Anarchic update news all over the world - 14.03.2019

Today's Topics:

   
1.  Czech, afed: Together against oppression -- Eighth March has
      been traditionally taking place for women's rights. And this was
      not different this year. [machine translation] (a-infos-en@ainfos.ca)
   
2.  France, Alternative Libertaire AL #292 - Chauffeurs of
      Saint-Denis: against "the synthesis of Big Brother and Machiavel"
      (fr, it, pt)[machine translation] (a-infos-en@ainfos.ca)
   
3.  France, Alternative Libertaire AL - International, Algeria:
      For the popular classes to express their aspirations (fr, it,
      pt)[machine translation] (a-infos-en@ainfos.ca)
   
4.  Brazilian Anarchist Coordination (CAB): With the word and
      the fight of Alzira always! An unforgettable libertarian
      companion of class feminism. (pt) [machine translation]
      (a-infos-en@ainfos.ca)
   
5.  Poland, WORKERS' INITIATIVE: Two new university commissions
      in the Employee Initiative. The work on the 2.0 Act was an
      impulse [machine translation] (a-infos-en@ainfos.ca)
   
6.  Poland, WORKERS' INITIATIVE: It is not through relationships
      that feedback feeds only through Amazon - quite manipulation!
      (Video) [machine translation] (a-infos-en@ainfos.ca)


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Message: 1






In Prague at Republika Square, at five o'clock in the afternoon, several hundred people 
met at the Feminist demonstration against the oppression. In the beginning, women from the 
organizing Coalition gave a speech on March 8, highlighting the problems of the capitalist 
and patriarchal system, and called for measures to remedy them. Then there were several 
speeches. After the talk and performance, he set off a large parade with the center of 
Prague, accompanied by samba bandu, recorded music and chanting. There were also plenty of 
banners and pickets in different languages, which was good when passing through the center 
of the city, full of tourists from many countries. ---- Despite the weather and technical 
difficulties in the form of dysfunctional megaphones, the mood was good. In Žofín, where 
the procession ended, a few speeches were waiting for the participants of the march: from 
SocSol, the climate block or the Alt * pride group, whose members prepared a snack in the 
form of hot soup for demonstrators. In Kolektivo's speech 115, among other things, it was 
said: "Society is increasingly permeating authoritarianism. One of his symptoms is growing 
antifeminism. This is reflected in efforts to discredit or even to prohibit gender 
studies, as we have seen in the example of Hungary. Or by various attempts to restrict 
abortion laws or homophobic family referendums. Even with us there will be influential 
politicians and church leaders who have similar tastes like those in Poland or Slovakia. 
Eighth March is a reminder that we have to fight for our rights today. "

Several events were also held in the evening, including a feminist and queer party at Bike 
Jesus, or a benefit to the Independent House of the Clinic in the Liberated House.

Unfortunately, sexism that has not disappeared from our society is undoubtedly the need to 
draw attention to it, as well as its interconnection with other aspects of the capitalist 
and hierarchical system. Although the Coalition, on March 8, among its demands, introduces 
statutory measures to protect women or quota in parliament and in leadership positions, 
these demands must not be final. We must fight not only for the elimination of patriarchy 
and capitalism but against oppression and the hierarchy in general. Because the problem is 
not a man at the head of the state. The problem is the state.

Other reports:
http://denikreferendum.cz/clanek/29231-za-rovnost-proti-nacionalismu-i-niceni-planety-v-praze-se-na-mdz-demonstrovalo 

https://a2larm.cz/2019/ 03 / 
fotoreport-mdz-not-only-against-oppression-but-for-social-justice /

https://www.afed.cz/text/6963/spolecne-proti-utlaku

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Message: 2





The management imposed on municipal drivers is nonsense from the point of view of the 
public service, the costs involved and the environmental consequences. While looking for 
the PCF municipality ? ---- In front of the municipal technical center of Saint-Denis 
(93), a banner " for drivers on strike " hangs between the flags FO, FSU, SUD and CFDT - 
CGT did so far not moved by the situation. January 31, like every day for over a week, the 
7 strikers (out of 8 drivers) are there in yellow vest (they hold). Their job is the 
transportation of children to schools, sports associations, and leisure centers in the 
city: trips to the sea, museum, green classroom, colo ... They participate in public 
service missions and cultural and social networks, and are proud of it. But now, following 
the arrival of a new director six months ago, they say, " from a human relations-based 
management to a spreadsheet in a spreadsheet. It is the synthesis of Big Brother and 
Machiavelli " .

