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925 Effort at CCC (continued from page 1)

and some assigned to other jobs at lower pay. Workers are dissatisfied with policies concerning transfers, job posting and promotions. A grievance procedure is available but almost never used for, as one worker said, "It doesn't go anywhere. You are still dealing with management, whose minds are made up before you get to the grievance meeting”. Employees at Tri-C have "Meet and Confer" committees, but are given token recognition and have no real power in decision-making.

Since Ohio does not have a state law covering public employees, trustees have full control of whether or not to accept a bargaining agent for a given group. However, the strong support for 925 has resulted in some defensive measures by the administration. Meetings have been held on each cam.pus, set up to hear the concerns of the employees (and promote administration's viewpoint, say some of the workers). Administration is urging members to work through the "Support Staff Councils" made up of elected members from the support staff. These councils function in an advisory capacity only and are not seen as effective in addressing the concerns of the supporters of 925. One employee claimed, "They give us polite attention and not much else".

A number of employees have appeared at the campus meetings proclaiming the slogan "Set the Date". In the face of growing employee dissatisfaction, Hill is confident that the Board of Trustees will have to recognize the workers' demand for representation. In the meantime, 925 continues pressure tactics at TriC, determined to win representation for employees who have no bargaining agent.

The following women spoke to What She Wants about their experiences at Tri-C and reaction to the organizing efforts.

Phyllis...

Phyllis came to work at Cuyahoga Community College after working many years for an auto parts dealer. She had felt important in her previous job-essential to its smooth running. But now she wanted to work in an educational institution where she would be surrounded by people of learning and could help the community. Even as an older woman

Affirmative Action (continued from page 3) particular jobs, and the recruiting area population. What this means is that employers will determine that the only women and minorities available for a particular job are already employed in that job. Therefore, if there are no women or minorities employed as chemical engineers in the area, employers won't have an obligation to try to hire or train for promotion individuals for jobs that have been traditionally held by white males. The eightfactor analysis must be retained until a better method than this. four-factor proposal is developed. Back Pay

It is very encouraging to note that political pressure succeeded in thwarting the Reagan Administration's first proposed changes to affirmative action, whereby back pay would have been eliminated as a remedy for discrimination.

This demonstrates why it is necessary for women to sit down and write our protest to:

James Cisco

Office of Federal Contract Compliance Programs

U.S. Department of Labor. Washington, D.C..20210

44.

as well as to our government officials. We cannot sit on our hands and let the gains be demolished that we have fought long and hard for.

Please call Amy at 696-6967 for assistance in writing comments or for more details.

she felt she would have the chance to grow in her career.

She was hired at a Grade I. She knew bookkeeping, typing and shorthand, and felt it would just take a while to prove her potential. After a year, the office manager left. There was a freeze on hiring, so Phyllis took over many of the office manager's functions. The change became permanent, although her Grade I status remained unchanged. She spoke to her supervisor who said she could apply for a higher grade after performing the manager's job for a few more months. They completed the application and she waited anxiously as it went through the many channels before it got to the Director of Human Resources. She was notified of a promotion to Grade II.

When her next paycheck came, her pay was the same. Her supervisor checked with the Department of Human Resources to find out why. They explained that she wasn't eligible—because she was just beginning a "new job", her pay was to remain the

same.

The union organizing efforts made Phyllis uneasy. She believed people advanced due to their own efforts. Remembering her promotion, however, she signed the union card.

Patsy....

Patsy took a part-time job at Cuyahoga Community College to help support her family when her husband returned to college. She worked 30 hours a week as a typist and receptionist. Her daughter became very ill and, even though Patsy wasn't entitled to sick days as a part-time employee, she stayed at home to care for her child. When she returned, her work had piled up. When she asked if she could work a few extra hours to catch up, her supervisor refused. When the union began to organize, Patsy knew that their first concern would be the full-time. employees. For herself, she just wanted to know her rights and responsibilities as a part-time employee. She signed the union card.

Motherhood (continued from page 6)

women have been oppressed by the myth that "biology is destiny," for they have effectively been shut out from full emotional development and participation in the family. In a child-centered society such as developed in France, men have become almost superfluous. The obvious question, however, and one which Badinter does not answer, is who, if not men, did pervert the idea of motherhood so that it has had such a restrictive effect on women's lives. Badinter seems to be saying that women have caused their own oppression.

Badinter envisages a society based on equal participation between father and mother in caring for children, allowing all members of the family fuller development. Adrienne Rich, however, believes that only the crushing of patriarchy will free women from their bondage.

Each of these books is a significant contribution to feminist literature, and read together they provide a comprehensive view of women's maternal role throughout history. One may disagree with some of the analyses, conclusions and predictions found in these books, but each is provocative and well worth reading.

In Memoriam

We regret to announce the death of June Arnold, author of Sister Gin, The Cook and The Carpenter and Applesauce, and co-founder of the feminist publishing house Daughters, Inc. June Arnold died March 11, 1982.

في

Page 10/What She Wants/May, 1982