Wrongfully-Terminated Trinity Health Workers to Testify at Federal Labor Board Hearing, Call Out Anti-Union Retaliation 

  • Trinity clinic workers fired after helping organize union are fighting to be returned to their jobs
  • Federal officials will conduct a hearing on workers’ charges filed with the National Labor Relations Board that spell out Trinity’s unlawful retaliation, interfering with their right to organize & general illegal union-busting actions

Detroit, MI— Earlier this year, after lab workers at Trinity’s Ann Arbor outpatient clinic began organizing to form a union, Trinity responded with a slew of union-busting tactics, including mandatory anti-union meetings, attempted surveillance, and ultimately the illegal termination of 12 pro-union workers and their supervisor who refused to engage in unlawful surveillance. Beginning Tuesday, these workers will testify in front of the National Labor Relations Board to challenge their illegal termination and seek to be reinstated.  

“Trinity’s illegal actions not only took away my livelihood and added huge stress to my life, but it negatively impacted our patients too. We shouldn’t have to fight for months for our rights to be upheld. Employers in this country have a responsibility to follow the law and respect workers’ rights. It’s sad that it has to come to this point for Trinity to be held accountable for its actions,” said Julie Furciarelli, Team Lead for Outpatient Labs and employee of Trinity Health for 8 years. 

WHAT: National Labor Relations Board hearing

WHEN: Beginning Tuesday, September 26, 2023, 10:00 a.m.

WHERE: Patrick V. McNamara Federal Building, 477 Michigan Avenue, Room 05-200 Detroit, MI 48226

“After being unlawfully terminated, I’m still dealing with the fallout of Trinity’s actions. They have financially ruined me and caused me mental and emotional stress. It is disgusting that Trinity, with its Catholic foundations and values that promote worker dignity, still refuses to do the right thing,” said Tiffany Hammoud, Patient Service Representative for 6 years at Trinity Ann Arbor Outpatient Lab.  

Following the illegal termination of the 12 workers in March, and in spite of continued anti-union activities, 70 lab workers from Trinity Health Outpatient Laboratories went on to win their union election.

Meanwhile, workers at other Trinity Health facilities across the state continue to raise the alarm about Trinity’s egregious union-busting and failure to invest in and respect its workers:

  • Last month, workers at Trinity Health Grand Haven went on strike to call out Trinity’s bad faith bargaining, repeated attempts to undermine the union, a lack of community investment, and low wages.

  • In the past six months, SEIU Healthcare Michigan has filed dozens of unfair labor practice charges detailing 18 violations so far on behalf of workers, alleging repeated, illegal attempts to undermine workers’ rights.  

  • At McAuley Rehabilitation and Wellness Senior Communities facilities, Trinity refuses to furnish mandatory information and refuses to bargain in good faith, while making threats to workers and surveilling protected concerted activities.

“It’s clear that Trinity Health is more focused on violating worker’s rights rather than solving problems and coming to an agreement on a fair contract. We cannot recruit and retain staff at our hospital until Trinity raises wages that are competitive with what other West Michigan hospital workers make,” said Erin Dexter, an ultrasound tech at Trinity Health Grand Haven. 

Background on Unlawful Termination

In January 2023, the lab workers began organizing a union with SEIU because of multiple worker and patient safety incidents that Trinity Health had failed to address. After learning of the union campaign, Trinity began hosting anti-union meetings in an attempt to discourage unionization. Despite this, union support continued to grow. 

In response, Trinity Health ordered the lab’s clinical manager to go through the worker’s belongings to look for Union materials. The manager refused, and they were terminated. This termination created panic among the lab workers, and they were given permission and encouragement to leave by the lab lead, who called them individually to inform them of the termination and an option to clock out early.  However, Trinity prevented the workers from returning to work that week and then used it as an excuse to permanently terminate 12 pro-union workers.

On August 15, 2023, Region 7 of the National Labor Relations Board, on behalf of the General Counsel, issued a complaint against Trinity, asserting that Trinity violated the NLRA in at least 12 different ways, including the unlawful termination of the 12 Trinity workers and their supervisor.

