Podcasts about triangle shirtwaist fire

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As we've mentioned many times before on the show, movements today are a part of a legacy of extraordinary actions taken by ordinary people. Tapping into our own labor history provides us with a blueprint for action in today's turbulent world.   On March 25th, 1911, a fire began in the scrap bins under a cutter's table on the 8th floor of the Triangle Shirtwaist Factory in New York City. Within minutes, the entire floor was engulfed in flames, spreading to the ninth floor and 10th floors–where 200+ workers were just finishing up to go home for the night. By the time workers were alerted to the conflagration, options for escaping the fire were few. By the time the fire was brought under control, 146 workers were dead. New York City saw sweeping reforms in the aftermath of the fire, catapulting some pro-reform lobbyists like Francis Perkins all the way to the highest halls of government with the introduction of the New Deal 20 years later.    Near the 114th anniversary of this tragedy, Mel sat down with labor historian Dr. Erik Loomis, professor at the University of Rhode Island and author of his forthcoming book, “Organizing America: Stories of Americans Who Fought for Justice” to talk about the struggle for better working conditions in the garment industry in New York City, the fire itself and the reforms enacted afterwards, and why it's important to learn from our own labor history in this current moment.   Additional links/info: Cornell University - ILR School: Remembering the 1911 Triangle Factory Fire Dr. Erik Loomis on Bluesky More information about Dr. Loomis's forthcoming book, “Organizing America”   Permanent links below… Leave us a voicemail and we might play it on the show! Labor Radio / Podcast Network website, Facebook page, and Twitter page In These Times website, Facebook page, and Twitter page The Real News Network website, YouTube channel, podcast feeds, Facebook page, and Twitter page   Featured Music… Jules Taylor, “Working People” Theme Song   Studio Production: Mel Buer Post-Production: Jules Taylor  

What can I say about this episode?  It runs the gamut.  The main topic is the Triangle Shirtwaiste Fire and how two businessmen who were in the habit of locking doors while employees worked doomed 147 mostly immigrants and women to their deaths.  We talk the history of the company, the state of the US for workers in 1911 and the fire itself.  We also cover the trial and the legacy of the fire.  Arthur reminisces about his trip to Planet Comicon, and talks the Roblox sensation Dandy's World as we discuss why it's so important why there needs to be laws in place to protect workers in this whole lotta historical, little bit silly but a lotta bit sad episode of the Family Plot Podcast!Become a supporter of this podcast: https://www.spreaker.com/podcast/family-plot--4670465/support.

As we've mentioned many times before on the show, movements today are a part of a legacy of extraordinary actions taken by ordinary people. Tapping into our own labor history provides us with a blueprint for action in today's turbulent world.On March 25th, 1911, a fire began in the scrap bins under a cutter's table on the 8th floor of the Triangle Shirtwaist Factory in New York City. Within minutes, the entire floor was engulfed in flames, spreading to the ninth floor and 10th floors–where 200+ workers were just finishing up to go home for the night. By the time workers were alerted to the conflagration, options for escaping the fire were few. By the time the fire was brought under control, 146 workers were dead. New York City saw sweeping reforms in the aftermath of the fire, catapulting some pro-reform lobbyists like Francis Perkins all the way to the highest halls of government with the introduction of the New Deal 20 years later. Near the 114th anniversary of this tragedy, Mel sat down with labor historian Dr. Erik Loomis, professor at the University of Rhode Island and author of his forthcoming book, “Organizing America: Stories of Americans Who Fought for Justice” to talk about the struggle for better working conditions in the garment industry in New York City, the fire itself and the reforms enacted afterwards, and why it's important to learn from our own labor history in this current moment.Additional links/info:Cornell University - ILR School: Remembering the 1911 Triangle Factory FireDr. Erik Loomis on BlueskyMore information about Dr. Loomis's forthcoming book, “Organizing America”Permanent links below…Leave us a voicemail and we might play it on the show!Labor Radio / Podcast Network website, Facebook page, and Twitter pageIn These Times website, Facebook page, and Twitter pageThe Real News Network website, YouTube channel, podcast feeds, Facebook page, and Twitter pageFeatured Music…Jules Taylor, “Working People” Theme SongStudio Production: Mel BuerPost-Production: Jules TaylorHelp TRNN continue producing radically independent news and in-depth analysis by following us and becoming a monthly sustainer.Sign up for our newsletterFollow us on BlueskyLike us on FacebookFollow us on TwitterDonate to support this podcast

On today's Labor Radio Podcast Daily: Stewart Acuff reads his labor poems on The Heartland Labor Forum; the Triangle Shirtwaist fire; Ballad of the Triangle Shirtwaist Fire quote @Heartland_Labor @wpfwdc @AFLCIO #1u #UnionStrong #LaborRadioPod Proud founding member of the Labor Radio Podcast Network

Love the show? Have any thoughts? Click here to let us know!Start spreading the news—we're in New York this week! We begin with some of the city's dark history, including the devastating Triangle Shirtwaist Fire and the infamous Typhoid Mary. Then, Kenzie dives into the eerie hauntings of the House of Death in Greenwich Village, where even known skeptic and former resident Mark Twain reportedly had unexplainable, possibly paranormal, encounters. Next, Lauren unpacks the chilling legend of “The Cropsey” and its disturbing ties to real-life predator Andre Rand, whose crimes earned him the nickname the “Pied Piper of Staten Island.” From tragic history to terrifying hauntings, New York has no shortage of nightmares—so buckle up for a spooky ride!-If you or someone you know is in immediate danger as a result of domestic violence, call 911. For anonymous, confidential help, you can call the 24/7 National Domestic Violence Hotline at 1-800-799-7233 (SAFE) or chat with an advocate via the website.-Follow us on Social Media and find out how to support A Scary State by clicking on our Link Tree: https://instabio.cc/4050223uxWQAl--Have a scary tale or listener story of your own? Send us an email to ascarystatepodcast@gmail.com! We can't wait to read it!--Thinking of starting a podcast? Thinking about using Buzzsprout for that? Well use our link to let Buzzsprout know we sent you and get a $20 Amazon gift card if you sign up for a paid plan!https://www.buzzsprout.com/?referrer_id=1722892--Works cited!https://docs.google.com/document/d/1Dq_0tJvFgEFuU1ZpZQ3E_LcuLc-RrTML8fSt9ILWb6k/edit?usp=sharing --Intro and outro music thanks to Kevin MacLeod. You can visit his site here: http://incompetech.com/. Which is where we found our music!

One! More! Time! We've got one last set of interviews with all of you, and we're going out with a banger of a book list. We're talking about Y'all Fest, koalas, how terrifying David Tennant is, bonkbusters, Taylor Swift lyrics as book titles, and pop culture portal fantasies in romance.TW/CW: As part of my conversation with Carisa, who teaches history, we discuss some historical police violence and discussion of the Triangle Shirtwaist Factory, discussions of depictions of assault. This discussion is about 25 minutes in.We also mentioned:Y'allFest – Charleston, SCThe International Arthurian Society Reactor: “Every King Arthur Retelling Is Fanfic About Who Gets to Be Legendary“VE Schwab on InstagramAn interview with Dora Maisler about the Triangle Shirtwaist Fire, from CornellCornell's archive of the Triangle Shirtwaist FireHenry's Thoughts – he's a cat and he ‘reads' booksPopBitchRivals (TV)My Lady Jane (TV)The Rest is Entertainment (podcast)Addicted to Love (Movie)Dad's Army (TV)Music: purple-planet.com Join our Patreon for complete mayhem, shenanigans, and more! Hosted on Acast. See acast.com/privacy for more information.

One! More! Time! We've got one last set of interviews with all of you, and we're going out with a banger of a book list. We're talking about Y'all Fest, koalas, how terrifying David Tennant is, bonkbusters, Taylor Swift lyrics as book titles, and pop culture portal fantasies in romance.TW/CW: As part of my conversation with Carisa, who teaches history, we discuss some historical police violence and discussion of the Triangle Shirtwaist Factory, discussions of depictions of assault. This discussion is about 25 minutes in.We also mentioned:Y'allFest – Charleston, SCThe International Arthurian Society Reactor: “Every King Arthur Retelling Is Fanfic About Who Gets to Be Legendary“VE Schwab on InstagramAn interview with Dora Maisler about the Triangle Shirtwaist Fire, from CornellCornell's archive of the Triangle Shirtwaist FireHenry's Thoughts – he's a cat and he ‘reads' booksPopBitchRivals (TV)My Lady Jane (TV)The Rest is Entertainment (podcast)Addicted to Love (Movie)Dad's Army (TV)Music: purple-planet.com Join our Patreon for complete mayhem, shenanigans, and more! Hosted on Acast. See acast.com/privacy for more information.

Join us as we discuss our recent field trip to the city that never sleeps! Fifty friends joined us for a women's history extravaganza (and thirty more dropped by for a celebration on the water)! From the gritty realities of the tenement museum to the excesses of America's Gilded Age - the sobering truths of the Triangle Shirtwaist Fire to the glittering lights of Broadway, we'll tell you what moved us and surprised us on our whirlwind tour of New York City. Learn more about your ad choices. Visit megaphone.fm/adchoices

In the heart of Manhattan, at 2329 Washington Place, near Washington Square, on the New York University (NYU) campus, the Triangle Shirtwaist Factory, bustling with young immigrant workers—mostly women—caught fire. The factory occupied the top floors of the Asch Building, and when the fire erupted, it was swift and merciless. Flames engulfed the cramped workrooms, fed by piles of fabric and paper patterns. With exits locked to prevent theft and keep workers at their stations, escape routes were limited to a few inadequate fire escapes and elevators that soon failed as the fire spread. The result was horrifying: 146 workers perished, either consumed by flames or plunging to their deaths in a desperate attempt to escape.

Is New York known as the City That Never Sleeps because it's wracked with shame over never having its own GSG show? There's no one in the room to disagree with us, so we're going to say yes. But fear not, Big Apple, for on this episode we dive into apartment hauntings, ghosts of the Triangle Shirtwaist Fire, and a listener story from the 9/11 Memorial, and a whole lot more!Story Time Codes:AirBNB (10:54)Synchronicity & Clairvoyance (16:44)The Apartment (34:45)The Garment Ghosts (51:49)Ground Zero (1:00:20)Support this podcast at — https://redcircle.com/the-ghost-story-guys4724/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

In this episode of the Ordinary Extraordinary Cemetery, Jennie and Dianne, along with special guest Avrohom Krauss, an educator, genealogist, and speaker specializing in Jewish resources and cemetery research, delve into the  Ordinary Extraordinary Jewish immigrant cemeteries of New York. These cemeteries hold the final resting places of victims from tragic events like the Triangle Shirtwaist Fire in 1911 and the sinking of the Titanic in 1912. Avrohom, who frequently presents and writes on the topic of landsmanshaftn (immigrant social benefit societies), brings a wealth of knowledge from his experiences touring Jewish cemeteries across the U.S. and around the world, including in Poland, Lithuania, Ukraine, and Israel.Available on YouTube: https://youtu.be/kh-xuXeuZKY?si=PS24t-sZ2pmUyIOdThe Hebrew Free Burial Association  https://www.hebrewfreeburial.org/who-we-are/The Triangle Shirtwaist Factory Fire https://trianglefire.ilr.cornell.edu/The Titanichttps://titanichistoricalsociety.org/titanic-museum/Andhttps://www.mypigeonforge.com/business/titanicEpisode 70 - Till Death Do Us Part: True Love all the Way to the Grave (Isadore and Ida Strauss)https://www.theordinaryextraordinarycemetery.com/episode-70-til-death-do-us-part-true-love-all-the-way-to-the-grave/

The original broadcast date of this episode was March 25, 2021. On March 25, 1911, the Triangle Shirtwaist Company factory in New York City burned, tragically killing 146 workers. It is remembered as one of the most infamous incidents in American industrial history. The tragedy brought widespread attention to the dangerous sweatshop conditions of factories, spurred the creation of the FDNY's Bureau of Fire Prevention, and led to the development of a series of laws and regulations that better protected the safety of workers. But what has been curiously absent or understated from the Triangle Shirtwaist Fire narrative is a closer examination of firefighting efforts that took place that day, lessons regarding rescue of people who were trapped, a more detailed understanding of the leadership demonstrated in the wake of the event and the legacy of the fire today—just to name a few topics. In this episode of the Leadership Under Fire Optimizing Human Performance Podcast, we hope to contribute more broadly to the historical narrative of the Triangle Shirtwaist Factory Fire. The depth of this conversation is made possible by the extensive research efforts employed by our guest in this episode, FDNY Lieutenant Matt Connor. 

This is the noon All Local for Wednesday, October 11, 2023

New Guest Expert! This week, Rebecca revisits another early episode that never got its day in the Aftermath think tank. This time around, she sits down with Professor Douglas Linder to discuss the devastating 1911 Triangle Shirtwaist Factory Fire in NYC. With new details to consider, Rebecca has some new decisions to make about the verdict. If you haven't already, sign up for our Patreon and listen to the post-interview discussion with Fact Checker Chris Smith and Producer Clayton Early. Join our Patreon!We have merch!Join our Discord!Tell us who you think is to blame at http://thealarmistpodcast.comEmail us at thealarmistpodcast@gmail.comFollow us on Instagram @thealarmistpodcastFollow us on Twitter @alarmistThe Support this show http://supporter.acast.com/alarmist. Hosted on Acast. See acast.com/privacy for more information.

