Victory Reports

Recent victories relate to members enforcing contract language, protecting benefits during negotiations, securing back-pay, labor rights, successful grievances, standing united for fair wages, and more.

Members also often stand together on behalf of the greater community and fellow co-workers. If you have a victory, email it via this link so it can be shared on this page. These victories and others show why union membership is so important.

Riverview Health Care Members Stand United to Negotiate Contract Agreement

Members with Riverview Health Care, a nursing home in Oak Harbor, have been working tirelessly to provide quality care for residents on the frontlines of the COVID19 pandemic. Members with this facility of all backgrounds recently stood together to bargain their next Union contract agreement.

The members at Riverview Health Care successfully negotiated the following terms and improvements:

1. Wage Increases. A $0.50 raise in the 1st year, in addition to a 3% wage increase. In the 2nd and 3rd years, members will receive wage increases of 2.5%.
2. Night Shift Differential. For workers who are on the night shift, the shift differential increased from $1 an hour to $3 an hour.
3. Perfect Attendance Bonus. Workers will now receive $200 for perfect attendance every three months. Bereavement leave and jury duty will no longer count against attendance.
4. Weekend Makeups. After missing work, members may be placed on the schedule their shift, in addition to a Saturday or Sunday for hours missed. 
5. Bereavement Leave. Leave will now be granted in relation to aunts and uncles.
6. Staffing. Pre-mandation hours will now be capped at 20 hours and FT/PT can pass 8 hours to others.

Workers with Riverview Health Care are doing everything possible to provide the highest possible quality care and there have not been any cases of COVID19 at the facility to date. Members successfully stood together in negotiations to bargain a fair and equitable agreement that will help ensure staff retention and quality care.


Victory Report – Union Member at Cabell Huntington Hospital Reinstated

A member with Cabell Huntington Hospital was recently terminated after 21 years with the hospital. The member was a highly dedicated employee and believed that they had acted in good faith to help a patient amid the COVID19 pandemic. 

The member had used a phone to connect a patient with a relative via video. The staff member was asked to do this by the patient as they were unable to visit with family in person due to the pandemic. The hospital maintained that protocol had been breached. 

The member contacted their Member Resource Center and worked with Union member leaders at the hospital. While non-Union positions are “at-will,” having a collective bargaining agreement means that an employer must prove that they had “just cause” in order to issue such a termination. 

An arbitrator issued a ruling and the dismissal was overturned. The arbitrator converted the dismissal to a 60-day suspension. The member has been re-instated with full backpay outside of the short-term suspension period.  

From collective bargaining to standing with co-workers and representation, to have a Union is to have a powerful voice. Together, we are Union strong. 

Solidarity Newsletter — September 2020

Solidarity Newsletter ● Dedicated Hospital Member Secures Severance Package. A member who had worked for fifty years at a hospital  in Northeast Ohio was not offered a severance package after his job was eliminated. The member and Union worked together and secured a severance package that included healthcare coverage, a Health Reimbursement Account (HRA) of $4,800 which can be used until it is exhausted, and a payout of vacation time.

● ResCare Member in West Virginia Granted Pay After Administrative Leave. After being placed on administrative leave, a member with ResCare in West Virginia worked with the Member Resource Center to file a grievance. Through this process, the member was awarded over $1,000 in back pay.

● ResCare Member Successfully Reinstated After Wrongful Termination. A member with ResCare in Lake County, Ohio, with 30 years of service, was improperly terminated while on family medical leave under the Family and Medical Leave Act. Through the grievance process, the member worked with the Union and the termination was overturned.

● Hospital Member Receives Extra Pay After Being Denied Hours. A member who works at a hospital in Trumbull County, Ohio, was not contacted about hours that were available. This was a contract violation and the member worked with the Member Resource Center. Through the grievance process, the member was granted pay for all hours that were assigned to other staff in violation of the contract and over $350 in a payment.

● Members At a Nursing Home Speak Out for Safe Staffing. Members at a Toledo area nursing home recently held a candlelight vigil to speak out for quality care and safe staffing. Members at the facility are often mandated and the long-hours raise safety concerns. Together, members from this nursing home are continuing to speak out and stand together so that they can reach an agreement with management on mandation.

