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n e w h a v e n b i z . c o m | S e p t e m b e r 2 0 2 2 | n e w h a v e n B I Z 19 students in humanities and social sciences increased by 14% for the 2022-23 academic year, from $33,600 to $38,300. Stipends for science students increased by 5% – from $36,750 to $38,600 in physical sciences and engineering, and from $38,050 to $40,000 in the biological sciences. A potential future headache for Yale is the rise of undergraduate-worker unions at campuses nationwide. e student worker groups have gained a foothold at several private campuses, including Yale's "Little Ivy" neighbor to the north, Wesleyan. In March, Residential Life student workers at Wesleyan became the first confirmed undergraduate-worker union to be voluntarily recognized by their university, according to Connecticut Public. e state's hotel industry, still recovering from the pandemic, sees unions as another challenge facing them in a tight labor market, said Ginny Kozlowski, executive director of the Connecticut Lodging Association. Since the start of the pandemic, more than a third of the sector's workers have le the field for good, she said. "I would say their biggest challenge right now is finding staff," Kozlowski said of the state's hotels. "And there are still challenges around the supply chain, but I would say that staff is going to become a bigger issue in the next few weeks as college kids go back to school." Entry-level hotel workers are getting $19 to $22 an hour in some markets within the state, Kozlowski said. At the same time, leisure travel has returned to pre-pandemic levels and beyond, and new hotels are opening in New Haven, like the Hotel Marcel on Long Wharf and Cambria, set to open soon at 20 Dwight St. as a unionized property. Tips for employers In the New Haven area, companies ranging from health care to manufacturing are seeing upticks in union activity, said Jason R. Stanevich, a New Haven- based attorney and shareholder at employment law firm Littler. "I've never seen such a surge in my nearly 20-year career," Stanevich said. "We're seeing organizing in the areas that have not traditionally been subjects of union election." Stanevich attributes the increase in part to anxiety arising from the pandemic, along with the accompanying "Great Resignation" that has le many companies desperate for workers. In addition, Does your 401k deliver enough value to retain and attract exceptional employees? 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PCIA doing business as Prime Capital Wealth Management ("PCWM") and Qualiied Plan Advisors ("QPA"). Securities ofered by Registered Representatives through Private Client Services, Member FINRA/SIPC. PCIA and Private Client Services are separate entities and are not ailiated. *"HR Tech Outlook names Financial Fitness for Life "Company of the Year – 2020" https://www.globenewswire.com/news-release/2020/10/08/2105793/0/en/HR-Tech-Outlook-names-Financial-Fitness-for-Life-Company-of-the-Year-2020.html F O C U S : L a w "right now, we have a younger workforce that is very interested in potential representation." "ere's a certain affinity for movements and causes," he added, speaking of Millennials and their younger counterparts. "is is a workforce that doesn't have that historical perspective that many other employees have about unions. ere really is not a lot of information about what a union truly does mean to the workforce and how it can impair relationships and flexibility." With younger workers, labor activity can happen mostly online in social media and escape the notice of employers, Stanevich added. "We're seeing a tremendous amount of virtual organizing, … we don't see the union organizer outside of the building, you know, passing out flyers like we did in years past," he said. "is is conducted through social media platforms, through text messages, through Zoom. at's really hard for the employer to keep up with." Connecticut employers also face the new "captive audience" law that took effect July 1, which prevents them from holding mandatory meetings with employees to discuss unions. Stanevich said the new law may yet be preempted by federal regulations, but companies must still tread lightly when faced with labor activity. "It's a very technical process when you're faced with a union-organizing campaign," Stanevich said. "It's just incredibly easy to violate the law, not because you intentionally want to do so, but it's just so technical in terms of what you have to do and what you're allowed to say to employees." Stanevich said he has seen more employers who decide to voluntarily recognize unions, like New Haven's Graduate hotel. "But that's really just the first step in the process," he said. "At that point, the parties have to sit down and negotiate a collective-bargaining agreement." Employers should seek advice as soon as they learn of organizing efforts to avoid making costly missteps. In addition, managers at all levels should constantly strive to improve relationships with workers, Stanevich said. "Focus on employee relations, focus on being the reliable and credible source of information," he said. "It's only when there's that breakdown, generally, between the frontline leadership and the employees – that's when employees may reach outside of the organization for support." n

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