I think this is a great question, so I’m bringing it up as a new post.
Bob asked: “Have recent changes at the paper, such as new pay grades, the removal of the story quotas and the time clock changes rendered the union issue moot? What’s left to fight for?”Who at the paper decided to adopt story quotas and time clocks in the first place, and is now deciding to remove some of these burdens and sweeten the economic package for (some) newsroom employees? Do you or your coworkers have any part in the decision making process?
It is entirely possible that management of The Pantagraph and Lee Enterprises is completely committed to treating workers fairly, improving working conditions and removing any of the pesky workplace issues that might lead to one joining a union organizing committee. Assuming that is indeed true, I am curious why this seems to be a recent development. Is it possible that the company is so afraid of negotiating with its own employees, those of you who actually produce the paper… that they will say and do almost anything right now to try and make you happy?
As an organizer with the Guild, and a labor activist, it is always exciting to see wages and conditions improve for any group of workers. I imagine the community will be glad to hear of the demise of the points system of story quotas, which let a focus on quantity undermine quality in the paper. Service awards are a nice touch, and everyone can use a raise… so great! Everybody is happy, right? Should we all smile and look back down at our desks and forget about any organizing drive?
What happens when the company doesn’t feel there is a group of workers ready to hold it accountable?
What’s left to fight for? You tell me. In meetings and in one on one conversations, Pantagraph employees have expressed frustration with corporate ownership making arbitrary decisions without worker voices. We can accept short term solutions, band aids, if you will… or we can work together to build a powerful organization of Pantagraph employees. Gifts and favors are nice, but nothing like an enforceable contract–and the internal organization to back it up.
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How about fighting for the respect we deserve? My duties have doubled since I started at the Pantagraph but it continues to be “business as usual.” Well, except over the past two months I’ve noticed that all the higher ups now know my name and say “Hello” when they pass me in the halls. Is that a nervous tone I hear in their voices? They didn’t notice my existence before the word Union started being mentioned….
Disgusting. It’s just plain disgusting how the Pantagraph has hired a law firm to combat this Union threat. That means each one of those poorly written letters cost a lot more than 41 cents and the cost of stationary! If they have this kind of money just laying around, why haven’t they invested it into their staff? Then the employees probably wouldn’t have felt they needed a union. Well too late now! Management has repeatedly shown us that contrary to Linda’s false statement, we DO need a union for fair treatment at the Pantagraph!
Anyone ever played, Pantagraph Advertising Chairs? It’s kind of like musical chairs. Once Linda stops talking (good luck) you get to watch everyone scramble around for a place to sit. Following are some of our most recent players of the game.
A. SL, a well-liked manager, has suddenly found himself booted out of his office and into a cubical.
B. CC, BC, SA and JS have all found themselves in different chairs… in different companies.
C. A bunch of new sales reps are warming spots who are just now discovering the hell they’re getting into. They were probably lured in by this statement, actually uttered by LV during my interview. “I see no reason why someone with enough drive and ambition couldn’t make $80,000 a year in this position.” Try the low 20’s. The VERY LOW 20’s.
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