unionism, Community and Retreat

Day after the International Day of Workers

The 2 May, a day of reflection on the working conditions in the Community was organized by organisms at the bottom of the ladder, the popular Training Center and the sectoral grouping of community organizations in Montreal (RIOCM).

We were three members of the Community Committee of the IWW Montreal to attend. It was an interesting day and well organized. There was material to brainstorm ideas with more than a hundred people. Congratulations to the transition to the organization. Several proposals have been put forward; we will mention some, explaining the pros and cons, and issuing certain criticisms we hope constructive.



Three workshops framed discussions : labor conditions, the work-life and the workplace. The issues raised were mainly lack of funding (mostly), overwork, les burnouts, the large staff turnover, martyr culture, the few links of e-s-employee with their board, sexism in the workplace, la bureaucratisation, project funding (and thus insecurity), etc.

Those are, in sum, problems that most of us who work in the community and have already seen weighing on our shoulders every day.

Before moving forward, an aside is necessary to explain the context of discussions. We said, a hundred people were present. However the majority of these people were either in leadership positions, coordination with a power of hiring and dismissal or board member of directors. That is to say that we were talking about our working conditions with boss. Bosses obviously conscious of their employee-e-s (and suffer themselves and themselves some of the issues discussed), but the boss still. And the discussions were tinted.

Also, to be clear : reflections and critical that we bring here are ours, those unionists.


Calling versus employment

Several people mentioned : there is a culture of martyrdom in community organizations. That of not including overtime, to accept the often precarious conditions, And this, just because our work is a care. We work with the world of precarious and often messed up, our work is essential. Somewhat the same speech that is served to nurses and called women's jobs. A random? Probably not. It is often also said that the EU is a work '' militant ''. The boundary between work and activism is not always clear. It is common to see people overwork at work on this basis, that '' because '' is worth a couple of unpaid overtime!

Interesting proposals have emerged. Deconstructing this speech first. Explain the nature of our jobs, to denounce these situations overwork, just as the health care workers have for months with strength, either via public texts or videos. Refusing to do more (with less means).

An expression is however emerged repeatedly from the mouth of managers or directors of organizations, is the need to "educate their employee-s in overtime". Manner of providing the fault of overtime on the shoulders of the employee-s, but neither on directions or the structure of organizations, and even less on donors. If employers accept imposed performance requirements donors, knowing we often "low staff", it is inconsistent to require e-s-employee to provide the same services, but in less time.


Funding, bureaucracy and paperwork

Sure, the main issue remains : under-funding and project funding. Some people have raised the possibility of pressuring the political parties in the context of election campaigns. Trying again to strike the Community, perhaps with clearer objectives and decentralized than the aborted 7 February. And look more broadly and talk more. But above all to mobilize the very foundations of organizations : either the employee-e-s!

[On this subject, a personal story and a parallel with the Retreat : nowadays, very little employee-s organizations with a health mandate and social services (Such prevention of STIs) I talk to had heard of this missed strike 7 February. As few of my colleagues intervention had heard of this day of reflection on our working conditions. Visibly, if these are the coordos directions or who receive an invitation to talk about workplace conditions, there is little chance of that is transmitted to the employee-s. Imagine then speak to strike ...]

In terms of insecurity issues related to project funding rather than mission, few solutions have been put forward, Furthermore to make a strike Claim. We have mentioned a few times to tackle some private donors such as the United, who actively participate in the entrepreneurial culture, but no one picked up the ball, which in itself speaks volumes about the lack of analysis we have our own "industry" working.


Be heard as workers

An announcement was made, namely that a national association and workers Community workers would be created in the coming months. Few details were unveiled. As the creation of meeting has not taken place, it is difficult to say what its mandate, but we suspect that this will be our rights, to demand better funding, etc.

By asking a few questions in the following weeks to people involved in its creation, we have some, or concerns, but the project still interests us.

Already, have a space where propose actions, where share and talk about our working conditions is interesting in itself. Can come together is almost a luxury, considering all the tasks and we weigh. This will definitely be a project in which it may organize actions on trades that we.

