Rev. Graylan Hagler makes the case for Smithfield workers before UCC's General Synod.

Resolution on Worker Justice at Smithfield

Submitted by: The Potomac Association of the Central Atlantic Conference
Submitted on: May 24, 2007

The resolution was adopted on April 28 by the Potomac Association. It is presented to the 26th General Synod of the United Church of Christ in Hartford, Connecticut, June 22-26, 2007.

Contact Person:
Ms. Nazey Gulec, United Food and Commercial Workers’ Union ngulec@ufcw.org.  Rev. Graylan Hagler, Pastor, Plymouth Congregational United Church of Christ, Washington, D.C. and Chair Ministers for Racial, social and Economic Justice, gshagler@verizon.net.

Summary
This resolution supports justice for workers at Smithfield Foods, urges members to become informed about working conditions at Smithfield and asks Smithfield management to respect workers rights to organize.

Theological Rationale
The United Church of Christ has a distinguished heritage of advocacy for democratic, participatory and inclusive economic policies in both public and private sectors. We believe that God cares about all aspects of our lives, including our workplaces. God’s loving presence does not stop outside the workplace. The church, as the body of Christ, must stand in solidarity with men and women in places where they work, especially if they face unsafe conditions, extremely low pay, intimidation, racism or sexism.

Jeremiah, addressing the king, invoked God’s demand for justice: “Did not your father eat and drink and do justice and righteousness? Then it was well with him. He judged the cause of the poor and needy; then it was well. Is not this to know me? says the Lord.” Jeremiah 22: 15-16 41

Jesus invoked God’s compassion for the vulnerable and alienated and admonished his followers: “Truly I tell you, just as you did it to one of the least of these who are members of my family, you did it to me.” Matthew 25:10 45

Background
Smithfield Packing Inc. is the largest pork producer and processor in the world. The Smithfield Packing plant in the tiny town of Tar Heel, North Carolina, 80 miles south of Raleigh, in one of 50 the poorest counties in America, is the largest pork processing facility in the world, employing more than 5,000 workers and slaughtering more than 32,000 hogs per day.

In 1994 and 1997, workers attempted to vote on whether to form a union in order to address the issues of unsafe working conditions, mistreatment of injured workers, inflamed racial tensions, and illegal anti-union activities. But both times, Smithfield engaged in widespread and illegal actions to invalidate the vote. The workers desperately needed support in their struggle for workplace justice and that need continues to this day.1

Human Rights Watch documented in Blood, Sweat and Fear (2004) that Smithfield Packing has violated internationally recognized human rights standards by using intimidation, threats and violence against workers and still continues to do so in 2007. Human Rights Watch provided evidence that Smithfield Packing discourages workers from reporting workplace injuries and seeking medical care from their family physicians.2

The National Labor Relations Board (NLRB) found Smithfield Packing guilty of violating worker rights to organize a union and ordered Smithfield to obey the law and allow workers to exercise their legal rights to promote workplace safety without fear of retaliation or threats.3

Smithfield Packing Inc. and Smithfield sub-contractor QSI Inc. were found guilty of using the company police force, formed in 2000 and disbanded under intense public pressure in 2005, to physically assault workers, cause the false arrest of a worker and threaten bodily harm in retaliation for legal organizing to protest working conditions, in violation of federal labor law.

In 2006, The NLRB upheld its findings that Smithfield’s4 and QSI’s 2003 conduct was illegal under federal labor law and the US Court of Appeals for the DC Circuit enforced the Board’s decisions. In January 2007, Smithfield began paying discharged employees $1.5 million in back wages and reinstating those who wanted to return to their jobs and QSI paid $175,000 to 14 discharged employees

Resolution
WHEREAS the Smithfield Packing plant in Tar Heel, North Carolina has a history of 83
intimidating, threatening and harassing workers who engage in organizing activities to defend their rights, improve their working conditions and ensure their wellbeing in the workplace;

WHEREAS Smithfield Packing continues to delay and deny justice for Smithfield workers;

WHEREAS the efforts of consumers, community organizations, faith-based organizations, labor organizations and legislators will continue to be critically important in bringing justice to Smithfield;

THEREFORE, BE IT RESOLVED that the 26th General Synod of the United Church of Christ supports justice for workers at Smithfield Packing and, in particular, the national and local campaign, in which Justice and Witness Ministries of the United Church of Christ participates, that is designed to bring worker justice to Smithfield employees and their families;

WE FURTHER RESOLVE that the 26th General Synod of the United Church of Christ urges members of churches in the United Church of Christ to become informed about working conditions at Smithfield by examining the extensive background at www.ucc.org/justice/smithfield.

BE IT FURTHER RESOLVED that the 26th General Synod calls on members of churches of the United Church of Christ, after being informed, to advocate for worker justice at Smithfield, specifically to contact the parent company, Smithfield Foods, and request that management in the Smithfield plant in Tar Heel be instructed to stop, and refrain from further, abuse, intimidation and violence against their workers and to provide their workers with the same rights that other Smithfield employees enjoy in union plants: a safe place to work, essential dignity and respect, and the protection of a union contract to encourage a culture of safety and respect in the workplace.

FUNDING
Funding for the implementation of this resolution will be made in accordance with the overall mandates of the affected agencies and the funds available.

IMPLEMENTATION
Justice and Witness Ministries is requested to be the primary implementer of this resolution.

Notes
1 National Labor Relations Board, “Decision and Order,” December 16,. 2004

2 U.S. Government Accountability Office, “ Safety in the Meat and Poultry Industry, while Improving , Could Be Further Strengthened” (GAO-05-96), January 2005, pp. 19-23; and Human Rights Watch, Blood, Sweet, and Fear: Workers’ Rights in U.S. Meat and Poultry Plants, New York: HRW, 2005, p.52

3 National Labor Relations Board, “Decision and Order, “ December 16, 2004

4 NLRB decisions and orders, August 31. 2006, 11-CA-18415, 18316