#labor — Public Fediverse posts
Live and recent posts from across the Fediverse tagged #labor, aggregated by home.social.
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Creative Labour and Critical Futures (CLCF) project studies the potential for creative workers to generate transformative technological and social futures.
https://creativelabourcriticalfutures.ca/
#labor #labour #technology #creativity #creatives #artists #musicians #authors #writers #advocacy #research #education -
Creative Labour and Critical Futures (CLCF) project studies the potential for creative workers to generate transformative technological and social futures.
https://creativelabourcriticalfutures.ca/
#labor #labour #technology #creativity #creatives #artists #musicians #authors #writers #advocacy #research #education -
Creative Labour and Critical Futures (CLCF) project studies the potential for creative workers to generate transformative technological and social futures.
https://creativelabourcriticalfutures.ca/
#labor #labour #technology #creativity #creatives #artists #musicians #authors #writers #advocacy #research #education -
Creative Labour and Critical Futures (CLCF) project studies the potential for creative workers to generate transformative technological and social futures.
https://creativelabourcriticalfutures.ca/
#labor #labour #technology #creativity #creatives #artists #musicians #authors #writers #advocacy #research #education -
Creative Labour and Critical Futures (CLCF) project studies the potential for creative workers to generate transformative technological and social futures.
https://creativelabourcriticalfutures.ca/
#labor #labour #technology #creativity #creatives #artists #musicians #authors #writers #advocacy #research #education -
https://www.europesays.com/iran/113642/ US filings for jobless benefits hits 211,000 as the war in Iran drags on #Business #EconomicIndicators #EconomicPolicy #EnergyMarkets #GeneralNews #GovernmentPrograms #Inflation #Iran #IranWar #JobsAndCareers #Labor #USNews
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Movie Review (some spoilers): The Devil Wears Prada 2 Review
I don’t envy the challenge of making a sequel to an iconic generation-defining movie 20 years later. Two decades have passed, and it’s not just that the actors are older and smartphones are everywhere. We’re in a different world today, and the reality of radical wealth centralization around a few billionaires with no taste has started to encroach even on the elite world of fashion that the original movie portrayed.
At its core, the original movie was about _work_. Miranda is at the pinnacle of wealth, society, and power through her _work_. Work is what she does. It’s her entire life. And she _loves_ it. Andrea is young and wealthy and privileged, but she’s also highly educated and extremely talented and hopes, dreams, aspires for validation through her _work_. For young aspiring members of the future PMC class, it was exhilarating. Sure, you didn’t have much, but the future! Power, wealth, recognition, and the _thrill_ and _excitement_ of success were just around the corner. And how would you get there? Work!!
Today, things are different. All the money in society is concentrated in the hands of a bakers dozen of billionaires. And they don’t give two fucks about style, taste, beauty, humanity, morality, or human labor. They don’t give a fuck about work. It doesn’t matter how smart you are. How hard you strive. How tough you hustle. Because there’s no path from where you are to the top. Period.
The reason—the only reason—The Devil Wears Prada 2 succeeds is because it acknowledges this. In 2006 the top of the top of the top was Miranda, but in 2026 even she is forced to grovel and beg to billionaires who care about nothing. Emily Blunt makes the reality explicit, dating men she finds despicable (‘patrons,’ she calls them) because, in 2026, this is the only kind of ‘work’ that can give someone access to true wealth and power.
At one point a billionaire suggests they just fire everyone and replace the magazine with AI slop.
It’s important to recognize this is, technically, a work of fiction and not a documentary.
4/5 stars. Or, 3/5 because it’s still a sequel.
#moviereview #movies #capitalism #labor #hollywood #thedevilwearsprada2
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#JohnQuiggin argues the case for part public ownership in the national electricity market (#NEM ). And it makes absolute sense to do that. Maybe, just maybe, if #Labor is game enough… well, you never know, we just got a #Tax #SacredCow sent to the abattoir.
Read John’s article here:
https://thepoint.com.au/opinions/260514-i-wouldnt-start-from-here-fixing-australias-national-electricity-market“Australia’s energy market operator should be split in two and the national transmission network brought back under a public ownership model, according to a new report that is calling for a “fundamental overhaul” of the National Electricity Market.
