26 Burst results for "Nlrb"
AP News Radio
Chipotle agrees to pay after closing store that sought union
"Workers who tried to unionize their chipotle restaurant have reached a settlement after the company shut down their location. I'm Lisa dwyer. Chipotle Mexican grill has agreed to pay $240,000 to former employees as part of a settlement stemming from a complaint that the company violated federal law by closing a restaurant where workers wanted to unionize. Chipotle announced it was permanently closing its Augusta Maine location last year after workers filed a national labor relations board petition for a union election. The NLRB said the closure was illegal. About two dozen employees will receive payments and will be placed on a preferential hiring list for other main locations. The company must also post a notice in dozens of stores in New England that it won't close stores or discriminate against employees due to union support. I'm Lisa dwyer
The Ben Shapiro Show
"nlrb" Discussed on The Ben Shapiro Show
"A set of workers saying we wish to come and negotiate for a higher wage. The employer just has to also be able to say, no, from time to time, otherwise, you know, start your own company. This is why I remember last time we talked, we were talking about the idea of and Bernie was big on this. The idea of sort of collectivization of ownership of companies. And I said, that's called a stock agreement. That's fine. I mean, if you and your friends want to put together a company and you own the stock in the company and you decide the wages, that's just called the company. That's fine. And in fact, very often you have some of the biggest sort of collectively owned organizations. I think the biggest one in the world, I believe in Spain. Yes. And madrigal? Yeah, I think that's right. And they actually engage in hardcore capitalistic competition. That's right. I have had the cram down on their own workers, wage decreases when the market actually undercuts them because ownership is still ownership. But those are decisions that are democratically made within the organization. Because it's connected to the people who actually have a stake in the organization. That's right. Meaning, and if you choose to take the risk, then you also choose to reap the reap the reward. Correct. One of the big problems, obviously, is that when we try to posit sort of labor versus management, what both sides are putting in there, there's an opinion by labor that labor is the sort of labor theory of value. Labor is the only thing that's valuable to the organization. And I don't agree with that. But it is a huge, huge revenue. I mean, the revenue is created by the workers. And I think that that part of the equation is completely left out of the discussion when you're in America. Well, again, I mean, I think that that part of the revenue is created by the workers, some has created by the capital risk that was made by the person. Sure. Some of it's created by the corporate structure. And this is why, again, I'm not against collective bargaining in a free market system where you're saying, listen, and we do this on an individual level. I think one of the big problems that we've had in terms of collective bargaining is that because it used to be that labor was very striated. It was a lot easier to do collective bargaining. Because so many jobs now are sort of individualized. This isn't to fast food workers or something. But you're talking about at our company. For example, or your company, for example. Yeah, it does. Very specialized jobs. And so the idea that you can collectively bargain for very specialized jobs is very specialized job descriptions. It's actually incredibly hard to do that with any level of actual rationale. No, I mostly agree with you on that. So for instance, look, we have a portion of TYT that is unionized. I'm not part of that union because of the specialized nature of the work I do. So these are unionized. Right. These are the graphics artists, the editors, they decided to do it more power to them. It's worked out. And I'm glad that they did it and they're happy about it, right? But when I think about labor unions, I'm mostly thinking about major companies like, let's say Amazon, which, you know, you're seeing more and more of these Amazon warehouses, either attempt to unionize or in some cases they've been successful in unionizing. I think it makes sense in that area, especially when you're talking about a company that's so massive that the workers are just kind of, they become numbers, right? So again, if people are willing to join a union and then go at the company that way, that's fine. My big problem is that I think the national labor relations board is rigged. No, I don't. I'm sure I'm sure you love the larvae. The NLRB is fantastic. It's a garbage organization. I disagree with you on that wholeheartedly. Listen, Starbucks stores that try to unionize. And by the way, many of them, hundreds of them have succeeded in their union elections and they have unionized. I mean, labor crushing strategies that we've seen from the executives at Starbucks have been pretty disgusting. You know, people who have been fired just because they've brought up the topic of organizing the workplace. Just all sorts of violations. If it weren't for Biden's relatively labor friendly NLRB, they'd have no protections at all. I mean, your protection theoretically is in how good a job you do, along with your fellow employees. Well, I mean, listen, no RB is the kind of place where I made a joke online at one point, that if somebody tried to take editorial control of my show on the basis of unionization, I would fire them. And the NLRB. They can't though. I mean, that is a ridiculous thing for anyone to attempt to do. Well, of course, the NLRB sent me an emissive. And I had to get a lawyer to explain to them that number one is a joke, and number two, because they actually try to do that? Oh, yes. Oh, yes. It's over at the federalist. Yeah, it's a 100% free speech issue. Number two, editorial control is not implicated by labor contracts. Labor contracts are about wages and hours. Correct. And working conditions. You get to unionize at the daily wire to decide that you don't like my editorial control. And the owner of the company, that's not how that works. The regulatory overreach there is really bad. This is not to deny that there are circumstances. You're a coal miner. And all the coal miners in town are being job by the machinery. Of course, you should unionize, right? Norma ray. Okay, fine. But the idea that the federal government is supposed to cram down on Amazon, that it has to pay people a certain wage when there are other people who are willing to work for below that wage in the same exact town. Like, how is that consensual? Consent seems to need to exist on both sides when it comes to labor relations. Yeah, look, the NLRB's main role is protecting workers who might deal with their employer reigning terror on them if they are organizing the workplace. The retaliatory strategies that we've seen from companies like Starbucks have been pretty gross. We need to allow people to have those conversations to organize their workplace without fear of retaliation from their employer, right? So that's the main reason why I think the NLRB is important. You know, the anecdote that you shared about what happened with you and the editorial control. That is insane. And look, I'm not going to name names, obviously, but we had a similar issue, not with the union, but with employees who didn't like some of the commentary from me or some of the commentary from Cenk. That's called sad day for you. If you can't handle differences of opinion, then this is not the career path you should go in. That is free speech. And guess what? We're also workers. I'm a worker. I have my rights too. I should be able to speak my mind on the show that I produce and host. But aside from that, I just think that there is, there is an imbalance of power right now, and it's because of the fact that labor unions have been dismantled in this country. And workers need those collective bargaining rights in order to have a say, not just in what they're getting paid, but also their workplace conditions. I think the rail workers and what the democratic controlled Congress did to the rail workers was pretty gross. I don't know what you felt about that, but real workers deserve to be able to take a day off or more than just a day off if they're sick or if they have a family emergency without being penalized by their employer. And the fact that during these labor negotiations, they couldn't even secure that and you had the Biden administration literally put its thumb on not literally, but put its thumb on the scale to prevent them from striking, I disagree with entirely. So, I mean, on principle, I'm not in favor of unions being able to bargain for more than they can get.