SEIU District 1199 Member Benefits
Membership with SEIU District 1199 includes membership with three member benefit programs. Those programs include Union Plus, SEIU Member Benefits, and the SEIU District 1199 WV/KY/OH membership card. Members and eligible family members can now take classes with Eastern Gateway Community College at no-cost online. In 2019, Union Plus announced a new program with Central State University in Dayton. If you are not a member, you can sign a membership card online. 

Member Resource Center Update
The Member Resource Center provides assistance each day to a substantial number of members across West Virginia, Ohio, and Kentucky. Whether you need a copy of your contract, assistance contacting Union staff, or advice on how to file a grievance, representatives with the Member Resource Center are standing by to assist members each Monday through Friday. “Your Member Resource Center Has Your Back!”

Solidarity Newsletter – August 2020

Solidarity News August 2020 ● Member With Youngstown Nursing Home Wins Settlement. A member who worked for a nursing home for over 12 years was terminated. The member contacted the Union, which maintained that this was entirely unreasonable given that the member had only one active disciplinary issue and that this new infraction was common in the workplace. Through the grievance process and working with the Union, the member was able to secure a settlement of $1,000, an agreement by the employer not to contest their application for unemployment compensation, and a neutral reference.

● Bellefaire JCB Members Stand Together For Safety. Members with Bellefaire JCB, a service provider in Cleveland, have been standing together as Union members and co-workers to ensure workplace safety in relation to the current pandemic. Through their Union, these members negotiated a settlement under which Bellefaire JCB will make several important safety improvements, such as re-configuring workspaces.  

● Nurse at Northeast Ohio Hospital Secures Back Pay. An RN worked weekends as a PRN but contacted the Union after realizing that she was not being paid the $5.50 an hour premium pay that was negotiated by members in their contract. The employer agreed to pay her $1,000 for the hours she had worked without full compensation. Additionally, the employer agreed to ensure that all similarly situated PRN nurses would be compensated.

● ResCare Member in West Virginia Returns to Work. A member in West Virginia with a group home in Greenbrier County filed a grievance and as a result, an unjust dismissal was overturned. The member then returned to their same workplace, shift, and pay rate. The member was also issued back pay covering three weeks of work that were missed due to the dismissal.

● Southern Ohio Hospital Member Maintains Proper Status After Filing Grievance. A member had applied for a PRN position but was denied. The member had further inquired about working PRN but was told that no positions were available. Suddenly, many months later, the member was told that they were being moved to PRN status but the member no longer wanted or had an application active for such status. Working with the Union, the member was able to maintain their full-time job status.

Contract Agreement With Appalachian Regional Healthcare Approved Overwhelmingly by Union Hospital Workers at Highlands ARH Regional Medical Center

For Immediate Release: Friday, July 3rd, 2020.
Press Contact: Joyce Gibson,, 877-419-7348.

Prestonsburg, Kentucky – Today, a new contract was approved overwhelming by members with SEIU District 1199 who work at Highlands ARH Regional Medical Center. Workers with the hospital would like to thank the public for their support and look forward to working with all parties to provide the best possible health care services on behalf of the pubic.

Oak Pavilion Members Stand Together for Good Union Jobs in New Contract

Members with Oak Pavilion have worked heroically in the current pandemic to provide quality care for residents under difficult circumstances. In recent contract negotiations, members with this facility stood together – black, white, brown, and Asian – to negotiate a new collective bargaining agreement.  

The new contract includes the following terms:

Wages. The new contract includes 2.5% wage increases for each of the next three years. Members also negotiated a new $0.50 shift differential for laundry workers, housekeeping, dietary staff, and activity aides.

Discrimination. Members were able to add non-discrimination language in areas that include sexual orientation and gender identity.

Sick Time. Members negotiated improved language in the area of sick leave, including the provision of additional time.

Bulletin Board. One priority for members was the proper placement of the Union bulletin board. The bulletin board will be moved back next to the time clock.

Representation. Union orientation time has been increased to one hour. Additionally, new language will assist with keeping the chapter strong and the provision of representation through the Member Resource Center.

