La diáspora cambia el enfoque de su apoyo a Puerto Rico
Había un activismo entre la diáspora puertorriqueña en Estados Unidos, pero era más cultural enfocado en las paradas y en realzar los valores puertorriqueños, pero nada fuerte”, dijo Julio López...
Había un activismo entre la diáspora puertorriqueña en Estados Unidos, pero era más cultural enfocado en las paradas y en realzar los valores puertorriqueños, pero nada fuerte”, dijo Julio López Varona, portavoz de varias coaliciones de organizaciones puertorriqueñas en Connecticut, Pensilvania, Nueva York, Nueva Jersey, Nevada y Carolina del Norte, entre otros, y quien es portavoz de la organización Centro para la Democracia Popular.
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A Victory for Smarter, More Effective Policing
Huffington Post – September 9, 2013, by Brittny Saunders -
On August 22, the New York City Council took the final step toward enacting the Community Safety Act (CSA), overriding Mayor...
Huffington Post – September 9, 2013, by Brittny Saunders -
On August 22, the New York City Council took the final step toward enacting the Community Safety Act (CSA), overriding Mayor Bloomberg’s recent veto and striking a blow against stop-and-frisk and other discriminatory NYPD tactics. This is more than a win for those who have fought hardest for the CSA. It’s a victory for everyone who wants smarter and more effective policing — in NYC and beyond.
In June, the Council approved two CSA measures: the “End NYPD Discriminatory Profiling Bill,” which will expand and strengthen the ban on bias-based policing and the “NYPD Oversight Act,” which will create a new Inspector General to provide independent oversight of the Department. Despite the Mayor’s rejection of the bills and weeks of aggressive advocacy by the administration and its surrogates, the Council re-affirmed its decision recently.
The hard-won victory is due to the tireless efforts of Communities United for Police Reform — a coalition of base-building, legal and policy groups in the City — their allies in the Council and the countless New Yorkers who raised their voices in opposition to discriminatory policing. It also amounts to a repudiation of a set of policies and practices that the Bloomberg administration has vehemently defended, even in the face of statistical evidence undermining their claims and growing concern among members of the public.
The basic facts are undisputed. Under Mayor Bloomberg, NYPD officers have made over 4 million stops on the streets of the city. Over 80 percent of those stops have targeted black or Latino New Yorkers. And in nearly 9 out of 10 cases, there has been no accusation of wrong-doing — no arrest was made and no citation was issued. Where the Mayor and Commissioner Kelly have set themselves against the opinion of growing numbers of New Yorkers is on the legality of these stops. Both Mayor Bloomberg and Commissioner Kelly have maintained that the city’s use of stop-and-frisk is consistent with what the law requires and that these stops are an essential means of keeping the city safe. Advocates, meanwhile, have challenged both the constitutionality and the effectiveness of these stops, arguing that they are neither responsible for the decline in the city’s crime rates nor particularly effective at removing weapons from the city’s streets. Just over a week ago, federal judge, Shira A. Scheindlin, agreed, declaring the NYPD’s racially discriminatory stop-and-frisk practices unconstitutional in her decision in Floyd v. City of NY.
The sheer volume of stops conducted, the magnitude of the city’s investment in these tactics and the intensity of Mayor Bloomberg’s commitment to them have, unfortunately, established New York City as a poster child for discriminatory policing. And to some degree, the persistence of such discriminatory tactics in New York — long an innovator in public policy — has legitimized these approaches. The administration’s failure to evolve in this respect has reinforced the message that both Bloomberg and Kelly have made fairly explicit: that it is impossible to preserve public safety while also respecting the rights of all residents. For over a decade, they have asserted through words and actions that even the most sophisticated police force in the nation is incapable of doing things differently. Even with billions in funding and what are purported to be the greatest public safety minds in the nation at its disposal, the Department has been unable to break with a shameful history of subjecting people of color and other historically marginalized groups to invidious forms of social control.
New York’s recent move to reject discriminatory policing, however, contains a lesson for elected leaders everywhere. Put simply, in the 21st century, outdated notions of government accountability must expand. The Bloomberg administration’s efforts to defend the NYPD’s stop-and-frisk practices are, perhaps, most instructive when understood as a failure to deal with this fact. Local leaders must, of course, safeguard the rights and attend to the needs of all constituents, regardless of their numbers. But in a city with large numbers of black, brown, immigrant, homeless and LGBTQ residents, the unsustainable nature of policies that subject members of these and other groups to regular surveillance, harassment and civil rights violations should have been exceedingly clear. Still, over the last ten years, the administration has missed countless opportunities to shift course because it has ignored a sizeable chunk of its constituents. It has overlooked, for example, how unjustified street stops undermine trust between the police force and the next generation of New Yorkers, a puzzling choice for an administration that claims to be interested in keeping the city safe over the long term.
With the Council’s most recent vote and implementation of the CSA imminent, the city is poised to set precedent for how large urban centers can both enforce the law and respect the constitutional rights of all residents. And the prospect of a new local executive makes this a particularly hopeful moment. If the upcoming election brings with it a mayor who aims to be a leader for all New Yorkers, the city may at long last step into the leadership role it should always have occupied, demonstrating what local government can produce when it holds itself accountable to all constituents.
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Jeb and Hillary’s opportunity on workweek fairness
Jeb Bush and Hillary Clinton have been trading barbs about whether Americans are working hard enough, but behind the give-and-take is a real emerging issue that has a dire impact on our country’s...
Jeb Bush and Hillary Clinton have been trading barbs about whether Americans are working hard enough, but behind the give-and-take is a real emerging issue that has a dire impact on our country’s 75 million hourly workers and their families: the 40 hour workweek is no longer something we can count on. The candidates have a chance to move beyond the gamesmanship and support concrete solutions at the national and local level to show their commitment to the stability of working families.
To summarize the exchange, Bush said that “people need to work longer hours.” Clinton quickly responded on Twitter, “Anyone who believes Americans aren't working hard enough hasn't met enough American workers.” Bush retorted, referencing the number of people who are involuntarily working part time and seeking full time work that, “Anyone who discounts 6.5 million people stuck in part-time work and seeking full-time jobs hasn’t listened to working Americans.”
