#Worldwide #Information #Blogger #LucSchrijvers: #Update: #anarchist #information from all over the #world - 8.05.2020

Today's Topics:

   
1.  iwa-ait: What is Anarcho-Syndicalism and how we work: An
      Open letter to Media and all workers all over the world
      (a-infos-en@ainfos.ca)
   
2.  Slovakia, priama akcia: How we dealt with the problems at
      work: Disputes of Direct Action 2015-2019 part III. (3/4)
      [machine translation] (a-infos-en@ainfos.ca)
  
 3.  Britain, anarchistcommunist group ACG: Royal Mail uses
      pandemic to attack postal workers (a-infos-en@ainfos.ca)
   
4.  Slovakia, priama akcia: How we dealt with the problems at
      work: Disputes of Direct Action 2015-2019 part IV. (4/4) [machine
      translation] (a-infos-en@ainfos.ca)
   
5.  Kafeh, anarchist group in Lebanon By ANA [machine
      translation] (a-infos-en@ainfos.ca)
   
6.  Britain, AFED: Street Anarchy pt.1 - Two Anarchisms | Theory
      and Analysis (a-infos-en@ainfos.ca)


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Message: 1



Responding to the circulating narratives of Anarcho-syndicalism in Indonesia lately, we the Anarcho-Syndicalism group in Indonesia hereby
states that:
That Anarcho-Syndicalist is a group that build workers self-management, an independent worker management system with the goal of welfare of
workers without oppression. ---- The acts of politicians, state and the police of intimidating us through the discourse of demonization and
criminalization of the Anarcho-Syndicalist is a psychological war that we should oppose. This is especially considering there is no single
looting evidence as alleged by the police. ---- Methodically, the looting that is sounded through the black campaign of the ruling power had
negative potential contrary with our principles as working class. Working class views that in efforts for fundamental changes, the use of
destruction is unnecessary. We are focusing in improving the welfare of our class, and strengthening clear, balanced bargaining position, to
the capital owners and ruling powers.

Currently, we are active part in the solidarity of workers causes in various issues such as: decrease of working hours, proper wages, better
working condition, and working safety. We also actively oppose all form of oppression and pressure exerted by capital to the working class
such as criminalization of strikes, enforced production increase, additional working hour, curtail of wages, arbitrary lay off, and union
busting. We thrive for worker self-management based on mutual aid and equality ethos.

Anarcho-Syndicalist is a non-hierarchical organization, in which we banish all form of labor exploitation of hierarchical trade union such
as decision by union elites, centralistic command, and chipping of the severance pay on behalf of "assistance cost".

"Solidarity not charity" is one of our ethos that we apply in our working class life. Our works are based on solidarity between working
class, instead of charity due to pity. The welfare and independence of the workers can only be attained from and by workers, instead of a
grant from other party, specially the ruling power and capital.

We want the workers to be able to engage in education so that we can learn corporate production and distribution management to prepare our
self in running production spots under independent workers management. We are also involved in social actions, and participated in
conserving ecological and healthy environment for all.

The existence of Anarcho-Syndicalist as individual as well as groups manifested the civilians living their civil and political rights to
associate, assemble and express opinions. These civil and political rights are warranted by at least two international human rights
instruments i.e. the UDHR and International Covenant on Civil and Political rights - ICCPR. The rights are stipulated in chapters 20 and 21
of the UDHR, and chapters 19, 21 and 22 of ICCPR ratified in Indonesia through Act No. 12/2005. In National law system, the freedom to
associate, assemble and express opinion are constitutional rights stipulated on Chapter 28E article (3) of Indonesian 1945 constitution, in
conjunction with chapter 24 article (1) of Act number No.39/1999 on Human Rights.

More specifically, rights of workers to organize themselves is stipulated on chapter 2 of ILO convention number 87 year 1948 on Freedom of
Association and Protection of the Right to Organize Convention (Ratified In Indonesia through Presidential decree No. 83/1998) that asserts
"Workers and employers, without distinction whatsoever, shall have the right to establish and subject only to the rules of the organization
of their own choosing without previous authorization".
Workers organization is an important element in the cause for workers' rights. The imbalanced bargaining position between workers and
employers mandates us to organize our self and strengthen our bargaining position to the employers. These matters are governed in Chapter 2
or ILO convention number 98 year 1949 on The Application of Principles of The Right to Organize and to Bargain Collectively yang (ratified
in Indonesia through Act No. 18/1956) that asserts: "Workers' and employers' organization shall enjoy adequate protection against any acts
of interference by each other's agents of members in their establishment, functioning or administration". The two ILO convention affirms the
rights of workers to associate/organize.

The matters exerted to Anarcho-Syndicalist group through the law enforcement had violated at least four International Human rights
Instruments. It is also a violation of the constitution and four national legislations.

Government through the police, had violation of these instrument, thus had disclosed their inconsistence to the public.

May 1st 2020, Workers Solidarity Syndicate

https://iwa-ait.org/es/node/853

------------------------------

Message: 2


MARTIN'S VIEW OF THE DISPUTE ---- During one of the debates, Martin reminded us that our union has known for some time and was even at one
of our presentations. So we didn't have to explain to him how we work, but we asked him to read all about the dispute with OZ DM so he could
have an idea of what might await him. As it turned out, he eventually found himself in similar situations as Michal, and he also withstood
them well. He also talked to Michal in person at one of the meetings. ---- Even after this dispute, we were curious how the worker himself
perceived him. We therefore sent Martin the same questions as before to Michal. ---- What did this dispute teach you and what did it bring
to life? ---- He convinced me of the power of direct action as a form of struggle. In my case, it was for the payment of wages, but I think
I can generalize and say that similar forms of coercion can solve various social problems. I can't imagine that without Direct Action in the
dispute I would have succeeded so quickly, resp. succeeded at all. The controversy has also helped me learn to handle various situations
without nerves, yet I have never encountered anything like this.

What was most important to you in the dispute?

It was people's support. I knew I wasn't alone in that. When we handed over a letter in Košice requesting payment of my salary, I did not
expect that there would be so many willing people who would support me selflessly. I also felt the support of friends, acquaintances, but it
was more or less just moral.

What would you do to someone with a similar problem?

I would advise anyone who has a similar problem not to be afraid. I realize that sometimes it is easier to overlook injustice, even if it is
directed at you personally. I know that people are generally afraid to stand up to those in a superior position in a stronger position. I
myself have long decided whether it is worthwhile to go into an open dispute, but the support I felt throughout the dispute and the
successful outcome convinced me that I had made the right decision.