Mac OS Ken
"nlrb" Discussed on Mac OS Ken
"TF international analyst Ming Chi quo says apple is going to introduce a foldable iPad in 2024. While Bloomberg described Mark gurman says, no it isn't. And we've got ourselves a nerd fight. Early in the day, Monday, Ming Chi quo hit with a short thread on Twitter. The first tweet said that anji technology will be the new beneficiary of the all new design, foldable iPad, the second double down on that, saying, I'm positive about the foldable iPad in 2024 and expect this new model will boost shipments and improve the product mix, the thirds and the foldable tablet will come with a carbon kickstand. While the fourth explain why on G will be the beneficiary. Now the bad news. Assuming any of this can actually be considered news, no new iPads this year or not much in the way of new iPads anyway. There may be no new iPad releases in the next 9 to 12 months, according to the TFI analyst with a refresh of the iPad mini more likely to begin mass production in the first quarter of 2024. That's got him expecting iPad sales to drop 10% to 15%. This year versus last. Bloomberg's Kermit and the TF international analyst do agree on the lack of top newness from Apple this year. German took to Twitter with one post as I wrote before topped gurman 2023 will be a light year for the iPad and watch. He also linked to an edition of the power on newsletter, which set of iPad in 2023 Apple has been working on larger iPads, but I'm told not to expect those this year. Updates to the 11 inch and 13 inch iPad pros won't come until the first half of 2024. I'm told these will likely include a new design and they're set to include oled displays a first for an iPad. And any updates to the iPad mini iPad air and entry level iPad this year won't be anything more than a spec bump if they arrive at all. As I say, on the lack of tablet newness, they agree. On the 2024 iPad, they diverge. Monday's tweet had gurman saying the additions in the iPad lineup will be the redesigned oled iPad pros in 2024 plus entry level and many spec bumps. That tweet went on to say that he is not hearing anything about a foldable iPad in 2024. Nerd fight. Apple's manufacturing expansion into India continues. Apple cider highlights a Bloomberg report that says the pod parts of AirPods are now being produced on the subcontinent. Perhaps more interesting than that, the piece has the AirPods themselves are not being made in India. According to the piece, the enclosure or plastic bodies are being shipped to manufacturers in both China and Vietnam for assembly, the production says it's the first time an Indian supplier has been used for anything, but the iPhone. Apples are the ugly end of charges with the national labor relations board or NLRB, a piece from Bloomberg says prosecutors with the agency have decided comments from Apple execs and certain company policies were or are illegal. The issue arises from a complaint brought by former Apple senior engineering program manager, Ashley gillick, according to the report, claims she filed in 2021, alleged that comments in an email written by Apple CEO Tim Cook about punishing leakers as well as a set of policies in apple's employee handbook violated federal law. Now the report has prosecutors agreeing. They say that various work rules set by Apple tend to interfere with restrain or coerce employees from exercising their rights to collective action. The report has an NLRB spokesperson saying that the agency found merit to a charge alleging statement and conduct by Apple, including high level executives also violated the national labor relations act, according to the spokesperson, Apple has two options, settle or let the NLRB regional director issue another complaint past that. Sounds like the choices are settled again or go through another court system. According to Bloomberg complaints issued by the NLRB prosecutors, a reviewed by administrative law judges whose rulings can be appealed to labor board members in Washington and from there to federal court. The agency lacks the ability to impose punitive damages or hold executives personally liable for violations, but it can order companies to change workplace policies. No comment from Apple for the Bloomberg report. More support
"nlrb" Discussed on WCPT 820
"Is the RLA? What is this obscure author? Most people don't know what to say about this. They've had a bunch of people say, well, they should go to the NLRB. This is what the labor reports were shocked. Explained to us the difference. Scott Carter joined us. It's a different line for the nation to be still more expensive. We don't have to buy those things. So yeah, there's some good business issues out there. To avoid strikes. So procedures followed by going off this. He's written some really great stuff in terms of digital academic of very technical and stuff. Are you allowed to start this very useful? There are additional provisions when an economy and students are willing together. They wrote a principle called core transformation, which is a question that actually, which is kind of like continuous books. And separately about an idea of how much items on the table is worth. They can either accept that. Maybe when I was around 18, I'm yours. So I came down the street. I was my mind is telling myself stories is a voice in my head. Telling myself stories. Scare myself. And then you want to be like that. Which of my brain I just turned it off? There you go. I don't have a teacher. I did the same thing with anger management, but I don't know how to teach it. So unless Congress steps in. I had said the other day. And I think
"nlrb" Discussed on WCPT 820
"Where every working person should have paid sick time. Every working person should have that dignity that need met. And we're going to move forward on sharing that everyone. This could have been a unifying moment. This could have been that kind of look at these workers and how they're being abused and how they can't even make a dental appointment. Let alone have seen their kids play soccer games. This could have been that kind of moment, I think. Absolutely good. And these companies can afford it. You know, they're paying out billions in stock Biden. They could have easily financed this sick leave. So, you know, it's all crocodile appears on their part. And the Democrats have need some big you know, why is she, you know, gestures like this to convince people, yeah, it isn't just rhetoric this time. It's really going to make a difference. I think what makes the difference, Rick is we need to organize millions more workers, you know. Now respond to us when they have for responders. Right now, we're less than 10% of the workforce and it's wild hate relationship. If we were back to 30% of the workforce, they'd be turned so repeat both parties would be throwing themselves at our feet. You're not wrong here. And this is where the frustration in this is. I did have someone email me and say, Rick you're being too hard on the president. If you're being too hard on the administration, they must be working on something to ensure that these is there any, I mean, you're the expert here. Anything that you could think of that's being done through back channels that is going to get these guys what they need. We're talking about I'm not here. You know, they got a couple. We had surgery and high level labor leaders trying to tell us all week how we really should focus on, you know, the good things that were in this deal. So I'm not convinced that we're making the demand. Much was getting any traction with it. So we got a lot of work to do. And workers understand this. Have you thought in frontline work? Because they get the dynamics here. And they understand, that's why I always people are organized. These kids, yeah. And they're out there trying to make a difference. And we need to get behind that and, for example, went into shut down Howard Schultz and all of the illegal union busting at Starbucks. They don't have to be vaccinated. So again, the wrong signal isn't sent. You don't want this whole new generation of potential union members to learn all else Starbucks and then they close a bunch of stores and they fired a bunch of people so it was nothing to it. You want the NLRB needs to come down hard on them to show those workers that are going to back your rights here. But you have rights in the law and you're going to have rights on the ground when employers do that. We're only three women. We can only say the anger. Not last question I've got for you. Now, I came out yesterday and I said, you know, I've
"nlrb" Discussed on WCPT 820
"Angry with what the Democrats did on this situation with the railroad workers. But it made me realize, I don't think we know enough about the railway labor act at the RLA. And then what was used here, which is why it's my view that I need to get someone who knows a little bit about it. That's why I've asked David borrow to come talk with us. He is a labor attorney with our good friends over at the American federation of government employees, but spent 22 years working for airline folks. Sorry. That's why I've asked David to come spend some time with us, David. Thanks for taking time for us. Thanks for having me. So let's start with real quick. I guess a history lesson kind of like a, you're the lawyer here, educate us. What is the, what is this obscure law that most people don't know anything about? Because I've had a bunch of people saying, well, they should go to the NLRB. This is what the labor ports are doing. Going no very different, explain to us the difference. It's a different voice to the nation's first of the comprehensive labor law adopted in 1926. And it was designed to avoid strikes because there's long negotiations followed by lengthy mediation procedures followed by a cooling off period of 30 days and includes additional mediation, and then only after exhaust all of that. And you could pay a lot of strikes. But initial provisions when the national transportation system is threatened to be disrupted. It allows the president to impose another coin off period. A point of what's called a presidential emergency board, which is kind of like an arbitration like an interest arbitration. In the sides go in and argue their case for like the remaining items on the table. They can either accept or reject that and historically if it's rejected. They're going to the Congress and in Congress legislates and they use them. So it's rare that there are strikes in the rail or airline. Because all those procedures, but when you get to the end of that process, you're supposed to be on the strike
"nlrb" Discussed on WCPT 820
