Amazon Workers are Organizing in Garner NC
In January 2022, two workers had a worried conversation about pandemic safety at the RDU1 Amazon warehouse in Garner, North Carolina. Reverend Ryan Brown and Mary Hill had been trying to resist being sent into COVID hotspots in the warehouse but say that supervisors kept insisting [2]. They decided to respond by starting a labor union: Carolina Amazonians United for Solidarity & Empowerment (C.A.U.S.E.).
Eighteen month later, C.A.U.S.E. has expanded far beyond COVID concerns. The union has been working to advance a petition of seven demands [3]. Two have already been conceded by management:
- The right to contest unfair firings before a jury of colleagues
- The ability to bring phones on the warehouse floor. One example of why this was needed was to ensure that family could reach out for emergencies.
The workers continue to push for the five remaining demands. One of them is for a raise of $10 per hour.
C.A.U.S.E. is not recognized by Amazon. For that, the union needs to win a National Labor Relations Board (NLRB) election. That is a long-term goal, largely because conditions for organized labor in North Carolina are notoriously harsh.
Less than three percent of North Carolina workers are unionized. In 2022, North Carolina was ranked the “worst state to work” in an Oxfam report from 2022, due to being second worst on wage policies and worker protection, and tied for last in the right to organize [4].
Fifteen percent of RDU1 workers have signed the petition. C.A.U.S.E. has not yet begun to collect union cards, which would mark an official union drive [2].
Allie, Mary, and Luis are members of C.A.U.S.E., and agreed to be interviewed for this article. While Allie and Luis are pseudonyms, Mary gave permission to use her name. Mary and Luis work in RDU1. Allie volunteers for the union.
Interview with Allie
Voice of the Associates (VOA) is an online suggestion box for RDU1. Many workers use their real names when raising grievances, putting them at risk of retaliation. Some anonymous accounts, seemingly supervisors, use VOA for tone-deaf lectures.
“We’re pretty certain management uses it to make up things that no sane, self-respecting human being would say.” -Allie
Shifts last between 10–12 hours and each one has two 30-minute breaks. The times of shifts and breaks was recently changed without worker input. Management said it would increase productivity, and that was that. The change itself wasn’t really the issue, C.A.U.S.E. members explained, it is that workers have no say.
Breaks are supposed to be 30 minutes. Workers explained why they tend to be shorter in reality:
- The warehouse is huge and it takes a long time just to walk to the break room.
- Supervisors pressure workers to use the bathroom only during break time.
- Workers who bring lunch wait in long lines for the limited number of microwaves.
“In a warehouse as large as RDU1 workers will often find that more than half of their break is expended to just getting to or from their workstation. In terms of ‘can I sit down and have a minute,’ workers are often getting under 10 minutes.” -Allie
The relentless pace of work at RDU1 takes a toll on the body. An ambulance has been called on average once every three days since the warehouse opened in August 2020 [7].
“It’s grueling work to do. It’s very poorly accommodated. It’s very poorly paid, and workers burn out with such a regularity that on top of being minimal workplace safety and training there is very little time for workers to get properly up to speed.” -Allie
Amazon warehouses have twice the rate of serious injury as comparable workplaces according to the Strategic Organizing Center (SOC). In a 2022 report, the SOC called Amazon’s facilities “injury machines.” The high rate of injury is caused by an “obsession with speed” and “extensive productivity and monitoring systems” [8].
Washington state’s Department of Labor and Industries (L&I) backs up the SOC conclusions. In a citation from 2021, L&I said the “very high pace of work…without adequate recovery time” caused a high rate of musculoskeletal disorders [9].
“We are not equipment. We are people. We have bodies, not machinery. We are injured when we are required to work too hard or too fast. Our bodies tire and ache and require time to walk.” -C.A.U.S.E. Newsletter Vol. 1 No. 2 [10]
Union organizers who work for better conditions allegedly face corporate retaliation. In December 2022, C.A.U.S.E. filed an Unfair Labor Practice (ULP) complaint on behalf of a worker they say was fired for union activity [11]. The case remains open as of July 2023 [12].
