Last week you received a SEIU newsletter accusing Swedish of “breaking the law” and we want to set the record straight.
We have not and will not violate the law or our contract with SEIU and it is disheartening to see such blatantly misleading claims.
SEIU raised concerns during our last negotiation session that some managers were restricting employees from talking about union matters. We agreed to reiterate and clarify our long-standing policy to managers, which we have done. We were not wrong in what we communicated to managers and we never said anything to this effect at the bargaining table, as was falsely claimed in SEIU’s recent communication. We want to ensure everyone understands Swedish’s policy, so we’ve outlined it below:
First and foremost, we are here to care for our patients. While patients or customers are present, that is our only focus. Employees may discuss matters of personal interest, whether its related to the Union or how the Mariners lost another game, provided the conversation does not interfere with patient care or work duties and responsibilities. In accordance with our contract, Union organizers may meet with employees only in public areas such as the cafeteria, but not in employee lounges or work areas.
We take great pride in our commitment to fair and honest bargaining and take exception when Swedish is wrongly accused of “breaking the law.” Swedish is hopeful that the parties can now return to the work at hand: negotiating a new collective bargaining agreement. The current contract has been extended through August 31 and the next bargaining session is set for August 5, there will also be several sub-committee meetings scheduled in the next few weeks.
Questions or Comments?
As always, we appreciate hearing from you. Please feel free to submit questions or feedback to email@example.com or here at www.swedish.org/negotiationsnews.