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Speaker 1: Also media, welcome to take it up. And here a

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Speaker 1: podcast that is I don't know, I'm gonna, I'm gonna.

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Speaker 1: I'm gonna speak for the rest of my hosts who

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Speaker 1: aren't here so they can't stop me and say that

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Speaker 1: this is a podcast normally opposed to brunch. I'm your host,

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Speaker 1: Miya Wong, And today we are talking about something that

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Speaker 1: we kind of haven't been covered, we haven't covered as

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Speaker 1: much as I think we should have, which is unionization

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Speaker 1: in small businesses. We've talked a lot about unization and

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Speaker 1: sort of larger things. We've talked about sort of mid

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Speaker 1: mid sized chains. But today we're talking about the unionization

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Speaker 1: of a place called Friday Egg I'm in Love in

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Speaker 1: Portland's which it's it's if if if you sort of

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Speaker 1: imagine the platonic ideal of what do you think a

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Speaker 1: place called Friday Egg I'm in Love is going to

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Speaker 1: be like it is in fact that And with me

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Speaker 1: to talk about this is Soul and Janey from the

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Speaker 1: Friday Egg Workers Union. Yeah, both of you, welcome to

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Speaker 1: the show.

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Speaker 2: Thank you so much.

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Speaker 3: Yeah, thanks for having us.

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Speaker 1: Yeah, I'm excited to talk about this partially, you know,

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Speaker 1: I mean as you've sort of discussed a little bit

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Speaker 1: because I want to get into a bit later the

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Speaker 1: specific dynamics of sort of small business union stuff. But

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Speaker 1: first things first, I wanted to sort of talk about what, actually,

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Speaker 1: you know, how did you all decide to unionize, because

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Speaker 1: I think this is a bit different story than the

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Speaker 1: kind of thing we usually get on this show.

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Speaker 2: Absolutely well, I've been at this particular restaurant since twenty

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Speaker 2: nineteen and it's been something that's come up every now

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Speaker 2: and then. I think we're just a very queer workplace.

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Speaker 2: We're a very leftist workplace, and we tend to have

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Speaker 2: a lot of common ideals. And I feel like what

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Speaker 2: makes our unionization effort unique or maybe not unique, but

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Speaker 2: just different than a lot of like we need to

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Speaker 2: start a union right now all kind of efforts is

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Speaker 2: there wasn't a thing that caused it. We were all

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Speaker 2: like me and five other people were just sitting around

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Speaker 2: a table and decided, Hey, we should just start a union,

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Speaker 2: and so we kind of looked into what that looks

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Speaker 2: like and the snowball started rolling downhill.

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Speaker 1: Yeah, and this is something I think is really interesting

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Speaker 1: because you know, I mean, one of one of the

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Speaker 1: things you get really commonly in sort of like anti

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Speaker 1: union propaganda. You see this, like I so a lot

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Speaker 1: of my family were engineers, right, and engineers do this

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Speaker 1: all the time where they're like, oh, we don't need

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Speaker 1: a union. We're like happy, we're well paid, everything's great.

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Speaker 1: And then you know, you look at you, you look

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Speaker 1: at what happens to them, and it's like, oh, well

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Speaker 1: now you have boeing Right, It's like, well, you you will,

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Speaker 1: you will, you all never organized, you no longer have

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Speaker 1: any power in your planes are like falling from the sky.

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Speaker 1: So yeah, this this is a I'm gonna I'm taking this,

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Speaker 1: taking my soapbox moment to be like you two out there,

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Speaker 1: even if your job is good, at some point it's

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Speaker 1: going to not be and you should unionize first before

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Speaker 1: they i don't know, like be google and decide that

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Speaker 1: I don't be evil. Actually constrains them from making money

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Speaker 1: and decide to be evil, So get get out ahead

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Speaker 1: of them before.

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Speaker 2: I couldn't agree.

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Speaker 3: More absolutely, this has felt very, very proactive. I haven't

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Speaker 3: been there nearly nearly as long as some of my comrades,

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Speaker 3: but the general like consensus is that like things are

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Speaker 3: pretty good. So instead of letting things go bad. Let's

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Speaker 3: let's make you know, major steps to protect what we have,

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Speaker 3: especially as like you kind of notice how this small

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Speaker 3: business is slowly, slowly starting to operate like not a

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Speaker 3: small business mm hm.

