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AWSA Demands The Aramark Worker Student Alliance (AWSA) is a coalition of Aramark employees and students on campus at the University of Chicago who support them in the goal of securing a contract that ensures a decent standard of living and better working conditions in the dining halls. Students at the University of Chicago, are the PRIMARY consumers of Aramark Services and thus are significant stakeholders in the business and its practices on our campus. In such a role, they have the right to exercise consumer choice in the way our money is utilized by this company. The workers in the dining halls are absolutely necessary for Aramark to continue providing services for the University. Without the daily labor of dozens of workers in each dining hall, food service on campus would be non-existent. Should Aramark fail to heed the concerns and demands of workers regarding the current contract negotiations, dining hall workers are within their rights to exercise their power as workers and engage in any industrial action up to and including withholding their collective labor.
AWSA seeks to support the International Brotherhood of Teamsters Local 743 to secure a contract with Aramark that encompasses the following stipulations which are pertinent and essential to achieving the goal of a safe and positive work environment:
MANAGEMENT AND POLICIES Management must show respect to employees a. Some Aramark management routinely treat employees with condescension, disrespect and verbal abuse. Such treatment neglects the years of commitment and experience of many workers in the dining halls, but furthermore attempts to deprive dining hall workers of their dignity as workers and human beings. Aramark employees will no longer stomach disrespect from management and will take collective action against such behavior in any of its manifestations. b. Furthermore, the current management practice of some Aramark managers is based on the constant surveillance and systematic pestering of workers on the job. Rather than doling out ad hoc criticism to workers on the job, management should outline clear expectations and guidelines for workers that free workers from the constant free of management criticism or worse. 1. Updated Grievance procedures a. Safeguards against retaliatory actions by managers Incidents have been reported time and time again of the abuse of authority by management following the filing of grievances. The grievance procedure should be adjusted in such as way that prevents workers from having to bring forth grievances to managers that work in the same facility as the manager in question. A follow-up period of 40 days monitoring of worker-manager interaction should be enacted as a check for unusual or discriminatory activity between the manager and employee that had not taken place prior to the filling of that grievance.
b. Grievances followed up in reasonable time
2. Safety from retaliation by management
a. Cashier seating: b. Jewelry: c. Hats/Hairnets:
a. Reasonable application of Occurrences b. Proper notification of occurrences and other addition to employee files
c. Updated no call/no show policy
WORKING CONDITIONS AND EMPLOYEE SAFETY 1. Reasonable Workload
a. Proper Worker/Station balance
2. Emergency phone calls properly forwarded
3. Air conditioning
4. Affordable healthcare
HOURS AND WAGES
1. A 40 hr work week for all Aramark employees |
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