The National Labor Relations Board has interviewed at least 15 Ashland Food Co-op employees in an investigation of charges filed by United Food and Commercial Workers (UFCW) Local 555.
The 150-employee consumer co-op was accused Oct. 11 of violating at least six separate sections of the federal labor law in the course of an aggressive anti-union campaign waged by its general manager with advice from a Seattle anti-union consultant. The company is accused of creating and recognizing an unlawful company-run “union,” prohibiting pro-union activity while permitting anti-union activity, removing and defacing union materials, threatening criminal action against a worker who linked to a pro-union web site, surveilling workers’ pro-union postings on social media web sites, encouraging workers to repudiate union authorization cards they’d signed, and holding coercive one-on-one meetings at which workers were interrogated about the union and encouraged to sign an anti-union petition.
Enthusiasm for unionizing spread quickly at first, says Local 555 Organizing Director Anne Dietz, above all because workers wanted the “just cause” rights that most union members enjoy — rules against arbitrary discipline by management.
But the anti-campaign began soon after. A floor manager started taking workers out to a recycling shed and asked them to sign an anti-union petition. Meetings and letters followed. Ashland Food Co-op soon became a hostile workplace for open union supporters, Dietz says, with anti-union workers allowed by management to harass pro-union workers.
I am a former Board member from this co-op, having just resigned last month. I can testify that the charges against the BOD and management are quite true, and are quite serious. I resigned after being relentlessly attacked by the other board members, for supporting the workers rights to organize.
Co-ops and unions are both elements of the labor movement. Both are designed to empower workers and create democratic workplaces. AFC has checks and balances already in place that exceed what can be achieved by a union.
Why take a step back when we should stand together, unite and co-operate, to solve problems and remedy grievances in AFC using the mechanisms in place, for the sake of a healthy work environment, a successful business and a unified staff.
too bad you never hear that a vast MAJORITY of people who work at the coop don’t want the union. management hasn’t done anything to prevent pro union activity. The union has sued the coop to block a vote FOR unionization because they know they won’t have a majority. Would love to mention as well this is the second time glenn hill resigned. he resigned for the same reason the union is suing, for pulling people aside and saying they should sign union cards……hypocrites????????? Except no one got pulled aside to sign that petition. 80 people signed it of their own free will. More signatures than the union could get in over three months…..
Ashland Food Coop is not a collective. Unlike a collective, the employees of Ashland Food Coop work under managers selected by the board of directors. The board represents the entire owner-membership, of which only a small percentage are employees.
So, who represents the interests of the employees while management tries to satisfy a board that does not really depend on the votes of the employee-owners? The Union, of course.
Even if the coop employee environment is as peachy as the coop claims, the employees still have a right to representation.
Now, I do not know the truth of the allegations against the Coop; however, if they prove to be true, I will be very disappointed. Even though my own background is management, when push comes to shove, you’ll find me with The Union.
uh…get your facts straight. The board of directors is only responsible for the GENERAL MANAGER. Dept managers aren’t chosen by the board.