Tag Archives: labor relations

“Smooth Slide to the Floor” for Lower Wage Workers Facing Obamacare

Tea Party Pamphlet about "Obamacare"

New Orleans    Talking to a senior labor relations director for a health care company yesterday where our union was a terribly cold shower of reality.  This company has 45,000 employees with 34,000 hourly, direct care staff similar to what we represent.  We asked him how they were looking at the Americans Affordable Care Act (ACA or Obamacare, as it has rapidly become known).

We knew the participation in the current employee health plan was very low, 10% or less, for our bargaining unit solely because of the cost borne by the workers compared to their relatively low wages.  He confirmed that companywide 10% was about right, and that that was about the industry average.  He said their evaluation put their plan slightly better than what was required, and then he was brutally honest.  He said the problem with the new law, “as always” is that by setting “a floor they are also setting a ceiling,” so his company was looking at 2014 to create a “smooth slide to the floor.”   It simply takes your breath away.

I asked him who might benefit from the ACA, and he answered as if by rote, that he assumed it would “help those who were uncovered before.”  Of course in Louisiana where Governor Jindal has refused to allow coverage to be extended to the 400,000 citizens now eligible, that advantage gets wiped out pretty quickly.

A call later in the morning from a free lancer I know now asked whether we were hearing that in the face of ACA a lot of workers were going to be pushed into more part-time and contingent labor to avoid the 30-hour qualifying mark for coverage.  I remembered looking at the average hours for hotel and hospitality workers during our organizing drives over the years.  When we first organized the Hyatt Regency in New Orleans next to the Superdome, the average hours for the 356 members of the unit were about 1250 with few at the top of the seniority list making over the 1500 hours that force coverage.  Of course the Hyatt had some insurance even back 25 years ago, but in the hospitality industry that drives New Orleans many will be uncovered with less than the 30-hour average and of course the exclusion if employed by an establishment with fewer than 50 workers.

As the bloom comes off the rose, it looks like the gaps in ACA are going to be large enough for many, if not most, companies to drive trucks through while running over lower waged workers and their healthcare.


The Rarity of Labor Union Strikes in Today’s Economy and Labor Market and Lost Hope at NLRB

New Orleans   In Social Policy magazine we’ve published in the current issue a solid description of the ups and downs of a group of nursing home workers in Connecticut.    The piece focused on the lessons learned in the course of a strike that the workers and the union felt was successful.  We also published in an earlier issue last year an excerpt of a book calling for a revitalization of the role of strikes in labor relations.

Looking at a chart in the Wall Street Journal, it seems clear that workers are “voting with their seat,” rather than “voting with their feet” and hitting the street.

The 21st Century is not a striking century for workers and their unions.   The graphic recorded both strikes and lockouts, and it goes without saying that a lockout is a management tactic to coerce a unionized group of workers to accept certain terms and conditions of employment, in the same way that a strike is a tool for workers to try and bring a company to heel or , these days, back to reason.   The chart indicted that in this century only once has there been more than 20 of these things and in some years, hardly a handful.

Caterpillar, the tractor maker, is once again a screaming canary in this mind shaft and trying to force its workers in plants to take frozen wages over 6 year contracts, with fewer and fewer seniority rights for shifts or jobs.  Workers in Joilet, Illinois seem to have come to that cold place in the night where you may know the boss may beat you, but he’s going to have to whip you first.

No one pretends that this is a winning strategy, only that when there was no other recourse they then had no choice.

At the same time the “reforms” of the more activist Obama appointed members of the NLRB seem to have stalled again.  The simple “notice” provision which would have required a posting of the law and protections for workers to organize freely at all workplaces, seems to have been stymied.  The rules on quicker elections seem lost in a deep quiet zone as well, where perhaps no news is good news, since the only safe bet would be lawsuits trying to block the rules.

The election, if lost, would eviscerate the NLRB in the same way we now see the right moving to de-unionize the public sector in state after state.  Where does this leave workers?  Fewer strikes, more lockouts, and fewer victories from either one may argue for more corporate campaigns, but watching the Walmart corruption press rise and fall and the shell game of corporate social responsibility, and the diminishing “power” of the press, and it is clear that there is no silver bullet here.  In the same way we need to adopt new organizing strategies, we need the same new thinking for action tactics.