Hard labor

Today being Labor Day, I’m expressing my gratitude for the benefits that organized labor has brought to the workplace. Yes, I’m talking labor unions. Without them, there’d be a whole lot more miserable employment conditions than exist even now.

There are basically only two reasons why you and I are not working in sweatshops with dangerous electrical wiring, hot and cold running vermin and no toilets—unions and litigation. (I would also have added “80-hour weeks” as one of the not-any-mores, but that’s pretty much so last century.)

Business management in companies both large and small do not provide more or less sanitary and safe conditions, ventilation and some standard of minimum wage out of the goodness of their hearts. They do it because over the past 150 years unions have fought with blood and treasure for the concept that labor is part of the value-add of both products and services; and because they’re terrified that if they screw up and get sued, juries will strip their corporate assets in punitive damages like a plague of locusts ranging across Iowa.

I’m not saying that unions haven’t become part of the problem—many of them are every bit as bloated and arrogant and greedy as corporate boards, and in fact you’d have trouble distinguishing one stance from the other across the negotiating table. And I’m also not saying that America’s propensity toward litigiousness doesn’t suck up resources, like some cosmic Jarndyce v. Jarndyce, that couldn’t have been better spent on something like, oh, curing cancer.

But it takes the kind of jackhammer represented by Big Labor and Big Lawsuits to get the attention of the heirs of the Triangle Shirtwaist Company. If you doubt this, I refer you to the history of the textile industry in America: the corporations first moved their factories from states with unions to the South (God bless right-to-work), and then—when even minimum wage became too much for them—to Mexico, India, China and other countries where there’s no concern about pesky things like sweatshop conditions, unsafe factory buildings or child labor.

And it’s not limited to schmattas, either. Twenty years ago during my sojourn in the great, cough, state of North Carolina (which is probably still electing Jesse Helms to the US Senate, corpse though he be), there was a fire in a chicken processing plant that killed 25 workers and injured 54 others. Exit doors from the factory floor had been locked, trapping the men and women in the inferno. Exactly like the Triangle Shirtwaist factory in 1911.

I’m not going to talk about the wages paid or the conditions in the factory, but the plant had never suffered a single safety inspection, so the managers weren’t troubled by having to fork out for any, you know, protections. North Carolina is a right-to-work state, and it don’t hold with no unions.

Let me also bring to your attention the decades of work by César Chávez and the United Farm Workers to bring decent wages, as well as working and living conditions, to the men, women and children who tend and harvest the food we eat. I know that I personally find it easier to swallow fruits and vegetables when I know they aren't the product of slavery-in-all-but-name.

Labor Day was made a national holiday in 1894, in the wake of the Pullman strike, which ended after President Grover Cleveland sent in federal troops to suppress the strikers. As a sop to thousands of workers who’d lost their jobs and their homes, Cleveland created a national holiday to “recognize” labor.

I find that a monumental act of condescension—declaring a holiday "for the workers", kind of like Flag Day, without any meaning behind it. It wasn’t even a paid holiday. And it was set for September to distinguish it from the international socialist/communist labor day of 1 May. But it played well with Cleveland’s corporate constituents.

So it’s incumbent upon us, in times where enormous inroads have been made in the gains unions won for us (I laugh at the notion of a 40-hour week, because no tech employer for the past 15 years has expected anything less than 60 hours per week from its salaried staff), to consider where we’d be if they hadn’t existed.

It’s nowhere I’d care to be, I assure you.

In 2022, the shakeout from the COVID-19 pandemic is still shaking out. We’ve had the Great Resignation, in which millions of workers told their employers to take their jobs and shove them. And we’re currently in the Quiet Quitting, in which more millions of workers are declining to go above and beyond their job descriptions and perform tasks for which they are not being paid—in union terms, they are working to rule. Employers cannot believe their eyes, so we don’t know how that’s going to turn out. But I’m hoping that Millennials and Gen Z are feeling the stirrings of the labor movement of their great-great-grandparents and standing up for the value they bring to the economy.

I am grateful today for the battles that labor unions fought. They didn’t always win, but they did move us forward.