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THE PHILADELPHIA COALITION OF LABOR UNION WOMEN MEMBERSHIP MEETING AND ANNUAL BENEFIT FOR WOMEN AGAINST ABUSE Monday, January 25, 2010 - 5:30 p.m. WORKERS UNITED 22 S. 22nd Street, 2nd floor, Joint Board Room Philadelphia, PA 19103 (Some parking available in building garage after 5:00 p.m.) Workers and Caregivers: How a Changing Workforce is Negotiating Maternity/Paternity Benefits Program cosponsored by CLUWs Young Womens Committee and the Temple University Student Labor Action Project Amal Bass, Womens Law Project; state and federal maternity/paternity laws Alaine S. Williams, Attorney, Willig, Williams & Davidson; legal cases brought by unions and individuals regarding paternity/maternity leave and FMLA Rona Kaufman Kitchen, Abraham L. Freedman Teaching Fellow, Temple U. Beasley School of Law; international maternity/paternity laws Joyce Lindorff, Acting President, TAUP/AFT #4531; innovative caregiver leave language recently bargained into the TAUP contract This is our 12th annual benefit for this UAW-staffed shelter for women and children in crisis. Items needed for women and children: These are the items most needed now: Financial donations! Twin sheets, towels, pillows, diapers, formula, car seats and strollers, journals and pens. Though all donations of any kind will be accepted, the shelter has plenty of toys and other items after experiencing a very generous holiday season. We cannot accept used linens, toys, underwear, sleepwear or dishes, or toys that portray violence of any sort. Checks should be made payable to Women Against Abuse, and mailed to CLUW, 1606 Walnut Street, Philadelphia, PA 19103 or brought to the event. Please ask your Union to donate too! If you would like to donate but cannot come to the event, you may bring your items to AFSCME DC47, 1606 Walnut Street. Refreshments will be served. 50/50 Raffle. The event is free and open to the public. Please bring friends and family members. To RSVP or for more information, call or e-mail CLUW, 215-893-3770, Kblack@dc47.org. *********************************************************** Welcome to Suzanne Povse, UAW Local 1069, who was elected to our Board at our December meeting, to fill the vacant slot left by Kimberly Ruch-Alegant. Thanks, Kim, for your years of service to CLUW. *********************************************************** *********************************************************** Other upcoming events of note: Sometime in February, CLUW will join with other local progressive groups to sponsor a non-partisan gubernatorial candidate forum. It's a big year for Pennsylvania elections. Stay tuned for more details. *********************************************************** In March, we hold Chapter elections for Officers and Board members. There will likely be some openings on the Board, and we encourage members to consider running for a slot. We are committed to providing a seat on the Board for all members in good standing who wish to serve. *********************************************************** Congratulations to Laura Wentz, IATSE Local 8, winner of this year's Chapter Scholarship to the CLUW Convention! Laura joined CLUW last year, became active immediately in the Young Women's Committee, joined our Board when a vacancy opened up, and has been an all around great new asset to our Chapter. *********************************************************** Remarks of Kathy Black, President of Philadelphia CLUW Press Conference at the Philadelphia Museum of Art President Rubs first day Wednesday, September 23, 2009 Good morning. Im here today speaking on behalf of the Philadelphia Chapter of the Coalition of Labor Union Women, and also as a lifelong art lover and proud member of the Philadelphia Museum of Art for many years. My Mother brought me here as a child, and ever since, my visits to this magnificent institution have been a source of great pleasure and joy. I live here in the Fairmount neighborhood, and I come here often, especially for the Friday jazz and cocktails evenings. I join the throngs who welcome Mr. Rub to our beloved museum, and wish him success in his new job. I look forward to seeing how he plans to move the museum forward. But there is something that we want to bring to his attention immediately, and ask for his attention and action. Because as the chief executive of the museum, he is also in charge of all personnel matters. And there is something very wrong when a world class museum that willingly pays millions for a single piece of art, fails to make sure that the workers who protect their priceless treasures make a living wage! I understand that keeping an institution like this going does cost plenty. The main building is huge and old, and needs constant repair; preserving and restoring art is highly skilled, expensive work; blockbuster exhibit costs get higher every year. And probably the Art Museum is feeling the effects of the economic recession like everybody else. But we also know theyve raised the money to expand the galleries to this new building, and theyve raised the money to build a new parking garage, new storage facilities and new classrooms. As a museum member, Im all for all of those