Avoiding Union Harassment Through Improved OSHA Compliance
2011 Hospitality Employer Webinar Series
Free Webinar: Thursday, January 20, 2011, 12:00 p.m - 1:30 p.m. Eastern Standard Time
Starting with OSHA, for two years, the Administration has radically changed enforcement strategies, increased employer requirements, and upped exposure. OSHA issued 300% more citations last year than in previous years; the EEOC hit a 45-year high in charges; and traditional wage-hour and NLRB interpretations were repeatedly discarded. As shown by the U.S. DOL's published master strategy, "Plan, Prevent, Protect," and the "Bridge to Justice" initiative, the Administration is coordinating these efforts between agencies and even with unions and trial lawyers.
With their preoccupation on politics and legislation, some union organizers have ignored the opportunities presented to them for harassing employers and creating wedges between management and employees. However, UNITE-HERE, the SEIU, and other unions focusing on the hospitality industry have begun to effectively use OSHA complaints and other legal claims to bring pressure on employers during contract negotiations or as an organizing tactic. UNITE-HERE upped the ante at the end of the year by filing OSHA complaints alleging housekeeper ergonomic injuries at eight hotels in Illinois, California, Indianapolis, and Honolulu.
Employers can blunt these organizing efforts by effectively self-auditing their OSHA compliance and related areas, and can use these compliance efforts to strengthen their employee communications efforts and to improve frontline supervisory strategies that can render union approaches ineffectual.
We will cover the following subjects during this session,
Describe the approach and issues used by UNITE-HERE in its OSHA ergonomics complaints against hotel properties.
Discuss SEIU and other unions' strategies against restaurant chains and similar employers.
Identify common hospitality OSHA concerns and explain how to conduct preemptive self-audits and improve compliance.
Outline wage-hour, EEO, ADA, GINA and other issues also being used by unions because of changes in EEOC and U.S. DOL enforcement.
Outline strategies to avoid new whistleblower complaints and potential unfair labor practice charges.
Emphasize how to use safety initiatives to maintain a positive employee relations atmosphere and address other compliance areas.
This webinar is provided free to management members of hospitality employers. To sign up, please e-mail Daphne Gilbert at firstname.lastname@example.org, and list your property and your name and title, and she will e-mail the registration link. A paticipants manual will be provided to attendees. For questions, contact Howard A. Mavity at email@example.com.