• print
  • decrease text sizeincrease text size
    text

Financial Literacy in the Workplace: Empowering Employees

Share this post

Financial literacy is a vital skill to have and understand, as it can dictate the way that you live your life.

If you’re stressed about your finances or are living paycheck to paycheck, it can be difficult to think about the possibility of saving money. Learning how to navigate your financial state and understanding how to manage your money can help you better your current financial situation, allowing you to work towards a more secure future. 

When people become educated about their finances, it can help to improve their overall quality of life, as well as give them more confidence in both their personal and professional lives. Follow along as we discuss the importance of empowering employees to become more educated on financial literacy.
The Importance of Financial Literacy

Financial literacy is the ability to understand and use different financial skills, such as knowing how to save and invest your money, as well as how to budget your money to create a more secure future for yourself. Financial literacy is an essential skill to have, and one that takes practice. Many people stress about their finances, and the root cause of that is due to a lack of understanding. 

Impact of Financial Resources for Employees 

Many companies have resources and educational tools available to their employees that they can use to learn more about money management and financial literacy. By encouraging employees to take steps towards utilizing the financial resources available to them, it can instill confidence in them as they will have the tools to understand their current financial situation, as well as how to work towards financial freedom.

Some resources that companies can implement include employee assistance programs (EAP) which can range from retirement planning guidance, debt counseling, and even providing access to financial planners. Retirement planning is essential to understand, as it allows employees to plan for their future and provide them with money to live off of after they retire. Understanding how to best invest into their retirement can put them on a better path, as they’ll learn how to invest and have more control over their investments as well. 

In addition to that, employers can offer debt counseling through online learning or through personal financial planners as a way to teach employees how to manage their money and decrease their debt. Learning about different types of loans to improve debt management can alleviate the overwhelming stress resulting from numerous expenses to be paid off.

Debt consolidation loans, in particular, offer a promising solution for employees grappling with multiple debts, as it combines all their outstanding balances into a single monthly payment, streamlining the repayment process and enhancing manageability.

Offering financial resources to employees to encourage them to learn about their financial health and work to improve it can help employees decrease the everyday stress they may feel, and help them feel more supported by their employer.

When employees feel supported, they are more likely to work harder and stay at the company longer than someone who doesn’t feel supported. When there is an effort to improve the life of employees coming from employers, it increases the overall retention a company has because that is seen as a company that cares about their employees.

How to Improve Money Management

A large part of understanding finances is knowing how to manage money. It’s important that when employees get their paycheck, that they break it down into needs, wants, and savings. Being able to create and stick to a budget can help to better improve money management, as well as create structure for them in their daily life.

Consider the 50/30/20 rule as a guideline for budgeting. This rule consists of setting 50% of monthly income into needs, 30% into wants, and 20% into savings. 

When it comes to needs, this can include expenses such as housing, utilities, food, transportation, and healthcare. These are essential expenses that should be expected to be spent each month. These expenses may fluctuate each month depending on the situation, but it’s important to write down all the essential bills so that when it comes time to pay, they’ll have the money to do so.

In addition to that, wants should also be factored into the budget. This can include anything that is nonessential, such as going out to eat, self-care, gym memberships, or even clothes shopping. 

When considering a budget for wants, make sure that the plan is realistic, so it’ll be easy to stick to it. Oftentimes people get strapped for money as a result of overspending on their wants without realizing it until it’s too late. In order to avoid that, it’s important to stay diligent about a budget and spending habits, and adjust those habits as needed to work for their lifestyle. The remainder of an employee’s paycheck, the 20% part of the budgeting rule, should be allocated to savings. 

Setting aside money strictly for savings can help pay off any debts, as well as serve as an emergency fund or can be put towards retirement planning. By establishing and following this budgeting guide, it can help employees to properly allocate their paycheck in order to ensure they’re not spending too much, and also are able to still have a liveable wage. 

It’s important to not only understand one’s finances, but also have the resources available to do so. Employers are now taking more measures to encourage employees to learn how to manage their money, how to invest their money, and how to reduce their debts through various educational resources.

As employees, it’s important to take advantage of any learning opportunities as it can improve the knowledge and skills one has, setting them up for a more secure future.

This blog was contributed to Workplace Fairness on May 31, 2023. Published with permission.


Share this post

Rutgers Strike Wins Big, But More is Needed to Change Higher Education

Share this post

After a five-day strike in April, members of the Rutgers faculty, graduate student, librarian, and clinician unions voted 93 percent to accept a new contract which included dramatic gains.

The strike was the first in Rutgers’ 253-year history, and remarkable in that all instructional workers walked out, including full-time faculty, grad workers, and adjuncts. Rutgers is the oldest large public university in New Jersey with 67,000 students.

The agreement includes big salary gains: 30 percent for the lowest-paid adjuncts in the first year, and 43 percent across the life of the contract, plus 33 percent raises for graduate teaching and research assistants. For adjuncts, it also includes multi-semester and multi-year appointments — a first — as well as professional development funding, binding arbitration for grievances, quicker and new paths to advancement, and a new title (we’re no longer “part-time” lecturers, but simply “Lecturers”).

The seeds of the decision to withhold our labor were sown several years ago. The executive board of the adjunct union was united in the belief that transformative contracts are only won through a massive organizing effort that credibly threatens a strike.

Bargaining: Open and United

While the university refused to recognize the merger (as we expected), the critical principle had been established: we saw ourselves as One Faculty, and demanded in the forthcoming contract campaign that management engage us that way.

That’s precisely what happened. We fought for open bargaining principles to shape negotiations, with considerable (if not complete) success. For example, management tried to limit our numbers at bargaining sessions. On one occasion, as our strike loomed, they refused to enter the room with 50 members observing our negotiations. We held firm, voted, and insisted that we’d only meet with our co-workers present. Ten minutes later, management entered the room to bargain with us.

