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Is COVID a Wild Card for the Building Trades and Labor?

You may think this is no time to be talking about organizing. Let me shed light on a perspective worth addressing. While the plight of COVID takes shape and affects all North America, be assured that some (most) people’s pain offers an opportunity for extreme groups to advance their agenda.

Fighting the battles of organizing and getting our ducks in a row while the COVID war is being waged is essential. A cornerstone of Labor Rising Organizing is in depth market research – chart building and far more. What we have is time to build REAL info, not the BS currently taught. It will take months.

In the last 2 blogs Labor Rising has continued to cite verified numbers, making the case to move to hard core organizing and to put the Value on Display (VOD) DISASTER back in the genie bottle! It is the strategy that has failed across 4 decades and in every economic environment, in conjunction with every generation of trades senior leadership teams failing. Some trade(s) should have been able to figure out how to make VOD a winner, but none have – it is the VOD strategy that is the loser! It would be of immense help if our senior leaders would again be labor leaders – but they continue to think of the trades as a product/service to sell!

In the last 2 blogs and several others from 2012 to the present, Labor Rising clearly showed that the union trades are in fact being reverse-recruited, and that our combined training programs are training for both the union and non-union sectors. No spin or BS can dismiss the fact that MORE & MORE union trained workers work non-union. The trades have put themselves in this position which includes reverse-recruiting of union members, hiring policies in the halls that allow contractors to pick and choose and the total capitulation of senior trades leaders, to cite just a few.

Labor Rising’s trend lines indicated in the last blog that the union trades had maybe 10 years to again become a MOVEMENT and quit being a temp agency. With every year of the 10 lost, reversal becomes that much harder to accomplish.

With COVID just ramping up and so many unknowns due to lack of testing, workers are going to get hammered. And union construction is near or at the top of that list. Government workers will likely be blown out with the current declaration of a National Emergency. God forbid the threat of Martial Law becomes a reality, which would waive every type of law, including labor laws and Collective Bargaining Agreements, etc.

Before COVID, management of construction were working an effective strategy of letting us do all the vetting and training in our apprenticeship training programs, and then reverse-recruiting those skills over to the non-union as needed – a hugely successful strategy, as the non/anti-union market share has grown steadily in every decade since VOD has been the trades’ strategy.

Construction owners may not want the destruction of the trades. Especially since we have been lap dogs for decades with concessions of every type of conditions & packages. However, the anti-union see a path to knocking union labor out, including the trades. And COVID, in many ways, is the perfect Trojan Horse to accomplish that. With the “perfect storm” of COVID, Scalia at the Labor Department, Trump as the President, McConnell as Senate Leader and the anti-union entities like ALEC, RTW, CPAC, Heritage Foundation, et al, major changes are already underway.

While the Rank & File will mobilize using their skills to help all citizens union or not, many as volunteers/many as essential services, anti-union forces will be at work behind the scenes to knock labor down and out given the chance.

These groups have learned the lessons from pro-union periods during WW I till the 1950’s. Union density was at its max – 30% in 1960. So, in the late 60’s The Construction Users Anti-Inflation Roundtable, now simply known as the Business Roundtable, and later The Construction Users Round Table (CURT), were borne!

From then until now, the trades side of the labor equation has been systematically attacked by the above entities. I have shared several times the White Paper of JC Turner, Former General President of the Operating Engineers written in 1979. He was spot on in ALL areas of the White Paper! Here is the link. Few have read it in the past postings – lets see if readership improves:!AmKOi71GyLcgqyOmg3JjY_OKGTEi?e=5Ci2TC

The trades senior leadership have put us collectively in harm’s way with all the political BS over decades – along with the adoption of Value on Display. Robert Georgine’s capitulations to the Roundtable in the 70’s opened the door for most of the specialized agreements we see today. Add in Value on Display, which has its roots in the 90’s and was put on steroids in the early 2000’s by the trades as a “strategy” to recover work, and the trades leadership has clearly ceded their role as a Labor Movement under their watch!

Leading the list of threats to the trades are our pensions. The anti-union sees these pensions imploding in on trades. They know many funding wounds are self-inflicted. Bottom line is union leadership promised far more benefits than can be paid for; substantial liabilities that will not be paid putting those funds in jeopardy. True the “government” imposed rules around funding levels and markets have faltered. However, then ALL funds would be in nearly the approximate set of circumstances, and they are not! Many, but not enough Trustees, held the line in giving out benefits unless they were PAID for!

Reverse engineer your funds and see if those statements aren’t true and score high on the Fact Checking meter! Here is the link of the Multi-employer pensions that are currently in trouble as of 2019.  The 2020 list is due out soon; however, it is the 2021 list to watch out for if you’re vested.

The anti-union has little more than to push a few initiatives to cause an implosion of union pensions. The anti-union has other avenues to weaken and destroy union labor – but pensions are our biggest Achilles heel and require the anti/non-union to do little to achieve a lot!

Four threats loom on the immediate horizon for the pensions – all pensions, not just those on the list!

The anti-union knows that…

  • Hours – down across the board even in good construction times, as in the case of the last few years. Hours and market returns drive the ability of a pension fund to promise a level of benefits. Hours are trending down overall because of loss of market share and increasing use of technology in construction delivery. We can’t control the use of technology, nor should we. However, we can control organizing workers. Value on Display and recruiting has NEVER and will NEVER get hours up to where they need to be to have both a career, a pension and most likely an affordable Health & Welfare benefit. Hours are a huge part of the trades’ viability to secure our pensions! They also are mandatory to have political influence. No politician must listen to most state, local & national BT affiliates as they are either too weak or not to be found.
  • Markets, both stocks and bonds – The S&P average return is 9.8% over the last 90 years. The funds typically use the S&P benchmark. ALL the trades’ multi-employer funds hover around a 7% actuarial assumption +/- ½ %. Simply stated, after all fees, commissions and administration costs are paid, does the fund meet the 7% assumption? If at the end of year, year after year, if the realization is less than 7%, then the Fund is underwater on schedule of benefit payments promised. Add in hours that are at, above or under those needed by the Fund and you have a starting point of calculating benefits and the sustainability in the future. There are some other very important components of time that factor into a fund. Pensions ARE NOT Ponzi schemes – although they can look that way to members when the leading trustees play politics with the funds returns and spent far more time on the golf course with the respective managers. Example: The S&P is 9.8% just on the stock side of the investment funds which is typically 60% of the total asset allocation. A trade fund typically spends approximately 1½% in administration and fees. Now that number is 8.3% on 60% of funds. Remember that different types of stock investing also can affect the return by+/-, such as small caps. 40% of investments can be in fixed investments, like different types of bonds. Bonds seldom in a fund’s history hit a composite return of 7% after fees. USUALLY fixed investments are a drag on investment return but are strongly needed to balance the long-term volatility and returns. Now add in hours to the above equation. What was full time employment 10 years ago is NOT what full time employment has been the last 5 years. And, that’s a big deal! The actuary must adjust the total hours down and that is painful. The anti-union only has to keep withdrawing hours to sink even healthy pensions, which would be catastrophic to the funds on the DOL link above.
  • Specialty agreements – There is a growing evidence that management wants to exclude the pensions in upcoming specialty agreements. Since the trades have zero negotiating pressure due to low market share, they are now able to be dictated to! Post COVID jobs will be faced with this. Why? The construction management firms are all reorganizing their business models. They have a 3-fold reason to do this: 1. Get rid of any potential liability; 2. Reduce the cost of construction so they can rebuild profits and save end-users’ money, all off the backs of union trades; and 3. Put pressure on the fragile pension structures that many are in and many more will face. Trades pensions are failing now, and they will hit critical mass if the trends continue. Think of union members PR when they lose a pension speaking to all workers, union or not. Game over!
  • PBGC – The insurer of our Multi-Employer pensions is the PBGC. They are having a hard time getting enough funding to even cover the $0.30 cents on the dollar for pensions that go insolvent! They are basically broke and have no where near the funds needed for current insolvencies, much less those that will become insolvent. With all the relief and stimulus packages the government is going to provide in the upcoming months/years, the odds that the trades even get the PBGC funding is shrinking to highly unlikely. Even if the D’s win control of all parts of national government, the deficit will be a direct threat to the national economy; and, it is unlikely in an austere budget to get this kind of relief. It could happen, but it will be a tough hill to climb. And, remember that is only to cover the $0.30 cents, not the entire insolvent fund. There are now even more draconian measures for U.S. pensions being used today – but we will close here!

Bottom line – ORGANIZING the company and the workers, regardless if they want to come or not, is the ONLY way to keep the trades in the game. Bottom-up & Top-down are far to slow to secure the number of new members and contractors. What is in it for the younger members? When they raise market share and pour huge hours into the funds, (approx. 9% market share increase ASAP) those funds will surpass the liabilities they owe which will in turn produce surplus. That and us old guys & gals cashing it in. Surpluses for prudent affordable and sustained pensions and to make workers a force again politically.

Also, COVID is a double-edged sword. There will be many anti-union companies that can be put out of business with the right concerted activity. Unions need to be smart. The Patriot Act could pronounce unions as unamerican. It has been done before (unions pronounced as unamerican) in the U.S. We must be about BUSINESS – Labor Rising develops Compression Zones staying INSIDE of business law, NOT organizing law! When organizing is all about going after the end users, developers and construction managers clients, credit and their social perception – the trades win!