WHAT HAS DISPUTED THE DISPUTE AND LESSONS FOR THE FUTURE

Each of our disputes is different. Although we use the same tactics (direct actions), we must always take into account completely different
circumstances and come up with a strategy that will ensure that the requirements of the workers are met as quickly as possible.

Gathering experience in other fights

 From the beginning, we assumed that we would be better off after any dispute, because we would be able to benefit from previous
experiences. In this case, we managed to fill it to the point. We were able to provide moral support to Martin in tighter situations and to
explain our suggestions well in situations that were almost the same as in the past. We emphasized the importance of not getting involved in
pointless debates, not giving in, focusing on the facts, not explaining unnecessarily and "going your own way".

We believe that if we want to make a difference in society, people need to organize. In organizations, we gather experience from our own and
other struggles. If our work is systematic, it better prepares us for critical social situations, but also for solving the everyday problems
of members and other people who ask for help. The ability to solve these problems is then a signal to other workers that they are not alone
and together we can do something. When we initially asked Martin why he turned to us, his answer confirmed what we had just written - he
thought that our experience would allow us to advise him. In the end, we were able not only to advise him, but also to help solve the whole
problem.

Dispute coordination in a city without a local group

This dispute has been a great challenge for us. We had to consider whether we dare to do it, because its cause was in Košice, which is 400
km from our Bratislava local group. Although we had members in the region (so-called isolated members who are a full part of the union, but
there are not enough of them to form a local group), it is different to be in charge of a dispute when a person is alone in the city, and
others, when he is in a group. We made sure that if we helped each other and shared responsibilities, we could handle the dispute.

Activists from Košice also helped us a lot. They took part in organizing and carrying out two important direct actions (handing over a
letter and protesting in front of the hotel) and played a key role in the whole dispute. Overall, there was a good response from the east of
Slovakia also in terms of the number of protest e-mails sent.

Unpredictable events

We were not surprised by the fact that Martin's data for calculating the amount owed were not completely accurate, so we had to correct it.
A similar thing happened to us later in another (winning) dispute in the restaurant sector. The reasons were the same in both cases: chaotic
accounting, late payroll and the reluctance of companies to communicate before entering into a dispute. Thus, ambiguities that could have
been avoided could only be resolved when companies understood that we were serious. This experience has tested our ability to respond to
unforeseen situations, to resolve them appropriately and to succeed in disputes despite them.

We handled the other three disputes differently than the dispute with OZ DM and CATO Agency, because they concern one branch - restaurant
services. While in the first two disputes we tried to capture in detail the chronology and anatomy of the disputes, we notice the following
struggles in the context of the industry and its specifics.

Three fights in restaurant services

In the years 2017 to 2019, we had three disputes in the gastro. They concerned a pizzeria, a café and a bistro. We succeeded in two within a
few weeks, the third was terminated prematurely by a worker. Although there are only three disputes, we think that they can be meaningfully
compared and evaluated. We have added a few tips to our analysis that could be useful (not only) for people working in restaurant services.

CAUSE OF DISPUTES

We have informed about the causes of individual disputes in separate articles on our website, so we will only briefly summarize them.

* Martin worked in Lozano Pub as a pizzeria and the company refused to reimburse him € 201 for an exhausted vacation after leaving.

* Mia served Space Mania in a café (so-called playful café intended for children and adults) and the owner owed her € 222.44 for the hours
worked.

* Jakub worked as an assistant chef in the bistro and the boss did not pay him a salary and wage compensation in the amount of € 584.61.

FIRST STEPS OF WORKERS

Martin and Jakub first tried to solve the problem individually. Martin encountered a reaction we might call the tactic of repeated promises
. When he asked for the money he owed, he kept listening to get it, but nothing happened. Although this tactic often causes a person to lose
interest in solving the problem, Martin did not give up (even after a response from the labor inspectorate that he would not deal with the
matter and should solve it in court) and contacted us.

Jakub also communicated with the boss all the time and reacted to her intention to release him by trying to agree on better conditions. Her
answer was much harsher than in Martin's case. We would call it simply revenge (although to label it as the ego in question would also not
be far from the truth). She threatened to give him fewer changes, and she did. It got to the point where she refused to pay him any money
she owed.

In Miina's case, the situation was more complicated. When she came after the last paycheck, the boss only gave her some money (€ 70) in 20
days worked, claiming that it was worth it in 40 hours worked, refusing to show her an attendance card. Mia was given a "choice": either she
signs a copy of the payslip or her boss doesn't even give the € 70. So Mia signed and immediately contacted her friend Maja, whom she
confided in everything. They tried to contact the boss by phone, via SMS and later by e-mail, but without a reaction. The boss 's dead
beetle tacticshowever, even in this case, it did not lead to the resignation of the worker. On the contrary, Mia reacted admirably. Together
with Maya and sometimes other sympathetic people, they started protesting with banners in front of the café several times a week. The boss
pulled the victim's tactics from the arsenal: she called the police every time, explaining that Mia had stolen from them, that the children
in the cafe were afraid, or that the protests were disturbing public order. After several weeks of unsuccessful actions, Mia and Maja
contacted us for help.

ASSOCIATION
OF THE ASSOCIATION DIRECT ACTION AND SETTING OF REQUIREMENTS

We have taken the same first step in these disputes as before. We studied all available documents and, where necessary, recalculated how
much the boss actually owed. The purpose of this procedure is to determine the exact amount that will be included in the requirements at a
later stage.

Martin's case was relatively clear. The amount owed was based on information from the company's accountant.

Mia was supposed to mark fewer hours at the direction of her boss than she actually worked, but fortunately she also kept her own records.
She also took a picture of the actual attendance book, thanks to which we finally calculated the exact amount owed.

The calculation was the most complicated in Jakub's case, because the boss paid part of the salary illegally, the payslips were one big
mess, the employment contract did not contain mandatory requirements, such as working hours, and the boss stopped giving him changes. In the
end, however, we still managed to write a precise request.

It should be added that Martin and Jakub also marked and photographed the hours worked. They also put away payslips and had important SMS or
other messages at their disposal. Such documentation will greatly facilitate the preparation of the dispute, as we can more easily formulate
requirements and exert more effective pressure, but we do not claim that if it is missing, everything is lost. We just want to emphasize how
important it is to keep records of everything that happens in the workplace (and it may not only be related to money, but also to working
conditions, safety and health at work, etc.)

