商业周刊:工会组织力量虚弱, 雇员自发组织罢工(3)（在线收听）

The internet allows individual workers to go public with experiences that trigger public outcry.

互联网使员工个人可以将引发公众谴责的经历公之于众。

The results can be swift and, often, far more severe than they might be for complaints made internally.

这样做可能很快产生结果，但后果往往比只在公司内部进行投诉要严重得多。

On Twitter, the #MeToo movement was at its core a mass action by women against workplace harassment, intimidation, and bullying,

在推特上，#MeToo运动的核心是女性对工作场所发生的骚扰、恐吓和欺凌事件进行的大规模反抗活动，

and it brought about the downfall of hundreds of senior executives. Even small incidents can provoke mass outrage.

这场活动导致数百名高管下台。即使是小事也可能引发公众的愤怒。

About a year ago, a Banana Republic clerk wrote on Facebook that her district manager had told her to remove the box braids she wore

大约一年前，一位香蕉共和国（Banana Republic）的职员在脸书上发帖说，她的区域经理让她不要再编那些小长辫儿了，

because they were "too urban" and "unprofessional." Her post was shared more than 16,000 times and,

因为它们太潮，不够职业化。这个帖子被转发了16000多次，

soon after, the company said the manager had been fired.

该公司很快表示已经解雇了这名经理。

Some 230 new worker groups have sprung up in the past decade, forming the backbone of what's come to be called alt.labor.

在过去的十年间，约有230个新的员工团体涌现出来，形成了后来称之为替代劳工（alt-labor）的骨干力量。

Among them, Organization United for Respect, known as OUR, has become expert at uniting workers through technology.

其中，尊严团结组织（Organization United for Respect），已经成为利用技术手段团结员工的专家。

Spun out of a movement by Walmart workers to petition the country's biggest employer for change after several traditional union drives failed,

在几次传统工会罢工失败后，尊严团结组织带领沃尔玛员工发起情愿活动，要求美国最大雇主沃尔玛公司进行改革，

the group has broadened its mandate to include all low-wage workers, particularly in retail.

至此，尊严团结组织已扩大其职权范围，将所有低收入员工，尤其是在零售业工作的员工也纳入其管辖范围。

When Toys "R" Us, preparing for liquidation, said it wouldn't pay severance to more than 30,000 employees, OUR organizers stepped in.

玩具反斗城公司准备进行破产清算时曾表示，不会向三万多名员工支付遣散费，尊严团结组织随即介入。

They ran online ads to reach workers,connecting them first with a peer-to-peer texting tool, then one-on-one phone calls, then committee calls.

他们通过在线广告找到那些员工，先用点对点短信工具联系他们，再进行一对一通话，然后召开委员会电话会议。

The workers gathered in Facebook groups to commiserate, share strategies, and organize demonstrations online and in real life.

员工们聚集到脸书小组中，同情彼此的遭遇，分享策略，并在线上、线下组织示威活动。

Eventually, KKR and Bain Capital, the company's private equity owners, agreed to put up $20 million for ex-employees

最终，玩具反斗城公司的私人股本所有者科尔伯格公司和贝恩资本公司同意为前雇员提供2000万美元遣散费，

—short of the $75 million workers say they're owed but a concession the firms weren't legally obliged to make.

这与员工表示所欠款项7500万美元相去甚远，但公司表示不会在法律上做出让步。

OUR is now putting Sears Holdings Corp. employees in touch with Toys "R" Us workers who can preach the power of collective action.

目前，尊严团结组织正在让西尔斯控股公司和玩具反斗城公司的员工保持联系，发挥集体行动的力量。

Like roughly 95 percent of all retail workers, Toys "R" Us and Sears employees aren't in a union.

和95%左右的零售业员工一样，玩具反斗城公司和西尔斯公司的员工不在同一个工会组织中。

Historically, retail's been a hard industry to organize. Unions were built when the U.S. economy was powered by factories employing thousands of people.

一直以来，零售业都是一个难以组织的行业。工会是在美国经济由雇佣数千人的工厂影响时建立的。

When it comes to retail, there are just too many stores, with too few employees attached to each, turnover is high, and management is often quite hostile.

而零售业拥有众多商铺，员工之间彼此联系非常少，营业额很高，但管理层却常常充满敌意。

The same is true for restaurants. Even big companies with thousands of workers on one campus-Google or Tesla Inc., for example

餐馆的情况也是如此。即使像谷歌或特斯拉这种在一个园区拥有数千名员工的大公司

—are a mix of vendors, contractors, employees, supervisors, and managers who can't often be represented by a traditional union.

也都是由供应商、承包商、员工、主管和经理组成的混合群体，这些人往往不能由传统的工会来代表。