MANAGEMENT MYTHS VS. UNION FACTS
When hospital workers form a union, management often spreads myths to create confusion and fear, because they don't want workers to have a voice. They want to keep all the wealth and decision-making power for themselves.
Here are common management myths and the ACTUAL FACTS:
“You can’t afford to pay dues.”
Dues are how union members pool their resources together to win better wages, benefits, staffing and working conditions. We would not pay any dues until we vote to approve a contract, and no one would approve a contract that costs them money. In SEIU Healthcare MI, dues are 1.75% of regular wages excluding overtime. There is a cap of $61 a month for those working over 30 hours a week, and $33.50 a month for those working less than 30 hours a week. Dues were set by union members through a statewide vote.
“One of the big myths that management tells us is that the union is a ‘third party.’ The fact is, the union is all of US, the workers who actually make our hospitals run every day. Once we form our union, we would decide what improvements we want to negotiate for and we would vote on our contract. We would of course still be able to talk directly with our managers just like we do now. But we would also have a united voice so we’re actually heard and can create real change.”
Heather Barnes, Nursing Assistant
Corewell Farmington
“The union can’t do anything for you.”
2 million SEIU members across Michigan and the country have won high standards including better wages, benefits, staffing and working conditions by uniting together. For example, SEIU members at U of M hospitals won average raises of 23%, a fair payscale with 25 steps that reward years of service, protected benefits and a fair process for solving problems on the job with a neutral arbitrator. Unions work because there’s strength in numbers and members have a seat at the table.
“The union will make you go on strike.”
Strikes are a powerful tool for workers and are also very rare in the healthcare industry. There are many other ways to advocate for job improvements before calling for a strike, including rallies, building support from elected leaders and community members, and speaking out in the press. When hospital workers feel that executives have left them no other choice but to strike, they make that decision democratically through a vote. If hospital workers vote to go on strike, they always give management at least 10 days’ notice to ensure patient safety.
“You can’t talk about the union at work.”
Forming our union is our freedom and right protected by federal law.
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We have the right to: support our union; attend union meetings; talk to union organizers; and talk to coworkers about building our union at work.
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It is illegal for management to: ask how we feel about a union or if we’re involved; harass, intimidate, discipline, spy on or discriminate against us for union activity; or tell us to stop engaging in union activity.
“Management likes to pretend that they’re spreading all these myths because we’re better off without a union, but we’re not fooled. The fact is, Corewell has all the money, all the power, and they want to keep it that way. That is the only reason they are trying to confuse, scare and divide us. Once we win our union, we will be able to have more equality, fairness, communication and respect.”
Ruby Wade, Anesthesia Tech
Corewell William Beaumont