Sindicatos 101 Webinar

Okay, we're ready. We're going to record this seminar. If you don't want to start recording, you can turn your camera off. If you want to turn it on, you can. Do whatever you want. Welcome everyone to the Unions 101 seminar. This is the first in a series of seminars that we'll be offering over the next month or so. I have some ideas about how unions and cooperatives interact. There's been a lot of research lately on how these two entities, cooperatives and unions, should interact with each other. This is just a very basic introduction to unions, and we're going to give the microphone to our speaker today, France from CTERA, so she can explain what we're going to talk about today. Margaret Lo Derriban, hello everyone. Here, a member of Apple is going to share her experience with cooperatives. She's a certified worker who has joined unions daily. She'll talk about the great potential of cooperatives and doing business with us, and how everyone can benefit. Without further ado, I'll give the floor to France. Thank you, Margaret. My goals, but not your presentation and introduction. I'm very happy to be here. What do you like? Well, I'm in the position of a small business manager, a union member, and also a cooperative member. I've been very fortunate, and I want to share a little bit about my story, where I come from, because this personal story has a direct intersection with unions and cooperatives. And I hope you're wondering why we're starting with the basics of Unions 101 to give you some basic information about all of this. So, I'm going to share my screen, Boyacá, because the first slide... If you have any questions, if you need a slightly more extensive explanation of the basics I'm talking about, you can share them. You can do it in the chat or the function, or you can email or message our moderators. Just type in Alex, and you can send these questions to me. Okay, let's begin. Let's share my screen, first slide. Here we are, Unions 101. Cooperatives work because the cooperative development network functions. This is for this purpose. This is aimed at people who are developing cooperatives, and I'm here, and I 'm here for a long time. Time has passed, and I am very happy to continue my work a little more regarding who I am and my background. I obviously grew up in a non- union household. My dad was a very prominent member of the Railroad Workers Union, and he was also involved in the Transportation Union. He was the president of our local chapter during a contract negotiation, and he was very instrumental in getting all the terms agreed upon regarding pay. He was, as I said, a member of the UMH, very specifically from the beginning. He was a member of this union, and he ended up being president during a labor contract negotiation and also during a workers' strike. I don't remember the specific details, but I absorbed the essence of all this work and the essence of solidarity, the support he gave to the workers. In my home, I internalized this. Since then, I have been working with the Onondaga Community College, and we have a union called the CCF TEA since 2009. It is a federation of unions. The Community College Administrators and Professors Union is a chapter of Chapter 1845 of the New York State Union of Teachers and Professors. We are under the umbrella of the American Federation of Teachers. I was also elected to an executive committee of professional administrators and as a delegate since 2014, and I have been very involved in the decision-making, governance, and administration of this chapter. As part of this, I am also attending a seven-day specialization program at the New York University Leadership Institute regarding unions in 2017. I am also a member and sit on the SS board of the chapter. Some things you hear from people who specifically say they are against unions and that they are finding unions because you have to pay dues in unions. I don't know if you are on one side or the other, but right now we have a two-party system. When individuals come to us, we make it clear that we have two arms, and there's an arm for political operations and work completely independent of the union. So, all the membership dues, the money that comes in as you, as a member of our union, all of it will be used for the operation and functioning of the union, never for the political arm, never to support candidates and all the political activity that we do. So, we tell you that all this money is taken for membership activities, for the governance activities of the union. This is a very old logo of ours, from 9/11. We're currently trying to update that logo. A historical connection. When we come in to talk, meet, share this seminar, we're going to save a lot more, but it's going to bring in a little bit of history, and this is important because, as this is an introductory seminar, it's important that you understand there has been a very long history between cooperatives and unions. Once upon a time, for example, there was a group that were the Knights of the Workers' Goals. These goals, for example, are very basic, and you might say that comes from a cooperative. So, cooperatives that were... today... the... The workers themselves and the cooperative, if EFE factories, that were, that were, and that the owners were the workers, and I, without us, at the beginning of this, it was achieved, and we started, they started to understand that they had to start continuing to achieve more goals that were obviously much more specialized than the basic ones of having fair pay. Another, and another is another historical connection between the cooperative and the union. For me personally, the first cooperative that I find, that I remember, where there were many different types of cooperatives that were interacting with unions in different ways. So there isn't one line that we're going to draw because we know that we work with cooperatives as development staff as well as with emerging information that comes in. So it's the relationship between