Previous News Items
From Harvest Members
A follow up meeting for members will be announced soon. Please check back in a couple days.
ANNOUNCEMENT: Harvest Members Organizing Meeting
Thursday evening, March 20, 2008
7:30 pm to 9:00 pm
44 Bournedale Road, Jamaica Plain
Home of Mike Miller and Robert Seletsky
Please let me know if you plan on attending, so that I can get a preliminary head-count.
PICKETING CONTINUES AT HARVEST FOR FIRED WORKERS
Come help us hold signs, pass out flyers and talk to customers.
Saturday, March 29, from 2pm - 5pm.
57 South Street, Jamaica Plain
and
Sunday, March 30, from 3pm - 6pm.
581 Mass Ave. Central Square, Cambridge
Management at the Harvest Co-op has thumbed their noses at members and workers by hiring a replacement for fired union supporter Deon Furtick, despite an ongoing investigation by the National Labor Relations Board, and weekly protests in front of the store.
Pay at the Harvest co-op is below industry standards. New hires in most positions can expect to make $8.00 an hour. The Harvest will save money by not having to pay Deon for the raises he had earned during his four years of service (including one $0.50 raise paid the day before he was fired). But the loss to customer service, and the credibility of the Harvest as an alternative to their bigger corporate competition, will affect the bottom line in a way that cannot be measured.
Management fought and lost a recent battle against Diego Bencosme, the former meat department supervisor, for unemployment benefits. Now Harvest will once again be paying lawyer's fees to fight its own workers at the National Labor Relations Board. If they lose this time, they may be required to reinstate Deon Furtick and Diego Bencosme with back wages. Both Deon and Diego were excellent employees, yet because they stood up for themselves and others, management at the Harvest sought any opportunity they could to fire them. Nothing could be further from the founding principles of the Harvest.
The message to Harvest's non-union “at-will” employees is clear. If you complain about working conditions, want respect, or talk to co-workers about a union, you will be replaced. Director of Membership and Community Relations, Chris Durkin, writes that the Harvest is being “attacked” by union activists. He even compares the Harvest with Metro Lighting, a company in Berkeley, California, where workers who joined the IWW have been locked out after protesting age discrimination and refusing to work under hazardous conditions.
It is becoming apparent that pride and power are more important to management at Harvest than justice for employees, or even the financial welfare of the co-op. Members asked the board of directors to investigate and intervene. Hundreds of flyers have been given to customers outside the store. Dozens have made phone calls to Marc Cutler, the manager in charge of hiring and firing. Articles are beginning to appear in local newspapers such as The Bridge and What's Up/Spare Change. Yet when recently asked about Deon's case, Marc Cutler said it would be “unprofessional” to rehire him. We can only wonder what profession he thinks he's in.
Members, workers, and the community must not be ignored. We are now asking our supporters to call Marc Cutler directly on his cell phone. 617-304-1137. Can you hear us now Marc? Give Deon Furtick and Diego Bencosme their jobs back with back pay before the National Labor Relations Board forces you to. Do it before the picket lines and bad publicity hurt the co-op any more. Do it for the sake of justice.
On Feb 28, 2008, at 8:08 AM, Chris Durkin wrote:
Joe et al-
Here is the statement we have worked out as a response to another article in The Bridge:
As people may already know, it is neither legal - nor appropriate - for management or a board of directors to discuss personnel matters related to specific employees with anyone else. Observers, whether staff or others, are unlikely to know of other factors that play into personnel decisions, including any previous workplace disciplinary actions, consistent policy enforcement or applications for specific positions or promotions. This can also make it easier for people with other agenda to misrepresent facts, as they have in this case.
We are not the first small business to be attacked in this manner by IWW activists. We have been contacted by others who have undergone similar campaigns. As one example, see http://www.metrolighting.com/ourside.htm , and read the newspaper article concerning them at http://www.metrolighting.com/truthtopower.htm. The tactics used here at our Co-op are eerily similar to these. The one major difference, however, is in their effect. After a year and a half of aggressive recruiting practices, they have been unable to generate any interest among the Harvest associates. Their message have been soundly and repeatedly rejected.