SUBMISSION OF REQUIREMENTS

Submitting a letter is an action by which we show the company that the workers have a problem that needs to be solved and that our union is
behind them. There is always a deadline in the letter by which the problem should be solved. If the company does not comply with it, we
enter into an open dispute. When handing over the letters in the mentioned establishments, the responsible persons took completely different
positions.

The head of Lozano Pub acted seemingly masterfully. He quickly began to test whether he could separate Martin from the rest of us (he talked
him into sitting at the table with us without talking to each other). Fortunately, thanks to our presence, Martin did not let himself be broken.

In the case of Space Mania, we found our boss (who sometimes works in the cafe) in front of the entrance to the cafe. He adhered to the dead
beetle's wife's tactics, pretended not to be affected at all, and refused to accept the letter. When asked if we should leave the letter on
the ground in front of Space Manie's door, he seemingly phlegmatically indicated that he was calm. After we left, he had to bend over and
hand him over to his wife. She suddenly came to life, stopped ignoring Mia and wrote her an SMS in which she mentioned the possibility of
"agreeing". Instead of a specific agreement, however, she really only wanted Mia to meet with four (!) Space Manie lawyers, to whom she
threw the whole matter in order to get rid of the responsibility for solving the problem.


We couldn't even find Jakub's boss in person, but we exchanged at least a few e-mails. Since she was the only one to pay the money on time,
we did not finally get into an open dispute.

PRESSURE INCREASE

We started classically - with media coverage. We have published basic information about the company's actions with a call to solidarity with
workers on the website. People could call the company, write their opinion by e-mail or add a few words to the evaluation portals.

The second step was concrete coercive actions.

At the time we entered into the disputes, third-party activities (stand-up shows and events for children) were to take place in Lozano Pub
and Space Mania. We took this opportunity to inform them of the dispute. We explained that they could help end it quickly and avoid problems
if they cooperated with the company during the dispute.

In the case of the owner of Lozano Pub, the reaction was quick. Why did he choose the Facebook page of the Czech Anarchist Federation, where
he wrote the following about the shared article on the dispute:

"It simply came to our notice then. The former employee Martin did not contact me even once in the last year until he visited me last week
with a restaurant with a party in the picture. Who surrounded my table during lunch, which I think is absolutely rude and rude. And their
audacity was so great that as lunch I began to film me with a camera. When I suggested to Martin to stay there that I would investigate what
was on my mind, so one of the brazen and rude people told him that you were not coming with us. If you think that this brazen arrogant
behavior applies to me, then you are mistaken that it may apply to Japanese whaling fishing boats. A former employee knows my number, where
he can find me, and he can talk to me about his problem, and if I find out that our company owes him something, I will see to it that it is
resolved. And I'll give you one piece of advice

We responded to this:

"During 2017, Martin informed Lozano Pub several times that his holiday had not been paid for. We have SMS communication with repeated
promises that the money will be paid. So far this has not happened.

On 30.10. you have been re-informed of the problem through a written request for payment of the debt. Two weeks have passed since then,
during which you were able to resolve the issue and pay out the amount due € 201.

The only solution to this dispute is the immediate payment of the amount due to Martin. When the amount for unpaid leave (which is the sole
reason for this dispute) is paid, we will consider the dispute closed. "

Three days after the start of the dispute (or the very next day after the communication on Facebook), the money owed was paid out.

The dispute with the bistro ended even earlier and did not even get into the public phase, as the boss sent the money to the account before
the deadline.

Thus, the actual escalation of pressure occurred only in the case of Space Mania. We even got a response from a third party there. The owner
of the FUNTASIA agency, which collaborated with Space Mania on the so-called Frozen Party, told us to draw attention to the problem, that
Space Manie's practices do not apply to her, and therefore she will not comment on the whole matter. We did not intend to accept such an
alibi and therefore we decided to come to the Frozen Party as well.

That day we stopped in the center of Senec with leaflets about the dispute and support options. The people's reactions were favorable, many
already knew about the problem and were surprised that something like this was happening. Many have promised to spread the word about the
dispute among their acquaintances or to contact the business owner herself.

After arriving at the Space Manie, our favorite (the owner's husband) started yelling at us and shoving one of us. We responded calmly: we
handed out leaflets to our parents and looked for an owner to tell us when she would pay the money she owed. The owner's husband, on the
other hand, made a fuss and called on the worker behind the counter to call the police, which we found extremely inappropriate due to the
presence of children (especially if the police did come). After a few minutes we left the premises. We additionally contacted the parents
via Facebook and explained to them that it was not our intention to spoil the event for them or their children. We are parents ourselves and
we explained that we think it is unacceptable for such people to work with children and do business without paying money for work.

The event in Senec was not the only coercive activity. The owner received dozens of e-mails from Slovakia and abroad. Mainly organizations
(and their members) from the International Workers' Association (MAP) from Britain, Norway, Poland, Austria, Russia, Spain and the USA took
part. The email was also sent by the MAP secretariat and support for Miu came from individuals and other friendly organizations in Britain,
the Czech Republic, Croatia, Germany, Slovenia, Spain and the USA. Several people also expressed their views, for example, on the Space
Manie Facebook page (from where, however, the posts were repeatedly deleted).

We returned to Senec once again - to the so-called pirate party. We armed ourselves with pirate masks, drums, banners and we could be heard
all around. The owner of the café was not present again, our favorite was replaced by a hired SBS car, who didn't bother us in any way,
because he was inside almost all the time. However, we still did not leave the boss alone. After about half an hour, we moved in front of
her block of flats, where we continued chanting. This event was especially successful, because even though there were a few parents with
children inside, the announced Pirate Party did not take place in the end.

