HealthPartners Bargaining Update for the Week of November 22nd

Since the last bargaining update, we have several dropped proposals and agreed to several Tentative Agreements.

The first is we reached a Tentative agreement on the 18.01 On call proposal from the Employer.  This counter states that the On Call employee must give their availability and should they not work for one month and has been called to work at least 3 times during period the employer may consider this employee to have voluntarily quit (if they have said they are available and refuse to work, unavailable time doesn’t count towards this). This means that On Call employees should be responsible in communicating with their supervisor about their availability. This also allows for On Call employees to not work for three consecutive months if needed instead of the current two.

Kelsie Anderson’s Response to HealthPartners Not Honoring MLK Day, Juneteenth, and Indigenous People’s Day

Shortly after President Joe Biden made Juneteenth a National holiday, I along with another co-worker who also sits with me on our departments anti racism committee worked with our wonderful, hard working union rep Traci Murphy to create a petition to make Juneteenth a recognized holiday. I honestly thought that HealthPartners just needed some time to figure out how they can make this work.

Sign Up for Text Updates from OPEIU Local 12!

OPEIU Local 12 will now be using text updates as well. Please text Local12 to +1 (844) 240-4114 if you would like to opt in and please urge your fellow members to do the same

Make it OK!

Contract Negotiations Update and Upcoming Bargaining Unit Meeting on 11/22/2021

IMPORTANT NOTE:

AN EMAIL WAS SENT TO ALL LOCAL 12 MEMBERS AT HEALTHPARTNERS ON MONDAY INVITING YOU TO A ZOOM MEETING WITH THE BARGAINING TEAM ON MONDAY, NOVEMBER 22ND AT 7:00PM TO GET DETAILED UPDATES AND ASK QUESTIONS AND DISCUSS NEGOTIATIONS WITH THE BARGAINING TEAM.  PLEASE SEE YOUR EMAIL FOR THE REGISTRATION LINK.

Since bargaining began, Local 12 members have been meeting and getting much done in the negotiation process. Both the employer and the union have come to some tentative agreements, dropped a few proposals, and offered counters. Of the proposals the Tentative agreements we have are include:

19.08 Trial Period. The employer had asked for an extension in the trial period when a member moves to a new location. We felt that it was fair the way it was. Counters were given back and forth and ultimately, we agreed to the 60 day for a move to the same job title and 90 to a different job title. The change to the current language is minimal. In turn, the employer agreed to drop the proposal for 20.11 to extend the trial period for a member who was displaced. We could not agree to this proposal because in this instance the member was placed in this job not by choice but because of a layoff.

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