Climate Justice Activists in Portland, OR Occupy Exhibit for Tar Sands Profiteer ESCO Corp.

Today our friends at Portland Rising Tide exposed ESCO Corp as a major tar sands profiteer. They occupied an exhibit celebrating the corporation’s 100 year history of building heavy equipment used in fossil fuel extraction. Below is their full press release about the action.

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ESCO Steel — A legacy worth celebrating?

ESCO steel reported $849 million in global sales in 2010. This was enough to earn them lavish praise from local business journalist Richard Read, who suggests that companies like ESCO form an under-appreciated but decidedly manly backbone for Portland’s “weird” economy. One of ESCO’s plants is actually five blocks from Chapman elementary in Northwest Portland – close enough to show the kids what ‘real jobs’ look like. And also close enough to be the top source of its air pollution, catapulting it into the top 5% of schools with the greatest exposure to hazardous air toxins.

As it turns out, thirty five Portland-area schools are in the top 5% of national schools with the most dangerous exposure to air toxins. And for all seven schools in Northwest Portland, the #1 source of pollution was ESCO Steel. The Department of Environmental Quality has a cozy relationship with ESCO, as it does with all the agencies it “regulates” – in exchange for issuing their pollution permits, they provide DEQ with roughly 70% of its funding. So initially the DEQ worked alongside ESCO to downplay this information. They were later forced to backtrack, and in 2010, even DEQ’s Andy Ginsberg asserted that for people who live near the ESCO foundry, its emissions amount for 95% of all toxic compounds in the air they breathe.

Can we learn to subtract the health effects of this pollution? I sure as hell can. But until ESCO pays for them, they are essentially stealing from us – taking away our health and then bankrupting us with medical bills. Sort of like a mugging, but on an industrial scale. And the magnitude of this becomes much greater when we investigate what ESCO is making that requires all this pollution.

ESCO has recently become heavily invested in tar sands extraction, coal mining, and fracking for natural gas, and is staking its future on building vital, “mission-critical” enabling equipment for all three – particularly drill bits which wear out quickly and need frequent replacement. In a report to the SEC they even brag that they “… have established direct sales channels in the Canadian oil sands, Wyoming Powder River Basin and Brazil,”, the former two being perhaps the most controversial energy extraction sites in North America.

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Above: The “innovation” of Boreal Forests in Alberta, British Columbia. Thanks, ESCO!

Tar sands extraction is the perfect example of the kind of hideously immoral project that will lock us in to an unlivable future, offering a few paltry construction jobs while unraveling the ecosystems on which entire industries and living communities depend. Tar oil is three times more carbon intensive than traditional oil, and the extraction process alone is so energy intensive that it apparently requires a small nuclear reactor. The easily corroded Keystone Pipeline that is being planned to move tar sands to Texas is being planned over the Ogallala aquifer – one of the largest and most important fresh-water aquifers in the country, supplying 1/3rd of the country’s water for irrigation, as well as drinking water for 82% of the people who live nearby. There have already been spills in places like Kalamazoo, and we have evidence that Transcanada laid defective pipe in Texas. What happens to our farmers and our food when Transcanada deciderates to “build jobs here”? According to NASA’s James Hansen, it means “game over”.

All of this has led to significant civil disobedience, both from First Nations in Canada and the cultural mainstream in Canada and the States, including hundreds of die-ins, blockades, tree-sits, and lock-ins. The actions of the Idle No More movement in Canada, along with the boldness exhibited by blockaders in rural Texas, have even inspired the Sierra Club to lift its historic opposition to direct action – its executive director was arrested yesterday with 47 other people, protesting the Keystone Pipeline.

And let’s not forget the Powder River Basin – the source of $1 / ton coal that coal companies are desperately trying to sell to China with rushed terminals in Oregon and Washington. If these terminals aren’t built, the coal will very likely stay in the ground. And this is critical, because according to the Sightline Institute, the carbon impact of American coal burned in China would be greater than the Keystone pipeline. In other words, double game over. So let’s pray that ESCO never gets any business in the Powder River Basin. And then let’s answer our own prayers.

The community should be angry that a local company is playing such a key role in melting the planet and destabilizing its life-support systems. Its workers should be angry that their managers have staked their livelihood on producing for industries that are destroying the world they grew up in, and which might not be around in a few years. And investors should think twice before throwing money at a company that is angering locals while slapping the word “innovation” on the fossil-fuel industry. In their own report to the SEC, the company even frets about the “substantial costs” they would face if greenhouse gases were regulated. To everyone else in the world, it would be a very great relief.

