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Overall question: How can Hansae Vietnam lift pressure from brands (Nike) and avoid labor disputes at the Cu Chi factory? Overall answer: By allowing the development of a strong union and engaging in collective bargaining.
Blackboard or whiteboard: Draw circle of workers’ interests, employer’s interests. Note area of overlap. Point out how the area of overlap can be big or small. This is the zone of negotiation: where issues are negotiated and agreed upon. What happens when little or no agreement takes place? Both workers and management turn to their economic weapons. What are the economic weapons on the workers’ side? What are the economic weapons on the employer’s side? When does the use of these weapons, or the threat of them, lead to more effective negotiations? When does it lead to failure?
Message: Know about economic weapons and how to use them, but choose to negotiate instead if possible.
Suggest that participants read HANDOUT #1 during break. Point out that the items on this time line are all “economic weapons” – whether strikes or reports or boycotts.
Creating and sustaining a “negotiation zone” requires collective bargaining.
Legitimately has the trust of the workers because the workers control it.
“Union member” means any worker who has agreed to join a union, pays dues and/or who is covered by the collective bargaining contract.
“Union staff” in American English is someone who works either full-time or part-time for the union for pay, not just volunteer. This might be someone who operates a sewing machine 4 days a week and works for the union 1 day a week. In Vietnam, confusion comes from the fact that the employer, not the union, pays union staff for union work. This is a problem that is well-recognized.
“Union officer” means someone who has been elected by members of the union or appointed in some democratic manner. This is not someone who is appointed by management. Only members of the union would be able to vote for union officers. The union officer should be a member of the union (not management). When students in USAS can’t accept the idea that a manager is also a union officer, this is what they are talking about.
“Union leader”. This could be a union officer or it could be someone who is a “natural” leader, a worker who is trusted by the members and whose leadership is respected. He or she does not have to be a union officer. They may well be a volunteer who gets no pay for union activities (or perhaps only their own expenses reimbursed). This is a term that is appropriately applied by looking at what happens at a workplace to see who is actually doing the leading.
“Labor education”. This term usually means training/education for union workers, leaders and/or staff which helps them be more effective in the union and increases the capabilities of the union to fulfill its mission of representing workers. It is not training for the job or how to increase productivity.
Note that none of these include people who are in management positions or who are not actually employed by the company, though union staff might be hired from outside, usually someone with union experience.
Preparing for bargaining. PASS OUT HANDOUT #2.
At this point, acknowledgement of who is in the room is necessary. Ask people to raise their hands if they are part of management. Raise hands if they are workers. Raise hand if they are from VGCL or local union. Group leaders and union leaders?
Present list of problems that were raised by the WRC during the 2016 investigation. These are problems brought up by workers. They are in order as listed in the WRC report. Keep things on list even if they have “been solved” at present, because this is an exercise in preparing for bargaining. Have group read list aloud, one line per person.
Discussion: Any others to add?
Explain that in collective bargaining, problems are not solved one at a time, as they come up. Instead, they are all negotiated together and agreed to in one written document that is signed by both parties. The collective bargaining process is continuous. What happens at the table is just one piece of it. It goes from the first contract to the second (several years later) and the third, and onward. So you have to deal with all these problems as a single set of relationships. This takes preparation and leadership.
Tell people they are half management and half workers (union). Put people into 6 random groups of 7 (6 x 7 = 42 people). Groups 1-3 are workers. Groups 4-6 are management. Ask them to bundle and prioritize issues, as if preparing a bargaining program.
Report back from union groups first.How did you group the problems? What priorities did you set?
Report back from management second. How did you group the problems? What priorities did you set?
How do you move from recognizing the problems to actually bringing them to the bargaining table?
All of the following activities are what a union does to prepare for bargaining. They require trusted union leadership. Give each of the 6 groups one of these tasks involving preparation.
Communicate – with members, the public, on social media, at USAS, etc.
