CNA Un-Truths

Published

before you decide to believe everything the unions are telling you, take the time to speak with some of the employees who are working for facilities that recently voted the union in.

you may be just as surprised as they were about just how many important issues the union considers "negotiable".

before you cast a vote based on verbal promises, ask to see their promises in writing. as you start to hear the excuses flow, consider why you are not receiving a simple "sure, no problem" from the union.

the following will be an ever growing list of "untruths" the unions use to manipulate employees into voting for them, or worse yet, not voting at all.

why are they less than honest with us? simple, they stand to make large sums of money from mandatory pre-tax dues (read the math). they have always been able to count on employees who don't "have the time" to investigate their statements.

untruth

"you will have a voice"

this is absolutely false! under a union contract and as defined by nlrb rules, you will not be able to directly discuss with anyone in administration or management staff anything that relates to hours (schedules, overtime, call-ins, etc.) and terms and conditions of employment. to do so, you must go through your "shop steward" or union representative who after the union wins will have sole possession of your voice. under a union contract, you must follow the written agreement to the letter without much recourse.

untruth

"you only need to vote if you want the union."

this is absolutely untrue! if you do not vote you have actually helped the union just as much as someone who voted yes (read the math). you must voice your opinion by voting.

untruth

"your bonuses will not be affected."

this is negotiable! there is no guarantee you will continue to collect bonuses under the union; there is actually a high probability you will no longer receive your bonuses.

untruth

"you will receive a 7% increase in pay for the

next 2 years."

the unions can, and probably will, take 3% for "economic improvements" after union dues, this will leave you with less than the 4% you could have received without a union.

untruth

"your schedule will not be affected."

are you one of those employees who has been working a set schedule for years? if so, prepare for the high possibility that will change. unions have historically forced employees to rotate weekend and holidays, regardless of previously agreed upon arrangements. no more "working it out" with your co-workers.

untruth

"unions will provide more staff."

there is a national nurse shortage that the unions can do nothing about. the unions do not have a magical factory full of nurses just waiting for the hospital to become unionized. in reality, the unions frequently have the opposite effect since many quality nurses will not even apply at unionized facilities.

untruth

"voting the unions in will make a statement to the hospital and its management."

don't be fooled, the hospital and its management will not have their incomes and careers influenced by the unions, only you will (read the math).. any additional costs incurred (i.e. payroll increases to fund union dues) will eventually be passed down to our customers, the patients.

untruth

"the union will provide me with a pension."

the unions will not be providing pensions for employees. their one and only motivation is to increase their membership and dues (read the math).. they are not some human rights organization attempting to make the world a better place.

Up Vote Up Vote ×
Specializes in Critical-care RN.
:yeah::yeah::yeah: shoo.
Up Vote Up Vote ×

Minnesota Nurses Association has:

Negotiated a DEFINED BENEFIT pension plan for nurses in the MPLS/StPaul labor market.

Continues to work to expand safe staffing language to apply through statute for all MN hospitals not just those represented by MNA members.

AFGE nurses at my hospital do have the option of discussing schedule concerns with their managers. We are guaranteed one weekend in three off if we choose. (I work with several nurses who work every weekend by choice.) We are guaranteed one of the big three holidays off (Thanksgiving, Christmas, New Years) with a first choice etc request system.

We can and do swap days off, vacation weeks and schedules at will. IOW we work things out.

Every contract I have ever read (or been covered by) encourages members to discuss concerns informally with their manager first before initiating a grievance procedure. There is no requirement to have a steward present during discussions.

My dues have never cost me 3%. It is a rather cheap insurance protection against arbitrary and capricious management.

Up Vote Up Vote ×
Specializes in Psychiatry.

We can and do swap days off, vacation weeks and schedules at will. IOW we work things out.

Every contract I have ever read (or been covered by) encourages members to discuss concerns informally with their manager first before initiating a grievance procedure. There is no requirement to have a steward present during discussions.

