FACT: When you begin negotiating your first contract, you don’t start from scratch – you begin with the pay, benefits, and working conditions you already have and then work to improve them.

Myth: There are no guarantees in collective bargaining.

Fact: When you begin negotiating your first contract, you don’t start from scratch – you begin with the pay, benefits, and working conditions you already have and then work to improve them.

As soon as you and your coworkers vote for union representation, your current wages, benefits and working conditions are protected by law. That’s a guarantee. Your contract won’t go into effect until you and your coworkers vote to accept it. That’s a guarantee. While there are some unknowns in bargaining, as there are in most things, these guarantees plus the collective power of united nurses and licensed healthcare professionals have led to 121RN’s consistent track record of negotiating contracts that improve wages and working conditions and that protect patients.

Fact: The union is you and your coworkers.

Myth: “The union,” not you, will decide what’s in your contract.

Fact: The union is you and your coworkers.

After you win your election, you will nominate and elect your bargaining team, who will meet with management (aided by SEIU 121RN’s professional negotiators) to bargain the contract. You’ll also choose your Contract Action Team members, who will be responsible for communicating with the bargaining team and with rank-and-file members, so that everyone is fully informed during the bargaining process. And every single person represented by the union in your facility will be encouraged to fill out a bargaining survey so the team can understand your priorities for the contract. When your bargaining team feels they’ve reached the best contract possible, you and your coworkers will vote on whether to accept or reject the contract. At each step of the process, you decide what happens. But it doesn’t stop there. Once you become a member of SEIU 121RN, you will be able to vote for – and run for – the union’s Executive Board and Officers, who set the direction for the whole organization. And that’s where we get our power as a union – from ourselves and our collective action. Knowing all this, you’re prepared for another common union-busting myth: that the union is a “third party.”

Fact: Hospitals with union-represented employees tend to thrive.

Myth: Unionizing will hurt the hospital financially.

Fact: Hospitals with union-represented employees tend to thrive.

Many of the most respected hospitals, from small stand-alone facilities to some of the largest health systems, routinely engage in collective bargaining with their employees and continue to operate successfully. Every hospital has to budget for paying its employees and invest in its workforce. The only question is, will those decisions be made solely by the executives, or will the affected employees have a voice in that process? Better working conditions and happier employees equal better care. That’s good for the hospital’s reputation and for the bottom line.

Fact: Newly-organized members don’t pay a cent in dues until you’ve negotiated and voted to approve a contract that improves your compensation and working conditions.

Myth: Union dues are too expensive.

Fact: Newly-organized members don’t pay a cent in dues until you’ve negotiated and voted to approve a contract that improves your compensation and working conditions.

And after they’ve weighed the benefits of the union contract against the cost of dues, nurses and professionals organizing with SEIU 121RN have decided it’s worth it every time. That’s because an SEIU 121RN contract pays for itself. The gains of higher wages, better benefits, job security, and tools for patient advocacy exceed the cost of dues many times over. SEIU 121RN dues are 1.65% of a member’s pay, and are necessary to have a functioning, effective, and professional organization. Dues pay for the cost of professional staff to help members negotiate and enforce contracts, and to advocate for legislation to protect patients and healthcare workers. They pay for continuing education classes, and trainings to help you build power in your hospital. The real cost isn’t dues – it’s not having a union and a voice in the workplace.

Fact: A union contract ensures that discipline and termination are based on just cause, not favoritism, retaliation, or arbitrary decisions.

Myth: The hospital won’t be able to discipline “lazy” employees.

Fact: A union contract ensures that discipline and termination are based on just cause, not favoritism, retaliation, or arbitrary decisions.

The hospital will still be able to discipline and terminate staff. What changes is that management must follow a clear, fair process — and employees have the right to representation if they’re being disciplined.

Fact: Signing a union authorization card simply shows support for holding a union election.

Myth: Signing a union card means you give up your rights.

Fact: Signing a union authorization card simply shows support for holding a union election.

It does not legally bind you to anything. If employees vote “Yes” to unionize, and then negotiate a contract, and then vote to approve the contract, then you’ll have the option to sign a union membership card to officially join and become a dues-paying member. Union members can vote in union elections, run for leadership roles, and help shape the direction of the union.

Fact: Nothing in any SEIU 121RN contract prevents or discourages direct communication with your manager or supervisor.

Myth: You won’t be able to talk directly to your manager anymore.

Fact: Nothing in any SEIU 121RN contract prevents or discourages direct communication with your manager or supervisor.

In fact, having a contract often improves communication and collaboration between hospital employees and frontline managers. Why? Because they replace unclear or inconsistent policies with a clear, written agreement that covers key workplace issues — like scheduling, floating, call-offs, promotions, vacation, and the clinical ladder. Members are always encouraged to first speak directly with their managers to resolve any concerns. If that doesn’t lead to a solution, you have support: You can reach out to a union steward — a fellow nurse elected by your unit and trained by SEIU 121RN — or contact your SEIU 121RN staff representative/organizer.