of their husbands. Latin women are thus supposed to be modest, reserved and copyrighted, and be measures to play a purely domestic role. Although some Hispanic families do not fully submit to this social construction, the fact remains that it still plays a leading role in a very large share of the Latino community. For exemple, this social construction is found in the last three generations of the family of my father and my mother. My great-grandmothers and grandmothers, and my mother and my aunts, have not completed their education and have all devoted their entire lives to serving their husbands and their children. Meanwhile, many men in my extended family were able to complete their education, some even received a university degree, and were able to become the dominant figures in their communities. Family men could do what they wanted because they relegated all domestic and family responsibilities to their wives. Continuing this cycle, my grandmother and my mother did try to raise me in the same way. I was told not to engage in so-called "masculine" activities, whether sport, the academic field, politics, or any other field dominated by men. Unfortunately for them, I always refused to submit to their femininity standards. I play sports since the age of ten, I developed a deep interest in history, sociology and political science, and I am currently involved in three projects of a political nature. This attitude is so frustrating for my parents I find myself to be insulted on a daily basis. My mother calls me a 'tomboy', says I'm selfish because I devoted much time to the political organization, and deplores my so-called "promiscuity", the fact that the political groups which I agree are trained mostly men. My father, on the other hand, told me that I act foolishly by devoting as much time to politics instead of prepare myself for my future role of mother and wife.

Throughout my two decades of living in Miami, I met many women from diverse backgrounds. At school, as part of my work as an assistant nurse, as well as political, I rubbed shoulders with women from Nicaragua, to Honduras, from Mexico, Columbia, Argentina, Dominican Republic, Porto international-womens-day-posterRico, of Haiti, Jamaica, Nepal and the Philippines, and they all have similar stories to share. Each showed me the oppression they lived at home. They are forced to conform to gender roles and follow the traditional standards of what defines a woman. Some tried to break free of these roles, but the pressure of their entourages and their families usually finished by overcoming their will. While some were able to fight against the current, they are systematically insulted and stigmatized, develop poor self-esteem and sometimes sink into anxiety and depression. I myself lived, and still alive, emotional distress episodes. I left myself a depression 2013 after six months of therapy, and I am still against low social anxiety and low self myself. Nevertheless, I managed to keep my integrity and I will continue to do so in order to continue the fight.

Hear the stories and witness the pain of all women victims of patriarchy inspired me to continue my journey as organizer. See the passivity of my mother in front of my father, see my sisters be forced to adopt undesirable traits, and witness the tears of those women who shared with me their life stories under the oppressive male domination allowed me to transform my anger into positive energy and to devote myself to creating a society in which women will no longer be oppressed. I do not want to have to deal with gender inequality and having to look many women fall into its workings. We can not continue to ignore this problem and have to face it alone. As revolutionary women, we must take these problems seriously and find strategies and solutions to overcome.

One way to engage in this struggle is to share experiences between us to identify the problems we face today. We must not deny and repress our frustration with gender inequality. This must be expressed. How can we claim to build a social revolution as we only rarely dare to talk about our own personal torment ? I know it is sometimes difficult to share the challenges we face at home, at work or in our political circles. It is even difficult for me to write this text, but we must stop 1546449_10152142519671361_8569163409494853563_nlet these obstacles stand in our way. I remember being petrified me the first time I have expressed about my personal problems with a classmate. I thought she would not understand me and I trouble you, but after telling him my story, I soon found that she was facing the same problems and was facing empathetic to my situation. It has completely transformed my life as I had previously thought that I had ever expected to talk about these issues to my therapist, but I was wrong. There are plenty of people around us ready to listen and support us; it's up to us to go to them. I have come to understand that the problems of gender still exist and that the obstacles I face are real. Through simple actions like talking about them and build relationships, I think we will come to create a group of people determined to create tactics to abolish these oppressions. Thus was formed Mujeres Libres, who managed to create a trend within the Confederación Nacional del Trabajo and Federación Ibérica Anarquista to face the problem of gender inequality. By magnifying their ranks, They eventually carve out a special place in front during the Spanish Revolution. We can do the same today if we put our hearts and souls. Many of us would say that our capabilities and today's social climate make such a thing possible, but how would we know without even trying? This is why I encourage all revolutionary women stop doubting themselves and to engage in combat. Let's break the silence now and create solidarity we need.

