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(en) FIREBRAND* - A Voice for Portland's Rank and File Workers FREE volume 1 issue 0

From Worker <a-infos-en@ainfos.ca>
Date Wed, 25 Feb 2004 07:53:59 +0100 (CET)

A - I N F O S N E W S S E R V I C E
News about and of interest to anarchists
http://ainfos.ca/ http://ainfos.ca/index24.html

A Hundred Year Hiatus, Firebrand is Back...With Some Fuckin' Sass!!!
FIREBRAND - 1. A piece of burning wood. 2. One who stirs up trouble:
an agitator (according to The American Heritage Dictionary
History of Firebrand: -Then In a time when unions were illegal and
workers were shot and beaten by Pinkerton thugs for trying to improve
the conditions of their workplace, a group of radicals got together in
Portland and put out a paper that challenged the bosses and oppressive
ideas. The original Firebrand was initially printed in 1895 in Portland,
Oregon. With a weekly distribution of 3,000 copies, the paper cost 50
cents for a year's subscription and was read all around the world. The
paper was distinctly anarchist, and focused
on labor issues as well as other relevant
topics; such as attacking capitalism, gov-
ernment, and promoting free love and a
socially, economically, and politically liberated
The three main editors of The Firebrand
were A.J. Pope, Henry Addis, and Abraham
Isaak, but the contributors were many.
There was lively correspondence, and articles
submitted by readers throughout the
world. Notorious radicals like Lucy Parsons,
Alexander Berkman, and Emma Goldman
appeared in The Firebrand.
The purpose of the paper, as stated in their
title, was "for the burning away of the cob-
webs of ignorance and superstition". One
critic of firebrand described the graphic on
the front page as "Its title is illuminated with
a picture of a cobweb supported on one
side by the dome of the capital at
Washington, and on the other, the steeple
of a church. Capitalists and clergymen are
represented as spiders lying in wait to feed
upon people enmeshed in the web. The fire-
brand is being applied to the web, and one
wing of the capital appears to be involved in
the resulting flames." Far from mincing
words about their stand on labor, The
Firebrand had this to say of the eight hour
day, "Eight hours work for a master is eight
hours too much. Not only because four of
these hours are to enrich a master and to
help forge weapons by which we are kept
down-but also because these eight hours
are not employed to produce what is useful
and necessary for society but to produce
what brings the largest profit to the
Come 1897, the government decided that
some folks were being a bit obscene, and in
an attempt to uphold the strict and oppres-
sive moral order, the obscenity law was
passed. The Firebrand was not spared from
this repressive law and on September sev-
enth of 1897 the paper was suppressed.
The Firebrand editors had this to say of
their suppression, "the charges are made to
suppress us simply because we are an
anarchist sheet. The obscenity law, being
broad enough to do this, has been violated."
The post office was instrumental in shutting
down the 'obscene' Firebrand, saying they
had "been keeping an eye on The Firebrand

Powell's Bookstore Update: Because Healthcare Matters by Marianne Hall
January 14th former poet laureate Billy Collins was at the Schnitzer Hall
for the Portland Arts and Lecture Series. Michael Powell attended and
entered to find the audience reading a flier documenting the refusal
of Powells Books to provide workers with a fair contract. Powells
workers had passed our information at the entrance to this event.
This is International Longshore and Warehouse Unions (ILWU) Local 5 i
mplementing creative strategies to share the truth about Powell's Books.
Powell's workers have been without a contract since October 2,
and are in mediation right now. They have had four meetings.
There is currently a gag order imposed by the federal mediator.
The mediator moves between two rooms; on containing the
Powell's bargaining team and the other with Powell's management.
There have been many Unfair Labor Practice, ULP complaints filed
for harassment and intimidation of union officials and activists and
because Powells management had refused to come tot he table.
There have been ULP strikes, candlelight vigils and informational
pickets. In the early fall Powell's started hiring temporary workers.
It is believed that this was in preparation for the contract running
out. During the Christmas strike Powells hired more temporary
workers (scabs) to take over during the walk out. These workers
were given a one day orientation. It usually takes one to two weeks
to train an employee. This temporary worker strategy did not work
for Powells because the picketing was so successful, a majority of
customers turned away.
It was empowering during the strikes to see customers leaving after
learning of Powell's harassment of union activists and refusal to
offer a reasonable healthcare plan. Healthcare is the main issue
and Powells proposal would: more than double monthly premi-
ums, impose new per-visit co-pays of up to 40 percent, and make
people pay as much as 7.5 times what they now pay for prescrip-
During the 1998 campaign and negotiations the media gave misin-
formation about the average wages of Powell's employees.
Management salaries were averaged into the report. Similarly,
Willamette Week misinterpreted the wages during this campaign
by including tech support, which is much higher at Powell's than
other bookstores. It is important to note on the chart provided by
Willamette Week unionized bookstores on average do much better
than their non union counterpart; about $3.26 per hour more. The
current median wage for Powell's workers, including tech workers,
is $11.03.
Last fall, management was taunting the employees by telling them
that the union does not represent the Powell's workers. They only
had six votes more than 50% during the election to form a union
three years ago. It is important to note that the first ULP strike had
a 98% walk out. Management was key in creating this solidarity by
reminding fence sitters what life would be like without the union by
making such a weak first proposal. 75% of employees signed a
notice telling management to go back to the table and bargain. This
was on the same day they filed an ULP grievance.
Powell's workers request that the community keep informed of and
attend the ongoing actions. Furthermore: go into the store and
complain to the managers, write letter, and Email the management
and owner, Michael Powell.
It is community action that will settle this contract!
Send your Email to the ILWU so that it can be forwarded to man-
agement: Call CEO Ann Smith 503 228 4651 ext. 226. local
5@ilwulocal5.com Go to the web site ilwu.com to make a boycott