We also negotiated across all job categories as if we were one bargaining unit: postdocs, grad workers, counselors, adjuncts, non-tenure track, and tenure track faculty. While management initially resisted this, eventually they acceded. Throughout the bargaining process, they seemed thrown off guard by our unity.

Another key element of maintaining unity was that the three faculty unions took our strike authorization votes at the same time. The energy for the strike was unprecedented: 80 percent participation among those eligible to vote, and 95 percent in favor. The effort to organize ourselves into a strike-ready workforce not only set the conditions for the gains we would make, but transformed our unions in the process.

Once the strike began, member participation on the picket lines and creative protests demonstrated our strength, and generated media attention and political pressure on the university. Student supporters of the union rewrote the 1961 Bruce Channel song “Hey Baby” to pressure university president Jonathan Holloway, singing, “Hey Holloway, I want to know, will you raise my wage?” It was very catchy, and went viral on social media. Our singing and dancing and vibrant picket lines garnered student and community support.

Debating the End

The day before the strike was called, New Jersey Governor Phil Murphy offered to host negotiations if we postponed the strike for 48 hours. We welcomed the support from the governor, but we refused postponement. The strike was where our power lived, and we could not halt it on promises of a better deal.

Once negotiations shifted to Trenton, engagement with the governor’s office was tricky. While the state came up with additional funds to support our demands, the governor also wanted us to end the strike to approve a “framework” for the contract. The framework was reached after grueling, week-long negotiating sessions designed to pressure both sides to move toward an agreement.

Right Call?

The unions’ leadership bodies ultimately called for a suspension of the strike, while the bargaining teams continued to negotiate the remainder of the contract. At the same time, we made clear that we would be willing to return to the picket lines if necessary — the strike was “suspended, not ended.”

This was a controversial decision, and it merits a debate. A sizable minority within the union’s governing bodies believed the strike was suspended at a time when the unions retained power to press for greater gains. They called for a delay in signing the framework to further discuss the matter over the weekend. But the governor was threatening to remove tens of millions of dollars he had previously committed if the framework was not agreed to that evening and the strike suspended.

Though it was never overtly stated, it was also suggested that were the framework not accepted that night, Rutgers would seek (and likely receive) an injunction declaring the strike unlawful, something it had not done to that point due to the governor’s request. Under this scenario, if the strike continued, adjunct faculty and perhaps other striking workers could have faced firings.

Whether the unions made the right choice in a highly fraught moment should certainly be debated. What is clear, however, is that without the decision to withhold our labor, few of the enormous gains we made would have been realized. In short, we learned that if you are not preparing to strike, you are not preparing to win.

More remains to be won, but for now, we celebrate our gains, and our historic strike that made them possible.

This is a portion of a blog that originally appeared in full at Labor Notes on May 11, 2023.

About the Authors: Bryan Sacks is the vice president of the Part-Time Lecturer Faculty Chapter AAUP-AFT Local 6324, the Rutgers adjuncts’ union. Michael Beyea Reagan is an adjunct at Rutgers University and a rank-and-file member of Local 6324.

Visit Workplace Fairness’ page on unions.


Share this post

I’m a Black, Queer Woman Working as an Adjunct Professor—And I’m Going on Strike

Share this post

Victoria Collins

Last fall, after nearly two years of underemployment due to the Covid-19 pandemic, I began teaching at Mercy College in New York as an adjunct professor. I was excited to finally be back in the classroom doing the thing I loved: teaching. I knew the terms of my contract, and while I wished the compensation was better, I accepted the offer in hopes that a steady income would be the start I needed to finally get back on my feet. 

My story is not unique — it mirrors the lived conditions of Black and brown folks in academia across the country. According to a 2020 report from the American Federation of Teachers, nearly half of U.S. adjunct faculty members “struggle to cover basic household expenses” and more than 20 percent depend on public assistance. The pay rate for Mercy College adjuncts is $3,000 per course, and, while rates vary, adjunct pay remains low. Nationally, adjunct faculty members make, on average, just $3,500 per course. 

This low pay, paired with precarity on the job and two years of stalled negotiations with management, has led adjunct faculty members at Mercy College to plan to strike during the week of May 2. I stand in full support of these workers, and all of those seeking just working conditions.

If Mercy college, along with all U.S. colleges and universities, wishes to attract a more diverse faculty pool, they must begin by offering better working conditions for adjunct faculty members, including higher wages and longer contracts. This is crucial because the majority of Mercy students are low income and people of color. Representations of different racial, class, and gendered experiences among faculty is important. I can attest to the positive effects of having someone who looked like me helming a classroom.

As educators, we give our all to our students. However, when queer educators of color face the socioeconomic disparities that accompany their experiences as marginalized people of color in America, it is more likely that a larger proportion of these educators’ time and attention will be occupied by the day-to-day struggle of staying afloat and living paycheck-to-paycheck rather than serving their students. For institutions whose students are largely people of color, BIPOC representation in faculty — from adjunct to tenured staff — is critical to student success and engagement, and to creating a safe and welcoming campus culture. 

As an educator who knows the economic realities that Black and queer people in academia face sustaining a living, I support striking in order to improve the pay of Mercy adjuncts. Black and brown students and adjuncts at Mercy deserve more, and I hope with this strike that they are able to create a Mercy community that truly empowers students to thrive.

About the Author

Victoria Collins Victoria R. Collins (she/?they) is a queer, Black, southern writer and educator born and bred of the clay soil of Mississippi, currently living and working in The Bronx. Vic holds an MFA in Nonfiction Creative Writing from The New School. Follow Vic @vicwritesthings

This blog originally appeared at In These Times on 4/28/2022. Reprinted with permission.” https://inthesetimes.com/article/mercy-college-new-york-strike-adjunct-labor


Share this post

At a Major Education Company, Freelancers Must Now Pay a Fee In Order to Get Paid

Share this post

Freelance workers everywhere are subjected to a wide variety of indignities and ripoffs. They are the workers who are most at the mercy of their employers’ whims, and least able to fight back. Now, into the pantheon of freelancer exploitation comes a truly jaw-dropping policy: Forcing freelancers to pay money in order to get paid. 