Taken at their word, neither of them is wrong; both sides of the argument resonate in the lived experiences of the millions of people working by the hour. For hourly workers trying to work enough hours to earn enough to get by, it can mean taking the hours they can get –sometimes working short four-hour shifts, putting their lives on hold for a last-minute on-call shift, or working the late night shifts followed by too little sleep because of an early morning shift the next day – also known as a “clopen.”
This is reality for millions of Americans all across the country. Strained, exhausted, and without seeing their families some days. Their rent and bills are predictable, but the work hours they need to pay them are not.
Many of these workers both want more hours, like Bush says, and are working hard, like Clinton says. The American workforce is rapidly changing, and millions of people are caught in a cycle of too few hours, too little control of when their hours occur, and not getting paid for the time they make available to their employers. For part-timed hourly workers, there’s often no way to get ahead.
The issue missing from Jeb and Hillary’s exchange is how underemployment and unpredictability go hand in hand. The one thing these workers can count on is that their schedules will change each week, sometimes with just minutes’ notice. This last minute notice is typical of part-time hourly workers across the economy, especially in fast food and retail, by employers like Target, Starbucks, the Gap, Victoria’s Secret, and others. It’s impossible to pick up more hours at another job if you don’t know day to day what your schedule will be.
If Jeb Bush and Hillary Clinton are looking for real solutions to these issues, a new movement being led by working moms has some concrete policy solutions to offer. Last week, Congress introduced the Schedules That Work Act, a path-breaking bill addressing these underlying problems of part-time work that Bush and Clinton are debating. The bill is a result of workers calling for schedules they can predict, more stable hours they can count on, and the right to have a say into the hours they work without retaliation. The Schedules That Work Act has garnered a wave of support, in both the House and Senate, and comes after a year when legislators in 12 states introduced policies to guarantee a fair workweek, including active municipal campaigns that includes Minneapolis, Albuquerque, and Washington DC.
Clinton launched her campaign and declared, “I believe you should receive your work schedule with enough notice to arrange childcare or take college courses to get ahead” and Bush’s recent statements on involuntary part-time work show that even the GOP can’t ignore the under-employed. But the chaos that under-employment and unpredictable scheduling sows into workers lives is not just fuel for rhetoric, it’s real. And it requires real policy solutions. Hillary and Jeb have the chance to go deeper than their back and forth, address the common underlying problems they’ve both identified, and stand in favor of federal and local legislation that builds a fair workweek.
Gleason is the director of the Fair Workweek Initiative at the Center for Popular Democracy
Source: The Hill
Fed's Lacker, Kaplan meet with labor, community groups
Two Federal Reserve bank presidents on Wednesday met separately with community and labor groups that are pushing for continued near-zero interest rates just as U.S. central bankers appear to be...
Two Federal Reserve bank presidents on Wednesday met separately with community and labor groups that are pushing for continued near-zero interest rates just as U.S. central bankers appear to be only weeks away from raising them.
Representatives of the groups said that by airing their concerns about labor market health to Richmond Fed President Jeffrey Lacker and Dallas Fed President Rob Kaplan, they hope to help shape policymakers' understanding of the economy, if not necessarily their views on monetary policy.
The views of Kaplan, the new president of the Dallas Fed, are unclear, but his predecessor Richard Fisher made the regional Fed bank's name synonymous with opposition to easy monetary policy.
Lacker is a policy hawk who cast the lone dissents on the Fed's decisions in September and October to continue the central bank's low-rate policies.
"Our expectation isn't that we are going to be able to change his mind," said Michael De Los Santos, who is organizing the meeting with Lacker.
To Lacker, the near-normal unemployment rate of 5.1 percent means the labor market no longer needs the lift provided by exceptionally low interest rates.
"We want to be able to present our side of the statistics," said De Los Santos, who is director of operations at Action NC, a community and activist group. Attending the meeting will be a young man from Charlotte who has struggled to pay for college and is worried about finding full-time employment, and a fast food worker from Richmond, Virginia who has trouble making ends meet, he said.
Kaplan will likewise meet with workers who have struggled to find adequate jobs and income, said Shawn Sebastian of the Center for Popular Democracy, which organized the meeting in Dallas.
A Dallas Fed spokesman did not immediately respond to a request for comment. A Richmond Fed spokesman confirmed the meeting and deferred any comment until after it is over.
Including today's meetings, members of the so-called Fed Up Coalition have had sit-down meetings with nine of the Fed's 12 regional Fed bank presidents, and four of the five Washington-based Board of Governors. (Reporting by Ann Saphir in San Francisco; Editing by Christian Plumb)
Source: Reuters
Report Shows Unemployment Rate in Twin Cities 4x Higher for Blacks than Whites
InsightNews - March 18, 2015 - At a press conference and rally last week, NOC released a report as part of a national day of action, showing that the unemployment rate for Blacks in the Twin...
InsightNews - March 18, 2015 - At a press conference and rally last week, NOC released a report as part of a national day of action, showing that the unemployment rate for Blacks in the Twin Cities is four times higher than for whites, calling on the Federal Reserve to prioritize full employment in all communities. "Minnesota is a great place to live, if you're white," said NOC executive director Anthony Newby. "The unemployment rate is 2.8%. But for black folks, unemployment is over ten percent--crisis levels. The Federal Reserve is considering raising interest rates because Wall Street thinks the economy has recovered. But that would only increase unemployment, especially in communities of color."
"Historically, the African-American community has been cut out of opportunities the government was supposedly providing to everyone--for example, homeownership programs that African-Americans could not participate in, public education programs that African-Americans were either cut out of or cut short, livable wage jobs that African-Americans would not be considered for," said Pastor Paul Slack, pastor of New Creation Church in Minneapolis and President of ISAIAH. "It's time for the Federal Reserve to act specifically in the interest of the African-American community and other low-income communities, by keeping interest rates low so that we can rebuild the wealth that was stolen from us through this recent economic crisis."Joe Elliott worked at the Target Center for five years until he was unexpectedly laid off. "I liked the job--I met a lot of great people, and went to concerts and games. But I didn't like the money. I deserve more than $8.40/hour. It wasn't supporting my daily living--bills, kids, transportation. But it's hard looking for a job as an African-American male.""The Minneapolis Fed President, Narayana Kocherlakota, has expressed support for keeping interest rates low," said Anthony Newby. "That's great. But he's also retiring in a year. We need an open and transparent process for community input on the next Minneapolis Fed president."The Federal Reserve has a key policymaking meeting coming up in mid-March.
