Your Rights
Am I allowed to voice my opinion on unionization?
Yes. You have the legal right to speak and organize “for” or “against” union representation. Federal law protects your right to talk to your fellow employees during non-work time about your views, organize with fellow employees to make your collective views known, distribute information and attend meetings or gatherings to discuss the pros or cons of union representation.
Am I required to speak to union organizers?
No. There is no law or policy that requires you to speak with union representatives and you are free to respond accordingly.
What can I do if I’m feeling harassed?
It is possible that employee discussions about the union election, perhaps both for and against unionization, will occur at work prior to the election. There is nothing improper about such discussions so long as they comply with applicable policy. At the same time, under our Harassment policy it is never ok to be harassed regarding any topic. If you believe you are being harassed by others, please contact your leader or Human Resources immediately to report the situation.
Can union representatives speak to me on Highland Hospital property?
You may encounter union representatives on Highland Hospital property that is open to visitors. Union organizers, like any representative of an outside organization, are not allowed to be in any area that is normally restricted. They must abide by our policies that are intended to maintain order and safety in the workplace, and they may not interrupt you during working time.
Can I distribute literature or handouts during working time?
While we respect your desire to share information with your colleagues, you must follow our Solicitation and Distribution Policy (#342 found on Policy Stat on the intranet). Distributing information “for” or “against” union representation on your work time and/or in immediate patient care areas and/or in work areas is not permitted.
Union Authorization Cards
If I previously signed an authorization card, do I have to vote for the union?
No. Signing a card does not mean you have to vote for the union. The election is a secret ballot election conducted by the National Labor Relations Board. Only you will know how you vote. It is your decision and your decision alone whether or not union representation is right for you.
Cost of Being in a Union
Would I have to pay the union if the union represents me?
Most unions require all members to pay dues (or similar payments called agency fees) in order to remain employed through what is called a “union security clause.” You can inquire with the union on how fees are used.
What will the union cost me?
Each union’s Constitution and By-laws determine how dues are calculated, how they can be changed and what procedures must be used to change the dues amount. Dues are often automatically deducted from your paycheck.
Joining a Union
Is Highland Hospital against union organizing?
We fully support your rights under federal labor law and are committed to free and fair union elections – believing that you also have the right to be fully informed and make the decision that is best for you and your family. Our statement that we prefer a direct relationship with our employees reflects our belief that we are stronger when we can work together with you and have your voice heard.
We know there’s always more work to be done, and no workplace is perfect, and we encourage direct communication and feedback.
Pay, Benefits, Job Security and Flexibility
Will I make more money if I’m represented by a union?
You could receive the same, more or less. In a unionized environment, changes to compensation and benefits must be collectively bargained by the union and the employer.
No union can guarantee higher pay, because all terms and conditions of employment are subject to collective bargaining.
When a union represents you, all wages and benefits are negotiable. The union cannot guarantee what Highland Hospital will agree to in advance of negotiations.
Will I get better benefits if I’m represented by a union?
Just as with pay, a union cannot provide any guarantees as to new or expanded benefits, as these all must be bargained and agreed to by Highland during negotiations. You could receive the same, more or less as a result of collective bargaining.
I’ve heard the union can guarantee job security. Is that true?
No. As with pay and benefits, all terms and conditions of employment, including layoff policies and procedures would be subject to collective bargaining. Neither Highland, nor the union, knows what the final outcome of collective bargaining will look like.
If I join a union, will that guarantee we will become peace officers who are armed?
No. Joining a union and obtaining Peace Officer status are two completely separate processes. A union cannot guarantee that Highland Hospital will be granted Peace Officer Status. While a union can raise this issue for discussion during collective bargaining, as we have discussed many times, there is a lengthy legislative process that needs to be navigated and it is ultimately up to New York State to approve the status of Peace Officers for Highland Hospital guards.
As you know from our prior conversations, Highland Hospital took action to obtain peace officer status last year. The Highland Hospital Board supported us to move ahead with the legislative process that is required to attain peace officer status. Unfortunately, as we shared with you at the time, after the decision was made to move forward, we learned we were too late in the year to seek peace officer status. We also made clear to our security team that since the Highland Hospital Board supported us moving forward, we planned to continue down this legislative path to seek peace officer status. Nothing has changed since we last spoke to our team about this, and this remains the plan of action.
If the union is elected, could I lose schedule flexibility?
Possibly. But again, we can’t say for sure what end result will come out of collective bargaining. Unions often negotiate “a one-size-fits-all approach” for work schedules that can then be applied to all the represented employees. This could change how your work schedules currently are determined and the flexibility that you currently enjoy.
Respected Voice
In addition to our Staff Meetings and Huddles, what other ways have our public safety officers been able to express opinions and concerns about work?
- One on One meetings with your supervisor
- Town Hall meetings
- Open door policy with any member of management
- Employee Engagement Surveys
Can you share examples of prior improvements made based on feedback from employees?
Highland has a good track record of listening to our employees’ concerns and implementing changes to make your job and work life better. We have made significant strides, both based on your recommendations as well as an overall review of the organizational needs. Recent examples of your feedback at work:
- New uniforms purchased and distributed.
- Light weight bullet proof carriers to allow you more comfort and safety have been issued to many officers.
- New radios that include a panic button.
- Facility lock down buttons have been installed in the Security offices.
- De-escalation and Officer Wellness classes were offered to staff.
- Increase in staffing as well as promotional opportunities to Seargent positions.
- New enforced parking policy, which enforces tickets and allows towing as appropriate.
- Several market-based pay increases have been distributed over the last 3 years.
- A new equipped vehicle was ordered in the fall and is pending delivery.
- Peace Officer status was researched, proposed, and supported to move forward through the various steps required by the government. This was attempted last year and unfortunately, as we shared with you at the time, we were unable to attach ourselves to that legislation. However, the plan of action remains the same.
- Management sought out and gathered Security Operations Center input from our security team and, as we have discussed with the team prior, this issue remains in process to determine the correct area to meet the needs of both the staff and patients.
I heard we are not a priority for a new space because we are not revenue generating. Is that true?
As Highland Hospital grows, how we best utilize our space becomes more and more critical. It takes a well thought out and creative plan to meet the operational needs of the Hospital in our common goal of delivering excellence in patient care. Revenue generation, or the lack of revenue generation, has not been a determining factor in these decisions.
Strikes
If the union were to go on strike, could I continue to work and not be penalized by the union?
It would always be your choice whether to participate in a strike. However, if you are a member of a union, you are subject to Union by-laws which may allow for penalties against employees for not striking. We suggest you research this issue to make sure you understand the answer before you vote.