What specific difference can having a union make?As a union, we have a right to negotiate over our wages, benefits and working conditions. Every union contract is different, though, because it reflects the priorities of the workers bargaining that particular contract. Examples of gains SEIU Local 49 members have won in contract negotiations in 2006:
Columbia Memorial Hospital, Astoria • Guaranteed wage increases of 6% per year (3% Step and 3% cost-of-living) of the contract; additional wage increases of between 2-15% in 2006 for select grades and classifications for over one-half of the membership; reduction in employees’ share of family health coverage in 2006; further reduction in employees' share of both family and dependent health coverage in 2007.
Good Samaritan Regional Medical Center, Corvallis • Across-the-board raises (3% in 2006, 2% in 2007, and 2% in 2008) in addition to step increases; three new longevity steps (3% each) added to top of scale to recognize employees with 5, 15, and 20 years of service; increased shift differentials; increased standby pay and new preceptor pay.
Legacy Good Samaritan, Portland • Guaranteed 10% wage increases (4% in 2006, 3% in 2007, and 3% in 2008); $500 lump-sum bonus for employees with 20 years or more of service; 10-year differential increases; protections against excessive workload and short-staffing; and right to respectful treatment by supervisors and managers.
What kind of things do Providence SEIU members have in their contracts?Every contract is different and it is up to you and your co-workers to decide your priorities. In February 2007, SEIU members at Providence St. Peter Medical Center in Olympia, Washington voted overwhelmingly to approve a contract that includes:
Pay Practices • In addition to step increases, employees receive across the board wage increases of at least 9% or 10% over the next 18 months; guaranteed shift differential and permanent lead pay on vacation and sick leave; market adjustments of up to 5% for job classes more than 4% behind.
Premiums & Differentials • Per Diem employees will have 10% premium in lieu of benefits in July of 2008; weekend premium pay increases from $1/hour to $1.75/hour for some classifications; increased evening, night, standby and lead pay differentials.
Health and Safety • Extended leave for on-the-job injuries; no requirement to use paid leave during medical leave for on-the-job injuries.
How can we impact staffing decisions as a union?Because they have a voice on the job, SEIU members have been able to negotiate a variety of provisions that improve staffing and the quality of care, such as:
Specific guidelines for how and when additional staff are called in when staff are overloaded; joint decision-making through patient care committees; and guidelines for floating and other practices to ensure that employees are able to provide the best possible care, and to do so under conditions for which they were properly trained.
Will we lose schedule flexibility with our union?No. You and your co-workers will decide what you want to improve as a union. If you are happy with the flexibility you have then you would not want to change that. You would want to make sure flexibility is guaranteed from management in a union contract so that even if the supervisor in your department changes you will still be allowed to have flexibility in scheduling and breaks.
The purpose of negotiating a union contract is to preserve and improve benefits — not lose them. When you negotiate your contract, you start with your existing pay, benefits and schedule, and work your way up. You do not “start from scratch.”
Before negotiating a contract, members will talk about their priorities and what things they’d like to change or keep the same. After negotiations, everybody votes on the proposed contract before it can take effect. There is no reason you and your co-workes would support a contract where schedule flexibility or other benefits were taken away.