We did not carry out any other planned activities, because a few days after Mia agreed on a plan of further actions, she began to resolve
the dispute with the boss without our knowledge. As this was a breach of the joint action agreement, we had to notify Mia that we were
suspending our activities. A week later, Mia informed us that the dispute was coming to an end. In the end, she did not get the money she owed.

https://www.priamaakcia.sk/Ako-sme-si-poradili-s-problemami-v-praci-Spory-Priamej-akcie-2015-2019.html

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Message: 3



An ACG postal worker writes... ---- The arrogant and bullying management of Royal Mail have recently announced an executive decision to
suspend Saturday letter deliveries and impose changes to the current operational network and agreed duty structures. In doing so, they
completely ignored the Communication Workers Union, which organises postal workers, failing to consult with them. ---- This has been
encouraged by the supine attitudes of the CWU leadership, who after a massive vote in favour of strike action, called off the strike because
it "was the right thing to do for our nation" with the promise from management that they would play ball. No such luck. Management have
announced their decision on the CWU National Postal Workers Day, as a direct insult to the CWU.
What the end of Saturday deliveries means is that 20,000 jobs are under threat. The 20,000 potential job losses this can lead to involves
"restday cover" duties that currently cover walking postal workers rest days. If regular posties will only do Monday to Friday with Saturday
off and driver only duty on Saturdays only delivering parcels and no letters, that would mean us "rest day covers" would lose our jobs and
be spare. The rumours say that we could be taken out of our local offices where we've been trained (street knowledge, sorting etc.) and
dropped in offices where we have got no clue in regards to streets, areas, etc.

All off this is done in the middle of a pandemic by greedy senior management.

The union has said that it will fight these moves in the courts. Only if all else fails, they say, will they call a ballot for further
strike action. Management intend to implement its plans on 11th May.

Postal workers should defy management's executive decisions and stick to agreed duties. They should prepare for unofficial action against
these moves and start organising to fight these moves in the only way the bosses understand, the strike weapon, rather than waiting for the
flabby responses from the CWU leadership. They should organise mass meetings in or outside the sorting offices where they can collectively
decide on ways to fight back.

https://www.anarchistcommunism.org/2020/05/01/royal-mail-uses-pandemic-to-attack-postal-workers/

------------------------------

Message: 4


RESULT AND STATEMENTS OF WORKERS ---- Martin got exactly what he asked for. He received an account of € 201. He later wrote to us: ---- It
cost a lot of effort, but it was worth what I'm very grateful for. ---- Mia did not receive her money, but she wrote us (as well as Maja)
her statement: ---- Mia: ---- "I do not want to deal with it anymore. We went there for half a year and it didn't move anywhere, but thank
you to everyone who helped me. I will not forget that you helped me. Thank you very much again. " ---- Maja: ---- "Thank you for your direct
action for taking up this dispute at my instigation. I really appreciate it, I learned a lot new and I hope there will be an opportunity to
help you in some way. " ---- Jakub expressed his impressions in a more extensive interview. ---- Why did you decide to solve the problem in
working with our association?

I have known the Direct Action Association for at least five years and I have always supported it because I sympathize with its activities.
I believe that mutual assistance and solidarity is what can help people to fight the injustices that arise in today's system. Another reason
why I solved the problem with PA was that solving anything with the boss was on a long elbow even when she claimed that she was willing to
solve the matter. I knew I wouldn't achieve anything on my own, so I preferred to contact PA.

To many people, it may seem strange or even suspicious that they have not solved the problem in court. Have you met such an opinion in your
surroundings? What do you think?

I did not talk much about the problem with the bistro to people around me, and with what they knew about it, I explained in advance why I
think it is better to solve it with Direct Action rather than in court, and at the same time what are the disadvantages of solving in court.
It is primarily the time the dispute stretches and the nerves around it. Especially with regard to the Slovak judiciary.

One of our conditions was that you would be active and that we would not do things for you. Can you tell if there was a difference between
your idea of your own activity at the beginning and what it all involved in the end, for example in terms of time and the need to respond to
the development of the problem?

Since I know how PA dispute resolution works, there was no difference between my imagination and reality. Of course, preparing for a dispute
and resolving details are not a matter of telling info and I don't care, so they take a lot of time and require a lot of detailed work and
patience. However, if we want to achieve something in society, we must work on it TOGETHER.:)

What was the most difficult thing for you while solving the problem?

The most difficult was the time consumption of these activities. It was not an extreme, but given that I have a program and responsibilities
almost every day from morning to evening, it was sometimes quite difficult to fit in the resolution of dispute activities.

How did you feel about asking for money for hours you didn't take?

At first, I didn't even plan to ask for it, but when I found out from the people in Direct Action that it was possible (and it was supported
by law), I also agreed to this possibility. It felt strange to me at first, but then I remembered my boss's sentence that she would
determine how much I would do, which came to me at that time as a decent scum.

How did you experience the joint delivery of the request letter in the bistro? What was encouraging or stressful for you?

Nervousness was there, of course, but I don't know why I should be afraid to ask for what belongs to me. The encouraging moment was the
support from the people who came with me to submit a letter of request. I appreciate it very much and I was pleased that people know how to
show solidarity and not just close themselves into their world of egoism. Another positive moment was that I saw my colleagues again.:)

The stressful moment, apart from the handover as such, was the handing over of the letter to the establishment, with whom I also have a good
relationship and I did not want her to take it as an attack on her person. On the other hand, I believe she understood what it was all about.

We know that at one point the owner chose a typical tactic of employers: she began to intimidate and threaten with criminal reporting, which
is always annoying. How did you feel about it? What advice would you give to others in this situation?

I didn't like it, but I expected it. Filing criminal reports is a common tactic of employers in disputes with PA. From what I know, these
have always been fabrications that have no basis. In my case, this was doubly true, as the campaign had not even started yet. Despite the
threats, the boss did not file a criminal complaint.

I would advise others not to be afraid, because if they ask for what belongs to them, they certainly do not act illegally.

How did you react when your boss sent you more money than you asked for (or what did you think about it)?

She announced this in her last e-mail. I was surprised, but I didn't believe it until the amount came to my account. But I didn't want to
make money on the bistro (where, by the way, there are still colleagues I like, and I didn't want and don't want it to have any negative
impact on them), so I immediately returned the "surplus" to it. .

So how did you feel about sending you more?

She pretended to be a show of kindness and generosity on her part, but in the context of the whole e-mail, I felt as if she had put me in
the position of a poor man who "doesn't even have a coat." I'm not a case for charity. I just asked what belonged to me.

What would you do to someone with a similar problem?

Not only to someone with a similar problem, but to anyone who has or has had problems at work, I would advise them to deal with it and not
to accept injustice from bosses or management. In gastronomy, but also in other industries, employees should be in the first place, because
they make a profit to the boss. Let them get used to not being able to afford and do whatever they want with the employees.

