News

• Am I in the bargaining unit represented by SEIU Healthcare MN and covered by the new Collective Bargaining Agreement (CBA)?

• What does it mean to be in the bargaining unit and covered by the CBA?

• If I am in the bargaining unit does that mean that I’m automatically a Union member? Am I required to be a Union member?

• I’m in the bargaining unit. Why should I become a Union member?

• How much are Union dues? How was the dues rate decided?

• How can I join the Union?

• How do I pay my Union dues?

• I work for both PCA Choice participants and Traditional PCA participants. Am I still in the bargaining unit?

• I provide both homemaking and PCA Choice services to the same participant. Am I still in the bargaining unit?

• I think I might have signed a membership card in the past but I’m not sure. How can I find out if I’m already a Union member?

• I would like to resign my Union membership. How can I do that?

• Can I resign my Union membership at any time?

• When I resign my membership, will I still be responsible for paying Union dues?

• If I signed a membership card with a one-year commitment, will I still need to pay Union dues if I stop working in the PCA Choice, CDCS, or CSG programs?

• I will get all of the benefits of the CBA without joining the Union. Why should I join the Union and pay my dues?

• I just care for my child or family member. How does this affect me?

 

Am I in the bargaining unit represented by SEIU Healthcare MN and covered by the new Collective Bargaining Agreement (CBA)?

You are covered by the Collective Bargaining Agreement (CBA) if you are in the “bargaining unit.” The bargaining unit is defined in state law.

Workers Who ARE in the bargaining unit:

• PCAs and support workers providing State-funded personal assistance services where the client/participant is the employer, along with the state of Minnesota, through the following programs:
  • PCA Choice
  • Consumer Directed Community Supports (CDCS)
  • Consumer Support Grant (CSG)
  • New Community First Services and Supports (CFSS) Budget Model (currently in development)

Workers NOT in the bargaining unit:

• PCAs and support workers who provide State-funded, agency-employed personal assistance services through the Traditional PCA program
• PCAs and support workers who provide services that are not funded through the state’s Medical Assistance program

What does it mean to be in the bargaining unit and covered by the CBA?

The thousands of home care workers in the collective bargaining unit voted in August 2014 to authorize SEIU Healthcare Minnesota as our bargaining unit’s representative. This means that our Union, which is democratically governed and led by its members, represents the unit in negotiations with the State of Minnesota. All workers in the bargaining unit are entitled to Union representation and to the benefits negotiated by the Union.  Some of the benefits in our third Collective Bargaining Agreement (CBA) include Paid Time Off, Holiday Pay, a Minimum Wage of $13.25/hour, an additional enhanced wage rate for qualifying caregivers, access to new member-designed, free training programs, a $500 training stipend, and a grievance and arbitration process to protect against wage theft.

Click here for a summary of our contract. (http://www.seiuhealthcaremn.org/files/2019/06/190531_Home-Care-3rd-Contract-Booklet.pdf)

 

If I am in the bargaining unit does that mean that I’m automatically a Union member? Am I required to be a Union member?

No. If you are in the bargaining unit that means you can choose to become a Union member and help the rest of us push for dignity and respect in our home care programs.  No one is automatically a Union member.

I’m in the bargaining unit. Why should I become a Union member?

Home care workers, family caregivers and clients are coming together to fix our home care crisis and build a sustainable future in Minnesota for ourselves, our clients and our loved ones. Joining with thousands of other home care and healthcare workers in your Union gives you greater strength in collective bargaining, resulting in better wages, benefits, and training opportunities in the future. We keep our union strong by paying our Union dues, getting involved in Union leadership, skill-sharing with other home care workers, and taking our stories to our communities and elected leaders. As a member you have all the benefits of membership, including the right to participate fully in the internal activities of the Union. This includes the right to vote to accept or reject the collective bargaining agreements which establish your wages, benefits and training opportunities. It includes the right to shape contract proposals, the right to vote on changes in Union direction and policies, and the right to vote in and run in elections of Union officers.  In addition to these rights to participate in the democracy and direction of your own organization, Union members receive the benefits available through Union Plus and the SEIU Member Benefits program, such as access to a free online college education and better rates and deals on credit card, travel, and insurance benefits.

