A new contract between the United Auto Workers and Fiat Chrysler Automobiles went into effect Oct. 26. It was ratified by an overwhelming majority of workers, after they rejected a previous agreement by a 2-to-1 margin. The first deal faced mass, organized opposition on the shop floor, with rank-and-file workers making T-shirts, distributing leaflets and holding demonstrations attacking CEO Sergio Marchionne’s advocacy of a “culture of poverty.”What made the first contract so unpopular?In 2007 the Big Three auto companies had leveraged their negative financial position to get the UAW to accept a two-tier pay structure. This meant that while the existing workers did not have to take a pay cut, future employees would receive substantially less pay and fewer benefits.Many workers at General Motors, Ford and especially Chrysler — now FCA — had voted against that contract; two members of the Chrysler negotiating committee had campaigned against it, opposing two-tier.Eight years later, the divisions and inequalities have led a majority to now conclude that two-tier must go. Yet UAW International President Dennis Williams and Vice President Norwood Jewell brought a contract before the members that would have kept the system in place.Also, thousands of second-tier workers were promised four years ago they would be brought to top pay when the last contract expired — a broken promise. That contract created even lower pay scales for workers in the axle plant and the Mopar parts division.There were other worker complaints about the first contract they rejected, such as an overly strict attendance and tardiness procedure, no relief from unpopular “alternative work schedules,” a questionable plan to create a health care co-op and projected product moves that threatened to eliminate jobs.What changed in the new contract is that nearly all current second-tier workers, including Mopar workers, have a path to earn the same top wages as first-tier workers. Many will reach the top before the end of this contract, which will mean substantial pay raises. That is a huge victory and a setback for Marchionne, who was determined to create a permanent lower tier, as higher seniority workers retired.A Fiat Chrysler plant in Warren, Mich.The solidarity behind the shop floor vote forced Williams to push for equal pay, which had never been his intention. At the UAW Special Bargaining Convention in March, a resolution was presented on two-tier that called for changing a demand on “bridging the gap” to “eliminating the gap.” Williams opposed it. A delegate to the Chrysler subcouncil, which reviewed the contract before it was voted on, heard him argue that “ending two-tier is bullshit.”Yet when the second contract was pitched, with the aid of a high-priced New York public relations firm, the main selling point was that two-tier was history. In addition, the health care co-op was dropped, the attendance procedure was liberalized and vague language was added on revisiting alternative work schedules.This time 77 percent of production workers and 72 percent of skilled trades voted in favor of the agreement.Some votes were driven by fear, not enthusiasm. With no strike preparation meetings conducted by the union leadership, many workers were afraid of the consequences of rejecting the second deal. International representatives, rather than explaining that workers’ only real leverage is the ability to withhold their labor power, instead cynically instilled fear that workers could legally be permanently replaced if they went on strike.Many problems remain in new contractThere are many problems with the new contract. Thousands of UAW members did vote “no” again. The claim that it puts two-tier to rest is a false one, but it takes a close reading to find all the hidden tiers.For example, it will take a worker eight years to make top pay. Those who don’t hit the top under this contract could see their pay raises cancelled in the next. Benefits are still unequal. Second-tier workers at the axle plant have an even lower pay rate under the second contract.Up to now temporary workers worked part time but eventually made the same hourly wage as full-time permanent workers. Now they work full time but will make less than a permanent worker. The negotiators followed the same shameful strategy of 2007 by creating new, lower pay rates for future