McLaren Bay Nurses Kick off ‘Safe Staffing September’ by Demanding Investments in Staffing and Patient Care

  • Press conference announcing ‘Safe Staffing September’ ahead of McLaren Bay RN contract negotiations
  • Thursday, September 7th at 9am at the Uptown Park at 100 S Washington Ave, Bay City, MI 48708

Bay City, MI- McLaren Bay Hospital nurses are kicking off ‘Safe Staffing September’ on Thursday to highlight how RN staffing ratios help keep our community safe and healthy. As part of their new contract campaign, close to 400 nurses are demanding for McLaren Bay Region to make an investment in quality patient care. 

“McLaren Bay has a staffing crisis which is hampering our ability to provide the quality care that our patients deserve. It’s proven that adequate staffing levels can result in reduced mortality, shorter hospital stays, and reduced incidence of adverse patient events such as infection. It’s time for McLaren to step up and support our workers and our community by investing in us and our community,” said Laken Gray, ICU RN and President of the SEIU nurse unit at McLaren Bay. 

Fewer nurses often means that each nurse must care for more patients, which has created an environment of burnout and employee turnover. According to a recent study, about 39% of Michigan nurses surveyed said they intend to leave their jobs in the next year, revealing the depth of a shortage of nurses in a state that’s been struggling for years to hire enough healthcare workers to keep hospital beds open. 

In July and August alone, there have been 48 staffing emergencies reported in the McLaren RN unit. Staffing emergencies occur when staffing is so low that McLaren must pull nurses from other departments on the spot. 

“It’s time for McLaren to prioritize its patients over profits, and that starts with retaining our most experienced nurses who know and care about the hospital and the community where they live. We need to make McLaren Bay Region an attractive place to work by investing in the retention and recruitment of staff,” said Hailey Olsick, critical care unit RN at McLaren Bay. 

Last month, Unite Here Local 24 workers at McLaren Bay rallied for a contract seeking safe staffing levels and fair and competitive wages.



External Union Organizer

SEIU HEALTHCARE MICHIGAN (HCMI) PURPOSE:

SEIU is working to expand the movement and deepen the successful fights to raise employment standards and unite workers in organizing their union in the healthcare industry across Michigan.

SEIU HCMI is affiliated with the Service Employees International Union (SEIU), which has more than 2 million members in the US, Canada, and Puerto Rico. SEIU HCMI is united with those 2.2 million members in a shared belief in the dignity of workers and the value of their work and in a commitment to a more just and humane society.

PURPOSE:

External Union Organizers at SEIU HCMI are responsible for bringing new members into the union either through external or internal organizing and campaigning. This position is a 6-month project position, with the potential to remain on permanent staff.

PRIMARY RESPONSIBILITIES:

Any position may not include all of the specific duties and responsibilities listed. Examples provide a general summary of the work required and should not be treated as a total and complete list of expected duties to be performed by employees in the classification.

To conduct broad and intensive outreach efforts to workers by:

  1. Identifying and developing leaders to guide and lead
  2. Building one-on-one relationships with
  3. Conducting individual/group meetings with workers to discuss and plan organizing
  4. Moving individual workers and groups of workers to take
  5. Engaging workers in broader union efforts to bring pressure to bear on industry
  6. Coordinating with workers to gather information that is useful in identifying opportunities for membership growth and mobilization.
  7. Engage workers in our fight to promote racial justice and combat white
  8. Utilize your excellent active listening skills to determine workplace concerns by asking open-ended questions and listening more than you talk.
  9. Engage worksite leaders and member organizers around a vision of union difference and leadership that win union elections and first contracts.
  10. Articulate a plan to win resulting in the successful GOTV of worker votes in union elections or card check campaigns.
  11. Working to involve community allies in organizing
EDUCATION AND EXPERIENCE:
  • Demonstrated commitment to social justice and grassroots
  • Possession of excellent listening skills and the ability to comprehend the concerns of
  • Excellent interpersonal skills as demonstrated by the ability to relate, establish, and cultivate respectful relationships with people from diverse backgrounds.
  • The ability to make and follow through on a work
  • Sharp communication
  • Basic writing and computer
  • Willingness to travel for extended periods of
  • Ability to work long and irregular hours, including some nights, weekends, and
  • The ability to work with people from diverse
  • Willingness to conduct house visits and work site
  • Ability to manage your time independently and carry out work plans with minimal
  • Ability to motivate and activate
  • Possession of sharp problem-solving
  • Possession of basic map navigation skills a
  • Must possess a valid U.S. driver’s license, auto insurance, and an automobile for business
  • Women and people of color are highly encouraged to
Our Culture & Position Information

Healthcare workers are a predominantly female workforce, and SEIU Healthcare members are committed to building respect and equity for our critical work that has been unseen or undervalued at times.