Please be assured that our associates are the most important asset that we have at Harvest. We are very proud to have consistently benefited from a much more rich ethnic diversity and higher job tenure rate than most of the retail food industry. The vast majority of Harvest associates feel respected, valued and well treated and want to stay here for a long time. We also have a benefits program that is nearly unmatched for a business our size. Our goal is to develop our own associates and promote from within Harvest in every management position possible. We value these individuals like family, and in many ways, they are.
The Harvest Co-op has been bringing healthy food and cooperative initiatives to the greater Boston community for over 35 years. But more importantly, our member-owners and loyal customers put faith is us every day to hold ourselves to a very high standard of ethics and fair treatment of our associates. We take this pledge very seriously. The Harvest staff, in turn, has rewarded the Co-op and its members with hard work, dedication and friendly, consistent customer service.
As always, the Board welcomes Harvest members to contact us at board@harvest.coop and to keep up-to-date atwww.harvest.coop/board. Thank you to all who share our concern for Harvest Co-op, its members, and its employees.
Chris
Christopher Durkin
Director of Membership and Community Relations
Harvest Co-op Market
581 Massachusetts Ave
Cambridge, MA 02139
617-661-1580 x 132
cdurkin@harvest.coop
www.harvest.coop
Thursday, February 21st
PICKETING AT THE PAULIST CENTER IS CANCELLED! The Harvest Co-op board of directors has been turned away from meeting there. Thank you for your support! Also, our sincere thanks to the Paulist Center for their swift and moral decision.
We also finally have a response from the Harvest board of directors (below). It doesn't say much, but at least we know we have their attention.
Deon has received a copy of his personnel file. There is no secret information that justifies his termination as the board implies. The suggestion that we have misrepresented facts or jumped to conclusions is baseless. The only thing we are guilty of is putting the Harvest's lack of respect for its workers into public view. Deon's case is just one example.
Volunteers who were planning to join our picket, should instead go to the Harvest in Jamaica Plain (57 South Street, near the Forest Hills T Stop), to join in leafletting and picketing there between 10:00am and 1:00pm. Our campaign must continue until Deon gets his job back and the community can be sure that union-busting is not occurring at our co-op.
In Solidarity,
Matthew Andrews
IWW Worker / Organizer
Harvest, JP
From the Board of Directors, Harvest Co-op Markets:
Unfortunately, due to the plans for picketing that were announced on this list serve earlier this week, Harvest is no longer welcome at the Paulist Center for our retreat. The Board will not be meeting at the Paulist Center on Saturday. We appeal to all potential protestors to leave the Paulist Fathers and their community to conduct their activities undisturbed.
The Harvest Board would be deeply concerned about any serious allegations of union busting at the co-operative. We have no evidence that anyone is union busting at Harvest.
As people may already know, it is neither legal nor appropriate for management or a board of directors to discuss personnel matters related to specific employees with anyone else. Observers, whether staff or others, may not be aware of factors that play into unavoidably public personnel decisions such as promotions or terminations. This can also make it easier for people with other agenda to misrepresent fact. In any case, it is important not to jump to conclusions.
As always, the Board welcomes Harvest members to contact us at board@harvest.coop and to keep up-to-date at www.harvest.coop/board . Thank you to all who share our concern for Harvest Co-op, its members, and its employees.
Sincerely,
Jessie Myszka (board president), on behalf of the entire Board of Directors, Harvest Co-op Markets
From Matthew Andrews
Tuesday, January 29th, 2008
I'd like to thank everyone who came out to the Harvest Board meeting last night. The IWW did a particularly good job of turning people out. Days in advance I emailed the board president, Jessie Myszka, to let her know we were coming and wanted to be on the agenda, but they were obviously surprised to see eight of us walk into the room. Although we were only given five minutes to speak, I think we gave them a lot to think about. David Rego spoke first as a member, then I spoke as a worker. I explained Deon's situation and concluded by requesting that the board take the following actions:
1. Ask management for the real reason Deon was fired
2. Tell management to give Deon his job back, with back pay
3. Tell management to enforce rules equally and fairly, with progressive discipline
4. Tell management to listen to employees and respect our right to raise grievances
5. Develop a policy to provide due process rights that will protect employees from arbitrary termination.
I was surprised that Jessie Myszka told us that the Board of Directors was told by management about union activity back in May of last year. This must have been around the time that a fired employee went to Jobs With Justice to ask that they intervene on his behalf. This removes any credible argument that management might not have been aware of what was going on. She told us that the board had asked management to act within the law.