workers. Future temporary workers make the least of all. The only purpose to these multiple tiers is to offset the added costs to the company under the second agreement.The biggest additional problem is a $5.3 billion investment plan, which is pitched as guaranteeing job security. Actually, investing in the latest robotic technology does not create jobs; it eliminates them. Even without a downturn, Metro Detroit could lose over 700 FCA jobs, according to the contract’s product commitments.Workers at Toledo Jeep are not convinced they won’t lose jobs when some of their work is moved. The second contract passed there with barely more than 50 percent of the votes; the first was voted down by 87 percent.FCA workers still have a fight on their hands, but this recent struggle has taught the value of solidarity. Now the fight moves to General Motors, where a tentative agreement was reached Oct. 25 just minutes before a midnight strike deadline.Grevatt is a 28-year UAW Chrysler worker.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare this
News Democracies need “reciprocity mechanism” to combat propaganda by authoritarian regimes News RSF_en ChinaAsia – Pacific “The Chinese government stops at nothing to silence what happened 20 years ago in Tiananmen Square,” Reporters Without Borders said. “By blocking access to a dozen websites used daily by millions of Chinese citizens, the authorities have opted for censorship at any price rather than accept a debate about this event.” Reporters Without Borders is outraged by the blockage of a dozen websites such as Twitter, YouTube, Bing, Flickr, Opera, Live, WordPress and Blogger in China two days ahead of the 20th anniversary of the Tiananmen Square massacre. Organisation June 2, 2009 – Updated on January 20, 2016 Blocking of Twitter, YouTube, Flickr and Blogger deprives Chinese of Web 2.0 News to go further March 12, 2021 Find out more Help by sharing this information Chinese Internet users have notified Reporters Without Borders that access to Twitter, YouTube, Bing, Flickr, Opera, Live, WordPress and Blogger began being blocked today inside China. China’s Cyber Censorship Figures April 27, 2021 Find out more ChinaAsia – Pacific China: Political commentator sentenced to eight months in prison News June 2, 2021 Find out more Follow the news on China Receive email alerts
Twitter Facebook ECRW sets meeting By admin – May 15, 2018 Ector County Republican Women logo Twitter Local News Pinterest Ector County Republican WomenEctor County Republican Women has scheduled a meeting at 11:30 a.m. Wednesday at the Odessa Country Club, No. 1 Fairway Drive.Buffet lunch is served at a cost of $15. Speakers will be Medical Center Hospital Chief Executive Officer Rick Napper and Sondra Eoff. Reservations are required.To RSVP, call Ann Volker at 432-557-4244. Pinterest Previous articleHIGH SCHOOL SOFTBALL: Permian continues historic runNext articleLunch ministry training admin Facebook WhatsApp WhatsApp
[Proceedings Under RTI Act In Virtual Mode] Surprised That Maharashtra Govt. Is Still Praying For Some More Time To Make System Operational: Bombay HC [Read Order]
News Updates[Proceedings Under RTI Act In Virtual Mode] Surprised That Maharashtra Govt. Is Still Praying For Some More Time To Make System Operational: Bombay HC [Read Order] Sparsh Upadhyay29 Sep 2020 8:49 AMShare This – xThe Bombay High Court on Saturday (26th September) rapped Maharashtra Government and expressed surprise at the fact that during the period of six months after lock-down was announced, the State did not consider it appropriate to provide for the hearing of the First Appeals under RTI Act in Virtual Mode.The Court was also displeased with the prayer of the Maharashtra Government seeking some…Your free access to Live Law has expiredTo read the article, get a premium account.Your Subscription Supports Independent JournalismSubscription starts from ₹ 599+GST (For 6 Months)View PlansPremium account gives you:Unlimited access to Live Law Archives, Weekly/Monthly Digest, Exclusive Notifications, Comments.Reading experience of Ad Free Version, Petition Copies, Judgement/Order Copies.Subscribe NowAlready a subscriber?LoginThe Bombay High Court on Saturday (26th September) rapped Maharashtra Government and expressed surprise at the fact that during the period of six months after lock-down was