This week, the U.S. Supreme Court is hearing arguments in cases that could lead to marriage equality for same-sex couples, an issue of particular importance to working families and America's union members.
"Working people believe in equality and fairness and that’s why we are happy to stand with millions of Americans and with President Obama in supporting marriage equality," said AFL-CIO President Richard Trumka in a statement. "LGBT working people face numerous inequities in the workplace and in society as they struggle to care for their families."
Last week, the AFL-CIO, along with the National Education Association (NEA) and Change to Win, filed amicus briefs challenging the constitutionality of California's Prop. 8 and the Defense of Marriage Act (DOMA) in the U.S. Supreme Court.
Same sex couples do not have the same access to workplace and health care benefits and the AFL-CIO supports equal rights.
The AFL-CIO and America’s union movement, along with a broad coalition of other groups, is mounting a new campaign to build a common-sense immigration process that includes a road map to citizenship and one that guarantees immigrant workers the same workplace rights and protections all workers deserve.
We know that immigration reform can be a controversial issue among our union members and all workers. But immigration reform with a path to citizenship and workplace rights doesn’t just benefit aspiring citizens and their families, it's good for all workers. Here are 10 reasons why.
I have been working for a company for about two years. The company recently acquired another company. There were many layoffs as the companies merged. I was moved over to another department. A director-level position was created in this new department and someone was given the promotion. The rest of us never knew about the position and certainly didn't have a chance to apply for it. The person receiving the promotion has a lot less experience and qualifications for the job. When I confronted his boss about this, he minimized the importance of the role. Is it legal to promote someone into a new position without allowing others to apply, especially if the person who was promoted is less qualified?
Are there any laws that protect workers who are required to stand all day? For example, I noticed that the pharmacists at a large chain drug store aren't allowed to sit at their computers and must stand all day. I asked some of the workers about it, and they said that they end up suffering leg pain as a result. Do OSHA standards apply here? Can anything be done about it? It seems as if this would be an issue that would affect a lot of other workers in the service industry, such as those who work in hair salons.
T-Mobile, the telecom company that earlier this year closed seven call centers in the United States and shipped more than 3,300 jobs overseas, is running its remaining U.S. call center operations under what workers describe as a “climate of tyranny,” says Lothar Schroeder of German union ver.di, which represents workers at Deutsche Telekom, T-Mobile’s parent company. Schroeder spoke with Reuters.
I just started a new job at a major national retailer as a sales associate in the housewares department. I’m grateful for the job, but during orientation, I was instructed to sign a waiver that said I wouldn’t join a union. My manager said that we don’t need unions here because the workers already have everything they need. But I happen to know that there’s a national effort to unionize my company. I don’t think they can require me to sign the release, but no one told me it was optional, and I’m worried that if I refuse to sign it, I’ll be flagged as a liability risk and possibly passed up for advancement opportunities. What do you recommend? See answer at the jump.
Even if workers are not in a union, they have the right to act together to improve their working conditions and for other mutual aid and protection. A new website by the National Labor Relations Board (NLRB) explains those rights and tells workers how to contact the nearest NLRB office if they have questions or believe their rights have been violated.
Do workers with a union contract behave more ethically on the job by being more likely to report wrongdoing? That’s one conclusion from a new report by the Ethics Resource Center (ERC)—"Inside the Mind of a Whistleblower." Union employees, who are often provided certain contractual protections, had much higher rates of reporting specific misconduct than nonunion employees (65 percent vs. 47 percent).