Supporting the rights of our members
Union members have several different tools to use to ensure they have the best opportunity to provide quality services. The collective bargaining agreement (contract) and the grievance process are just two of them. We have filed and won many grievances in the past and continue to support the rights of members to challenge any decision or discipline they believe to be unfair.
We have reduced and/or removed unjust discipline from members’ files, and have won members’ jobs back after they have been unjustly terminated.
Under the Bush administration, in 2006 the NLRB classified many nurses as “supervisors” if they simply exercise the most basic independent judgment in the course of their duties. “Supervisors” don’t have the protected rights under the National Labor Relations Act to form and join unions. To undercut union organizing drives, employers often try to classify workers as supervisors so they can’t be part of the group that has the right to vote in a union representation election.
VFHNP organized against this clear attack on union member’s rights, and we won an agreement in our 2006 contract that ensures that bargaining unit members do not lose their union membership if the hospital assigns them supervisory duties as defined by the National Labor Relations Board.
Together in solidarity
In addition to making improvements through the grievance process, VFNHP has made significant improvements through the power of solidarity. Like AFT, VFNHP is a strong organizing union. In other words, in addition to typical union servicing work, we know that our strength and success comes from all of us working together in solidarity.
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Management did not offer any changes to this package at the 6/22 Bargaining Session. VFNHP- 615 Bargaining UpdateDownload
Nurses and Techs gathered in the McClure lobby to show solidarity with our Bargaining Team ahead of the 6/1 bargaining session. Contract negotiations have stalled, as we did not reach agreement at this week's session. VFNHP has given a package for the hospital to...
Last night, the VFNHP Bargaining Team spent over 3 hours hearing the same thing from management: The hospital will not agree to any financial proposals beyond the $1.3M for their charge and preceptor differentials proposals. Seven proposals, including increasing all...
Contract bargaining update 3Download
Educator Side Letter (1)Download
Contract bargaining update 2Download
Dear members, Nurse contract bargaining began last night, and our Bargaining Team made 34 proposals across the table, while Management offered 11 proposals, only one of which was economic (Charge/Preceptor differential). Here are some of the highlights: Increased...
At the opening of VFNHP-Nurse negotiations with the UVMMC administration, all of the VFNHP proposals were designed to:* Protect and improve patient care * Provide safety and respect * Improve benefits and compensation to recruit and retain nurses and support...
Employee Responsibility 1. The Bargaining Unit member will reach out to Staffing office to notify them of any unit(s) they have skill and ability for as well as what role(s) they would like to fill on the identified unit(s) (i.e. floor nurse with assignment, helping...
Ophthalmology Techs have the opportunity to vote on updated job descriptions as well as an updated wage scale as part of career ladder negotiations. If approved, these changes would update our job descriptions to reflect our current practices, eliminate the OA I level...
We are a strong union of health care professionals organized to ensure access to high-quality health care for everyone in the communities we serve.