News

SEIU Healthcare Wisconsin Members Stand With Tony Evers.

Tony Evers with SEIUhcWI Professionals

SEIU Healthcare Wisconsin members know that Tony Evers has the best ideas to help patients and health care workers. He will accept hundreds of millions of Federal Medicaid dollars annually to expand coverage and push down costs for those with insurance.

2018 GOTV phonebank

SEIU Healthcare Wisconsin have knocked doors and made calls to elect Tony Evers because he knows that its good for all when workers to have collective bargaining rights.

See all SEIU Healthcare Wisconsin’s recommended candidates.

Learn about how Medicare and Medicaid are critical programs for Wisconsin patients and health care workers.

Did you like this? Share it:
Leave a comment

Medicare and Medicaid Important For WI Patients and Health Care Workers!

Did you like this? Share it:
Leave a comment

SEIU Healthcare WI members speak at Capitol on Crisis in Caregiving

2018 1 24 State of the State Peoples Press Conference

Currently, Wisconsin is short approximately 11,500 CNA positions. In 2017 the starting wage for a CNA was $10.75 per hour. CNAs are the ones who hold your hand or your loved one’s hand when they are scared or in pain. Yet, CNAs often don’t earn a living wage or have adequate benefits.

“CNAs are the backbone of our elder care in nursing homes, crucial to home health resources that maintain the independence and quality of life of the elderly and people with disabilities. Alongside nurses, CNAs are the foundation of patient safety in hospitals,” said Ms. Vander Hill.

SEIU Healthcare Wisconsin members and their allies came together at the Capitol on January 24th, to call for $15 / hour wages and the right to collectively bargain.

Did you like this? Share it:
Leave a comment

Thanks to our Collective Union POWER – Together We Rise!

2017 Thankful-Together We Rise2

Did you like this? Share it:
Leave a comment

This Halloween – Why Are Unions Important

This Halloween – Why Are Unions Important

 

Did you like this? Share it:
Leave a comment

Union Protections during Transfer to North Shore

[Morning, Tuesday, 10/17/17]

Based on conversations your Union has had with representatives of North Shore, this is what we know as of this writing:

Healthcare Services Group Employees
Your employer is NOT changing so you should experience no changes at this time.  If HCSG makes any changes, please contact your Union at 608-277-1199, Extension 13 so your Union can react timely to the change.

Beloit Nursing and Rehabilitation has NOT transferred due to an unexpected glitch with the Department of Housing and Urban Development, however, North Shore has stated that Beloit will transfer in the future on some unknown date to North Shore.  Stay Tuned!!
(Note: Two Fortis homes will NOT be transferring to North Shore:  All About Life and Willows. These homes will have another owner in the future.)

Probationary Period
All employees hired by North Shore will have a 45 day probationary period.  As long as you do your job and have good attendance, you should get through the probationary period.  It is up to you to meet the expectations of North Shore.

Schedules
Fortis will transfer schedules to North Shore.  Please make sure you are at work as scheduled through the transition.  North Shore may make changes to the schedules in the future so please pay attention daily in case there is a change.

Paychecks
You will be paid twice a month, instead of every two weeks (biweekly).  If your pay date is on a Saturday, you will be paid on Friday.  If your pay date is on a Sunday, you will be paid on Monday.  In December 2017, your second paycheck will be on December 29, instead of in January.  This is only for 2017 so in 2018, this may not occur.

Bargaining for Your New SEIU Healthcare WI Contract
North Shore has committed to starting bargaining for your new Union contract in mid-November 2017.  All of your wages, benefits, hours, and other working conditions will be open for bargaining.  This includes any changes that North Shore has made that are different than your Fortis Contract.  The Fortis Contract is no longer in effect at this time, however, you are still represented by your Union and your Bargaining Team will be working to get your contract settled as quickly as possible.

North Shore has chosen to not continue the Fortis Contract.  Unfortunately, the law allows new owners to do this.  You still have Union rights, just no contract at this time.