McGraw Hill (MH) is a multibillion-dollar educational publishing company, with thousands of employees and offices around the world. Beginning in October of last year, the company instituted a new policy for all of its freelancers and independent contractors?—?they are now required to pay a fee of 2.2% every time they file an invoice through the company’s invoicing system, called Fieldglass. (There is no other system, meaning the fee is mandatory.) In other words, if a freelancer does $1,000 of work for MH, they will be paid only $978. The other $22 will be taken as an ?“administrative fee.” 

In effect, the company has imposed an across-the-board wage cut on all of its freelancers and contractors, without having to come right out and say it. An email sent to all freelancers explaining the new fee offered this explanation: ?“McGraw Hill has chosen to align with market standards and transition to a Supplier funded model. The 2.2% Small Supplier fee included on your invoice supports labor market compliance, administrative tasks, and the Vendor Management System (VMS) associated with payment processes.” 

Likewise, the company says that under its new policy, the costs of MH complying with various laws and regulations are now being offloaded onto freelancers themselves. ?“Since October 2020, contractors providing services to McGraw Hill have been charged a fee to cover the cost of third-party vendors that help us ensure that each contractor meets the requirements needed to be classified as an Independent Contractor under various state laws and IRS regulations,” said MH spokesperson Tyler Reed. ?“We need to ensure that those classifying themselves as Independent Contractors are in fact contractors, according to state and IRS guidelines, otherwise there is a legal and financial risk to McGraw Hill and to the contractor.” 

State laws and IRS guidelines were around long before last October, so it is unclear why the company decided then that it was no longer able to bear the costs of compliance. Reed did not respond to that question. 

The new practice of charging workers the costs associated with normal company functions does not sit well with one longtime MH freelancer, who said that it felt indistinguishable from ?“wage theft.” 

“This will cost me a few hundred dollars over the course of this year?—?not the end of the world, but still, it’s a de facto pay cut,” the freelancer said, who asked to remain anonymous out of fear of reprisal. ?“But I can’t figure out what to do about it, except try to spread the word.”

Though the policy may be unfair, it does not violate any laws, according to the New York City Department of Consumer Affairs, and labor law experts. ?“It’s likely that these practices are legal. There is very little regulation of independent contractor relationships, which is precisely why many independent contractors need the rights and protections that come with being an employee,” said Laura Padin, a senior staff attorney with the National Employment Law Project. ?“It’s telling that McGraw Hill unilaterally imposed this fee on its freelancers. A true independent contractor would be setting or negotiating the terms and conditions of their work.”

The ability of a major company like MH to push its own costs onto its most vulnerable workers goes to the heart of the gross power imbalance inherent in the world of independent contracting. The company’s claim that its new fee is a move to ?“align with market standards” is dubious. Dave Hill, vice president of the National Writers Union, which represents freelance writers, said that such a mandatory fee is ?“certainly not the industry standard among freelancers working in media.” 

Nor is it the case that every invoicing platform charges freelancers a cut of their own invoice in order to pay them. Few people can say that more definitively than Matt Saincome, a longtime freelance writer, editor, and publisher of The Hard Times and other publications, who founded the invoice company Outvoice, which specializes in paying freelancers, and does not charge them a fee. Saincome called the MH fee ?“horrible,” and added ?“This is a pay cut.” 

“It’s not market standard to push admin or processing costs off on freelancers,” he said. ?“Employers already save money by using freelance work instead of W?2 employees. It’s shameful and wrong to ask freelancers to pay the already heavily reduced administrative costs related to working with them.” 

In America, the incentive for companies to offload their own costs onto their labor force is embodied in the very fabric of labor law governing the independent contractor relationship. It is, for example, why Uber drivers pay to maintain their own vehicles. Such arrangements are tempting for employers, but never benign from the perspective of workers, who are forced to accept less for no reason other than a lack of bargaining power. 

“Is this McGraw Hill’s 21st Century company store? No one should pay the boss in order to get paid,” said Larry Goldbetter, the president of the National Writers Union. ?“When McGraw Hill freelancers are ready, NWU will represent you and together, end this practice.”

This blog originally appeared at In These Times on March 24, 2021. Reprinted with permission.

About the Author: Hamilton Nolan is a labor reporter for In These Times. He has spent the past decade writing about labor and politics for Gawker, Splinter, The Guardian, and elsewhere.


Share this post

Service + Solidarity Spotlight: Support Staff Keep Our Students Learning

Share this post

Working people across the United States have stepped up to help out our friends, neighbors and communities during these trying times. In our regular Service + Solidarity Spotlight series, we’ll showcase one of these stories every day. Here’s today’s story.

Schools are communities that include students, teachers, administrators, families and, of course, support staff who keep the schools running. In a video, the California School Employees Association (CSEA) celebrates the contributions of school support professionals who have stepped up to the plate during the pandemic. “We can connect—we can connect with these families. We can hear them when they express what they’re going through, and we can reach out and help them,” said Maria Castillo, a CSEA member and health clerk at a California middle school. “I believe that we make a difference and that’s what we’re here for, to make that difference.”

This blog originally appeared at AFL-CIO on March 17, 2021. Reprinted with permission.

About the Author: Kenneth Quinnell  is a long-time blogger, campaign staffer and political activist whose writings have appeared on AFL-CIO, Daily Kos, Alternet, the Guardian Online, Media Matters for America, Think Progress, Campaign for America’s Future and elsewhere.


