GREATER MINNESOTA WORKER CENTER | OCTOBER, 2018

MORE PAIN, LESS GAIN

MINNESOTA POULTRY WORKERS FACE GRUELING WORK CONDITIONS
 2719 W Division Street Suite 122
Saint Cloud MN 56301

www.mygmwc.org

greatermnworkercenter@gmail.com

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 MORE PAIN, LESS GAIN

Minnesota Poultry Workers Face Grueling Work Conditions

KEY FINDINGS:

1. Poultry workers face potential hazards every day even though they are entitled to safe workplace

conditions under Federal and State Law.

2. Functional managers instill substantial fear and intimidation in production workers

3. Workers do not always report substantial injuries due to fear of job loss

4. Work Injury Reports can only be described as inadequate and do not reflect the totality of

accidents that happen on a regular basis.

5. Workers express concerns on how inadequate staffing is creating unsafe working conditions

6. There is a significant need for inspections and enhanced enforcement regarding potential
violations of health, safety and anti-discrimination laws.

7. Pilgrim’s Pride must promote an inclusive workplace culture that is in which all are respected,

valued and have a fair shot at moving up the ladder.

8. A labor shortage puts safety of poultry workers at risk

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 EXECUTIVE SUMMARY

Greater Minnesota Worker Center (GMWC) has completed a seven-month survey of poultry

workers at the Pilgrim’s Pride plant in Cold Spring, Minnesota. Pilgrim’s Pride Corp is the

world’s second largest chicken processor with its corporate office located in Greeley, Colorado.

The mission of Greater Minnesota Worker Center is to support, organize, and build power to

improve working conditions and raise wages for workers and to improve the quality of life in

Greater Minnesota.

The primary goal of our second poultry worker survey is to measure accurately the experiences

of poultry workers and by extension to identify the core issues that are of greatest concern to

workers and to help workers find common solutions to their workplace concerns. We will, in the

process, engage state and federal agencies tasked with enforcement roles to impose

administrative sanctions to remedy the situation. We will demand that Pilgrim’s Pride provide

constructive engagement with workers to address concerns raised in this report without delay.

Our vision is to ensure workers have a safe, healthy and dignified workplace. As this report

indicates the current reality is far from those aspirations. As the survey demonstrates, Pilgrim’s

Pride workers report that they face unsafe workplace conditions including increasing line speeds,

limited access to bathrooms outside of the regularly scheduled breaks, unfair treatment and lack

of religious accommodations, particularly as it relates to the daily Muslim prayers.

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 ABOUT THE REPORT
Greater Minnesota Worker Center (GMWC) conducted a survey of workers at the Pilgrim’s

Pride chicken processing facility in Cold Spring, Minnesota. We used a simple design in a

questionnaire format with either yes or no answers or with multiple choices questions. We asked

processing workers a series of questions relating to their experiences on the plant floor. The

survey exercise ran from January 2018 to July 2018. We arranged for a meeting with each

worker at a time and place that we believed was convenient for the workers. We asked the

questions directly while providing clarifications of the goals and the framework of each question.

Our primary goal of the survey was to measure accurately the experiences of poultry workers

and to identify the core issues that are most important to the workers in their immediate work

environment. Our secondary objective was to establish whether worker experiences and job site

concerns have improved since Pilgrim’s purchased the plant from Gold’n Plump (GNP) on

January 6, 2017. We then collected and analyzed the data presented in this report. The survey

data collection would not have been possible without the tremendous support of Abdullahi Aden,

our intern, a sociology major from Saint Cloud State University and our Workers Organizing

Committee who worked so hard to persuade fellow workers to participate in the process. Our

Staff organizer and Executive Director have provided oversight and support throughout the

survey process. We believe that the data speaks for itself and speaks to the true experiences of

workers.

In the end, we will compare data from this research with data from previous survey we

conducted in 2016 at the same plant under the management of GNP. The data comparison will

add tremendous value to show whether workers’ concerns have improved, worsened or remained

the same.