The analysis, published this week by The Australia Institute, is authored by University of Queensland economics professor John Quiggin, a long-time critic of the National Electricity Market (NEM) for – as he put it almost 10 years ago in 2017 – consistently failing to achieve its purpose.” (Source: https://reneweconomy.com.au/aemo-should-be-split-in-two-transmission-put-in-public-ownership-in-new-push-for-overhaul-of-failed-nem/ ) -
#JohnQuiggin argues the case for part public ownership in the national electricity market (#NEM ). And it makes absolute sense to do that. Maybe, just maybe, if #Labor is game enough… well, you never know, we just got a #Tax #SacredCow sent to the abattoir.
Read John’s article here:
https://thepoint.com.au/opinions/260514-i-wouldnt-start-from-here-fixing-australias-national-electricity-market“Australia’s energy market operator should be split in two and the national transmission network brought back under a public ownership model, according to a new report that is calling for a “fundamental overhaul” of the National Electricity Market.
The analysis, published this week by The Australia Institute, is authored by University of Queensland economics professor John Quiggin, a long-time critic of the National Electricity Market (NEM) for – as he put it almost 10 years ago in 2017 – consistently failing to achieve its purpose.” (Source: https://reneweconomy.com.au/aemo-should-be-split-in-two-transmission-put-in-public-ownership-in-new-push-for-overhaul-of-failed-nem/ ) -
#JohnQuiggin argues the case for part public ownership in the national electricity market (#NEM ). And it makes absolute sense to do that. Maybe, just maybe, if #Labor is game enough… well, you never know, we just got a #Tax #SacredCow sent to the abattoir.
Read John’s article here:
https://thepoint.com.au/opinions/260514-i-wouldnt-start-from-here-fixing-australias-national-electricity-market“Australia’s energy market operator should be split in two and the national transmission network brought back under a public ownership model, according to a new report that is calling for a “fundamental overhaul” of the National Electricity Market.
The analysis, published this week by The Australia Institute, is authored by University of Queensland economics professor John Quiggin, a long-time critic of the National Electricity Market (NEM) for – as he put it almost 10 years ago in 2017 – consistently failing to achieve its purpose.” (Source: https://reneweconomy.com.au/aemo-should-be-split-in-two-transmission-put-in-public-ownership-in-new-push-for-overhaul-of-failed-nem/ ) -
#JohnQuiggin argues the case for part public ownership in the national electricity market (#NEM ). And it makes absolute sense to do that. Maybe, just maybe, if #Labor is game enough… well, you never know, we just got a #Tax #SacredCow sent to the abattoir.
Read John’s article here:
https://thepoint.com.au/opinions/260514-i-wouldnt-start-from-here-fixing-australias-national-electricity-market“Australia’s energy market operator should be split in two and the national transmission network brought back under a public ownership model, according to a new report that is calling for a “fundamental overhaul” of the National Electricity Market.
The analysis, published this week by The Australia Institute, is authored by University of Queensland economics professor John Quiggin, a long-time critic of the National Electricity Market (NEM) for – as he put it almost 10 years ago in 2017 – consistently failing to achieve its purpose.” (Source: https://reneweconomy.com.au/aemo-should-be-split-in-two-transmission-put-in-public-ownership-in-new-push-for-overhaul-of-failed-nem/ ) -
#JohnQuiggin argues the case for part public ownership in the national electricity market (#NEM ). And it makes absolute sense to do that. Maybe, just maybe, if #Labor is game enough… well, you never know, we just got a #Tax #SacredCow sent to the abattoir.
Read John’s article here:
https://thepoint.com.au/opinions/260514-i-wouldnt-start-from-here-fixing-australias-national-electricity-market“Australia’s energy market operator should be split in two and the national transmission network brought back under a public ownership model, according to a new report that is calling for a “fundamental overhaul” of the National Electricity Market.
The analysis, published this week by The Australia Institute, is authored by University of Queensland economics professor John Quiggin, a long-time critic of the National Electricity Market (NEM) for – as he put it almost 10 years ago in 2017 – consistently failing to achieve its purpose.” (Source: https://reneweconomy.com.au/aemo-should-be-split-in-two-transmission-put-in-public-ownership-in-new-push-for-overhaul-of-failed-nem/ ) -
Microsoft is continuing its layoff spree!
