UAW in Chattanooga

  • Autoworkers union celebrates breakthrough win in Tennessee and takes aim at more plants in the South
    The United Auto Workers union is celebrating a huge win at a Volkswagen plant in Tennessee, where workers will now be represented by the union
    abcnews.go.com


    Autoworkers union celebrates breakthrough win in Tennessee and takes aim at more plants in the South

    The United Auto Workers union is celebrating a huge win at a Volkswagen plant in Tennessee, where workers will now be represented by the union


    ByDAVID KOENIG AP business writer
    April 20, 2024, 2:36 PM




    National headlines from ABC News

    Catch up on the developing stories making headlines.

    DALLAS -- The United Auto Workers' overwhelming election victory at a Volkswagen plant in Tennessee is giving the union hope that it can make broader inroads in the South, the least unionized part of the country.

    The UAW won a stunning 73% of the vote at VW after losing elections in 2014 and 2019. It was the union's first win in a Southern assembly plant owned by a foreign automaker.

    Union President Shawn Fain said the pundits all told him that the UAW couldn't win in the South.

    “But you all said, ‘Watch this,’ ” he told a cheering group of VW organizers at a union hall in Chattanooga, Tennessee, on Friday night, when the UAW victory was clear. "You guys are leading the way. We’re going to carry this fight on to Mercedes and everywhere else.”

    However, the UAW is likely to face a tougher test as it tries to represent workers at two Mercedes-Benz plants in Tuscaloosa, Alabama. A five-day election is scheduled to start May 13, where the union’s campaign has already become heated.

    The UAW has accused the German carmaker of violating U.S. and German labor laws with aggressive anti-union tactics, which the company denies.

    “They are going to have a much harder road in work sites where they are going to face aggressive management resistance and even community resistance than they faced in Chattanooga," said Harry Katz, a labor-relations professor at Cornell University. "VW management did not aggressively seek to avoid unionization. Mercedes is going to be a good test. It's the deeper South.”

    Late last year, the UAW announced a drive to represent nearly 150,000 workers at non-union factories largely in the South. The union is targeting U.S. plants run by Toyota, Honda, Hyundai, Nissan, Subaru, Mazda, Volkswagen, Mercedes, BMW and Volvo, along with factories operated by electric-vehicle makers Tesla, Rivian and Lucid.

    Many of those companies raised pay after the UAW negotiated rich new contracts with Ford, General Motors and Stellantis after strikes at strategically chosen factories last year.

    Brooke Benoit, a VW worker who had seen the union voted down in Chattanooga twice before, said workers took notice.

    “I think what changed the most is everybody started seeing what we could get when the Big Three went on strike,” she said. “They said, ‘Wait, hold on. If they can get all this, we should too.’ We do the same job, just in a different location.”

    The union's last defeat at VW in Chattanooga came at a low-water mark — in the middle of a federal investigation into bribery and embezzlement under a previous president.

    Marick Masters, a business professor at Wayne State University in Detroit who studies the UAW, said the union flipped the script by installing new leadership, touting the rich contracts it won last year from Detroit automakers after strikes at targeted factories, and exploiting a climate that is now more favorable to unions. He said the union was also adept at translating signed pro-union authorization cards into votes — partly by pushing for a quick election.

    “Now the public and media eyes are going to be on Chattanooga and how quickly the UAW can translate this into a contract,” he said. If the union can't quickly get a good contract, it risks losing some of the momentum it gained with Friday's election win, he said.

    Unions in other industries are already moving ahead with organizing campaigns in the South and trying to learn from the UAW's playbook.

    The Association of Flight Attendants, which has tried and failed to win over cabin crews at Atlanta-based Delta Air Lines, hopes to collect enough signatures to force another election at Delta by year end. The union's president, Sara Nelson, said she was not surprised at the UAW win after strikes that led to record contracts last year.

    “I've been talking about this for a long time — that strikes and taking on the boss is going to spur organizing, and that's exactly what we saw here,” Nelson said.

    Nelson is trying to secure an industry-leading contract at United Airlines that she can use to court Delta crews. In the meantime, crews at startup Breeze Airways, many of whom live in the South, will vote next month whether to join her union.

    The White House issued a statement from President Joe Biden congratulating the UAW. Biden — who joined a UAW picket line in Michigan during the union's strike against Ford, GM and Stellantis plants last year — praised the success of unions representing autoworkers, Hollywood actors and writers, health care workers and others in gaining better contracts.