For each of these, the purpose is “To get the best deal possible for workers.” It is not, “To increase employer profit.” After the contract is signed, if the workers honestly believe that the union has gotten the best deal possible, they will not protest.
Reports on preparation for bargaining. The point of this part of the exercise is to show the amount of work required by the union as it prepares for bargaining. Only trusted union leaders, free from interferences from management, can do these..
Choosing what goes onto bargaining program. Groups 1-3 (union) will choose items that will be part of their bargaining program, based on the priorities that they set earlier. Groups 4-6 (management) will choose what they will present as part of their bargaining program. Note: we will not get to hear management’s proposed language. We are only going to hear the workers’ side presented in the upcoming role play.
How did you make your decisions about either priorities or language? Second part of HANDOUT #3: Types of decision-making: oracular, consulting, majority, consensus. “Consultation” is the typical management type. But if union leaders have to lead bottom-up activity, decisions have to be made democratically and collectively. Important point: in either majority or consensus decision making, all participants or voters have to belong to the organization as equals. Otherwise decision will not survive the test of practice.
Discussion: Management decision making (efficient); collective decision making (powerful because it creates commitment). Management, for example, could simply make the decision to pull all managers out of their union positions. Then the union could develop its own candidates and workers could decide how to have its election.
Dealing with fear. Message: as long as workers are afraid to speak honestly about their issues, they will resort to disruptions of work rather than face-to-face bargaining. If the goal is to avoid disruptions, workers must not be afraid.
3:00- 4:00 One hour. Helena and Joe. “Fishbowl bargaining.” Furniture: table with 3 chairs on each side, other participants in the round.
Explain that first issue is ground rules: Where will bargaining take place, who will pay for time, how often will the parties meet, whether the process will be public or confidential, etc. Union is moving party.
Role play. Each group select one person to negotiate at the table, one recorder, one advisor, but may call in “experts”. There will be 3 from workers, 3 from management. Negotiate ground roles, then Group 1-3 present worker demands, then group 4-5-6 asks clarifying questions, examples. Then management group goes to caucus, returns to table. Management makes response, union caucuses.
This is all we’ve got time for. We are only showing worker side proposals because that is what triggered this class.
Analysis and final discussion, instructor response to bargaining process.
Explain that TDT students are doing this same exercise using Hansae as a real-life case study example.
Note: when TDT students were first asked the identify the most important characteristics of a good union, their top priority was “democratic.” Note that when TDT students did this bargaining exercise, they made a strong choice when negotiating ground rules.
Challenge: Do the people in this group understand the value of having a grassroots union that is free of employer interference? What could management do to create a situation where the union was free of employer interference?
Who among this group could carry that message to corporate headquarters?
Wish everyone good luck and offer to come back and consult.
And I have been given a scholarship to a class to learn Vietnamese: it happens every night, Monday-Friday, from 6:45 to 8:30. Here is our teacher (or rather one of them; we’ve had three so far, all excellent).
I read today that a labor activist, Truong Minh Duc, vice-president of the Free Viet Labour Federation, is one of a number of democracy activists arrested recently as part of a government crackdown. Be careful, please.
Take a peek at some of the pictures in our gallery. See if you are in the Sidewalk Observers gallery. If you have a comment or want to submit a picture, send me a note via the Contact Me page.
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The best dog poems. Previously, we’ve compiled ten of the best poems about cats, so we thought it was time to complement that with a similar post about the best poems about dogs hope you enjoy these favourite classic dog poems – but have we missed off any favourites? Alexander Pope, ‘I am his Highness’ dog at Kew’.
Poems about Fathers - "It doesn't matter who my father was," Anne Sexton once wrote, "it matters who I remember he was." That memory—of the enormous, perhaps protective, perhaps absent, often mythic man—looms large in poems about fathers.
God, winter's a hassle, the dogs hate it too. But they must have their walks though they're numb and your blue. Late evening is awful, you scream and you shout At the dogs on the sofa who refuse to go out. The dogs and the dog shows, the travel, the thrills, The work and the worry, the pressure, the bills.
