Join fellow Retiree Members as we discuss important issues affecting us like Social Security, healthcare, pension, and housing! Let’s use the collective strength
of our Union to win a secure retirement for all!
When: January 12th, 2021 at 10am
Meetings take place on the second Tuesday of each month
Where: Online via Zoom
To join the Zoom Meeting go to: https://seiuhcmn.zoom.us/j/91378521370
Please RSVP to firstname.lastname@example.org
Congratulations to the members at Guardian Angels nursing home on winning a one-time $200 bonus from the employer for getting the COVID-19 vaccine! Our Union has taken a strong position that the COVID-19 vaccine should be voluntary for all members. This principle of voluntarism is the rule in the U.S. for as long as the vaccine is authorized for “Emergency Use”.
Guardian Angels Nursing Home management offered this one-time bonus to show their encouragement for members to get the vaccine. We applaud the bonus and hope other employers will adopt a similar approach in the near future.
Congratulations to the members at Parkview Care Center on winning a great, new three-year contract! Details include:
- The employer will absorb all increases for monthly health and insurance premiums (6%).
- 1.25% increase to all steps of the wage scale and 2.25% for all employees at or over the top of the wage scale.
- The PM shift differential was increased by $0.10 to $0.55/hour.
- The Uniform Allowance benefit increased from $0.07/hour to $0.10/hour.
- Members won a COVID Pay “Letter of Understanding,” increasing pay by $5.00/hour for employees working in direct care for COVID residents and $2.00/hour for all other employees in a facility where there are COVID + residents.
- Added the SEIU Health and Safety language related to exposure to infectious disease and paid time off when unable to work after a workplace exposure.
- Clarified language in an LOU on open shift and overtime.
Year Two: 3% Wage increase for all employees.
Year Three: Contract will reopen in October 2022 to negotiate wages for year three.
In December, our Union filed a lawsuit in Federal court against the Monarch Nursing Home chain over their refusal to arbitrate Union grievances. For the past year, our Union has been fighting the Monarch Nursing Home chain to comply with the grievance and arbitration clause of our contracts. Because of their continued refusal to comply with the contracts, or submit disagreements to binding arbitration, we filed a lawsuit in federal court to compel their compliance with the contract. We look forward to seeing them in court and finally getting justice for SEIU members across the Monarch Nursing Home chain.
Last week, the SEIU members at Fairview Ebenezer nursing home reached a tentative agreement for a new three-year contract with significant wage increases. Please join me in congratulating the bargaining team and members at Fairview Ebenezer for this incredible settlement. Details include:
- A new Wages Article was created to better define Union wages, step movements, differentials, leapfrogging, length of service increases, two-hour pay guarantee, on call pay and TMA differentials.
- Wages will increase to reflect moving ahead of the Minneapolis Minimum Wage Ordinance and will include increases in every job classification on an eight-year moving scale to avoid wage compression. To do this, all job classifications will have wage increases on January 1, 2021 and the lowest paid classifications will have an additional increase to all steps July 1, 2021.
- There will be two wage openers: January 1, 2022 and January 1, 2023. The contract will expire December 31, 2023.
- These classifications will receive two increases (January 1, 2021 and July 1, 2021):
- Housekeepers/Laundry start rate will move from $13.25 to $14.25 (7.55%) and increases advance through the steps so that the 8-year step moves from the current rate of $13.68 to $15.55 (a total increase of 13.7%)
- Custodians start rate is $13.69 and moves to $14.72 in 2021 (total increase of 7.23%) and increases advance through the steps so that the 8-year step moves from the current rate of $14.96 to $16.09 on July 1, 2021 (a total increase of 8.42%)
- Maintenance Assistant 1 start rate will move to $13.52 January 1 and $14.50 July 1, (totaling 9.29% in 2021) and increases advance through the steps so that the 8-year step moves from the current rate of $19.93 to $21.90 (a total increase of 9.72%)
- These classifications will get increases on January 1, 2021:
- Central Supply start rate will move to $16.08 (increase of 10.16% in 2021) increases advance through the steps so that the 8-year step moves from the current rate of $15.71 to $17.30 (annual increase of 10.16%)
- Maintenance Assistant II (Boiler’s License) start rate will move to $20.02 (increase of 3%) and increases advance through the steps so that the 8-year step moves from the current rate of $21.10 to $21.74 (increase of 3%)
- Nursing Assistants start rate moves from $14.88 to $15.75 (5.8%) and in 90 days moves to $16.37 (10% increase). Advances through the 8-year steps move to a new 8-year step to $17.78 (9.98%)
- The scales move on anniversary dates through Step 8, at that point, all employees receive a 1% increase on their anniversary date.
- In addition, all Employees with 10 years of service or greater receive a bonus of $300 on each anniversary.
- There will be a new $2.00/hour differential for all hours worked as a TMA
- The Housekeeping/Laundry weekend differential will increase to $.50/hour.
- Shift differential times were defined.
Other changes include:
- Removing some language referring to non-contract employees.
- Updating Union Security to reflect SEIU has moved to the percentage dues system.
- Small increase to Steward time with new members and moving the corresponding LOA into the body of the contract.
- Removed duplication in Seniority language.
- Updating the definition of the pay period.
- Updating the language for 15-minute breaks.
- Added language to Health and Safety to meet to discuss steps to protect workers in a pandemic.
- Modified language to reflect IRS changes to elective cashing out some PPL and clarified the implementation in a new LOA.
On Friday, our Union submitted a formal letter on the distribution of COVID-19 vaccines in Minnesota. Our letter urges the state to include all healthcare workers in the first tier (1a) for vaccine distribution- including hospital, clinic and nursing home workers who are not involved in direct patient care as well as consumer-directed home care workers. Our letter advocates for all vaccine distribution be made voluntary for health care workers at this time.
Click here to read a copy of our letter.