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Speaker 1: Ah, excellent, Chris, that's good. That's good. That's the kind

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Speaker 1: of a tonal grunting that people have come to express

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Speaker 1: respect from the introductions of my podcast. I was hoping

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Speaker 1: it wouldn't be that, but then it was so bad

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Speaker 1: that it was great thrill. That's our brand now, it

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Speaker 1: can't be anything else. We've We've established it. Look, nobody

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Speaker 1: else is doing that. The Cometown guys, I assume aren't

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Speaker 1: a tonally grunting to start their podcast. I don't know, actually,

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Speaker 1: but I assume not. I guess this is just how

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Speaker 1: we are at It could happen here is a podcast.

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Speaker 1: You don't sound like you believe it enthusiastically, Chris, with

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Speaker 1: feeling this is a podcast is happening here? That yeah, excellent,

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Speaker 1: That's how we do it. Okay, what are we talking

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Speaker 1: about today? Well, one of the things that has happened here,

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Speaker 1: as we have discussed briefly in previous episodes, is a

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Speaker 1: bunch of strikes, and with us today to talk about

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Speaker 1: one of these strikes, specifically the Collogg strike. Is Mel Buwer,

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Speaker 1: an independent researcher, educator, and freelance journalist based in Omaha, Nebraska,

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Speaker 1: where this particular strike is taking place. Who has done

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Speaker 1: done a lot of journalism previously on the local Protestant

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Speaker 1: uprising the street and is also researching and writing a

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Speaker 1: book on alternative media. Hi. Hello, we'll welcome to the show.

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Speaker 1: Strikes Strikes apparently is what's up? It is? It is Strictober.

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Speaker 1: We're doing strikes strike wave baby. Ye. So this this

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Speaker 1: specific strike, UM, why don't can you can you walk

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Speaker 1: us through a bit about how we got to the

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Speaker 1: point where this Kellogg's factory is on strike? Um? Well,

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Speaker 1: first off, it's four plants. It's all for American kellogg

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Speaker 1: Cereal plants have gone on strike. Um. The workers and

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Speaker 1: these plans are represented by the bakery, confectionery tobacco workers

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Speaker 1: in Grain Miller's International Union. I do love that bakeries

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Speaker 1: and tobacco workers are in the same union. Yeah that's yeah. Yeah.

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Speaker 1: So UM, their contract was up for renegotiation in actually

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Speaker 1: UM and UM due to a series of weird things happening,

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Speaker 1: they pushed the negotiations to UM. They renegotiate their contract

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Speaker 1: every five years, UM and at stake. This year UM

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Speaker 1: was a sort of pushing back against a recently introduced

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Speaker 1: to tier employment system that they company sort of strong

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Speaker 1: armed the union into which essentially is not it's not

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Speaker 1: a good deal for anyone. UM. In they pushed in

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Speaker 1: this sort of two tier system where one tier is

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Speaker 1: a lower transitional tier and one tier is a legacy

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Speaker 1: or full time employee tier. UM. And what it is

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Speaker 1: is that, you know, it amounts to a difference of

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Speaker 1: twelve bucks an hour and less benefits. UM. Yes, yes, UM.

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Speaker 1: Dan Osborne recently did an interview with Max Salvarez at

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Speaker 1: Working People podcast and he really kind of talked about

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Speaker 1: exactly what was going on there. UM. And you know,

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Speaker 1: there's fourteen hundred people who work in four plants. There's

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Speaker 1: about four employees at the Omaha plant, which has been

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Speaker 1: around for decades. And UM, Essentially, what this tier system

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Speaker 1: does is it's capped at of their union workforce. And

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Speaker 1: the whole idea is as these full time employees retire

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Speaker 1: or quit, than these transitional employees will sort of be

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Speaker 1: funneled into the full time tier. Right over the last

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Speaker 1: five years, that hasn't really happened really at all. UM.