DISPUTES IN NUMBERS

Lozano Pub

Space Mania

bistro

Length of dispute (since submission of request letter) in days

14

63

19

Number of solidarity emails sent (known to us)

4

58

0

Amount due (in €)

201

222.44

584.61

Amount won (in €)

201

0

584.61

WHY ARE WE SUCCESSFUL IN TWO DISPUTES AND NOT ONCE?

Success depends above all on adhering to an agreed strategy. The reasons for non-compliance with the Space Mania agreement may also appear
in other disputes and can probably never be completely avoided. They relate in particular to doubts on the part of workers, which arise, for
example, from the following issues:

"Will the dispute really be resolved, even though there is no visible shift even after weeks of activity?"

It is understandable to look at things from a time point of view. The dispute can take several months and eventually end in success. For
example, our dispute with OZ Divé maky lasted 86 days and ended with the payment of the required € 950 owed.

It is also interesting to watch when companies surrender. It has happened to us several times that it was very shortly after they
emphatically stated that they would not back down under any circumstances. So it pays to stick to a direct action strategy that works.

"Are the documents on the basis of which we prepared the requirements really convincing enough?"

It is different when one is in dispute over an amount confirmed by the company itself (dispute with Lozano Pub), and when the company claims
from the beginning that the amount in the claim is meaningless (dispute with Space Mania and the bistro). Even though people know that the
truth is on their side, over time they may have doubts. They delve into negative reflections and feel as if they are standing before a court
and have to have bulletproof proof of their truth, although in some cases it is more "word for word".

Although we base our disputes on evidence that would also succeed in the courts, the direct action strategy needs to be considered
differently. The point is that it is the workers (and not the courts) who determine what is a legitimate and fair demand. And that they win
it over with their activity, not by relying on someone else.

In addition to factors that are rather subjective or psychological, market competition can also play an important role. More precisely, how
business owners perceive competition . They attach different importance to their image, which can be reflected in their stubbornness or
flexibility and thus in the length of the dispute.

Lozano Pub hosted third-party events and the company knew they could move elsewhere in case of problems, not to mention that there were
other dining options in the area. The bistro was similar, as there were plenty of competing facilities in the area.

On the contrary, at the time of the dispute, Space Mania was essentially the only space of its kind in Senec. Even if cooperation with third
parties were abolished, parents would have no choice. So while in a pizzeria and bistro the threat of long-term money loss took up
relatively quickly, in this case the boss could tell herself that major profit problems would not come soon, because people with small
children would always end up in Space Mania. However, the cafe was not very profitable and it was likely that sooner or later the boss would
not have a choice and as a result of repeated protests, he would still have to pay the money he owed.

GASTRO - MANY PROBLEMS, BUT ALSO WILLING TO FIGHT

It is typical for the restaurant industry that it saves significantly on wages, and thus on the workforce. There are, of course, more
similar industries. From our experience, however, we can say that it was in the gastronomy that we encountered problems most often. At the
same time, he had the most people who showed a determination not to get swept away.

However, these were people who no longer worked in companies, or their departure was only a matter of time. Organizing in cases where they
do in companies and still plan to do, would look different and such an experience awaits us.

For the people with whom we resolved disputes, it was therefore true that at the same time they were looking for another job in order to
quickly resolve the loss of income, or they already had a new job. They had to set aside time for planning and activities and also take into
account possible stress. Nevertheless, they did not give up and stood up to the leadership, which is a positive signal that even if people
are in a bad situation, they can be active and fight successfully.

As for the characteristics and typical problems in this sector, we looked at them more closely and wrote them down in brief. We do not
consider the following list to be complete and we will only be happy if you help us to supplement and improve it in the future, especially
if you work in gastronomy.

General points

Low wages, and therefore relatively low amounts owed.
At first glance, it might seem that it is not "worthwhile" for workers to fight for them. The opposite is true. We know of disputes abroad
over large sums, but our struggles also involved sums barely over € 200. We believe that people were willing to fight for these relatively
low amounts also because they knew about our previous disputes, from which it was clear that we could succeed.

High fluctuation.
Although this factor does not affect the entry into a dispute with the gastronomic operation when the worker no longer works in it,
organizing in such an environment is difficult. But that's everywhere. If we also mean dismissal by fluctuation, then it is also possible to
dismiss someone (whether legally or illegally) everywhere. However, finding a full-fledged replacement quickly is difficult, and many
gastronomic companies are aware of this.

Simple structure of social relations in the workplace.
The business usually has a boss / owner, operator and employees. The relationships that arise in this triangle usually turn against the
workers in the form of emotional or social coercion . (This pressure from distorted "friendly" relationships with management is sometimes so
strong that it can negatively affect workers even when they no longer work for the company.) intimidated, the whole collective "suffers".

Points concerning employment and wages

Low awareness of the rights and obligations of workers and companies.
As for companies, they may just seem to be playing it, but it's not always the case - sometimes they don't really know what they're saying.
As far as workers are concerned, it is always good to know the laws. Ignorance of what I am entitled to can cause me not to solve my
problem. There are many sites on the Internet that provide valuable legal advice in a comprehensible way. It is not the best solution to
rely solely on them if you are interested in going to a dispute, but they will certainly serve to increase legal awareness of whether the
law is being violated in the workplace.

Frequent occurrence of invalid, resp. incomplete employment contracts.
Again, it can be about amateur companies, but also about intention. At the same time, it is sufficient that one of the essential or regular
elements of the employment contract is missing and this may have a negative effect on working or wage conditions. We wrote about this in
more detail after the dispute with the bistro in an article from March 2019 entitled "Unpaid wages and wage compensation - what about that?".

Faulty or non-existent payslips.
We also described this problem in the article mentioned above, so only in a nutshell - the payslip is another official document and proof of
how much money you receive. It can be compared with the data in the contract and the time actually worked. Any discrepancies can be used
against the company in case of a dispute.

Opaque records of hours worked.
Yes, time is money and if you do not have an overview of how much you work, you do not know if you are getting the right salary. If there
are fewer hours worked on paper than you actually work, the company can pick you up at any time and pay you less. Documentary evidence will
be on the side of the company, which does not mean that there is no chance to win the remaining money, but there are bigger complications.

Working for the minimum wage, with the additional money being paid "on hand" , sometimes without documentation at all.
The actual wage owed is then difficult to prove and recover. The problem also lies in the fact that the boss decides how much you get
according to your own discretion, the current needs of the company or your mood. It may be the same amount for a long time, but there is no
guarantee that it will be like this in a month or that you will get it at all.

