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

session 3 update flier

Wednesday, February 15 our Bargaining Team met with management for our third bargaining session. To date, we have come to a tentative agreement on 26 of our contract’s 43 articles. We are continuing to make progress, but there is still a lot of work to be done.

We still have a number of articles to bargain, including economic articles. In our last session, our Bargaining Team put forward economic proposals and we anticipate a response from management in our next bargaining session.

What’s Next

Our next bargaining session is Wednesday, February 22.

If you have any bargaining questions please contact a member of our Bargaining Team: Madalyn Reyes (Chief Steward), Gregg Rogers, Mace Hardy (V.P.),  or James Lomax

DELEGATE NOMINATION
The Delegate nomination meeting will take place at the Union Hall in Las Vegas and Union Office in Reno from 10 a.m. to 12 p.m. on Saturday, February 25, 2012.

Members in good standing may nominate up to eight (8) members in good standing (including self-nominations) to be delegates to the convention in May and a pre-convention delegate meeting in Los Angeles in April 2012.

DELEGATE ELECTION

The Delegate Election will take place at the Union Hall in La Vegas and the Union Office in Reno from 10 a.m. to 12 p.m. on Saturday, March 10, 2012. At least one member in good standing must be present during the voting and the counting of the votes. Reno and Elko will count the votes cast at their location immediately following the closing of the polls and forward the results by e-mail to dpeter@seiunv.org and electioncommittee@seiunv.org. The ballots cast will be immediately sealed in an envelope and signed off by the member counting the votes. The sealed envelope containing the ballots and any other pertinent election material will be mailed by Certified Mail no later than Monday, March 12, 2012 to:

DELEGATE DETAILS

The president automatically attends and is not counted aginst the 14 primary and three alternae deleages for our local. The other six at-large officers (Executive VP, Treasurer, Secretary, and three Trustees) are automatically selected ass delegates and count against the 14 primary delegate seats. The remaining primary delegate seats and three alternate delegate seats (plus seats for any of the at-large officers who cannot attend) will be decided by this nomination and election process. The seats will be assigned by the nominees winning the highest number of votes in order, until all primary and alternate open seats are filled for our local.

RESTRICTIONS
Members of the SEIU Local 1107 Election Committee are ineligible to run for delegate seats. Members must be in good standing to be nominated and elected.

For more information on this process please call Dave Peter at 702-920-5924.

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

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