We need to start telling our own story about ESCO, about how they treat this city, how they treat their workers, and how they need to change. We can tell ESCO that what they are doing is not welcome in our city, and that we do not accept profiting off of runaway climate change or other threats to public health. And perhaps most importantly, we can engage their workers, and ask those workers what workplace democracy at ESCO might look like. We can start by joining 402 people who are asking ESCO to restore health insurance to an employee they wrongfully fired last year after 39 years at the company, which is depriving his wife of cancer treatments.

“Profiting from the Tar Sands in the Green City” livestream (and less-than-live stream) footage

Earlier today, a group of hearty activists — spurred by the propaganda being espoused on behalf of ecological criminal Esco Corp at the Oregon Historical Society — decided to create an exhibit of our own. Awesomely, the staff loved us, and even cheered us on. Security, on the other hand, was less than amused. Stay tuned for a highlight from that story!
Part 1: Assembling at Shemanski Park, and obtaining tickets to entry


Video streaming by Ustream Part 2: The action begins, at the Oregon Historical Society! (Recorded offline.)


Video streaming by Ustream Part 3: The remainder of the action, and our victorious egress. (Recorded offline.)


Video streaming by Ustream

Drug and Alcohol Testing After Employment

Many different state and federal laws govern an employer’s right to perform drug and alcohol screening on employees. As a result, understanding your rights can be very confusing. Compounding the problem is the fact that government and private sector employees are often subject to separate rules. If you are tempted to object to taking an alcohol or drug test at work, it’s a good idea to get some legal advice before making any decisions.

Private and Public Employees’ Rights Differ

Private sector employers have the freedom to screen their employees for drug and alcohol use whenever they want, with minimal interference from government. Government employers, however, face many restrictions. Federal law requires government employers to have a compelling reason for performing drug and alcohol testing. Forcing a government employee to take such a test would violate the employee’s protections against “unreasonable search and seizure.” Private employers don’t violate this right since the U.S. Constitution only stops the government, not private employers, from performing unreasonable searches and seizures. Exceptions exist for some government employees, such as pilots, whose drug or alcohol use could cause public safety issues.

Your Employer May Need a Written Policy

Before employers can subject employees to screenings, some states require that they have in place a written drug and alcohol testing policy. These policies generally need to outline which employees are subject to testing, when a screening may be required, and the consequences of failing to comply. Before submitting to a drug or alcohol test, you should review your employer’s policy.

Alcohol and Drug Test Results Are Confidential

Employers must keep the results of your drug or alcohol screening confidential. In the event your employer violates confidentiality laws, your state may allow you to seek damages. Possible court awards include reinstatement to your job if you were terminated for positive results, as well as back pay and reimbursement for your attorney fees.

Refusing to Take a Drug or Alcohol Test

At times, refusing to take a drug or alcohol test can be worse than taking the test and having it come back positive. Many state laws allow your employer to terminate you immediately for refusing a drug or alcohol screening. If you are not terminated, your employer can’t treat you differently from other employees who refuse the test or even those with positive results. If you feel you’re being singled out and discriminated against because of your refusal, you may have a discrimination claim against your employer.

An Employment Lawyer Can Help

The law surrounding employee drug and alcohol testing is complicated. Plus, the facts of each case are unique. This article provides a brief, general introduction to the topic. For more detailed, specific information, please contact an employment lawyer.

Re Post Article Source :http://labor-employment-law.lawyers.com/human-resources-law/Drug-and-Alcohol-Testing-After-Employment.html

Unfair dismissal and employment law

It is also unfair dismissal when the employer doesn’t follow the correct process for the dismissal.
However, an employer does have the right to dismiss employees for reasons related to their conduct (such as substance abuse or theft), ability to do their work (ie performance-related) or long-term illness.

When can you make an unfair dismissal claim?

If you believe you have been dismissed without a fair reason then one of our recommended unfair dismissal lawyers can help you make a claim to an employment tribunal. Please bear in mind however that you must have been with your employer for a certain prescribed period of time.
Unfair dismissal claims are most often made due to:

• Discrimination on the basis of gender, race, disability, religion, sexual orientation or age
• Maternity, paternity or adoption leave
• Notice periods
• Whistleblowing
• Before, during or after business transfers
• Unfair selection for redundancy
• In connection with disciplinary or grievance hearings
• Trade union involvement

Using an unfair dismissal lawyer

Contact Law works with a national network of specialised employment solicitors and unfair dismissal lawyers. As such, we can put you in touch with the right unfair dismissal solicitor according to your needs. An employment lawyer can negotiate with your employer or start an employment-tribunal claim on your behalf.

