As union members, we have a say in important decisions that affect our work, and because we have a voice, we achieve much better results than people who are not part of a union. If you choose not to be a member of SEIU Local 500, you waive your right to vote on your contract with your employer, to participate in committees, to attend members-only meetings, to receive information about negotiations and other matters affecting your workplace, and to waive access to member benefits. If you wish to lose your membership and waive your privileges, click here to select your union status and select the appropriate status. 7.6 Union Membership. Workers covered by this Agreement may become members of the union. You can learn more about union membership on www.seiu1199nw.org or from an organizer or steward. Because we are united in a union, we can negotiate with our employers for better pay, health benefits, paid leave, pension security, job security and many other crucial issues. The result is that we significantly improve our general remuneration and working conditions, and these benefits are protected by the union contract we have with our employer. CONSTITUTION OF SEIU Local 668 – Constitution 668 sets out the rules and regulations of the union, including structure, elections, members` rights and much more. ContractsThe copy of the contracts is available for each member in the member portal.

Log in to the member portal and you can download/view a PDF copy of your current contract. Existing practices that are not included in this contract and that affect the quality of working conditions may not be modified or eliminated without notifying the union and giving the opportunity to negotiate. 38.7 Notice of Termination. Workers designated for dismissal and the SEIU 1199NW union office must be informed at least thirty (30) calendar days before the elimination of positions. The notice shall contain the date on which the dismissal takes effect and a reference to the worker`s rights under this Article. The notice to the union also includes a list of seniority details that are ranked last. Upon request, the union and the employer meet to discuss possible alternatives to dismissal. Without a union, the employer makes all these decisions without input from the people who do the work at the front. So it`s no wonder that workers without unions earn less and have fewer benefits than those of us who are unionized.

The University of Washington, UW Medicine, and/or Harborview Medical Center have the right to update, develop, and/or implement a policy for drug- and alcohol-free workplaces. Prior to such action, the employer shall notify the workers concerned and the union sixty (60) days in advance. The criteria developed by the Joint Laboratory/Management Committee, the Recruitment and Retention Coordinator and the Union Representative on the Recruitment and Retention Committee are used to administer the extended leave program. 14.14 Compliance with RCW 70.41.410-420 – Washington State Nursing Committee Act. The union and the employer are committed to complying with all relevant provisions of RCW 70.41.410-420 – Washington State Nurse Staffing Committee Law and have negotiated a process to achieve and maintain such compliance. A Nursing Staffing Committee will be composed of sixteen (16) voting members. Eight (8) are appointed by the union and eight (8) by the employer. Other ad hoc members shall be at the discretion of the Co-Chairs and shall not have the right to vote.

The union and its trade union delegates shall not use the above-mentioned state facilities in a manner prohibited by the Executive Ethics Council. The communication that takes place during the use of government equipment is the property of the employer. The steward must obtain the consent of his or her supervisor before attending a meeting. The notification contains the approximate time that the delegate expects for the activity. This is a prerequisite for your continued employment at GW, so please read the information below and take a moment now to select your status. Daily or hourly workers may be employed for coverage purposes during periods of absence of regular employees, such as . B leave, sickness, education, parenthood, residence, trade union and any other leave covered by the contract. Daily/hourly workers can also be used to cover the recruitment of vacancies, orientation periods and census fluctuations.

47.34 basic days. Airlift Northwest will notify the union and workers as soon as possible regarding the daily base and will do its best to make arrangements within a reasonable time that includes a rest area, kitchen and washroom, but will not guarantee that this is an Airlift Northwest-specific room. Airlift Northwest will make every effort to give its employees sixty (60) days` notice. 40.1 The Union may request discussions and/or negotiations on the impact of such changes on workers` working conditions. The union will inform the Vice-President of Industrial Relations (laborrel@uw.edu) of any request for negotiation. Unless otherwise agreed, the parties agree to commence negotiations within thirty (30) calendar days of receipt of the request for negotiation. A valid request for negotiation must contain at least three (3) dates and times available for the meeting. If the union makes a request for information at the same time as the request for negotiations, the thirty (30) calendar days will not begin until the request for information has been met. Requests for information made after the request for negotiation do not delay the planning of discussions and/or negotiations. In the event that the union does not request negotiations within sixty (60) calendar days, the employer may implement the changes without further negotiation.

There may be emergency conditions that are beyond the employer`s control and require immediate implementation; in this case, the employer must notify the union as soon as possible. .