Originally posted Meetings Today
If you were looking for a job or negotiating the conditions under which you’d work, of these, which would you not want?
- Fair and equitable wages/salary.
- Working hours and conditions to meet your needs and those of your family.
- Vacation time (and time to use it).
- Overtime compensation (whether in dollars or “comp” time).
- Protection from sexual and other harassment by management, coworkers, customers or members, and vendors.
- Job security against outsourcing.
- Training for new technology and assurance your job would not be outsourced to a robot.
- Training to keep up with changes in your job responsibilities.
As I finish the edits for this blog for the June 2018 edition of Friday With Joan, we wait to see if the Las Vegas hotel companies, including Caesars, MGM and others, will settle with the Culinary Workers Union whose contracts expire on May 31, 2018.
Editor’s Note: On June 1, a tentative agreement was reached with Caesars.
99% of those in the Culinary Union eligible to vote, voted to strike if their contracts were not renewed to include or expand upon many of the conditions noted above.
If they walk out, 50,000 workers who serve meeting-goers, business travelers, tourists and sports fans will not be on the job, and easily 100,000 people in the families of affected workers will be impacted. In addition to many of the items noted above, these workers also want to share in the profits of the hotels and casinos for whom they work and of the tax benefits afforded corporations from the new U.S. tax bill.
In fact, one need only look at the salaries of the casino CEOs in Nevada to see the discrepancy in what is being paid and wonder why the contracts have not easily been settled. In one article, one of those who voted to strike was quoted as saying:
“I don’t want to go on strike, but I will. The company is more profitable than ever because of the hard work we do, and I’m going to keep fighting to make sure we have a fair share of that success,” added MGM Resorts International guest room attendant Adela Montes de Oca.
My research causes me to wonder if planners do not want decent wages and working conditions, including safety from harassment, for our supplier partners.
Or do we not see as “partners” those who change our sheets, prepare and serve our food, wash the dishes, make the drinks, and do the work that enables meetings to happen?
I talked with a former hotel concierge who loved the job at which they’d worked for years, and who saw others being treated badly by management, owners and guests. In attempting to organize for better conditions, this person was penalized.
Thankfully, the now former concierge went on to do work that is helping others achieve protection in their jobs.
I talked with and read about many who faced hardships in the last strike in 1984 and who know that by voting to strike now could be endangering their livelihood.
Hockey fans wonder if the Vegas Golden Knights and the Washington Capitals [yes, I have a favorite!], all part of the players’ union, will cross picket lines, even informational picket lines, if a walkout occurs.
[Follow @meetingstoday on Twitter for updates on the strike].
Our industry overall (meetings and hospitality), and as reflected in some of the comments in the Q&A, has seemed anti-union, or at least anti-union for their meetings. I find it ironic that the overall industry, and some in particular, have not spoken in support of the Culinary Union workers. Some of the ironies I’ve noticed are noted below.
Irony 1: Some hotel brands have cut commissions for some third parties/independent planners who work on commissions about which I’ve written.
There are now at least two groups organizing, in essence, for collective bargaining for those third parties not affiliated with what have been called the “favored four,” the larger companies whose higher commissions will last a bit longer.
These two organizations have not yet spoken out in support of the Culinary Workers.
Irony 2: Industry associations say they are putting “teeth” into anti-sexual harassment policies. To the best of my knowledge, these organizations did not stand behind the Seattle initiative for “panic buttons” for hotel workers or sign on to the UNITE HERE-supported #HandsOffPantsOn ordinance in Chicago.
There has not been industry-wide support for this demand from the Culinary Workers Union to protect its members and others in the industry from being sexually harassed.
Irony 3: Our industry touts the contributions to the economy of tourism, travel and meetings but I’ve not seen support by industry associations for unions.
In particular, I have not seen support for the 50,000 people whose lives are made better and who can move toward financial stability who are part of the Culinary Workers Union.
Interestingly, studies show that Millennials are supportive of the labor movement. Maybe we have to wait for them to move into management for this to take hold.
Or, as with previous movements, it’s possible they just need to start voting.
UNITE HERE’s Side of the Story
Look, I know that UNITE HERE has angered planners and organizations because of the calls to planners and to organizations’ boards of directors encouraging some groups to not book properties or cities where the contracts with union labor are in dispute.
Like others, I have questioned the practice and wondered if it were the best way to reach out to planners and organizations.
I asked Levi Pine, Boycott Organizer from UNITE HERE, who though not an unbiased party, is someone who has given me reasons to trust him, how to explain this. This is a portion of his response, edited for length and clarity, and in some cases paraphrased.
“We always attempt to communicate with meeting planners first, by phone and email. When we do reach that person, we try to convey the seriousness of the labor dispute and make a follow-up plan with them about relocating their event.
“Sometimes it’s really hard to find out who the meeting planner is [suppliers will verify this], or hard to find accurate contact information.
