September 4, 2008
Did you know there are over 40 State and Federal laws that protect your rights as an employee?
There are also six internal HR policies that we have adopted to ensure a fair and productive work environment. Each of these laws and policies protects all 9000+ employees at Stanford & Packard, regardless of their union status.
Proof? The National Labor Relations Act protected your right to provide dues to SEIU 715 based on their commitment to provide you union representation. For more than 18 months, they did not do so, but we sought to uphold your rights before the NLRB and in federal court. In the end, SEIU 715 vanished completely when we directly challenged it existence, and we returned your dues money to you.
As two of America’s Best Hospitals, our reputation is built and sustained by the pride and dedication of our people. As a key member of our team, you help ensure that our patients are cared for and supported in their times of need. It is not in our best interest, nor in the best interest of our patients, to permit unlawful or unproductive environments for our staff. That’s why it’s important that you know the laws and policies that protect your rights, as well as the resources available to you to support your experience here at Stanford & Packard (all available FREE).*
So why pay more for the same protections?
* See below for a listing of these laws, policies, and resources.
UHW Will Push To Take 2% of Your Pay
Based on their current practice and model, UHW will take more of your pay but may decrease the power of your voice. UHW’s goals have less to do with your work experience at Stanford & Packard and more to do with increasing their power over healthcare in the State of California. They may take more of your money and use it to help fund strikes and labor disputes at other hospitals, like Sutter and Daughters of Charity hospitals. And based on their goals, they may use their power to call for work stoppages at our hospitals, even though our employees may not want them. So why pay more for the same protections and possibly less of a voice at Stanford & Packard?
Your FREE Protections
Your State & Federal Laws
- Americans with Disabilities Act of 1990
- Age Discrimination in Employment Act of 1990
- California Constitution
- California Employee Sick Leave Act (CESLA)
- California Department of Fair Employment and Housing
- California Drug-Free Workplace Act
- California Equal Pay Law
- California Family Rights Act
- California Labor Code Section 132a
- Consolidated Omnibus Budget Reconciliation Act
- Consumer Credit Protection Act
- Corporate Criminal Liability Act
- Deficit Reduction Act of 1984
- Drug and Alcohol Leave Rights (CA Labor code 1025-1028)
- Equal Pay Act of 1938
- Employee Polygraph Protection Act of 1988
- Employee Retirement Income Security Act of 1974
- Fair Employment and Housing Act of 1938
- Fair Labor Standards Act of 1938
- Family and Medical Leave Act of 1993
- Federal Insurance Contributions Act
- Federal Unemployment Tax Act
- Forced Patronage Laws (CA Labor code 450-453
- Jury System Improvements Act of 1978
- Literacy Assistance laws (CA Labor cod 1040-1044
- Misrepresentation regarding hiring (CA Labor code 970)
- National Labor Relations Act
- Occupational Safety and Health Act of 1970
- Older Workers’ Benefit Protection Act
- Omnibus Budget Reconciliation Act of 1986
- Political Activities of State and Local Employees Act
- Rehabilitation Act of 1973
- Retirement Equity Act of 1984
- Staffing Ratios
- Tax Equity and Fiscal Responsibility Act of 1982
- Technical and Miscellaneous Revenue Act of 1988
- Title VII of the Civil Rights Act of 1964
- Title 22
- Unites States Constitution
- Wage Garnishment Laws
- Whistleblower’s Protection Act of 1989
- Worker Adjustment and Retraining Notification Act
- Worker’s Compensation Laws
- Work Hours and Safety Act of 1962
Your Human Resources Policies
- Complaint Resolution Process
- Dispute Resolution
- Harassment and Intimidation
- Non-discrimination
- Progressive Discipline
- Respect for Individual value
Your Hospital & Campus Resources
- Compliance Office
- Compliance Hotline
- Employee/Labor Relations
- Management Resources
- Your immediate Supervisor
- Stanford Help Center
Each of these laws, policies, and resources are available to you FREE.
What’s the Best Investment for Your Future?
Pay 2% Union Dues or Save in Your Retirement Plan
To help you make the best decision for you and your family, we have developed a brief comparison. The chart below shows the difference between saving for retirement and paying union dues over a 10 year period. The salary and amounts are based on the average salary for formerly represented employees ($22.24/hr). Here are the facts:
- Average Salary: $22.24/hr
- Average Monthly Union Dues (2%): $77.65/month
- Total Amount Paid to Union Over 10 years: $9,318
Invest in 403b Retirement Plan (2%): $77.65/month
Hospital Match Contribution (2%): $77.65/month
Total Monthly Investments (Your 2% + Hospital Match) $155.30/month
Total Savings Over 10 years: $26,881
The FACTS speak for themselves.
Download the PDF