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Speaker 2: And we had a one of our food carts was

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Speaker 2: upgraded to a brick and mortar at the beginning of

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Speaker 2: this year, and pretty much that in that moment that

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Speaker 2: that started operating as a real restaurant, it things really

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Speaker 2: clearly I think started setting in that like that this

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Speaker 2: is a bigger operation than it used to be, and

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Speaker 2: they very like the owner very much still has the

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Speaker 2: intention of making it as good of a place to

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Speaker 2: work as he can, which is to be appreciated. But

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Speaker 2: it's also understandable that as things start to grow, it's

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Speaker 2: a lot better if it's a collaborative process in terms

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Speaker 2: of making it the best place to work that it

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Speaker 2: can be. And I think getting a seat at the

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Speaker 2: table is something that we have to make for ourselves,

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Speaker 2: but it doesn't necessarily have to be a threat or

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Speaker 2: a retaliation.

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Speaker 1: This is something I think is kind of important with unionizing,

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Speaker 1: especially places that are kind of you know, like or

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Speaker 1: you know, we're even where the sort of the boss

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Speaker 1: is legitimately trying to like do the right thing, which

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Speaker 1: like it's kind of true of like my work, right,

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Speaker 1: like you know, like the people above my bosses are

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Speaker 1: kind of a fiasco, but like my immediate like bosses

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Speaker 1: are like you know, it's Robert and Sophie, right, Like

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Speaker 1: they're pretty chill. But you know, like like one of

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Speaker 1: the dynamics that sets in is like, you know, it's

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Speaker 1: not what the actual conditions are, isn't necessarily always going

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Speaker 1: to be under their control, even if you know, like

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Speaker 1: even if they want to do the right thing, and

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Speaker 1: the demands of things like scale and you know, the

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Speaker 1: demands of sort of market competition have this sort of

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Speaker 1: disciplining effect on what, you know, like what what your

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Speaker 1: working conditions can be if you're going to sort of

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Speaker 1: compete with like I don't know, you're you're like doughnut

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Speaker 1: shop that like torches is union workers, right.

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Speaker 2: You know for example, Yeah, yeah, yeah.

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Speaker 3: Pure purely abstract, purely abstract. Yeah, absolutely, you know, seeing

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Speaker 3: a shop of you know, twelve become you know, two shops,

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Speaker 3: a food car and a commissary kitchen of thirty five,

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Speaker 3: that definitely, you know, it's just pushing the business in

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Speaker 3: a direction very naturally. It feels very much like a

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Speaker 3: part of how systems work, even if our even if

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Speaker 3: your owner has really good intentions, just the nature of

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Speaker 3: like how capitalism works is uh starts to change things

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Speaker 3: as Yeah at scale for sure.

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Speaker 1: Yeah, And that that gets into something else that I'm.

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Speaker 3: Sort of interested in.

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Speaker 1: How the sort of unionizing process went. This is a

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Speaker 1: very I mean, I guess going from twelve to thirty

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Speaker 1: five is a big increase in the number of people,

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Speaker 1: but that's still a very small shop. So can you

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Speaker 1: talk a bit about what it's been like kind of

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Speaker 1: organizing in you know, I mean organizing a number of

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Speaker 1: people that you can very easily fit into a room.

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Speaker 2: It's been interesting and it's been exciting in that way

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Speaker 2: because we are able to cram into a room and

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Speaker 2: the energy is very palpable and so like inspiring momentum

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Speaker 2: to get shit done in each other has been really

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Speaker 2: really wonderful in that way. But I think also it's

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Speaker 2: it makes it easy for us to be very tactical

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Speaker 2: with how we are handling this process, where we're making

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Speaker 2: sure that at all four locations there's a majority, if

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Speaker 2: not unanimous, approval and support and membership in the union.