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Capitolwire: Report, Teachers' Unions Want Legislature to Mandate Stricter Audits of “Cash Cow” Charter School Industry
Capitolwire - October 1, by Christen Smith - A report released Wednesday insists meager state oversight has allowed charter school officials to defraud taxpayers out of $30 million over the last...
Capitolwire - October 1, by Christen Smith - A report released Wednesday insists meager state oversight has allowed charter school officials to defraud taxpayers out of $30 million over the last 17 years.
And “that's just scratching the surface of the problem,” says Ted Kirsch, president of the American Federation of Teachers' Pennsylvania chapter.
“It's only talking about what's being reported and there are other things that haven't gotten to the surface yet and they are still being investigated,” he said during an interview Wednesday. “The (fraud) problem is a lot more widespread.”
The Center for Popular Democracy, Integrity in Education and Action United authored the 15-page report last month in which it calls for a moratorium on new charters while the state Attorney General's office investigates all 174 charter schools for potential fraud. The report also pushes the General Assembly to mandate annual fraud risk assessments capable of detecting and preventing waste and abuse.
“While the state has complex, multi-layered systems of oversight in the charter system, this history of financial fraud makes it clear that these systems are not effectively detecting or preventing fraud,” the report reads. “Indeed, the vast majority of fraud was uncovered by whistle-blowers and media exposes, not by the state's oversight agencies.”
The report's index details allegations of fraud against 11 separate charter schools across the state. At least nine of the charter school officials mentioned in the report have pleaded guilty and received prison sentences.
“It’s time for lawmakers to stop providing charter industry players a blank check with little oversight and no accountability,” said Lily Eskelsen García, president of the National Education Association, the parent organization of the Pennsylvania State Education Association. “...For students in all types of schools—traditional, charter or magnet—the key is having a sound structure for oversight and accountability, while providing educators with autonomy to create great learning environments for their students. Let’s work with families, educators and community members to make sure all students can attend great schools that meet their needs.”
“What's lacking here is a process to hold the charter operators accountable,” Kirsch said. “We need some laws that govern the accounting procedures and how money is handled by charter operators. These people are making a lot of money. It's a cash cow.”
Tim Eller, spokesman for the Department of Education, criticized the report Wednesday for “failing to mention” the state uses the same accounting practices for both public schools and charter schools.
“All public schools, including charter schools, are subject to audits by the state Auditor General,” he said. “The Auditor General is charged with ensuring that public entities are using taxpayer dollars for their intended purpose.”
Auditor General Eugene DePasquale said he couldn't confirm the report's $30 million figure, but said “we have found waste in the system,” particularly related to the issues of lease reimbursement and special education funding.
The auditor general uncovered “$1.2 million in improper lease reimbursements” in an August 2013 audit of Chester Community Charter School — Pennsylvania's largest. He said Wednesday lease reimbursement fraud represents about half of the charter cases his office has uncovered.
The audit found that Chester Community Charter School's founders sold the original building to a non-profit organization for $50.7 million, then created a for-profit management company to run the charter school, all the while collecting illegal reimbursement payments from the state for the buildings.
When asked about the report’s proposals regarding more oversight, DePasquale said: “If we had more resources, certainly we could audit more schools. That's absolutely true. But we need partners at the Department of Education to respond when we do find issues.”
DePasquale also suggested the General Assembly pass charter school reform that would address fraud involving lease reimbursements.
Two separate pieces of legislation — House Bill 6188 and Senate Bill 1085 — included measures to improve transparency and accountability in charter schools, but both bills have been stalled in the opposing chambers since budget negotiations wrapped up in July.
“House Bill 618 which passed the House in September of 2013 was basically loaded with accountability measures related to governing audits and academic performance,” said Steve Miskin, spokesperson for House Majority Leader Mike Turzai, R-Allegheny. “We are hoping the Senate passes it.”
Senate leadership did not respond to requests for comment Wednesday.
“If the widespread allegations mentioned in the report prove to be true, then those guilty should be prosecuted to the full extent of the law,” said Bob Fayfich, executive director of the Pennsylvania Coalition of Public Charter Schools, in a statement released Wednesday. “However, the report draws sweeping conclusions about the entire charter sector based on only 11 cited incidents in the course of almost 20 years, while ignoring numerous alleged and actual fraud and fiscal mismanagement in the districts over that same time period, which dwarf the charter school allegations in terms of alleged misuse of taxpayer dollars.”
Fayfich says the coalition supports mandating more stringent audits in the name of accountability, but doesn't think the public sector should be exempt.
“If the authors’ recommendations are to conduct a fraud audit of every charter school based on the actual and alleged misdeeds of a few, and initiate a moratorium on all charter schools until those audits are complete, then, in the name of intellectual integrity, the same recommendations should apply to traditional public school districts,” he said. “Fraud and fiscal mismanagement are wrong and cannot be tolerated, but to highlight them in one sector and ignore them in another indicates a motivation to target one type of public school for a political agenda.”
Renee Martin, acting communications director for the Attorney General Kathleen Kane, said Wednesday a copy of the report “has been shared with our attorneys.”
Protesters Demand a Voice in Selection of Next President of Philadelphia ‘Fed’
CBS Philly - December 15, 2014, by Steve Tawa - Just as the Federal Reserve is about to hold a key policy meeting in Washington, DC, a group of activists is calling for a more transparent process...
CBS Philly - December 15, 2014, by Steve Tawa - Just as the Federal Reserve is about to hold a key policy meeting in Washington, DC, a group of activists is calling for a more transparent process to replace Charles Plosser, president of the Federal Reserve Bank of Philadelphia.
The group, which staged a march this morning from Independence Hall to the Federal Reserve at Sixth and Arch Streets, says the Fed’s replacement process is dominated by major financial firms and corporations.