-Sierra Luz

Published in original English version in April 2014 in the industrial worker, Article Being A Women Organizer isn’t Easy Fellow worker of Sierra Luz get first place in the category Contribution to the industrial worker of the year at the Working Writers Contest and will be reissued 2015 pour le pamphlet Radical Works for Rebel Workers

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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

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I am a waitress, how the 15-5-7 it concerns me? And how to get there?

Since I have 14 years, I work in the restaurant industry. It means that since I 14 years I have seen all happening right colors and shit wages. But I was lucky, I started hostess and have always had a little tip. Arrival at the stage of the apartment, I was a waitress, which guaranteed me a comfortable financial cushion.

Last spring, while looking for a job, I have not managed to find one right away in the service and that is where I lived, or rather tried to live, minimum wage. I have not just theory behind the $ 15 / hr, but I have lived. It is not true that at 10,55 / h is able to pay his rent, eat well and move. The minimum wage to $ 15 / hr, it means stop asking if I have enough money to take the metro instead of walking 1 hour winter to -40 ° C. It also means that, for the parents, a job each to 40h / week could be enough.

We'll tell, I have 21 years, no children and no other responsibility to take care of myself. If in my situation it's difficult, I imagine even what is for my colleagues who have children.

As employee to tip what does that mean the $ 15 / hr ?

In the industry in which I work, there are two positions towards the minimum wage to $ 15 / hr. There are people for, often working in the kitchen and there we, the waitresses, frankly, unless you work in a snack, we find well above that with a tip. We see what is difficult to win with the $ 15 / hr, but what's to lose.

As waitress, is often touted the idea that the service is a bit like winning the lottery ; one makes the pallet. I believe almost even, at least that is so ingrained that I want to believe. But when I think, except the girls my age, often begin, women and men emancipated and affluent in their so paying job in the service, I have never seen. My first job was a great job : small upscale restaurant on the edge of Quebec, as waitresses with women in their forties amount and small items, people of 14 years, like me at the time. Worse I reminds me of those women, Angels, super nice, who are in the industry for their 14 years. Except that they are also women who have tall tales about the industry. Women who never had a leave of their lives, which is returned when they became pregnant, who have substance use problems, money problems over the head, healths problem, but no insurance, nothing, as peanuts.

Worse in my second job, we were all between 20 and 25 years. We had money to spend and four days 12 h file are easier to toffer with something in the body that fasting. That when you think, this is normal 20 years later in this industry, we had problems worse is that much poquées. The lottery service I really want to believe, because it meant that we are told that our job is not as bad as that of the cook. But if it's really worse than lotto to win we maganne, I do not see how the tip is worth the effort.

Worse and more what we forget is that it contributes to our pension, on unemployment, on vacation, $ 9.05 / hr. In the background we forget that in the moment, arriving by mass y, but as soon as one gets sick, our boss we have found quite cute, it closes or you want a holiday, we are left with peanuts and, all of a sudden, we arrive there could Pantoute.

And we will tell, tip I do is not just of my smile, often there is the "do my food was good" and "Is it took 1 hour or 20 minutes to receive my food ". Since that time 7 years I am in the industry and from 7 years I see waitresses and cooks fight on the pay issue. It would be so much healthier and just all that is $ 15 / hr and share tip. Not just that, the "I accept the malaisante familiarity customers" would become much less necessary, could breathe, and keep the same quality of life.

Why 5 weeks of paid vacation and 7 days of paid sick leave ?

The $ 15 / hr is really the checkmark when you have a salary of $ 10.55 / hr, it's just if we manage to believe. Except that 5 day week, 52 weeks a year, unless you have the chance to be there for over a year and hast 2 weeks less, it is just not healthy. What is it for $ 15 / hr when you can not blow ? Worse yet our boss them in offers holiday, on our backs. Because you will agree that if my boss made so much money, it's not because he works more than me, it is because he had the idea and resource to leave his company. The 5 week vacation, it is basically to go get our of as work force. We create profit, you can ask enjoy it too. It's that simple.

It makes 7 years I worked in catering, that means jsais not what's sick leave. Not only take leave because we are sick we often is a written warning or loss of employment, but it also means a day's pay and that loss, we can not afford it.

