Category Archives: BLOG POSTS

2021-06-20 Happy Father’s Day

Happy Fathers Day

Workin 4 A Livin

HAPPY FATHER’S DAY

TEAM Workin 4 A livin – Caucus; Extends Everyone a Happy Father’s Day!

As we now all know, Father’s Day, as the 3rd Sunday in June, is an annual celebration honoring fathers and fatherhood, but it took some doing, and it did not come as easy as one might expect.

History:

Since the middle ages; Catholic’s have celebrated Father’s Day on March 19 (St. Joseph’s Day).

During the Colonial Times; The Spanish and Portuguese brought Father’s Day as celebrated on March 19th to Latin America, where March 19 is often still used for it.

Prior to the 20th Century Father’s Day was not celebrated in the United States.

In 1911 A proposal by Jane Addams to have a citywide celebration of Father’s Day in Chicago was turned down.

1n 1911 The Portland Oregonian newspaper suggested that a Father’s Day celebration be observed.

In 1912 A Methodist pastor – J.J. Berringer from the Irvington Methodist Church near Vancouver, Washington mistakenly believed that they were the first to celebrate such a day, however, they were preceded by the celebration caused by the 1911 suggestion by the Portland Oregonian.

In 1915, a member of the International Lion Club, Harry C. Meek, claimed that he had the first idea of a Father’s Day Celebration. He chose June 19th because it was HIS birthday. Meek made many failed attempts to promote “his Father’s Day”. However later on, the Lions Club recognized him as the “Originator of June 19th Father’s Day”.

The True Establishment of Father’s Day:

On June 19, 1910, a Father’s Day celebration was held at the YMCA in Spokane Washington. As it seems a young woman named Sonora Smart Dodd whose father – William Jackson Smart was a Civil War Veteran who raised six children on his own; wanted to honor all fathers, and especially her own father.

Though a member of the “Old Century Presbyterian Church” (now Knox Presbyterian Church); after hearing a Mother’s Day sermon at the Central Methodist Episcopal Church, Sonora told her pastor that fathers should also have such a celebration. And… Promoted the suggestion of June 5th as Father’s Day. Her pastor’s objected saying they could not properly prepare a sermon, and several other local Pastor’s accepted her idea and agreed to a June 19th celebration at the YMCA in Spokane, Washington.

Sonora Smart Dodd continued to promote the idea nationwide.

In 1913 a bill was introduced in Congress to make June 19th a Father’s Day Holiday.

In 1916, Sonora convinced President Woodrow Wilson to come and speak at the Spokane Father’s Day Celebration.

In 1920, Sonora began studying at the Art Institute of Chicago, and the celebration faded during her absence.

In 1924, President Calvin Coolidge recommended that June 19th be celebrated nationwide.

In the 1930s, Sonora returned to the Spokane area, and again began promoting Father’s Day. Only THIS time she had the help of Trade Groups. Yes Trade groups like the manufacturers of ties, tobacco pipes and any such present that a Father may be given. These groups would benefit from the retail of such products gifted for a Father’s Day.

In 1938, Sonora was assisted by the “Father’s Day Council” founded by the “New York Associated Men’s Wear Retailers”.

In 1957, Senator Margaret Chase Smith of Maine wrote a scathing bill accusing Congress of ignoring Fathers for 40 years.

In 1966, President Lyndon B. Johnson issued the first presidential proclamation to honor fathers, and designated the third Sunday in June as Father’s Day.

In 1972 President Richard Nixon signed a bill into law that officially and permanently finally made Father’s Day the third Sunday of June.

Beside Father’s Day; Other Holidays Celebrated For Men:

Many other countries celebrate November 19th as “International Men’s Day”, a holiday to honor men who are not father’s.

 

Our email address: Workin4ALivin@Workin4ALivin.com

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JOIN THE TEAM

Important Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

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2021-05-22 oppose No Confidence of LU 2069

Opposes No Confidence

Workin 4 A Livin

OPPOSES “VOTE OF NO CONFIDENCE” OF UAW LOCAL 2069

Anytime a contract negotiation, or presentation is made, there are people who like or hate it. In this instance, for many reasons, the members spoke with a 91% no. Then the anger and frustration rises and people want a better contract. Sometimes those that prey upon member’s anger offer solutions that are not at all what they might seem to be. To that end, and in keeping with Title 29 USC section 157 “protected rights for the benefit of the membership”:

Let it be known that Workin 4 A Livin does not endorse, support or promote the “Vote of No Confidence” petition at UAW Local 2069 representing workers at Volvo Truck.

UAW member(s) that are not in any way associated with Workin 4 A Livin, but clearly some other caucus or organization, are circulating a petition. Their stated goal for this petition is to attain at least 50% plus one signatures.

There are NO provisions what so ever in the UAW Constitution, nor UAW Local Union 2069 By-Laws for any such “Vote of No Confidence”.

In most “lay persons” reading of this it represents a threat to the very NLRB certification of UAW Local Union 2069. Again, this is NOT Titled “Recall”, but rather “Vote of No Confidence”. Such language is found mostly on UNION BUSTING sites.

Further, let it be known that in the absence of any efforts by any other groups, caucuses, the UAW local union or UAW international union itself attempting to prevent such risk of Decertification the following is offered by Workin 4 A Livin.