How much are Union dues? How was the dues rate decided?

Home care workers who join the Union contribute 3% of our gross income in Union dues. This means that for each dollar we earn, we contribute 3 cents to keep our Union strong. A committee of home care workers and other members of our Union’s Executive Board proposed the 3% dues rate after researching the experiences of home care Unions across the country. The home care Unions that have won the strongest standards (affordable health insurance, wage floors as high as $16 an hour, paid training opportunities, even retirement benefits!) pay dues of 3% or higher. Union members from around the State voted to approve the new 3% home care dues rate.

For all SEIU Healthcare Minnesota members (in hospitals, clinics and nursing homes around the state, in addition to home care workers), members have established a per-pay-period maximum for dues. Not many home care members work enough hours per month at a high enough wage to reach that maximum, but for those who do this is an important exception to the 3% rate. The maximum is listed below:

Pay Frequency	Pay Periods/Year	Max Dues Per Pay Period
Bi-weekly	26	$36.46
Weekly	52	$18.23

 

How can I join the Union?

To become a Union member you can sign and return the membership card that you may have received in the mail, or you can join online by filling out the form here. If you’d like to have a conversation about your Union and its impact on you, please feel free to call our Member Action Center at 651-294-8100 or 800-828-0206 and ask for a Home Care organizer to return your call. The Member Action Center is open 9am-5pm Monday-Friday, except on major holidays.

How do I pay my Union dues?

Our contract allows us to pay our Union dues through payroll deduction. Your membership card includes an authorization for the PCA Choice Agency or Financial Management Service (FMS) Provider that you are paid through to deduct your dues from your regular paycheck.

I work for both PCA Choice participants and Traditional PCA participants. Am I still in the bargaining unit?

The work you do for PCA Choice participants is bargaining unit work and covered by the Collective Bargaining Agreement (CBA). Your work for Traditional PCA participants is not covered by the CBA. You can be a member of the Union that represents you in your PCA Choice work. If you do join the Union, your Union dues will be 3% of the wages you make working for PCA Choice participants. The wages you earn working for Traditional PCA participants will not be used to calculate your dues payment, and your Traditional PCA work cannot be covered by our CBA.

I provide both homemaking and PCA Choice services to the same participant. Am I still in the bargaining unit?

The work you do as a PCA for PCA Choice, CDCS and CSG participants is bargaining unit work and covered by the Collective Bargaining Agreement (CBA). Your homemaking work is not covered by the CBA. You can be a member of your Union that represents you in your PCA work. If you do join your Union, your Union dues will be 3% of the wages you make providing PCA services to PCA Choice, CDCS and CSG participants.  The wages you earn providing homemaking and other services will not be used to calculate your dues payment, and cannot be subject to our CBA.

I think I might have signed a membership card in the past but I’m not sure. How can I find out if I’m already a Union member?

For this or any other question about your membership status, call our Member Action Center at 651-294-8100 or 800-828-0206.

I would like to resign my Union membership. How can I do that?

A request to resign Union membership must be made in writing and include your full name, address, signature, and the name of your fiscal intermediary (Fiscal Management Service (FMS) provider or PCA Choice agency). Such a request must be mailed to: Executive Vice President Jigme Ugen, SEIU Healthcare Minnesota, 345 Randolph Avenue, Suite 100, St. Paul, MN 55102. When we receive such a letter, we inform the fiscal intermediary that you have resigned membership.

Can I resign my Union membership at any time?

Yes. You can resign your membership following the instructions above.

When I resign my membership, will I still be responsible for paying Union dues?

