UE Executive Board Meeting and Workshop

We are pleased to announce that Western Regional President, Carl Rosen will be at our next EBoard meeting and will do a workshop with us on Single Payer Healthcare. Carl is available to answer any questions about the Union generally as he has many years with UE and the labor movement.

Join us on Thursday, January 31, 2019 from 4:30pm-6pm at Henry Mayo Center, Rm. 6

We will have light refreshments.

Call the Union office with any questions or concerns: 661-702-9667

Union Holiday Party

Join us for a joint Union Party – both the ancillary staff union (UE) and the nurse’s union (CNA) will come together for a special afternoon of food, games and solidarity.

When? Tuesday, December 11, 2018 from 5pm-8pm

Where? Henry Mayo Center, Room 3 (New HR Building)

All are welcome. There will be free tamales, sides, delicious cookies as well as important information to protect your rights as a union member at Henry Mayo. If you couldn’t make the Kin Care training but were curious – we will have info at this event.

Stop by on your break, for just 15 or 30 minutes, OR spend the entire evening with us. It will be fun!

Your Union is in the Henry Mayo Cafeteria Wednesday 9/27 – Stop by!

Take a Break with your Union Wednesday, September 27

Join us anytime between 11:30a-1:30p and 5:30p-7:30p in the Cafeteria at Henry Mayo

You don’t have to stay the whole time, just swing by for a couple minutes, or as long as you’d like!

Refreshments will be served.Your Union Organizer will be present along with your coworkers that are active in your Union. We will be sitting at one of the tables, look for a stack of the blue contracts and a small UE Local 1004 sign.

Issues to be discussed:
Access issue – did you know one of your coworkers and Union Executive Board Member was kicked out of the cafeteria by Mark Puleo for discussing your union? Come find out why and what you can do to be sure your Union (and your coworkers) have access to the cafeteria.
* Questions about the new wage structure?
* Questions about job grades?
* Questions about your right to meal and rest periods
* Interested in getting involved?
Come out to meet your Union’s leadership TODAY!

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ALSO BE SURE TO SAVE THE DATE:

Tuesday, October 17 from 4p-7p your Union is hosting a Meet & Greet Pizza Party in Valencia Meadows Park. Be sure to RSVP here!

 

Information on UE Local 1004’s Executive Board

When you have questions about your rights at Henry Mayo, who do you ask? Do you rely on a colleague, a friend, or management? Your Union has great leaders that are willing to answer questions and want you to get involved. Below is the Executive Board at the Hospital.
  • President: Deb Rivas, Lab
  • Vice President: Felipe Cuevas, OR
  • Financial Secretary: Joe Correnti, Respiratory
  • Corresponding and Recording Secretary: Ashley Clemons, ED
  • Chief Shop Stewards:
    • Mary Kupelyan, Pharmacy
    • Eddie Zavala, Radiology
    • Frank Ferrer, Respiratory
  • Executive Board Members at Large:
    • Dee Nance, BHU
    • Robert Sanchez, CT
    • Fredy Peña, Transport
When you have questions or concerns, feel free to contact them!
There are also numerous stewards throughout the Hospital, or you can always call the Union Office at 661-702-8667.

Tentative Agreement Reached for 2017-2020 Contract

After two months of negotiations and many important discussions, UE Local 1004 has reached a Tentative Agreement with the hospital. Below you can see contract highlights and a comparison with the prior contract. The Negotiating Committee worked many long hours to achieve a fair and equitable contract that all members deserve.

This Agreement has the full support of your Negotiating Committee. 

As always, every member has the right to vote on the TA so please stop by the Pavilion Meeting Room on Wednesday, February 8 anytime between 7am and 8pm.


NEW WAGE STRUCTURE HELPS BRING UP THOSE WITH LOW PAY FOR THEIR JOBS

TOP WAGE INCREASE UP TO 4.85%

The union’s goal was to implement a new wage scale to add clarity and equity to members’ pay. We convinced the hospital that too many members are being left behind in the pay for their job classifications.