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Speaker 2: And the more that the more that I'm meeting union

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Speaker 2: organizers and union reps and people from IWW, the more

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Speaker 2: that I'm realizing we're in a situation where we can

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Speaker 2: establish some really lovely precedent for similar workplaces who want

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Speaker 2: to start a union, who are about the same size

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Speaker 2: as us, or even like neighbors in our like on

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Speaker 2: the on the streets that are locations are at where

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Speaker 2: we can do things like there's not enough precedent in

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Speaker 2: the IWW for a service industry in general, but particularly

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Speaker 2: it's it's very common to be in the negotiating process

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Speaker 2: and one of the things that will be offered to

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Speaker 2: the employer in exchange for whatever you're negotiating on is

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Speaker 2: like a no strike clause, like okay, we'll just we'll

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Speaker 2: give this to you of like we're just not gonna

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Speaker 2: be able just to strike for the duration of our contract,

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Speaker 2: and so exchange we can get some other stuff that

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Speaker 2: we're asking for. But because we have such a strong majority,

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Speaker 2: and in all four locations we have a strong majority,

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Speaker 2: I think we're currently planning on keeping the right to strike.

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Speaker 2: Hell yeah, and you know we're not planning on it

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Speaker 2: I hope that we don't ever have to do that,

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Speaker 2: but just having that as precedent I think will help

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Speaker 2: our community and other similar unions.

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Speaker 1: Yeah, absolutely, I think. You know, this is something that

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Speaker 1: going back to if you look at the sort of

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Speaker 1: heyday of American unionism, if you look at like the

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Speaker 1: fifty sixty seventies, like those contracts didn't have no strike

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Speaker 1: clauses in them. Some of them did, so sometimes it

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Speaker 1: was like a federal thing. But the thing about no

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Speaker 1: strike clauses is that it makes you know, we've talked

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Speaker 1: about this a bit before on the show, but one

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Speaker 1: of the sort of issues when you have a union

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Speaker 1: is like, okay, so even if you get a contract right,

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Speaker 1: and that usually takes that takes a long time, takes

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Speaker 1: a lot of fighting, the company is immediately going to

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Speaker 1: start trying to violate the contract. And so you know,

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Speaker 1: your your contract is only as strong as your ability

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Speaker 1: to enforce it. And you know, one of a really

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Speaker 1: really good way to enforce it is by being able

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Speaker 1: to go on strike. But normally, like yeah, people aren't

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Speaker 1: organized enough to actually like fight their employers on it,

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Speaker 1: and so it just ends up being a kind of

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Speaker 1: standard part of contracts, and yeah, it's really exciting that

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Speaker 1: y'all are committing to fight for that from the beginning,

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Speaker 1: because it's it's it's hard, it's it's not an easy

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Speaker 1: thing to do.

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Speaker 2: Now, the more I learn about how unions operate, the

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Speaker 2: more I'm realizing that, you know, it doesn't necessarily stop

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Speaker 2: people from getting fired, it doesn't necessarily stop people from having,

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Speaker 2: you know, injustice happened upon them. But it just gives

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Speaker 2: you the ability to fight in the first place. And

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Speaker 2: I think a lot of employers who are facing a

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Speaker 2: workplace who are wanting to unionize, like recognizing that it's

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Speaker 2: it's it's not like a threat. It's not like, Okay,

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Speaker 2: we're uh, we're going to have this union and everyone's

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Speaker 2: going to go on strike the next day and our

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Speaker 2: business is going to tank. But it's they're just asking

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Speaker 2: for the right to to have a better negotiating seat.

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Speaker 1: Yeah, this is something I actually think it's really interesting

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Speaker 1: about this campaign where there's this really kind of I

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Speaker 1: don't know, I think if you're able to build a

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Speaker 1: precedent of being able to negotiate a contract that doesn't

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Speaker 1: have no strike clause that allows you to go on strike, whatever,

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Speaker 1: you know, whenever you want is something that is like

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Speaker 1: characteristic of liking of you know, of a of an

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Speaker 1: incredibly militant shop. But I think if you can, if

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Speaker 1: you can actually get the precedent of you know, having

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Speaker 1: companies treat this as normal, because it's something that should

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Speaker 1: be normal, right like this, this is how a lot

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Speaker 1: of the US used to work, right it used to

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Speaker 1: be you were on like an auto line assembly line,

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Speaker 1: there'd be there be a guy in a back with

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Speaker 1: a whistle and if and if you know, if a

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Speaker 1: contract violation happened, or like you know, if if the

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Speaker 1: company is asking you to do something that you aren't

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Speaker 1: you know that you're not like contractually obligated to do