Organizing In The
Social Services
Women's Crisis Line Unionizes with IWW
By Stacie Wolfe
Historically, social work has gone on within
less than ideal working conditions. The
hours are long, pay is low and job-related
stress is off the scale, leading to high lev-
els of burnout. Healthcare might be
offered if your agency has relatively few
financial worries. Social workers did not
choose these conditions simply because of
their willingness to work within a primarily
non-profit social service industry. The time
has come for social workers everywhere
to unionize.
I work for a non-profit crisis line, which
recently became a union shop when staff
voted to join the Industrial Workers of the
World, IU 650. The following is an overview
of the process that was followed from the
time it was deemed necessary to unionize,
to our recognition through a third party vote.
At time of print we have yet to gain a
Gaining Recognition It is wise to inform the
management of the intent to unionize,
which can be done via petition. Within the
petition would be the central issues causing
worker unrest and the statement of organi-
zation. The petition presented to the man-
agement of our agency also contained the
possible benefits to a non-profit, should it
become a union shop. Inclusion of benefits
to the financial basis of an agency will make
the response from management much less
severe (at times).
Gaining a contract is much easier when the
management of the organization recog-
nizes the workers decision. When present-
ed with the signed petition, management
must be given a deadline for recognition.
There are three ways management can
give official recognition. They can give vol-
untary recognition, which is just a statement
to the tune of yes, we as management of
said agency recognize the workers right to
a unionized workplace. Within my shop we
were unable to gain a voluntary recognition,
instead gaining such acknowledgement
through a third party oversight election.
Staff and management agreed upon over-
sight of the vote by a member of the Board
of Directors, an IWW delegate and a neutral
community member. When agreeing to a
third party oversight, the management also
agrees to adhere to the results. The final
way to gain recognition is through National
Labor Relations Board. NLRB oversight is
lengthy, bureaucratic, and a bit too manage-
ment friendly for many. But as a last resort,
it is a way to gain access to contract nego-
tiation through government oversight.
A press release is a good way to gain com-
munity solidarity. The press release should
include information for the general commu-
nity such as announcing the agencies
unionization, the agencies mission state-
ment, issues to be addressed in negotia-
tion, benefits of organizing for the agency
and workers and, most importantly, who to
contact among staff and management
regarding the announcement. At this time,
individuals from among the working ranks
will need to be named as media contacts. It
will be their responsibility to remain
informed about the process and to speak
with the media in order to gain support.
This is a delicate job; choose your words
Shop Floor Organizing Identification of
worker concerns is the first step in shop
floor organizing. This is easily done through
a confidential bargaining survey. The layout
of such a survey should include a ranking of
concerns, an area to clarify exactly what
each worker feels about specific issues and
how they would like to see problem areas
addressed, as well as space where addi-
tional concerns can be brought up. Not only
does this serve to identify the problems that
have arisen within your shop, it can help to
unify the workers around specific causes.
Surveys that come from anti-union workers
can be used as a tool to identify ways to
bring them on board. By looking at what
issues are important to them in the work-
place it becomes easier to know what points
to stress when engaging in conversations
with them.
Knowing where your co-workers stand on
the topic of organizing is crucial. One of the
fastest ways to define support is to make a
list. Write down all the names of co-workers
then rate them from 1-4, with 1 being most
supportive and 4 being against.Those
workers who rate high in support should be
brought into the organizing committee and
given tasks that suit their skills and pas-
sions. Focus initial energies on solidifying
the sentiments of those who are on the
fence. They will be easiest to bring into the
struggle. To draw anti-union workers into a
more favorable position, it is most effective
to have someone that they are already
friendly with approach them. Equip this per-
son with the knowledge gained off of the
bargaining surveys as talking points.
Once worker sentiments are established, it
is absolutely imperative that a strong base
of solidarity is built up among the ranks.
The management will try to tear apart any
sort of cohesion between workers. They will
try to isolate the outspoken few and silence
them. This will happen, even if you work
within a seemingly progressive agency.
Union organizing is a direct attack on the
hierarchy of power. The success of your
union drive rests on the ability to maintain
To protect one another from anti-union tac-
tics, familiarize each worker with their
Weingarten right to third party observation
at any disciplinary action. A third party is
allowed to accompany a worker into any
meeting with management that has been
identified as a disciplinary meeting. This
third party is there to take notes and gener-
ally observe. Observation at these types of
meetings will help to control the situation
and lend strength to the worker being disci-
plined. If it is not made clear that the meet-
ing is a disciplinary action upon entering
into the room, it is permissible to postpone
the meeting until an observer is able to
attend. At my agency we established a list
of workers that were willing to act as third
party observers, and should the occasion
arise where they are needed, the party who
is called into management can pick some-
one they are comfortable with for observa-
tion. Exercising Weingarten rights helps to
establish a good solidarity between workers
as well as serving to establish the existence
of that support to the management.
It is advisable that all pro-union workers
obtain copies of their personnel files.
Knowing what is in them will be of immeas-
urable aid if management decides to termi-
nate employment due to union activities. It
is harder to defend yourself if you do not
know whatyouareup against.
Management must furnish the file upon
request; copies of items inside can be
obtained at regular copy prices. The infor-
mation contained within a personnel file is
technically the property of the person in
question, and cannot be denied to them per
ORS 652.750. A union drive is hard work. It
will not be a pretty fight at all times and feel-
ings will get hurt. But it is important to keep
on struggling, not only for the rights of those
within your specific shop, but for the rights
of workers everywhere. Workers have
accepted the short straw for far too long. In
solidarity we struggle.
Copies of the bargaining survey and press
releases used by my agency can be happi-
ly furnished to any worker who would like to
use them as a model. Please contact me at
sadyra@hushmail.com to obtain a copy.

