IWW non-profit workers in Minneapolis go on strike after negotiations fail

The workers there do want a closed shop, if that is the correct definition, in which canvassers would have to join the IWW after a certain amount of time working there. There isn't any explicit strategy on this in the IWW though, and it depends on the campaign.

I believe they want new canvassers to join the IWW after one month. I'm not sure whether this is considered 'closed shop' or 'union shop' here in the States, but that's one of the things (although a secondary demand?) they want.

Devrim

It seems a bit of a strange demand to me. Ignoring the political implications completely, and just looking at it on a practical level, what happens if people don't want to join the union after one month? Would they sack them?

Devrim

I don't have any experience with IWW campaigns demanding this or accomplishing this, so I don't know. I think typically, this is a normal demand of almost all other unions. But I believe there are laws that allow workers at a place under union contract/agreement to not join the union, but instead pay 'fair share', which is a percentage of dues, but no voice/vote in the union. I could be wrong in all this though.

I don't know what would happen if they didn't join. Guess it depends on how things happen.

FAQ about the Sisters’ Camelot Canvass Strike
http://tcorganizer.com/2013/03/03/faq-about-the-sisters-camelot-canvass-strike/

Local media coverage
http://www.tcdailyplanet.net/news/2013/03/03/sisters-camelot-camelot-workers-strike

In the original post, I linked to a FB status update by Sisters Camelot. They have since (after almost 100 comments, mostly supporting the canvassers) deleted it and posted this up instead:

As many of you know, canvassers for Sisters’ Camelot have organized through the I.W.W., and have presented our collective with a list of eighteen demands. A statement of intent was delivered at our collective meeting on Monday, and the demands themselves were presented at negotiations we were asked to attend on Friday.

The situation is a complicated one, that has understandably produced high tensions and emotions on all sides. In that environment, and feeling put on the defensive, our collective released a statement that was poorly worded and we now realized does not reflect our true feelings in the matter. Many people have read it and rightfully criticized it for its tone of apologism, one which unfortunately mimicked the justifications nonprofits often use for real exploitation of their workers.

We regret having released that statement, and are retracting it at this point. This retraction shouldn't be taken as an affirmation of all the complaints levied against us, but rather as an acknowledgement that we as an organization need to take more time to calmly and genuinely assess the situation and engage in constructive dialogue on equal footing with the canvassers.

We also want to note that a lot of important conversation have taken place in the comments attached to our previous post. Unfortunately, the realities of facebook mean that removing the post will also result in removing the comments. It is not our intention to silence debate with this move.

As an organization, we are committed to collectivity and creating a healthy work environment for everyone that makes what we do possible. We hope that supporters and everyone touched by this situation will respect our need for space conducive to thoughtful deliberation. We do not intend to minimize or ignore legitimate concerns raised by canvassers, and we thank our community for their constructive feedback and understanding.

Striking Non-Profit Workers Walk Out In Response to Surprise Retaliatory Firing
http://tcorganizer.com/2013/03/04/striking-non-profit-workers-walk-out-in-response-to-surprise-retaliatory-firing/

Chili Sauce, the last real update is the last link I posted, which is about the canvassers walking out of a meeting that one of them was fired at.

Since then, Sisters Camelot has posted this on their Facebook

At Monday's meeting, the Sisters' Camelot collective began by reading the following statement and offered what we believe is a good faith measure towards continued negotiations:

"This organizing campaign seeks by design to force our collective project into a worker/boss mold, denying the legitimacy of alternative models of workplace democracy as it tries to unite some Sisters’ Camelot workers at the expense of their fellow workers and the project itself, and under false pretenses about the current structure of the group. Our collective process is of course imperfect and we’re committed to constantly improving it, but such a collective endeavor requires a genuine and equal participation of all affected parties, which is not possible under the terms set forth by the canvassers.

We respect your right to organize yourselves as workers and we expect you to recognize our right to organize ourselves as fellow workers collectively.

We cannot accept any terms which force us into the role of bosses.

As a good faith measure to accommodate all workers to participate in the running of the workplace we all choose to share, and because power cannot come without accountability, we are making a substantial change in our policy regarding collective membership requirements. We recognize that there are many ways to show dedication and investment in Sisters’ Camelot. We regret that we did not fully identify that our previous collective requirements did not reflect this until now. For your immediate representation, we would like to offer one member (to be chosen by the canvasser union) from the canvasser union immediate collective status and welcome all additional applicants.