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Speaker 1: the person would you know, the union person would blow

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Speaker 1: the whistle, immediate strike, the entire assembly line goes down,

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Speaker 1: and you know, it turns out you actually can run

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Speaker 1: a completely functional like economy like this. But the kind

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Speaker 1: of the mentality of the people who own who own

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Speaker 1: businesses right now is that you should never at any point,

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Speaker 1: like you know, you should never at any point let

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Speaker 1: your workers do anything at all. You should immediately fight

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Speaker 1: them at the moment they try to unionize. And I

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Speaker 1: think you know, having a president of like you know,

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Speaker 1: of of being able to get this kind of stuff

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Speaker 1: without immediately having to launch, like you know, like immediate

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Speaker 1: immediately kick off a series of strikes with your employer.

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Speaker 1: Is is a good one? Is a good one to.

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Speaker 3: Set that we have so many people that are super

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Speaker 3: interested in like being a part of this organizing effort

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Speaker 3: because because we all like being there, like I think

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Speaker 3: is huge in comparison to like lots of stories that

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Speaker 3: we hear about and yeah, really wanting to like bring

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Speaker 3: that to the restaurant industry because yeah, that's unions are

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Speaker 3: you know, criminally under recognized within service work. Yeah, and

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Speaker 3: arguably an industry that needs it the most.

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Speaker 1: Yep, yep. Well, and that's the other exciting thing about

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Speaker 1: this shop is that you know, you're talking about sort

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Speaker 1: of like they're not being enough service organizing with it

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Speaker 1: with the IWW. And that's true of like basically all

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Speaker 1: unions because and especially shops at your scale, because you know,

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Speaker 1: a lot of these unions are using like a very

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Speaker 1: kind of crude cross cost benefit analysis and their their

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Speaker 1: assessment is like, well, why should we bother to organize

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Speaker 1: like this shop that has thirty five people at it

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Speaker 1: because you know, this is it like we're like the

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Speaker 1: amount of dews money we're going to get out of

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Speaker 1: it is like not you know, is not is not

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Speaker 1: worth the effort. But on the other hand, you know,

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Speaker 1: like do you know how many workers there are, like

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Speaker 1: how many of these like how many of these tiny

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Speaker 1: shops across the there are across the entire country that

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Speaker 1: if you know, and if everyone just refuses to organize them,

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Speaker 1: then you're leaving like tens of millions of workers just

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Speaker 1: sort of like screwed.

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Speaker 3: Yeah. I can't speak for all IWW, but I know,

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Speaker 3: like talking with like the Portland branch definitely mirrors our

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Speaker 3: shop and at like how queer and leftist it is.

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Speaker 3: And is that surprising that they're working with the IWW

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Speaker 3: or with the Coalition of Independent Unions which is a

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Speaker 3: Pacific Northwest like union for unions kind of thing. It's

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Speaker 3: not surprising that like our values are aligned and it's

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Speaker 3: like making making for something like really fun and like

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Speaker 3: you know, setting a new kind of industry standard for

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Speaker 3: service industry.

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Speaker 1: Yeah. Unfortunately, speaking of industry standards, I have to go

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Speaker 1: to an ad break. It's in my contract somewhere probably,

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Speaker 1: although I don't think my employers have read my contract

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Speaker 1: in a long time. But you know, such are the

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Speaker 1: dictates of a podcast that that your senior bosses don't

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Speaker 1: listen to. Yeah, we will return in however long the

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Speaker 1: ads are and we are back, So okay. Another thing

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Speaker 1: that I kind of wanted to talk about is what

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Speaker 1: has it sort of been like in terms of, like,

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Speaker 1: you know, so like, how how has you know, in

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Speaker 1: a shop that's like this small? How has the sort

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Speaker 1: of like organizing conversations gone right, Like is everyone just

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Speaker 1: sort of close enough that you know, you were able

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Speaker 1: to kind of do this organically, or was there still

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Speaker 1: sort of a like mapping process for all of the

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Speaker 1: shops or.

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Speaker 2: Well, luckily it has gone pretty smoothly. But we were

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Speaker 2: advised early on to create an interest map where we

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Speaker 2: go through the list of every coworker that we have

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Speaker 2: and talk about like how well do we know them?