Members of Action United, the Philadelphia Unemployment Project, and Pennsylvania Working Families say there are no community, labor, or consumer representatives on the board of directors of the Philadelphia Fed, so working folks are shut out of the process.
They are part of a grass-roots coalition across the country that met last month with Federal Reserve chair Janet Yellen, demanding that the central bank hear the concerns of ordinary Americans as it prepares to raise interest rates.
Who are those ordinary Americans?
“The unemployed, the underemployed, the working and barely-working working class,” says Kendra Brooks of Action United.
“We just need some people at the Fed to step up and pay attention to us,” adds Chris Campbell (far right in photo), a graduate of Orleans Technical Institute who has been doing multiple odd jobs to scrape together income.
Dawn Walton, who had been one day away from becoming a permanent worker with benefits at a local auto dealership when she was laid off after 89 days, said, “And now (we’re) out here pounding the pavement with millions of other people. It looks like there’s no way out.”
While the unemployment rate has declined to a six-year low, the activists challenge the Fed to visit poorer neighborhoods in Philadelphia and elsewhere before raising rates, because many are not experiencing a recovery.
Plosser, the Philadelphia Fed president since 2006, was among those known as a “hawk” for casting dissenting votes against the Fed’s prolonged low-rates policies.
The Philadelphia Fed says it is following a process for the selection of the bank’s next president outlined by Congress, and its senior executives have met with representatives of groups who have expressed interest in the process.
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Can Game-Changing "Community Schools" Model Survive Dallas ISD Politics?
Can Game-Changing "Community Schools" Model Survive Dallas ISD Politics?
On a sunny morning in early May, a wayward DART bus pulled to a stop in front of Paul Laurence Dunbar Learning Center in South Dallas. From the porches of tumbledown homes, neighbors glanced with...
On a sunny morning in early May, a wayward DART bus pulled to a stop in front of Paul Laurence Dunbar Learning Center in South Dallas. From the porches of tumbledown homes, neighbors glanced with mild curiosity as the school’s principal, Dionel Waters, stepped aboard. Waiting for him on the bus was an array of local dignitaries, including a city council member, a state representative, a U.S. Congressman, a Dallas County judge, and the guest of honor, Robert Kaplan, the president of the Dallas Fed. The riders had accepted an activist group's invitation to tour hardscrabble Dallas neighborhoods that remain untouched by the region’s booming economy.
Waters stood at the front of the idling bus with a microphone and described for Kaplan some of Dunbar’s challenges. The previous school year, all but two of the campus’ 594 students qualified as low-income. The median household income for the surrounding neighborhood, which borders the sprawling parking lots on Fair Park’s eastern edge, is around $10,000 per year. Broken families are the norm, as are parents with criminal records. Unemployment in the area is staggering, with only a third of working-age men and around 40 percent of working-age women with jobs, according to census data.
Then, Waters pivoted. Together with Hank Lawson, who works for the community development nonprofit Frazier Revitalization Inc., Waters described a vision for transformational change at Dunbar. With support from the Texas Organizing Project, which organized the bus tour, Dunbar would open the 2016-17 school year as Dallas ISD’s first ever “community school.”
Community schools are built on the idea that education doesn’t happen in a vacuum. Poverty levels, family structure, health and nutrition, emotional well-being, and all manner of other outside factors impact academic performance and school quality. Creating a better school, then, requires addressing not only what happens in the classroom but outside social and economic factors as well.
Exactly what a community school looks like depends on the specific needs of the individual school and the surrounding community. Generally speaking, though, the model emphasizes getting parents, community members and teachers greater input in campus decision-making; forging partnerships with local businesses and nonprofits to provide programming and services the school can’t; and finding non-punitive ways to address student behavior.
It is billed as a more humane alternative to No Child Left Behind-style school reform, which can punish poor and heavily minority schools for poor performance without doing much to address root causes.
Community schools are meant to be transformational. A report released in February by the Center for Popular Democracy profiled eight campuses and school districts across the country that have implemented the community schools model with tremendous success.
One of the more dramatic turnarounds took place in Austin. Webb Middle School, a perennially low-performing campus in a working class Hispanic neighborhood in northeast Austin, was on the brink of closure in 2007 when neighbors rallied and convinced the district to give them a final chance to save the school. They turned to the community schools model and crafted a detailed plan based on feedback from parents and neighbors.
The school restored music and art to the curriculum, adding band, orchestra and a dance troupe. The Boys and Girls Club began offering after-school programs. Another nonprofit provided college mentoring. A mobile clinic offered free immunizations and physicals. Other organizations provided parents help with employment, housing and health issues and offered them ESL classes.
Test scores climbed. So did enrollment. By 2015, Webb had gone from the worst middle school in the district to one of its best.
Waters and Lawson hoped something similar could happen at Dunbar, which had been placed on the state’s list of failing schools in the 2014-15 school year. So did Ed Turner, the Texas Organizing Project staffer who’d already spent months laying the groundwork and joined Waters and Lawson on the bus. And so, for that matter, did DISD administrators. Cynthia Wilson, Superintendent Michael Hinojosa’s chief of staff, told the Observer the following day that the district was supporting the community schools model in general and the Dunbar pilot in particular. “From our perspective, [it’s] a win-win,” she said.
On the bus, Kaplan nodded along as Waters spoke; turning Dunbar into a community school certainly seemed like a no-brainer.
But then, rather abruptly, DISD pulled the plug. Alendra Lyons, a community leader in the Dunbar neighborhood who both works at the school and serves on its site-based decision-making committee, was told at a committee meeting in June that the community schools pilot had been moved elsewhere.
Why, after months of planning and the showy presentation to the VIPs on the DART bus, the Dunbar project had been unceremoniously scrapped, Lyons couldn’t say, only that it definitely wasn’t happening.
DISD’s official explanation is, in a word, bureaucracy.
In a July 25 email, DISD spokesman Andre Riley said the community schools initiative had been moved from under Wilson and into the school leadership department.