“You have to write up ULPs in as detailed a method as you can to substantiate your charges. Again, people who are doing informal coercion and intimidation are often smart enough not to leave too many tracks.” -Allie
Despite such cases, old fashioned union-busting is only a minor part of what the Wall Street Journal calls “Bezosism” [14]. The paper approvingly notes that “Amazon’s 21st-century, algorithm-driven successor to Taylorism and Fordism,” consists of “surveillance, measurement, psychological tricks, targets, incentives, sloganeering.” The exhaustion, harassment, and hazards yielded by Bezosism causes such a high turnover rate that workers have a difficult time starting unions.
Many RDU1 workers may have never heard of Bezosism, but they certainly know about the “rate” and Time Off Task (TOT) systems. Handheld scanners guide Amazon workers through their tasks. The devices send detailed information to supervisors, making them seem almost omniscient
If two workers chat for a minute, supervisors can see their “rate” go down. That’s a TOT violation. When a worker goes to the bathroom without permission it can trigger a manhunt [15]. Elderly workers rack up an especially high number of TOT violations. Bezosism allows for increased control over a worker’s every move, making it a worrying advance in corporate totalitarianism.
“It’s the logic of some of the most repressive governments you can name: there’s no such thing as too many laws or rules. If I want to be able to do anything to you, I’ve just got to make sure that there’s enough tripwires around.” -Allie
C.A.U.S.E. members sometimes stand on the sidewalks outside RDU1 and hand out fliers to workers driving home. Amazon should have no say over this off-site activity, but the company has allegedly used police to interfere.
“We’ve had the cops called on us more times for doing like, civics textbook level protected speech. We’re on the sidewalk handing out fliers and cops come and say, ‘Hey, we heard you’re blocking traffic.’ Things like that.” -Allie
Amazon is well-advised to resort to these heavy-handed tactics. In a fair fight, the union’s message is better than anything they can offer.
“Do you believe that we get what we deserve for the work we do? What would you change if you had a say in when your breaks were, what rate is safe to work at, and how much you got paid for your work?” -C.A.U.S.E. Newsletter Vol. 1, No. 3 [17]
Interview with Mary
Workers only stay at Amazon for eight months on average according to The Guardian [19]. Union leaders tend to have worked long enough to really understand their workplace, so C.A.U.S.E. coined the motto: “Don’t Quit, Organize.”
Mary Hill has been at RDU1 since November 2020, longer than almost all of her coworkers.
Long-timers like Mary have a complex relationship with supervisors. Managers sometimes view them as a convenient source of advice, but just as often they are ignored, leading to pointless mistakes. Experienced entry-level employees are rarely promoted.
“Why would you hire somebody straight out of college? Don’t get me wrong, kudos if you got a college degree. But if you don’t have practical experience, and I’ve been doing this job for two years, how can you come in suddenly and be my boss?” — Mary
Long-time workers get used to “managing from below,” teaching supervisors how to do their job.
“I’ve heard so many of my coworkers tell me, ‘Miss Mary, I got this new guy and he’s over here asking me how to do this, and I have to show him.’”
Three years of experience has given Mary plenty of time to witness the “injury machine” at work. She says that supervisors often do not understand or take seriously the dangers faced by workers.
“Last week or week before, we had two ladies that passed out on our line on the same day… The manager came over and said she probably had too much to drink last night.” -Mary
It was later determined that the worker was just dehydrated.
Before December 2022, the warehouse lacked effective climate control. Fainting and dehydration injuries were common. In part due to C.A.U.S.E. contacting the press, supervisors installed a few industrial fans. Mary likes to point out that the fan company is called “Big Ass Fans”.
