Ski patrollers went back to work January 9 following one of the biggest ski patrol strikes in American history. Two weeks of a constant strike against Vail resorts and Park City Ski Resort in Utah, as well as 10 months of negotiation, have been poured into this. This milestone marks the conclusion of an unprecedented strike at the largest ski resort in the United States.
Vail Resorts operates 42 ski mountains, including Vail, Breckenridge, Park City, Whistler Blackcomb and Stowe. They have faced numerous issues over the last three years, including a worker shortage during the 2021-22 season that led to disruptions with mountain operations and with food and retail businesses. Last season was cut short by warm weather that forced Vail to cut revenue and earnings targets. Snowfall at the company’s Colorado and Utah resorts was 28% lower than the prior year, according to Vail CEO Kirsten Lynch. Vail’s stock peaked at $373 in November 2021. It closed Tuesday at $177.
The first point that was addressed was raising the base pay of entry-level patrollers and other safety personnel by $2 per hour. Some of the experienced patrollers will see a wage increase of $4 per hour, with other roles seeing an average of $7.75 per hour, according to the Park City Professional Ski Patrol Union.
The new contract also includes new policies regarding parental leave and a “restructured wage scale,” in addition to wage parity with Vail Resorts that are non-unionized, according to the PCPSPA. The Executive Board of the PCPSPA expressed gratitude to its members and the community for their solidarity, dedication, and support.
A big part of this effort for the Ski Patrol Union is to show the effectiveness of a union. 9.9 percent of working Americans beong to a union, according to Bureau of Labor and Statistics. This includes workplaces such as UPS, Kroger, Ford, as well as tradespeople including electricians, carpenters, and plumbers. Based on a study done by EPI 2021e, an average employee covered by a union contract earns 10.2% more than another worker with similar education, occupation, and experience in a non unionized workplace in the same industry area.