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Speaker 2: Do we think they would be down? Like, well, this

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Speaker 2: person would obviously be down. This person, I guess we'll

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Speaker 2: just have to talk to them and see and apart

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Speaker 2: from a few cases, it has been very successful and

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Speaker 2: easy so far. It's really lucky that almost all of

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Speaker 2: our coworkers our comrades.

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Speaker 3: Yeah, I think like our first like conversation was I

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Speaker 3: think about ten people at like a bar close to

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Speaker 3: like the main Hawthorn shop, and like once we had

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Speaker 3: like that get together. Yeah, it really became about, like,

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Speaker 3: you know, how do we get our satellite locations, you know,

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Speaker 3: on this on the same page, you know, with like

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Speaker 3: a super majority at one shop, you know, then just

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Speaker 3: moving on to you know our little you know, the

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Speaker 3: Pioneer food cart and then our Commissary kitchen and then

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Speaker 3: the Mississippi location. That was just you know, hiring a

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Speaker 3: whole new staff for and you know, getting them in

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Speaker 3: you know, collecting them into the fold. And yeah, I

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Speaker 3: ww was very helpful and like how to like kind

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Speaker 3: of create those processes to like ensure that you know,

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Speaker 3: we were approaching people in the right way. And yeah,

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Speaker 3: it getting a proper headcount.

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Speaker 1: Yeah that can be a disaster. Yeah, oh god, Like

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Speaker 1: my union, we're still trying to hash out whether some

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Speaker 1: people are in the union or not, and like people

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Speaker 1: will leave the company. Then this happens all the time, right,

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Speaker 1: Like one of the things you discovered really quickly when

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Speaker 1: you need a union organizing is that your like management

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Speaker 1: doesn't actually know how anything works, or like even who's

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Speaker 1: working for them and what they do. They have absolutely

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Speaker 1: no idea, and so you have to do their job

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Speaker 1: and figure out what everyone does.

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Speaker 3: What management would be so mad at you for saying, you.

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Speaker 1: Know, look if they if they did, if they didn't

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Speaker 1: want me to talk negatively about they should pay me more.

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Speaker 1: They simply do not any of us enough. That's not

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Speaker 1: universal from time to time. Yeah, yeah, but I think

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Speaker 1: that you know, what's what's interesting about the shop too,

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Speaker 1: is it really seems like y'all just sort of speed

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Speaker 1: ran doing a good campaign, Like you're doing all of

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Speaker 1: the things that that you you you get a good organizers,

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Speaker 1: but then you know, every once in a while you

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Speaker 1: just get a shop where it just kind of everything

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Speaker 1: just clicks and goes.

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Speaker 2: It has been five months start to finish, which I

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Speaker 2: feel like is significantly faster than most.

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Speaker 1: Yeah, most of.

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Speaker 2: That is just down to that there aren't very many

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Speaker 2: of us, and so talking to everyone hasn't been that

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Speaker 2: crazy of an endeavor.

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Speaker 1: Yeah, but.

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Speaker 2: I think probably in the first meeting or two, we

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Speaker 2: just crunch the numbers and realized, Okay, we're not going

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Speaker 2: to have any trouble having a majority, but we have to,

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Speaker 2: and so the focus of our work went into making

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Speaker 2: sure we do it right and learning to inoculate people

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Speaker 2: and talk to people we haven't talked to yet and

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Speaker 2: people for whom it would be a little more sensitive

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Speaker 2: or more in depth conversation, and educating ourselves on what

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Speaker 2: starting a union actually looks like. And IWW has been

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Speaker 2: very helpful providing these little trainings that I've been able

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Speaker 2: to go to. It's funny that they're on Sunday afternoons

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Speaker 2: and so I'm pretty sure I'm the only person at

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Speaker 2: our brunch restaurant who doesn't work Sunday afternoons, so I've

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Speaker 2: been going to those.

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Speaker 1: But yeah, this has something been like I don't know,

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Speaker 1: I feel like it should be a thing that so

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Speaker 1: I was at this will I guess we'll have come

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Speaker 1: out after the Labor Nights episode that I'm doing. But

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Speaker 1: something that I feel like I don't hear much discussion

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Speaker 1: of in union organizing that I feel like there should

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Speaker 1: be is like fighting management on scheduling and like trying

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Speaker 1: to fight for you know, people actually A having consistent

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Speaker 1: schedules and B not just having like I don't know,

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Speaker 1: like I know a lot of people who find out

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Speaker 1: their schedule on Facebook, like four hours before they have

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Speaker 1: to go in, right, Like, that's insane, that is that

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Speaker 1: is that is not a way for industrial process to function. Right.

