Speaker 1: Ah, excellent, Chris, that's good. That's good. That's the kind
Speaker 1: of a tonal grunting that people have come to express
Speaker 1: respect from the introductions of my podcast. I was hoping
Speaker 1: it wouldn't be that, but then it was so bad
Speaker 1: that it was great thrill. That's our brand now, it
Speaker 1: can't be anything else. We've We've established it. Look, nobody
Speaker 1: else is doing that. The Cometown guys, I assume aren't
Speaker 1: a tonally grunting to start their podcast. I don't know, actually,
Speaker 1: but I assume not. I guess this is just how
Speaker 1: we are at It could happen here is a podcast.
Speaker 1: You don't sound like you believe it enthusiastically, Chris, with
Speaker 1: feeling this is a podcast is happening here? That yeah, excellent,
Speaker 1: That's how we do it. Okay, what are we talking
Speaker 1: about today? Well, one of the things that has happened here,
Speaker 1: as we have discussed briefly in previous episodes, is a
Speaker 1: bunch of strikes, and with us today to talk about
Speaker 1: one of these strikes, specifically the Collogg strike. Is Mel Buwer,
Speaker 1: an independent researcher, educator, and freelance journalist based in Omaha, Nebraska,
Speaker 1: where this particular strike is taking place. Who has done
Speaker 1: done a lot of journalism previously on the local Protestant
Speaker 1: uprising the street and is also researching and writing a
Speaker 1: book on alternative media. Hi. Hello, we'll welcome to the show.
Speaker 1: Strikes Strikes apparently is what's up? It is? It is Strictober.
Speaker 1: We're doing strikes strike wave baby. Ye. So this this
Speaker 1: specific strike, UM, why don't can you can you walk
Speaker 1: us through a bit about how we got to the
Speaker 1: point where this Kellogg's factory is on strike? Um? Well,
Speaker 1: first off, it's four plants. It's all for American kellogg
Speaker 1: Cereal plants have gone on strike. Um. The workers and
Speaker 1: these plans are represented by the bakery, confectionery tobacco workers
Speaker 1: in Grain Miller's International Union. I do love that bakeries
Speaker 1: and tobacco workers are in the same union. Yeah that's yeah. Yeah.
Speaker 1: So UM, their contract was up for renegotiation in actually
Speaker 1: UM and UM due to a series of weird things happening,
Speaker 1: they pushed the negotiations to UM. They renegotiate their contract
Speaker 1: every five years, UM and at stake. This year UM
Speaker 1: was a sort of pushing back against a recently introduced
Speaker 1: to tier employment system that they company sort of strong
Speaker 1: armed the union into which essentially is not it's not
Speaker 1: a good deal for anyone. UM. In they pushed in
Speaker 1: this sort of two tier system where one tier is
Speaker 1: a lower transitional tier and one tier is a legacy
Speaker 1: or full time employee tier. UM. And what it is
Speaker 1: is that, you know, it amounts to a difference of
Speaker 1: twelve bucks an hour and less benefits. UM. Yes, yes, UM.
Speaker 1: Dan Osborne recently did an interview with Max Salvarez at
Speaker 1: Working People podcast and he really kind of talked about
Speaker 1: exactly what was going on there. UM. And you know,
Speaker 1: there's fourteen hundred people who work in four plants. There's
Speaker 1: about four employees at the Omaha plant, which has been
Speaker 1: around for decades. And UM, Essentially, what this tier system
Speaker 1: does is it's capped at of their union workforce. And
Speaker 1: the whole idea is as these full time employees retire
Speaker 1: or quit, than these transitional employees will sort of be
Speaker 1: funneled into the full time tier. Right over the last
Speaker 1: five years, that hasn't really happened really at all. UM.
