present managers with their decision.

That was the message last night from BIU leader Mr. Ottiwell Simmons MP, after a meeting for all the union's hotel members.

Mr. Simmons said the meeting at union HQ had a "very good turnout''. "My assessment of the situation is that Elbow Beach members are quite serious about the maintenance of their union at their place of employment.'' The meeting followed last week's announcement by Elbow management of a new non-union contract.

Management have rejected the new Haughton award for hotel workers, decided after months of talks involving hotel bosses and the union.

They want to go it alone, and say their new contract is better than Haughton.

Mr. Simmons said yesterday's meeting went "quite well''. "The members decided to give continued moral support to the Elbow Beach workers.'' It was agreed that the next step would be for Elbow shop stewards to plan a meeting of the hotel's full membership.

"All the members at Elbow Beach will decide on an approach to management, letting them know that they want the BIU's collective bargaining agreement to be in operation at the hotel, and this will affect the whole agreement, including the dues check-off and the credit union deduction.'' Mr. John Jefferis, managing director of the hotel's development company, last night declined to discuss the non-union contract in detail.

But he said workers were not being asked to sign anything. The new contract would just come into effect.

He added that compared to the Haughton award, the new contract would be financially better for workers.

"The significant factor is the profit-sharing,'' he said. Asked what employees' reaction had been to the move, he said: "I think everybody's looking at the details, quite honestly, and making their own assessment.'' Sources at Elbow Beach have told The Royal Gazette that the employees were promised a 10 percent increase for 1993 and four percent in 1994.

Back pay of two percent per year would be paid for 1991 and 1992, the sources said.

Elbow Beach would also set up a "fair treatment committee'' to resolve disputes, with four management representatives, four workers and an "independent'' chairman.

And there would be a profit-sharing plan for good attendance, financial performance and guest satisfaction.

Workers have also been promised improved benefits like a major medical plan.