What are you thoughts on posting our comments about the proposal?

Anonymous
timer Asked: Oct 17th, 2018
account_balance_wallet $5

Question Description

Just want your thought about the proposal between Management & the Union presented in the contract.

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(EXPIRING) COLLECTIVE BARGAINING AGREEMENT BETWEEN THE ZINNIA AND INTERNATIONAL UNION OF SERVICE WORKERS AND ALLIED EMPLOYEES LOCAL H-56 CONTENTS Article 1. Purpose and Coverage ............................................................................................... 2 Article 2. Complete Agreement ................................................................................................. 2 Article 3. Union Rights .............................................................................................................. 3 Article 4. Management Rights ................................................................................................... 4 Article 5. No Strike - No Lockout ............................................................................................. 4 Article 6. Pay, Gratuities and Job Classifications ...................................................................... 4 Article 7. Meals .......................................................................................................................... 6 Article 8. Hours of Work, Overtime & Premium Pay ............................................................... 6 Article 9. Seniority ..................................................................................................................... 8 Article 10. Grievance And Arbitration Procedure ................................................................... 11 Article 11. Discipline and Discharge ....................................................................................... 13 Article 12. Leaves of Absence ................................................................................................. 14 Article 13. Holidays ................................................................................................................. 16 Article 14. Vacations ............................................................................................................... 18 Article 15. Banquet Department .............................................................................................. 19 Article 16. Housekeeping Department ..................................................................................... 20 Article 17. State and Federal Law............................................................................................ 20 Article 18. Medical Examinations ........................................................................................... 21 Article 19. Health and Welfare ................................................................................................ 21 Article 20. Defined Contribution Retirement Plan .................................................................. 22 Article 21. Trust Agreements ................................................................................................... 22 Article 22. Savings Clause ....................................................................................................... 23 Article 23. Term of Agreement ................................................................................................ 23 Appendix A: Minimum Wage Rates and Job Classifications .................................................. 25 Appendix B: Seniority Classifications ..................................................................................... 26 Appendix C: Health and Welfare Schedule of Benefits .......................................................... 27 1 THIS AGREEMENT, entered into between the International Union of Service Workers and Allied Employees, Local H-56, hereinafter referred to as the Union, and The Zinnia, hereinafter referred to as the Employer, Company or Management. WITNESSETH: In consideration of the mutual promises and covenants expressly stated herein, the Employer and the Union agree as follows: ARTICLE 1. PURPOSE AND COVERAGE 1.1 - Purpose - The purpose of this Agreement shall be to achieve mutual understanding, harmony and cooperation among the Union, the Employer and its employees; to provide sound working conditions for the employees; to secure a prompt and fair disposition of grievances; to eliminate all interruptions of work and the interference with the efficient operation of the Employer's Hotel; to obtain maximum efficiency in the Hotel; to assure excellent customer relations and service; and to set forth the Agreement covering rates of pay, hours of work and conditions of employment to be observed by the Parties during the life of this Agreement. 1.2 - Coverage - For the purpose of this Agreement, the term "employees" shall cover all employees in the food, steward, beverage, service, hotel maintenance and housekeeping departments specifically listed in the Schedule of Wages, but excluding all secretaries, accounting, personnel, front office, sales and catering department, clerical employees, telephone operators, professional employees and all guards and supervisors as defined by Federal Statutory Labor Law. 1.3 – Definition of a Work Week – For the purpose of this agreement, the term “work week” shall be defined as seven consecutive 24-hour periods that equal 168 total hours. 1.4 – Definition of Employee – For the purpose of this Agreement, the term “full-time employee” shall cover all employees that on average work 35 or more hours in a work week. Employees that on average work less than 35 hours in a work week will be considered “parttime employees”. ARTICLE 2. COMPLETE AGREEMENT 2.1 - Complete Agreement - The express provisions of this Agreement constitute the complete collective bargaining contract which shall prevail between the Employer and the Union with respect to wages, hours of work, and other conditions of employment. This Agreement can be added to, detracted from, altered, amended or modified only by a written document signed on behalf of the Parties by their duly authorized agents and representatives. 2.2 - Union and Management Cooperation - The Union and the Employer agree to work together to enhance the Employer's business and to improve conditions under which employees work. The Union agrees to cooperate with the Employer in maintaining and improving safe and sanitary conditions and practices; and in maintaining, safeguarding and conserving the equipment, supplies, materials, vehicles, machinery, buildings and other property used by employees in connection with their work assignments. 