Speaker 1: It was a bad deal from the start according to
Speaker 1: many of the workers who sort of felt like they
Speaker 1: you know, they were backed into a wall because Kellogg's
Speaker 1: was threatening to close the Memphis plant if they didn't
Speaker 1: ratify this negotiated contract. So rather than experience, you know,
Speaker 1: five layoffs in Memphis, they just agreed to it. So
Speaker 1: they knew going to the negotiating table in that they
Speaker 1: were going to try and sort of walk that back
Speaker 1: because these workers all work in the same plant, same
Speaker 1: days for a second third shift. Transitional workers are working
Speaker 1: side by side with these full time employees, working the
Speaker 1: same hours, which can amount to seven days a week
Speaker 1: twelve the sixteen hours a day on mandatory over time,
Speaker 1: and they are making twelve dollars an hour less and
Speaker 1: they are not getting the benefits that these full time
Speaker 1: employees are getting. So really, these full time employees are
Speaker 1: kind of going to bat for the transitional employees. Um,
Speaker 1: Kelloggs wants to remove the cap which the union negotiated,
Speaker 1: which is at of their workforce. They wanted to do that,
Speaker 1: do away with that so that they can continue hiring
Speaker 1: more transitional workers, and they want to funk with the
Speaker 1: insurance benefits. So, uh, the union tried to negotiate this.
Speaker 1: I think according to the local union president, Kelloggs negotiators
Speaker 1: were at the negotiating table for ten hours, and they
Speaker 1: negotiated eight hours a day, five days a week for
Speaker 1: two weeks, ten hours there at the table. So they
Speaker 1: weren't interested in negotiating a contract. They had laid out
Speaker 1: their their terms and they essentially told the union to
Speaker 1: go kick rocks. And so the union said, you know,
Speaker 1: we have we have until October five and then our
Speaker 1: contract is up, and if we haven't ratified a new contract,
Speaker 1: then we're going out on strike. And that's ultimately what happened.
Speaker 1: So they've been on strike for this will be their
Speaker 1: fourteenth day today. I think the fight against the two
Speaker 1: tier system, I think is an interesting part of this
Speaker 1: because that's been a huge part of a lot of
Speaker 1: the different strikes you been seeing. This is with John
Speaker 1: Deer strikes, is part of the Kaiser strikes. And yeah,
Speaker 1: I'm wondering what you think specifically about the fact that
Speaker 1: this is like this is the moment that people have
Speaker 1: decided to like push back against against two or even
Speaker 1: three tier systems they were introduced in the last really
Speaker 1: like ten or fifteen years. For the most part, Well,
Speaker 1: I think it's just, you know, it's a divide and
Speaker 1: conquer strategy for Kellogg's or for these other companies, And
Speaker 1: ultimately what it looks like is it destabilizes well established unions,
Speaker 1: especially at Kellogg's. UM and UM, it pits workers against
Speaker 1: each other, you know, UM, particularly at Kellogg's. If they're
Speaker 1: able to remove this cap on this tier system, UM,
Speaker 1: what they're so actually doing is they're creating a more
Speaker 1: precarious workplace for these workers. UM. The turnover rate and
Speaker 1: the lower tier at the Omaha plant is right around UM.
Speaker 1: And you know, prior to you didn't really see a
Speaker 1: whole lot of people leaving the Kellogg's plant. You know,
Speaker 1: these were These are workers who are spending their entire
Speaker 1: careers at this plant. Their parents work their their grandparents
Speaker 1: work there. You know. UM, they because they're all getting
Speaker 1: paid around the same amount of money, there isn't this
Speaker 1: tension on the line, so they're they're working with each other,
Speaker 1: they're helping each other, right, UM. And with this tier system,
Speaker 1: what they're doing is they're throwing these newer workers into
Speaker 1: uh pretty uh insane factory conditions, UM and making it
Speaker 1: really difficult for them to uh I feel like they
Speaker 1: have any reason to stay there. Right. A lot of
Speaker 1: these people will you know, put in. Some of these
Speaker 1: workers were transitional workers who weren't officially hired by the company.
Speaker 1: You know, there aren't full time employees. They aren't receiving
Speaker 1: benefits like the full time employees are. For five years.
