H.E.A.R.D.

More participation of the rank and file in the decision making of the Union.

   Presently there is hardly any participation of the rank in file in the deliberative function of the Union.  How many of us know any Delegates to the Assembly?  Who are the members of the Executive Board?   How do we contact these people to offer suggestions to them so that they can bring it up at their meetings?  These are questions that we as members should not have to ask.  Our Union should provide this information.  See August Newsletter for some suggestions.  

  Comparing our Union to the United States we can see each shop (Hotel or Restaurant) as a "state".  Shouldn't each shop have representation within the Executive Board or Delegate Assembly?  Look at the original By-Laws of Local 6 and you will see that they were far more democratic then the present one.  Those old By-Laws can serve as a starting point for revamping the the By-Laws of ALL the locals. 

 The Union should lobby for State or City legislation to make it illegal for Hotels to outsource core hotel departments outside of the the state or city.  In addition, legislation should be sought to make it illegal for hotels to replace PBX operators with voice mail systems. 

  The New York Hotel & Motel Trades Council (NYHMTC) contends that our Collective Bargaining Agreement does not mention outsourcing.  In addition, Section 53 of the contract (technological change) permits Management  wide latitude in implementing technological changes that may cause lay-offs.  Management is only required to contact the Union and negotiate over the changes but the Union can not really fight it.  So claims the NYHMTC.

  It is unfortunate that the union did not seek to enforce Section 45(b) which reads in part; All work performed on the EMPLOYER'S premises by employees covered by this Agreement...shall not be performed or produced by persons not covered by this Agreement....

  The above section would not help PBX operators since voice mail systems are indeed a technological innovation.  Foolishly many hotels have jumped on the band wagon in order to save on payroll.  Meanwhile foreign guests who call a hotel guest have to wait for these obnoxious recorded messages to finish before they are picked up by a live person.  There may be safety concerns as well.

  State or City law should therefore be changed to make it illegal for hotels to outsource Reservations departments out of state and to outlaw automated voice systems that attempt to replace live people. 

  This is not only a union issue it is a matter of city pride as well. Hasn't New York lost enough jobs already? 

Union Leave for Union business- to enable rank & file members to return to their jobs after serving in union office.

  Presently our Collective Bargaining agreement does not provide for Union leave for Union business.  Lets say someone runs for an elected position and wins. He serves his four year term runs again and loses.  He or she is out of a job. Many Unions have this provision so that incumbents who lose elected office can return to their jobs without losing any seniority. 

  I have lifted a clause from an existing contract that reads as follows: In the event that an employee is elected or appointed to a position of full time service with the Union, the employee shall continue to retain his seniority during the period of such leave. Upon completion of service in the Union, the employee shall be returned to his former job at the appropriate rate of pay for that position provided the employee applies for work within ninety (90) calendar days after completion of Union Service.

   Such language would encourage rank & file to jump into the political fray when they believe they have something to contribute as an officer of the union.  

  Why this contract language does not already exist is baffling.  Perhaps our union officials wish to keep their system of exclusion intact?    

Elimination of "Business Manager Emeritus" provision to do away with $250,000 a year life pensions and salary caps.

  It has often been said that public office is a public trust.  This also holds true for our Union officers.  Union officers are the servants and agents of its members, to execute rules which the members have made and within the limits of the by-laws they have established.

  It is unseemly for anyone to receive such high compensation which is so disproportionate to its members' salary, regardless of the gains and benefits their leadership has provided us.  

  Mr. Ward has proposed to the Local 6 Delegate assembly in June that the Business Manager Emeritus provision be removed.  That is good news indeed and I commend Mr. Ward for taking this initiative. 

If anything, the union should be looking to put some teeth in this law by adding fines.  After 9/11 I think it would be prudent to prevent any kind of automatic check-ins.