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MINNESOTA POULTRY WORKERS SPEAK OUT
We asked the workers to describe, in their own words, various aspects of their work experiences

on the production line and below is a brief summary of what they said:

HEAR THEIR VOICES OUT LOUD:

“The line speed is too fast, yet I have to complete work that two people cannot handle” …Safi*
“The line speed is like a crazy horse”… , “yet I have been written up multiple times for using the
restroom” Yussuf*
Asha* who worked at the plant for nearly 10 years
described the motion of the loaded line speed as “birds
moving like a flying plane”

“We are always been timed to meet ever increasing line

speeds”….FN

The line speed is “very fast but it’s a common thing for
everyone” JM*

The line speed is “too fast. No one else can do my job”

MS*

I handle “60 birds per minute” KD

The line speed is too “fast that when I leave the line two
people have to work in my position” …this speaks to the
challenge of understaffing and overworking employees.
AM

I have been asked “to work mandatory overtime without regard to my family and childcare for
my little children”…BA

“I was asked to do a job I did not train for” B* who works at Retail 2 department

“Two of us do the work of three workers”…B* who works at Retail 2 department

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MINNESOTA POULTRY WORKERS REPORT THAT THEY FACE DANGEROUS
WORKING CONDITIONS:

1. HEALTH AND SAFETY

A. WORKER SAFETY CONCERNS

Protecting the health and safety of workers is important both to workers and employers. Under

federal and state law employers are required to provide workplaces that are free from any known

hazards. Yet, Minnesota’s poultry workers tell us that they are exposed to dangerous working

conditions including excessive line speeds, cold stress and inadequate staffing levels. Indeed, we

asked Pilgrim’s production workers about their worksite safety concerns and whether or not they

have ever been injured. We then documented their responses as indicated below:

Q2: Do you have any concerns about your safety at work?

98 % of the workers
surveyed expressed

occupational safety concerns

As the graph above demonstrates 98 percent of the workers that Greater Minnesota Worker

Center surveyed expressed concerns about occupational safety. These concerns emanated from a

number of reported hazards that can either be reduced or eliminated altogether, including but not

limited to excessive line speeds, wet floors, chemical spills, musculoskeletal injuries and

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inadequate staffing levels. Workers tell us economic considerations take primacy over saving

lives or eliminating risks.

B. WORKPLACE INJURIES:

Q1: Have you ever been injured at the workplace?

3 out of 10
workers
say they have sustained injuries

at work

When asked whether they had experienced an injury at work, 27 percent of the workers

responded yes. This is 3 of every 10 workers at the Cold Spring Plant. The sad truth is that

workers said that they do not necessarily report injuries either out of fear of potential job loss or

the concern that management may not take their reports seriously. Some workers told GMWC

during the survey exercise that they only report injuries if they believe that it is so severe as to be

debilitating or a threat to their immediate health. Most workers say they get back to work even

though they are still in pain and need more time to heal their injuries. Workers say hazardous job

sites often increase their potential for injury or illness.

C. MAJOR CAUSES OF SAFETY CONCERNS:

Q3: What are your safety concerns?

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While many of the workers we surveyed told us that they have both a concern and an experience

of occupational health and safety hazards, they identify physical pain (47%) and excessive line

speeds (22%) as the number one and number two causes of concern. Additionally, they describe

wet, freezing or slippery floors, chemical spills, and dangerous machines as other causes of

concern.

Workers identify pain (47%) and line

speed (22%) as the number one and

number two causes of safety concern.

One of the workers interviewed told GMWC that he personally saw a woman trip, fall and

sustain an injury, but when he asked her to report the accident, she said she does not want

to lose her job. In the end, she reported it a few days later when she could not manage the

pain caused by her injury’ However, she felt she was interrogated as though she had

committed a crime and came back to the line crying.

In a separate incident:

A worker was transporting ice intended to preserve the chicken meat but slipped on a wet

floor in the production area. One fellow worker asked him if he wanted help to report the

accident but he declined it out of a fear of job loss.

2. LINE SPEED

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Workers identify excessive line speed as a major occupational safety concern. Extremely fast

line speeds cause workers overexertion and repetitive motion injuries. Workers say extremely

fast line speeds cause them potentially debilitating lower back pain, neck pain, dizziness and

carpal tunnel syndrome. Workers say reducing lines and ergonomic workplace design can

improve conditions.

Q4: Is the speed of

the line ever too fast? 100 %
of respondents describe
line speed as too fast

Sadly, 100 percent of the survey respondents state that the line speed is too fast. This unanimous

agreement speaks to the shared experiences of Minnesota’s most hard working poultry

processers. Asha*, one of the workers interviewed described the motion of the loaded line speed

as “birds moving like a flying plane”. Asha has been fired for seeking medical care after a

reaction to braces.