Finished, for example, the right to compensation of 15.25 euros per meal on mission (lump 
sum in the public service). To justify this, the new management relies on a circular of 
2006 which considers Paris and the neighboring departments as the same administrative 
residence. Drivers should return to the center to have lunch at the self and then return 
to pick up the children at the end of the day during outings throughout this vast area. 
This would represent useless, expensive and polluting hours of travel ... and shows a deep 
misunderstanding of the profession on the part of management. Today, between the out and 
the return, the drivers remain at the disposal of the group: " We keep the children's bags 
and picnics in the bus, and we must be able to accompany them at any time if it rains or 
if, unfortunately, one of them breaks a leg. "

Geolocated vehicles ... except that of the director
During continuous day trips, drivers are now forced to a 12-hour break at 1:30 pm, unpaid. 
Should we therefore give up staying available during the break ? " They want to cut the 
link that exists between us, the institutes, the associations ... " This forced break also 
means the loss of the meal plan, " while we are sometimes in expensive places and we do 
not have tickets, " pleads another striker. During this break, they must get off the coach 
so park: " It means 200 euros parking for a day, instead of giving 15.25 euros to a driver 
who can stay on site. "And to be indignant: " They break us as if they wanted to privatize 
us. "

These changes fell " like a chopper and without consultation " . To realize these savings 
of candlesticks, everything is encrypted and monitored, the vehicles of the center are for 
example geolocated in real time. Except ... " Except the director's car , " said one of 
the strikers.

On February 5, the strikers were in the street against Macron and his world ... except 
that their employer is a PCF town hall. Somewhat frightened to suffer this micromanagerial 
drift, the strikers, supported by their colleagues from other trades in the center, are no 
less determined.

Pablo (AL Saint Denis)

http://www.alternativelibertaire.org/?Chauffeurs-de-Saint-Denis-contre-la-synthese-de-Big-Brother-et-de-Machiavel

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Message: 3






Popular upsurges of 22 February and 1 st March inaugurated a new situation in Algeria not 
only because of their size but because they have already pushed back a government whose 
undemocratic arrogance is matched only by the Antisocial rigor. ---- In his message of 
March 3, President Abdelaziz Bouteflika commits himself in the event of reelection - which 
does little doubt in the eyes of his entourage - to organize an " independent national 
conference " which would set the date of an early presidential election in which he would 
not take part. ---- For their part, the French authorities, through the Foreign Ministry, 
say they have " taken note " of this candidacy for a fifth consecutive term that tramples 
on the choice of the Algerian people that French diplomacy is nevertheless mine to respect.

If the Algerians, in their overwhelming majority, remain determined to refuse this 
umpteenth masquerade, many illusions remain. These are maintained by the opposition 
parties who want " everything to change so that nothing changes ", except for their 
particular interests.

The Secretary General of the Workers' Party, Louisa Hanoune, calls on the one hand for the 
self-organization of the masses through " popular committees " and, on the other hand, for 
the holding of a Constituent Assembly where " the businessmen broken by the oligarchy will 
have their place ". How to understand ?

In such a framework, the slogan Constituent Assembly, which has long been worn by the 
Democrats, would ultimately be used to give a second wind to the men of the state, the 
bourgeoisie and bureaucrats of the General Union of Algerian Workers to be " Saved ".

Instead of " rebuilding a national and popular consensus ", as proposed by the Front des 
forces socialistes, it is more up to young people, workers, artists and intellectuals to 
build a new balance of power, to federate freely and manage their own affairs.

Only the general strike would allow the popular classes to express their aspirations, test 
their own strengths and gain self-confidence, without wasting precious time in political 
combinations that would only benefit capitalists, praetorians or fundamentalists.

