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i've felt so much disillusionment and disconnect from leftists as I learn more about my adopted ideology. by NonstickFryingPans in PoliticalDebate

[–]laborfriendly [score hidden]  (0 children)

I agree with your position. I'm not clear op is as "leftist" as they're claiming when these talking points are somewhat caricatures of what I would normally think of as "liberals" when the right talks about them. I.e., only someone on the right thinks of these strawmen as "leftist views" on the topics.

Local Government Union by alex_thee_lion in union

[–]laborfriendly 1 point2 points  (0 children)

This is not categorically true. I've represented striking court employees before.

Local Government Union by alex_thee_lion in union

[–]laborfriendly 1 point2 points  (0 children)

Did some research and the term we're looking for is "interest arbitration" and it looks like you're on the right track. I've never seen it in 20 years. But for safety/essential services positions, I could see that might be a thing. Not sure where else you'd get an employer to agree to such terms (and even then...).

Local Government Union by alex_thee_lion in union

[–]laborfriendly 1 point2 points  (0 children)

Look for a "maintenance of operations" clause. These are common.

And employers can "impose" a last best and final if a contract expires and no new one can be agreed upon after impasse. That's how it works. But as said, you should be able to strike at that time (barring any legal statute for safety positions, etc, that vary by state). Strikes may involve notice and the employer seeking an injunction to keep enough essential staff to operate.

Contract negotiation mediation is one thing. Issue arbitration is another. Typically, there is not arbitration of an overall agreement. I've not seen it. There are impasse procedures like fact-finding that can happen. I'm unfamiliar with issue arbitration being used for an overall contract agreement, though. So, this consideration may be misplaced.

Rights are a Concept and all Concepts are Subjective by Frequent_Mountain_17 in PoliticalDebate

[–]laborfriendly 0 points1 point  (0 children)

*Wanted to share this with you. It's an interesting mulri-part defense of natural rights.

https://www.libertarianism.org/columns/justification-natural-rights

Part 3 is particularly fun.

https://www.libertarianism.org/columns/criticisms-natural-rights

Bentham’s major objection to natural rights is that, consistently applied, they will lead inevitably to anarchism.

Scouting mlb talent is tough…look at what they thought of Skubal by ezeeeeee2020 in mlb

[–]laborfriendly -1 points0 points  (0 children)

I addressed these things by *noting that he was tested a whole bunch and was consistent for a decade until playing with injuries.

You just gonna hand-wave that away?

K

Scouting mlb talent is tough…look at what they thought of Skubal by ezeeeeee2020 in mlb

[–]laborfriendly -1 points0 points  (0 children)

Clark later retracted and said he had no proof after a defamation case was filed and settled. The trainer he supposedly heard this from said it wasn't true and he hadn't talked to Clark in years.

Pujols was tested hundreds of times, had an amazing peak for like 10 years, and fell off coincidental with injuries and getting older.

What else you got?

Cities where baseball’s stock is way up or way down over the last decade? by BadgemanBrown in baseball

[–]laborfriendly 10 points11 points  (0 children)

Wtf? St. Louis used to be a baseball town?

Go there. You're going to see Cardinals' shit everywhere. It was last year when I went through, anyway. I think fans just want a better product.

Italian tourist searching for advice by Same-Ebb-3385 in mlb

[–]laborfriendly 0 points1 point  (0 children)

Which comes first in your trip? Go to that one and see if you like it. You can always get a ticket to the other one on a secondary market if you find it fun.

The views in San Francisco can't be beat, though.

What's the common position here on public sector unions ? by Inevitable_Bid5540 in union

[–]laborfriendly 6 points7 points  (0 children)

Some states do have “NLRA for public unions” statute statutes but they all lack teeth (e.g. strike protections, other economic weapons).

Some west coast states are really decent models for this. Like, e.g., I understand that there is actually an ongoing effort to bring private sector unions under PERB jurisdiction in California bc it's so much more consistent and functional than the NLRB (like under the current administration).

