Over the past few months, we’ve heard a lot about the upcoming merger between WellPower and Jefferson Center (JCMH). Many WellPower workers have understandably had serious questions and concerns about how this merger will affect our jobs, our union, and most importantly, our ability to continue serving our community without disruption.
After numerous attempts from us to get answers directly from management with an inadequate response, it’s clear that management is failing to provide us with the information we need to navigate this transition. However, we’re not backing down.
We’ve set up this WellPower Merger Updates page that will contain FAQs submitted my members and updates as the merger moves forward. Have more questions? Please submit them using the button below!
FREQUENTLY ASKED QUESTIONS
Q: Are we keeping CIGNA Health Insurance?
A: The contract currently specifies that CIGNA is your health insurance provider and what your premium rates are. The contract is in effect for the next three years. If the employer wanted to change it they would have to bargain with your union about a change and that would require your vote to approve.
Q: Will staff who set their own schedules still be able to do so?
A: In your contract schedules are discussed in detail. [Link to contract] The company still has to follow all rules outlined in the contract about scheduling. Anything written in your contract that has practical logistics not explicitly outlined falls into the realm of past practice. In labor law past practice is used when the contract mentions a process but the details are not fully explained, so it’s in a gray area. The way past practice works is that whatever process both the company and the union were aware was happening and allowed to happen will continue to happen unless both parties agree to bargain to change it.
Q: How will grant funded positions be affected? How will the hiring pause affect us?
A: WellPower continues to apply for grants. They have not notified us that any grants have been discontinued. WellPower has instituted a partial hiring pause. WellPower is still hiring new employees into roles it believes to be critical to operations. If you find that you are doing extra work to cover for vacancies, inform your supervisor and ask for additional support such as extended deadlines, temporarily delegating some tasks to other employees, temporarily pausing tasks that are not absolutely critical, etc. If your manager refuses to assist you contact a steward and if your manager attempts to discipline you as a result of understaffing contact a steward before answering any questions that may lead to discipline.
Q: If the merger results in increased workloads how will the company support its staff?
A: The employer has a duty to meet and confer with your union when they wish to permanently change the duties or qualifications of a position. In that meeting there is an opportunity to negotiate accommodations. If the employer refuses all union members should participate in actions to publicly pressure the company to provide the best quality care to people served, which means adequate staffing, support protocols, and compensation. If you find that you are doing extra work to cover for vacancies, inform your supervisor and ask for additional support such as extended deadlines, temporarily delegating some tasks to other employees, temporarily pausing tasks that are not absolutely critical, etc. If your manager refuses to assist you contact a steward and if your manager attempts to discipline you as a result of understaffing contact a steward before answering any questions that may lead to discipline.
Q: Will there be layoffs? If there were layoffs what would happen?
A: WellPower has said they will not layoff union staff. If WellPower had to layoff union staff they would need to inform the union fifty days in advance and meet and confer with the union. If the company still had to perform layoffs they would have to follow the layoff procedure in article 11 of your contract [Link to Contract]. JCMH workers don’t have the same guaranteed union protections right now.
Q: Why won’t management commit to putting a neutrality agreement in writing?
A: That’s a good question!!! If the company wanted to, they could act in good faith and sign a neutrality agreement which gives workers at JCMH the choice to join your union, uninhibited by coercion from the employer. This agreement would ideally grant union staff access to the JCMH facilities and give union staff a list of the employees in each role, in order to determine who can sign a membership card and how many cards would be needed for that job to enter your union.
Q: Will staff be transferred to new locations?
A: In your contract there is a section on involuntary transfers which refers to WellPower locations, if they wanted to transfer you to a JCMH location we would request to meet with management over the effects of the decision.
Q: Will we still be a union?
A: Article 1 of your contract outlines the eligibility requirements to be a part of your union. “The retention of current employees and the recognition of the current Collective Bargaining Agreement shall be the condition of any sale of the Employer’s operation.”
