PRECARIOUSWORK:THE HOTEL INDUSTRY EXPERIENCE
Prof. Divina Edralin, D.M.Prof. Divina Edralin, D.M.27 February 2013 27 February 2013
De La Salle UniversityDe La Salle UniversityProfessorial Chair LectureProfessorial Chair Lecture
BACKGROUND OF THE STUDY
safe, healthy environment in conditions of
freedom, equity, security and
human dignity for women and men
=
=employment promotion
economic growth & social justice
equityemployment security
competitiveness, profit
WORKERS
GOVERNMENT
EMPLOYERS
CIVIL SOCIETY
(Gust, 2006)
BACKGROUND OF THE STUDY
Figure 1. National framework for equality and decent work
Concept of Precarious Workforms of work characterized by:
atypical employment contracts limited or no social benefits and
statutory entitlements high degrees of job insecurities low job tenure low wages high risks of occupational injury and
diseases
BACKGROUND OF THE STUDY
(Evans & Gibb, 2009)
Concept of Precarious Workis characterized by a combination of factors such as:
a limited duration or a high probability of the worker’s losing the job
little or no opportunity for workers to control the working conditions
absence of benefits or social security provisions
a low income in tandem with poverty
BACKGROUND OF THE STUDY
(ILO, 2007)
BACKGROUND OF THE STUDY
Figure 3. Incidence of precarious employment advance economies, 2007 and 2010Panel A. Involuntary part-time employment (percentage of part-time employment)
Source: International Institute for Labor Studies World of Work Report 2012, 2012
BACKGROUND OF THE STUDY
Figure 3. Incidence of precarious employment advance economies, 2007 and 2010Panel B. Involuntary temporary employment (percentage of temporary employment)
Source: International Institute for Labor Studies World of Work Report 2012, 2012
BACKGROUND OF THE STUDY
Figure 2. Employed persons in vulnerable employment by region and sex, 2004 - 2007
Source: Bureau of Labor and Employment Statistics LABSTAT Updates 16(31) 2012
BACKGROUND OF THE STUDY
Precarious Work Practices of Selected Countries
BACKGROUND OF THE STUDY
Precarious Work Practices of Selected Countries
BACKGROUND OF THE STUDY
Precarious Work Practices of Selected Countries
BACKGROUND OF THE STUDY
Precarious Work Practices of Global Companies
BACKGROUND OF THE STUDY
Precarious Work Practices of Global Companies
BACKGROUND OF THE STUDY
Precarious Work Practices of Global Companies
BACKGROUND OF THE STUDY
Precarious Work Practices of Global Companies
BRIEF ON PRECARIOUS WORKIN THE PHILIPPINES
Figure 4. Employees in Precarious Work (% of total employment)
Source: Bureau of Labor and Employment Statistics LABSTAT Updates 16(31) (2012).
Year Part-time CasualContract
ualTotals
1989 1.3 4.1 8.3 13.71990 1.6 3.7 8.2 13.51991 1.5 4.1 7.0 12.61992 1.5 4.1 10.0 15.61993 1.8 3.4 9.8 15.01994 1.5 4.3 7.9 13.71995 1.8 4.4 11.8 18.01996 2.0 4.1 12.3 18.41997 2.2 4.7 14.0 20.9
BRIEF ON PRECARIOUS WORKIN THE PHILIPPINES
Table 1. Non-regular employment in the Philippines as percent of total employment
Source: DOLE-BLES Yearbook of Labor Statistics, 2007
Determine the employment practices that are often associated with precarious work in the hotel industry.
Know the factors that drive the hotels to resort to precarious work practices.