“if you see a good fight – get in it”

Danny L Caliendo


Does the UA See the Iceberg in the Building Trades Waters –

If they do NOT – then the trades are in their final decade of viability as a free and independent trade union.

Why? In reports from organizer after organizer doing the UA blitzes, they report big numbers of ex and current UA members working non-union. This is also confirmed by the organizers who have attended Labor Rising/Labor Combat training from the UA; and as point of order, all trades organizers who have reported this since the inception of LR in 2012. This is just over 600 total organizers/agents.

The number reported directly to Labor Rising firsthand as a consensus number by UA Organizers is 20% + of ex and current UA members working non-union.

There is no longer any doubt that the non-union contractors WANT Building trades members to keep their union books up to date. The non-union wants the UA, and all BT members to be able to move between both the union and non-union jobs they work on. They want us to train and vet the workers which are used increasingly on non-union jobs! It is also a big part of the reason the big national and regional constructors have pushed for portability of workers and to be able to call for the workers they want – to bypass local hire and the lists of available hands maintained by the locals.

This is just the tip of the iceberg. 20%+ of union hands in boom years of great work are working non-union at any given point of time. 20% of 300,000 is 60,000 journeypersons!

The hidden part of the iceberg is no longer hidden, and it is hoped that the UA is acknowledging it with the actions it is taking in organizing. The total membership of both the UA and the rest of the BT sits at approximately 50% of all members who are 50 years old and older. 50% of all UA and BT workers are one DOWNTURN away in construction from joining the non-union or retiring, which WILL BE catastrophic to both the unions’ pension and membership health. 70% of the total membership is in play. Add in that the non-union has 88% of market share along with the iceberg described above; and the BT market share is clearly at risk to the viability of survival within a decade. The non-union recruiters are also making a solid push to recruit newly minted apprentices turned journeypersons. Many who have advanced welding credentials are being recruited to run jobs for the non-union.

Most/all of the biggest construction companies are in the early stages of being restructured and all are getting mean and lean using forensic auditing to lose unprofitable segments. They are moving to become specialty constructors. Mc Dermott is in talks with lenders to file bankruptcy. Its stock is being hit hard. Bechtel does not have a direct contract with any of the trades, nor do others. CBI, Fluor, Black & Veatch, Jacobs, KBR and others are all dumping unprofitable segments of their respective businesses – such as engineering, maintenance, heavy & highway, etc.

As these and other big national and regional constructors restructure/merge, many will become specialty firms with which the trades, and specifically the UA, have few – maybe zero – agreements. As specialty firms they collectively will employ fewer and fewer UA members and other trades. The UA and the other trades will do the higher end of the high skills work until they are no longer needed.

EVERY single major national and regional constructor is double-breasted. Most have more non/anti-union firms they use then union contractors; hence, why these firms want union workers to KEEP their books. They can move workers to and from union and non-union jobs they serve – almost at will!

Also, once the restructuring of the national and regional firms is complete, the trades can expect that they will be MANDATED to cede approximately 25% more in wages & conditions – over and above the concessions already ceded with Value on Display over the last 3 decades! The trades have zero leverage and will have even less, if that is possible, with a downturn in construction. This reduction of wages and packages is happening regardless of construction environments!

It is why the trades have approximately a decade – MAYBE – to get their house in order. Top priority of the trades is to lose the Value on Display quasi-BS strategy. Most likely not happening! And every year VOD remains counts against the trades going forward.

The UA being in the field in big numbers is the only intraconnected and structured organizing going on. Keep sitting on your butts other trades! The clock is running.

Labor Rising had many comments after the last blog. Many asked questions and some criticized us. The top comment was, we thought LR hated bottom-up, recruiting, top/down and Value on Display.

Yep – make no mistake – we do! Labor Rising sees them as combined losers per all numbers available over the last 3 decades. Some have a place as a tool inside a greater strategic campaign – but none or all can win in enough numbers to put the UA and or the trades back in the game.

We like the current tactics the UA is currently using because they are like the ante in a poker game. It is a starting point. First the International President of the UA had to even want to play – thankfully he did. Why:

  • Huge numbers of organizers/agents are confirming the sheer number of ex and current UA members working non-union by the blitzing they are doing. They are connecting the dots!
  • Huge numbers are working in concert with each other.
  • Huge numbers are being familiarized with labor law and the NLRB. Almost all for the first time.
  • Huge numbers will have connections with each other and can network with peers going forward. Mentors will emerge. It is hoped they have their names on a CBA. True organizers!
  • Huge numbers will learn how to handle the job – or not – balancing family, time on the road and the demands of the job.
  • Huge numbers will come to understand how hard it is to win a bottom-up campaign enough to raise membership numbers “NET”!
  • Many will learn the distinct differences between building trades and metal trades organizing.
  • Many will learn how to manipulate data in real time, do research and to WRITE and execute a plan.
  • And perhaps, many will learn that unless the UA and other trades IMPOSE a Collective Bargaining Agreement on a constructor and make them sign a CBA and/or be put out of business, we will lose! Hopefully the UA and other trades will learn how to grab the major constructors by the WALLET, build a Compression Zone, and get after the clients’ credit and social footprint of the national & regional players. And, keep our mouths shut. No more tri-partite meetings which continually inform the national and regional players where labor is at on the battlefield!

As LR stated in the prior UA blog – we hope they win – as in now! WE have zero problem being wrong. However, should the UA learn WHAT DOESN’T WORK AND WHY – it is hoped they will evolve to a strategy which will win!

The rest of the trades are still sitting in the lobby talking a good game of poker.

“if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat

UA Putting It on the Line Blog –!AmKOi71GyLcg2lYy3vsMWqj3wkxO?e=Lv3Ezo 

The UA International President Putting It on The Line –

The current UA IP was elected in August of 2016.

He stands out from a very weak class of new IPs of his generation. An exception would be the IP of the IUEC – he seized the reigns to protect the interest of the Rank & File for all the right reasons.

Why is the UA IP different? Because he is “doing something” to organize! By November, UA organizers and agents hit area after area with blitzes. As many as 70 to 90 blitzers in some cases hit areas. Heavy emphasis in letting the non-union know that the UA is still around. Major focus on recruiting and bottom-up campaigns! Typically, the UA has had a blitz or more going on continuously since then.

While the other IPs continue to talk organizing, they do not commit their organizations for fear of the big contractors. The UA IP has taken to the streets, committing tens of millions of dollars and thousands of organizing hours in concentrated doses. However, understand that even the UA is hedging in their choice of campaigns in fear of the big constructors and those end-users/developers/construction managers that hire them – just like the rest of the Building Trades! Value on Display – what a demonstrated loser for decades in every environment. It casts a big shadow and yet, has always been a loser!

Labor Rising has worked with approximately 75 UA locals in both the U.S. and Canada, along with 6 District Councils. We keep close contact with many of those organizers and help scores of them now.

Labor Rising has been going to school on the progress at the 3-year mark.

Here is what LR has learned firsthand from those UA field organizers directly involved, along with the measurable real time outcomes!

  • At the 3-year mark, the UA has added approximately 6/10 of 1% of new members via recruiting.

However, field organizers have run into huge numbers of current and ex-UA members. The consensus number they put it at is 20%+ which are working anti/non-union at any given time. The numbers must be counted with this in mind. If a member is paying dues, but consistently working non-union, then what is the actual “NET” number. Labor Rising always has unions we work with run Health & Welfare eligibility numbers to have a clearer picture of who working enough hours and therefore a current union member vs. just paying dues.

Also, it should be remembered that construction spending, especially for the UA, is in its 4th record or near record spending levels. Any downturn in the market, signs of inflation or increase in interest rates will very likely put the brakes on construction spending.

  • Retention – the UA is at a 1:1 ratio. Why? Because like most of the trades, members 50 years and older, which is approximately 50% of ALL members, are facing retirement and/or being reverse recruited and are vulnerable to a downturn in construction work. Think of that staggering number!

UA field organizer after field organizer reported many UA members staying with the non-union. Those UA members bring leadership, skills, client knowledge and connections with current members.  

Blitzing track record is clear, it is not sustainable. It trains the non-union in skills to then take back to the non-union when they choose. It puts the union on front street and allows the anti/non-union contractors to further inoculate those non-union workers who are left and those who join the non-union. We know this because the non-union has 88% of TOTAL market share.

  • Blitzes and the follow up of blitzing – when scores of blitzers descend on an area and develop actionable info – who handles this huge volume of info? From the intel LR has, the current UA organizers in each area, must follow up on this. Even a crack local/district council team is going to have huge issues with what is subjective info which may be given to them – even when done by organizers acting in good faith.
  • Consistency – it is what senior leadership should be looking for in this ongoing drive. A rise of 6/10 of 1% in membership gains vs. the sheer numbers of current and ex-UA members working non-union, when work is very good, is not a sign of consistency. Add in members 50 years and older making up more than 50% of all current members, and the question becomes, “Can recruitment dig the UA and other trades out of a hole?”

If the UA senior leader is figuring this out, then this is the first committed campaign to figure it out in decades. The second question then becomes, “Does senior leadership move on if blitzing/recruitment/bottom-up does not produce the numbers needed?”

