UNITE

HERE
May 18, 2011

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Presi de nt / Ad mí ní sl rot
BARGAINNG TJPDATE
Chateau Lacombe Hotel
The Union Bargaining Committee met with the Employer, through the Mediator, on
Monday, May 9th.
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Alberi Amire
It appears the Employer has chosen to post their final offer. The Bargaining
Vice President Committee takes exception to what the Employer considers the final offer. The wage
increases in the Employer's document that was posted for all members to see was
Joonno Moody
Secrelory-Treosurer
incorrect, wrong and misleading. The Union Committee notes confinn, as does the
mediator, that the final offer was 09/o, 3o/o and 3o/o, We will be contacting the
A[filio]ed to:
employer to see if that was an oversight or to see if that was a change in their position
agaiî.
UN'TE HERE/
lnternotionol Union
The Committee did the best they could with the mandate given them by you the
Conodìon Lobour
members throughout the bargaining process. There was an agreement to take the final
Congress
offer from the Employer to the members for them to vote.
Buildíng Ïrodes
of Albeào
The Bargaining Committee was waiting for the Employer to supply the final offer in
Albe/¡o Federotion writing. That document was received after the close of business on Friday, The
of Lobour
Union was also informed that another document was posted and circulated by the
Employer that was full of misinformation. The Union and Bargaining Committee
think it is important for you to know the truth.

First of all - the Employer in their May l1 document state that the increases would be
IYo for 2010,2o/o starting June lr 20ll, and,3o/o starting June 1, 2012 with a
contract expiry date of December 31,2013. There was much back and forth as the
Union wanted to ensure the members got the RRSP you had asked for.
The truth is - the final offer that was relayed through the mediator to the Union
Bargaining Committee was 0oá for 2010, 37o June lr 20ll and,3o/o June 1, 2012
with a contract expiry date of December 3I,2013. Again, is the Employer changing
what they said was their final offer?

The Employer states: "...the Hotel proactively sought and obtained a significantly
improved health benefits planþr the staff that is now in place andworkingwell."
The truth is that it was your Bargaining Committee, NOT the Employer, who
raised the issue of the health benefits and suggested there were better plans for
the money being spent by the Employer and the members and the Committee
10ó43 - '105 Slreel
Edmonlon, Alberlo requested the Employer investigate options.
T5H zXI
Office: l -780-426-7890
Foxz 1-780-426-50?8
Toll Free: l -888-801 -4373 ,.,12
www,locol4T.nel

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The Employer states: "...the Union has not produced any similar statistics to suggest that the
Hotel's staff is underpaid in the market. "
The truth is your Bargaining Committee has never said that the members are underpaid.
They clearly said that the dedication and years of service you all have are deserving of a
fairwage increase. After all, we all have mortgages to pay.
The Employer states: "... the Hotel is proposing the introduction of a RR,SP matching program
to take effect nqct season. "
The truth is it was your Bargaining Committee, NOT the Employer, who proposed the
introduction of an RRSP matching program. It was one of the most mentioned of the
member's proposals. The Union had proposed a RRSP matching program for all members
regardless of years of service or full-time/part-time status.

The Employer states: "The hotel's initial proposal contained many items, and at least 4 maior
substantive changes that the Hotel wanted in the Collective Agreement dealing with things like
sick leave, posting of schedules, how discipline is handled, and other things."
The truth is the Hotel's proposals would all have hurt you the members.
1. Sick leave - they wanted the payout to only be effective if you took NO SICK DAYS
during a year including your fÏrst unpaid day.
2, Posting of schedules the Hotel wanted the schedule for banquets to NOT have
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ending times so they could tell you when they decided that your shift was over.
3. How discipline is handled the Hotel wanted to remove the language that states
-
discipline is to be removed after six months. The Employer wanted every discipline
to be on your record pefmAnently.
4. Other things - the Hotel wanted to extend the probationary period.

The Employer states: "...unjusti/ìed rumours circulating since the hotel's new ownership took
over, specifically suggesting that there was some intention to turn the Hotel into some dffirent
kind of enterprise or start somehow contracting out jobs, That has never happened beþre, and it
isn't going to happen now."
The truth is that there have been rumours for years that the hotel was being looked at to
turn into something different. The Bargaining Committee never started these rumours.
The Employer says they have never contracted out jobs before. For example: carpet
cleaning, night bellman/security and evening reservations.

You the members voted and overwhelming rejected the last offer. The Bargaining Committee
represented the wishes of the membership and they all worked very hard on your behalf. We
will be bringing the final offer back to you for you to vote on. The Bargaining Committee
will recommend rejection based on what you had told them you needed in
your new Collective Agreement. Ultimately, the decision is yours. Your
Committee strongly encourages all members to attend the meeting and vote
for your future.

TuesdryrMay 24r20ll
Employer's Finat Offer VOTE
3:00 - 5:00 pm
Lacombe Roolnr Chate av LÐcombe