Below is the petition that is being circulated:

 

No description available.

At the bottom it does mention recall, but the again the document is TITLED “Vote of No Confidence”. Very well cloaked language of Union Busters.

—————————-

Here are the local union By-Laws on the matter of Recall – that does require 50% membership signatures. However, this “petition” is not titled “Recall” but rather “Vote of No Confidence.”

No description available.

The words “No Confidence” do not appear anywhere in the By-Laws:

======================

As proof of the risk of decertification; below is from the “Just Facts” website:

————————————–

Regarding Decertification

*Once private-sector unions are established at workplaces, federal law requires that they remain indefinitely unless employees vote to remove the union, or an employer proves that the majority of employees no longer support the union.[176] [177] [178] [179]

To prove this comment – citations are below. (Again Workin 4 A Livin does NOT Endorse any such action.)

Again, any lay person’s reading of the above is that should the employer Volvo be aware of such a “Vote of No Confidence” petition – clearly this would prove that the majority of the employees of the union no longer support the union, and likely ask the NLRB to decertify UAW Local Union 2069.

=======================

If you do not desire to risk Decertification:

Then, here are Actions Recommended to Prevent risk of Decertification:

  1. DO NOT SIGN THIS PETITION!
  2. If you did sign the petition and don’t desire your LU 2069 to risk being decertified: RESCIND your signature by Making two identical statements saying:

===========================

“I hearby rescind my signature on the petition document entitled “This is vote of no confidence in our UAW 2069 local president Matt Blondino, and bargaining chair Greg Shanks. 05/20/2021.”

Signed:______________________, Date:_______________

Received By:__________________,  Date:_______________

===========================

You would then sign and date both copies, and give one signed copy to the circulator of the petition, and have that person sign your copy and keep that in your records.

 

 

References:

[176] Book: Labour Law in the USA (3rd edition). By Alvin L. Goldman and Roberto L. Corrada. Kluwer Law International, 2011.

Pages 441–442: “A basic principle affecting the rules concerning withdrawal of recognition is the doctrine that once recognized as a bargaining agent, a labor organization is presumed to have continued support from the majority of bargaining unit employees regardless of whether there has been a change in the bargaining unit personnel.”

[177] Webpage: “Decertification Election.” National Labor Relations Board. Accessed June 25, 2014 at <www.nlrb.gov>

“Under certain circumstances, you can vote out or ‘decertify’ your union, or replace it with a different union. At least 30% of your coworkers must sign cards or a petition asking the NLRB [National Labor Relations Board] to conduct an election. Unless a majority of the votes cast in the election are in favor of union representation, the union will be decertified.”

[178] Decision: Levitz Furniture Co. of the Pacific. National Labor Relations Board, March 29, 2001. Decided 4–0. Majority: Truesdale, Liebman, Walsh. Concurring: Hurtgen. <apps.nlrb.gov>

Majority:

In this case we reconsider whether, and under what circumstances, an employer may lawfully withdraw recognition unilaterally from an incumbent union.1 The Board has long held that an employer may withdraw recognition by showing either that the union has actually lost the support of a majority of the bargaining unit employees or that it has a good-faith doubt, based on objective considerations, of the union’s continued majority status. Celanese Corp., 95 NLRB [National Labor Relations Board] 664 (1951). On the same showing of good-faith doubt, an employer may test an incumbent union’s majority status by petitioning for a Board-conducted (RM) election, United States Gypsum Co., 157 NLRB 652 (1966),2 or by polling its employees to ascertain their union sentiments, Texas Petrochemicals Corp., 296 NLRB 1057, 1059 (1989), enfd. as modified 923 F.2d 398 (5th Cir. 1991).

The General Counsel, the Charging Party Union, and the AFL–CIO [American Federation of Labor and Congress of Industrial Organizations] as amicus curiae urge the Board to abandon the Celanese rule and prohibit employers from withdrawing recognition except pursuant to the results of a Board-conducted election. They also oppose lowering the standard that employers must meet to obtain RM elections. Employers urge the Board to retain the Celanese rule but to lower the standard for processing RM petitions.

While this case was pending, the Supreme Court issued Allentown Mack Sales & Service v. NLRB, 522 U.S. 359 (1998), which addressed the Board’s good-faith doubt standard. The Court held that maintaining a unitary standard for an employer’s withdrawal of recognition, filing an RM petition, and polling its employees was rational, but indicated that the Board also could rationally adopt a nonunitary standard, including, in theory, imposing more stringent requirements for withdrawal of recognition.3 The Court also held that the Board’s “good-faith doubt” standard must be interpreted to permit the employer to act where it has a “reasonable uncertainty” of the union’s majority status, rejecting the Board’s argument that the standard required a good-faith disbelief of the union’s majority support.

In addressing the arguments concerning the Celanese rule and the standards for holding RM elections, then, we must take into account the Court’s teachings in Allentown Mack. In particular, we must avoid the confusion over terminology which the Court identified in our application of the good-faith doubt standard.

