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.

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.

Members at Heritage Center Stand Together to Bargain New Contract Agreement

Heritage Center
Members with Heritage Center in Huntington voted last week to unanimously ratify a new contract. No matter where we come from or what our background, we work hard for our families. Members worked together to bargain this contract which will lift wages and strengthen the chapter, representation, and the ability of members to speak out for themselves, their co-workers, and residents.

• Wages. Under new and improved start rates, all workers will be brought up to the new starting wage. Thirty seven members with this facility will be getting a $1 to $1.50 an hour raise in the first year. In addition to the new rates, wages will increase $0.40 in the first year, $0.30 in the second year, and $0.35 in the third year.

• Member Resource Center. The contract includes language related to the Member Resource Center, which will help with providing enhanced representation. 

• Paid Union Orientation. The contract now includes 1 hour of paid union orientation, which will assist member leaders as they keep the chapter strong.

• Labor Management. Language was improved in this area which will further enable members to have a voice with management.

• Holiday Time-Off Requests. Members had some difficulty in this area and contract language has been improved as far as requesting time-off for holidays.

This new three year contract includes no concessions. We are stronger together.

Solidarity Newsletter – March 2020

Solidarity Newsletter March 2020

Member News and Grievance Victories
ResCare Member in Ohio Granted Retroactive Pay. A member with ResCare in Belmont County believed that their pay was not being calculated properly, as they were missing a wage increase and not receiving “PILOB,” an optional hourly add-on in lieu of benefits. The member contacted the Member Resource Center to file a grievance. Working with the Union, the member’s rate was updated and retroactive pay totaling over $1,500 was issued.

• Ohio Nursing Home Members Secure Breaks. At a recent meeting with management, members with a nursing home in the Youngstown area expressed concern that members of the bargaining unit were not able to take necessary breaks. Having a Union means having a voice and after raising this issue as a group, management agreed to implement new scheduling procedures.

• West Virginia ResCare Member Successfully Challenges Corrective Action Plan. A dedicated member with ResCare in Cabell County was issued a corrective action plan. The member believed that the plan was unfounded and joined together with the Union to file a grievance. As an outcome of the grievance, the corrective action plan was removed from the member’s employment file entirely.

• Cleveland Community School District Member Awarded Job Transfer. A member with CMSD wanted to transfer to a new school but believed the contract was not being followed in regards to transfers. Working together, the Union found that the contract was not being followed in this area. As a result and as mandated by the contract, the member was awarded the transfer.

• Ohio Nursing Home Member Returns to Preceptor Program. A member with a nursing home in Ohio was given a warning and removed from a training program, which was an important opportunity. The member believed the removal was unfounded and worked with the Union to file a grievance. In a successful outcome, the member has returned to the program.

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!”

Tri-C Members Unite to Negotiate Contract With Improved Wages, Benefits, and Terms


Cuyahoga Community College (FT) members recently stood together to negotiate a new contract agreement. Members with Tri-C work every day on behalf of the students of the college and their community. Nearly 70% of bargaining unit members participated in the ratification vote.

The contract includes the following terms:

• Wages. A wage increase for the first year will be retroactive back to January. Members negotiated annual wage increases. Additionally, the contract ensures higher milestone increases and a top of the scale increase. Members of the bargaining unit will all receive a $750 ratification bonus.

• Lactation Rooms. This was a significant issue for members of the bargaining unit and negotiating committee. Under the new contract, lactation rooms must be clean, private, and accessible.

• Compensatory Time. Members will able to choose between taking compensatory time or overtime.

• Representation. There will now be a 30 minute paid union orientation time. Additionally, the new contract includes language that will help provide enhanced representation through the Member Resource Center and other terms that will help member leaders keep the chapter strong.

Members with Tri-C (FT) worked diligently to negotiate this contract, which will make a difference for themselves, their families, and their community. We are stronger together.