"Organize millions more worker kind of transparency. They'll respond to iron when they have to respond to us. Right now, we're less than 10% of the workforce and it's this world hate relationship. If we were back to 30% of the workforce, but they'd be turned themselves and our feet both parties would be thrown themselves at our feet. You're not wrong here. This is where the frustration and this is. Now, I did have someone email me and said, Rick, you're being part of a president. To bring too hard on the administration, that they must be working on something to ensure that these will, is there any, I mean, you're the expert here. Anything that you can think of that's been done through back channels that is going to get these guys what they need. Like to come over. I'm not hearing it. You know, I'll tell you, you know, we had, you know, I was watching high level labor leaders trying to tell us all we really should focus on the good things that were in this deal. So I'm not convinced that we're making the demand and better. Much less getting no traction with it. So that was like that. We got a lot of work to do. And workers understand this. If you're talking frontline workers, they can get the dynamics here, and they understand. That's why I always people are organized after the hour. These kids get in their house they're trying to make a difference. So we need to get behind that and for example, we need to shut down Howard Schultz and all of the illegal union busting at Starbucks. So that way again, the wrong signal isn't sent. You don't want this whole new generation of potential union members to learn all wells Starbucks and then they close a bunch of stores and they fired a bunch of people so there's nothing to it. You want the NLRB needs to come down hard on them to show those workers like we're going to back through rights. Do you have a rights in the law and you're going to have rights on ground? When employers do that. Well, I mean, they're so super helpful. The anger. Not last question I've got for you. Now, I came out yesterday and I said, you know, I've gotten some responses from people that potentially could be a wildcat strike down the road. That there's a number of people have reached out and said, that's what they're going to do. Why not? Does it have to come to this? I mean, I look at the NLR ra as a peace treaty between labor and corporate America because there were so many strengths at a period of and I know that I guess I should start with one of the penalties if there is a wildcat strike of workers who do a sick out or whatever. Thanks for listening to this replay of the Stephanie Miller show. Be sure to tune in for the live show weekdays 8 to 11 a.m. on WC PT 8 20 and streaming CPT 8 20 dot com. And it's easy to love gifts for those hard stuff. As a lawyer. Boss. So, you know, they're pretty much at an end here. And we really shouldn't, we need to ship the focus a little bit. We can't ask to workers to make that kind of sacrifice. We the rest of us need to stand up for this. And I was like, what the government shutdown? Everybody kept saying, well, those few members should strike while striking was illegal and everybody would go to jail, so you can't inspect them to do that. We need to rally out here the rest of us. And support is the same with these railroads. I'm not suggesting that it's a good idea to have a wildcat strike. But I think we have to keep pressure on. And if somebody's politicians want to say, oh, well, we're going to keep trying to get paid sick leave. Well, let's hold them accountable. I understand the frustration I do. I understand. But the only last thing workers have is their ability to fold their arms in advance. If you don't need to. And if that's taken away, what do you have then? Why not? That's right. To me is the frustration of this. Pick it up. Nobody wants to go on strike. I've been on strike in the past. There's no fun in this. Nobody wants to do this, but sometimes you're backed into a corner and pushed into this. And it's the last resort. So I completely understand their frustration. And they're right. I do too. And the one encouraging we're talking about Starbucks Starbucks and call right now. Those young workers have learned. You don't have to have the union yet and so you're all right. And strikes. You know, sporadically around that old system as they learn that. That's a really powerful tool for them. So we'll see where they go. But these workers were let down by the administration. They were done by the Congress today. And we have to stand with them going forward
KCBS All News
"nlrb" Discussed on KCBS All News
"New contract putting a strike just around the corner for more we're joined on the kcbs RingCentral news line by William gold, Stanford law professor and former chair of the national labor relations board. Professor, thanks very much for your time. Thank you good to be with you. I heard our read that we're talking about 28,000 conductors and a strike could hit the U.S. economy at a rate of $2 billion a day. That's something you want to stop happening. What's going into trying to resolve this? Well, I think that one thing we can say for certain that is that that is if there is a strike that both the president and Congress will support some form of intervention which will impose something in lieu of a strike the economy as you point out can't really sustain a nationwide strike of this kind. This is a this is an industry which is vital to the nation, a very substantial portion of more than 30% of the freight moves on the railways and I think that there will be some kind of intervention if there is a strike. Now the real problem is going to be what will be the nature of that intervention and whether this is something that will produce a peaceable relations in the future. Have we seen a rail strike before? We have had rail strikes before. Historically, we've had many rail rail strikes and that is why the Congress in 1926 enacted really the first piece of comprehensive so called modern labor legislation because the railway unions were so strong and the number of strikes were frequent and the Congress even prior to the 1926 intervened imposing arbitration through statutes. So over the years and during the war World War II and indeed as recently as 19 92, we saw a strike and in that case, we saw rapid intervention by Congress and the president. And this is not just passenger rail, people will think, oh, well then I just can't take a train to where I'm going to go for the holidays. We're talking, like you said, you're shipping from ports from ships to warehouses. We're talking about supply chain issues. Yes, yes, absolutely. And there really isn't any substitute for rail. Trucking is the major alternative for the shipping of freight. But trucking isn't in a position to take up the slack. Trucking has severe labor shortages of its own. And it will be limping along badly without the railways relying only upon primarily upon trucking. Professor, thanks very much for your expertise, William gold Stanford law professor, and former chair of the NLRB
Marketplace Tech with Molly Wood
"nlrb" Discussed on Marketplace Tech with Molly Wood
"The national labor relations board is a federal agency tasked with making sure workers can organize. To improve their working conditions, wages, form a union, but the NLRB says some employers are using technology to prevent or discourage workers from doing just that. The agency released a public memo, saying it plans to protect employees from, quote, intrusive or abusive electronic monitoring and automated management practices. Things the NLRB says are increasingly happening as the technology gets better and companies seek more oversight of what their workers are doing, especially with more people working remotely. Jennifer bruzzo is general counsel for the agency and author of the memo, and she told me about some of the new surveillance methods that concern her. You know, these advances have dramatically expanded employer's ability to monitor and manage employees within the workplace. So we're not looking at any one particular tool we're actually looking at all of them to see what sort of impact the use of those tools may have on workers rights. Can you give us a scale or sort of an idea of the scope of tools that employers have at their disposal to sort of keep an eye on what employees are doing? And warehouses, for example, they can record conversations, they can track movements through cameras, in call centers, they can record keystrokes, you know, certainly even before an employee becomes an employee and is an applicant, they can pry into private lives by scrutinizing social media, by giving personality tests to try to determine their propensity for, let's say, union support, for example. So there's any number of technological tools that they can use that may impact the rights of workers at the workplace. And actually even beyond the workplace at their homes. So why release this memo sort of flagging that the NLRB is paying attention to this, why put this out now? What we decided to do was put out a public memo that offer transparency to employers to labor organizations to work our advocacy groups and workers writ large that the NLRB in particular is looking at these technologies and the use of them as well as the use of the data that they accumulate to see if the impact on workers rights is such that it is interfering with their ability to communicate with one another at the workplace and try to improve their wages or their working conditions because if in fact there is interference that is a violation of our statute. You talk about improving work situations specifically, this memo mentioned surveillance tech potentially being used to stop workers from organizing in their workplaces, maybe to form a labor union, what sort of surveillance behavior are you seeing in that regard? So there's always been for an extended period of time a violation of the act if there is actual surveillance or if you give the impression of surveillance and through the expansive use of these technology tools that track the movements of workers, record their conversations, record their keystrokes. There are never becomes a time or a place for workers to actually feel comfortable without feeling that they either are being surveilled or could be surveilled and we haven't really got into algorithmic management, which may preclude people from actually taking breaks with one another or at all, and therefore they're unable to actually engage with one another at the workplace to talk about workplace issues. This term you've used a couple times, algorithmic management, I think a lot of people may not be familiar with that term. Can you say a bit more about what it is and why it concerns you? Sure. So I mean, it is using technological tools to drive decision making. Those decisions, as I said, they happen oftentimes in real time. So there's a very breakneck pace of work and if workers are not able to keep up, they will be disciplined for that. Could even be fired because of that. So the data that is obtained through these technological tools are detrimentally affecting workers, not only their terms and conditions of employment, Vis-à-vis whether they can go on breaks or not, but it is also affecting whether or not they'll actually be able to remain in the workplace because they could be disciplined or otherwise terminated for not meeting whatever or efficiency standards are put in place. How do you try to balance what might be justified surveillance in the workplace either to do things like prevent theft or make sure people are doing the jobs that they're paid to do versus the kind of surveillance or monitoring that potentially violates employees rights. You know, certainly employers have their managerial interest to maintain production and discipline. An employer can show that the practices are actually narrowly tailored to address legitimate business need. The board will conduct a balancing test to determine whether the employer's business needs outweigh the interference to employees, workplace rights. But I think that when you're talking about electronic monitoring and algorithmic management, if in fact, the board finds, yes, the employer's managerial interests outweigh the section 7 rights of employees in this particular instance. The employer still nonetheless should advise employees of the technology that it's using. What's being used, why it's being used and how that data is going to be potentially affecting their working conditions, then employees can intelligently exercise their rights and take appropriate measures to preserve the confidentiality of their actions because oftentimes people want to keep their actions confidential until a time where they feel comfortable in addressing the concerns with their, with their employer. Jennifer abruzzo is general counsel for the national labor relations board. We'll link to her memo on our website, marketplace tech dot org. Daniel shin produced this episode, I'm Kimberly Adams, and that's marketplace tech. This is 8 p.m.. I spent the summer in one of the most glamorous places in the world. Miami. It's also one of the scariest because beneath the surface of glittering beaches and electric nightlife, trouble is brewing, as rising seas are coming for Miami. I'm Amy Scott, host of how we survive. Join me this season as we find out how to keep living in a place that's increasingly underwater. And what can we learn from South Florida before it's too late? Listen to how we survive, wherever you get your podcasts.