Worse actually, the majority of people will say it's ED-LASS-GUEU to know that the majority of restaurant employees are not leave when they gastro, because "hey, jla eat this food there myself !». Yes. It's disgusting, but the rent is not paid by himself, sorry. The 7 sick days paid leave is like 5 week vacation : it's a big minimum. And there is not demand that they be paid only if taken, non. It was requested that, taken or not, diseases leave is paid. It means : no apology from the boss on the fact that there was no doctor paper and no need for justification for the charge.

How it will be possible to get there ?

The 15-5-7, it is possible and it's a big minimum. More, the only way it happens permanently, is that is organized in our workplaces. When we see gains in elections, these gains are temporary if they decide to give, they may decide to remove. We saw often, as the Parti Québécois has long been put forward by the unions during elections. But in fact, this is the party that has the most special laws in place. The election rhetoric I can not believe, it makes 7 jvois years the world of my industry in shit and now am also jle, I think even less. The policy of the rich not for me, projects not concern me, mine is on my workplace and notes with my colleagues in opposition to the interests of our bosses.

Walking through the base and the self-organization of workplaces, creating a momentum. What is happening, it is a movement. When we organize our workplaces, we organized with our colleagues and our colleagues engage in the fight against their direct opponent : employers. What we want, it is not a few people who convince the masses. The problem with trying to "convince", is that another can also be done against you. What we want, is that it comes from us ; because when it comes from the base, from US, the gain is solid. When we fight for something, that wins, if it takes us, we react. When we feel that we gave, if you lose, we resign ourselves.

At the IWW is believed that this is the organization that can really win and overturn the balance of power. It is organized in our workplaces with our colleagues. In theory, it's really nice to say that it will happen through elections, but the real power is in our workplaces, worse my colleagues and I know better how bin into place a government or any other group speaking through his hat. At the IWW it works through the base. Basically, when my job is going to unionize, we will do it in our own terms, we will have our own demands and our means of action. Intersectoral Local shall have no right of decision, except if requested. If we want to go on strike, we will not. But if instead you want to go, watch out, there is someone who can stop us.

What we do, is to talk with our colleagues, because their problems, OUR problems, are what make it collects, worse that shows solidarity. I have a colleague that if you talk to him about your problems, she sympathize, but hell no it was not embark on something for you, Yes, that's the individualism. But when you ask what is wrong with job, she has a heavy heart and wants to fight for what the key if she knows she is not alone.

Never someone leading a campaign will be sent. À l’IWW on a la célèbre phrase «every worker’s an organizer». It's from all of us : any worker / any worker is an organizer / an organizer, it's not just a central committee, not a meeting, and if we want to organize it organizes itself and is. It is we who know best how it should be in our workplaces, not my boss, not my activist friend, we ; it is we who can make it possible, that change. What it does, to organize, is that we become more sure of ourselves, Taking the reins and it gives the taste of acting.

The 15-5-7 we will tell, it's a wicked good idea. Except that we will also tell, there is a beautiful pattern in some precarious industries that wants the opponent is not my boss, but my colleagues. Because the cook not strength enough to make beautiful plates worse than X has a pay section than me. Yes, we all made form a view of the "natural event" worse it looks like this. worse there, that, it blurs the cards, because for the 15-5-7 works, We have to be held elbows. Worse competition, it does the opposite.

Me, the only tactic I've seen work to secure my colleagues, it is the organization. Worse organization on issues that affected everyone, even my add managers. Worse from it are increased demands, worse ways to pressure. It's not true that from the beginning everyone will want the $ 15 / hr. But one point, when it's been months, see for years you fight against the same opponent with your colleagues, on the problems that have affected you in the beginning, bad times not, bad times worse just you not him, ben you come to ask why wages are not fairer. What makes all of a sudden, because he helped me when my boss was harassing, because I helped him when he needed up 50 cennes, etc., share my tip is really equally logical that initially.

And then we will tell, it's quite as reformist request. What is required is not the abolition of exploitation, nor the abolition of wage labor. It just requires a greater share of profits from our bosses and a better lifestyle. Except that somewhere, until arriving at the beautiful society projects we try to sell me bad left right, I would like it to pay my rent, I want it bad eating nothing but sandwiches that are free to my job. Pis in all this, wanting the $ 15 / hr worse vacation and sick leave pay, we fight. When we organize among workers, it creates a stronger class, it shows solidarity and reverses the balance of power.

as worker, I was taught to think it was impossible to change things unless I became manager. I was taught to criticize my colleagues who were not double and refer to my bosses if there was a problem on the floor. With the organization and the IWW, I started to see, is that the interests of my bosses do not have a workplace with internal cohesion. Competition between waitresses and rivalry kitchen Service is a good example of what serves employers. Divide and rule, does that remind you of something ? Well here's a good example !