Series: N/AService: SermonType: SermonSpeaker: Ralph Walker

In Part 2 of our three-part coverage, Frances Perkins was galvanized by the Triangle Shirtwaist Fire tragedy to turn her talents for research into reform. Her reputation for intelligence, thoroughness and honesty (and the connections she made along the way) led to a meteoric climb into the highest echelon of state government.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

On this episode of the Sofa King Podcast, we talk about an American tragedy—the fire at the Triangle Shirtwaist Factory. The date was March 25, 1911, and a sweatshop in the garment district of New York caught fire. At first, it was thought to be a cigarette in a scrap bin, but the tangle of boxes, oiled down floor, and lack of fire equipment turned it into disaster. The fire escape buckled from the crush of people, the elevator stopped working because so many burning bodies were on top of the car, and the fire fighters couldn't get to their hoses because they were piled with corpses who jumped from ten stories above. What fate befell the factory owners? How did they make things even worse for the fire, and what corruption did they do before the fire? Listen, laugh, learn.   Visit Our Sources: https://www.history.com/topics/early-20th-century-us/triangle-shirtwaist-fire https://en.wikipedia.org/wiki/Triangle_Shirtwaist_Factory_fire https://trianglefire.ilr.cornell.edu/ https://www.osha.gov/aboutosha/40-years/trianglefactoryfire https://www.smithsonianmag.com/history/uncovering-the-history-of-the-triangle-shirtwaist-fire-124701842/ https://www.britannica.com/event/Triangle-shirtwaist-factory-fire https://www.youtube.com/watch?v=MP5qn1fNfek https://www.famous-trials.com/trianglefire/964-home

Christian Historical Fiction Talk is listener supported. When you buy things through this site, we may earn an affiliate commission.Become a patron and enjoy special perks and bonus content.Amy Sorrells is my guest this week, and she chats with us about her fascinating new book, Miracle at the Sideshow. This novel includes the history of baby incubators and how the world came to know about them and accept them because, in part, of their display at the sideshow at Coney Island. Truly a wonderful read.Miracle at the Sideshow by Amy SorrellsA deadly fire. A sensational sideshow. And a baby fighting for its life.Eighteen-year-old Sophie Rosenfeld dreams of a resplendent life in America after escaping the pogroms in Eastern Europe, only to lose her family in the horrific Triangle Shirtwaist Fire. Besides Sophie, the lone survivor is her niece, Mercy, a premature baby the city hospital calls a “weakling” and refuses to save. When it is rumored Mercy's only hope lies in the dark and dangerous Coney Island freak shows, free-spirited but despairing Sophie takes the chance. Will life in the spotlights lead her to the life and love she's always imagined, or will another devastating fire force her to return to the ashes of tenement life forever?OverviewNew York City at the turn of the twentieth century is as captivating as it is macabre and as magnificent as it is barbaric, as young Sophie Rosenfeld is about to learn. She yearns for life beyond the dreary tenements, but losing all her family except for her fragile niece, Mercy, in the 1911 Triangle Shirtwaist fire has left her with little opportunity. Sophie has to save Mercy's life, but to do so she must follow a mysterious man to the only place in the world that saves premature babies: Dr. Martin Couney and his Coney Island side show.Even as society threatens to shut down Dr. Couney's life-saving work for premature babies, Sophie joins him in fighting for their lives. Amidst the glittering menagerie of lights, astonishing sights, and her new friends, including the handsome acrobat Nicholas, Sophie begins to find hope.From the lavish, dangerous shores of Coney Island, to the harsh but at times tender tenement life, Sophie's heart is split wide open by a roller coaster of unrelenting tragedies, and she finds herself doubting the faith that has always buoyed her. Will Nicholas and her new friends be just the salve Sophie needs to help assuage her grief? Or will she be forced to return to a life that stifled her?Against a backdrop of romance and unexpected escapades, Miracle at the Sideshow brings to life two back-to-back true stories of fire and injustice that shocked the nation into improving worker safety, and which led to techniques still used in neonatal intensive care units today to save the lives of premature babies.Get your copy of Miracle at the Sideshow.Amy is an award-winning author of stories highly acclaimed by the likes of USA Today,  Library Journal, and a five star review by Publisher's Weekly. Her stories are full of hope and set in America's heartland.  She lives in central Indiana with her husband.Visit Amy Sorrells's website.

What a CreepSeason 16, Episode 5The Triangle Shirtwaist Factory FireMarch 25, 1911One of the biggest workplace disasters in New York City happened on March 25, 1911, in a factory on the Lower East Side which would be described as a “sweatshop.” Hundreds of women jammed together in one large room at sewing machines creating the fashionable “Shirtwaist” blouses that were made on the cheap to make them affordable to the masses.The fire began on the 8th floor and eventually took over several floors in the building with doors locked, no sprinkler system in place, and fire ladders that could not reach higher than the 6th floor—146 people died, most of the women and young girls. The youngest victims were two girls--14 years old.The deaths of these people led to some of the most important worker's rights legislation in the history of the U.S. (things we are still arguing about over 100 years later.)Trigger warnings: Death by fire, death at the workplaceSources:History.comHistory.com videoTriangle Fire MemorialAFLCIOBritannicaNew York Public Library1979 TV Movie: The Triangle Factory ScandalCBS NewsSmithsonianThe 1911 Triangle Fire Cornell UniversityUS Department of LaborTriangle: The Fire That Changed America by David Von DrehleHBO: Triangle, Remembering the FirePBS American Experience Triangle FireBe sure to follow us on social media. But don't follow us too closely … don't be a creep about it! Subscribe to us on Apple PodcastsTwitter: https://twitter.com/CreepPod @CreepPodFacebook: Join the private group! Instagram @WhatACreepPodcastVisit our Patreon page: https://www.patreon.com/whatacreepEmail: WhatACreepPodcast@gmail.com We've got merch here! https://whatacreeppodcast.threadless.com/#Our website is www.whatacreeppodcast.com Our logo was created by Claudia Gomez-Rodriguez. Follow her on Instagram @ClaudInCloud

The Triangle Shirtwaist Factory fire in the Greenwich Village neighborhood of Manhattan, New York City, on Saturday, March 25, 1911, was the deadliest industrial disaster in the history of the city, and one of the deadliest in U.S. history.Detailed by Jesse

In Episode #56, we remember the Triangle Shirtwaist Fire in advance of Labor History Month. Labor Radio Network requested each host cover a topic of interest. The Triangle Shirtwaist Factory Fire took the lives of 146 garment workers and badly injured another 78. It's important we not forget the struggles workers face. This is a sad story but one that needs to be told. Here he conveys the outrage the public must have felt upon learning management locked the exit doors. 

In the second episode of American Compassion, we turn to the story of how the core elements of our safety net began to come together in the lives and minds of Theodore Roosevelt and - especially - in the transformational and criminally-overlooked work of Frances Perkins.   With historian H.W. Brands, author Kirstin Downey, and Erine Gray as our guides - and with Archival Audio of Frances Perkins herself - we go back to the fateful day in March 1911 when thirty-one-year-old Frances Perkins happened to witness the Triangle Shirtwaist Fire. Just as Erine Gray's conversion experience in Manhattan on September 11, 2001, inspired him to focus on public policy, Frances Perkins's experience on that day inspired her to work toward prototypical safety net elements like workplace safety codes and fire regulations.   From there, considering the complex context of life in America in the early 20th Century, we follow Frances Perkins' life and work all the way through her transformational success in building compassionate structures into the American system. To name a few things for which we have Frances Perkins to thank, consider Social Security, unemployment insurance, the 40-hour workweek, the minimum wage, overtime pay, Federal Housing assistance which helps people buy houses with low down payments, the National Labor Relations Act which gave workers the right to organize, oh and also public works projects like the Lincoln Tunnel, the highway through the Florida Keys, and the Blue Ridge Parkway.   The Woman Behind The New Deal

On today's show, we remember the March 25, 1911 Triangle Shirtwaist Factory Fire, the deadliest industrial disaster in the history of New York City, and one of the deadliest in U.S. history. From Union Strong, the podcast from the New York State AFL-CIO, “A Day in History that Changed Workplace Safety”; a look back at the Triangle Shirtwaist Fire through an interview with Edgar Romney, the Secretary-Treasurer of Workers United. Then, from Labor History in 2:00, “Industrial Murder at the Triangle Shirtwaist Factory”. Next, historian Annelise Orleck discusses the labor-rights activism of the Triangle Shirtwaist Factory workers on Democracy Now. And we wrap up with Ai-Jen Poo, Director of the National Domestic Workers Alliance, discussing the importance of protecting -- and not marginalizing -- our domestic workers today. Questions, comments or suggestions welcome, and to find out how you can be a part of Labor History Today, email us at LaborHistoryToday@gmail.com Labor History Today is produced by Union City Radio and the Kalmanovitz Initiative for Labor and the Working Poor. Produced by Chris Garlock.  #LaborRadioPod #History #WorkingClass #ClassStruggle @GeorgetownKILWP #LaborHistory @UMDMLA @ILLaborHistory @AFLCIO @StrikeHistory #LaborHistory Music: Ballad of the Triangle Shirtwaist Fire (Bev Grant); The Triangle Shirtwaist Fire Song (Mike Stout). Special thanks to Friday's Labor Folklore; subscribe here: fridaysfolklore@gmail.com

https://www.history.com/this-day-in-history/triangle-shirtwaist-fire-in-new-york-citySupport the show on Patreon

In one of the darkest moments of America's industrial history, the Triangle Shirtwaist Company factory in New York City burns down, killing 146 workers, on March 25, 1911. The tragedy led to the development of a series of laws and regulations that better protected the safety of factory workers. Let's get into it. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/nomanslandbynac/message Support this podcast: https://anchor.fm/nomanslandbynac/support

March 25th is the 111th anniversary of the Triangle Shirtwaist Fire in lower Manhattan. It was one of the deadliest industrial tragedies in U.S. history. On the latest Union Strong podcast, we are revisiting an episode we called, “A day in history that changed workplace safety”. It is a look-back at the Triangle Shirtwaist Fire through an interview with Edgar Romney, the Secretary-Treasurer of Workers United. Join the New York City Central Labor Council and Workers United at the 111th Anniversary Commemoration of the Triangle Shirtwaist Fire: https://bit.ly/36JRCkr Learn more on the Cornell University Industrial Labor Relations School website: https://bit.ly/3IDtCMT

We think of fire as a source of warmth or an ambiance in a fireplace. Though this terrifyingly beautiful source of light, energy, or heat can quickly turn life-threatening. The Triangle Shirtwaist Factory as well as The Omnibus Factory were two buildings in the early 1900's that showed the consequences of inadequate fire safety regulations. sources: historychanel.com, extra history, squarespace, mary alden hopkins; published in april 1911 in McClues Magazine --- Support this podcast: https://anchor.fm/meghan-brooks/support

Labor songs, from the Triangle Shirtwaist Fire to the Great Ohio Fast Food Fire.

Labor Rights Now! (00:00) Intro & T-Shirts (06:35) "Colin in Black and White." In-depth discussion of the Netflix docudrama series about the life of Colin Kaepernick, its connection to our shared history, and its implications for race and class and labor in America. (40:02) Labor and politics and race. The history and importance and decline of labor unions. The Sum of Us, by Heather McGhee, a discussion of Chapter 5, "No One Fights Alone." The topic is the UAW's failed 2017 attempt to unionize the Nissan plant in Canton, Mississippi. How the unionization drive foundered because of the racial tensions at the plant, combined with Nissan's corporate sabotage of worker racial solidarity. The Fight for $15 and what was different about that successful organizing effort. (01:32:48) The high stakes of non-union work. Unions don't just deliver higher wages and better hours and benefits. Unions also protect worker safety. Lack of unionization plays a role in keeping workers in danger. The deadly 2021 tornado workplace disasters, contrasted with the infamous 1911 Triangle Shirtwaist Fire. (01:49:25) Wrapup and Outro ______________________________ Show notes: https://www.netflix.com/title/80244479 (Colin in Black and White) https://www.amazon.com/Sum-Us-Everyone-Prosper-Together/dp/0525509569 (The Sum of Us by Heather McGhee) https://www.epi.org/publication/employers-steal-billions-from-workers-paychecks-each-year/ (Corporate wage theft) https://www.washingtonpost.com/technology/2021/12/15/amazon-warehouse-collapse-tornado/ (The Amazon warehouse disaster) https://www.courier-journal.com/in-depth/news/2021/12/15/why-didnt-mayfield-candle-factory-close-ahead-tornado/6502207001/ (The Mayfield Consumer Products factory disaster) https://en.wikipedia.org/wiki/Triangle_Shirtwaist_Factory_fire (The Triangle Shirtwaist fire) https://www.bbc.com/worklife/article/20200701-how-the-black-death-make-the-rich-richer (The Economic Impact of the Black Death) ______________________________ https://www.patreon.com/theradicalsecular (Patreon) https://www.theradicalsecular.com/ (Website) Email: theradicalsecular@gmail.com Instagram: @radical_secular https://www.facebook.com/theradicalsecular (Facebook) Twitter: @RadicalSecular https://the-radical-secular.captivate.fm/ (Podcast) All standard podcast venues: Apple, Google, Spotify, Stitcher, Amazon, Gaana, Saavn

This week we talk about the Triangle Shirtwaist Factory Fire of 1911 and the women-led labor movement that fought to prevent it. SOURCES: https://www.smithsonianmag.com/history/uncovering-the-history-of-the-triangle-shirtwaist-fire-124701842/  https://www.history.com/topics/early-20th-century-us/triangle-shirtwaist-fire Remembering the Triangle Shirtwaist Fire: https://www.youtube.com/watch?v=4ulaG9x4GpE&ab_channel=CBSNews  Do you have a news story that you want our take on?            Email us at neighborhoodfeminist@gmail.com Find us on social media:      Instagram: @angryneighborhoodfeminist      Twitter: @YANFPodcast      Facebook: https://www.facebook.com/angryneighborhoodfeminist **Don't forget to REVIEW and SUBSCRIBE on iTunes!** Music: Lee Rosevere Update Description

A New York City tragedy that happened prior to 9-11. Let us not forget the strides that were made for workers rights and those who sacrificed and succumbed to negligence. The Triangle Shirtwaist Fire should never be forgotten. Support the show

Elyse DeLucci (@ElyseDeLucci) welcomes you into her living room talking our Hamptons AirBnb nightmare, the Triangle Shirtwaist Fire of 1911, NYC's Tenement Museum is a must-visit, why buy an iron when you can have a steamer & MORE! LOVE to LOVE YA! I'm drinkin' club soda, so let's hang out and tawk! Follow Elyse on TikTok: @ElyseDeLucci Follow Elyse on Instagram: Instagram.com/ElyseDeLucci

Welcome to the Dark History podcast. Today, we are going to talk about the Triangle Shirtwaist Fire, where 146 garment workers lost their lives. This tragic story lives at the intersection of greedy capitalism, immigrant exploitation and social justice. Workers fighting for basic rights found themselves fighting for their lives.  Real Rosewood Foundation https://rosewoodflorida.wordpress.com/   "I will be matching donations for the first 48 hours after the podcast goes live at 12:00am PST on Wednesday August 25, 2021." Partners for this episode include: Wicked Clothes, Pura Vida Bracelets and Upstart. Learn more during the podcast about special offers!  For 10% off go to Wickedclothes.com and use promo code DARKHISTORY.

