UMC

University Medical Center web site 

Pat Gwen and Jerri
(pictured left to right) Pat Greaux-Maddox, Gwen Stevens, Jerri Strasser

Vice President:

  • Gwendolyn (Gwen) Stevens

Chief Stewards:

  • Jerri Strasser (Nursing)
  • Patricia (Pat) Greaux-Maddox (Ancillary)

Stewards:

  • Kenneth Allgood
  • John Gutierrez
  • Thomas Nicholson
  • Daniel Ames
  • Jacquelyn Harris
  • Brian Pannkuk
  • Kenneth  Bothuel
  • Leatha Hatter Hubbard
  • John Piro
  • Analyn Castro
  • Bobbie Holmes
  • Toni Robinson
  • Michael Collins
  • Phyllis Lind
  • Elvis Sampal
  • Maria Theresa Diaz
  • Diane London
  • Lonnie Schultz
  • Julie Dufour
  • Deborah Love
  • Dan Small
  • Richard Fah
  • Theresa McGowan
  • Mimi Snowden
  • Constance Fields
  • Donetta Miller
  • Gary Williams
  • Michele Gilley
  • Pat Moore

SEIU Nevada’s Exec. Vp Speaks Out on Blog

The following can be read in its entirety on SEIU International’s blog:

The Healthcare Law: Bringing Relief to Nurses and Patients

By Raushanah Abdullah, RN, SEIU Nevada

My fellow nurses and I are celebrating National Nurses Week this year by using it as an opportunity to make sure everyone in Nevada knows about the positive changes that the Affordable Care Act has made in the lives of nurses, patients and our community.

I have a real appreciation for what access to timely, quality care can mean because I am a nurse–but also because my husband is the recipient of a kidney transplant which saved his life.

Leave a comment

UMC: WE DID IT!

Our SEIU UMC Bargaining Team is proud to announce the overwhelming ratification of our new contract! We Did It!

Thursday, February 16, we overwhelmingly ratified our contract with 95% voting YES! We were the only Union in Nevada to win significant improvements to our contract, merit increases for those not topped out, AND we protected longevity! This was a significant achievement at a time when public service employees and the middle class were under attack. Congratulations to our Bargaining Team and Contract Action Team members for standing strong and united throughout this fight.

OFFICIAL VOTING RESULTS: 95% VOTED YES!

We Did It Flier

Comments Off

UMC YES Vote / NO Vote

The following explanation of a yes vote, no vote is highlight of the UMC Tentative Agreement our Bargaining Team reached with UMC. You can read more detail and the complete agreement on our highlights page or if you have any questions about the agreement or the ratification vote, please contact a Bargaining Team member.  Our Bargaining Team unanimously recommends a YES vote. The vote will take place Tuesday, February 14, Wednesday, February 15 and Thursday February 16, 6 a.m. to 8 p.m. at the 4th floor Trauma building, in conference rooms G & H.

YES VOTE:

  • Our Bargaining Team negotiated an upward market adjustment for all classifications found under-market in the market study, including nearly 1,000 RNs and Charge Nurses; No employee will have a reduction in pay as a result of the study.
  • 1st year 2% merit; 2nd year 1.9% merit for qualifying employees;  Merits NOT tied to performance evaluation. Employees who qualify for merit will automatically receive the 2%  & 1.9%
  • Longevity is preserved for new hires and a key Union principle is preserved. Employees who receive longevity, will still receive it with a freeze on increases for 12-months, after 12-months, increases will be restored.
  • CAL – one hour reduction per pay period for 18-months
  • no COLA

NO VOTE:

  • Contract goes to Fact Finding and will be decided by a third-party. Members will NOT have a say once the Fact Finder makes their decision and it will be final.
  • UMC promised to take concessionary proposals to fact finding which they indicated would likely include:
    • Downward salary adjustments for EVS and Dietary Employees;
    • Elimination of Longevity for New Hires; and
    • Deeper cuts to CAL hours ( 2 hours per pay period for 24-months)

A NO Vote: the RISK is TOO HIGH!

For more information, please contact a member of our Bargaining Team.

UMC YES NO

Signup Date Email First Name Last Name Phone Occupation IP Address
2/6/2012 12:38 juliebarker@aol.com Julie Barker 198.200.132.41
2/6/2012 12:38 Rocio.leon7309@yahoo.com Rocio Leon 7022927788 Office Specialist 208.54.39.221
2/6/2012 13:33 dewsdad@gmail.com Mark Fitzgerald 7027682911 Supervisor 198.200.132.41
2/6/2012 13:34 stinger6@cox.net Deborah Johnson 7027684649 Purchasing Analyst 205.144.128.147
2/6/2012 14:46 elizac@netzero.com Eliza Chavez 7026839340 Office Soecialist 166.147.76.126
2/6/2012 15:04 Cjsmonkey@yahoo.com Cheryl Shuberda 7022491119 Social work 174.254.18.122
2/6/2012 18:53 rogerojo@live.com Roger Hanson 7023958690 RPM-Parks 72.193.9.207
2/6/2012 19:20 jroman63@cox.net Joseph Roman 7024604971 Social Worker 24.253.92.57
2/6/2012 19:54 dspringlv@aol.com Debbie Springer 7028787388 County worker (DAFS) 207.200.116.137
2/6/2012 20:21 adreamarvin@embarqmail.com andrea powe-williams 7026936829 Business License Specialist 184.6.151.9
2/6/2012 21:10 rmerle2@cox.net Russell Merle 7022774758 Senior Planner 72.193.221.98
2/7/2012 5:25 connorssc@aol.com Susan connors Recordation techician II 184.7.69.52
2/7/2012 6:46 debrahopearrington@gmail.com Debra Hope Arrington 7023754702 Management Analyst 174.254.19.46
2/9/2012 9:36 nwilliams99@embarqmail.com Natalie Williams 166.147.77.77
Comments Off