Technical & Therapist Unit Workers With Cabell Huntington Hospital Vote to Form a Union

Technical Workers and Therapist Unit – CT Specialist Techs, Medical Lab Tech II’s, Nuclear Medicine Techs, X-Ray Techs, Radiation Therapists, Respiratory Therapists, and Ultrasound Techs With Cabell Huntington Hospital Vote to Form a Union and Join Together With Hospital Nurses, Maintenance, and Service Workers 

By a majority vote, technical workers at Cabell Huntington Hospital say YES to joining a Union.

HUNTINGTON, WV – Yesterday, over 150 technical workers voted to stand together and negotiate with Cabell Huntington Hospital after voting to organize their Union with the Service Employees International Union (SEIU) District 1199 WV/KY/OH. In late 2019, 1,000 registered nurses with Cabell Huntington Hospital voted to unionize in one of the biggest organizing victories since West Virginia became a “right-to-work” state. SEIU District 1199 has also represented 1,000 service and maintenance workers with the hospital for over 40 years.

“The workers of Cabell Huntington Hospital work hard every day to provide the best quality care to the patients and community they serve,” said Joyce Gibson, Regional Director with SEIU District 1199 WV/KY/OH. “It is important that these workers have the ability to hold hospital executives accountable, and negotiate a fair and equitable legally binding contract.”

These technical workers have worked side-by-side with SEIU members in every area of Cabell Huntington Hospital. Now, they will all have a stronger voice together. SEIU now represents over 2,000 workers at Cabell Huntington Hospital.

“These important technical workers will have a voice in wages, benefits, and working conditions,” Gibson continued. “Like the other unionized workers at Cabell Huntington Hospital, they know that by uniting together, they can stand up for our patients, our community, and our families.”

Contact | Joyce Gibson, SEIU District 1199 Regional Director | 304-654-0824 |

Solidarity Newsletter – February

Solidarity Newsletter 2.20.20
Member News and Grievance Victories
● Ohio ResCare Member Granted Mileage Reimbursement. A member with ResCare in Wood County, Ohio, was not reimbursed for mileage and expenses. Working with the Union, the member was issued a payment for $400 but was still not made whole. Standing together, the grievance has been resolved and an additional $150 payment was granted. 

● Discipline Against Mercy Allen Hospital Member Reduced. A member in Oberlin, Ohio, assisted another member with accessing workplace benefits. The member had worked for the hospital for 20 years and is a highly dedicated employee but had used a work computer to help a fellow co-worker outside of work time. The Union and member successfully argued that the discipline was unduly harsh and it was reduced to a “documented counseling,” which is not a formal form of discipline.

● Ohio Nursing Home Member Issued Settlement After Dispute. A member who worked for an Ohio nursing home was terminated after a disagreement. The member filed a grievance and reached a settlement that included being paid compensation for all unpaid PTO and sick time.

● Ohio Nurse Works With Union to Successfully Address Scheduling. A nurse with Mercy Regional Medical Center in Lorain, Ohio, works weekend shifts only. However, recently, the member was assigned to work on holidays that did not fall on the weekend. The Union advised that this was a contract violation and after this was raised with management, the scheduling issue was resolved.

● West Virginia Healthcare Member Secures Retroactive Pay. A ResCare member in Mineral County, West Virginia, was supposed to receive a wage increase in 2018 but the increase was not issued. The member had worked significant overtime and hours over the relevant period and worked with the Union to file a grievance after the employer recognized the wage increase but did not offer back pay. In a successful outcome, the member was issued $900 in retroactive pay. 

Big Sandy Health Care Members Reach Contract in Unanimous Vote

This week, members with Big Sandy Health Care in Prestonsburg, Kentucky, ratified a new no-concessions contract agreement. Members with Big Sandy Health Care work each day to provide critical health care services to the local area.

