Frequently Asked Questions

General

  • A union would give providers collective bargaining power and a seat at the table in decisions affecting them as a group. Typically, unions are able to use their collective power to negotiate the terms and conditions of employment, such as higher wages, benefits, vacation days, paid sick leave, retirement, workplace protections, specialty pay, and more.

  • There are 2 types of dues:

    • Member-at-large dues (voluntary)

    • Union dues

    Member-at-large dues:

    After a union has been formed and before an improved contract has been negotiated, members have the option of whether or not to pay member-at-large dues. Members-at-large support the union during the collective bargaining process with a voluntary dues payment of $477. Members-at-large are voting members of UAPD until contract ratification. Members-at-large will also receive additional benefits.

    Union dues

    Union dues are 0.9% of your gross salary. The UAPD has one of the lowest dues rates in the nation. Dues will only be collected after a new contract is negotiated and in place.

  • No. The union does not encourage a strike.

    The decision to strike would be made by the providers on the bargaining committee. Following that, a strike authorization vote would be sent out to all providers. A strike may occur if a majority are in support. If a strike were to occur, individuals may choose whether or not they want to participate.

  • Individuals may object to union membership based on religious grounds. Instead of paying dues, individuals will pay a fee in the amount equal to union dues that will be donated to a nonreligious charitable organization of their choice. Union representation and contract benefits will still be available to those who opt-out of the union.

  • No. It is against the law to discipline and/or fire a worker who is in favor of forming a union (NLRB Section 7, 8A). Visit the “Your Rights” page for more information.

  • It is possible that you may be subjected to a shift in attitude or behavior from your supervisors. Inform us immediately if you are feeling harassed and/or retaliated against.

  • Yes. However, it is recommended that you keep your discussions discreet and separate from normal job duties. Depending on the stage of the campaign, it is important to keep discussions of unionizing under the radar of management.

  • If your employer calls you in, you are not obligated to discuss any union activity with them. Respectfully let them know you are not comfortable discussing this topic with them.

  • Your employer may not harass you and/or may not do anything to adversely affect your schedule or other working conditions. If you are experiencing harassment or retaliation, contact us immediately.

  • Under the National Labor Relations Act, Section 7, 8(a)(1), organizing a union is a protected, concerted action; you have the legal right to form a union.

  • The UAPD has a legal team that will research and assess each situation on a case-by-case basis and if necessary, file an Unfair Labor Charge against the discriminating party and/or individual(s).

  • Weingarten Rights go into effect immediately after a union receives a majority of votes in a union representation election.

  • Yes, all employees who unionize are protected. Variables such as nationality, visa status, or citizenship do not affect your legal rights and protections when unionizing. Your protections are secured.

Union Authorization Cards

  • The process of signing a union authorization card is confidential. The only parties that will know you signed a card are the Union of American Physicians and Dentists and the National Labor Relations Board.

  • No. You are permitted to vote regardless of whether or not you sign a union authorization card.

  • No. The signing of a card is in support of a union—the vote to unionize is separate.

  • There are no consequences of signing a union authorization card. The signing of a card is confidential and your anonymity is guaranteed.

Bargaining aka Contract Negotiations

  • The length of contract negotiations will vary depending on whether the employer will bargain in good faith. Typically, a first contract can take 6 to 18 months to negotiate.

  • A bargaining committee made up of an experienced UAPD negotiator and providers will be formed to negotiate a contract. The selection process of providers who will be on the committee will be decided by you and your colleagues. It is ideal to have representation from different departments and/or worksite locations to ensure that all providers are heard.

    Once the employer and the bargaining committee reach a tentative agreement, it will be presented to all providers for a vote to approve or decline the agreement. If the majority approve, the tentative agreement becomes a contract.

  • This will be determined by you and your colleagues. Please visit the “Contract Priorities” page for more information.

  • Your voice and input will be crucial throughout the contract negotiation process to identify the priorities that’ll be brought to the bargaining table. Inform your bargaining committee and/or your UAPD representative of the issues you would like to see addressed.

    You can also submit your issues on the “Contract Priorities” page.

  • Individuals who would like to be involved in the bargaining process should consider joining the bargaining committee once their union is certified.

Still Have Questions?

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