However, some concerns remain. First, that will be part? Will be qualified-e-s Workers people who have hiring and dismissal powers within our bodies? Suppose we begin to talk about organizing, are we going to face an internal group that fiercely oppose it? Or simply to speak of self-management, internal conflicts, power relations within our bodies ... Will speak are we working conditions or just general underfunding? The question is valid.


Trade union solidarity and self-management

Sure, we preached for several solutions like us. Against some reluctance to join unions under a traditional model, we talked about putting forward a solidarity unionism. Namely mobilize, We base, by and for ourselves, so not only talk about underfunding, but also to bring up to date the self in community organizations in which we work. But also to be able to address issues such as harassment, the employee-s reports versus directions / boards, etc. This is why our trade unionism is voluntary, to enable people to be heard according to their needs.

We mentioned the importance of not remain impassive when an organization is cut. And I believe that this goal remains for us one of our key mandates : asserting solidarity among people working in the Community. Because it is together that we have a balance of power and that we can protect our bodies.



in short, it was an interesting meeting. We hope it will not be an isolated exercise, and it will be followed by a more general and broader. Organizations that have started organized something important, we hope it continues and that it be given suites.

The meeting was after all the Community Image : we are well aware of the problems we are experiencing, we have a good idea of ​​the solutions within our reach, but taking action is unclear, or uncertain.

Anyway, our side, we will provide all the help we can in our midst colleagues, and we invite them to contact us. The more we are many and many, more our voice will.


An injury to one, an injury to all!


Members of the union workers and community workers.

workers interview: A strike from the SAQ is tabarnak!

The employee-s SAQ (Société des alcools du Québec) themselves with-e-s a strike mandate 6 days to pressure the corporation as part of their trading. A member of the IWW asked some questions to SEMB-SAQ Comrade (CSN) about strike. To avoid employer reprisals, his name will remain anonymous. Solidarity!


Quickly, can you tell us a little about your background? Is this your first strike?


I am an employee of the SAQ for almost ten years, before that, I had worked in an emergency CHUM from my 18 years. 2012 was my first fight, Now I fight as an employee at the SAQ.


Why are you on strike, What is your claim?


To date, we used one of our 6 go slow days ** and it was on Tuesday 17 July 2018 as many have found out. Our main demands are the following : reducing the precariousness of employment with our members and the work-family balance. What you should know is that 70% our employee-s on 5500 are e-s-time employee who does not have insurance, no paid vacation, no paid day off, no pay scale and no time guarantee the schedule week after week.

They and they receive their schedules three days in advance, and this creates a "surembauche" and staff turnover, because we can not keep workers in those conditions. Not to mention that it takes between 10 at 15 years to get a job. It is by portraying the people as children spoiled-e-s because our starting salary is 19,33$ /h, but when multiplied by 0 pendant 3 straight month, it's still a basic multiplication giving 0$ by salary. Basically, SAQ can not keep the employee-s, And this, even with a salary that could be called attractive because it can not guarantee hours.

Our other claim is work-life balance and I think I have no need to elaborate too much on it, it's pretty obvious. Serious, Couillard the government made its campaign, but to believe that it is not for us as it plans to privatize us. If already, must be between 10 and 15 years for a position at the SAQ, it would be cool to have a schedule that has no or a single day weekend. schedules of the floor we want to keep our present agreement and / or improve, but when your employer refuses even the status quo, we realize that despite its record profits, it crunches in us. If I get a job after 13 years and I want to hope to have a good life with my family, it will not be at the SAQ, So I fight!


SAQ bosses are how? Executives tell you what?


Where to start? Basically, their bonus system is done on the backs of workers. The more they cut their hours and bonuses are proving attractive. So, it's not worth the trouble of really talking. My opinion is as follows, I studied industrial relations from a variety of people think that when they will arrive in a company, they can demonstrate "leadership", is cute.


What do you do as equity?