Christian Historical Fiction Talk is listener supported. When you buy things through this site, we may earn an affiliate commission.This week we talk about authors who do such a great job with the settings of their books that they've inspired you to travel somewhere.The Nature of a Lady by Roseanna M. WhiteA summer stay in Scilly turns dangerous as Libby and Oliver work together to solve the mystery of his sister's disappearance, when they find ancient legends, pirate wrecks, betrayal, and the most mysterious phenomenon of all: love. Note: I called this Sicily on the podcast. This is Scilly (pronounced Silly). My deepest apologies to Roseanna.Hope between the Pages by Pepper BashamClara Blackwell helps her mother manage a struggling one-hundred-year old family bookshop in Asheville, North Carolina, but the discovery of a forgotten letter opens a mystery of a long-lost romance and undiscovered inheritance which could save its future. Come Back to Me by Jody HedlundThe ultimate cure that could heal any disease? Crazy. That's exactly what research scientist Marian Creighton always believed about her father's quest, until she tests his theories and finds herself in the Middle Ages during a dangerous peasant uprising. A valiant knight comes to Marian's rescue and offers her protection. When the time comes to leave, will she want to? Paint and Nectar by Ashley ClarkIn 1929, a spark forms between talented watercolorist Eliza and William, a charming young man who has been hired to forge her popular paintings. In present-day Charleston, Lucy Legare inherited an old house from a mysterious benefactor, along with all its secrets. But as Lucy uncovers secrets about the house, garden, and silver, she becomes more determined to preserve the historic Charleston property.Where Lilacs Still Bloom by Jane KirkpatrickGerman immigrant and farm wife Hulda Klager possesses a burning desire to create something beautiful. What begins as a hobby to create an easy-peeling apple for her pies becomes Hulda's driving purpose:  plant hybridization. In a time of practicality, can one person's simple gifts of beauty make a difference?  St. Simon's Trilogy by Eugenia PriceThe gripping story unfolds as Gould follows his dream to the raw settlement of Bangor on the Penobscot River, to St. Simons Island off the coast of Georgia, to lawless Spanish East Florida, and back—at last and finally—to St. Simons. Along the way, he encounters hardship, peril, failure, and success, and the unwavering love of Janie Harris.Anne of Green Gables by Lucy Maud MontgomerySince her parents' deaths, the eleven-year-old feisty redhead Anne Shirley has bounced around from orphanages to foster homes until she is sent by mistake to live with Matthew and Marilla Cuthbert at Green Gables.The Cuthberts were expecting to adopt a boy, but before they can send her back, Anne wins their hearts with her wit, spontaneity and imagination. A Fall of Marigolds by Susan MeissnerSeptember 1911. On Ellis Island in New York Harbor, nurse Clara Wood cannot face returning to Manhattan, where the man she loved fell to his death in the Triangle Shirtwaist Fire. September 2011. On Manhattan's Upper West Side, widow Taryn Michaels has convinced herself that she is living fully. But a chance reconnection and a century-old scarf may open Taryn's eyes to the larger forces at work in her life. 

Robert is joined by Propaganda to discuss the Triangle Shirtwaist Fire Footnotes: https://www.osha.gov/aboutosha/40-years/trianglefactoryfireaccount https://www.smithsonianmag.com/history/uncovering-the-history-of-the-triangle-shirtwaist-fire-124701842/ https://www.pbs.org/newshour/nation/how-the-triangle-shirtwaist-factory-fire-transformed-labor-laws-and-protected-workers-health https://www.famous-trials.com/trianglefire/971-trianglecodes http://projects.leadr.msu.edu/makingmodernus/exhibits/show/the-triangle-shirtwaist-factor/the-fire  https://www.assp.org/news-and-articles/2021/03/24/the-triangle-shirtwaist-factory-fire-an-american-tragedy  https://www.history.com/topics/early-20th-century-us/triangle-shirtwaist-fire  https://www.pbs.org/wgbh/americanexperience/features/shirtwaist-kings/ https://www.washingtonpost.com/opinions/what-the-triangle-shirtwaist-fire-means-for-workers-now/2011/03/15/ABVAFIs_story.html?utm_term=.a4304e16b22c https://www.forbes.com/sites/amyfeldman/2019/11/22/why-the-triangle-shirtwaist-factory-fire-still-burns-hot-today/?sh=34310fb3704a https://www.loc.gov/classroom-materials/immigration/italian/the-great-arrival/ https://www.jstor.org/stable/1396423?seq=1 http://www.friends-partners.org/partners/beyond-the-pale/english/36.html Learn more about your ad-choices at https://www.iheartpodcastnetwork.com

New York City's garment workers had returned to work after their massive strike that had achieved mixed results. The issues with the city's garment industry however went far beyond long hours and poor pay. Many of the city's buildings and factories were incredibly dangerous as would soon be all to clearly illustrated. Please Rate and Review the podcast To contact me: Email: distortedhistorypod@gmail.com Twitter @DistortedHistor https://twitter.com/DistortedHistor If you would like to support the podcast: https://www.patreon.com/distortedhistory

