Friday, May 30, 2008

A History of the Living Wage Movement



The Living Wage Movement
Building Power in our Workplaces and Neighborhoods

In 1994, an effective alliance between labor (led by AFSCME) and religious leaders (BUILD) in Baltimore launched a successful campaign for a local law requiring city service contractors to pay a living wage. Since then, strong community, labor, and religious coalitions have fought for and won similar ordinances in cities such as St. Louis, Boston, Los Angeles, Tucson, San Jose, Portland, Milwaukee, Detroit, Minneapolis, and Oakland -- bringing the national living wage total to 122 ordinances. Today, more than 75 living wage campaigns are underway in cities, counties, states, and college campuses across the country. Taken collectively, these impressive instances of local grassroots organizing is now rightfully dubbed the national living wage movement, which syndicated columnist Robert Kuttner has described as "the most interesting (and underreported) grassroots enterprise to emerge since the civil rights movement … signaling a resurgence of local activism around pocketbook issues."

In short, living wage campaigns seek to pass local ordinances requiring private businesses that benefit from public money to pay their workers a living wage. Commonly, the ordinances cover employers who hold large city or county service contracts or receive substantial financial assistance from the city in the form of grants, loans, bond financing, tax abatements, or other economic development subsidies.

The concept behind any living wage campaign is simple: Our limited public dollars should not be subsidizing poverty-wage work. When subsidized employers are allowed to pay their workers less than a living wage, tax payers end up footing a double bill: the initial subsidy and then the food stamps, emergency medical, housing and other social services low wage workers may require to support themselves and their families even minimally. Public dollars should be leveraged for the public good -- reserved for those private sector employers who demonstrate a commitment to providing decent, family-supporting jobs in our local communities.

Many campaigns have defined the living wage as equivalent to the poverty line for a family of four, (currently $9.06 an hour), though ordinances that have passed range from $6.25 to $13.00 an hour, with some newer campaigns pushing for even higher wages.

Increasingly, living wage coalitions are proposing other community standards in addition to a wage requirement, such as health benefits, vacation days, community hiring goals, public disclosure, community advisory boards, environmental standards, and language that supports union organizing.

Although each campaign is different, most share some common elements. Often spearheaded by ACORN, other community groups, union locals, or central labor councils, living wage campaigns are characterized by uniquely broad coalitions of local community, union, and religious leaders who come together to develop living wage principles, organize endorsements, draft ordinance language, and plan campaign strategy. The campaigns usually call for some degree of research into work and poverty in the area, research on city contracts, subsidies and related wage data, and often cost of living studies.

In addition, the strength of living wage efforts often lies in their ability to promote public education through flyering, petitioning, rallies, demonstrations targeting low wage employers, low-wage worker speak-outs, reports, and press conferences. Because most current living wage campaigns seek to pass legislative measures, campaigns also include lobbying and negotiations with elected officials such as city and county councilors, the mayor's office, and city staff.

Living Wage campaigns also provide opportunities for organizations that work to build a mass base of low income or working people to join-up, organize, and mobilize new members. Community organizers and labor unions can look to build membership during the campaign with neighborhood door-knocking, worksite organizing, house visits, neighborhood and workplace meetings, petition signature gathering, etc. and after the campaign on workplace and neighborhood living wage trainings, implementation fights with city agencies, and through campaigns targeting specific companies to meet or exceed living wage requirements.

So, what makes a collection of local policy decisions merit the title of a national "movement"? In short, both the economic context that gives rise to these efforts and the nature of the campaigns themselves make them important tools in the larger struggle for economic justice.

First, consider the economic realities facing low income people today: the failure of the minimum wage to keep pace with inflation (it now buys less than it did in the 1960's); the growing income gap between the rich and the poor; massive cuts in welfare and downward pressure on wages resulting from former recipients being forced into the labor market with no promise of jobs; the growth of service sector jobs where low wages are concentrated; the weakening of labor unions; rampant no-strings-attached corporate welfare that depletes tax dollars while keeping workers poor. The list goes on. Living wage campaigns have arisen in response to all these pressures.

