home / subscribe / donate / tower / books / archives / search / links / feedback / events / faq
Red Alert for CounterPunchers!
Annual Fundraising AppealWe interrupt your regular reading habits to bring you the following important announcement: CounterPunch needs your financial support!
We're not in the habit of making idle threats and this isn't one. Either we meet our fundraising goal of $70,000 over the next three weeks or we'll be forced to drastically curtail the operation of our website. It's near the end of our year and the wolves are gathering at the door.
CounterPunch's website is supported almost entirely by subscribers to the print edition of our newsletter. We don't clutter the site by selling annoying popup ads. We tried getting money out of Google, but they gave us the boot. We aren't on the receiving end of six-figure grants from big foundations. George Soros doesn't have us on retainer. And we don't sell tickets on cruiseliners.
The continued existence of CounterPunch depends solely on the support and dedication of our readers. And we know there are a lot of you. We get thousands of emails from you every day. Our website receives nearly 100,000 visits each day-and those numbers grow by the month. Of course, all these readers chew up a lot of bandwidth and that costs money.
Through the Iraq war, the daily traumas of the Bush administration, hurricanes, fires, the loss of Habeas Corpus and the betrayals of the Democrats, many of you have found a refuge at CounterPunch and made us your homepage. You tell us that you love CounterPunch because the quality of writing you find here every day and because we never flinch under fire. We appreciate the support and are prepared for the fierce battles to come as the Bush administration desperately expands its wars abroad and at home. And, if the Democrats manage win back Presidency, you know that CounterPunch--almost alone on the Left--will hold them to account.
Unlike many other outfits, we don't hit you up for money every month ... or even every quarter, like our friends at Antiwar.com. We only ask for your support once a year. But when we ask, we mean it. Please, use our secure server make a tax-deductible donation to CounterPunch today or purchase a subscription and a gift sub for someone or one of our award winning books (or a crate of books!) as holiday presents. (We won't call you to shake you down or sell your name to any lists--even Dick Cheney's.)
To contribute by phone you can call Becky or Deva toll free at: 1-800-840-3683
Onward,
Alexander, Jeffrey, Becky. Alya and Deva
CounterPunch
PO Box 228, Petrolia, CA 95558
|
November 5, 2007 Alexander
Cockburn November 3 / 4, 2007 Tariq
Ali David
Price Jeffrey
St. Clair Alan
Farago Paul
Krassner Rannie
Amiri P.
Sainath Ayesha
Ijaza Khan Robert
Fantina Seth
Sandronsky Ron
Jacobs Ramzy
Baroud Heather
Gray
November 2, 2007 Dr.
Mary Pipher Saul
Landau Andy
Worthington Sharon
Smith Gary
Leupp Gregory
Harms Christopher
Brauchli Peter
Morici Dave
Lindorff David
Penner Website
of the Day
November 1, 2007 Paul
Craig Roberts Patrick
Cockburn Dave
Lindorff Jonathan
Feldman Mike
Ferner William
S. Lind Diana
Johnstone Jacob
Hornberger A..K.
Gupta Lyuba
Zarsky / Felice
Pace Website
of the Day
October 31, 2007 Bill
Quigley Rev.
William E. Alberts Ray
McGovern Eric
Walberg V.
G. Smith Luis
J. Rodriguez Sheldon
Richman Walter
Brasch Website
of the Day
David
Price M.
Shahid Alam Andy
Worthington Patrick
Cockburn Anthony
Papa Floyd
Rudmin Sherwood
Ross Website
of the Day
October 29, 2007 Lisa
Hajjar Joe
DeRaymond Patrick
Cockburn Isabella
Kenfield / Fred
Gardner Farzana
Versey Stephen
Fleischman Marcelle
Cendrars Eamonn
McCann Martha
Rosenberg Website
of the Day
October 27 / 28, 2007 Alexander
Cockburn Jeffrey
St. Clair James
Bovard Ralph
Nader M.
Reza Pirbhai Robert
Sandels Jacob
G. Hornberger Missy
Beattie John
Ross Robert
Fantina Ron
Jacobs Ali
Moayedian David
Michael Green Poets
Basement Website
of the Day
October 26, 2007 Brian
Cloughley Saul
Landau Ahmad
Al-Akras Franklin
Lamb Mike
Whitney Dave
Lindorff Alan
Farago Yifat
Susskind Website
of the Day
Jeffrey
St. Clair / Manuel
Garcia, Jr. Paul
Craig Roberts Col.