Share this post

Joe Biden Has a Golden Opportunity to Strengthen Public Education

Share this post

In picking Connecticut Commissioner of Education Miguel Cardona to be his nominee for U.S. secretary of education, President-elect Joe Biden appears to have made a Goldilocks choice that pleases just about everyone. People who rarely agree on education policy have praised the decision, including Jeanne Allen, CEO of the Center for Education Reform, a nonprofit group that advocates for charter schools and school choice, who called Cardona “good news,” and education historian Diane Ravitch, who also called the pick â€śgood news” because he does not seem to be aligned with advocates for charter schools and vouchers. Sara Sneed, president and CEO of the NEA Foundation, a public charity founded by educators, called Cardona an “ideal candidate,” in an email, and hailed him for “his emphasis on the need to end structural racism in education and for his push for greater educational equity and opportunity through public schools.”

But as Biden and Cardona—should he be approved, as most expect—begin to address the array of critical issues that confront the nation’s schools, there’s bound to be more of a pushback. Or maybe not?

After decades of federal legislation that emphasized mandating standardized testing and tying school and teacher evaluations to the scores; imposing financial austerity on public institutions; incentivizing various forms of privatization; and undermining teachers’ professionalism and labor rights, there is a keen appetite for a new direction for school policy.

Due to the disruption forced by the pandemic, much is being written and said about the need to â€śrestart and reinvent” education and a newfound appreciation for schools as essential infrastructure for families and children. With an incoming Biden administration, Democratic majorities in both chambers of Congress, and the influence of incoming first lady Jill Biden, a career educator, we may be on the cusp of a historic moment when the stars align to revitalize public schools in a way that hasn’t happened in a generation.

Among the promising ideas that appear to have growing momentum behind them are proposals to fund schools more equitably, to expand community schools that take a more holistic approach to educating students, to create curriculum and pedagogy that are relevant to the science of how children learn and the engagement of their families, and to reverse the direction of accountability measures from top-down mandates to bottom-up community-based endeavors.

In her email, Sneed praised Biden’s commitment to expand the community schools model to an additional 300,000 students. She said, “My hope is that his effort will bring community schools to every part of the country, including the American South which is so often under resourced.”

Where’s the opposition to these ideas?

In her farewell address to the Education Department, before she tendered her resignation with a mere 13 days left, outgoing secretary Betsy DeVos told career staff members to “be the resistance” to an incoming Biden administration, Politico reported. In her farewell letter to Congress, she urged lawmakers to “reject Biden’s education agenda,” according to the Washington Post.

Does anyone really think there are any federal officials who will heed this advice?

During her tenure, DeVos cut more than 500 positions from her department, 13 percent of its staff, and proposed enormous funding cuts to programs. Employees accused her of “gutting” their labor agreement, reported the Washington Post, and replacing it with new rules that stripped out worker protections and disability rights, among other provisions. Employee morale “plummeted” under her management, Education Week reported, and she threatened to suspend an employee who leaked her plan to slash the department’s resources.

In Congress, DeVos was constantly besieged—from her approval, which required a tie-breaking vote by Vice President Mike Pence, a historic first, to her contentious final in-person hearing. Her proposals to dramatically shrink federal spending on education went nowhere, and her many proposals for a federal school voucher program were never taken up by Congress.

American Federation of Teachers president Randi Weingarten captured most people’s sentiments when DeVos resigned, saying just two words: â€śGood riddance.”

Instead of taking up DeVos’s calls for “resistance,” Capitol Hill seems much more likely to welcome Biden-Cardona with open arms.

An “early test” for Cardona, as Valerie Strauss of the Washington Post reports, will be deciding whether or not to let states opt out of administering federally mandated standardized tests to every student. In 2020, DeVos had let states waive the mandate, but she announced she would enforce the requirement in 2021 should she remain in office.

As Strauss reported, should Cardona decide to waive the order, he would please a broad consensus, including state and local superintendents, teachers’ unions, state and local boards of education, and federal and state lawmakers “from both sides of the political aisle.” At least one national survey has found that a sizable majority of parents want the tests canceled.

Another potentially contentious issue will be Biden’s “pledge to reopen most schools” for in-person learning within the first 100 days of his administration. Attempts to reopen schools during a pandemic have caused teachers in many school districts to rebel by writing their obituaries, staging mock funeralsresigningcalling in sick, and organizing strikes and other labor actions.

However, the operative word in Biden’s pledge to reopen is â€śsafely.” His proposal rests on key conditions, including getting the virus under control in surrounding communities, setting health and safety guidelines recommended by experts, and providing sufficient funding to protect returning students, teachers, and support staff.

This is the complete opposite of Trump and DeVos, who simply demanded schools reopen and then did nothing to support the reopening process.

When a reporter from the Associated Press asked Weingarten to comment on Biden’s proposal to reopen schools, she replied, “Hallelujah.”

In his leadership of Connecticut schools, Cardona has taken a similarly non-ideological stance on keeping schools open in the pandemic, as Education Week’s Evie Blad explains in a video (beginning at 5:57), by “[encouraging] schools to keep their doors open” and “providing resources” and “support.” But he “never mandated” schools to deliver in-person instruction.

Congress, where Democrats have a small majority in the House and a razor-thin margin in the Senate, may be resistant to provide the necessary funding Biden wants. But as Education Week’s Andrew Ujifusa explains, Democrats are mostly united in getting a “big new relief package” passed and have a way to overcome Republican opposition using budget reconciliation.

On the issue of charter schools, vouchers, and other forms of “school choice,” which was DeVos’s signature issue, Biden has stated he does “not support federal money for for-profit charter schools,” and said they often “[siphon] off money from our public schools, which are already in enough trouble.”

Based on this measured stance, some, including Trump, have warned Biden would “abolish” charter schools and school choice, which is simply not true.

Cardona has taken a similarly evenhanded view of charters, the Connecticut Mirror reports. Under his leadership in Connecticut, existing charters were renewed while no new ones were approved. “Asked about charter schools during his confirmation hearing [for Connecticut commissioner of education],” the article notes, “Cardona said he’d rather focus his energy making sure neighborhood public schools are viable options.”

