#laborhistory

[kheelcenter]

On This Day, Emma Goldman

"If I can't dance, I don't want to be part of your revolution." - Emma Goldman

Goldman (1869-1940) died on this day in Toronto, Canada. Goldman was an anarchist known for her political activism, writing, and speeches. She was born in the Russian Empire, and emigrated to the U.S. in 1885, she lived in New York City, where she joined the burgeoning anarchist movement in 1889.

She became a writer and a renowned lecturer on anarchist philosophy, women's rights, and social issues.

[whencyclopedia]

The Problem of Immigration in a Slaveholding Republic: Policing Mobility in the Nineteenth-Century United States

In The Problem of Immigration, readers are introduced to a familiar historical struggle between the states and the federal government regarding matters of constitutional interpretation. Slave states in the antebellum period perceived a government overstepping its authority as it grew increasingly hostile to slavery. While Kevin Kenny presents the fear of the South losing control over slavery and the movement of free Black populations, he does so through the lens of several states’ police power over immigration.

Continue reading...

[illuminatingfacts]

Did you know the 8-hour workday was designed to balance work, recreation, and rest equally? 🕗✨ A revolutionary idea that shaped modern labor.

[nando161mando]

Happy World Chocolate Day?

Well, not if you're one of the >1.6 million kids slaving away in West Africa (or Brazil or Latin America) for up to 14 hours/day, sometimes literally as slaves, under dangerous conditions, to produce the majority of the chocolate sold by the major candy companies, including Mars Wrigley, Ferrero, Mondelez International, Meiji Co. Ltd., Nestle and Hershey Co.

In 2021, SCOTUS ruled 8-1 that Big Chocolate had no responsibility to ensure that their products were not produced by child laborers.

[kaberriveraltar]

The Development of Personnel Management and Industrial Relations: A Historical Perspective

The fields of personnel management and industrial relations have undergone considerable evolution, influenced by social, economic, and political factors across various countries. A comparative look at the United Kingdom and the United States provides insight into the development of these disciplines from a historical perspective, with differences that reflect each country’s approach to labor and management.

The Role of Personnel Management in Britain

In Britain, personnel management developed as a field distinct from industrial relations, with a greater focus on human resources and labor management within organizations. Early attention to personnel management in Britain is often attributed to the efforts of organizations like the Chartered Institute of Personnel and Development (CIPD). Originally known as the Chartered Institute of Personnel and Development (CIPD), this institution was established to professionalize and formalize the practice of personnel management, emphasizing skills in managing and developing staff.

British universities, compared to other European nations, invested significantly in research and teaching related to human relations and industrial relations, with relatively limited focus on labor law. This reflects the British context, where employment regulations were traditionally light and less reliant on legal frameworks. Industrial relations in Britain, therefore, were often focused on labor-management relations, specifically in terms of union relationships and collective bargaining. However, as noted by Gospel (1992), beginning in the mid-1960s, there was a shift in focus, with increasing attention on management practices. This shift coincided with growing complexities in labor relations and the need for more refined approaches to managing human resources within organizations.

Human Relations and Industrial Relations in the United States

In contrast, the United States experienced a boom in human resources management (HRM) broadly defined during the period from 1945 to 1965, while personnel management itself remained relatively stagnant. The term "industrial relations" in America continued to be applied broadly, encompassing all facets of employment, including personnel. As the country emerged from World War II, the spread of unionism spurred the establishment of numerous industrial relations centers and institutes at universities, many of which had been absent before the war. Kaufman (2004) highlights that the impetus for these programs was primarily the rapid expansion of unions and the ensuing challenges around collective bargaining, dispute resolution, and contract administration.

Furthermore, industrial relations in the U.S. saw a rise in interest around human relations within industry, driven by an understanding that the well-being of employees significantly influenced organizational outcomes. With the focus on management and organizational design, many American universities began exploring human relations principles to foster a healthier work environment and improve productivity. The expansion of industrial relations programs in this period reflected a broader acknowledgment of the importance of employee welfare and workplace harmony.

Comparative Development and Contemporary Implications

The historical context of personnel management and industrial relations in both Britain and the United States provides a foundation for understanding contemporary human resources practices. Britain’s approach, rooted in managing union relations and emphasizing limited legal intervention, contrasts with the broader American view of industrial relations as encompassing all aspects of employment. This divergence reflects the unique labor histories and economic policies in each country and continues to influence contemporary HRM practices and policies.