Same story with the Michigan Nurse's Association. They do NOT encourage grievances, and we CAN and DO speak for ourselves. The only time we get our union involved, is when the contract has been breached by management.

Up Vote Up Vote ×

I see you've got to the point now where you aren't even writing your own anti-union clap-trap anymore, but just taking the standard boiler-plate lies from the union busting companies. I think the two posters above me have done a pretty good job on this, but let's just review a few things:

CNA/NNOC, which has negotiated the best contracts in the industry, has relatively high dues among unions, at a monthly dues of 2.2 x the hourly rate. If you work the pretty common amount of about 150 hours per month, that would be about 1.4 percent of salary. The Bureau of Labor Statistics, a federal agency, says that in the health care field, unionized workers average 14.3% higher wages than non-union. So the gain in wages is 10 times what you pay in dues. A 1000% return on your investment. Anybody who can find a better way to invest their money than that should sure grab it.

And of course all that garbage about not being able to talk to your manager anymore is just that: garbage. I was a manager for 13 years, then stepped down to staff and traded places with one of my former staff who is now my manager. We still work things out the same way we did before. And our contract, like virtually every other union contract says we should. (I'll quote the exact language from the contract at my hospital):

It is the shared view of the Employer and the Union that most disputes should be resolved by informal, frank discussion between the nurse and his/her immediate supervisor, and the parties agree that the goal of this procedure is to resolve the grievance at the lowest level and as quickly as possible..... Therefore in the case of an individual grievance (other than a discharge grievance) the nurse must initiate such discussions prior to filing a formal complaint.

That's the actual language from our contract, and is typical of most contracts. Does that sound like you can't talk to your manager? Seems to me that you've let your little fanaticism interfere with your ability to think critically and recognize facts.

Up Vote Up Vote ×

Just here to educate nurses on the evils of unionization, nothing more, nothing less. As far as my postings of anti union information, I could say the same with regard to all of the pro union "clap trap" that you and your buddies are fond of posting from all of your pro union sources. Not going away. Put me on ignore. Going to continue to espouse the anti nursing union viewpoint.

Up Vote Up Vote ×
Specializes in Critical-care RN.
:yeah: shoo
Up Vote Up Vote ×
:yawn:
Up Vote Up Vote ×
Specializes in Psych , Peds ,Nicu.
Just here to educate nurses on the evils of unionization, nothing more, nothing less. As far as my postings of anti union information, I could say the same with regard to all of the pro union "clap trap" that you and your buddies are fond of posting from all of your pro union sources. Not going away. Put me on ignore. Going to continue to espouse the anti nursing union viewpoint.

The problem is when you continue to educate with things you know to be untrue , for example will you change your education to reflect Chico Dave's input of a quote of an actual contract clause which ENCOURAGES staff management interaction to resolve a grievance , or will you continue to publish your false assertion that staff and management cannot discuss grievances ?

Up Vote Up Vote ×

does that contract apply to every nurse who is unionized throughout the us? if so, then i will change my tune but until then.....

Up Vote Up Vote ×
Specializes in Psych , Peds ,Nicu.
Does that contract apply to every nurse who is unionized throughout the US? If so, then I will change my tune but until then.....

So in the meantime you will change your education to reflect the fact , that some nurses have contracts that encourage nurses / manager interaction to resolve grievances and no longer make the global staement that unionized nurses cannot talk to managers without their union rep. ? . Frankly I think you will not refer to this common ( at least in CNA / NNOC contracts ) , but from your viewpoint inconvenient contract clause , because it doesn't fit in with your educational objective .

Up Vote Up Vote ×
Specializes in Critical care, tele, Medical-Surgical.
does that contract apply to every nurse who is unionized throughout the us? if so, then i will change my tune but until then.....

ok. you got me. just couldn't resist posting your tune again.

john pizzarelli is a local performer. he is quite versatile and popular. he is also a member of one of my fathers unions professional musicians local 47.

http://www.youtube.com/watch?v=dru7silrkmi

Up Vote Up Vote ×
+ Add a Comment