Workers tell GMWC that while increased line speeds may enhance performance outputs, helps
Pilgrims meet market goals and maximizes returns on investment, the excessive line speeds
jeopardizes long-term employee health, potentially leads to loss of work time due to
injuries, pose a risk of high workforce turnover and potentially result in shortage of
experienced workers on the line. In essence, it would benefit Pilgrim’s Pride in the long-term
to maintain acceptable line speeds with appropriate ergonomic considerations even though the
emphasis is often otherwise as workers say.

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 3. UNFAIR TREATMENT

A. RELIGIOUS DISCRIMINATION

Lack of religious accommodation is a major concern for Muslim employees who form the

backbone of production workers at Pilgrim’s Cold Spring plant. Workers tell us that their

employer refused any requests for religious accommodation for the Muslim daily prayers, for

breaking fast or eating predawn meals during Ramadan and for time off to celebrate with

their family during the annual religious festivals of Eid Al-Fitr and Eid Al-Adha days; These

days are regarded more like Christmas in the Christian faith.

Q7: How many prayer breaks do you get in a week?

100 % of the Muslim

workers say they do not get

any prayer breaks during

working hours.

100 percent of the Muslim workers interviewed told GMWC that they do not get any prayer

breaks during working hours. The company allows them to pray on their regular breaks but often

times, regularly-scheduled breaks do not coincide with the appropriate prayer times for Muslim

employees. The lack of religious accommodation is causing many workers to quit out of

frustration with the reported lack of management willingness to address their issues. Workers say

that those who insist on observing their religious obligations have been issued warning letters or

even summarily dismissed from employment.

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 B. RESTROOM BREAKS

Q6. How many bathroom breaks do you get 90 percent of the survey respondents
in a week?
say they are only allowed to use the

restrooms less than two times a week

outside of regularly scheduled breaks.

Only 10 percent of the production employees have access to bathroom breaks outside of

the regularly scheduled breaks.

C. WORKPLACE CONFLICT:

Q11: Does management fairly address issues/conflicts at work?

86 %
of respondents say
management does not
fairly resolve conflicts

86 percent of the workers who participated in this poultry survey agreed that management does

not fairly address issues or conflict at work. Only 7 workers said otherwise.

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 D. PENALTY FOR BEING SICK

Q9: When you or a family member you care for gets sick before or during your scheduled

shift what happens?

If you, as a consumer, have never thought about the

health and safety of workers handling your chicken

then you should now know that workers tell us that

Pilgrim’s Pride Corp does not provide paid sick leave

to production workers at Cold Spring Plant.

Consequently 53 percent of production floor workers stay home without pay while the

remaining 47 percent tell us that they come to work sick instead of caring for themselves or

for their loved ones. One explanation for this problem is that Pilgrim’s uses point system for

attendance. So when Pilgrim’s purchased the plant last year they reduced the number of points

that production employees could use from 12 to 6 points in one year. In addition, the former

owner, GNP, often allowed employees to use one attendance point for three consecutive days of

absence and Pilgrim’s Pride has taken away that privilege as well. Workers tell us that they can

now use one point for only one day of absence. Workers report that even if an employee works

for 6 hours and leaves two hours early or arrives to a scheduled work shift two hours late the

employee is still assigned points for attendance that counts against their total 6 attendance points

for any given year.

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E. RESPECT AND DIGNITY

Q13: Have you ever faced disrespectful, belittling or discriminatory treatment from

your lead/supervisor/HR?

69 percent of the interviewees said they faced

disrespectful, belittling or discriminatory

treatment from their lead, supervisor or Human

Resources Personnel.

4. INADEQUATE STAFFING

94 percent of the workers surveyed stated that their jobsite does not have adequate staffing

levels. Only six respondents said they feel their work place has sufficient personnel.

Inadequate staffing levels exposes workers to greater occupational safety risks because each

employee bears the burden of doing an excessive amount of work. Workers describe

inadequate staffing levels as contributing to stressful job situations, mandatory overtime

without regard to family and other personal obligations and adverse impacts on the quality of

their production. Workers say insufficient staffing levels is so dire that it is exacerbating their

health and safety concerns and increases risk exponential for injuries including carpal tunnel

and musculoskeletal injuries.