The new policy reads as follows:

1. Collective members must complete at least eight volunteer hours OR canvass 12 paid canvass shifts per calendar month.

2. Collective members must participate at least once each year (beginning on the date of collective membership) in each current program area.

3. Collective members must attend and participate in all Sisters' Camelot weekly meetings.

4. Collective members holding contracts must record all hours worked or volunteered and submit a weekly time card.

Applicants are still required to fulfill these requirements for three months before full collective membership can be consensed upon by fellow collective workers. In good faith we accept the member you choose today without the three month prerequisite."

After reading this statement, we followed up with another statement explaining our decision to terminate our contract with Shuge Mississippi. We know many people are asking, why now?

We realize that we made a serious error in not dealing with Shuge's breach of trust and confidence sooner. We regret that as a result we've had to take action at a moment fraught with so many other tensions and when doing so unfairly detracts attention from the real workplace issues at stake. However, we recognize that negotiations cannot proceed in good faith until Shuge leaves. This measure is far past due and while we genuinely want to engage in negotiations with all other canvassers, we cannot do so while he is involved.

The action we've taken in relation to Shuge is unrelated to the legitimate issues raised by the canvass. We are willing to negotiate on all 18 demands that have been presented to us; our only condition is that Shuge not be present. Our offer to negotiate is open-ended. We stand ready to return to negotiations in good faith whenever canvassers are ready to move forward.

Because progress on this front has stalled and for the sake of transparency, we have decided to address the full set of 18 demands made by canvassers on March 1st publicly. The demands are as follows:

1) A system to take credit card donations at the door

2) Professional van maintenance

3) Camping canvass to Duluth

4) Medical bills covered for work related injuries

5) Rotating union representative on the collective

6) Union chooses two co-canvass coordinators via democratic election

7) Closed union shop with a hiring and firing committee chosen within the union

8) Decentralization of coordinator pay and tasks

9) Canvass has control over who field manages

10) Coordinators, field managers, and canvassers do not have to be in the collective to do their job

11) Review of Coordinators done by the canvass, not the collective

12) Separation of work and personal differences

13) Canvass credit card only to be used for office supplies, gas, and canvasser appreciation

14) Canvass coordinators have full access to online donations, mail in contributions, and the ability to pay canvassers out weekly

15) More paid training, up to three days for new people when needed

16) Sick/vacation pay

17) 5% base pay raise

18) Double bonus at four shifts worked within a week

The collective has a genuine desire to arrive at consensus with their fellow workers in the canvass on these issues. Because we are not interested in engaging in an adversarial manner, we've decided to try and jumpstart the negotiation process by addressing some of these demands now. We are willing and ready to meet these four demands outright:

1) A system to take credit card donations at the door

2) Professional van maintenance

4) Medical bills covered for work related injuries

15) More paid training, up to three days for new people when needed

We offer these not only as a measure of good faith, but because we agree with canvassers that these are good ideas that should be enacted or formalized immediately.

We believe that we could find workable solutions for many of the additional demands. However, this is only possible through the canvass and the collective sitting down together to engage in open discussion.

I'm not clear if this was ever read to the canvassers or just drawn up and posted on FB after word got out one of them was fired by the collective..

Also, here's an embarrassing statement written and signed by a number of what I would consider social leaders from the local anarcho scene

http://communitystatement.wordpress.com/

I'm stealing this terminology, but to me, the signers of that statement are nothing but an 'autonomous union-busting collective'. Most of the classic union busting techniques are employed in that letter.

There is another fundraiser tonight. As a reminder the WePay donation page can be found here. Just saw WSA's check, thanks yall.

Tomorrow there is an open event put on by the strikers to more put out their point of view.

Sisters Camelot put out another status update, which seems like is their strategy here. Post Facebook status updates.

Sisters’ Camelot FAQ

The Sisters’ Camelot collective would like to offer some answers to some common questions in regards to the current impasse with canvassers who have gone on strike.

Posted 3/9/13
1.Q: Is Sisters’ Camelot anti-union?

