Strike and...You're Out
- Sara Bergenholtz
- Jun 7, 2023
- 3 min read
The fight for labor equality and workers rights has been part of the US since the days before that US existed. The first strike in what would one day become the US occurred in New York in 1768. Even then the fight was about wages, as the journeymen tailors who participated in it refused to work for reduced pay.
It would be nice if we could say that such issues were behind us, that the value of the hours of our lives we trade to our employers was recognized long ago.
That's not where we are, and there are a lot of reasons why. Yet there are issues beyond wages that need to be addressed and striking has always been the strongest tool in the union toolbox.
There are a lot of rules around striking, as I am certain you can imagine. For example, except in very specific and narrow circumstances a bargaining unit cannot legally strike during the life of a contract, the union has to give the employer 10 days notice of the intent to strike (thus providing them with the opportunity to acquire extra staff), economic strikes do not come with guaranteed job protections as those focused on safety issues do and members often have to risk economic hardships to participate.
More simply, a strike (which seems such an easy thing) is complicated and risky.
I have heard the term thrown around more often that I ever expected to in the last few years, although in my six years as a nurse I have not seen that drastic action taken in Washington state. I know there have been close calls, cases where bargaining units were preparing themselves to take this step. Still, when it came down to the line both the nurses and those they worked for were able to reach an agreement.
It doesn't look like that is going to be the case at Multicare Good Samaritan (1).
At the time of this writing the bargaining unit at Good Same has had around 20 bargaining sessions with admin and an informational picket (2). I am given to understand that staffing is at the heart of their contract issues, something that is in no way surprising. I also understand that after the nurses proposed staffing changes the CEO scheduled eduction for them on financial literacy.
Bold move for someone who made over 3 million dollars in total compensation last year.
I bring this forward because this is the perfect opportunity for us to come together as nurses and show support to those who need it. If we can't be at the strike we can show support on social media. We can write opinion pieces to our local news papers and other media outlets. Multicare is not a local system, it's statewide and we have the ability to make this an issue that is looked at by community members in every community they serve. So let's come together and utilize the influence of the most trusted profession in the US for some positive change.
When we're done, let's look at how we can support those in this position in other ways. It should never be the case that someone has to make the decision between their financial health, literally putting food on the table for their family, and defending their rights as workers. It is not unheard of for other unions to maintain what were once called "strike funds" (3). These are accounts set aside to support workers during things like strikes and other actions that can impact them economically. Our own affiliate AFT maintains what they call a "solidarity strike fund" (4,5). Support can take a lot of different forms, it's important for us to look at all of the options available to us when we are called to do so.
Finis
3. https://en.wikipedia.org/wiki/Strike_pay
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