By organizing and solidarizing our workplaces, can make possible this kind of gain. We can win what is asked. We empower and we understand that deserves more. By reversing the balance of power, a barrier is broken and comes closer to the abolition of the wage.

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Speech Morgane Mary Parson, rerprésentante the SITT-IWW forum for Montreal 15-5-7, in February. Published for the first time in the edition of May 2016 Combat Trade Union.

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Overview of Training Camp 2016

At the beginning of June held the second edition of the training camp of the IWW, bringing together members of the sections of Montreal, Québec and Sherbrooke. this camp, Events organized by the committee of the Montreal-Merchandise section, was to create a time for discussions and debates, as well as to network with other members and facilitate the integration of new and new. So, Friday through Sunday, fifty Wobblies are collected es are to attend workshops, discuss, exchange and have a good time around a campfire.

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The first workshop of this training camp was a brief introduction to the "OT-101", or Organizer Training 101. We have discussed the outline of a union in a workplace as well as the steps to see to help us take more power over our workplaces.

A workshop on union renewal followed, where we could learn about the situation of trade unions today and the limitations of the current unionism. Indeed, the difficulty (even impossible) for workers to be heard and to be respected by their employers is acute in negotiations. Trade unions, as they are currently experiencing the, no longer able to match for special laws, lockouts and other tactics used by employers and the government to impose working conditions increasingly unsustainable. Change is needed, it is up to us to give birth!

Thereafter, a workshop presented by the union of workers and workers of the Community (SITT-IWW) has allowed us to better understand the specific characteristics of the sector and barriers to unionization in this environment. The classic definition of "worker" and "boss" is difficult to apply in a situation where the supervisor-e-s and even boards hold only a limited power. The e-s-employee of these organizations are torn-e-s between poor working conditions for sometimes ridiculous salaries and passion for their work, forcing somehow to accept a huge workload and a precarious. The situation is delicate and the workers can not survive at this rate forever; this workshop was therefore a good starting point for possibly lead us to reflect on the strategy to improve the working conditions of the employee-s Community, while respecting the specificities of that environment.

After a BBQ in the sun and parts of petanque and dodgeball, the Women's Committee of the Montreal chapter presented a workshop-discussion on sexism in the workplace. From scenarios, the workshop aimed to encourage e-s-participating propose solutions to everyday sexism that women face every day at work, as sexist remarks, Comments and catcalls from clients and colleagues, etc.

Finally, for the latter part of the afternoon, the participant-e-s were given the choice between 3 workshops : training of the Radio Committee, a discussion event in safety and a workshop on inclusiveness in the union. The one on the safety demonstration has resulted in excellent discussions, while allowing us to vent our experience in event and on elements that allow us to feel more confident during these events.

Regarding the formation of the Radio Committee, it was more of a presentation of the union radio show, Live Action, which is a morning show presented on Radio Downtown waves and dealing with different topics from different backgrounds workers. Making it a unique program in its kind is the fact that we give a voice to workers, to ensure they can present their work and reality ns also keep abreast of the various trade union struggles present in different workplaces.

and, the inclusiveness presented by the Anti-Oppression Committee also led to interesting discussions. First, over what inclusiveness in general, then it is in the union. The sense of ease, the possibility of full participation in the organization and instead can play popular education in the sense of inclusion or exclusion are the elements that have most stood. Ensuite, a very interesting discussion took place on the concept of oppression itself. She emphasized how this was a system: it's not because you do not feel the oppression that you do not suffered as much as it is not because you feel that you suffered in.

The day concluded with a splendid chili prepared by members of the Quebec section and great games of dodgeball.

Sunday :
Day Sunday began with a focus group on the various committees of the Quebec locals as well as their respective mandates. After a brief presentation of each committee, A little brainstorming on the internal restructuring of the union took place and we were able to see the strengths and weaknesses of the ISTC-IWW as it is currently.

Thereafter, around 11 a workshop on the history of the IWW and the One Big Union was presented to us by a fellow Quebec. He somehow we offered crash course history about the presence of the One Big Union in Canada and we presented the birth of revolutionary syndicalism and all, supported historical images on slides. After his presentation, there was a short period of questions to answer some questions of other comrades.