Speaker 1: They worked this every day, seven days a week, three
Speaker 1: months on end. Right. Uh, they have this really you
Speaker 1: know punitive attendance based points system that discourages you calling
Speaker 1: in sick. There's injuries that happened in the factory all
Speaker 1: the time. You know. I went out to the line
Speaker 1: and wrote a piece for the Real News about this,
Speaker 1: and pretty much every person I talked to showed me
Speaker 1: scars from accidents that happened, injuries in the plant. Um.
Speaker 1: The union president himself got his hand stuck in a
Speaker 1: like a mill and broke all the fingers in his hand.
Speaker 1: He had to have ten surgeries on his hand. You know. Um,
Speaker 1: there was an accident at the plant two or three
Speaker 1: weeks ago where a transitional employee got both arms stuck
Speaker 1: in a conveyor belt. You know. Um. The thing is
Speaker 1: is these folks super proud of the work that they do,
Speaker 1: Like absolutely take this work extremely seriously. You know, they're
Speaker 1: not even asking for changes to their overtime. They are
Speaker 1: not asking for, you know, anything that you know, for
Speaker 1: me on the outside, i'd be fighting for more humane
Speaker 1: working conditions. But to them, you know, it's it's not
Speaker 1: like it's a point of pride, but they feel that
Speaker 1: they have put blood, sweat, tears, uh, you know, fractured relationships,
Speaker 1: time that they could be spending with their children into
Speaker 1: this factory, and Kelloggs is essentially fucking them over. You know.
Speaker 1: They see it as we have sacrificed for this company
Speaker 1: for years and years and years um and we are
Speaker 1: asking for equal pay for all and for everyone to
Speaker 1: have the same health care so that we can do
Speaker 1: this job, you know, and Kelloggs is saying no, absolutely know.
Speaker 1: I think the union president said that some of the
Speaker 1: negotiators called those demands outlandish during negotiations, which I think
Speaker 1: is just incredible, you know, just corporate greed. Yeah. I
Speaker 1: think the other part of the story is that, like
Speaker 1: I mean, it's kind of a weird consequence of it,
Speaker 1: but like one of the things, one of those consequences
Speaker 1: is sort of like rising like staple commodity price, staple
Speaker 1: grain prices and stuff. Is that Kellogg's like they're doing
Speaker 1: they have like record, they have record profits right now
Speaker 1: and they're still just doing this ship because yeah, they
Speaker 1: made record profits during the pandemic. They gave their CEO
Speaker 1: pretty hufty raise bonus. Um, there was a stock buyback
Speaker 1: program that helped. Happened among the c suite folks last year.
Speaker 1: They made a lot of money, a lot of money.
Speaker 1: And um, you know, these workers worked every day through
Speaker 1: the pandemic, um continually understaffed, you know, um, doing their
Speaker 1: best because again, they takes this job very seriously and
Speaker 1: they are proud that they are feeding the American people,
Speaker 1: you know, Um, and they are proud to work at Kellogg's.
Speaker 1: And they feel that this contract is just shit, it's
Speaker 1: just ship. And you know the only sensible thing to
Speaker 1: do is to to walk out on strike because you know,
Speaker 1: they've been backed into a corner and negotiations have stagnated completely,
Speaker 1: you know. UM, and UM, they don't want to they
Speaker 1: don't want to back down from this, you know. Um.
Speaker 1: They and I agree. I feel what they're what they're
Speaker 1: asking for is fair. It's very fair. I mean I
Speaker 1: think it's I think asking for a lot more would
Speaker 1: be fair. But yeah, that's not my place to be
Speaker 1: doing One of the things that strikes me about that
Speaker 1: you talk about this tier system that Kellogg's introduced, which
Speaker 1: I can't help but think of what happened that John
Speaker 1: Deere where they I think in nineties six cut pensions
Speaker 1: by two thirds and then like last year eliminated them entirely.