After careful consideration, we have concluded that there are compelling legal and policy reasons why employers should not be allowed to withdraw recognition merely because they harbor uncertainty or even disbelief concerning unions’ majority status. We therefore hold that an employer may unilaterally withdraw recognition from an incumbent union only where the union has actually lost the support of the majority of the bargaining unit employees, and we overrule Celanese and its progeny insofar as they permit withdrawal on the basis of good-faith doubt. Under our new standard, an employer can defeat a postwithdrawal refusal to bargain allegation if it shows, as a defense, the union’s actual loss of majority status.

We have also decided to allow employers to obtain RM elections by demonstrating good-faith reasonable uncertainty (rather than disbelief) as to unions’ continuing majority status. We adopt this standard to enable employers who seek to test a union’s majority status to use the Board’s election procedures—in our view the most reliable measure of union support—rather than the more disruptive process of unilateral withdrawal of recognition. …

Absent specific statutory direction, the Board has been guided by the Act’s clear mandate to give effect to employees’ free choice of bargaining representatives. The Board has also recognized that, for employees’ choices to be meaningful, collective-bargaining relationships must be given a chance to bear fruit and so must not be subjected to constant challenges. Therefore, from the earliest days of the Act, the Board has sought to foster industrial peace and stability in collective-bargaining relationships, as well as employee free choice, by presuming that an incumbent union retains its majority status.16 Except at certain times, however, that presumption is rebuttable.17 The showing required to rebut the presumption is the subject of this case. …

… In our view, there is no basis in either law or policy for allowing an employer to withdraw recognition from an incumbent union that retains the support of a majority of the unit employees, even on a good-faith belief that majority support has been lost. Accordingly, we shall no longer allow an employer to withdraw recognition unless it can prove that an incumbent union has, in fact, lost majority support.

While adopting a more stringent standard for withdrawals of recognition, we find it appropriate to adopt a different, more lenient standard for obtaining RM elections. Thus, we emphasize that Board-conducted elections are the preferred way to resolve questions regarding employees’ support for unions.42 For that reason, we find it appropriate to abandon the unitary standard for withdrawing recognition and processing RM petitions. Instead, we shall allow employers to obtain RM elections by demonstrating reasonable good-faith uncertainty as to incumbent unions’ continued majority status. …

… An employer who withdraws recognition from a majority union, even in good faith, invades his employees’ Section 7 rights every bit as much as an employer who unwittingly extends recognition to a minority union. Consequently, an employer who withdraws recognition from an incumbent union, in the honest but mistaken belief that the union has lost majority support, should be found to violate Section 8(a)(5). …

We emphasize that an employer with objective evidence that the union has lost majority support—for example, a petition signed by a majority of the employees in the bargaining unit—withdraws recognition at its peril. If the union contests the withdrawal of recognition in an unfair labor practice proceeding, the employer will have to prove by a preponderance of the evidence that the union had, in fact, lost majority support at the time the employer withdrew recognition. If it fails to do so, it will not have rebutted the presumption of majority status, and the withdrawal of recognition will violate Section 8(a)(5). …

In the end, our dispute with our colleague is over whether an incumbent union should continue to be the bargaining representative while its support is being tested in a Board election. He would allow an employer to oust the union on a showing of good-faith uncertainty, and thus to avoid a bargaining obligation until RC election proceedings have run their course. Under our approach, the union remains the bargaining representative, and the employer’s bargaining obligation continues, while the RM (or RD) election proceedings are underway.

[179] Decision: Levitz Furniture Co. of the Pacific. National Labor Relations Board, March 29, 2001. Decided 4–0. Majority: Truesdale, Liebman, Walsh. Concurring: Hurtgen. <apps.nlrb.gov>

Concurrence:

In sum, my colleagues have subjected employers to a guessing game. If the employer guesses wrongly, the employer violates the Act, notwithstanding his good faith. I prefer that these matters not be the subject of a guessing game. They should be a matter of good faith. If the employer has a good-faith uncertainty as to majority status, the employer can withdraw recognition. If the employer has a good-faith belief of majority status, he can continue recognition.4

My colleagues say that there is a way out of the dilemma, viz the employer can file an RM [Board-conducted election] petition and obtain a Board election. And, in this regard, they say that they would permit the processing of an RM petition if there is uncertainty as to the Union’s majority status. I agree with this RM standard.5 However, I do not agree that the RM petition offers a solution to the problem discussed above. That is, it does not obviate the necessity for the extant rule which grants employers the option of withdrawal of recognition on a showing of uncertainty as to the union’s majority status. My reasons are set forth below.

RM petitions are subject to the “blocking charge” principle. Faced with an RM petition, unions can file charges to forestall or delay the election. Concededly, in some situations, the Regional Director can dismiss the charges or can decide that the charges, even if meritorious, would not preclude a valid election. However, that determination requires investigatory time. During that time, the employer must continue recognition of the incumbent Union.

Further, the Regional Director also has the power to issue complaint, and the authority to conclude that the charges do preclude a valid election. The Board has no power to review the former determination, and the Board reviews the latter only under an “abuse of discretion” standard. If the Regional Director so concludes, the charge will block the election for the prolonged period during which the charge/complaint is litigated. Although the employer could settle the case, he may not wish to do so if he believes that he has a valid defense. Further, even if the employer litigates and wins after prolonged litigation, the block will be removed only after that litigation. In the meantime, the employer must continue recognition of the incumbent.