At the beginning, we started off the uniform, but that has not reacted population. On the other hand, the beginning of the pressing means, which were voted on 94.7%, had the effect of changing the balance of power. It was through actions gradation we do understand that the employer stands. We are 5500 members throughout Quebec and they are 350 and several branch managers. They tiring-e-s we were to see us at work, dressed-e-s the way we wanted and they were no longer recognized as an authority figure.

After, we made a sticky campaign that was never requested by our nego table and not by the executive. I think it is important to mention to tell the employer that it is an autonomous movement of members of HE Mr. B. has grown, for we have been insulted-e-s by the lack of employer recognition, so they should forget their formal notices! We must also say that some of our customer-e-s we asked tights to put them inside or outside the store. This kind of action on the part of these has shown us that they love us and that it is not the workers who are in the wrong, but senior leaders of monopoly.

At the moment, we made "facing" alternative, before spinning the bottles, is put in reverse the signs and made himself indispensable with customers. Then the rest, it's still a secret.


Picketing happens how?


After a day, it is very well among our ranks. Members answered the call in an extraordinary way. We realized, shortly before the strike began, the employer would operate small stores, which SAQ Express.

On the other hand, people have kept the watchword : prevent deliveries! The response of our members was incredible.

However, we saw people from many unions who were wearing clothes identified with the colors of said unions cross our picket lines, And this, shamelessly. The SEMB-SAQ is known to support all the struggles of union-e-Colleagues! I will not lie, but it makes me when tabarnak / syndicated e-pass our picket line during a strike day ONLY for buying wine. It is as if we members SEMB-SAQ were worthless for them. I advise them reading "Traîneux foot, Boreal Edition ", because we were the first to organize in the mid-sixties in the public service. We have a history of union struggle which we are proud-e-s.

To Montreal, I would like to acknowledge the presence of Manon Massé and several e-s-Québec Solidaire candidate who came-e-s we press lines.


If the world in general would support you, what actions they could?


a premier, when you go to the SAQ, you can fill out a survey. So, if you write that you would like the employee-s have a good collective agreement, it would be great appreciated (you can also say that the boss was on the phone all the way to his office)! Ensuite, never be embarrassed-e-s ask for the boss (even if he is in his office) branch to tell him that you find unacceptable that the employer rule by the labor dispute with the employee-s. If you get your hands on tights, treat yourself! Especially tell the workers that you press!


The other unions, they can do anything for you backer?


DO NOT MISS OUR picket lines, please!


Solidarity and good next strike days!


If you want to follow the negotiations and strikes following days, you can do so via the SAQ-SEMB Facebook page (CSN) :


** go slow : which interrupts the activity of a company by a succession of small work stoppages. Like the fellow said : "That is one vote 6 days, but they can be used one day at a time. It makes the employer more nervous because he does not know when it will come out versus an indefinite strike. »

Community worker : Why I manifest May 1

I work as involved in the community for several years. Before that, I had a lot of different jobs in several industries. Diver, telephone pollster, cashier, assistant cook, warehouseman, House painter, concierge, clerk, attendant customer service, name it.

Evil may have changed places, but the situation changed so much : I always have an employer who takes advantage of me. Except that this time, the employer, it has a "humanist" mission behind which hide. And if that is not the employer who directly want more of me for as little as possible, these are the donor, private or state.

I'm not alone. Women workers (and workers) Community do not have easy. Reasons to demonstrate and be disgusted es, it does us no shortage.

Conditions do not improve. Our wages are stagnating. Many are in survival mode for a paycheque to paycheque. and yet, we asked more. The State deresponsibilises : public services and the social safety net eat the fly, the people with whom we also work thereby, so we have to compensate with the means at hand.

The organizations financed keeps us always in precarious. Our posts are subsidized to "project", often for a year, with no guarantee of renewal. Thus humpback connect with people you help and accompany (because we work with human beings, often maganés), not knowing if in six months, and, we can continue. It is also disturbing to us as unhealthy for the relationship we are trying to keep up with the people who attend our resources.