announced, the State did not consider it appropriate to provide for the hearing of the First Appeals under RTI Act in Virtual Mode.The Court was also displeased with the prayer of the Maharashtra Government seeking some more time to make the system operational.Notably, the Bench of Chief Justice Dipankar Datta and Justice G. S. Kulkarni was hearing a petition filed by RTI activist and former Central Information Commissioner Shailesh Gandhi and others, seeking directions for the RTI apparatus in the state to adopt video-conferencing technology to resume its functioningThe petitioners prayed for directions to the respondents to issue appropriate guidelines or directions to all the public authorities in the State of Maharashtra to adopt an appropriate online video conferencing platform for conducting hearings pertaining to proceedings under the diverse statutes applicable to such public authorities as well as for conducting hearing of First Appeals under the Right to Information Act, 2005.While considering the PIL petition on Tuesday (September 15), the Court had requested Ms Shastri, learned Additional Government Pleader for the State to take instructions on the issue as raised in the PIL petition.On Saturday (26th September) Ms Shastri submitted today a letter dated September 22, 2020, issued from the office of the Chief Secretary, Government of Maharashtra.The Court noted that, “It appears, on the reading of such letter, that the Government of Maharashtra is inclined to adopt appropriate online video conferencing platform for conducting hearing of quasi-judicial/administrative proceedings; however, the procedure may take some time as a meeting will have to be convened with the concerned Departments including the Finance Department and that necessary guideline and directions would be issued to all the public authorities thereafter. It also appears that some of the authorities are already conducting the hearing through video conferencing.” (emphasis supplied)Quite reluctantly, the Court adjourned the hearing of this PIIL petition for three weeks, as prayed for by Ms Shastri, expressing hope and trust that on the returnable date, she would apprise the Court regarding the steps taken by the Government and thereby not leave any room for the complaint to be voiced by the petitioner.Matter has been posted for further hearing on October 15, 2020.Case Details:Case Title: Shailesh Gandhi & Ors. v. Maharashtra State Information CommissionCase No.: Public Interest Litigation (L) No.3144 Of 2020Quorum: Chief Justice Dipankar Datta and Justice G. S. KulkarniAppearance: Advocate Sunil Ahya (for the Petitioner); Advocate General A. A. Kumbhakoni with AGP Geeta Shastri (for the Respondent/State).Click Here To Download Order[Read Order] Next Story
More discussions take place over proposed walkway along River Swilly Twitter News, Sport and Obituaries on Monday May 24th WhatsApp AudioHomepage BannerNews DL Debate – 24/05/21 Facebook By News Highland – April 17, 2018 It’s been confirmed that some preparatory work has already been carried out regarding a proposed river walk along the River Swilly. Donegal County Council has met with the OPW to discuss some issues while discussions have also taken place with a local community group who have expressed an interest in seeking funding from LEADER with a view of carrying out a feasibility study on the project.Should funding be secured, land owners will then be consulted as part of the process.Mayor of Letterkenny Cllr. Jimmy Kavanagh says all interested parties need to come together to acheive the best possible outcome:Audio Playerhttp://www.highlandradio.com/wp-content/uploads/2018/04/00chagfhgfhgfhgfhgfhfghr1pm.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. Journey home will be easier – Paul Hegarty Google+ WhatsApp Pinterest Previous articleAppeal for information after burglary at Strabane premisesNext articleDaniel O’Donnell pays tribute to Country music singer ‘Big Tom’ News Highland RELATED ARTICLESMORE FROM AUTHOR Facebook FT Report: Derry City 2 St Pats 2 Harps come back to win in Waterford Derry draw with Pats: Higgins & Thomson Reaction Twitter Google+ Pinterest