    “Together, these union wins have helped raise wages and demonstrate once again that the middle-class built America and that unions are still building and expanding the middle class for all workers,” Biden said.

    Biden criticized six Southern Republican governors, including Bill Lee of Tennessee, who told autoworkers this week that voting for union representation would jeopardize jobs.

    Sharon Block, a law professor at Harvard University who worked in the Biden Labor Department, said the governors’ warning rang hollow after nonunion Tesla revealed that it plans to lay off 10% of its workers after disappointing sales results. She said VW workers saw the governors' open letter as “an empty threat and a cynical ploy,” and they ignored it.

    “Workers for a long time have been told that you can’t organize in the South. And many workers, even not in the South, may work in industries where they’ve been told for a long time you can’t organize,” Block said. “What the UAW showed last night is that we need to go and rethink all those negative statements."

  • So Cankles Killerton is yet again projecting. We can rest assured that if the illegitimate regime does in fact steal the upcoming and America permits the treason many of us face execution or gulag.


    Hitlery projected this bit openly last Friday.


    "During an interview on the podcast, Defending Democracy on Friday, Clinton spoke to host Marc Elias about Trump’s behavior and remarks, the 2016 presidential election and the 2020 presidential election, the Supreme Court, President Joe Biden, and the upcoming 2024 presidential election."


    Maybe that it what we need to kick start the thumpers for liberty. Toss the left do it quickly and be deft.

    I'm not certain I want membership in a club with standards so low as to allow me membership.

  • If? I think you mean WHEN. Get your buffalo hat and hoveround ready. You're gonna need them.


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  • Absolutely, they will shut that plant down guaranteed. They are 100 percent against unions even in Germany. I will say this from what I have seen of the plants in Germany, they take really good care of their people.

    Worker representation is a fundamental part of the corporate structure in Germany. It's mandated by law. No German corporation exists without it. Dumbass.





    Codetermination in Germany - Wikipedia

    Codetermination in Germany

    From Wikipedia, the free encyclopedia

    Codetermination in Germany is a concept that involves the right of workers to participate in management of the companies they work for.[1] Known as Mitbestimmung, the modern law on codetermination is found principally in the Mitbestimmungsgesetz of 1976. The law allows workers to elect representatives (usually trade union representatives) for almost half of the supervisory board of directors. The legislation is separate from the main German company law Act for public companies, the Aktiengesetz. It applies to public and private companies, so long as there are over 2,000 employees. For companies with 500–2,000 employees, one third of the supervisory board must be elected.

    There is also legislation in Germany, known as the Betriebsverfassungsgesetz whereby workers are entitled to form Works Councils at the local shop floor level.

    Goals of codetermination[edit]

    Views differ on the goals of codetermination in general. Some social reformers maintain that workers are not merely factory parts, but citizens with equal rights. The Prussian state aimed for a conciliatory policy between capital and labour, and worker committees were one way to involve and bind workers into a system, and avoid conflict. In return unions conceded objectives on the establishment of a socialist state.

    Codetermination aims principally to give workers a voice in the company decisions. This means matters on organisation of the business, the conditions of work and the management of personal and economic decisions affecting the future of the company and jobs. Workers therefore choose Works council representatives and members of the board to represent them.


    Interests of workers[edit]

    On the assumption that the primary goal of employers is to maximize profits in the interests of shareholders, codetermination can reorient the company's goals in the interests of workers. A better balance may be struck so that the company interests are not so one sided. For unions, codetermination is part of democratizing the economy. It is also a way for workers to better the terms and conditions of their contracts in an orderly and regulated way.


    Interests of employers[edit]

    Much economic discussion mentions the thesis that employers also have an interest in codetermination. Some economists find that it can be an instrument for long term increase in productivity of the company,[2] while others dispute this on the basis that the losses in efficiency in production outweigh any gains in productivity.[3]

    Types of codetermination[edit]

    Three forms of codetermination are distinguished,


    Codetermination in job places[edit]

    According to the Betriebsverfassungsgesetz (BetrVG, Industrial Relations Law) the worker has a claim to codetermination about his own work position. He has to be informed about his position and responsibilities, and the job procedures (see also, the Arbeitsschutzgesetz). He has a right of making suggestions and to inspect certain company documents.


    Operational codetermination[edit]

    Operational codetermination (Betriebliche Mitbestimmung) concerns the organisation of the business, job arrangements, personal planning, guidelines for hiring, social services, time registration and performance assessments. This is found in the Betriebsverfassungsgesetz (BetrVG, Industrial Relations Law).