things. But if they can come up with all those millions to be bigger and better, they can certainly fund a contract for security guards that provides the workers with enough to afford health care and retirement, to provide for their families, and to live in dignity. And the first and easiest thing Mr. Rub can do to rectify this situation is support the security guards petition for a union and a collective bargaining agreement with their employer, Allied Barton! Artists are workers too, and this museum holds many pieces made by artists who supported workers rights in their art and in their political lives. We know if Ben Shahn, and Thomas Hart Benton, and the great Diego Rivera knew that the people who guard their work were earning poverty wages, they too would speak out today and maybe even remove their art from the walls! And so, as a dues paying member of the Philadelphia Museum of Art, I want to welcome Mr. Rub and wish him every success in his new job. Mr. Rub has big shoes to fill. His predecessor was internationally famous for increasing the museums holdings and reputation. But Mr. Rub can easily improve on the museums reputation as an employer, by recognizing the critical importance of these reliable, experienced workers who guard the precious art. I call on him to meet with the guards, support their campaign for a union and improved working conditions, and make the Philadelphia Museum of Art a source of pride for Philadelphias citizens as both a magnificent museum and a great place to work. *********************************************************** Remarks of Kathy Black, President of Philadelphia CLUW Welcoming Change Rally for Allied Barton Security Guards at the Philadelphia Museum of Art Sunday, September 6, 2009 Good afternoon, sisters and brothers. Im here today representing the Philadelphia Chapter of the Coalition of Labor Union Women, as always - but I am also here as an art lover and proud member of the Philadelphia Museum of Art. I live here in the Fairmount neighborhood - which we also affectionately call the Art Museum Area - and I love that the museum is walking distance from my home. Im a regular at the Friday evening jazz and cocktails events, and I never miss a major visiting exhibit. My working class parents raised their five kids on social and economic justice values, but they also shared with us their love of art, music and culture. Childhood visits to this museum were a very special treat; fine art was treated with almost the same reverence in our household as we displayed at Sunday Mass. Since then, Ive visited art galleries around the world, and theres no question that this is absolutely a world class museum the whole city can be proud of. But there is something very wrong when a world class museum that willingly pays millions for a single piece of art, fails to make sure that the workers who protect their priceless treasures make a living wage! Keeping an institution like this going does cost plenty. [Its a huge, old building that needs constant repair; preserving and restoring art is highly skilled, expensive work; blockbuster exhibit costs get higher every year.] And probably the Art Museum is feeling the effects of the economic recession like everybody else. But we also know theyve raised the money to expand the galleries to a new building across Pennsylvania Avenue, and theyve raised the money to build a new parking garage and new storage facilities and new classrooms. As a museum member, Im all for those things. But if they can come up with all those millions to be bigger and better, they can certainly fund a contract for security guards that provides the workers with enough to afford health care and pension benefits, to provide for their families, and to live in dignity. And the first and easiest thing they can do is support the security guards petition for a union and a collective bargaining agreement with their employer, Allied Barton! Artists are workers too, and this museum holds many pieces made by artists who supported workers rights in their art and in their political lives. We know if Ben Shahn, and Thomas Hart Benton, and the great Diego Rivera knew that the people who guard their work were earning poverty wages, theyd join us at this rally and remove their art from the walls! As CLUW President, I must point out that half of the museums security guards are women, and some very strong, brave women have been among the leaders in this organizing campaign! Your CLUW sisters salute you and stand with you today, tomorrow, and as long as it takes for you to get your union and a fair contract. As a union member and leader, I call on all of you to demand Congress pass the Employee Free Choice Act now! If we had EFCA in place already, these workers would not have had so many ridiculous barriers and obstacles to overcome. They would already have their union and would be bargaining their own contract. And thats what were really all about here today - defending the right of workers to have a voice in determining their wages, hours and working conditions. And finally, as a dues paying member of the Philadelphia Museum of Art, I want to welcome Mr. Rub and wish him every success in his new job. Mr. Rub has big shoes to fill. His