Speaker 1: And this kind of bid to pit chunks of the
Speaker 1: workforce against each other, um where you have like you know,
Speaker 1: different groups making different amounts and sort of like, I
Speaker 1: don't know, it seems kind of like the strategy that
Speaker 1: you see in the broader economy, like written within within
Speaker 1: the space of a company, where you've got like some
Speaker 1: people who are getting pretty well taken care of in
Speaker 1: their jobs and other newer people who are who are
Speaker 1: getting more screwed over in kind of this this attempt
Speaker 1: to create division within the workforce so that this this
Speaker 1: kind of organizing doesn't happen. M I would agree. And
Speaker 1: you also have to think, you know, if they are
Speaker 1: able to remove this cap on the transitional tier, but
Speaker 1: that means that is they'll be able to instead of say,
Speaker 1: say a full time employee retires, they leave that space empty,
Speaker 1: but they still need an extra space, an extra person, right,
Speaker 1: so they can just hire a transitional worker and out
Speaker 1: of funneling one of those transitional workers into that full
Speaker 1: time space. Ah, what ends up happening is suddenly you
Speaker 1: have instead of seventy full time to transitional. The it
Speaker 1: starts tipping right, it becomes a more precarious workforce. Then say,
Speaker 1: for example, to do that in the next five years.
Speaker 1: You know, now they have seventy percent of these transitional
Speaker 1: workers who don't think the union is offering anything for them.
Speaker 1: They can essentially just offer a better deal to these
Speaker 1: transitional workers and kick the union out of the company
Speaker 1: at some point. You know, um, and these folks on
Speaker 1: the line understand that and know that that's kind of
Speaker 1: Kellogg's plan, right, You know that the Kelloggs, what Kelloggs
Speaker 1: is trying to do is essentially destabilize the power of
Speaker 1: the union inside the plants. And everyone on the line
Speaker 1: that I've spoken with know exactly what's happening. You know,
Speaker 1: And these full time employees are out there every day
Speaker 1: making sure that their transitional and you know, colleagues know
Speaker 1: that that's why they're out there because they want to
Speaker 1: not allow this to be something that divides their workforce.
Speaker 1: It remains to be seen, what's going to happen, you
Speaker 1: know what I mean. They've brought in scabs to get
Speaker 1: the plant up and running again, and most recently, uh,
Speaker 1: yesterday this morning. Yesterday, the Building and Construction Trades Council
Speaker 1: union met with the union president in Omaha because they
Speaker 1: have about a hundred third party iron workers, carpenters, electricians
Speaker 1: and skilled trades people that are union trades people that
Speaker 1: have contracts at Kellogg's, and they came to what Dan Osborne,
Speaker 1: the union president, decided called was a tough decision that
Speaker 1: those union workers are going to cross the picket line
Speaker 1: to honor those contracts. So Kelloggs is forcing the union
Speaker 1: is in the city in like into a bind really
Speaker 1: because they're they're you know, uh going to lose their
Speaker 1: own contracts at Kellogg's. So that's kind of been like
Speaker 1: the most recent development here is that rather than just
Speaker 1: temps coming in, we have now skilled union trades people
Speaker 1: from various Omaha unions who are also crossing the picket
Speaker 1: line two honor their contracts at Kellogg's, you know, um
Speaker 1: past these striking workers. So it's a bit of a mess,
Speaker 1: a little bit, you know. Yeah, there's so much going
Speaker 1: on right now, I'm kind of wondering what you think
Speaker 1: are the because we've got a number of strikes kind
Speaker 1: of all coming to ahead at the same time, I'm wondering,
Speaker 1: specifically from the Kellogg strike, what do you think are
Speaker 1: kind of the lessons that should be taken from what's
Speaker 1: happened so far for the broader labor movement. UM. I
Speaker 1: think the biggest thing that's kind of impacted me as
Speaker 1: I've gone to the line. UM, I've stood on the
Speaker 1: picket line, I've covered these you know, this strike, I've
Speaker 1: talked to people, UM, is that when these types of
Speaker 1: actions happen, they really only can be sustained because the
Speaker 1: community comes together to support them. You know. Um, these
Speaker 1: strike funds that are going around and folks showing up
Speaker 1: to stand on the picket line who are not part
Speaker 1: of the union are really sort of become you know,
Speaker 1: they are helping support these workers who can only hold
Speaker 1: out so long with finite resources. Right. So, the big
Speaker 1: thing to me is that past these news cycles of
Speaker 1: excitement of striked ober of you know these people just
Speaker 1: walked out today, well they may be you know, they
Speaker 1: may be on the line for months and months on end,
Speaker 1: and the new cycles going to move on, and these
Speaker 1: communities are still going to have to try and and
Speaker 1: and back up these labor actions, right um. You really
Speaker 1: can't have true you know, you can't have a labor
Speaker 1: movement without you know, support, right um. And that's kind
Speaker 1: of been the biggest thing that has impacted me particularly.