Health Insurance
North Shore has offered a Health Insurance Program which you will need to sign up for if you want to continue health insurance coverage or start new coverage.  You will have until October 31, 2017 to make your selection.  Please pay attention to the various coverages and ask questions so you understand the plans thoroughly.  The cheapest plan may not have the coverage you want or need for you and your family.  North Shore coverage, if you sign up, will be effective October 1, 2017.  If you need forms, please contact your Administrator or Human Resources.  If you have an appointment or other medical needs before the insurance card arrives, North Shore will issue temporary cards for employees needing this.  North Shore has benefit counselors coming to each facility as well as setting up a weekly benefit call-in to a number provided by North Shore.  If you have questions, contact your Administrator or Benefit person at your facility.

North Shore will be implementing new plans starting January 1, 2018 so you will need to re-apply again before the end of the year.  North Shore will notify employees when enrollment for the 2018 plans will begin.

Important Note:  We have been told by North Shore that NO health insurance premium will be deducted from this week’s check, however, they will deduct DOUBLE from the next check to catch up so plan accordingly.

Personnel Records and Disciplines from Fortis
Because you all have to pass a probationary period again, North Shore will NOT be transferring any disciplinary actions, attendance occurrences, etc.  You will be starting over as if you are new employees with a clean record.  You just need to get through the probationary period.

For attendance starting with October 1, 2017, North Shore has its own attendance policy which is in the employee handbook.    North Shore is in the process of clarifying certain issues that were not addressed clearly in the handbook.  When those answers have been received, you will be informed of the complete disciplinary and attendance policy.

Overtime
The Fortis overtime provision that states that you get time and one-half after 8 hours will NOT be in effect for North Shore.  However, our Union will be taking this issue to the bargaining to try to get this straightened out.  You will get time and one-half after 40 hours worked in a week.  For overtime, the week begins on Sunday morning at 12:00 am and ends on Saturday night at 11:59 pm (midnight).

Requests for Time Off
You must request time off with North Shore even if Fortis had previously approved it.  If Fortis had previously approved your time off request, you must request again in order to get the time off.  North Shore said they would try to honor any previously approved time off that Fortis granted.  Please be aware that you will NOT be paid for this time off from North Shore unless you have accrued PTO from North Shore.  You received your payout already from Fortis for this time off.

401(k)
The North Shore 401(k) will be rolled out starting later this week.  Please work with your counselor on any roll overs from Fortis to the North Shore plan.  There is NO AUTOMATICE ROLLOVER.

How to Get More Information
As more information is made available to your Union, you will receive an email with that information and your Worksite Leaders will also receive the information.

Questions, contact your Worksite Leaders or your Union Staff Representatives as follows:
For Beloit and Monroe, contact Mike Persley at 608-277-1199, Extension 13.
For Meadow View, Morningside, Sheboygan and Sunrise, contact Bonnie Strauss at 608-225-3491.

Please share this message with co-workers that did not receive this information directly SEIU Healthcare Wisconsin — please visit HERE TO SIGNUP TO RECEIVE MESSAGES FROM SEIU Healthcare Wisconsin: https://hcwi.seiu.org/page/signup/sign-up-for-mobile-alerts-from-seiu-hcwi


 

[Afternoon, Friday, 9/29/17]

Beloit Nursing and Rehabilitation will NOT be transferring on September 30 at midnight due to an unexpected glitch, however, North Shore has stated that Beloit will transfer in the future on some unknown date to North Shore.

Transfer Date and Time
* Meadow View, Monroe, Morningside, Sheboygan Progressive and Sunrise will be transferring to North Shore at midnight on Saturday, September 30, 2017.

Applications
* Please make sure you turn in your application and other paperwork in to North Shore ASAP. Hiring decisions will be based on when you get your application in and paperwork in. Do NOT delay. Get this done today. If you need forms, please get them from your Administrator or Human Resources.

Probationary Period
* All employees hired by North Shore will have a 45 day probationary period. As long as you do your job and have good attendance, you should get through the probationary period. It is up to you to meet the expectations of North Shore.

Schedules
* Fortis will transfer schedules to North Shore. Please make sure you are at work as scheduled through the transition. North Shore may make changes to the schedules in the future so please pay attention daily in case there is a change.

Health Insurance
* North Shore will offer a Health Insurance Program which you will need to sign up for ASAP if you want to continue health insurance coverage. North Shore coverage, if you sign up, will be effective October 1, 2017. If you need forms, please contact your Administrator or Human Resources.