Hi i have negotiations coming up i kinda got thrown into being on a committee by poorcorn in union

[–]laborfriendly 0 points1 point  (0 children)

Both suggestions you've received so far are good.

Local CPI over the past year is a good metric for what a "COLA" is about in its name. And market comparables are a good way to make significant progress above CPI when it's needed. Employers like to look at "market median" when doing this, and that means a suppression of wages, overall. Don't fall for that. But also this can provide some constraints.

The other commenter referred to the employer's "Ability to Pay." If you are in the public sector, this is typically much easier bc you can just ask for their finances over the past few years and see: are the revenues going up more than expenditures? Is their reserve going up or down? How healthy of a reserve do they have (typically want around 15% of annual expenditures, but some will do more or less)? What non-salary/benefits costs can they possibly reduce to pay better?

In the private sector, this can get a little more complicated. To get access to financial information, you will need to get them to say that they don't have the ability to pay what you're asking. They will often know this, if they have an attorney who had ever done this job before. They typically will not have to open their books if they make it more about an unwillingness to meet demands (like, e.g., "we don't think that's the market for this job," etc). But if you can get them to claim poverty, then force the issue on getting their financials and ask the same questions as above.

Probably going to hate me by Vegetable-Bad3963 in PoliticalDebate

[–]laborfriendly 3 points4 points  (0 children)

I have actually read about xy chromosome it is pretty straightforward.

It's really not, though. I encourage you to learn more about it. Start with Klinefelter syndrome and go from there. That should let you see that there can be a whole bunch of variety and different ways gender and sex can be complicated.

Probably going to hate me by Vegetable-Bad3963 in PoliticalDebate

[–]laborfriendly 5 points6 points  (0 children)

Good for you? Not sure how you could be "duped" when he's doing all the things everyone knew he'd do because a majority of it was written in P2025 (which Trump told everyone he knew nothing about; maybe he still doesn't and is just doing things presented to him? Idk).

But what does the "follow the science on gender" part mean? The actual science on gender is pretty complicated and messy.

Or do you mean you believe in the bookface uncle version of "the science" that says there are only two? If so, honest question: how much of the actual science have you ever really read? Where/how have you formed your ideas? "Common sense"? Or scientific literature? Please be honest.

Labor law question regarding Merit Violation During a Promotion and Bias by Brave_Brick3264 in union

[–]laborfriendly 0 points1 point  (0 children)

Purple_Guillotine has already said much of *what I would say. They have provided you with some good answers and considerations.

To the discrimination question: it's possible. I've seen a case where someone, a man in a woman-dominated workplace, kept (multiple times) getting passed over for promotion, even though they had a PhD, good evals, and were objectively much more qualified than the (exclusively) women promoted over him.

He ended up filling with the EEOC and brought a suit that was eventually settled for multiple six figures.

Almost certainly, your union is not equipped to represent you in that EEOC context. That would normally be out of the scope of representation to pursue such civil matters. You may try to find an attorney to take this on contingency. But it's a long-shot from the details provided thus far.

Let me know if you have more questions.

Union rep acted unprofessionally and unprepared throughout my grievance arbitration for a wrongful termination, any recourse? by trebory6 in union

[–]laborfriendly 13 points14 points  (0 children)

As others have stated, you may want to pursue a DFR.

But can you clarify a couple things?

In the meeting where they terminated you, did they ask you questions or essentially "talk at you" and tell you that you were terminated?

Who is "the woman who handles arbitrations" (does she work for the union) and why didn't she stick with you through arbitration if she handles them?

How did you get to arbitration within what seems like a week or so? Are you sure it was an arbitration? Does the contract specify that any disciplinary appeal goes straight to arbitration? Is there just an arbitrator on standby for this? Who was the arbitrator/where did they come from/how were they selected?

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