predecessor was internationally famous for increasing the museums holdings and reputation. But Mr. Rub can easily improve on the museums reputation as an employer, by recognizing the critical importance of these reliable, experienced workers who guard the precious art. I call on him to meet with the guards, support their campaign for a union and improved working conditions, and make the Philadelphia Museum of Art a source of pride for Philadelphias citizens as both a magnificent museum and a great place to work. ********************************************************** Remarks of Kathy Black, President, Philadelphia CLUW Coalition for Essential Services Press Conference, September 17, 2009 Good morning. I am here today speaking on behalf of Philadelphia CLUW, which represents hundreds of members of many different unions from across our region. We have been an organizational member of the Coalition for Essential Services since its inception, and we are proud to stand with the city workers unions and the many community and constituency groups who are concerned about the well-being of our City and its citizens. We reject as false the Mayors claim that draconian service and staff cuts are the only way to restore fiscal stability to our ailing city. There is no way that the delay of the hoped for additional $16-$20 million in sales tax revenue requires the cutting of 3000 jobs, or the closing of any libraries or recreation centers, much less all of them. Deferred pension payments are not due until the middle of next year, giving us plenty of time to find other solutions. No one here is denying that we are in a recession or that the City has lost revenue as a result. But eliminating some of the most necessary and cherished services the City provides to its citizens is not an acceptable answer to these problems. Last Spring, we all applauded the Mayors initiative to involve citizens in the process of planning the Citys financial future. Hundreds, perhaps thousands, of us attended the four forums that were held around the City, and we spent hours thinking through the problems and proposing solutions. Many of our members, including myself, attended these forums and reported back to our group. Obviously, we cant speak for every small group in each forum, but we think its fairly safe to say that no group of citizens suggested, or would find acceptable, the laying off of 1000 police officers, or the closing of our court system, or the elimination of the critical programs for our children that libraries and rec centers provide. We do know that hundreds of millions of dollars of revenue enhancement and cost cutting ideas were proposed through these forums - ideas that had been carefully researched by many of our Coalitions member groups. What happened to those ideas? Why werent they implemented? Why did we go through that process, taking time away from home and families, if our ideas were to be ignored? We do hate to sound cynical, but in retrospect, it appears those forums were just window dressing. Cutting services and jobs appears to have been the real aim of the Mayor all along. And so we call on the Mayor and City Council to go back to the drawing board. Look at the creative suggestions that have already been proposed and find others, including raising taxes if necessary, to fill the budget gaps. But please, do not tell the citizens of our beloved City that the only way out is to jeopardize the public safety, decimate the services that provide culture, education and recreation for our people, or eliminate the jobs that provide living wages and family benefits for thousands of City workers who, by the way, are our friends, relatives and neighbors. Because we do not believe it and we will not accept it. (Labor donated) *********************************************************** Statement of Kathy Black, EFCA Motherâs Day Press Conference Friday, May 8, 2009 Good morning, and thank you for being here as we launch the Motherâs Day weekend with a message about women, unions and health care. My name is Kathy Black and I am here today speaking as President of the Philadelphia Chapter of the Coalition of Labor Union Women (CLUW) and as VP of the Philadelphia Chapter of the National Organization for Women (NOW). We are here in front of one of Philadelphiaâs major health care institutions, Hahnemann Hospital, to bring attention to the disproportionate number of working women in America with little or no health insurance, which places them and their families in very precarious financial positions. Despite gradual increases in womenâs wages over the years, we are still 50 years away from reaching pay parity with men, and less than 30% of us have any pension to look forward to in retirement beyond Social Security. For women of color, the statistics are much worse, their situations more dire. Millions of women are one serious illness or hospitalization away from financial ruin. And being uninsured or under-insured puts women at greater risk of developing a serious illness as they are less likely to get check ups and catch health problems before they become catastrophic. We could minimize these compensation and coverage disparities dramatically by passing the Employee Free Choice