Speaker 1: You know this Almaha used to be a really formidable
Speaker 1: union time. You know, back in the eighties. It was
Speaker 1: really really something to see that the business unions in
Speaker 1: in the various locals here really had some of these
Speaker 1: union leaders had more political power than the mayor, right um.
Speaker 1: And that has gone downhill over the last forty years.
Speaker 1: And it's really cool to see, uh, the level of
Speaker 1: solidarity that's happening amongst the community, you know, um, in
Speaker 1: the ways in which people are kind of coming out
Speaker 1: to talk to and and be a part of this
Speaker 1: strike and to remind these Kellogg's workers that they're not
Speaker 1: operating in a bubble, you know, and that the rest
Speaker 1: of the community really hopes that the strike will and
Speaker 1: quickly and peacefully and with a really good resolution for
Speaker 1: these workers. You know. Onever thing I wanted to ask
Speaker 1: about in in terms of sort of this this kind
Speaker 1: of researchtion to the union movements and in in in
Speaker 1: terms of sort of communities support is the level of
Speaker 1: violence that there's been against like against the strikes. I've
Speaker 1: seen a lot of like stuff about people canna hit
Speaker 1: my busses and like, and I don't I don't know
Speaker 1: if I think I think I'm getting my strikes. I
Speaker 1: don't don't know if they they've been direct car attacks
Speaker 1: on this specific picket line. But that's when I think
Speaker 1: that it's been happening a lot and a couple of
Speaker 1: documented cases. Yeah, yeah, and yeah, I was wondering what
Speaker 1: you think about that, and like what actually can be
Speaker 1: done about the fact that like you know that you know,
Speaker 1: like this just the fact that we're just seeing auto
Speaker 1: attacks on picket lines regularly, now, I mean that's you know,
Speaker 1: it's a it's a shitty development. You know. Um, I
Speaker 1: was out on the picket line last Thursday, and um,
Speaker 1: they were attempting to bring in buses at shift change
Speaker 1: past the the picketers who walk slowly. You know, they
Speaker 1: don't want to stop in front of the bus. It's
Speaker 1: illegal to stop and and you know, make it, you know,
Speaker 1: so that they can't pass through the gates. But they
Speaker 1: slow them down for a little bit. And UM, one
Speaker 1: gentleman was trying, you know, was standing there and this
Speaker 1: bus just bumped right into them. You know. There's videos
Speaker 1: that have been shared through local news of buses knocking
Speaker 1: down workers as they're trying to cross the picket line. UM.