Jessie Myszka also told us that management held meetings with supervisors about what they can and cannot say to employees. This must have been in response to the Unfair Labor Practice charge that I filed in September, when my supervisor told me not to discuss a potential raise with other employees. It looks like they will settle on that charge. The Labor Relations Board will require them to post a letter clarifying our rights and promising to stay within the law.
I asked when we could expect some kind of response, but Jessie Myszka refused to say when, or even if, we would get a response.
After that, the board meeting went on to other business. David Rego stayed to observe, but the rest of us left. Deon, myself, and two other union volunteers went to the shop floor to talk to workers about why we were there. We received a good response.
The following letter was distributed by email by the Harvest Employee Organizing Committee on January 23rd, 2008
HARVEST UNION BUSTING IN FULL SWING
On Saturday morning, January 19th, the Harvest Coop fired Deon Furtick, a father of three and worker of four years at the deli in Jamaica Plain. The official reason for his dismissal is because he did not punch out on the time clock for his lunch break. Deon had never punched out for lunch as a Harvest employee. Marc Cutler, Manager of Operations, used to sign off on the hours of deli employees each week and was fully aware of this. Deon had no reason to believe he was jeopardizing his employment. Without making any prior effort to address the issue, Marc Cutler informed Deon of his termination.
Management knows that we are talking about a union. Matthew Andrews, an employee in the produce department, has stepped forward as an organizer for the Industrial Workers of the World, IU 460 Foodstuff Workers Union. Last October, Deon Furtick, Matthew Andrews, and two other employees confronted Marc Cutler about not giving Deon an interview for the position of deli supervisor - a job Deon had already been doing without the title or corresponding pay. We made clear that this was not just an issue of justice for Deon, but a concern for all hard working employees who want raises, promotions or other benefits related to seniority. Management has refused to discuss Deon's grievance with him.
We believe it is not coincidental that this firing comes a mere day after a long overdue $0.50 raise appeared on the pay checks of employees who have been at the Harvest for over a year. As far as senior employees can remember, this is the first ever company-wide seniority-based raise at the Harvest. It is also a month after the Harvest fired Diego Bencosme, an employee of four years in the meat department, for forgetting to punch out mid-day for a little more than an hour for a doctor's appointment that management had approved. The selective and strict enforcement of using the time clock is a pretense to fire pro-union workers and intimidate everyone.
The Harvest's union busting strategy is clear: Divide workers by giving a raise to some, while firing the ones who are the most dissatisfied. Management at the Harvest assumes that the community will not care and that employees will be too scared to fight back. We cannot allow that to happen! We, the Harvest Employee Organizing Committee, want to ask everyone who shops at the Harvest to make a phone call on Deon's behalf. Call the Harvest at 617-661-1580 and ask for Marc Cutler, Manager of Operations. Tell him to stop union busting and give Deon his job back with back pay for hours missed! Employees and coop members must work together to ensure that management is held accountable to cooperative principles.
The practice of firing employees without due process must end in order to clear the atmosphere of fear that currently exists and allow employees the freedom to discuss improving their workplace. Workers should not be fired over minor issues without discussion.
Please let us know you called so we can keep track of the community's response. Also, please consider volunteering to hand out flyers to shoppers outside the store, should that become necessary.
contact:
Matthew Andrews
617-633-1857
peopleunite@verizon.net
Sincerely,
The Harvest Employee Organizing Committee
Harvest is a Grinch to Workers
Monday, December 24, 2007
by Matthew Andrews
Across all industries there is a popular tradition of giving employees a holiday bonus. The holiday bonus is a gesture of good will from the employer to workers. For the Harvest, the holidays are the busiest time of year. With Thanksgiving and Christmas, many families do extra grocery shopping to provide a good holiday meal at family gatherings. This season is crucial for a profitable year of business. The holiday bonus recognizes the extra work employees shoulder, and also enables workers to buy gifts for their children, parents and others. Last year the Harvest gave every worker a $50 bonus. Fifty dollars is only a fraction of what most of us spend for the holidays, but we were grateful.