  • Bottom-up – the UA is hitting hard on bottom-up. Great! However, the track record for bottom-ups is terrible for the trades, and in a Trump era of NLRB, it is getting measurably worse. Bottom-up moves incredibly slow. The current top BU campaigns have faltered to date, this can be expected, time consuming, money pits and frustrating. BU generally needs many months and years to have a chance at being effective in campaigns of 50 workers or more. The issue becomes, how long does the senior leadership keep working toward winning a campaign, while witnessing failures on the losing side. Add to that the few remaining good CBAs merging and/or decertifying?
  • Speaking of consistency, as the UA moves into the 3rd thru 5th year, numbers will speak for themselves. For 3 decades the senior leadership of the respective Building Trades have ignored the losing ways of Value on Display!

The UA is reaching back in using tactics, like bottom-up, that the non-union is very good at defeating. Does the UA have a different way at using recruitment and bottom-up along with top-down?

ALL have been huge losers. As those members 50 years and older get closer to retirement, reverse-recruitment and being more vulnerable to down turns in construction, will the UA react in a timely manner? Right now, the UA is the only organizing game in town. Labor Rising is NOT a hater – we hope they kick ass; but, being a betting man, the odds are high that the current tactics the UA are deploying will fail. I hope Labor Rising is wrong however, LR sincerely hopes that the UA will sense that this version of raising market share is not sustainable and consistent and MOVE!

  • Maybe, just maybe, then it will be time for the UA to lead the charge in going after the money by imposing a Collective Bargaining Agreement on those companies and contractors, and when needed, putting anti-union contractors “out of business”. Grab the wallets of those big companies and be prepared to battle for the hearts of workers. Will Value on Display be abandoned in favor of the trades, perhaps led by the UA working on behalf of workers again. Will the UA teach themselves and the other trades to keep their respective mouths shut and fire for effect and quit playing with the small potato subs and minor players?

And the UA is in the right place for doing just that. The energy sector is poised for huge mergers and many big bankruptcies as the industry restructures itself in the next few years.

What a key time to put the UA stamp on that outcome – should they choose to! The clock is running!

“if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat

Consolidation Contraction & Roll-ups – Organizing Part 9 –

As we all know, Value on Display (VOD) as a strategy to improve market share has proven to be a disaster. Every number that can be measured over decades clearly indicates this.

VOD has several major weaknesses. Let’s discuss one of the major ones.

Consolidation, contraction & roll-ups of companies and contractors. For the last couple of decades contractors have been consolidating in total numbers, contracting in total hours needed to do a job and being rolled-up by bigger regional/national companies/contractors for their book of business. According to business experts, if contractors aren’t in the top tier of competitive spots, they will not have enough market to support work, so they look or will be merged, dissolved or sold off in parts. Markets like industrial, maintenance, new construction, etc., are all consolidating, contracting & being rolled-up.

This is a big deal because the trades should be putting their thumbs on the scale to influence which contractors survive to the next round and which lapse into history – from the largest national CMs down to the local subcontracting markets. We have left the companies/contractors to their own devices in this regard – even though every number says this is at our own demise.

With VOD we talk to everyone in the world of construction oblivious to measurable facts that they are using union trades less & less. Setting aside the legal jeopardy of recognition and secondary activities, this is a stupid business plan. As an example, if you reverse engineer who are the top-players in the construction management for fee firms – the numbers clearly are trending in the non- and even anti-union direction. Same for all levels of construction services provided – NET!

Here is a link to the ENR Top 100 list of construction managers for fee.  VOD is spread far too thin in talking to all the players in this group along with all the significant GCs and subs regionally and nationally. If the trades do their homework, we could distill this list of CMs and other sectors down to those companies/contractors that are likely to use or who do NOT use union labor on their jobs. Much of the homework will lead to the bigger companies in the “pinch point” – the CURT represented contractors. Since every number that can be measured clearly demonstrates that CURT is the primary problem, why do we talk to those reps? The notion of “we have to” is crazy! They use the info we provide them in a so-called collaborative way, and over decades AGAINST THE TRADES! Box them out – keep them in the dark. Create UNCERTAINTY in the CURT ranks. Uncertainty is a killer in the world of construction – capitalize on it and perfect it.

If you, as labor, doubt this, here is a test for you. Go to the next round of labor/management/tripartite style meetings with companies that are using more and more non-union, or those entities that have you sign PLAs, so the trades are prohibited from organizing other sites or jobs. Be polite and professional; however, do not answer question after question on the very important matters to management – pertaining to the job. Use weasel words like “I’ll get back to you” – “let me study it” – “we hear your concerns”, etc. Leave and keep them hanging. They will get very agitated. HOWEVER, the trades can only do this when they have several layers/punches of strategy to deliver to those CURT contractors both on and OFF the job. Don’t put the cart before the horse!

UNCERTAINTY – it is an albatross to CURT and all stripes of contractor associations. They need to remove uncertainty in how the job will proceed for their respective clients/customers to the highest degree possible. Doing so is worth a lot of money to them! No bluffing on this, do your homework and develop strategies for a given contractor/market in writing. Quit being chumps under the guise of collaboration! For the markets that have demonstrated that they are trending away from the trades, ask yourself, “Why are we complicit with helping those entities at our own destruction?”

Promoting companies/contractors that use union trades or are trending in that direction, and exclusively them, puts our thumb on the scales in a dramatic way. As contractor’s roll-up and contract into a smaller nucleus core of contractors, the trades should facilitate who we work with and why – and why can’t just be to get hours. That has been a disaster. It is not a long-term sustainable strategy. We know the history and sentiments of the contractors and need to act on it. This is measurable.

Our plan should focus on eliminating and/or severely curtailing the business plan and profits of any company/contractor that is blatantly anti- and even trending to non-union. AND – quit meeting with their representatives. Let them use intermediaries – like our own contractors and others to get information to us.

In bid packages – a CM that is anti-union or trending that way also uses a GC and subs that are likewise non-/anti-union. An entire rats nest and we continue to talk to them. We in the trades are working against our own best interest.

Up and down the spectrum of the contractors’ chain, we as trades need to penalize the anti-union entities both ON and OFF the job. To the extent possible, the trades need to work hard to penalize the senior-most decision makers in the chain. Grab them hard by the wallet – go after their clients, credit and social footprint, or the perception they would like to present to the world! We don’t need to lie or spin it. As bad actors, their own skeletons in their closets will do them in. But you must know how to stay out of the legal jeopardy to bring this into the clients’/customers’/publics’ awareness!

This is exactly what Labor Rising and Labor Combat instructs on. The “Compression Zone(s)” is a sector of the total market broken down into who we will and will not work with and who we will penalize in every way possible ON and OFF the job. We will put forth a strategy to impact their business plans and limit their growth – and in the best-case scenario, put them out of business. Hell, our Founders would do that in a heartbeat when they could. Companies do it to each other daily. Why do our trades’ senior leaders continue to work with anti-union contractors/customers when every number show doing so is a loser! The trades are working with CLCC in Canada and in the U.S. – our own homegrown anti-union entities are on the jobs alongside of us!

Why are we always cleaning up the anti-/non-unions screw ups on the job? Quit it! The nonsense that we can show the “client” of the anti-/non-union contractor how good we are has been ludicrous for decades. Let the non-/anti-union contractors/companies and their clients get hammered in delays, cost over-runs and liquidated damages. Put the “client” in the position to hire a manager that gets it done right the next time. Why do the trades keep getting played more and more and hired only to do the most technical aspects of the job? We are training the non-union in every aspect of how to do it on future jobs! The numbers are crystal clear on this. Snap the f@#* out of it! This is entirely measurable in all environments and economic conditions.

In the upcoming Labor Rising Organizing Blogs, we will instruct on how to develop a union’s, district council’s and international’s Compression Zone(s). Specifically, who to work with (almost entirely our union contractors) and enhance that ability far past concessions so they are “competitive”. This is the race to the bottom which the trades are leading – we are becoming nothing more than a temp agency. Our contractors want raised market share with solid labor rates. Conversely the trades want to know who to cripple and to wreck their existing business plan – to limit their growth – so, anti-union and strong non-union contractors. And, who is on the bubble – which will be most contractors (NET) across North America and mostly made up of non-union contractors.

When the trades can eject the bad boy contractors and/or be a junk yard dog to their business plan and profits, some may come around. However, most will die and that opens significant market share for our union contractors and tradespersons. It is a valid business reason for some of the non-union filling that void of collapsed contractors to sign a CBA. More market share at stable labor rates and training; and, of course, the trades not going after their business model in a negative way.

Someone in the next decade is going to be the net loser. Right now, all bets are that it is the unionized trades sector. And with using VOD as the current strategy, it’s not a bad bet. Or it can be the anti-union and non-union contractors. Pick a side International Presidents. Will we promote a strong middle class again or a class of working poor? This is going to happen on your watch – the millennials want an authentic Labor MOVEMENT; not the BS VOD business union. That’s not worth fighting for – it is a check, and a diminishing one at that! They are not coming our way until we return to the mission of activism and collective action. Founders and history are watching.

“if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat


For Organizing Parts 1 thru 8 – go to and click on the Blog tab.

Building Trade Owned and Operated Construction Management Company – Organizing Part 8 –

A brief history: Nearly 30 years ago the Milwaukee Building Trades Council put into place a Construction Management Company called CCM (Complete Construction Management). It was designed by Brother Brent Emons to combat the construction managers then coming into being.

A construction manager’s entire purpose is to reduce costs to the end-user/clients they are working for, along with making a very substantial profit themselves – adding yet another layer to the total cost of the project.

Take a guess where the money comes from to achieve the 2 purposes above. If you guessed union contractors and union wages, you’d be right! This is big reason why we continue to have all the specialty agreements along with the increased use of PLAs (Project Labor Agreements), with more and more concessions and less and less market share. Can’t get blood from a turnip much longer! 