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Speaker 1: It was a bad deal from the start according to

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Speaker 1: many of the workers who sort of felt like they

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Speaker 1: you know, they were backed into a wall because Kellogg's

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Speaker 1: was threatening to close the Memphis plant if they didn't

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Speaker 1: ratify this negotiated contract. So rather than experience, you know,

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Speaker 1: five layoffs in Memphis, they just agreed to it. So

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Speaker 1: they knew going to the negotiating table in that they

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Speaker 1: were going to try and sort of walk that back

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Speaker 1: because these workers all work in the same plant, same

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Speaker 1: days for a second third shift. Transitional workers are working

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Speaker 1: side by side with these full time employees, working the

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Speaker 1: same hours, which can amount to seven days a week

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Speaker 1: twelve the sixteen hours a day on mandatory over time,

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Speaker 1: and they are making twelve dollars an hour less and

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Speaker 1: they are not getting the benefits that these full time

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Speaker 1: employees are getting. So really, these full time employees are

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Speaker 1: kind of going to bat for the transitional employees. Um,

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Speaker 1: Kelloggs wants to remove the cap which the union negotiated,

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Speaker 1: which is at of their workforce. They wanted to do that,

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Speaker 1: do away with that so that they can continue hiring

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Speaker 1: more transitional workers, and they want to funk with the

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Speaker 1: insurance benefits. So, uh, the union tried to negotiate this.

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Speaker 1: I think according to the local union president, Kelloggs negotiators

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Speaker 1: were at the negotiating table for ten hours, and they

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Speaker 1: negotiated eight hours a day, five days a week for

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Speaker 1: two weeks, ten hours there at the table. So they

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Speaker 1: weren't interested in negotiating a contract. They had laid out

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Speaker 1: their their terms and they essentially told the union to

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Speaker 1: go kick rocks. And so the union said, you know,

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Speaker 1: we have we have until October five and then our

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Speaker 1: contract is up, and if we haven't ratified a new contract,

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Speaker 1: then we're going out on strike. And that's ultimately what happened.

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Speaker 1: So they've been on strike for this will be their

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Speaker 1: fourteenth day today. I think the fight against the two

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Speaker 1: tier system, I think is an interesting part of this

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Speaker 1: because that's been a huge part of a lot of

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Speaker 1: the different strikes you been seeing. This is with John

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Speaker 1: Deer strikes, is part of the Kaiser strikes. And yeah,

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Speaker 1: I'm wondering what you think specifically about the fact that

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Speaker 1: this is like this is the moment that people have

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Speaker 1: decided to like push back against against two or even

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Speaker 1: three tier systems they were introduced in the last really

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Speaker 1: like ten or fifteen years. For the most part, Well,

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Speaker 1: I think it's just, you know, it's a divide and

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Speaker 1: conquer strategy for Kellogg's or for these other companies, And

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Speaker 1: ultimately what it looks like is it destabilizes well established unions,

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Speaker 1: especially at Kellogg's. UM and UM, it pits workers against

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Speaker 1: each other, you know, UM, particularly at Kellogg's. If they're

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Speaker 1: able to remove this cap on this tier system, UM,

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Speaker 1: what they're so actually doing is they're creating a more

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Speaker 1: precarious workplace for these workers. UM. The turnover rate and

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Speaker 1: the lower tier at the Omaha plant is right around UM.

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Speaker 1: And you know, prior to you didn't really see a

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Speaker 1: whole lot of people leaving the Kellogg's plant. You know,

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Speaker 1: these were These are workers who are spending their entire

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Speaker 1: careers at this plant. Their parents work their their grandparents

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Speaker 1: work there. You know. UM, they because they're all getting

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Speaker 1: paid around the same amount of money, there isn't this

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Speaker 1: tension on the line, so they're they're working with each other,

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Speaker 1: they're helping each other, right, UM. And with this tier system,

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Speaker 1: what they're doing is they're throwing these newer workers into

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Speaker 1: uh pretty uh insane factory conditions, UM and making it

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Speaker 1: really difficult for them to uh I feel like they

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Speaker 1: have any reason to stay there. Right. A lot of

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Speaker 1: these people will you know, put in. Some of these

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Speaker 1: workers were transitional workers who weren't officially hired by the company.

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Speaker 1: You know, there aren't full time employees. They aren't receiving

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Speaker 1: benefits like the full time employees are. For five years.