Your responsibility for Union dues depends on the membership agreement you authorized when you became a member:

• If your membership agreement did not include a commitment to continuing to pay dues for one year after becoming a member, then you are only responsible for paying dues as long as you remain a member of the Union.
• At our June 2015 membership meeting, Union members (including hospital, clinic and nursing home workers, in addition to home care workers) voted to update our home care membership application cards so that they match the membership applications used by all other SEIU Healthcare Minnesota members.  These membership applications include a commitment to pay dues for one year (assuming you continue working in the bargaining unit) from the date the card is signed. This one-year commitment allows the member-leaders of our Union to plan for the future and budget responsibly. This commitment also protects the democracy of our Union by preventing workers from signing up as members just to vote on a contract or in a Union election, or to attend a free Union-sponsored event or training, and then drop their membership the next day. If you want to cancel dues-deduction at the end of that one-year commitment, you must notify the Union of your desire to revoke your dues authorization within the time period stated on the card you signed. (Again, if you are a member and want a copy of the card you signed, please just call our Member Action Center at 651-294-8100 or 800-828-0206.) The notification should be sent in writing to: Executive Vice President Jigme Ugen, SEIU Healthcare Minnesota, 345 Randolph Avenue, Suite 100, St. Paul, MN, 55102.

What happens to my dues payments if I stop working in the PCA Choice, CDCS, or CSG programs? Do I have to notify the union to stop dues payments?

No. Since dues payments are made through deductions from union members’ paychecks for work in the PCA Choice, CDCS or CSG programs, dues-deduction automatically stops when you stop working in those programs.

I will get all of the benefits of the CBA without joining the Union. Why should I join the Union and pay my dues?

Joining your Union and paying your Union dues is not about receiving the benefits of the current Collective Bargaining Agreement (CBA). Home care workers across the state have already fought for and won this agreement with the State. The cost of that fight was paid for by our Union brothers and sisters across the state and around the country, who have paid their dues and committed their hard-earned money to help us win everything we’ve won so far. Now it’s time for us to make sure we build a strong Union for ourselves. You shouldn’t join your Union and pay your dues just because of what we’ve already won. You should join because you want to fight together with other home care workers, family caregivers and clients for the respect, pay and fair treatment we truly deserve.  You should join because you know that counting on other people to fight for us doesn’t work. You should join because you want to fight alongside the elders and people with disabilities that we work for, to make their lives better.  You should join because care work like ours, done predominantly by women and often by women of color, has been undervalued and under-appreciated for generations. You should join because you have a vision for how home care services can work better and you want to join other home care workers and participants to make that vision a reality.

Home care workers and the people we care for have been invisible for far too long. Joining your Union, paying your dues, and building power with other home care workers is the only way we can be sure that we will finally be Invisible No More!

I just care for my child or family member. How does this affect me?

Paid Parents and Family Caregivers make up a large portion of our active membership! We acutely understand the need for our Home Care programs to have our voices at the table when decisions are made by politicians and state agencies. We recognize that, for many of us, our loved ones’ care needs will continue beyond our ability to provide that care on our own. Whether its years, months or days away, the time will come when we – or our loved ones themselves – will need community help to cover their care to remain independent. While we may be willing to provide this care for the relatively low wages and benefits associated with these programs, a trained and reliable workforce likely will not.

Our Union is our seat at the table in Minnesota’s home care decision-making. We can use our direct experience to decide for ourselves what constitutes adequate resources for our current or future care staff. Those of us who have used these programs for many years know that this improvement does not happen on its own; it takes passion, advocacy and political savvy – and our growing community has that and then some!

Click here to download a PDF of this FAQ.

 

General Questions/Definitions

• What is a Collective Bargaining Agreement (CBA)?
• Which workers are represented by SEIU Healthcare MN and covered by the new CBA? What is an Individual Provider?
• What if a PCA participant chose some of their workers and other workers were recruited by the FI?
• What does it mean to be represented by the union and covered by the CBA?
• What is a Fiscal Intermediary?
• Will each PCA Choice Agency and FSE be required to sign an agreement with the union?
• What happens if home care workers go on strike?