Stephanie Elizalde, the chief of school leadership, said in a subsequent interview that she decided that John Neely Bryan Elementary in East Oak Cliff was a better fit for the pilot. Like Dunbar, John Neely Bryan is overwhelmingly low-income and has struggled academically, bouncing on and off the state’s list of failing schools. Last August, it received its second consecutive “improvement required” designation from the Texas Education Agency; a third would mean implementation of a “campus turnaround plan” and potentially drastic changes at the campus.
Unlike Dunbar, however, Bryan is part of DISD’s “Intensive Support Network,” two dozen struggling schools targeted by district administrators for special oversight. It also has a more seasoned principal. Elizalde describes Waters as “likeable, intelligent [but] also relatively inexperienced” – barely 30 with just two years as a principal under his belt. Elizalde felt that Bryan’s principal, DISD veteran Tonya Anderson, was better equipped to make the pilot a success.
For advocates of community schools, the stakes are high. A high-profile failure in the pilot could taint the model in DISD and cripple efforts to expand to other campuses. “That is what I don’t want to have happen,” Elizalde said. "I’ve got to think bigger picture."
But several people familiar with the discussions say Dunbar was the victim less of ordinary bureaucratic machinations but of DISD’s toxic internal politics. Specifically, they point to a long-simmering feud between the Texas Organizing Project and trustee Bernadette Nutall.
The rift dates back to efforts to rescue Dade Middle School, which, thanks to poor planning, sky-high turnover, and heavy-handed interventions by then-Superintendent Mike Miles, spun into chaos soon after it opened for the 2013-14 school year. The Texas Organizing Project was heavily involved in the turnaround effort, mobilizing parents and pushing DISD to make Dade the first of 20 community schools in the district. So, for that matter, was Nutall, who was famously removed from the campus following a confrontation with Miles.
By all accounts, the turnaround effort has been a success. There is much less agreement on whether Dade’s resurgence has more to do with the Texas Organizing Project’s community work, Nutall’s close oversight, or, alternately, a belatedly successful intervention by Miles, whose administration found a hyper-competent principal in Tracie Washington and offered the district’s best teachers a hefty salary bump to teach at Dade.
Nutall has bristled at the Texas Organizing Project’s credit-taking. In response to a KERA story this spring focused on the organization’s efforts to turn Dade and other campuses into community schools, Nutall sent an indignant email to trustee Miguel Solis, who was quoted in the piece broadly endorsing the community schools concept, and several DISD administrators saying Dade’s success had been “hijacked.”
Dade staff and community members had long been trying to have a meaningful role in the school, Nutall wrote, but they were consistently rebuffed by Miles and the previous campus administration.
“However, since the new administration has been in place, the staff, parents, students and community members have been able to implement the very same suggestions that were ignored before,” she wrote. “The results have been tremendous. Yet, they weren’t recognized for their efforts. Instead, they believe that their results have been hijacked in an effort to falsely attribute their success to a concept that had little to do with the results.”
In an interview, Nutall said she supports community schools but that there “has to be buy in from all parties.” That wasn’t present at Dade, and it wasn’t present at other campuses where Texas Organizing Project wanted to implement the model. “I understand them [the Texas Organizing Project] getting upset,” she said, adding that “they wanted the whole Lincoln-Madison feeder pattern.”
“I am not going to force something on principals and teachers,” Nutall said. “That is not good governance.”
At the same time, Nutall distanced herself from the decision to move the community schools pilot from Dunbar. The decision, Nutall said, was a judgment call by Elizalde and other DISD administrators.
Allison Brim, organizing director for the Texas Organizing Project, was also careful to downplay the friction between her group and Nutall.
“Essentially what happened, there had just been turnover in the administration,” Brim said.
In early 2016, former chief of school leadership Robert Bravo, with whom the Texas Organizing Project had been in discussions, was replaced by Elizalde. “She was very supportive of the community school concept but really wanted to reconsider where we were going to do the first pilot, which we were open to in some ways as well.”
John Neely Bryan, in everyone’s view, could benefit as much from the community schools model as Dunbar. Perhaps even more, given the comparative lack of outside resources directed at Bryan by churches and nonprofits.
“We were also interested in having full support from the trustee,” Brim said. She described Nutall as “supportive” of community schools but said that John Neely Bryan’s trustee, Lew Blackburn,”was pretty eager to find a school in his district” for a pilot.
In the end, for the Texas Organizing Project as well as for Elizalde, the most important thing “was really getting the opportunity to prove that this model was an effective, successful model for school turnaround,” Brim said.
All parties – Brim, Elizalde, and Nutall – were quick to say that the idea of turning Dunbar into a community school isn’t dead. Discussions are ongoing, and DISD and the Texas Organizing Project may well get around to implementing the model in the coming years.
Dunbar, after all, is still in sore need of a turnaround. State accountability ratings the Texas Education Agency will release in the coming days will show that Dunbar is on the state’s list of failing schools for the second consecutive year, which has made Elizalde rethink the decision to move the pilot.
“If I had a crystal ball and could have seen that Dunbar was going to wind up in [improvement required]-2 status," she said, "I would have left it there anyway.”
By ERIC NICHOLSON
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Fed Up Coalition Advocates for Candidates from Diverse Backgrounds for San Francisco President
07.18.2018
Despite Federal Reserve Chair Jay Powell's ...
07.18.2018
Despite Federal Reserve Chair Jay Powell's stated commitment to improving diversity among the Federal Reserve's leadership, recent selections of Federal Reserve Bank presidents have continued to result in the elevation of white, male Fed insiders. Each time that a vacancy emerges at a Reserve Bank, the Fed Up coalition advocates for a transparent and publicly inclusive process that includes the consideration of candidates from diverse backgrounds. Richmond Fed Chair Margaret Lewis, who oversaw the process for choosing Thomas Barkin as Richmond Fed president, never reached out to our coalition for candidates, yet she reportedly told the Fed's Board of Governors that her efforts to find a diverse pool had "minimal direct results." After the New York Fed board's selection of John Williams as its next president sparked a "backlash," a source close to the process told Politico that the board could not identify qualified, diverse candidates who would take the job, even though Fed Up provided the board with a list months earlier. In June, the Fed Up coalition met with members of the San Francisco Fed search committee to advise their search for the next San Francisco Fed president. Here are five qualified and diverse candidates we provided to them.