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Speaker 1: They worked this every day, seven days a week, three

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Speaker 1: months on end. Right. Uh, they have this really you

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Speaker 1: know punitive attendance based points system that discourages you calling

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Speaker 1: in sick. There's injuries that happened in the factory all

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Speaker 1: the time. You know. I went out to the line

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Speaker 1: and wrote a piece for the Real News about this,

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Speaker 1: and pretty much every person I talked to showed me

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Speaker 1: scars from accidents that happened, injuries in the plant. Um.

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Speaker 1: The union president himself got his hand stuck in a

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Speaker 1: like a mill and broke all the fingers in his hand.

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Speaker 1: He had to have ten surgeries on his hand. You know. Um,

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Speaker 1: there was an accident at the plant two or three

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Speaker 1: weeks ago where a transitional employee got both arms stuck

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Speaker 1: in a conveyor belt. You know. Um. The thing is

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Speaker 1: is these folks super proud of the work that they do,

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Speaker 1: Like absolutely take this work extremely seriously. You know, they're

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Speaker 1: not even asking for changes to their overtime. They are

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Speaker 1: not asking for, you know, anything that you know, for

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Speaker 1: me on the outside, i'd be fighting for more humane

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Speaker 1: working conditions. But to them, you know, it's it's not

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Speaker 1: like it's a point of pride, but they feel that

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Speaker 1: they have put blood, sweat, tears, uh, you know, fractured relationships,

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Speaker 1: time that they could be spending with their children into

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Speaker 1: this factory, and Kelloggs is essentially fucking them over. You know.

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Speaker 1: They see it as we have sacrificed for this company

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Speaker 1: for years and years and years um and we are

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Speaker 1: asking for equal pay for all and for everyone to

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Speaker 1: have the same health care so that we can do

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Speaker 1: this job, you know, and Kelloggs is saying no, absolutely know.

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Speaker 1: I think the union president said that some of the

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Speaker 1: negotiators called those demands outlandish during negotiations, which I think

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Speaker 1: is just incredible, you know, just corporate greed. Yeah. I

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Speaker 1: think the other part of the story is that, like

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Speaker 1: I mean, it's kind of a weird consequence of it,

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Speaker 1: but like one of the things, one of those consequences

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Speaker 1: is sort of like rising like staple commodity price, staple

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Speaker 1: grain prices and stuff. Is that Kellogg's like they're doing

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Speaker 1: they have like record, they have record profits right now

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Speaker 1: and they're still just doing this ship because yeah, they

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Speaker 1: made record profits during the pandemic. They gave their CEO

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Speaker 1: pretty hufty raise bonus. Um, there was a stock buyback

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Speaker 1: program that helped. Happened among the c suite folks last year.

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Speaker 1: They made a lot of money, a lot of money.

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Speaker 1: And um, you know, these workers worked every day through

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Speaker 1: the pandemic, um continually understaffed, you know, um, doing their

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Speaker 1: best because again, they takes this job very seriously and

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Speaker 1: they are proud that they are feeding the American people,

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Speaker 1: you know, Um, and they are proud to work at Kellogg's.

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Speaker 1: And they feel that this contract is just shit, it's

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Speaker 1: just ship. And you know the only sensible thing to

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Speaker 1: do is to to walk out on strike because you know,

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Speaker 1: they've been backed into a corner and negotiations have stagnated completely,

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Speaker 1: you know. UM, and UM, they don't want to they

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Speaker 1: don't want to back down from this, you know. Um.

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Speaker 1: They and I agree. I feel what they're what they're

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Speaker 1: asking for is fair. It's very fair. I mean I

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Speaker 1: think it's I think asking for a lot more would

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Speaker 1: be fair. But yeah, that's not my place to be

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Speaker 1: doing One of the things that strikes me about that

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Speaker 1: you talk about this tier system that Kellogg's introduced, which

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Speaker 1: I can't help but think of what happened that John

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Speaker 1: Deere where they I think in nineties six cut pensions

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Speaker 1: by two thirds and then like last year eliminated them entirely.

