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State of the Union WorkerWhat might job developers want to understand about unionized positions in the hotel industry before matching a job candidate? CJC interviewed representatives from UNITE HERE Local 1 to find out. Local 1 represents service workers at more than 30 upscale hotels in downtown Chicago. Lars Negstad, research director for Local 1, ticks off the benefits of being a union member, not least of which is the drastically reduced cost of medical insurance. "I think it's very important to note that, under the union contract, individual health insurance is free to workers," emphasizes Negstad. "Family coverage is $45 per month and will come down to $30 per month as of January [2006]," he says. "This is a huge economic benefit to workers. It's a good Blue Cross/Blue Shield health plan. Union workers also get a pension, pre-paid legal [assistance], seniority rights, a grievance procedure, and protection from capricious managers. Workers in non-union hotels don't have any of those protections." (Local 1 has a union affiliate that represents hotels near O'Hare International Airport. Workers at those hotels are covered under this same contract.)
Negstad says that non-union hotels generally pay similar or slightly higher wages than union hotels, but there is a big difference in health insurance costs. "[Non-union workers] have to pay around $100 per month for individual coverage, and up to $300–$400 [per month] or more for family coverage. Needless to say, most [workers] can't afford that," says Negstad. "Union jobs are better jobs," he adds. "You have protection and rights on the job." Andre Kellum, a marketing consultant who has worked within the job development industry, adds a word of caution regarding health insurance costs and union dues. "[Employees] are still paying union dues even when they go on strike," advises Kellum. He adds that Chicago is a big convention industry, and many hotels typically lay off workers during the non-convention season (starting in late November), and re-hire them after January. "[Employees] are working maybe only nine months out of the year, and they're paying union dues [for the entire year], so the insurance is not really free," says Kellum, explaining that workers have to keep paying union dues in order to keep their insurance benefits. According to Clare Fauke, a researcher for Local 1, long-term employees are provided with additional job security through the union. For example, during slower months, the employer is required by union contract to lay off individuals with the least amount of seniority first. "[With a contract], you get rewarded for your years of service, and it protects all workers from discrimination and favoritism," Fauke says. Fauke says the union also sets limits on workloads, particularly for housekeeping staff. Many hotels now feature more luxurious bedding with heavier mattresses and extra pillows. What may be a perk for guests actually creates a lot more work for housekeepers; therefore, the union sets limits on how many rooms each attendant must clean per day. Fauke says the majority of housekeepers are women, and that some of them have developed chronic health problems over the years because their job duties are so physically demanding. Some hotels allow a union representative to speak to new employees during orientation about the benefits of joining the union. Other hotels leave that task to the HR department. Regardless, job developers may still want to be prepared to help answer questions and provide information to their job-seeking clients. Kellum says that a lot of individuals who apply for lower-level jobs, such as those in housekeeping or food service, often don't have all the facts. "[Workers] may not be aware of the benefits they're entitled to [under a union contract]," he says. Kellum advises job developers to look at all the factors upfront, including wages, benefits, union dues, and possible career paths, so they can pass those details along to their clients.
As with any union job, members must pay dues in order to support the union. "Dues vary by classification (i.e., job title), but are generally around $36 per month and are due on a monthly basis," says Negstad. "Most hotels deduct them automatically from the paycheck," he adds. It's important to note that if an individual is hired for a job that is covered by a union contract (such as a housekeeper), he/she must join the union. Negstad explains that it's a collective choice to become a member, not an individual choice. According to UNITE HERE's website, the majority of downtown Chicago hotels are part of an association that negotiates a citywide contract with UNITE HERE Local 1. The union represents nearly all of the service workers at these hotels, including housekeeping; laundry; kitchen; banquets; food service; bell/door staff; and telephone operators. Job developers may want to stay aware of current conditions at hotels experiencing ongoing turmoil and worker unrest. One such hotel is The Congress Plaza Hotel, 520 S. Michigan Ave. Workers have been on strike since June 2003, after the hotel cut wages and benefits. (For more information, visit http://www.congresshotelstrike.info.) While you're on the website, you can also view a list of Chicago hotels deemed "responsible union employers" by UNITE HERE. Simply go to the home page and click on the "Hotel Guide" link found on the left-hand side. According to Nagstad, there is no policy against undocumented workers joining Local 1, because the union does not check immigration status of its members. "We fight for all workers in our industry, regardless of status," says Negstad. Jose Oliva, director of Chicago Interfaith Workers' Rights Center, explains that unions are not required to check immigration status, but employers are. "The employer is breaking the law [if it hires illegal workers], not the union," says Oliva. He points out that all individuals working in the U.S., regardless of their immigration status, are protected by U.S. law, although many immigrants aren't aware of this. Oliva is strongly in favor of unions. "Without unions, you wouldn't have [affordable] health insurance or timely pay increases," he says. "Job safety in itself is worth having a union." Ultimately, job developers may be best served by keeping in mind that the decision to apply for a unionized position is an individual choice for each candidate. Some job seekers may not want to be locked in to a union contract or they may be uncomfortable with the idea that they could go on strike at any time. Other job seekers may feel that the benefits outweigh the costs and constraints. Kellum advises job developers to do their research – as they would for any other industry – and to advise clients of the pros and cons of working within the dynamic, though sometimes unpredictable, hotel industry. |
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