Healthcare Services Group Employees
* Your employer is NOT changing so you should experience no changes at this time.

How to Get More Information
* As more information is made available to your Union, you will receive an email with that information and your Worksite Leaders will also receive the information. People that did not receive an e-mail or text message directly with this update should visit here to get connected: https://hcwi.seiu.org/page/signup/sign-up-for-mobile-alerts-from-seiu-hcwi .

Questions, contact your Worksite Leaders or your Union Staff Representatives as follows:
For Beloit and Monroe, contact Mike Persley at 608-277-1199, Extension 13.
For Meadow View, Morningside, Sheboygan Progressive and Sunrise, contact Bonnie Strauss at 608-225-3491


 

[Morning, Friday, 9/29/17]

Your Union, SEIU Healthcare Wisconsin, has been working hard to protect your benefits during the transition from Fortis to North Shore.  Your current Union contract has protections for you that non-Union employees do not have as follows:

Beloit
* Section 16.5 of your Union contract provides for 100% payout of your vacation, sick and personal hours for unused hours on the books as of the date of the transfer to North Shore.

* Employees who are eligible for a longevity (Section 21.5) and/or attendance (Section 21.6) bonus(es) as of the date of the transfer to North Shore will receive their bonus.

Meadow View
* Section 13.5 of your Union contract provides for 100% payout of POWER Hours, for employees with one (1) or more years of service, for unused hours on the books as of the date of the transfer to North Shore.

* Employees who are eligible for an attendance bonus (Section 25.1) as of the date of the transfer to North Shore will receive their bonus.

Monroe
* Section 10.5 of your Union contract provides for 100% payout of POWER Hours, for employees with one (1) or more years of service, for unused hours on the books as of the date of the transfer to North Shore.

Morningside
* Article 11, Section 7 of your Union contract provides for 100% payout of your accrued and unused Paid Time Off (PTO) for employees with at least ninety (90) days of service as of the date of the transfer to North Shore.

* In addition, employees with a sick reserve account will be paid out at 50% of your accrued and unused sick reserve account as of the date of the transfer to North Shore.

Sheboygan Progressive
* Section  13.5 of your Union contract provides for 100% payout of POWER Hours, for employees with one (1) or more years of service, for unused hours on the books as of the date of the transfer to North Shore.

* Employees who are eligible for an attendance bonus (Section 25.1) as of the date of the transfer to North Shore will receive their bonus.

Sunrise
* The Appendix of your Union contract provides for 100% payout of POWER Hours, for employees with one (1) or more years of service, for unused hours on the books as of the date of the transfer to North Shore.

When Payouts Will Be Paid
The payouts above are expected to be on the last paycheck from Fortis that you will receive on the first pay date following the date of the transfer to North Shore.  There will be NO separate check for these.

Transfer from Fortis to North Shore
Fortis will be transferring to North Shore all personnel records, your employment information such as your current wage rate, job title, shift, status as a Full-time or Part-time employee with your standard hours that you work per week, your seniority date, your initial hire date at the facility, and your current schedule.

Information from North Shore
Unfortunately, communication from North Shore to our Union has been very limited.  We do not know very much about what North Shore intends to do.  We DO KNOW that your current Union contract will NOT continue, however, North Shore is legally obligated to bargain a new contract with your Union.  Your Bargaining Teams will be working to put together our new contract for negotiations as soon as possible.  In addition, your Union has already requested a meeting to discuss bargaining dates, operational issues, etc.

Employees Hired by North Shore
As of the writing of this email, your Union has not received any definitive information on who will be hired by North Shore.  Our assumption, however, is that if someone was not being hired, North Shore would have provided a notice by now to those employees.  If you have not been notified, you report to work as you have done in the past according to the posted schedules.

North Shore Handbook and Initial Terms and Conditions
North Shore will be imposing some initial terms and conditions for the interim until your contract is completed.  The Initial Terms and Conditions that North Shore will impose are still negotiable for your Union contract as the initial terms and conditions may not be what you are currently working under.  North Shore will be getting information to you and your Union that outlines these terms and conditions.  In addition, there will be a new handbook from North Shore with more terms and conditions of employment, all of which are negotiable during bargaining.  Your Bargaining Teams will be surveying all of you as to what you want to keep of your current Fortis type benefits and what you want to change.

