AFL-CIO Central Labor Councils: Organizing for Social Justice

[Excerpt] Movements start small and grow through struggle. They are born of rage and injustice, and built by winning victories. And each victory demonstrates that collective action is the first step to gaining the power to change our lives, our communities, our workplaces, and this country. At no time in modern labor history has the need and urgency to rebuild our movement been greater. We live and experience the consequences of the corporate assault on workers every day. This assault must be met and turned back in thousands of communities throughout the land — turned back at the workplace, at the bargaining table, at non-union work sites, at the voting booth and, increasingly, in the streets

Panel: We Need More Chairs! Expanding Seats at Higher Education Bargaining Tables and For Our Broader Communities: Bargaining for the Common Good in Higher Education

Concrete Examples of Bargaining for the Common Goo

Panel: We Need More Chairs! Expanding Seats at Higher Education Bargaining Tables and For Our Broader Communities: Bargaining for the Common Good in Higher Education

Bargaining for the Common Goo

Panel: We Need More Chairs! Expanding Seats at Higher Education Bargaining Tables and For Our Broader Communities: Bargaining for the Common Good in Higher Education

Before the Chalk Dust Settles: Building on the 2018 Teachers\u27 Mobilizatio

Panel: We Need More Chairs! Expanding Seats at Higher Education Bargaining Tables and For Our Broader Communities: Bargaining for the Common Good in Higher Education

Key Elements of Bargaining for the Common Good Campaign

Panel: We Need More Chairs! Expanding Seats at Higher Education Bargaining Tables and For Our Broader Communities: Bargaining for the Common Good in Higher Education

Bargaining for the Common Goo

Managing Workers Who Are Deaf: A Phenomenological Investigation of Hearing Supervisors

This study examines the experience of hearing managers of Deaf employees in the restaurant sector, specifically as it relates to accommodation and social integration. Deaf workers who use American Sign Language differ from their hearing peers with regard to communication style, language choice, and need for accommodation. Responsibility for social integration and logistical accommodation falls largely on managers, who may be unfamiliar with the needs and capabilities of Deaf workers. The aim of this study is to generate knowledge about the accommodation and social integration experiences of managers with Deaf workers that can benefit those unfamiliar with these phenomena. The literature on employment issues for Deaf populations rarely includes the perspectives of hearing managers who supervise them. Managers are rarely equipped with the tools to help hearing and Deaf team members perform and integrate with others in optimal ways. Research on their experience is thus needed to inform the creation of such tools. Using a phenomenological approach, this study applies stigma theory to frame issues of workplace accommodation and social integration. Hearing managers of various high-volume restaurants (N=6) and their Deaf employees (N=6), participated in in-depth semi-structured interviews. Site observation was also conducted at two of the restaurant locations from which data was collected. Data was analyzed through a systematic coding process, which both identified and compared themes in the experiences of managers and workers. Managers displayed lack of knowledge about accommodation but did make concrete strides to facilitate social integration of Deaf workers. Managers often felt satisfaction with the performance of Deaf workers, though at times managers under-estimated worker abilities. While minimal accommodation did occur regularly at restaurant sites, said accommodations were not considered optimal by Deaf employee participants. Regarding social integration and personal attitudes toward Deaf people, hearing managers reported almost no reluctance or interpersonal tension. Despite minimal access to American Sign Language, Deaf workers expressed positive feelings toward both their managers and their places of employment, echoing, to some degree, the positive nature of the experience articulated by managers. Several expressed preference for different or more frequent accommodations (namely, American Sign Language interpretation), but results indicated few problems with social interaction or personal animosity. Knowledge gained in this study has implications for current and prospective hearing managers, Deaf workers, and social workers/advocates who work in employment support. Managers can learn about accommodation needs and socialization patterns of Deaf workers through the experiences of managers who have been through the process. Deaf workers can gain a better understanding of the perspectives of managers as stakeholders, and service professionals can use information to design educational and supportive resources to help managers make changes and improvements in accommodation and social integration

A Flight Prediction for Performance of the SWAS Solar Array Deployment Mechanism

The focus of this paper is a comparison of ground-based solar array deployment tests with the on-orbit deployment. The discussion includes a summary of the mechanisms involved and the correlation of a dynamics model with ground based test results. Some of the unique characteristics of the mechanisms are explained through the analysis of force and angle data acquired from the test deployments. The correlated dynamics model is then used to predict the performance of the system in its flight application

Diplomado en Teoría y Método de investigación Psicoanalítico del discurso “Algoritmo David Liberman” de David Maldavsky

Tenemos el agrado de presentar la nueva Diplomatura  en Teoría y Método de investigación Psicoanalítico del discurso “Algoritmo David Liberman”  (ADL) de David Maldavsky  Directora: Dra. Susana Sneiderman &nbsp