Complement it with Mary Oliver’s magnificent Dogs Songs and John Updike’s harrowing poem on the loss of his dog, then lift your spirits with The Big New Yorker Book of Dogs and Jane Goodall’s charming children’s book about the healing power of pet love.
wwwrysoup›Poems›Short PoemsShort Dog Poems. These are the most popular short Dog poems by PoetrySoup poets. Search short poems about Dog by length and keyword.
While other kids were practicing football, Tamer’s “Uncle Chris” put him into gymnastics, bought him inline skates and made sure he had a backyard trampoline. His parents got him onto the ski slopes and inspired him through example to practice yoga and meditation.
Tamer loves physical expression of all kinds. He is an avid snowboarder, surfer, rock climber, parkour tumbler, urban Segway surfer and loves to dance. During the summer of 2009, Tamer toured with his uncles performance company in “The AntiGravity Tour” through Brazil where he learned the ropes of stage production and participated in the dancing bungee routine, flipping on stage with the champion athletes of Team AntiGravity.
Besides yoga, he’s a passionate musician and graduate from Westminster College with a dual Bachelors degree in public health and music performance. While attending Westminster College he established the first AntiGravity Aerial Yoga studio on a college campus where he conducted a clinical trial on the benefits of Inversion Therapy in comparisons to traditional methods as well as worked as one of the athletic trainers for the Ski and Snowboard team.
Besides his dedication to his health and wellness, he writes his own original music and also performed with the Westminster Chamber Singers throughout his undergrad.
In the Spring of 2011 he went on a health care and education mission to rural Thailand where he was honored to share his light integrating music, physicality and public health. While helping thousands of beautiful people with basic health needs he also taught hacky sack and sang songs that forged a common bond.
Fascinated by other cultures, Tamer enjoys international travels. Despite his youth, he has traveled to and studied the cultures of many foreign countries.
Tamer has found a passion for teaching yoga because of its inherent connection with quantum physics; how ones thoughts create their reality. By studying the connection of mind/body/spirit, his intention is to unify people while sharing his knowledge; helping people open their mind to a greater sense of self while giving participants a great physical workout.
Tamer is a budding environmentalist who cares deeply about our planet. In 2011 was flown to Los Angeles in order to network with other ambitious youth and mentors whose intention is to better the world for the sake of saving our planet.
Tamer comes from a long lineage of teachers and enjoys sharing his varied passions with others. Aside from teaching his group fitness and aerial yoga classes, Tamer also has taught snowboarding at Snowbird Ski Resort and a variety of musical instruments.
Right now Tamer is pursuing his career with AntiGravity as the Jr. Executive at AntiGravity Headquarters. He has worked as the Studio Manager for Christopher Harrison’s AntiGravity Lab in NYC, and the Social Media producer for AntiGravity Fitness. He is a certified AntiGravity Fitness Master Trainer based in Hong Kong, leading the business development in Asia.
He has performed in the 2012 Victoria’s Secret Fashion show working with Justin Beiber, Rihanna, Bruno Mars, while he and his cousin Taylor Brody showcased Christopher Harrison’s lastest performance performance prop and opened the show for Adriana Lima. He has also assisted and performed in the AntiGravity Performance Tour that traveled throughout Brazil.
Scuba Diving, Snowboarding, Traveling, Playing and Singing his guitar, Chinese Kung Fu, Thai Massage, and Drone Flying are a few of his current activities.
His dreams are to one make the world a better place through humanitarian, global health, art/music and environmental efforts world wide.
New Law allows your ISP to collect and SELL 'ALL' Your Data! » Everything I.T.
Information Technology Blog New Law allows your ISP to collect and SELL 'ALL' Your Data!
George Clooney has defended his friend, the Duchess of Sussex, after a weekend which saw her father share parts of a private letter between the two with the press. The Oscar winner said Meghan was ‘being pursued…in the same way Diana was”, adding ”we’ve seen how that ends”.