RESEARCH OBJECTIVES
Describe the impact of precarious work on the following:Women workersWorkplace health and safetyUnionSustainable development
RESEARCH OBJECTIVES
Identify strategies or courses of action that can be taken by the following stakeholders to combat precarious work practices:UnionsEmployersGovernment International Labour Organization (ILO)
RESEARCH OBJECTIVES
CONCEPTUAL FRAMEWORK
(Gust, 2006)
Figure 6. Linkages between discrimination, equality & decent work
• low wages,• low job security• limited control
over workplace conditions
• little protection from health & safety risk
=
=WORKERS
GOVERNMENT
EMPLOYERSILO
OPERATIONAL FRAMEWORK OF PRECARIOUS WORK
Research DesignDescriptive
Research ApproachSurvey of unionized hotelsContent analysis of
government publications
METHODOLOGY
METHODOLOGY
Unionized NUWHRAIN Affiliate Hotels
Positions in the Union
Type of Work in the Hotel
Manila Peninsula Hotel President Board of
Directors Vice President Treasurer Councilor Union Member
Cook Bartender Lifeguard Electrician Room Attendant Outlet Cashier Chef Bellman Waiter Supervisor Telephone
Operator Kitchen Artist Food Attendant Steward
Mandarin Oriental ManilaSofitel Philippine PlazaCentury Park HotelHotel Intercontinental ManilaHoliday InnManila Pavilion HotelCebu Midtown Hotel
No. of Respondents
n = 84
Bohol Beach ClubMontebello Villa HotelHyatt Regency Manila/MIDAS Hotel
Table 2. Respondents’ profile
FINDINGS
Brief on the Hotel Industry
FINDINGS
Table 3. Total employment and number of non-regular workers in hotels and restaurants with 20 or more workers by category, Philippines: June 2010 Non-Regular Workers
Total
Employment
TotalProbationa
ryWorkers
CasualWorkers
Contractual /Project-
based Workers
SeasonalWorkers
Apprentices
/Learners
Hotels and Restaurants
196,075 70,077 14,032 13,424 38,338 1,534 2,749
All Industries
3,042,750
850,085
179,384 170,817
445,020 28,815 26,049Note: Details may not add up to totals due to rounding of figures.Source: Bureau of Labor and Employment Statistics, 2009/2010 BLES Integrated Survey (BITS).
Table 4. Number of hotels and restaurants with agency hired workers with 20 or more workers by category, Philippines: June 2010
Source: Bureau of Labor and Employment Statistics, 2009/2010 BLES Integrated Survey (BITS).
Agency-Hired Workers
Total
Establishments
TotalPercent to
TotalPercent Share
Hotels and Restaurants
3,166 1,529 48.3 13.4
All industries
23,723 11,388 48.0 100.0
FINDINGS
Table 5. Number of agency-hired Workers in hotels and restaurants with 20 or more workers by type of jobs/services contracted out, Philippines: June 2010
Source: Bureau of Labor and Employment Statistics, 2009/2010 BLES Integrated Survey (BITS).
Agency-Hired WorkersHotel and
RestaurantsPercentag
eAll
IndustriesTotal Number of Agency-Hired Workers
19,691 341,703
Security Services 7,478 38.0% 98,790Food Service/Catering 6,041 30.7% 7,410Janitorial 3,301 16.8% 50,588General Administrative 1,307 6.6% 14,406Logistics/Transport 1,237 6.3% 6,630Marketing/Sales 163 0.8% 20,285Repair/Maintenance/Construction
108 0.5% 8,890
IT Services 56 0.3% 3,384
FINDINGS
Source: Bureau of Labor and Employment Statistics, 2009/2010 BLES Integrated Survey (BITS).
Agency-Hired Workers Hotel and Restaurants
All Industries
Packaging - 18,397Production/Assembly - 103,192Research and Development
- 1,692
Cashier - 477Human Resource - 20Messengerial - 453Billing/Payment - 194Data Processing/Encoding
- 165
Warehousing - 2,156Medical/Health Services - 138Others - 4,436
FINDINGS
Table 5. Number of agency-hired Workers in hotels and restaurants with 20 or more workers by type of jobs/services contracted out, Philippines: June 2010
Table 6. Number of hotels and restaurants engaged in subcontracting with 20 or more workers, Philippines: June 2010
Source: Bureau of Labor and Employment Statistics, 2009/2010 BLES Integrated Survey (BITS).
Establishments Resorting to Subcontractin
g
Percent to Total
Percent Share
Total Establishme
nts
Hotels and Restaurants
235 7.4 9.5 3,166
All industries 2,471 10.4 100.0 23,723
FINDINGS
Table 7. Number of hotel and restaurants engaged in subcontracting in with 20 or more workers by type of jobs/services contracted out, Philippines: June 2010
Source: Bureau of Labor and Employment Statistics, 2009/2010 BLES Integrated Survey (BITS).