Nedjib Sidi Moussa, March 4, 2019

http://www.alternativelibertaire.org/?Algerie-classes-populaires-aspirations

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Message: 4






In 1925, the seamstress and militant anarchist Alzira Werkauser took the floor and 
presided over a session of the 3rd Labor Congress of Rio Grande do Sul. On this occasion 
she served as a union delegate with a mandate from the tailors' union, seamstresses and 
annexes. Alzira was an active militant of the resistance to oppression of women, the union 
struggle of seamstresses and anarchist convictions in a daily and tireless struggle to 
change the world with socialism and freedom. Her motion to the Congress to which we refer 
led intuitively, through the miseries suffered as a working woman and oppressed woman, 
that notion so strong and so feminist that communist Louise Michel said:Take care of women 
when they get tired of everything around them and stand up against the old world. That day 
a new world will begin. "

It had positioned the idea that women needed to have their own space
for self-organization and speak in their own right for their equals. That no one could 
perform this task but their own. That the struggle of women was articulated with the set 
of emancipatory struggles, against patriarchal oppression and capitalist exploitation. 
That the comrades of movement had to change the social, daily and cultural relations that 
played the burden of many days of work and care in women's lives. United against the boss 
and the state but with the affective tasks and care, the home, the militancy, properly 
socialized from below.

Alzira is a reference that can not be forgotten, either by the absence of an image, a 
photo that makes memory, nor by the dominant masculine character in the historical 
narratives, much less by the actual companions of a fight that did not start today and 
does not end soon there. It represents a type of feminism, embryonic perhaps, which has 
been experienced and learned since the poverty and outrages of an era, which was nourished 
with resistance and solidarity from below and gave new tones and colors to the libertarian 
flag with its gender agenda . Together with the rebellion of Sisters Martins, Elvira Boni, 
Dorvalina Ribas, Maria Lacerda de Moura and many other social fighters. In their own way, 
in their time, they made initial course of struggles, dreams and hopes of a new world 
where women are not subject body of the system of domination.

To take the floor also in this month of March 2019 and who speak all
companions. Participate, fight, decide equally, today and forever. Our
best tribute: continue your fight, our fight!

Motion of Alzira Werkauser to the 3rd Operational Congress of the RGS of 1925.

" In my capacity as a woman, and having to speak to you about
proletarian women in general, I must warn you that I do so in the certainty of
much to be desired on the subject. I do not just take the
facts collected from the study books, but from the experience itself,
therefore, it may have some error, in particular matters.

But not so, in its general aspects, because as a worker I have the
opportunity to observe, living this life of woman producing.
I will divide this problem into two phases: the first, economic. The second,
social.

I must warn you that it will only be a weak reflection of real life, because
the proletarian woman is doubly exploited as a
woman and as a worker.

(...) Most of them have to support their children, mothers, sisters and
themselves; the companions and companions may imagine
the difficulties, the struggles, and the terrible conditions of
food in which the proletarian women in general find themselves.

That is why we see them thin and dejected, without the courage to fight
for their own existence.

Even more when we take into account that the working day is eight
hours and more, since there are still cases where work is done from 14 to 16 hours, such
as the work of hat makers, tailor-made dressmakers,
etc. We can also predict the state of mind in which our
sisters find themselves , who after a hard work and a meager salary, need
to do their domestic services; as I have said, most are mothers of
families, who need to keep theirs and to protect them against
the miseries of life. We should not marvel at her lack of courage and
take interest in our companions who do not even have the time
to think about her bad situation and organize herself,
unite to make improvements in your life. Therefore it is urgent that the
companion that all who are organized, pay special attention
to these slaughtered and exploited sisters, trying to raise them, to animate them
and bring them to the organization, thus fulfilling a duty to them.
We know that the woman is considered to be inferior and weak because of
certain religious influences that causes them to
consider themselves without the right to fight for their claims. We see
in every industry the arm of a woman exploited miserably as a
producer of cheap labor by the capitalists, and we realize that
no one but herself can and should fight for her own
welfare. But we have the hard need to incite them and encourage them to
defend themselves against the tyranny of the exploiters.