2.3 - Most Favored Nations - The Union agrees that if after the date of ratification of this Agreement, it enters into a renewal agreement with any other hotel employer in the City of Minneapolis and surrounding area, excluding St. Paul, who operates the same type of 2 establishment as the Employer, and if the Employer believes that said renewal agreement is more favorable in its provisions than the provisions of this Agreement, then the Employer shall be entitled to have the full provisions of said renewal agreement in its entirety upon providing written notice to the Union that the Employer wishes to exercise this option. The Union agrees to notify the Employer's representative of any negotiated renewal agreements and furnish copies thereof upon request. ARTICLE 3. UNION RIGHTS 3.1 - Union Recognition and No Individual Agreements - The Employer recognizes the Union as the duly certified bargaining agent of those employees covered by this Agreement. The Employer agrees not to enter into any agreements or contracts with its employees, individually or collectively, which conflict with the terms and provisions of this Agreement. 3.2 - Union Shop - It shall be a condition employment for all employees covered by this Agreement that all employees who are members of the Union in good standing on the effective date of this Agreement shall remain in good standing in the Union. Furthermore, any of these employees who are not members of the Union on the effective date of this Agreement shall, on or after the thirty-first (31st) day of the effective date of this Agreement, become and remain members in good standing of the Union. It shall also be a condition of employment that all employees covered by this Agreement and hired on or after its effective date shall, on or after the thirty-first (31st) day of their employment, become and remain members in good standing of the Union. Under the NLRA, employees cannot be required to join the union, so this clause needs to be eliminated. 3.3 - Checkoff - The Employer shall checkoff monthly Union dues and initiation fees in a manner according to procedures agreed upon between the representatives of both Parties, upon receipt of the written authorization form to deduct union dues signed by the employee. Deductions for checkoff shall be submitted to the Union by the tenth (10th) of each month, but in no event, later than the fifteenth (15th) of the month. New applications will be sent to the Union with the monthly billings. 3.4 - Bulletin Board and Newspaper Boxes - The Employer agrees to provide a space in which the Union may place a bulletin board for the posting of all Union communications in a conspicuous area frequented by employees, provided such material is not detrimental to the labor-management relationship and management receives a copy of any material prior to posting. The Employer also agrees to provide a space for the placement of Union newspaper distribution boxes in a conspicuous area frequented by employees. 3.5 - Union Buttons - All employees shall be permitted to wear their official Union button and/or official steward button, provided the button size is no larger than the present buttons. 3.6 - Union Stewards - The Employer recognizes the right of the Union to conduct an election or select from among the employees who are members of the Union, a Chief Steward/Steward(s) to handle such Union business at the Company where she/he is employed, as may from time to time be delegated to her/him by the Union. The name of such Chief Steward/Steward(s) shall be reported to the Employer. The Union shall designate the areas for which the Chief Steward/Steward(s) is responsible. Union Chief Steward/Steward(s) employed by the Employer shall be required to fulfill their obligations to the employer and to 3 perform their job duties as any other employee covered by the Agreement and shall not interrupt employees while working. 3.7 - Union Visitation - Union representatives and officers shall be privileged to visit the premises of the Employer, generally non-working areas, at all reasonable hours for the transaction of official Union business. Union Officers and Business Agents shall call ahead and shall notify the designated management representative of their presence upon the premises and shall not interrupt employees while working. 3.8 - Mailbox - A suitable locked mailbox will be provided by the Union as a receptacle for messages to the Chief Steward/Steward(s), at a location to be designated by the Employer. ARTICLE 4. MANAGEMENT RIGHTS 4.1 - The Employer and the Union specifically agree that management shall have the right to direct the work force and to determine the policies and methods of operating its Hotel, except as expressly limited by the specific provisions of this Agreement and longstanding custom and past practice. Such management rights and responsibilities shall include, but not be limited to, the following: the right to select the employees it will hire; the right to establish or revise work schedules; to determine the size and composition of its working force; to determine the number and type of equipment, material, products and supplies to be used or operated; to discipline or discharge employees for just cause; to maintain efficiency of employees; to determine assignments of work; to discontinue all or any part of its business operations; to expand, reduce, alter, combine or transfer, assign, or cease any job, department or operation for business purposes; to introduce new, different or improved methods and procedures in its operations, and to otherwise generally manage the Hotel, except as expressly restricted by the provisions of this Agreement. Provided, however, the Union shall be notified of any new job classification combination. ARTICLE 5. NO STRIKE - NO LOCKOUT 5.1 - No Strikes or Lockouts - The Union agrees that there shall not be any strike, sympathy strike, stoppage of work, slow downs, boycotts, refusal to handle merchandise, or picketing of the Employer's establishment covered by this Agreement or other interruption of work or interference with the Employer's Hotel during the term of this agreement or any extension; and the Employer agrees that there shall be no lockouts during the term of this Agreement or any extension. Participation by any employee in any such practices prohibited by this Section shall be considered just and reasonable cause for discharge or other disciplinary action by the Employer; and subject to the Grievance and Arbitration Procedure in Article 10. 