Act. Union women earn more than their non-union peers; they are 19% more likely to have employer-provided health insurance and 25% more likely to have a pension than non-union women. And women in unions are much more likely to have child care supports, flexible working hours, protections from discrimination and wage inequality, and other civilized work policies that help busy mothers balance the often competing demands of work and family. Itâs no surprise that studies have shown that women are more likely than men to recognize the gains they would realize by bargaining collectively, and that they are more likely to join and organize for a union in their workplace. Under our current system, working moms who want to form a union and bargain for health and retirement benefits almost always face opposition and intimidation from the employer. Fear of reprisals or job loss has a tremendously chilling effect on union drives, especially for women who are only a paycheck or two from disaster. Passing the Employee Free Choice Act would help level the playing field for workers who try to form a union. Contrary to some of the hyperbolic criticisms weâve heard from the business community, passing this basic reform legislation would not take away the right of workers to a secret ballot in a union election. It would simply give the choice of a vote or a majority sign-up to the workers who wish to organize instead of to the employer, as it now stands. It would also enforce stricter penalties on bosses who violate the law or intimidate workers, behavior that is now standard fare in most union elections. Those of us in the labor movement are touched by the new corporate concern about workersâ rights to the secret ballot, but if employers are truly concerned with the democratic rights of workers they would join us in our campaign to pass the Employee Free Choice Act. We need national health care reform. We need stronger equal pay laws. We need retirement protection for all Americans. And we need good unions jobs for women that provide health and retirement security and a living wage. The members of CLUW and NOW believe the best way to achieve these goals is to pass the Employee Free Choice Act. So on this Friday before Motherâs Day, we call on Congress to honor the women who do so much for us, and protect the rights and welfare of future mothers. We call on our elected representatives to pass the Employee Free Choice Act now! *********************************************************** Dear Readers: Below is the testimony delivered by Kathy Riordan, AFGE Local 644 and CLUW Executive Board Member, regarding the representation of women in the construction trades. This testimony was developed by our Nontraditional Work for Women Committee as a follow-up to our forum on women in non-traditional jobs held in January in conjunction with our benefit for Women Against Abuse. Send any comments or questions to us at kblack@dc47.org. If you are interested in working on this issue with our committee we'd love to hear from you! Kathy Black, Pres. Philadelphia CLUW STATEMENT TO THE MAYORâS COMMISSION ON CONSTRUCTION EMPLOYMENT SUBMITTED BY THE PHILADELPHIA CHAPTER, COALITION OF LABOR UNION WOMEN Wednesday, JULY 23,2008 INTRODUCTION Greetings to Commissioner Singley and to all the Commissioners. I am Kathleen Riordan, a Board Member of the Philadelphia Chapter of the Coalition of Labor Union Women (CLUW). I am also a former Regional Administrator of the Womenâs Bureau of the U.S. Department of Labor here in the federal Region 3 (1974-1981) and am a member of American Federation of Government Employees/Local #644. We of CLUW commend the City and this Commission for taking on this challenge. We recognize it is not an easy job. As active and loyal trade unionists, the Philadelphia chapter of CLUW wishes to weigh in on this issue that is of great importance to all concerned about our Cityâs future and also to offer our assistance to you. We have members who are active and past members of the building trades. We also have members who work at organizations that serve potential candidates for jobs, for apprenticeships, for pre-apprenticeship. We are committed to equal access for women and minorities to opportunities in all occupational fields. STATEMENT Few subjects continue to generate so much heat as serious discussions and plans on how to increase equity in the construction industry for minorities and women. This controversy is not new: Efforts in the 1960s and the 1970s to integrate the construction industry resulted in confrontations in many cities. Initially, federal compliance efforts to open the skilled building trades required recruitment and training programs geared to minority men interested in construction opportunities. As early as 1968, the Labor Department funded programs to provide recruitment services, information and other pre-apprenticeship training/support. By 1969, the Nixon Administration, through the Office of Federal Contract Compliance (OFCC), adopted the âRevised Philadelphia Planâ that became the âmodelâ for federally-funded construction contractors to meet their goals for minority employment in the construction trades. The Philadelphia Plan became the prototype for not