 

Union Neutrality

• Can I share my thoughts about the union with home care workers? – or – Can I encourage workers to sign up for the union (or not join the union)?

 

Orientation

• A communication we received from DHS said that we needed to distribute SEIU membership applications and orientation materials to new workers. When will we get those materials?

 

Paid Time Off (PTO)

• How should we calculate Paid Time Off?
• How many hours does an IP have to work before they can start using their PTO? Can they use it as soon as they earn it?
• I heard there is now an option to waive PTO in CDCS and CSG. How does that work?
• Who approves time-off requests?
• What happens to PTO hours IPs accumulate but don’t use?
• What happens to unused PTO if an IP stops working for participants served by our FI?

 

Wages and Payroll

• What are the minimum hourly wage rates?
• How can PCA Choice agencies afford to pay more?
• How can CDCDS or CSG participants afford to pay workers more and give PTO?
• Do PCA Choice Agencies and FSEs need to change their pay period schedule in order to comply with the CBA?
• Who sets wages in the PCA Choice program?
• What are the requirements for payment of overtime hours?

 

Data Tracking

• What information will we be required to provide to SEIU Healthcare Minnesota?
• Will we be asked to send the Union private information about clients/participants?
• What if a worker turns in several pay periods worth of time sheets all at once? How should I record that on the spreadsheet?
• What if a worker works for more than one participant through our PCA Choice Agency or FSE and each participant pays a different wage?
• We have a PCA who works for one participant on PCA Choice and another participant on Traditional PCA. How do we track that PCA’s hours?

 

Union Membership

• Are all workers represented by the union and covered by the CBA automatically members of the union?
• How do workers become members of the union?
• What if a worker doesn’t want to be in the union?

 

Voluntary Dues

• How much are union dues?
• How will we know which workers have joined the union and agreed to pay dues?
• What is the process for collecting and submitting dues?
• A worker told me they don’t want to pay dues any more. Can I stop collecting dues?

 

Participant Rights

• Can a participant choose to only hire workers who join the union? OR: What if a participant doesn’t want their workers to be members of the union; can they choose to only hire workers who aren’t members of the union?
• Now that the home care workers have a CBA will participants get in trouble if they need to terminate or cut the hours of their home care worker? Will workers be able to file a grievance against participants if they are unhappy?

 

CDCS/CSG

• How can participants pay workers more and give PTO?
• How does this CBA change a CDCS or CSG participant’s ability to set wages for my support workers?

 

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General Questions/Definitions

What is a Collective Bargaining Agreement (CBA)?

Collective bargaining is a process where workers, after voting to join together in a labor union, negotiate an agreement with their employer over the terms and conditions of their employment. Home care workers who are represented by SEIU Healthcare MN have negotiated with the State of Minnesota over the parts of their work that the State controls — specifically pay, benefits and training opportunities. The collective bargaining agreement that was reached between the State of MN and the workers represented by SEIU Healthcare MN was ratified by the members of the union, approved and funded by the legislature, and signed by the Governor. A CBA is also sometimes referred to as a “contract” or a “labor agreement.” It is a legal document binding both parties (in this case, the state of MN and SEIU Healthcare MN). You can find the current CBA here.

 

Which workers are represented by SEIU Healthcare MN and covered by the new CBA? What is an Individual Provider?

The workers represented by the union and covered by the CBA are those in the Bargaining Unit as defined in state law. In the CBA these workers are referred to as Independent Providers (IPs), because that is the term in state law defining all workers in the Bargaining Unit.

Workers Who ARE in the bargaining unit: PCAs and support workers providing State-funded personal assistance services where the participant is the employer, through the following programs:

• PCA Choice
• Consumer Directed Community Supports (CDCS)
• Consumer Support Grant (CSG)
• Community First Services and Supports (CFSS) Budget Model (in development)

Workers Who Are NOT in the bargaining unit: PCAs and support workers who provide State-funded, agency-employed personal assistance services through Traditional PCA or any other agency-controlled program, and PCAs and support workers who provide services that are not funded through the state’s Medical Assistance (MA) program.