Members of this facility will continue to stand together for safety and quality care as co-workers and union members.

Signature of Galion Members Negotiate New Contract With Improved Wages and Workplace Protections

Members with Signature of Galion recently stood together across all differences to negotiate a strong new contract agreement with no concessions. Members with this facility work as a team every day to provide the best possible care. Improvements were made in areas such as wages, workplace protections, and mandation.

The new contract includes the following terms

Wages. The contract includes automatic annual wage increases for each of the next three years. Start rate increases will immediately lift wages for some workers. A new experience scale will also raise wages after taking into account experience.

Discrimination. New expanded discrimination language will protect workers in the area of sexual orientation.

Perfect Attendance Bonus. A bonus for perfect attendance will now include $125 for full time workers and $60 for part time workers.

Mandation. Language in this area has improved and workers will also not be subject to mandation if they had perfect attendance in the prior pay period.

Uniform Reimbursement. Members can now use their uniform reimbursement dollars anywhere within certain parameters, instead of with the employers vendor.

Representation. The contract includes new language that will enable the provision of enhanced representation through the Member Resource Center.

As union members, these nursing home workers were able to speak out for the changes they needed for themselves and their families. We are stronger together.

Morrison Community Living Members Stand in Unity to Negotiate New Contract

Members with Morrison Community Living at Judson recently stood together to bargain a new contract agreement. As Union members from different backgrounds, the bargaining committee spoke out and came together in unity for improved wages and working conditions.

The new contract includes the following new terms:

• Social Justice. Against the national backdrop of everyday people speaking out about inequity, members negotiated having Juneteenth, a day which marks the end of slavery, as a paid holiday.
• Religious Observance. Members negotiated the ability to have alternative days for religious observances, in place of listed holidays.
• Wages. Members negotiated a 11% wage increase over the three year agreement, which will improve wages for all bargaining unit employees. Shift differentials were also increased.
• Longevity. Many members with this chapter have worked at Judson facilities for a significant period of time. The bargaining committee negotiated increased longevity bonuses on anniversary milestones (10th, 15th, 20th, and 25th anniversaries). Additionally, new anniversary milestone have been added (5th, 30th, and 40th year anniversaries).
• PTO Cashout. Members were able to increase the amount of PTO time that can be cashed out under certain timelines and circumstances.
• Perfect Attendance Bonus. Members who have perfect attendance will now receive $200 semi-annually, instead of $100, which was in place previously. 
• Attendance. Attendance and work performance issues will now be evaluated on two separate tracks. Additionally, physician’s notes will be accepted in regards to attendance without points. Language was also further improved in this area with new language and an additional step. 
• Bereavement. Three immediate types of family members were added in the area of paid bereavement leave. Two additional days were also added when bereavement requires travel over 100 miles.
• Representation. Contract language was improved in areas that include union recognition, representation, the Member Resource Center, and seniority.

Members with Morrison Community Living work together as a team to provide quality services on behalf of Judson residents. Together, we rise.

Lorain Public Library Members Negotiate New Contract That Ensures Quality Services

Members with the Lorain Public Library System recently bargained a new contract that will ensure the quality provision of services for the duration of the agreement.
Members from many backgrounds stood together for this new contract and they are deeply committed to their work. Like other public library members of the Union, they do this work because of the important role that libraries have in our communities.

Negotiations were open to all members, with many wearing buttons – sessions were later held online. When negotiations started before the pandemic, one bargaining session lasted until 1AM in the morning.

The new contract includes the following improvements

Wage Increases. The contract includes wages increases that total 8% over three years. These wage increases recognize the work of the dedicated staff despite concerns about the Public Library Fund.  
• Minimum Staffing Language. The contract sets a minimum level of staffing. This was important to the bargaining committee and will ensure safety for the public and chapter members.
• Improved Bereavement Leave. Language was improved in this area.
• New Advancement Opportunity. A new job title was created that will increase pay for many members with the library system.  
• Active Shooter Training. This training will now be offered to bargaining unit members but will not be mandatory.
• Annual Fire and Tornado Drills. Such drills will help ensure that library staff have the knowledge and ability to assist the public, if needed.  