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Speaker 3: No, thankfully that has not been one of our issues

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Speaker 3: at least at least not systemically at Fredick.

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Speaker 1: Yeah, but but it does make it hard to do

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Speaker 1: intro organizational training. Is because it's like everyone has weird

364
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Speaker 1: scheduling stuff going on, so it's it's hard to like,

365
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Speaker 1: I don't know, I feel like it's it's underrated. Barrier

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Speaker 1: to getting a lot of people from different unions to

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Speaker 1: work together, is that no one is ever off at

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Speaker 1: the same time.

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Speaker 2: That's real.

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Speaker 3: Yeah, absolutely, I know it's been weird. I think they're

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Speaker 3: a huge aspect of our success I think is that

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Speaker 3: we have been able to like I think the unique

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Speaker 3: part about the breakfast place is that it's not open

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Speaker 3: from you know, am to pm. It's not open from

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Speaker 3: ten am to eleven pm, like like a restaurant could

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Speaker 3: potentially be open. We are open for breakfast. We're done

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Speaker 3: at two on the weekdays, and adding in a standing

378
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Speaker 3: union meeting at four pm once a week was very

379
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Speaker 3: easy to add to everybody's schedule. I think. I think

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Speaker 3: in the nature of the breakfast place lent to that

381
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Speaker 3: working very very easily.

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Speaker 2: Yeah, and our coworkers that maybe need a little more

383
00:22:09,200 --> 00:22:12,440
Speaker 2: persuasion that like, hey, no, don't worry this is this

384
00:22:12,520 --> 00:22:14,360
Speaker 2: is really happening, and you can be a part of it,

385
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Speaker 2: even if you know that their pro union. Kind of

386
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Speaker 2: getting the ball rolling with people sometimes takes a meeting

387
00:22:19,480 --> 00:22:23,600
Speaker 2: or two and being able to have the peer pressure

388
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Speaker 2: of like, hey, we're going to a meeting right now.

389
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Speaker 2: I know you're not doing anything after this, and I'll

390
00:22:30,119 --> 00:22:33,520
Speaker 2: give you a ride helps a lot because then they

391
00:22:33,560 --> 00:22:36,440
Speaker 2: go to their meeting and they're like, wow, that was awesome.

392
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Speaker 2: I never knew I could take control of my life

393
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Speaker 2: in any way.

394
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Speaker 1: Yeah, that rules. There really is nothing like just being

395
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Speaker 1: in a place with a bunch of people who all

396
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Speaker 1: are trying to like actually do the thing, like you know.

397
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Speaker 1: I mean, I think this is why. You know, like,

398
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Speaker 1: as we're recording this, like a bunch of campus occupations

399
00:22:59,640 --> 00:23:02,000
Speaker 1: are going right, and I mean, I don't know, God,

400
00:23:02,440 --> 00:23:06,000
Speaker 1: hopefully by the time this comes out, they won't have

401
00:23:06,080 --> 00:23:10,320
Speaker 1: all died horribly because this is getting recorded on what day,

402
00:23:10,400 --> 00:23:16,200
Speaker 1: is it that April twenty eighth, so I and is

403
00:23:16,359 --> 00:23:20,080
Speaker 1: being released into like hell world. But yeah, you know,

404
00:23:20,160 --> 00:23:22,119
Speaker 1: I mean, I think one of one of the aspects

405
00:23:22,200 --> 00:23:25,280
Speaker 1: of of of those camps is that like you're just

406
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Speaker 1: there with a bunch of people who you get to

407
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Speaker 1: talk to and organize with. And it turns out that

408
00:23:31,880 --> 00:23:33,760
Speaker 1: actually being there face to face with a bunch of

409
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Speaker 1: people is just great. And that's that's the thing. That's

410
00:23:35,960 --> 00:23:39,119
Speaker 1: the thing. You can also like that you knows, as

411
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Speaker 1: much as like union work can just can be work, right,

412
00:23:43,080 --> 00:23:45,000
Speaker 1: it can be you sitting in front of a spreadsheet

413
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Speaker 1: and going, oh my god, what does this person respond

414
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Speaker 1: Like it's also I don't know, it's it's also like

415
00:23:51,480 --> 00:23:54,920
Speaker 1: it could be really great and I don't know, you should,

416
00:23:55,160 --> 00:23:58,200
Speaker 1: you dear listeners should experience it because it rules.