This is a refreshing change, not only from DeVos’s rhetoric for privatization, but also from previous presidential administrations, including Obama’s, that openly advocated for charter schools. It foretells that perhaps what Biden-Cardona might bring to the policy discussion over charter schools and other forms of school choice is some genuinely honest conversation rather than sloganeering about charters.

Where Biden and Cardona are most likely to encounter headwinds to their education policies are from Republicans stuck in the ongoing culture wars.

Eight days before a mob of Trump supporters, driven by the president’s tirades against losing reelection, broke into the nation’s Capitol, sent lawmakers into seclusion, and desecrated the building, Newt Gingrich, a former speaker of the House, reminded us that public education has long been a public institution in the crosshairs of right-wing ideologues. Asked by Guardian reporter David Smith, “where does the Republican party go from here?” Gingrich replied, “What you have, I think, is a Democratic party driven by a cultural belief system that they’re now trying to drive through the school system so they can brainwash the entire next generation if they can get away with it.”

Evidence of that “brainwashing” in public schools, supposedly, is the emphasis on the fully supportive inclusion of all students and protection of their civil rights that was behind many of the policy guidelines laid down by the Obama administration. DeVos rescinded many of those guidelines, but Biden has vowed to restore them.

Another source of potential discontent with the new energy that Biden and Cardona will likely bring to education policy are the holdovers of the “education reform” movement, who want to bring back in full force the top-down mandates from the Bush and Obama administrations, including charter school expansions, tying teacher evaluations to student test scores, and closing public schools based on their test scores.

For this crew, the central problem in education will always be â€śbad teachers,” and nothing but the most punitive accountability measures will do.

A case in point is a recent piece in New York Magazine extolling charter schools in which columnist Jonathan Chait writes that “the core dispute” in education politics is “a tiny number of bad teachers, protectively surrounded by a much larger circle of union members, surrounded in turn by an even larger number of Democrats who have only a vague understanding of the issue.”

In other words, if you don’t think cracking down on teachers and their unions is critical to improving schools, then you’re just not informed.

For decades, education policy has largely been a compromise between these two dominant factions of right-wing Republican ideologues and Democratic neoliberals, according to David Menefee-Libey, a professor of politics at Pomona College in Claremont, California. In a podcast hosted by journalist Jennifer Berkshire and education historian Jack Schneider, Menefee-Libey explains that charter schools and many other prominent features of federal education policy are the results of a “treaty” among these Republican and Democratic factions.

But as Menefee-Libey, Berkshire, and Schneider explain, in so many ways, the treaty has been broken, and after decades of attacks on public schools, we’re seeing the necessity of investing in public institutions, especially now, given the strains put on parents and communities by COVID-19.

“We are now at a point,” Menefee-Libey states, “where all of those large-scale, long-term public institutions are clearly at risk during the pandemic and the economic crash. [And] there are a lot of people [who] are discovering that maybe these institutions won’t automatically survive.”

Therein lies the golden opportunity for Biden on public education. Should he decide to go bold—not just by reopening schools with additional funding but also by proposing an ambitious investment in school infrastructure and community schools; not just by lifting burdensome accountabilities but also by actually listening to what teachers, parents, and students say they need for their schools to work; and not by trying to appease the tired, old arguments carried on by right-wing factions and reform fans in the Democratic Party—there is some likelihood he may get exactly what he wants. And that’s what our schools really need.

Source: Our Schools

This article was produced by Our Schools. 

About the Author: Jeff Bryant is a writing fellow and chief correspondent for Our Schools. He is a communications consultant, freelance writer, advocacy journalist, and director of the Education Opportunity Network, a strategy and messaging center for progressive education policy. His award-winning commentary and reporting routinely appear in prominent online news outlets, and he speaks frequently at national events about public education policy. Follow him on Twitter @jeffbcdm.


Share this post

Students at the Most Expensive University in America Are Going on Tuition Strike

Share this post

At the end of Novem­ber, mem­bers of the Colum­bia Uni­ver­si­ty-Barnard Col­lege chap­ter of Young Demo­c­ra­t­ic Social­ists of Amer­i­ca (YDSA) launched a tuition strike cam­paign against ?“exor­bi­tant tuition rates” which, they say, ?“con­sti­tute a sig­nif­i­cant source of finan­cial hard­ship” dur­ing the pan­dem­ic. Stu­dent demands are wide-rang­ing and include a 10% reduc­tion in the cost of atten­dance, 10% increase in finan­cial aid, and an amal­ga­ma­tion of demands from dis­parate stu­dent cam­paigns, many of which were set in motion long before the pan­dem­ic began. So far over 1,700 stu­dents have signed a peti­tionto with­hold tuition for the Spring 2021 semes­ter and any future dona­tions to the uni­ver­si­ty after graduating. 

Colum­bia has con­sis­tent­ly topped charts as the most expen­sive pri­vate uni­ver­si­ty in the coun­try, charg­ing over $61,000 a year in tuition and fees, which accounts for near­ly a quar­ter of the school’s rev­enue. ?”We just felt like the only way to pres­sure a uni­ver­si­ty that is struc­tured around the prof­it motive would be to direct­ly impact their bot­tom line,” says Emma­line Ben­nett, a stu­dent at Columbia’s Teach­ers Col­lege and one of the found­ing mem­bers of Colum­bia-Barnard YDSA, which she co-chairs.

Since the pan­dem­ic began, the university’s $11 bil­lion endow­ment has seen a $310 mil­lion increase while the response from admin­is­tra­tion, Ben­nett says, ?“has been most­ly emp­ty rhetoric around shared sacrifice.”

In These Times reached out to the uni­ver­si­ty admin­is­tra­tion and did not hear back by the time of pub­li­ca­tion. In a Decem­ber 1 arti­cle in Patch, a uni­ver­si­ty spokesper­son said, ?“Through­out this dif­fi­cult year, Colum­bia has remained focused on pre­serv­ing the health and safe­ty of our com­mu­ni­ty, ful­fill­ing our com­mit­ment to anti-racism, pro­vid­ing the edu­ca­tion sought by our stu­dents, and con­tin­u­ing the sci­en­tif­ic and oth­er research need­ed to over­come soci­ety’s seri­ous challenges.” 