Candidates for San Francisco Fed President
Marie Mora has been serving as Associate Vice Provost for Faculty Diversity at The University of Texas Rio Grande Valley (UTRGV). She is also a Board of Governors’ appointee on the Board of Directors for the Federal Reserve Bank of Dallas San Antonio Branch; Director and Principal Investigator of the NSF-funded American Economic Association’s Mentoring Program; a former member of the Data Users Advisory Committee of the Bureau of Labor Statistics; and a founding member and former President of the American Society of Hispanic Economists. Dr. Mora – a labor economist – has been invited to share her research expertise on Hispanic/Latino labor market outcomes at institutions and agencies across the country, including the White House, the Board of Governors of the Federal Reserve System, and the Federal Reserve Bank of Dallas. Along with numerous journal articles and book chapters, her publications include the recently released Population, Migration, and Socioeconomic Outcomes among Island and Mainland Puerto Ricans: La Crisis Boricua, and three co-edited volumes. Dr. Mora’s recent national honors include the 2017 Inspiring Leaders in STEM Award (INSIGHT into Diversity); the 2016 Outstanding Support for Hispanic Issues in Higher Education Award (American Association of Hispanics in Higher Education); the 2015 Cesar Estrada Chavez Award (American Association for Access, Equity, and Diversity); and the 2015 Distinguished Alumnus award (Department of Economics, University of New Mexico). She earned her Ph.D. in Economics from Texas A&M University, and B.A. and M.A. degrees in Economics from the University of New Mexico.
William Spriggs serves as Chief Economist to the AFL-CIO, and is a professor in, and former Chair of, the Department of Economics at Howard University. Bill assumed these roles in August 2012 after leaving the Executive Branch of the U.S. Government. Bill was appointed by President Barack Obama, and confirmed by the U.S. Senate, in 2009 to serve as Assistant Secretary for the Office of Policy at the United States Department of Labor, taking a leave of absence from Howard University to do so. At the time of his appointment, he also served as chairman for the Healthcare Trust for UAW Retirees of the Ford Motor Company and as chairman of the UAW Retirees of the Dana Corporation Health and Welfare Trust; and on the joint National Academy of Sciences and National Academy of Public Administration's Committee on the Fiscal Future for the United States; and, as Senior Fellow of the Community Service Society of New York. Bill's previous work experience includes roles leading economic policy development and research at the Economic Policy Institute, the National Urban League, positions at the U.S. Department of Commerce and the U.S. Small Business Administration, the Joint Economic Committee of the U.S. Congress and the independent federal National Commission for Employment Policy. While working on his PhD in Economics from the University of Wisconsin, Bill began his labor career as co-president of the American Federation of Teachers, Local 3220 in Madison, Wisconsin.
Luis Antonio Ubiñas has served as the President of the Board of Trustees of the Pan American Development Foundation since May 2015. Mr. Ubiñas served as the President of Ford Foundation since January 2008 until September 2013. Mr. Ubiñas led McKinsey's Media Practice on the West Coast of the United States, advising Fortune 100 media, telecommunications and technology companies on major strategic and operating challenges for 18 years. While at McKinsey, Mr. Ubiñas led research on the impact of new technologies on business and society, worked with traditional media companies responding to the effects of new media and with emerging technology companies on the introduction of new media services. He has a distinguished record of leadership in the nonprofit sector, devoting much of his personal time and energy to working with nonprofits to accomplish their missions. He has advised senior management and served on the boards of Leadership Education and Development (LEAD), a national organization providing educational opportunities to low-income African-American and Latino high school students and the Bay Area United Way. He has been an Independent Director of Electronic Arts Inc. since November 9, 2010 and has been its Lead Director since August 27, 2015. He has been Independent Director of Commerce Technologies Inc. since July 22, 2016. He serves as a Director of The Steppingstone Foundation. He served as a Director at Valassis Communications Inc. from November 26, 2012 to February 2014. Mr. Ubiñas served as Director of McKinsey & Company, where he worked for 18 years. He serves on several boards and advisory committees, including the World Bank Advisory Council of Global Foundation Leaders and the UN Permanent Advisory Memorial Committee. Mr. Ubiñas has been a Member of Advisory Committee at Export-Import Bank of the United States since December 2013. He has been nominated by President on the U.S. Advisory Committee on Trade Policy and Negotiation. Mr. Ubiñas earned an AB degree (magna cum laude in Government) at Harvard College where, among other honors, he was named a Harry S. Truman Scholar and a John Winthrop Scholar. He is a fellow of the American Academy of Arts and Sciences. As an undergraduate, he also studied at the Institute of Latin American Studies at the University of Texas at Austin and earned a certificate in Latin American Studies from Harvard. He holds an MBA from Harvard Business School, where he graduated as a Baker Scholar.
Manuel Pastor is Professor of Sociology and American Studies & Ethnicity at the University of Southern California. He currently directs the Program for Environmental and Regional Equity (PERE) at USC and USC's Center for the Study of Immigrant Integration (CSII). Pastor holds an economics Ph.D. from the University of Massachusetts, Amherst, and is the inaugural holder of the Turpanjian Chair in Civil Society and Social Change at USC. Pastor’s research has generally focused on issues of the economic, environmental and social conditions facing low-income urban communities – and the social movements seeking to change those realities. Pastor's recent book, Equity, Growth, and Community: What the Nation Can Learn from America's Metro Areas, co-authored with Chris Benner (UC Press 2015), argues how inequality stunts economic growth and how bringing together equity and growth requires concerted local action. His previous volumes include: Just Growth: Inclusion and Prosperity in America’s Metropolitan Regions, co-authored with Chris Benner (Routledge 2012), advances the idea that growth and equity can and should be linked, offering a new path for a U.S. economy seeking to recover from economic crisis and distributional distress; Uncommon Common Ground: Race and America’s Future (W.W. Norton 2010; co-authored with Angela Glover Blackwell and Stewart Kwoh), documents the gap between progress in racial attitudes and racial realities and offers a new set of strategies for both talking about race and achieving racial equity. Pastor was the founding director of the Center for Justice, Tolerance, and Community at the University of California, Santa Cruz. He has received fellowships from the Danforth, Guggenheim, and Kellogg foundations, and grants from the Irvine Foundation, the Rockefeller Foundation, the Ford Foundation, the National Science Foundation, the Hewlett Foundation, the MacArthur Foundation, the California Environmental Protection Agency, the W.T. Grant Foundation, The California Endowment, the California Air Resources Board, and many others.