people in skills and cooperatives. So there are many facets, and we want that of the credit unit, especially growing. That was something that was always on the agenda for me, somewhere in the historical relationships. Briefly again, here's the union model, as they call them, because having the union and the COA together makes them twice as strong, and it's good to have both at the edge of work. I mean, I 'm not sure why you wouldn't want both if you had the option. This chart of the models It's very good, it's very clear. I think it shows you well how the format is written. So we start with the blue shirts, they are the workers' cooperative, and it is essentially populated in the following groups: a board of directors that manages the cooperative, the ownership organization, and the union committee. So we go one step to the right, to the board of directors, where the manager is in charge of negotiating contracts and resolving problems. The union itself works as someone who is supervising, someone who is keeping an eye on both the management and the board. So if you look at a general circle, among the workers, the union has its heritage, and then we add another layer. So we are not only creating, by the faith of good people, that legal representation of the workers can make working conditions satisfactory and even access other resources, like union organizations, which can bring here. So, at the bottom right, for example, headquarters, retirement plans, the necessary plans, more cost-effective. So, how are the unions? I think most people aren't so surprised to understand that unions are a They use it because it 's based on democratic practice, keeping the members' interests in mind. So, this almost extends a cooperative; it's very similar in many ways. Membership is active, not passive. We expect people to participate because we want them to have a voice, to say what they think, and not feel like they're being excluded. Leadership also has a role in creating opportunities for participation, whether by establishing or organizing committees or special events. These activities are done democratically, thinking about the members' needs. We just did a survey at our community college asking questions about the campus environment and culture— not the weather, but the work environment—because we recognize that not everyone wants to speak up or is willing to speak up because there's fear of repeating the same mistakes. So, these are the places where we can ensure there's a grievance process, legislation, and labor laws so that when someone hasn't been fired, they're properly dismissed. They can speak up and express their interests and needs. There's something called protected consent activity where members receive the right to... Being able to talk about problems at work, they can talk about the needs they have, and people intellectually connect with other people. Meeting organizers can be an executive committee. They stay in touch with newsletters, attending the Voice section. Well, this has many levels. So, as you saw before, we have local, we have local union, NY1 state, we have a national league, an umbrella union. So, it 's difficult for many people to understand that. So, one part of leadership at the local level is organizing participation and motivating community participation. So, it's like going to the FIA, a conference in Pittsburgh, Pennsylvania, of the union. And I thought, "I'm close." So, I'm going to quote a family. It's not, but it was wonderful to see how the organization, a unit in a union of such a large size, how they could conduct their conference processes, make decisions at such a high level, and recognize that one is part of a larger movement and that we have rights. A little more detail about how we use the structures. Here, we have a fairly standard structure with some details about what it looks like. This is presented in general. If you don't count them, what? And 26 members of our executive board. Maybe there are 13, I think I'm missing one. But it doesn't have an elected president; it has elected vice presidents who are from three different units. So I'm waiting for people to participate. Does anyone want to take the opportunity to read the definition we have in the chat? Does anyone want to volunteer to read it? How about you raise your hand and say "me" in the chat so I can read the definition of what a bargaining unit is? So, it's a group of employees who, based on having related skills and common interests in working conditions, are appropriate to be able to bargain collectively. It's a specific group of employees in a union that is empowered to bargain collectively with its employees. We have three branches of that: we have faculty, adjuncts, and professional administrators. We call the seven administrators on campus, but they have another specific term when it comes to records. We refer to them as "we're talking about contracts," so instead of "it's like confidential manager," " confidential" is the name we use. But these are the parts into which they are divided. The part I'm in has to do with all the staff on campus today. So, there are 11 services that come from different departments, including recruitment, counseling, and Other learning departments include Life Sanz, all the programming on campus that we're being taught directly in the classroom by those who aren't professors, and of course there are two positions, treasurer and secretary, which are also chosen by the executive committee, and they take care of what one would expect them to take care of. Then, for those units, there are representatives from each of those branches, from the faculty and adjuncts. What does that mean? A Puyo person is someone who speaks for the union, can help regular members find the right ways to get the answers they need, can listen to their complaints, and is in trouble with their supervisors and the management. The administrators are like someone who mediates between the union and the members and the union leaders. We're on the