Many chapter members have decades of experience but they were also joined for bargaining by rising chapter members who are new to the library system. Members with the Lorain Public Library System are united by their understanding of the importance of library services.

Solidarity News – May 2020

Solidarity NewsMember News and Grievance Victories
● Southern Ohio Hospital Member Granted Significant Settlement. A member was a part of a job training program to become an OB Scrub Tech when management decided to cancel the program. The member contacted the Union because she was employed as a trainee when the decision was made. The Union and member were able to secure a $5,000 settlement as compensation.

ResCare Member in Cabell County Receives Important Work Documents. A member with ResCare in West Virginia had been trying to get important work documents from management for weeks and had not been successful. The documents were needed for an application related to one of his family members. The member contacted the Union and by the end of the day, the Union was able to get a meeting time established with ResCare to receive the needed documents.

Bellefaire JCB Members Stand Together For Safety. Members with Bellefaire JCB, a service provider in Cleveland, have been standing together as Union members and co-workers to ensure workplace safety in relation to the current pandemic. Through their Union, these members are speaking out and raising critical health and safety issues. 

● ResCare Member Issued $2,000 in Back Pay.
A member with ResCare moved to a different worksite but her pay was not updated. The member did not receive a $0.30 increase that she was owed and even after her rate was increased, she was not issued a payment for the back wages that were due under the terms of the contract. Working with the Union, the member has now received the retroactive pay that she had earned, which totaled approximately $2,000.

● Consumer Support Services of Trumbull County Members Unite for Better Working Conditions.
Several group home members with CSS Trumbull recently gathered signatures and wrote a letter to management to address unfair treatment in the workplace and issues with client care. As a result of their collective efforts, their manager was removed.  

Member Resource Center Update
The Member Resource Center provides assistance each day to a substantial number of members across West Virginia, Ohio, and Kentucky. Whether you need a copy of your contract, assistance contacting Union staff, or advice on how to file a grievance, representatives with the Member Resource Center are standing by to assist members each Monday through Friday. “Your Member Resource Center Has Your Back!”

Hamlet Village Members Stand Together for Contract With Stronger Wages and Benefits

Members with Hamlet Village – black, white and brown – stand united for good jobs and quality care. Members with this senior living provider, which is located in Chagrin Falls, Ohio, recently stood together for a new contract and were able to make many improvements.

Beneficial terms of this recently negotiated contract include: 

• Wage Increases. Across-the-board wage increases for the next three years.
• Bonuses. A longevity bonus and a bonus upon ratification.
• Improved Delegate Language. Members with this facility will now have 3 delegates, in addition to their e-board member.  
• Vacation Roll-Over. Members can now roll-over 40 hours of vacation time, which will make a substantial difference.
• Bereavement Leave. Improvements in the area of bereavement leave. 
• Representation. The new contract includes language relating to the Member Resource Center, which will help the MRC provide enhanced representation.
• Delegate Training. The contract ensures 6 paid delegate training days per year.

Members worked as a team to bargain this contract, just as they do each day to provide the best possible care. These new terms provide for significant improvements that will last through the current crisis and beyond.

Cleveland Clinic Lutheran Members Stand United to Win Significant Wage Increases

OneClevelandLogoMembers with Cleveland Clinic Lutheran Hospital recently stood together, across all differences, to negotiate a new contract. This new contract improves wages and working condition for all bargaining unit members. The contract was only possible because the bargaining committee stood united as fellow co-workers and Union members.