Anat Admati is a Stanford University economist with expertise in financial economics, including financial markets, banking, corporate finance, and corporate governance. She has been deeply immersed in policy issues, particularly around banking, for more than ten years, engaging experts from an array of perspectives and ideological backgrounds. She has a thorough knowledge of the power of markets to advance the economy, but also their limitations, and the great opportunity of policymakers and central bankers to shape the economy and to enable markets to better function and reduce distortions. The author of several books, including “The Banker’s New Clothes,” Admati has a great appreciation of the critical importance of a healthy and stable banking system to the economy.
Use of Employee Scheduling Software Raises Union Concerns About Seniority, Work Hours
Reproduced with permission from Daily Labor Report, 97 DLR C-1 (May 20, 2014). Copyright 2014 by The Bureau of National Affairs, Inc. (800-372-1033) <https://...
Reproduced with permission from Daily Labor Report, 97 DLR C-1 (May 20, 2014). Copyright 2014 by The Bureau of National Affairs, Inc. (800-372-1033) <https://www.bna.com/>
Bloomberg BNA - May 19, 2014, by Rhonda Smith — Although employee scheduling software is helping employers control labor costs and boost productivity, its impact on retail and restaurant workers is far more bleak, advocates for employees told Bloomberg BNA May 8-19.
“In New York, we're interviewing workers at all big retail chains—Gap, Banana Republic and others,” said Stephanie Luce, an associate professor of labor studies at City University of New York. The interviews are part of an ongoing research project focused on scheduling challenges facing retail workers in New York City.
“What is prevalent in our interviews is just huge frustration with scheduling,” she said. “It's arbitrary. It feels like it's unpredictable. And it can change from week to week or season to season. So this concern about who gets to set the schedule, and do employees have any voice or protections in that, is very prevalent.”
‘On Call' Scheduling Has Drawbacks
The Retail Action Project, a New York-based campaign sponsored by the Retail, Wholesale and Department Store Union, released a video May 1 highlighting the conundrum retail employees face daily over their work schedules. RWDSU is an affiliate of the United Food and Commercial Workers.
“Even though the technology enables [employers] to predict 80 percent of their labor costs well in advance, they are scheduling workers according to the smaller percentage of hours that they can't predict,” Carrie Gleason at the Center for Popular Democracy said.
“Workers are unable to get sufficient hours, and are forced to endure ‘on call' scheduling, where they must wait by the phone to see if they'll be called upon to work,” RAP organizers said on the union's website. “They can't take other jobs, or do anything else that would interfere with their unstable, unpredictable work hours.”
The video is part of an effort to educate workers and policy makers about the need for “fair, stable and predictable schedules for millions of underemployed low wage workers in one of America's biggest job creating industries,” RAP said.
Employment of retail sales workers is projected to grow 10 percent from 2012 to 2022, according to the Labor Department. That growth is about as fast as the average for all occupations, the agency said, but because many workers leave retail there will be a large number of job openings in that sector.
There were 4.6 million retail jobs in 2012, the agency said. It projected that 450,200 will be added in that sector by 2022.
Wanted: ‘Family-Sustaining' Practices
Carrie Gleason, director of a new initiative at the Center for Popular Democracy that focuses on work scheduling issues, told Bloomberg BNA May 16 that new policy protections are needed to ensure “family-sustaining practices” in low-wage sectors.
The technology currently available could be used to actually improve scheduling practices for workers, she said.
“Burgeoning low-wage industries are now relying heavily on a part-time workforce and increasingly using scheduling technology according to fluctuating market demand,” she said. The ultimate result for workers is “very little say in how they work and when they work.”
Gleason also said, “Even though the technology enables [employers] to predict 80 percent of their labor costs well in advance, they are scheduling workers according to the smaller percentage of hours that they can't predict.”
Giving workers more access to the technology would allow them to self-schedule, she said, adding that this would really elevate the quality of workers' jobs. “But, unfortunately, companies like Macy's are not using the technology to the workers' potential,” she said.
Unions have criticized Macy's for not considering employee seniority when using scheduling software to decide who works and when.
Some Retailers Address Scheduling Concerns
Retailers and restaurants in some cities have taken steps to address workers' scheduling concerns, either because they made a business decision to do so or union members pushed for changes during negotiations over collective bargaining agreements.
Employers cited as trailblazers include United Parcel Service of North America Inc., Costco Wholesale Corp., Lord & Taylor, In-N-Out Burgers Inc., and, after new contracts were negotiated, Macy's and Bloomingdale's Inc. in New York City.
All part-time workers at Costco receive their schedules at least two weeks in advance and are guaranteed a minimum of 24 core hours each week, according to a policy brief the Center for Law and Social Policy and two other groups released in March (49 DLR A-6, 3/13/14).
“We want people to work for us who consider us a career,” Mike Brosius, the company's assistant vice president of human resources, said in the brief. “Long-term employees are more productive and serve the needs of our customers better. So we give our employees what's fair and what they need to make a living.”
In a Harvard Business Review article titled “Why ‘Good Jobs' Are Good for Retailers,” Zeynep Ton, an adjunct associate professor of operations management at the Massachusetts Institute of Technology's Sloan School of Management, highlighted Costco, Trader Joe's, QuikTrip and Mercadona, a supermarket chain in Spain. She said these retailers invest in their employees and, in return, reap healthy profits.
“Not surprisingly, I found that unpredictable schedules, short shifts, and dead-end jobs take a toll on employees' morale,” Ton wrote. “When morale is low, absenteeism, tardiness, and turnover rise, increasing the variability of the labor supply, which, of course, makes matching labor with customer traffic more difficult.”
Unions have pushed to shape employers' scheduling policies in collective bargaining agreements.