It burns. As in the health system, cases of burnout are rampant. In almost all organizations I work with in my work, there is at least one person had been on sick off work in the last year. And when a person leaves, our workloads that increase, there are other workers or workers who shop burnout. This is the burnout musical ...

Fortunately, we are not alone-e-s. There is something to inspire the movement of nurses and employee-s health. There are voices. It is organized gradually. It's up to us to mobilize. Our best weapon is our solidarity, no matter where we work. Community organization, intervention, animation, everyone working together and we're in the same boat (He was ...). That is why, you work in the community, in health, restoration, in construction, etc., le 1er mai, I walk with you.



A member of the Community Committee of the Union of Industrial Workers and Workers (SITT-IWW Montreal)

Do planters and tree planters have Stockholm syndrome?

Portrait of Treeplanting industry

Formerly a way to live a respectable and dignified life, the Treeplanting is more than a place to live a lifestyle against-cultural and vagrants wandering between and among students seeking an alternative to the minimum wage. Today, the possibility of exceeding the threshold of poverty is reserved only best-es of us who make a very long season in west of the country. There is no confusion. Salaries have not increased for a long time. When asked why, the answer is always the same : there is not enough money, or it is simply saying to close.

The ultras competitive industry practices are to blame. All these years, companies have fiercely maintained their market share at the expense of our salaries. They often leave on the table several thousand dollars to make a submission. That is to say, the amount of money that separates the low bid of its nearest competitor. And if other companies that pay at the industry standard has not found it possible to bid as low, so where did they cut? In our security? In the kitchen budget? In our salaries?

In all of this, we do not have our say. It is important not to give our opinion on the practices of the industry or our company that. Production must continue, but production for which? "If you're not happy, if you're not happy, find another job "… A reality that is crystallized in the figure of the foreman who consistently called for nominations having "good attitude".

They and they especially want to hear more we complain of excessively low wages for a disproportionately work difficult. They and they do not want to listen to our complaints, and while they do nothing for us. And do nothing! However, paying the price for their irresponsibility and their endless greed? It's us, because our salaries are the biggest operating costs. Lower wages that results in more business and more money for them and they. More, also by more precarious for us; more injuries because we always feel more pressure to perform to make sure we pay our rent, our food, our school, our leisure ... Whose prices are increasing every year! But the ball does not stop there. They and they "forget" to put our sometimes hours of transport in our total hours worked, intimidate us when we want to take our CSST (WCB), we are working for free when it apart and reassemble camp, let the showers abandoned, do not provide a sufficient budget to the kitchen ... and the height, we have to pay 25$ day to shit in the toilet that we, ourselves, excavated.

Le syndrome de Stockholm

More, we are also to blame. Car, each passing day, we continue to dance but were afraid to put our foot terr. We prefer to look at all day our comrades when they plant trees and have tendinitis. Sometimes even to the point of having both wrists. We do not want to see ourselves reflected in them and they, but rather the contestants. When a person is forced to work injured, because intimidated or because they have been denied a form of compensation, it's all of us who pay the price. Have you ever survived a season without tendonitis in your camp? It will be your turn soon and you will likely have no help or compensation. If it has not already happened. This is the most common injury, but there are also infections unhygienic because the showers do not work. There lumbar sprains and sprained ankles. then finally, when it comes time to pull our reverence, there are chronic tendonitis and knee smashed. Sometimes, it is also pneumonia that spread or some unknown virus and food poisoning. Besides harassment and assault, us and by employers, which is never discussed and yet each was rampant.

Despite all this, we are not content to observe indifferently our collective agony. We have completely adopted the discourse of our bosses who tell us to always work harder. There is competition between us. We put pressure us. More police needs in the camp, we are our own police. this reality, it is found in the emblematic figure of highballer. Whoever represents the highest degree of achievement of the social ladder in Treeplanting. Sometimes, same legends are formed around these figures. and yet, the value of these people did as ever in their production and in their individuality. For antagonistic effect, we do we perceive only through the prism of production. A reality that employers are glad.

