Subject: Behind The Scenes: What’s Really Going On With Unionization At Trader Joe’s?: LRI INK

September 28, 2023

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Behind The Scenes: What’s Really Going On With Unionization At Trader Joe’s?

by Michael VanDervort

Hey folks! So, we usually talk about how managers can get along better with their teams and how unions can change the vibe at work. Most of the time, we’re hearing the company’s side of things. But today, we’ve got something special for you—a video that gives us a peek into what employees really think when a union steps in, especially when they feel the union isn’t really looking out for them.


So, there’s this YouTube video by "TJsTruth" where the crew from Trader Joe's in Hadley, Massachusetts, spill the tea on their unionization experience. They chat about how things were with the company before the union stepped in and share their worries about the whole union campaign. They’re pretty frustrated with the union not being clear about stuff during talks and sharing times when they felt like they couldn’t speak up or were pushed around.

Hadley MA Crew members reveal their experience with Trader Joe’s Union

Video here

Highlights

  • 🗣️ Crew members discuss their experience with unionization.

  • 🤔 They’re worried about not getting enough info from the union during talks.

  • 😕 Some felt they couldn’t speak up or felt bullied when they questioned the union's moves.

  • 🚫 When they tried to see what was happening in the negotiations, they faced pushback and were finally kicked out.

  • 📢 They’re calling for more openness and better communication in the whole unionization thing.

Conclusion

This video is like a backstage pass, letting us see and hear what employees go through during unionization straight from the horse's mouth. It’s a reminder of how important it is to have open chats and hear different views on union matters.

Unclean Hands: Unions And Progressive Groups That Don’t Practice What They Preach

by Kimberly Ricci

Earlier this year, we discussed the Center for Union Facts nonprofit’s “educational campaign” that criticized Workers United/SEIU’s hypocritical ties with Amalgamated Bank. That financial institution is 40% owned by the outwardly progressive SEIU, which appears to ignore the bank’s history of backing private prisons and tobacco companies. A linked billboard campaign called out the “hypocrisy” and “broken promises” of Workers United for this affiliation.


Formally, that is not a display of UAW-level corruption, but it’s not a good look, and it’s not as uncommon as some might expect. A wave of recent accusations about similarly hypocritical behavior has surfaced against other “progressive” groups and unions. Curiously enough, many of these allegations reflect these organizations’’ toxic workplace cultures and poor working conditions as claimed by their own employees. 


The American Civil Liberties Union has recently been accused of illegally firing a worker who voiced concerns about working conditions, long hours, and low wages. So much irony: the ACLU has built much of its reputation upon the fight for free speech.


The Service Employees International Union found itself branded as the “Worst Employer In America” in a video spot by the Center for Union Facts, which detailed how the SEIU pushed back against its own workers’ efforts to form a union amid pay disputes. This nonprofit’s campaign against the SEIU also included a Times Square billboard inquiring, “Who’s America’s Worst Boss?” 


The nonprofit’s other myriad accusations against the influential and deep-pocketed union include alleged retaliation against workers who filed sexual harassment accusations. The union’s deteriorating workplace conditions have also been alluded to in Glassdoor reviews from former employees who allege an intolerable workplace culture. 


The SEIU also holds a long-standing pattern of textbook union corruption, which has led to over a dozen federal convictions of union officers, one of whom pleaded guilty in 2022 to conspiring to steal half a billion dollars in union funds. 


Color of Change, a civil rights nonprofit that sprung from the wreckage of 2005’s Hurricane Katrina, is the subject of a Business Insider investigative report that digs into its own tumultuous workplace, which sees a striking amount of turnover while workers allege rampant funds mismanagement that led to mass layoffs. Further alleged misconduct by leadership includes sexual assault, gender discrimination, and bullying. 


In 2020, Color of Change workers formed a union, and since that time, about 25% of the union’s members have been laid off in multiple rounds. The organization claimed that these dismissals were tied to a financial downturn, yet workers expressed skepticism due to the organization continually throwing lavish parties for celebrity spokespeople. Workers also claim that the group squandered one tidal wave of donations, which followed George Floyd’s murder, by purchasing a luxury LA property. Further claims by workers cite apparent refusals to bargain by Color of Change to bargain with its own union.


Clearly, the grace period is over for these groups, and it’s only a matter of time before they have to answer to the progressive values they espouse to others.

Beyond The Big Three: Is The Strike-Happy UAW Biting Off More Than It Can Chew?

by Kimberly Ricci

Several sizable strikes dominated headlines this summer with the United Auto Workers closing out the season by launching their Big Three Stand Up strike. Shawn Fain’s “audacious” demands and his strategic turmoil have now led to expanding the strike at additonal GM, Ford, and Stellantis locations. At least 13% of UAW membership is currently on strike with thousands of non-striking workers already furloughed. One analyst fears that this strike could cost Michigan 150,000 lost jobs within four weeks.


In a recent live-streamed address, Fain also blustered about recent non-Big Three happenings, including assorted strikes and key higher-ed developments:

And in higher education: 2,900 Northeastern grad student workers voted to unionize in Boston with the UAW, which has beefed up higher-ed membership to a reported 100,000 workers. For some perspective, the UAW claims to currently represent 400,000 total active members. Around 150,000 members work for the Big Three, and those members are the ones benefiting from a capped $850 million strike fund.


A curious development: The union has thus far chosen not to move into strike mode for 1,000 Columbia University grad student workers and hundreds of Mount Sinai postdocs, two months after their contract expiration dates and overwhelming authorization votes. Is the UAW simply postponing more strikes, or is there something else at work here?


These members might be wondering why they aren’t receiving tangible benefits from third-party representation. Or if their union can even achieve results through higher-ed strikes.


Earlier this year, a six-week University of California grad student strike ended with what many members called a “sellout deal” of failed promises including raises that reportedly amounted to a “cut in real wages.” The UAW similarly agreed to a deal for Temple University grad students that only bumped them to $24,000 salaries – less than these workers could make from fast-food jobs. Union leadership seems more interested in investing resources in unsustainable demands for the Big Three than turning their attention to all members.


Shawn Fain, meanwhile, is having a blast with the Big Three strikes. He’s leading a traditionally secular organization with fiery rhetoric full of religious terminology and “the cadence and tone of an old-school preacher.” And he’s covering profane bases, too. Yet all the trashcan speeches in the world don’t guarantee that the UAW won’t ultimately harm their members, rather than help them.

About Labor Relations INK

Labor Relations INK is published weekly and is edited by Labor Relations Institute, Inc. Feel free to pass this newsletter on to anyone you think might enjoy it. New subscribers can sign up by visiting here.


If you use content from this newsletter, please attribute it to Labor Relations Institute and include our website: http://www.LRIonline.com 


Contributing editors for this issue: Phillip Wilson, Greg Kittinger, Michael VanDervort, and Kimberly Ricci 


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About Labor Relations Institute

LRI exists to help our clients thrive and become extraordinary workplaces. We improve the lives of working people by strengthening relationships with their leaders and each other. For over 41 years, LRI has led the labor and employee relations industry, driven by our core values and our proven process, the LRI Way.

 

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