In addition, even if there is no blocking charge, or if the block is removed, the election will not necessarily resolve the question concerning representation. In those cases where the union loses the election, the union can file objections and/or challenges. There is often a prolonged period for the litigation of these matters. The employer must recognize the incumbent during the period of this litigation.

In sum, the RM road can be a long and difficult one. During this prolonged period, the employer must continue recognition, even though there is good-faith uncertainty as to the union’s majority status. In my view, it is far better to resolve the matter by having an RC election. That is, after the employer has withdrawn recognition based on a good-faith uncertainty (a lawful withdrawal in my view), the union can immediately file an RC petition. Although the union could file blocking charges, its interest presumably would be to have a quick election and resume its representation status. Further, the Board correctly gives a high priority to processing such petitions as expeditiously as possible. Thus, I would continue this approach. It comports with current law and procedures, and it is not shown to be deficient. …

Finally, my colleagues argue that their rule is justified by a sense of parity. They note that an employer has a right to an election where the union seeks to become the representative, and thus, a union should be given an election when the employer seeks to terminate the relationship. The argument has no merit. The situations are not parallel. In the former situation, the union is seeking an election as soon as possible, and thus, is reluctant to file blocking charges. In the latter situation, the union is seeking to delay the election as much as possible, and thus, has an interest in filing blocking charges.

Because there are no valid reasons for reversing the extant rule, and because the new rule is imprudent and unfair, I do not embrace the new rule.

=======END OF JUST FACTS======

God Bless Our Union The UAW!

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

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2021-01-20 inauguration – we face a new day!

Workin 4 A Livin

2021 – PRESIDENTIAL INAUGURATION – 2021

Our country the Unites States of America, has a yet again inaugurated a newly elected President and Vice President.

This is a great day for our country, and with the incoming President and Vice President this day holds the promise of bringing the country back together in unity, the promise of soon conquering the CoVid 19 Virus, and giving aid and assistance to the common working man and woman.

The transfer of power with this inauguration has not been without many challenges. As a mere fourteen days ago there was an insurrection on the Unites States Capitol, and since that fateful day most Americans have been concerned that additional actions may again occur.

It is good that we have not seen any such additional activities, and void of those distractions today we Americans hold new hope that our country will begin the healing process of unity. This will not be an over night occurrence, and we will all need to do our very best to assist our new President Biden to achieve the goals of he and his Vice-Prescient Camala Harris.

They will need all of our help to achieve their lofty goals.

Today, as a former elected Democratic Chairperson I was asked by the Democratic Party to send the newly elected President and Vice President a message, and this is what I wrote:

“All leadership is an awesome responsibility, and as such leadership is often a thankless and lonely position filled with many unpopular decisions. The fanfare and support of today will wane sooner than any of us want.

So… Please allow me to thank you in advance as you face the coming and inevitable trials and tribulations filled with so very many difficult decisions for our country and the world.

God Bless you both; and God Bless the United States of America!”

Leroy McKnight

==================================

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

Join The TEAM

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

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2020-12-14 fbi / uaw oversight settlement agreement

FBI - UAW Settlement Agreemen

Workin 4 A Livin

2020-12-14  FBI / UAW Oversight Settlement Agreement. It Speaks For Itself – Yet Did Not Address Many Remaining Matters Of Corruption:

2020-12-14 FBI – UAW settlement agreement

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website: Workin4ALivin.com.

JOIN THE TEAM

Other Important Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

 

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.

Member – Michigan Association of Broadcasters

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters

2020-11-11 Happy Veteran’s Day 2020

HAPPY VETERANS DAY

Workin 4 A Livin

History of Veterans Day

World War I – known at the time as “The Great War” – officially ended when the Treaty of Versailles was signed on June 28, 1919, in the Palace of Versailles outside the town of Versailles, France. However, fighting ceased seven months earlier when an armistice, or temporary cessation of hostilities, between the Allied nations and Germany went into effect on the eleventh hour of the eleventh day of the eleventh month. For that reason, November 11, 1918, is generally regarded as the end of “the war to end all wars.”

Physical end of WW1

Taken at 10:58 a.m., on Nov. 11, 1918, just before the Armistice went into effect; men of the 353rd Infantry, near a church, at Stenay, Meuse, wait for the end of hostilities. (SC034981)

Soldiers of the 353rd Infantry near a church at Stenay, Meuse in France, wait for the end of hostilities. This photo was taken at 10:58 a.m., on November 11, 1918, two minutes before the armistice ending World War I went into effect.
In November 1919, President Wilson proclaimed November 11 as the first commemoration of Armistice Day with the following words: “To us in America, the reflections of Armistice Day will be filled with solemn pride in the heroism of those who died in the country’s service and with gratitude for the victory, both because of the thing from which it has freed us and because of the opportunity it has given America to show her sympathy with peace and justice in the councils of the nations…”
The original concept for the celebration was for a day observed with parades and public meetings and a brief suspension of business beginning at 11:00 a.m.