“And, even if we can find the planner, often they try to cut off communication with us. Thus we have reached out to other organization staff or sometimes boards of directors.
“We know there are many who want to support workers, and even more who would be upset to arrive at their event and be faced with a labor dispute especially if a hotel or DMO had not informed the group, or the planner had not asked, in selecting the site and contracting, what labor issues were on the table.
“Groups have chosen to relocate their events to avoid a boycott. Some organizations look back on a decision to relocate as a real defining moment that demonstrates their integrity.
“When customers use that form of economic advocacy, it really does have a big impact. Boycotts have contributed to settling good union contracts that helped workers.”
[Joan’s note: oh the many gray areas of and the other discussions of boycotts for reasons of laws passed and commissions changed. We do need much more discussion].
“We suggest that groups incorporate the strongest protective language in event contracts to protect themselves and their events against the unforeseen.
“Our lawyers have written language that incorporates protections against various forms of a labor dispute, and that is available here.
“Meeting planners should [during site selection and after for groups booking far out] check the list of hotels and labor disputes at www.fairhotel.org. If you don’t find a property on the “FairHotel” list, a labor dispute is possible there. Planners can also call a FairHotel representative for the most current news on hotel labor disputes.
“Meeting planners can reach a representative at 773.383.5758.”
Making the Case for Unions
So yes, I’m pro-union. No one in my family of mostly self-employed people were, to the best of my knowledge, members of unions.
Maybe it was the Pete Seeger songs played or the general attitude about respect for all workers or the neighbors who were part of unions at the General Motors plants in my hometown of Dayton, Ohio, that made me aware of the importance of organized labor.
Maybe it’s because without the Labor Movement, children might still have to work, and hours would be far greater than 40 per week [yes, I know you work more than that—imagine if you had a union representing you to help you!], or the conditions under which those in the U.S. work would result in more Triangle Shirtwaist Fire disasters.
I’ve been self-employed for nearly 40 years and with my own company 37 as of Friday, June 1, 2018. I had to negotiate for salary and working conditions before I was self-employed, and for fees, expense reimbursements, specific work and conditions, since I became self-employed. Having an organization to support me and others might have resulted in a better standard of living and conditions for us.
So what do you do if the Culinary Workers in Las Vegas, or any other workers where you have a meeting booked, do walk out or if you learn that there may be a walkout or informational pickets taking place?
In 2011, this Meetings Today article explained what planners could do in the event of a strike. While some references may be dated, it still is relevant and important to consider.
Consider this too: Become a FairHotel Partner just as others are, and negotiate the Model Protective Language provided here into your contracts just as you are considering the language we’ve come to call the “ASAE Clause” regarding non-discrimination.
Take time to read the second part of the Friday With Joan Q&A—featuring one of the FairHotel Partners—to understand more.
I am grateful to those with UNITE HERE and with the Culinary Workers Union (Levi Pine, Jeremy Pollard, Rachel Gumpert and Bethany Khan) among those who first helped me research the #HandsOffPantsOn Ordinance in Chicago, and for the #MeToo blog here at MeetingsToday. I’d also like to thank Christine Busiek, CMP, of INMEX, for information.
I stand with you, Culinary Workers Union Local 226 (and those workers outside the union as well) in solidarity. I hope the contracts are settled and that your families—and our industry—will not suffer.
Following are links to the growing concern about technology and robots taking hospitality jobs. Planners, don’t assume your job is not at risk!
Already with the ability for automated site selection, why would our jobs entirely not be among the 6% that may be automated by 2021?
- Food service workers are among those most impacted by artificial intelligence or robots taking jobs. Read more in this March 24, 2017, article from CNN Tech:
U.S. Workers Face Higher Risk of Being Replaced by Robots. Here’s Why.
- From The Washington Post in 2016, The Brave New World of Robots and Lost Jobs [note that a subscription may be required to view, if you’ve reached your article limit].
- Will Foodservice Robots Take Jobs Away From Human Workers? (via Eater).
- DNA recently explored the idea of robots as concierges.
- Hospitality Technology published the following in April 2017:
Robots in Hospitality: Five Trends on the Horizon.
A Final Note From Joan: If you are someone who would like to be on my list of those to be considered for expressing opinions on a variety of Friday With Joan and Meetings Today Blog subjects, please email me at FridayWithJoan@aol.com with the subject line “Blog Interest” and in the body of the email, your expertise and issues about which you care about that relate to meetings and hospitality. Let’s get in touch!
Editor’s Note: The views expressed by contributing bloggers are their own and do not necessarily reflect the opinions of Meetings Today or its parent company.
Related Reading From the June 2018 Edition of Friday With Joan
- Planners Share Pros and Cons of Working With Unions
- Q&A With John Stephens, a FairHotels Partner, on Organized Labor