LinkedIn is reportedly laying off five percent of its workforce - Engadget
https://www.engadget.com/2172239/linkedin-is-reportedly-laying-off-five-percent-of-its-workforce/
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Street industry in Qing-Dynasty China, ~1898
https://piefed.social/c/historyphotos/p/2059947/street-industry-in-qing-dynasty-china-1898
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Street industry in Qing-Dynasty China, ~1898
https://piefed.social/c/historyphotos/p/2059947/street-industry-in-qing-dynasty-china-1898
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Street industry in Qing-Dynasty China, ~1898
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Street industry in Qing-Dynasty China, ~1898
https://piefed.social/c/historyphotos/p/2059947/street-industry-in-qing-dynasty-china-1898
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Yesss... your precious...
https://piefed.social/c/lotrmemes/p/2059790/yesss-your-precious
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Yesss... your precious...
https://piefed.social/c/lotrmemes/p/2059790/yesss-your-precious
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Yesss... your precious...
https://piefed.social/c/lotrmemes/p/2059790/yesss-your-precious
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Yesss... your precious...
https://piefed.social/c/lotrmemes/p/2059790/yesss-your-precious
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AURN Bargaining Session on Economics
2026-05-13
By Raven Winters, RN, BSN, CNOR (writing on her own behalf only)
Unionized nurses from the Oregon Nurses Association (ONA) at Oregon Health and Science University (OHSU) met with management today in an open-bargaining session with over 100 members observing to propose their powerful economics package, including cost-of-living adjustment (COLA) increases for each year of a two-year contract at 11.25% increases each year, with comparisons to similar academic level-1 trauma centers providing a strong argument for the other contract language that the Association of University Registered Nurses (AURN) believes are priorities: retention differentials, the right to strike if benefits are decreased, switching to fully percentage-based differentials, aligning language with other unions at OHSU, increasing standby call-pay to 50% of straight pay, no mandatory curtailment of hours, reinstatement of 12% retirement matching, and the ability to switch between the state of Oregon's Public Employees Retirement System (PERS), and the University Pension Plan (UPP) among many other changes. The AURN bargaining team usually releases a video and a substantive bargaining update in a newsletter within the day which will cover more details. You can follow them on Instagram @aurnursesofona.
The economics presentation, led by ONA labor representative Michael Koehler returned to themes from last bargaining cycle in which nurses at OHSU are compared to their colleagues in a similar size city with similar economics. Housing was a major factor in the presentation: "we are more expensive that Sacremento when it comes to housing stock," Koehler said. Nurses who have worked 10 years at UC Davis on the wage scale currently earn $92.56/hr, compared to AURN which makes $73.79/hr at the Bachelor's of Science in Nursing (BSN) rate. Koelher also pointed out that execs at UC Davis make less than their OHSU counterparts and that the bargaining team thinks this is a "misplaced priority" for management. The last reported salary for the chief nursing executive (CNE) Brooke Baldwin was $654,808.
Lead negotiator Brian Howard spoke on the importance of recognizing Juneteenth as an actual holiday instead of the contract's current language which assigns Juneteenth as a "floating" holiday. "We want to avoid anything performative around Juneteenth. It's a holiday. Period." Howard said.
Bargaining Team member and Treasurer Corinn Joseph spoke on the importance of standby call pay, especially when it involves childcare costs as the call rate "needs to be able to cover the cost of having the person at your house," Joseph said. Nurses at OHSU would receive half the rate of their straight pay for being on call if this language were to be ratified in the collective bargaining agreement (CBA).
The bargaining team also introduced a Memorandum of Understanding (MOU) on the usage of AI at OHSU that: defines what AURN means by the term "AI", allows for generative AI to enhance work of nurses to minimize busy work, guards against privacy issues with AI tools, and states that "generative AI does not replace nurses' judgement, critical thinking or assessment skills".