Following this historic workshop, we ate veggie wraps of pâté and various vegetables for dinner. After dinner, with all the comrades present-e-s, we held a round table at which we in turn talked about our impression on the training camp, but we also took the time to present our perspectives of struggle and also to talk about future actions that we would like to implement.

What can be learned from this end of the training week, is that, not only training is very relevant and allow everyone to talk and discuss topics with which they and they are not necessarily familiar, but above all it is a great opportunity to network with peers from other sections of Quebec, or members that we interact on occasion but that is not necessarily took time to sit down to discuss. This training camp was an opportunity because beyond training in day, the evening there u festive bonfires and festive evenings during which we all have and all them a chance to socialize and get to know them one-e-s other.

in short, it is an experience that every year is relevant and I would recommend to everyone, since it is also a great opportunity to ventilate his everyday stress.

by Florence, Felix and Valerie

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WORKERS OF COMMUNITY (Re)WE aFFIRM!

Questions concerning problems at work are often echoes of conflicts in the workplace or particular difficulties. This is somewhat misleading to the extent that we forget the problems that are malheureusementdominantes in the Community. Certainly, labor conditions, les relations avec les collègues et les employeurs sont primordiales. Cela n’empêche cependant pas d’être confrontés à une difficulté plus généralisée comme la précarité.

Les travailleurs et les travailleuses du communautaire connaissent une précarité grandissante liée entre autre, au bon vouloir des bailleurs de fond. More and more, nous sommes confrontés à des contrats précaires. Les financements sont accordés au compte
goutte sur la base de projets. Les employé(e)s font alors face à
l’incertitude du lendemain.

Notre travail et les valeurs que l’on y met peuvent alors être fragilisés. Certain(e)s directeurs/directrices se jetteront sur toutes les subventions proposées sans prendre en
compte les concessions que cela implique. Indeed, certaines aides financières vont de pair avec des demandes de projets et d’objectifs précis attendus des bailleurs de fonds qui sont éloignés des valeurs initiales de l’organisme. Il existe encore heureusement certaines
directions qui demeurent attentives et se voient dans l’obligation de refuser certaines subventions. Ceci dans le soucis de ne pas dénaturer leur travail et de préserver leur authenticité et leurs principes de base.

Une grande partie des assemblées générales annuelles se déroulant en été nous amène à constater des difficultés financières pour une grande part des organismes. Beaucoup de subventions ont été coupées ou diminuées et l’on constate que les promesses des libéraux concernant leur appui aux organismes n’ont pas été tenues. Certains services proposés sont alors mis à mal: health, prévention, alimentation, logement… Cela questionne
quant au constat inquiétant que cela implique pour les personnes rejoignant les organismes.

Les autres victimes sont les travailleuses et les travailleurs du communautaire. Ceux-ci sont déjà confronté(e)s à un salaire précaire, subissent à nouveau les coupures des bailleurs de fond (diminutions des heures, fin du remboursement du transport …). and yet, le nombre de personnes rejointes par les organismes ne diminuent pas.

Sous le prétexte évidemment erroné que le travail social serait une « vocation », le travailleur et la travailleuse n’aurait pas besoin d’une paye conséquente. The(she) est charitable, the(she) aide…bref quel est l’intérêt de le(the) payer raisonnablement puisque cela
n’est pas son but premier? Les travailleuses et travailleurs du communautaire se doivent de poursuivre leur affirmation. Les valeurs politiques et sociales oui, mais la vocation, la charité non. Il est difficile de s’imposer lorsque notre rôle est plus souvent

compris par les personnes que l’on rejoint que par un ensemble plus vague de la population… Notre utilité est remise en question alors que la précarité ne cesse d’augmenter et que nos services quels qu’ils soient doivent répondre à de plus en plus de demandes.

S’affirmer, s’imposer passe aussi par l’action directe. On ne veut pas nous voir, alors faisons en sorte d’être vus et reconnus !

