Speaker 1: Also media, welcome to take it up. And here a
Speaker 1: podcast that is I don't know, I'm gonna, I'm gonna.
Speaker 1: I'm gonna speak for the rest of my hosts who
Speaker 1: aren't here so they can't stop me and say that
Speaker 1: this is a podcast normally opposed to brunch. I'm your host,
Speaker 1: Miya Wong, And today we are talking about something that
Speaker 1: we kind of haven't been covered, we haven't covered as
Speaker 1: much as I think we should have, which is unionization
Speaker 1: in small businesses. We've talked a lot about unization and
Speaker 1: sort of larger things. We've talked about sort of mid
Speaker 1: mid sized chains. But today we're talking about the unionization
Speaker 1: of a place called Friday Egg I'm in Love in
Speaker 1: Portland's which it's it's if if if you sort of
Speaker 1: imagine the platonic ideal of what do you think a
Speaker 1: place called Friday Egg I'm in Love is going to
Speaker 1: be like it is in fact that And with me
Speaker 1: to talk about this is Soul and Janey from the
Speaker 1: Friday Egg Workers Union. Yeah, both of you, welcome to
Speaker 1: the show.
Speaker 2: Thank you so much.
Speaker 3: Yeah, thanks for having us.
Speaker 1: Yeah, I'm excited to talk about this partially, you know,
Speaker 1: I mean as you've sort of discussed a little bit
Speaker 1: because I want to get into a bit later the
Speaker 1: specific dynamics of sort of small business union stuff. But
Speaker 1: first things first, I wanted to sort of talk about what, actually,
Speaker 1: you know, how did you all decide to unionize, because
Speaker 1: I think this is a bit different story than the
Speaker 1: kind of thing we usually get on this show.
Speaker 2: Absolutely well, I've been at this particular restaurant since twenty
Speaker 2: nineteen and it's been something that's come up every now
Speaker 2: and then. I think we're just a very queer workplace.
Speaker 2: We're a very leftist workplace, and we tend to have
Speaker 2: a lot of common ideals. And I feel like what
Speaker 2: makes our unionization effort unique or maybe not unique, but
Speaker 2: just different than a lot of like we need to
Speaker 2: start a union right now all kind of efforts is
Speaker 2: there wasn't a thing that caused it. We were all
Speaker 2: like me and five other people were just sitting around
Speaker 2: a table and decided, Hey, we should just start a union,
Speaker 2: and so we kind of looked into what that looks
Speaker 2: like and the snowball started rolling downhill.
Speaker 1: Yeah, and this is something I think is really interesting
Speaker 1: because you know, I mean, one of one of the
Speaker 1: things you get really commonly in sort of like anti
Speaker 1: union propaganda. You see this, like I so a lot
Speaker 1: of my family were engineers, right, and engineers do this
Speaker 1: all the time where they're like, oh, we don't need
Speaker 1: a union. We're like happy, we're well paid, everything's great.
Speaker 1: And then you know, you look at you, you look
Speaker 1: at what happens to them, and it's like, oh, well
Speaker 1: now you have boeing Right, It's like, well, you you will,
Speaker 1: you will, you all never organized, you no longer have
Speaker 1: any power in your planes are like falling from the sky.
Speaker 1: So yeah, this this is a I'm gonna I'm taking this,
Speaker 1: taking my soapbox moment to be like you two out there,
Speaker 1: even if your job is good, at some point it's
Speaker 1: going to not be and you should unionize first before
Speaker 1: they i don't know, like be google and decide that
Speaker 1: I don't be evil. Actually constrains them from making money
Speaker 1: and decide to be evil, So get get out ahead
Speaker 1: of them before.
Speaker 2: I couldn't agree.
Speaker 3: More absolutely, this has felt very, very proactive. I haven't
Speaker 3: been there nearly nearly as long as some of my comrades,
Speaker 3: but the general like consensus is that like things are
Speaker 3: pretty good. So instead of letting things go bad. Let's
Speaker 3: let's make you know, major steps to protect what we have,
Speaker 3: especially as like you kind of notice how this small
Speaker 3: business is slowly, slowly starting to operate like not a
Speaker 3: small business mm hm.