Despite the improvement, Mary can hardly feel the fans in Pack Singles, her area of the warehouse. Other workers say that RDU1 remains too hot in some places and too cold elsewhere.
RDU1 used to have a worker named Sybil that would take around a hydration cart with water and Gatorade. Around January 2023, supervisors took away the cart.
“They stopped [Sybil] from coming around with the Gatorade because they said people were talking to her too much… It was distracting the people working at their stations because they’ve got this thing called Time Off Task… And we’d get us a cup and we’d stop and chat with her for a minute.” -Mary
Even on its own stone-hearted terms, taking away the hydration cart failed. When Sybil stopped bringing drinks, workers began leaving their stations to search for water fountains.
Mary was asked about how management shortens the 30-minute breaks.
“Managers ask ‘why didn’t you go to the bathroom while you were on a break?’ Well, look, my kidneys don’t know what time break is. You know what I’m saying? And if I’ve been drinking a lot of water or a lot of Gatorade to keep from being dehydrated so I don’t pass out.” -Mary
Rushing to the bathroom does not give the body the rest it needs to protect against the “injury machine.” Cutting breaks short also makes unionizing more difficult. Is C.A.U.S.E. supposed to slide fliers and union cards beneath a stall door?
“I’m near the back of the building. Guess what? There’s only four stalls. Most of the time one of them is out of order… The other day I was number six in line… I might have had to stand in line for 15 minutes waiting to use the bathroom.” -Mary
Supervisors have a love-hate relationship with Mary. She can teach them how to do their jobs, so she’s a good source of advice. However, Mary is also a C.A.U.S.E leader who needs to be expelled from RDU1, and preferably the universe. It’s paradox that leads to absurdity.
“The new manager came over and asked me, ‘You got a lot of Time Off Task. Can you explain that to me?’ What do you mean? Are you referring to the fact that you came over and talked to me for about 20 minutes? Not to mention, the general manager has been over here twice, and my senior operations manager has been over here twice.” -Mary
This January 2023 incident may seem like normal harassment, but context makes it much darker. That happened on Mary’s first day back from a surgery [23].
RDU1 has a shameful record when it comes to sick or disabled employees.
In C.A.U.S.E. Newsletter Vol. 1 No. 2, there was a feature about a worker named “Ms. Empowerment.” She excelled in five positions, became a learning ambassador, joined two affinity groups, and worked toward two degrees in order to make herself a strong candidate for a promotion. The promotion didn’t come. Instead, low wages drove her and her children into a period of homelessness.
Ms. Empowerment has scoliosis. In her time at RDU1, the curvature of her spine began to worsen. Starting at 22 degrees in May 2021, it was 33 degrees by July 2022. At this point she stopped working, but the spiral continued. By August 2022, the curvature had deteriorated to 43 degrees.
She asked RDU1 to accommodate her disability. Allegedly, Amazon ignored her and Ms. Empowerment had to quit.
In the newsletter, Ms. Empowerment said, “I wish I could talk to Jeff Bezos, over a cup of coffee, a couple of oranges and toast. Explain that he needs to correct their HR. No one should go unnoticed or uncared for.” [10]
Many of the roles at RDU1 seem fit only for trained athletes.
Mary works in Pack Singles, where one-item orders are packed into boxes. She has to lift and maneuver items like cases of bottled water, kitty litter, car batteries off the conveyor belt every day. Anything under 50 pounds is fair game. Mary is 68 years old.
Asked about the condition of the belts and tables, she laughed.
“I really wish you could apply to RDU1 and work there for just a week. Bathrooms broken, tables broken… look, the whole company is broken.” -Mary
In August 2022, starting pay was $15.50 per hour [25]. At least one worker interviewed was still paid that wage in June 2023.
According to MIT’s Living Wage Calculator, a single adult with no children must earn $18.50 per hour to support themselves in Wake County. A couple with two incomes and no children need to earn $14.33 [26].