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Speaker 1: And this kind of bid to pit chunks of the

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Speaker 1: workforce against each other, um where you have like you know,

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Speaker 1: different groups making different amounts and sort of like, I

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Speaker 1: don't know, it seems kind of like the strategy that

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Speaker 1: you see in the broader economy, like written within within

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Speaker 1: the space of a company, where you've got like some

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Speaker 1: people who are getting pretty well taken care of in

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Speaker 1: their jobs and other newer people who are who are

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Speaker 1: getting more screwed over in kind of this this attempt

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Speaker 1: to create division within the workforce so that this this

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Speaker 1: kind of organizing doesn't happen. M I would agree. And

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Speaker 1: you also have to think, you know, if they are

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Speaker 1: able to remove this cap on the transitional tier, but

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Speaker 1: that means that is they'll be able to instead of say,

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Speaker 1: say a full time employee retires, they leave that space empty,

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Speaker 1: but they still need an extra space, an extra person, right,

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Speaker 1: so they can just hire a transitional worker and out

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Speaker 1: of funneling one of those transitional workers into that full

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Speaker 1: time space. Ah, what ends up happening is suddenly you

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Speaker 1: have instead of seventy full time to transitional. The it

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Speaker 1: starts tipping right, it becomes a more precarious workforce. Then say,

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Speaker 1: for example, to do that in the next five years.

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Speaker 1: You know, now they have seventy percent of these transitional

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Speaker 1: workers who don't think the union is offering anything for them.

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Speaker 1: They can essentially just offer a better deal to these

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Speaker 1: transitional workers and kick the union out of the company

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Speaker 1: at some point. You know, um, and these folks on

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Speaker 1: the line understand that and know that that's kind of

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Speaker 1: Kellogg's plan, right, You know that the Kelloggs, what Kelloggs

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Speaker 1: is trying to do is essentially destabilize the power of

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Speaker 1: the union inside the plants. And everyone on the line

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Speaker 1: that I've spoken with know exactly what's happening. You know,

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Speaker 1: And these full time employees are out there every day

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Speaker 1: making sure that their transitional and you know, colleagues know

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Speaker 1: that that's why they're out there because they want to

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Speaker 1: not allow this to be something that divides their workforce.

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Speaker 1: It remains to be seen, what's going to happen, you

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Speaker 1: know what I mean. They've brought in scabs to get

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Speaker 1: the plant up and running again, and most recently, uh,

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Speaker 1: yesterday this morning. Yesterday, the Building and Construction Trades Council

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Speaker 1: union met with the union president in Omaha because they

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Speaker 1: have about a hundred third party iron workers, carpenters, electricians

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Speaker 1: and skilled trades people that are union trades people that

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Speaker 1: have contracts at Kellogg's, and they came to what Dan Osborne,

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Speaker 1: the union president, decided called was a tough decision that

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Speaker 1: those union workers are going to cross the picket line

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Speaker 1: to honor those contracts. So Kelloggs is forcing the union

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Speaker 1: is in the city in like into a bind really

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Speaker 1: because they're they're you know, uh going to lose their

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Speaker 1: own contracts at Kellogg's. So that's kind of been like

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Speaker 1: the most recent development here is that rather than just

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Speaker 1: temps coming in, we have now skilled union trades people

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Speaker 1: from various Omaha unions who are also crossing the picket

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Speaker 1: line two honor their contracts at Kellogg's, you know, um

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Speaker 1: past these striking workers. So it's a bit of a mess,

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Speaker 1: a little bit, you know. Yeah, there's so much going

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Speaker 1: on right now, I'm kind of wondering what you think

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Speaker 1: are the because we've got a number of strikes kind

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Speaker 1: of all coming to ahead at the same time, I'm wondering,

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Speaker 1: specifically from the Kellogg strike, what do you think are

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Speaker 1: kind of the lessons that should be taken from what's

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Speaker 1: happened so far for the broader labor movement. UM. I

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Speaker 1: think the biggest thing that's kind of impacted me as

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Speaker 1: I've gone to the line. UM, I've stood on the

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Speaker 1: picket line, I've covered these you know, this strike, I've

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Speaker 1: talked to people, UM, is that when these types of

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Speaker 1: actions happen, they really only can be sustained because the

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Speaker 1: community comes together to support them. You know. Um, these

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Speaker 1: strike funds that are going around and folks showing up

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Speaker 1: to stand on the picket line who are not part

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Speaker 1: of the union are really sort of become you know,

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Speaker 1: they are helping support these workers who can only hold