Related posts:No related photos. Diversity is fashionable. But a new package of equal opportunity laws willtest how far employers are prepared to go. Stephen Overell explains the newbuzz wordWorking life has come a long way since William Whyte’s 1956 classic TheOrganisation Man. Rather than corporations shoehorning people into blandconformity, it is hard to pick up a newspaper or attend a conference withoutsomeone extolling the value of diversity, how employers must bend overbackwards to accommodate individual difference, and aim to encourage everyoneto fulfil their potential whatever their race, gender, sexuality or creed. ‘Equality’ has a dated, anti-competitive kind of ring to it; ‘diversity’ issomething businesses can outdo each other on. Diversity is the new conformity. “An open, objective and fair organisation is not one that downplays orelevates group differences, but one in which difference can thrive,” wroteRajvinder Kandola and Johanna Fullerton in a paper in 19981. Language of diversity The language of diversity is now so thoroughly orthodox that not being infavour of it is like not being in favour of smiling. Good. And yet governmentsshow no inclination to take the sentiments on trust – any more than in the dayswhen employers were disputing the need for the Equal Pay Act of 1970, the SexDiscrimination Act of 1975, or the Race Relations Act of 1976. Very soon, three new aspects of difference will be granted the protection ofthe law. By the end of 2003, Britain – and the other EU states that don’talready have it – will have legislation banning discrimination on the groundsof sexual orientation and religion; and by 2006 on the grounds of age2.Evidently, business endorsement of diversity does not ensure minimum standardsof social justice in ministers’ mind. Irritating as this may be for HR departments, it is hard not to havesympathy for the politicians. Diversity, so often presented as “the nextevolutionary step” for equality policy, can often sound like hot air;there is an abundance of evidence that exclusion persists as a group phenomenonin employment – something that the hierophants of diversity sometimes appear toforget. Sexuality is a good example. Approximately 44 per cent of gay and lesbianemployees have suffered discrimination at work, such as harassment3. Employersare rather like the patient wrongly diagnosing his own good health. Which iswhy more laws on equality are likely to help give substance to many of the moregassy proclamations on diversity. If employers mean what they say about valuing difference, most of TowardsDiversity and Equality, the Department of Trade and Industry’s consultationdocument on how to implement the European Employment and Race Directives4(closes 29 March 2002) into UK law, will be non-contentious. First, the case for an overall equality commission, superseding the threeexisting bodies and bearing responsibility for guidance across the wholeequality agenda, now looks overwhelming. In Northern Ireland, one EqualityCommission has existed since 1 October 1999. The US has the Equal OpportunityEmployment Commission, which covers multiple different forms of discrimination.Second, protection against discrimination on the grounds of sexual orientationis practical common sense. France, the Netherlands, Ireland and the US have hadequality laws covering homosexuality for some time. Defining religion Third, parity for different religions is also sensible in principle,although some bizarre possibilities could emerge. What, for example,constitutes a religion? Time off for pagan observance could be on the way. These are the small issues. The contentious bit for employers is whathappens on age discrimination; hence the longer timetable. There is general agreement that the skills of elderly workers are oftensquandered and that stereotypes about what people can achieve at differentstages of their lives are damaging; general agreement that the government’sCode of Practice on age has failed. Gerontophobia has never been more alive.But if the new law is going to serve the interests of diversity, it means morethan deleting “young” and “hungry” from adverts. The question of mandatory retirement ages is central. The CBI favours retention.Yet the case for scrapping them is surely far stronger. In an age when peopleare healthier and living longer than they once were, retiring people en massewhen they reach a certain age seems wrong; they should have the liberty to workfor as long as they wish to and for employers to use their skills. This wouldmean a dramatic increase