
If you go to the Communist Party USA website, you will find several new youtube videos, as well as a response to President Bush's 2008 State of the Union address.
People and Nature Before Profits! We're a working collective of socialists, communists, and independent leftists in Oregon's Willamette Valley. Yes, it is bread we fight for -- but we fight for roses, too!






Money makes money: this is the miracle of capitalism. Workers sell a commodity (labor power) to get money in order to purchase commodities. A good capitalist or administrator, on the other hand, is a money owner: he buys commodities (including labor power) in order to sell them in order to get money. He must be a Midas if he is to survive for long in the marketplace. Surplus value (profit) is won only through the exploitation of wage-labor. The capitalist or administrator has the choices of either lengthening the workday, “revolutionizing” production and distribution, reducing the value of our labor power or somehow fleecing society and consumers at large by drinking too long and deeply at the public trough or playing “Gotcha!” with fees and add-ons if he is to survive at all. These gathered-in profits are then distributed as either interest, rent or profit. The capitalists, money-lenders and landlords all take their shares.
Now today we see these principles well illustrated by Oregon State University.A study detailed in today’s news shows that OSU’s “economic footprint” is now $1.5 billion – 50 percent higher than it was just a decade ago. See “Oregon State University: An Economic Analysis” for details.
The study measures the total economic activity attributable to the university. This includes the $675 million in revenue flowing into the university from sources outside of the state. It also includes nearly $114 million in annual spending from the university’s students.
OSU administration has gained a news sense of itself and feels that they have much to crow about. OSU President Ed Ray now speaks of OSU as an “economic catalyst and engine.” This study, he says, “makes a strong case for the value of investing in this university. Simply put, every dollar of state general funds invested in OSU leverages nearly $10 in further support for the university and spending statewide.”
OSU also brags about having a strong economic impact in all of Oregon’s 36 counties. The study pegs this at a $1.165-million average economic impact per county. This figure excludes Benton and Linn counties, where the university supposedly delivers nearly $250 million in value-added economic effects.
According to the OSU press release, University “economic output in each of those 36 counties ranges from more than a combined $652 million in Benton and Linn to $103,668 in Wheeler. Fifteen counties each show economic output related to OSU of more than $1 million. Furthermore, OSU expenditures led to some 16,000 full- and part-time jobs for Oregonians statewide.”
The role of OSU employee wages in determining the size or depth of this “economic footprint” gets some mention, but we’re still seen as falling largely under “other payroll expenses.” Still, it’s logical to deduce from the report that the relatively high level of wages and benefits paid to union-represented OSU employees are not only not breaking the bank but are actually helping imprint OSU’s “footprint.”
Rebecca Johnson, OSU vice provost for Academic Affairs and International Programs as well as an economics professor in the OSU College of Forestry, is quoted in the University’s press release as saying, “Every taxpayer in the state can look to these numbers with confidence and know that their investments in Oregon State are paying significant, valuable dividends.” What seems to be happening instead is that taxpayers are paying the freight for OSU expenses while private industry gets from the University a number of immediate benefits--research and the products of research, trained workers and a reserve of labor power, an investment haven and more. OSU’s boast that the University “is one of only two U.S. universities designated a land grant, sea grant, space grant and sun grant institution” is an advertisement for its role as an entry point into international markets.
The bottom-line University claim here is that OSU is worth $1.5 billion a year. OSU has set about “revolutionizing” its production or output by creating a number of business or cost centers and will eventually eliminate departments and replace them with divisions—the corporate model. The state share of OSU’s costs—and, therefore and eventually, its profits—will eventually shrink to the point that it can no longer be considered a public institution if these trends continue. Indeed, OSU may already have reached this point.
Faculty salaries at OSU generally fall below faculty salaries across the Pacific Northwest. Union-represented workers at OSU won a relatively good union contract last year, but this doesn’t make up for the wage freeze or the reduction in positions which they have experienced.
It's fair to ask what the "product" is at OSU--knowledge, labor-power, workers, research and results or money?
Our basically Marxist analysis of where profits come from and where they go given above is sustained by the study and by what we see on campus every day.
The study and the related OSU press release are designed and timed, I think, to remind us that we are hostages to a system which allows multinational corporations almost-unhindered access to the work, resources and results created at public expense in public institutions. The study and the press release say “Feed us—or else.”