5.2 - Jurisdictional Dispute - It is agreed that any jurisdictional dispute between any union or unions involved with this Agreement shall not result in or interfere with the business of the Employer in any manner. ARTICLE 6. PAY, GRATUITIES AND JOB CLASSIFICATIONS 6.1 - Pay Rates. a) General Increases - At the start of this Agreement, each employee covered by this Agreement shall receive a three (3) percent increase in the employee's straight time 4 hourly wage rate, excepting tipped employees. On the one year anniversary of this Agreement, each employee covered by this Agreement shall receive a three and onehalf (3.5) percent increase in the employee's straight time hourly wage rate, excepting tipped employees. On the two year anniversary of this Agreement, each employee covered by this Agreement shall receive a two (2) percent increase in the employee's straight time hourly wage rate, excepting tipped employees. Tipped employees are in job classifications 210, 310, 320, 440, and 730. Tipped employees shall receive increases as needed to maintain compliance with federal and state minimum wage regulations. The resulting Schedule of Wages is set forth in Appendix A. b) Minimum Rates - The minimum rates of pay for the job classifications covered by this Agreement are set forth in the Schedule of Wages which is attached and made part of this Agreement. There shall be no lessening of wages or direct cost item fringe benefits now prevailing established by prior agreements and by past practice. Direct cost fringe benefit items are defined as meals, uniforms, holidays, vacations, parking and insured or funded fringe benefits. 6.2 - Merit Increases - The wage scale as set forth in the Schedule of Wages of this Agreement reflects minimum rates and does not prohibit an employee from receiving a higher wage. 6.3 - New Classifications and Combinations - When the Employer establishes a new job classification or a combination of two or more job classifications within the scope of this Agreement, the Union shall be notified and the and the rate of pay for the new job classification or combination of job classifications shall be subject to negotiation with the Union. If the parties fail to reach an agreement, the matter shall be pursued through the Grievance and Arbitration Procedure in Article 10. 6.4 - Higher Rate - An employee shall be paid the higher rate of pay for all work performed in a higher job classification, and shall be paid the lower rate for all work performed in a lower paid job classification. This shall not apply where the change in job classification may be considered a minor factor, or is unscheduled, infrequent, of short duration, or is due to an emergency. 6.5 - Full-Time Payroll Employees - Regular full-time payroll employees are employees who have completed their probationary period and work a minimum of thirty-five (35) hours per week. 6.6 - Business Costs - In accordance with applicable laws, employees shall not have unauthorized deductions made from their checks for such business costs as walkouts, bad checks, incorrect credit card stamps, addition errors, overpouring, cash register shortages or breakages. 6.7 - Gratuities – a) All gratuities shall be the sole property of the serving person or persons. The Employer shall not require employees to divide tips nor shall an employee be required to pay the tipped service charge on credit cards. b) Where a service charge is placed on a guest's bill, the bill will state that a gratuity is not included. 5 c) Employees shall reimburse the Employer tips paid on returned credit card charges provided proof of a guest's failure to pay Employer is shown to the employee. d) Where a gratuity is not included in a "special package" price, the voucher for food or beverage will state that "a gratuity is not included." 6.8 - Ala Carte Compensation - If the Employer wishes to change the method of compensation for ala carte service persons, the Employer agrees to negotiate with the Union and reach prior agreement before any such change is put into effect. In the event the Parties bargain to an impasse, such unresolved issue shall be arbitrated in accordance with the arbitration procedure in 10.3. ARTICLE 7. MEALS 7.1 - Meals – a) The Employer shall continue to provide employees meals free of charge consistent with past practice and only while on duty or as otherwise provided. b) Meal periods shall be an uninterrupted one-half (1/2) hour for which the employee is not to be compensated. If employees are required to work any portion of the meal period, they shall receive the regular hourly rate for the entire meal period. No present employee shall suffer a wage reduction or be imposed with added hours through the effect of this Agreement. Present meal periods shall not be increased in order to defeat the purpose of this section. 7.2 - Uniforms - The Employer shall provide uniforms and the laundering and upkeep for all employees who are required to wear uniforms in accordance with the employer's established policies. 7.3 - Regular Rate of Pay - It is specifically agreed by the Union and the Employer that any meals, uniforms, rooms and/or laundering and maintenance of uniforms furnished by the Employer to an employee shall not be considered as part of the employee's regular rate of pay for overtime and wage computation purposes within the meaning of the Wage and Hour Law, and that an employee's regular rate of pay is that rate reflected on the Schedule of Wages in Appendix A. 7.4 - Employee Areas - The Employer shall maintain dining areas and locker rooms for employees in conformity with the requirements of the applicable sanitary code regulations and health ordinances. ARTICLE 8. HOURS OF WORK, OVERTIME & PREMIUM PAY 8.1 - No Guarantee - This Article is intended to indicate the normal number of hours of work. It shall not be construed as a guarantee of minimum or maximum hours of work per day or per week, or of the number of days of work per week, or of working schedules, however, this section is subject to Article 9 on Seniority. 8.2 - Standard Workweek - The standard workweek shall consist of forty (40) hours of work on five (5) days which days shall be consecutive. Employer's standard workweek for overtime pay computation purposes shall be one hundred and sixty-eight (168) consecutive 6 hours beginning at 12:01 a.m. Monday through 12:00 midnight Sunday. The Employer agrees to notify the Union of any change in the standard workweek. 8.3 - Standard Workday - The standard workday shall be eight (8) working hours within 8 and one-half (8 1/2) on the Employer's premises. Wherever practical, split shifts will be abolished. 8.4 - Overtime Work - Employees shall not be required to work overtime unless it is a business necessity, in which case such overtime will be offered on the basis of seniority of those employees performing the work on the shift. 8.5 Overtime Pay - All non-exempt employees shall receive premium pay ...
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mariam90
School: Duke University

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