in flexibility; employers and employees would have toagree end-dates; succession planning, pensions and careers would have to berethought. Yet the notion of a retirement age is incompatible with valuingdifference in the 21st century. Nationwide, B&Q and Marks & Spencer arein favour of putting it out to grass. Credit where credit’s due The age question is also intimately bound up with reward. Employers chooseto reward loyalty. Yet loyalty is not the same as turning up for work year in,year out. If the two cannot be clearly distinguished, reward strategies – andredundancy policies – could be indirectly discriminatory against young people.Those who stay in jobs for a long time are least likely to be loyal and mostlikely to be dissatisfied5. The time is ripe for clear thinking on what theproper relationship between age and commitment should be. Outlawing age discrimination is unlikely to be a small matter in financialterms. In the US, which has had an age law for several years, a fifth of alldiscrimination claims are based on age. Between 1988 and 1995, people whosuccessfully sued for age discrimination were awarded an average of $219,000(£155,150) compared to $147,799 for race and $106,728 for sex discrimination6. More equality laws will spook some people: discrimination claims went up by21 per cent in the UK last year7. But like it or not, it will probably be goodfor diversity. A greater emphasis on diversity and flexibility is the onlyrealistic response to the prospect of an expanded equality agenda. Ifcelebrating difference means more than hot air, a radical shake-up on agediscrimination is the only way forward. References 1. Diversity in Action: Managing the Mosaic, R Kandola and J Fullerton, IPD,1998 2. Implementing the Equality and Race Directives, Equal OpportunitiesReview, Issue 101, 2002, IRS; see www.xperthr.co.uk3. Straight Up! Why the Law Should Protect Lesbian and Gay Workers, TUC,2000 4. Towards Equality and Diversity, DTI, 2001 5. Loyalty Rules, F Reichheld, Harvard Business Review, 2001 6. Employers Forum on Age: www.efa.org.uk7. Acas, press release, 9.9.2001 Join the Xperts take a free trialBy calling 01483 257775 or e-mail: [email protected] viewpoint is produced by XpertHR, a web-based information service bringing together leading informationproviders: IRS, Butterworths Tolley and Personnel Today. It features a newButterworths Tolley employment law reference manual, a research database andguidance from 13 specialist IRS journals, including IRS Employment Review. Previous Article Next Article The true meaning of diversityOn 12 Feb 2002 in Personnel Today Comments are closed.
Comparison of analytical methods used for measuring major ions in the EPICA Dome C (Antarctica) ice core
In the past, ionic analyses of deep ice cores tended to consist of a few widely spaced measurements that indicated general trends in concentration. The ion-chromatographic methods widely used provide well-validated individual data, but are time-consuming. The development of continuous flow analysis (CIA) methods has allowed very rapid, high-resolution data to be collected in the field for a wide range of ions. In the European Project for Ice Coring in Antarctica (EPICA) deep ice-core drilling at Dome C, many ions have been measured at high resolution, and several have been analyzed by more than one method. The full range of ions has been measured in five different laboratories by ion chromatography (IC), at resolutions of 2.5-10 cm. In the field, CIA was used to measure the ions Na+, Ca2+, nitrate and ammonium. Additionally, a new semi-continuous in situ IC method, fast ion chromatography (FIC), was used to analyze sulphate, nitrate and chloride. Some data are now available to 788 in depth. In this paper we compare the data obtained by the three methods, and show that the rapid methods (CIA and FIC) give an excellent indication of trends in ionic data. Differences between the data from the different methods do occur, and in some cases these are genuine, being due to differences in speciation in the methods. We conclude that the best system for most deep ice-core analysis is a rapid system of CIA and FIC, along with in situ meltwater collection for analysis of other ions by IC, but that material should be kept aside for a regular check on analytical quality and for more detailed analysis of some sections.