The United States Congress officially recognized the end of World War I when it passed a concurrent resolution on June 4, 1926, with these words:
Whereas the 11th of November 1918, marked the cessation of the most destructive, sanguinary, and far reaching war in human annals and the resumption by the people of the United States of peaceful relations with other nations, which we hope may never again be severed, and
Whereas it is fitting that the recurring anniversary of this date should be commemorated with thanksgiving and prayer and exercises designed to perpetuate peace through good will and mutual understanding between nations; and
Whereas the legislatures of twenty-seven of our States have already declared November 11 to be a legal holiday:

Therefore be it Resolved by the Senate (the House of Representatives concurring), that the President of the United States is requested to issue a proclamation calling upon the officials to display the flag of the United States on all Government buildings on November 11 and inviting the people of the United States to observe the day in schools and churches, or other suitable places, with appropriate ceremonies of friendly relations with all other peoples.


An Act (52 Stat. 351; 5 U. S. Code, Sec. 87a) approved May 13, 1938, made the 11th of November in each year a legal holiday—a day to be dedicated to the cause of world peace and to be thereafter celebrated and known as “Armistice Day.” Armistice Day was primarily a day set aside to honor veterans of World War I, but in 1954, after World War II had required the greatest mobilization of soldiers, sailors, Marines and airmen in the Nation’s history; after American forces had fought aggression in Korea, the 83rd Congress, at the urging of the veterans service organizations, amended the Act of 1938 by striking out the word “Armistice” and inserting in its place the word “Veterans.” With the approval of this legislation (Public Law 380) on June 1, 1954, November 11th became a day to honor American veterans of all wars.
Later that same year, on October 8th, President Dwight D. Eisenhower issued the first “Veterans Day Proclamation” which stated: “In order to insure proper and widespread observance of this anniversary, all veterans, all veterans’ organizations, and the entire citizenry will wish to join hands in the common purpose. Toward this end, I am designating the Administrator of Veterans’ Affairs as Chairman of a Veterans Day National Committee, which shall include such other persons as the Chairman may select, and which will coordinate at the national level necessary planning for the observance. I am also requesting the heads of all departments and agencies of the Executive branch of the Government to assist the National Committee in every way possible.”

Legal Veterans Day

Signing of HR7786, June 1, 1954, this ceremony changed Armistice Day to Veterans Day. Alvin J. King, Wayne Richards, Arthur J. Connell, John T. Nation, Edward Rees, Richard L. Trombla, Howard W. Watts.

President Eisenhower signing HR7786, changing Armistice Day to Veterans Day. From left: Alvin J. King, Wayne Richards, Arthur J. Connell, John T. Nation, Edward Rees, Richard L. Trombla, Howard W. Watts

On that same day, President Eisenhower sent a letter to the Honorable Harvey V. Higley, Administrator of Veterans’ Affairs (VA), designating him as Chairman of the Veterans Day National Committee.

In 1958, the White House advised VA’s General Counsel that the 1954 designation of the VA Administrator as Chairman of the Veterans Day National Committee applied to all subsequent VA Administrators. Since March 1989 when VA was elevated to a cabinet level department, the Secretary of Veterans Affairs has served as the committee’s chairman.

The Uniform Holiday Bill (Public Law 90-363 (82 Stat. 250)) was signed on June 28, 1968, and was intended to ensure three-day weekends for Federal employees by celebrating four national holidays on Mondays: Washington’s Birthday, Memorial Day, Veterans Day, and Columbus Day. It was thought that these extended weekends would encourage travel, recreational and cultural activities and stimulate greater industrial and commercial production. Many states did not agree with this decision and continued to celebrate the holidays on their original dates.
The first Veterans Day under the new law was observed with much confusion on October 25, 1971. It was quite apparent that the commemoration of this day was a matter of historic and patriotic significance to a great number of our citizens, and so on September 20th, 1975, President Gerald R. Ford signed Public Law 94-97 (89 Stat. 479), which returned the annual observance of Veterans Day to its original date of November 11, beginning in 1978. This action supported the desires of the overwhelming majority of state legislatures, all major veterans service organizations and the American people.
Veterans Day continues to be observed on November 11, regardless of what day of the week on which it falls. The restoration of the observance of Veterans Day to November 11 not only preserves the historical significance of the date, but helps focus attention on the important purpose of Veterans Day: A celebration to honor America’s veterans for their patriotism, love of country, and willingness to serve and sacrifice for the common good.

Source

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to find us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin.com”.

Our email address: Workin4ALivin@Workin4ALivin.com

Twitter: @4_workin

Member – Michigan Association of Broadcasters

Season 4 Episode 32

 

Join The TEAM

From TEAM Workin 4 A Livin – Caucus

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters2020-11-11

2020-10-22 Presidential Debate

2020-10-22 Presidential Debate

Workin 4 A Livin

2020 – PRESIDENTIAL DEBATE LIVE – 2020

2020-10-22 USA Presidential Debate… In case you cannot get near a television or computer screen this evening you may watch the Biden/Trump Presidential debate live here tonight at 8:00pm:

 

Other Important Legacy Shows Found On Workin 4 A Livin:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.Member – Michigan Association of Broadcasters

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

Join The TEAM

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters

2020-09-29 Presidential Debate

2020-09-29 Presidential Debate

Workin 4 A Livin

2020 – PRESIDENTIAL DEBATE LIVE – 2020

In case you cannot get near a television or computer screen this evening you may watch the Biden/Trump Presidential debate live here tonight at 8:00pm:

 

Other Important Legacy Shows Found On Workin 4 A Livin:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.Member – Michigan Association of Broadcasters

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

Join The TEAM

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters

2020-05-10 Happy Mother’s Day

Happy Mother's Day

Workin 4 A Livin

May 10, 2020 Happy Mother’s Day! While Mother’s Day seems harmless enough. Treat mom to brunch. Buy flowers. Good times.

