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Frequently Asked Questions for Fiscal Intermediaries

Click here to download a PDF of this FAQ.

 

General Questions/Definitions

 

Union Neutrality

 

Orientation

 

Paid Time Off (PTO)

 

Wages and Payroll

 

Data Tracking

 

Union Membership

 

Voluntary Dues

 

Participant Rights

 

CDCS/CSG

 


 

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.

 

 

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Congratulations to the newly elected SEIU HCMN Executive Board and Officers

Jamie Gulley, President
Jigme Ugen, Executive Vice President
Lisa Weed, Executive Vice President
Phillip Cryan, Executive Vice President
Lynn Carlson, Vice President – Allina Sector
Kate Lynch, Vice President – Clinics Sector
Penny Hansen, Vice President – Long Term Care Sector
Mary Bale, Vice President – Southeast Sector
Maxine Maxon, Vice President – TC Hospitals Sector
LaTanya Hughes, Vice President – Home Care Sector
Corey Van Denburgh, Vice President – Home Care Sector
Kent Wilcox, Guard
Deb Howze, Assistant Guard
Cleveland Donazal, Trustee
Yankuba Fadera, Trustee
Russ Maloney, Trustee
Dan Mintey, Trustee
Melody Nordby, Trustee
Sonja Lemire, Board Member – Retiree
Elsie Urman, Board Member – Retiree
Bri Bernini, Board Member – At Large
Dawn Burnfin, Board Member – At Large
Bennie Cromedy, Board Member – At Large
Liz Dahlen, Board Member – At Large
Kaytie Elrite, Board Member – At Large
Mark Freeman, Board Member – At Large
Antonietta Giovanni, Board Member – At Large
Francis Hall, Board Member – At Large
Crissy Hanson, Board Member – At Large
Yeeg Her, Board Member – At Large
James Holt Jr, Board Member – At Large
Emmanuel Johnson, Board Member – At Large
Leslie Kaup, Board Member – At Large
Rita Matthews, Board Member – At Large
Kathy Meyer, Board Member – At Large
Kolubah Morris, Board Member – At Large
Jennifer Norgren, Board Member – At Large
Jean Pfarr, Board Member – At Large
Robin Pikala, Board Member – At Large
Kia Pille, Board Member – At Large
Kamala Ramnauth, Board Member – At Large
Jeff Sarro, Board Member – At Large
Johnnie Smith, Board Member – At Large
Vivian Straumann, Board Member – At Large
Dahn Vo, Board Member – At Large

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Crosby Healthcare Workers Announce Strike Authorization

Workers at Cuyuna Regional Medical Center vote to authorize a strike if bargaining committee is unable to reach deal with management

CROSBY, MINN — Healthcare workers employed by Cuyuna Regional Medical Center in Crosby have voted to authorize a strike if the bargaining team is unable to reach a tentative agreement with management. The two sides bargained seven times over the last three months, including Monday, and remain divided on key issues. More than 90% of members voted to reject the employer’s proposals and a majority voted to authorize a one-day ULP strike if called by the bargaining committee. There is no strike date set. There must be a 10-day notice before any strike would begin. An update will be shared if a 10-day notice is filed.

Crosby_rs

The bargaining team have pushed for higher pay, better benefits and strengthened retirement security to help make sure CRMC continues to recruit and retain the right people to provide high-quality care for patients in the Crosby area.

Roseanne Mackenthun, a member of SEIU Healthcare Minnesota on the bargaining team and a phlebotomist for 15 years at CRMC, shared her reason for taking this vote.

“I voted to strike because it is time that management shows that they value the people who work in the buildings as much as they value the fancy new facilities they keep building. We care for everyone who walks through our doors, but too many staff are struggling to care for our families,” said Mackenthun. “We are fighting for better wages, benefits and pensions so we can recruit and retain the best staff for our patients. All of us are part of this community and simply want to be valued for what we do every day to make CRMC the best it can be.”

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SEIU Healthcare Minnesota represents healthcare and long term care workers in hospitals, clinics, nursing homes, and home care across Minnesota

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Job Posting: Internal Organizer

Job Posting: SEIU Healthcare Minnesota Internal Organizer

OVERALL JOB STATEMENT

Internal Organizer at SEIU Healthcare Minnesota carries out a variety of job functions.  An Internal Organizer “IO” will be asked to participate in organizing, legislative and political action, training of members, building worksite leaders, contract negotiations, and other tasks as the need arises.  Any candidate must be willing to work long and irregular hours including weekends and evenings when called for.  The IO must also be willing to travel with some possible overnight stays.