Overall, the development of personnel management and industrial relations underscores the dynamic nature of labor and employment practices. As organizations continue to adapt to changing economic and social landscapes, the historical insights from Britain and the United States remain valuable in shaping effective human resources strategies today.

Unseen Influences: The Evolution of Personnel Management and Industrial Relations in Britain and the United States

One lesser-known influence on the evolution of industrial relations and personnel management was the impact of social changes, especially in the post-war period. In both Britain and the United States, societal shifts — such as the civil rights movement, the growing role of women in the workforce, and changing attitudes towards work-life balance — influenced the development of HR practices. Companies began to adopt policies that recognized diversity and inclusion, though these were initially seen as progressive changes rather than standard practices. Over time, however, these movements began to reshape HR policies and company cultures, laying the groundwork for what would eventually become core elements of modern personnel management.

Similarly, technological advancements brought new challenges and opportunities to personnel management. The introduction of computers and automation in the workplace during the mid-20th century changed the nature of jobs, influencing workforce demands and reshaping traditional roles. Management had to adapt by developing strategies for retraining employees, managing redundancies, and addressing fears around job security. These shifts underscored the need for personnel management to evolve and respond not only to economic and political factors but also to the fast-paced changes in technology and society.

A Broader Perspective on Industrial Relations

In Britain, industrial relations traditionally focused on union and labor relations, yet there were broader aspects tied to economic and political frameworks that shaped the scope of these relations. For instance, during the economic struggles of the 1970s, Britain’s labor market faced significant pressures, which led to widespread strikes and industrial action. These events forced both businesses and the government to consider more robust HR policies and labor relations frameworks to manage worker dissatisfaction and improve productivity. However, these policies were often seen as reactive rather than proactive, contrasting with some approaches in the United States, where industrial relations were sometimes designed to encompass long-term strategic goals for employee engagement.

Another unknown aspect is the role of government influence. In the U.S., federal policies during the New Deal era had established a strong foundation for worker protections and union rights. This continued into the post-war period, where government-backed initiatives played a role in shaping the HR and industrial relations landscape. For example, the establishment of the National Labor Relations Board (NLRB) provided a structured approach to handling labor disputes and collective bargaining, making industrial relations a more formalized field. In Britain, however, government intervention was historically lighter, with a tendency to let market forces dictate labor relations. It was only during times of economic crisis, such as the 1970s, that the government took a more active role in mediating labor relations.

Unknown but Significant: The Role of Educational Institutions

Educational institutions in both Britain and the U.S. played a crucial, albeit often unrecognized, role in developing personnel management and industrial relations. In the United States, industrial relations programs expanded significantly after World War II, largely due to the influence of renowned universities such as Cornell and MIT, which became leading centers for labor studies and personnel management. The work done in these academic institutions contributed to developing management theories and best practices that would later influence mainstream HR practices.

In Britain, the rise of personnel management as a recognized field was supported by academic institutions, though on a smaller scale. The relatively limited number of programs dedicated to HR and industrial relations resulted in fewer research advancements compared to the U.S. However, British institutions focused on practical applications, integrating research with real-world labor issues, particularly as union influence grew. By collaborating with industries, British universities managed to develop HR theories that, while not as widely published as those in the U.S., were nonetheless instrumental in shaping local practices in personnel management and labor relations.

Conclusion

The unseen aspects of the development of personnel management and industrial relations reveal the complexity of these fields and the multitude of influences that shaped them. From social and technological changes to the subtle yet significant role of educational institutions, the history of personnel management and industrial relations is rich with influences that are often overlooked. Understanding these unknown elements offers a more comprehensive perspective on how HR practices have evolved and highlights the importance of adaptability in response to both internal and external factors.

Looking forward, the field of HR continues to evolve, incorporating lessons from these historical contexts while adapting to new challenges, such as the integration of artificial intelligence, globalization, and the continued demand for a more inclusive and equitable workplace. By appreciating the known and unknown influences on personnel management and industrial relations, organizations and HR professionals are better equipped to meet the demands of a changing world and build more resilient and forward-looking employment practices.