The contract includes the following wage increases and terms:

1. Retroactive Ratification Bonus. All members who were earning below $15 an hour will receive a bonus of $500. This payment is being issued for the 80+ caregivers who did not receive an increase to $15 an hour.
2. Living Wage Increase. All bargaining unit members who are currently below $15 an hour are being brought up to that amount, under the new Union contract. This impacts 80+ caregivers who were making less than $15 an hour.
3. Market Rate Wage Increases. Workers in several job classifications will receive a significant wage increase. These increases will apply to members who work as maintenance mechanics, electricians, painters, power plant mechanics, central supply room technicians, and nursing department assistance III’s.
4. Annual Wage Increases. A 2% wage increase each year for three years. 
5. Longevity Bonus. This one-time bonus applies to those “stepped out” at progression steps 6 and 7. In total, 70+ employees are receiving this bonus.
6. Shift Differential. Workers negotiated an additional $1.00 an hour increase for second and third shift work.
7. Longevity Increase. Workers with 15 years or more of service will receive an additional $0.25 an hour.
8. Disciplinary Language. The member bargaining committee negotiated a new 10-day required timeline for the hospital to administer discipline. This is very significant as without such a timeline, members had sometimes received notice many months later.
9. Representation. The contract includes language that will help enable the Member Resource Center to further provide representation. 

Through these negotiations, members were able to speak out about their need for improved wages and working conditions. Sometimes things get tough but they pulled together for themselves, their co-workers, and their families.

Members With Beachwood Nursing Homes Work Heroically and Approve Hazard Pay

Members with Beachwood Pointe and Menorah Park, which are both long-term care facilities in Beachwood, Ohio, recently approved significant hazard pay wage increases. Members from all backgrounds and walks of life, with these facilities and others, are working heroically on the front lines of the COVID19 crisis. 

Under the agreement with Beachwood Pointe, housekeepers, laundry aides, dietary personnel, and cooks, will receive an extra $5.00 per hour worked through a temporary hazard pay wage increase. STNA’s, environmental aides, CNA’s, and activities assistants, will receive an extra $7.00 per hour pay differential. All previously negotiated rates of pay and shift differentials will continue along with the new pay differential.

At Menorah Park, nursing assistants will earn an extra $5 per hour and housekeeping, maintenance, and dietary staff, will receive a $2.50 per hour bonus for working scheduled shifts. The agreement with Menorah Park will be reviewed each pay period.

Members with SEIU District 1199 continue to speak out for personal protective equipment for health care workers and paid leave for all, in addition to other important worker protections. We are stronger together. 

Members With Opportunity Homes Approve Hazard Pay and Bonus Fund

Members with Opportunity Homes have approved hazard pay and a bonus fund. These members and others with SEIU District 1199 are heroically working on the front lines of the COVID19 pandemic.

Members with Opportunity Homes will receive a $0.50 per hour bonus during the current pay period. Workers will also have $1.10 per hour that will be placed in an emergency bonus fund which will be paid out to employees who stay until after the current emergency status is lifted or on June 1st, whichever date is sooner. Workers who are caring for individuals who have contracted COVID19, will receive time and a half pay, in addition to the bonuses noted above. Other protections have also been put in place regarding these bonuses for workers on maternity leave and for workers who must use sick leave.

Members of SEIU District 1199 continue to stand united – black, white, and brown, across West Virginia, Kentucky, and Ohio. Members are calling for paid leave for all workers, hazard pay, access to personal protective equipment, and action by employers, industries, and lawmakers, to protect all workers.

Members at Gateways to Better Living Negotiate & Approve Hazard Pay

Last week, members with Gateways to Better Living worked together to negotiate and approve hazard pay. SEIU District 1199 members are heroically working on the front lines of the COVID19 pandemic at Gateways to Better Living and with many other employers.

Workers with Gateways to Better Living provide critical direct support services to individuals with developmental disabilities at group homes across Mahoning County and Trumbull County. Management offered $1 per hour in hazard pay, which was increased to $1.50 an hour after Union related discussions.

Members of SEIU District 1199 continue to stand together to call for access to personal protective equipment and policies such as paid sick leave for all workers. Gateways to Better Living is one of many chapters where members have secured hazard pay during this crisis. 

Together, We Are Union Strong

Union members are standing together in this time of crisis. Members of SEIU District 1199 and workers across our country will beat COVID-19, just as we did with epidemics of the past. From staffing issues to paid leave and safety, standing together is more critical than ever.

Update for Members on COVID-19

SEIU District 1199 is proud to represent health care workers and others who work on behalf of the public. Members of the Union stand with their co-workers every day for fair wages and benefits, in addition to speaking out on behalf of the public in regards to issues such as safety.