417
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Speaker 2: I couldn't recommend it more. Is the best feeling in

418
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Speaker 2: the world, and Sol and I are addicted to it

419
00:24:07,600 --> 00:24:12,080
Speaker 2: to feel like you're actually doing anything real Hell yeah,

420
00:24:12,080 --> 00:24:12,760
Speaker 2: it's incredible.

421
00:24:13,880 --> 00:24:16,639
Speaker 3: That's yeah. Something we heard from i W or i

422
00:24:16,760 --> 00:24:20,040
Speaker 3: w W friends is that like this, like, especially with

423
00:24:20,080 --> 00:24:22,400
Speaker 3: how early in the process we are, like how exciting

424
00:24:22,440 --> 00:24:24,879
Speaker 3: that is to like just get everybody, But everybody in

425
00:24:24,920 --> 00:24:28,359
Speaker 3: a room and I feel like we're all working towards

426
00:24:28,359 --> 00:24:34,480
Speaker 3: the same thing. Yeah, and that you do get addicted

427
00:24:34,520 --> 00:24:38,840
Speaker 3: to it. And that's often where the union organizers came from,

428
00:24:39,359 --> 00:24:42,560
Speaker 3: was like starting their own and they're like, oh, I

429
00:24:42,760 --> 00:24:44,120
Speaker 3: need to keep doing this.

430
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Speaker 1: I think. I think that's a pretty good doe to

431
00:24:51,200 --> 00:24:53,159
Speaker 1: end on, unless you do have anything else that you

432
00:24:53,200 --> 00:24:54,440
Speaker 1: want to make sure we get you first.

433
00:24:55,080 --> 00:24:58,480
Speaker 3: Yeah, with like how early in the process we are

434
00:24:59,640 --> 00:25:02,439
Speaker 3: after the comes out, like we will have like dropped

435
00:25:02,440 --> 00:25:05,760
Speaker 3: our authorization cards and like actually started like the formal process.

436
00:25:05,800 --> 00:25:08,960
Speaker 3: Like we're still pretty early on, but we already have

437
00:25:10,480 --> 00:25:13,440
Speaker 3: a fundraiser setup with like a local beer bar. We're

438
00:25:13,480 --> 00:25:19,760
Speaker 3: at Workers Sat. Hell yeah, and that's super exciting. And

439
00:25:19,800 --> 00:25:25,240
Speaker 3: we're building our socials and uh probably have a go

440
00:25:25,440 --> 00:25:31,359
Speaker 3: fundme for strike fundraiser. So yeah, early days, but very exciting,

441
00:25:32,160 --> 00:25:33,520
Speaker 3: very purposeful days.

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00:25:33,920 --> 00:25:34,840
Speaker 2: It's gonna be a big week.

443
00:25:35,200 --> 00:25:38,359
Speaker 1: Hell yeah. Yeah. Where can people go to find the

444
00:25:38,480 --> 00:25:40,360
Speaker 1: union and go to support you all?

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00:25:41,040 --> 00:25:45,080
Speaker 2: Well, our socials are not live yet, but all right,

446
00:25:45,119 --> 00:25:47,080
Speaker 2: so yeah, this is this, this is has been recorded

447
00:25:47,080 --> 00:25:49,679
Speaker 2: before things go live, we will we will have the

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00:25:49,720 --> 00:25:50,680
Speaker 2: links down there.

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00:25:52,320 --> 00:25:55,520
Speaker 3: Yeah. Yeah, we I think we're settling on the tag

450
00:25:55,840 --> 00:25:59,359
Speaker 3: the user name fried egg w U, which we are

451
00:25:59,400 --> 00:26:03,800
Speaker 3: saying foo about because you know, you gotta you gotta,

452
00:26:03,880 --> 00:26:08,359
Speaker 3: you gotta make you gotta make this fun. But yes,

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00:26:08,400 --> 00:26:10,400
Speaker 3: we will be. Yeah, we will be sharing that with you.