02:21 - Melissa’s Superpower: Being Extremely Online 03:06 - Unionizing Glitch (https://glitch.com/) * Glitch workers sign tech’s first collective bargaining agreement (https://www.theverge.com/2021/3/2/22307671/glitch-workers-sign-historic-collective-bargaining-agreement-cwa) * Misconceptions re: Unions * Engineer Salary Discrepancies * Middle Management, Product Management Unionization * Minority Unions (i.e. Google) * What is a Minority Union? (https://workercenters.com/labors-loophole/what-is-a-minority-union/) * The Rise of Minority Unions: How Social Movements and Tech Giants Could Be Showing Signs of Things To Come (The Rise of Minority Unions: How Social Movements and Tech Giants Could Be Showing Signs of Things To Come) 14:58 - Melissa’s Previous Experience with Working w/ Unions * Communications Workers of America (CWA) (https://cwa-union.org/) * Civic Technology (What Is Civic Technology? (https://www.forbes.com/sites/quora/2017/09/19/what-is-civic-technology/)) * Chi Hack Night (https://chihacknight.org/) 17:13 - Positive Skills Union Organizers Should Have 18:32 - Thoughts on Leading with Petitions * We are Frank — a platform for worker voice (https://getfrank.medium.com/we-are-frank-189111ceb54a) * 2018 Google Walkouts (https://en.wikipedia.org/wiki/2018_Google_walkouts) 26:58 - Writing Online; Dismantling Publications and the Fracturing of the Media World * The Rise Of Substack—And What’s Behind It (https://www.forbes.com/sites/falonfatemi/2021/01/20/the-rise-of-substack-and-whats-behind-it/) * Melissa McEwen: The best JavaScript date libraries in 2021 (https://www.skypack.dev/blog/2021/02/the-best-javascript-date-libraries/) 29:41 - Evaluating Human Performance * PSA: DevRel isn’t fake !! * How to Hire A-Players: Finding the Top People for Your Team- Even If You Don't Have a Recruiting Department (https://www.amazon.com/How-Hire-Players-Recruiting-Department/dp/0470562242) * People Skills 43:21 - Getting Started with Organizing a Union * Use Signal (https://signal.org/en/), Not Slack * Be Harder to Fire Reflections: Casey: Hearing success stories re: unionizing. Jacob: How people skills can be a function of your individual team. Melissa: Studying more about unions in other countries. Rein: Looking more into co-ops and collectivisations. An injury to one is an injury to all. (https://en.wikipedia.org/wiki/An_injury_to_one_is_an_injury_to_all) This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode) To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Transcript: JACOB: Hello, and welcome to Greater Than Code, Episode 229. My name is Jacob Stoebel and I’m here with my co-panelist, Casey Watts. CASEY: Hi, I'm Casey. I'm here today with Melissa McEwen. Melissa is a web developer, working in content now. She often writes about the JavaScript ecosystem. She helped unionize Glitch, which recently signed their first Collective Bargaining Agreement in late February. Welcome, Melissa. So glad to have you. MELISSA: Hi, everyone. CASEY: We like to start each show by asking you a certain question. Melissa, what is your superpower and how did you acquire it? MELISSA: My superpower is being extremely online and I acquired it by being given computers way too young and having nothing to do, but play with computers. CASEY: I like that phrase “extremely online.” What does that look like today for you? MELISSA: It means, I know way too much about what's going on in Twitter and the internet in general and sometimes, I'll make references that you only know if you're extremely online and it's kind of embarrassing. I don't even know what it's like to not be extremely online, but I'm trying to stop being extremely online because it's overwhelming trying not to check Twitter every 5 seconds. CASEY: Oh, yeah. I did that a lot, too. I don't know if I would describe myself as extremely online, but I might have seen some of the same memes as you and I think that would [chuckles] give me a little bit of that. MELISSA: Yeah. I mean, memes, what's the latest drama on Twitter today, that kind of stuff. JACOB: Is there a way to turn that superpower and help people around you or, how do you leverage that? MELISSA: Yeah, the only thing that's good about it, I would say is that you know a lot. I try to write about things and provide my knowledge to other people. I mean, you know a lot, but on a surface level, that's the problem so, you have to always be aware of that. I'm not an expert on unions and for the Glitch union, I was one of the original organizing committee folks, but I was laid off last year in March and there were 18 people, I think laid off. So the union has been going on without me and that's just great. Me and some other externally online people, when we started the union, we leveraged our externally onliness because we were connected to a lot of people who helped us like the CWA, which is the Communications Workers of America. We found them online, for example and they were critical in getting the union actually started because we'd been talking about it, but they were the people that pushed us and they're one of the bigger unions. They've been around for a long time. They have an organized telecommunications workers, primarily and now they're doing some tech stuff. So very interesting. JACOB: Well, as someone who is moderately online at best, I have been reading a little bit about recent union news with Glitch, but I would love to hear your story about how it started and how it brought us to today. MELISSA: Yeah, I mean there's only so much I can say, but the stuff that really was – building a union is about connecting with your coworkers and a lot of people have said, “How are we going to build a union to the remote workplace?” Well, I was remote and half the company was remote. That's one good thing about being extremely online is you’re probably used to talking to people online. I connected to people in my workplace and people on my team. At first, it was mainly people on my own team and then what CWA teaches you to do is to build connections in your workplace. It's almost like you map it out and you talk to other people in your workplace and you try to leverage those connections. I wasn't connected to everybody in the workplace, but I was connected to some other people who were connected to people I wasn't connected to. So it was challenging in that this was not an office where I could go see these people every day. I had to kind of – you can't just sneakily invite someone to a call unionizing. You have to actually build social capital and build relationships and then turn those into those connections you need to build a union. A lot of us had been following union stuff in tech. I was a member of Tech Workers Co, I think others were and we thought since Glitch is a very diverse workplace, we want to make sure that workers have a seat at the table and can actually help each other and to help the company do right by the workers. We had some bumps along the road. It is hard to organize people remotely and a lot of people have misconceptions about unions. They think unions are only for certain workers like people working in a mine, or they have bad impressions of unions. Like, I don't know. I grew up and my parents were like, they told me that unions were bad. We watched On the Waterfront and they were like, “Oh, look, unions, they’re so corrupt.” But a union is just like an organization. It's a big organization and they have a history and they have a context and a union is just like anything. Like a company. It can be bad; it can be good. It's based on the people and once you join a union, you can help guide that union by being part of it. JACOB: I would think an extremely online person would be very good at that. MELISSA: Yeah, it did help to be constantly on Slack and on Twitter. JACOB: And good at really just making those connections. That would not come naturally to make all those personal connections, what you just said. MELISSA: Yeah, but also, it was. I do think people who had those real life – who were at the office did have an advantage in forming those connections because not everybody at Glitch was extremely online, for example. Also, meeting each other in real life, occasionally like, we'd go to the conferences and stuff, that really helped. It's complicated about how much organizing you can do in the workplace and at what times. You don't want to ever do it on times are supposed to be working, for example, so. CASEY: What were some of the things that made this unionization effort successful and possible and what were some of the things that got in the way? I think we've covered some already. MELISSA: Yeah. I think having a pretty social workplace, that was social online, but that doesn't include everybody. There’s some people who were more online than others, for example and the fact that we relied so much on online organizing, it was harder to reach those people. So it was very crucial that we have people in the New York City office who were able to do some on the ground in-person organizing and getting those people on board was like, once we got those people on board, that was a very important thing that we did. Because originally, it was all remote people and then we added in the New York City office people. Yeah, the bumps along the road are just misconceptions about unions, what they mean. People can union bust themselves just by having these misconceptions like, “Oh, union is a third-party. It'll affect my relationship with my manager. I can't be friends with my manager anymore.” It's not true at all. So some of the organizing committee had been in unions before. Like, there was one woman, who was a social worker, who had been a social worker union and I had been in a Civil Workers Union before. So I knew that I was friends with my managers in these unions and I mean, not that being friends with the manager is the priority, but the idea that if you're friends with a manager, you can't do a union. That's just not true. But some people thought that. CASEY: The biggest misconception I can think of is why do you well-compensated professionals need a union and I'm sure you've heard this all the time. MELISSA: Oh yeah, that’s a big one. CASEY: Yeah. Fill us in for that. Like what do you say to that? MELISSA: I think so. Online, someone was like, “Oh, it's cultural appropriation of blue-collar workers.” I do not agree with that. I think all workers benefit from a union and it is just an organization that allows workers to negotiate with their bosses and on a fair playing field. It's not a culture. You don't have to be in the movie, The Irishman, or On the Waterfront, or even know people like that. It's just a way of organizing a workplace and having a seat at the table, so. JACOB: You mentioned earlier that I think, or maybe you implied that this union joins multiple disciplines, too. Is that true? MELISSA: Yeah, like we had engineers and then we also had a media department. That's where things would be hard because a lot of workplaces are quite siloed and I've always been against that. Like, I hate the term non-technical for example, like video production people, those are the most technical people I know they're literally working with like technical equipment every day and they know so much about it. Those people are tactical. And then another big obstacle is who is eligible for a union? Who can join? It's not clear because tech has roles that aren't very traditional, like product manager. Is that a manager, or is that an individual contributor and often, that’s hashed out on the negotiating table. It's based on all these laws and I've read some of the laws, I'm not an expert, but it's good to read a little bit of the labor law just to understand. But even if you know it, it's interpreted differently by different courts and stuff. There's a National Labor Review Board that reviews labor disputes and stuff and that was Trump's appointed board. So we wanted to make sure we got a voluntary recognition because we didn't want anything to do with that board at that time because they were very hostile towards workers. JACOB: The reason I was curious about joining together all kinds of different people from different roles, I was just curious if that diverse workforce came with a diversity of priorities and goals for a union and if those presented any challenges. MELISSA: Yeah. There's a big class difference between engineers and people outside of engineering. Engineers are overwhelmingly paid higher than people outside of engineering, for example and I totally understand the resentment towards engineers. We need to acknowledge that if you're organizing multiple people and outside of engineering. I mean, the fact that engineering is so well-compensated. I don't understand why, for example, a video producer isn't compensated the same as an engineer. It's just an accident of history, how culturally valued, supply and demand, all these things mixed up together. So you have to realize that and when it comes down to money, paying dues. For an engineer, it might be like, “Oh, you're taking 1%, or 2% for the union,” and that's like, “Oh, that’d take you away from being able to go on vacation.” Whereas, for someone who is making a lot less, that's taking away from their ability to pay rent. So that is really, really hard and I don't have a good solution for that. I wish unions would offer things like maybe peg it to your income, maybe not, maybe at a lower percentage, but it tends to not be that high of a percentage; it's 1 to 3%. But acknowledging that that can be the difference between someone being able to afford or not. Especially the salary ranges were quite extreme in our case so, that was really hard. CASEY: I'm listening to this conversation based on my background as a product manager who happened to have managed engineers, designers, and product managers, I don't know how that structure came into play. But even that tier, I wanted to be part of a union, but I think it's US law maybe that gets in the way that says managers at any level can't be unionizing in any form, not even like—let's use a synonym for a union—collective people who tell each other, “Yes, you deserve more money,” or something like that. It's not we're not incentivized to work together in any way and we pretend that the HR department of the company does that for us, which they do the opposite often. What do you think about that middle management kind of thing and how it plays into product management? Your thought process? MELISSA: Yeah. That really sucks because then it becomes like some people feel left out who wanted to be part of the union and at that point, they feel like, “Oh, am I part of –?” Like, they're obviously not C-suite so that's really hard. Other countries have other types of unions like sectoral bargaining that get around that. I don't know that much about that, but we weren't sure if a product manager fit under the definition of qualify, or not. It just depends on if you make decisions on employment, if you tell people what to do, there's a lot of criteria. We did find that product managers were not going to be part of the union. So what does the product manager do? Well, they can't organize themselves, but they're just not legally protected under this bargaining thing under a labor law. So that really sucks and I don't know what the solution is. I guess, getting involved in bigger organizations that work for unionization. The Google union is very interesting and that is a different form of union. It's called a minority union and I don't know that much about those, but I know that people who are managers can join that one, but it has fewer legal protections. So I assume when CWA decided to organize Google under a minority union, it was because they felt they were not capable of doing the traditional union because there are so many obstacles to doing so in Google—Google’s size and multiple locations. It's very difficult. You can organize however you want, it's just what is legally protected and that kind of goes in, in that article. I talk about petitions, for example. Petitions are an example of organizing. That's not unionization, it's not protected by US labor law, but it is a form of organizing. The Google walkout, that's a form of organizing. That's not unionization. You just have fewer legal protections and you don't have the structure that you get from a union when you do those things. CASEY: Well, that's awesome. I'm not up-to-date on this. I'm going to be Googling minority union and sectoral bargaining after this call. MELISSA: Yeah. I didn't even know what a minority union until that came out. I was like, “Wow, I guess, someone should write a book.” There probably is a book. I'm going to find that book. JACOB: Melissa, what brought you to doing this in the first place? Did you have experience with organizing before, or was it something new to you? MELISSA: I didn't have any experience organizing, I suppose, but I was in a union before. I worked at University of Illinois in Chicago and their IT departments are in a union, an older established union. As soon as you join as an employee there, you're a part of that union. Actually unions, some of them aren't that great. Our union was kind of mediocre, to be honest. They barely involved people, for example, in the very top down. That's one thing when you're organizing, you have to choose which union you're going to organize under, or even to start your own union. We thought about starting our own union. I don't feel that qualified to hire union lawyers. You need to advantage money because CWA provided that all the lawyers and stuff like that and all the structure. CWA has gotten a lot of flack on Twitter recently with the Google union stuff. People have dug up the fact that they've represented security guards in the past, but it's a big organization; it's like working with the government. You can't expect perfection, we've got to get involved. If you want to change things, you've got to be involved yourself. I'm very skeptical of the idea that we should just throw that away and start our own thing as tech workers. Because I think people of different ages and classes and stuff have so much to teach us and that's what you get when you join a big union like CWA and you can't demand they fit your extremely online standards. So if you want them to follow the standard, you've got to join and get involved. JACOB: So definitely a politics of compromise from the get-go. MELISSA: Yeah, and I've been involved with the civic technology a little bit. So I was a little bit familiar with that. I've worked in government contracting and I've gone to Chai Hack Night, which is a Chicago meetup, for quite a while. It's a Chicago meetup focused on civil technology and government. I was familiar with some of that, but if you're a startup person, maybe that's harder. You expect unions are going to cater to you, treat you like a freaking princess or whatever, but no, they're not. They are a saboteurization. They've got members, they have a history, and you've got to take that for what it is. CASEY: All right, Melissa, you brought to the table to the union organizing effort your superpower of being extremely online. What other skills did some of the union organizers have that really helped? MELISSA: Yeah. Actually being consistent and organized, that's really important. Organizing meetings. I'm not into that kind of thing and thankfully, there were other people who did that and I thank them quite a lot. Taking notes, following up, once you make me angry, I'm very effective at arguing with people. So that's a good thing about extremely online, but it's bad about being extremely online, but it did come in handy a few times when unionizing. But otherwise, doing in-person on the ground work, I couldn't do because I was remote and organizing the meetings, taking notes, following up with CWA, coordinating between different people, that stuff. The other people helped with that. The other members of the organizing committee and then after the union was recognized, we had an election and some people did that election where you elect the reps and other people did that and I was really happy because I was tired at that point. [chuckles] CASEY: So I'm going into a little bit of a different topic. Melissa, I think you mentioned something about companies and nonprofits who want to lead with petitions and you have some thoughts on that I'm curious to hear. MELISSA: I am super anti petitions. I think these organizations push them and I think they're just antithetical to unionization. A Coworker, for example, they really push you to do these petitions and a, you're alerting your boss that you're organizing, you're doing it under a way that's not legally protected. Why don't you just unionize? I understand that some people can't and if you genuinely can't, that's great, but I wouldn't trust Coworker to tell you if it's okay, or not. I have noticed that some of the conflict on Twitter regarding the Google union, some people involved with that are also involved in Coworker. So I'm really against that and another company that's spread it out. It's a startup, they're called Get Frank but they're also doing petitions. They're very antithetical to unionization and people don't want to say that because the people who were involved with that are nice people and some of them are even involved with Tech Workers Co and stuff and they're nice online, or they're well-respected, but at some point, you’ve got to say, “This is just anti-union.” REIN: Yeah. I mean, taking a collective bargaining opportunity that can stretch across multiple issues and organize the workforce to push for all of them and turning into a petition about a specific thing that has marginal support. I don't see how that helps. I mean, I don't think that those startups are disrupting business organization. I think they're disrupting union organization. MELISSA: Yeah, and I think more people should call them out and the fact that a lot of people who the media goes to for comments about tech organizing are like – so, Liz Fong-Jones, I really respect her. She's on Twitter and she's a member of the board on Coworker and I find that not good. REIN: I mean, I guess the argument is that any place where you can voice concerns and generate support within the workers, the employees is better than none, but that's not how the world works. We can have unions, too, or instead actually putting effort into that means that you're not spending that time putting effort into organizing. MELISSA: Yeah. So when we were first thinking about unionizing, I was on Tech Workers Co and they connected me to people at Coworker and they were really pushing out to do a petition. I'm really lucky that my coworker, Steph, could have connected with CWA because she was like, “No, let's talk to CWA.” CWA took it from there and they actually got us the motivation and the resources we needed to unite us. Whereas, Coworker was like, “Oh, we love unions, but why don't you do this petition first, it's building organization?” and CWA is like, “No.” Unfortunately, some people are taking the CWA being against that as an insult on them personally, which is really weird, that it's an insult for people who did past organization efforts that weren’t unionizing. I don't see why that is relevant. I understand sometimes you can't unionize and I respect other organization efforts, but you're taking an example of a company that can unionize and you're pushing them to do a petition. You're wasting their time. You're endangering their jobs. It's just bad. REIN: Well, I think if there was evidence that it starting with petitions led towards more formal union organizing, I would be more in favor of it, but I don't know of any. MELISSA: Yeah. People use the Google walkout, for example and I guess, the Google unions and the controversy on Twitter was about how the union wasn't involving the past organizers who did all this work for the Google walkout. I recognize Google walkout was an amazing thing and the people who organized that were really great, but that doesn't mean that you have to use their expertise to unionize. A union should be for the current employees. When I'm talking about our union at Glitch, I'm not speaking for the union. I was laid off. I'm not a member anymore. That's very sad. It's very unfair, but I'm not a member and the employees who are working there have insight into the company that I don't. So I don't expect them to recognize me, or to ask me for advice, or anything. I don't even talk to them that much anymore because that's their sphere. CASEY: I'm not an expert on Coworker, but this reminds me of another metaphor a little bit. Let me know if this is close, or not, or similarities and differences. So you know how when you look on the bottom of a solo cup, you see a triangle, or a cycle symbol with a number? Some of those aren't really recyclable and the lobbyists who made that happen, and you’re required to put them on, knew that ahead of time. So they are doing this small change, “Look, you can do the thing,” and then that stops people from pushing back against the production of it. It's helping, but not really and I'm hearing your view of Coworker seems to be helping, but not really. MELISSA: I mean, the Frank one is even worse. They're a for-profit startup. I'm like, “If anyone is giving them positive coverage, they are not asking the right questions here.” Actually, when I saw them written about, I attempted to join just to see what they were about and they rejected me because they were like, “Oh, you're already in a union. You don't need us.” So very interesting. They occasionally email me asking for my feedback, but I'm like, “I don't think you're worth my time.” REIN: If someone wanted to make a platform for unionizing, but I don't think you're going to get much traction in Silicon Valley on that one. MELISSA: There is one person who's doing that. It's called Unit, but I don't know that much about it. I'm just very skeptical of the idea that tech can disrupt unions and it's the easy way out to say, “Oh, the old unions, they're not radical enough. They don't cater to tech workers.” To throw that all away for those reasons is bad in my opinion, because they're not perfect, existing unions, but you're unionizing with a diverse workforce that has a history and has power and I don't know. I think it's also classist, too, like, “Oh, we don't want to organize with these people that aren't tech workers. We don't want to organize with these blue-collar workers.” They're not thinking that maybe explicitly, but that's what they're saying in a way. They don't want to say that, but that's what they're saying. REIN: Yeah. I personally have a problem with trade unions that is that they fracture the workforce and they prevent people with different trades from organizing together and historically, that's been on purpose. Like there's a reason the AFL is still around, but the Knights of Labor aren't. MELISSA: Yeah. I mean, unions are organizations, they’re just like companies and stuff. There's some that even have dark histories of racism and stuff like that. Although, trade unions are a little different than like CWA. This is where I wish I was more up to the terminology, but it's very complicated. REIN: I would just