But the story of the modern holiday which is celebrated this Sunday in the United States and many other nations is rife with controversy, conflict, and consumerism run amok. Some strange – but true – facts you probably don’t know:

1. Mother’s Day started as an anti-war movement.

Anna Jarvis is most often credited with founding Mother’s Day in the United States.
Picture of Anna Jarvis
View Images

Anna Jarvis, founder of the modern version of Mother’s Day, fought against the the commercialization of the holiday, working to protect it from “the hordes of money schemers.”
Photograph by Bettmann, Corbis

Designated as the second Sunday in May by President Woodrow Wilson in 1914, aspects of that holiday have since spread overseas, sometimes mingling with local traditions. Jarvis took great pains to acquire and defend her role as “Mother of Mother’s Day,” and to focus the day on children celebrating their mothers. (Read more about Mother’s Day’s early years.)

But others had the idea first, and with different agendas.

Julia Ward Howe, better known for writing “The Battle Hymn of the Republic,” promoted a Mothers’ Peace Day beginning in 1872. For Howe and other antiwar activists, including Anna Jarvis’s mother, Mother’s Day was a way to promote global unity after the horrors of the American Civil War and Europe’s Franco-Prussian War.

“Howe called for women to gather once a year in parlors, churches, or social halls, to listen to sermons, present essays, sing hymns or pray if they wished—all in the name of promoting peace,” said Katharine Antolini, an historian at West Virginia Wesleyan College and author of Memorializing Motherhood: Anna Jarvis and the Struggle for Control of Mother’s Day.

Several American cities including Boston, New York, Philadelphia, and Chicago held annual June 2nd Mothers’ Day services until roughly 1913, Antolini says. (See “Nat Geo Photographers’ Favorite Photos of Their Moms”.)

These early Mother’s Day movements became popular only among peace activist groups and faded when other promoters took center stage.

2. A former football coach promoted an early version of Mother’s Day—and was accused of “kidnapping” the holiday.

Frank Hering, a former football coach and faculty member at University of Notre Dame, also proposed the idea of a Mother’s Day before Anna Jarvis. In 1904 Hering urged an Indianapolis gathering of the Fraternal Order of Eagles to support “setting aside of one day in the year as a nationwide memorial to the memory of Mothers and motherhood.” (See pictures of animal mothers and their babies.)

Hering didn’t suggest a specific day or month for the observance, though he did note a preference for Mother’s Day falling on a Sunday. Local “aeries” of the Fraternal Order of Eagles took up Hering’s challenge. Today the organization still bills Hering and the Eagles as the “true founders of Mother’s Day.”

Anna Jarvis did not like the thought of Mother’s Day having a “father” in Hering. She blasted him in an undated 1920s statement entitled “Kidnapping Mother’s Day: Will You Be an Accomplice?”

“Do me the justice of refraining from furthering the selfish interests of this claimant,” Jarvis wrote, “who is making a desperate effort to snatch from me the rightful title of originator and founder of Mother’s Day, established by me after decades of untold labor, time, and expense.”

Antolini says that Jarvis, who never had children, was acting partly out of ego: “Everything she signed was Anna Jarvis, Founder of Mother’s Day. It was who she was.”

3. FDR designed a Mother’s Day stamp. Or at least he tried.
Picture of woman holding a poster showing FDR’s Mother’s Day stamp
View Images

A woman holds a 1934 poster advertising a Mother’s Day stamp that was designed by President Franklin Delano Roosevelt.
Photograph by Bettmann, Corbis

Woodrow Wilson wasn’t the only president to put his stamp on Mother’s Day. Franklin Delano Roosevelt personally designed a 1934 postage stamp to commemorate the day.

The president co-opted a stamp that was originally meant to honor 19th-century painter James Abbott McNeill Whistler and featured the artist’s famed “Whistler’s Mother” portrait , of Anna McNeill Whistler. FDR surrounded the iconic maternal image with a dedication: “IN MEMORY AND IN HONOR OF THE MOTHERS OF AMERICA.”

Anna Jarvis didn’t approve of the design and refused to allow the words “Mother’s Day” to appear on the stamp—so they never did. “Overall, she thought the stamp ugly,” Antolini says.

4. Mother’s Day’s founder hated those who fundraised off the holiday.

Since Mother’s Day’s early years, some groups have seized on it as a chance to raise funds for various charitable causes—including mothers in need. Anna Jarvis hated that.

“She called those charities Christian pirates,” Antolini said. “Today most of us would think it was wonderful to use the day to raise funds to support poor mothers or families of World War I veterans or another worthy group but she hated them for that.”

Much of the reason why, Antolini says, is that in the days before charity watchdog organizations Jarvis simply didn’t trust fundraisers to deliver the money to the people it was supposed to help. “She resented the idea that profiteers would use the day as just another way of making money,” Antolini says.