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Q12: Do you feel your job has adequate staffing levels?

94 % of respondents say their jobsite

does not

have adequate staffing levels.

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RECOMMENDATIONS:

1. The Occupational Safety and Health Administration (OSHA) and MNOSHA must

enforce violations of workplace safety laws, and health standards in this workplace.

2. Pilgrim’s Pride must maintain accurate record keeping of all work-related injuries,

illness and fatalities, not just the bare minimum.

3. Enhance worker safety through employer-paid training and education. Provide a

workplace free of known health and safety hazards.

4. Educate workers on internal hazard reporting mechanisms, encourage workers to report

accidents immediately and provide help to those who are Limited English Proficient

5. Increase staffing levels to reduce injuries and safety concerns. Minimize unfair firings

and focus on worker retention to maintain optimal staffing levels.

6. Pilgrim’s Pride must conduct credible investigations into frequent or recurring causes of

accidents to remove risks that may lead to death, dismemberment of limbs, pain or

suffering.

7. Develop and promote a culture of safety, adopt a system of management practices to

promote safety and conduct ongoing worker engagement on accident prevention and

reduction including safety campaigns to reduce accidents

8. Promote a culture of corporate responsibility for safety issues instead of shifting blame to

workers who are hurt in the cause of their duty at the processing plants.

9. Accommodate Muslim daily Prayers and provide better access to restrooms when

workers need.

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 10. The Equal Employment Opportunity Commission (EEOC) must investigate the concerns

workers have expressed in this report and must hold Pilgrim’s accountable for potential

violations of Title VII of the Civil Rights Act of 1964.

COMPARATIVE DATA BETWEEN 2016 AND 2018 SURVEY:

Q2: Do you have any concerns about your safety at work?

2018 (Left side) 2016 (Right side)

Vs

98 % of the workers surveyed expressed concerns (2018)

81 % of the workers surveyed expressed concerns (2016)

occupational safety concerns

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 3 out of 10 have reported experiencing work-related injury (2018)

4 out of 10 have reported experiencing work-related injury (2016)

occupational safety concerns

100% of respondents say the Line Speed is too Fast (2018)

92% of respondents say the Line Speed is too Fast (2016)

occupational safety concerns 17

100% of Muslim respondents say they lack religious accommodation (2018)

76% of Muslim respondents say they lack religious accommodation (2016)

occupational safety concerns

86% of respondents say management does not fairly address conflict (2018)

84% of respondents say management does not fairly address conflict (2016)

occupational safety concerns

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 94% of respondents say their jobsite does not have adequate staffing levels (2018

86% of respondents say their jobsite does not have adequate staffing levels (2016)

SUMMARY:
As is evident from this report, Minnesota’s poultry workers at Pilgrim’s Pride face grueling

workingoccupational safety concerns

conditions. Increasing exposure to potential health and safety risks, cold stress, reported

religious discrimination and unfair treatment adversely affects the well-being of workers, their

families and their long-term productivity. Employers of low wage workers such as those who

hire poultry processing workers often greatly emphasize short-term production goals to meet the

needs to supply their customers. Employers need to place equal emphasize on worker health and

safety, improving care when injuries occur to minimize rampant medical malpractices, increased

inspections by state and federal regulatory institutions, ending reported religious discrimination

and providing adequate sensitivity training to functional managers such as supervisors, line leads

and human resources managers. Workers are not machines and can wear out if they have to be

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tasked to meet extreme line speeds, handle repetitive motion involving cutting with blunt knives

or scissors as reported or are asked to stand in a single, raised position for 8-10 hours without

rotation. Pilgrim’s Pride must implement ergonomic designs to improve worker safety and must

end the apparent violations of religious and civil rights of Muslim workers.

SOURCES:

• https://www.bls.gov/iif/laborcommreport061908.pdf

• http://www.pilgrims.com/our-company/about-us.aspx

• https://www.sctimes.com/story/money/2016/11/29/pilgrims-pride-plans-buy-st-cloud-

based-gnp/94605540/

• *all names have been changed to protect workers’ identity

• https://www.sciencedirect.com/science/article/pii/S0001457513002972

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