Using a no-win no-fee unfair dismissal lawyer

Many of our recommended unfair dismissal solicitors will consider taking cases on a no-win, no-fee basis. Please be aware, however, that in some instances it may actually be more cost-effective to engage a solicitor on a fixed-fee- or hourly-fee basis rather than on a no-win, no-fee arrangement.
Call us on 0808 1596 622 for more advice and to instruct an unfair dismissal lawyer to make an unfair dismissal claim today.

How to Make Your Staff Want to Work Hard for You?

The saying goes that every business is only as good as its employees.
That’s why your team is the most valuable resource. Forget your perfect product, winning website, and magical marketing strategy. None of this matters if your staff doesn’t care about your business.
It is so easy to make your employees hate you. It is even easier to make them want to work hard for you. Here are seven secrets to motivating your team, and encouraging them to commit and care about your business:
1. Recognize and Reward Achievements
A recent survey showed that 69% of employees would work harder if their bosses recognized and rewarded their hard work.
By actively and openly celebrating hard work, your staff will be much more motivated to work hard for you. This involves everything from a simple “well done” when staff produce a great piece of work; right through to rewards such as “Employee of the Month”, and even financial bonuses.
A pat on the back, round of applause, and verbal praise costs nothing. But it can give a huge boost to an employee, and really drive them forward. You should also endeavor to be constructive in your criticism, citing what’s done well and emphasizing this.
2. Offer Extra Training and Qualifications
Offering employees the chance to enjoy the perks of additional training is great motivation. By encouraging them to learn new skills and gain extra qualifications, you can boost their confidence as well as maximize your business’s potential.
Be sure to offer to pay for all or part of the training, and emphasis why they have been put forward. If you can, train everyone in a certain team in a new area. The additional skills are a short-term way of enhancing the long-term success and performance of your business.
3. Create a Great Work Atmosphere
A positive and welcoming work atmosphere is a great way to make your staff want to work hard for you.
Aesthetically, you want a warm, light and open office. Make sure it is decorated with plants, photographs, and personal touches. You could have a notice board filled with staff images to help promote a team spirit. You should also make sure employees have enough space, and are comfortable.
A great atmosphere also refers to how well employees gel and work together.
4. Bring Everyone Together
Encouraging your team to interact out of work is another great way to drive motivation and success. Work nights and days out, are great ways to help staff gel and connect as a team. If people get on, they can work together and work hard. A warm, welcoming and friendly workplace is one that people want to go to everyday.
You should also work hard to avoid – or quickly diffuse – any workplace conflicts.
5. Give Them Increased Responsibility
Part of feeling valued and appreciated, is being entrusted with increased responsibility. Encourage staff to work hard for you, by letting them prove themselves. Let them take an active role in the business and trust their judgement. Those who prove themselves can be given more responsibility, and will always be willing to go above and beyond to show they deserve the role.
6. Offer Your Staff a Career, Not a Job
Everyone that works for you has an idea of where they want their career to take them. They know where they want to be in 5 months and 5 years. You need to be offering people more than just a job – you need to be offering them a career path.
Staff are much more likely to work hard for you if they know what opportunities lie ahead. Can you offer internal promotions? What opportunities are there for your members of staff? This will send a positive message to your staff that they are valuable to you. If staff feel valued they are much more likely to work hard for you.
7. Don’t Make an Exception for Yourself
Some managers have a tendency to forget that they should lead by example. If you’re afraid to get your hands dirty and don’t play an active role in the team, your staff will feel like they don’t have to either.
Simple things like making sure you’re always on time can really boost office moral and prove that you’re someone worth working hard for. Make sure you’re always there for your employees too. They will look up to you, so set an example for them to follow.
Making your staff want to work hard for you is easier than you think. By creating a positive work place, and generally promoting a great work ethic; you can enjoy the benefits of a hard working and motivated workforce.
Are you looking to employ hard-working staff? Outcomes UK is a  recruitment company specializing in executive search and selection. Visit their website to see what they can do for you.