The three year no-concessions contract includes the following terms:

• Wages. Bargaining unit members will receive an $0.80 raise in the first year, a 4% raise in the second year, and a 4% raise in 2022. Start rates are also being increased by $0.40 in the first year, 4% in the second year, and 4% in the third year.
• Healthcare. Under this agreement, members will receive 100% employer paid healthcare coverage.
• Improved Contract Language. The contract includes language that will help the Member Resource Center provide enhanced representation to members of the bargaining unit.

Standing together in union, people from all walks of life are making a difference for their families and their communities. We are stronger together.

Burlington House Members Stand Together to Negotiate New Contract With Improved Wages and Staffing

This week, members with Burlington House Rehabilitation and Alzheimer’s Center, a long-term care facility in Cincinnati, joined together in union to ratify a new 5 year contract agreement. No matter where we come from, we work hard for our families. Members with Burlington House took action together to reach this agreement, which will lift wages and help ensure quality care.

The contract provides for a number of improvements that range from staffing and safety to wages. This no-concessions contract includes the following terms:

• Paid Time Off (PTO). A new PTO scale recognizes the number of years that dedicated members have worked at the facility. With the new scale, most members will receive 2-4 additional PTO days each year.
• Annual Wage Increases. Members of the bargaining unit will receive annual wage increases that range from 2.5% to 3% during the first three years of the agreement. The contract will then re-open for further negotiations.
• Improved Start Rates. New start rates will lift wages for maintenance workers, cooks, and nurse aides. The start rate for State Tested Nurse Aides (STNAs) will now increase to $13 an hour. STNA’s below this level will be brought up to the new rate.
• Health and safety. The new contract includes health and safety language in the area of staffing, which is an important priority for members at this facility and others. 
• Improved Contract Language. New language included in the agreement will help provide representation through the Member Resource Center.

Congratulations to the bargaining committee and all members with Burlington House. We are stronger together. 

Mercy Springfield Members Ratify New Contract With Path to $15

Congratulations to all members with Springfield Regional Medical Center. A new contract was ratified last week that includes substantial wage increases for the bargaining unit, including a path to a $15 by 2022. Members will move immediately to $13 an hour, which may equate to a substantial raise.

Below are some of the new terms of the no-concessions contract

A $15 an hour minimum wage for all members by 2022
Annual wage increases for workers who already make $15/hr (and above) 
Language that will give members a personal day, in addition to current PTO time
A new $1 an hour premium for environmental services members 
Non-discrimination language that will protect workers in several areas 
Reimbursement for ServSafe Training for nutrition services members
A simplified 2-step grievance procedure 

Congratulations to the member bargaining team for standing united to bargain this new contract. We are stronger together. 

JFSA Union Members Ratify Contract With Better Terms

Members with the Jewish Family Services Association of Cleveland work as direct support workers, home care aides, and in other important roles. Today, members ratified a no-concessions contract. From wages to health insurance, the contract includes beneficial contract terms and improvements in several areas. 

The contract includes the following terms

• Health Insurance Rate Reduction. The contract ensures reduced health insurance rates, which was very important for members of the bargaining unit. 
• Health Insurance Waiting Period. The contract also provides for enrollment in health insurance after 60 days of employment, instead of 90 days, which was the language under the previous contract. 
• Union orientation.
The new hire orientation program will now include union orientation, which will help ensure that the bargaining unit remains strong. 
• Wage Increases.
Members will receive wage increases for all classifications in each year of the agreement. The starting rate for home health aides will increase immediately by $1.25 an hour. Over the three year agreement, the starting rate for home health aide II positions will increase by $1.74 per hour. Workers in the home health aide II position will receive an immediate raise of up to $1.50 if below the new starting rate. Direct support workers will also receive an immediate raise of up to $1.25 an hour raise if below the new starting rate. 

Congratulations to the bargaining committee and members with the Jewish Family Services Association of Cleveland. We are stronger together. 

Mercy Health – $15 Minimum Wage