Tentative Agreement Ratified!
This week, an overwhelming majority of members across Allina Hospitals voted to ratify their Tentative Agreement. Thanks to all the members who supported the bargaining team by walking the picket line, wearing purple, and your buttons so that we could all fight for a contract that Respects Us, Protects Us and Pays Us!
- Read the Full Tentative Agreement for the Master Contract Here.
- Summary of the Tentative Agreement available here.
- Bargaining Committee Report
- Dues Reinstatement
- Allina will begin deducing dues again from paychecks beginning the payroll period that includes May 14, 2021.
- For those that signed up for dues deductions through PayPal in March or April, May dues will be refunded if paid in May. If you signed up in May and had not paid March or April, dues deducted in May will be applied to back dues owed.
- If you didn’t sign up for dues deductions and need to get back in good standing you can contact Member Support to set-up a payment plan. Payment Plan Form. Contact firstname.lastname@example.org
- If you believe there is a problem with your dues account or have questions about your dues status, email Members Support at Duesispower@seiuhcmn.org
Radiology Techs at Abbott Northwestern
- The Radiology Tech Bargaining Team at Abbott Northwestern reached a Tentative Agreement at 7:00pm on Friday, May 7, 2021.
- Read the ANW Tech Settlement Agreement Here.
- Ratification Vote: Thursday, May 13, 2021 between 7am – 7pm at the Panera Bread, ANW campus.
St. Francis Techs
- Congratulations to the St. Francis Techs on ratifying their new contract at Allina!We will work with the employer over the coming weeks to draft the new contracts for distribution and will then begin work to implement member raises and new provisions to the contract. Thanks to all of the members for sticking together through the past year! It made a huge difference in the outcome!!!
- Read the St. Francis Tech Settlement Agreement Here.
Master Contract TA Info
- 5% pay increase over three years with 3% in the first year, including back pay
- Additional market adjustments in the first year for non-metro hospitals i.e an additional .5% to members at Buffalo, St Francis and Owatanna, 1% for Surg Tech at Owatonna, PEI and Unity
- 9% pension increase over three years of contract
- Workplace Safety Improvements
- Recognition of Martin Luther King, Jr Day and a commitment to equity and inclusion
- Preceptor Pay: $.75 per hour
- Numerous other language changes on job vacancies, give-away shifts, scheduling provisions and more
Proposals & Updates
- Bargaining Update – April 22, 2021
- Bargaining Update – April 9, 2021
- Bargaining Update – March 25, 2021
- Bargaining Update – March 4, 2021
- Bargaining Update – February 25, 2021
- Bargaining Update – February 18, 2021
- Union Economic Proposal – February 25, 2021
- Employer Economic Proposal – February 25, 2021
- Union Proposals (non-economic) – January 27, 2021
- Employer Proposals – January 27, 2021
- Summary of Proposals – January 27, 2021
- Info Pickets FAQ Booklet
- Strike FAQ Booklet | Strike FAQ
- Email Update – February 26, 2021
- All In to Win (Dues FAQ) – February 26, 2021
- Hero Pay – February 15, 2021
- Proposal Graphic – February 15, 2021
Top 2021 Bargaining Priorities:
- Health and Safety
Not only do members want to feel protected, supported and respected for the work they do under normal circumstances, but want to be recognized and validated for the work they stepped up to do and continue to do during the last year as front line workers during the COVID-19 crisis/pandemic.
Staffing Shortages: Members were severely understaffed prior to the pandemic and these deficiencies were exacerbated by the pandemic. We are looking for ways to address these concerns that are fair to our members, incentivize coverage and hiring, and keep patients safe and well cared for at all times.
Economic Compensation for Essential Workers. Healthcare workers have worked overtime, short staffed, and without breaks, in highly stressful circumstances. Members are worn out and are looking for the same recognition that grocery store, retail and convenience store workers, in far less critical circumstances, got from their employers when they too were deemed essential: Pandemic Pay.
Enhanced Safety measures during a pandemic/epidemic that ensure the best possible working conditions for us but that also provide a barrier for the safety of our families and the community.
- Racial Justice, Equity and Inclusion
It is time to start addressing outstanding issues of racism, harassment and discrimination based on a systemic approach and to acknowledge that we are a part of upholding rules and policies that have a far greater impact on some than others. We believe and hope that the employer will be interested in working with us around creating a more inclusive, equitable workplace. One where employees can show up to work as their authentic selves, and work free from discrimination and harassment.
Major areas where we believe we can have lasting impact are:
-Engaging our members in the solutions and ideas on how to address and redress these behaviors
-Training and Education
-Hiring and career laddering
-Creating an affirming and inclusive workplace
-Breaking down wage suppression based on gender
-A mutual commitment to believing members when they raise incidents of discrimination, addressing them proactively and transparently and implementing restorative solutions with the goal of creating an anti-racist work environment free from harassment and discrimination based on any identity carried by your employees.
- Pay, Pension and other benefits
Together we broke down gender-based wage scales, implemented the first health care worker pension and many other firsts. It is our hope that the employer also wants to continue to work with us to break down the barriers that keep wages suppressed and people divided. We expect to see movement in wages. You want to remain competitive; we want these jobs to be known as solid union jobs with good wages and benefits and working conditions that are respectful and our voices are heard and put to good use. We have to work together and see our futures as tied together and not in opposition to each other.
- Security at Work: Seniority, Reductions, Layoff, Rebids
Feeling secure at work, knowing you have hours guaranteed, a paycheck every payday, and benefits that protect your family is vital to every human being. Transparency and getting information out as quickly as possible allies fears and can minimize anger.
2021 Bargaining Team
- SEIU HCMN Allina VP, LPN: Lynn Carlson
- Abbott Northwestern: Jeff Sarro, Harry O’Mara, Dawn Akkaya, Alissa Stevermer
- Buffalo: Daryl Carlson, Wilai Carlson
- Mercy: Rita Matthews, Rockie Dobie, Alex Mergenthal, Jason Proell
- Owatonna: Leigh Slowinski, MJ Kranda
- PEI: Kelvin Clark Sr., Nancy Chamberlain Leech
- St. Francis: Melissa Roberts, Gene Sparks, Chad Hardwick
- United: Elva Neubauer, Vivian Straumann, James Gessner, Nick Marrone
- Unity: Larry Schindler, Raquel Robinson
If you would like to be more involved and help to get information out to members, please contact:
- Abbott Northwestern & PEI: Sangay Taythi | email@example.com
- Buffalo & Unity: Ben Fisher | firstname.lastname@example.org
- Mercy: Elise Frieder | email@example.com
- Owatonna: Heather Larson | firstname.lastname@example.org
- St. Francis: Krystal Klein | email@example.com
- United: Amariah DeAmusategui | firstname.lastname@example.org