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00:26:10,840 --> 00:26:13,040
Speaker 2: I'm glad you knew because I wasn't sure if if

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00:26:13,040 --> 00:26:18,160
Speaker 2: we had a handle agreed upon yet. Yeah, we find

456
00:26:18,200 --> 00:26:20,320
Speaker 2: us on the socials Frida egg w.

457
00:26:20,560 --> 00:26:24,359
Speaker 3: U with it being early days and like us not

458
00:26:24,440 --> 00:26:27,880
Speaker 3: even being public yet. I've built those accounts, but they're

459
00:26:27,880 --> 00:26:30,760
Speaker 3: not like not ready to go. So there's that, like

460
00:26:30,960 --> 00:26:35,120
Speaker 3: we're in this dead zone period where we're we've built

461
00:26:35,160 --> 00:26:39,240
Speaker 3: the infrastructure for a proper you know, the proper election,

462
00:26:39,400 --> 00:26:43,560
Speaker 3: even though we are very hopeful that our owner will

463
00:26:43,640 --> 00:26:47,080
Speaker 3: recognize us with you know, the majority that we have,

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00:26:47,760 --> 00:26:51,600
Speaker 3: but yeah, we're our zero day is May Day, a

465
00:26:51,640 --> 00:26:53,640
Speaker 3: couple of days from now, and we are very excited

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00:26:53,640 --> 00:26:55,280
Speaker 3: for that very much.

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00:26:55,320 --> 00:26:58,239
Speaker 1: So oh yeah, hopefully it goes well. It will be

468
00:26:58,280 --> 00:27:00,880
Speaker 1: in the past by time this comes out. But good

469
00:27:00,960 --> 00:27:03,439
Speaker 1: luck to both of you, and thank you both so

470
00:27:03,520 --> 00:27:04,080
Speaker 1: much for coming on.

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00:27:05,200 --> 00:27:08,680
Speaker 2: Another pleasure belongs to us. We're both fans for having

472
00:27:08,800 --> 00:27:09,080
Speaker 2: us on.

473
00:27:09,480 --> 00:27:13,320
Speaker 1: Yeah, and yeah, does this has been naked happen here.

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00:27:14,000 --> 00:27:17,160
Speaker 1: You too can go experience the joys of organizing your workplace.

475
00:27:17,240 --> 00:27:19,640
Speaker 1: So go go do that or go to a student occupation,

476
00:27:19,880 --> 00:27:22,399
Speaker 1: do both. I don't know. There's a lot going on.

477
00:27:22,440 --> 00:27:25,240
Speaker 1: There are many places for you to experience the joy

478
00:27:25,240 --> 00:27:28,159
Speaker 1: of organizing with other people, so go go do that.

479
00:27:29,040 --> 00:27:34,119
Speaker 1: And yeah, you can find us in the usual places.

480
00:27:34,440 --> 00:27:36,080
Speaker 1: I don't know. Sophie will probably be on it in

481
00:27:36,119 --> 00:27:41,920
Speaker 1: about one second. This ad pivot not whatever. Listen. This

482
00:27:42,160 --> 00:27:43,800
Speaker 1: has got completely off the rails. I have not had

483
00:27:43,880 --> 00:27:46,840
Speaker 1: enough sleepe no.

484
00:27:47,480 --> 00:27:48,639
Speaker 3: Sleep for organizing.

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00:27:53,320 --> 00:27:55,679
Speaker 1: It could happen here as a production of cool Zone Media.

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00:27:55,920 --> 00:27:58,600
Speaker 3: For more podcasts from cool Zone Media, visit our website

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00:27:58,640 --> 00:28:00,840
Speaker 3: cool zonemedia dot com, or check us out on the

488
00:28:00,880 --> 00:28:04,440
Speaker 3: iHeartRadio app, Apple Podcasts, or wherever you listen to podcasts.

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00:28:04,880 --> 00:28:07,000
Speaker 1: You can find sources for It could Happen here, updated

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00:28:07,080 --> 00:28:10,240
Speaker 1: monthly at coolzonemedia dot com slash sources.

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Speaker 3: Thanks for listening.