That means there are workers at RDU1 who can scrape by. However, if any factor changes — if a partner leaves, a child is born, a health emergency occurs— the economic math can fall apart.
The progressive media outlet More Perfect Union made a video highlighting C.A.U.S.E., and interviewed Albert Elliott [27]. In the interview, Albert discussed working at the warehouse and supporting his elderly mother.
According to MIT, a living wage for two adults with one working is $28.65 per hour in Wake County. Albert makes less than 60 percent of that. During the time the video was filmed, he was teetering on the brink of homelessness.
“I’m not beneath sleeping in my vehicle. The issue is I have a mother that I look after, and I can’t have her in the streets. If it were just me, then OK. But not my mother.” -Albert
In October 2022, Mary got a raise of 40 cents an hour. It was her only raise since she joined RDU1 and it appears to have been given only to experienced employees. Given the high rate of inflation since Mary started in November 2020, she’s experienced a real terms pay cut.
Mary knows that C.A.U.S.E. can help address low pay and other issues. She’s been in a union before. Furthermore, her life experience has given her the strength to stand up for herself and her coworkers.
“I was part of a union negotiating committee back in Denver when I worked at a fiberglass plant, in the 1970s … I was born in 1954. I remember the cotton fields in Sibley, Louisiana. I remember seeing signs that said ‘Colored Only.’ I remember seeing the hanging trees, the churches burned, and the burning crosses… It made me a fighter. It made me stronger.”
When Mary arrived at RDU1 in November 2020 the pandemic had already begun. She described the chain of events that led up to January 2022 and the founding of C.A.U.S.E.
“AFE-1 and AFE-2 became hotspots. People were passing out and dying and they would take ’em away … We know that you can’t tell us the person’s name and personal information, but why won’t you tell me if it was someone I worked with?… They constantly tried to keep sending Ryan, myself, others to AFE … Ryan said, ‘No, you’re not. I told you I’m not. I’m not going. I’ve got elderly people, my grandmother, I can’t risk it.’ They kept coming at us and kept coming at us … That’s when Ryan and I got to talking… That’s how C.A.U.S.E. came about.” -Mary
Mary mentioned that most of the Garner workers are people of color, and was then asked about supervisors.
“Are you kidding me? You already know what color they are, most of them.”
The workforce is racially diverse also composed of many nationalities. Mary notes there are workers from Venezuela, Mexico, Virgin Islands, Bahamas, Ghana, Jamaica, India, and more. Prayer rugs and booths were recently put in for the Muslim workers.
Mary began talk about how C.A.U.S.E. is working to overcome linguistic and cultural barriers. Then she stopped herself.
“Wait, have you talked to Luis?”
Interview with Luis
Luis was helping his parents pick blueberries in rural NC by the age of 13. The immigrant family spent their time surrounded by members of the AFL-CIO’s Farm Labor Organizing Committee (FLOC).
He didn’t understand what FLOC was when he was young, just that the members were “cool people” that were always “going around hanging flyers and stuff”.
However, the values from the union stayed with Luis. In fact, his sense of solidarity made him quit his first post-college job: an HR role at a non-profit.
“I was privy to a lot of the conversations that directors were having around union busting … their strategy was to chop off the head … so they fired a lady called Keisha … they were just so open about it … So that’s when I realized I gotta do something … And so I did, and I moved back to North Carolina.”
Luis took a job at RDU1 and became a C.A.U.S.E. member. He has helped build partnerships with the Union of Southern Service Workers (USSW) and the NC Justice Center, and is especially interested in rolling back anti-worker laws.
He has a special distaste for North Carolina’s “right to work” law, which defunds and disintegrates unions even after they form.
“They hire lawyers to look for loopholes. So why shouldn’t we also be doing the same thing?”
Luis and Mary are technically colleagues at RDU1. They might as well work on different planets.
“Everything in my area is automated. We might as well be robots. I’ve never met my manager before. I don’t know who she is.”