This concept of CCM was nearly 30 years ahead of its time and is very viable today. In most Building Trades Councils that Labor Rising visits, it is the for-profit construction managers that are squeezing the unions off the jobs acting on behalf of their clients. The “good cop – bad cop” games played between the end-user, developer, construction manager and the general contractor are consistently pitting one union against another, and union vs non-union.

CCM was created by Brent to get union contractors and union workers on the job in Milwaukee. CCM also acted as a PLA for the job long before PLAs were around and provided craft integrity and jurisdictional resolution. It would be the construction manager of choice for any union pension-funded jobs. Many real estate managers take union pension funds and build quite a few projects with non-union. That has been going on for decades. CCM would be a force to bid public and private funded jobs of all types. It was fully implemented and up and running and was hated by the for-profit construction managers.

CCM was in the “black” by its third year. It sent a clear and powerful message to the CMs then coming into business and their clients. 30 years ago, much of the construction was done union in Milwaukee – so a deal was made to suspend CCM because it truly would compete with for-profit CM on just too many jobs.

If the Building Trades leadership resurrected this strategy for areas that could use it, the for-profit construction managers business model and profit margins will be in jeopardy. This matters because the for profit construction managers represent a big part of the cost of the job to the end-user/client! The Building Trades with substantially lower profit margins become competitive with the for-profits CMs.                                                                         

The for-profit CMs are going to hate this; however, in a lot of areas throughout the country this is the only vehicle available to use to get unions on a job NOW! Many other areas need a competitive tool to market unions and their contractors in entire regions and sectors. Value on Display has clearly not been able to dent these markets.

This is not theory or “what if.” The documents exist intact to provide the platform to move quickly and decisively to implement CCM in today’s environment. Building Trades Councils can be construction managers if done properly.

It thwarts nearly all anti-union initiatives at all state and federal levels because of its structure! RTW and most of the current anti-union legislation is thwarted and can go to hell!

As to how to fund CCM, look at our current budgets for political activity, labor/management relations, the use of contractors’ crack (aka market recapture funds, won’t need them any longer), representational and market development activities – all which have NOT led to increased market share “net”. All or part of these budgets can be redeployed “if” we develop Union Construction Management entities. Now that’s a real Value-Added concept – a WIN/WIN scenario for all but the CM. So sad!

As an example, I’ve recently been in Washington State and Pennsylvania, and in both of those states the middle is infested with anti/non-union contractors. Other states have similar situations and this concept can change that. Think RTW states and low market share states, a clear majority. Think sectors of industrial and maintenance we are locked out of, and we now would have the vehicle to get back into those markets.

Underfunded pensions would be the clear winner with a Union Owned Construction Manager.  Because the union owned CCM can set profits margins far below industry standards – for profit CMs could not compete. Any threat by them would be met by a viable competitor – The Building Trades.

We have enough contractors, supervisors, workers, funding and clients to do this. Any non-union contractor that would want to bid on jobs would HAVE TO sign a CBA.

CURT would be very interested in this concept because right now they pay for a dumpster being moved on a job. The paperwork/costs are off the charts to end-users. We could set a negotiated rate far more competitive than the for profit CMs CURT uses! And we could pay real packages. This is not pie in the sky – it can happen.

The “sword” can cut both ways, and what is a dying Building Trades relationship with all industries could flip very dramatically. We have been on CURT’s jobs for decades and know every nook and screw up. If our numbers are well below those of existing CMs – WELL, it’s all about money and a job done well and on time.

The entire legal framework exists, which is hundreds of legal hours necessary for CCM to be viable. Done, and still viable per the lawyers who have reviewed them! They are being made available by Brother Emons thru Labor Rising to again provide a forceful, real world solution to increase market share before we are dead. The Building Trades at the local, state and national levels can be our own legal construction managers thru consortiums of regional and national unions and building trades! Think of the Gulf States with a Building Trades CCM and many other parts of the U.S. The lawyers would have to chime in on if this can be done in Canada.

Why are 14 International Presidents & the President of NABTU still refusing to do this even in heavy non and anti-union areas and industries? What the hell is going on? They keep saying they want to do something BOLD & GAME CHANGING – well here it is!

The CCM document includes:

A complete Business Plan. Statement of Purpose. Business Philosophy. Policy & Goals. Overview of the Business. Operations. Timetable & Funding. Competition. Promotion Strategy. Management of Company. Organizational Chart. Strengths & Weaknesses. Complete Market Survey of Target Area. 5 Year Budget.

READ THESE! Quick fluid read(s) that will renew our pride as builders! Thank you Brother Emons for the vision.

The Articles of Incorporation are completely done and living.

It is a potent weapon for those Building Trades Councils aggressive enough to pursue it, with minimal downside risk.

Articles of Incorporation –!4091&authkey=!AOLovtNorbitcQ0&ithint=file%2cpdf    

Business Plan of CCM –!4095&authkey=!AC5adMs3LjYq448&ithint=file%2cpdf   

Bylaws of CCM –!4096&authkey=!AH1pjd4PrdA50II&ithint=file%2cpdf       

Shareholders Meeting of CCM –!4093&authkey=!AHd1LEVzccM0_Bw&ithint=file%2cpdf  

Meeting Notes of CCM #1 –!4097&authkey=!AK4LcK9Whc4I2ec&ithint=file%2cpdf   

Meeting Notes of CCM #2 –!4094&authkey=!APLnoyRadbraz7g&ithint=file%2cpdf   

Meeting Notes of CCM #3 –!4092&authkey=!AGDOJj0T-UAEmfk&ithint=file%2cpdf

Share with Building Trades leaders in your area & state. You may have to cut & paste links.

For Organizing Parts 1 thru 7, go to and click on the blog tab.

“if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat

The Infamous “They” the Building Trades Presidents Bow Down Too – Organizing Part 7 –

The title says it all. Georgine and his group of International Presidents from the mid 70’s were the first to capitulate to the Business Roundtable. Most of the specialty agreements we see today had their roots then. So, NMA is a good example. National Maintenance Agreement. Since then the good ole boys club, one after another, have perfected capitulating to management.

The Construction Users Roundtable (CURT) was created from The Business Roundtable in 2000 for the express purpose of dealing with the Building Trades’ senior leadership on CURT’s terms! The BT win-win scenario of labor/management has NEVER panned out in ANY number anywhere! We got played – move on Brother Presidents if your egos will let you. “THEY” – THESE ARE THE CURT COMPANIES IN THE PINCH POINT!

Former General President J.C. Turner of the Operators International authored a White Paper in 1997 titled “The Business Roundtable and American Labor” (link attached) on “they”. He thoroughly set forth what the trades would look like today if they did not heed his words and analysis of the Business Roundtable, which is now CURT for construction. This is the only GP I would have liked to have worked for or with.!AmKOi71GyLcgqyK4It5U8aRX-AAu?e=5DhLn2

As reasonable people in the Building Trades, we consider stuff like collaboration and marketing. But it has long ago given way to capitulation to and appeasement of management. In contrast, businesses focus on weakness, opportunities and information to be acquired and used to exploit workers for higher profits.

So, let’s exam who benefits when a marketing rep/organizer continues to use the Value on Display approach to increased market share.

First, it’s a smart business model for the non/anti-union contractor/end-user to have the trades pursue them with their Value on Display proposition. When our reps are busy trying to build a relationship and sell the non- and even the anti-union on using union labor, the rep/organizer is not out doing other concerted activities that may have a real impact on the non/anti-union end-users’/developers’ bottom line and business model. (Screw the small potatoes subs – they do what they are told by the money). We are less likely to be defending workers’ rights to a living wage and demonstrating to the community that the non/anti-union contractors’ business model may in fact be detrimental to workers and communities.

Second, because we are pursuing the non/anti-union end-user directly, we waive all secondary activity that may be available to the building trades. In addition, when we are talking to the non-union contractor, we are in fact looking for RECOGNITION of our union. Once it is established by the bad guys that this is our intent (even if it is a lie), then all secondary activity is off the table – period! One call to the NLRB and we’re gone! Get this – it is a big deal!

Third, we expose to the non-union contractor/end-user the inner workings of a local union all the way up to the international. They see turnover of reps and their abilities, temperament and habits. They can develop and implement strategies based on defeating ours.

Fourth, to sell our value, we as building trades address the things we like to hear such as “we are highly skilled” and “we have great safety training.” Put your business hat on. What the non-union contractor/end-user hears is the structure of state-of-the-art training and safety programs that they can copy and adopt in the comfort of their office and on the cheap. The non-union contractor asks questions and gets inside information so they can copy our programs for their own use. Check some of their websites under the Safety tab and you’ll find the trades’ safety stuff, sometimes word-for-word, as if by coincidence. The non-union can’t do the safety, but they can incorporate the correct language in their bid submissions. An example is IRAP apprenticeships initiatives launched to defeat our apprenticeships. We have provided information on every component of the building trades, which is readily accessible to all contractors, union or not. Meetings go on endlessly, or so they appear to those of us in the Building Trades, by design of CURT. For the contractors, it is an endless supply of information and delay, with layers of legal hurdles for labor, and all they have to say is “Let’s have yet another meeting?” The trades accommodate every need of management, and then concede on packages and conditions. Can we say chump? On the other hand, ask any contractor about their business model or to open their books and you would be told to go to Hell.