like to unionize whole companies and not worry about what job titles people have because I think that's the systems thinking way to do it. MELISSA: Yeah, and we unionized everyone in our company that qualified under the labor, the national labor law, and not just engineers so, that was good. Luckily, the people were into engineers being craftsmen, or whatever are usually typically anti-union, but otherwise, you'd think that they'd be like, “Oh, we need an engineer's trade union because we're like electricians, or something.” But I think that would not be a good direction. CASEY: Yeah, I think it makes a lot of sense that there are unions for people who work at a company, separate from groups of people working on a technology like, Ruby user groups and all the other meetup groups for every technology everywhere and the conferences. It's like the skills are separate from the union, from the company and it's funny, I guess maybe historical that a lot of them are conflated together. All the engineers in the company are doing both a little bit. I like that we're cleanly splitting it now sometimes. That sounds great. Melissa, I noticed that you have a Substack newsletter, which is a popular thing lately. Not that you're working on a lot lately. I know we talked about that, but there's a trend for individual people to be writing more and more online lately and it seems like you're aware of that and in that sphere. What's your experience lately writing online, trying to get an audience and all that? The process. MELISSA: I say no to Substack because I'm like, “This is just more work and I don't need any more work.” I started a Substack because I was like, “Oh, a lot of people have Substacks.” But then I was like, “Oh, this requires me to do, this is another job.” You have to have a consistent thing and at least, we are starting to – Substack encourages paying creators. That's good. But at some point, it's like, “Oh, I'm paying like ten different creators. I wish there was this thing where I could just pay them all at the same time and they could have jobs and benefits. Oh, that's called a publication. Too bad, we've systematically disabled these by predatory capitalists, hedge funds and stuff, buying them and disposing of them.” Like what's happened to the Chicago Tribune. I had friends who worked there and that thing it's basically just been totally dismantled by predatory companies. So I think Substack is going to be here and other similar models are going to be here for the foreseeable future. But I don't think they are – I think it's sad. CASEY: Have you worked with any of the traditional publications to try to get things published? I know you do JavaScript content work. MELISSA: Yeah. So I originally was a food writer and I've worked for Chicagoist. I left Chicagoist because I didn't have time due to my tech job, but they unionized and they were shut down because they unionized and that's really sad. A lot of my friends lost their jobs. So I have a little bit of experience in the media world and I've watched the media world become so fractured and precarious and I think the tech industry has been unfortunately, a negative actor in that. But now, I primarily write about JavaScript and I do so professionally. It'd be nice to write about food instead, but I like JavaScript. I like coding a lot so that's cool. There's no jobs in food writing, though. CASEY: Tell us about something you wrote recently. MELISSA: I wrote about JavaScript date libraries and like the different ones that are out there and when you should use the library and when you shouldn't use the library and that's for the blog I work for, which is called Skypack blog and I do DevRel all for them in there, a CDN for JavaScript modules. Oh, here's the thing we can talk about: how people attack DevRel as being non-technical and I hate that. JACOB: Yeah, please. MELISSA: There was a tweet this week, or maybe it was on Friday, it was like, “Offend a developer relations person in one tweet,” and I'm like – so it was a variation on the original one, which was, “Offend a software engineer, offend a DBA in one tweet,” and those were often there a software engineers making fun of software engineers or DVA's people making jokes about data structures, or a bad data. The DevRel one was like, “Oh, your job is fake.” That's what all the jokes were and most of them were not from DevRel people and I'm like, “I hate this.” I used to be a frontend developer and people used to joke like that about frontend developers, like, “Oh, you just play with CSS all day and you just push little boxes around the page and give them different colors.” We need to recognize that there’s sexism involved in this and also, racism because frontend development and DevRel tend to be more diverse subsections of tech. I'm just tired of men saying a job is fake and that I'm not technical. I left frontend dev because of that, partially. I shouldn’t have done that because the end of the day, there's no way to convince these people that you're a real engineer. They're just not going to be convinced because they're sexist and they're jerks and they should be deleted. REIN: Yeah. It was kind of funny when it was software engineers laughing at themselves, but it turned into punching down pretty quickly and then it just got me in and I did not like it. I would say to those people that they should try a day in the life of a DevRel and see if you think you're good at it. MELISSA: Yeah. It's thinking that, okay, if you have these skills, you don't have the technical skills and also, that your other skills aren't valuable at all. This is a constant struggle, working with engineers, especially working in cross-departmental is engineers not recognizing other skills. I was talking about video editing before. I'm like, “That is the worst thing I can totally think of is calling a video editor non-technical; they're literally the most technical people I could think of.” They're walking with software technology and also, a lot of engineers who are like, “Oh, anyone can write things,” and I'm like, “I've edited y’all’s writing. I know you can't write.” [chuckles] Even me, I feel like sometimes the more engineering I do, the worst I become as a writer. That's scary, but I try to balance it. I try to be a mediocre engineer and a mediocre writer. REIN: I want people to stop doing that because it’s just a shitty thing to do, but I will also say that as you get more experienced as a software engineer – so I'm a principal now, which means I'm a huge deal, but as you get more experienced, you need to get good at a lot of the stuff that DevRels are good at. You need to be able to convince people that your ideas are good. You need to be able to communicate both verbally and written in writing. You need to give a shit about product and marketing and customer support and people who aren't engineered. You have to start doing all that stuff if you want to grow as an engineer. So to some extent, I think these people are limiting themselves more than are limiting DevRel. They should still stop being shitty people, though. MELISSA: Yeah. The whole principal engineer thing is funny because I was just thinking about how every company has a different definition for principal, senior, junior. That's one of the things that a union can help with and otherwise, it can be very arbitrary and you can feel like they're used to discriminating against people. So if the union can negotiate what a ladder is and what it means, that's way better than having just a random manager do it. That's my rant with all of tech. We're always constantly reinventing the same thing over and over again. Ladders were like, “Oh, we’ve got to build this from scratch for ourselves. Even though we have no training on building ladders, we're just going to invent this because we know everything because we're engineers.” Same with interviewing process. I'm like, “Oh, there's decades of research on interview process. but you want to invent your own new interviewing process.” I'm like, “At some point, you're just like experimenting on people and that's unethical.” I'm like, “Take your weird games elsewhere. If you want to design weird games, play Dungeons & Dragons, or something.” REIN: Yeah. I mean, if you want to take human performance seriously, you can do that. People have been doing that for decades. You just need to go take a course and read some books and started taking it seriously. It's not hard. I mean, it's hard to evaluate human performance because human performance is very complex, but it's impossible if you don't know what you're doing. MELISSA: Yeah, and I tried to get – any interview process I'm involved with designing. I'm like, “First of all, why am I involved with designing this? I'm not qualified. Second of all, at least I did read some research and I do know that the research shows that you want to do a structured interview.” If I can just get people to agree to that one thing, it's so much better than if they're just asking random questions. So structured interview means you agree on a structure beforehand for the interview, you agree on questions and what you're going to talk to the person about, or what exercise you're going to do, if you insist on doing programming exercise. You ask the same ones to every candidate. There's other things you could do to make it more fair, but if you just have that one baseline. Otherwise, it's so arbitrary. REIN: There's a book called Hiring A-Players, or something like that and I like some of the advice that it has, but I think the idea that you can distinguish between “A and B players” in an interview is pretty marginal. But I do like the parts about trying to make things more evidence-based when you're trying to assess capability. I think that a lot of the hiring practices we have today mostly are about providing motivated reasoning to hire people who look like you and that's about 90% of what they do. MELISSA: Yeah, and there's also this thing, I will die in this hill, but I have people who insist if we don't do a specific code exercise, or do some kind of screener that we're going to hire someone who can't code, who literally can't code and some people will have insisted that they've worked with such people. I'm really skeptical that like can't code. What does that mean? I don't know. Does it mean they just didn't integrate with the team correctly? No one tried to help them? I'm not sure. I'm just really skeptical of that. It just sounds like more hoops to jump through, but I have not convinced anybody of that besides myself. [chuckles] At least in workplaces. REIN: I think in my career, I've maybe worked with one person who I genuinely thought couldn't code, but that's when I was pretty new. What I think now is that they were really not put in an environment where they could be successful. They were dropped in immediately into a high-pressure scenario, with little experience, with a team that was small, under-resourced, over pressurized, and didn't have time to support them. So what I thought then was, “Wow, this guy sure can't code. He sucks.” What I think now is, “Wow, we sure screwed up putting him in that position.” MELISSA: Yeah. I've taught people to code who are 12. I'm really skeptical that someone was hired that managed, I don't know, I just sound like they're not managed well, or not onboarded well, but that'd be a cool, like, I don't know. Maybe I'm becoming too interested in HR, I will become an HR researcher and study the phenomenon of people saying that their coworkers can't code and what does that mean? REIN: Yeah. MELISSA: I mean actually find those people, ask them, and then find the people who supposedly can’t code and find out they actually can. They were in a very difficult environment, for example, or I don't know. I've been in environments where getting the dev environment started took you five days. No wonder they had trouble; you thought they couldn't code because you did set them up to being able to code. They had to install 40 different things and do a proxy, or whatever. So yeah. JACOB: I’m someone who’s very – well, there's that phenomenon stereotype threat you perceive that other people are making preconceived judgements about you. Like, “Oh, I'm the only person of color in my team and I can tell that I'm not expected to do well.” It affects your performance and as a white male, that actually does make some sense to me. If I can feel that I'm going to be judged for the output that I put out, instantly whether it's I didn't follow the great style, or it looks like my work is going to be picked apart immediately. That's just going to be debilitating and I'm just going to be constantly focused about looking good rather than trying to solve the problem. That is not what – Rein’s story does not surprise me at all. MELISSA: Yeah. If I actually hired someone who couldn't code, that would be actually exciting to me, it would be like My Fair Lady, or something because I could definitely teach them how to code and I'd be really impressed because I was like, “Oh, they were able to talk about all these projects and stuff and not actually be able to code?” I don't believe this person exists, by the way. REIN: The other thing I really wish people would understand is that human performance is ecological. The context matters. If you take one person and drop them into five different hypothetical companies, you'd get five different outcomes. They'd perform in different ways. You wouldn't get the same performance for them in those different companies because it's not just about the person. MELISSA: Yeah, and it's also about the demands of the job. I worked with one guy and people told me he couldn't code and what they actually meant was that they just didn't think he was technical, or something, but he was coding every day. He was doing Dribble templates, which is not considered the highest level of work by some snobby engineers. But that guy could definitely code and he did his job and it was very unfair to say he couldn't code. CASEY: I have a story I can share about some evidence-based interviewing I did back at the IT department. We evaluated hundreds of student employees to fix laptops every year—we hired a whole bunch—and we evaluated them based on the people skills and their technical skills on a scale we put that into data for all the points that evidence and structured questions and all that. Some people had a 5 on people's scales out of 5 and 1 on technical skills, or vice versa, or something close to that. And then we look back a year, or 2, or 3 later, after they had time to learn and grow in the position, we loved all the people with the 5 on people's skills. They were the best employees. They learned the most over time. We're proud of them. They were great to work with. They taught other people a lot, too. But the ones with the technical 5s weren’t people ones. A lot of them resigned, or didn't like the job, or people avoided working with them, they were solo employees. Maybe they got some work done, but that lesson that you can learn the technical part, but you can't necessarily learn the people part. Some of it's learnable if you're motivated, but the disposition is what really drove success in that role. I think that applies everywhere. It's not surprising. MELISSA: I wish there were more approaches teaching people skills because, I don't know, it feels like there's a lot of trainings for engineering skills, but not for people's skills. I've definitely like, I was raised by parents who were weird and homeschooled me. So I definitely use a lot of stuff like books to learn people skills and stuff like that. I don't know. It's super basic, but How to Win Friends and Influence People, that one. You could just read that. I mean, it gets you some of the way there. So I wish there were more resources like that. REIN: Yeah. I would say that you can learn people skills, but companies don't teach them. That's not what companies think is part of their responsibility. They think that they're hiring the person as they are and can teach them technical things. That's another problem, which is that companies aren't providing the opportunities to grow that people need. JACOB: There's probably different people's skills for different companies, that would be successful. MELISSA: Yeah, and it's the same thing. It's the saying that I've heard at workplace is like, “Oh, he doesn't know how to code.” I've also heard the same thing like, “He has no social skills.” It's like something you're born with and can't be changed and that's just your lot in life and I don't believe that. I was homeschooled and when I first went to school, you would have said, “I had poor social skills,” but now I have serviceable social skills. JACOB: I think Casey pointed out an important distinction between a disposition to be personable and learn and apply people skills versus the skills you have at a particular moment. I, as a neurodiverse person, I think that's a really important thing because I'm sure people have said behind my back many times in my life that I don't have people's skills without commenting on the disposition of my ability to do well and interface with people. I think they’re two different things. MELISSA: I think neurodiverse people—I'm also in that category—also sometimes are even better at certain people's skills because we've been told we have these issues and we really want to think about them. I've read a lot of books; I don't think most neurotypical people have read as many books as I have on human psychology. I wasn't a psychology major—I just want to know why are these normal people trying to get me to do these things? What does it mean? That's a level I’m asking? Yeah, but that's a skill and it's a learned skill that is valuable to me. REIN: Can we talk about unions again because I have a question? If you already talked about this before I got here, just let me know. But my question is: what would you say to someone who really has no idea how to get started with this, but thinks that there's an opportunity to organize their company is worried about retaliation and things like that and wants to get started? MELISSA: Yeah. Get in contact with, they could DM me and I could connect them to people at the current Glitch union, or two, you can approach a union directly. CWA is happy to help. The union that Kickstarter organizers worked under OPEIU, I think is also another option. It can be hard to pick a union because some only do local organizing, but there are some that are national like CWA. CWA has a lot of resources. I would just go with them at first. But you can always do your research and stuff. I'd just be careful with people who direct you to those petition sites, or whatever and that did happen to me. REIN: And don’t do your organizing on the company Slack. MELISSA: Oh yeah, for sure. Use Signal, don't do it on company time when you're supposed to be working, build social relationships with people at work. Although, it could be, I don’t know if – I was a member of a company where they specifically seem to discourage social relationships. I was a contractor. I wonder if that was a way that they were discouraging organization and unionizing. You see that with Uber and stuff like that. Uber drivers, they're not given a company Slack, pr whatever, or even like, they don't have a way to chat with other drivers. They've had to do this on their own time on Facebook; they've used Facebook to organize. So definitely don't use any company resources, or company time. You're not legally protected if you do that. If you do contact CWA and stuff, they'll tell you what's legal and illegal. It is for example, legal to organize during lunch, I believe, but you should definitely check that beforehand. And then you get into issues if you're remote, time zones, everyone has lunch at a different time. You have to be creative. REIN: Yeah. It turns out it's legal, except for all of these loopholes that make it not legal and companies are incentivized to make the case that what you did was illegal so that they can fire you. So just be extra careful. MELISSA: Yeah. I don't know. I've known of union organizers that they're going to find a way to fire some of them, but if you can stand up and up in your job, you're harder to fire. Make sure to attend all your meetings. Don't be late to work. I am not a fan of that and I think it's very unfair that you have to be expected to live by this perfect standard that non-organizing employees don't have to follow, but I'm willing to do it for the union. REIN: Yeah. I mean, just be aware that once it becomes apparent that this is what you're doing, they're going to try to fire you—any company will—and so you need to be on your best behavior even more so than you were before. MELISSA: And it is scary organizing unions. I've often wondered would I have been laid off if there was a union, or not? I don't know. But the thing is you negotiate severance for me and I didn't have to do that individually. So it gave me a good cushion when I was laid off and I know people who are laid off who didn't have those things. A company can hurt you even if you don't unionize and at least, unions give you some protection and I'm very grateful to CWA negotiating my severance. REIN: So are we getting close to reflections? CASEY: I think it is time for reflections. I can go first. As a product manager and engineering manager before, I've always been interested in being part of a union and it's awesome hearing a success story about how, what happened at a company, even though it was the formal type that I'm not eligible for as a manager. But now I'm very interested in looking up some of these alternative forms like sectoral marketing, minority union. I think there's a whole lot happening recently that could help middle managers like me and a lot of my roles have the benefits. Often, I hear, “No, you can't possibly ever be part of a union. Why would you even ask that question?” And it's just great to hear someone actually who has worked with a union and say, “No, that's possible. It's just a different form. Not covered by loss.” That's what I want to hear. That's what I wanted to believe. MELISSA: Yeah. It's so unfair. Unions are just what's the law now doesn't have to be the law tomorrow, for example and different countries have different forms of unions and stuff, so. JACOB: I'm thinking more about the thread we got on about personal skills, people skills and I'm thinking more about how those can be really just a function of the culture of your team and who's on it and what everyone's individual needs are and how their brains are wired and so many other factors. I'm just thinking about, “Well, what are the right skills that I need for my team rather than just an arbitrary, or a universal list of what those skills might be?” MELISSA: Yeah. I'm thinking I need to like – I'm here talking about unions and there's so much I don't know about unions. I'd like to study unions in other countries, especially. I really want to learn about different forms of unionization and really delve into the history of unionization. I've done it a little. I was never taught that much about unionization in school and stuff like that, especially from homeschool because my parents were anti-union. But even when I went to public school, after being homeschooled, we really didn't talk that much. I know about the Triangle Shirtwaist Fire, but I think for most people, we don't know that much about it and I definitely want to beef up my history and international knowledge on that. REIN: Yeah. I think also looking into collectivization work around collectives, things like that, there's a tech consultancy that does the websites for Verso and Haymarket and some other lefty publications and there are workers collective and there are actually a surprising number of them. MELISSA: Yeah. That's super interesting to me. I've done a little bit of co-ops and stuff. I've been members of co-ops. There is an interesting article, I forget where I saw it, but it was about how co-ops can be good, but they're not the answer to work, or organizing because often they replace work, or unionization. For example, they were talking about this coffee shop that they were trying to unionize and they all got fired and then they formed a co-op and that was seen as success, but it's not necessarily. For example, I'm a member of a co-op, a food co-op, and the workers there were trying to unionize and the co-op was union busting them and that was like, wow, that is really special and as a member of the co-op, I was writing to the board. I was like, “How dare you, I'm going to quit.” [chuckles] We should recognize the union. They really fought that union and I was like, “This is supposed to be – co-op is supposed to be empowering to workers,” but just like unions, there are many different forms of co-ops. There's a very interesting history, especially internationally and I don't even know the tip of the iceberg on that. But I'm very fascinated and having been in co-ops and been involved with co-ops. Another issue with co-ops is often the membership that can be almost like trade unions in that, there can require an onerous process to join one. REIN: I think the thing I'd like to leave our listeners with, you might've heard the saying, “An injury to one is an injury to all,” and you might know that that comes from the IWW, I believe. But you might not know that it comes from preamble to their constitution, which says in part, “Trade unions foster a state of things which allows one set of workers to be pitted against another set of workers in the same industry, thereby helping to feed one another in wage wars. Trade unions aid the employing class to mislead workers into the belief that the working class have interests in common with their employers. These sad conditions can only be changed and the interest of the working class upheld only by an organization formed in such a way that all of its members in any one industry, or in all industries, if necessary, cease work whenever a strike or lockout is on.” So the IWW obviously believes very strongly, you have to organize whole companies and not just the techies maybe get their union because they're special. I mean, can you imagine if Uber, if the tech workers and the drivers unionized together? They share the same interests, folks they could do that. MELISSA: Yeah. That's an interesting question. Like, could they? That's another thing that contracting, or permalansing, I don't know, maybe there'll be a major court challenge, especially with the Biden administration where the National Labor Board might be more sympathetic. Can contractors unionize with regular workers? Contracting is a way to bust unions and to keep people in a position of precarity, but what if they ruled that you can unionize. Once you realize that’s arbitrary, you're like, “Oh, if you've got good enough lawyers, if you have politicians that can get involved, maybe unionization 10 years from now will look really different because maybe they –” REIN: Yeah, the main difference is that the drivers don't have multi-million dollar lobbying organization that they're backed by. That's the main difference and the reason they're not getting the respect they deserve. Special Guest: Melissa McEwen.