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Speaker 1: out so long with finite resources. Right. So, the big

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Speaker 1: thing to me is that past these news cycles of

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Speaker 1: excitement of striked ober of you know these people just

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Speaker 1: walked out today, well they may be you know, they

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Speaker 1: may be on the line for months and months on end,

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Speaker 1: and the new cycles going to move on, and these

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Speaker 1: communities are still going to have to try and and

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Speaker 1: and back up these labor actions, right um. You really

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Speaker 1: can't have true you know, you can't have a labor

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Speaker 1: movement without you know, support, right um. And that's kind

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Speaker 1: of been the biggest thing that has impacted me particularly.

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Speaker 1: You know this Almaha used to be a really formidable

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Speaker 1: union time. You know, back in the eighties. It was

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Speaker 1: really really something to see that the business unions in

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Speaker 1: in the various locals here really had some of these

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Speaker 1: union leaders had more political power than the mayor, right um.

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Speaker 1: And that has gone downhill over the last forty years.

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Speaker 1: And it's really cool to see, uh, the level of

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Speaker 1: solidarity that's happening amongst the community, you know, um, in

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Speaker 1: the ways in which people are kind of coming out

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Speaker 1: to talk to and and be a part of this

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Speaker 1: strike and to remind these Kellogg's workers that they're not

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Speaker 1: operating in a bubble, you know, and that the rest

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Speaker 1: of the community really hopes that the strike will and

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Speaker 1: quickly and peacefully and with a really good resolution for

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Speaker 1: these workers. You know. Onever thing I wanted to ask

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Speaker 1: about in in terms of sort of this this kind

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Speaker 1: of researchtion to the union movements and in in in

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Speaker 1: terms of sort of communities support is the level of

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Speaker 1: violence that there's been against like against the strikes. I've

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Speaker 1: seen a lot of like stuff about people canna hit

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Speaker 1: my busses and like, and I don't I don't know

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Speaker 1: if I think I think I'm getting my strikes. I

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Speaker 1: don't don't know if they they've been direct car attacks

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Speaker 1: on this specific picket line. But that's when I think

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Speaker 1: that it's been happening a lot and a couple of

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Speaker 1: documented cases. Yeah, yeah, and yeah, I was wondering what

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Speaker 1: you think about that, and like what actually can be

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Speaker 1: done about the fact that like you know that you know,

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Speaker 1: like this just the fact that we're just seeing auto

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Speaker 1: attacks on picket lines regularly, now, I mean that's you know,

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Speaker 1: it's a it's a shitty development. You know. Um, I

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Speaker 1: was out on the picket line last Thursday, and um,

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Speaker 1: they were attempting to bring in buses at shift change

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Speaker 1: past the the picketers who walk slowly. You know, they

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Speaker 1: don't want to stop in front of the bus. It's

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Speaker 1: illegal to stop and and you know, make it, you know,

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Speaker 1: so that they can't pass through the gates. But they

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Speaker 1: slow them down for a little bit. And UM, one

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Speaker 1: gentleman was trying, you know, was standing there and this

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Speaker 1: bus just bumped right into them. You know. There's videos

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Speaker 1: that have been shared through local news of buses knocking

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Speaker 1: down workers as they're trying to cross the picket line. UM.

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Speaker 1: And I you know there are also personal vehicles that

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Speaker 1: go through, and it could be the private security that's

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Speaker 1: been hired, it could be managers. UM. But you know,

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Speaker 1: they're running through these lines really quickly dangerously. It's unfortunate,

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Speaker 1: and you know, I don't have an answer for what

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Speaker 1: the best h solution for that is. You know, but

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Speaker 1: vehicle tax have become sort of more uh, I don't

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Speaker 1: want to say commonplace, but you see them happening a

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Speaker 1: lot both at protests last year, and you know, I

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Speaker 1: think Warrior met Cole had some bosses running through the

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Speaker 1: lines and being reckless with their vehicles. You know. Um,

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Speaker 1: the problem is is on the on the back end,

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Speaker 1: the police don't step in when they see these instances,

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Speaker 1: you know. UM. And in fact, last Thursday, when we

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Speaker 1: had a hundred plus motorcyclists from various mcs show up

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Speaker 1: to support the strike, UM, the police were the ones

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Speaker 1: who protected the scabs and made sure that they made

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Speaker 1: it through the picket line. So you know, UM, the

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Speaker 1: answer to that, I'm not sure. You know. Yeah, I

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Speaker 1: mean that's a time honored police tradition. Yeah, they historically

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Speaker 1: don't don't exist to protect laborers, with the notable exception

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Speaker 1: of of the sheriff and what was that Mattawan and

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Speaker 1: uh during the um the coal miner strike in West Virginia.