This responsibility weighs on the workers' organizations.

That is why I propose that the Congress take a resolution to
remind every working organization of the need to be part of its
activities, the organization of women. Only in this way can
the plight of the large masses of
women workers be improved .

As I have already said, my words can only be a weak reflection of
real life ... only with your organization, with your union can one day
improve your bad situation.

We have to add that they can not and should not expect from any political party or 
government their economic, physical, or moral defense, because the State has not recorded 
facts of this nature, and they have registered, they are nothing but crumbs thrown to calm 
irritated moods in a certain when the misery has been unbearable, I therefore propose:

1. That the Workers' Federation, as well as all the trade unions
adhering to it , and especially those who, in their class, have
women as comrades in the workshops, should devote special attention to
organizing them;

2 ° That in the periodicals, as in bulletins, lectures and conferences, they
sho

https://anarquismo.noblogs.org/?p=1052

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Message: 5






Works Commission OZZ Inicjatywa Pracownicza at the Jagiellonian University -- The article 
appeared in the 50 issue of the Employee Initiative Newsletter ---- The fight against the 
smuggling of contracts, more frequent salary adjustments, opening of the company's 
nursery, transparent principles of promotion and psychological support for employees and 
students - these are the postulates of company committees from the University of Wroclaw 
and the Jagiellonian University. On November 9, Joanna Grzymala-Moszczynska wrote on 
Facebook: "The time has come to set up the OZZ Inicjatywa Pracownicza commission at the 
Jagiellonian University! We invite you for the first meeting to Spóldzielnia Ogniwo on 
Tuesday, 13 November 2018 at 20.00. We need 10 people employed under a contract at the 
Jagiellonian University for a good start. "

A dozen or so people came to this meeting, first of all, the employees of philosophical, 
historical, Polish studies, as well as management and social communication departments.

The direct impulse for association was the ongoing work on the university statute for some 
time, resulting from the provisions of the Act on Higher Education and Science, called the 
Law 2.0 and criticized by many academic communities.

The Act introduced a division into academic and professional universities, gave extensive 
powers to Rectors, which raised concerns about the oligarchization of the university 
authority, also required the preparation of new university statutes. Meanwhile, the 
statute of the Jagiellonian University arises without the participation of many scientific 
workers, especially the younger. It is developed according to unclear guidelines - it is 
not really clear who gives it shape and how it works. - Trade unions consult this process, 
so we decided that gaining organizational subjectivity could help us - says Joanna 
Grzymala-Moszczynska.

Not only the statute

Work on the statute and concerns about the provisions enshrined in it were a direct 
impulse for the creation of a commission, but the regulation requires many more issues 
that the members and committee members already discussed at the founding meeting.

One of such issues is the fight against the smuggling of contracts. Some people at the 
Jagiellonian University realize the entire hourly pauses on contract-based contracts 
instead of full-time. Overtime is an additional problem - at some faculties, researchers 
are working overtime or second or third time. The union would like to determine how much 
overtime is allowed.

As emphasized by people from the commission, the problem is the lack of clearly defined 
rules and criteria for promotion. There is also a lack of transparency when it comes to 
awarding bonuses, especially to scholars. We intend to ask for more frequent salary 
adjustments because UJ is poorly paying employees, the assistant earns two and a half 
thousand on his hand. We also want to regulate issues related to the unpaid work of 
doctoral students-Wylicza Joanna Grzymala-Moszczynska. -There are departments where 
doctoral students must work free 15 hours a year, and on some of them even 90 hours. 
Another important postulate is the creation of a kindergarten and nursery - not only for 
employees, but also for students. The Jagiellonian University is the largest employer in 
the region, such institutions would be a real support for several thousand people.