In May, 1970, construction workers in downtown Manhattan beat up young men and women who were protesting against the Vietnam War, which was killing working-class soldiers who had been drafted into the war. Hard hat workers and hippies, who might seem natural allies against nearby Wall Street, were instead pitted against each other. Today we talk with David Paul Kuhn; in his book The Hardhat Riot, he tells the story of when the white working class first turned against liberalism, siding with the party of big business and paving the way for presidencies from Reagan to Trump. And, on today’s Labor History in 2: Police Attack UE Amid the ‘46 Strike Wave. PLUS: Two songs commemorating the 110th anniversary of The Triangle Shirtwaist Fire. Produced/edited by Chris Garlock. To contribute a labor history item, email laborhistorytoday@gmail.com Labor History Today is produced by the Metro Washington Council’s Union City Radio and the Kalmanovitz Initiative for Labor and the Working Poor at Georgetown University. We're a proud founding member of the Labor Radio Podcast Network, more than 100 shows focusing on working people’s issues and concerns. #LaborRadioPod #LaborRadioPod @ILLaborHistory #History #Conservatism #WorkingClass #ClassStruggle Edited/produced by Chris Garlock and Patrick Dixon; social media guru: Harold Phillips

A chat with Instagram sensation "Ya Fav Trashman"; how women remain the most economically impacted by the pandemic, and why it's hit migrant workers especially hard; a Teamster takes on UPS for allowing a congressman to pose as a driver; we'll also find out about why the Cedar Point Nursery case has broader implications for the entire labor movement; and we'll hear about organizing workers at Anchor Steam Brewing, as well as check in with Richard Lipsitz, the longest serving president of the Western New York Area Labor Federation, who's stepping aside after nearly five decades fighting for the working class. We've got reports from Working People, Solidarity Works, The Solidarity Center Podcast, My Labor Radio, Monday Morning QB, The Docker Podcast, Union Strong and Labor History in 2:00. Plus a bonus music track from Your Rights At Work commemorating the 110 anniversary of the deadly Triangle Shirtwaist Fire. Highlights from labor radio and podcast shows around the country, part of the national Labor Radio Podcast Network of shows focusing on working people's issues and concerns. Also, check out our livestream show, available on Facebook and YouTube, where you'll also find profiles of members of the Network. #LaborRadioPod @AFLCIO @WorkingPod @steelworkers @SolidarityCntr @mgevaart @WPFWMMQB @dockerpodcast @nysaflcio @ILLaborHistory @DCLabor Edited by Patrick Dixon and Chris Bangert-Drowns; produced by Chris Garlock; social media guru: Harold Phillips

New Yorkers Honor 110th Anniversary of Triangle Shirtwaist Fire - Jack Stone Truitt by Uptown Radio

Exploring what fun historical event took place on this day

Ep #76 / Mar 25th / Triangle Shirtwaist Fire / Settlement of MarylandShow Summary: ·       Recent Event ·       Triangle Shirtwaist Fire - 1911·       Settlement of Maryland - 1634·       Interesting FactSchedule:·       Monday – Friday Social Media Links:·       Facebook: https://www.facebook.com/ourdailyhistorypodcast ·       Buzzsprout: https://ourdailyhistory.buzzsprout.com/ Resources: ·       Music by JuliusH from Pixabay +·       https://www.history.com/this-day-in-history/triangle-shirtwaist-fire-in-new-york-city ·       https://www.history.com/this-day-in-history/the-settlement-of-maryland  Support the show (https://www.buymeacoffee.com/ourdailyhistory)

“We know what's fair. All we are asking for is that Keolis recognize our union and the contract that was already there.” Today's labor history: Triangle Shirtwaist Factory Fire.   Today's quote: Ruth Rubin (Ballad of the Triangle Shirtwaist Fire, sung by Bev Grant). @wpfwdc #1u #unions #LaborRadioPod @AFLCIO @CLUWNational @LaborHeritage1 @ATULocal689 @ATUComm Supported by our friends at Union Plus; founding member of the Labor Radio Podcast Network.  

“We know what’s fair. All we are asking for is that Keolis recognize our union and the contract that was already there.” Today’s labor history: Triangle Shirtwaist Factory Fire.   Today’s quote: Ruth Rubin (Ballad of the Triangle Shirtwaist Fire, sung by Bev Grant). @wpfwdc #1u #unions #LaborRadioPod @AFLCIO @CLUWNational @LaborHeritage1 @ATULocal689 @ATUComm Supported by our friends at Union Plus; founding member of the Labor Radio Podcast Network.  

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On March 25, 1911, the Triangle Shirtwaist Company factory in New York City burned, tragically killing 146 workers. It is remembered as one of the most infamous incidents in American industrial history. The tragedy brought widespread attention to the dangerous sweatshop conditions of factories, spurred the creation of the FDNY’s Bureau of Fire Prevention, and led to the development of a series of laws and regulations that better protected the safety of workers. But what has been curiously absent or understated from the Triangle Shirtwaist Fire narrative is a closer examination of firefighting efforts that took place that day, lessons regarding rescue of people who were trapped, a more detailed understanding of the leadership demonstrated in the wake of the event and the legacy of the fire today—just to name a few topics. In this episode of the Leadership Under Fire Optimizing Human Performance Podcast, we hope to contribute more broadly to the historical narrative of the Triangle Shirtwaist Factory Fire. The depth of this conversation is made possible by the extensive research efforts employed by our guest in this episode, FDNY Lieutenant Matt Connor. 