 

What if a PCA participant chose some of their workers and other workers were recruited by the PCA Choice agency?

Workers who are included in the bargaining unit are defined by the program used by the participant they serve. If a participant has chosen PCA Choice, for example, all of the workers who work for that participant are in the bargaining unit.

 

What does it mean to be represented by the union and covered by the CBA?

The home care workers in the collective bargaining unit voted in August 2014 to authorize SEIU Healthcare Minnesota as their exclusive bargaining representative. This means that the union, which is led by its members, represents these workers in negotiations with the State of Minnesota. All workers in the bargaining unit are entitled to representation and to the benefits negotiated by the union.

 

What is a Fiscal Intermediary?

The Fiscal Intermediary (FI) is the Financial Management Service provider (FMS) or PCA Choice Provider Agency that provides support to participants and participants’ representatives with regard to employing Individual Providers. FIs include PCA Choice Provider Agencies and Financial Management Service Providers who serve CDCS and CSG participants.

 

Will each Fiscal Intermediary be required to sign an agreement with the union?

No. The Collective Bargaining Agreement is between the State of Minnesota and the workers represented by SEIU Healthcare Minnesota.

 

What happens if home care workers go on strike?

Home care workers are not allowed to go on strike. The law specifically prohibits strikes for this group of workers.

 

Union Neutrality

Can I share my thoughts about the union with home care workers? – or – Can I encourage workers to sign up for the union (or not join the union)?

No. PCA Choice Agencies and FMS Providers are required to remain neutral on the question of whether or not workers should join the union. That is something for the workers themselves to decide, without interference by the state or their Agency or FMS. If a home care worker wants more information about joining the union, they can simply be directed to SEIU Healthcare MN at www.seiuhealthcaremn.org, or 855-282-3769.

 

Orientation

A communication we received from DHS said that we needed to distribute SEIU membership applications and orientation materials to new workers. When will we get those materials?

SEIU Healthcare Minnesota will make membership applications and orientation materials available to all PCA Choice Agencies and FMS Providers on an ongoing basis.  They can be downloaded directly from our web site at: http://www.seiuhealthcaremn.org/files/2019/11/190701_Home-Care_3rd_FI-Welcome-Digital-Copy-compressed.pdf

 

Paid Time Off (PTO)

How should we calculate Paid Time Off?

IPs earn one hour of PTO for every 40 hours they work. So, for each pay period the FI should take the total number of hours an IP worked for a participant in PCA Choice, CDCS or CSG and divide that number by 40 to determine the total amount of PTO earned for that pay period.

 

How many hours does an IP have to work before they can start using their PTO? Can they use it as soon as they earn it?

IPs started earning PTO on July 1, 2015, when our first union contract went into effect. They must have worked a total of 600 hours or 6 months, whichever comes first, in covered programs before they can start using their accrued PTO. Hours worked before July 1, 2015 do not count toward those 600 hours.

 

I heard there is now an option to waive PTO in CDCS and CSG. How does that work?

Note: this option does not apply to IPs working in the PCA Choice program.

For IPs in budget-model programs (CDCS, CSG, or CFSS), as of July 1, 2019 there is now an annual option for workers to waive their right to accrue PTO. FMS Providers must receive a written request from the IP and the agreement of the client (or their responsible party) before pausing PTO accruals for that IP. Once processed, the client being served will be able to decide how to use the waived PTO funds. Each IP in CDCS and CSG will be given the option to either waive or accrue PTO at each renewal of the client’s service year.

 

Who approves time-off requests?

The CBA states that IPs “must obtain the express consent of their participant/client in order to use PTO.” This means that workers cannot take their PTO without the permission of the participant they work for.

 

What happens to PTO hours IPs accumulate but don’t use?