  • Provides larger increases for those at the bottom of the pay grade for their job classificationswhich is most members (see bold lines in scale below). These increases are larger than those in the previous contract.
  • Those at the top will still see annual raises (or lump sum payments in some cases) but their raises will be smaller.
  • Raises will still be given in relation to annual performance evaluations with two categories receiving raises: Meets/Solid Performer and Exceeds/Exemplar Performer.
  • Click here for the Mid-Point of each job classification.
Solid Performer (0.85-1.29) Exemplar Performer (1.30-2.00)
Comp-Ratio Increase Percentage
Min – 0.79 4.00% 4.85%
.80 – 0.94 3.00% 3.85%
.95 – 1.04 2.50% 3.50%
1.05 – 1.12 1.75% 2.50%
1.13 – Max 1.25% 2.25%

 

Those above the Max in their job classifications will receive their raise in an annual lump sum.

To determine wage increase:

Comp-Ratio = Base Rate divided by Mid-Point of wage range for each job classification. *Note your base rate excludes any longevity, shift or other differentials.

Example:  CNA base pay of $15.24

Mid-Point of job $17.31 = Comp-Ratio .88

Solid performer raise = 3%

New Base Rate = $15.70

Click here for additional examples & Mid-Points for each job classification.


See this chart for details on the improvements in the Tentative Agreement

2014-2017 Contract
2017-2020 Tentative Agreement
Education Benefits
– Bonuses for specialty certifications:
Initial = $300 FT, $175 PT;
Re-Cert = $200 FT, $100 PT
– Increased bonuses for specialty certifications Initial= $325 FT, $200 PT
Re-Cert= $225 FT/ $125 PT
-Secured Educational Reimbursements in the contract for all FT/PT employees.
Shift Differentials
– Evening: Depending on job grade: 85¢; $1.25; $2.50
– Night: Depending on job grade: $1.65; $2.50; $4
– Maintained prior shift differentials
– Increased preceptor differential to $1.25/hr
– Secured no-benefits differential of 15%(Hospital attempted to cut to 10%)
Health Insurance & Retirement Plan Match
Health: Full time: 85% premium paid; Part time: 75% premium paid
Retirement: Hospital matches up to 5% of Employee’s Salary
No change—secured for three years!
Paid Time
Off
PTO hours accrued per accrual hour:
0-1 year: .0553
1-3 years: .1058
4-8 years: .1250
9+ years: .1442
-Improved accrual for those in their first year of work up to .0745. Up to additional 40 hours/year! Same great accrual rates for employees over 1 year.
– Limited sick leave available to non-benefited employees.
Time Off Requests
No recourse for members if Hospital doesn’t respond to request. Improved system for getting Time Off requests approved in a timely manner.
Uniforms
Scrubs: Full time/Part time = 2 sets or $80 voucher; Per diem = 1 set or $40 voucher
Specific Shirt/Pants: Full time/Part time = 2 uniforms; Per diem = 1 uniform
– Hospital to provide additional uniform for those moving from Per Diem to FT/PT.
-Members will have ability to get a replacement uniform for ones damaged at work.
Union/
Hospital Relationship
– Escorted walkthroughs
– 1 day/yr in cafeteria
– 12 hrs/mo of meeting rooms
– Union Leave: 2 employees up to 5 days/yr.
– No release for Negotiating Committee for preparation
– Union access to hospital cafeteria tripled! Now three days a year in May, July, & September.
-Next negotiations, members of the Negotiating Committee will be released by the hospital for 1 day of preparation prior to the start of negotiations.


Other Notable Changes:

  • Staffing Issues: Hospital must meet with Union within 14 days of request to discuss staffing, safety & health concerns.
  • Easier Communication Between Union and Hospital: Now we can email! Job opening postings will be emailed to the union (instead of faxed).
  • Union Dues: Dues will now be deducted all 26 pay periods, allowing the spreading of costs more evenly as members voted on three years ago.
  • Resolving Disputes with Hospital: Same grievance procedure. Clearer process for how employees bring individual claims and combine those with similar claims of other employees.
  • Meals and Rest Periods: Additional (unpaid) meal period available to those working a full double shift (not required to take it, but available). Rest periods now secured at 15 min.
  • Per Diems: Easier for PD employees working close to FT to move into a FT position.

Contract Negotiating Committee Nominations Now Open

Negotiations over a new contract with the hospital are right around the corner, so it’s time for the local to start planning on how to win the best contract possible. Having a strong Negotiating Committee is an important first step.

In UE, the slogan “The Members Run This Union” extends to the bargaining table, where members of the local—your fellow hospital employees—will represent you during contract negotiations. The bargaining team is comprised of members and national staff. One of the spots will be filled by UE 1004’s President, Debbie Rivas, in accordance with the local’s constitution.

There are six other slots on the Negotiating Committee can be filled by any member of the local.