On this day in 1911, the Triangle Shirtwaist Company factory caught fire, and more than 100 workers died. / On this day in 1655, Christiaan Huygens first observed Saturn's largest moon, Titan. Learn more about your ad-choices at https://www.iheartpodcastnetwork.com

Rhonda, Thomas, and Will discuss three of the most devastating fires in U.S. history. The Triangle Shirtwaist, Cocoanut Grove and Iroquois Theatre fires changes lives and fire safety. "The Triangle Shirtwaist Factory Fire". OSHA. Retrieved June 10, 2015. "Sweatshop Tragedy Ignites Fight for Workplace Safety". APWU. February 29, 2004. Retrieved January 23, 2021.Kosak, Hadassa. "Triangle Shirtwaist Fire". Jewish Women's Archive. Retrieved June 11, 2019.Stacy, Greg (March 24, 2011). "Triangle Shirtwaist Fire Marks a Sad Centennial". Online Journal. Archived from the original on May 18, 2011. Retrieved June 11, 2019.  Triangle: The Fire That Changed America by David Von Drehle, 2003 (14)^ The Triangle Fire by Leon Stein, 1963  Von Drehle, David. "List of Victims". History on the Net. Retrieved November 28,2012Lange, Brenda. The Triangle Shirtwaist Factory Fire, Infobase Publishing, 2008, p. 58 PBS: "Introduction: Triangle Fire", accessed March 1, 2011 "At the State Archives: Online Exhibit Remembers the Triangle Shirtwaist Fire" New York Archives (Summer 2011)

After our previous episode about the Triangle Shirtwaist Fire, we knew we had to talk about another tragedy from the industrial boom of the early 1900s; the radium girls. While this episode may be quick, the devastating saga of the radium girls was not it's in honor of Women's History Month that we bring you their story.   We believe in giving credit where credit is due. To view the links for all the resources used/mentioned in this episode, visit the show notes. Connect with us on social media: Facebook Instagram

In this week's episode, Marti discusses a topic that actually makes her feel something inside her cold dark heart. Get ready, because this is one for the history books, literally! Today we are going to be discussing the Triangle Shirtwaist Fires. Tragically, 145 souls lost their lives on March 25th, 1911 in what was an easily avoidable fire. We're going to serve all the tea about the horror, infamy, and the ultimate legacy of those involved. This story has a lot of twists and turns and we can't wait to share them all with you.   We believe in giving credit where credit is due. To view the links for all the resources used/mentioned in this episode, visit the show notes. Connect with us on social media: Facebook Instagram

Host Sammy Ross and guest Alyssa Eilbott speak about women in the workplace.  Gender Bias, Wage Disparity, and Glass Ceilings are all terms that affect women and their careers.  In this episode we discuss the history of women in the workforce, just how far women have come from the days before we could vote to post WWII, and what steps we can take to create a stronger and more equitable workforce for the future.     For Bonus content where guest Alyssa Eilbott and host Sammy Ross discuss their tips and tricks for negotiating contracts as well as during job interviews, please visit: https://www.patreon.com/ThisisNotaHandout For more information about the show, please visit: https://www.thisisnotahandout.com   Resources: For an historical perspective on women in the workforce, by Janet Yellen, economist and current Secretary of the Treasury under Biden: https://www.brookings.edu/essay/the-history-of-womens-work-and-wages-and-how-it-has-created-success-for-us-all/  For more on the history of women in the labor force: https://www.theatlantic.com/magazine/archive/1986/09/women-in-the-work-force/304924/  For more on the Triangle Shirtwaist Fire: https://www.history.com/topics/early-20th-century-us/triangle-shirtwaist-fire  For more on the Lanham Program, the government funded childcare program during WWII: https://www.theatlantic.com/business/archive/2015/11/daycare-world-war-rosie-riveter/415650/  For more on the UN's latest statics on Gender Bias: https://www.bbc.com/news/world-51751915  For more on anti-discrimination laws: https://www.eeoc.gov/statutes/laws-enforced-eeoc  For more on anti-harassment laws: https://www.eeoc.gov/harassment  For more on the proposed Equal Rights Amendment: https://www.equalrightsamendment.org/  For more on office temperatures: https://www.nytimes.com/2015/08/04/science/chilly-at-work-a-decades-old-formula-may-be-to-blame.html  For more on the Gender Wage Gap: https://www.cnbc.com/2019/07/29/how-much-more-money-men-earn-than-women-in-the-us.html  For more on the pros and cons of Pay Transparency: https://time.com/5353848/salary-pay-transparency-work/  For more on women in the C-Suite: https://www.cnbc.com/2019/05/16/the-number-of-women-running-fortune-500-companies-is-at-a-record-high.html  For more on the proverbial Glass Ceiling: https://www.washingtonpost.com/news/retropolis/wp/2018/03/01/she-coined-the-phrase-glass-ceiling-she-didnt-expect-it-to-outlive-her/  For more on the life of the Notorious RBG (Ruth Bader Ginsburg): https://www.npr.org/2020/09/18/100306972/justice-ruth-bader-ginsburg-champion-of-gender-equality-dies-at-87  For more on Ruth Bader Ginsburg, and the Moritz v. Commissioner (male caregiver) case: https://www.forbes.com/sites/marybethferrante/2020/09/24/lets-honor-ruth-bader-ginsburg-by-recognizing-men-as-caregivers/?sh=7ac66cb17fb5  For more on the United State's first female Vice President, Kamala Harris: https://www.whitehouse.gov/administration/vice-president-harris/  For more on the impact of Covid on women's jobs: https://www.cnn.com/2021/01/08/economy/women-job-losses-pandemic/index.html  For more on where the US ranks in terms of Paid Family Leave: https://www.forbes.com/sites/marybethferrante/2019/06/21/unicef-study-confirms-the-u-s-ranks-last-for-family-friendly-policies/?sh=31bf0c3233ba  For more on states that have Paid Family Leave: https://bipartisanpolicy.org/explainer/state-paid-family-leave-laws-across-the-u-s/#:~:text=A%20s%20of%202019%2C%20four,not%20yet%20gone%20into%20effect.  For more on Meghan McCain and her thoughts on Paid Family Leave: https://abcnews.go.com/Politics/meghan-mccain-calls-mandatory-paid-maternity-leave-update/story?id=75036724  For an opinion piece on the benefits of inclusivity of women in the workplace: https://medium.com/@futurestateinc/whats-good-for-women-in-the-workplace-is-good-for-everyone-d3098d65047e 

The Triangle Shirtwaist Fire of 1911 was pivotal moment in US history. The deadly workplace disaster in the heart of Manhattan detailed in the last two episodes, exposed the way many poor immigrants were exploited in the city. This podcast, the third and final installment in the series, looks at the profound legacy of the fire. Following the later lives of the two immigrants featured in the series, Annie Doherty & Celia Walker, the podcast explores how the fire changed New York and the lives of the survivors. This series was a joint project with Hope C Tarr, an author based in Manhattan. You can find Hope's website here or follow her on twitter. See acast.com/privacy for privacy and opt-out information.

This is the second episode in the miniseries on the Triangle Shirtwaist Fire of 1911. Its worth checking out episode 1 before listening to this show. In the first installment of this series, we chronicled the lives of Annie Doherty & Celia Walker and the often grueling experience of emigrants to the USA at the turn of the 20th Century. This podcast follows these two women into one of the most deadly sweatshops in New York in 1911 - the Triangle Shirtwaist Factory. While working conditions were dangerous at the best of times, this factory would become notorious in March 1911 when a deadly fire broke out. This horrific event would haunt life in New York for decades. The episode focuses on this fire and the experience of Annie Doherty and Celia Walker who were among the hundreds trapped in factory as the deadly conflagration took hold. This is a joint project with Hope C Tarr, an author based in Manhattan. You can find Hope's website here or follow her on twitter. See acast.com/privacy for privacy and opt-out information.

On March 25th 1911 a fire ripped through a sweatshop in Lower Manhattan where hundreds of immigrants worked long hours in dangerous conditions. The Triangle Shirtwaist Factory Fire would prove a pivotal moment not only in the history of New York but also the United States. This podcast, the first of three episodes on the fire, looks at the early lives of two women Annie Doherty and Celia Walker who worked in the factory. It explains why they emigrated to the US and had little option but to work in such dangerous conditions.This is a joint project with Hope C Tarr, an author based in Manhattan. You can find Hope's website here or follow her on twitter.Lots of you have been asking about the War of Independence series - that kicks off on February 1st!Support the show - Patreon.com/IrishpodcastFollow me on twitter.com/irishhistory See acast.com/privacy for privacy and opt-out information.

In this episode, Rebecca tells us the tale of Patty Hearst, kidnapped heiress turned revolutionary bank robber. Trigger warning: Pisces take a real beating in this half hour. Blair unlocks the perils of the Triangle Shirtwaist Factory, and once again brags about living in New York. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/manifestdestinypod/support

The Triangle Shirtwaist Fire was one of the worst tragedies in the history of New York City...and somehow our guests Chris Covert and Ken Krantz made it okay to laugh at. The disaster spawned true reform for working conditions in America, the labor movement took on a new chapter and even those crazy old Roosevelts got involved. A truly irreverent take on an important topic...this one had us laughing big time.

CROSSOVER: Triangle Shirtwaist FireIn the early 1900s, a shirtwaist factory caught on fire. In just a few minutes, over 100 young women would be dead. Ant it was all completely avoidable.The Halfway Podcast is now live on the Halfway Network. You can find all the episodes there and a new one every week. It's a Dark History show - so not just true crime and murder but all kinds of dark history.Have a helpdesk nightmare to share? Send it to us at support@helpdesknightmares.comFind our new D&D podcast IDK D&D at www.idkdandd.com or wherever podcasts are found.FIND US ONLINETwitter: @helpdesknightInstagram: @helpdesknightmaresWebsite: https://www.helpdesknightmares.com and https://www.halfwaynetwork.comJoin our patreon at http://patreon.com/helpdesknightmares at any level to get the episode at least 2 days early and other bonuses!Some background music used via creative commons license: http://www.orangefreesounds.com/ All other music is licensed or available by public domain.

Today in History: Triangle Shirtwaist Fire takes place. Martin Luther King Jr. arrives in Montgomery. Fire at the Happyland Social Club. Coal dust explosion in Illinois.    

https://www.history.com/this-day-in-history/triangle-shirtwaist-fire-in-new-york-citySupport the show on Patreon

Al Neal’s “Silent streets: Life halts, but not for all workers,” and Joe McCartin on “Class and the Challenge of COVID-19.” Plus Saul Schniderman and John O’Connor remember the Triangle Shirtwaist Fire.

Bryant Simon, Professor of History at Temple University, discusses his new book, The Hamlet Fire: A Story of Cheap Food, Cheap Government, and Cheap Lives (The New Press, 2017), and the tragic consequences of the ethos of "cheap" for workers, communities, and the nation. For decades, the small, quiet town of Hamlet, North Carolina, thrived thanks to the railroad. But by the 1970s, it had become a postindustrial backwater, a magnet for businesses searching for cheap labor with little or almost no official oversight. One of these businesses was Imperial Food Products. The company paid its workers a dollar above the minimum wage to stand in pools of freezing water for hours on end, scraping gobs of fat off frozen chicken breasts before they got dipped in batter and fried into golden brown nuggets and tenders. If a worker complained about the heat or the cold or missed a shift to take care of their children or went to the bathroom too often they were fired. But they kept coming back to work because Hamlet was a place where jobs were scarce. Then, on the morning of September 3, 1991, the day after Labor Day, this factory that had never been inspected burst into flame. Twenty-five people—many of whom were black women with children, living on their own—perished that day behind the plant’s locked and bolted doors. Eighty years after the Triangle Shirtwaist Fire, industrial disasters were supposed to have been a thing of the past. After spending several years talking to local residents, state officials, and survivors of the fire, award-winning historian Bryant Simon has written a vivid, potent, and disturbing social autopsy of this town, this factory, and this time that shows how cheap labor, cheap government, and cheap food came together in a way that was bound for tragedy. Beth A. English is director of the Liechtenstein Institute's Project on Gender in the Global Community at Princeton University. She also is a past president of the Southern Labor History Association. Learn more about your ad choices. Visit megaphone.fm/adchoices

Bryant Simon, Professor of History at Temple University, discusses his new book, The Hamlet Fire: A Story of Cheap Food, Cheap Government, and Cheap Lives (The New Press, 2017), and the tragic consequences of the ethos of "cheap" for workers, communities, and the nation. For decades, the small, quiet town of Hamlet, North Carolina, thrived thanks to the railroad. But by the 1970s, it had become a postindustrial backwater, a magnet for businesses searching for cheap labor with little or almost no official oversight. One of these businesses was Imperial Food Products. The company paid its workers a dollar above the minimum wage to stand in pools of freezing water for hours on end, scraping gobs of fat off frozen chicken breasts before they got dipped in batter and fried into golden brown nuggets and tenders. If a worker complained about the heat or the cold or missed a shift to take care of their children or went to the bathroom too often they were fired. But they kept coming back to work because Hamlet was a place where jobs were scarce. Then, on the morning of September 3, 1991, the day after Labor Day, this factory that had never been inspected burst into flame. Twenty-five people—many of whom were black women with children, living on their own—perished that day behind the plant’s locked and bolted doors. Eighty years after the Triangle Shirtwaist Fire, industrial disasters were supposed to have been a thing of the past. After spending several years talking to local residents, state officials, and survivors of the fire, award-winning historian Bryant Simon has written a vivid, potent, and disturbing social autopsy of this town, this factory, and this time that shows how cheap labor, cheap government, and cheap food came together in a way that was bound for tragedy. Beth A. English is director of the Liechtenstein Institute's Project on Gender in the Global Community at Princeton University. She also is a past president of the Southern Labor History Association.

