Written by: Sebastien Decker
Edited by: Keerthana Rao
"To Make Up for Shortages, Some Businesses Forced Their Employees to Work More Hours yet Offered Little Incentives to Show Their Appreciation for the Extra Labor Produced "
- Semules
As the world shifts away from the peak of the pandemic, slowly returning to a world of normalcy, millions of workers are still feeling the severe economic impacts that came with the epidemic. Many workers are overworked, understaffed, drastically underpaid, and risk losing their work benefits. Workers across the country have resorted to going on strike to push their employers to satisfy their demands and appease the growing discontent with many proposed alterations to their contract agreements. These policies dramatically alter pay scales and complicate entitlement criteria for healthcare and other benefits that many desperately rely on. While tens of thousands are working hard to resolve these issues, much of their efforts end up going unrecognized, leaving a large percentage of workers with the possibility of missing out on what they are entitled to.
The National Labor Relations Act states that “employees shall have the right…to engage in other concerted activities for collective bargaining or other mutual aid or protection (National Labor Relations Board). The right to go on strike is an absolute right that helps maintain equitable bargaining power between employers and employees. Striking also protects those in the workplace from injury, impairment, interruption and gives workers the ability to voice concerns over wages, hours, or working conditions (NLRA). Strikes aid workers by giving them a voice against any injustices they feel are taking place in their place of employment. Those backed by unions have a considerable advantage in influencing bargaining negotiations to sway in their favor. Workers outside of unions certainly have the right to strike. However, it is significantly more challenging for their employers to recognize their movement and demands for any real change in private workplaces (Scheiber) . Even when backed by a union, workers often fall short of their anticipated demands, often due to loss of support within the strike and lack of support from outsiders. As strikes continue, many cannot go without the extended duration of no pay and lack of benefits, drawing much back into work quickly to reap any losses as they can (Vestoulis and Zothian). Even though union membership and support are currently low, if the union acquires extra support, it is possible to give workers more leverage to negotiate what is best for them (Bureau of Labor Statistics)(Semuels).
Striking hit its peak in 1952 and declined after that to near extinction. However, since 2018 the number of strikes has been back on the rise in response to the rising income inequality rates, increasing the gap between the rich and poor (Bureau of Labor Statistics). Pairing this issue with the tremendous labor and supply shortages brought on by the pandemic, many unions and their workers feel that this is the perfect time to use collective bargaining to get their employers to meet their demands (NPR). To make up for shortages, some businesses forced their employees to work more hours yet offered little incentives to show their appreciation for the extra labor produced (Semuels). Despite the shortages, multiple companies have experienced profit increases during the pandemic (A. Press). However, instead of providing support, they have been angering tens of thousands of workers and offering very little compensation for their hard work. Unions view staff and supply shortages as a golden opportunity to gain leverage in negotiations for better contracts that offer improved pay, benefits, and job security, and workers are more than willing to fight to secure those demands (NPR) patiently.
The increase in labor unrest has impacted various industries, and one of the most notable ones is The Bakery, Confectionery, Tobacco Workers, and Grain Millers' International Union. They represent thousands of workers employed at various Kellogg factories across the country. While the pandemic was ongoing, to satisfy demand, the company extended the number of work hours for employees while forcing them to keep their same rate of pay (Semuels). Now that their contract is up, a new one would threaten to reduce the quality of their health insurance and offer little wage incentives. Nevertheless, the main issue is the fight against the infamous "two-tier pay systems" that the company is fighting to get enacted (A. Press). A Two-tier system would place employees into two separate categories. One group made up of 30% of the workforce will be entitled to a standard pay rate, health benefits, and access to retirement programs. However, the other group of workers, making up the remaining 70%, would be given less pay, little to no benefits, and no access to retirement plans, all while expected to put in the same amount of hard work for the same job. Aside from the blatant unfairness the system entails, it also pits workers against one another during contract negotiations (UE) (A. Press). The company, union leaders, and workers are currently at a standstill, but many are willing to hold out for as long as it takes.
The companies have been firm on their offers. However, they are attempting to stimulate movement by making moderate increases to pay and benefits while scaling down on the harshness of the two-tier system. However, much of it is not enough for what these individuals believe they deserve. Those at the picket line desperately need support as a significant number of workers are deterred from the media spotlight as journalists are often turned away from picket lines and directed to union leaders and their negotiations. Many are striving to get their voices heard, and if more people were aware of their struggles and hard perseverance, then perhaps it would lead them even closer to a deal that will satisfy their demands (Vestoulis and Zothian).
Striking is a fantastic way for a body of workers to express their discontent with a plethora of different issues that gravely impact their livelihoods, families, and wellbeing. Despite possessing such a right, it takes a lot of patience and outside support to gain the leverage it requires to push companies into enacting fair incentives and improving workplace conditions. The pandemic's unusual conditions give current workers a substantial advantage, but many need more support. We can stand with the millions of striking workers around the country and help ensure they obtain what they are entitled to.
[The views expressed in this article are those of the author and the author alone; they do not necessarily represent the views of all members of the first RULR Editorial Board and Rutgers University.]
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