Workers can carry over up to 80 hours of unused PTO from one year to the next.

 

What happens to unused PTO if an IP stops working for participants served by our FI?

When a worker stops all work through a PCA Choice Agency or FMS, that Agency or FMS must cash out the unused PTO the worker has earned, up to 80 hours.

 

Wages and Payroll

What are the minimum hourly wage rates?

As of July 1, 2019, workers must be paid at least $13.25 per hour.

 

How are PCA Choice agencies supposed to pay more from the same rate?

The workers represented by the Union win  reimbursement rate increases for all PCA services in order to fund their contract increases.

Reimbursement rates increased by 2.37% on July 1, 2019 to fund wage and PTO increases as part of our 3rd contract.

Reimbursement rates increased by 1.642% on August 1, 2017 to fund a wage increase, PTO increase and holiday pay as part of our second contract.

 

How can CDCDS or CSG participants afford to pay workers more and give PTO?

A budget increase will accompany all increases to the wage floor and benefits, and any remaining funds can be used for other services and supports. The goal of our Union’s contract efforts is to create better wages and benefits in Home Care, but never at the expense of participant self-direction or care.

Budgets in CDCS and CSG increased by 2.37% on July 1, 2019 to cover the cost of wage and PTO increases. If contract minimums are met, any remaining funds can be used for other services and supports chosen by the participant.

Budgets in CDCS and CSG increased by 1.642% on August 1, 2017 to cover the cost of increased wages, increased PTO and holiday pay. If contract minimums are met, any remaining funds can be used for other services and supports chosen by the participant.

 

Do PCA Choice Agencies and FSEs need to change their pay period schedule in order to comply with the CBA?

No. PCA Choice Agencies and FMS Providers may continue to follow their own consistent, established payroll schedule.

 

Who sets wages in the PCA Choice program?

Wages are set by the participant employer. Wages must be set at or above the minimum wage set in the CBA.

 

What are the requirements for payment of overtime hours?

Policies regarding number of overtime hours worked by IPs are set by Choice Agencies and FMS Providers. However, any hours worked beyond 40 in a 7-day week must be paid the overtime rate of 1.5x the worker’s regular hourly wage. The regular hourly wage must not be less than $13.25.

 

Data Tracking

What information will we be required to provide to SEIU Healthcare Minnesota?

PCA Choice Agencies and FMS Providers must provide information to the Union in order for the State to meet its obligations under the Collective Bargaining Agreement (CBA). A full list of current requirements can be found in Article 15** of the active CBA: http://www.seiuhealthcaremn.org/files/2019/06/190531_Home-Care-3rd-Contract-Booklet.pdf

Among other requirements, Article 13**, Section 2 of the CBA states: “The State shall require the Fiscal Intermediaries who provide PCA Choice, CSG, CFSS, and CDCS services [PCA Choice Agencies and FMS Providers] to provide to the Union on a pay period basis, in a sortable electronic format, the following information on Individual Providers [home care workers in PCA Choice, CFSS, CDCS and CSG]:

1. full name, with separate fields for first and last names;
2. full home address, with separate fields for address, city, state, and zip code;
3. telephone number
4. Unique Individual Provider ID number;
5. hours paid in the previous pay period;
6. hourly wage rate (or rates, if providing services to multiple recipients);
7. gross pay in the previous pay period;
8. Fiscal Intermediary name and mailing address;
9. PTO account balance;
10. amount of dues deducted in previous pay period; and
11. any other Individual Provider information in accordance with state law.”

** NOTE: Article 15, item B of the CBA mistakenly directs FIs to Article 14, Section 2.

 

Will we be asked to send the Union private information about clients/participants?

No. Information about program participants is protected by law.

 

What if a worker turns in several pay periods worth of time sheets all at once? How should I record that on the spreadsheet?

