Q: How can a union make things better for Resurrection employees and patients?

Written by Bob Simpson
A:  A union is employees coming together to exercise their collective strength.  When one or two or even twenty or thirty of us complain or try to fix a problem, we can be—and are—ignored.  When we come together as a union, management will be required to sit down with us as equal partners to hear—and address—our concerns. This is the only way that we can hope to halt the ever-growing focus on bottom line considerations that is forcing us to work without adequate staff or equipment, placing our patients at risk, and denying us fair compensation.

Q: How do we form a union?

Written by Bob Simpson
A:  We are building a network of workplace leaders throughout the Resurrection system who can effectively advocate for patients and employees.  This network holds Resurrection accountable to the community, patients, and employees. Once Resurrection decides to cease its intensive anti-union campaign and begins a dialogue with HEART/AFSCME, we can work out a fair process under which employees can choose to form a union based on the facts and what’s best for our patients and our families.

Q: What are my rights during the organizing campaign?

Written by Bob Simpson
A:  National labor law prohibits employers from retaliating against union supporters.  However, many employers often look for ways to intimidate or mislead their employees in an effort to discourage unionization.  That’s why we’re working to ensure a fair process for employees of Resurrection to decide whether they want to form a union.

Q: If we have a union, will we have to go on strike?

Written by Bob Simpson
A:  Strikes are rare and almost always come as a last resort measure.  And no strike would ever occur unless approved by a vote of all affected employees.

Q: How will things change when we have a union?

Written by Bob Simpson

A:  We won’t have to stand by and watch as conditions at our hospitals deteriorate and the work we are committed to doing becomes ever less valued.  Not only will we be able to negotiate with our employer over wages and benefits, but also about working conditions that impact on our ability to provide quality care to our patients. The result of these negotiations will be a legally binding contract.  In negotiations, health care employees usually choose to prioritize issues that positively affect both employees and patients:  compensation plans that encourage staff retention, policies that protect patient care standards, and  protections against arbitrary and unfair discipline.