The numbers and language proposed by AURN today:
- contract-length: 2 years
- increase wage scale steps from 30 to 35
- cost of living adjustment of 11.25% each year of the contract
- retention differential that kicks in at 10 years of being at OHSU, starting at 6% with increases of 2% every 5 years
- evening shift differential: 7%
- night shift differential: 18%
- weekend shift differential: 10%
- charge nurse differential: 12%
- surgical services coordinator differential: 12%
- preceptor differential: 12%
- bilingual differential: 6.5%
- float pool differential: 20%
- floating differential: 7%
- ambulatory floating differential: 7%
- call pay on standby: 50% of straight pay
- finish procedure bonus: $200
- mandatory curtailment hours: 0 (eliminates mandatory curtailment)
- nurses will no longer be able to waive CNI to skip the line to get assigned the CNI shift
- elimination of 2-tiered system for retirement benefits: nurses will all get up to 12% match for retirement
- healthcare benefits will not be cut for the life of the contract: "we don't think health insurance is a benefit if you can't access it," Koehler said.
- Critical Need Incentive (CNI) pay will apply for 2 or more hours worked in ambulatory units
- the compensatory bank hours (comp-bank), in which nurses can opt to convert hours from call-pay or CNI into extra vacation pay, will no longer have a limit
- education about retirement plans will be required
- will be able to switch between PERS and UPP during open enrollment
- nurses will be able strike (the no-strikes, no lockouts provision will be waived) if retirement benefits are decreased
- OHSU will cover 100% of PPO health plan (includes dental and vision)
-
AURN Bargaining Session on Economics
2026-05-13
By Raven Winters, RN, BSN, CNOR (writing on her own behalf only)
Unionized nurses from the Oregon Nurses Association (ONA) at Oregon Health and Science University (OHSU) met with management today in an open-bargaining session with over 100 members observing to propose their powerful economics package, including cost-of-living adjustment (COLA) increases for each year of a two-year contract at 11.25% increases each year, with comparisons to similar academic level-1 trauma centers providing a strong argument for the other contract language that the Association of University Registered Nurses (AURN) believes are priorities: retention differentials, the right to strike if benefits are decreased, switching to fully percentage-based differentials, aligning language with other unions at OHSU, increasing standby call-pay to 50% of straight pay, no mandatory curtailment of hours, reinstatement of 12% retirement matching, and the ability to switch between the state of Oregon's Public Employees Retirement System (PERS), and the University Pension Plan (UPP) among many other changes. The AURN bargaining team usually releases a video and a substantive bargaining update in a newsletter within the day which will cover more details. You can follow them on Instagram @aurnursesofona.
The economics presentation, led by ONA labor representative Michael Koehler returned to themes from last bargaining cycle in which nurses at OHSU are compared to their colleagues in a similar size city with similar economics. Housing was a major factor in the presentation: "we are more expensive that Sacremento when it comes to housing stock," Koehler said. Nurses who have worked 10 years at UC Davis on the wage scale currently earn $92.56/hr, compared to AURN which makes $73.79/hr at the Bachelor's of Science in Nursing (BSN) rate. Koelher also pointed out that execs at UC Davis make less than their OHSU counterparts and that the bargaining team thinks this is a "misplaced priority" for management. The last reported salary for the chief nursing executive (CNE) Brooke Baldwin was $654,808.
Lead negotiator Brian Howard spoke on the importance of recognizing Juneteenth as an actual holiday instead of the contract's current language which assigns Juneteenth as a "floating" holiday. "We want to avoid anything performative around Juneteenth. It's a holiday. Period." Howard said.
Bargaining Team member and Treasurer Corinn Joseph spoke on the importance of standby call pay, especially when it involves childcare costs as the call rate "needs to be able to cover the cost of having the person at your house," Joseph said. Nurses at OHSU would receive half the rate of their straight pay for being on call if this language were to be ratified in the collective bargaining agreement (CBA).
The bargaining team also introduced a Memorandum of Understanding (MOU) on the usage of AI at OHSU that: defines what AURN means by the term "AI", allows for generative AI to enhance work of nurses to minimize busy work, guards against privacy issues with AI tools, and states that "generative AI does not replace nurses' judgement, critical thinking or assessment skills".
The numbers and language proposed by AURN today:
- contract-length: 2 years
- increase wage scale steps from 30 to 35
- cost of living adjustment of 11.25% each year of the contract
- retention differential that kicks in at 10 years of being at OHSU, starting at 6% with increases of 2% every 5 years
- evening shift differential: 7%
- night shift differential: 18%
- weekend shift differential: 10%
- charge nurse differential: 12%
- surgical services coordinator differential: 12%
- preceptor differential: 12%
- bilingual differential: 6.5%
- float pool differential: 20%
- floating differential: 7%
- ambulatory floating differential: 7%
- call pay on standby: 50% of straight pay
- finish procedure bonus: $200
- mandatory curtailment hours: 0 (eliminates mandatory curtailment)
- nurses will no longer be able to waive CNI to skip the line to get assigned the CNI shift
- elimination of 2-tiered system for retirement benefits: nurses will all get up to 12% match for retirement
- healthcare benefits will not be cut for the life of the contract: "we don't think health insurance is a benefit if you can't access it," Koehler said.
