HOSPITALITY INDUSTRIAL RELATIONS
Hospitality Industrial Relations (H.I.R.) is an employer's organization representing approximately 110 unionized hotels, pubs, private membership clubs, restaurants and golf courses in British Columbia. H.I.R. originated as an arm of the British Columbia Hotel Association. Its role was solely focused on acting as the bargaining agent for BCHA. members in collective agreement negotiations. In 1987, H.I.R. was incorporated as a society and since then has maintained a status independent from the BCHA.
Since its inception, H.I.R. has gradually expanded the scope of services available to its membership. These services now fall within the general categories of collective agreement negotiation, the provision of advice regarding all aspects of collective agreement administration, education seminars, advocacy at the Labour Relations Board, as well as advocacy through the grievance procedure and arbitration hearings.
The philosophy underlying the existence of H.I.R. principally rests on the fact that employers can bargain from a greater position of strength when allied in one group. This prevents unions from singling out weaker employers in the industry in order to gain concessions that are then tabled as "industry standards" in subsequent negotiations. Otherwise known as "whipsawing", this bargaining strategy presents an even greater threat now that well funded unions have secured a good foothold in the hospitality sector. The banding together of employers significantly contributes to labour relations stability in an industry where news of a labour dispute can seriously prejudice the marketability of a business over a long term.
In addition to greater strength at the bargaining table, H.I.R. provides employers with expertise and background in dealing with labour relations issues specific to the hospitality sector. This is crucial in the area of collective agreement administration where employers need advice that is based on the bargaining history behind specific provisions of that agreement, past practice and the realities of the workplace. In terms of dispute resolution, H.I.R. has remained at the forefront by offering its members the options of expedited arbitration procedures that reduce the high costs and delay experienced with the traditional arbitration model.
The funding of H.I.R. is provided solely by its membership and is levied by way of dues calculated on the basis of hours worked by bargaining unit employees. This amount is currently 6.4ยข per hour with a minimum monthly payment of $60.00 and a maximum of $1,200.00 . Because H.I.R. is a non-profit society with a wide membership base, the cost of membership is significantly less when compared to management consultant and legal fees.
The organizational structure of H.I.R. reflects the wide range of interests and perspectives of its membership. For example, each member of the seventeen person Board of Directors is elected on the basis of their geographical area, industry sector or union certification. This structure promotes the communication of interests to the Board.
H.I.R. also promotes member participation by listening to individual concerns at regular Membership Meetings and Education Seminars.
With the entry of highly funded industrial and public sector unions into the hospitality industry during the late 1980's, the need for a strong employers' association specializing in the Hospitality Business became imperative. In 1992 the new Labour Relations Code further reinforced the need for an allied front by prohibiting the use of replacement workers and easing restrictions on a union's ability to organize employees. Armed with favourable legislation and hit hard by wide spread layoffs in their traditional sectors, unions formerly uninterested in the hospitality industry have embarked on aggressive organizing campaigns hoping to reap new membership revenue.
H.I.R. also provides assistance to non-union businesses in the Hospitality Industry by way of their affiliation with such groups as the Hotel Association, Restaurant Association and Pub Association. This assistance is focused on the increasing number of Human Rights Act complaints and Employment Standards Act complaints. Like their union counterparts, non-union employers no longer enjoy the right to negotiate terms of employment less favorable than those set out in the Employment Standards Act. Likewise, complaints under the Human Rights Act are of equal concern to union and non-union employers. In addition, H.I.R. plays a role in assisting non-union businesses who are faced with organizing campaigns and unfair labour practices.
The H.I.R. Offices are located in Richmond and are staffed by
Director: Ron Schmidt
Assistant Director: Dan Pelletier
Administrative Assistant: Lori Gibson
1220-21331 Gordon Way
Richmond BC
V6W 1J9
Phone: (604) 207-0995
Toll free: 1-800-663-4148
Fax: (604) 207-2875
Email: lgibson@shawbiz.ca |