Degree of work intensity.
There is not much talk about the degree of work intensity, but it is one of the key points, especially for people who receive the minimum
wage. There are six levels of work intensity. For people working on a contract basis, the minimum wage is determined on the basis of the
first step (from 1 January 2020 it is € 580 in gross monthly). For others, the degree of work intensity is determined by the type of work
and work tasks. You always need to make sure that the company has placed you correctly.

Unpaid work or so-called "test work".
This tactic of companies is often combined with delaying the signing of an employment contract. Sometimes people work this way "for free"
for a few days and would rather leave than deal with it.

Health and safety at work (OSH)

Health and safety provisions can be a strong motive for the fight to improve working conditions. The restaurant industry routinely works for
change (often more than 8 hours), requires overtime, work in the evening, on weekends and public holidays, and flexibility in jumping for
colleagues. These factors can upset the balance between work and personal or family life and cause increased stress.
Work as such is often demanding physically (one is still on one's feet) and mentally (contact with people). In addition, companies have no
problem violating occupational health and safety in the area of compliance with mandatory breaks or leave. A separate chapter is also (non)
compliance with hygiene regulations.

STATISTICS

The Statistical Office defines as restaurant and hospitality activities the following: restaurant activities and mobile food sales, food
delivery and other hospitality services and services. When we talk about the restaurant industry, we mean these activities.

The number of employees in restaurants and inns has been rising in recent years, and at the time of publishing the brochure, they employed
almost 50,000 people.

The average wage in restaurants and inns is close to the minimum wage. The data for the years 2018 and 2019 show that during the year it
increased slightly, but to the level of the minimum wage, respectively. it did not get slightly above it until the second half of both
years. The data in the table show the average gross wage not reduced by statutory or employee-agreed deductions (business income is not
included in this amount). The minimum wage in the economy was € 480 in 2018 and € 520 in 2019. Quarters in which the average wage is lower
than the minimum could be explained by part-time work. However, it is clear that official wages in this sector are extremely low.

2018

2019

1st quarter

459

496

2nd quarter

461

519

3rd quarter

477

526

4th quarter

494

at the time of publication of the publication without data

GENERAL RECOMMENDATIONS

Based on the recurring problems we had to deal with during disputes (not only) in the restaurant industry, we wrote a short list of
recommendations. We mention them because if they follow them, they may have a better chance of success if they want to solve some problems.

Exactly mark your actual working time and time related to the work as such: hours worked, work during weekends and holidays, visits to a
doctor or the Czech Republic, holidays, PN-ss ... In the case of holidays and PN-sek, of course, days will suffice, in other In some cases,
minutes are also important.

Always try to have all information about work and wages in writing .

Keep all the documents related to money. Archive e-mails, SMS or other communication with management.

Payroll is an obligation. Always ask her and don't let yourself be beaten. If something doesn't suit you, ask for an explanation. Accidental
errors may occur on the payroll, but there may also be intentional accounting practices that are good to check to make sure they don't hurt you.

If you receive money illegally, for example in an envelope on which the responsible person also writes an amount or anything else, keep the
envelopes. If you're signing something, try to think about how to get proof of it (such as a photo). And while making money illegally may
suit you, it's always worth considering how to make it a legal income. The official amount of income depends, for example, on your chance to
obtain a mortgage, but also on the amount of social benefits, including PN, OCR, maternity and pension.

We recommend taking management information with caution as to how the company is doing (especially if they claim to be wrong). They share
them with the intention of achieving theirs. Don't forget that they have their business plans, ideas about the development of the company
and their goal is to make money - in other words, to get as much money from you as possible for as little money as possible. They give the
impression that you are on the same ship, but you probably know that this is not the case.

If something annoys you at work, look for more information in the Labor Code, the Act on Safety and Health at Work or in other sources.
Finally, we would like to encourage everyone who works (not only) in the restaurant industry to solve their problems in the workplace and
not give up, even though the situation may seem seemingly unsolvable. It is not good to rely on labor inspectorates or courts, nor to be
trampled on. You can solve problems at work with your own activity.

And if you have managed something similar to ours in the workplace, write to us about it. We will be happy to publish it to give courage and
inspiration to other workers.

https://www.priamaakcia.sk/Ako-sme-si-poradili-s-problemami-v-praci-Spory-Priamej-akcie-2015-2019.html

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Message: 5



During the second half of September[2019], there was a wave of protests in Lebanon, starting at Beirut's Martyrs' Square and going to the
Parliament building on Nejmeh Square, with the intention of breaking through security barriers and expelling the Corrupt government. ----
These protests follow a vast economic crisis stemming from minority governments filling their own pockets. Lebanon is governed by a
sect-based political system, which has remained unchanged since the end of the Lebanese civil war in 1991 and, despite waves of action
during the Arab Spring in 2011, the government remains in control with an iron fist and a heart black. ---- Whether Christian, Sunni, Shia,
Alawite or Druze, all working class Lebanese face a new wave of taxes and a precarious economy. The daily reality of the lack of food in the
cupboards and water in the taps left them with only one option. They took to the streets to protest for a decent existence, only to find
themselves dealing with terrible police brutality.

In the midst of this, there is a relatively new group that takes to the streets, organizing and sharing the policy of anarchism, they are
called Kafeh! or fight. They formed in December last year as a collective "big tent" of anarchist comrades  (including anarchist communists,
mutualists, vegans and anarchist unionists)  and quickly became an active part of the opposition government alliance and subsequently the
current wave of demonstrations.

"And our short-term goal is to overthrow the current corrupt oligarchy that dominates Lebanon and our long-term goal is to achieve anarchism
in Lebanon and the region, by building independent communes or by making the whole society anarchist," they say.

KAFEH! or fight! it is an anarchist movement whose objective is to achieve a decentralized society without authority and that defends the
values of freedom, social justice, egalitarianism and secularism.

The word "KAFEH!" is an Arabic summary of the term: "Effective Free Anarchist Cadres".

The movement's premise is anarchy or libertarian anti-authoritarianism.

"KAFEH!" the Movement rejects the dominant patriarchal authoritarian system in Lebanon, which is a centralized institution that incites
sectarianism and greedy capitalism in order to support the allocation of quotas, exploitation and division of power, resources and public
wealth.

"KAFEH!"  it seeks to transform the current status quo of the system into an extended decentralization consisting of small local communities
(communes), each choosing its own system of self-regulation, respecting freedom, social justice, egalitarianism and secularism.

