Steve Swirsky Quoted in “Marriott, Other Hotel Deals to Follow Vegas Pattern, Union Says”

Bloomberg BNA

Steven M. Swirsky, Member of the Firm in the Employment, Labor & Workforce Management and Health Care & Life Sciences practices, in the firm’s New York office, was quoted in Bloomberg BNA, in “Marriott, Other Hotel Deals to Follow Vegas Pattern, Union Says,” by Jaclyn Diaz.

Following is an excerpt:

UNITE HERE is fresh off of major contract wins in Las Vegas with Caesars Entertainment Corp. and MGM Resorts International.

The five-year deals negotiated for more than a dozen hotels along the Strip include the union’s strongest language achieved in collective bargaining so far. Employers should take notice, as the union says these agreements will serve as the new model for all of its future contracts in the hospitality industry. Nearly half of the union’s contracts at hotels are up in 2018. …

UNITE HERE is asking employers to consult with the union on technology that affects workers. For example, a Bloomberg Intelligence analysis finds hotels are trying to stay competitive by using technology for online and mobile booking. …

It’s important to remain realistic, as employers must also respond to customer demand, Steven Swirsky, a management-side attorney with Epstein Becker & Green, said.

“There are certain jobs that are going to evolve, but we will always need people to do some things,” he said. “It’s an understandable concern, but we can’t hold back what customers and clients are looking for.” …

The union is also working to widely implement policies in which employers require Immigration and Customs Enforcement agents who come to the workplace to have a warrant. …

Swirsky said he’s already seen UNITE HERE achieve that in Southern California.

Employers are already in a sticky situation when it comes to immigration, Swirsky said. Management needs to ensure they are in compliance with their legal obligations while maintaining empathy and care for workers. But, with all of the attention the issue is getting, employers must also remember how their actions are perceived publicly.

“If you are public brand, outwardly to guests, you don’t want to look like you’re on the wrong side of the issues,” he said.