Problem 1: In what way does Mike Boyle enforce positive discipline among his employees?
Problem 2: Describe some of the methods used by Mike Boyle to enforce positive discipline among members of his gym?
Problem 3: Why does Mike Boyle state that money was not the incentive that brought him to setup the gym business?
Problem 4: How has Mike been able to train his team in order to deliver the kind of performance that makes MBSC a market leader?
Problem 5: What are the different types of customers that visit the gym, as observed by Mike Boyle?
One really significant victory recently, first the hotel, which had fired, you know, strong union supporters almost a year ago and now there's a judge through the National Labor Relations Board who has ordered the hotel to bring those people back to work. I think there's 13 people altogether, from the Room Service Department, were fired last year and of course with full compensation and benefits. >> Back pay? >> Back pay and so what the judge had said is that they were not allowed to make unilateral changes, including cutting an entire department, and in this case, the department happened to be-- >> Strong. >> A very strong pro-union department. They also made significant changes to the health plan, which the judge also basically said was illegal and it's really important that the rest of the workers know at that hotel if something like this happens to you, right, that there are people who are willing to stand up. >> The right to be able to work and get respect on the job, without fear of discipline or discharge without just cause. That doesn't exist under the law. Under the law, you can get fired for any reason at any time as long as it's not discriminatory and that's very hard to prove. With the union you actually have protection about that. >> My name is Henry Tamarin, I'm President of Local 1 UNITE HERE, and an Executive Vice President of UNITE HERE International Union. Our union goes back to the late 1800s. The primary group of workers that we represent is in the hospitality industry, restaurants, hotels, food service, gaming. We're very active in the immigrants' rights movement. And we're very active in the gay and lesbian and transgender community, in terms of representing who are members are and some of the social issues that we take on. There is a whole variety of rights having to do with how you get paid, how you work, what your schedule is, that comes with any job, even the few rights that exist under the law. If there is not some mechanism to enforce them in the workplace, they really don't function. >> Yes, I love my job, I do, honestly. My name is Kimmie Jordan [assumed spelling]. I work at the Holiday Inn [inaudible] Hotel. I've been a housekeeper there for the last five years. Part of working in a union hotel is like deciphering like what the contract is and the handbook. And so the handbook kind of has some things in there that kind of, you know, it kind of didn't go hand to hand with what the union is about, you know? And so they didn't have an attendance policy. And they came out with this attendance policy, where we would get wrote up if we call off more than three times. And so one of the things that our contract made, and the union stated, that we had a right to five sick days. You know, and that's one of the things that struck me as the usual, one of the things that we kind of battled with, you know, and again, just having a union kind of protected us from being wrote up, of being, you know, in trouble for calling off for being sick. You know? Like who does that? And I think that's what the union means to me, like you don't have to suck it up, you know, and take what they dish to you. But what we do is we, you know, we gather the information, we talk, and you know, we figure out like what the next step is, particularly in a certain instance, for that person in their situation. You know? And if it's unjust, we follow the process of what, you know, the grievance process. >> I'm a strict believer in enforcing a contract, because the [inaudible] do enough to try to get over, and if we help them. And I tell my co-workers all the time, don't have me defend you if you're in the wrong. My name is Baudry Barnes [assumed spelling], I am a cook at Macaroni Grill. I've been working for HMSHost for seven years. I've been a [inaudible] for six for Local 1. If you are in the right, your case is going to win regardless. But if you have some doubt to your case, they're going to pick up on it, because the company is smart. They're not dummies. And I had a young lady, for example, she had a lot of tardiness and by our--their policy, if you get your occurrence, and I told her, if you don't come right, I can't defend you. And unfortunately, she kept being late, and they fired her, and she's like "You're supposed to defend me," I said "What can I do?" You didn't follow the policy. You came work on time, even if you have--I know people that explain their situation, like a young lady who just can't get there, she's always five to ten minutes late, but she explained why she's late, and there was a mutual agreement. But she did not want to go through the process of trying to save her job. >> Yeah, Carmen Sandoval, who stood up at the boycott launch precedent, after that happened, I guess it was head of HR or something, took her into a back room and like just absolutely berated her, told her she was a horrible person, attacked her character. >> No, they shouldn't, but they try to apply it to everybody's lives, like, my manager tells me all the time, "This is your family," and I'm like "No, this is my job." The very first thing is you can't get hired unless you get the background check, and then you take a drug test on the condition that you're hiring. No, I think a drug test is basically an invasion of privacy sometimes. Do it really perform? I can understand if you show signs at work, you are not performing to your ability, but if somebody smoked weed three days ago and it shows up on their test, I think that's an invasion of privacy. >> I find mandatory drug testing ugly. One of the issues that actually we're grappling with in this round of negotiations is the issue of mandatory testing when a worker is involved in an accident. The effect of it is that people don't report on the job injuries. And that creates a dangerous situation, and we've found extensive abuse of this in some of the hotels recently where people, in fact, will get injured on the job, they will get drug tested before they get treated for their injury. Certainly fear exists in a union workplace just like it does in a non-union workplace, but with a degree of organization that readily can be overcome. And one thing that we see constantly in the unionized workplace is people who have been quiet their entire lives, once they get organized, feel very comfortable about speaking out and often speaking out forcefully. And that's exciting. In a well-run workplace, the need to do that is not as urgent because there's been a developed relationship, there's respect on the part of the managers towards the workers that's been developed over the years, and there's an understanding that standard needs to maintain.