Union Talking Points
T or F: Union dues are used to ensure we can endorse the political candidates that support Caregivers.
False. Union dues are not used for political reasons at all.
T or F: We should escalate a case to MRC coach as soon as someone states they have been terminated
FALSE! We should be asking questions, reviewing contracts/resources, and making a determination if this is a contestable/just termination.
T or F: All CDWA pay issues must be escalated
False. Our job is to ask questions and find out if this is an issue that should be escalated.
What is the name of the organization that threatens our membership? What is their purpose?
Freedom Foundation, to discredit unions and conserve power for the top 1%.
Name 2 talking points you would use to flip a member who would like to opt out for financial reasons.
With your support and that of other caregivers the union is able to negotiate your contract every two years for better and higher wages.
Raises every 6 months
Holiday pay for 2 recognized holidays
M+ gives you access to discounts
"My client fired me, can you contest this termination so I can get my job back?"
How would you assist the member?
Advise the member that the client does have hire and fire rights.
This termination is not contestable.
Provide resources like carina, names of other unionized agencies, unemployment phone number
How would you handle the following?
"I think I'm being paid at an incorrect rate. I don't know my CCH. Can you Give me an estimate on how much I should be getting paid?"
Always ask questions:
Why do they think they are not getting paid the correct rate?
Do they know where to find CCH?
Can they try to access their earning statements to get CCH while on the line?
Do they know how and where to check their wage scale?
If they cannot access CCH we stay away from ball parking, we do not want to misinform. You can show them where to find wage scale and calculate their pay so they can do it on their own when they find their CCH or advise them to call back when they have it.
Can a member who was hired on 3/26/2023 fully opt out?
Yes. Dues are only mandatory for those hired after 7/2023
"The union never does anything for me"
Name 2 talking points you could use to flip the member.
Negotiating contracts requires research analysts, negotiators, union reps, and field staffers to organize rallies, worksite actions, and press events.
Defending members and enforcing contracts requires money for legal help as well as grievance and arbitration expenses.
Winning improved legislation and public services by lobbying, research, and testifying at the local, state, and federal level.
Provide occupational safety and health programs. SEIU has gained national recognition for its work on asbestos, blood borne diseases, and other workplace hazards.
T or F: Only Coaches can make the determination if a termination case should be escalated or not.
False. We want to empower T1 reps to do research and rely on union knowledge to make an educated decision.
However if you are still unsure after looking at the contract/resources, you should call coaches to help you make the determination.
T or F: For CDWA Pay issues, you only have to ask the questions prompted by the CDWA Intake button.
False! You should be asking clarifying questions and attempting to get a full understanding of the situation. Then documenting this in the Description box.
True or False: If membership is a condition of employment for the member, they must pay union dues.
False: They can choose to opt out of union dues, but they will still be required to be fee payers.
Name 5 of our Legislative Priorities this year.
Hint: An email went out to members and this was forwarded to us
What questions would you ask if someone is reporting that they were terminated? Name at least 5.
Some examples but not limited to:
When were you terminated?
Who terminated you?
Why were you terminated?
What is your desired outcome?
Were you offered union representation?
How long have you been employed with this employer?
Were you still in a probationary period?
How would you respond, what questions would you ask?
"I need to file a grievance, I haven't gotten paid."
Advise that a grievance is an official complaint over a violation (or perceived violation) of a contract, a company policy, or the law.
When addressing a request for a grievance to be filed:
True or false: A member is in good standing as soon as they sign a card?
False- They must wait 2 months for dues to be reflected.
How would you respond to the member stating the following when you ask if they would like to sign a card?
"The union just steals peoples money"
It is important to educate members that the dues they are paying is really a good investment rather than a bothersome expense.
In addition to higher wages, union workers enjoy better health insurance, pensions, occupational safety and health, and job security than unorganized workers.
Far more than unorganized workers, union employees receive fair treatment, rights, dignity, and respect on the job.
Members have set the dues rate through voting on our Constitution and Bylaws. Dues can only be increased through a membership vote.
How would you handle a case where the member wants the union to contest a termination for being drunk on the job?
Document but DO NOT escalate.
Advise the member in stern but respectful way that this termination cannot be contested
Provide resources (unemployment number, alternate agencies that are unionized with us, link to the contracts, ect)
What would you do to ensure that you are escalating a potential grievance properly? Name at least 5.
What should we do when a member states their membership card was forged?
Rep should:
Advise MBR to send a written request to the Secretary-Treasurer to stop dues deduction. In their written statement, member should include a request for a refund because they did not sign the membership card as well as the reason they believe that.
Advise MBR that they will be followed up with once written request is received
Then send an email to MRC.Coach@seiu775.org with the associated case number, member's SEIU ID number, and a brief description of the member's claim.