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The hotel industry is part of our local community fabric. We stimulate the local economy by welcoming guests to our region, making sure they have a memorable stay and come back again, and by creating high quality jobs needed to build a thriving community.
We are committed to investing in the Tacoma Community by providing high quality jobs with excellent benefits to our employees. We pledge to abide by the following minimum standards to ensure hotel workers in Tacoma can provide for their families, enjoy a safe work environment, and are able to invest their hard earned income back into their local community.
- If our employees work more than 80 hours per month, they will have guaranteed access to a high quality, full -family medical insurance plan at a cost to the employee of no more than $50 per month.
- We commit to providing our employees with annual wage increases so they can better cope with the increasing cost of living in Tacoma.
- We understand that many hotels make extra profits at the expense of the health and safety of housekeepers. We will not do the same. At our hotel, no hotel room attendant will be required to clean more than 15 rooms per 8-hour shift.
- All our employees have access to a dispute resolution process in order to resolve workplace issues and disagreements with their employer and this process will involve binding third party arbitration at no cost to the employee if either party insists on that remedy.
Mark your calenders and reserve your seat to join us in solidarity with working people in Washington, Wisconsin and dozens of other states where well-funded, right-wing corporate politicians are trying to take away workers’ rights. These rallies and actions are part of a week of Solidarity from April 2nd through April 8th! CLICK HERE to download a leaflet containing information on all the events, and CLICK HERE for more information from our friends at the Washington State Labor Council.
Most excused non‐performance and force majeure clauses protect organizations from so‐called “Acts of God.” However, many such clauses also address other extraordinary events such as labor disputes, and an increasing number of these clauses include language that indemnify organizations for meeting cancellations caused by labor disputes. Such language has been successfully used by many organizations for this purpose.
More and more meeting planners recognize the need to protect themselves and their organizations from the potentially negative effects of labor disputes in this manner.
With the right language, you should be able to cancel your meeting without penalty in the event of a labor dispute.
The following clause can help protect your group in case of a hotel labor dispute:
EXCUSED NON-PERFORMANCE DUE TO LABOR DISPUTES
Notwithstanding anything in this Agreement to the contrary, if performance hereunder would foreseeably involve [Group] in or subject it to the effects of a boycott, strike, lockout, picketing or other labor dispute and [Group] therefore withholds, delays or cancels performance, it shall have no liability there from, provided that [Group] may not withhold, delay or cancel performance based upon a labor dispute involving its own employees. In the event of a cancellation under this Section, neither [Group] nor its members shall have any future obligation under this Agreement, and any deposits or other payments made to the Hotel by [Group] or its members to reserve rooms or other space for use, and/or for services to be provided, shall promptly be refunded to [Group] or its members. This Section shall supersede all other provisions of this Agreement and shall be construed and enforced in accordance with the laws of the State of [Group’s home state here].
In addition, it is helpful to require that the hotel notify your group of any labor disputes:
NOTIFICATION OF LABOR DISPUTE
The Hotel agrees to notify [your Group] in writing within ten (10) days after it becomes aware of any labor relations dispute involving the Hotel and its employees including, but not limited to, union picketing, the filing of an Unfair Labor Practice charge by a union, the expiration of a negotiated labor contract, an existing or impending strike or lockout or any other matter which could reasonably be construed as a labor‐management relations dispute.