Last October we heard the financial report at the Annual Membership Meeting which showed the Harvest turning a profit for the first time in many years. Every employee at the Harvest knows that this positive news is due to many individuals who went beyond the call of duty for this company and also the tight control of expenses. So this holiday season, one would expect the tradition of a holiday bonus to continue. But the opposite has happened. The weekend before Christmas, the Harvest ordered out for pizza for our lunch break. Was this supposed to be our holiday bonus? No explanation was given, probably because someone would point out the obvious fact that our holiday bonus has been slashed by nine-tenths (assuming about $5 worth of pizza for each person). Is the holiday bonus not a part of the Harvest budget? Which pocket did the money for pizza come out of? Who made the decision last year that we would get $50 while this year we would get free pizza?
Nobody who has worked at the Harvest for any length of time is surprised that management is finding new ways to pay us less. And everybody knows there’s no use in complaining because we have no power. Those with power do not listen. Those who do complain, do so at the risk of their jobs.
The majority of Harvest employees live pay check to pay check. Fifty dollars is a very modest holiday bonus, but free pizza is outright insulting. After all the wealth we produce, why should we be satisfied with scraps? The loss of our holiday bonus will make this season a bit colder for everyone. It probably isn’t a good business decision for the Harvest either, since the selfless giving of dedicated employees throughout the year is well worth the one time payout.
A Typical Day Working at the Harvest
Saturday, November 24th, 2007
by Matthew Andrews
Last Wednesday was the day before Thanksgiving. It was one of the busiest days of the year for us. Customers had to pre-order their turkeys. Every available space was stuffed with extra product. The store had nearly everyone on duty. Instead of getting an extra day off for Thanksgiving, I had worked on Tuesday, my normal day off, to make up for it. Thanksgiving was a paid holiday though, so nobody complained. We all need the money. When I came in at 1:30 on Wednesday. The produce area in back was such a mess, I had to spend nearly an hour just cleaning. We had four people on duty at that point - Ivonne, Juana, Rhina and myself. They did a good job of stocking everything in the morning, although Rhina and I were still busy that afternoon. Many customers had questions because they were shopping for ingredients for their Thanksgiving dinners that they don't normally buy. I left at 9:00pm and Rhina closed the Produce department alone.
I knew she was going to bring the leafy greens from the big cooler along the wall back inside the walk-in refrigerator because we would be closed all day Thursday for Thanksgiving. Fragile produce stays fresh longer inside the walk-in. When I came to work on Friday however, I was told the cooler was broken and we would have to completely empty it at the end of the day. Joe, one of two assistant managers, told us someone was going to come the next morning at 7:00am to fix it. At the end of the night, Joe and Zachary helped me take everything out, including zucchini, cucumbers, and carrots which are less sensitive to spoiling. Our assumption was that the repairperson would have to open the cooler to work inside so it had to be empty, although this turned out not to be the case.
A huge amount of spoiled produce had built up due to not being kept cold enough. I noticed a lot of it Friday night when we emptied the cooler. There's no sense in saving produce to restock later if it won't sell. This morning I took the spoiled produce to the one cashier on duty, Sherry, to charge as waste. The total receipt came to $390.88. I took a picture of the receipt as proof with my cell phone. I would guess that tomorrow morning the receipt will be just as high - if they don't just throw it away. I will ask Juana.
The repairperson did not come at 7:00am when employees arrived, nor at 8:00am when the store opened. I asked Diana, the manager on duty, if we should wait for the repairman. The cooler was cold, but the air was hardly circulating. I was afraid to overload it, and I didn't want to stock produce if I would immediately have to remove it for the repairperson. Diana called Alma to come in early. She was already scheduled for 10:00am. I don't know how she got there so fast. Someone else must have asked her to come in early the night before. At nine o'clock I spoke to Diana again. I told her I expected two deliveries this morning and there was no way we'd be able to stock that cooler, and receive the deliveries at the same time, nor would there be room for everything.
Fifteen minutes later, that's exactly what happened. Both deliveries came at the same time. We have not had a receiver at the Jamaica Plain store for a long time. Angel, in the grocery department, was just recently promoted to that position, although he is still in charge of stocking bulk goods for the grocery department as he did before. He told me they're paying him a little bit more, but he might get another raise after ninety days. I'm sure he's not so naive. Nobody gets raises except when they're promoted. Promises of raises are forgotten as a matter of routine. He has not been trained to be receiver yet, although everyone who has been around for a while learns how to receive deliveries for their own department. He received the conventional produce from the Nassif Fruit Company. Alma and I received the organic produce from Albert's.