The Employee Initiative is the fifth union at the Jagiellonian University, Solidarity and 
the PNA are already operating there. - We want to communicate with other associations 
operating at the university, find out what they are doing, agree on the extent to which we 
can cooperate. We are far from thinking: look, we are new, we will order here, " says 
Grzymala-Moszczynska. - We want to build a good relationship. In general, we focus on 
cooperation, we were in contact with the committees of the University of Wroclaw and the 
University of Warsaw before the founding of the union, we got a lot of support, we could 
talk a lot. That is why we are thinking about organizing meetings of the university 
committees affiliated to the Initiative.

The committees' plans for the coming weeks are primarily work on the statute and 
increasing the masses. Promotional materials and leaflets are under preparation, and a 
series of open meetings for those interested in joining the commission is also being 
prepared. The company committee at the Jagiellonian University associates not only 
academic but also administrative staff. Its members also encourage employees and cleaning 
and technical staff to join.

Direct impulse

Work on the 2.0 Act was also a direct impulse to establish a commission at the University 
of Wroclaw, although in fact in the winter this year a fanpage "University Monitor of 
Wroclaw" was created - a grassroots, informal initiative of employees and employees of the 
University of Wroclaw who wanted to inform each other about professional matters, working 
conditions, competitions and employee disputes. The site has become a platform for 
exchanging information and experiences.

One of the first issues discussed by employees and employees of the University of Wroclaw 
was changes related to copyright. Many academic teachers have entered into copyright 
agreements in employment contracts and the related right to reduce the costs of obtaining 
income. At the beginning of the year, tax laws on copyright were changed, but the 
employment contracts were neither changed nor annexed - employees began to simply get 
lower salaries.

-That was the thing that made us angry in January, we talked about it, but it was not the 
right impulse - says Robert Reisigova-Kielawski, one of the founders of the factory 
committee at the University of Wroclaw.

The next impulse was the individual experiences that the university employees talked about 
- they talked about what they do not like, what irregularities and abuses they face every 
day at work . Among them were people experiencing mobbing and various forms of 
discrimination. From these individual experiences general conclusions have been drawn, and 
in fact one of the most important ones - you have to unite in defense of your own rights.

The most motivating turned out to be July protests against Law 2.0 - this was the 
immediate impulse that led to the registration of the commission . - Wroclaw University 
quite late established a committee working on the university statute, in addition to the 
December 3, it is planned to issue a draft statute, and comments on the project will be 
able to report until December 14. This is very little time and work on this document does 
not meet the standards of transparent consultations with the whole environment - explains 
Robert Reisigovà-Kielawski.- That is why, at the time of intense work on the statute, we 
meet more often and cooperate with the "Solidarity" committee. This is our most important 
subject of action. We would also like to draw attention to the transparency of issues 
related to the work of competition commissions, respect for workers' rights. We have 
signals that feudal relations prevail in some of the factories, many people have reported 
that they are experiencing difficult situations at work, that they work on junk contracts, 
that their departments have a highly hierarchical structure without transparent rules of 
functioning and resolving certain financial issues. We want to be a committee to which 
anyone and everyone can turn for help, advice or representation in a dispute. Therefore, 
we invite people who are in a difficult employee situation .

The Commission at the University of Wroclaw also looks at the working conditions of 
property protection personnel. The University employs porters and concierges, however, we 
receive information that especially in the disease season there is a problem with 
replacements - to avoid paying overtime, the university employs outsiders under civil law 
contracts.

Another idea of the committee is to organize psychological support for employees and 
students of the University of Wroclaw - in a broader scope than before. - The University 
provides them to a small extent, meanwhile, such a need is, sometimes one would like to 
direct someone somewhere, propose support. The point is that it is really accessible, so 
that you know where to go - says Robert Reisigova-Kielawski.

In addition, the committee focuses on information about its activities. -We are in the 
process of designing leaflets, we would like to enforce from the employer the access to 
our website and showcases, organize several meetings and attract people - sums up 
Reisigovà-Kielawski.

In the Employee Initiative, there are already four university company commissions: the 
commission at the University of Gdansk, the University of Warsaw, the University of 
Wroclaw and the Jagiellonian University.