Highlight of UMC Tentative Agreement

Our Bargaining Team worked tirelessly to improve our contract and we are proud to unanimously recommend a YES vote on this tentative agreement that will go before members, Tuesday, February 14, Wednesday, February 15 and Thursday February 16, 6 a.m. to 8 p.m. at the 4th floor Trauma building, in conference rooms G & H. You can read all the changes to our contract in this pdf: UMC Tentative Agreement. Below are highlights of the agreement. If you have any questions before your vote, please contact a member of the Bargaining Team.

HIGHLIGHTS OF ECONOMIC ARTICLES WITH TENTATIVE AGREEMENT

  • Article 14 (Salary) Bargaining Team negotiated an upward market adjustment for all classifications found under-market in the market study, including nearly 1,000 RNs and Charge Nurses; No employee will have a reduction in pay as a result of the study.
  • Article 14 (Salary) no COLA
  • Article 15 (Salary Upon Status Change) 1st year 2% merit; 2nd year 1.9% merit; Merits NOT tied to performance evaluation. Employees who qualify for merit will automatically receive the 2% & 1.9%.
  • Article 21 (CAL) one hour reduction per pay period for 18-months
  • Article 27 (Longevity) Longevity protected for new hires; employees receiving longevity will continue to receive longevity with no increase for 12-months, after 12-months increase will be restored.

HIGHLIGHTS OF NON-ECONOMIC ARTICLES WITH TENTATIVE AGREEMENT

  • Article 1 (Agreement) States the effective date of the contract
  • Article 2 (Intent) Maintains current language
  • Article 3 (Recognition) side letter that clarifies supervisors
  • Article 4 (Discrimination Clause) Maintains current language
  • Article 5 (Management Rights) Maintains current language
  • Article 6 (EmployeeRights) More rights in evaluations and against harassment; discipline removed after 15-months.
  • Article 7 (Union Rights) New Steward may observe experienced Stewards as training.
  • Article 8 (Employee Deductions) Maintains current language
  • Article 9 (Grievance and Arbitration) Adds rights when discipline results from Office of Diversity investigations.
  • Article 10 (Discipline and Discharge) More favorable timelines for hearings and suspensions.
  • Article 11 (Per Diems) Rights to Article 9 at 840 hours.
  • Article 12 (Layoff) Maintain current language
  • Article 13 (Probationary/Qualifying Period) Employees cannot transfer from one Cost Center to another while on probation.
  • Article 16 (Hours of Work) More rest periods; no more than two department shift bids in a 24-month period.
  • Article 17 (Overtime) Rights for extra shift work, FLSA clarifications, double-back language, & 15-month cleansing period for failure to report after callback from standby.
  • Article 18 (Shift Differential) Maintains current language
  • Article 19 (Acting Appointments) Maintains current language
  • Article 20 (Critical Care Premium) Maintains current language
  • Article 22 (EIB) Maintains current language
  • Article 23 (Miscellaneous Leaves) Bereavement rights have been expanded.
  • Article 24 (Group Insurance) Current practices regarding employee contributions have been protected, as well as vision coverage being added as a guarantee in the contract.
  • Article 25 (Retirement Contribution) Maintains current language
  • Article 26 (Workman’s Comp) Maintains current language
  • Article 28 (Education/Training) Maintains current language
  • Article 29 (Seniority) Maintains current language
  • Article 30 (Posting) Expanded rights for internal applicants
  • Article 31 (Call-Off Procedure) Maintains current language
  • Article 32 (Labor/Management Committee) Maintains current language
  • Article 33 (Health and Safety) Maintains current language
  • Article 34 (Patient Advisory Committee) Maintains current language
  • Article 35 (Contracting) Maintains current language
  • Article 36 (Substance Abuse Policy) Maintains current language
  • Article 37 (Attendance Policy) Duration changed for reporting to work late and counted as an absence, from 30-minutes to 2-hours. Employee not required to call in each day with a physician’s note for the duration of the note.
  • Article 38 (Tardy Policy) To receive pay for tardy time, one hour notice is required instead of two. Also, no employee can receive both a tardy and an absence for the same incident.
  • Article 39 (Floating Policy) Maintains current language
  • Article 40 (Access to UMC Services) Maintains current language
  • Article 41 (General Savings Clause) Maintains current language
  • Article 42 (Entire Agreement) Maintains current language
  • Article 43 (Anti Strike Clause) Maintains current language
  • Article 44 (Interpreter Pay) Maintains current language

à Article 14 (Salary) Bargaining Team negotiated an upward market adjustment for qualifying employees including nearly 1,000 RNs and Charge Nurses; No employee will have a reduction in pay as a result of the study

Comments Off

UMC Tentative Agreement Vote

*Tuesday, February 14*
*Wednesday, February 15* and
*Thursday, February 16*

Location: 4th Floor Trauma Building Conference Room G & H
Time: 6am – 8pm
Comments Off