- Critical Need Incentive (CNI) pay will apply for 2 or more hours worked in ambulatory units
- the compensatory bank hours (comp-bank), in which nurses can opt to convert hours from call-pay or CNI into extra vacation pay, will no longer have a limit
- education about retirement plans will be required
- will be able to switch between PERS and UPP during open enrollment
- nurses will be able strike (the no-strikes, no lockouts provision will be waived) if retirement benefits are decreased
- OHSU will cover 100% of PPO health plan (includes dental and vision)
-
AURN Bargaining Session on Economics
2026-05-13
By Raven Winters, RN, BSN, CNOR (writing on her own behalf only)
Unionized nurses from the Oregon Nurses Association (ONA) at Oregon Health and Science University (OHSU) met with management today in an open-bargaining session with over 100 members observing to propose their powerful economics package, including cost-of-living adjustment (COLA) increases for each year of a two-year contract at 11.25% increases each year, with comparisons to similar academic level-1 trauma centers providing a strong argument for the other contract language that the Association of University Registered Nurses (AURN) believes are priorities: retention differentials, the right to strike if benefits are decreased, switching to fully percentage-based differentials, aligning language with other unions at OHSU, increasing standby call-pay to 50% of straight pay, no mandatory curtailment of hours, reinstatement of 12% retirement matching, and the ability to switch between the state of Oregon's Public Employees Retirement System (PERS), and the University Pension Plan (UPP) among many other changes. The AURN bargaining team usually releases a video and a substantive bargaining update in a newsletter within the day which will cover more details. You can follow them on Instagram @aurnursesofona.
The economics presentation, led by ONA labor representative Michael Koehler returned to themes from last bargaining cycle in which nurses at OHSU are compared to their colleagues in a similar size city with similar economics. Housing was a major factor in the presentation: "we are more expensive that Sacremento when it comes to housing stock," Koehler said. Nurses who have worked 10 years at UC Davis on the wage scale currently earn $92.56/hr, compared to AURN which makes $73.79/hr at the Bachelor's of Science in Nursing (BSN) rate. Koelher also pointed out that execs at UC Davis make less than their OHSU counterparts and that the bargaining team thinks this is a "misplaced priority" for management. The last reported salary for the chief nursing executive (CNE) Brooke Baldwin was $654,808.
Lead negotiator Brian Howard spoke on the importance of recognizing Juneteenth as an actual holiday instead of the contract's current language which assigns Juneteenth as a "floating" holiday. "We want to avoid anything performative around Juneteenth. It's a holiday. Period." Howard said.
Bargaining Team member and Treasurer Corinn Joseph spoke on the importance of standby call pay, especially when it involves childcare costs as the call rate "needs to be able to cover the cost of having the person at your house," Joseph said. Nurses at OHSU would receive half the rate of their straight pay for being on call if this language were to be ratified in the collective bargaining agreement (CBA).
The bargaining team also introduced a Memorandum of Understanding (MOU) on the usage of AI at OHSU that: defines what AURN means by the term "AI", allows for generative AI to enhance work of nurses to minimize busy work, guards against privacy issues with AI tools, and states that "generative AI does not replace nurses' judgement, critical thinking or assessment skills".
The numbers and language proposed by AURN today:
- contract-length: 2 years
- increase wage scale steps from 30 to 35
- cost of living adjustment of 11.25% each year of the contract
- retention differential that kicks in at 10 years of being at OHSU, starting at 6% with increases of 2% every 5 years
- evening shift differential: 7%
- night shift differential: 18%
- weekend shift differential: 10%
- charge nurse differential: 12%
- surgical services coordinator differential: 12%
- preceptor differential: 12%
- bilingual differential: 6.5%
- float pool differential: 20%
- floating differential: 7%
- ambulatory floating differential: 7%
- call pay on standby: 50% of straight pay
- finish procedure bonus: $200
- mandatory curtailment hours: 0 (eliminates mandatory curtailment)
- nurses will no longer be able to waive CNI to skip the line to get assigned the CNI shift
- elimination of 2-tiered system for retirement benefits: nurses will all get up to 12% match for retirement
- healthcare benefits will not be cut for the life of the contract: "we don't think health insurance is a benefit if you can't access it," Koehler said.