Who in the above scenarios has the advantage in the Value on Display strategy? The Building Trades with approx. 10% of the market share and declining, or the non/anti-union? Win-Win -RIGHT!

The inception of Value on Display was a gift of immense proportions to CURT. A better Trojan horse has never been built since Troy.

How CURT would destroy the Building Trades past transferring union contractors & workers via recruiting – they would employ attorneys to fight the trades at every turn.

Know your anti-union law firms and consultants, because they know you well. If you Google Union Avoidance you will get an idea of the extent to which the non/anti-union, and yes even union contractors/end-users, will go to be union free. Before any meeting with union organizers, market development reps or agents, most anti/non-union contractors have already made a rigid determination not to work with unions. They meet with us to establish Recognition/Secondary activities, and to remove as much UNCERTAINTY regarding what labor might do as the project moves forward. It then limits, to a very high degree, what the trades can do in the future. It narrows our playbook of available concerted activities going forward. How many times have market reps been falsely PROMISED some work in the future? They also learn all the latest and greatest in safety and training and at times identify those key individuals within our ranks for future possible recruitment. Check LinkedIn – see the constant flow of former reps/agents now working with a company/contractor.

Who is paying the fees to these firms? 

Certainly not small and mid-sized sub-contractors. These bucks come from the big boys. The big end users, developers, construction management firms and general contractors. Spend some time looking at the client lists of some of these firms. Even better, read the papers written by senior lawyers and consultants. Go online and get the NLRB disclosures of how they defeat us at the NLRB. Learn. The overwhelming fact is that most modern-day organizers/market development reps have literally never filed a charge or used the NLRB properly. No “turn and burn” real abilities to defend workers. Even in the Trump era we need to know the labor board. In upcoming blogs you’ll see why, and it’s not what you think.

I have attended 9 anti-union seminars, was a stealth member of the ABC as a union organizer, been to numerous CURT meetings and attended a few other events that need not be mentioned. The late Brother Hill challenged me to ID the CURT meetings I attended – he confirmed, I did.

This dirty dozen or so group of law and consulting firms run a very tight play book for the big anti-union companies. In most cases if you do your homework, you will find that they work for a lot of CURT companies, as well as others.

Jackson-Lewis                                            King-Ballow
Siegel-O’Conner                                         Ice-Miller
Sidley                                                           Hill Farrer
Labor Relations Institute                         The Burke Group
American Consulting Group                    Fisher-Phillips
Littler-Mendelson                                       Ogletree-Deakins

CURT would need a voice in national, state & local legislative affairs. How’s this lineup:

American Legislative Exchange Council – ALEC     Heritage Foundation
National Right to Work – NRTW                                  Tea Party
US Chamber of Commerce         Associated Builders & Contractors, Inc – ABC

AGC – Associated General Contractors, while mixed, is proliferated with the non-union they represent.

All these groups listed above, and others, must be fed money, big money. This isn’t chump change like the anti-union lawyers and consultants (he says with sarcasm)!

The above groups, and others, are the anti-union, anti-worker entities that put the strategic policies of the Big Boys such as CURT and the National Manufacturers Association (NMA) into action. And our senior leaders have rolled over to them for decades!

CURT, NMA, etc., have extensive networks that work at the state and community level to promote their agendas working with and funding the above groups. For CURT, it is their Local Construction Users Group. They legally buy (lobby) national, state and local politicians with the money they can provide.

Since an entity like CURT works 7 days a week to bring about the demise of organized labor as we know it and in every concrete way, why is it that we feel they want to collaborate with us?

If the Building Trades allow a bully to continue to take their lunch money, then they shouldn’t be surprised when the bully takes it all!

CURT’s strategy of transferring union contractors and workers has been masterful. Labor Rising hates saying that but facts (the numbers over decades) don’t lie. Zero fake news here.

CURT has long recognized that the trades set the standard for training and has traded some jobs for access to that training. At the same time, they have worked with post-secondary community colleges and vocational tech schools to provide training in the future. As part of their overall strategy, they have picked a point in time where the technology, training, manpower, and economy all converge. IRAP is just the next manifestation on the training axis, which simply means the building trades is not a part of that equation. Not even the Value on Display temp agency Building Trades that we now are. If you look at the total number of hours the building trades have on jobs that CURT represents, then you will see how dependent we are on those industries. And EVERY industry uses less BT today, even in years of record construction, than 3 decades ago in both the U.S. & Canada. A big part of the trades’ losses is technology and construction delivery; however, that is consistent for both sides – so a push!

Finally, we are not relevant to this next generation because we primarily talk skills and not the “Value” of being union, which is the fight for middle class values.

Google “jobs” or “careers” in your craft and location. For example, careers/jobs in HVAC in Boston or electrician in Dallas. Seldom, if ever, do you find our apprenticeships as a career path on that first search page with those most-used search terms. We are increasingly irrelevant to the decisions a person makes entering the crafts. Apprenticeship is an arcane and seldom used search word, but use it in the Google search – because if your union still does not come up on the results page, you literally do not exist to the next generation of workers. For example, the IRAP mess is a real hazard – why? No mass texting program along with a solid, membership-wide communications platform The days of calling/writing your rep ended over a decade ago. Can someone please tell our IPs this?

CURT’S Mission Statement tells us all we need to know about what they think about workers and especially union workers.

The machine of transferring union workers to the non-union is in high gear. We are so well trained that there is big money in recruiting our members for leadership, operations, estimating and supervision. Non-union recruiters, like ‘i hire buildingtrades’, ‘Labor Ready’, ‘Tradesman International’, ‘Trillium’ and others work to retain union workers who are thoroughly vetted. We keep the dogs and they get the blue-chip hands.   

Several large temp agencies have now populated the country and hire our unemployed and underemployed Building Trades workers and put them to work with the non/anti-union. Tradesmen International signed an exclusive staffing agreement with the ABC. That simply means that Tradesmen is the hiring hall for the non-union. 

JC Turner’s White Paper about the Business Round Table and American Labor written in 1979 is dead balls accurate – TODAY!

How long do the trades have to be on our knees before we rise up? Unfortunately, the fight starts with our own internationals! Unf*#%ingbelievable!

“if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat

For the Organizing Blogs Part 1 thru 6 go to and click on blog tab.

Labor Day – Organizing Part 6 – Recognition and Secondary Activities in the U.S. –

Not a day for those in the trades to continue to play victim – victims who blame laws, rich people and politicians for the demise of labor power. Our Founders dealt with the exact same entities on steroids! Plus, blacklisting, physical threats and, for many, death itself – hence Labor Day or May Day! (Google the history of the 2). Not for those with bad ass shirts and little else. Not for posts you see today – that you should thank labor for all they have done because what have any of us alive today in the trades done to advance the plight of workers? Zip! All the LABOR GIANTS are dead, and with them the LABOR MOVEMENT they built along with the middle class! Labor Day in the trades is to recognize what “has been” won. Not to pat ourselves on the back for losing most of what has been fought for decades ago.

Consider Brother Sanders – if elected, the very best he can do is his version of the 1935 Wagner Act, which to be clear would be excellent news. However, the trades would be dead in the water since it has been decades since we knew how to effectively organize. The Trades would have to dig back into history to understand what a Labor Movement is and how to build it in the 21st century. Key to that reality is the “trust” of workers, and the trades have long abandoned being shoulder to shoulder with workers in the field, be it union or not. Recruiting IS NOT organizing and building trust in the fight for social justice. Since the mid 70’s to the present day, the proliferation of specialty agreements with every type of give backs, along with nearly all decisions going management’s way, have undermined the trust needed to effectively organize. Not to mention a void of trained organizers. North American non-union workers see unions as a plus again and want the fight necessary to achieve union status – yet our 14 IPs are clueless as to how to capture that spark! Sanders’ Wagner Act will be well received and acted upon by the rest of labor should it come to pass.

For 5 parts of this organizing series (links below) we have dealt with market development. Today it is appropriate to discuss the laws of Recognition and Secondary Activities as used in the U.S. Without knowing this and adapting to the change needed, organizing, or even market development is close to useless!

Trust will come “IF” we are dedicated to workers’ issues and can show we in the trades can WIN!

While we are deciding to again be the trusted partner of workers, we need to gain knowledge of the existing framework of laws which have derailed most organizers. Derailed because when you attend training designed to help you to avoid legal landmines in Recognition and Secondary activities, you are not trained completely so you stay in the maze. This keeps you out of the pinch point, and yes, it is by design. Should an organizer understand the complete laws regarding Recognition and Secondary activities they would advance the trades. However, the senior leaders would have a lot of explaining to do about labor/management collaboration or rather capitulation! The simple fact is ¾ of all attendees at Labor Rising’s training, plus all the organizers I have met through the years, don’t know the underlying laws of Recognition and Secondary Activities.  

Organizer after organizer describe being stuck in a maze. You are! As organizers and market reps you have NOT been trained to know the labor laws in practical ways that keep you in the maze.   

Reverse engineer the last few decades, and it is as plain as day. The correlations are very high. In our desire to be professionals and collaborate with management entities per Value on Display, those entities have drawn us in close and extracted every kind of information needed to defeat the trades. Keep your enemies close! And we are all too willing to educate and explain our value to management anytime and anywhere – to our own demise. Labor/management meetings of every kind have been used to limit the trades legally – to extract information and weaken the trades from trying to pursue concerted activities later. YOU ARE IN THE MAZE!