only for federal construction contractors but for ALL federal contractors. In the late 1970s, with Ray Marshall as Secretary of Labor and Alexis Herman as Womenâs Bureau Director, the Labor Department and other federal agencies, emphasized the importance of opening more blue collar opportunities for minority men and for women as well. By then, the WBâs programs and research were showing the correlation between âwomenâs wagesâ and âpovertyâ when women are relegated to a narrow range of jobsâmostly those designated as âwomenâs workâ. There was an emphasis on opening non-traditional work to womenâdefined as occupations in which womenâs participation was less than 25%. DOL funded pilot and demonstration programs with non-profit organizations, state and local governments, unions, contractor associations, and others. The WB worked with international unions and construction contractors and with womenâs groups to develop curricula and materials, to examine issues of discrimination and harassment, to research appropriate training and equipment. Here in Philadelphia, we were able to fund a range of servicesâfrom information services to videos and materials (back then they were films!), to conferences on non-traditional jobs, to work with unions, school districts, and various state and local agencies that served youth and adult job-seekers. Women working in the trades formed their own support groups. Local CETA (Comprehensive Employment & Training Act) programs also funded education, technical assistance, and outreach/training programs. There was energy around the goal of improving job opportunities for minority men and of opening doors to women. There was some optimism. There was momentum for making these changes happen: ¡ 1960sâApprenticeship Information Centers opened; lawsuits were catalysts for change; pre-apprentice feeder programs such as the Labor Education Advancement Program operated in minority communities; ¡ 1970sâYWCAâs New Jobs for Women, Project PROVE(for teens) YWCA staff worked with School District of Philadelphia and its Vocational Education Department; AFL-CIOâs Human Resources Development Institute programs worked throughout the country. So, why, 35-40 years later are we hereâgrappling with the same problems? In part, during the 1980s, the momentum of previous years slowed down to a crawl, primarily because of a seismic shift in federal policy. Downsizing occurred in the public and private sectors. Programs closed. Enforcement declined. The Womenâs Bureau under the Reagan administration de-emphasized long-term WB priorities including: non-traditional employment, âcomparable worth,â the Equal Rights Amendment. The Bureauâs emphasis became âstriking a balanceâ between family and work responsibilities. Given the tenor of the times, it was also tempting for many to say: these programs donât work; we âtriedâ and âtheyâ didnât cut it; etc. etc. The inclination was to ignore the positives of previous programs and write them off as being âtoo expensive.â Perhaps what was missing through all of the previous attempts were three basic premises: ¡ systemic problems require systemic solutions; ¡ systemic solutions must be long-term ¡ systemic solutions carry a price tag. The 40-year history weâve discussed represent a mixed track record; but, overall, we have enough experience and institutional memory to know what has worked, to know how to operate successful programs, even to know whatâs still missing. Some of the efforts begun âback in the dayâ continue today, programs such as the Diversity Apprenticeship Program/PREP, the program at the Housing Authority, and, until recently, the Tradeswomen of Purpose/Women in Non-Traditional Jobs (TOP/WIN). Several of the local building trades also have cooperative programs with the School District of Philadelphia and other groups. After your first hearing, Commissioners expressed the opinion that ââŚthe problem of minority and female participation is more complex than simple racism and sexism among union officials and contractors.â (Phila.Daily News, June 26, 2008) This âproblemâ is also about more than the Convention Center Expansion. This question is about Philadelphiaâs long-range future. Quality jobs must be open and accessible for more Philadelphiansâboth adults and young peopleâon an ongoing basis, not only for the current expansion. This is about demographics. Weâve known for decades that âthe graying of the workforceâ was coming, along with a range of occupational shortages. (Some of us know it has arrived!) This is another reason the commitment must be ongoing. This is also about the law which still requires both non-discrimination and affirmative action for minorities and women. While enforcement of the laws hasnât been rigorous in recent times, the laws still stand as do the goals and timetables set by various governmental agencies. The numbers achieved reflect much room for more progress. Can our collective efforts find long-term solutions to this long-standing challenge? We believe so. As weâve said, there is no simple solution; neither is a solution beyond our reach. We believe that the âsolutionâ must be multi-faceted, be connected to community efforts, be highly visible, be well-coordinated, and be