Responding to injury reports, community says, “If Hyatt won’t ease their housekeepers’ burden, we will”

A group of over 50 community supporters from across the Bay Area rolled up their sleeves today to go into the Grand Hyatt and Hyatt Santa Clara and help the housekeepers clean their rooms.  Supporters hoping to ease the burden of Hyatt housekeepers will participate in similar actions at 12 Hyatts in 8 U.S. cities as part of a National Day of Action.

Hyatt Santa Clara housekeepers must clean two more rooms a day than housekeepers at the Grand Hyatt.  78% of all workplace injuries at the Hyatt Santa Clara are reported by housekeepers, compared to 57% of workplace injuries taking place in the housekeeping department at the Grand Hyatt and 42% at the Hyatt Regency.

Bob Twomey, a representative from the office of California Assemblywoman Fiona Ma delivered a letter from the Assemblywoman to the Grand Hyatt’s General Manager, David Nadelman and Chief Human Resources Officer, Robb Webb.  Ma writes, “I am writing to express concerns over alarming allegations made by UNITE-HERE on OSHA injury complaints filed by workers at a number of Hyatt hotels in California….I am hopeful that you will not only work with your workers to address these complaints, but also act in good faith to restore safety in the workplace.”  A representative from the office of California Assemblyman Paul Fong accompanied the delegation in Santa Clara.

The supporters leading the delegations into the hotels brought supplies for the housekeepers that reduce some of the strain associated with housekeeping work—common sense solutions like long-handled mops to prevent workers from getting down on their hands and knees to clean the floors, a body posture that can cause injury.

Local 2’s most recent contract proposal to the Grand Hyatt and Hyatt Regency proposes several remedies to the problem of workplace injuries, including modified duty for employees who have been injured on the job for up to two years, the extension of health benefits beyond the 12 weeks required by FMLA for employees who have been injured until they are able to return to modified or full duty with no lapse in coverage, and paid time off for doctor visits and treatment related to workplace injuries.

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