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Lecture Slides on Managing Hospitality Human Resources | HTM 560, Study notes of Human Resource Management

San Francisco State University (SFSU)Human Resource Management

motivating employees Material Type: Notes; Class: Hospitality Human Resource Management; University: San Francisco State University; Term: Fall 2014;

Typology: Study notes

2013/2014

Uploaded on 11/20/2014

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11/13/2014
1
CompetenciesCompetencies
1.Describethereasonsemployeesjoinunions,andanalyzethe
statisticsandtrendsofunionmembership.
ManagingHospitalityHumanResources
Chapter10:LaborUnions
2.ExplainthegoalsandcontentofmajorU.S.legislationaffecting
laborrelations.
3.Definecraftandindustrialunions,andoutlinethesequenceof
eventsinorganizingandcertifyingordecertifyingaunion.
4.Describehowunionsareadaptingandchangingastheylook
tothefuture.
SOLIDARITY!
Unionization in the Hospitality Industry
•Unions
–Organizations comprised of employees who
act together to promote and protect their
mutual interests through collective
bargaining
bargaining
.
•Labor contract (CBA)
–A written agreement covering a specific
time that spells out management’s
expectations for employees, and limits to
management’s authority
ReasonsEmployeeJoinUnions
•Theybelieveunionswillhelpthemaccomplish
goalssuchaseconomicsecurity
•Theyaredissatisfiedwithcurrentjobconditions,
e.g.,layoffs
•Theyaredissatisfiedwithmanagement,i.e.,not
pay
•Employeesoftenbelievethatunion
representationwillincreasetheircontroloverthe
workplaceandprotectthemfromunfairand
abusivemanagers
StatisticsandTrends
•Unionmembershippeakedin1945
–With35.8percentofthenon‐agriculturalworkforceinthe
U.S.belongingtounions
•%oftheworkforcebelongingtounionshassteadily
dlidi1945
d
ec
li
ne
d
s
i
nce
1945
–by2009itwas12.3percent.
Why???
•Recentgrowthinmembership
–publicemployeesandteachers
StatisticsandTrends(continued)
•Tod a y, over1/2ofunionizedworkersintheUS(7.9
million)workforlocal,state,orfederalgovernment
•Unioncertification anddecertification electionsin
thehospitalityindicatecurrentdeclinein
membership will continue
membership
will
continue
.
•HotelUnionizationmostcommonin12states
–California,Pennsylvania,NewYork ,Nevada,Was hing ton,
Illinois,Ohio,Hawaii,NewJersey,Florida,Michigan,and
Massachusetts
•Restauran tUnionizationmostcommonin8states
–California,Pennsylvania,NewYork ,Was hing ton, Illinois,
Ohio,Michigan,andOregon.
pf3
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CompetenciesCompetencies

1.Describe the reasons employees join unions, and analyze the statistics and trends of union membership.

Managing Hospitality Human Resources Chapter 10: Labor Unions

2.Explain the goals and content of major U.S. legislation affecting labor relations.

3.Define craft and industrial unions, and outline the sequence of events in organizing and certifying or decertifying a union.

4.Describe how unions are adapting and changing as they look to the future.

SOLIDARITY!

Unionization in the Hospitality Industry

  • Unions
    • Organizations comprised of employees who act together to promote and protect their mutual interests through collective bargainingbargaining.
  • Labor contract (CBA)
    • A written agreement covering a specific time that spells out management’s expectations for employees, and limits to management’s authority

Reasons Employee Join Unions

  • They believe unions will help them accomplish goals such as economic security
  • They are dissatisfied with current job conditions, e.g., layoffs
  • They are dissatisfied with management, i.e., not pay
  • Employees often believe that union representation will increase their control over the workplace and protect them from unfair and abusive managers

Statistics and Trends

  • Union membership peaked in 1945
    • With 35.8 percent of the non‐agricultural work force in the U.S. belonging to unions
  • % of the work force belonging to unions has steadily dd eclinedli d i since 19451945 - by 2009 it was 12.3 percent.

Why???

  • Recent growth in membership
    • public employees and teachers

Statistics and Trends (continued)

  • Today, over 1/2 of unionized workers in the US (7. million) work for local, state, or federal government
  • Union certification and decertification elections in the hospitality indicate current decline in membership will continuemembership will continue.
  • Hotel Unionization most common in 12 states
    • California, Pennsylvania, New York, Nevada, Washington, Illinois, Ohio, Hawaii, New Jersey, Florida, Michigan, and Massachusetts
  • Restaurant Unionization most common in 8 states
    • California, Pennsylvania, New York, Washington, Illinois, Ohio, Michigan, and Oregon.

Legislation Affecting Labor Relations

  • The Wagner Act
  • The Taft‐Hartley Act
  • The Landrum‐Griffin Act
  • ThTh e Ci il SCivil S ervicei R fReform A tAct
  • Worker Adjustment and Retraining

Notification Act (WARN)

The Wagner Act

  • Gave employees the legally protected rights to organize, strike, and engage in collective bargaining through an elected representative.
  • Created National Labor Relations Board ( NLRB) which prohibits employers from: 1 1. IInterfering f i withi h or coercingi employeesl to didiscourage them from forming or joining unions 2. Attempting to dominate or influence the operation of unions 3. Discriminating based on union membership or activity 4. Retaliating against employees who file unfair labor practice charges with the NLRB 5. Failing to bargain in good faith

The Taft‐Hartley Act

  • In 1947, the Wagner Act was amended and retitled the Taft‐Hartley Act, which: - Prohibits closed shops - Establishes the rights of states to enact right‐to‐work laws - Establishes unfair labor practice charges that could be filed against unions by union members and employers - Prohibits employers from discriminating against employees to influence union membership - Stipulates that unions must bargain in good faith with employers - Prohibits unions from conducting secondary boycotts

The Taft‐Hartley Act (con’t)

  • Prohibits unions from preventing suppliers from making deliveries
  • Stipulates that unions cannot prevent employees from crossing picket lines to go to work
  • Prohibits unions from “featherbedding”
  • Establishes the Federal Mediation and Conciliation Service (FMCS)
  • Gives the NLRB power to enforce cease and desist orders through court injunctions if either side engages in unfair labor practices
  • Gives management right to discuss advantages/disadvantages of unions with employees

The Landrum‐Griffin Act

  • As a result of findings regarding power abuse,

unethical conduct, and corrupt practices in

some unions, Congress enacted the Landrum‐

Griffin Act, which:

  • Provides a “Bill of Rights” for union members
  • Provides for union elections once every fie years for national and international unions
  • Requires unions to submit bylaws and constitutions to the US DOL

The Landrum‐Griffin Act (con’t)

  • Requires unions to file for elections within one

month of organizational or recognitional

picketing and to refrain from such picketing

for 12 months if a vote goes against the union

  • Establishes the right of unions to picket but

not to keep employees from going to work if

they want to cross picket lines.

  • Regulates financial transactions involving

union funds

Employer Strategies

  • Proactive measures eliminate the need for

unions

  • establish practices such as fair pay policies, good working conditions, two‐way communication, fair grievance procedures, d etc.
  • Some companies take reactive measures
  • typically emphasize the hardships that occur during strikes, the rewards of current benefits, and how employee‐management relationships can change when a union takes over