When Luis caught COVID during the pandemic, he tried to find a supervisor to request PTO. The closest thing he could find was an HR call-bot which informed him that PTO was not available for COVID.
Luis strays away questions about the nitty-gritty of conditions at RDU1. He likes talking big-picture strategy. He pointed out what he thought of as two of Amazon’s weaknesses.
- The company can’t offshore its warehouses
- Amazon is global, so they have to fight labor everywhere.
“I mean, we’re talking about the United States… Spain, France, Germany. They have fulfillment centers all over the place. In Italy, the workers just tried to unionize and they sicced the cops on them. They really beat a dude down.”
Italian workers have made the most progress against Amazon. Since September 2021, all Amazon workers in Italy are covered by a union contract [30].
Luis wants to help C.A.U.S.E. build a legal committee to push back against Amazon’s use of police to interfere with organizers. He also wants to prepare for the company’s response if a union drive gets underway.
“Imagine what’s gonna happen when we actually get going with an actual union drive … actually handing out union cards and getting an election going. This is a 4,000–6,000 person warehouse. It’s huge. They’re not gonna go down without a fight. This is one of their main hubs in the South.” -Luis
There are already rumblings of a stronger response from Amazon. C.A.U.S.E. suspects that Area Managers at RDU1 underwent anti-union trainings in late May and early June 2023.
Management has not yet used captive audience meetings on workers, but Luis is worried about the effect these could have.
“You’ll have cases where over 70% of the warehouse has signed union cards and they will still lose. It’s because of these captive audience meetings.” -Luis
Captive audience meetings could be particularly intimidating for non-English speakers. This group is sympathetic to C.A.U.S.E. but hesitant to risk “the best job they can get”.
“I’m speaking a lot with the Hispanic community right now … These folks that don’t speak English … if they get fired, they’re fucked. That’s just the truth.”
Luis hopes that non-English speakers can become silent supporters of the union. As long as they vote “yes” in an NLRB election, the union won’t complain.
He feels a lack of representation could push the immigrant workers toward C.A.U.S.E. Luis offers a damning picture of the racial dynamic at RDU1.
“One huge issue is that everybody in management is white. Everybody. I’m talking everybody. Every single person. Well, maybe not every single person. But the first thing that I noticed when I first walked is that white managers are telling Black and brown workers what to do and treating them like shit.”
C.A.U.S.E. newsletters include these striking claims:
- Less than 10 percent of senior leaders are Black or Latino [33].
- A white man is 23 times more likely to be promoted than a Black woman [10].
Luis asked for a pseudonym to be used for this article.
“I might have already been busted. We don’t know yet. One of the things that we know they did back in Bessemer [BMH 1 warehouse], is they’ll get workers that are very, very anti-union and send them like spies to try to get information from you. So that’s what might have happened to me.”
Conclusion
C.A.U.S.E. has come a long way since January 2022. The union’s leaders operate in the open. They’ve garnered the support of hundreds of workers and have successfully won a few demands from RDU1 management.
In the short term, C.A.U.S.E. will continue to press for the five remaining demands on their petition. Winning an NLRB election remains a long-term goal, but perhaps its not as far off as Amazon executives would like.
The worker’s accomplishments are impressive, particularly in North Carolina where few people belong to unions. Sunrise Movement Durham Hub wishes the best of luck to Allie, Mary, Luis, and the rest of C.A.U.S.E. as they organize against Bezosism, Time Off Task, and the “injury machine.”
Our hub will continue working with labor organizations in the Triangle. A democratizing wave of labor activism can help to move our politics away from being merely “the shadow cast on society by big business”. Many US oligarchs are dedicated to destroying both labor unions and the natural world. Those who care about climate, labor, or both must link arms.
To assist C.A.U.S.E. as they work to unionize RDU1, please use the following resources:
- Donate
- Volunteer
- Learn More (Website / Petition / Newsletters)
Work cited
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