Norman, Oklahoma
Corporations prefer to bonus rather than negotiate an 'annual improvement
factor', or wage bump, because it's predictable and one-time. When there are
50 people at the gate waiting to take one's job, there is no leverage to
increase wages on the worker's part. Strikes are not effective when
'replacement workers' can be brought in (to run unfamiliar equipment), or
Union locals in different states can be whiplashed... mehr anzeigen
Norman, Oklahoma
Corporations prefer to bonus rather than negotiate an 'annual improvement
factor', or wage bump, because it's predictable and one-time. When there are
50 people at the gate waiting to take one's job, there is no leverage to
increase wages on the worker's part. Strikes are not effective when
'replacement workers' can be brought in (to run unfamiliar equipment), or
Union locals in different states can be whiplashed (made to bid against each
other for similar work, by negotiating different work rules or safety
standards). OSHA is now too weak to prevent this divide and conquer strategy.
The Company can simply move whole operations to a different state or country,
and get a new deal. Without leverage, labor has to grin and bear it. Suddenly,
in the late 80s, our legislators gave the green light to cannibalize and
hollow out companies like Frigidaire, and ElectroMotive---in fact some states
even gave bonus tax breaks for moving industry to Mexico. The Company doesn't
give raises, benefits, tuition assistance or any of that out of the goodness
of its heart. It does it because it HAS TO (i.e. legislative law demands and
enforces these items). If it doesn't have to, every effort by those educated
at the Harvard School of Business will focus on shareholder rewards. That's
their job! Every region can be made to lose in competition with another one,
and praise be to capital's unleashed power to play with itself free of
distressing social obligations, unencumbered by guilt.
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