Stacy Garrels’ Post

Something momentous is happening this week — it’s happening right now, in fact. And no, I don’t mean THAT thing. It’s something else entirely: namely, the largest union of tech workers just went on strike. > The New York Times Tech Guild walked off the job at 12:01 a.m. Monday, making good on a threat that has loomed over the company for months and could disrupt the newspaper’s ability to cover this week’s election results. The Tech Guild called the open-ended unfair labor practice strike after increasingly intense negotiations between the guild and Times management failed to yield a contract agreement, Tech Guild representatives told The Washington Post. Why does this matter? Well, let’s start with what a strike is. Here’s a quick definition from my most recent book, YOU DESERVE A TECH UNION: > A *strike* is simply another kind of collective action workers can take. In fact, collectively withholding your labor — collectively stopping work — is possibly the most powerful form of action at a worker’s disposal. When used intelligently, it can draw public attention to an important issue, which in turn can apply pressure to your employer. But it exerts internal pressure, too: when a group of workers withhold their labor, that slows productivity, which impacts their employer’s bottom line. That pressure can, in turn, be used to win concessions from an employer. We’ve seen strikes in the tech industry before, and at companies ranging from Amazon, Twitter, and Google. In each case, those workers identified something wrong with their workplace, and decided collectively to withhold their labor: applying pressure to their employer by walking off the job, all in service of fighting for something better. At the same time, these strikes have been timeboxed. They’ve often lasted a few hours, or maybe an entire day. Now, don’t misunderstand me :  these shorter actions still very much matter. I simply mention their length to note that what we’re seeing at the Times is something new—for the very first time, tech workers have declared an open-ended strike, one that could last days, weeks, or longer. And they’re doing this precisely because the company’s leadership has failed to negotiate in good faith with the union: after two years of fighting, the union still doesn’t have a contract. Over the last decade, we’ve seen tech workers become increasingly comfortable flexing their labor muscles — from workplace petitions to protests and, increasingly, to strikes. With the Tech Guild’s fight, I think we’re entering a new chapter for the tech industry’s labor movement — and a win for them truly is a win for the rest of us. #labor #TechLabor #unions #TechUnions #YDATUbook

The New York Times Tech Guild's strike during a pivotal election week highlights a fascinating shift in tech worker dynamics. Their 600-strong union of engineers, data analysts and product managers has chosen this strategic moment to advocate for better working conditions - not just wage increases, but protection against arbitrary policy changes that impact their lives. Most intriguing is that this isn't about a struggling business trying to stay afloat. The Times' tech operation, which powers everything from their election needle to Wordle and their industry-leading digital subscription platform, has helped drive record profits and 7% YoY revenue growth. Yet management has dragged negotiations for over two years. This reveals an uncomfortable truth: Even as companies increasingly rely on technical talent to drive digital transformation and revenue growth, they often fail to recognise the changing power dynamics this creates. Technical workers who enable these successes want more than competitive pay - they seek stability, flexibility and meaningful input into decisions that affect their working lives. Will hard-line stances against remote work and worker protections prove sustainable in an era where technical expertise is increasingly core to media business models? The outcome of this strike may offer important lessons. https://lnkd.in/e-JVhHiP #TechIndustry #FutureOfWork #MediaTech #WorkplaceInnovation

On November 4, 2024, over 600 tech workers at The New York Times began a historic strike, challenging the status quo in labor rights just before Election Day. Their demands for equitable pay and a “just cause” termination policy reflect a growing movement for fairness in the workplace—one that's being echoed across the tech and media sectors. While key apps remain operational, the strike threatens to disrupt crucial election coverage, raising doubts about NYT's competitive edge. The overwhelming support from fellow journalists shows that the Tech Guild's fight is not just about tech but about establishing fair labor conditions for everyone. If successful, this could spark a broader wave of unionization and set new standards for tech workers across the industry. As we watch this unfold, one question looms: will this transformative movement redefine labor relations in the media landscape? Let's engage in the conversation as the outcome could impact us all!

The timing of this strike by the New York Times tech workers couldn't be more impactful, occurring right as election coverage is set to peak. With live blogs, alerts, and real-time updates being central to how many people follow election news, the strike could disrupt key information channels, adding pressure on the company to address these workers' demands swiftly. Pay equity and remote work are major sticking points in many industries, but here, they highlight the tension between an essential tech workforce and traditional media management. The Times’ milestone of 11 million subscribers shows its growing influence and profitability, making the tech workers’ demands for fairer pay and workplace flexibility even more relevant. This strike might encourage more conversations around equitable treatment for the tech talent that powers digital media platforms.

In the business world, a striking labor force refers to a group of employees who collectively stop working to protest against their employer. This action, known as a labor strike, is typically taken to demand better wages, improved working conditions, or other benefits. Strikes are a powerful tool for workers to exert pressure on employers to address their grievances and negotiate terms that are more favorable to the employees. Strikes can significantly impact businesses by halting production, disrupting services, and potentially leading to financial losses. They also draw public attention to the issues faced by workers, which can influence public opinion and policy changes. Employers may negotiate with the striking workers or their representatives to reach a compromise and address the workers’ demands. Sometimes, employers might hire temporary or permanent replacement workers to maintain operations during the strike. Employers might seek legal remedies, such as court injunctions, to limit the strike’s impact or declare it illegal if it violates labor laws. Employers may launch public relations efforts to sway public opinion in their favor and mitigate any negative publicity resulting from the strike. In some instances, employers might initiate a lockout, temporarily closing the workplace to pressure workers into returning under the employer’s terms. To cope with the reduced workforce, employers might make internal adjustments, such as reallocating tasks among non-striking employees or reducing operations. #workplace, #lockout, #employees, #compromise.