- Critical Need Incentive (CNI) pay will apply for 2 or more hours worked in ambulatory units
- the compensatory bank hours (comp-bank), in which nurses can opt to convert hours from call-pay or CNI into extra vacation pay, will no longer have a limit
- education about retirement plans will be required
- will be able to switch between PERS and UPP during open enrollment
- nurses will be able strike (the no-strikes, no lockouts provision will be waived) if retirement benefits are decreased
- OHSU will cover 100% of PPO health plan (includes dental and vision)
-
AURN Bargaining Session on Economics
2026-05-13
By Raven Winters, RN, BSN, CNOR (writing on her own behalf only)
Unionized nurses from the Oregon Nurses Association (ONA) at Oregon Health and Science University (OHSU) met with management today in an open-bargaining session with over 100 members observing to propose their powerful economics package, including cost-of-living adjustment (COLA) increases for each year of a two-year contract at 11.25% increases each year, with comparisons to similar academic level-1 trauma centers providing a strong argument for the other contract language that the Association of University Registered Nurses (AURN) believes are priorities: retention differentials, the right to strike if benefits are decreased, switching to fully percentage-based differentials, aligning language with other unions at OHSU, increasing standby call-pay to 50% of straight pay, no mandatory curtailment of hours, reinstatement of 12% retirement matching, and the ability to switch between the state of Oregon's Public Employees Retirement System (PERS), and the University Pension Plan (UPP) among many other changes. The AURN bargaining team usually releases a video and a substantive bargaining update in a newsletter within the day which will cover more details. You can follow them on Instagram @aurnursesofona.
The economics presentation, led by ONA labor representative Michael Koehler returned to themes from last bargaining cycle in which nurses at OHSU are compared to their colleagues in a similar size city with similar economics. Housing was a major factor in the presentation: "we are more expensive that Sacremento when it comes to housing stock," Koehler said. Nurses who have worked 10 years at UC Davis on the wage scale currently earn $92.56/hr, compared to AURN which makes $73.79/hr at the Bachelor's of Science in Nursing (BSN) rate. Koelher also pointed out that execs at UC Davis make less than their OHSU counterparts and that the bargaining team thinks this is a "misplaced priority" for management. The last reported salary for the chief nursing executive (CNE) Brooke Baldwin was $654,808.
Lead negotiator Brian Howard spoke on the importance of recognizing Juneteenth as an actual holiday instead of the contract's current language which assigns Juneteenth as a "floating" holiday. "We want to avoid anything performative around Juneteenth. It's a holiday. Period." Howard said.
Bargaining Team member and Treasurer Corinn Joseph spoke on the importance of standby call pay, especially when it involves childcare costs as the call rate "needs to be able to cover the cost of having the person at your house," Joseph said. Nurses at OHSU would receive half the rate of their straight pay for being on call if this language were to be ratified in the collective bargaining agreement (CBA).
The bargaining team also introduced a Memorandum of Understanding (MOU) on the usage of AI at OHSU that: defines what AURN means by the term "AI", allows for generative AI to enhance work of nurses to minimize busy work, guards against privacy issues with AI tools, and states that "generative AI does not replace nurses' judgement, critical thinking or assessment skills".
The numbers and language proposed by AURN today:
- contract-length: 2 years
- increase wage scale steps from 30 to 35
- cost of living adjustment of 11.25% each year of the contract
- retention differential that kicks in at 10 years of being at OHSU, starting at 6% with increases of 2% every 5 years
- evening shift differential: 7%
- night shift differential: 18%
- weekend shift differential: 10%
- charge nurse differential: 12%
- surgical services coordinator differential: 12%
- preceptor differential: 12%
- bilingual differential: 6.5%
- float pool differential: 20%
- floating differential: 7%
- ambulatory floating differential: 7%
- call pay on standby: 50% of straight pay
- finish procedure bonus: $200
- mandatory curtailment hours: 0 (eliminates mandatory curtailment)
- nurses will no longer be able to waive CNI to skip the line to get assigned the CNI shift
- elimination of 2-tiered system for retirement benefits: nurses will all get up to 12% match for retirement
- healthcare benefits will not be cut for the life of the contract: "we don't think health insurance is a benefit if you can't access it," Koehler said.