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Speaker 1: M well yeah they shot him so well yeah, but

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Speaker 1: they shot some people first. Yeah, Um, sid Hatfield that

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Speaker 1: was the name. Yeah, I don't know. Um, I've gotten

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Speaker 1: to know some of these folks on the line of

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Speaker 1: the last two weeks, and they're just fantastic human beings,

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Speaker 1: you know. Um, they are accommodating and hard working, and

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Speaker 1: they come from all age brackets and they bring their

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Speaker 1: families out and um, you know they're getting they're getting

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Speaker 1: a raw deal from Kellogg's and UM. So far, the

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Speaker 1: community support has been overwhelmingly positive. Um. There hasn't really

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Speaker 1: been like at the John Deer strike. They're not getting

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Speaker 1: eggs thrown out of them, you know. UM, they get

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Speaker 1: a lot more honking and messages of support than they do.

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Speaker 1: People driving by to yell at them for uh, you know,

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Speaker 1: being a strike. So that's been nice to see, you know. Um.

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Speaker 1: And actually this weekend on Saturday, um, there's gonna be

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Speaker 1: a like cool vintage car show cruise around Kellogg's event

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Speaker 1: that they've got planned. The fire departments bringing rigs and

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Speaker 1: um teamsters, yes, yeah, and the teamsters are bringing cars

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Speaker 1: and there's a bunch of vintage car clubs that are

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Speaker 1: gonna be coming out. So you know, those types of

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Speaker 1: things have like really kind of like fired up these

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Speaker 1: people to keep them out on the line as long

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Speaker 1: as they need to be, you know, so communities there

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Speaker 1: for him. One of the things I'm continuing to wonder

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Speaker 1: about is what it takes to close the gap between

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Speaker 1: understanding that you and your colleagues are getting screwed over

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Speaker 1: by this system and understanding that you and all of

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Speaker 1: the other people striking at the same time, and perhaps

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Speaker 1: even a bunch of people not striking, are all kind

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Speaker 1: of fighting the same fight. And then maybe there's grander

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Speaker 1: things to achieve than the negotiation of a single contract,

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Speaker 1: because that seems like the big leap that is going

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Speaker 1: to be the real struggle to clear. Uh yeah, you know,

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Speaker 1: um I will say that some of the workers are

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Speaker 1: fully aware that this is not just about a single

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Speaker 1: contract negotiation, and it is actually, you know, more about

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Speaker 1: struggles of the working class against corporate greed and the

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Speaker 1: ways in which the working class gets their asses handed

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Speaker 1: to them all the time, um um. And they know

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Speaker 1: that they know that at some point, perhaps at some

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Speaker 1: point in the future, someone else is going to look

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Speaker 1: at their example and be inspired by it. Right. Um.

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Speaker 1: As far as like maybe I don't know, ideologically speaking

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Speaker 1: or politically speaking, for these folks, it's uh, doesn't fit

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Speaker 1: into any sort of ideology leftist or conservative or whatever.

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Speaker 1: Everyone's got their own personal politics. But they don't really

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Speaker 1: talk about it on the line. What they talk about

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Speaker 1: is working class versus ruling class. Um that you know,

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Speaker 1: that's their sense. It's corporate greed, it's um asshole CEO

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Speaker 1: is making eleven point six million dollars a year while

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Speaker 1: they're struggling to pay their own bills, you know, um.

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Speaker 1: And and you know that conversation is more common than um.

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Speaker 1: Trying to fit this into a larger political movement or

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Speaker 1: revolutionary movement, if that makes sense, you know, yeah, um.