Given this context, living wage campaigns have the potential to have benefits that go beyond the immediate benefits to affected low wage workers and their families. Wherever they arise, living wage campaigns have the potential to:

o Build and sustain permanent and powerful community, labor, and religious coalitions that promote greater understanding and support of each other's work and create the potential to influence other important public policy debates

o Provide organizing opportunities that strengthen the institutions that represent and build power for low and moderate income people: community groups, labor unions, religious congregations

o Serve as a tool of political accountability, forcing our elected officials to take a stand on working people's issues, as well as engaging low and moderate income people in the political process

o Build leadership skills among low-income members of community organizations, unions, and congregations

o Raise the whole range of economic justice issues that gave rise to the living wage movement and affect the ability of low income families to live and work with dignity and respect

Despite the concerted efforts of business interests who consistently oppose these campaigns, "living wage" has become a household word and an exciting model of a successful local grassroots strategy. With new campaigns springing up every month, this movement shows no signs of slowing down.

We encourage you to join in the fight.

Wednesday, May 28, 2008

The Five (Difficult) People You Meet at Work ... and How to Get Along With Them

Dealing With Difficult People at Work
The workplace, like anyplace you bring a bunch of people together, is a jumble of many different personalities. In addition to coworkers who are easy to work with, you will also find difficult people at work. What sets the workplace apart from many other places is that everyone -- even the difficult people -- must cooperate in order to be productive. Here are five types of difficult people you may meet at work and advice for getting along with each one.


The Chatterbox


Let's start with your most affable coworker. The chatterbox usually means well. She is friendly and wants to share all her thoughts (every last one of them) with you. She isn't trying cause harm to anyone ... her incessant talking is just keeping you from concentrating on your work. Here are some things you can do to quiet down your chattering co-worker so you can get your job done.

Rather than risk insulting your colleague, put the blame on yourself. Tell your coworker you have trouble concentrating while you are listening to her very engaging stories. You'd love to hear them at some other time, just not while you're working. Then, if you truly enjoy her company, have lunch with her once a week.

The Gossip

The gossip seems to know everything about everyone and he wants to share it. Should you listen to what your gossiping colleague has to say? Yes, you should listen to it since it is often a good way to hear news that may not make it through more formal information channels. The problem with gossip is that it carries both elements of truth and untruth, so view it with a cynical eye. Listen to your gossipy coworker quietly. Don't become a gossip too. However, if the gossip being shared is of a very personal nature, for example he shares with you news of another coworker's marital problems, change the subject or say that you don't feel right discussing someone behind his back.

More About Workplace Gossip

The Complainer
There's always one person in a group who can never find anything about which to be happy. If she's not complaining about her health or her family, she's complaining about her job, the company, or your boss. Of course, some of her complaints may be legitimate, but the incessant whining is getting on your nerves. Generally, the complainer isn't looking for advice so offering it probably won't do any good. Change the subject whenever the bellyaching begins. Your colleague should get the hint after you do this repeatedly.

The Delegator

In almost every workplace you'll find someone who wants to share his work with his colleagues. We're not talking about those who have a legitimate reason to delegate work to others, for example managers or team leaders. We are speaking of those who either can't do all the work they have been given or don't want to do it. If team work is encouraged in your office and you have time to help your colleague you should. However, if managers are the only ones who have the authority to delegate and you already have your hands full, then you have to turn down the request. Tell your coworker you have your own work with which to deal.

The Credit Grabber

The credit grabber does not acknowledge any help she receives from others. She accepts all the praise for a project without mentioning that she didn't do it alone. The first time this happens, consider it a mistake. Mention it to your colleague and ask her to let others know about your participation. If she doesn't, or if this happens again, make sure you let others know about the role you played in getting a project done. Then, unless you are mandated to work with this person, refuse to help out again.

More About Dealing With Difficult People at Work

Thursday, May 15, 2008

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Election 2008--The Issues and Education




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