SEIU is the nation’s largest union of immigrant workers and SEIU Healthcare members have consistently supported and led our communities’ social justice initiatives including; racial justice, immigration reform, and affordable health care for all.

We value experience and also foster an environment where organizers have the opportunity to grow through mentorship, development programs, and on-the-ground training.

SEIU HCMI is committed to equal opportunity and encourages applicants of all ages, races, sexual orientations, genders, national origins, ethnicities, religions, and veteran status. We encourage people from diverse backgrounds and experiences related to our core organizational values and objectives to apply.

Benefits: SEIU staff enjoys top-notch benefits including comprehensive health benefits, major medical, dental, and vision for employees and eligible dependents, competitive salaries, generous holiday policies, and a pension plan.

To Apply:

Interested applicants should send a cover letter, and résumé to the Hiring Committee at: info@seiuhealthcaremi.org.

$25 Million Grant Will Support Nursing Home Workforce Stability

Lansing, MI – The Healthcare Career Advancement Program (H-CAP) has been awarded a $25 million grant from the state of Michigan to address critical staffing shortages in nursing homes across the state. The grant will fund a labor-management collaboration- including employers and workers-that is committed to the development of sustainable long-term solutions to recruit, train and retain staff and to build a stable, high-quality workforce for nursing homes. 

The nursing home industry faces an ongoing challenge in attracting and keeping qualified direct care staff. High turnover and vacancy rates were problematic before the COVID-19 pandemic and have created unsafe conditions for residents and staff. Without long-term investments to address staffing challenges, the nursing home workforce will not return to pre-pandemic levels until 2027, the AHCA/NCAL has projected. This grant will tackle the staffing shortage by focusing on several key components including:

  • Worker retention and recruitment through improved access to key benefits
  • Programs to utilize experienced workers in recruitment and retention efforts
  • Development and implementation of worker centered training initiatives
  • Robust wrap around supports for success
  • Infrastructure and operational supports

“This grant from the state of Michigan will allow us to scale proven workforce development solutions to help many more nursing homes fill critical staffing needs,” said Danielle Copeland, Executive Director of H-CAP. “By providing a path for individuals to gain skills and advance their careers, we are building a pipeline of dedicated professionals who want to care for our most vulnerable populations over the long term. 

The $25 million grant will provide supports for nursing home employees in 66 MediLodge and Villa Healthcare facilities in the state from 2023-2024. H-CAP will work closely with nursing homes operators and the union to facilitate problem-solving and implementation of proposal strategies.

“This grant is a strategic investment in our workers and the patients that they serve every day,” said Dian Palmer, Trustee at SEIU Healthcare Michigan. “The staffing shortage is a challenge that can only be overcome if workers, employers, and our government agencies work together. We know that when workers are respected and paid competitively on the job, their residents receive high-quality healthcare. We are excited to get started and build solutions for our dedicated nursing home staff.” 

About H-CAP:

H-CAP is a national labor-management organization, with a network of over 1,000 participating employers and 550,000 workers with access to collectively bargained training benefits across 16 states and DC, that develops, implements, and operationalizes innovative workforce solutions for partners. H-CAP has years of experience successfully managing federal contracts, federal grants, and philanthropic grants and will act as centralized service provider.

Digital Communications Specialist

Description:

SEIU Healthcare Michigan (HCMI) is seeking a creative and versatile individual to add to its dynamic and energetic communications team. This individual will develop and manage Healthcare Michigan’s online presence through its website, social media channels, and online branding efforts. The Digital Communications Specialist will guide campaign work with a digital focus.

The preferred candidate should be well-versed in digital and social media strategies, able to create and execute digital content campaigns through social media platforms, email campaigns, mobile texting and Healthcare Michigan’s website. In addition to excellent writing, creative graphics, video, and storytelling skills, the individual is a critical thinker with the ability to promote campaigns, anticipate new opportunities and develop new digital communication methods and platforms.

