If you hold meetings or trade shows in various cities each year, chances are that you work with unions often - and it doesn't take long to figure out that hiring union workers is quite different from hiring non-union workers. Help smooth relations with union officials by sharing with your staff the answers to these frequently asked questions about working with unions in convention centers.

Q: After I've worked with unions at one convention center, won't it be easier at other convention centers?

 A: Yes and no. Once you've experienced what it's like to work with unions, the whole process will be more familiar the second time around. But if you rotate your meeting to different cities, there will almost always be a learning curve when it comes to working with unions. That's because labor rules vary from state to state, city to city, and even from facility to facility. Ask lots of questions of the convention center staff up front, so you'll know what to expect at a new facility. If you're meeting at a site with rules that are different from your last location, it's also a good idea to communicate the changes to your exhibitors.

Q: Why does it cost so much to have a couple of people do what seems like a small job?

A: First, you have to abide by mandatory crew size issues. You may think it's a two-man job, but the union work rules may say three are mandatory because of OSHA concerns or contract clauses, and you can't ignore those rules. In addition, that third person may be nonworking. Keep in mind that there are lots of unseen labor costs; these may include fees for nonworking stewards or mandatory work hours. When working with unions, these costs can't be avoided.

Q: Are schedules important when working with unions?

A: Yes. Unions operate on strict time schedules, and you will save your association time and money by adhering to schedules for installation and dismantling.

Q: If we're meeting in a "right to work" location, shouldn't our exhibitors have a right to do some of the booth setup work on their own?

A: It depends on your labor contract. The term, "right to work," refers to any laborer's right to work without paying union dues; it doesn't apply to exhibitors. If labor contracts assign certain tasks to be handled by laborers, exhibitors do not have the right to do those tasks themselves.

Q: Is everything set in stone when it comes to working with unions, or is there any flexibility involved? A: Flexibility is often involved in labor relationships. Work rules and jurisdictions are established by the union contracts, but facilities and official service contractors may add on their own restrictions regarding labor jurisdictions, work times, overtime, access, and clearance. Talk to your official service contractor or facility personnel to find out what's flexible or negotiable under certain circumstances.

Q: How can I build a positive relationship with union personnel?

A: Meet with key labor representatives in your facility and understand the local bargaining agreements. Invite labor representatives to your preconvention meetings, and emphasize the importance of labor's contribution to the success of your meeting. Express your appreciation for their valuable work and let them know that you understand the important role they play in the success of your meeting.