Olga Gitkiewicz

http://ozzip.pl/teksty/publicystyka/walki-pracownicze/item/2460-dwie-nowe-komisje-uczelniane-w-inicjatywie-pracowniczej

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Message: 6






We invite you to watch the movie: ---- It's not through relationships that feed back only 
through Amazon - quite manipulation! ---- https://www.youtube.com/watch?v=BUTDBeZu5cU ---- 
CHANGES PROPOSED BY AMAZON: ---- - the entry "employee can receive the grade" without any 
criteria, instead of "the employee has the right to evaluate" (giving feedbacks based on 
the manager's note) ---- - elimination of the "learning curve", ie a lower standard on new 
processes ---- - liquidation praise ---- - the possibility of giving feedback to the 
leaders and controllers ---- - extending the time for handing the feedback from the 
current 7 days, up to 4 weeks ---- - Amazon did not want to present the social side, as 
determined by 100% of the standard - it was stated that this is a company secret

CHANGES PROPOSED BY PROFESSIONAL RELATIONS:
- records that make it impossible to uncontrolled and not consulted with the social party 
to raise standards
- the assessment should be in a month, not a work week
- the assessment should be the sum of different criteria, not only productivity and quality
- the psychophysical capabilities of the employee and independent barriers should be 
considered in the calculation of performance
- the employer should take into account the diligence and diligence of the employee, as 
well as hard and soft competences, including entitlements, training, readiness to work in 
other departments
- opportunities to appeal against a negative assessment, which the employer should consult 
with the trade union
- praises should negate negative assessments
- evaluation criteria must be understandable (in this way, how the required 100% of the 
standard is calculated)
- extending the working time with one procedure up to 10 hours. instead of the current 5 hours

Amazon agreed only to the last proposal, but he stipulated that this change would come 
into effect only if the Unions accentuated the remaining unfavorable proposals of Amazon, 
which we could not agree to.

 From a letter addressed to Amazon Fulfillment Poland Sp. z o. o. March 4, 2019: "The 
employer was aware of the position of both union organizations operating at the plant, 
which repeatedly reported that the employee appraisal process can not be based on 
continuous competition and pressure using digital technology. In spite of this fact, he 
decided again after the suspension period to introduce Annex No. 3 to the Work Regulations 
regulating the method of employee assessment, which in our opinion and in the opinion of 
experts in labor law is inconsistent with Art. 8 of the Labor Code. In our opinion, the 
evaluation system is blameworthy which does not take into account the positive 
achievements of the employee and the decision about recommendation for release is made 
only on the basis of the number of negative assessments generated by the system. "

STOP FEEDBACKOM! PRETTY RAT IN AMAZON!

#walkawamazon

FISZBAG? But what about kaman?!

1. When can you get feedback?

It should apply to a period of at least one week (counted from Tuesday to Wednesday), if 
you work no less than 5 hours in a given procedure. The Regulations states: "feedback must 
be provided within one week at the latest". If you get it later, write in the "employee 
remarks" field that you disagree with it because of it.

2. And what about new employees?

Their so-called "Learning curve". If you have just recruited at Amazon or are working on a 
new department (eg you have been sent for a pick-up training), you must do 70, 80, 90 in 
the following weeks and 100% in the fourth week. The next week is a higher level, ie 
"level". We can get feedback for quality on the first day. From the beginning, we 
carefully and carefully do all the activities, and if someone comes and tries to rush us 
on the first day of work, it is best not to pay attention to it.

3. What are the types of negative feedback?

Negative feedback is a remark about the need to improve. You will get it if you make less 
than 100% of the minimum (target performance advertised in tables on HR tables) or below 
80% of target quality (errors). There are four types of negative feedback:

a) Coaching session (valid for 30 days) - the manager should tell you how to improve the 
results and determine the time needed for improvement.
b) First assessment of the results (valid for 30 days) - you will get it if you have less 
than 100% results during the 30 days of the coaching session. The manager must express 
expectations towards you, set realistic goals, give support and offer training.
c) Second assessment of results (valid for 90 days) - you will get it if you will again 
have insufficient results within 30 days of the first evaluation of the results. The 
manager must express expectations towards you, set realistic goals, give support and offer 
training.
d) Recommendation for dismissal - you will receive it if you have insufficient results 
within 90 days of the first evaluation of the results.