executive committee too; we participate in the decisions being made at that level. So, as I mentioned earlier, we did a survey about the campus environment. The executive committee discussed it and decided to do it, and then they did it. And now we're moving on to the next phase of how we're going to move to the next phase. The resources that are needed and opportunities for our members to get something out of it, so we want them to better understand what their rights are to participate among the members. If these are practically the members who are active, we are starting a completely new campaign on our campus to be able to needle that a little bit more. We are going to give away t-shirts with the themes for, and that is not something that has been done recently. The idea is that we can give confidence to the people that we cross paths with on the university campus here doing our work. We are telling all of them that we are still here and that we are working for them. One of the things that members have difficulty with is exactly why we are paying a membership, a monthly fee. With that money, what are you doing for us during all your work? We are going to the next slide. Who is it that joins or becomes a member of a union? It is always in a job title or a group of workers. And what is it that these people are looking for when they join a union? They want to make sure that everything in their work is practiced democratically, or at least a little bit of democracy. All of these members are going to want at some point to commit to a Collective action, and you want to have the possibility that you can speak out and have your voice heard regarding changes in the workplace. We obviously want fair working conditions, and we want workers to be committed to them, to that conversation with their supervisors, owners, and bosses. I'm going to put a definition in the dialogue box: collective bargaining is a method for determining working hours, wages, and conditions. Thank you. And they say again that collective bargaining, a collective commission, is a way of determining working conditions, a fair wage, fair working hours, and among all the workers, that everyone agrees with the supervisors and owners that there is a specific employment contract and that all workers are in agreement with the terms of it. We have three different types of unions in our local union, but to negotiate, we all negotiate together because we want these negotiations to be as consistent as possible and very close to us. And obviously, this isn't always easy; people have their own expectations, what they want, what they expect from their work. In their workplaces, for example, in certain factories, it's important for them to have summer off. In some companies, we have our union chapters, and they want to be interested in having the summer off. In others, they're not interested; in fact, they want to work more during the summer. For example, on my university campus, what we fight for is that work schedules get lost during the summer, and perhaps you need to negotiate a little better or more consistently regarding how your time off will be. Perhaps you'll want a week off during a certain time of year, and your representatives will say that's what you want. As your representatives, you'll have the best intentions, and the union will do it in good faith. So there has to be a very close understanding between the members and the workers participating in the unions. Workers seek a union because they want to find camaraderie and friendship. They don't want fear of redistribution, destruction, or revenge from supervisors or owners. They want to talk freely about working conditions, for example, on our university campus. Things that our bosses at our university most likely don't want to be publicly known, but we're going to talk about it as members of Dulce de Kato. We're going to talk about it as part of a contract of working conditions, and this will be included in the contract. But obviously, that doesn't mean there won't be retaliation or networking, or any negative action on the part of the professors. They're the owners, and outside of contracts, there always is. But there's a slightly bigger difference when you're united in a union with a group of workers because it makes the consequences much less drastic. One of the things workers want is to know how to deal with and manage their supervisors, and they want, for example, to have a union representative as a witness when they're subjected to a meeting where it's going to be decided whether there will be disciplinary action. As a worker, I know that we have that right, for example, always in public institutions, and in my public institution, we have that right for a union representative to sit in that meeting where a union member is to be disciplined. So that person will be with you in your meeting, and that person, as a union representative, will engage in a serious, important, and focused conversation with your supervisors and can help you understand the ramifications of the punishment or the retribution and how it will affect your employment contract. Some players joined the union because they want consistency in the work, consistency in the schedule, consistency in pay, that things aren't constantly changing. For example, they don't want to lose work hours because this can't be discussed; this is a just cause that can't be discussed outside of an employment contract. People, workers, can get a lot of information from their union on how they're going to negotiate all these conditions so that they're consistent. We see a comment from Jong at that moment regarding this union protecting the workers. I don't want to comment, but out loud, yes, there is. A federal national labor relations act that protects workers even if they are not unionized, or if they are unionized, it protects them as individuals. But you have the right to be represented as a worker, and you have the right to have people who support you in this. Absolutely. Obviously, this