We know that many members are concerned about COVID-19, which is a new risk for workers, the public, and our families. While we don’t yet know the impact of COVID-19, it is important to be prepared. I want you to know that we are ready to stand with you.

At the national level, SEIU is fighting for expanded unemployment insurance and paid sick leave for workers who are unable to work due to exposure and/or illness related to COVID-19. It is also imperative that workers have the proper training and equipment, if needed, to stay safe while providing vital services.

Your Member Resource Center is open Monday through Friday. If you face issues on the job related to COVID-19, please know that we will be working overtime and are here to stand with you. The Member Resource Center can be reached by calling 877-419-7348.

In Solidarity,

Becky Williams – President
SEIU District 1199 WV/KY/OH

New Contract Negotiated by Members With Public Library of Youngstown and Mahoning County Ensures Good Union Jobs

Youngsotown Negotiations
Over the weekend, members with the Public Librarians Association of Youngstown at the Public Library of Youngstown and Mahoning County ratified a new contract with no concessions and several improvements. This new agreement shows that negotiations conducted in good faith can benefit all parties. This contract is also meaningful for the community, as it comes at a time when Youngstown and the greater area need good union jobs.

Workers negotiated a new 5-year contract with the following terms:

Wage Increases. There will be a 2.5% increase in each year of the agreement.
Wage Scale and Longevity. Members will receive a 2% base rate increase in 2021 and 2023. There will also be a 3% increase for those at the top of the wage scale. The contract includes an annual off-scale bonus of $600 for full-time bargaining unit members and $400 for those who are part-time.
Sick Time. The new contract includes an increase in sick time accrual.
Ratification Bonus. Full-time members will receive $1,500 and part-time members will receive a $900 ratification bonus.
Paid Union Orientation. Union orientation will help member leaders keep the chapter strong.
Member Resource Center. New language will assist with the provision of enhanced representation through the Member Resource Center.

Members negotiated this contract together and the terms reached will benefit the entire bargaining unit over the length of the agreement. We are stronger together.

Members With The Avenue of Warrensville Stand Together to Ratify New Agreement

Last week, members with The Avenue of Warrensville ratified a new contract agreement. Members with this facility stood together and worked to negotiate a fair contract that will bring improvements for the entire bargaining unit.

The contract includes the following new terms:

• Wage Increases. Effective immediately, new start rates have been put in place that give credit for years of experience (up to 10 years), in addition to a  baseline percentage increase. Workers in all classifications will also receive wage increases in each year of the 5-year agreement.

• Affordable Health Insurance. The contract includes access to affordable insurance with an extended 30-day enrollment period.

• New Member Orientation. New language will give member leaders additional time to orient new members during paid time. Additionally, new language will require the employer to provide a new member orientation packet in the orientation program for new staff. This will help member leaders keep the chapter strong.

• Non-Discrimination. The new contract includes improved non-discrimination language that will protect members of the bargaining unit.

• Representation. New language clarifies the grievance procedure and related timelines. Additionally, new language will further enable enhanced representation through the Member Resource Center. 

This new contract was the result of diligent negotiations by member and chapter leaders and it includes no concessions. We are stronger together.

Courtland Acres Members Negotiate New Contract With Improved Wages and Safety

Members with Cortland Acres, a long-term care facility in Thomas, West Virginia, work every day to provide the best possible care. They recently stood strong together to negotiate a new contract, which will make a real difference for those who work at the facility and their families.

• Starting Wages – These wages will increase by $1 in the first year for the entire bargaining unit. Starting wages will increase $1 in the second year and third years for Certified Nursing Assistants. On March 1, 2022, the starting wage for CNA’s will reach $14 an hour. All workers who are below these new rates will be brought up to the new starting rate as wages increase.
• Wage Increases – In addition to the new start rates, wages will increase by $0.75 in the first year, $0.75 in the second year, and $0.75 in the third year.
• Mandation – This contract contains updated mandation language, which will help members of the bargaining unit and improve safety.
• Shift Differential – Workers will now earn $0.25 an hour extra for work between 7am on Friday and 7am on Monday.

This new contract included no concessions. We are stronger together.