Easing labor pains
How contractors can keep labor at your show running smoothly
By Michelle Bruno
While the general contractor and local unions handle labor contract negotiations, show management can help educate exhibitors, improve relationsbetween exhibitors and union workers, and make decisions that positively impact the work climate. These tips from labor-relations experts can help show managers more effectively manage labor issues and resolve disputes.
Due diligence in the planning process
• During the site-selection process, investigate the ease and cost of working with labor in the prospective city. Ask: How many unions will it take to handle my show? Is there an adequate labor pool? What are the union jurisdictions (i.e., which union performs what function)? What’s the hourly rate for union labor? How do the workers compare in productivity and cost to other cities? What are the reputations of the unions? What’s the relationship like between the various unions in the same city? Is the city in a “right-to-work” state?
• If your exhibitors require certain concessions from the unions in a specific city — such as allowing small companies to set up table-top exhibits or letting exhibitors arrange their own displays inside a booth — make sure your contractor negotiates those concessions before signing the contract with the convention center.
• Involve your general contractor in the site-selection process, and ask them to facilitate any discussions you may have with the labor unions.
• If you’ve selected the city but not the general contractor, include questions about labor relations in the contractor RFP. Do they have a good relationship with local labor unions? Have disputes or grievances been filed against them? How long have the existing labor contracts been in place? When will they be renewed? Do they have a staffer dedicated to labor-relations issues? Are they involved in programs or initiatives to help union workers be more customer-service oriented?
• Before selecting your general contractor, ask the business agent of the local union that will handle your show for a reference, to determine whether the two enjoy a satisfactory relationship.
Educating exhibitors
• Include a complete set of work rules (i.e., what work exhibitors are and aren’t allowed to do) in the exhibitor manual. Develop a “tip sheet” for exhibitors outlining such procedures as how and when to order union labor, how and with whom to resolve labor disputes, and how to appropriately reward workers.
• Inform exhibitors that if they choose to work with exhibitor appointed contractors (EACs) for installation and dismantling, the EACs must abide by the same union labor rules as the exhibitors. Include clauses in the exhibitor’s space contract that require the EACs to comply with the prevailing union rules and procedures.
Planning for dispute resolution
• When labor disputes arise on the show floor, allow the general contractor to resolve the problems. Require that your general contractor have a “show floor dispute resolution procedure” in place. Show management isn’t part of the contract between the contractor and labor but can support the contractor by deferring to their authority and supporting
their decisions.
• Between two weeks and one month out, hold a pre-convention meeting with representatives from your general contractor, local labor unions and the convention center. Discuss any labor issues, jurisdictions, previously agreed upon concessions and/or potential problems that may arise during your event.
Sources: Dutch Antonisse, Executive VP, The Expo Group, (972) 580-9000; John Perry, Secretary-Treasurer and Director of Tradeshows and Conventions in New England, Teamsters Local 82, (617) 269-6868; T.J. McGarvey, Senior Director of Labor Relations, GES Exposition Services, (412) 788-6212, X291.
Michelle Bruno is a Salt Lake-based event manager and writer who has worked inand written about the international events industry for more than 17 years.E-mail: michelle@brunogroup.com.
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