Speaker 2: And we had a one of our food carts was
Speaker 2: upgraded to a brick and mortar at the beginning of
Speaker 2: this year, and pretty much that in that moment that
Speaker 2: that started operating as a real restaurant, it things really
Speaker 2: clearly I think started setting in that like that this
Speaker 2: is a bigger operation than it used to be, and
Speaker 2: they very like the owner very much still has the
Speaker 2: intention of making it as good of a place to
Speaker 2: work as he can, which is to be appreciated. But
Speaker 2: it's also understandable that as things start to grow, it's
Speaker 2: a lot better if it's a collaborative process in terms
Speaker 2: of making it the best place to work that it
Speaker 2: can be. And I think getting a seat at the
Speaker 2: table is something that we have to make for ourselves,
Speaker 2: but it doesn't necessarily have to be a threat or
Speaker 2: a retaliation.
Speaker 1: This is something I think is kind of important with unionizing,
Speaker 1: especially places that are kind of you know, like or
Speaker 1: you know, we're even where the sort of the boss
Speaker 1: is legitimately trying to like do the right thing, which
Speaker 1: like it's kind of true of like my work, right,
Speaker 1: like you know, like the people above my bosses are
Speaker 1: kind of a fiasco, but like my immediate like bosses
Speaker 1: are like you know, it's Robert and Sophie, right, Like
Speaker 1: they're pretty chill. But you know, like like one of
Speaker 1: the dynamics that sets in is like, you know, it's
Speaker 1: not what the actual conditions are, isn't necessarily always going
Speaker 1: to be under their control, even if you know, like
Speaker 1: even if they want to do the right thing, and
Speaker 1: the demands of things like scale and you know, the
Speaker 1: demands of sort of market competition have this sort of
Speaker 1: disciplining effect on what, you know, like what what your
Speaker 1: working conditions can be if you're going to sort of
Speaker 1: compete with like I don't know, you're you're like doughnut
Speaker 1: shop that like torches is union workers, right.
Speaker 2: You know for example, Yeah, yeah, yeah.
Speaker 3: Pure purely abstract, purely abstract. Yeah, absolutely, you know, seeing
Speaker 3: a shop of you know, twelve become you know, two shops,
Speaker 3: a food car and a commissary kitchen of thirty five,
Speaker 3: that definitely, you know, it's just pushing the business in
Speaker 3: a direction very naturally. It feels very much like a
Speaker 3: part of how systems work, even if our even if
Speaker 3: your owner has really good intentions, just the nature of
Speaker 3: like how capitalism works is uh starts to change things
Speaker 3: as Yeah at scale for sure.
Speaker 1: Yeah, And that that gets into something else that I'm.
Speaker 3: Sort of interested in.
Speaker 1: How the sort of unionizing process went. This is a
Speaker 1: very I mean, I guess going from twelve to thirty
Speaker 1: five is a big increase in the number of people,
Speaker 1: but that's still a very small shop. So can you
Speaker 1: talk a bit about what it's been like kind of
Speaker 1: organizing in you know, I mean organizing a number of
Speaker 1: people that you can very easily fit into a room.
Speaker 2: It's been interesting and it's been exciting in that way
Speaker 2: because we are able to cram into a room and
Speaker 2: the energy is very palpable and so like inspiring momentum
Speaker 2: to get shit done in each other has been really
Speaker 2: really wonderful in that way. But I think also it's
Speaker 2: it makes it easy for us to be very tactical
Speaker 2: with how we are handling this process, where we're making
Speaker 2: sure that at all four locations there's a majority, if
Speaker 2: not unanimous, approval and support and membership in the union.