A: No, we are not anti-union. In this situation we prefer to find a solution that does not compromise the values of collective organizing, but we recognize the right of the canvassers to organize themselves as workers.

2.Q: What does Sisters’ Camelot do?

A: We operate a mobile organic food share, where every week we pick up thousands of pounds of overstock organic produce in our bus and share it in low income neighborhoods around the Twin Cities. We also have a community kitchen bus which serves free hot meals three times a week around the Twin Cities, and we have a community garden where we provide educational opportunities and fresh herbs and produce for community meals. Our values include a commitment to community autonomy, equality, economic and social justice, and sustainability.

3.Q: What is a collective?

A: A collective, or worker cooperative, is a kind of structure that individuals use to organize themselves that is non-hierarchical and often uses consensus-based decision-making. In the context of Sisters’ Camelot, it is how we organize ourselves as workers (both paid and unpaid) to ensure that all members can have the opportunity to be involved in the decision-making process. Like Sisters' Camelot, most collectives have some sort of process for membership because it is important to establish the accountability and commitment of people who have decision-making power. For more info on collectives or worker cooperatives, please see http://www.go.coop/kinds-co-ops/worker.

4.Q: I heard Sisters’ Camelot is a “closed collective.” Is this true?

A: No. The collective is open. Any person can go through the process to become a collective member. The process is as follows:

1. Collective members must complete at least eight volunteer hours OR canvass 12 paid canvass shifts per calendar month. [The 12 shifts option was added in response to the concerns of the canvassers.]

2. Collective members must participate at least once each year (beginning on the date of collective membership) in each current program area.

3. Collective members must attend and participate in all Sisters' Camelot weekly meetings.

4. Collective members holding contracts must record all hours worked or volunteered and submit a weekly time card.

Applicants must fulfill these requirements for three months before their membership can be consensed upon by fellow workers in the collective.

5.Q: What kind of people make up the collective?

A: All workers in the collective volunteer their time to participate in the collective process and “managing” of the organization. Most of the collective members also hold other positions in the organization for which they do receive small stipends. Over the years, there has been a wide range of volunteers, canvassers, community members, and stipended workers taking part in the collective.

6.Q: Do collective members get paid to be a part of the collective?

A: No.

7.Q: Is it true that the collective has no experience with canvassing for Sisters’ Camelot?

A: No. The current collective has over 10 years cumulative canvassing experience for Sisters’ Camelot.

8.Q: Is the collective accessible to canvassers?

A: Yes, the collective is open to canvassers and, in fact, four of the six current collective members came to Sisters' Camelot through the canvass. However, having heard that some current canvassers felt the collective wasn't accessible enough, we have made a significant change to the collective membership requirements to address this. (See question 4 above.)

9.Q: What is the difference between a traditional boss/employee relationship and that of the collective/contract worker relationship in this situation?

A: The IWW defines a manager as one who has the ability to hire or fire another individual. Managers, by this definition, are excluded from being members of the IWW.

Canvassers at Sisters’ Camelot are currently independent contractors that are not hired or fired by an individual, but by a group of people who engage in a form of workplace democracy called 'consensus based decision-making,' which some say is more egalitarian than majority voting and and which is certainly more egalitarian than a command structure of bosses. This arrangement allows the organization as a whole to function in alignment with principles of workplace democracy shared by many IWW members. No one at Sisters’ Camelot was or is under the thumb of a fat-cat executive. People generally work here because they feel it is important to uphold the mission of the organization. If someone makes major mistakes that put the organization and/or its mission at risk, the collective has the right, via consensus, to let them go.

Sisters' Camelot is an organization run by a collective body. The collective is comprised of workers who decided to take on the additional responsibility of collective decision-making. The collective members, through a consensus-based process, retain the ability to decide who will be allowed to join the collective body based on a list of criteria that, in the case of Sisters' Camelot, is open and transparent to workers and public alike.

Once a worker meets the criteria, they have the ability to petition the collective to be considered to become a member. The collective members then have the ability to come to a consensus on whether or not the worker meets the criteria necessary to accept the responsibility of membership. They can be accepted if they have the collective’s best interest at heart, and also be denied if they are seen to be counter-productive to the organization. (See question 10 below.) In a boss-employee relationship, even when workers have won some protections through their union or through independent worker struggle, these criteria and these decisions are made on a boss’ whim with little to no democratic process. Also, a major difference is that any worker has a right to attend any collective meeting and have direct input into the organization and any decision which affects their work, whether they choose to join the collective or not.