All hours that are paid during a pay period should be reported, even if they are for work performed in a previous pay period (for instance, because the worker turned in their time-sheet late). If this is the case, it is very helpful for the Fiscal Intermediary to include a note on the spreadsheet to clarify that hours entered on the sheet were worked over multiple pay periods. This will avoid the illusion of unpaid overtime for the worker.

 

What if a worker works for more than one participant through our PCA Choice Agency or FSE and each participant pays a different wage?

You should fill out separate rows for each different wage rate the worker earned during the pay period.

 

We have a PCA who works for one participant on PCA Choice and another participant on Traditional PCA. How do we track that PCA’s hours?

Only hours worked for participants on PCA Choice, CFSS, CDCS and CSG should be tracked on the spreadsheet.

 

Union Membership

Are all workers represented by the union and covered by the CBA automatically members of the union?

No. All workers who are in the bargaining unit represented by SEIU Healthcare MN decide for themselves whether to become members of the union..

 

How do workers become members of the union?

To become a union member a worker signs a membership card or otherwise formally communicates (e.g. by signing an online membership form) their desire to become a member of SEIU Healthcare MN.

What if an IP doesn’t want to be in the union?

Each IP can choose whether or not to become a member of the union.

 

Voluntary Dues

How much are union dues?

Dues rates are set by, and can be changed by, a vote of the union’s members. Union members have voted to set a Home Care dues rate of 3% of gross wages.

 

How will we know which workers have joined the union and agreed to pay dues?

PCA Choice Agencies and FMS Providers will receive a list of union members who have authorized dues deduction from SEIU Healthcare MN, as stated in Article 13 Section 2 of the CBA.

 

What is the process for collecting and submitting dues?

PCA Choice Agencies and FMS Providers will simply deduct 3% of the gross wage from each union member’s pay, and remit the total amount of dues for the pay period to SEIU Healthcare MN by check or transfer.  

 

A worker told me they don’t want to pay dues any more. Can I stop collecting dues?

If a home care worker wants to cancel their union membership they must contact SEIU Healthcare MN directly to withdraw their membership. Dues must be collected from all members included on the list received from the Union, unless the Union informs the PCA Choice Agency or FMS Provider of a change.

 

Participant Rights

Can a participant choose to only hire workers who join the union? OR: What if a participant doesn’t want their workers to be members of the union; can they choose to only hire workers who aren’t members of the union?

Workers have the right to choose whether or not they become members of their union. Participants in PCA Choice, CFSS, CDCS and CSG have the right to choose who they hire.

 

Will participants get in trouble if they need to terminate or cut the hours of their home care worker? Will workers be able to file a grievance against participants if they are unhappy?

No. Both the law and the union contract say that no agreement between the state and the workers in the union shall interfere with the rights of participants or participants’ representatives to select, hire, direct, supervise and terminate the employment of their home care workers. Participant employers are still required to follow general employment laws, but the CBA changes nothing about those requirements.

 

CDCS/CSG

How can participants pay workers more and give PTO if their budget stays the same?

The workers represented by the Union win budget rate increases in order to fund their contract increases. A budget increase will accompany all increases to the wage floor and benefits, and any remaining funds can be used for other services and supports. The goal of our Union’s contract efforts is to create better wages and benefits in Home Care, but never at the expense of participant self-direction or care.

Budgets in CDCS and CSG increased by 2.37% on July 1, 2019 to cover the cost of wage and PTO increases. If contract minimums are met, any remaining funds can be used for other services and supports chosen by the participant.

Budgets in CDCS and CSG increased by 1.642% on August 1, 2017 to cover the cost of increased wages, increased PTO and holiday pay. If contract minimums are met, any remaining funds can be used for other services and supports chosen by the participant.

 

How does this CBA change a CDCS or CSG participant’s ability to set wages for my support workers?

Participants still have the right to set wages as long as they are set at or above the wage floor. A budget increase will accompany any increases to the wage floor and benefits, and any remaining funds can be used for other services and supports. The goal of our Union’s contract efforts is to create better wages and benefits in Home Care, but never at the expense of participant self-direction or care.