KEY JOB RESPONSIBILITIES:
  • Plan, create a calendar, write, and edit social media and web content. 
  • Develop and manage paid advertising on Facebook, Google, and Twitter through effective targeting.
  • Generate website and social media traffic through effective digital techniques, while generating regular reports on engagement and growth activities in Healthcare Michigan’s online platforms and communities.
  • Write and edit digital and traditional member communication materials (i.e., event fliers, email and text message updates, newsletters, phone call scripts, postcards, videos, etc.).
  • Help develop and deliver consistent messages with a digital focus for various audiences, including current members, workers uniting to form a union, the general public, media, politicians, etc.
  • Draft press releases, media alerts and speaking points as needed.
  • Perform other duties as required to support the department.
  • Some travel is required.
JOB REQUIREMENTS:
  • A. or B.S. in Communications, Public Relations, English, Journalism, or related field.
  • 3-5 years of digital campaign work experience or a combination of education and experience
  • Exceptional writing skills as well as excellent verbal and interpersonal communication.
  • Two or more years in campaign communications, labor communications, community organizing, or other related experience.
  • Familiarity with digital platforms, including EveryAction, WordPress, mobile texting or similar. 
  • Ability to learn online content management systems and online communications tools to deliver blast emails, text messages, etc.
  • Experience with effective paid advertising on Facebook, Google, Twitter, and Instagram. 
  • Ability to understand and tailor messages to a specific audience. 
  • Proficiency in Adobe Creative Suite (Photoshop, InDesign), as well as all social media platforms and video editing programs.
  • Experience developing or helping to develop and implement creative communications strategies. 
  • Ability to handle multiple projects simultaneously and meet established deadlines. 
  • Demonstrated commitment to social and economic justice. 
  • Fluency in Spanish a plus
COMPENSATION & BENEFITS:
  • Competitive salary based on experience and phone allowance. 
  • Paid holidays and vacations, fully paid health benefits, and a defined benefit pension plan fully paid by the employer.
BACKGROUND:

HCMI is a dynamic statewide labor union with Detroit-based operations representing thousands of nursing home, home care, and hospital workers throughout Michigan. HCMI members are active and dedicated, fighting to raise standards for healthcare workers across the state and ensure access to quality, affordable healthcare for all Michiganders.

HCMI is part of the two-million-member Service Employees International Union (SEIU). With members throughout the US, Canada, and Puerto Rico, we are a diverse workers’ movement that believes in all workers should be valued and all people respected; no matter where we come from or what color we are; that all families and communities should thrive; and that we should leave a better and more equitable world for generations to come.

TO APPLY:

Interested applicants should send a cover letter, resume and 3 samples of your digital communications work to the Hiring Committee at info@seiuhealthcaremi.org.

HCMI is committed to equal opportunity, and encourages applicants of all ages, races, sexual orientations, genders, national origins, ethnicities, religions, and veteran status. We encourage people from diverse backgrounds and experiences related to our core organizational values and objectives to apply.

Data Entry Clerk

The Data Entry Clerk provides Data Entry and administrative services in support of SEIU HCMI, membership and staff to accomplish the organizational goals.

Duties and Responsibilities: Any one position may not include all of the specific duties and responsibilities listed. Examples provide a general summary of the work required and should not be treated as a total and complete list of expected duties to be performed by employees in the classification.

  1. Provide data entry support to the assigned departments by creating and or maintaining various data systems for tracking and monitoring compliance with department and Union programs such as membership campaigns, petition drives, and membership mobilization
  2. Establish and maintain hard copy and/or electronic filing system
  3. Work on special projects as assigned by immediate supervisor
  4. Create spreadsheets, update and maintain UnionWare databases which include entering and tracking membership cards, entering Dues Rosters, activities reporting, organizing lists (stewards and leadership lists, grievance lists, and may include employer lists)
  5. Assist in the implementation and coordination of other local wide events
  6. Interact courteously and tactfully with managers, co-workers, members, vendors or associates
  7. Perform other duties as required to support the department and mission of the organization
Required Skills, Abilities and Experience:
  • Ability to use computer programs, including, but not limited to, Word, Excel, Power Point, UnionWare and Outlook
  • Demonstrated ability to type 45 wpm
  • Proficiency using the Internet as a research tool
  • Ability to communicate and relate respectfully with a diverse membership and staff
  • Commitment to provide accurate, efficient and friendly service to staff and members
  • Ability to multi-task
  • Must work well under pressure
  • Able to prioritize and complete workload
  • Excellent punctuality and attendance

Physical Requirements: Sitting at a computer workstation for extended periods (up to four hours at a time) typing. Employees must recognize that working in the labor movement is tough, demanding work, which sometimes requires working long or irregular hours. Some limited travel may be required.