It is essential to any worker collective or co-op to vet its members in order to harbor members that work in the organization’s best interest, and to protect the organization from potentially harmful persons and/or actions. This process has roots back to the earlier radical union days of vetting new union members to make sure they were not inviting in thieves, infiltrators or thugs.

10.Q: Doesn’t the collective just refuse membership to anyone they don't like?

A: No. We believe in the right of free association, and so we do reserve the ability to refuse membership if circumstances mean we can't work in a healthy manner with someone. We take this refusal very seriously, and see it as a measure to be used sparingly. Over the course of Camelot's existence, we have asked only a handful of individuals to leave, and haven't actually refused collective membership to anyone who had met all the requirements--ever.

11.Q: What is consensus?

A: Consensus decision-making is based on cooperative intent, with a commitment from everyone in the group to reaching the best possible resolution for everyone involved. Unlike a majority vote, consensus does not seek to cast aside one viewpoint for another, but rather to develop suitable options while taking all voices into account and addressing all concerns before a decision is reached. Many different models of consensus process exist, and few groups use exactly the same process as any other, but all have the consent of all those who choose to participate as their goal.

12.Q: Do collective members rely upon Sisters' Camelot for their livelihood as much as canvassers?

A:Yes, like canvassers, collective members who hold stipended positions do rely on the income from that position. Most of the stipended positions come with a range of time commitments, from part- to full-time, and all of these positions are as independent contractors. Sisters' Camelot has no salaried or hourly staff.

13.Q: How does the collective address grievances?

A: Anyone can bring a problem to the weekly collective meeting and put something on the agenda to be discussed; likewise, they can raise a grievance to a collective member to take to the meeting for them. This process is not flawless. Sometimes it’s hard to attend a meeting at 10 am if someone has another job or commitment at that time. Sometimes if an issue is sensitive enough, someone might not feel comfortable bringing it up at a meeting that anyone could attend. And sometimes, because we are all human and criticism can be hard to hear, the reception may not be as open and supportive as we'd wish. We are glad that the canvassers have highlighted that our collective process for addressing grievances is lacking, and we want to develop a process with them that is acceptable for all workers and is in line with our collective values.

14.Q: Is the collective refusing to negotiate?

A: No. We have already offered a good faith measure by significantly expanding the ways someone can become a collective member and put out an open ended offer to begin negotiations. (For more info, please see our statement from March 6th.)

15.Q: Has Sisters' Camelot stopped or reduced programming during the strike?

A: Aside from suspending canvass operations, not yet. We are working hard to prevent it, but we are regretfully preparing to scale back programs if necessary.

16.Q: Does Sisters' Camelot currently have any additional manner of fundraising?

A: No.

17.Q: Is Sisters' Camelot planning an alternate canvass to replace the striking workers?

A: The collective has made no move towards establishing an alternative canvass.

18.Q: Has a collective member been left out of the consensus process?

A: One collective member told the collective on Friday, March 1st, that he was going on strike with the canvassers. In doing so, he removed himself from the consensus decision-making process concerning the union and the collective. Consensus process is dependent upon all parties choosing to participate in it in good faith. None of us gets to hold up the process of consensus by refusing to engage in it; if we did, tools meant to foster mutual respectful consideration and compromise would become tools of coercion.

19.Q. Why did you fire a canvasser after the strike had begun? If there was cause to terminate him, why hadn't you done it before?

A: The first time a contract was ended with Shuge Outerspace Mississippi, it was both because he had stolen pay from fellow Camelot workers at least twice, and because canvassers took it upon themselves to have a meeting to discuss problems with canvass morale and function. They came to full consensus that there had been a huge breach of trust and that his lack of responsibility led them to have no confidence in his ability as a canvass director. In July 2011 he signed a contract to canvass with Sisters’ Camelot through a canvass director (who was not a collective member) without the knowledge of the collective. When this was brought to our attention, we wanted to take immediate action but our consensus process broke down; one person blocked the termination of that contract and consensus could not be reached. Our own internal shortcomings in practicing consensus and mutual care created a situation where we have been non-consensually subjected to Shuge's presence ever since his return. He made no attempt to account for his past actions, and his return against the consent of many Camelot workers has created an unhealthy work environment for many. We should have dealt with this issue sooner, and deeply regret that we didn't.