    The Betriebsrat or Works Council is the organ of operational codetermination. In the public sector it is known as the Personalrat or Staff Council.


    Corporate codetermination[edit]

    Corporate codetermination (Unternehmensmitbestimmung) concerns private (GmbH) and public limited companies (AktG). The Drittelbeteiligungsgesetz provides for one third of the supervisory board to be elected by workers in companies with more than 500 employees. For companies with more than 2000 employees the Mitbestimmungsgesetz requires half of the Supervisory Board (Aufsichtsrat) to be representative of the workers (subject to the chairman of the board being a shareholder appointee).

    In the coal, mining and steel industry the Montan-Mitbestimmungsgesetz allows complete parity between workers and shareholders for companies with over 1000 workers.

    In December 2005 there were 729 companies with supervisory boards regulated by the Mitbestimmungsgesetz and around 30 under the Montan-Mitbestimmungsgesetz.

    Historical development[edit]

    1848 The Frankfurt Parliament processed a minority proposal for industry organisation that included boundaries for corporate power by setting up works councils.1850 The first workers' committees were established in four printing houses in Eilenburg, Saxony.1891 After the repeal of the Sozialistengesetz workers' committees could be founded freely. However, this happened only where there were active unions.1905 In reaction to a strike in the Ruhr coalmines, the Prussian Berggesetz introduced workers' committees in mining companies with more than 100 workers.1916 The Auxiliary Services Act (1916) (Gesetz des Vaterländischen Hilfsdiensts) created workers' committees for all companies producing for the war effort with more than 50 workers. These committees had the right to be consulted in social affairs.1920 The Betriebsrätegesetz (Works Council Act) mandated consultative bodies for workers in businesses with more than 20 employees. The social and economic interests of workers were to be represented and considered to the management.1934 After the Nazis seized power, works councils were abolished and unions were broken up.1946/47 The Allied Control Council, through the Kontrollratsgesetz No. 22, allowed works councils as in the Weimar Republic.1951 The Montan-Mitbestimmungsgesetz (Coal, Steel and Mining Codetermination Law) required codetermination in businesses with more than 1,000 employees through workers' representatives making up one half of the supervisory boards.1952 The Betriebsverfassungsgesetz mandated participation of workers at shop floor level through works councils.1955 The Bundespersonalvertretungsgesetz allowed codetermination among members of the civil services in the Federation and the German states.1972 The Betriebsverfassungsgesetz was updated and reissued.1976 The Mitbestimmungsgesetz required codetermination in all companies with more than 2,000 employees.

    Codetermination laws[edit]


    Coal and Steel Codetermination Act of 1951[edit]

    After threats of massive strikes by Metalworker unions, the Montan-Mitbestimmungsgesetz [de] was passed in 1951 in West Germany. It applied to workplaces with over 1,000 employees, which impacted 105 companies at the time.[4]: 36  It provided for equal representation on the supervisory board of directors for workers and employers.

    On the worker side, representatives are to name an "additional member" who acts explicitly in the interests of the community. The purpose was that in the lead up to World War II, these companies were openly supporting the Nazis financially. To prevent a stalemate on the board, a neutral member is to be appointed, which the parties must agree on. On the management board, one member must be a Staff-director (Arbeitsdirecktor) who cannot be appointed against the votes of the worker directors on the supervisory board.[5]

    Companies attempted to avoid the effects of the law after it was passed. The steel company Mannesmann registered another holding company outside the steel industry, intended to evade the law. In response, the Mitbestimmungsergänzungsgesetz (The Codetermination Supplement Act, known as "Lex Mannesmann") was passed to prevent the practice by allowing subsidiary companies to vote for the supervisory board of the parent companies.[4]: 38 


    Works Constitution Act[edit]

    Main article: Works Constitution Act

    Passed on the 11 October 1952, this law introduce one third selection of Supervisory Board directors by workers (§§ 76 ff. BetrVG). An exception is made for family companies. For every two shareholder members, the Works Council can send a third worker representative. They may also participate in committees of the Supervisory Board.

    On 15 January 1972, the Act of 1952 was updated giving more powers for participation in personal and social affairs of company employees. Individual worker rights were strengthened in relation to trade unions.