The Union IO shall be required to perform services in accordance with the needs of the Local and at such times and places as are necessary.  The Union IO must have a dedication to improve the position of our members and strengthen the role of our Union in every venture.  There must be a willingness to become educated in health care issues, and a desire to lead and inspire our member leaders and rank and file.

JOB RESPONSIBILITIES

  • Continuous work on internal organizing within facilities.
  • Identify, recruit, train and develop member leaders; assist in defining member leader roles (New Member, Work Site, Political, Grievance); assist in developing plans for work-site campaigns.
  • Create and implement an onsite visit schedule to be posted on the internal shared calendar
  • Support the member leaders in developing a process for new member orientation
  • Develop a program for COPE
  • Support member leaders in processing grievances and carrying out investigations.
  • Create or assist members in creating communication systems; write and edit leaflets, proposals, newsletters, etc.
  • Negotiate contracts and assist other staff in negotiating contracts – from proposals through strike preparation.
  • Train Member leaders to ensure accordance of collective bargaining agreements at your work-sites by management; meeting timelines and procedures related to labor contracts.
  • Participate in organizing campaigns when requested, lead residual organizing campaigns in existing jurisdictions.
  • Monitor policies in work sites, concerning members, ensuring contract compliance.

MINIMUM QUALIFICATIONS REQUIRED

  • High School Diploma or GED, Secondary Education preferred.
  • Previous work experience in Union setting required.
  • Ability to communicate well in writing and orally.
  • Good personal organizational skills; good record keeping.
  • Must be computer literate; advanced computer skills a plus.
  • Must have a valid driver’s license and vehicle in good working condition.  Must have proof of auto insurance.

SKILLS NEEDED

  • Knowledge of labor rights and contract language.
  • Ability to negotiate collective bargaining agreements and develop and execute contract campaign plans.
  • Ability to gather, analyze and present statistical data.
  • Ability to establish rapport with members in widely diversified ethnic, social and economic groups.
  • Ability to mobilize membership around issues.
  • Ability to maintain a commitment to educating the members on the Union and their contract.

BEHAVIORAL QUALIFICATIONS NEEDED

  • Good judgment and ability to discern priorities when faced with many important tasks.
  • Ability to handle very negative situations where in fact, you may be the target of the negativity; and turn the situation around to have the best outcome.
  • Manage conflicting demands.
  • Maintain rapport with members.
  • Show extreme amounts of patience.
  • Reassure members, by your actions, that you are for them and will not take management’s word over theirs or “favor” management.
  • Work under pressure independently.
  • Maintain HIGH degree of confidentiality, both for your members and internal Local issues.
  • Show professional demeanor at work-sites and in the community.
  • Maintain respectful, professional relationship with Union member leaders; monitoring and supporting them in their roles.
  • History of high level of proven leadership.

Candidate will be assigned to meet the needs of SEIU Healthcare and management may alter assignment as those needs change.

Compensation and benefits as set forth in contract with USW Local 7263-21 for “Union Representative and Organizer.”

Qualified Applicants may send resume and cover letter to Brenda.hilbrich@seiuhcmn.org or fax to 651-294-8200

 

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SEIU Healthcare MN Night at the Timberwolves

Screen Shot 2019-09-26 at 10.14.51 AMJoin SEIU Healthcare MN for a night at the Timberwolves game and see Karl-Anthony Towns, Andrew Wiggins and the Minnesota Timberwolves take on Utah Jazz on Wednesday, November 20 at 7:00PM with a special offer!!

SEIU members and their families can get discounted ticket/WolvesBucks voucher packages. Tickets are $20 and unclude a $10 WolvesBucks voucher to use towards food and concessions at the game provided by SEIU.

Purchase tickets at timberwolves.com/groupoffers, use promo code SEIU2019!

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I’m Sticking With My Union: 2019 Convention and Leadership Assembly

Screen Shot 2019-09-23 at 10.19.14 AMOn Friday, September 20 leaders from across the Union came together for a day of workshops and learning at the Delta Marriott hotel in Northeast Minneapolis. Members spent time talking about the 2020 presidential election, learned about some of the most recent decisions by the Supreme Court and the National Labor Relations Board that affect union rights and worker power and considered how best to increase workplace democracy and build union strength, attended workshops on equity and inclusion in our Union and explored the power dynamics behind framing the story we are told about unions, and who’s in control of that story.