When the canvassers articulated such strong desires for more control over their work environment, which would ultimately affect every worker at Sisters’ Camelot, the current collective went through days of deep discussion about what we could do to address their demands. Through this process of internal discussion, our understanding of the atmosphere of division Shuge has brought to our workplace crystallized. It became clear to us that his involvement in the organization needed to come to an end in order for us to be able to move forward, both internally and in dialogue with the canvassers. In response, we have recognized our past errors. We are strengthening our consensus process, and furthering our accountability to one another and the organization.

20.Q: Would the financial demands of the canvassers “sink” Sisters’ Camelot?

A: Based on the budget from 2012, a base pay raise of 5% would have pushed the organization into a deficit of -$8,784.67. A double bonus at four shifts worked within a week would have had the potential to bring that deficit to -$21,028.57. Of course, many other factors are in play, but this gives you a sense of the small margin at which we operate.

This has since been added to the "community letter"

ADDENDUM, 3/8/13

Since publishing this letter, many if not most of the signers have been recipients of harassing messages and personal attacks. As a result, we've heard from multiple people who, although they agree with the content of the letter, have asked not to have their name added or have asked for their name to be removed so as not to be subjected to this harassment. We wholeheartedly support such requests. If you've signed, not signed but stand in support, forwarded this letter, or otherwise helped move the current conversation forward towards an amicable resolution, you have our thanks.
-the co-authors

Unbelievable. I saw another round of emails accusing the IWW of being anti-trans, sexist and masculine for the strike. Bizarre.

Devrim

One collective member told the collective on Friday, March 1st, that he was going on strike with the canvassers. In doing so, he removed himself from the consensus decision-making process concerning the union and the collective. Consensus process is dependent upon all parties choosing to participate in it in good faith

I didn't realise that consensus decision making worked like this. I thought it meant everybody had to agree. This seems to suggest that everybody has to agree except those who disagree, and therefore 'remove themselves from the consensus decision-making process'.

Devrim

What actually happened is that he is a collective member (therefore he has partially the power to hire and fire) who knew about how the canvassers were unionizing, but as a former canvasser he was sympathetic, so he didn't tell the rest of the collective. Because of this, they basically tried to force him out of the decision making process, which he fought, but then gave up on after some hours.

Last night, here was a public meeting at one of the CWA (union of mostly AT&T workers) halls, in which 8 of the strikers or so talked about the strike and their situation. Fairly good turnout for such short notice and it went well. Video was taken, so hopefully that will be edited and put out publicly soon.

Demands of the striking Sisters Camelot canvassers
http://tcorganizer.com/2013/03/12/demands-of-the-striking-sisters-camelot-canvassers/

The following are the demands, along with explanations written by the striking canvassers, presented to the Sisters’ Camelot Collective for negotiation on March 1, 2013. We wish to stress that many of these points are meant to be negotiated, there has never been an expectation that all of them must be accepted as-is.

Rotating union representative on the collective

Previous attempts by various canvassers to join the collective have been met with hostility, despite declarations of openness and inclusion. This representative on the collective would only have say in matters affecting the canvass, not any of Sisters Camelot’s other programs. The canvasser filling this position would be elected democratically by the union canvassers, and the union canvasser filling this role would rotate on a regular basis.

Union chooses canvass coordinators via democratic election

Currently, the canvass is run by two canvass directors who are hired by the collective with no say from the canvass workers. The union wants to abolish these positions and replace them with canvass coordinators who would be chosen by the workers themselves through a democratic election. In this manner the best candidates for the position would be determined by the workers, who have the most familiarity with what is required, and those filling these positions would be accountable to the workers directly.

Closed union shop with a hiring and firing committee chosen within the union

Having a closed union shop at the Sisters Camelot canvass program means that every worker who joins the canvass must also join the union within one month of employment. This protects the union in the workplace and allows for new hires to get a feel for the job before making a full commitment. Currently, hiring and firing power is held by the co-canvass directors. The canvass believes that in order to have a truly democratic workplace, that power must be in the hands of the workers themselves.