It’s important that the bargaining team represents members from across the bargaining unit so that the concerns of workers in different roles are addressed as they arise during negotiations.

Who makes a good negotiator? It’s important that members of the negotiating team are willing to speak up and not be easily intimidated, but it’s also important that they are willing to work collaboratively with other members of the committee. Under our contract, members of the Negotiating Committee are given releases from work in order to attend negotiations.

Training for the committee will occur in October. Negotiations will probably begin in November, will continue into December, and may last into January 2017.

If you would like to nominate yourself or a coworker in your department to be on the Negotiating Committee, please provide the name and department of the nominee, as well as your name. You can do this at a union event or the office. Alternatively, email the same information to uelocal1004@gmail.com.

Nominations are open now and will remain open through Sunday, September 25. After that, the union will contact and confirm each nominee’s candidacy before being placed on the ballot for the Negotiating Committee.

Elections for the Negotiating Committee will take place on September 27 & 28. See the calendar for details.

2016 Contract Bargaining Survey out Now

In preparation for upcoming contract negotiations, UE Local 1004 released their 2016 Contract Bargaining Survey during their annual visit to the hospital’s cafeteria, July 12. Now the Contract Bargaining Survey is available for members to take online too.

Follow this link to take the survey online. While surveys will be kept anonymous from the hospital, names are required to make sure members are the ones completing the surveys.

Surveys will be collected throughout the month of August. If you’d prefer to fill in a paper copy of the survey, come by any upcoming union meeting time. You can also drop off completed paper copies of the survey at those meetings.

2016 Officer Elections

Nominations and elections for positions on the UE Local 1004 Executive Board, Trustees, and Sergeant-at-Arms will take place at our June Membership Meeting Tuesday, June 7, at 4 pm.

The following officers are on the Executive Board: President, Vice President, Corresponding and Recording Secretary, Financial Secretary, up to three Chief Stewards and up to three Members At-Large. Their terms of office are for two years.

The President and Chief Steward(s) will be members of the contract negotiating committee. Other at-large members of the negotiating committee will be elected later in the year.

The local will also elect three trustees and one Sergeant-at-Arms. Their terms of office are also two years.

Members will also elect delegates to the UE Western Regional Council Meetings. These will be in September 2016 and March 2017.

The meeting will be held in Conference Room A, on the ground floor of the union’s office building at 25000 Avenue Stanford, Valencia.

Attend Special Meetings on your Legal Rights, Mon. Oct 12

Recently, the union was made aware that a former nurse at the hospital filed a claim that has resulted in a class action which will include UE members and former members. See the attached letter from one of the attorneys handling the case for more information.

In our last contract negotiations, the hospital proposed language that requires employees covered by the contract to pursue claims against the hospital through arbitration, rather than the court system, unless they “opt out” of this arbitration procedure within 30 days after an employee is aware of a circumstance that might need to be pursued through legal recourse.

Please attend a meeting with these attorneys on Monday, October 12, to learn more. Meetings will be held at 4 pm and 7:30 pm at the Hilton Garden Inn (near the intersection of Magic Mountain Pkwy and The Old Road), but members are encouraged to stop by any time that is convenient between 4 and 9 pm to have their questions answered. Your action may be required in order to benefit financially from this case.

Even if you are no longer employed by the hospital, we encourage you to attend a meeting to learn more.

Henry Mayo UE Letter Oct 12

Union wins backpay for member!

UE Local 1004 has won backpay money from the hospital for one of our members after winning a grievance over the hospital’s failure to uphold new contract language.

1004 wins$

In our last contract negotiations with the hospital, the Union won new language meant to prevent the hospital from taking advantage of workers who help out the hospital when they are short staffed. Article 14.I says that if an employee comes in for extra shifts when asked to do so, the hospital cannot call them off later in their work week if the employee is clear with staffing that they want to work. The hospital has to pay at least four hours of pay.

That’s exactly what happened to our member, Jay, a CNA. She helped out the hospital by working extra shifts this summer. When the staffing office tried to call her off of her regular shift later in the week, she invoked the contract and said she wanted to work.

The hospital gave Jay the run-around about getting her four hours of report-in pay, and Jay called the Union. The Union filed a grievance for her over the hospital’s clear violation of this language, and we won! Jay will be getting backpay!

If you have questions about how this provision works, or if you think our contract with the hospital has been violated, call the Union today. We can only help you if you let us know there is a problem.