An email that Brown received from her manager this past August has a section titled “Urine bottle” and states: “In the morning, you must check your van thoroughly for garbage and urine bottle. If you find urine bottle (s) please report to your lead, supporting staff or me. Vans will be inspected by Amazon during debrief, if urine bottle (s) are found, you will be issue an infraction tier 1 for immediate offboarding.” While Amazon technically prohibits the practice — documents characterize it as a “Tier 1” infraction, which employees say can lead to termination — drivers said that this was disingenuous since they can’t meet their quotas otherwise. “They give us 30 minutes of paid breaks, but you will not finish your work if you take it, no matter how fast you are,” one Amazon delivery employee based in Massachusetts told me. Asked if management eased up on the quotas in light of the practice, Brown said, “Not at all. In fact, over the course of my time there, our package and stop counts actually increased substantially.” This has gotten even more intense, employees say, as Amazon has seen an enormous boom in package orders during the coronavirus pandemic. Amazon employees said their performance is monitored so closely by the firm’s vast employee surveillance arsenal that they are constantly in fear of falling short of their productivity quotas.

Today’s newsletter is written by a member of Angry Workers, a collective of people who have dedicated their working lives to changing this system from the inside, observing it and embedding themselves in it, trying to change minds one by one. The member who wrote this has been working at Bakkavor for the last four years and has witnessed first hand how these places operate and are designed to wear workers down, keeping them disempowered. For their safety they have asked to be anonymous. The sacrifice involved to do something like this is beyond the imagination of most of us, even those who organise, so if you wish to support them in any way, even if its just by buying their book, then there are links at the end of this piece on how to help. --- Not all food workplaces are so downtrodden – but there is something about how this kind of work is organised that lends itself to bad behaviour and repressive practices. Firstly, the whole thing about line work is that it enforces a passivity onto you – you have no control over the speed of the line and so you’re always working to someone else’s schedule. You can’t break out of it unless you want to seriously piss off everyone else down the line who’ll be affected if you fuck up or bow out. Being chained to one spot, with no autonomy, slowly robs you of something as the months and years go by. After around four months I realised that my gait had changed, my shoulders slumped forward, I felt more subservient, my fate controlled by the arbitrary commands of some idiot middle manager who thought he was better than me just because he wore a different coloured hairnet. […] Some people think that ‘being unionised’ creates this ‘right situation’, but I think this is naïve. My factory, like many food factories, already has union recognition – but this has hindered, rather than aided, workers’ power. Most workers, especially the women, were still languishing at the bottom end of the wage scale, 16p above the minimum wage. Now the National Minimum Wage has superseded that, so they are on minimum wage again. Having been a member and shop steward within the mainstream unions, I can safely say that the union structures themselves are pretty rotten. Reps are often handpicked either by management or the self-serving incumbent reps. Many reps are managers themselves, undermining the trust workers have in them to be on their side in a dispute against management. Reps are bought off and given perks that make them reluctant to rock the boat. Unions partner with management to preserve their recognition agreements. When the union feels it’s losing its grip on control they suppress workers’ own initiatives. In my factory, the union actively participated in the development of a new skill grading structure that not only divided the workforce, but sold out all the women assembly line workers by regarding them as ‘unskilled’ and putting them on the lowest pay. I came to realise that being in a union and having a real and collective strength in a workplace are two entirely different things. A real collective strength requires encouraging workers’ own actions – for them to start relying on themselves and each other rather than waiting around for ‘the union’ to sort things out for them, and then being disappointed when they don’t. To think about their own power and how to use it directly to put pressure on management, without necessarily having to put their heads above the parapet and be singled out for victimisation. To create their own independent structures. There is strength in numbers, but the workplace is divided in so many ways that this can’t be fixed overnight with a simple call for ‘unity.’ […] It’s worthless to be labelled as ‘heroes’ or even ‘essential’ workers when in reality this doesn’t translate into even a basic level of respect – the expression of which would be higher pay and the confidence to demand better terms and conditions, especially in these scary times. ‘Heroes’ are expected to go above and beyond, and risk their lives for the benefit of others. ‘Heroes’ don’t expect recognition or a wage set to a level that actually corresponds to the social necessity of their work. ‘Heroes’ can just be applauded for their altruistic ways and we don’t have to question a world where people who work in the City, or in advertising, are valued exponentially more – both financially and in terms of social status – than the people who actually make it go round. So let’s ditch all this ‘hero’ talk and instead let’s think about why the people who make the meals you eat, who are on the bottom rungs of the labour market, are really continuing to put their lives at risk. It’s not heroism. They just don’t have a choice.

Our unpredictable and overburdened schedules are taking a dire toll on American society. --- When so many people have long or unreliable work hours, or worse, long and unreliable work hours, the effects ripple far and wide. Families pay the steepest price. Erratic hours can push parents—usually mothers—out of the labor force. A body of research suggests that children whose parents work odd or long hours are more likely to evince behavioral or cognitive problems, or be obese. Even parents who can afford nannies or extended day care are hard-pressed to provide thoughtful attention to their kids when work keeps them at their desks well past the dinner hour. […] What makes the changing cadences of labor most nepreryvka-like, however, is that they divide us not just at the micro level, within families and friend groups, but at the macro level, as a polity. Staggered and marathon work hours arguably make the nation materially richer—economists debate the point—but they certainly deprive us of what the late Supreme Court Justice Felix Frankfurter described as a “cultural asset of importance”: an “atmosphere of entire community repose.” […] Even if you aren’t asked to pull a weekend shift, work intrudes upon those once-sacred hours. The previous week’s unfinished business beckons when you open your laptop; urgent emails from a colleague await you in your inbox. A low-level sense of guilt attaches to those stretches of time not spent working. […] Wall Street demands improved quarterly earnings and encourages the kind of short-term thinking that drives executives to cut their most expensive line item: labor. If we want to alter the cadences of collective time, we have to act collectively, an effort that is itself undermined by the American nepreryvka. A presidential-campaign field organizer in a caucus state told me she can’t get low-income workers to commit to coming to meetings or rallies, let alone a time-consuming caucus, because they don’t know their schedules in advance. Reform is possible, however. In Seattle, New York City, and San Francisco, “predictive scheduling” laws (also called “fair workweek” laws) require employers to give employees adequate notice of their schedules and to pay employees a penalty if they don’t. Then there’s “right to disconnect” legislation, which mandates that employers negotiate a specific period when workers don’t have to answer emails or texts off the clock. France and Italy have passed such laws. It’s a cliché among political philosophers that if you want to create the conditions for tyranny, you sever the bonds of intimate relationships and local community. “Totalitarian movements are mass organizations of atomized, isolated individuals,” Hannah Arendt famously wrote in The Origins of Totalitarianism. She focused on the role of terror in breaking down social and family ties in Nazi Germany and the Soviet Union under Stalin. But we don’t need a secret police to turn us into atomized, isolated souls. All it takes is for us to stand by while unbridled capitalism rips apart the temporal preserves that used to let us cultivate the seeds of civil society and nurture the sadly fragile shoots of affection, affinity, and solidarity.

Here are my tips for doing time in a cubicle farm.

How many slaves work for you? There are 27 million slaves in the world today. Many of them contribute to the supply chains that end up in the products we use every day. Find out how many slaves work for you, and take action.

Supply chains at Apple, VW and others still include the owner of a mine where workers produce cobalt without safety equipment

Thoughts on what it means to be a maker.

Is Forever 21’s Chang family capitalist geniuses or just exploitative and plagiaristic?