Medical bills covered for work related injuries

Sisters Camelot canvassers are employed as independent contractors and are not covered by workers’ compensation laws. Although workplace injuries on the canvass are relatively rare, they do occasionally occur. We believe that it is the responsibility of Sisters Camelot to cover the medical bills for the canvass in case of injury on the job.

A system to take credit card donations at the door

Many potential donors don’t have checks or cash at the door. The ability to take credit card donations would greatly increase the amount of money that the canvassers can raise for Sisters Camelot. The collective has denied this request in the past, citing a distrust of the canvassers in regards to credit card information.

Professional van maintenance

Since being purchased in the summer, the current van used to take canvass crews out fundraising has experienced several mechanical and electrical failures that have not been addressed by a professional. Previous van maintenance has been inadequate and done in-house without a clear timeline. This has resulted in fundraising shifts cut short, hurting both the workers and the organization as a whole.

Camping canvass to Duluth

Camping canvasses are a useful and common tool used by other fundraising groups to expand support outside of the Twin Cities area.

Decentralization of coordinator pay and tasks

The current workload placed on the canvass directors has proven to be too heavy and all-encompassing, resulting in errors in accounting, zoning, and time management, among other issues. Much of this work can easily be taken on by other members of the canvass program, furthering efficiency and effectiveness of Sisters Camelot as a whole.

Canvass has control over who field manages

Field managers are responsible for directing canvass shifts, driving the van, cutting maps, dealing with money deposits, and other day-to-day tasks. The canvass has proven that they have the experience and knowledge to elect who completes these tasks and how that work is managed.

Coordinators, field managers, and canvassers do not have to be in the collective to do their job

The SC collective is a closed collective, meaning that you have to go through a trial process and application to be considered for membership. There is no guarantee that applicants will even be accepted. Volunteer hours are a requirement in addition to paid canvassing work. Many canvassers work between 4 and 7 days a week and do not have time to put in extra volunteer hours. We believe that it is unfair to require any workers at Sisters Camelot to join the collective in order to perform their paid jobs.

Review of Coordinators done by the canvass, not the collective

The canvassers are the ones who are directly affected by the work that the canvass coordinators do. Thus, it only makes sense for the canvassers to review the coordinators, not the collective, who have proven in the past that they are unable to do this task effectively and without bias.

Separation of work and personal differences

Comments made out of personal animosity can no longer be tolerated in the Sisters Camelot workplace. In the past, canvassers have felt that personal comments and attacks made on behalf of the collective have created a hostile and unhealthy work environment. We don’t expect everyone to always get along, but demand the right to work in an environment of respect and dignity.

Canvass credit card, only to be used for office supplies, gas, and canvasser appreciation

Current access to funds for emergency situations, fueling the crew van, and office expenses is in the hands of one or two collective members. Having access to a canvass credit card for such instances would help the workers do their job more effectively.

Canvass coordinators have full access to online donations, mail-in contributions, and the ability to pay canvassers out weekly

Often, when canvassers go to the door, supporters are unable to donate via cash or check, and do so either online or via mail. These donations are an important part of our wages. These donations are infrequently checked by members of the collective often resulting in late or lost wages.

More paid training, up to three days for new people when needed

Currently only one full shift is given to new hires for training purposes. The union feels that this is not enough in order to fully understand the job. We want to give new hires the tools and knowledge to perform their job at the highest level possible in order to raise more funds for Sisters Camelot.

Sick/vacation pay

Sisters Camelot canvassers currently do not get paid sick days, despite this being a standard practice in the industry. The canvassers union is asking for earned sick days/vacation pay as a sign of respect and dignity for the hard work that we do.

5% base pay raise

As it stands, SC canvassers earn not an hourly wage, but 40% of funds raised at the door, which is well below industry standards. A 5% base pay raise is a relatively small amount of money to ask, and will serve as an incentive for canvassers to fundraise more money for the organization.

Double bonus at four shifts worked within a week

Currently, if canvassers raise at least $500 in one week, they are granted an extra 5% commission. We are proposing that if the canvassers also work 4 shifts in a week in addition to reaching $500 in donations, they will receive an extra 5% bonus. This encourages canvassers to set fundraising goals and put in extra work toward making the organization function well.