Dan Smith Alan
Farago Chris
Kutalik Brian
McKinlay Cindy
Sheehan Website
of the Day
October 24, 2007 Natalie
Washington-Weik Andy
Worthington Michael
Birmingham Corporate
Crime Reporter Tariq
Ali Farzana
Versey Dave
Zirin James
Murren Todd
Chretien Martha
Rosenberg Website
of the Day
October 23, 2007 Ralph
Nader Lawrence
R. Velvel Vijay
Prashad Bonnie
Bricker / Dave
Lindorff Mike
Whitney Farzana
Versey Stanley
Heller / Marcelle
Cendrars Regan
Boychuk Website
of the Day
October 22, 2007 Ishmael
Reed Marjorie
Cohn Rannie
Amiri Diane
Farsetta Todd
Alan Price Robert
Jensen Stephen
Lendman Jemima
Khan Sunsara
Taylor Binoy
Kampmark Website
of the Day
October 20 / 21, 2007 Alexander
Cockburn Tariq
Ali Jeffrey
St. Clair Andy
Worthington Mike
Whitney Daniel
Wolff David
Rosen Saul
Landau Ron
Jacobs Robert
Fantina David
Heleniak Joe
Allen Prairie
Miller Poets'
Basement Website
of the Weekend
October 19, 2007 John
Ross Sheldon
Rampton Rahul
Mahajan Devra
Davis Christopher
Brauchli Wadner
Pierre Bill
Quigley Website
of the Day
October 18, 2007 Saree
Makdisi Meg
Dwyer Alevtina
Rea Norman
Solomon Kristoffer
Larsson Harvey
Wasserman Website
of the Day
October 17, 2007 Steve
Niva Andy
Worthington Alan
Farago Russell
Mokhiber Sharon
Smith Mike
Whitney Robert
Fantina Chris
Irwin Website
of the Day October 16, 2007 Peter
Linebaugh Paul
Findley Robert
Bryce Uri
Avnery Paul
Craig Roberts Ray
McGovern Norman
Solomon Martha
Rosenberg William
S. Lind Joel
S. Hirschborn Website
of the Day
![]()
![]()
Subscribe Online
|
November 5, 2007 The Two-Tier Wage FormatHow to Turn Workers Against Each Other (and Make Them All Poorer)By DAVID MACARAY People are stunned and confused when they learn that big-time unions such as the United Auto Workers (UAW) have agreed to contracts that contain two-tier wage provisions. It was organized labor (and not the Church or the U.S. Congress or philanthropic organizations) who first demanded equal pay and equal seniority for women. Equal pay for equal work was one of labor's fundamental tenets. So, to the casual observer, the notion of a union agreeing to something so unjust is inconceivable. For those unfamiliar with the concept, a two-tier format requires new employees to earn less money than their senior co-workers. Even when doing identical jobs, even when working side by side. Because these tiered plans generally have no "sunset language" (built-in expiration dates), no amnesty periods, no mechanisms for equalizing pay, the rate discrepancies remain permanent. Through natural attrition a company can eventually end up with its entire workforce earning substantially lower wages. Worse, the two-tier format doesn't apply exclusively to wages; it can cut into the entire economic package, including benefits. Newbies are commonly locked into lower vacation time, higher medical premiums and smaller pensions. That's why the tiered format is so tempting to businesses. While the configuration has been around in one form or another for decades, it wasn't until the 1990s that it became a routine agenda item, and it wasn't until fairly recently that companies began treating it as a "deal-breaker." Arguably, the genie was let out of the bottle when companies first began adopting hiring rates (where new-hires aren't paid the full rate until they've been there a year), and when lump-sum bonuses were accepted in lieu of GWIs (General Wage Increases). To a company looking to cut costs, paying cash instead of a GWI is a sophisticated short cut to achieving it. Because overtime is computed at the (old) hourly rate, as are vacation and holiday pay, sick leave, workers comp claims, and pension formulas, the overall savings to a company can be considerable. But even with these precursors in play, how was organized labor ever persuaded to accept a provision so toxic and self-destructive as this? Typically, management comes at the union from two angles, one economic, one cultural. The economic approach bluntly warns that without the adoption of a two-tier format, cost savings will be sought elsewhere. In this context, "elsewhere" is understood to mean benefits and wages, two components of the membership's Holy Trinity (the third is seniority). And the benefit considered most vulnerable is health care. Since the early 1990s, the threat of unleashing the hounds of medical insurance has been management's most effective scare tactic. Because everyone who follows the news knows that medical costs are out of control and spiraling upward, the fear of a family budget being wiped out by exorbitant premiums and deductibles looms large. The company begins by bombarding the union with reams of grim statistics: comparisons to other facilities, other industries, other unions, other states, other countries, other eras. In a normal contract negotiation, while economics (particularly wages) are always foremost and omnipresent, they manage somehow to stay muted and unobtrusive, like background music, until crunch time. But in a two-tier wage pitch the demands are unrelenting and merciless, right from the get-go. The company recites the names of businesses that have already moved to Mississippi or Malaysia, or