The following item is being passed around the net by concerned labor educators. The story originates in The Wall street Journal. It speaks to a modern form of blacklisting and the fragility and limits of workers' rights in the USA.
Starbucks Emails Describe Efforts to Stop Unionization
By KRIS MAHER
January 9, 2008 8:45 p.m.
A series of emails by Starbucks <http://online.wsj.com/quotes/main.html?type=djn&symbol=sbux>
Corp. managers sheds light on the company's efforts to thwart union organizing among its baristas.
The emails, which are part of a labor-dispute proceeding in New York and were reviewed by The Wall Street Journal, open a rare window onto the company's labor relations practices. Labor experts not involved with the case said the activity is not illegal. But the emails could prove embarrassing because they show managers using various methods to identify pro-union employees.
The Industrial Workers of the World, or IWW, has been trying to organize workers at Starbucks since 2004 and has been able to organize only several dozen at a handful of stores in New York and a few other cities.
According to several emails, in early 2006, Starbucks managers discovered that two pro-union employees in New York were graduates of a Cornell University labor program. According to an email, managers took the names of graduates from an online Cornell discussion group and the school's Web site and cross-checked them with employee lists nationwide. They found that three employees in California, Michigan and Illinois were graduates of the program and recommended that local managers be informed.
The emails are exhibits in a pending case before an administrative law judge in New York. Brandon Borrman, a Starbucks spokesman, said most of the documents relate to issues that were already settled in a separate agreement with the National Labor Relations Board, in which the company didn't admit any wrongdoing. He said the claims in that case were baseless but declined to comment on specifics, and said disclosure of the documents violates a confidentiality order.
Referring to Starbucks employees as partners, he said: "We honor the free choices of partners, and we strictly comply with labor laws, including those for organizing activities. It is unfortunate that a small group of activists continues to misrepresent itself as speaking on behalf of more than 150,000 partners world-wide when it does not.
"In the pending NLRB case in New York, the IWW has accused Starbucks of committing about 30 labor law violations during 2005 and 2006. The union argues that the company's effort to identify union supporters was part of a broader campaign of unlawful activity, and it argues that the company discharged three employees because they supported the union."
What possible nondiscriminatory reason could Starbucks come up with to scrutinize Cornell graduates working at the company?" said Daniel Gross, a former barista in New York. He alleges that he was fired in August 2006 because he is a union activist, and his termination is a subject of the pending NLRB case.
Workers at Starbucks often have higher pay and better benefits than typical part-time food-service employees. Starbucks in 2006 said its New York baristas typically start at about $8.75 an hour. According to the Department of Labor, the group that includes counter attendants, cafeteria workers, food-concession workers and coffee-shop workers had a median wage of $7.76 that same year.
The company emails show that managers have been fighting the union since 2004. "Below is a summary of the recent developments in New York City regarding our attempts to thwart a potential union situation," begins an email dated Oct. 29, 2004 by a Starbucks New York regional official.
In subsequent emails, managers identify whether an employee is an "IWW supporter" and discuss when pro-union employees will be reviewed and those that are "at risk" of being terminated.
Taking action against an employee based on union sympathies, such as firing an employee or directly asking if they support the union, would be illegal, said Chuck Cohen, a former member of the National Labor Relations Board and a partner at Morgan Lewis & Bockius in Washington. But "employers speculating about individual union sympathies is not unlawful," he said.
Several times, managers expressed concern that emails could turn up in a legal case. On May 13, 2005, a manager warned: "Also, not to sound too 007 here but I am going to ask that we delete these messages after reading and stick to verbal conversations as none of this is protected under attorney client privilege and is subject to full disclosure."
In an email the prior day, the manager suggested that managers avoid "any specific language around 'union avoidance,'" and added, "It's semantics but we really wan [sic] to avoid any wording that suggests we engaged in counter union activity."
In other emails, managers discuss employee relationships to discern their union preferences. In one case, executives sought information about a Halloween party employees attended, and noted that a discussion about the union between two employees ended in part because they "were attracted to each other and this became the focus of their evening."
Write to Kris Maher at kris.maher@wsj.com <mailto:kris.maher@wsj.com> http://online.wsj.com/article/SB119992798501479685.html?mod=googlenews_wsj
Starbucks Workers Union:http://www.starbucksunion.org/


