Important Messages from SSM Health

September 21, 2017 - Letter from Lisle Wescott

October 26, 2017 - Letter from Lisle Wescott

Understanding Your Rights Under the Law

Over the next several weeks or months, the union’s organizers may try to convince you to sign a union authorization card or petition (whether in person or online).

In general, the law gives employees the right to participate in or refrain from participating in union activities. Under the law, the hospital can still enforce its solicitation and distribution policy consistently and fairly. The following is a list of rights employees have:

• Express opinions and discuss the union issue with co-workers.
• Talk, or refuse to talk, to people who come to their home to solicit on behalf of the union.
• Encourage co-workers to support or oppose union organizing.
• Describe any relevant personal experiences they or others may have had with unions in general or specifically with the NNOC currently trying to organize our employees.
• Share other facts about unions in general or this union specifically.
• Ask Management and/or the union for information or the answers to any questions they may have.

The most important thing employees can do now is to be independent-minded. Employees should ask questions if they need clarification on any issue. They should also do their own research and their own thinking. And, above all else, employees should not sign anything unless they are sure about what they are signing and how their signature may be used.  

Here are a few good reasons to be union-free:

• We prefer to work with employees directly rather than through a third party.
• We believe we have the policies, practices, and employees to help resolve issues, without the intervention of outsiders.
• We encourage employees and leaders to work together to solve problems and create a good working environment.
• We strive to treat each individual with dignity and respect – patients, families, and each other.
• We communicate openly with employees.
• We can make important changes faster for the good of our patients and our employees.
• In a non-Right-to-Work state, with a union, employees could be forced to pay dues if a union security clause is included in a contract. Any employee who does not want to pay these dues risks having the union demand their termination.
• Relationships can change when a union is present. A contract or internal union rules could require employees to go through a union steward first, instead of talking to a leader directly.
• All wages, benefit and working conditions are subject to bargaining if a union is selected. Employees could end up with more, the same, or less because there are no guarantees in bargaining.
• At SSM Health, wages and benefits are reviewed annually. If there is a multi-year union contract, the contract would spell out what can and cannot be done during those years.
• We truly don’t believe a union is needed or wanted here.