Écrit par Kamel pour le volume 2 Sochi, October 2014

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Show solidarity in an industry where performance is the base value

without solidarity, pas d’organisation

Comme militants et militantes syndicaux, it is known that the class solidarity is the basis of the movement, what, to organize, workers must find a collective solution to a problem and to do this, il faut se tenir les coudes parce que même si le problème nous regarde pas directement, il nous concerne nécessairement. Si on veut y aller dans un exemple concret, une augmentation de salaire d’une personne en particulier peut être facile à chercher individuellement, mais si on veut que tout le monde ait la même augmentation, la meilleure façon est d’y aller ensemble.

Puisque comme travailleuse je n’ai pas travaillé dans d’autre industrie que celle de la restauration, ce texte va essentiellement traiter des relations de travail de ce milieu. J’ai été formée de façon classique dans le milieu. J’ai commencé à la base de la chaîne alimentaire d’un département, le mien était le service, la salle. J’ai commencé hôtesse et lorsque j’ai eu 18 ans j’ai enfin pu décroché le titre de serveuse et récolter la hausse de tips qui venait avec. Dans la tête de bien des gens, c’est comme ça que ça fonctionne, tu peux pas commencer au top de la chaîne, si tu le fais, de facto on assume que tu vas être mauvais, pis si tu l’es pas, ça va prendre du temps avant qu’on reconnaisse que t’as de l’efficacité comme travailleur.

Quand on côtoie le milieu du syndicalisme révolutionnaire, se battre contre sa formation et son conditionnement issus de la restauration, c’est pas une chose facile. Dans le milieu on dit souvent que «tu l’as ou tu l’as pas». Si tu l’as pas dès ton premier shift hors training, tu peux pas être meilleur, du moins c’est ce qu’on se dit souvent dans le milieu. Sauf que pour réussir à avoir un syndicat sur son lieu de travail, pour se solidariser, il faut essayer de passer par dessus le besoin de se piler sur la santé mentale pour passer au travers d’un rush et d’accepter que dans les soirées à minimum 1000$ de ventes avec 3 employé.e.s sur le plancher, ben c’est normal que ça prenne plus que 10 minutes à sortir un burger. Pis c’est aussi normal que le nouveau ou la nouvelle run pas comme ton ancien-ne collègue qui avait 3 ans d’expérience à son poste. Mais ça, c’est toute une vie qu’il faut désapprendre, pis en tant qu’organisatrice syndicale, c’est pas facile à faire, alors pour mes collègues qui sont nouveaux-nouvelles dans le beat «c’est nous, tous ensemble» ben c’est rushant. C’est difficile de briser le réflexe qui fait que si ton-ta collègue fournit pas autant que tu voudrais ou a un peu de difficulté à gérer son tempérament dans les rush, tu vas appeler ton boss pour lui dire. C’est difficile de développer le réflexe de se parler et de régler nos shits entre nous. Mais la culture de la solidarité est une des choses essentielle à un syndicat et c’est impératif que ce soit au centre d’une campagne d’organisation.

On oublie qu’on a tous été mauvais

In the facts, beaucoup de mes collègues qui maintenant sont des brutes pendant un rush et qui se plaignent et ragent devant l’incapacité des autres à fournir pendant les grosses soirées oublient qu’il y a pas si longtemps, ils étaient au même stade. Sauf qu’on est en restauration. À moins d’avoir pogné le jackpot après avoir fait un DEP et de travailler dans un endroit où les salaires sont décents, on travaille avec des nouveaux qui sont débutants dans le milieu et qui ont peu ou pas pentoute d’expérience.

Non seulement ça, mais souvent pour devenir bon on a eu des formations qui ont de l’allure. On a eu des collègues qui nous ont donné des tips du genre «t’es pas sensé te promener les mains vides quand t’es serveuse» ou «la voix de ton cook est sensé être le phare au milieu de la tempête» ou whatever. L’important dans tout ça c’est que quand quelqu’un s’est rendu compte qu’on l’avait pas, on nous a donné des trucs, on nous a parlé, pis le plus important c’est que le boss l’a jamais su et qu’on a gardé nos jobs.

Finally, c’est encore la faute des patrons

J’ai eu une seule boss qui prenait du temps pour faire des trainings qui avaient de l’allure. Elle préférait payer quelqu’un en training pendant une couple de semaines plutôt que de devoir compenser pour des gens mal formés le reste de l’été. On va s’entendre que ça existe pas les bons boss, mais au moins le staff de cette place là avait le temps de s’adapter au plancher et d’augmenter la vitesse avant d’être laissé à soi même.