"KAFEH!"  it aims to minimize the State's duty to collect taxes from each community, in order to provide social services and infrastructure
equally distributed among all communities.

"KAFEH!"  supports the principle of absolute individual freedom in choices, beliefs, opinions, expressions, ideas and other principles of
life, based on the declaration of human rights.

"KAFEH!"  insists on the need to change the current system in all its forms.

"KAFEH!"  considers that any form of change cannot be true if it does not include the protection of fauna and flora expressed by a pact
between all communities.

"KAFEH!"  he claims to be the protector of the weak and the oppressed, as well as the victims of injustices practiced by the current
authoritarian patriarchal dominant system.

You can contact the group through this social media account:  facebook.com/kafeh.lebanon

Or through the website:  kafeh.org

Translation> A. Padalecki

Related content:

https://noticiasanarquistas.noblogs.org/post/2020/02/20/libano-quando-o-povo-fica-com-fome-ele-come-seus-governantes/

anarchist news agency-ana

--------------------------------------------

https://kafeh.org/about-us/

About Us

Fight! It is an anarchist movement whose ultimate goal is to reach a decentralized, decentralized society that carries the values of
liberation, social justice, equality and secularism.

"Struggle! It is abbreviated to the following phrase: "An anarchist, free and active anarchist cadre

The basic premise of the group is Anarchy or liberal anarchism.

Refuses to fight struggle! The patriarchal authoritarian system in Lebanon and the existing dominant system, which is a central
contradictory power system among them based on political and sectarian incitement, feudalism and greedy capitalism, with the aim of
perpetuating privatization, exploitation and the sharing of wealth and public facilities.

Seek striving movement! To replace the current central state system with an anarchist society based on expanded decentralization, as it is
formed of small societies that choose the form of administration that they want for themselves, that an anarchist administration associates
with them.
Also, commit to struggle! By working hard to establish the values of liberation, social justice, equality and secularism.

A struggling movement! You see an alternative to the central state, a non-political administrative system whose role is limited to
collecting taxes from various societies in order to secure social benefits for all, and to provide common supplies, services, and
infrastructure, and they are distributed equally among different societies.

Adopts a fight movement! The principle of absolute freedom of the individual in life choices, expression, belief, and all the principles of
the Universal Declaration of Human Rights, such as the right to work, medical care, and adequate housing, and all that preserves human dignity.

Insist Struggle Movement! The necessity of changing the entire system, and all its values, supports, and justifications for its existence.

It is considered a struggle movement! That any change project cannot be real if it does not involve the preservation of creatures of animals
and plants, through an environmental contract signed and signed by all societies.

Commit struggle, fight! Advocating and defending the victims of marginalization, oppression and persecution, and all those whom the values
of the patriarchal authoritarian system put at the lowest levels.

kafeh.org

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Message: 6



[translator's note: Ruymán Rodríguez is a member of FAGC (Federación Anarquistas Gran Canaria or Gran Canaria's Anarchist Federation), which
centres most of its activity on the issues of housing, rent and homelessness. They are known for housing homeless people in squatted
buildings run along anarchists' principles without the members needing to share the same ideology. The biggest one so far, La Esperanza,
houses more than 260 people, around 160 of them minors. More recently the FAGC has called for a rent strike to demand better conditions for
renters during the COVID-19 crisis. The strike is supported today by more than 60.000 tenants. This is the first of a series of three
articles written in 2015 where Ruymán explains how the FAGC sees the way forward for anarchism based on their experience these years]

"Anarchism is not a romantic fable, but a hard awakening[...]"(Edward Abbey, A Voice Crying in the Wilderness[Vox Clamantis en Deserto], 1990).

The dichotomies between "anarchisms" evolve periodically. During the late 19th century it was between collectivists and communists,
organisation and anti-organisation, individualists and syndicalists, pure syndicalists and anarcho-syndicalists, etc. Today this theoretical
brawl, which seems to develop cyclically, has been established between insurrectionism and social anarchism.

In the 19th century some anarchists wanted to unravel the Gordian knot by speaking of "anarchism without adjectives", and in the late 20th
century of "synthesis". These days it is necessary to go beyond that.

The disputes, if they don't fester and become stagnant, are positive. The theoretical debate is healthy; what is unhealthy is when the
debate replaces militancy. Some anarchists confine their militancy only to anarchist spaces. Whether to protect its essence or bring it up
to date, the dispute is still framed wrongly, as it was in the 19th century.

Yes, the dispute between collectivists and communists helped us realise that a subsection of anarchism at the time was still tied to a
specific conception of private property and salary and that another wanted to transcend that and be generous; also how one tendency was
trying to be realistic and practical and another could be too optimistic.

It was an underlying issue that revealed approaches and attitudes. But it was also a dispute about something that was yet to take place: a
social revolution that put the economy in the hands of the workers. The debate may have helped to outline what would happen in revolutionary
situations like in 1936, but the debate for its own sake, without transcending the theoretical realm, can imagine the best of futures, but
remains mere speculation; a mental experiment about nothing, when you still need to create everything. It may have also been that the debate
between the different syndicalist perspectives had a more practical dimension, but it was still based on the same erroneous premise: to
transform the praxis of others. We are only in a position to change our own activity; if you don't like something, work in the opposite
direction and let experience prove if you were wrong or not.

Consequently, the debate should not focus any more - at least not primarily - on the ideological realm; the validity of an idea must be
measured by putting it into practice, in the realm of facts. Enough of supposed divergences based on agreements, congresses, thinkers and
models based on the imaginary.

 From my point of view there are only two anarchisms: the contemplative and the combative. Regardless of if they are given the name of
insurrectionary anarchism or social anarchism, any of them can represent one of the two tendencies depending on the situation.

The contemplative anarchism lives through other people's lives, its terrain is one of inward debate. It sets up to analyse and discuss, to
anathematize engaged in endless internal fights. Its field is that of theory and stillness, be it of the committee, assembly or
demonstration, of the social network or the burning of rubbish bins (a theoretician of the Molotov is not less contemplative than a
theoretician on an office). Immobility as a way of life; pontification as the mode of operation. Talks and the spreading of ideas is its
natural environment, the place where it feels comfortable; incapable of transcending this habitat to get a taste of the pavement or the
land. Anarchism itself is its battlefield, its object of dissection, the subject of its militancy. The contemplative anarchism is the
childish and immature phase of the anarchist ideology, no matter how serious, respectable and experimented it may look.