Speaker 1: And I you know there are also personal vehicles that
Speaker 1: go through, and it could be the private security that's
Speaker 1: been hired, it could be managers. UM. But you know,
Speaker 1: they're running through these lines really quickly dangerously. It's unfortunate,
Speaker 1: and you know, I don't have an answer for what
Speaker 1: the best h solution for that is. You know, but
Speaker 1: vehicle tax have become sort of more uh, I don't
Speaker 1: want to say commonplace, but you see them happening a
Speaker 1: lot both at protests last year, and you know, I
Speaker 1: think Warrior met Cole had some bosses running through the
Speaker 1: lines and being reckless with their vehicles. You know. Um,
Speaker 1: the problem is is on the on the back end,
Speaker 1: the police don't step in when they see these instances,
Speaker 1: you know. UM. And in fact, last Thursday, when we
Speaker 1: had a hundred plus motorcyclists from various mcs show up
Speaker 1: to support the strike, UM, the police were the ones
Speaker 1: who protected the scabs and made sure that they made
Speaker 1: it through the picket line. So you know, UM, the
Speaker 1: answer to that, I'm not sure. You know. Yeah, I
Speaker 1: mean that's a time honored police tradition. Yeah, they historically
Speaker 1: don't don't exist to protect laborers, with the notable exception
Speaker 1: of of the sheriff and what was that Mattawan and
Speaker 1: uh during the um the coal miner strike in West Virginia.
Speaker 1: M well yeah they shot him so well yeah, but
Speaker 1: they shot some people first. Yeah, Um, sid Hatfield that
Speaker 1: was the name. Yeah, I don't know. Um, I've gotten
Speaker 1: to know some of these folks on the line of
Speaker 1: the last two weeks, and they're just fantastic human beings,
Speaker 1: you know. Um, they are accommodating and hard working, and
Speaker 1: they come from all age brackets and they bring their
Speaker 1: families out and um, you know they're getting they're getting
Speaker 1: a raw deal from Kellogg's and UM. So far, the
Speaker 1: community support has been overwhelmingly positive. Um. There hasn't really
Speaker 1: been like at the John Deer strike. They're not getting
Speaker 1: eggs thrown out of them, you know. UM, they get
Speaker 1: a lot more honking and messages of support than they do.
Speaker 1: People driving by to yell at them for uh, you know,
Speaker 1: being a strike. So that's been nice to see, you know. Um.
Speaker 1: And actually this weekend on Saturday, um, there's gonna be
Speaker 1: a like cool vintage car show cruise around Kellogg's event
Speaker 1: that they've got planned. The fire departments bringing rigs and
Speaker 1: um teamsters, yes, yeah, and the teamsters are bringing cars
Speaker 1: and there's a bunch of vintage car clubs that are
Speaker 1: gonna be coming out. So you know, those types of
Speaker 1: things have like really kind of like fired up these
Speaker 1: people to keep them out on the line as long
Speaker 1: as they need to be, you know, so communities there
Speaker 1: for him. One of the things I'm continuing to wonder
Speaker 1: about is what it takes to close the gap between
Speaker 1: understanding that you and your colleagues are getting screwed over
Speaker 1: by this system and understanding that you and all of
Speaker 1: the other people striking at the same time, and perhaps
Speaker 1: even a bunch of people not striking, are all kind
Speaker 1: of fighting the same fight. And then maybe there's grander
Speaker 1: things to achieve than the negotiation of a single contract,
Speaker 1: because that seems like the big leap that is going
Speaker 1: to be the real struggle to clear. Uh yeah, you know,
Speaker 1: um I will say that some of the workers are
Speaker 1: fully aware that this is not just about a single
Speaker 1: contract negotiation, and it is actually, you know, more about
Speaker 1: struggles of the working class against corporate greed and the
Speaker 1: ways in which the working class gets their asses handed
Speaker 1: to them all the time, um um. And they know
Speaker 1: that they know that at some point, perhaps at some
Speaker 1: point in the future, someone else is going to look
Speaker 1: at their example and be inspired by it. Right. Um.
Speaker 1: As far as like maybe I don't know, ideologically speaking
Speaker 1: or politically speaking, for these folks, it's uh, doesn't fit
Speaker 1: into any sort of ideology leftist or conservative or whatever.
Speaker 1: Everyone's got their own personal politics. But they don't really
Speaker 1: talk about it on the line. What they talk about
Speaker 1: is working class versus ruling class. Um that you know,
Speaker 1: that's their sense. It's corporate greed, it's um asshole CEO
Speaker 1: is making eleven point six million dollars a year while
Speaker 1: they're struggling to pay their own bills, you know, um.