Both deliveries had problems. I checked off each item from Albert's, although we were missing yams and pomegranate. This was odd because they were checked off on the invoice as if they had been loaded onto the truck. I called Cambridge to make sure that they weren't delivered there by accident. They seemed pretty sure it hadn't been. I crossed them off so we wouldn't be charged for them and signed the invoice. Angel told me he signed for the Nassif delivery, although there were supposed to be 39 boxes and there were only 37. I asked to see the receipt. He had checked off about half of the items. I checked for the others. It turned out we were missing green cabbage and leeks. I'm not sure if we can get a refund for those items after Angel signed for them. I felt that we should call Nassif right away to address the error, but I went to Diana to consult with her first. I'm not a supervisor, after all. I don't want to get in trouble for overstepping my bounds. She told me just to leave a not for Ivonne, the produce department head. Saturday is Ivonne's regular day off, so she won't be in until Sunday. I don't think anyone at Nassif or Albert's works on Sunday, so the problem won't be addressed until Monday.
I continued to ask Diana for permission to restock the cooler, or find some other solution. We had four u-boats full of produce. Two of the three carts had the old produce that we took down on them, and the third had bad produce that was going to be returned. We also had shopping carts with produce in the walk-in. I shuffled things around as best I could. I made room on one of the carts and stacked it up with everything that didn't need refrigeration and was kept in the front end, such as bananas, tomatoes, potatoes and onions. I took out the carts with the old produce and left them on the loading dock, so we'd have easy access to stock them later. I was a little worried about it freezing, because it couldn't have been more than thirty-two degrees outside, but it didn't seem to happen. I put the u-boats with today's deliveries inside the walk-in cooler. There wasn't even room to walk in there.
The repairperson came around noon. The only way we knew this was because Zach recognized his van. We couldn't figure out where he was. He went up on the roof without talking to any of us. Around two o'clock I saw that he had come down for some reason. I asked him if he thought we could restock the display, or if he would have to work there. He didn't give me a clear answer. He told me it needed freon and the compressor may need work too. I didn't even realize those things were up there. He said something about someone (his boss?) calling the store later to tell us what to do. No work was done on the cooler inside.
By 2:30 Rhina arrived for the evening shift. Joe, the assistant manager, had also arrived at this time and got word that we could restock the cooler. Rhina, Alma, myself and Joe, restocked the cooler. I helped out for an hour as best I could, but my shift (8.5 hours) was over at 3:30. I felt bad leaving Rhina to work alone. She said we need another employee in produce. It's unclear if Sara will ever return. It's been over three weeks now since she left with a wrist injury. Saturday is busy enough to require two people in any case, but we were behind putting away the deliveries and prepping the greens that go in the big cooler.
Why can't we get a repairperson to come at 7:00am? If I were management, I wouldn't use a repair service that can't come when we need them. We lost a lot of business this morning waiting around with a giant empty cooler. Diana was just the manager on duty. She's not really management. Even Karla is just an assistant store manager. Where is Marc Cutler? Somebody told me he's on vacation, but I don't know if that's true. He's never around anyway. Since he was promoted, we don't have a store manager or anyone from upper management in Jamaica Plain.
Why isn't top management taking action? The cooler is thirty years old. Every repairperson who looks at it tells us it should be replaced. Between the spoiled produce, and the cost of having repair work done every other month, I'm sure buying a new cooler would pay for itself in the first year. Management can't even pay vendors on time. This is obvious because they stop delivering product. Either we have major cash flow problems, we're broke without any credit, or management is asleep at the wheel. This has been going on since I started working at the Harvest over a year ago, but nobody seems to be addressing the problem. Employees don't have an recourse but to complain up the chain of command.
I come at seven in the morning to lift heavy boxes in the cold. My work is twice as hard and half as effective because the Harvest is dysfunctional. Prices are so high that produce spoils before it is sold, even when it is kept cold. And I'm only making eight dollars an hour after having been here for over a year. I hope the newly elected board of directors takes a fresh look at our financial priorities and how operations are conducted.