Bec­ca Roskill, a junior in Columbia’s school of engi­neer­ing and sec­re­tary of Colum­bia-Barnard YDSA, says that the cam­paign has been care­ful to frame the tuition strike as a means of address­ing the ongo­ing stu­dent debt cri­sis and not just wors­en­ing con­di­tions under Covid-19. ?“We want­ed to shift the con­ver­sa­tion away from pay­ing less because of online class­es and shift the con­ver­sa­tion toward a cri­sis that’s emerged from the fact that we’re treat­ing edu­ca­tion as a com­mod­i­ty in the first place.”

Lead­ing up to the strike’s announce­ment, stu­dents orga­nized a peti­tion for par­tial tuition reim­burse­ment (dif­fer­ent from the one list­ed above), an email cam­paign and phone zaps, a pres­sure tac­tic used to flood office lines, to impress upon admin­is­tra­tors the bur­dens of the university’s exces­sive costs. Before the start of the Fall semes­ter, a tuition freeze was issued for the university’s two main under­grad­u­ate schools, Colum­bia Col­lege and the Fu Foun­da­tion School of Engi­neer­ing and Applied Sci­ence?—?con­ces­sions that Ben­nett believes were a direct response to stu­dent orga­niz­ing over the sum­mer. But sup­port for stu­dents and work­ers across cam­pus, Ben­nett says, has been uneven, and the tuition strike is aimed at much more than just high tuition. 

In addi­tion to low­er­ing the cost of atten­dance and increas­ing finan­cial aid, the tuition strike has includ­ed demands to put an end to cam­pus expan­sion, invest in the sur­round­ing West Harlem com­mu­ni­ty, defund the university’s Depart­ment of Pub­lic Safe­ty (the cam­pus law enforce­ment body), com­mit to trans­paren­cy around the university’s finan­cial invest­ments, and bar­gain in good faith with unions on campus.

“We just felt like the only way to pressure a university that is structured around the profit motive would be to directly impact their bottom line,” —Emmaline Bennett, student at Columbia’s Teachers College.

“The stu­dents orga­niz­ing the tuition strike view it as a last-resort tac­tic to com­pel the uni­ver­si­ty to lis­ten to demands that stu­dents have been orga­niz­ing around for the past few years,” reads a state­ment released Mon­day. The tuition strike has received wide sup­port in part by build­ing coali­tions with oth­er groups on cam­pus that have put for­ward their own demands in the past. This includes ref­er­en­dums vot­ed on by the stu­dent body, which the demands let­ter says should be respect­ed and enforced.

A ref­er­en­dum that was passed in Sep­tem­ber demand­ing the uni­ver­si­ty divest from com­pa­nies that prof­it from or sup­port Israel’s human rights abus­es against Pales­tini­ans was the cul­mi­na­tion of years of orga­niz­ing from mem­bers of Stu­dents for Jus­tice in Pales­tine and Jew­ish Voice for Peace. The ref­er­en­dum has been all but dis­missed by the admin­is­tra­tion despite being passed by the stu­dent body. Sim­i­lar­ly, admin­is­tra­tors have been slow to respond to stu­dent demands to divest the school’s endow­ment from fos­sil fuels, a cam­paign that has been waged on cam­pus since 2015. YDSA has been busy build­ing ties with the cam­pus chap­ters of Extinc­tion Rebel­lion and the Sun­rise Movement.

The tuition strike has also includ­ed demands from Mobi­lized African Dias­po­ra (MAD), a coali­tion of Black stu­dent activists on cam­pus that sent its own detailed list of demands to Colum­bia Pres­i­dent Lee Bollinger. After spend­ing the sum­mer mobi­liz­ing against police vio­lence, MAD called for the uni­ver­si­ty to com­mit to anti-racism and pro­vide employ­ment and afford­able hous­ing to the sur­round­ing Harlem com­mu­ni­ty, end the university’s rela­tion­ship with the New York Police Depart­ment, cut fund­ing from the university’s Depart­ment of Pub­lic Safe­ty and increase sup­port for Black students.

On Decem­ber 3, mere days after the strike’s announce­ment, Barnard Col­lege can­celed its search for a new exec­u­tive direc­tor of Pub­lic Safe­ty and announced it would restruc­ture the office to focus on com­mu­ni­ty safe­ty under the new Com­mu­ni­ty Account­abil­i­ty, Response, and Emer­gency Ser­vices office. Ben­nett says MAD has been a major coali­tion part­ner, and the group’s demands to repair harm to the sur­round­ing com­mu­ni­ty and invest in com­mu­ni­ty safe­ty solu­tions are reflect­ed in the tuition strike.

YDSA’s let­ter to the admin­is­tra­tion also includes a demand to bar­gain in good faith with unions on cam­pus for increased ben­e­fits and com­pen­sa­tion in addi­tion to pro­tec­tions for inter­na­tion­al stu­dents. State­ments from the tuition strike cam­paign have empha­sized that cuts to cost of atten­dance ?“should not come at the expense of instruc­tor or work­er pay, but rather at the expense of bloat­ed admin­is­tra­tive salaries, expan­sion projects, and oth­er expens­es that don’t ben­e­fit stu­dents and workers.”

The Grad­u­ate Work­ers of Colum­bia-Unit­ed Auto Work­ers Local 2110(GWC-UAW), which has been the recip­i­ent of strike sup­port and sol­i­dar­i­ty from YDSA, will be ask­ing its mem­ber­ship to pledge their sup­port for the strike. This would include dis­trib­ut­ing tuition strike mate­ri­als to stu­dents and con­tin­u­ing to teach stu­dents who plan on with­hold­ing tuition even if told not to by uni­ver­si­ty officials.