What you’ll find down to a gnat’s ass is that just because we want to collaborate, that in no way binds management entities to do the same. No number in any area of the trades’ market share in the past few decades can dispute this statement. Let’s see:

  1. NLRB – National Labor Relations Board. If the trades are put and kept in this endless loop of BS, then management has only to perpetuate it. The money they spend on labor lawyers is no more than a cost of doing business. The notion that we are “costing them money” is just not borne out. The word that puts the NLRB in play is RECOGNITION! Recognition to the trades comes in 2 primary forms, bottom-up and all types of top-down. At the end of the legal day – both types are asking for a CBA – Collective Bargaining Agreement. Management has very little trouble in connecting our actions to Recognition if they so desire in front of the NLRB.


Most of our Organizers/Market Reps think that because they discuss work, training, safety and the value the trades can bring to the non-union contractor, they do NOT fall under the definition of Recognition per the NLRB. They are always wrong when they are enjoined and are spending members’ money defending something that cannot usually be defended. Coercion would be the charge if the non-union wants to press their rights at the NLRB. And they WILL lie when needed to facilitate a NLRB charge. Then it becomes a “credibility determination” that will go to an Administrative Law Judge (ALJ) within the NLRB framework. What happens there is a blog all by itself. However, since most Organizers/Market Reps reading this have never been in this situation. I will tread on the trust Labor Rising has established to date and tell you – you will be a loser over 90% of the time. And forget the ability to appeal. 1st Amendment rights are waived once Recognition is in play. You forfeit that right. Big deal, right? And, you can avoid all of it if correctly trained to avoid tripping Recognition in the first place. But we are NOT by design & you must thoroughly understand it; and be willing to change who and when we talk to management entities and those they SERVE – secondary entities!


  1. Secondary Activities as defined in Section 8b4 under the NLRB. The average well-informed member/officer reading this can Google this section of the act. You will then know more than 90% of the Organizers/Market Reps we have worked with. They are taught basic labor law, minus the key points and persuasive speaking, in classes they attend, which is exactly why we are getting our butts kicked and continue to be stuck in a maze. What Organizers/Market Reps are taught in the field is that they can be effectively sued if we in the trades bring real and actionable pressure directly on customers of end-users, end-users, developers, CM & GC’s. Secondary targets!


8b4 is only actionable, which means we in the trades can only be sued “IF” RECOGNITION is established by the non-union world of construction. Because of the endless and continuous meetings that we have with all the construction players, RECOGNITION is almost always demonstrated should management play the NLRB card. So, re-think Labor-Management outside of our own union contractors, including tripartite style meetings with respective industries to “UNDERSTAND” their needs and other forms of meetings. The ENDLESS loop of meetings we have, have placed ourselves in harms way because the other side doesn’t want to collaborate with us, they want to limit us legally and economically. We will discuss how to defeat this endless loop in upcoming Blogs.


  1. Put your non-union hat on. As a non-union contractor would you rather have meetings with the trades under the guise of collaboration or would you prefer concerted activities on your doorstep? The non/anti-union has systematically taught this to the mid- and upper-level contractors since 2004. The anti-union lawyers hold seminars all over the place. Suggestion for Brother IPs and senior leaders: go to one and see what they promulgate. Also, the non-union links the union to Recognition by learning what type of Organizer/Market Rep they are dealing with. When we sit down with any non-union entity, we by definition are seeking Recognition. We want a relationship (aka recognition), perhaps voluntary, but recognition none-the-less. Management gets an inside look at our training and safety programs as a bonus – a very big bonus! For the price of a safety award for Best Job or Foremen Award from CURT, for example, we are trading away our careers, pensions and future generations of Building Trades jobs on the cheap.


  1. Being played – the non-union increasingly only hires the trades for 3 things: time sensitive jobs, high density of skills needed on the job, and to fix the non-union screw ups and punch list items. Why the trades are fixing the non-union jobs’ screws up and then being shown the door is just plain stupid. We are way past the cliché of let’s show the bad actor contractors how good we are. We don’t even have the juice to secure a job from the non-union company that needed us to fix the problems. Let that job go and sustain the liquidated damages and loss of revenue due to the job not being done on time!


We are also being played by detailing what the tasks to do future jobs looks like in detail. On most big-time jobs our foremen write detailed accounts about every facet of the job broken down to specific tasks. Job site analysts under the BS of safety. More and more around the country anti-union construction managers are being used on jobs that were historically done by end -users and developers that previously used unions.

All facts if we just look at them without filters and ego.

Each new senior leader thinks they can be persuasive with the “junk yard dogs” of the construction world! ALL have been wrong and the non-union now controls 88% of the work.

We are seeing a systematic transfer of building trades journeypersons and union contractors thru hard core recruitment to the non-union. Retention of our union workers is in the red zone even with record amounts of construction. We are training the non-union and every number demonstrates this. There are more union trained workers in the non-union than in the union.

As part of an overall integrated strategy, Labor Rising/Labor Combat instructs on how to defeat being played in this endless maze and win! Once you understand this reality and also the work needed to analyze the market – then and only then can the trades formulate a strategy to win in the Compression Zone.

So, step one in a strategy is to stop talking to everyone about everything and distill the construction world market down to identify who we talk to and why. This is not getting a list and calling 20 non-union contractors to schedule meetings with 5 of them each week. That overused and nearly 2-decades old “strategy” is being used against us to beat us – get it!?!

“if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat

Part 1 –!AmKOi71GyLcg11WuG__2UPghknwB?e=rrJRB0

Part 2 –!AmKOi71GyLcg11NSofpusK8gPk2c?e=EIb1Qo

Part 3 –!AmKOi71GyLcg12UGmL4ILBxxEbYq?e=YlrblT

Part 4 –!AmKOi71GyLcg12a2PO8NqH2pnhcU?e=aqLjDT

Part 5 –!AmKOi71GyLcg13XA1pzP4ovULQ3e?e=fVhm4v

Build the Damn Puzzle – Part 5 Organizing –

So, some of you, approximately 150 or so, have done some work on SIC codes with the You Tube videos in the last blog. And approximately the same number have opened the master SIC/NAICS tables.

Now think about this – the You Tubes teach you how to find & use the numbers in the tables. Those tables are nearly impossible to get in the format provided in the blog. The industry does what is needed to suppress our ability to find them in internet searches. For some of the trades the words on the SIC table are in your constitution. It is also how jurisdiction is developed and disputed. All your contractors know about this because it is used for insurance and for banks – how risk is accessed, plus much more.

Then WHY haven’t market development reps in the trades been taught these? As we said, Reference USA and its sister company Info Group have extensive training guides.

Even if you just use Value on Display and top-down how do you know the market and especially the players lining up – mostly non-union in the near future. For those locals recruiting contractors from within then doing your market research helps you to target where those contractors can be most effective.

Spend 5 hours on these and I’ll bet you get the vast info that is available for a good price.

And, for the record, Labor Rising gains nothing from any vendor we talk about, in any form – never have! Entities we recommend are always a consensus of what those who we’ve trained use.

Of course, there are some “know it all types” who say the market reps don’t need this level/type of information, or that the internationals provide good info. Really? Ask anyone who says that to give you specific times and dates of companies they organized. Because we at Labor Rising would say, “The system currently used by the trades to raise market share, in its entirety, sucks!” And the NET losing numbers of the trades have supported that statement for the last 30 years plus!

Here is a link to an old Excel spreadsheet used for our discussion today. These data bases and Excel spreadsheets are far more comprehensive today. However, we will only be able to scratch the surface here on what an organizer/MR can use these for. Call it Compression Zone(s) 101 research! You’ll come to understand what a Compression Zone is after you understand how to do market research.!AmKOi71GyLcg13f5oGgTvbQT2Zvq?e=tGtYJe    It is a Cement Masons market for our example. It is from 2014 – but will do for example purposes. Click cancel on window to get Excel table if window appears.

Understand that the research on the Excel spreadsheet reflects the areas requested by the organizer/MR. So, you will not see out of town contractors. To the extent we know them; both non-union and union, you’ll learn to add them and or expand the search parameters. That and the use of junior credit reports to zero in on all players in a market.

When you have command of what are basic and highly trainable skills of using your trades codes, then and only then, can you formulate and develop a comprehensive strategy to win.

200 to approximately 400 hours for a local/DC – and some serious research/training stands between you and a map of the market! This is the beginning of building the 1,000-piece puzzle. Sorting pieces and putting in the border. Moving info on the spreadsheet into specific categories which we discuss soon.  

BTW – these Excels are drawn from multiple sources of info including business filings, government, taxes, courts and far more — database groups compete on quality of info not always on price.

  1. Of primary importance, the info is on an Excel spreadsheet. In our experience, most current organizers/MRs can’t use this format to do the needed work. So back to school, folks, or you’re going nowhere! Internationals could teach this, but they don’t. They could teach online for easy and cost-effective access, but they won’t. This is a powerful tool for organizers/MRs, as they could have real and factual info to then have a true discussion on why we do specific actions with the players in the construction world! But they can’t have that when the Internationals have done deals outside of the R&F’s view! Internationals are imposing deals on Western/Eastern Canada and throughout the U.S. IMPOSING! Structured market facts mean nothing to them!


This database is totally searchable, transferable, downloadable, shareable, mobile and so much more! Just the terms above, once you have competence with them, would create functioning structure. This is a big deal. Most organizers/MRs to this day use a yellow legal pad and/or BS proprietary internal system that was obsolete the day it was rolled out compared to the customizing abilities of Excel. So, huge bucks have been allocated to develop propriety garbage that is completely subjective and wastes time with meaningless data entry.


