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CNA Dues Calculator

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According to CNA's constitution and bylaws, union members can expect to pay 1.015% of their regular earnings towards union dues. This means that each time union members get a raise, more of their money will be spent on union dues.

SEIU-UHW Dues Calculator

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According to SEIU-UHW's constitution and bylaws, union members can expect to pay 2.0% of their regular earnings towards union dues. This means that each time union members get a raise, more of their money will be spent on union dues.

The Cost of Being in a Union

Q: Is it true union members have to pay monthly dues and that those monthly dues increase each time their pay increases?

Q: How much in dues do union members pay?

Q: Who decides how much union dues will be?

Union Representation

Q: What is SJO’s position on union organizing?

Q: If an election was held and a union voted in, could it really take months or even years before a contract is negotiated?

Q: Since negotiations can take months or even years, would union-represented employees receive incentives like pay increases during that time?

Q: What happens to a union member’s voice at SJO?

Q: Who represents union members? Does anyone get a say in how they are picked?

Q: Can a union guarantee higher pay rates?

Q: Does a union contract guarantee job security?

Know Your Rights

Q: If I signed a union card and change my mind, can I get it back?

Q: I want to participate in union representation discussions and share my views. What are my rights? What can I do?

Q: What should I do if I feel that my rights are being violated?

Q: What are the facts about strikes? Do union members only strike if a majority of bargaining unit employees vote for one?

St. Joseph Health’s Code of Conduct

Q: Why was the Code of Conduct developed?

Q: The Code of Conduct says St. Joseph Health prefers a direct working relationship with its employees. Why?

Q: Does the Code of Conduct imply St. Joseph Health is anti-union?

Q: Why is the Code of Conduct necessary?



The Cost of Being in a Union 

Q: Is it true union members have to pay monthly dues and that those monthly dues increase each time their pay increases?
A:   Yes. With a union you can be certain of one thing, you will pay dues.

 

Q: How much in dues do union members pay?

A: According to the CNA’s constitution and bylaws, nurses being paid more than 24 hours per a two-week pay period pay 1.015% times their base hour rate of pay. Assuming an hourly wage rate of $45.00 and working 40 hours per week, union members would pay $36.54 per pay period or $950.04 a year in union dues. Nurses being paid for 24 hours or less per two-week pay period would pay $29.15 per pay period or $757.90 per year in union dues. The maximum annual dues amount for the CNA has increased by 240% since 2002.

 

To find out how much you could pay in dues, please visit the Dues Calculator on the SJOInformedDecisions.org website. Remember, because your dues would be calculated as a percentage of your base hour rate of pay, each time you get a raise, more of your money would be spent on union dues.

 

Q:  Who decides how much union dues will be? 
A:   The union—not the employer—sets the amount of dues. The union also has the legal right to increase dues as it sees fit. Unlike salaries and benefits, dues are not negotiated between the union and the employer.

 

Union Representation

Q:  What is SJO’s position on union organizing? 
A:   Consistent with our Code of Conduct and values, we respect the rights of our employees to decide whether being represented by a union is in their best interest. While we prefer a direct working relationship with Employees, we endorse Employees’ right to seek union representation. During any union representation discussions, we pledge to conduct ourselves in a manner consistent with our faith and values.

 

Q:  If an election was held and a union voted in, could it really take months or even years before a contract is negotiated? 
A:   If the NLRB conducted an election and a majority of the eligible voters selected CNA representation, the next step in the process would be to begin the negotiation process. Nobody can predict the outcome of any potential negotiations.

 

These negotiations often take months, and sometimes years, to negotiate. A study by Kate Bronfenbrenner in 2009 (No Holds Barred) found that 52% of the first contracts that were negotiated took longer than 1 year to finalize. In fact, 25% of the first contracts that were negotiated took longer than 3 years.

Remember, unions cannot guarantee more money — your wages have to be negotiated. 

 

Q:  Since negotiations can take months or even years, would union-represented employees receive incentives like pay increases during that time? 
A:   Perhaps not. During the negotiation period, SJO would be legally required to maintain the status quo with employees represented by the union in terms of pay and benefits. This means that if an election was held and the union was voted in, SJO must keep current pay and benefits the same, unless otherwise negotiated or a change was previously planned.

 

Q:  What happens to a union member’s voice at SJO? 
A:   SJO is required by law to only deal with the union and its negotiating committee on issues like pay, benefits and working conditions for all bargaining unit employees.