- Critical Need Incentive (CNI) pay will apply for 2 or more hours worked in ambulatory units
- the compensatory bank hours (comp-bank), in which nurses can opt to convert hours from call-pay or CNI into extra vacation pay, will no longer have a limit
- education about retirement plans will be required
- will be able to switch between PERS and UPP during open enrollment
- nurses will be able strike (the no-strikes, no lockouts provision will be waived) if retirement benefits are decreased
- OHSU will cover 100% of PPO health plan (includes dental and vision)
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LinkedIn: The only post where CEOs wax philosophical while everyone else posts about losing their jobs.
Metroid Dread developer MercurySteam announces layoffs - Engadget
https://www.engadget.com/2171294/metroid-dread-developer-mercurysteam-announces-layoffs/
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Ein #FritzBox-#Router und zwei #FritzRepeater erhalten jetzt ein frisches #Labor-#Update mit #Beta-#Firmware. Die neue Version von #FritzOS 8.24 behebt einige kleine Fehler und verbessert die Stabilität. https://winfuture.de/news,158686.html?utm_source=Mastodon&utm_medium=ManualStatus&utm_campaign=SocialMedia
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Ein #FritzBox-#Router und zwei #FritzRepeater erhalten jetzt ein frisches #Labor-#Update mit #Beta-#Firmware. Die neue Version von #FritzOS 8.24 behebt einige kleine Fehler und verbessert die Stabilität. https://winfuture.de/news,158686.html?utm_source=Mastodon&utm_medium=ManualStatus&utm_campaign=SocialMedia
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Ein #FritzBox-#Router und zwei #FritzRepeater erhalten jetzt ein frisches #Labor-#Update mit #Beta-#Firmware. Die neue Version von #FritzOS 8.24 behebt einige kleine Fehler und verbessert die Stabilität. https://winfuture.de/news,158686.html?utm_source=Mastodon&utm_medium=ManualStatus&utm_campaign=SocialMedia
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Ein #FritzBox-#Router und zwei #FritzRepeater erhalten jetzt ein frisches #Labor-#Update mit #Beta-#Firmware. Die neue Version von #FritzOS 8.24 behebt einige kleine Fehler und verbessert die Stabilität. https://winfuture.de/news,158686.html?utm_source=Mastodon&utm_medium=ManualStatus&utm_campaign=SocialMedia
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Ein #FritzBox-#Router und zwei #FritzRepeater erhalten jetzt ein frisches #Labor-#Update mit #Beta-#Firmware. Die neue Version von #FritzOS 8.24 behebt einige kleine Fehler und verbessert die Stabilität. https://winfuture.de/news,158686.html?utm_source=Mastodon&utm_medium=ManualStatus&utm_campaign=SocialMedia
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https://www.europesays.com/be/15527/ ‘Hands Off Our Pensions’: Belgian Workers Take to the Streets in General Strike Against Austerity Measures #austerity #Belgium #GeneralStrike #Labor #LaborUnions #LivingWage #Pensions
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"‘We can shut down the city’: Lurie’s budget cuts spark a showdown with labor
Next year, city workers will be legally able to strike for the first time in five decades.
Mayor Daniel Lurie may be setting the stage for a once-in-a-generation showdown with San Francisco’s public-sector labor unions. Faced with a $643 million deficit and the threat of hundreds of millions more in federal cuts, Lurie is slashing city jobs and squeezing public services — moves that are fueling anger among the unions he’ll soon face across the bargaining table.
The timing couldn’t be more fraught.Next year, for the first time since 1976, San Francisco’s public-sector workers will have the legal right to strike, after a recent decision (opens in new tab) by the California Public Employment Relations Board struck down the city’s ability to fire picketing workers. The last time a mayor pushed them this far, 5,000 city workers walked off the job, the streets filled with trash, the buses stopped running, and the city shook."
https://sfstandard.com/2026/05/12/can-shut-city-lurie-s-budget-cuts-spark-showdown-labor/
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"‘We can shut down the city’: Lurie’s budget cuts spark a showdown with labor
Next year, city workers will be legally able to strike for the first time in five decades.