[llivo-team]

Labor Day: Exploited Workers from Taj Mahal to Trump Tower

By Khurram Iqbal

Humanity has come a long way since the days when thousands of laborers toiled endlessly under oppressive rulers. Whether it was the construction of the Egyptian pyramids, the magnificent Taj Mahal, or the countless castles and palaces of Europe, the lives of those who built these wonders were often marked by suffering. Throughout recorded history, millions of human laborers have been exploited, working day and night to realize the dreams of kings, clergy, and emperors.

The history of labor is one of hardship, often marked by the servitude of peasants and slaves under feudalism and colonialism. The exploitation was as vast as the empires that ruled over them. In recent history, we’ve seen an undeniable shift in this paradigm. Industrial revolutions in Europe and America began to emancipate the worker from the fields, although only to place them in the factories. Slavery was abolished in many parts of the world, and the feudal system slowly eroded.

However, the progress has been hard-fought and gradual. In Russia, the czars controlled millions of serfs who were essentially slaves. In France, the royalty luxuriated while the masses of laborers toiled in poverty, as famously captured in the French Revolution. Even as slavery was abolished, the vestiges of this exploitation persisted. The industrial revolution brought about new forms of labor exploitation in factories — women in Chicago, for instance, were forced to work 10-hour days, 7 days a week, in the 1950s under harsh conditions.

Generational Debt and Social Immobility: A Global Reality

Even as we’ve made significant progress in labor rights, we cannot ignore the new forms of exploitation that persist today. In the corporate world, labor laws are often bypassed in the pursuit of profit. Many companies outsource their labor to countries with weak or non-existent labor laws. Sweatshops in China, India, and Bangladesh are well-known examples, where employees work in inhumane conditions, deprived of the basic rights they are entitled to under international labor standards.

In countries like Pakistan and others, laborers in brick factories are trapped in a cycle of generational debt. These workers, often from the poorest strata of society, are forced to take loans for survival, repaid through labor that passes the burden down to future generations. Domestic servants, numbering in millions, face a similar fate, with little hope for social mobility due to oppressive regimes and weak legal protections.

The Cruel Legacy of the Taj Mahal’s Builders

One of the most painful examples of labor exploitation comes from the construction of the Taj Mahal. While celebrated as one of the world’s greatest architectural achievements, it carries a dark history. The masons and artisans who labored to create this marvel were reportedly subjected to horrific treatment. According to a popular, though contested, story, many of these workers had their hands amputated by order of Shah Jahan, the ruler who commissioned the Taj Mahal. This act of cruelty was intended to prevent them from replicating their work elsewhere, forever binding their legacy to the monument.

This brutal act serves as a stark reminder of how human creativity and labor have often been met with barbarity. The hands that built one of the world’s most beautiful structures were silenced by violence — a painful example of exploitation that echoes through history.

Labor Exploitation in Modern Empires: The Trump Real Estate Case

The Trump real estate empire has faced numerous accusations of underpaying undocumented workers. For instance, in the 1980s, Polish immigrants, working illegally, were involved in the construction of Trump Tower under hazardous conditions and were paid significantly less than their legal counterparts. These practices reflect how large corporations and even influential figures may continue exploiting vulnerable workers with limited rights.

I remember a moment from my corporate career when I pointed out that young engineers in certain developing nations were being harassed and overworked in violation of international labor laws. The response I received was disheartening: “Do you want me to change their laws?” It was a stark reminder of how deeply ingrained the exploitation of labor remains, even in today’s globalized world.

The Road Ahead: A Call for True Emancipation

While the labor exploited to build monuments like the Taj Mahal and the underpaid workers constructing modern empires like Trump Tower are in a better phase today, there’s still much to be done. Global corporations must be held accountable for the conditions in which their outsourced workers labor. Additionally, brick laborers and domestic workers across the globe need international attention, as their struggles are often ignored or justified under corrupt systems.

We have made great strides since the days when laborers were simply seen as expendable, but true labor emancipation will only come when every worker, regardless of nationality, gender, or position, is treated with dignity, respect, and fairness. As humanity continues to evolve, so too must our respect for the people whose hands build our empires.

References:

Learn more about how Llivo supports the sharing economy here.

Explore hosting opportunities with Llivo here.

PolitiFact’s Report on Trump’s Use of Undocumented Workers

[hywin-artz]

Labor Day

[sataniccapitalist]

What is a sit-in?