Susan­nah Glick­man, a fifth year PhD stu­dent in his­to­ry at Columbia’s Grad­u­ate School of Arts and Sci­ences and a mem­ber of GWC’s bar­gain­ing com­mit­tee, says YDSA and the union have been work­ing close­ly to sup­port each oth­er. ?“It’s good that stu­dents rec­og­nize that they have some pow­er to influ­ence the con­ver­sa­tion [around cor­po­rate gov­er­nance], even if they’re not employ­ees,” Glick­man said. ?“They prob­a­bly have more [pow­er] because they’re the finan­cial base of the university.”

Tuition strike orga­niz­ers say the idea for a tuition strike pre­ced­ed the pan­dem­ic, but was in part inspired by the Uni­ver­si­ty of Chica­go where 200stu­dents with­held pay­ments in late April with a num­ber of demands, includ­ing a 50% reduc­tion in tuition. By the end of their tuition strike in mid-May, Uni­ver­si­ty of Chica­go stu­dents had won a freeze on tuition, which is now over $57,000 a year?–??–?sec­ond only to Colum­bia. Today, the total cost of atten­dance at the Uni­ver­si­ty of Chica­go is esti­mat­ed to be upwards of $80,000 a year when includ­ing fees, room and board, per­son­al expens­es and books.

With over 1,700 stu­dents signed on, Columbia’s tuition strike next spring could rep­re­sent the largest tuition strike since 1973, when stu­dents at the Uni­ver­si­ty of Michi­gan with­held pay­ments in oppo­si­tion to a 24% increase in tuition from the year before. About 2,500 signed up for a tuition strike which coin­cid­ed with a wave of labor orga­niz­ing on the part of teach­ing fel­lows and oth­er grad­u­ate employ­ees. While the stu­dent tuition strike alone was not enough to win con­ces­sions from the Uni­ver­si­ty of Michigan’s admin­is­tra­tion, the Grad­u­ate Employ­ees’ Orga­ni­za­tion (GEO), which rep­re­sents grad­u­ate work­ers on cam­pus, was ulti­mate­ly able to win a tuition reduc­tion and increased pay and ben­e­fits through con­tract nego­ti­a­tions after more than half of under­grad­u­ate stu­dents joined GEO mem­bers in a pick­et line in Feb­ru­ary 1975.

As stu­dents con­tin­ue to mobi­lize toward next semester’s tuition strike, YDSA orga­niz­ers report an increase in mem­ber­ship and par­tic­i­pa­tion with­in their chap­ter, which some believe has been strength­ened by their abil­i­ty to orga­nize digitally.

“I think we’ve seen a strength­en­ing in our com­mu­ni­ty that we did­n’t expect to be able to cater to over Zoom,” says Roskill. ?”And we’re real­ly hope­ful that social­ist pol­i­tics will pro­vide an answer to the polit­i­cal ques­tions that weren’t being answered by Biden or Trump, par­tic­u­lar­ly on stu­dent debt advocacy.”

This blog originally appeared at In These Times on December 4, 2020. Reprinted with permission.

About the Author: Indigo Olivier is an In These Times Good­man Inves­tiga­tive Fellow.


Share this post

How Were 46 Million People Trapped by Student Debt? The History of an Unfulfilled Promise

Share this post

The democratic principle of tuition-free education in our country pre-dates the founding of the United States. The first public primary education was offered in the Massachusetts Bay Colony in 1635, and its legislature created Harvard College the following year to make education available to all qualified students. Even before the Constitution was ratified, the Confederation Congress enacted the Land Ordinance of 1785, which required newly established townships in territories ceded by the British to devote a section of land for a public school. It also passed the Northwest Ordinances, which set out the guidelines for how the territories could become states. Among those guidelines was a requirement to establish public universities and a stipulation that “the means of education shall forever be encouraged.” After the nation declared independence, Thomas Jefferson argued for a formal education system funded through government taxation.

Jefferson’s vision took form over the course of more than a century, as state and local governments began creating primary schools and then high schools. The federal government became involved in higher education in the 19th century with the creation of land grant colleges and other institutions, used primarily to teach agriculture and education after the Civil War. These institutions created opportunities for people who had long been locked out of the learning process, including formerly enslaved African Americans and impoverished people of all races.

State universities and colleges rapidly expanded as well. By the middle of the 20th century, low-cost or tuition-free education was available in many American states. After the Second World War, the federal government once again turned to education to promote opportunities for its citizens and economic growth for all. The G.I. Bill paid educational expenses for 8 million people, without regard to individual wealth, which helped create a robust middle class and contributed to the vibrant growth economy of the 1950s and 1960s. While those opportunities were still denied to many people as the result of racism, efforts were underway to improve educational access for people of color.

The Reagan era ushered in a belief that government programs, including education, stood in the way of people’s dreams and should be severely cut back. Public goods came to be seen as investments, ones that were purely economic in nature. For these reasons, among others, a nation that had expanded publicly funded education for centuries decided to reverse course. Instead of funding higher education on the principle that it benefits us all, the country began shifting the cost to individual students.

In the 1950s, as part of the National Defense Education Act, student loans were created as an experiment in social engineering. Concerned about competition with the Soviet Union, policymakers wanted to increase students’ capabilities in math and sciences. To do that, the country needed more teachers. So, lawmakers offered loans to college students, with the opportunity to have half the loan canceled after 10 years if they became teachers.

The experiment failed. Researchers have not been able to prove that the student loan program led more people to become teachers, despite multiple attempts to do so. The experiment was also cruel. Over the years, the student loan program was expanded, with the claim that a student’s personal investment in their education was an “investment” that would pay off in higher wages. Banks and other private lenders were brought into the process and given considerable incentives and subsidies to issue student loans, without considering the burden being imposed on the student. This financial opportunity was given to banking interests that were already wealthy, with little thought of the resulting damage to an economically sustainable future.