How to Get More Information
As more information is made available to your Union, you will receive an email with that information and your Worksite Leaders will also receive the information.  People that did not receive an e-mail or text message directly with this update should visit here to get connected https://hcwi.seiu.org/page/signup/sign-up-for-mobile-alerts-from-seiu-hcwi .

Questions, contact your Worksite Leaders or your Union Staff Representatives as follows:
* For Beloit and Monroe, contact Mike Persley at 608-277-1199, Extension 13.
* For Meadow View, Morningside, Sheboygan Progressive and Sunrise, contact Bonnie Strauss at 608-225-3491.

Did you like this? Share it:
Leave a comment

SEIU Healthcare WI member Victoria Gutierrez speaks at State Capitol for safe jobs on Workers Memorial Day

2017-4-28-VICTORIA-GUTIERREZI am here today in my role as a union nurse to recognize the sacrifices of my fellow health care workers in ALL health care facilities who face unsafe conditions, who have died or who have suffered from exposure to hazards at work. I am also here to recognize the contributions of ALL OF THOSE IN MY UNION who have fought to keep our workplaces safe… we know SAFER WORKPLACES FOR NURSES AND CAREGIVERS ARE SAFER FOR OUR PATIENTS.

One of the most important ways that I and the nurses with whom I work have been able to fight against threats to safety and health at our workplaces and advocate for quality care has been through our collective bargaining: this includes our victory for a ban on mandatory overtime; our empowered advocacy on safety committees to review lifting technologies to reduce back strains and injuries; and past victories to get safer needles for all.

Did you like this? Share it:
Leave a comment

Attend SEIU NURSE ALLIANCE SPRING MEETING

Save The Date!

SEIU NURSE ALLIANCE
SPRING MEETING
When: APRIL 3–4, 2017
Where: SEIU Local 73,  300 S Ashland, Fourth Floor, Chicago, IL

The Nurse Alliance of SEIU Healthcare advances and strengthens the voice of nurses on the local and national levels; trains and empowers nurse leaders in policymaking and politics; and promotes quality, affordable and accessible healthcare that enhances positive health outcomes using evidence-based best practices. The Nurse Alliance Leadership Council advises how nurses can collaborate together to advance our professional practice and highlight the contributions of nurses to health system redesign.

RSVP to Elizabeth Royal at elizabeth.royal@seiu.org.

Come meet nurses from around the country and learn more about nurse practice and advocacy.

Did you like this? Share it:
Leave a comment

SEIU Healthcare Wisconsin Care Givers Speakout Against the Looming Crisis in Caregiving

2016 8 25 Crisis in Caregiving Speakout

About a dozen certified nursing assistants (CNAs) gathered outside a Milwaukee-based health care management group to call attention to the crisis looming in the long-term care industry: Low wages are forcing workers out of nursing at the same time the demographic trend lines show Wisconsin’s aging population is growing and will increasingly need skilled nursing services in the years to come.

The current median starting wage for personal caregivers in Wisconsin is $10.75, according to a report compiled by industry groups. The low pay has led to workers leaving the industry for better pay and the remaining CNAs at nursing homes and other long-term care facilities struggling to make ends meet while working a stressful job tending to frail elderly and the disabled.

Just last year, an estimated 10,600 caregivers in the state may have left for better positions outside of health care, according to data analyzed by LeadingAge Wisconsin, Wisconsin Health Care Association/Wisconsin Center for Assisted Living, Wisconsin Assisted Living Association and Residential Services Association of Wisconsin.

The groups found that one in seven caregiving staff positions in Wisconsin is unfilled. Long-term care facilities and nursing homes are filling the gap by refusing to take on new patients and requiring their staff to work more hours or double shifts.

“As I’ve worked as a CNA for 20 years I find it’s gotten harder and harder due to shortage of staff,” said Milwaukee-based CNA Kent Robinson at Thursday’s rally, organized by SEIU Healthcare Wisconsin. “We have to take care of a lot of people, sometimes 13 or 14 people per shift. This means we only have 35 minutes per resident in an eight-hour shift. Thirty-five minutes is not enough to do care. It’s not enough for us. We can’t sit down and talk to the residents. We can’t take them outside and do things to make their life feel more enjoyable.”