Mes boss actuels ont tellement à cœur de maximiser les profits qu’ils payent pas d’assez longs trainings. Des fois ils en donnent même pas. Fait qu’on se retrouve avec du monde qui connaissent pas la job à une des périodes de l’année où il nous faut des gens qui fournissent dans le rush.

C’est tellement important pour eux d’avoir le cost le plus bas possible qu’ils payent mal leurs employé.e.s et leur donnent pas assez d’heures parce que «oh my god il faudrait pas payer du temps supplémentaire à quelqu’un». Donc qu’est-ce qui se passe quand la période d’embauche de l’industrie commence ? Nos ancien.ne.s démissionnent parce qu’un moment donné il faut payé son loyer.

Le fait que dans la restauration il y ait un roulement d’employé.e.s et qu’à chaque été on se retrouve avec une tralée de débutant.e.s sur les bras, c’est de la faute des boss.

Que mon-ma collègue ne soit pas capable de toffer les rushs parce qu’il-elle manque de formation, c’est de la faute des boss.

Que les horaires soient pas adaptés au roulement de staff, c’est la faute des boss.

Qu’on soit obligé.e de travailler deux fois plus qu’à l’habitude parce qu’on doit faire le travail d’un autre parce qu’il est nouveau, c’est de la faute des boss.

Donc au final, la performance est au centre de l’industrie, on s’est fait rentrer à coup de rush dans la tête que si tu run pas assez, t’es pas fait pour ce monde là. Fait qu’on aime pas les nouveaux-nouvelles. Sauf qu’on oublie que la pression dans un rush understaff nous a déjà fait crisser notre camp, pleurer, calisser une poignée de cenne dans la face d’un client, raccrocher au nez de quelqu’un d’insatisfait, gueuler sur nos collègues, frapper dans un mur. Fait qu’au final, notre collègue qui a de la misère à y arriver, on devrait arrêter de le faire culpabiliser, parce qu’on a des moments où nous aussi on est des plaies pis ça, c’est souvent – tout le temps – parce que notre boss a pris des décisions de marde.

La solidarité, c’est là qu’elle rentre en compte. Parce qu’on veut des collègues formés. Pis il y en a qui vont en avoir besoin de plus des trainings. Mais on s’en fout, on veut du monde qui connaissent la job. Trois trainings c’est pas assez. On veut des salaires qui font que les ancien.e.s restent. On veut des vacances. On veut que la job qu’on a nous donne le goût et les moyens de rester. Like that, on se fait pas chier.

Pis pour avoir ça on fait quoi ? Ben moi ma solution c’est de faire ce que j’peux. Le boss y va manger de la marde. S’il veut que ça aille bien, que les clients soient contents et que la bouffe soit bonne, ben qu’il nous paye comme du monde pis qu’il mette plus de staff sur le plancher. Pis les clients s’ils sont pas content que ça ait pris 1h avant d’avoir du service ou leur assiette, pis qu’ils comprennent pas que c’est de la faute de mon boss, ben ils peuvent aller manger ailleurs, j’pas servante, j’suis serveuse.

 

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For the 15-5-7, not inevitable, we must organize and fight!

While it goes without saying that the movement for 15$ /h Quebec has not yet reached the stage of mobilization and visibility which was granted in the past year, he still managed to register as an integral part of the strategy of several community groups and union.

With his forum 15-5-7 organized in February, the Montreal local of the ISTC-IWW put his hands dirty by combining a hundred people goshawks of the speakers from various backgrounds. The 15 april 2016 marches were held in many Canadian cities. Taking this opportunity, Coalition met in February is called into action and regrouped at Jean-Talon metro to scroll the Plaza St. Hubert. Today, Quebec twenty unions, political and community support for the fight 15$ /h. We will take a few lines below to warmly greet some struggles led the field, either those of the orderlies, Union of employé.es Old Ports and McGill salarié.es.

The préposé.es to bENEFICIARIES whoident including health care, Mobility, to food and to the accompaniment of the sick or with disabilities (for example, in situations of aging and / or disability) earn on average 12,50$. The préposé.es are engagé.es by state, but also by private agencies and savings companies. The fight for increased floor salari13087421_1166449666712562_3629811911288487886_nale conducted by various union offices began there more than three years, but Pmakes an unprecedented scale, especially on the side of SQEES-FTQ is in renewal collective agreement. Since last fall, they and they took the opportunity also to multiply the actions of visibility such demonstrations and leafleting. Having early adopt a strike mandate affecting over 3000 members, the 10, 30 and 31 Last May were 42, then 38 private residences for seniors who were paralyzed. Or, it was no where a warning from the union. Warning that the government would had to listen, since an indefinite strike will occur at the 21 June in thirty residences.