Proponents of financializing the cost of higher education argued that it was cheaper to lend money to students than it was for federal and state governments to provide grants for their education, even after paying subsidies to the private sector for their loans. An entire industry grew up around this process. State and nonprofit guaranty agencies were created to insure the loans. These agencies got paid, no matter what: when loans were issued, when loans became delinquent, when borrowers defaulted, and when they collected on defaulted loans.

In response, most states created guaranty agencies so they could make money from people who needed to borrow to pay for ever-increasing tuitions and fees. Now, states had an extra incentive to cut funding for public higher education. Not only would they save on expenditures, but they could increase the need for students to borrow, which increased their revenue. In many cases, these guaranty agencies don’t handle the loans themselves. They pass the work on to private debt collectors who take collection fees and are aggressive in their handling of cases.

The system took on a life of its own. By the mid-1990s, student loans had surpassed grants in funding students’ higher education. But a system built on debt financing only works if borrowers pay back their loans. That led Congress to make the system even crueler with the Bankruptcy Amendments and Federal Judgeship Act of 1984, which exempted student loans from bankruptcy proceedings and subjected borrowers to draconian collection tools. These tools included wage garnishment without a court order and the seizure of Social Security checks and tax refunds. The Clinton and Obama administrations attempted to lessen the burden slightly by allowing the federal government to lend directly to students while introducing income-based repayment options, but the system’s fundamental cruelty remains unchanged today.

It is time to recognize that the cruel experiment in financing higher education through student loans has failed. It has captured 46 million people and their families in a student loan trap, including people who received vocational training, and has weakened the financial strength of higher education. Inescapable debt is a major driver of social collapse. It has made the racial wealth gap worse and weakened the entire economy, as debt holders are prevented from buying homes or consumer goods, starting families, or opening new businesses. It’s time to restore funds for higher education and cancel student debt for the victims of this failed experiment.

Learn more at Freedom to Prosper.

This article was produced by Economy for All, a project of the Independent Media Institute on September 15, 2020. Reprinted with permission.

About the authors:

Mary Green Swig is a senior fellow at the Advanced Leadership Initiative at Harvard University and co-founder of Freedom to Prosper.

Steven L. Swig is a senior fellow at the Advanced Leadership Initiative at Harvard University and co-founder of Freedom to Prosper.

David A. Bergeron is a senior fellow for postsecondary education at the Center for American Progress. Bergeron previously served as the acting assistant secretary for postsecondary education at the U.S. Department of Education.

Richard “RJ” Eskow is senior adviser for health and economic justice at Social Security Works. He is also the host of The Zero Hour, a syndicated progressive radio and television program.


Share this post

Time to push back on the unsafe rush to reopen schools

Share this post

Reopening schools is a major workers’ issue in multiple ways. There are the workers inside schools: not just teachers but paraprofessionals, librarians, custodial workers, nurses. Their lives are at stake in the push to reopen schools without regard for safety. Then there are the parents whose ability to work rests in part on their kids not being at home, needing them every three minutes. And, of course, schools prepare children for many of the kinds of work they may do in adulthood—and send them messages how they will be valued and treated as adult workers. Right now, every one of those groups is getting the message that they don’t matter.

On August 3, a national day of resistance is planned by Demand Safe Schools, a coalition of teachers unions, education advocates, and grassroots parents’ groups. While “safe” is a moving target these days, they are emphasizing not just safety in schools but the equitable conditions that will make all students safer at home and better supported for remote learning if that’s what happens. You can check out their list of demands below.

  • No reopening until the scientific data supports it
  • Police-free schools
  • All schools must be supported to function as community schools with adequate numbers of counselors and nurses and community/parent outreach workers
  • Safe conditions including lower class sizes, PPE, cleaning, testing, and other key protocols
  • Equitable access to online learning
  • Support for our communities and families, including moratorium on evictions/foreclosures, providing direct cash assistance to those not able to work or who are unemployed, and other critical social needs
  • Moratorium on new charter or voucher programs and standardized testing
  • Adequate and equitable funding, through federal stimulus
  • Massive infusion of federal money to support the reopening funded by taxing billionaires and Wall Street

This blog originally appeared at Daily Kos on July 25, 2020. Reprinted with permission.

About the Author: Laura Clawson has been a Daily Kos contributing editor since December 2006. Full-time staff since 2011, currently assistant managing editor.


Share this post

Trump attacks public education and pushes school privatization in State of the Union

Share this post

Donald Trump continued the campaign against public education as a public good in his State of the Union address, with a reference to “failing government schools” and a push for a federal education privatization plan in the form of “Education Freedom Scholarships.” That’s a giant voucher program that would give tax credits to people who give money for scholarships at private and religious schools—schools that may discriminate against LGBTQ kids or exclude kids with disabilities and special needs, for starters.

“Tonight, Donald Trump once again put the agenda of Betsy DeVos, the least qualified Secretary of Education in U.S. history, front and center in his State of the Union by renewing his push to divert scarce funding from the public schools that 90 percent of students attend into private school voucher programs,” National Education Association President Lily Eskelsen García said in a statement.

This article was originally published at Daily Kos on February 5, 2020. Reprinted with permission.

About the Author: Laura Clawson is a Daily Kos contributor at Daily Kos editor since December 2006. Full-time staff since 2011, currently assistant managing editor.

Share this post

Subscribe For Updates

Sign Up:

* indicates required

Recent Posts

Forbes Best of the Web, Summer 2004
A Forbes "Best of the Web" Blog

Archives

  • Tracking image for JustAnswer widget
  • Find an Employment Lawyer

  • Support Workplace Fairness

 
 

Find an Employment Attorney

The Workplace Fairness Attorney Directory features lawyers from across the United States who primarily represent workers in employment cases. Please note that Workplace Fairness does not operate a lawyer referral service and does not provide legal advice, and that Workplace Fairness is not responsible for any advice that you receive from anyone, attorney or non-attorney, you may contact from this site.