SEAPORT FACTS

Your Voice, Your Vote

The Seaport Hotel is committed to taking care of our team members, and we look forward to continuing to partner with one another to create an exceptional place to work.

Deciding whether or not to have union representation is an important matter. We support our team members and their right to choose whether unionization is right for them. This resource is intended to provide you with facts about unionization, so you can make an informed decision.

FAQs | Fact Sheets

Election Details

The National Labor Relations Board has set an election date and time. Please see below for details.

To review the full notice of election, please click here: NOTICE OF ELECTION  / AVISO DE ELECCION

Every vote counts!

Learn more about how the outcome is determined in an NLRB election and why it’s so important that every single person vote.

 

Your vote is secret!

Don’t let anyone tell you otherwise – no one will know how you vote. Learn more about how the NLRB keeps your vote confidential.

 

What to expect on election day

Find out where to go, what to bring, what times you can vote, and what you can expect on election day.

 

Transportation Reimbursement

If you’re not scheduled to work but are planning to come in to vote, find out how to receive a Lyft Pass for your trip or get your travel costs reimbursed.

Voter Guide

View and download the Seaport Election Guide.

Who can vote?

  • Banquet Servers
  • Banquet Bartenders
  • Banquet Bar Backs
  • Convention Services Housepersons
  • Convention Services Houseperson Supervisors
  • Coat Check Team Members

Where will the election be?

The Seaport Hotel in the Larkin Boardroom

When is the election?

Team members can vote at any point during any of the following times on Thursday, January 18, 2024:

  • 7:00 to 10:00 a.m.
  • 12:00 to 2:00 p.m.
  • 3:00 to 6:00 p.m.

Fact Sheets

Click on the links below to view or download the fact sheets.

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FAQs

Click on the questions or links below to see the answers.

Status Quo

After the union petition is filed, the Seaport Hotel enters what is called “status quo,” which simply means the current terms and conditions of employment, including pay, benefits, and PTO, remain the same members of the bargaining unit until a labor contract is reached that changes them. When a group of employees vote to unionize, the employer is legally required to negotiate with the union on any changes to these items and other terms and conditions of employment.

If the union is elected, status quo remains in effect for members of the bargaining unit until a labor contract is negotiated. It may be a long time before an agreement is reached. According to a Bloomberg Law analysis, it takes an average of 465 days to reach an initial labor contract after a union wins an election.

Most changes to terms and conditions of employment are covered by the status quo and cannot be changed without reaching agreement with the union or “impasse.” This includes your pay and benefits (including PTO), as well as things like scheduling processes, work assignments and promotions.

Yes. Changes that have happened regularly at the same time over a number of years can continue to occur as they normally would. Changes that were already planned prior to the status quo period, like the 401(k) changes, are also allowed.

Status quo means we continue doing things for members of the bargaining unit the way we have been doing them. This includes our practice of determining full-time eligibility status based on hours worked within the existing one-year look-back period.

Dues

Yes. Unions require members to pay dues, which are typically deducted directly from your paycheck after taxes. Dues are not tax deductible.

UNITE HERE currently charges dues as much as $18.60 per week, and dues add up quickly. That’s $74.40 per month, and $967.20 per year. You should ask union organizers how much your dues will be.

Yes, most likely you will have to pay dues. Many unions negotiate language in the labor contract that requires team members to pay dues as a condition of employment. If you don’t pay your dues, the union also decides what the consequences would be – in some states, the union can even add a clause in the contract that requires employers to fire employees for not paying their dues.

The union does. The Seaport Hotel would not have a say in the amount you will pay in union dues, or how the union handles non-payment of its dues. The union also has the right to raise dues at any time.

You should ask the union how it would handle dues if you were not able to get hours at work. The union may still charge you dues even if your hours are low. What the union cannot guarantee is that it can get you more hours at the Seaport Hotel or any other hotel.

Union organizers make many promises when they are campaigning for your support, but they cannot guarantee anything. They may say they will be able to get a pay increase in the contract that will cover the cost of dues. But the fact is you could get more, less or the same when it comes to your pay. There are no guarantees in contract negotiations and the hotel is not required to agree to all union demands, including a demand for pay increases or a specific pay increase amount.

No, dues are simply the union’s source of revenue to run its business.

You should ask the union how much of your dues will be spent on representing you. A percentage of dues pay the salary, benefits and costs of Local 26 officers and employees. Dues are also sent to UNITE HERE’s corporate office.

Flexibility

A union would change how we work together as a team. The direct working relationship you have with your manager would be subject to negotiations between the union and the hotel, and there is no guarantee that a union contract would retain the flexibility you currently enjoy. We would be required to follow the rules of the contract, regardless of your personal situation – we would no longer be able to work together directly when it comes to things like compensation, hours and working conditions, and everyday issues may become more complex and take longer to resolve.