  1. Date of records – not on this training model. It will be in the first column of current spreadsheets. You will see dates are in current times on any searches you run.


  1. Name of contractors, which is a huge wealth of info in this column (as in almost all columns). Multiple listed names of contractors are not an error. When you do your homework, you will see all/some facets of families of companies. So, maintenance, service, fabrication, installation, etc. In columns R&S are sales volume for location and company total. Small companies are in revenue buckets, depending on markets for ease of data formation. So, look at Line 35 – $157,000 with 1 – 4 employees. You’ll see most/all companies in this lower revenue range with 1 – 4 employees typically in a revenue bucket. As companies get bigger actual dollars are listed. Revenue columns can help in so many ways, space does not permit anything close to a full discussion. When revenue doesn’t match with other sources – red flag. In upcoming blogs Labor Rising will show you how to get specific info to resolve any reg flags! Was it a joint venture or under a different name, etc.? You are building the puzzle – so when you put your strategy together, you’ll know what you are doing.  All the BS stops once an organizer/MR knows how to use these features in Excel. Areas that have blank cells on the Excel, are red flags – maybe little or maybe big red flags. Incomplete info that doesn’t reconcile with sources are left blank.


  1. We get hard addresses not PO Boxes. Addresses, names, phone numbers and more can be cross researched. You will find union companies with overlapping info with non-union companies and far more. Can’t hide on an Excel! So, again all info like phone numbers, owners’ names, addresses, etc. – can be searched on Excel for any cells that have similar info in seconds.


  1. Employee numbers in Columns P&Q must be reconciled against what is seen in the field and on credit reports – real credit reports, not the reams of mostly worthless paper we get from our Internationals. So, for example, we see in reports that a company has 15 employees. However, in the field and discussion with workers we know they have approximately 26. How would you the reader account for the differences? Temp workers, 1099s, labor broker, illegal, cash and others. This plays into a fuller discussion of strategy of how to win with this company or send them packing. Also, for trades with licenses, expect to see names of union members with correct license numbers being used by the non-union for jobs. It is done all the time. Question – if a non-union job used fraudulent license numbers: what can an organizer/market rep do? This example market from 2014 does not have the menu items of license numbers. When you do your homework with these databases, you’ll freak out at how much and tailored the info you want is available. What other menu items are missing on this example compared to what is available? For example: what would the menu item of how many computer terminals a company has indicate to you?


  1. SIC code a company runs under is in Column T. Primary NAICS code is in Column Y. We can also check secondary codes – it is hard for companies/contractors to hide here. Banks, comp carriers, insurance and other companies do not like it when a company/contractor tries to manipulate these codes. You become the cop on the beat and the non/anti-union will know in short order you are. They are like bedrock by and large to them. We in the trades waste our time with government, with abuses of comp and misclassifications. Training from Labor Rising is effective in by-passing the BS and going right to the money and decision makers! Once we do effective and verifiable homework – things change. For example: Almost none of the locals we trained have ever done EXIT INTERVIEWS of stripped/recruited ex-non-union workers. My God, this is unbelievable! Structured EXIT interviews get needed and germane info on the company the non-union worked for. So, for example if they perhaps saw time sheets that listed workers as helpers who were in fact full-time workers on the job – big deal here. It is also firsthand direct testimony for misclassification & prevailing wage. There are so many items to learn in an exit interview on company and operations and relationships – AND WE DON’T DO THEM!?!


  1. Credit rating. Just a little thing – NOT! There are several types of hard-hitting credit reports. Internationals use the D&B report, which is good for risk formation – but they are hard to read without training (which the Internationals don’t provide) and many numbers don’t jive with real and full credit reports. Columns AA & AB provide real Experian credit reports as of date of records. This is 2 hours of instruction by itself and that’s just Credit 101: how to get; how to use; how to lay over other germane info. Just on this Excel – you the reader can get a glimpse of who a player is, and which companies are noise, based on their credit score. “NOISE” are contractors/companies that can’t stand on their own. It is the majority of those we try to organize – which is a big reason we fail. NOTE: a credit score of “B” IS NOT GOOD! A score of “U” – the trades win. Our guys and gals don’t know a given company and maybe even an entire market is vulnerable, and the company slides by. Most of our organizers/DCs have never run or seen genuine credit reports. So how the frick are you going to understand strengths/weaknesses? Pecking order. Creditors, payments, loans, bankruptcies and so much more! We in the trades are so underprepared to take on market development. We at Labor Rising know it is by the INTERNATIONALS’ design. They can teach this uniformly across their trade. But, THEY DON’T! Our guys/gals are not the problem, how are they expected to win? Show a written developed plan, not a GD BS mission statement. Our troops are not taught to do this across true market development.


  1. Many other aspects of the Excel spreadsheet we haven’t even touched on – germane to market development/organizing.

For example, on the Excel you see hundreds of small contractors. So, look thru the 326 lines on the example. Noise to the greater market. Phones are usually cells on the Excel, and most are working numbers. Organizers who come thru the program place an introductory call and then stay linked with a mass texting program. In some of these workers’ outreach/organizing campaigns, an organizer can talk to scores to hundreds on a Go 2 Meeting or Join Me video phone conference. Send along a link and small training video and many non-union workers throughout a region/state can be connected. When questions are asked, downloads with relevant responses and important info can be sent to them and all participants. Average organizer/MR cannot do this because of a lack of training, lack of info and lack of will in many cases.

So, in today’s blog a very small overview of some of the research needed to get to the next phase, which is BUILDING a SPECIFIC AND PRECISE COMPRESSION ZONE(s)! We will present that in our next blog.

A Compression Zone(s) is a hard target with actual contractors’ names to work on. It is researching that group’s relationships and establishing an order of targeted market development that has an excellent chance of winning. It takes non-union contractors and puts them in a situation to sign a CBA, regardless if they want to or not. It also identifies hard core anti-union contractors and their relationships to either limit or collapse their business model, and by extension, their work.

“if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat

The 1,000-Piece Jigsaw Puzzle of SIC/NAICS Codes – Part 4 –

The cartoon shows the 2 pieces of Value on Display – the rest of the pieces are the market and what is NOT taught completely and by design to give an organizer or even a market rep the ability to win. Many of those pieces on the table would be the pinch point of the market.

Links to Organizing – Parts 1, 2 & 3 are at the end of this blog.

Standard Industrial Classifications developed in 1937 and the North American Industrial Classification System developed as part of the NAFTA deal to eventually replace SIC codes. It is a big deal!

SIC/NAICS table link – these tables listed side by side are next to never found on any search engine.!AmKOi71GyLcgqzcIBPFf3RBJ1SJ8?e=7MtngK

Without knowing what SIC/NAICS codes mean to effective organizing and market development, and how to use them, the Building Trades are going nowhere.

Just like a 1,000-piece jigsaw puzzle, putting the market together requires hard work, skill and patience. It will strip away all BS and opinions. It will lay bare the market, players and relationships. It is WHY you as organizers, and especially market development reps (MRs), are not properly trained to do this.

Let’s say, as the senior leaders do, that the Value on Display concept of professionally trained tradespersons is how to advance market share. THEN WHY AREN’T those MRs trained to know who to talk to and who to avoid? Who to qualify? Ownership? History? And much more – objectively.

You, as MRs, have been systematically turned into recruiters by design. You may be running all over the place with tools like blitzes thinking you are organizers. But at the end of the day you are bringing in bodies and NOT the non-union contractor on a CBA – you are a recruiter. If you as organizers/MRs have the skills to build the 1,000-piece puzzle, you will run smack dab into the pinch point of labor/management relationships and the disaster of capitulations and the race to the bottom as it has become. And you will know what the 82 organizers/MRs who have built their respective markets know: we haven’t been a labor MOVEMENT now for decades. It is why we at Labor Rising, and many others, refer to the senior leaders as running a business union – which by our definition is a temp agency.  

Attached are some very basic SIC code primer You Tube videos out of thousands:

Understand the key points made in this video – then put construction in the equation:

SIC example – 4digit and 6 digits:

Every sector of business and government uses these, including the winning unions such as SEIU, Nurses, Teachers, Flight Attendants, all of which are run by women presidents who train with and provide the modern tools to format organizing drives. Yes, ORGANIZING drives – they are back in the streets with a plan and not a blow-up rat!

Go through the You Tubes for approximately 20/30 hours and see how and why a SIC code is used, and a market is formatted. Ask yourself why tools like Excel and other technology aids aren’t mandatory training. Why aren’t SIC/NAICS codes used to thoroughly vet the markets and the players that make up those markets. Why aren’t we trained to understand credit reports and the use of opposition research?

The “good ole boys” have been compromised as LABOR LEADERS for a least a generation and all have to protect those past poor decisions of their predecessors and the fleas that have accumulated from sleeping with dogs.

Almost none of the right-thinking organizers, MRs, agents and R&F could care less how many fleas have accumulated on the senior leaders over the past few decades. They want the IPs to “MAN” up and MOVE! Get over themselves and become the leaders of workers, union or not. Be the junk yard dogs so they can take on the corporate junk yard dogs like our Founders did! Quit being victims! Yet again, at recent international conventions, delegates are falling all over themselves in praise of the great leadership provided. What kind of leader accepts that praise knowing the facts of getting their/our butts beat? We are and have been losing for decades – deal with it and move in a new direction – that’s leadership!