    Codetermination Act of 1976[edit]

    Main article: Mitbestimmungsgesetz

    Third Participation Act 2004[edit]

    On 18 May 2004 the Drittelbeteiligungsgesetz replaced provisions of the 1952 Works Constitution Act. It applied to workplaces between 500 and 1,000 employees who are not already covered under the (Montan-)Mitbestimmungsgesetz.[6]

    European law[edit]

    See also: European Company

    See also[edit]

    Co-determinationWorker representation on corporate boards of directorsEmployee stock ownershipCooperativeWorker cooperativeMarket socialismSocial ownershipGerman company lawGerman labour lawUS corporate lawUK company law

    Further reading[edit]

    Page, Rebecca (2018). "Co-determination in Germany - A Beginner's Guide" (313). Hans Boeckler Stiftung. {{cite journal}}: Cite journal requires |journal= (help)

    References[edit]

    ^ McGaughey, Ewan (2015-03-25). "The Codetermination Bargains: The History of German Corporate and Labour Law". Rochester, NY. doi:10.2139/ssrn.2579932. SSRN 2579932. {{cite journal}}: Cite journal requires |journal= (help)^ Jäger, Simon; Schoefer, Benjamin; Heining, Jörg (November 2019). "Labor in the Boardroom". Working Paper Series. doi:10.3386/w26519. S2CID 198974939. {{cite journal}}: Cite journal requires |journal= (help)^ Kuffner, Andrea (2003). Die Beteiligung der Arbeitnehmer in der Europäischen Aktiengesellschaft auf der Grundlage der Richtlinie über Europäische Betriebsräte. Berlin. ISBN 978-3-936749-47-2. OCLC 611572503.^ Jump up to:a b McGaughey, Ewan (2015-03-25). "The Codetermination Bargains: The History of German Corporate and Labour Law". Rochester, NY. SSRN 2579932. {{cite journal}}: Cite journal requires |journal= (help)^ "I. Bedingungsfaktoren für die Einführung der paritätischen Mitbestimmung in der Eisen- und Stahlindustrie 1945–1949", Mitbestimmung in der Montanindustrie, DEUTSCHE VERLAGS-ANSTALT, pp. 18–36, 1982, doi:10.1524/9783486703351.18, ISBN 978-3-486-70335-1, retrieved 2023-06-16^ Teichmann, Christophe; Monsenepwo, Justin (2018-12-01). "Co-management (Mitbestimmung) in German law". Revue de droit comparé du travail et de la sécurité sociale (4): 86–99. doi:10.4000/rdctss.1772. ISSN 2117-4350.

    External links[edit]

    Works Constitution Act (BetrVG; English)Sichtweise der ArbeitgeberverbändeSichtweise der Gewerkschaften, ForschungsergebnisseBasics of the Betriebsverfassungsgesetz and its implications for the Betriebsrat (german)

    Categories: German labour lawWorks council (Germany) This page was last edited on 8 April 2024, at 17:17 (UTC).

  • Ok buttsuck. The snail kite was on the verge of extinction. A highly specialized raptor which subsisted entirely upon the apple snail. About twenty years ago an exotic variant of the apple snail evolved. This larger and therefore unassailable to the everglades kite brought their numbers down to the endangered level.


    During the course of one decade everglades kites with longer bills were able to just reach into the armored foot of the apple snail and a small number survived and bred. Their offspring which primarily inhabit the southern glades are 15% larger than their northern glades cousins who still survive on the normal apple snails. In turn there is cross migrations between the two subspecies depending upon availability of local prey.


    This is where we will have many of your ilk tossed out if we prevail.


    Thump

    I'm not certain I want membership in a club with standards so low as to allow me membership.

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  • Since 1970 when data has been gathered its estimated that roughly 50% of global coral reefs have been damaged, many greatly compromised.


    Research is showing that by increasing protein in the water in the vicinity of the reef accelerates their regenerative potential exponentially. The best protein abundantly available are shitstained leftists.


    Thumpthumpthumpthump...splash.

    I'm not certain I want membership in a club with standards so low as to allow me membership.

  • Volkswagens assembled in TN? That explains a lot about the last one I owned.


    I loved living there, but it seemed like very little of the working class doesn’t have a serious drug problem and criminal record.

  • They are 100 percent against unions even in Germany. I will say this from what I have seen of the plants in Germany, they take really good care of their people.

    Not even remotely close to true. They're heavily organized, significantly unionized, and virtually all of the automotive industry labor there is covered by collective bargaining agreements.