Bryant Simon, Professor of History at Temple University, discusses his new book, The Hamlet Fire: A Story of Cheap Food, Cheap Government, and Cheap Lives (The New Press, 2017), and the tragic consequences of the ethos of "cheap" for workers, communities, and the nation. For decades, the small, quiet town of Hamlet, North Carolina, thrived thanks to the railroad. But by the 1970s, it had become a postindustrial backwater, a magnet for businesses searching for cheap labor with little or almost no official oversight. One of these businesses was Imperial Food Products. The company paid its workers a dollar above the minimum wage to stand in pools of freezing water for hours on end, scraping gobs of fat off frozen chicken breasts before they got dipped in batter and fried into golden brown nuggets and tenders. If a worker complained about the heat or the cold or missed a shift to take care of their children or went to the bathroom too often they were fired. But they kept coming back to work because Hamlet was a place where jobs were scarce. Then, on the morning of September 3, 1991, the day after Labor Day, this factory that had never been inspected burst into flame. Twenty-five people—many of whom were black women with children, living on their own—perished that day behind the plant’s locked and bolted doors. Eighty years after the Triangle Shirtwaist Fire, industrial disasters were supposed to have been a thing of the past. After spending several years talking to local residents, state officials, and survivors of the fire, award-winning historian Bryant Simon has written a vivid, potent, and disturbing social autopsy of this town, this factory, and this time that shows how cheap labor, cheap government, and cheap food came together in a way that was bound for tragedy. Beth A. English is director of the Liechtenstein Institute's Project on Gender in the Global Community at Princeton University. She also is a past president of the Southern Labor History Association. Learn more about your ad choices. Visit megaphone.fm/adchoices

Bryant Simon, Professor of History at Temple University, discusses his new book, The Hamlet Fire: A Story of Cheap Food, Cheap Government, and Cheap Lives (The New Press, 2017), and the tragic consequences of the ethos of "cheap" for workers, communities, and the nation. For decades, the small, quiet town of Hamlet, North Carolina, thrived thanks to the railroad. But by the 1970s, it had become a postindustrial backwater, a magnet for businesses searching for cheap labor with little or almost no official oversight. One of these businesses was Imperial Food Products. The company paid its workers a dollar above the minimum wage to stand in pools of freezing water for hours on end, scraping gobs of fat off frozen chicken breasts before they got dipped in batter and fried into golden brown nuggets and tenders. If a worker complained about the heat or the cold or missed a shift to take care of their children or went to the bathroom too often they were fired. But they kept coming back to work because Hamlet was a place where jobs were scarce. Then, on the morning of September 3, 1991, the day after Labor Day, this factory that had never been inspected burst into flame. Twenty-five people—many of whom were black women with children, living on their own—perished that day behind the plant’s locked and bolted doors. Eighty years after the Triangle Shirtwaist Fire, industrial disasters were supposed to have been a thing of the past. After spending several years talking to local residents, state officials, and survivors of the fire, award-winning historian Bryant Simon has written a vivid, potent, and disturbing social autopsy of this town, this factory, and this time that shows how cheap labor, cheap government, and cheap food came together in a way that was bound for tragedy. Beth A. English is director of the Liechtenstein Institute's Project on Gender in the Global Community at Princeton University. She also is a past president of the Southern Labor History Association. Learn more about your ad choices. Visit megaphone.fm/adchoices

Blaming people feels so good! Join The Alarmist, Rebecca Delgado Smith, as she figures out who is at fault for the harrowing Triangle Shirtwaist Factory Fire of 1911. This week she is joined by two of her friends, Anastasia Kousakis and Georgia Mischak. They go step by step through the mind-boggling human errors that resulted in one of the deadliest industrial disasters in US history. They ask the tough questions like, "Why did the fire department not have tall enough ladders!?" "What is a rag dealer!?" And, "What is a shirtwaist!?" Tune in and find out who is to blame for this tragedy. Spoiler Alert: It's probably a man! Support this show http://supporter.acast.com/alarmist. See acast.com/privacy for privacy and opt-out information.

108 years ago on March 25, 1911 — The Triangle Shirtwaist Fire kills 146 people, becoming the deadliest industrial accident in the city's history — Disturbingly, a similar deadly fire would occur on the same day 79 years later at the Happy Land Club, a story covered in episode 14 of the podcast 4 years ago on March 26, 2015 — A gas explosion and fire destroys three buildings at Second Ave and St. Marks March 26 in History: Central Park "Be-In" on Easter Sunday in Sheep Meadow One year ago on March 26th — NTSB Releases Report on Deadly East River Helicopter Crash — Listen to episode 12 of the podcast for the full story on the East River helicopter crash 110 years ago on March 30, 1909 — The Queensboro Bridge opens to traffic 34 years ago on March 31, 1985 — The First WrestleMania is held at Madison Square Garden — WrestleMania 2019 — April 7th at MetLife Stadium 39 years ago on April 1, 1980 — 33,000 transit workers go on strike, bringing subways and buses to a standstill for 11 days 4 years ago on April 2, 2015 — Two women are arrested in Jamaica, Queens for planning terrorist bombings March 27 in History: The Disappearing House March 28 in History: Alfred Hitchcock's 'The Birds' Premieres in New York March 29 in History: The 'Mad Bomber' Puts Manhattan on Edge The AGBC News podcast is just getting started, and we need your support. A Great Big City is built on a dedication to explaining what is happening and how it fits into the larger history of New York, which means thoroughly researching every topic and avoiding clickbait headlines to provide a straightforward, honest, and factual explanation of the news. Individuals can make a monthly or one-time contribution at agreatbigcity.com/support and local businesses can have a lasting impact by supporting local news while promoting products or services directly to interested customers listening to this podcast. Visit agreatbigcity.com/advertising to learn more. Park of the day Great Kills Park in Staten Island If you're looking for a scare, try your hand at paranormal investigating! The Morris–Jumel Mansion in Upper Manhattan is holding a night of ghost hunting where you can learn about the history of the house and see the equipment ghost hunters use when investigating old properties. Tickets are required and the event takes place from 8pm to 11pm on Saturday, March 30th — Morris–Jumel Mansion Paranormal Investigation Concert Calendar This is the AGBC Concert Calendar for the week of Tuesday, March 26 Billy Idol and Steve Stevens are playing Town Hall on Wednesday, March 27th at 8pm. Failure and Swervedriver are playing Warsaw on Friday, March 29th at 7pm. The Cure, Def Leppard, Janet Jackson, Radiohead, Roxy Music, Stevie Nicks, and The Zombies are playing The Barclay Center on Friday, March 29th at 7pm. Methyl Ethel and Teen are playing Elsewhere on Friday, March 29th at 7pm. HalfNoise, Liam Benzvi, and Lip Talk are playing Market Hotel on Friday, March 29th at 8pm. Nils Frahm is playing Brooklyn Steel on Friday, March 29th at 8pm. Better Oblivion Community Center, Christian Lee Hutson, and Lala Lala are playing The Bowery Ballroom on Friday, March 29th at 8pm. Sasha Sloan is playing Bowery Ballroom on Saturday, March 30th at 8pm. Zoë Keating are playing Joe's Pub on Sunday, March 31st at 7pm and 9:30pm. Simple Creatures is playing Public Arts on Monday, April 1st. Avey Tare and Nathan Bowles are playing Market Hotel on Monday, April 1st at 8pm. Cradle of Filth, Raven Black, and Wednesday 13 are playing Irving Plaza on Wednesday, April 3rd at 6pm. Ex Hex and Moaning are playing The Bowery Ballroom on Thursday, April 4th 8pm. Matmos and Keith Fullerton Whitman are playing Pioneer Works on Thursday, April 4th at 7pm. Whitey Morgan and the 78's is playing Gramercy Theatre on Friday, April 5th at 7pm. Teen Body and Sean Nicholas Savage are playing Sunnyvale on Friday, April 5th at 7:30pm. Arthur and Ghost Orchard are playing Baby's All Right on Friday, April 5th at 8pm. Broncho is playing Elsewhere on Saturday, April 6th at 7pm. Find more fun things to do at agreatbigcity.com/events. Learn about New York Here's something you may not have known about New York: Central Park's Great Lawn was originally a reservoir of fresh water for city's water supply system. In 1931, it was filled in with material excavated from Rockefeller Center and the Eighth Avenue subway Weather The extreme highs and lows for this week in weather history: Record High: 86°F on March 29, 1945 Record Low: 10°F on March 29, 1923 Weather for the week ahead: Light rain on Sunday, with high temperatures rising to 68°F on Saturday. Intro and outro music: 'Start the Day' by Lee Rosevere — Concert Calendar music from Jukedeck.com

The Triangle Shirtwaist Fire took place on March 25, 1911 in New York City killing 146 people. It was one of the deadliest industrial disasters in U.S. history. On Episode 6 – a look at how the tragedy changed workplace safety and strengthened the labor movement. Learn more at https://trianglefire.ilr.cornell.eduSubscribe and fill out our form at unionstrongny.com to get your free union made, union strong hat!

On this day in 1911, the Triangle Shirtwaist Company factory caught fire, and more than 100 workers died. Learn more about your ad-choices at https://news.iheart.com/podcast-advertisers

Our first mini-episode is about a tragic fire that happened in New York City in 1911 in a sweatshop factory, resulting in the deaths of 123 women and 23 men. Because of public outrage and citizen involvement, new working conditions were fought for nationwide.

In 1911, the Triangle Shirtwaist Company of New York City caught fire, creating panic through the streets of New York. In an attempt to flee the fire, the workers tried to escape through the stairwells, elevators, and eventually through jumping out the windows. Starting on the 8th floor, the fire soon spread through the building killing more than 140 innocent workers. In response to the fire, lawmakers worked to tackle the conditions of the factory and to create the strictest fire safety codes the nation had ever seen.

Fashion #1 of 4. The Triangle Shirtwaist Fire is one of the most horrendous industrial catastrophes in American history. In all, 146 people, mostly women and children, died in the fire. It shocked New York City and the nation and led to some of the most sweeping labor and safety reforms in history. In this episode we explore the labor conditions that led to the Triangle Fire as well as the fashion that spurned such an industry - the shirtwaist. A garment that took the Gilded Age and Progressive Era by storm. Get Show Notes and a complete transcript. Learn more about your ad choices. Visit megaphone.fm/adchoices

Our current administration touts deregulation as a pro-growth strategy. There was time when these regulations were in fact hard fought victories for employees with little protections. We examine the tragedy known as the "The day the New Deal was born" the Triangle Shirtwaist Fire.

In which Logan defends Reg, TJ investigates the Dukakis campaign, and Jimmy Mac looks into the Triangle Shirtwaist Fire. Originally recorded on September 18, 2017. Shut Up, Wesley is a Star Trek: The Next Generation review podcast, produced by Jimmy Mac, and starring TJ Gooding, Jimmy Mac, and Logan Rogan. Theme composed, written and performed by Shawn Zumbrunnen. Check out his band, Rev Mayhem, on iTunes. Communicate with us via e-mail at shutupwesleypodcast@gmail.com, on Twitter @shutupwesleypod, on Facebook at http://www.facebook.com/shutupwesleypod, or visit our website at http://www.shutupwesleypodcast.com. Rate and review us on iTunes!

Sam Roberts of the New York Times speaks on labor history at the unveiling of the 2016 Working People calendar, outlining important labor milestones from the Tompkins Square Blood or Bread Riot of 1874 and the Triangle Shirtwaist Fire of 1911 to the more recent Occupy Wall Street movement and formation of the Working Families Party.  Roberts notes the steep decline in unionization and the importance of labor unions in NY history and political culture.  The 2016 Working People calendar is produced in partnership between the City University of New York, the New York Times in Education program and the New York City Central Labor Council, and is designed by the LaGuardia and Wagner Archives of the LaGuardia Community College.

At the launch party of CUNY's 2011 Health in America calendar, Professor Richard K. Lieberman, director of the LaGuardia and Wagner Archives, described the horrible details of the 1911 Triangle Shirtwaist factory fire that killed 146 mostly Italian and Jewish young females. This fire sparked public outrage over unsafe working conditions and led New York State to establish a Factory Investigating Commission, which toured factories throughout the state and recommended dozens of new laws to safeguard workers, 36 of which were ultimately passed.

Mae Ngai, Columbia UniversityRemembering the Triangle Fire – Labor and Immigration PolicyThe Graduate Center, CUNYMarch 24, 2011Historian Mae Ngai spoke on a panel as part of the 100th anniversary remembrance of the Triangle Shirtwaist Fire. She provides a historical perspective on the often contentious relationship between organized labor and immigrant activism. This fifteen-minute talk spans U.S. history from the racialized arguments of Samuel Gompers, to the more inclusive rhetoric of the 1960s’ “children of the triangle generation,” and through to the present. Professor Ngai argues that organized labor poses the wrong question when it asks: Are immigrants good or bad for us?

Janice R. Fine, Rutgers UniversityRemembering the Triangle Fire – Immigrant Workers Then and NowThe Graduate Center, CUNYMarch 24, 2011Political scientist and labor studies professor Janice Fine spoke on a panel as part of the 100th anniversary remembrance of the Triangle Shirtwaist Fire. She contrasts the situation of immigrant workers in at the turn of the twentieth century with low-wage immigrant workers today. This nineteen-minute talk covers the issues of migration and the role of migrants in the labor force, immigration policy, labor standards and occupational health, and trends in immigrant worker organizing. From 1990 to 2000 more immigrants arrived in the U.S. than in any previous decade, and while many lessons can be learned from past struggles for immigrant workers’ rights Professor Fine notes the ways that ethnicity, legal status, and the changing nature of work impact opportunities for low-wage immigrant workers and their ability to organize.

The horrific tale of the Triangle Shirtwaist Factory Fire.Yes, we're burning can you help us please?Yes, we're begging, we're on bended kneesOh, My Little Shirtwaist Fire.Ep. 9 - Triangle Shirtwaist Fire

Spoken World Storytelling Series

Spoken World Storytelling Series

97 years ago this week, more than 100 workers died when New York’s Triangle Shirtwaist Factory caught fire. The fire was a catalyst for both labor organizing and factory safety improvements, and the worst workplace disaster until September 11, 2001. This week on Fordham Conversations, we look back on that fire…and talk about what we can take from it today.