In the next blog we will dissect an Excel spreadsheet and see what it can tell us about contractors, those they deal with, the markets they exist in and far more.

Politicians with no solutions revert to age old name-calling – declaring Labor Rising as the so-called “building trades basher.” Yet every single number in our 205 blogs over the years has gone unchallenged because ALL the numbers come from the trades’ own filings and accounting in context – ALL!

                                  “if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat


Strategy Organizing to win:

Part 1 –!AmKOi71GyLcg11WuG__2UPghknwB?e=ax6xYC

Part 2 –!AmKOi71GyLcg11NSofpusK8gPk2c?e=Jzkyd8

Part 3 –!AmKOi71GyLcg12UGmL4ILBxxEbYq?e=yqiJEi

What You Don’t Know is Done by Design – Part 3 Organizing –

The local/DC organizer/market rep (MR) is under-trained by design. Conversely the trades have gone from organizing to market development to that of recruiting in one generation by design of the IPs! The IPs are using the strategy of VOD, which is not solidarity! It is that of a temp agency.

This blog and others will cover the work needed for Strategic Organizing. This section of instruction gives a local/DC a detailed and precise map in which to develop strategies and tactics. Warning: It will put a target on your back should you proceed in the current environment. At the minimum, a strong BM is needed – one who respects the IP but doesn’t fear them. Labor Rising knows this because the 82 organizers/MRs who have built out their entire markets are all gone! They have quit, been fired (because they are blocked from doing the job) or promoted up and out of the way. The Excel spreadsheets of these markets are in my possession. The picture the markets paint of the interaction of labor/management in the pinch point is very clear and I’m certain not what the clear-thinking R&F members have in mind that our internationals should be doing!

What the Internationals/Building Trades Academy teaches as MARKET DEVELOPMENT. It is so poor, to non-existent, as it accounts for nearly all the market losses for the past 2 decades from the perspective of union power and solidarity.

Let’s look at what needs to be taught to get you to a starting point of a strategic plan –

  1. Developing a Local/District Council’s entire market. For locals and DCs, depending on size of both membership and geographic area, approximately 200 to 400 hours of structured research. We must move and categorize large volumes of information. Skills are needed to do this. Excel – how to enter and organize data, use formulas and functions, build charts, and use other powerful Excel 2016 tools. Basic and solid knowledge of the ribbon/tool bar at the top of Excel. One Note or equivalent. A basic understanding of Word. Cloud computing, which lets you use and share files and applications over the Internet. Using virtual meetings, which connects tradespeople from across North America, regardless of their location, in using video, audio and more to link up online. Without these basic skills we are going nowhere. No International or Building Trades teach a comprehensive modern course on this. It is pure BS when they say they do! This can be taught online to save time and money by computer training centers across North America. The Market Development Rep/Organizer should have to pass this to move on to next level or even get the job in the first place. We do not teach Labor Combat to anyone unless they can show their structured markets and proficiency with the above subjects. That is how LR has obtained the 82 complete markets we now have. The consensus group many unions use is once they acquire the basic skill sets thru computer training centers. Then they build additional skills – just like an apprentice moves on to journeyperson and master!
  2. SIC/NAICS codes – WTF are these? Exactly the question 95% of those attending LR classes have asked. Internationals teaching BS market development along with the Building Trades Academy and other consultants’ business branding strategies conveniently miss teaching us how to build our total markets objectively. Internationals prefer subjective type of market development like Value on Display and selling our VALUE. Occasionally, some low hanging fruit signs a contract, which is the exception, as long as organizers/MR stay out of the pinch point. There are a couple of locals that have solid organizers who use bottom-up effectively. However, for low density markets bottom-up is far too slow to turn a market.

Here is a link to the SIC/NAICS tables we at LR put together.!AmKOi71GyLcgqzcIBPFf3RBJ1SJ8   NOTE: if the Windows security box appears, click cancel and you should go through to the SIC tables. Until and unless a MR has a clue how to use these they are going nowhere in the big picture. The building trades mostly, but not entirely, are found in the 1500, 1600 & 1700 of column D on the right side of the tables under the link above. These codes are used by all business professionals in all areas to build comprehensive markets and data in near real time! So, insurance, workers comp, banking, government, census bureau, and everyone else, except the trades, uses them to know their markets. We in the trades teach ZIP – it is not the guys/gals that are failing – they are set up to fail because they are not given the tools, tactics and strategy in a structured way to win! Most trades use methods of categorizing the market that are reactive and that are incredibly labor-intensive ways of reporting what is almost totally SUBJECTIVE information of varying degree of credibility. When compared to a full market analysis, of the entire market, then and only then can you see the big picture. The Internationals say, “Hey LR you suck – we teach SIC codes.” But they teach 4-digit SIC codes. Without the 6-digit code you’re stroking yourself. Example: the 4-digit SIC code for one of the many cross-sections of building trades jurisdictions is 1711. If you run just 1711, you’ll have a nightmare of information. To find and research the specific contractors in a jurisdiction or combination of jurisdictions the organizer and or the market development rep needs the last 2 digits! It looks like this.


































































This is across all trades in varying degrees.                 

Do you want to build a real market in near real time with solid info? Well, here is a quick primer, and it is just a primer as much more work needs to go into market building. Go to website. There are other firms that do this, but this is the consensus one those trained by LR like the best. Scroll down to the bottom of that page. Find About and click on Library Locator. Enter Zip. Go get a library card at one of the libraries listed. Use Reference USA website tools to literally build entire BT trades markets. All levels. This is not a toy! It has some limitations, which can be worked around. You need to know what SIC/NAICS codes go into the fields along with the area the Rep wants checked, including all of North America. And, Canadians have a version too. You will get data on an Excel spreadsheet with lots of information across many categories. Too many to list here. From 1099’s and low six figure independent contractors to the biggest multi-national construction firms. NOTE: for trades with licenses, you will see those license numbers that are stolen from our journeypersons and used by the 1099’s of the non/anti-union quit often! You can get all Construction Managers, Developers, GC’s, Fabricators, Maintenance, Service etc., all formatted on Excel. It is also researchable, cross researching, uploading everything, shareable, with endless ways to format. We use none of it; and BTW, all capable by mobile applications. So, for example a MR/Organizer, hell even a member, can upload pictures, videos, info from most sources to be entered into the file for use later, along with flagging. NO BT PROPRIETARY SUBJECTIVE & COSTLY way of doing it now even comes close. It is also a dynamic document to then pass on to future MRs and Organizers in real time with OBJECTIVE info. Most new MR/Organizers get ZIP when they start the job. The Building Trades have old and decayed courses on organizing still taught today. You know this by looking at our market share over the last 2 decades. A loser! And yet we still teach it! It is by design – so we DON’T play/understand those PLAYERS in the pinch point! So, when you know/understand SIC/NAICS codes and get comfortable using tools like Reference USA, you would enter info like this in the respective fields. What state(s) do you organize in?  Pennsylvania is the example – also can be several states/provinces and/or the entire U.S. or Canada.

If you are a local union organizer/MR list the counties you organize in and/or want researched:  In Pennsylvania –  Bucks  Chester  Delaware  Montgomery  Philadelphia  Lancaster  Berks  Lehigh  North Hampton  Monroe  Carbon  Pike  Wayne  Susquehanna  Wyoming  Lackawanna  Luzerne  Columbia  Schuylkill  Lebanon  York  Adams  Franklin   Cumberland  Perry  Dauphin  Juniata  Snyder  Union  North Umberland  Montour  Lycoming  Sullivan  Bradford  Tioga  Clinton SIC CODES:  1721-01  1721-02  1721-03  1721-04

Here is a test – what is the jurisdiction of the SIC codes in the example above? 1721-01, 02, 03 & 04? Use the link above and scroll down till you see them.

Once you enter the info at the library you will get an Excel spreadsheet. Some libraries limit the number of results, so you may have to go in and out of the system to get all the search results. Do we need the vendor to run them for a fee? Most libraries have subscriptions to this type of info and more – paid for by your tax dollars. And it sits there and the Internationals either know it and don’t tell us or don’t know it exists. Either way – not cool!

However, we recommend using a vendor. The menu of items, especially credit scores, are worth the price. Most libraries have solid current info but not the bell & whistles that give you in-depth look at the contractors and by extension the markets they exist in.

Once the organizer/MR can do the above, and only then, does the work of organizing the market begin. Approximately 200 – 400 hours. Once you separate and organize the information you are going to be dangerous.

Then and only then can we begin to build our markets’ Compression Zone(s) which are specific tactics to move/shape the markets of non/anti-union contractors in a direction we want. Some by carrot, others by stick.

I’ll leave you with this – the construction markets are and have been contracting and consolidating. The trades have a strong tail wind should we chose to use it. It follows that the non/anti-union with 90% of the market can be the net loser – especially if the trades with well-trained organizers put their thumbs on the scale of those markets. To date, we have let the contractors sort out the market and who survives and who is merged or “rolled-up”!

What a wasted opportunity and time is now limited to use this and other tactics within a greater organizing strategy. Without knowing the dynamics of a Compression Zone (which will be in the upcoming blogs), we are at the mercy of the players in the pinch point – sounds like VOD. It doesn’t have to be that way.

We can absolutely deal ourselves back into the construction game – but 14 IPs are hell bent not to change!? Why?

On to Part 4.

“if you see a good fight – get in it”

Danny L Caliendo


Labor Rising/Labor Combat