We believe your own voice, expressing your own opinions and desires and heard directly by us, is much more powerful and effective for you. We value and respect your opinion and we have set up many ways to collaborate and interact with you. The benefits of having a direct voice with your manager, for example, is the ability to have the flexibility to work on scheduling matters and similar things that are important to you personally.

 

Q:  Who represents union members? Does anyone get a say in how they are picked? 
A:   “Union stewards” represent union members on behalf of the union. They are usually hospital team members, possibly even someone you know. It’s common for unions to reward employees for their role in an organizing campaign by making them union stewards. These are the individuals who often become union member representatives.

 

Q: Can a union guarantee higher pay rates?

A:  No. The union cannot guarantee higher pay rates. Pay rates are subject to bargaining and must be agreed to by both parties. Please don’t be drawn in by promises of higher pay, which is only subject to negotiations and not guaranteed.

 

Q:  Does a union contract guarantee job security? 
A:   Unions do not guarantee job security, only a financially strong, well-regarded employer can assure this. Union contracts generally specify the order in which employees will be laid off and/or called off. SJO already has these policies in place. 

 

Know Your Rights

Q:  If I signed a union card and change my mind, can I get it back? 
A:   You can change your mind at any time by notifying the union in writing that you are withdrawing your authorization. For more information, please view our “Changed Your Mind?” fact sheet available in the Know the Facts section.

Please note that it is against Federal Law for anyone to retaliate against you for doing this.


Q:  I want to participate in union representation discussions and share my views. What are my rights? What can I do? 
A:   You have the right under federal law to consider whether being represented by a union is the best choice for you. This choice should be free from intimidation, threats or coercion from the union and its supporters, your co-workers or St. Joseph Health.

You can:

  • Express Your Opinion for or against a union to your fellow employees, just as you are allowed to talk about other personal matters, as long as it doesn't interfere with work and is not in immediate patient care areas or in front of patients
  • Distribute for or against union representation in accordance with our Solicitation and Distribution Policy
  • Connect with Fellow Employees to better understand everyone’s views about the advantages or disadvantages of union representation at SJO
  • Attend meetings or gatherings, discuss and ask questions about the pros and cons of union representation and the benefits of having a direct relationship with SJO

Q:  What should I do if I feel that my rights are being violated? 
A:   If feel your rights are being violated, please contact Geoff Migala in Human Resources at 714-771-8199 immediately to report the situation. You may also report any violations to the National Labor Relations Board.

National Labor Relations Board, Region 21

Director: Olivia Garcia

888 South Figueroa Street, 9th Floor

Los Angeles, CA 90017-5449

Phone: (213) 894-5200


Strikes

Q:  What are the facts about strikes? Do union members only strike if a majority of bargaining unit employees vote for one?
A:   Here are the facts:

  • Even if union members don’t support a strike, they will be impacted should the majority of their co-workers vote for one.
  • Strikes can be costly for striking employees because of lost pay and benefits.
  • Striking employees are not eligible to use Paid Time Off (PTO) during a strike, unless the employee was scheduled to take PTO prior to the strike.
  • Striking employees are not automatically eligible for unemployment benefits in CA.
  • If the strike lasts long enough, union member health insurance may stop unless they are able to pay both their share and SJO’s share of the premiums.

St. Joseph Health’s Code of Conduct

Q:  Why was the Code of Conduct developed? 
A:   Given the increased presence of union-organizing activities in the healthcare industry, we felt it was important to clarify our position on union representation and the manner in which we will conduct ourselves during any discussions relating to union representation.

 

Q:  The Code of Conduct says St. Joseph Health prefers a direct working relationship with its employees. Why? 
A:   We believe that having a direct working relationship with our employees ensures our ability to achieve our strategic goals of Sacred Encounters, Perfect Care, and Healthiest Communities in the most effective manner. We value a flexible work environment where employees and managers can problem-solve together in a manner that furthers our values and mission. 

 

Q:  Does the Code of Conduct imply St. Joseph Health is anti-union? 
A:   Not at all. We have union representation at several of our ministries. We fully endorse our employees’ rights to choose whether or not they want to be represented by a union. Our statement that we prefer a direct relationship with our employees reflects our belief about how our ministries can best achieve their goals and objectives. It is not in any way intended to suggest that we are somehow against unions. 

 

Q:  Why is the Code of Conduct necessary? 
A:   The Code of Conduct ensures that the law is applied in a manner consistent with our Mission and Values. As a Catholic healthcare ministry, we believe it is important to hold ourselves to the highest standards of behavior.