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Wisdom the Albatross and Other Shockingly Old Moms

5. The mother of Mother’s Day lost everything in fight to protect her holiday.

It didn’t take long for Anna Jarvis’s Mother’s Day to get commercialized, with Jarvis fighting against what it became.

“To have Mother’s Day the burdensome, wasteful, expensive gift day that Christmas and other special days have become, is not our pleasure,” she wrote in the 1920s. “If the American people are not willing to protect Mother’s Day from the hordes of money schemers that would overwhelm it with their schemes, then we shall cease having a Mother’s Day—and we know how.”

Jarvis never profited from the day, despite ample opportunities afforded by her status as a minor celebrity. In fact, she went broke using what monies she had battling the holiday’s commercialization.

In poor health and with her emotional stability in question, she died penniless at age 84 after living the last four years of her life in the Marshall Square Sanitarium, Antolini says.

6. Courts Heard “Custody Battles” Over Mother’s Day

Anna Jarvis always considered Mother’s Day her intellectual and legal property and wasn’t afraid to lawyer up in its defense.

She included a warning on some Mother’s Day International Association Press releases: “Any charity, institution, hospital, organization, or business using Mother’s Day names, work, emblem, or celebration for getting money, making sales or on printed forms should be held as imposters by proper authorities, and reported to this association.”

Antolini says it’s difficult to determine from scattered court documents just how litigious Jarvis was, but a 1944 Newsweek article reported that she once had as many as 33 simultaneously pending Mother’s Day lawsuits.

7. Flowers are an original tradition that endures (sort of).

The white carnation, the favorite flower of Anna Jarvis’s mother, was the original flower of Mother’s Day.

“The carnation does not drop its petals, but hugs them to its heart as it dies, and so, too, mothers hug their children to their hearts, their mother love never dying,” Jarvis explained in a 1927 interview.

The most popular flower choice today seems to be “mom’s favorite.”
Do You Know Where Your Roses Come From?

Boasting springlike temperatures year-round, northern Ecuador has the ideal conditions for growing roses. Supplying nearly a quarter of the roses sold in the U.S., the rose and cut-flower industry in Ecuador is providing thousands of jobs to local residents and keeping families together.

Honorable Mention: Mother’s Day 2017 Will Be a $23 Billion Cash Cow

This is not about history—it’s about now: objections to charity fund raising and rampant commercialism have come to absolutely nothing. Mother’s Day spending this year will top $23 billion, according to the National Retail Federation’s annual Mother’s Day spending survey.

Americans will spend an average of $186.39 on mom this year. Seventy-seven percent plan to send a greeting card, according to the survey, and Hallmark reports that Mother’s Day is the third most popular card-sending holiday behind Christmas and Valentine’s Day.

About 69% of Americans will send mom flowers. And 36% plan to buy mom jewelry. (See “Father’s Day at 100: How It Began, Why Dad Gets Fewer Gifts.”)

The National Restaurant Association, meanwhile, reports that Mother’s Day is the most popular holiday of the entire year to dine out, with nearly half of all Americans hitting a restaurant, according to NRA research.

This Mother’s Day History Article Has Been Updated.

JOIN THE TEAM

Important Legacy Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.Member – Michigan Association of Broadcasters

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters

2020 – Workers Memorial Day

Workers Memorial Day

2020 – Workers Memorial Day – 2020

(2020 Theme)

Remember The Dead,
Fight For The Living,
Stop the Pandemic at Work!

Fifty years ago, Congress passed the Occupational Safety and Health Act, and more than 40 years ago, Congress passed the Mine Safety and Health Act, promising every worker the right to a safe job. Unions and our allies have fought hard to make that promise a reality—winning protections that have made jobs safer and saved lives. But our work is not done. Each year, thousands of workers are killed and millions more suffer injury or illness because of their jobs.

Corporate interests have taken over safety agencies under the Trump administration. Not only has progress stalled, but the administration has weakened or repealed key protections that keep us safe at work and slashed safety agency budgets and staff. Now, there has been no action to protect workers from infectious diseases like COVID-19, heat illness, silica in mining and exposure to toxic chemicals. The number of workplace safety inspectors has never been lower.

The labor movement and allies have fought back to block some of these attacks. We won permanent compensation for those made ill by the 9/11 attacks, and we are fighting for laws that would protect workers from preventable workplace violence, heat illness, asbestos exposures and the COVID-19 pandemic sweeping through our workplaces.

On April 28, the unions of the AFL-CIO will observe Workers Memorial Day to remember those who have suffered and died on the job, and to renew the fight for safe jobs. This year we will come together to call for action on hazards that cause unnecessary injury, illness and death. We will stand united against the ongoing attacks on workers’ rights and protections, and demand that elected officials put working people’s well-being above corporate interests. We will fight for the right of every worker to a safe job until that promise is fulfilled.

~ National AFL-CIO

2020-03-17 social media censorship

Social Media Censorship

Workin 4 A Livin

March 17, 2020: Social Media Censorship! This Morning When I Woke Up At About 4am I Created And Posted The Below Post On Facebook – Reposted To 4 Additional Groups. This Post Was As A Follow Up To Both A March 13th Workin 4 A Living Blog Post, and March 15th Workin 4 A Livin Radio Show – both posted on as many as 57 FaceBook groups. All of the actions by Gov’t, Corp and Union leadership were subsequent to both of those posts.

