The I AM 2018 Video Contest is looking for 30 to 60-second video submissions that connect the struggles of the past to those of the present.
Videos should inspire a call to action to continue the fight for justice for all working people. There is a preference towards personal stories that illuminate how the legacy of Dr. King and the striking sanitation workers is still relevant today.
Winning videos will be judged by prominent industry professionals, including Hans Charles, cinematographer of Ava DuVernay’s Oscar nominated documentary, 13th; Dorian Parks, co-founder of Geeks of Color and award winning filmmakers Madeleine Hunt Erlich and Shahin Izadi.
SUBMISSION DEADLINE FEBRUARY 16th
See contest rules here : filmfreeway.com/IAM2018VideoContest-1
REMEMBERING ECOHL COLE AND ROBERT WALKER
On February 1, 1968, Memphis sanitation workers Echol Cole and Robert Walker huddled in the back of their truck to seek shelter from a storm. Suddenly, the truck’s compactor malfunctioned, trapping Cole and Walker and crushing them to death.
The tragedy triggered the strike of the city’s 1,300 sanitation workers. They had warned the city about dangerous equipment but were ignored. They were fed up with poverty wages and racial discrimination. They walked off the job and marched under the banner: I AM A MAN. On February 1, 2018, the 50th anniversary of the accident that killed Cole and Walker, we will observe a moment of silence to honor their memory and sacrifice, as we pick up the mantle from the 1968 strikers in the ongoing fight for racial and economic justice.
Join the Facebook Live event on February 1.
The University of Maryland Holiday Schedule is maintained by the University Human Resources Department.
SAYING WHAT YOU MEAN
1. Stay focused on the current topic.
Sometimes it is tempting to bring up past work issues or topics when discussing something current. Unfortunately, this often clouds the issue and makes finding mutual understanding and a solution to the current issue less likely.
2. Listen carefully to what others say.
In the workplace, people often think they're listening, but are really thinking about what they're going to say next when the other person stops talking. Truly effective communication goes both ways. While it might be difficult, try really listening to what others are saying.
3. Try to see the other point of view.
In most workplace situations, people want to feel that they have been heard and understood. They talk about their point of view to get fellow employees to see things a certain way. But those who try to really see the other side find that they can then do a better job of explaining theirs when it is their turn.
4. Try not to respond to criticism.
It's easy to get defensive when a fellow employee or a manager criticizes an idea or a proposed process. Criticism is hard for everyone to hear. But it is equally important to listen to the other person's reasoning for their opinion. There can be valuable information in the critique that can improve the original idea.
5. Take ownership.
Realize that personal responsibility is a strength, not a weakness. Effective communication involves admitting when an idea turns out to be a less than ideal solution. Ownership can defuse the situation, set a good example, and show professionalism and maturity. Managers notice.
6. Look for compromise.
APPLY 20 CALENDARS DAYS IN ADVANCE
Since the first ratification of the employee contract at University of Maryland, AFSCME 1072 fought for the right for employees to earn a paid professional development day (PD) day for members of the collective bargaining unit. Many collective bargaining members both AFSCME members and non-members have already taken advantage of this opportunity this year.
If you have not submitted your request for a professional development day please do so today, as they must be requested at least 20 calendar days ahead of time.
AFSCME 1072 supports the Labor Rights of Faculty and Student Workers
Photo credits to The Diamondback . Read other related articles here : http://www.dbknews.com/archives/article_a4e6b726-e3bd-11e4-b070-fb33c879dd7d.html
Let's Celebrate Working People
Wednesday, August 30th (today), we will all take a moment to reflect on the life of a young man who was taken too early. In our country today these senseless acts of violence are becoming more prevalent. Ignorance and racism have lead to countless incidents of social injustice and violenceess as those on our campus and in Charlottesville.
The American Federation of State County and Municipal Employees (AFSCME) has always fought against these horrific acts and ways of thinking.
AFSCME Local 1072, the union for UMCP staff, stands for inclusiveness and intends to promote these ideas with our upcoming contract. We will introduce language on the concepts of :
To this end, your local union has developed the following resolution:
WHEREAS, American Federation of State, County and Municipal Employees (AFSCME) Local 1072 is proud that our membership reflects racial, ethnic, sexual identity, and religious diversity;
WHEREAS, although racism is hardly a new phenomenon in the United States, the Southern Poverty Law Center has recorded a significant spike in hate crimes since Donald Trump’s election, as well as violent gatherings of white supremacists, including the deadly events in Charlottesville, VA on August 12;
WHEREAS, the wealthy and powerful have always used the politics of hate, division, and racism to divide us and weaken unions;
WHEREAS, by forging interracial solidarity, we can win union contracts that will better our working conditions;
THEREFORE, LET IT BE RESOLVED that AFSCME Local 1072 condemns the racist, violent actions of Nazis, and white nationalists, and attendees of the “Unite the Right” rally in Charlottesville on August 12.
LET IT FURTHER BE RESOLVED that AFSCME Local 1072 rejects in the strongest possible terms the ideology of white supremacy.
LET IT FURTHER BE RESOLVED that AFSCME Local 1072 mourns the murders that occurred on May 20th and August 12th and will continue to support actions that oppose those forces that brought about those deaths.
LET IT FURTHER BE RESOLVED that AFSCME Local 1072 fully supports all counter-protesters who demonstrated against the hateful white supremacists who attended the “Unite the Right” rally in Charlottesville.
LET IT FURTHER BE RESOLVED that AFSCME Local 1072 recommits ourselves to the struggle for racial and economic justice, gender equality, and human and civil rights for all, and stands in solidarity with anyone who is fighting for the same.
As a campus community, let’s stand together and fight!
President of AFSCME 1072
This MOU is Currently being RENEGOTIATED for 2018.
This Memorandum of Understanding (“Agreement” or “MOU”) is entered into by the University of Maryland, College Park (“University” or “Employer”) and the American Federation of State, County and Municipal Employees, Council 3, AFL-CIO and Local 1072 (“Union” or “AFSCME”), and has as its purpose the promotion of harmonious relations between the University and the employees in the Exempt bargaining unit and its representatives. The parties to this Agreement shall make a sincere effort to ensure that its administration is conducted in a fair and expeditious manner and for the benefit of establishing stability and understanding in the parties’ labor-management relations. This preamble is a statement of principle only and shall not be used in the interpretation of any of the provisions of this Agreement.
This MOU is currently being RENEGOTIATED for 2018.
This Memorandum of Understanding (“Agreement” or “MOU”) is entered into by the University of Maryland, College Park (“University” or “Employer”) and the American Federation of State, County and Municipal Employees, AFL-CIO, Council 3 and Local 1072 (“Union” or “AFSCME”), and has as its purpose the promotion of harmonious relations between the University and the employees in the Nonexempt bargaining unit and its representatives. The parties to this agreement shall make a sincere effort to ensure that its administration is conducted in a fair and expeditious manner and for the benefit of establishing stability and understanding in the parties’ labor-management relations. This preamble is a statement of principle only and shall not be used in the interpretation of any of the provisions of this Agreement.