Speaker 1: And and you know that conversation is more common than um.
Speaker 1: Trying to fit this into a larger political movement or
Speaker 1: revolutionary movement, if that makes sense, you know, yeah, um.
Speaker 1: But I would say that the vast majority of the workers,
Speaker 1: regardless of their own personal politics, have very clear sense
Speaker 1: of where they sit in terms of class consciousness and
Speaker 1: understand that this is one of one of the most
Speaker 1: effective tactics to try and force the hand of these assholes.
Speaker 1: You know, UM is to withhold work and withhold their labor.
Speaker 1: So well, this has been great. I mean that's everything
Speaker 1: I had to ask Chris. Anything else not that not
Speaker 1: that I have. So there is there a call to action?
Speaker 1: We could have our listeners or pages people should be
Speaker 1: following strike fund Yeah, yeah, yeah, there's a go fund
Speaker 1: me and there's a PayPal set up for the Omaha strikers.
Speaker 1: I believe the b C t g M International page
Speaker 1: has like a page of each of the strike funds
Speaker 1: for each of the four plants. So that might be
Speaker 1: something that you might not want to share with your listeners.
Speaker 1: I can send you an email with that, UM because
Speaker 1: it's probably going to be easier to do UM. But yeah,
Speaker 1: as far as I know, b C t g M
Speaker 1: isn't called for an official boycott of Kellogg's products. However,
Speaker 1: they wouldn't be mad if you just didn't buy any
Speaker 1: right now. There was some talk last week that some
Speaker 1: of the picketers might you know, be flying outside of
Speaker 1: grocery stores to try and educate the community on what's
Speaker 1: going on with this strike. But beyond that, they also
Speaker 1: are concerned about the quality of the food being produced
Speaker 1: by scabs, so it probably would be healthy for you
Speaker 1: to not by the food, you know, because I think
Speaker 1: it was in what two thousand eighteen during the works
Speaker 1: a lockout in Memphis, the same company that they brought
Speaker 1: in then that they're bringing in now uh piste in
Speaker 1: the cereal on the line, and they didn't release video
Speaker 1: of that for two years after the incident, so it
Speaker 1: ended up in someone's home, you know, GROSSI yikes. Yeah, yeah,
Speaker 1: that's pretty fun, right. Um. So yeah, you know, support
Speaker 1: your local strike fund and if you are in a
Speaker 1: city where Kellogg's plant is striking, I'm sure those workers
Speaker 1: would love love too to hear from you, Fiel your support.
Speaker 1: So and where can our listeners follow you? I am
Speaker 1: on Twitter primarily at cold Brood Tool. I don't know
Speaker 1: why I picked that name, but yeah, yeah, I got it.
Speaker 1: I haven't changed that handle since I got into Twitter,
Speaker 1: so um, but yeah, that's usually where I'm at. Otherwise,
Speaker 1: you know, I teach locally and had to have a
Speaker 1: podcast that I'm developing and do a bunch of different projects.
Speaker 1: So Twitter is the best way to get a hold
Speaker 1: of me if you have questions. Awesome, all right, thanks
Speaker 1: for having me on folks, Thanks for thanks for joining us.
Speaker 1: I'll be back at the picket line, you know, talking
Speaker 1: to these folks, and I'm going to do my best
Speaker 1: to keep this ship in the new cycles so that
Speaker 1: they aren't forgotten. So we've got a link to the
Speaker 1: strike Fund and some other ways to help me in
Speaker 1: the description. So yeah, this has been It could Happen
Speaker 1: Here Pod. Follow us on Twitter, Instagram at Happened Here Pod,
Speaker 1: and at cool Zone Media for all the rest of
Speaker 1: our shows. It could Happen Here is a production of
Speaker 1: cool Zone Media. For more podcasts from cool Zone Media,
Speaker 1: visit our website cool zone media dot com, or check
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Speaker 1: for It could Happen Here, updated monthly at cool zone
Speaker 1: Media dot com slash sources. Thanks for listening,