(Firebrand History Continued)for some time." A.J.
Pope, Henry Addis, and Abraham Isaak were sent to
jail and fined over 2000 dollars collectively. We were
unable to discover how long they were in jail and whether
or not they ever brought the paper back to life, mostly
due to incomplete historical records.
Firebrand- Now The new labor collective Firebrand formed
in the winter of 2003 from the need for radical labor
organizing. We see all around us, in our workplaces and
communities, the need to struggle against bosses,
bureaucrats and all those who would profit from our
misery. We recognize the need for unions and other com-
munity organization, and we see assaults happening
against these organizations of working people everyday.
We acknowledge that this is a harsh climate for
workplace organizing, for forming unions, or defending our
rights. Hence we see the need for radical tactics, and
to fight back with all that we have available. In this, we
hope to help create a forum in which we can discuss
issues, share ideas and strategies, and build a communi-
ty of resistance. We invite the opinions and ideas of
working people involved with struggle in their workplace and
community, and look forward to correspondence, letters,
articles, criticisms and concerns. In this we hope that
the spirit of Firebrand lives on in Portland and the 21st century.

Quebec Workers Seize Factory
Canadian Fellow Workers
tell Globalization to Fuck
Off!!! A Lesson for all.
For a few months bad news has hit the
working class of the Saguenay- Lake-Saint-
Jean hard. The loss of well-paying jobs just
seems to multiply. In May, there was the
bankruptcy of the Forest Co-operative of
Laterri?e(650jobs).Right before
Christmas, it was Abitibi-Consolidated's turn
to announce the closing of the Port-Alfred
plant (650 jobs). And ALCAN just added a
layer last week by announcing the prema-
ture closing of its Sderberg smelter, in the
Jonqui?e Complex, thus destroying 550
jobs. The action of the trade union aims to
counter all that.