This evening at 7pm I was notified that FaceBook had removed the below post because is “violated community standards”. With only 3 reposts it was not SPAM, as the Task Force referred to in the 9:09am Fox6Now.com article was subsequent to both leadership criticisms, it was not at all misleading. Yet and still, FaceBook, prompted or motivated, by forces unknown to us removed this post:

Censored n Removed By Facebook

Censored n Removed By Facebook

This Was The Text Of The Actual Post:

“My… My… My… Look What Happens When You PUSH LEADERSHIP REAL HARD!!! A DAY LATE AND A DOLLAR SHORT, BUT HELP SEEMS TO BE ON THE WAY! REMEMBER… THEY’VE KNOW THIS WAS COMING HERE SINCE EARLY JANUARY. ALL MY FRIENDS HAVE PROTECTIVE EQUIPMENT… BECAUSE I BOUGHT 8 WEEKS AGO!!!

fox6now.com/2020/03/16/gm-ford-fca-uaw-team-up-to-form-coronavirus-task-force/”

 

This is very troubling, as they have injected themselves as defenders of poor leadership, by censoring criticism of such poor leadership at what ever level. Under the guise of “violating community standards”.

This is VERY VERY TROUBLING!!!

CoVid 19 – A Facebook Video Worth Watching. No matter what you may think about the presenter.

On The Corporate Side:

Sure, GM and Ford – expect FCA to follow soon – have directed workers “who can” to work from home.

The problem IS: you cannot build cars from home so their policy is feeble at best.

And… You may actually KILL your workforce if you don’t provide basic protective equipment at each and every work station.

Also, most Universities and local schools have TOTALLY closed, as they truly understand how such action this is to protecting their communities.

On The Union Side:

Our UAW After cancelling the Financial Conference in San Antonio, Texas; implemented “Travel Ban”.

However,  earlier this week an e-mail was sent indicating that the “CLUW” (Coalition of Labor Union Women) Conference in Atlanta, Georgia was not cancelled, and yesterday women labor union activists from all around the country boarded planes bound for Atlanta to attend the CLUW Conference, and were not notified of the conference being cancelled until having arrived in Atlanta.

THIS IS IN DIRECT CONFLICT WITH THE “TRAVEL BAN” THE UAW SAID IT IMPLIMENTED!

Thus, what leadership is being exhibited is being contradicted and under-minded, and thus otherwise good policies FAILED and INEFFECTIVE!

FAILURE TO DEMAND – WORK STATION HEALTH AND SAFETY!

We need to keep in mind that all our UAW contracts have health and safety clauses contained in them. I can think if no greater threat to life itself than this CoVid 19 Pandemic.

Yet and still UAW members from virtually all types of occupations, Skilled Trades, Assembly Workers, Transportation Workers, Aerospace Worker, Office Workers, etc… Are being required to report to work during this dangerous, if not fatal, time of risk.

Other than wash your hands, our UAW leadership is mute on the protections and/or required safety equipment during this time. For example, under threat of Union-Wide Strike, why are there no demands of Corporations and Governmental Agencies to provide Medical Face Masks and Hand Sanitizers/Disinfectants, such as Purell, at every work station for each UAW member for as long as CoVid 19 remains a risk to life itself.

We find these contradictory, and failed “Travel Ban” policy, and the lack of demands for basic personal protections in the workplace to be not only appalling, but also a threat to the very lives of our members.

WE NOT ONLY DESERVE, BUT ALSO NEED PROTECTIVE MASKS AND HAND SANITIZER ON EVERY WORK STATION.

As such, failed and lacking leadership is totally unacceptable, and placing our Union at great liability for such failures.

UAW MEMBERS DESERVE BETTER – FROM OUR EMPLOYERS AND OUR UNION!!!

Interestingly enough, true leadership is not just about resolutions, special conventions or defending oneself from prosecution, but rather in the interest of the members!!!

JOIN THE TEAM

Important Legacy Shows:

1. What Went Wrong With Our Country? A Defining Of The Problem.

2. Should “Corporate Citizens” Also Be Subject To The Same Treason Laws Of The United States As Human Citizens?

3. STATE OF THE UNION: Response From A Labor Perspective.

4. Appeal Of The 2019 UAW/GM Contract Ratification Vote.

5. 2020-02-03 – IEB Signs Article 31 Charges.

Workin 4 A Livin is about the meaning of work for men and women from all backgrounds – in the union and non-union jobs – who are working for a living every day at their job. For them to get the latest union news, to discuss and learn about the meaning of work within labor unions. We invite you to join us, our podcasts are on I-Tunes, Stitcher, Player. FM and Blog Talk Radio; and can be found on the top right of our website “workin4alivin .com”.Member – Michigan Association of Broadcasters

Our email address: Workin4ALivin@Workin4ALivin.com

Follow Us On Twitter: @4_workin

 

Join The TEAM

JOIN TEAM – WORKIN 4 A LIVIN

For more information about other labor issues visit Workin 4 A Livin.

Workin4ALivin@Workin4ALivin.com

MI Assoc of Broadcasters