"nlrb" Discussed on Giant Bombcast
"Yeah, I'm kind of happy for McKinsey Clifton to bring attention to this and then get the money that was owe to them, right? Yeah. 100%. Yeah. Right, they could have continued to drag this out and there's a world in which you think all things being fair, you see this through, you let the NLRB decide a just punishment and then force them to change permanently. In a more realistic world in a practical world, getting the attention brought to it by the media and then also getting your money is probably the best case scenario. So very happy for McKinsey. What happened to them? I don't know. Right. Yeah. Recapping, I don't have it written down here. I believe that they no, it's okay. I meant to actually put these details in here. We talked about it before, but you're right. We should recap it. I believe, no, it's okay. I believe they said that they were, they were treated poorly by like when it came time to deal with Nintendo of America's side of things. And so whenever an event would come up that involved Nintendo of America, the people that were just these contract workers at Aston Carter were made to feel inferior, they were also subjected to, I think, some harassment of a variety of variety of harassments. And then when they would try to bring these things up to HR, at Aston Carter, these things would fizzle out quickly in order to protect Nintendo, at least those were the allegations. And so yeah, and then unfair pay overworking them and stuff like that, of course. I'm glad it worked out. Wow. Yes, it's nice. Nice that I always like it when we're like, oh, you go complain to a government bureaucracy and the bureaucracy has your back and kind of gets results pretty quickly. That's something. Okay. Something tangible changed, right? Like, wow. Right, here we are. Yeah, and Nintendo had to at least acknowledge it and if you move the new idea of the idea of the slap on the wrist, right, is that they know next time it's going to be worse than a slap on the wrist and maybe they will change, does that usually that doesn't happen usually these companies, it looks like a slap on the wrist, but really it's them just like, hey, paying the speeding ticket when they're a millionaire or whatever, and it doesn't affect them. But hopefully what happens here is the first thing where we got away with it mostly, we pay the small fine, hopefully next time we behave in a way that is more acceptable so we're not back in that position again because things could go worse for us the second time. We'll see. Right on. Okay, that wraps up the news and man chance still gone and we know what we have to do is what do you say? He said we need to just go right into the emails. We're skipping the break. We're going right to emails and if you've noticed me putting my hand up to the camera now and then that is for me later to make timestamps because Jan's not here to change the little headlines for me. So that's a good really clever thing. There should be YouTube as a little time marker thing and it doesn't work very well. I got really excited when I saw that when I was doing our podcast and I was hitting that thing and I went back and like this I can't use any of this stuff. This is not actually useful information. It's easy to use. My damn hand. Wow. And emails. The email address.
Effectively Wild: A FanGraphs Baseball Podcast
"nlrb" Discussed on Effectively Wild: A FanGraphs Baseball Podcast
"Your toilet requires a three inch flapper. I swear I didn't see this. Yeah. It's orange, softball or grapefruit. So the great mindset quirky thinking along the same lines here, so they chose to go with the baseball softball comparison on the packaging, but on the website, baseball or an orange softball or a grapefruit see this is what I'm saying. Maybe they didn't have space on the packaging for both, but I think it adds clarity just to provide the fruit for comparison as well. For the less athletically inclined, but the more fruit inclined among the toilet flapping purchasing public. Don't put grapes down your toilet. No, not grapes. That would be too small for a flapper. It would just go right down. Go right through. Okay, so a couple other follow-ups here. We talked to Evan relic last week about the MLB PAs unionization effort for minor leaguers and there has been further reporting by Evan on that subject and it sounds like there has been a big milestone past, which is that a quote significant majority according to an MLBPA representative Evan spoke to a significant majority of players have voted to authorize this union representation has returned the cards that the MLBPA distributed and said, yes, I would like the MLBPA to represent me. So this now moves on to a different stage, which is the league can voluntarily recognize the union and the MLBPA sent a letter on Tuesday, asking for that voluntary formal recognition. So the ball, the baseball, the orange sized object, is in MLB's court now. They can decide whether they want to voluntarily recognize, or if they decide not to, then the NLRB can hold an election, the mob would file for an election if the voluntary recognition does not grant it. And before an election can be held more than 30% of employees have to show support, so they have already cleared that par by a wide margin. It sounds like so unless a bunch of binary Uighurs were to change their minds, having voted yes to this. If they were to change to no votes by the time that election is held, if it is held, then this seems like it's probably going to be a done deal at some point. I don't know how long they'll wait to see whether voluntary recognition will be granted or how long it would take for an election to be held if not. But if that support remains consistent and steady, then it sounds like there's a pretty good chance that this is going to happen. So that's a major milestone that has seemingly been eclipsed here. What if like your mental image of an orange is like a satsuma? You know, let's not technically an orange though, I don't think. That's not the point. They probably mean like what are they navel oranges? Is that what they're called? Yeah, I mean, you got your tangerines, you got all sorts of orange adjacent fruits. Yeah, then you got all the cross the cross pollinated fruits. You got all kinds of different hybrid fruits, you know? Yeah. Anyway, I think it's just pretty great. Maybe MLB will surprise us and voluntarily recognize the union, and I don't think they'll do it, but I mean, when we talk to Evan, his sense of it and I think we agreed was that they wouldn't have sent the cards and sort of done this and talked about it publicly if they weren't pretty confident that they were going to go to a point where they could say that the bulk of these guys support the unionization effort. I know that Francisco Lindor has come out and he's really been vocal about supporting these guys. So I think that we are on the on ramp for the lead to say, no. And then the NLR beats a facilitator vote and then we'll see where we are, I suppose. But I imagine and Evan said this too. I would be surprised if we hear a lot from them outside of very carefully worded press releases because given the state of affairs between the major league portion of the MLBPA and the league and how contentious those negotiations have been the number of existing grievances. I imagine MLB is going to be like, you can't accuse us of retaliation, you know, I think they're going to be pretty quiet so that they can try to steer clear of any of that stuff, whether they actually do steer clear of that stuff is a slightly separate question, I suppose. But I don't know, it's very, very exciting. I like this thing where we have impressive and important evolution on the labor front while having a fixed opening day. That's a selfish, there's a selfish thing to like. I'm acknowledging that. But it is nice. Yeah. Me. I guess you could say that if this is so likely to happen if an election would be held and that the MLBPA would win the day, then what does everybody have to lose by voluntarily recognizing? Like if the ultimate outcome is not in doubt, then why not just get the PR boost, whatever it would be or not suffer any PR fallout from just being obstinate about it. They just haven't seemed to care about that historically. It doesn't mean that they won't suddenly, that the particular calculus of this moment won't change the way they think about it. I could see them saying, this is very different than the way that we approach the CBA negotiation with existing players where we are trying to continue to claw back gains, but they just don't seem to often care. I think that the audience that Manfred is curious to and keen to satisfy is 30 people. The rest of us. There are technically more than 30 people, but it's ownership and not us, but maybe they'll say, you know, particularly with sentiment around unionization seemingly shifting in the population at large beyond baseball, you know, maybe things have moved for them in a way that they will they will find meaningful and they'll say, yeah, we'll voluntarily recognize and then we can kind of go from there, but they haven't even in moments when they should seemingly when they would seem to serve them well to care more about how this stuff plays with the ultimate consumers of baseball. They just haven't. Yeah, especially when it comes to labor issues, going back to even the battles with Marvin Miller. I don't think MLB owners have a long track record of bowing to the inevitable and being gracious about conceding victories. It's always have to be dragged kicking and screaming, which maybe works for them at the bargaining table, sometimes I don't know that it will make any difference. In this case, but they might just not want to give them that wind right unless they're forced to. But I guess it's not surprising that most minor leaguers would want to do this just given the long, long history of the way that minor leaguers have been treated and not made enough money and not had enough food and not have good places to live. You do that for decades and decades the whole history of the miners and basically all of the active banner leakers, careers, then I guess you shouldn't be shocked when someone comes along and says, hey, do you want better conditions? And they say yes, I would like that. That sounds nice, actually. So maybe if all along, the owners had been more generous, then perhaps players would not be as sympathetic to this appeal, but I guess this is a report you sowed sort of situation, so. Yeah. We can imagine given some of the other political leanings that we know baseball players to be sympathetic to that there might be an alternate timeline where they feel sufficiently taken care of that this isn't the avenue that they choose to pursue, which there are plenty of really compelling and good reasons for people in good workplaces to unionize.
