Every morning, workers at Golan’s Moving & Storage in the Chicago suburb of Skokie are ordered to arrive at work by 6 a.m. to prepare trucks for the day. If they are late, they can be suspended for several days or otherwise disciplined. Yet they typically don’t even start getting paid until about 8 a.m. — when they board a truck bound for their assignment.
This situation is among the many injustices that spurred Golan’s workers to organize with the faith-based workers rights group Arise Chicago last year before unionizing with Teamsters Local 705. Since December 2013, the first contract negotiations have dragged on, with management canceling planned sessions 12 times in six months, according to the Teamsters.
So on July 28, about four-fifths of Golan’s workers walked out on strike. Negotiations are theoretically continuing, but Teamsters Local 705 business agent Richard De Vries says that the company officials walked out of their most recent session, on August 14, after just 41 minutes.
The union has filed various Unfair Labor Practices charges with the National Labor Relations Board, and a federal mediator was brought in to oversee the negotiations. Still, De Vries tells In These Times that these measures have so far not prevented Golan’s from essentially refusing to bargain. He thinks that the company is trying to delay signing a contract until December, at which point under labor law they can call for an election to decertify the union — because a year will have passed with no contract signed.
“This is our remedy: going on strike,” says De Vries. He reports that more than 80 workers out of a total of about 100 are on strike, including members of the company’s two separate sections, which do local and long-distance moves.
On Saturday, August 16, more than 100 supporters, including Teamsters members from other companies, joined the workers on the picket line. Leaders of Christian, Jewish and Muslim faiths spoke to the crowd and asked the owners to recognize the concepts of workers’ rights and human dignity enshrined in all three world religions.
Onesimo Peña was one of the workers who contacted Arise last summer, frustrated with what he told In These Times was “so many abuses” suffered by his co-workers. He also notes that in more than a decade working for the company, his wages have only risen from $12 to $12.50 an hour, even though he has often been called on in emergencies or for important jobs.
“We’ve tried too many times to get the owners to listen to us but they wouldn’t,” says Peña. “So we went to Arise Chicago.”
In turn, Arise connected the workers with Teamsters Local 705. And marshaling support for unionizing was easy, Peña remembers.
“Everyone was tired of this situation,” he says.
Shortly after the workers voted to unionize, Peña says his wages increased to $14 an hour. The company also started paying overtime and made a few other concessions, including with regard to safety. De Vries says he can only speculate as to why, though Golan’s may have been trying to dissuade workers from going on strike or trying to weaken the union in bargaining.
Golan’s workers don’t have insurance, paid sick days or vacation days or any other benefits. According to organizers, such as Arise Chicago’s Jorge Mujica, “There is wage theft all over the place,” including the aforementioned unpaid preparation work time, and logged hours that go missing from paychecks until workers complain.
Plus, workers’ wages are often further reduced by fines for a wide range of infractions. Jose Reyes, a Golan’s employee for 10 years, says he was once fined $700 because one of the other movers in the crew he oversaw had a small tear in his pants. Reyes tells In These Times that workers could also be charged for forgetting to leave the keys to their personal car with management before they head off to a job, or for failing to call the customer to say they are running late.
“There’s no warning, you get back from the job and they are waiting for you with a fine,” he says.
He and Peña also say managers have offered them incentives for reporting other workers for violations.
“They approached me and said, ‘If you turn people in, you will have your job forever, you can have a raise,’” says Reyes, who is on the union negotiating committee. “They were trying to buy me off.”
Worker Miguel Flores tells In These Times that under the terms worked by long-distance drivers who move customers to other states, he has earned only $40 for spending 10 hours unloading boxes at a home. (Mujica explains that this is likely technically legal under labor provisions for interstate commerce.)
Movers in the long-distance unit are particularly upset that they are not compensated for waiting time of up to a day or more if customers are not ready when they arrive. These employees are paid based on factors such as miles driven and the volume of the move. So when a customer isn’t ready, they’re forced to spend time on the road unpaid, sleeping and waiting in their truck when they otherwise could be earning money.
De Vries says payment for such “detention time” is a major demand in negotiations. So far, though, management has offered only token concessions during the negotiation sessions that have occurred. “They have agreed to pay for showers at a truck stop,” which cost a few dollars, he says. And in response to union demands for paid days off, Golan’s offered a total of $10 a day for up to 10 vacation days, De Vries continues.
Golan’s also employs workers under the J‑1 visa “work and study-based exchange” program, drawing students from around the world for 90-day stays in the United States. Silviu Radu joined the program while studying for his Masters in business administration at a university in his home country of Romania. After starting work at Golan’s in June and got to know many of his co-workers. He hadn’t been present for many of the complications surrounding organizing and negotiating, so the strike came as a bit of a surprise to him.
“I rode my bike to work and everyone was outside,” he tells In These Times. “I was like ‘Hey guys, what’s going on?’”
Once he learned about the walkout, though, he promptly joined it, as did several other J‑1 workers, according to Radu and De Vries. The visa does not allow companies involved in walkouts to staff J‑1 employees, so Radu is looking for another job while spending time on the picket lines.
“You get to bond with your colleagues,” Radu says. “These are good people, hard-working people who help each other.”
The J‑1 visa — which has drawn controversy in the past over its reported abuse by employers including Hershey’s—cost Radu about $2,000, he says, including other fees connected to the program. Even so, he notes, laughing, that he “was making $10.50 an hour on the truck.”
For its part, Golan’s has largely responded to the actions with denial. Two large green signs outside the company, dated August 12 and addressed to workers from company secretary Yehuda Bitton, read: “The many reckless and dishonest statements about Golan’s and me are fabrications by the union and its representatives. Those of you who have worked for Golan’s for many years know these statements are not true.”
A Golan’s official inside the company during the rally declined to talk, and the spokesperson he referred In These Times to did not return a call for comment.
The company has also attempted to play on the fears on many of its workers regarding deportation. The signs, which are written in English and Spanish, go on to read that the union has threatened to call immigration authorities. De Vries says the U.S. State Department found out about the strike through the J‑1 students, likely spurring the company to make that statement. The union has not contacted immigration authorities and would not do so, he argues.
Various workers tell In These Times they are confident the strike will force the company into meaningful negotiations for a contract with significant improvements. They say they’ve heard customers have canceled jobs because of the strike, and that little or no work has been happening at Golan’s. During the Saturday rally a moving truck entered the facility, but because it was manned by only one employee, De Vries said it was likely just a “show.” “You can’t move furniture with one person,” he says.
“We’ve seen trucks leaving and then find them parked 20 blocks away; they’re not working,” Mujica adds.
De Vries says that very few moving companies are organized, and most non-unionized workplaces do not offer their largely immigrant workforce insurance or benefits. Hence, the Golan’s workers’ unionization and strike could be seen as a precedent-setting development for the industry.
Both Reyes and Peña says they take pride in their work and want to continue at Golan’s, only under better conditions. Still, Reyes says he tells his three kids, only half joking, “When you see a Golan’s truck, run and hide, so you don’t end up like me.”