Actually, the tone indicator for my comment would be /g or /gen to indicate that I'm genuine. It's far more useful when an entire conversation is knowably being sarcastic.
In Minnesota, where a lot of German immigrants moved before WW1, beer doesn't have an abv requirement. Beers from microbreweries can get to between 10% - 20%. Some of my favorites sit between 7% and 12%
It makes me feel much better knowing you're (probably) familiar with my type of questioning, it's become too ingrained to stop.
Now that I understand how this would differentiate itself from actual orgs, I'm definitely on board. I have some good things worth sharing already for tenant organizing
What are your goals, how will you achieve them, and how will you maintain cohesion? To me, it seems you have an idea and a lot of resistance to joining anything that has existing problems. One of the biggest obstacles facing this idea in the long term is how organizing is usually very specific to local problems, so most information that would be shared is only relevant to a single campaign at a specific point in time. Like for example I created a shortened organizing training for my campaign, we were able to turn a 4 hour, 2 class course into a single 1.5 hour session because we tailored the info specifically to the ongoing campaign. It could be useful for some very limited purposes, but by and large it's just a relic of my campaign history.
Unions can be slow, but they also move incredibly fast. CWA still has work to be done, but members won't allow it to be anything other than democratically controlled. The labor activist world is small and full of plagiarism, the conversation is never held to just one group with unique ideas. Conversation about democratization jumps from the 1920s IWW to 2000s Ver Di to 1970s teachers to modern examples that were just implemented.
I love giving advice on organizing, but I tend to agree with the other person that social media is a poor format for building long term collective action. The best place to share this stuff is with a union. I learned everything I know about organizing from my union CWA, including the classes needed to learn how to organize (they're free and offered every weekend).
I'm fighting an unjust firing, and went to my union. When we had a violation of status quo, we turned to our union. When we're unsure how to organize, our union forms a committee to figure it out. When we need more people, we recruit among coworkers. When we have an idea for political action, we talk to our local president to get it proposed during membership meetings. When we have questions we can't answer, we talk to our executive board.
There is space for a community like what you're proposing and I'd participate in it, but I don't know how much active interest there would be.
Retail work is a lot of emotional labor. At the end of the day, wearing the mask can be too much. I consider myself a very happy and welcoming person, and even I would do this after retail shifts
Yea for sure! We were organizing around performance metrics, quotas, discipline, etc for quite a while. My work is in QA, where quotas are actually really bad for software development. We had been trying to get management to research and implement modern QA practices that would reduce/eliminate quotas, without much success. We also wanted progressive discipline with real guidance, because if you don't meet metrics then the performance improvement plan (pip) was really just a do-or-die meet the metrics for 10 days or get fired.
In the previous meeting, it wasn't a take over but coworkers and I relentlessly asked about pips, metrics, etc. We were very clearly getting under their skin, to the point where he asked me how I felt pips should work. He was probably thinking I never planned that far ahead and would discredit myself, but I had done significant research on modern QA management techniques and gave an overview of my minimum for a 3 step pip. Right before he ended the meeting, he essentially "confirmed" that we do it exactly like that, no sword of Damocles or anything.
Of course having done the legwork to actually talk to employees that had gone through the process, we knew that it was total horseshit. Just to be sure, we talked to a few more people to confirm that pips were still being used to cut people for cause instead of improving their metrics before planning the takeover. To open the meeting, I asked this to the COO:
I'd like to preface my question by saying thank you for hosting these sessions again, and preemptively note that a lot of us are here to discuss PIPs. In the last Q&A session I attended, I was told by you that PIPs follow a progressive discipline model. However, we're aware that most if not all employees that fail a PIP are terminated immediately, and multiple employees have been fired shortly after passing a PIP for failing to meet productivity expectations. Why did you lie to me?
His face went beet red and you could see the anger build in his eyes. After about a minute, he responds with "I don't appreciate being called a liar. You're hostility isn't welcome and I reject the question". After that, you could cut the tension with a knife. I reiterated my question that pips don't work the way he said they do, but he continued to refuse it until I moved on to the many other "hostile" questions I had.
For the aftermath, he lied to us again in that meeting when someone uninvolved with the take over asked about remote work, and said there's no plans to change anything for the foreseeable future, before RTO was announced a week later. There was another meeting about RTO with him that I attended, and he made a vague threat about "respectability" and ending the meeting if he felt disrespected after looking at the attendees. I wanted to ask a legit question over mic, and he ignored me until it was becoming obvious to others in the meeting. He stopped doing all q&a stuff after this for some reason.
I'm a union organizer, so I got to see some truly golden moments. My favorite was during a campaign, we took over a Q&A session with a member of the C-suite present. In a previous meeting he tried to convince me of some bs, so I asked him directly "why did you lie to me?" during this take over. The look on his face was priceless, and it took him over a minute to respond pathetically with "I don't appreciate being called a liar"
Actually, the tone indicator for my comment would be /g or /gen to indicate that I'm genuine. It's far more useful when an entire conversation is knowably being sarcastic.