The A&P bankruptcy has been a main priority for many of the Locals in Region 1. Fallon Ager-Nelson (Women’s Network Recorder) is coordinating the A&P Displaced Worker Committee for the Region, which is providing assistance to members impacted by the bankruptcy and has hosted a number of Resource Fairs for these members. A number of Women’s Network Representatives from Region 1 are also actively involved in the Committee and have been promoting the work to our members.
Region 1 was proud to have attended an event in support of Assembly Member Shavonda Sumter, a dynamic leader in New Jersey State government, to thank her for her work on behalf of the displaced A&P workers. She offered assistance to the A&P Displaced Worker Committee and did media outreach in regards to the Resource Fairs that were held in New Jersey.
During the annual Region 1 District Council Conference in Atlantic City, New Jersey held September 27th-30th, the Region 1 Women’s Network hosted a workshop on using social media to effectively communicate with members generally, and during organizing campaigns. The workshop was facilitated by Janna Pea (RWDSU), Nikki Kateman (Local 338 and Women’s Network Regional Coordinator), and Joe Fedele (Local 1500). Approximately 30 union delegates and staff members attended and the session received great feedback.
On June 28th, Women’s Network Region 1 attended the New York City Pride Parade in support of UFCW OUTReach and our LGBTQ membership. Over one million people participated in the
parade, including thousands of union members from different sectors of the labor movement. It was an exciting day and we’re already looking forward to marching in the Pride Parade next year!
Millions of Americans don’t have access to paid sick days and paid family leave, which threatens their financial security, their health, and the health of their families, and our communities.
Existing paid sick days and family leave laws clearly demonstrate that any fears that these policies will have a negative effect on businesses and economies are unfounded. In fact, when surveyed, employers generally support these laws after they are implemented and there have been no signs of economic harm. Looking for a reason to pass the Healthy Families Act (HFA)?
Research shows that:
Download the The Work Family Policy Toolkit at www.hfanow.org/toolkit designed as an aid for those interested in joining the national movement to create workplace policies that help families. The toolkit is packed with information, reports, messaging, stories and more – all focused on paid family leave and paid sick days and why hard working families deserve paid time off.
Several months ago I was in contract negotiations with one of our larger employers. One of the company’s negotiators informed us that he would have to end at approximately 3:00 PM that day. After being pressed why, he finally admitted that his daughter played sports and that she had a game that evening that he had to attend. He also admitted that he was reluctant to tell us because he didn’t know how we would react.
Yet, he wasn’t the only man in the room who was facing work/family balance issues. One of the attorneys’ explained how, each month, he and his wife struggle to plan their children’s hectic after school schedules. Every day, they try their best to attend their children’s event or escort them to practice. Another man pointed out that due to the hospitalization of a family member, that he would not be available for one of the scheduled meetings.
I chuckled at first, as I thought of the numerous times I found myself in this position as I was raising my daughter, as well as the countless number of working women who came before and after me.
Juggling child care and family related issues can be stressful for both men and women and while I’m happy to experience this cultural shift among my male colleagues and associates, I have no doubt that these men are more involved with family responsibilities than previous generations of men. The American workplace remains stuck in the 1950’s. It’s still operating on the model of Dad as the family’s breadwinner and Mom staying at home to take care of the kids. Today women comprise over fifty percent of the workforce. Despite these changes, women are still viewed as the main child care provider and are therefore expected to take time away from paid work, causing them to receive less pay and overlooked for promotions no matter how hard they work or express an interest in moving up the ladder.
Traditional attitudes and stereotypes have also prevented some men from requesting time-off, flex time, and less traveling. Like women, these men fear not being taken seriously, overlooked for promotions, and not being considered “one of the boys”. It is important that everyone recognize that work conflicts are both women’s and men’s issues, and I urge all men to join or continue this conversation, both inside and outside of their workplace, so that we can move forward to meet the ever- changing needs of today’s families.
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