can function like a wheel that needs grease to move and turn normally and smoothly. So the union and the representative will be like this grease to represent you and demand fair working conditions, fighting for fair conditions in situations where supervisors may perceive that they were incorrectly written, and that they are written a certain way in the employment contract, and it is not. There is a specific definition there. If she wants to read this definition of grievances, an official grievance is filed by each of the union members and has to be linked to the specific terms of the employment contract. And an allegation in the grievance must be made within the union. I am Díaz Díaz. This is not just going to talk to your boss and telling them Hello sir, I 'm not happy at work. This simply isn't right. This has to be done within the context of an interpretation of the employment contract, and since your supervisors own the site where you work, they are n't adhering to the specific working conditions, which is causing you dissatisfaction. So you can call the union representatives, and they can come and help you and, if necessary, take legal action against your employer. This is probably one of the most valuable and important things we're going to discuss today because when union members have to pay their membership dues and monthly fees, because many times you're under the local sub-union, you're under the umbrella of the much larger 711 union, one of the most obvious reasons is that it takes up the largest amount of the budget. It's because we have to pay a direct fee to our umbrella union, the union under which we're organized, and that's a large percentage of our operating costs. This is the largest amount of our budget in our local union. Let's see, for example, if you want To see exactly how much, for example, I pay approximately $600 and change annually. It's not a huge amount, but it's not insignificant either. So we have to be careful that this payment amount doesn't become something that members can't afford. So one has to do a very careful balance between how much the membership and monthly union dues cost and how much the worker is earning. There are different types of unions in different businesses, in different lines of work, in different states of the US, in different parts of the country, and the way these costs are paid is on a monthly basis. This monthly payment is different, so it can be an individual decision for the worker whether or not they want to pay these costs. You have the option to negotiate contracts every five years. For example, every five years we negotiate a labor contract, and we do a model called an integrative discussion. And so at this moment we are entering some point in the negotiation phase. We are at this moment in the investigative phase of what we are going to ask for, what has to change in the next contract, some aspects that we made in the last one. In our contract, we included in integrative negotiation the type of negotiation model we want to use with our bosses. We included that specific definition. Who can read the definition of integrative negotiation? Integrative negotiation means that each of the parties— and in short, the definition of integrative negotiation is a negotiation model where each party benefits from entering into the negotiation— and obviously, they will consider their position and specifically consider the position of each and every one of the other workers on the terms on the table. And all of us as a group are going to enter into this integrative negotiation. This is a very delicate balance between what we are going to analyze and what we can realistically obtain from our negotiation. The issue in our case is that even when you sit down at the table with an integrative negotiation model, sometimes this doesn't necessarily mean that both sides of the negotiation will enter into that same model. But what I did here was go to the library and find a very important volume of literature and education regarding the different types of negotiation. And what does it entail? That thought process is to use, and what does it involve in using each of them for their negotiations? The legal support to ensure these contracts are fulfilled. So, when going through the grievance or claim process, trying to reach an agreement, or not, because with the bosses, you have to start in an informed way, with direct conversations. But at some point, they don't have to have a legal home, so it costs money. But we pay the legal staff for that. There's a time-off payment for the committee members. They have time-off payments. Basically, what it allows is that they get paid for some of the time they have that they use after their normal field responsibilities. That is, they can be at their full job and then step away and reflect on their union work, and we pay them for this time. That payment isn't much, so there's only one dollar sign there. It's a minimum, but it's something, and it allows the union executives and committee members to receive payment for the time, for the work they have to do. These fun things like professional development and school events— we have a party at the end of the year. To celebrate what were judged a social event, from parties and conferences to certification training, these are the things you can take. All these things, of course, cost money, not much, all within the total budget, but they are important things to keep the union working on the terms of what we need to know. Agreement, among others, the money to play with the union, between buttons, t-shirts, traditional media, what are social networks, technical infrastructure, bank fees, website, direct assistance. Many people, many times we give donations to sick members, we also make donations to the campus food banks. Well, the idea that there are many people that money has to be spent on is not surprising, but many jobs have our hunger. Participating in the union are also things that happen behind the scenes and one doesn't