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not celebrating Labor Day
Sep. 8th, 2009 04:16 pmI didn't post about this when I thought I might do contract work for this staffing agency, but the company turned me down. The hourly rate they offered was just under half what I earned last year. From the job description I read at first, it looked like a much less complicated job...but at the interview, it turned out that they also needed more sophisticated problems solved. (It would make the work more interesting, and better suited to my education and experience. Really, making the job more like what I did last summer, at half the pay. I don't feel like I'm in a good position to bargain.) The recruiter at the staffing agency wanted to meet me in person, before my interview with the hiring manager. Obligingly, I drove out to the staffing agency's office to shake hands and fill out forms.
I authorized tax withholding (from any pay they might give me in the future), promised to abide by HIPPA regulations (if I worked in a job where I saw private medical information, though I had not applied for such a job), and demonstrated my legal right to work in the US (prospective employers are not supposed to ask about age, but they can ask for legal ID that happens to show one's date of birth.) I also signed authorizations for drug tests and background checks. This background check didn't mention investigating medical records, neighbors, relatives, or "mode of living," but it also didn't offer any way for one to track down the background report on oneself.
The recruiter at the staffing agency looked through the stack of papers I had signed, and realized she had forgotten the one about unions. It was clear that she found the subject distressing. I managed to keep my questions to the level of "What's that about unions?" rather than "Did unions kill your puppy or something?" She was outraged that union organizers would dare to approach contract workers. She felt personally threatened that one had approached her, actually come into HER office and presumed to hand her union literature. "And because the government protects unions so much, I'm not even allowed to throw the garbage out, once I've touched it. It's horrible." I nodded sympathetically and made vague "uh-huh" noises. I was surprised to see somebody who *looked* working-class, being so strongly opposed to labor organizing.
Our policy is to deal with every employee honestly and fairly. To respect and recognize them as individuals; to provide good working conditions with competitive wages and benefits. In our opinion, unionization or any third party intervention would interfere with the individual treatment, respect, and recognition we value. It is our sincere belief that a third party would only hinder our mutual goals and objectives, as well as subjecting our employees to the payment of union dues. For these reasons, we think remaining union free is the best way to conduct our business.
If you are ever approached concerning unionization or card signing, we would suggest you seek advice and information from your Branch Manager. Or you may address any questions you may have on this subject to [agency] Human Resources at [phone]. Find out all the facts before making a decision.
I had to sign a statement that I had read it and understood it. The facing page explained how the staffing agency took pride in their values, and the companies they worked with shared those values. I didn't want to discuss the matter with the vehemently anti-union recruiter, so I didn't ask, but I did wonder. Does that mean the company I wanted to work for shares the staffing agency's sincere belief that:
any third party intervention would interfere with the individual treatment, respect, and recognition we value?
Is that only unions? Or do they likewise resent OHSA interfering with how they treat their employees? The EEOC interfering with how they treat employees and prospective employees? The FDA interfering with how they interact with customers? *tsk* So many third parties are getting in the way of individual treatment these days.
I authorized tax withholding (from any pay they might give me in the future), promised to abide by HIPPA regulations (if I worked in a job where I saw private medical information, though I had not applied for such a job), and demonstrated my legal right to work in the US (prospective employers are not supposed to ask about age, but they can ask for legal ID that happens to show one's date of birth.) I also signed authorizations for drug tests and background checks. This background check didn't mention investigating medical records, neighbors, relatives, or "mode of living," but it also didn't offer any way for one to track down the background report on oneself.
The recruiter at the staffing agency looked through the stack of papers I had signed, and realized she had forgotten the one about unions. It was clear that she found the subject distressing. I managed to keep my questions to the level of "What's that about unions?" rather than "Did unions kill your puppy or something?" She was outraged that union organizers would dare to approach contract workers. She felt personally threatened that one had approached her, actually come into HER office and presumed to hand her union literature. "And because the government protects unions so much, I'm not even allowed to throw the garbage out, once I've touched it. It's horrible." I nodded sympathetically and made vague "uh-huh" noises. I was surprised to see somebody who *looked* working-class, being so strongly opposed to labor organizing.
Our policy is to deal with every employee honestly and fairly. To respect and recognize them as individuals; to provide good working conditions with competitive wages and benefits. In our opinion, unionization or any third party intervention would interfere with the individual treatment, respect, and recognition we value. It is our sincere belief that a third party would only hinder our mutual goals and objectives, as well as subjecting our employees to the payment of union dues. For these reasons, we think remaining union free is the best way to conduct our business.
If you are ever approached concerning unionization or card signing, we would suggest you seek advice and information from your Branch Manager. Or you may address any questions you may have on this subject to [agency] Human Resources at [phone]. Find out all the facts before making a decision.
I had to sign a statement that I had read it and understood it. The facing page explained how the staffing agency took pride in their values, and the companies they worked with shared those values. I didn't want to discuss the matter with the vehemently anti-union recruiter, so I didn't ask, but I did wonder. Does that mean the company I wanted to work for shares the staffing agency's sincere belief that:
any third party intervention would interfere with the individual treatment, respect, and recognition we value?
Is that only unions? Or do they likewise resent OHSA interfering with how they treat their employees? The EEOC interfering with how they treat employees and prospective employees? The FDA interfering with how they interact with customers? *tsk* So many third parties are getting in the way of individual treatment these days.