Typically, industry would fight tooth and nail against a new state law making it easier for their workers to collectively bargain. You might expect to see the kind of campaign Uber and Lyft mounted in California in 2020, where the two companies broke state spending records, unloading $220 million on a ballot initiative to undo baseline labor protections for their gig workers. But in Massachusetts, the ridesharing apps are publicly saying they won’t oppose a November ballot measure backed by the Service Employees International Union, Question 3, which allows drivers to at least nominally form a union. The companies’ tacit support is likely because the law would give workers a mere facsimile of bargaining rights, without officially changing their designated status as independent contractors. #gigwork #gigeconomy #labor #1099 #Independentcontractor

🔑Key Highlights from the Decision: 📍Unlawful Layoffs: Color Of Change laid off workers in three rounds in 2023 without bargaining with the workers in the union, a violation of the National Labor Relations Act. 📍Reinstatement and Back Pay: The NLRB has ordered Color Of Change to reinstate all unlawfully laid-off workers and compensate them for lost wages and benefits, including interest, making the affected employees whole for their losses. 📍Union Bargaining Rights Affirmed: This decision reaffirms the rights of unionized workers to be included in decisions that impact their employment, even during challenging financial times. The ruling underscores that employers must negotiate with unions before implementing layoffs or making other significant changes.

#UnionJargonExplainer # 5 sparks fear in the hearts of employers and batters everywhere: #strike When I was about seven, my mom walked out of the grocery store when she remembered that the workers were on strike. I had so many questions. Here are some answers. The laws on strikes vary by state, industry and the kind of employer. Most workers have the right to strike in the US. ❗If you and your co-workers are considering a strike, check first with a lawyer who knows federal and state laws.❗ ❓What are strikes? A strike is a collective action during which workers withhold their labor in response to an employer's action or inaction. ❓Why do workers strike? Because the issues are critical and all other methods have failed. ❓Who makes the decision to strike? Each organization has a democratic method of deciding whether to strike. At the end of the day, union members make the decision together. ❓Do workers get paid during a strike? No. Some unions have strike funds that pay strikers a small stipend. ❓Can workers afford to go without pay while they're on strike? Most striking workers answer that they can't afford *not* to. That's why the issues that provoke a strike are always big-time issues. ❓What's a "picket line?" Why am I not supposed to cross it? A moving march of workers and their supporters in front of the business. Crossing a picket line can signal that you don't support the workers. My mom chose to signal support for the workers by leaving the store. ❓Sub-question # 1: what about workers who are not on strike? Some contracts have provisions that allow non-striking workers to respect picket lines. That's why Teamsters didn't cross writers' picket lines. #Solidarity and good contract language. (Which comes from solidarity.) ❓Sub-question # 2: what if a worker in the striking union goes to work? Formally, probably nothing. But no one invites them to happy hour, barbecues or weddings again. When a worker crosses the picket line they've broken the trust and solidarity of their co-workers. ❓Why don't employers fire the strikers and hire new workers? Imagine trying to hire and train a whole workforce overnight, only to fire them again when the experienced workers come back. It's also against the law. Sort of. Firing striking workers is an unfair labor practice under the National Labor Relations Act. And employers get away with it because the enforcement mechanisms are terrible. Strikes are scary for everyone involved. Workers hold them when they have no other choice. Who's more scared of a strike than the workers? Employers. That's the power of a unified strike. If workers have declared a strike, don't mess with them. It means they've organized and built enough trust amongst themselves to win. Ron Ruggiero and I started this series to demystify the jargon that surrounds unions. To read the rest of the explainers, follow us here or search #UnionJargonExplainers. #CommunityOrganizing #OrganizingToWin #Unions #1u 📸: Natalia Marques

The number of major work stoppages last year soared to a 23-year high and is showing no signs of slowing down this year, challenging legal departments to keep worker anger from boiling over into a strike or a unionization effort. Whether driven by inflation that's erased wage gains or pushback over return-to-office policies, workers are feeling disenchanted, escalating the need for company leadership to anticipate how nearly any company action could be perceived as salt in the wound by rank-and-file workers. The 33 major work stoppages last year involved 458,900 workers, a 280% increase over 2022, according to the Bureau of Labor Statistics. This year has seen another 17 major work stoppages affected 111,300 workers. "We're seeing a resurgence of labor unions. They're feeling empowered," said Dan Kaplan 🟦, a senior client partner at Korn Ferry. "It's a perfect storm." In this volatile environment, employers need to engage their legal departments not only to help manage employee relations but also to draw up detailed operational plans should a strike occur, labor and employment attorneys say. The tactics range from working with human resources on proactive steps, such as favorable personnel policies, to a carefully orchestrated communications strategy to convey the potential consequences of a strike. Full story from Chris O'Malley: https://lnkd.in/e97Pdj_i

Civil Servants have been asked to return to the office for at least 60% of the working week due to allegations that "productivity has decreased" and "waiting times have gone up”.   To express their dissatisfaction, the Civil Servants are planning to strike. In a ballot of trade union members, more than 70% voted in favour of strike action, with a turnout of 50%.   Following Covid, I called it that most employers would lean back towards requiring more work from office (WFO). Companies that quickly ripped the plaster off and asked colleagues to return to the office after Covid avoided future problems and have an engaged workforce.   Four years on since the pandemic began, those attempting to implement these changes (even if employment contracts state the office as a permanent working location) are undoubtedly facing challenges, and this serves as a significant example.