Speaker 2: And the more that the more that I'm meeting union
Speaker 2: organizers and union reps and people from IWW, the more
Speaker 2: that I'm realizing we're in a situation where we can
Speaker 2: establish some really lovely precedent for similar workplaces who want
Speaker 2: to start a union, who are about the same size
Speaker 2: as us, or even like neighbors in our like on
Speaker 2: the on the streets that are locations are at where
Speaker 2: we can do things like there's not enough precedent in
Speaker 2: the IWW for a service industry in general, but particularly
Speaker 2: it's it's very common to be in the negotiating process
Speaker 2: and one of the things that will be offered to
Speaker 2: the employer in exchange for whatever you're negotiating on is
Speaker 2: like a no strike clause, like okay, we'll just we'll
Speaker 2: give this to you of like we're just not gonna
Speaker 2: be able just to strike for the duration of our contract,
Speaker 2: and so exchange we can get some other stuff that
Speaker 2: we're asking for. But because we have such a strong majority,
Speaker 2: and in all four locations we have a strong majority,
Speaker 2: I think we're currently planning on keeping the right to strike.
Speaker 2: Hell yeah, and you know we're not planning on it
Speaker 2: I hope that we don't ever have to do that,
Speaker 2: but just having that as precedent I think will help
Speaker 2: our community and other similar unions.
Speaker 1: Yeah, absolutely, I think. You know, this is something that
Speaker 1: going back to if you look at the sort of
Speaker 1: heyday of American unionism, if you look at like the
Speaker 1: fifty sixty seventies, like those contracts didn't have no strike
Speaker 1: clauses in them. Some of them did, so sometimes it
Speaker 1: was like a federal thing. But the thing about no
Speaker 1: strike clauses is that it makes you know, we've talked
Speaker 1: about this a bit before on the show, but one
Speaker 1: of the sort of issues when you have a union
Speaker 1: is like, okay, so even if you get a contract right,
Speaker 1: and that usually takes that takes a long time, takes
Speaker 1: a lot of fighting, the company is immediately going to
Speaker 1: start trying to violate the contract. And so you know,
Speaker 1: your your contract is only as strong as your ability
Speaker 1: to enforce it. And you know, one of a really
Speaker 1: really good way to enforce it is by being able
Speaker 1: to go on strike. But normally, like yeah, people aren't
Speaker 1: organized enough to actually like fight their employers on it,
Speaker 1: and so it just ends up being a kind of
Speaker 1: standard part of contracts, and yeah, it's really exciting that
Speaker 1: y'all are committing to fight for that from the beginning,
Speaker 1: because it's it's it's hard, it's it's not an easy
Speaker 1: thing to do.
Speaker 2: Now, the more I learn about how unions operate, the
Speaker 2: more I'm realizing that, you know, it doesn't necessarily stop
Speaker 2: people from getting fired, it doesn't necessarily stop people from having,
Speaker 2: you know, injustice happened upon them. But it just gives
Speaker 2: you the ability to fight in the first place. And
Speaker 2: I think a lot of employers who are facing a
Speaker 2: workplace who are wanting to unionize, like recognizing that it's
Speaker 2: it's it's not like a threat. It's not like, Okay,
Speaker 2: we're uh, we're going to have this union and everyone's
Speaker 2: going to go on strike the next day and our
Speaker 2: business is going to tank. But it's they're just asking
Speaker 2: for the right to to have a better negotiating seat.
Speaker 1: Yeah, this is something I actually think it's really interesting
Speaker 1: about this campaign where there's this really kind of I
Speaker 1: don't know, I think if you're able to build a
Speaker 1: precedent of being able to negotiate a contract that doesn't
Speaker 1: have no strike clause that allows you to go on strike, whatever,
Speaker 1: you know, whenever you want is something that is like
Speaker 1: characteristic of liking of you know, of a of an
Speaker 1: incredibly militant shop. But I think if you can, if
Speaker 1: you can actually get the precedent of you know, having
Speaker 1: companies treat this as normal, because it's something that should
Speaker 1: be normal, right like this, this is how a lot
Speaker 1: of the US used to work, right it used to
Speaker 1: be you were on like an auto line assembly line,
Speaker 1: there'd be there be a guy in a back with
Speaker 1: a whistle and if and if you know, if a
Speaker 1: contract violation happened, or like you know, if if the
Speaker 1: company is asking you to do something that you aren't
Speaker 1: you know that you're not like contractually obligated to do
Speaker 1: the person would you know, the union person would blow
Speaker 1: the whistle, immediate strike, the entire assembly line goes down,
Speaker 1: and you know, it turns out you actually can run
Speaker 1: a completely functional like economy like this. But the kind
Speaker 1: of the mentality of the people who own who own
Speaker 1: businesses right now is that you should never at any point,
Speaker 1: like you know, you should never at any point let
Speaker 1: your workers do anything at all. You should immediately fight
Speaker 1: them at the moment they try to unionize. And I
Speaker 1: think you know, having a president of like you know,
Speaker 1: of of being able to get this kind of stuff
Speaker 1: without immediately having to launch, like you know, like immediate
Speaker 1: immediately kick off a series of strikes with your employer.