The actor and director was speaking at a press conference in Australia as he promotes his new film. He told reporters that ”they’re just chasing Meghan Markle everywhere…she is a woman who is seven months’ pregnant and she is being pursued and vilified and chased in the same way Diana was and it’s history repeating itself”.
The star went on ”we’ve seen how that ends, I can’t tell you how frustrating it is to see that”. And referring to Thomas Markle’s decision to offer parts of a letter written to him by Meghan to a newspaper, George Clooney added ”you’re taking a letter from a daughter to a father and broadcasting it everywhere. She’s getting a raw deal, it’s irresponsible. I’m sort of surprised by that”.
The issue of his royal friend came up when he was asked whether he would be godfather to the Duke and Duchess of Sussex’s baby, due at the end of April. He laughed off those reports before telling the press he wanted to comment on the situation that had confronted Meghan over the weekend.
George Clooney and his wife, human rights lawyer Amal Clooney, were among the guests at Harry and Meghan’s wedding in May 2018 and speculation about one or both of them standing sponsor to baby Sussex began almost as soon as the royal couple confirmed they were expecting a child.
Clooney never met Diana, Princess of Wales but he famously, and angrily, spoke out about the way he felt all sections of the media had treated her in the days following her death in a car crash in August 1997.
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Howen’s Mobile DVR system recently were deployed in Laos Mining Trucks to provide video surveillance and management service.
After well learning client’s requirement, Howen team worked out suitable solution by deploying High Definition AHD Mobile DVR (MD31-04 with GPS location tracking and Wireless transmission), AHD cameras ( Hero-C60S0V3-1MR front view vehicle camera, and Hero-C60S0V9-1MR inside view vehicle camera) and customized protection box. With power central management software to provide live view or remote control, GPS location tracking, alarm management and so on.
With professional and efficient support, client had a fast understanding and operation on the MDVR system, and after testing several brands of mobile DVR, client was impressed with good performance of Howen Mobile DVR solution, power CMS features etc., finally conquered by Howen solution.
As the leading supplier of vehicle service system, Howen offers total solutions including mobile DVR system for vehicle surveillance system and video management system, MDT system for fleet management and dispatch service, and WIFI router system for vehicle internet service. Thanks to the high quality assurance, professional solution experience and quick-response technical supports, Howen won one battle after another among harsh competitions, its vehicle service system has been widely deployed across the globe, including Middle East, Australian, North America, Europe, Africa, etc.
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Welcome to the AMPRNet Wiki.
If you are looking to get an IP allocation within the 44/8 AMPRNet please read the Portal page.
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In a presidential election cycle that has been wild and controversial, something really unexpected just happened, and in the window of time before candidates, parties, and pundits could come up with their practiced talking points on it, we got an unfiltered look at many of the true fears, motivations, and stances underpinning this election and our political system as a whole.
On February 13th, 2016, Supreme Court Justice Antonin Scalia was found dead at the age of 79. In the week after his death, the following debates have sprung up as a direct result: Should this president be allowed to nominate a new Justice? Should the senate consider that nominee? Is this president still the president? Is the “lame duck” concept a fallacy? Is this the death of American conservatism, or the beginning of its new era? Is the U.S. Constitution open to interpretation? Will this be a benchmark for “progress”? Do Americans even want progress, as defined by “Progressives”?
The point is that Scalia’s death has forced an examination of the American political id. The questions above reach such foundational depths that they combine together to ask: who are we, and who’s in charge? This is well past partisanship, though of course that’s present, despite the fact that the Supreme Court has always aimed to be beyond parties. There’s an opening on the Supreme Court, and through this opening we’re getting a glimpse of the true wires and gears within the American political machine. Do we like what we see? Does it matter if we do or not?
When a singular event has the ability to make everyone lose their minds, you learn where the power is. So pick your nearest and dearest cause; the person deciding its fate won’t be someone you’ve been seeing commercials for.
This entry was posted in Uncategorized and tagged Rain Taxi Rewind 2016 on February 24, 2016 by Kelly.
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