Workers' control
On the Jan 24-25 weekend, the executive
board of the union assembled a "cell of cri-
sis" gathering one hundred shop stewards
to discuss strategy. Usually this kind of
"cell" sets up psychosocial help for the
wages-earner who lose their employment
and tries to negotiate the best possible
"conditions of separation". Monday evening,
a closed-door union assembly was held to
present the suggested strategy and to hold
a vote. 2 000 workers took part in the delib-
erations and not a word filtered out of the
room. The press predicted that the means
of pressure would likely only amount to boy-
cott of overtime.
It was only the following day, Tuesday Jan.
27th, that the union revealed its plan of
action and informed the public of what hap-
pened during the night. The basic idea was
simple: to restart the production in full under
their control until they got a written agree-
ment from ALCAN stating that the corpora-
tion will invest in the region to replace lost
jobs. As of Monday evening, after the first
assembly of its members, the union set its
strategy in motion asking the workers of the
Sderberg smelters to maintain full opera-
tion. The first room of tanks being closed
started service and the casting center,
closed last summer, once again received
hot metal.
According to the president of the union,
Claude Patry, workers have everything in
hand to ensure the operation of Sderberg
over a long period. The workers, he says,
control the entire chain of production, from
the arrival of bauxite, to the harbour instal-
lations, to the smelter, as well as the
Vaudreuil chemical factory that converts
bauxite into alumina, the rail
network, and the hydroelec-
tric installations.
It's not in ALCAN's interest
to cut the supply of bauxite
that arrives from overseas or
to cut the power supply, said the
trade union, because it's the other
ALCAN factories of electrolysis of
Alma, Laterri?e, and the Bay that
will suffer from it. The most beauti-
ful thing of the whole operation is
that, until now, it's ALCAN that paid
the wages of the workers as the process of
closing was to take until March.
Full-fledged production under workers' con-
trol is to some extent the joker in union's
deck of cards. A strike, the traditional
weapon, is not thinkable in the context.
Indeed, to strike means to extinguish the
smelter, exactly what the owner wants. It
should be said that in this precise case, the
workers have the bigger side of the stick.
Indeed, the closing of a smelter is a com-
plex operation that requires the co-opera-
tion of the workers. Unless the corporation
simply decides to lose the production in the
smelter while cutting the provisioning of
electricity, it is necessary that unionists
agree to the operation. Moreover, while pro-
ducing at full capacity, the union prevents
ALCAN from selling its electricity in the USA
(one of stated goals of the whole operation).
Questioned on the legality of the "occupa-
tion", unionpresident ClaudePatry
answered: "It is not illegal to continue to
work." That, however, is not the opinion of
the Labor Tribunal of Quebec that, after 5
days of workers' control, declared the occu-
pation of the factory illegal. Workers occu-
pying the ALCAN smelter in Jonqui?e say
that they will continue the occupation no
matter what the Labor Tribunal thinks.
They issued a press release Tuesday Feb.
2nd, stating that they've achieved high pro-
ductivity gains under worker's control. In a
week they managed to produce 1500 metric
tons of aluminium. They said that this is
worth $2,225,000 Cdn and, if it is processed
further, could be worth $9 million Cdn. They
also said that the production is going on
smoothly, despite sabotage by the manage-
ment and non-collaboration of the bosses.
Before letting ALCAN close its old installa-
tions, the workers demand written guaran-
tees from ALCAN. They want a new alu-
minum works in Jonqui?e and want ALCAN
to build a factory out of its Jonqui?e
Complex. It is proposed for example that
the company invests with an auto giant in a
factory, which could create a thousand jobs
in Jonqui?e. The workers of ALCAN also
want new manufacturing factories in the
area. Their demands relates to five large
areas: to increase the production and to
diversify the products of the Vaudreuil facto-
ry, to manufacture the anodes for other fac-
tories of the multinational, to repatriate all
the refitting activities of ALCAN to Quebec,
to obtain major investments for graphite
cathodes in order to provide the aluminum
works for new generations and to make a
workshop/smelting/forge/garage service the
service provider for all of ALCAN's opera-
tions in the area. Apparently the unionists
have support of a majority of the population
and elected officials of the area. Within 48
hours, the union council of ALCAN suc-
ceeded in gathering more than 5 000 peo-
ple in the streets of Jonqui?e to support
their cause.
Obviously that whole operation, although
very creative and combative, places itself in
a strict legalist and reformist framework (no
matter what...). It will have to be seen what
will be the union's reaction, now that the
occupation is declared illegal.
For the moment, the top management of the
Quebec Federation of Labour (QFL), which
the union just joined by merging with the
Canadian Auto Workers, said it fully sup-
ports the action. Henri Masse, QFL leader,
made a point of making an official
statement saying, "We fully support the cre-
ative resistance of the spectacular opera-
tion of resistance started by our members at
ALCAN in Jonqui?e". However, the breach
opened by this action in people's minds is
sensational. It's an open negation of the
right of management of the corporation and
a formidable assertion of workers' power.
And then, between worker's control and
self-management, there's only a small step!