Union Turns to NLRB for Help
UFCW Local 888, in East Rutherford, N.J., filed an unfair labor practices charge April 28 with the National Labor Relations Board against Century 21 Department Stores LLC. The family-owned, discount retail clothing company operates eight stores in New York and New Jersey and plans to open another one in Philadelphia, a company spokeswoman said May 20.
In its charge, the union alleged that Century 21 refused to bargain “over the implementation and effects of a change in the work schedule system at its Manhattan facility, in violation of the National Labor Relations Act.”
“Until two years ago, we had no issue with scheduling,” Max Bruny, president of UFCW Local 888, told Bloomberg BNA May 16. “Everyone had a fixed schedule. The model was full-time employment. We had members there for 40 years. They had a good schedule [and] good predictability.”
Now, workers are being assigned fewer hours or shifts that require them to work later than they traditionally have—regardless of seniority.
The new scheduling system is “hard on the workers' life—a nightmare,” Bruny said.
Employees who have worked for Century 21 for decades are now being scheduled to work erratic hours, sometimes at night, he said.
“Grievances we're filing relate to workers not being able to schedule for school or take care of sick family members,” Bruny said.
ACA Could Lead to Drop in Workers' Hours
Neil Trautwein, vice president and employee benefits counsel at the National Retail Federation, told Bloomberg BNA May 19 that the Affordable Care Act could be a factor in employer decisions about how many hours employees are scheduled to work. The NRF represents retailers, chain restaurants and grocery stores.
ACA rules mandate that employers with 50 or more full-time workers provide health care coverage. Anyone who works at least 30 hours a week is considered a full-time employee. A tax penalty of as much as $3,000 per employee is levied for noncompliance.
“The 30-hour definition under the ACA is unnecessary and distorts how we manage employees,” Trautwein said.
The NRF supports the Save American Workers Act (H.R. 2575), proposed legislation that calls for raising the threshold from 30 hours per week to 40 hours per week. The bill's backers say this would preserve employee wages and working hours.
“There will be an [employer] incentive, particularly for less well-performing employees, to be held below 30 hours,” Trautwein said. “That's a natural consequence of the ACA structure.”
He added that employee scheduling software also helps employers move high-performing workers into certain positions at certain times.
“Broadly speaking, part-time jobs have been valued in retail and chain restaurants, particularly over the years because of flexibility they allow to wrap work around school or other family responsibilities,” Trautwein said. “A lot of part-time workers aren't interested in working a large number of hours.”
Union Wants More Input About Schedules
UFCW Local 888, which represents more than 2,500 workers at Century 21, would like more input about the new scheduling system and its impact on workers, Bruny said.
“[Century 21] says we should negotiate for all the stores at one time in two years,” when the union's five-year contract with the stores expires, he said.
“Our argument is, ‘This is a drastic change in the workers' lives,' ” Bruny said. “Workers are becoming part-timers overnight. I think that should trigger negotiations. That has to be bargained collectively before a change can be made.”
Bruny also would like to negotiate with Century 21 over whether hourly employees can be cross-trained so they are prepared to work in different store departments should they agree to do so based on the scheduling system. “That would make it easier on the workers,” he said.
Without negotiating over such matters, Bruny added, “we are losing quite a few longtime, full-time workers.”
A Century 21 spokeswoman declined to discuss the NLRB charge, but said to ask “Kronos directly for a statement.”
Kronos Inc. is a workforce management company in Chelmsford, Mass., that sells electronic scheduling systems to organizations. The company did not respond to a Bloomberg BNA request for comment on the NLRB charge UFCW filed against Century 21.
Macy's West Scheduling Proposal
During recent contract negotiations in California, leaders of UFCW Local 5 in San Jose described as “problematic” a Macy's West proposal to implement an electronic scheduling system the company calls “My Schedule Plus.”
“While the computer-based program would create greater scheduling flexibility and an opportunity for more hours for those that want them,” the union said May 5 in an online post, “without modification it would eliminate base schedules and ignore seniority around shift selection.”
Mike Henneberry, a spokesman for UFCW Local 5, told Bloomberg BNA May 8: “At first the company said, ‘We can't change it.' But it turned out they could.”
Macy's did not respond to a Bloomberg BNA request for comment.
Henneberry said Kronos created the Macy's scheduling system.
Charles DeWitt, vice president of business development for Kronos, said such software can be adapted to suit employers' unique needs.
“If the employer wants to maintain a base schedule or respect seniority, it can,” he told Bloomberg BNA May 12. “Various employers have different policies. With the Kronos system, we've tried to capture all that in a system and let retailers, hospitals, and manufacturers put their policies in place.”
Respecting Employee Seniority
Members of RWDSU Local 3 in New York in 2012 ratified a five-year collective bargaining agreement with Bloomingdale's that gave some 2,000 employees at the company's flagship store in New York City more control over hours and scheduling, the union said (86 DLR A-8, 5/3/12).
RWDSU said at the time that scheduling flexibility in the Bloomingdale's contract went further than any other union contract with a large retail company. Under the contract, senior employees have first choice of their preferred hours, and all workers are able to choose one weekend off a month and the late nights they want to work.
A 2011 contract settlement covering some 4,000 workers at Macy's in New York City also improved employees' control over their scheduling, the union said (121 DLR A-13, 6/23/11).
Allen Mayne, RWDSU's director of collective bargaining, told Bloomberg BNA May 9: “The main problem with the Macy's system is it did not recognize an employee's seniority. It lumps all employees together in the same pool and hours are divided up depending on your availability.”
This has a detrimental impact on long-term employees, especially in retail, Mayne said. “In a union environment, where benefits are even better, many employees have many years of seniority,” he said.
RWDSU was able to negotiate in the contract a work rule that allows employees with seniority to have priority access to the scheduling system, Mayne said.
“But there's not enough oversight,” he said. “This is done kind of on the honor system, but people can get in there and input out of seniority order.”
Luce at CUNY said there's a “disconnect” between how sophisticated and helpful to employers the scheduling software has become in the past 15 years and how rudimentary it remains for most retail employees.
“Employees are still submitting their scheduling requests on paper or going into the store to look at their schedules,” she said. “Clearly, the software could allow for employees to be at home and swap shifts. But they are not given access to those systems.”
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