All this and we toast no problem with our boss. We assure them that and they're our friends. That experience Treeplanting might not be the same without them and they. Effectively, it would be much better! More, I can not help but feel a bitter taste ... friend-es? How can we reconcile friendship and abuse, except that we have no respect for ourselves? We who share the same conditions, the same problems. Our bosses are hypocrites. This love-hate relationship that we develop with our employment, it is not difficult to understand. We like camp life, unforgettable evenings, woven friendships, the stars in the sky, afternoon on the beach ... We hate free work, insults, the wounds, psychological crises, pressure, the days and weeks will end more ... It's not them and they which our unforgettable seasons, but you. How many of you have ever fantasized, several hours, thousand and one ways to torture your foreman? They and they do nothing but force us to experience the suffering and indignity. Things that help to knit us more, but that is not our pleasure in itself.

Supervisors are not our allies are. They and they are agents in the pay of companies. The compensation system based on the production of growers and compliance with production targets is only acting as an incentive to our operating. The widespread myth that the foremen take more care of us when they are paid and well-es is something that continues to repeat. More, is it really reality? The inequitable distribution of land, abusive warnings when production is too low, the pressure to exceed our physical and mental limits seem to show otherwise. If this is simply not a rush job while we pay their salaries. Do not forget that supervisors are not working for us, but it is we who work for them and they.

Now what?

We must stop complaining each one on our side. This allows us to comfort us as we always chutons to hell.

The two most often do we bring solutions lead nowhere. The first wants the companies to join a discussion table to agree on minimum prices for the industry, below which they would not compete. Both remain in passivity and pray that our money grows trees. The alternative would be to form a cooperative. In this model, We actually would have control of our working conditions, but we would still be subject to market dynamics. The price of the tree will remain competitive for us to obtain contracts. These cooperatives will remain very small, since they can not gain a foothold in the market. So what about the vast majority of the workforce that remains a prisoner of rookie mills?

The organization is the key

We still have a solution : the Solidarity unionism. The only way to improve our working conditions, it is by building a balance of power in our favor. For that, must be integral to abuse employer. The greatest objection to the arrival of a union is that it does not understand the reality of our work and our needs. We'd only pay dues to a union that does not represent us. Our report to unionism has been perverted by the trade union confederations, which now appear to act more as a weapon of employers that as the weapon of the working class. and yet, unionism is a form of control. A practice that can be horizontal and without representation other than ourselves. We can lead this struggle and make the gains we choose collectively: l'IWW, it is the union then. Workers who have chosen to come together, regardless of industry to organize their workplace with a model of unionism that would not escape their control. We will be our union and nobody else.

Our insecurity is greatest from season to season, we must act now! This text will not be unanimity in the community, as all publications on the King Kong Group Re-forestation denouncing our conditions. Some want to and some we regurgitate their worship highballer. But would it not the sign of a deep malaise? Let's get together now to arrange the response. Those who wish to organize, please contact with us!





In english.


cover photo credit:

source image 1 : = graphic # p86600

source image 2 :

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Migrant Workers’ Conditions in Middle East is Modern Slavery – and the answer from employing class to radicalised Arab working class of the ’60s

The idea that Dubai is an oasis of freedom on the Arabian peninsular is one of the great lies of our time. Yes, it has Starbucks and Dunkin’ Donuts and the Gucci styles, but beneath these accoutrements, there is a dictatorship built by slaves.

If you go there with your eyes open – as I did earlier this year – the truth is hidden in plain view. The tour books and the bragging Emiratis will tell you the city was built by Sheikh Mohammed, the country’s hereditary ruler. It is untrue.

The people who really built the city can be seen in long chain-gangs by the side of the road, or toiling all day at the top of the tallest buildings in the world, in heat that Westerners are told not to stay in for more than 10 minutes. They were conned into coming, and trapped into staying.

In their home country – Bangladesh or the Philippines or India – these workers are told they can earn a fortune in Dubai if they pay a large upfront fee. When they arrive, their passports are taken from them, and they are told their wages are a tenth of the rate they were promised. Read more

Unshaken by the union election presqu'ex aequo, the union Jimmy John's vows to continue the fight.