Members also celebrated our victories from the past year, and recognized member leaders for outstanding work in their Screen Shot 2019-09-23 at 10.19.20 AMrespective leaders rules. Members recognized included Lynda Moua, Grievance Leader; Khalil Hussein, Joann Palmer, Ziyad Ahmed, and Sherab Khamsakhamstang, Worksite Leaders; Karen Cullen, Orientation Leader; and Isabella Wreh-Fofana, Christina Wilson, and Teanke Tarwai, Political Leaders.

At our annual SEIU Healthcare Minnesota membership convention on Saturday, members voted to adopt six bold resolutions charting the course for the future of our Union. We committed to investing more deeply in education and leadership development opportunities for our member leaders, pledged to “stick with my union” and fight back against all the corporate and ideological attacks against us , and made specific commitments to ambitious new strategies in our hospital, nursing home, and home care sectors. And, in preparation for our next major round of collective bargaining – which starts just a few weeks from now, with 1,900 members in the HealthPartners clinic system – we took an unprecedented step as a Union. For a copy of the full resolutions go to seiuhcmn.org/member-resources/convention/.

Screen Shot 2019-09-23 at 12.17.56 PMHealthPartners management has told our members it will seek cuts and concessions on the health benefits those workers have won through years of collective bargaining. Our HealthPartners members have shown that they are ready to do whatever it takes to stop this cost-shifting, up to and including going out on strike. While we are proud to have over one million dollars in our Union’s strike fund, we know that if a strike involving a group this large were to last long enough, eventually those resources would be depleted. We don’t want to ever be in the position, as a Union, of not fully having the backs of any group of members choosing to strike to defend their benefits. As a result, on Saturday morning all the other members of SEIU Healthcare Minnesota – working in home care, nursing homes, hospitals, and other clinic systems – took the unprecedented step of agreeing to increase their own dues if HealthPartners members have to go on an open-ended strike to defend their health benefits. As one HealthPartners member leader and nurse, Jean Pfarr, put it during this morning’s debate: “This is what true solidarity looks like.” And as another, Clinics Vice President Kate Lynch, put it in introducing the resolution: “The only way to hold the line against cuts is to hold the line against cuts.” #WhenWeFightWeWin #WhenWeStrikeWeWin

 

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Visit the SEIU Kiosk at the MN State Fair: August 22-Labor Day

Screen Shot 2019-08-05 at 11.36.16 AMSEIU Healthare Minnesota if back at the Great Minnesota Get-Together this year! Stop by our kiosk at the MN AFL-CIO Labor Pavilion, at the corner of Cooper St. and Dan Patch Ave. SEIU members and staff will be at the kiosk from 8am-5pm, greeting fair-goers, answering questions and handing out stickers and fans to help beat the heat.

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Medicare and Medicaid: Celebrating 54 Years

LBJ MedicareMedicaidLast week on July 30th, we marked the 54th anniversary of the day President Lyndon Johnson signed the bill to create Medicare and Medicaid. The government healthcare programs are essential to so many of the people we care for and their funding is critical to our jobs. We are committed as ever to protecting these programs. For more information check out: mn.gov/dhs/medicaid-matters/.

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Scholarship Deadline is August 31!

IMG_1165SEIU Healthcare Minnesota is dedicated to helping members achieve their educational goals. Which is why we offer six scholarship opportunities, awarded twice per year (spring/fall) for use at any accredited post-secondary institution. The fall deadline is coming up quickly on August 31! Below is basic information about the scholarships, for more details and how to apply go to the SEIU website Scholarship page.

  • Two $1,000 scholarships to further the education of a SEIU Healthcare Minnesota member through the “Mindy Tomfohrde Scholarship Fund”;
  • Two $1,000 scholarships to further the education of SEIU Healthcare Minnesota members 30 years old or younger through the “Got Your Back Fund”;
  • One $1,000 scholarship to further the education of a spouse, child, stepchild, grandchild, or legal ward of a member through the “Cecelia Razook Memorial Scholarship”; and
  • One $1,000 scholarship to further the education of a non-member involved in organizing around social and economic justice fights in Minnesota, through the “Dr. Martin Luther King Scholarship Fund.”
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Upcoming Events: Rochester Labor Day Picnic

Enjoy free food, beverages at the Rochester Labor Day Picnic on Monday, September 2. There will be activities for kids, including a bouncy castle, clown, balloons, bike giveaway and more!

Monday, September 2nd
11:00am – 2:00pm
Bear Creek Park: 1237 Marion Rd SE, Rochester, MN 55904

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