EEO Statement:

We are an equal opportunity employer that prohibits discrimination, harassment and harmful behavior of any kind based on race, color, sex, religion, sexual orientation, national origin, gender identity, disability, genetic information, pregnancy, or other protected characteristics as outlined in federal, state, or local laws. All qualified applicants are encouraged to apply, including minorities, veterans, and people with disabilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, and transfer, leaves of absence, compensation, and training.

Job Type: Full-time

Salary: Commensurate with experience

Benefits:
  • Dental insurance
  • Health insurance
  • Life insurance
  • Parental leave 

Work Location: In person

TO APPLY: Interested applicants should send a cover letter and resume to the Hiring Committee at info@seiuhealthcaremi.org.

Internal Organizer, Detroit, Michigan

JOB SUMMARY:

The Internal Organizer, under the leadership of a director or equivalent supervisor, implements strategy and plans for worksite leaders to respond positively and proactively to today’s challenges and opportunities in the workplace and is accountable for specific implementation of assignments.

RESPONSIBILITIES:

All duties listed are required but not limited to and may or may not be continuously performed or ongoing at any specific time.

  • The Internal Organizer, under the leadership of a director or equivalent supervisor, implements strategy and plans for worksite leaders to respond positively and proactively to today’s challenges and opportunities in the workplace and is accountable for specific implementation of assignments
  • Applies plans for internal organizing represented worksites and support for organizing nonunion workers when necessary
  • Develops issues and demands for worksite campaigns with a team under supervision
  • Participates, individually and as a team with other staff, under direction, to set goals, create plans to meet those goals and ensure accountability to those plans
  • Engages Executive Board members and worksite leaders in the application of the Local’s goals
  • Participates in Local-wide mobilization efforts, new member events, unit meetings, leadership conferences and other multi-team activities
  • Provides effective feedback that assists the further development of Local strategy and implementation
  • Maintains complete, accurate and well-organized files and official records for inclusion in the membership database, master file, grievance and collective bargaining files
  • Provides Member Resource Center staff with updates of events and information that members and worksite leaders need
  • Other duties as assigned and directed
MINIMUM QUALIFICATIONS:
  • 1 year or more of advocacy and/or organizing work
  • Current valid driver’s license, working automobile and valid auto insurance, cell phone
  • Ability and willingness to work long and irregular hours in the field and office setting
  • Personal commitment to the mission and goals of SEIU Healthcare Michigan
  • Excellent oral and written communication skills
PREFERRED QUALIFICATIONS:
  • 1 year or more Union representation experience
  • 1 year or more Union negotiations experience
  • Proficient with Microsoft Excel and Word
  • Experience identifying, recruiting and developing worksite leaders
COMPENSATION AND BENEFITS:

Salary for the position is $52,000 annually, and the position comes with substantial benefits, including an $8,700 annual combined car/phone allowance, paid holidays and vacations, fully paid health benefits, and a defined benefit pension plan fully paid by the employer.

BACKGROUND:

SEIU Healthcare Michigan (HCMI) is a dynamic statewide labor union with Detroit-based operations representing thousands of nursing home, home care, and hospital workers throughout Michigan. HCMI members are active and dedicated, fighting to raise standards for healthcare workers across the state and ensure access to quality, affordable healthcare for all Michiganders.

HCMI is part of the two-million-member Service Employees International Union (SEIU). With members throughout the US, Canada, and Puerto Rico, we are a diverse workers’ movement that believes in all workers should be valued and all people respected; no matter where we come from or what color we are; that all families and communities should thrive; and that we should leave a better and more equitable world for generations to come.

