Skip to main content

Strike Three? Oracle Park Concession Workers Vote In Favor of Striking

 

Over the weekend, concession workers at Oracle Park (where the San Francisco Giants play) voted overwhelming to strike on the grounds that they have not been fairly compensated or protected during the coronavirus pandemic.

The workers, represented by Unite Here Local 2, had approximately 86% of concession workers turn out to vote with 96.7% approving a strike.  The workers have argued that their requests for a pay raise have gone unanswered over the past three years.  Further, the workers claim that they have not been afforded better protections during the coronavirus pandemic, given their customer facing jobs and potential exposure to the virus.  For instance, some workers claim they routinely interact with customers that do not wear masks or appropriate barriers (such as plexiglass) are not installed at registers.  In addition, the workers claim that they are only eligible for health insurance if they work ten events a month.  However, many workers have apparently fallen an event or two short lately, which means many are left without any health insurance coverage.

Notably, these workers are not directly employed by the Giants but rather hired by Bon Appetit.  However, the Giants apparently dictate the relationship between Bon Appetit and the workers.  (For instance, the Giants could instruct subcontractors, such as Bon Appetit, to raise their pay rates…something that the Giants have not done.)

Whether the workers actually strike remains to be seen.  However, as some readers might be reading through this post, a strike might be underway.  Stay tuned.


For additional information:  https://www.sfgate.com/giants/article/giants-oracle-park-concessions-workers-strike-vote-16429170.php

Comments

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum,...

San Diego Rolls Back Vaccine Mandate For City Workers

Last Tuesday, the San Diego City Council voted to do away with the vaccine mandate for city employees. The city’s vaccine mandate that was in place required city workers to get the coronavirus vaccine or risk termination.  Perhaps to this surprise of no one, the city’s policy came under fire with 14 employees being terminated and over 100 other employees resigning.  With the coronavirus subsiding, including in Southern California, the San Diego City Council took action. Now, bear in mind, the repeal of the vaccine mandate does not take place immediately. With that being said, the mandate will be repealed March 8th.  I suppose the question now is, what other cities or regions follow San Diego’s lead? For additional information:   https://www.sandiegouniontribune.com/news/politics/story/2023-01-24/san-diego-repeals-controversial-covid-19-vaccine-mandate-citing-drop-in-cases-hospitalizations

NLRB: Former Employee Cannot Be Barred From Work Premises After Filing Wage Suit

MEI-GSR Holdings, LLC - NLRB Facts :  MEI-GSR Holdings, LLC d/b/a Grand Sierra Resort & Casino ("GSR") operated a facility that included a hotel, casino, restaurant, clubs, bars, and a pool which were all open to the general public.  Tiffany Sargent ("Sargent") was briefly employed by GSR as a "beverage supervisor" in December of 2012.  After her employment ended, Sargent continued to socialize at one of the clubs.  GSR had a long standing practice of allowing former employees to patronize its facility and did not prohibit Sargent from doing so.  In June of 2013, Sargent and another employee filed a class and collective action against GSR for alleged unpaid wages, in violation of the Fair Labor Standards Act and Nevada law.  In July of 2014, GSR denied Sargent access to an event at one of the clubs.  GSR followed up with a letter and stated that with the on-going litigation (from the wage suit), it decided to bar Sargent from the premises. ...