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Bringing Justice and Solidarity to the Twin Cities Hotel Industry |
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Bringing Justice and Solidarity to the Twin Cities Hotel Industry |
After two NLRB elections, Local H-56 was successful in winning representation rights for employees at The Zinnia in 1980. The current business agent of Local H-56 for The Zinnia was recently elected to a four-year term. Much of the support for the new business agent came from single mothers whom the business agent won over by her pledge of day care benefits and flexible scheduling. Stronger employee voice was also a major issue because of frustrations with pandemic-related layoff and return-to-work decisions.
Collective bargaining between The Zinnia and H-56 was relatively stable and professional before the pandemic, but we are fearful that Ms. Baldercash may take a more personal role in these negotiations. Ms. Baldercash apparently believes that too much of her profits are being eaten up by an overly-generous wage and benefit package for the rank and file. She may think that she can exploit us because we have many members who are immigrants and members of marginalized groups, but we will show her otherwise, even if this means picketing her new $5.6 million Gothic lakefront home!
In the previous contract negotiation, we agreed to small wage increases and minimal benefits improvements, but this time will be different! Due to management's attempts to increase its profits at our expense, during the 2010s our bargaining unit numbers had already been reduced from 176 to 167 workers, all while business boomed. During the pandemic, 75 percent of us were laid off. But as business has rebounded, management hasn't brought us back to full staffing levels, and currently we're only at 142 employees in the bargaining unit. There are 10 housekeepers who still have NOT been called back. We are proud that many of The Zinnia employees work full-time, but we also know that ALL of the employees are overworked, underpaid, and under-insured!
The leadership is fighting for The Zinnia employees and all others in the local industry! Here are some breakdowns of your unit. You are encouraged to talk with each other about the issues facing us in the negotiations. We are all in this together!
| Age Distribution of the Zinnia Bargaining Unit |
Seniority Distribution of the Zinnia Bargaining Unit |
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| Age | Number | Years of Service | Number | |
| 16-20 | 4 | < 1 | 7 | |
| 21-25 | 24 | 1 | 3 | |
| 26-30 | 40 | 2 | 11 | |
| 31-35 | 36 | 3-5 | 39 | |
| 36-40 | 23 | 6-10 | 47 | |
| 41-45 | 7 | 11-15 | 18 | |
| 46-50 | 1 | 16-20 | 9 | |
| 51-55 | 2 | 21+ | 8 | |
| 56-60 | 3 | |||
| 61-65 | 2 | |||
| Typical Weekly Hours Worked (Zinnia Bargaining Unit) |
Departmental Distribution of the Zinnia Bargaining Unit |
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| Hours | Number | Department | Number | |
| < 20 | 10 | Banquet* | 8 | |
| 20-29 | 15 | Bar | 12 | |
| 30-34 | 17 | Bellstand | 10 | |
| 35-40 | 27 | Cooks | 26 | |
| > 40 | 73 | Dining Room | 38 | |
| 142 | Housekeeping | 34 | ||
| Pantry and Dish | 14 | |||
| Average weekly hours: (excl. overtime) | 35 hrs | 142 | ||
| Average weekly overtime: | 5 hrs | * Plus many on-call. | ||