"nlrb" Discussed on KOMO
"These $1 billion companies that you're working for. But if you feel like you want some change, then just go out there and speak and demand that change, and that's what we did. Amazon had challenged the validity of the election, saying the NLRB itself had unfairly intervened to support the workers. The company wanted the election results thrown out, and NLRB spokesperson says Amazon failed to prove its point. Amazon says it will appeal. Corwin hake northwest news radio. The purple and gold make their 2022 debut tomorrow night, Tom huttler is at the Beacon plumbing sports desk. It's a big college football weekend Washington starting the kalen de bour era tomorrow night when they host Kent State at 7 30 on Mont Lake, the dogs are favored by 23 and a half in that contest, and in Pullman in the first full year under coach Jake dicker to took over midway through last season and led the team to a bowl game, the kooks hosting Idaho and they battle of the palouse renewal. That'll be at 6 30 in Pullman. The storm Sunday, take on Las Vegas and game three of their best of 5 WNBA playoff series. That'll be at climate pledge arena, and the sounders host Houston Sunday Night coming off their 5th straight winless game. Coach Bryan schmitzer doesn't want to make excuses, but he said his team is going through a bad luck streak, the likes of which he's never seen. Never, not even when zig was around. He can't even think back to the USL days. I mean, you know, look, we can go back to the failed penny and Lee against Nikola Darrow, Portland at home, starts us off when nothing, maybe that gives us a break. I mean, I could come up with a thousand excuses, but that game against Houston coming up on Sunday Night. Sports at ten or 40 past each hour, Tom hunter, northwest news radio. Thank you, Tom and in Cleveland. It's the Mariners against the Cleveland guardians and Mariners in the lead in the 8th, 6 two one. Awesome night man. I love this bar. For real. I'm driving home. Catch you later. Wait, no way we're fit to drive, man. I'm calling a ride. You should too. What? But I want to drive my car. Does someone need a timeout? No, it's not fair. Man. Old enough to drink? Act like it. Don't risk a DUI. Get a safe ride home. Brought to you by the Virginia department of motor vehicles. We all know someone who's all work and no chill, trust me. That used to be me. But then, I found galaxy Z fold four, which allows me to do more
Effectively Wild: A FanGraphs Baseball Podcast
"nlrb" Discussed on Effectively Wild: A FanGraphs Baseball Podcast
"And I don't know if Evan expected that we would be talking about prior to late Sunday Night, but here we are with a major unionization effort happening with the MLBPA and minor leaguers and he has been reporting on it and talking to Tony Clark and other experts about all of the issues involved, so welcome back, Evan. I thought we'd be on a break. I didn't think we'd be reunited so soon, but it is one of you here, guys. Yeah, not that we can only talk about labor issues and I'm sure we'll talk about your Astros book next year, but eventually expect that we would have this to talk about now. And I guess that's a good place to start. So you noted in one of your pieces, often a group attempting to unionize in any industry will do as much as it can to keep its effort private until the point at which the group feels it has enough support to go public in that way the lack of direct public buildup prior to Sunday is unsurprising. But you're pretty plugged in. You've reported on labor issues for quite a while now. I assume you have some sources and contacts. So was this something that took you by surprise as much as it did seemingly everyone else when this news broke late when June Lee first tweeted it out and then you and others followed up? Yeah, I was surprised by the timing of it. It was not surprising and I think I've said even the last time I was on with you guys potentially, it was not a secret that they were attempting to organize the miners. It advocates for minor leaguers, the nonprofit that now has disbanded essentially. Wanted to do this. What was not telegraphed publicly to me. That doesn't mean that some people didn't know, but it was not clear to me that it was going to be at this point in time in late August of 2022. I don't know that I had a date in my head that I thought it would get done, but I don't think I ever thought, yeah, it's imminent, it's about to happen. As I think back, there are some conversations I had where I think, well, maybe I should have realized that it probably meant that was close, or that's a hint that it was getting close. So the generality of it happening, not stunning, the timing of it, and kind of the way it went down, where it was late at night, they send out these authorization cards to the players and also a little bit after that, like 45 minutes later, they send out an email to all the agents, the player agents. Within it, it was surprising, yes. So the minor leaguers have the authorization cards in hand. What are the next couple of steps and what is the time frame over which those steps might unfold? The big question I think is when do they move for an election? I wouldn't be surprised if already several days into this. They are at 30%. When you think about the thresholds that have to be cleared, there's 30% for the MLBPA to be able to represent the players. And then in an election, it would be 50 percent for a union to be formed. 30% is not, I don't think a particularly large hurdle for them. I don't think they would ever go public if they thought 30% was going to be difficult or if they didn't think they'd have 30% very quickly. So now it's kind of a watch and wait of, well, do they go to MLB and ask for voluntary recognition? Do they do that publicly if they do it at all? If MLB, they could go right for an election, or they can go ASTRO voluntary recognition. On the assumption that they would ask for voluntary recognition to MLB would deny it, it could be very quickly here that we hear of the MLBPA moving foreign election to form a union to formally get it done. I wish I could put a timetable on it. Tony Clark, or might not have had his name on it. The union in its communications to players the night that they went public said it would be about the process could take several months, but that's as much specificity as they've given here. The NLRB, if there is an election, the NLRB is involved. And I think it's possible because there's a lot of attention paid to baseball that the NLRB would move this close to the top of its list. I'm just speculating. But I think knowing how many eyes would be on this. And I say that to say, the whole idea here for the place association is for this to move quickly. And so I don't think we're going to be sitting here for months waiting for something to happen. But you never know, you never know. And you viewed the video, right? That there's a four and a half minute video. You saw some of it or describe some of it at least that Tony Clark sent to the minor leaguers and there were also some leading MLB players who were speaking there and delivering a message about why minor leaguers should be interested in this. So what was the message that they were stressing when this was just dropping on players phones or in boxes or whatever it was before they had maybe even heard that this was happening. I'm sure it took a lot of minor leaguers by surprise. So what were they seeing and hearing from the people who were hoping that they will sign and return these carts? Yeah, the comments Tony Clark made it was about a four and a half minute video that was posted online at this portal that they set up for the players. So if you're a minor league player, you got a link to this website and you could sign your authorization card there. There's also an FAQ section and there's a few videos. Tony Clark is the longest at four and a half minutes, and then they had a few other quicker hits with players. Andrew Miller is there, Denise Baez, Chris singleton. There are a couple others who I'm just not remembering. Chris Ian had a with some of these players who were very involved in the union and they're playing days. So it's no surprise. Clark's comments weren't much different from what he was saying publicly to me and to other reporters recently. We feel like the time is now. The one line I thought was poignant in the four and a half minutes that he spoke was not a threat, but kind of suggesting to
"nlrb" Discussed on Squawk Pod