adequately funded. We also believe that a commitment to success will include these principles: PRINCIPLES ¡ Transparencyâbuild it into programs, practices, processes, tracking and reporting systems; ¡ Systemic & comprehensiveâevaluate not only current participation by minorities and women but also examine what is needed to build a pipeline(s) for minorities and women so they have ongoing access to the industryâs opportunities. ¡ Long-termâmake a commitment to being in this for the long haul; ¡ Accountability & measurabilityâextend this principle to all involved in the process: contractors, unions, joint apprencticeship committees, monitors, City personnel, school personnel, community-based programs, etc. ¡ Inclusivenessâinsist on building cooperation and communication among a range of stakeholders. This is not an âeasyâ component but an essential one if all the stakeholders are to persist in the ultimate goals. If all groups that this Commission involves work as partners to achieve a fairer representation of minorities and women in the quality jobs that the construction trades offer, we all benefit. QUALITIES OF SUCCESSFUL PROGRAMS In the 1990s, the Labor Department funded the WANTO (Women in Apprenticeship & Non-Traditional Occupations); quite a number of pilot and demonstration projects ensued. In compiling the results of the programs, researchers recommended some strategies that appeared in the more successful programs. We believe these strategies apply to building a framework for change to expand the representation of minorities and women. While there are variations depending upon the particular group, themes are common to Employers, Joint Apprenticeship Committees, Union Leaders & Staff, others working as partners: ¡ Leadershipâexerting strong leadership is crucialâby contractors, by union leadership, by JACs. ¡ Accountabilityâset goals; hold managers and contractors and union leaders accountable; have monitoring plan that measures progress and the lack thereof; have recommended penalties when goals arenât met. ¡ Recruitmentâseek new âsupply channelsâ for minority and female candidates; develop recruiting materials reflecting the active roles of current minority/female members; use current minority/female members for recruitment. ¡ Trainingâtraining both in the classroom and on the job is the heart of apprenticeship. Because the playing field is still not level, offering pre-employment or pre-apprenticeship programs to women and minority candidates may be an effective strategy for ultimate success on the job. ¡ Retentionâturnover can erode earlier progress of recruiting and training minorities and women. Examine personnel practices; be certain thereâs no discrimination in policies or practices. Provide comprehensive orientation to new workers; help them understand the collective bargaining agreement and the apprenticeship contract, and how the union hiring hall works. Assure transparency in all these practices. ¡ Preventionâboth contractors and unions must acknowledge their responsibility for a workplace free of discriminatory practices and behaviors whether those practices and behaviors stem from racial/ethnic or gender-based discrimination. Neither racial and ethnic slurs or physical attacks nor sexual harassment or other such behaviors can be tolerated by the contractor or by the union. Leadership must have policies and procedures to handle these complaints swiftly and consistently. Employees must be clear about the policies and the consequences for violating them. These âqualitiesâ donât describe anything burdensome to employers or unions; rather, they are common-sense elements of a âhigh performanceâ workplace. RECOMMENDATIONS It is our belief that it is not necessary to âreinvent the wheelâ when it comes to establishing programs that work; rather itâs a matter of âreinventingâ an ongoing commitment to funding them and, otherwise, supporting them. We believe that most folks interested in a particular occupation, given proper training and support, can succeed when provided the opportunity. Having said that, the Philadelphia Chapter of CLUW urges the Mayorâs Commission on Construction to incorporate the following into their recommendations: There are many potential partners including unions and community groups, schools, ¡ Make a multi-year commitment to fund (or to seek funding for) training and development programs available to minorities and women, including pre-employment and pre-apprenticeship programs. ¡ Explore with the Philadelphia Workforce Investment Board (PWIB) and the Philadelphia Workforce Development Corporation (PWDC) whether the Cityâs Workforce Investment Act (WIA) funds are being used for high quality training programs, including any focusing on minorities and women in the construction trades. ¡ Seek funds for a range of recruitment and training programs to develop a pipeline for women and minorities who have interest in pre-apprenticeship preparation for the purpose of creating an âavailable poolâ of candidates for openings in the construction industry. ¡ Develop or re-kindle relationships between the School District and individual unions to cultivate interest in the trades among high school students in comprehensive as well as