Speaker 1: Is is a good one? Is a good one to.
Speaker 3: Set that we have so many people that are super
Speaker 3: interested in like being a part of this organizing effort
Speaker 3: because because we all like being there, like I think
Speaker 3: is huge in comparison to like lots of stories that
Speaker 3: we hear about and yeah, really wanting to like bring
Speaker 3: that to the restaurant industry because yeah, that's unions are
Speaker 3: you know, criminally under recognized within service work. Yeah, and
Speaker 3: arguably an industry that needs it the most.
Speaker 1: Yep, yep. Well, and that's the other exciting thing about
Speaker 1: this shop is that you know, you're talking about sort
Speaker 1: of like they're not being enough service organizing with it
Speaker 1: with the IWW. And that's true of like basically all
Speaker 1: unions because and especially shops at your scale, because you know,
Speaker 1: a lot of these unions are using like a very
Speaker 1: kind of crude cross cost benefit analysis and their their
Speaker 1: assessment is like, well, why should we bother to organize
Speaker 1: like this shop that has thirty five people at it
Speaker 1: because you know, this is it like we're like the
Speaker 1: amount of dews money we're going to get out of
Speaker 1: it is like not you know, is not is not
Speaker 1: worth the effort. But on the other hand, you know,
Speaker 1: like do you know how many workers there are, like
Speaker 1: how many of these like how many of these tiny
Speaker 1: shops across the there are across the entire country that
Speaker 1: if you know, and if everyone just refuses to organize them,
Speaker 1: then you're leaving like tens of millions of workers just
Speaker 1: sort of like screwed.
Speaker 3: Yeah. I can't speak for all IWW, but I know,
Speaker 3: like talking with like the Portland branch definitely mirrors our
Speaker 3: shop and at like how queer and leftist it is.
Speaker 3: And is that surprising that they're working with the IWW
Speaker 3: or with the Coalition of Independent Unions which is a
Speaker 3: Pacific Northwest like union for unions kind of thing. It's
Speaker 3: not surprising that like our values are aligned and it's
Speaker 3: like making making for something like really fun and like
Speaker 3: you know, setting a new kind of industry standard for
Speaker 3: service industry.
Speaker 1: Yeah. Unfortunately, speaking of industry standards, I have to go
Speaker 1: to an ad break. It's in my contract somewhere probably,
Speaker 1: although I don't think my employers have read my contract
Speaker 1: in a long time. But you know, such are the
Speaker 1: dictates of a podcast that that your senior bosses don't
Speaker 1: listen to. Yeah, we will return in however long the
Speaker 1: ads are and we are back, So okay. Another thing
Speaker 1: that I kind of wanted to talk about is what
Speaker 1: has it sort of been like in terms of, like,
Speaker 1: you know, so like, how how has you know, in
Speaker 1: a shop that's like this small? How has the sort
Speaker 1: of like organizing conversations gone right, Like is everyone just
Speaker 1: sort of close enough that you know, you were able
Speaker 1: to kind of do this organically, or was there still
Speaker 1: sort of a like mapping process for all of the
Speaker 1: shops or.
Speaker 2: Well, luckily it has gone pretty smoothly. But we were
Speaker 2: advised early on to create an interest map where we
Speaker 2: go through the list of every coworker that we have
Speaker 2: and talk about like how well do we know them?