Six Reasons to go Union
By firebrand collective member
"Why would I want to be in a
Union? They're just corrupt red-
necks who always want to raise
people's dues payments without
doing anything." Ouch. As a
Teamster, whose president is
Jimmy Hoffa Jr. it's hard not to
say, "Ouch!" I won't, I can't, lie. A
lot of that is true. Sometimes.
Still, I look at the work world
today and I can't help but think
those kind of complaints are like
a guy complaining, "These free
shoes don't fit right, and I don't
like the color," when they're
going to have to walk through
broken glass. Despite the prob-
lems of even the most sluggish
business Unions, there are
three reasons why even the
most self-centered Ayn Rand
fan should want to join a Union,
and three more that any pro-
gressive person can add to
those three reasons.
I have a friend, we'll call her
Dominique. Dominique worked
at a video store, where the boss
was trying to quit smoking.
Irritable from nicotine with-
drawals, the boss was yelling at
Domininque over some minor
thing like putting a video in the
wrong section and began pok-
ing Domininque in the chest, to
emphasis each point.
Dominique, rightly, said some-
thing to the effect of, "Get your
damn hands off me, you can't
treat me like this!" Despite the
fact that the boss was clearly
out of line (and later admitted
this) and that Dom had a month
old baby to care for, the boss
fired her. 'You can't treat me like
this!' Yes, yes the boss can treat
you like that. Unless you're
Union. My friend, we'll call her
Briana, was called out of the
work area by the big boss over
some minor thing like not bend-
ing her knees enough when lift-
ing a box. Briana immediately
calls for a Union Shop Steward
for representation, which is
where I came in. The boss tried
to give me some song and
dance about Briana not working
properly, soBrianastarts
screaming, "That's a fucking lie!
She's lying, and I don't have to
put up with being treat like that!"
I of course say, "Now, Briana,
let's hear her side of things...
etc. etc. " while in my head I'm
saying, "Go Briana, you rule, I'm
here, keep yelling." The boss
grumbled a bit, Briana and I
went back to work and that was
that. It's really hard for bosses to
fire Union workers. A tale of two
workers: the unorganized work-
er is subject to the whim of the
boss, the Union worker has job
security. And that's it. Whether
it's the bosses whim, changes in
the economy causing layoffs, or
'disciplinary measures,' Union
workers have job security.

Reason #1, Job Security.
I had a housemate, we'll call her
Shawna, whoworkedfor
FedEx. As everyone knows,
FedEx is the competition for
UPS. Maybe people don't know
that UPS is Union organized
with the Teamsters, while FedEx
workers areunorganized.
come home and say, "it was
cool, I got a bonus at work.
$50!" I would ask if everyone got
the bonus. When the answer
was, "No," I would usually then
ask if everyone got healthcare,
or any kind of benefits. Rather
than actually answering, "No,"
Shawna would usually tell me,
"Piss off, Union boy." We had a
playfully antagonistic friendship,
so this was pretty common. But
I'm not really talking about how
much fun it is to make fun of
your friends. We all know about
that. My point is that at my
Union job, we get about $600
worth of benefits each month in
addition to our pay. Amongst
other things we get paid legal
fees, dental, and full healthcare.
For our entire families, too. Not
the biggest thing to Shawna and
I, who are both single, but to my
fellow Teamster (we'll call her
Christina) who has a develop-
mentally disabled daughter, it's
a hell of a big deal. Worth infi-
nitely more than $50 (in the
event she was one of the people
to get the bonus). Another fellow
Teamster named Theresa who
we'll call Theresa (on account of
I can't think of what the male
equivalent of 'Theresa' would be
to change it to, thus giving away
my oh-so incredibly clever way
of creating pseudonyms for my
friends and fellow workers...).
She worked UPS as a second
job just for the healthcare for her
family. She didn't even need the
money. I know when I broke my
leg, I would have been totally
screwed, maybe for life, if it
weren't for my Union earned
healthcare. And there you have

