THE UNION DIFFERENCE
Here’s what GW Hospital employees have without a union, compared to what 1199 members have:
VOICE AND RESPECT
No Union
Management has the final say in everything.
GW Hospital may modify or eliminate any benefits or programs it currently provides, as well as increase the cost to employees of such benefits and programs.
1199 Members
Employees have a real voice and are respected.
Management has to sit down with employees and negotiate wages and benefits in a written contract.
Worker-management committees meet regularly to address safe staffing, scope of practice, job safety, patient care and other policies.
HEALTH BENEFITS
No Union
Expensive and limited.
Employees can pay hundreds of dollars a month for health, dental, vision and prescriptions, especially with family coverage.
1199 Members
Affordable healthcare.
Most full-time (and many part-time) 1199 members have low-cost health, vision, dental and prescriptions for employee, children and spouse.
RETIREMENT
No Union
Insecurity and risk.
Amount fluctuates with the stock market
You don’t know what your retirement will be until the day you retire.
1199 Members
Retirement Security.
A true pension with 100% employer contribution that guarantees a fixed monthly benefit for retirees.
1199 members have the ability to bargain over retirement benefits.
50% sick time payout at retirement
JOB SECURITY
No Union
The hospital is an ‘at will’ employer, which means you can be terminated at any time—with or without cause and with or without notice—for any lawful reasons.
1199 Members
Protections against layoffs and subcontracting.
A fair disciplinary procedure so workers are not fired without just cause.
WAGES
No Union
No guarantee on professional pay.
You can be hired for the same position and make a different salary depending on the whims of your employer.
1199 Members
Fair wages with regular raises.
1199 hospital workers have won some of the most competitive wages in the country, including yearly market rate increases and experience differentials for years of service and years in profession. Other wins include:
Preceptor pay
Vacation & sick leave given all at once on employee’s anniversary instead of accruing.
Tool & uniform allowance
Free parking
CONTINUING EDUCATION
No Union
Inadequate.
Employees have to pay out-of-pocket and then be reimbursed.
1199 Members
Education at no cost.
Education funding for certifications
No-cost continuing medical education seminars and conferences.