"Model three. Car services have model three. I've just watched now, and someone will be coming around to kind of go up it to that's going to be a Tesla, and it is. In other Tesla news and national labor relations board says that the company violated workers rights when it told employees that they couldn't wear shirts with pro union insignia while on factory floors. The NLRB is now mandating that Tesla in the agency's words. Cease and desist from maintaining enforcing the overly broad team wear policy that prohibits production associates from wearing black union shirts. Tesla had previously argued before the labor relations board that its dress code was meant to prevent workers clothing from causing mutilations. To the cars or the car seats that they were building and to help managers and their words easily determine that employees are in their assigned work areas. So maybe you can't see them as well with the black human shirts or something. Well, then you have to wonder if they have uniforms. I mean, if dress was so important, then there would be a uniform required. If there's no uniform required, then I think this is very difficult to inform. The union issue is interesting to watch. It is the time, right? Workers have the power to have the upper hand. But many of the wokest companies that you would think would be for unions. Effective Howard Schultz. Yeah. And they're like, you know, I'm only willing to go so far with my virtue signaling. When it comes to this, I got to draw the line. I'm sorry. I'm going to be a capitalist. It's just funny to watch. Is it not the irony of it is Amazon? Yeah. I agree. Do what I say, not what I do. Making headlines this morning, Elon Musk has sent a second deal termination notice to Twitter, Musk had said in early July that he was pulling out of his $44 billion deal to buy the company, the new notice, detailed in an SEC filing, gives additional reasons for terminating the deal among them must set the misconduct alleged in the recent whistleblower complaint is likely to have severe consequences for Twitter's business. California's legislature passed a new bill yesterday that would create a government panel to set wages for an estimated half million fast food workers in the state. The so called fast act would establish a panel with members appointed by the government and legislative leaders composed of workers, union reps, employers and business advocates, they would set hourly wages of up to $22 for fast food workers starting next year.
AP News Radio
GE workers in Alabama seek union
"GE workers in Alabama are seeking to unionize Workers at a General Electric factory in Alabama have launched an effort to form a union joining a wave of labor organization efforts at large national companies Employees at the GE plant in auburn Alabama submitted a union cards to the Birmingham office of the national labor relations board It's an organization effort with IUE CWA The GE aviation plant manufacturers aircraft engine parts and has 179 employees to qualify for a union election the NLRB requires signatures from 30% of eligible voters at a specific facility The IUE CWA indicated that more than 50% of workers have signed cards Workers supporting the union say that pay the attitude of management towards workers and benefits are among the driving concerns
"nlrb" Discussed on Opening Arguments
"The agency is not supposed to disturb those conditions itself. How do you evaluate that argument? Just that the time is at a timing issue. Yeah, it really is just the timing. Why did you sit on this for 20 months? Why did they sit on that for 20 months? So, the answer is, in order to bring a complaint, you have to have approval from the national labor relations board. Which is a 5 member executive agency whose members serve rotating terms and are appointed by the president. So you might think, um, I wonder if there's something different between June of 2020. And march of 2022, regarding the composition of the NLRB and the answer is you bet your ass there's a difference in June of 2020, it was three to one Republican because Trump of course left one of the seats vacant. And did not become three to two democratic enough seats did not circulate and Biden's appointees did not get approved until August of 2021. So there, now you're looking and going, oh, okay, so we couldn't do our job at the end. Until August of 2021, and we managed to file this complaint by March of 2022. All of a sudden seems a lot more like we're acting as fast as humanly possible as opposed to we're delaying for no good reason. And I would add that Amazon because of course it does was able to gum up the works with respect to the request for injunctive relief and filed multiple motions and now is in the process of getting discovery, so no injunction was ever issued. The only possible interference could have been that the lawsuit got filed, and I will tell you, this lawsuit that was filed on March 17th, 2022, was so minor, we did not cover it on opening arguments, right? So I don't know how any single any individual employee who did not otherwise know Gerald Bryson could have possibly learned about the lawsuit occurring while they were casting their votes, let alone, you know, that it would have swayed 500 votes. This is a purely pretextual and dumb argument. But notice, you gotta do digging, you gotta get beneath the surface to show, you know, yeah, there's a very simple reason why a Republican led Trump appointed NLRB would not have signed off on the complaint. And a Biden appointed democratic leader would have and all of a sudden everything makes perfect sense. That didn't occur to me because that's so obvious that I'm surprised they could have even made that argument. But no, I guess there's no shame. They're willing to make the worst arguments in defense of their union busting. Got it. That is exactly the case. So I want to add one more, if Amazon thinks. And by the way, the reason I know what Amazon thinks it's arguments are because it's posted it to its website. These are public statements that it's made while it is considering whether to appeal. The time on that has not elapsed. If it thinks that it can bully Biden's NLRB, they got another thing coming. In fact, the office of general counsel of the NLRB issued new guidance today that is 100% aimed at the conduct Amazon engaged in in the unsuccessful efforts to bust the Staten Island union and the potentially successful efforts to bust in bessemer, which we talked about this in episode four 65 and again in episode 5 45, which included the long mandatory meetings that you had to go to, in which they would decry how bad unions are and they gave away the little plush unicorns at the end and stop, right? So OGC says, in workplaces across America, employers routinely hold mandatory meetings in which employees are forced to listen to employer speech coercing the exercise of their statutory labor rights, especially during organizing campaigns. As I explained below, those meetings inherently involve an unlawful threat that employees will be disciplined or suffer other reprisals if they exercise their protected right to not listen to such speech. I believe that NLRB case precedent, which is tolerated such meetings, is at odds with fundamental labor law principles are statutory language and our congressional mandate. Based thereon, I plan to urge the board to reconsider such precedent and find mandatory meetings of this sort unlawful. Again, this is a sternly worded crunchwrap, but like all office of general counsel within an executive branch agency, this is binding on the lawyers that work within that agency. So this determination is meant to reverse decades of precedent that has allowed employers to hold these propaganda sessions. I'm going to watch this very, very closely. And we're going to see what the result is in terms of whether the board engages in rule making. But this is part of the record, and it's another good illustration, right? Like how many times have we talked about being stymied by stuff regulations, memoranda, that the last guy has left around in terms of leaving his imprint on executive branch agencies. This is part of our efforts to fight back. And it's a great thing to see. These meetings are oppressive and ridiculous and I think that the legal logic in saying that they constitute an infringement upon the workers right to freely and fairly decide to collective bargain is just without question. It is yet to be seen how this is going to play out in practice. But I love the timing on it and I love the NLRB saying we're not going to let you push us around. So good news, you know one thing, I can't remember if you mentioned this in the original episodes, but in looking at some of the coverage of this, I guess it resonated with me how hard this has been for so many reasons. The union busting that everything, these tactics, but also just the short tenure. The average tenure of an Amazon employee I didn't think about that. The average tenure, I think, is like 18 months. It's going to be really hard to get somebody motivated to start a union when the average time that you're even there is 18 months. So it's a huge accomplishment and hopefully it's a sign of good things to come. It's really interesting because that echoes almost word for word a statement that Chris smalls made. And connection with this, which was, you know, the reason we started this union is that for too long, people would respond to these terrible conditions by quitting. And the problem with that is Amazon looks at us as fungible, right? You quit and what that means is they hire somebody else who comes along and is stuck with the same problem. And so we wanted to get to work to actually change the underlying system and to convince people like, hey, your options are not suffer through this or quit and find something else..