What is a sit-in? Across the country, the sit-in was the go-to tactic to protest segregation, especially in restaurants. Southern labor history teaches us the power of this tactic…

In February 1960, The Greensboro four men sat at the lunch counter inside the F. W. Woolworth Company store. They asked for service, but the staff denied them because they were Black. Instead of leaving, they stayed in protest. The manager thought he could wait them out, but they persevered, staying for days and drawing over 1,400 protesters to join them.

In a sit-in, activists use their bodies and the power of solidarity to embed themselves within a problem in order to disrupt and call for change.

Whether it’s racial segregation or unfair wages, highlighting issues through this form of direct action works and has a deep history in Southern labor and the civil rights movement.

#OrganizetheSouth #UnionsforAll #UnionStrong #Unions #work #WorkerPower #LaborHistory #SouthernHistory #History #SitIn #CivilRights

[loynosca]

Images of the front and back of union advocacy postcards found in the Labor sub series of the LOUIS J. TWOMEY, S.J., PAPERS correspondence, 1954. #unions #laborrights #socialjustice #archives #laborhistory https://www.instagram.com/p/CbfkbwKrPX5/?utm_medium=tumblr

[pittarchives]

The Pittsburgh Musicians’ Union Merger: “It Revolves Around Representation”

This post was written by Char Pyle (Fall 2021 Undergraduate Intern). 

(Above) Pages from the program of the AFM’s 1962 Annual Convention, hosted at the Civic Arena in Pittsburgh. American Federation of Musicians, Local 60-471, Pittsburgh, Pa. Records, 1906-1996, AIS.1997.41, Archives & Special Collections, University of Pittsburgh Library System.

The American Federation of Musicians (AFM) is a labor union representing musicians across the country. The Pittsburgh Musicians’ Union, Local 60-471 of the AFM, has a particularly storied history. Local 60 was formed in 1897, one year after the AFM was founded. In 1908, Local 471 was created for black musicians in Pittsburgh. The two locals merged in 1966 following an integration order from the AFM. While the integration seems like it could be a positive thing, this only meant it would be more difficult for black musicians to advocate for themselves and be heard. This is evident even in the meeting minutes between both locals surrounding the merger. This interaction is noted at the beginning of the meeting:  

“Before considering items, Pres. Davis asks: ‘How can we meet on common ground? What do we need? (to effect agreeable merger)’ Pres. Westray answers: ‘It revolves around representation.’”

This emphasis on representation is visible in Local 471’s proposals during the merger. Policies proposed by Local 471 included suggestions of affirmative action, shown in “Exhibit D” under “Negro Representation in Elective Offices of the Merged Union”. They sought out guaranteed representation in elected office, as they were likely not hopeful that they would truly be perceived as equals by the majority-white membership base of the merged union. Unfortunately, this has proved to be true. Since the merger, and still today, leadership of Local 60-471 is primarily white. Based on these minutes, it appears these suggestions were heavily contested and subsequently dismissed by members of Local 60. One of their arguments was that this was “a type of segregation in reverse”. This shouldn’t be an unfamiliar idea, as similar arguments are still echoed today in the realms of employment and education.

(Above) Exhibit D in the merger meeting minutes between the executive boards of both locals. American Federation of Musicians, Local 60-471, Pittsburgh, Pa. Records, 1906-1996, AIS.1997.41, Archives & Special Collections, University of Pittsburgh Library System.

Another result of the merger is the lack of records from Local 471. There is significantly more material available for Local 60, including film reels, publications, meeting minutes, photographs, and various booklets. It’s not clear why this discrepancy exists, but Local 471’s records may have simply been overshadowed as the merged union was mostly made up of former Local 60 members. This could have led to the merged local being viewed as simply a continuation of the white local, devaluing the preservation of artifacts related to Local 471. The merger also caused many black members to become disillusioned with the union, so there wouldn’t have been many people interested in preserving those records anyway. The effects of this lack of preservation were apparent almost immediately, as membership cards for many Local 471 members were lost in the merger. This led to a discontinuation of seniority benefits (even though the opposite was promised in the merger minutes), which caused many to cancel their memberships.