Picket outside a branch of the franchise's étatsunienne JimmyJohn

The workers-workers denounce the widespread illegal activities of the company.

MINNEAPOLIS, E.-U. - The workers-workers 10 franchised restaurants Jimmy John’s Minneapolis crying foul after a questionable union certification election marred presqu'ex aequo behavior from the owner of the company Miklin. 85 proletarians have voted in favor of unionization and 87 against, with two unknown contested ballots. According to the National Labor Relations Act, Equality is the employer.

The workers-workers realized several clear evidence of violation of the law of the National Labor Relations Act and before election day. These violations include bribes attempts at worker-workers, ask-ed employees to wear anti-union pins, massive layoffs threats, and targeted layoffs to break the union. The company is currently accused of Miklin 22 alleged violations of the National Labor Relations Act.

“We are extremely disappointed with the conduct of the company in this matter; rather than simply letting us vote, Management has chosen to break the law repeatedly over the last six weeks. They spent more than 84 500 $ on a country anti-union vicious denigration, it's over 1000 $ vote for "no". We do not recognize the election results as legitimate and will continue to fight for our demands “, to déclaré Erik Forman, a worker Jimmy John’s and union member.

Ayo Collins, a delivery man, said the union "did not put all your eggs in one basket" and still has several courses of action before them. He said the union plans to launch a lawsuit against the company judicière about his misconduct short of the pre-election period.

“In a company with an employee working near 50% per month, a majority at a given time means a lot. We have a mandate, more than 85 concacrent of us in the pursuit of the struggle for decent wages, a consistent scheduling, sick days, and to respect and basic dignity that all workers-workers deserve. This is only the beginning of the fight “, Collins said.

The union workers-workers Jimmy John's, inclusive and all-ed employees of this company to national level, is the first fast food union in the country, and is affiliated with the Industrial Workers Union-Workers.

Having gained fame in recent years for organizing the workers cafes Starbucks, Industrial Workers Union-Workers is an international union founded a century ago for all working people.

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Line Pilots reduced food aid

Des pilotes fatigués, sous-payés, malades. Danger ?

Les IWW ne partagent pas les mêmes idées que Michael Moore sur les solutions à apporter à la crise du capitalisme, ni sur le fait que la cause actuelle de cette crise soit larecherche du profit”. For us, le problème est le capitalisme lui-même, et la véritable solution à long terme réside dans l’abolition du salariat et l’instauration d’une démocratie directe dans toutes les sphères de la société, y compris dans l’économie. Mais la problématique soulevée ici par le polémiste américain illustre bien la phase d’appauvrissement que traversent présentement les travailleurs et travailleuses.

Interdiction de prendre un arrêt maladie. Des salaires au lance pierre qui les contraignent à faire appel aux services d’aide alimentaire. Un deuxième job chez Starbucks pour boucler les fins de mois. Invité en cabine par les pilotes lors d’un vol intérieur aux USA, Michael Moore raconte la face cachée du rêve américain.

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Subcontracting : A complicated world

Caught on Courant Alternatif
So, promised, sworn, industrial that will be helped not délocaliseront… They swear hand on heart. And they will certainly keep their promise. For what does it mean, outsource, and do not relocate ??? When Renault bought Dacia, a Romanian company, ce n’est pas de la délocalisation, c’est un investissement à l’étranger. Et s’il rachète cette usine, ce n’est pas pour la fermer, ni pour y envoyer ses propres salariés avec des salaires d’expatriés évidemment. Mais si Renault possède des usines en Roumanie qui emploient des ouvriers roumains, il est normal qu’il y produise des bagnoles. Renault ne rachète pas Dacia seulement pour produire des Dacia, il rachète Dacia aussi pour produire des Renault en Roumanie. So, des ouvriers roumains en Roumanie produisent des Renault qui seront achetés par ceux qui ne sont pas encore licenciés en France, mais ce n’est pas de la délocalisation. Vous me suivez ?

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