This Week In Google
"nlrb" Discussed on This Week In Google
"To subscribe. It's English. Pretty straightforward. Okay, okay, okay. All right, so that's the company. With the actual file, I thought they pronounce it as software. They pronounce it, jif, but is short for graphics, interchange format, and graphics is a hard sheet. How do you pronounce giraffe? Karev? Well, okay. I went to renegade university, but apparently it's supposed to be wing university. We can talk about Carnegie and Carnegie. All right, giphy, I'm going to say giphy because I don't like the guy who developed the community. Jeff, I'm going to say GIF. And actually, it is relevant for the pronunciation of giphy regardless of value pronounced Gifford jif. Because that's a company company name. The guy who founded it says is giphy. Fair enough. Are you ready? You know what he says? What? Quote. At giphy, we know there's only one chip. And it's peanut butter. Alex Chung, founder and CEO of giphy said at a press release. If you're a soft G, please visit. Jif dot com. If you're a hard G, thank you. We know you're right. Oh, wow. Giphy. Giphy, definitely a smug much. David? In any case, it became known for a short while. Yeah, well, I don't know. Does this mean? You must have vest. Do they have to? I guess, I mean, if they want to be in the UK, I don't know if this is fascinating. I don't know. That's enough for them to be in the UK. I think it's done their nose and say make us. Yeah, right. It's like, we're a U.S. company. Make us. What are you going to do? And then they're going to say, well, you can't be in the UK. You know what the UK did do this week? It was so exciting. What? They passed their cybersecurity law. It resembles a lot of California's SB three 27. It's a cybersecurity device law says no hard coded passwords. No default passion. It provides an expiration date for security updates on connected devices. At the point the fantastic. All right. All right. The California law does not do that last bit. That's where the UK law boosts out. And I've been calling for this for years. So when you buy something that's connected, you should be able to save on the box and be like, I have 5 years of security updates. Yeah. That's really great. Yeah, that's really great. The national labor relation sports speaking of the NLRB has reordered a new election at Amazon's best Alabama site. They said, you guys really messed with this. And you're going to have to have a second union election. Did you see John Oliver's thing on union busting? It was quite good a few months ago. I haven't seen him in a long time. YouTube.
WABE 90.1 FM
"nlrb" Discussed on WABE 90.1 FM
"This is here and now Amazon workers in Alabama will get a second chance to unionize a warehouse in bessemer Alabama got national attention last spring when workers tried and failed to start a union Now the national labor relations board is calling for a new election Robin farset is host of public radio's full disclosure He joins us now but before we bring him in I do want to say that Amazon is a financial supporter of NPR Robin good to have you Hi how are you Pretty good thanks So the NLRB says one of the issues with the first election was that Amazon intimidated workers by installing a mailbox in front of the warehouse Why was that a problem in a cause for a new election Yeah I mean this isn't some Gilded Age tactic like you know guards with Billy clubs It can be viewed as aggressive The idea being that a mailbox right there in front of the warehouse was going to be the subject of surveillance by a company already intensely notorious for tracking worker movement or even more nefarious was the intention to make people believe Amazon itself was collecting the ballots And so did you intimidate pro union votes that otherwise sat it out out of fear of retaliation Another issue according to the NLRB Amazon apparently pulled some of its workers in front of managers that could have intimidated them as well But how will the next election be any different Will the NLRB keep a closer eye on Amazon this time It stands to reason that it would but the board has yet to determine a date for a second election or even whether it's in person or by mail For what it's worth Peter just over half of the nearly 6000 workers cast ballots during that first election What's Amazon been saying about all this You know it can still repeal and it of course will tout its above market wages and jobs growth in otherwise deserts for good wages And it argues that unionization is gonna stymie that progress And you might also see a wild card out of Amazon maybe a voluntary concession or two simply to tamp down any residual ferment out of this facility 71% of workers in this first election voted against unionizing This is very interesting to me Do you think there's any reason to believe that the outcome of a second election would be any different I see this chiefly as you know this rematch is at least a moral victory for labor which has been shedding clout for decades And is eager for any momentum You know what with electric auto making and other industries just embracing automation fewer parts and in general less union man hours Speaking of that Robin we've been reporting recently about a Starbucks effort workers at Starbucks are trying to unionize a Buffalo New York There have been some high profile strikes by unionized workers at Kellogg's and John Deere Where does this story about Amazon fit into the bigger picture I see this as a scarlet letter type strategy here Amazon you know big a it's already being called in some circles It's relentlessly expanded into a disrupted so many different categories It went from nothing to employing a million plus Americans in less than 25 years And its founder Jeff Bezos is worth more than $200 billion So branding it fundamentally villainous is hugely valuable I guess in the service of organizing so many other workers who are finding themselves employed by these enormous machines of capitalism Starbucks the grain belt you know multinational meat packers There's still frustration and that struggle between capital and labor continues And it would be a first for Amazon in the United States so that is significant Robin farzad host of public radio's full disclosure Thank you so much as always My pleasure.
AP News Radio
NLRB: College football players are employees, can unionize
"The national labor relations board has declared college athletes in money making sports to be employees of their schools the statement came in a nine page memo from the NLRB's top lawyer general counsel Jennifer a bruise rights the freedom to engage in far reaching and lucrative business enterprises makes players at academic institutions much more similar to professional athletes who are employed by a team to play a sport while simultaneously pursuing business ventures to capitalize on their fame and increase their income Bruce also threatened action against schools conferences and the NCAA if they continue to use the term student athlete she says the term was designed to obscure the employment relationship with college athletes and discourage them from pursuing their rights the guidance could lead to expansive rights for players to unionize in negotiate over their working conditions I'm Ben Thomas
"nlrb" Discussed on Marketplace Minute
"A closely <Speech_Music_Male> watched amazon <Speech_Music_Male> unionization. Vote <Speech_Music_Male> may be headed <Speech_Male> for a do over. <Speech_Male> I'm nova safa <Speech_Male> with the marketplace <Speech_Male> minute. In <Speech_Male> april amazon <Speech_Male> employees at an alabama <Speech_Male> warehouse <Speech_Male> rejected unionization. <Speech_Male> But now <Speech_Male> the national <Speech_Male> labor relations board <Speech_Male> in a preliminary <Speech_Male> decision has <Speech_Male> found amazon violated <Speech_Male> labor law during <Speech_Male> the election process. <Speech_Male> Amazon <Speech_Male> says it's workers were <Speech_Male> overwhelmingly <Speech_Male> against unionization <Speech_Male> and it plans to <Speech_Male> appeal the decision. <Speech_Male> There is <Speech_Male> anecdotal evidence this <Speech_Male> morning. That state courts <Speech_Male> around the country <Speech_Male> are ramping <Speech_Male> up. Eviction cases <Speech_Male> after the national moratorium <Speech_Male> expired. <Speech_Male> Over the weekend <Speech_Male> the congressional <Speech_Male> black caucus is <Speech_Male> calling on the white house to <Speech_Male> extend the moratorium <Speech_Male> which the white <Speech_Male> house says. It lacks <Speech_Male> the authority <Speech_Male> to do <Speech_Male> another pandemic high <Speech_Male> for air travel <Speech_Male> on sunday. More than <Speech_Male> two point two million <Speech_Male> people went <Speech_Male> through the nation's airports <Speech_Male> the lines are <Speech_Male> long airlines <Speech_Male> are struggling to <Speech_Male> keep up spirit counselled. <Speech_Male> A third of <Speech_Male> its schedule yesterday. <Speech_Male> Citing weather <Speech_Male> and operational <Speech_Music_Male> challenges american cancelled <Speech_Music_Male> <Advertisement> sixteen percent. <Speech_Music_Male> <Advertisement> I'm nova <Speech_Male> <Advertisement> sophos with the marketplace <Silence> <Advertisement> minute. <SpeakerChange> <Speech_Music_Female> <Advertisement> <Speech_Music_Female> <Advertisement> The reason <Speech_Music_Female> <Advertisement> brown ambition with <Speech_Music_Female> <Advertisement> mandy and tiffany. <Speech_Music_Female> <Advertisement> The budget niece though <Speech_Music_Female> <Advertisement> was named one of <Speech_Music_Female> <Advertisement> the best personal <Speech_Music_Female> <Advertisement> finance podcasts <Speech_Music_Female> <Advertisement> of twenty twenty one <Speech_Music_Male> by business insider <Speech_Music_Male> stuff <Speech_Music_Male> like this <SpeakerChange> the <Speech_Female> importance of <Speech_Female> asking for help. Because <Speech_Music_Female> <Advertisement> what could take <Speech_Music_Female> <Advertisement> you ten years to figure <Speech_Female> <Advertisement> out with. Help my take <Speech_Female> <Advertisement> you one year. But <Speech_Music_Female> <Advertisement> all my coaches and things. <Speech_Music_Female> <Advertisement> They're not there <Speech_Music_Female> <Advertisement> to change. They're <Speech_Music_Female> there to <Speech_Music_Female> <Advertisement> help me clean the <Speech_Female> mirror. So i can <Laughter> older. She is <Speech_Music_Male> what you <SpeakerChange> want. Girl <Speech_Music_Male> <Speech_Music_Male> brown ambition. Listen on podcasts. Or wherever you get your shows.