Maybe. Right now, you can work directly with your manager to address your individual scheduling needs. This includes things like needing to leave early for an unexpected issue, or making sure your schedule offers you the flexibility to give you the work-life balance you need. Typically, unions will negotiate one method to determine work schedules for all of the represented positions. This may change how your work schedules currently are determined and the flexibility that you currently enjoy. The union would most likely want to negotiate seniority provisions that mean that the team members with most seniority get preference for holidays off, vacation schedules and choice of shifts. Some contracts also limit the amount of time a team member can take off at one time, which may make it more difficult for team members to use their paid time off (PTO) to take extended time away from work.

Right now, if there is a need to fill a shift, the manager can call any team member. Using a seniority-based system, the union may decide the team member who has been in your department the longest must be called first, regardless of their work performance. The union may also decide how work schedules are determined, including giving team members with the most seniority first choice of shifts or preferences for days off.

Right now, we work together as a team to meet the unique needs of our department. That includes having team members perform multiple duties based on skill sets. In a seniority-based system, the union may take away your ability to choose which job duties you perform. The union may limit the duties you’re able to perform, and make it harder for you to get help from other team members if the support you need isn’t included in the duties outlined for that person’s job.

We would have to follow the rules in the union contract, regardless of your personal situation. Our ability to resolve an issue, make scheduling changes or address other workplace matters would be limited to the rules and restrictions outlined in the contract. A union contract may require a certain number of days for advance notice and favor seniority when it comes to scheduling changes.

No. Once the union is elected to represent a group of team members, the contract negotiated applies to all team members in the bargaining unit. The rules do not allow for team members to “opt out” of a contract, or any portion of the contract, if they do not like or agree with it.

Seniority

Union contracts, or collective bargaining agreements, are often based on seniority when it comes to many important decisions ranging from time off to promotions. Generally, the most senior members are first in line.

Your seniority is typically determined by the date you were hired. However, the union may change how they determine seniority by using the date you started working in your current department, regardless of how long you’ve worked at the hotel. It is important to ask union supporters how they would determine seniority in a labor contract so that you will understand how it may impact you.

Yes. Under a seniority-based system in a union contract, managers may be forced to give extra shifts to the most senior members in your department first. Today, we make individual decisions based on availability, skill sets and other factors.

Yes. You might not get your first, or even second, choice of vacation because a team. member who has been with your department longer is ahead of you. Today, we are able to work with you directly on vacation time that meets your needs.

Yes. Your scheduling requests may come second to someone who has worked in your department longer. Team members with the most seniority within your department may get first choice of shifts, preferences for days off, and the first choice for holidays.

Union contracts may allow members to be promoted, in part, based on seniority. For example, if two team members in the same department are applying for the same promotion, the most senior member may get it regardless of skill, experience or past performance. Today, we promote team members based on their ability to take on a bigger role – not their seniority number.

It is possible a union could negotiate a contract with a pay scale based on seniority. This might mean team members who have been with your department longer would be paid more than you, even if they perform the same work, just because they have been with the department longer. Today, we use a merit-based system that rewards you for strong performance.

Union Promises

No. Union organizers can and will make promises to gain your support. However, they can guarantee almost nothing. In negotiations, the Seaport Hotel is not obligated to agree to any specific union request. Any changes to pay, benefits or working conditions would have to be negotiated and agreed to by the hotel. In other words, while it’s possible you could end up with more, you could also end up with less than or the same as what you currently have.
Union organizers are not obligated to deliver on any promises they may make. If the union is voted in, pay and benefits are subject to negotiation, and no one – including the union – knows what the outcome will be until the contract is negotiated and agreed upon. First contracts take on average 465 days to negotiate, according to an analysis by Bloomberg Law. Pay increases are not generally given to employees during negotiations.
The Seaport Hotel would bargain in good faith with the union, in accordance with the law. This means management must meet with the union at reasonable times and places to attempt to reach an agreement about mandatory subjects of collective bargaining. However, this does not mean that the Seaport Hotel is required to agree to specific demands from the union or make concessions

No. The union may claim they can guarantee job security, or get you more hours, but that is not the case. In fact, the union may make it more difficult for you to pick up shifts in other areas because you would be limited to doing work that is defined under your current job title.

Most labor contracts give the employer the right to discharge, transfer or lay off employees for genuine economic reasons or for good cause such as disobedience or poor performance. We believe the best way to create job security is to maintain our current working relationship so that we may solve challenges together. We would also consistently enforce any policies for attendance, performance and behavior regardless of whether there is a union.

No. Only the Seaport Hotel has the authority to make decisions about its management. It is important and expected that our leaders demonstrate fairness at all times. If at any point, a team member feels a manager is being unfair, they should contact Human Resources.

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