Mayor Daniel Lurie may be setting the stage for a once-in-a-generation showdown with San Francisco’s public-sector labor unions. Faced with a $643 million deficit and the threat of hundreds of millions more in federal cuts, Lurie is slashing city jobs and squeezing public services — moves that are fueling anger among the unions he’ll soon face across the bargaining table.
The timing couldn’t be more fraught.Next year, for the first time since 1976, San Francisco’s public-sector workers will have the legal right to strike, after a recent decision (opens in new tab) by the California Public Employment Relations Board struck down the city’s ability to fire picketing workers. The last time a mayor pushed them this far, 5,000 city workers walked off the job, the streets filled with trash, the buses stopped running, and the city shook."
https://sfstandard.com/2026/05/12/can-shut-city-lurie-s-budget-cuts-spark-showdown-labor/
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"‘We can shut down the city’: Lurie’s budget cuts spark a showdown with labor
Next year, city workers will be legally able to strike for the first time in five decades.
Mayor Daniel Lurie may be setting the stage for a once-in-a-generation showdown with San Francisco’s public-sector labor unions. Faced with a $643 million deficit and the threat of hundreds of millions more in federal cuts, Lurie is slashing city jobs and squeezing public services — moves that are fueling anger among the unions he’ll soon face across the bargaining table.
The timing couldn’t be more fraught.Next year, for the first time since 1976, San Francisco’s public-sector workers will have the legal right to strike, after a recent decision (opens in new tab) by the California Public Employment Relations Board struck down the city’s ability to fire picketing workers. The last time a mayor pushed them this far, 5,000 city workers walked off the job, the streets filled with trash, the buses stopped running, and the city shook."
https://sfstandard.com/2026/05/12/can-shut-city-lurie-s-budget-cuts-spark-showdown-labor/
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Like they say, "If you haven't done anything, you don't have anything to hide..."
"Workers asking for fairness, transparency and respect should not be met with silence and closed doors" - MPs accuse GTA 6 developer Rockstar of obstructing legal processes
https://www.eurogamer.net/gta-6-developer-rockstar-union-busting-legal-proceedings
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Like they say, "If you haven't done anything, you don't have anything to hide..."
"Workers asking for fairness, transparency and respect should not be met with silence and closed doors" - MPs accuse GTA 6 developer Rockstar of obstructing legal processes
https://www.eurogamer.net/gta-6-developer-rockstar-union-busting-legal-proceedings
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Like they say, "If you haven't done anything, you don't have anything to hide..."
"Workers asking for fairness, transparency and respect should not be met with silence and closed doors" - MPs accuse GTA 6 developer Rockstar of obstructing legal processes
https://www.eurogamer.net/gta-6-developer-rockstar-union-busting-legal-proceedings
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Like they say, "If you haven't done anything, you don't have anything to hide..."
"Workers asking for fairness, transparency and respect should not be met with silence and closed doors" - MPs accuse GTA 6 developer Rockstar of obstructing legal processes
https://www.eurogamer.net/gta-6-developer-rockstar-union-busting-legal-proceedings
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Like they say, "If you haven't done anything, you don't have anything to hide..."
"Workers asking for fairness, transparency and respect should not be met with silence and closed doors" - MPs accuse GTA 6 developer Rockstar of obstructing legal processes
https://www.eurogamer.net/gta-6-developer-rockstar-union-busting-legal-proceedings
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#Coalition vows to repeal #Labor’s ‘toxic’ #negativegearing & #capitalgains tax budget changes.
Opposition leader #AngusTaylor & shadow treasurer #TimWilson say a future Coalition government would #reinstate generous rules for property investors.
In the year 2525? They are not in ANY position to even dream about forming government. #RWNJ losers. #auspol
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#Coalition vows to repeal #Labor’s ‘toxic’ #negativegearing & #capitalgains tax budget changes.
Opposition leader #AngusTaylor & shadow treasurer #TimWilson say a future Coalition government would #reinstate generous rules for property investors.
In the year 2525? They are not in ANY position to even dream about forming government. #RWNJ losers. #auspol