Combative anarchism, that which we defend and practice in the FAGC, is the anarchism that rolls up its sleeves, goes into the streets and
fights.

Whether it is raising the pressure on a demo to get people to respond when the police charges or forcing the circumstances so that a labour
conflict doesn't come to a halt. It's the anarchism that gets its hands dirty. The one that fights in the factory, in the neighbourhood
assembly, in the street. Gamonal and Can Vies are examples of this, the "La Esperanza" community too. It's the anarchism that has surpassed
the limits of talks and the militancy of the word. It doesn't believe that putting something into words is enough to change it. Its activity
is outwards, it's not directed towards satisfying the "initiated", to preach to the converted, its circle of comrades is too small. The
discourse created for internal consumption is a cacophony for this anarchism. It doesn't militate for the anarchists; it militates to bring
anarchy to the soil, to bring anarchy to the people. It designs its tactics and strategies, its roadmap, by defining well what it wants and
what is considered a victory, so it is able to advance to the next stage. Its habitat is the neighbourhood, the shanty town, the park, the
ditch, abandoned land, the expropriated houses. It's the anarchism understood as an adult ideology, no matter how daring and audacious its
aptitude, or how new its approaches may appear.

In my experience in these last four years at FAGC, and specially the last two in the "La Esperanza" community, I've come to conceive of
anarchism as an adult ideology. Idealism is necessary, but not based on fantasies and chimeras, but on the real capacity to apply our ideas
to transform the environment. We must find the limits of our myths - ideological, theoretical or any other kind - to discover the
fallibility of respected thinkers. We must try to apply the ideas keeping in mind that no matter how many historical precedents they have,
and how much you are able to draw from past experiences (history must be seen as a clue not as instructions), the reality is that this
current experience has never been tried before, only by you and your comrades. The self-referential talk vanishes and only the hard reality
remains. It's hard, but it's yours.

This reality is so because it stands on something tangible. In the 19th and 20th century there was an anarchism of the factory, and that was
its strength. In this period there also was a cultural anarchism that gave a theoretical and literary underpinning to the street effort. We
propose a street anarchism, an anarchism of the neighbourhood, and for the socially excluded. The worker of the 20th century wakes up in the
21st century and discovers that, after surviving the capitalist crisis, they've gone from qualified labourer to homeless. They are people
destined to marginalization because they've suffered a change with almost no transition: workers yesterday, indigent today. For some it
hasn't changed, they've been born conditioned to live in the street. They like the anarchist message because of its utility. The hostility
towards the police and the rejection of the sanctity of private property is natural to them; they need certain types of mutual aid to
survive at points in their life. If this discourse becomes an efficient model to fully satisfy basic necessities in practise then anarchy
works; it's useful for them and, without turning them into anarchists, it's enough.

We don't need to be labelled insurrectionists for our radicalism or social anarchists for our work. We are combative anarchism and those
kinds of labels are too narrow for us. We've been given a reality check and we have discovered that anarchy works in practice, that you can
organise a micro-society of 250 people effectively following this model. But we also know that helping somebody doesn't change their mind,
and this I will expose in a future article.

What matters now is to know that neighbourhood anarchism, immersed in social marginalization, working in the ghetto, is vital. An anarchism
implicated in the real problems of the people. It's vital not because on its own it can "convert people", but because it's the best, if not
the only, way to reach them. To reach the people you have to address their interests and needs.

But if vacuous provocation is not enough, which at least kicks the hornets' nest, even less so is the talk of reforming institutions. In a
moment when people are more detached from politics than ever, our missions is to force a rupture, not to seek conciliation with new ways
inside the same structures. The situation is ripe for relaunching popular organisations from below, to mobilise people (and us with them) on
the base of their primary necessities and demands, to give structure to the underground, to give body and muscle to those (of us) who have
nothing. To entangle them in electoral promises, in local political aspirations, in the creation of institutions, is suicide: first, because
they have never felt so distant from them; and second, because finally they are capable of doing other things. When a wounded enemy has to
restructure themselves in a hurry, you don't reinforce them, you finish them off. The institutions have to be seen as the enemy from whom
you have to take things by force, through pressure and attrition; the adversary you undermine until you lose all fear and respect for them.
Not like the weapon that is good or bad depending on who wields it. Beyond opportunistic hypothesis, something is crystal clear to me: the
mice about to be devoured also think they are toying with the cat. That is playing politics: to believe you are giving respite to whom is
about to consume you.

I don't play games where others dictate the rules. And there is an anarchism that doesn't either. That anarchism knows where its natural
place is to enter the social life, it distances itself from infighting and joins in on the aspirations of the people to see if they can be
criticised and taken further. This anarchism doesn't establish itself on parameters of moral superiority (sorry if my rhetoric makes it seem
like I want to go around giving lessons), I don't do it because mine is the "last word" in social revolution; I propose it as a simple
matter of survival. Either we limit ourselves to the endogamy of the "anarchy for the anarchists" (when anarchism should be for everyday
people) or we let ourselves be killed by entering power structures that will eat and throw us away before we even realise. Until now these
seemed like the only alternatives: closing yourself to the outside or surrendering your weapons and ammunition. It can not and should not be
like this, our survival and that of our message depends on the battle, on the streets, on the most instinctive necessities of the people. We
need to detect what they need, see if our praxis can provide it, adapt our tools to the moment, come up with a program that gives
theoretical support to our conquests and, once the path forward becomes clear, share those tools and collectivise them (knowing when to step
aside).

I don't care about caricatures; it's not the first time I've been called "slum anarchist" or "anarcho-lumpen". I only care about results.
Street anarchism has been the best method of introduction to our practices in years. The biggest housing occupation of the Spanish state
hasn't been accomplished by a party, an electoral coalition or an organisation of the system. It was started by an anarchist organisation
using anarchist tools and making an anarchist model work without needing everyone involved to be one as well. That neighbourhood anarchism
has given 71 homes to 71 families which account for more than 250 people. We don't need theory to show it, the facts speak for themselves,
the obstinate reality speaks for itself. ?

Ruymán Rodríguez

More information about the Federación Anarquistas Gran Canaria can be here www.anarquistasgc.noblogs.org or on their Facebook.

http://organisemagazine.org.uk/2020/05/02/street-anarchy-pt-1-two-anarchisms-theory-and-analysis/

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