Category: Labor and Workforce Development

Leaders call for ‘fair’ hotel strike settlement

Brooks Sutherland Tuesday, October 30, 2018

City leaders joined striking hotel workers  outside the Ritz-Carlton yesterday to urge Marriott to strike a “fair” settlement with its union employees.

Five city councilors and state Rep. Jay Livingstone hand-delivered a letter addressed to Marriott CEO Arne Sorenson that was signed by 30 local elected leaders. The letter, urging the CEO to reach a “fair compromise” with UNITE HERE Local 26 that would end the strike, read: “We write to express our concern with the ongoing strike of Marriott hotel workers in Boston and to voice support for our constituents’ desire to provide for themselves and their families with fair earnings and benefits from one job.”

“This is a matter of respect and dignity,” At-Large Councilor Ayanna Pressley told the Herald. “And the stabilization of their families. There’s nothing charitable about this, this is what they deserve.”

Pressley joined fellow councilors Michelle Wu, Tim McCarthy, Kim Janey and Ed Flynn. Dozens of striking workers marched up and down the front sidewalk of the hotel, banging on buckets, blowing whistles and chanting emphatically.

“We’re demanding that they end the strike and come back with a contract that works for these workers and their families,” Flynn said. “I think it’s very important to let our workers know that we’re here to make sure that we’ll always fight for them. To make sure they’re treated fairly.”

Mei Leung, a housekeeper at the Sheraton put on a poncho and spent the day fighting for what she says, “is the right thing to do.”

“We’ve been negotiating for a long time, and they don’t accept our requests,” she said. “I’m 71 years old and still have to work.”

Last week, Wu filed an ordinance that would attempt to give hourly workers more protection as it pertains to predictable, consistent scheduling, an issue raised throughout the strike.

“Overall, we are at a point in our country’s economy and politics, where more and more workers are part-time, without benefits, and trying to balance multiple jobs in order to make everything work,” Wu said. “And when you introduce the ability of corporations and companies to change schedules at the last second, that really throws everything up into the air.”

Marriott has said it does not conduct negotiations in the press.

http://www.bostonherald.com/business/business_markets/2018/10/leaders_call_for_fair_hotel_strike_settlement

190th Session Recap: Labor and Workforce Development

190th Session Recap: Labor and Workforce Development

 

H.4640 – An Act relative to minimum wage, paid family medical leave and the sales tax holiday

Overview:

  • Jay was a strong advocate for increasing the minimum wage and for creating paid family leave as a program for Massachusetts and he co-sponsored legislation to accomplish these goals.  Unfortunately, these provisions could not be passed without the inclusion of other provisions that he did not support, such as ending Sunday premium pay.
  • The law incrementally raises the current $11-an-hour minimum wage to $15 an hour by 2023.
  • Raises the current tipped minimum wage in Massachusetts of $3.75 an hour by 60-cent increments each year until it reaches $6.75 in 2023.
  • Beginning in 2021, employees — even self-employed workers — will be allowed to take up to 12 weeks of paid family leave and up to 20 weeks of paid medical leave — with the guarantee that they can return to their previous job or an “equivalent position” with the same pay, status, and benefits.
  • Establishes an annual Sales Tax Holiday in the State of Massachusetts.

Outcome: This bill was passed in both chambers and was signed by the Governor on June 28, 2018

To read the full text of the bill, click here.

H.36380 – An Act establishing the Massachusetts Pregnant Workers Fairness Act

  • Jay was an advocate and co-sponsor of this legislation.
  • Adds pregnancy and  pregnancy related conditions, including lactation and expressing breast milk, to the list of qualifiers employers cannot discriminate against
  • Prevents employers from denying reasonable accommodations for pregnancy or pregnancy related conditions
  • Prevents employer from refusing to hire a pregnant person because of the pregnancy or a pregnancy related condition
  • Includes a non-exhaustive list of reasonable accommodations:
    • More frequent/longer paid/unpaid breaks
    • Time off to recover from childbirth (paid or unpaid)
    • Seating
    • Temporary transfer to a less strenuous position
    • Job restructuring
    • Light duty
    • Private non-private space for expressing breast milk
    • Assistance with manual labor
    • Modified work schedules

Outcome:This bill passed in the House and Senate and was signed into law by the Governor.
To read the full text of the bill, click here.