[The following business letter, from Sodexho, came into my possession and is transcribed here as-is except for individual names and date. I am reproducing it as an instance of multi-million-dollar entities still trying to save a few bucks on the backs of their poorest-paid employees. Sodexho has contracted to provide food services at several universities, even while the salaries of the highest-paid administrators and a few top faculty have climbed:]
Theological College
Re:
Dear [ ]:
As I mentioned, to bring your operation in under the Catholic University of America agreement would open you up to union requirements within your workplace. After comparing the union contract at CUA with our proposal, the following differences have come to light.
1. Wage rates are much higher for the union employees versus the wage rates we have projected.
Position Union GMFS DIFFERENCE ANNUALLY
Food Service Asst. $9.80 $7.50 $2.30 hour $4,784
Food Service Asst. $8.87 $7.50 $1.37 hour $2,850
Utility/Pots $8.92 $6.50 $2.42 hour $5,034
Working Supervisor $11.50 $11.50 -0- -0-
TOTAL . . . . . . . . $12,668
2. Benefits percentages are essentially the same; however, for each hour worked, an additional .46 cents per
hour must be paid to a “union” benefit fund. My rough estimates for this benefit are:
(4) Full-time employees @2,080 hours annually x .46 per hour = $3,827
(4) Part-time employees @1,000 hours annually x .46 per hour = $1,840
TOTAL . . . . . $5,667
3. Gardner Merchant grants three sick days per year, but the union requires their employees to get 15 days per
year (or five times our projections). The difference in this category equals $6,955.
4. Task sharing in smaller facilities is a paramount ingredient to insure the food service success. Pulling together
To reach a common goal is paramount, and as you are aware, unions don’t like task sharing, as they feel it keeps an additional union member from employment.
5. Do I need to say anything else besides one word . . .
GRIEVANCES!
Petty grievances cost you thousands of dollars annually, and regardless of an employee’s lack of a work ethic,
Termination sometimes seems like an impossibility.
Our estimate of $25,290 in additional costs for labor, benefits, and sick days is just the tip of the iceberg. Union involvement at the
Anything that can be done to keep your facility from becoming unionized should be considered.
Sincerely,
[ ]
Director of Business Development
Stumble It!