know, but we need to work hard on communicating, on having a transparent NC between the leaders and the members. I think in any organization that isn't, we all agree that that's the way it should be. Just a couple of things I want to mention. We talked about some of the ways in which we could act according to the needs of the members and to do that in a way that is allowed to guarantee, finally, one can look for these Things on my own, I hope if you want more information about that, but I mentioned Rowling here, but as a public employee who had the right to be represented by the union, also in 28 states we have labor management laws that require employees to join the union, and more recently in the decision it says that they must take the fees without employee leave, that was a couple of years ago, we have to make sure that the people chosen will come in, that the fees are paid, and we lost some members, study that, well, we have a request that we show the previous slide again, let's go back, oh, that's the one I wanted to see, yes, thank you, I 'll leave this here for another minute, I know that when I was coming to the office today, you were listening in the rooms and they were talking about the number of people who are in favor of unions according to the latest Gallup poll, if you're interested, listen to that, it was on the radio, and with that, that's what they're reporting, this plan, that we're at 10 percent in union membership compared to the highest it was in the mid-20th century, the number of people I've done who are in favor of a union is quite A high 70 percent more for Democrats and 40 percent more for Republicans who responded to the survey, so it's a good sign that all the activity we're seeing regarding organizing in unions and that it's being put into practice is a good sign. It puts a smile on people's faces, but there's still a lot of work that needs to be done. This information to contact me, I'd love to hear from you if you have any specific interests. It seems to have frozen, it froze for everyone. Well, we were going to get to nothing for the questions and answers, so now I'm going to put something in the chat. Many say "Francists," there we lost. I hope you can get in through. Okay, well, I 'm letting you in again through this. We miss you. Hello Frank, can you hear me? I'm sorry, the power went out in the whole building, the computers shut down. Well, it seems like we're going to get to the question and answer stage. Was that what you were thinking, Frank? Yes, yes, yes, I'd love to know what questions people have. Well, there's been a lot of information, like conversation in the chat, very good resources that have been shared. So I encourage you to look at the chat and review everything that everyone has collectively added. I'm also going to try to extract all the resources from the chat and share them with everyone later. But before that, Mike was asking—I think it was a slide from the beginning, not easy to go back to on his phone—but it said that the hero members of the cooperative create a union committee, and only these are the ones who pay the dues and are represented in the union. Then they're saying that all workers benefit. So could you explain a little more about that, Frank? Well, in our case, how it works doesn't prevent you from having representation in the union. You could call them those who go for free. That's why we have to work to educate and get people involved in the union because it's not automatic, it's not a requirement. I mean, there has to be some reason why they don't. One of the things I was talking about in the last slide, which I thought about, is how we spend the money we make as a union. We want you to join because you want to, because you want to be actively part of us. So, there's a cooperative using a cooperative to create a committee of So the question is, how big is that committee? The union, more than 50%? How many members? It's not per person, so I think it depends a lot on the size of the cooperative, the number of jobs there with the owners. 50% seems like quite a lot if it were a large scale. In our case, here at the college, we have 13 members on the executive committee, but we have 400 or more members that we represent. So it depends a lot on the scale of the cooperative. Thank you. We have a question that was added, which asks what decision-making group in the union: president, assistant? Is that right? It's the same as in a cooperative. It's very good, it's similar in many ways. We try to balance our voices, having the highest member participation, the maximum in May. So, as you can imagine, it's difficult for the adjuncts because they spend less time on campus, they are less committed to the campus and the community in general. So that's a challenge. We have to ensure that our leadership has the mindset that it's the common good. The executive board [Music] working, which would also be a committee where decisions are made, and we, of course, are elected to these positions by all the members of the The union, the contract, the negotiations that take place also have to be ratified by all members as a final step, but the process in which it does n't go through for the negotiation, that can vary a lot, and honestly, I say that we weren't very happy with our previous negotiations because our small constitution committee was in control of all the steps of the negotiation and didn't bring that to all the members until the end when it was already put on the contracts for ratification. So I'm hoping that we're going to make this cancer so next time, it's like there will be more conversations from both sides of the death of all the members. I had the question, what size cooperative did you think needed a union? Well, I don't know the answer to that. I do n't know the answer. Well, all the area cooperatives, isn't the union? Everyone should participate in the union movement and they have to be union members and actually go up for the release options in the union. If that enters the