A Looming Crisis in Long-Term Care

The shortage of skilled caregivers could become a crisis in the near future.

Currently, about one in seven Wisconsinites is over the age of 65. But that will tick up to one in four Wisconsinites in the next 30 years, leading to an increasing reliance on personal caregivers.

“It’s really important that we get a handle on this because one day there might not be health care workers to provide care to our infirm,” said Dian Palmer, SEIU Healthcare Wisconsin president.

Also putting pressure on long-term care facilities is Wisconsin’s low Medicaid reimbursement rate.

The industry groups pointed to a recent independent report for the American Health Care Association (AHCA) showing that Wisconsin’s Medicaid reimbursement system is the worst in the country. The report found that Wisconsin’s skilled nursing facilities had a Medicaid deficit of $331.8 million in 2014-2015, meaning these facilities lost that amount of money caring for their residents covered by federal and state Medicaid funds. That translates into a projected loss of $52.84 each day for each Medicaid patient in 2015. The national average is a $22.46 Medicaid shortfall per day in 2015, according to the AHCA.

The current state budget does not include a Medicaid rate increase for nursing facilities, although providers requested a 5% increase to make up for some of the Medicaid shortfall.

State Rep. Jonathan Brostoff (D-Milwaukee), a member of the Legislature’s Committee on Aging and Long-Term Care, highlighted the Medicaid reimbursement problem when speaking to the SEIU CNAs on Thursday. Brostoff is advocating for a Medicaid wage pass-through, which would designate some Medicaid funds for increasing workers’ wages.

“We need a wage pass-through so that we can have working families get taken care of so that they can take care of our working families, so that you guys are getting adequate compensation, getting paid, and also that people will want to come into the profession,” Brostoff said.

The CNAs gathered outside of Fortis Management Group in Downtown Milwaukee to call attention to the need to pay their workers a living wage. (The Fortis Management Group is in no way connected to the Shepherd’s publisher, Louis Fortis.) SEIU is currently bargaining a new contract for about 500 Fortis CNAs employed throughout the state and the workers say they would like to see a path to $15 an hour included in the new agreement.

Kim Mackle, a longtime CNA from Sheboygan, said $15 an hour would help ease the financial and emotional stress that she and her fellow workers face as they care for their frail elderly and disabled residents.

“Good happy employees make for a great work environment and a happier home for our residents,” Mackle said.

Fortis Management Group could not be reached for comment.

http://shepherdexpress.com/article-28364-nursing-home-staffers-want-a-raise.html

Aug. 30, 2016
Did you like this? Share it:
Leave a comment

2016 8 9 Wisconsin Primary Election

Elections are about candidates but for us most Importantly is what they will do once they are in office. Our Union looks at where do they stand on health care, raising wages, and the other issues important to working people. Sometimes even more important is their record of support for those issues. These candidates have passed this test.

How you vote is your choice. We believe these candidates will truly represent the views of working people and our members. WE have worked with them in the past and we look forward to continuing to work with them in the future. To elect politicians that will best work for your interests on your job, SEIU Healthcare Wisconsin recommends:

– Darrol Gibson – Assembly District 11 (Milwaukee Area)
– David Crowley – Assembly District 17 (Milwaukee Area)
– Mandy Wright – Assembly District 85 (Oshkosh Area)

– LaTonya Johnson – Senate District 6 (Milwaukee Area)
– Diane Odeen – Senate District 10 (Burnett, Polk, St. Croix, Pierce and Dunn Counties)
– Jennifer Shilling- Senate District 32 (LaCrosse Area)

– Ismael Ozanne – Dane County DA
– John Chisholm – Milwaukee County DA

– Tom Nelson – Congressional District 8 (Northeast Wisconsin)
– Russ Feingold – US Senate

Please vote in this primary election! Tuesday, August 9th.
Polls are open 7am until 8pm

For information about where to vote: https://myvote.wi.gov/en-US/FindMyPollingPlace

For information about voter eligibility and what you need to vote: http://www.dmv.org/wi-wisconsin/voter-registration.php

Please help remind others to vote too! Thank you for all you do!

In Solidarity,

Dian Palmer, President
SEIU Healthcare Wisconsin

Did you like this? Share it:
Leave a comment