WTOP 24 Hour News
Amazon workers in Alabama vote not to form a union
"At an Amazon warehouse in the US Despite a big push. The retail wholesale and department store union has failed to get its foot in the door of the Amazon plant, and Bessemer, Alabama. The National Labor Relations Board says Amazon crossed the threshold to secure a majority of the votes. With almost 1800 workers voting against the union and 738 voting in favor. The union says it's filing an objection with the NLRB be charging the company with illegally interfering with the union vote. Jennifer Keiper, CBS News
AP News Radio
Amazon secures enough votes to block union effort
"Amazon workers in Alabama have rejected an effort to unionize I'm a P. correspondent Ben Thomas with the latest on the vote count the national labor relations board reports the majority of workers at Amazon's warehouse in Bessemer Alabama voted against the union the totals were seven hundred and thirty eight in favor one thousand seven hundred ninety eight against the more than three thousand votes cast seventy six were avoided in more than five hundred contested by either Amazon with the retail wholesale and department store union which led the organizing effort however the NLRB says the contested votes are not enough to sway the outcome the union says it intends to file an objection with the NLRB charging the company with illegally interfering with the vote I'm Ben Thomas
All Things Considered
Amazon Warehouse Workers In Alabama Plan Vote On 1st U.S. Union
"Amazon warehouse workers in Alabama are getting closer to voting on whether to form the first union at the company here in the U. S. Get more on that from NPR's Alina cell yuk. The National Labor Relations Board has already said the unionization vote should happen at Amazon's warehouse invested more Alabama. Hundreds of workers there had signed cards looking to be represented by the retail, wholesale and department store union. Amazon and response has argued they do not represent the majority of its employees views and touted its pay and benefits. Note. Amazon is among NPR's recent financial supporters. Unions are prominent at Amazon in Europe. But in the US, this could be the first union at one of the country's largest employers. Company, the union and the NLRB be now need to sort out procedural and other disputes before a vote can
Daily Tech News Show
U.S. Labor Board accuses Google of spying on employees, discouraging worker organization, and retaliation
"On wednesday. The us national label labor relations investigated the termination of several employees in november. Twenty nineteen as a result has issued a complaint alleging. Google violated the national labor relations act by surveilling employees and interfering restraining or coercing employees who tried to exercise rights under section seven. Google is accused of discouraging employees from forming joining or assisting a union this all centers around lawrence burland and catherine spires they filed a complaint with the rb claiming that they were fired for organizing around treatment of temporary vendor and contract workers as well as retaliation against workers protesting google's work with customs and border patrol in november twenty nine thousand nine berlin and rebecca rivers were placed on leave for allegedly sharon confidential documents not pertinent to their job a protest in support of the to lead. You rivers burland. Paul duke and sophie waldman being fired. The complaint will be evaluated by an administrative judge after which the nlrb will decide whether to prosecute google and pursue reinstatement and damages. But on the same day. Google fired it's co leader of ethical artificial intelligence. Tim knit gebru. Gebru sent an email that She said laid out to conditions. Those conditions have not been made known which if met would lead her taking her name off a paper if not she would work on a last date for employment gab. Bruce says in response one of her bosses a reports replied quote. We cannot agree to number one and number two is you are requesting. We request your decision to leave google as a result and we are accepting your resignation. However we believe the end of your employment should happen faster than your email reflects because certain aspects of the email you sent last night to non management employees in the brain group a behavior that is inconsistent with the expectations of a google manager unquote. That email was sent to google. Brain women and allies in email group for company researchers gabar studies bias and facial recognition among other things and is an alumni of the stanford artificial intelligence laboratory she worked on a landmark study in two thousand eighteen that showed facial recognition miss any dark skinned women thirty five percent of the time while working well for light skinned men
Colorado's Morning News with April Zesbaugh and Marty Lenz
McDonald’s Notches Big Victory in Labor Board Ruling
"National labor relations board ruling in favor of McDonald's in a case filed by twenty workers who wanted to unionize the NLRB says it supports a settlement that will require franchisees of the fast food giant to pay more than a hundred seventy one thousand dollars to the workers they wanted a ruling that would consider McDonald's a joint employer with its franchise holders McDonald's for its part argued it does not directly employ the workers since about ninety five percent of its fourteen thousand US locations are owned by franchisees and the NLRB Rick
All Things Considered
NLRB to publish joint-employer rule change tomorrow
"Board the NFL are beef those in the know made it official today. It's going to roll an Obama era rule that made union organizing a little bit easier. It's called the joint employer rule and let workers at franchises and temp agencies and subcontractors bring the big companies at the top of their supply chains into their labor disputes. So you might have seen a big fast food chain be accused of blocking worker rights at one of its franchise. For instance, now, though, the NLRB has changed its mind publishing a new joint employer rule that's more favorable to those big parent companies and the smaller companies that work for him. Marketplace's Mitchell Hartman reports the NLRB's proposed new rule would limit a big company at the top of the food chain from being held responsible for labor problems or having to bargain with union organizers at a franchisor staffing agency employers are reading a sigh of relief, Stephen softness that law firm Ballard Spahr represents employers in disputes over subcontracted workers many. Employers use labor suppliers to provide excess manpower at times of high demand. He says it raises the employer's liability if they're on the line for labor suppliers violations. Rick heating at the small business and entrepreneurship council says the current Obama era rule has suppressed startup activity. How many big businesses, for example, that franchise are going to continue franchising where they can get dragged into all sorts of labor disputes liberals and organized labor back. The more expansive joint employer rule. They point out this kind of arms length employment is on the rise and often comes with low wages and benefits. Kathy ruckus houses with the national employment law project, it's going to be much easier for companies to hide behind their subcontractors their staffing and temp agencies. And they're gonna be able to say, it's not my problem. She says those labor contractors often don't have the capital or legal coverage to d. Deal with demands for better, pay and working conditions. There's now a sixty day public comment