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Speaker 1: But I would say that the vast majority of the workers,

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Speaker 1: regardless of their own personal politics, have very clear sense

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Speaker 1: of where they sit in terms of class consciousness and

394
00:25:04,920 --> 00:25:09,040
Speaker 1: understand that this is one of one of the most

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Speaker 1: effective tactics to try and force the hand of these assholes.

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Speaker 1: You know, UM is to withhold work and withhold their labor.

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Speaker 1: So well, this has been great. I mean that's everything

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Speaker 1: I had to ask Chris. Anything else not that not

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Speaker 1: that I have. So there is there a call to action?

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Speaker 1: We could have our listeners or pages people should be

401
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Speaker 1: following strike fund Yeah, yeah, yeah, there's a go fund

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Speaker 1: me and there's a PayPal set up for the Omaha strikers.

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Speaker 1: I believe the b C t g M International page

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Speaker 1: has like a page of each of the strike funds

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Speaker 1: for each of the four plants. So that might be

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Speaker 1: something that you might not want to share with your listeners.

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Speaker 1: I can send you an email with that, UM because

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Speaker 1: it's probably going to be easier to do UM. But yeah,

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Speaker 1: as far as I know, b C t g M

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Speaker 1: isn't called for an official boycott of Kellogg's products. However,

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Speaker 1: they wouldn't be mad if you just didn't buy any

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Speaker 1: right now. There was some talk last week that some

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Speaker 1: of the picketers might you know, be flying outside of

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Speaker 1: grocery stores to try and educate the community on what's

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Speaker 1: going on with this strike. But beyond that, they also

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Speaker 1: are concerned about the quality of the food being produced

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Speaker 1: by scabs, so it probably would be healthy for you

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Speaker 1: to not by the food, you know, because I think

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Speaker 1: it was in what two thousand eighteen during the works

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Speaker 1: a lockout in Memphis, the same company that they brought

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Speaker 1: in then that they're bringing in now uh piste in

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Speaker 1: the cereal on the line, and they didn't release video

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Speaker 1: of that for two years after the incident, so it

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Speaker 1: ended up in someone's home, you know, GROSSI yikes. Yeah, yeah,

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Speaker 1: that's pretty fun, right. Um. So yeah, you know, support

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Speaker 1: your local strike fund and if you are in a

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Speaker 1: city where Kellogg's plant is striking, I'm sure those workers

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Speaker 1: would love love too to hear from you, Fiel your support.

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Speaker 1: So and where can our listeners follow you? I am

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Speaker 1: on Twitter primarily at cold Brood Tool. I don't know

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Speaker 1: why I picked that name, but yeah, yeah, I got it.

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Speaker 1: I haven't changed that handle since I got into Twitter,

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Speaker 1: so um, but yeah, that's usually where I'm at. Otherwise,

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Speaker 1: you know, I teach locally and had to have a

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Speaker 1: podcast that I'm developing and do a bunch of different projects.

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Speaker 1: So Twitter is the best way to get a hold

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Speaker 1: of me if you have questions. Awesome, all right, thanks

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Speaker 1: for having me on folks, Thanks for thanks for joining us.

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Speaker 1: I'll be back at the picket line, you know, talking

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Speaker 1: to these folks, and I'm going to do my best

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Speaker 1: to keep this ship in the new cycles so that

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Speaker 1: they aren't forgotten. So we've got a link to the

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Speaker 1: strike Fund and some other ways to help me in

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Speaker 1: the description. So yeah, this has been It could Happen

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Speaker 1: Here Pod. Follow us on Twitter, Instagram at Happened Here Pod,

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Speaker 1: and at cool Zone Media for all the rest of

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Speaker 1: our shows. It could Happen Here is a production of

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Speaker 1: cool Zone Media. For more podcasts from cool Zone Media,

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00:28:20,600 --> 00:28:23,080
Speaker 1: visit our website cool zone media dot com, or check

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00:28:23,119 --> 00:28:25,440
Speaker 1: us out on the I Heart Radio app, Apple Podcasts,

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00:28:25,480 --> 00:28:28,520
Speaker 1: or wherever you listen to podcasts. You can find sources

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Speaker 1: for It could Happen Here, updated monthly at cool zone

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Speaker 1: Media dot com slash sources. Thanks for listening,