It’s difficult to say whether much would have changed had these policies been approved. Perhaps with more of a presence in the administration of the union, Local 471 would have retained more of its membership and its history would have been better preserved. When so many former Local 471 members resigned, they lost the ability to play music in Pittsburgh. The city may have missed out on countless performances and talented artists because of this. Unfortunate as it may be, this event was a milestone for black musicians in Pittsburgh, and greatly shaped the landscape of Pittsburgh music as a whole. This collection would be of use to those researching local musicians from the 20th century. Prominent figures that were members of Local 471 include the following, and membership cards are available for each:

Carl Arter (President)

George Benson

Art Blakey

Ray Brown

Roy Eldridge

Erroll and Linton Garner

Walter Harper

Joe Harris

Earl Hines

Roger Humphries

Ahmad Jamal

Grover Mitchell

Horace Parlan

Stanley Turrentine

Joe Westray (President at time of merger)

Mary Lou Williams

Ruby Younge Hardy (Secretary-Treasurer)

(Above) Membership cards (from top to bottom) of Art Blakey, Erroll Garner, and Mary Lou Williams. American Federation of Musicians, Local 60-471, Pittsburgh, Pa. Records, 1906-1996, AIS.1997.41, Archives & Special Collections, University of Pittsburgh Library System.

Additional Sources:

http://jazzburgher.ning.com/profiles/blogs/old-mon-music-pittsburgh-blog  

https://www.afm.org/about/history/

https://www.afmpittsburgh.com/a01-aboutus.html

http://exhibit.library.pitt.edu/labor_legacy/MusiciansHistory471.htm

American Federation of Musicians, Local 60-471, Pittsburgh, Pa. Records, 1906-1996, AIS.1997.41, Archives & Special Collections, University of Pittsburgh Library System

[leannareneehieber]

Happy #MayDay! This beautiful 1895 Art Nouveau illustration by Walter Crane inspired several of my artistic and plot choices in DEAD RINGER, forthcoming from @RealmMedia, edited by the amazing @diana.m.pho! My new series stars working-class amateur sleuths, a hot Immigration and civil rights lawyer, a beautiful friendly ghost and a bunch of labor activists in 1892 NYC. Thank your local labor unions today for any and all rights you have in your workplaces! The fight is still ongoing! -- #authorsofinstagram #writersofinstagram #inspiration #laborhistory #workersoftheworldunite #unionproud #newbooks #upcomingbooks #podcasts #amwriting #amediting #nychistory https://www.instagram.com/p/COWOuAQjJcZ/?igshid=1jyazbyyz78q2

[kheelcenter]

Happy International Cat Day! 😺

Enjoy this adorable cat stationery found in the archives in Collection /3012 Alice Cook Papers! Alice Cook came to Cornell in 1952 and worked as a well-respected academic and teacher in the ILR School until her retirement in 1972.

These items were found during a year-long survey that the Kheel Center is conducting to better document and describe their collections.

[librarycompany]

Happy Labor Day! This postcard documents a 1908 trolley strike in Chester, Pennsylvania. In response to falling revenue, the Chester Traction Company slashed pay rates. This decrease in pay prompted the Amalgamated Association of Street Railway Employees to shut down public trolleys from Philadelphia to Wilmington. Trolley Strike postcard (Philadelphia: Keystone Post Card Company, ca. 1910). Photolithograph. From the Brightbill Postcard Collection.

[davidsphysicsblog]

The 108th Anniversary

Today is the 108th anniversary of the Triangle Shirtwaist Fire. On March 25th, 1911, 146 people, mostly young Jewish and Italian immigrant women lost their "American Dream" and died in the course of eighteen horrible minutes. Remember them when tempted to forgo constitutional norms in favor of political exigencies. Remember them when tempted to deny a century of social reform in the pursuit of Golden idols. We must never forget them.

(C) DE Wolf 2019

[biglisbonnews]

A bill now seeks to give Kenyans the 'right to disconnect' after work A new bill is being proposed through Kenya’s senate to block employers from interfering with the work-life balance of their employees through calls, text messages, emails, or assignments past working hours, weekends, and public holidays.Read more... https://qz.com/the-right-to-disconnect-after-work-is-coming-to-kenya-1850032205

[ritware1850]

Reposted from @laborintheschools Support @bctgm and all striking workers! #workersstrike #bctgm #supportstrikingworkers #dontcrossthepicketline #boycottkelloggs #unions #laborunions #labormovement #tradeunions #organizedlabor #1u #workers #work #solidarity #workersrights #humanrights #history #laborhistory #teachers #teaching #education #teachlaborhistory #laborhistoryisyourhistory #aflcio #cft #lcje #laborintheschools #adventist #battlecreek #michigan https://www.instagram.com/tephlon_don3/p/CXl-Nm8Fvv2/?utm_medium=tumblr