On their side, the 300 Union members employé.es society of the Old Port (AFPC) are collective agreement renewal process since March 2016, but fighting for the $ 15 / hr since last fall. A petition was first launched their workplaces, followed by distribution of leaflets and pamphlets emphasizing the historical precedent and solidarity. The executive believes it has successfully reached 80% members and organized the action flash 28 January at an open day organized by their employers. The 27 May 1 strike was declared exerting economic pressure on their employers as the surrounding shops. from the very beginning, the Union of the company's employees from the Old Port is present in almost all events for $ 15 / hour, putting together at the forefront of their strategy.

15_and_fairFinally, it is under the banner of 15$ and fairness Mcgill eight Associatiounion ns, students and district gathered at the beginning of the year 2016 for wages and decent living conditions for salarié.es and subcontractors McGill. Although their first official action was to participate in the demonstration on 15 april, the militant.es chained several actions : a panel, an orientation day and video capsules to disseminate information.

These are just a few of many examples showing that for $ 15 / hour, 5 weeks off and 7 sick days, we can not let go to fatality, we must organize and fight!

15

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work Intelligently

When we talk of libertarian ideas and self-management that is too often perceived as a utopia, especially when it comes to work. We forget that, however, are based on these principles organizations. Certainly, approach thereof is not without imperfections, mais il n’est pourtant pas impossible d’appliquer certains fondements y compris au travail.

Je peux moi-même témoigner d’expérience de travail basée sur la confiance, l’autonomie et l’égalité. Il existe en effet des cadres de travail sans pression ni contrôle qui reposent sur un esprit d’équipe solidaire. Les liens de cohésion unissant l’équipe ne sont pas incompatibles avec professionnalisme et confrontation. Quand je parle d’équipe j’inclue aussi les cadres : boss et coordo. Le boss ne prends pas de décision seul, et a le soucis de s’en référer à l’équipe. Les rapports sont égalitaires. Je compare souvent cette ambiance
de travail avec d’autres expérience. previously, j’exerçais en France comme travailleuse sociale, dans de grosses associations. Les rapports n’étaient pas les mêmes : contrôle
et pouvoir organisaient le travail. Je n’avais aucune culpabilité à ne pas faire plus que je ne le devais. Ma vie personnelle était importante, je ne m’interrogeais pas sur des heures que je ne faisais pas. Dans un contexte différent basé sur la confiance, le bien-être des travailleurs et des rapports égalitaires, le rapport au travail en devient différent. Moi qui ait une vision du travail assez critique, je me suis étonnée de culpabiliser de ne pas faire toutes mes heures. Dans ce cadre là, nous sommes autonomes et nous gérons notre temps de manière assez libre. Je suis travailleuse de rue, aussi lorsque l’on débute on a peu de lien avec le monde que l’on rejoint. Il faut se faire connaître. L’hiver peut donc être long. Je me suis souvent faite dire en équipe « tu ne fais pas de la rue pour faire de la rue quand il ne se passe rien rentre». Avec le recul, je réalise que ma culpabilité et mes questionnements sur mon travail sont liées à la confiance et la liberté qu’on me donne. Par soucis d’honnêteté et de loyauté je me dois que cette confiance et cette liberté soit justifiée.

Malgré de nombreuses souffrances constatées dans le monde du travail, y compris dans le communautaire mon expérience témoigne qu’un rapport différent au travail est possible. Cela émane sans doute plus de comportements individuels qu’institutionnels et requière cependant de refonder les rapports entre salariés et hiérarchie, et d’appliquer de réels principes tels que la confiance, l’autonomie, l’égalité entre salariés au détriments de dominations et de contrôles inutiles. Cela n’en sera que constructif tant d’un point de vue du travail rendu qu’au niveau de l’épanouissement personnel (autant dans le travail communautaire que dans d’autres domaines). Cela est réalisable et n’est donc pas une utopie, mais comment répercuter ce fonctionnement émancipateur à d’autres organismes ?

Publié par Kamel dans le volume 1 Sochi, Mars 2014

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