have shut down altogether because they couldn't compete. They mention the hundreds of thousands of layoffs in the sector; they compare GM's national strike in 1970, where over 400,000 workers walked off their jobs to GM's recent strike, where 73,000 walked out; they note that during their last hiring period, nearly 2,000 people showed up to apply for 44 hourly positions; and they mention that virtually no one in the facility ever quits to seek employment elsewhere, because they're all so well-paid. It's an assault, an avalanche of bad news. The union is told, analogously, that it can choose to swallow a bitter pill (and maybe choke on it a bit) or it can choose to undergo major surgery. The choice is yours. Do you want your medical plan to remain intact, or do you want your premiums to skyrocket? By giving the company the relief it seeks in the area of future wages, you can hang on to what you have. The choice is yours. That's the economic argument. The cultural argument is subtler and more tantalizing. Not only is the union reminded that the plan won't adversely affect anyone currently on the payroll, these future new-hires, these people who are going to be making less money than the rest of them, are portrayed as being vaguely culpable, as if their Johnny-come-lately status makes them somehow deserving of being punished. Current employees-those who've faithfully put in their years and showed their loyalty to both union and company-will continue to be rewarded for that service. Besides being grandfathered in, and having their precious medical insurance untouched, the company will offer them a hefty "signing bonus" for ratifying the contract. Because this enterprise can be seen as class warfare-once-removed (a case of the working class arranging things so as to form its own sub-class), management reassures the union that the only people who can be "hurt" by this are people who do not yet exist. They are "hypothetical" workers, part of that sea of nameless, faceless job applicants who may one day seek employment in the facility. Moreover, when these folks move from hypothetical to "actual," they are going to know exactly what's in store for them. The two-tier format will be carefully explained. If the prospect of earning as much as $16 per hour on the bottom tier (as opposed to $30 per hour on the top tier) makes economic sense to them, they'll be welcomed aboard. But if the deal offends them (if the notion of equal work being rewarded with unequal pay is something they simply can't abide), they'll be congratulated for having a well-developed sense of justice, and cautioned not to let the door hit them on the way out. And that, more or less, is how the two-tier plan is pitched. Of course, once these plans are implemented, they're an ungodly mess. The membership experiences an agonizing case of "buyer's remorse." The same members who assumed they could work comfortably with sacrificial lambs now feel pangs of conscience. They blame the company; they blame themselves; they blame the union for bringing it to a vote. And then there's that whole dynamic of the haves bickering with the have-nots; morale plummets, and union solidarity goes out the window. But as bad as it gets, it's nothing compared to later. The really bad news doesn't come until the next negotiation, after the two-tier format is firmly in place. That's when the company announces that, unfortunately, medical insurance, the one benefit that was to be left untouched, must now be drastically slashed. And when the union screams bloody murder, they're told it's business. Just business. David Macaray, a Los Angeles playwright and writer,
was president and chief contract negotiator of the Assn. of Western
Pulp and Paper Workers, Local 672, from 1989 to 2000. He can
be reached at: dmacaray@earthlink.net
STEPHEN GREEN reports on the real motivations behind Israel's MISSILE STRIKE on SYRIA. PETER MONTAGUE on the NUCLEAR RENAISSANCE or How the Nuke Industry is using Gore's Prize and Global Warming to Plot Its Big Comeback. WILLIAM BLUM on the DEVALUING of "ANTI-SEMITE" or How to Make a Term Meaningless. Get your copy today by subscribing online or calling 1-800-840-3683 Remember contributions to CounterPunch are tax-deductible. Click here to make a donation. If you find our site useful please: Subscribe Now ![]()
|
How the Press Led the US into War ![]() Buy End Times Now! CounterPunch Books of the Crossroads: HOW THE IRISH INVENTED SLANG By Daniel Cassidy AMERICAN BOOK AWARD! ![]() Click Here to Buy! Click Here for Dates & Venues Michael Neumann's Devastating Rebuttal of Alan Dershowitz ![]() Click Here to Buy! Saul Landau's Bush and Botox World with a Foreword by Gore Vidal ![]() Click Here to Order! How They Made a Killing on the War on Terrorism ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() The Occupation by Patrick Cockburn ![]() ![]() ![]() Humanitarian Imperialism By Jean Bricmont ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() CITY BEAUTIFUL By Tennessee Reed ![]() ![]() ![]() ![]() ![]() ![]() Bruce Springsteen On Tour By Dave Marsh ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() ![]() |