Speaker 2: Do we think they would be down? Like, well, this
Speaker 2: person would obviously be down. This person, I guess we'll
Speaker 2: just have to talk to them and see and apart
Speaker 2: from a few cases, it has been very successful and
Speaker 2: easy so far. It's really lucky that almost all of
Speaker 2: our coworkers our comrades.
Speaker 3: Yeah, I think like our first like conversation was I
Speaker 3: think about ten people at like a bar close to
Speaker 3: like the main Hawthorn shop, and like once we had
Speaker 3: like that get together. Yeah, it really became about, like,
Speaker 3: you know, how do we get our satellite locations, you know,
Speaker 3: on this on the same page, you know, with like
Speaker 3: a super majority at one shop, you know, then just
Speaker 3: moving on to you know our little you know, the
Speaker 3: Pioneer food cart and then our Commissary kitchen and then
Speaker 3: the Mississippi location. That was just you know, hiring a
Speaker 3: whole new staff for and you know, getting them in
Speaker 3: you know, collecting them into the fold. And yeah, I
Speaker 3: ww was very helpful and like how to like kind
Speaker 3: of create those processes to like ensure that you know,
Speaker 3: we were approaching people in the right way. And yeah,
Speaker 3: it getting a proper headcount.
Speaker 1: Yeah that can be a disaster. Yeah, oh god, Like
Speaker 1: my union, we're still trying to hash out whether some
Speaker 1: people are in the union or not, and like people
Speaker 1: will leave the company. Then this happens all the time, right,
Speaker 1: Like one of the things you discovered really quickly when
Speaker 1: you need a union organizing is that your like management
Speaker 1: doesn't actually know how anything works, or like even who's
Speaker 1: working for them and what they do. They have absolutely
Speaker 1: no idea, and so you have to do their job
Speaker 1: and figure out what everyone does.
Speaker 3: What management would be so mad at you for saying, you.
Speaker 1: Know, look if they if they did, if they didn't
Speaker 1: want me to talk negatively about they should pay me more.
Speaker 1: They simply do not any of us enough. That's not
Speaker 1: universal from time to time. Yeah, yeah, but I think
Speaker 1: that you know, what's what's interesting about the shop too,
Speaker 1: is it really seems like y'all just sort of speed
Speaker 1: ran doing a good campaign, Like you're doing all of
Speaker 1: the things that that you you you get a good organizers,
Speaker 1: but then you know, every once in a while you
Speaker 1: just get a shop where it just kind of everything
Speaker 1: just clicks and goes.
Speaker 2: It has been five months start to finish, which I
Speaker 2: feel like is significantly faster than most.
Speaker 1: Yeah, most of.
Speaker 2: That is just down to that there aren't very many
Speaker 2: of us, and so talking to everyone hasn't been that
Speaker 2: crazy of an endeavor.
Speaker 1: Yeah, but.
Speaker 2: I think probably in the first meeting or two, we
Speaker 2: just crunch the numbers and realized, Okay, we're not going
Speaker 2: to have any trouble having a majority, but we have to,
Speaker 2: and so the focus of our work went into making
Speaker 2: sure we do it right and learning to inoculate people
Speaker 2: and talk to people we haven't talked to yet and
Speaker 2: people for whom it would be a little more sensitive
Speaker 2: or more in depth conversation, and educating ourselves on what
Speaker 2: starting a union actually looks like. And IWW has been
Speaker 2: very helpful providing these little trainings that I've been able
Speaker 2: to go to. It's funny that they're on Sunday afternoons
Speaker 2: and so I'm pretty sure I'm the only person at
Speaker 2: our brunch restaurant who doesn't work Sunday afternoons, so I've
Speaker 2: been going to those.