Hotel and Restaurants
All Industries
Production/Assembly - 193Finance/Accounting 134 1,091Data Processing/Encoding
24 141
Human Resource 42 420Learning/Training 24 299Billing and Payment 54 271Transport Services 59 462Courier Services 54 602Packaging/ Crating - 108Research and Development
12 129
Others 1 257Total 235 2,471
FINDINGS
SURVEY RESULTS
Table 8. Employment practice often associated with precarious work in the hotels
PracticesAverage Percentage (n=84)
Departmentmost affected
Hiring of labor via employment agencies or labor brokers 35.9 Housekeeping
On call/daily/per function hiring 29.1Food &
BeverageContracting out functions/tasks to other companies 25.9 Engineering
Direct hire on temporary labor contracts 23.4Food &
BeverageDisguised employment training contracts (as trainees) 22.3 Housekeeping
Limited employment to less than six (6) months 21.8Food &
BeverageFixed term contracts 14.0 Engineering
Abusive probationary periods 12.1Food &
BeverageIllegal or involuntary part-time work 7.1 F&B, stewardIndividual labor contracts as bogus “self-employed” workers 6.5 Engineering
Home working 3.0
F&B, seamstress,
laundry, accounting
Table 9. Factors/reasons why hotel resort to precarious work practices
SURVEY RESULTS
Table 10. Effects of precarious work on the union
SURVEY RESULTS
Table 11. Effects of precarious work on women
SURVEY RESULTS
Table 12. Effects of precarious work on workplace health and safety
SURVEY RESULTS
Table 13. Effects of precarious work on sustainable development
SURVEY RESULTS
SNIPPET OF PRECARIOUS WORK EXPERIENCE IN THE HOTEL
PANDOY Did not meet the cut off
during the final interview
Casual employee at Sofitel
since 1980
Married to a CPA
Banquet captain
Land based crew for 3
years in Saudi
HRD Policy: only one of the couple
can be regular
ized
50 years old
SNIPPET OF PRECARIOUS WORK IN EXPERIENCE IN THE HOTEL
MARIA
Room attendant at Sofitel
Casual employee for
5 years
In the housekeeping section, males are preferred
Asked to do most of the work and OT during peak
months
Management prefers HRM graduates
Single parent with
a child
Table 14. Roles/action that can be taken by unions to address/combat precarious work
SURVEY RESULTS
Table 15. Roles/action that can be taken by employers to address/combat precarious work
SURVEY RESULTS
Table 16. Roles/action that can be taken by the following groups to address/combat precarious work
SURVEY RESULTS
Table 17. Roles/action that can be taken by the ILO to address/combat precarious work
SURVEY RESULTS
Precarious employment is undermining worker rights,the scope and coverage of collective bargaining, as well as wages and working conditions in the hotel industry.
CONCLUSION
Precarious work is caused by factors such globalization, increasing intensified competition, government regulations, and corporate restructuring, in order to obtain greater efficiency, maximize employer profits and flexibility,and to shift risks onto workers.
CONCLUSION
Precarious work is the enemy of decent work. It should not become the dominant feature of the working relationship between workers and employers.
CONCLUSION
Trade Union Actioneducate their membership on the importance of combating precarious workuse collective bargaining to stop or prevent the spread of precarious work
RECOMMENDATION
Government Actiondevelop long-term goal that integrates decent work into our country’s growth pathadopt policies such as temporary employment guarantee schemes and access to health care
RECOMMENDATION
Employer Actionadopt the philosophy that “the business must not be single-mindedly focused on its own profits, but must have a bigger purpose that includes taking on some of the problems of the wider society for the common goodstop the use of precarious work to cut cost and pressure the government to legislate laws that are anti-labor
RECOMMENDATION
ILO Actionorganize a comprehensive Law and Practice Reportconvene an ILO expert meeting on obstacles to organizing and bargaining for precarious workersexamine the development of suitable instruments to limit, restrict and reduce the resort to precarious forms of employment
RECOMMENDATION
“ “Work is a good Work is a good belonging to all belonging to all
people and must be people and must be made available to all made available to all who are capable of who are capable of engaging in it.” engaging in it.”
(PCJP, 2004)(PCJP, 2004)
THANK YOU!