Faculty Position in Cryo-Electron MicroscopyThe Department of Biophysics and Biophysical Chemistry and theInstitute for Basic Biomedical Sciences at the Johns HopkinsUniversity School of Medicine invites applications for a facultyposition in the area of cryo-electron microscopy of biologicalmacromolecules and assemblies. The appointment will be made at therank of Assistant Professor, Associate Professor, or Professor,depending on qualifications. A Ph.D. or M.D. (or foreignequivalents), along with relevant postdoctoral experience, isrequired.Candidates are expected to develop an independent research programutilizing state-of-the-art methods in single-particle cryo-electronmicroscopy or tomography. The successful candidate will join aninteractive group of investigators with expertise in areasincluding x-ray crystallography, NMR, SAXS, and single-moleculebiophysics ( http://biophysics.med.jhmi.edu). The position includes access to state-of-the art electronmicroscopy facilities at Johns Hopkins including a TitanKrios/Gatan K2 system and a Talos/Falcon-II and Tecnai T-12/EagleCCD instruments. The candidate will participate in graduateprograms and will contribute to the department’s graduate andmedical student teaching.Applications should be assembled into a single PDF and shouldinclude a cover letter, a curriculum vitae, and athree-page description of current and future research plans. Allmaterials should be uploaded to apply.interfolio.com/65896 .Candidates must also arrange to have three letters ofrecommendation uploaded to the same site. Complete applicationsreceived before October 15, 2019 will be given priority inselecting candidates for interviews.The Department of Biophysics and Biophysical Chemistry isdedicated to building an inclusive and pluralistic faculty thatembodies the range of dimensions of diversity. Johns Hopkins is anequal opportunity employer and all qualified applicants willreceive consideration for employment without regard to race, color,religion, sex, sexual orientation, gender identity, nationalorigin, disability status, protected veteran status, or any othercharacteristic protected by law.Applications should be assembled into a single PDF and shouldinclude a cover letter, a curriculum vitae, and athree-page description of current and future research plans. Allmaterials should be uploaded to apply.interfolio.com/65896 .Candidates must also arrange to have three letters ofrecommendation uploaded to the same site. Complete applicationsreceived before October 15, 2019 will be given priority inselecting candidates for interviews.The Johns Hopkins University is committed to equal opportunity forits faculty, staff, and students. To that end, the university doesnot discriminate on the basis of sex, gender, marital status,pregnancy, race, color, ethnicity, national origin, age,disability, religion, sexual orientation, gender identity orexpression, veteran status or other legally protectedcharacteristic. The university is committed to providing qualifiedindividuals access to all academic and employment programs,benefits and activities on the basis of demonstrated ability,performance and merit without regard to personal factors that areirrelevant to the program involved.The successful candidate(s) for this position will be subject to apre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office at [email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more:https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdfImportant legal informationhttp://hrnt.jhu.edu/legal.cfm
The Ocean City Free Public Library will offer American Sign Language starting this month.These Beginner ASL classes will be held virtually on Zoom.During the classes the emphasis will be placed on developing communication skills using ASL.Interactive activities increase understanding of ASL and the deaf culture. This class requires active participation.Classes will be held on Mondays, 6:30-8 p.m., on Zoom on the following dates:April 26May 3May 17May 24June 7June 21June 28(No class on May 10, 31, and June 14)Registration is required. Spots are limited so please register ASAP.Register here: https://us02web.zoom.us/meeting/register/tZYuce6qrzIsHtEe-dxBCHt_XB7xVSuJd57G
Make sure you get your entries in for the Baking Industry Awards (BIA) 2011.Categories include Celebration Cake Maker of the Year, Bakery Supplier of the Year, The Craft Business Award and a brand new category announced this week: The Rising Star Award, sponsored by David Powell.You do not have to be supplier or customer of any of the category sponsors – the Awards are open to everyone, no matter how big or small.The closing date for entries is 20 May, 2011. For more information or to download an entry form visit www.bakeryawards.co.uk or alternatively email [email protected] baking industry’s top calendar event will have a carnival theme this year and will be held on Wednesday 7 September at the Park Lane Hilton, London. It is an opportunity for companies to showcase their achievements to customers and industry peers. It’s also a great chance to network, with all the major players in the industry in attendance.To book tickets, please contact Elizabeth Ellis on 01293 846593 or email [email protected] Award categories:* Baker of the Year, sponsored by Vandemoortele* The Customer Focus Award, sponsored by CSM (United Kingdom)* The Craft Business Award, sponsored by ADM Milling* Celebration Cake Maker of the Year, sponsored by Renshaw* Bakery Supplier of the Year, sponsored by Sainsbury’s* The Innovation Award, sponsored by Asda* In-Store Bakery of the Year, sponsored by Dawn Foods* Confectioner of the Year, sponsored by Barry Callebaut* Speciality Bread Product of the Year, sponsored by Bakels* The Rising Star Award, sponsored by David Powell>> Visit the Baking Industry Awards Website