TO APPLY:

Interested applicants should send a cover letter and resume to the Hiring Committee at info@seiuhealthcaremi.org.

HCMI is committed to equal opportunity, and encourages applicants of all ages, races, sexual orientations, genders, national origins, ethnicities, religions, and veteran status. We encourage people from diverse backgrounds and experiences related to our core organizational values and objectives to apply.

SKLD Bloomfield Hills Workers Win First Contract

SKLD Bloomfield Hills workers who went on strike in July 2022 have won their first contract. Workers won their union election in the fall and have now negotiated a contract that will raise starting wages to competitive market rates, including LPNs up to $33/hour, CNAs up to $26.65/hr, Cooks, Maintenance, and Assistants to $23/hour, and other positions to $21/hr.

Workers added MLK day as an additional holiday and part-time employees who work 20 or more hours per week will now earn PTO on a prorated basis.

Cherry Hill Workers Win Union Voice

Cherry Hill Nursing Home Workers Win Union Voice

Cherry Hill nursing home workers are celebrating their new union and the ability to bargain their wages, benefits, and working conditions. Workers won the election last month after a tough campaign in which management used union-busting tactics to try to deter workers from supporting the Union.

“We need a union so that we can have a voice on what’s happening on the job, fair treatment, job security, and competitive wages. Only last year did dietary and housekeeping workers start receiving $12/hour on the job. We also want Cherry Hill to provide enough supplies to support resident care. We chose SEIU because they know what healthcare workers need and what to negotiate in a nursing home contract,” said Mary Lewis, a housekeeping worker at Cherry Hill.

Workers are completing bargaining surveys and will begin negotiating a contract in the upcoming months.

“What the union difference means to me is teamwork, fairness, unity, and growth. We need structure and a shoulder to lean on. We are working hard to improve working conditions and reduce short-staffing at our facility,” said Sherenea Theus, a LPN at Cherry Hill.

Nursing Home Contract Victories from July

Ciena Workers Win New Contracts at Four More Nursing Homes

Over 100 Ciena workers at Omni, Waterford, Freemont, and Regency Heights won new contracts thanks to strong union membership. All new Ciena contracts include expanded Union rights moving past the ‘open shop’ provisions in which workers could opt out of membership and paying dues but receive the same benefits and representation as Union members; improved visitation for Union reps; new employee Union orientation; and more regular access to information to improve representation.

For CNAs and restorative CNAs: rewarding years of certification experience will help ease turnover and improve recruitment. They will start at $17.50/hr and can earn up to $22.00/hr starting rates based on 10 years of continual certification. Cooks will start at $16.00/hr + Activities Aides, Dietary Aides, Housekeeping Aides, Laundry Aides, and Receptionists will now earn $15.00/hr starting.

“Bargaining for this contract was an impactful experience because we feel that Ciena is now understanding what workers are going through. We used this opportunity to bring our concerns to the table, especially the need to raise wages in order to retain workers. The workers who organized and sent strike notices before us paved the way for this victory,” said Charles Sloan, CNA at Omni Continuing Care.

Chelsea Contract Raises Wages and Increases Benefits

Chelsea workers were excited to ratify a contract that increases wages, adds benefits, and improves workplace conditions. Workers won Martin Luther King Day as a holiday, an additional holiday on their birthday, and added to their PTO. Workers also reformed the attendance policy to be less punitive and more supportive of the lives of workers.

Nexcare Lakepointe Workers Win Contract with Higher Wages and Union Protections

Workers are celebrating a victory at Lakepointe where over 75% of workers will receive an increase of 18.8% or better over the three-year contract. The contract includes expanded Union rights moving past the ‘open shop’ provisions in which workers could opt out of membership and paying dues but receive the same benefits and representation as Union members, gives organizers access to new employee orientations, improves preceptor pay and overtime/holiday pay, and makes dental and vision insurance more affordable.

“We are very happy about our contract which includes wage increases, bonuses for picking up shifts, and shift differentials. The Union difference is that it protects us and gives us a voice on the job,” said Georgina Saburo, CNA at Lakepointe for over 22 years.

Lodge at Taylor Workers Reach Milestone Tentative Agreement

Workers have reached a tentative agreement with Lodge at Taylor that will create contract language that will serve as a framework for all future Medilodge negotiations.