vocational high schools. ¡ Expand the initiative that Juan Ramos, President of the Labor Council for Latin American Advancement presented at the Commissionâs June 24, 2008 hearing to include other experienced minority and female tradespeople. His recommendation was that the Commission explore testing of experienced nonunion craftspeople and facilitate their certification as union Journey-level workers, bypassing apprenticeship. As Juan Ramos said so eloquently: This is not just a path, itâs a highway to true labor diversity. Finally, we make a âbigger picture,â longer term recommendation which may not be the defined job of the Commission but which we direct towards all of us wanting to improve our city. It is that we make a commitment to rebuild our communities and our infrastructure, thereby reducing our cityâs high poverty rate. Much work in the construction industry has been cyclical; there are times of low employment. At the same time, Philadelphia has one of the nationâs highest housing abandonment/dilapidation rates. There is a drastic need for âaffordableâ housing and reversing decay in our city. This presents an opportunity for community leadersâin government, in civic leadership, in companies, in unions,--to seek long-term solutions to these problems as well. A coalition of Contractors, Trade Unions, Community Developers, and others could push for a massive infusion of capital to address our many needs. Thank you for listening to our comments and for considering our recommendations. ************************************************ About CLUW... The Coalition of Labor Union Women is a national constituency group of the AFL-CIO, founded in 1974 to address the critical needs of millions of unorganized women and to make our unions more responsive to the needs of their female members, especially women of color. CLUW identifies common problems and concerns of working women and develops action programs to address them. Our national President is Marsha Zakowski, long time Union Activist and staff member of the United Steel Worker's Union. (Visit the national website at www.cluw.org.) Our Philadelphia Chapter President is Kathy Black, AFSCME DC47's Health & Safety Director. Kathy has been involved in an endless number of campaigns to benefit Unions and women in the Philadelphia area. She represents our Chapter as a Co-Convenor (6 equal officers) of U.S. Labor Against the War, and as a delegate to the Philadelphia AFL-CIO. She also serves on the Board of Directors of PhilaPOSH (Philadelphia Area Project on Occupational Safety and Health), and as Vice President for Finance of the Philadelphia NOW Chapter (National Organization for Women). Our Chapter VP is Theresa Harris-Johnson, UNITE/HERE; Secretary Diane Mohney, PFT; Treasurer, Regina Fuller, APWU. We have 25 at-large Board members from 8 different international unions. CLUW's National Executive Board (NEB) meets three times a year in various cities. Our Chapter delegates to the NEB are Lillian Randolph, AFSCME Local 696, DC33, Sylvia Lieberman, PFT, and Regina Fuller, APWU. Our Alternate Delegates are Judy Hoover, AFSCME Local 2187, DC47, Yvonne Harris, AFSCME Local 590, DC47, and Joanne Gainey, UNITE/HERE. Our state Vice President is Barbara Barnes, Sprinkler Fitters Union, from Pittsburgh, and Janet Ryder, Philadelphia AFL-CIO/United Way is our Alternate Vice President. Kathy Black is an automatic delegate to the NEB as Chapter President. A national convention is held every two years. We celebrated our 13th biennial national convention in Las Vegas in 2007, and as always, a large Philadelphia group was in attendance. Click here to connect to National CLUW: http://www.cluw.org/index.html ******************************************************** Please take a minute to ask your Senators to support the Employment Non-Discrimination Act (ENDA). ENDA would bar discrimination in the workplace on the basis of sexual orientation and gender identity and expression. In 39 states in this country, it is completely legal to fire someone because they may be lesbian, gay, bisexual, or transgender. Recently, Democratic officials in Congress have said that ENDA will be voted on in September. They have also said that they will only bring it up for a vote if they know they have the votes to pass it. This is where you can help. If you have friends, family, or co-workers that have not spoke out in favor of the bill, please pass this email on to them and ask that they take action at the link below. The time is now for us to tell our elected officials that we expect them to vote in favor of ENDA! Please pass on the link below today. http://www.unionvoice.org/campaign/pawenda ******************************************************* NOT ONE MORE DOLLAR!!! NOT ONE MORE DEATH!!! BRING THE TROOPS HOME NOW!!! Check the U.S. Labor Against the War website regularly, for news on the war and our campaign to end it. CLUW is a proud member of USLAW, at the national and chapter levels. Our President, Kathy Black, was elected to the national leadership team in February 2007, when the Steering Committee voted to expand the number of Co-Convenors from five to six. www.uslaboragainstwar.org. ******************************************************** |