Reason #2,benefits!
My friend and fellow Union
member, we'll call her Phil, um
err, Phillipina... Anyway, it's pay-
day, so my friend says, "Stupid
Union dues, whadda they ever
done for me?" Phillipina is basi-
cally joking, of course, because
as someone who's gotten so
many warning letters from the
company that he, um er, I mean,
she, uses them as wallpaper.
Yep, knows all about Reason #1
we talked about above. Anyway,
I am 'Union Boy' after all, so I
rise to the bait, and point out
that it's a short walk to the silly
bulletin board where they post
all of the government required
notices, which includes the
$6.90 minimum wage flyer
(that's for Oregon. I'm pretty
sure the national is even lower).
I make about $13, and Philipina
makes about $5 more than me,
because of seniority. I then
make mention of the fact that
um, Brentina, one of our friends
and Teamsters,workedat
Starbucks and only got a nickel
raise in three years. We get
about a dollar a year raise, guar-
anteed by contract. Since I'm
part-time I work 20 hours a
week. I then point out that
means I get $20 dollars more a
week, $80 a month, a little more
than $1000 a year. I pay $30 a
month in Union dues. So even
afterHoffas stupid dues
increase, that still means I make
$1040 more a year by being
Union, and pay $360 a year in
dues. I casually suggest that if
he knows anyplace in Las
Vegas that is guaranteed by
contract to pay out more than
3:1 (ie, $1040 more in wages,
$360 in dues) PLUS job security
and benefits, then "Damn! He
should go, and take me with
him." I'll take those odds every
single day of my life.
Reason #3, more money!
So there's three solid reasons
why even the most selfish, ego-
centric person in the world
should want to be in a Union;
Job Security, Benefits, and bet-
ter Wages. It's no wonder most
polls of working people have the
majority of those surveyed say-
ing, 'yea, they'd like to be in a
Union'. It's a good deal, and
working people know it.
But I also said there's three
more reasons why progressive
people, people who aren't only
just in it for themselves, should
want to be in an organized
It's been a long time since any-
one of any part of the political
spectrum has trusted the gov-
ernment. Of course that cyni-
cism is well justified.These
days, more and more people of
all backgrounds are learning
that they can't trust corporations
either. Enron is obviously just
one example, and progressive
people should be more aware of
this than anyone. Protesters in
Seattle, at the WTO meetings,
of whom the Unionists were the
greatest number, hung banners
with freeway style direction
arrows with one saying 'WTO
and another facing the opposite
way saying 'democracy.' So
Unions are a strong way to
reclaim power from corpora-

Reason #4, Resistance.
Progressives are frequently
concerned about issues o
equality, and the suffering o
others. Unions are a way to be
more than just 'concerned.
Unions allow us to actually do
something to make sure all peo-
ple are treated fairly and equal-
ly, through unity and solidarity
In The Three Musketeers, they
say, "All for One, and One for
All." In the Teamsters and the
IWW/Wobblies we say, "An
injury to One is and Injury to All."
The meaning is the same, 'we
are all in this together.' Unions
provide this unity as a way to
combat inequality.

Reason #5, Solidarity.
Lastly, I frequently hear, and
believe that, 'A Better World is
Possible.' Lots of people want to
change the world for the better
I'm the first to applaud such atti-
tudes and efforts. Let's even
pretend by miracle of miracles
some well meaning person ou
there managed to stop all gov-
ernment oppression, ended al
corporate exploitation, created
peace on Earth, and saved the
whales. Heck, as long as I'm
just dreaming, I'd also like a
pony. It ain't gonna happen like
that. No one person is going to
'save' the rest of us. However
there's strength in numbers, and
Unions organize those numbers
to give us the strength so tha
we could change the world
Plus, having gotten rid of all the
bad, Unions are a means of self-
organization so that we can
keep doing all the necessary
things to keep our world going
Unions are the means to create
a better world.
Reason #6
Unions make A Better World
Possible. Yeah, A BETTER

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