Speaker 1: But yeah, this has something been like I don't know,
Speaker 1: I feel like it should be a thing that so
Speaker 1: I was at this will I guess we'll have come
Speaker 1: out after the Labor Nights episode that I'm doing. But
Speaker 1: something that I feel like I don't hear much discussion
Speaker 1: of in union organizing that I feel like there should
Speaker 1: be is like fighting management on scheduling and like trying
Speaker 1: to fight for you know, people actually A having consistent
Speaker 1: schedules and B not just having like I don't know,
Speaker 1: like I know a lot of people who find out
Speaker 1: their schedule on Facebook, like four hours before they have
Speaker 1: to go in, right, Like, that's insane, that is that
Speaker 1: is that is not a way for industrial process to function. Right.
Speaker 3: No, thankfully that has not been one of our issues
Speaker 3: at least at least not systemically at Fredick.
Speaker 1: Yeah, but but it does make it hard to do
Speaker 1: intro organizational training. Is because it's like everyone has weird
Speaker 1: scheduling stuff going on, so it's it's hard to like,
Speaker 1: I don't know, I feel like it's it's underrated. Barrier
Speaker 1: to getting a lot of people from different unions to
Speaker 1: work together, is that no one is ever off at
Speaker 1: the same time.
Speaker 2: That's real.
Speaker 3: Yeah, absolutely, I know it's been weird. I think they're
Speaker 3: a huge aspect of our success I think is that
Speaker 3: we have been able to like I think the unique
Speaker 3: part about the breakfast place is that it's not open
Speaker 3: from you know, am to pm. It's not open from
Speaker 3: ten am to eleven pm, like like a restaurant could
Speaker 3: potentially be open. We are open for breakfast. We're done
Speaker 3: at two on the weekdays, and adding in a standing
Speaker 3: union meeting at four pm once a week was very
Speaker 3: easy to add to everybody's schedule. I think. I think
Speaker 3: in the nature of the breakfast place lent to that
Speaker 3: working very very easily.
Speaker 2: Yeah, and our coworkers that maybe need a little more
Speaker 2: persuasion that like, hey, no, don't worry this is this
Speaker 2: is really happening, and you can be a part of it,
Speaker 2: even if you know that their pro union. Kind of
Speaker 2: getting the ball rolling with people sometimes takes a meeting
Speaker 2: or two and being able to have the peer pressure
Speaker 2: of like, hey, we're going to a meeting right now.
Speaker 2: I know you're not doing anything after this, and I'll
Speaker 2: give you a ride helps a lot because then they
Speaker 2: go to their meeting and they're like, wow, that was awesome.
Speaker 2: I never knew I could take control of my life
Speaker 2: in any way.
Speaker 1: Yeah, that rules. There really is nothing like just being
Speaker 1: in a place with a bunch of people who all
Speaker 1: are trying to like actually do the thing, like you know.
Speaker 1: I mean, I think this is why. You know, like,
Speaker 1: as we're recording this, like a bunch of campus occupations
Speaker 1: are going right, and I mean, I don't know, God,
Speaker 1: hopefully by the time this comes out, they won't have
Speaker 1: all died horribly because this is getting recorded on what day,
Speaker 1: is it that April twenty eighth, so I and is
Speaker 1: being released into like hell world. But yeah, you know,
Speaker 1: I mean, I think one of one of the aspects
Speaker 1: of of of those camps is that like you're just
Speaker 1: there with a bunch of people who you get to
Speaker 1: talk to and organize with. And it turns out that
Speaker 1: actually being there face to face with a bunch of
Speaker 1: people is just great. And that's that's the thing. That's
Speaker 1: the thing. You can also like that you knows, as
Speaker 1: much as like union work can just can be work, right,
Speaker 1: it can be you sitting in front of a spreadsheet
Speaker 1: and going, oh my god, what does this person respond
Speaker 1: Like it's also I don't know, it's it's also like
Speaker 1: it could be really great and I don't know, you should,
Speaker 1: you dear listeners should experience it because it rules.
Speaker 2: I couldn't recommend it more. Is the best feeling in
Speaker 2: the world, and Sol and I are addicted to it
Speaker 2: to feel like you're actually doing anything real Hell yeah,
Speaker 2: it's incredible.