union, well, that area, as a very good answer for me, probably if you wait until the moment when it's exhausted, right? I have, maybe it's too late because things started to go bad, so the connections are there, so it's It's better to do it then. We need to understand how labor movements work, to be involved in advocating with a policy, that is, to combine the power of the labor movement, to survey workers, to get them involved. I think there's a group, and in concept, the union organizers, who say that we have to negotiate for the common good because we're not negotiating just for ourselves, but for the common good. So that's the mentality to have with cooperatives: there are negotiations for workers everywhere. So those who are in your cooperative, that's increasing the power of the workers, and that's what we do with unions and cooperatives. And it's related for those who are starting out. We have a small business, it's not even fully profitable yet, they don't have interest or interest in joining a union because before they were union employees, and in the process of starting, when would be a good time for them to join the union, or how would that work? I think it would be similar to the last question, an answer we gave them. That is, they should start at the beginning. And the other thing I mentioned was the scale, so the things that give more answers to this... this is part of the future webinars that are coming, where more... In a case study with real-life examples about the relationship between unions and cooperatives, I'd like to strongly answer that, but the best thing is to encourage you to come to future sessions. I have a question in the chat, and then I'll go to those who are raising their hands, unless they want to share their ideas. We have a question: in your opinion, what are the main differences between worker cooperatives and unions? The main difference, I would say, in the case of the graph I'm showing, is the structure of people within a cooperative versus a union. The union specifically focuses on maintaining workers' rights. One thing to consider is that cooperatives don't only represent the members who are part of it, but also other interests. Investors have multiple interests, representatives of different classes, or the owners who are also stakeholders. So, the union is there to focus on workers' rights, to establish a benchmark. So, whenever we talk about union representation, there are different levels of membership. We can have national organizations that are working for our organization, so they are participating in the work. Towards legislative changes, readers that can help cooperatives, people who are growing in size and scale and in ability to have high-reach relationships with regional or national organizations, there are n't many good things for the cooperative yet, but there is also sometimes anarchy because they are won over by the power of unions that are there. I want to add to that that the unions united them in a type of cooperative. Cooperatives are those that unite to create benefits for the members, so unions are part of the cooperative movement. So workers' cooperatives, not the others, but workers' cooperatives, all the objectives in the labor movement because they are trying to return control of economic rights to the worker. They work for the worker, as if it has been lost sight of, and that we are part of the same movement. That is, unions are a type of cooperative, which is why cooperatives work. Jan, with a democratic way, are the unions, and this is a comment with black, I do mine, if you want to break the silence, it's already set in dimension. Well, thank you all for this event this morning. My question is, looking from a larger-scale movement, I know that the labor movement and unions have a history of working with many other movements. Two, they don't operate with movements, and cooperatives also have that, but it seems like labor unions have that in a bigger way. I don't know how to explain it here in my own words, but what I want to say is, what opportunities are there for movement associations? Do you see that cooperatives and unions can combine, can reach more people very effectively? Thank you. Well, I know several people, and on this call, are doing very good work regarding cooperative coalitions, working together to develop those ideas or those relationships. Also, historically, we talked about how these alliances came about. Many times, the unions were in charge of motivating all the cooperatives to become owners of the nation's production, but also to obtain the resources they have to buy cooperatives, etc. So I think that the Unions, the unions, must also recognize that cooperatives are an important part of a democratic workplace. God supported local cooperatives, always for what purpose, and it's bought in the union. Well, what tension arises from a union option that buys a cooperative? Well, union members don't recognize that this is an option for them, they think about it, that is, they have the same sensibilities. What I wanted to know more was how we can support immigration movements if we work alongside the student movement. How can we bring the idea of ​​cooperatives, or the spirit behind working in unions in that sense, into schools, into homes, as a leader? So I'm wondering how we can bring that ethic into new spaces. Well, it has to be done as salience, in other ways. It's a very big question, and I think everyone is going to have a slightly different answer depending on where they are, from the classroom, from their community. How to start with this? Be actively involved in the cooperative community, be a member of the cooperative, see different cooperatives that are very supportive of the community that is growing, network with unions to walk alongside them. I think we are all... In the process of expanding public awareness of cooperatives and unions—well, expanding awareness of cooperatives and unions here in the US—I think it's working to change the negative connotation of