Two Unfair Labor Practice Charges
by Matthew Andrews
On September 19th, I went to the National Labor Relations Board, Region 1 office, to file a ULP charge against Harvest's management for prohibiting me to place flyers in the mailboxes of fellow workers for our community party. The strength of this charge rests on our ability to show that management was not enforcing a neutral policy about employee mailboxes, but rather discriminating against union activity. Given that I had submitted my statement of candidacy for the Harvest Board of Directors to Chris Durkin, there can be no doubt that he knows I intend to organize a union. One co-worker has already come forward with an instance when he placed flyers in everyone's mailbox without provoking any kind of reaction from management. If you are a current or former employee of the Harvest who has used employee mailboxes to communicate with co-workers before, please contact us. It is very important that we win this case so we can use employee mailboxes to organize.
I also filed a second charge, based on a conversation I had with my supervisor, in which she told me not to discuss my wage or possible raise with other employees. She very explicitly explained to me that my wage is a personal matter between me and the store manager, Marc Cutler. If I get a raise, and I tell my co-workers, they will want a raise as well, therefore, I should help management by not talking. This is a clear violation of labor law. Under no circumstances can management prohibit employees from talking to each other about wages (whenever employees are normally allowed to talk to each other - such as in break areas or off the clock). I don't think this is an isolated instance or that my supervisor was making up company policies. Rather, I believe this threat against talking about wages came from the store manager, Marc Cutler, or perhaps even higher up. Either management is unaware of the rights workers have, or they believe they can violate our rights without consequence. If you area a current or former employee who can testify to being told that you were not allowed to talk about wages with your co-workers, please contact us. We will be collecting information and submitting it to the National Labor Relations Board to support our case and force the Harvest Co-op to respect workers' rights.
A Report from Matthew Andrews, Produce Clerk at the Jamaica Plain store:
On Tuesday, September 11th, I sent a three hundred word statement to Chris Durkin, Harvest's "Community Organizer" to be mailed to the coop's membership for the Board of Directors election. With such little space to write, I chose to focus on labor issues at the coop. I also identified myself as an activist with the Socialist Party and the Industrial Workers of the World, who has earned a Masters Degree in labor studies.
Yesterday, September 12th, I went to the Cambridge store to put half-sheet flyers in employee mailboxes for a community party. The text of the flyer said (English and Spanish):
"Harvest Workers and Members Community Party Tuesday, September 18th 8:00 - 11:00PM @ Java Jo's Coffee and Tea 2710 Washington St. Jamaica Plain, MA Across the street from the Forest Hills train station www.javajo.net Come Hungry! Free Catered Food Discounted Full Service Menu hosted by: Harvest Members Independent Organizing Committee www.harvestmembers.info"
I wore my Harvest uniform shirt and nobody bothered me at first. I put flyers in about twenty mailboxes before Chris Durkin walked by. "Do you have permission to be doing that?" he asked. "No" I replied without stopping. He pulled one out of an employee's mailbox and called someone (I assume General Manager Mike St. Clair) on his cell phone. He described my flyer as a "non-Harvest event." After a very brief conversation on his phone, he told me that I don't have permission to put them in employee mailboxes. Anticipating this situation might happen, I said, "If you suppress my right to organize I will file an Unfair Labor Practice charge with the National Labor Relations Board." Chris made a phone call again, momentarily stepping into a side office while I continued placing flyers in mailboxes. A few seconds later, he came back out and one again said I did not have permission. I took out my notepad and asked for him to explain the reason. He said they were "Staff mailboxes, private mailboxes, for company use only." He began pulling flyers out of the other mailboxes.
At that point I decided to leave the area. I went downstairs to the shopping area. I spoke with other workers that I could approach just walking around. I passed out flyers and told them I was running for the Board of Directors. Everyone was very friendly and receptive. Some even asked for extra flyers to give to people in the back area and said they would come. I then walked around outside the store and taped flyers up in the parking lot.
I think Chris Durkin's actions are a clear violation of labor law, because I have never heard a complaint from management about employees using the mailboxes to communicate before. I've left letters for individuals in the mailboxes before, and can recall one time when an employee put a flyer in everyone's mailbox because he was selling chocolate flowers for Valentine's Day. Management was clearly motivated by their animosity toward unions.
Whether Harvest Coop members believe organizing a union is the right solution for workers to address their grievances or not, we should all strongly condemn management's efforts to suppress the right of workers to communicate, socialize outside of work, and discuss our options for ourselves.
My main concern at this point is reaching employees at the Cambridge store. I would like to recruit volunteers to flyer with me outside the store, either in the morning when workers come in to open, or during the shift change-over.