Speaker 3: That's yeah. Something we heard from i W or i
Speaker 3: w W friends is that like this, like, especially with
Speaker 3: how early in the process we are, like how exciting
Speaker 3: that is to like just get everybody, But everybody in
Speaker 3: a room and I feel like we're all working towards
Speaker 3: the same thing. Yeah, and that you do get addicted
Speaker 3: to it. And that's often where the union organizers came from,
Speaker 3: was like starting their own and they're like, oh, I
Speaker 3: need to keep doing this.
Speaker 1: I think. I think that's a pretty good doe to
Speaker 1: end on, unless you do have anything else that you
Speaker 1: want to make sure we get you first.
Speaker 3: Yeah, with like how early in the process we are
Speaker 3: after the comes out, like we will have like dropped
Speaker 3: our authorization cards and like actually started like the formal process.
Speaker 3: Like we're still pretty early on, but we already have
Speaker 3: a fundraiser setup with like a local beer bar. We're
Speaker 3: at Workers Sat. Hell yeah, and that's super exciting. And
Speaker 3: we're building our socials and uh probably have a go
Speaker 3: fundme for strike fundraiser. So yeah, early days, but very exciting,
Speaker 3: very purposeful days.
Speaker 2: It's gonna be a big week.
Speaker 1: Hell yeah. Yeah. Where can people go to find the
Speaker 1: union and go to support you all?
Speaker 2: Well, our socials are not live yet, but all right,
Speaker 2: so yeah, this is this, this is has been recorded
Speaker 2: before things go live, we will we will have the
Speaker 2: links down there.
Speaker 3: Yeah. Yeah, we I think we're settling on the tag
Speaker 3: the user name fried egg w U, which we are
Speaker 3: saying foo about because you know, you gotta you gotta,
Speaker 3: you gotta make you gotta make this fun. But yes,
Speaker 3: we will be. Yeah, we will be sharing that with you.
Speaker 2: I'm glad you knew because I wasn't sure if if
Speaker 2: we had a handle agreed upon yet. Yeah, we find
Speaker 2: us on the socials Frida egg w.
Speaker 3: U with it being early days and like us not
Speaker 3: even being public yet. I've built those accounts, but they're
Speaker 3: not like not ready to go. So there's that, like
Speaker 3: we're in this dead zone period where we're we've built
Speaker 3: the infrastructure for a proper you know, the proper election,
Speaker 3: even though we are very hopeful that our owner will
Speaker 3: recognize us with you know, the majority that we have,
Speaker 3: but yeah, we're our zero day is May Day, a
Speaker 3: couple of days from now, and we are very excited
Speaker 3: for that very much.
Speaker 1: So oh yeah, hopefully it goes well. It will be
Speaker 1: in the past by time this comes out. But good
Speaker 1: luck to both of you, and thank you both so
Speaker 1: much for coming on.
Speaker 2: Another pleasure belongs to us. We're both fans for having
Speaker 2: us on.
Speaker 1: Yeah, and yeah, does this has been naked happen here.
Speaker 1: You too can go experience the joys of organizing your workplace.
Speaker 1: So go go do that or go to a student occupation,
Speaker 1: do both. I don't know. There's a lot going on.
Speaker 1: There are many places for you to experience the joy
Speaker 1: of organizing with other people, so go go do that.
Speaker 1: And yeah, you can find us in the usual places.
Speaker 1: I don't know. Sophie will probably be on it in
Speaker 1: about one second. This ad pivot not whatever. Listen. This
Speaker 1: has got completely off the rails. I have not had
Speaker 1: enough sleepe no.
Speaker 3: Sleep for organizing.
Speaker 1: It could happen here as a production of cool Zone Media.
Speaker 3: For more podcasts from cool Zone Media, visit our website
Speaker 3: cool zonemedia dot com, or check us out on the
Speaker 3: iHeartRadio app, Apple Podcasts, or wherever you listen to podcasts.
Speaker 1: You can find sources for It could Happen here, updated
Speaker 1: monthly at coolzonemedia dot com slash sources.
Speaker 3: Thanks for listening.