Amazon says it can change these stages. It can speed up the process, especially when it 
finds that you act intentionally. If you receive 6 negative ratings within 12 months, you 
can also get a recommendation for dismissal.

4. Once again, what's the point of this assessment?

A "coaching session" is valid for 30 days. For example, if you got it on November 1, it 
means that throughout November, you expect that you will be doing a minimum of 100%. If 
you do not make 100% in the second week of November, you will receive a "first evaluation 
of results". So if you work slowly for a whole month, then the company says that after 
just 4 weeks, you can "recommend it for release". If, however, you worked over 100% 
throughout November, and you had a weak first week of December, because the "coaching 
session" is only valid for 30 days, it will cancel - for the first week of work in 
December you will receive another "coaching session" (but already no rung higher "first 
evaluation of results", again an important 30 days

5. Who can give you feedback?

Your manager. He can possibly delegate this task to another manager. The leader - in 
accordance with the Regulations - can only provide verbal feedback, which are only 
guidelines (for which you can not get the so-called recommendation for release). At your 
request, the manager will give you a copy of the feedback (tell me you want a copy!). - 
collect these documents, in the situation of recommendation for release, these documents 
will be needed by the trade union to write your position on your defense.

6. How do you read the received note?

The table contains information about the process and path where you worked. The "% to 
goal" field will have the same content as "% to curve" if you work more than 4 weeks 
(otherwise your goal will be higher than the curve, but the% to the curve counts). You do 
not understand anything from these calculations and tables? Ask the manager on the spot 
for every detail! You can also ask union members for help.

7. How do you know what the minimum is?

The minimum threshold may change every 4 weeks. New standards should be announced one week 
prior to their introduction. Usually in POZ1 they are hung on the board at the eastern 
entrance. If you can not find the plots, ask your HR department for them. Also ask leaders 
for minima when they give individual results. Remember the minimum is not the goal (the 
norm announced by the leaders on a given day) - the minimum is lower than the goal. The 
minimum is calculated based on the results of the entire department from the previous 
period. Never officially Amazon has not presented how it counts, obscuring the secret of 
the company. According to unofficial information, it is calculated based on the results of 
the weakest employees in the department. For example, when we have 100 employees on a 
given path, the best result is 230 items / hour, the next 223 items / hour etc., up to the 
employee from position 90 - it is his result that is determined as the minimum for the 
entire department for the next period. One thing we know for sure: the sooner we work 
today, the higher the minimum will be in the future.

8. Receive, do not receive? Sign, do not sign?

We advise you to receive feedbacks. Even if you do not pick them up, they'll go to your 
personal folder without your signature. It is better to write in the field "comments of a 
warehouse worker", why you do not agree with the negative assessment, for example when the 
breaks at work did not result from your fault. Again, there were scanners, carts, goods on 
the line, misshands themselves, queue for a sweeper? WRITE IT. The more particulars, the 
better.

9. You got feedback - what's next?

Do not panic. If you get a "recommendation for release", please inform the trade union to 
which you belong. We should disagree on the whole system of evaluating us this way. In the 
Amazon FRA near Frankfurt, the works council blocked the option of terminating contracts 
based on feedback. When the managers nevertheless handed them "only as a hint", the 
employees organized an action in which they responded in a way that they felt they were 
working at 100% of their capabilities. Employees wore plaques with such a slogan. 
Basically, in Germany, you are not exempt from feedbacks. We also think that making 
contracts based on them collides with certain provisions of the Polish Labor Code. And 
above all, judging us by one measure is simply not fair. Do you need more information? 
Read Annex No. 3 to the Work Regulations - you can find it in HR at the bottom (file for 
inspection) or ask union members.

Intercompany Commission at Amazon Fulfillment Poland Sp.zoo
contact e-mail: ipamazon@wp.pl

http://ozzip.pl/teksty/informacje/ogolnopolskie/item/2459-to-nie-przez-zwiazki-wracaja-feedbacki-tylko-przez-amazon-dosc-manipulacji-video

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