unions in the US. So, I'm being the actor when it comes to an organization you want to engage with on these concepts and bringing them to them because they're going to benefit from our ideas, and hopefully we can find support for a larger scale in organizing with what's happening in the federal corporation of unions, these things that are being done in the country also related to work, like exploring the sensitivities of cooperatives and cooperative ideas in economic development, for example, in municipal government. There are many paths, many channels one can potentially take with this. So, look at yourself, look at your relationships, and maybe identify what you want to try, what has to do with creating that sensitivity and that awareness, and see what resources you can bring for that. And I understand that being organized at the local, regional, national, and international levels depends a lot on where you are and what the destination is. Well, thank you for... That big question, Mike, although there are problems conceptualizing how collective bargaining can be done for a worker cooperative, so let's say this is a normal company, if there isn't the function of collective bargaining, playing both sides of the collective bargaining process: 1) the employee before the union representative, 2) the worker who is also an owner and who has a conflict with the other owners. Crown, that nation, the questions that we want to shed some light on with this stand would be webinars, to understand how these relationships are made and how they work in the long term if you don't have workers who are also owners, who are part of the management structure of the organization. I would enjoy that they, like any of us, have challenges and facts from having grown up in a capitalist society, that they have to remind us and do certain things when it comes to starting the workers. The organization is, well, all the needs of the organization as a whole, but depending on the type of cooperative and the rules and how it is organized and established, I think it's a good place for the person to be at the table, to be part of the whole, but also maintaining the importance and the interest of that unique component of the workers, the agency of the workplace in the Part of leading the negotiations and also everything else related to whether it's a consumer or a client or the organization, like everyone else, because an organization as a whole in a cooperative has to make financial decisions as well, and we want to make sure that the workers are receiving appropriate long- term wages. So it's complicated money, but thank you, we are already seeing more case studies of this that have been brought to the forefront, and we have learned from them. Thank you. Well, our last comment, to let you know, but the days the Count, the council, I will be with the founder, is creating this case study, and we are going to produce that in the coming years. It's at the cooperative in Los Angeles, at the bakery that they created in 1930, Baker, yes, at number 37 in Los Angeles. These are the studies of how they did the strike at the bakery, and since this is a cooperative, it is aware. The comment I wanted to make is that one of the rules in the labor movement is what is our role? In the 1930s, they created a law for it; it was written as law. It will be playing a role in politics, and in the long term, I'm having difficulty hearing you, excuse me, because since then, because they are having... 20 job options. Corporations are trying to get out of the normal role of having full-time jobs and there are part-time jobs, seasonal jobs. So there's pressure from corporate lawyers who are trying to get out of what is worker and regulated. So corporations are changing the definition of what it is. Although unions are trying to create more power for workers to get involved with the laws, to write laws, to repeal laws, everything that has to do with the rules of work for the safety of our community, the children in their homes. So we're sorry if you tend to share trauma doctors, then look for a leadership position. Once you're in leadership, look for an office until you take a position like leadership in the workers' cooperatives. The information from the rest of the information is gray. The rest of this series of webinars will talk about the specific part, examples, case studies, and how we can share it with others. Anyone here can join the union council. [Music] We also have another invitation. Do n't forgive me, listen carefully, and you can hear us well, but maybe you'll invite... At a good price, having shared the experience, like Johnson, is a very good resource. They're doing a fantastic job. We're out of time now. I want to make sure people know about the upcoming seminars, and I want to thank the people who made this call happen. So, so people can put their calendars on, the other webinars in this series include: April 11, Monday, 11 AM Pacific Time, I have Cooperative Conversions. That's going to be April 22, Friday, 11 AM Pacific Time. I practiced Pacific Time and also Integrated Parties with Low Stakeholders. And this is going to be a date to be decided, so stay tuned for that. And I'm going to send a reminder to everyone. If you signed up for notifications, you're going to get some. I want to thank Frank for a very informative and in-depth presentation. So, it's good that he's bringing his experience to us. I also want to thank Mario de Bao for being the person who quickly organized these series. It's been great that he's been organizing these seminars for the last few years. I also want to add a big thank you to Cuper from Admissions for a last-minute detention meeting today. So, this week... Let's bring back the rest of the three as well. So if you know anyone who could have used Spanish interpretation, make sure you let them know. If they are interested in interpreters, thank you all very much. But with future thanks for joining today and stay tuned for the wax compression webinars. Thank you.