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KP Employees: What if I'm Being Discriminated Against, Harassed, and Retaliated Against at Work?


Harassment First things first; document, document, document. We all know how good Management is at documenting when they're working to give us a "corrective action", right? Well, we need to do the same thing here; We need to document WHO (the violator, the violated, and witnesses [this includes people whom may have heard or seen something]), WHAT (describe the perceived violation[s]), and WHEN (dates and [if possible] times). Now that you have all these things, where do we go with it? Well, despite discrimination and harassment articles being included within our contract (i.e. Article 2, Section 3 - Courtesy and Article 11 - Discrimination and Article 28 - Safety, etc.), our Union does not handle such matters within the grievance procedure (as explained on the actual grievance form itself, "Issues pertaining to...discrimination, harassment [sexual and otherwise] are addressed by human resources.") Therefore, it is recommended that you contact KP Human Resources (1-877-457-4772). If your concerns still haven't been adequately addressed, you may choose to contact the U.S. Equal Employment Opportunity Commission. Legal assistance may also be obtained through the Union Plus legal assistance center.






O.P.E.I.U. Local 30 Elections of Officers 2012


OPEIU Local 30 Negotiations O.P.E.I.U. Local 30 Elections just wrapped up; the incumbents were elected to all three San Diego Executive Board positions. Congratulations Carmen Corral, Jan Nikodym, and Michael Ramsey.

Candidates were:

Carmen Corral, Truck Driver Senior, KP
John Larson, Material Management Specialist, KP
Donald Murphey, Contract Specialist/ Labor Liaison, KP
Jan Nikodym, Lab Tech/ Phlebotomist, KP
Michael Ramsey, Diagnostic Medical Sonographer, KP
Dustin Teske, Distribution Courier, KP







Is Outsourcing Really that Bad?


OPEIU Local 30 Outsourcing Our Local Agreement (Article 6, Section 5, Paragraphs 619 - 623) and our National Agreement (Section 1, K, 4 and Exhibit 1.K.4) both limit Kaiser Permanent's ability to outsource and/or subcontract our jobs. However, this hasn't stopped KP from doing it. As Members, we need to be more vigilant in enforcing our Union contract and report abuse of Management's outsourcing of Union-Member work.







It Began with an Article about Ford's New Vehicle...

What Gives You Meaning?

The Future of Labor and Work: L.B.S.T. 4100







Kaiser Nurses Begin Seven Day Strike (03-15-16)


Kaiser Permanente Nurses (NUHW Members) Begin Seven Day Strike in Oakland







Are NUHW, CNA and The Pharmacists' Guild just focusing on constant conflict with Kaiser Permanente when they should be focusing on joint success?


NUHW

I believe they are in favor of joint success but they don't believe the employer's infiltration into the most personal areas of their workers' lives is an example of 'joint success'. I think they're looking ahead and trying to plan for the long term rather than just short term like the UAW should have done rather than trading shop floor rights for money during the Treaty of Detroit. Prior to and during each contract negotiation, KP workers are continually warned that KP 'wants to make us pay premiums for our healthcare'. If/When that happens, how do you think the wellness program will influence premium calculations when "It's against federal law for corporations to discriminate by charging employees different insurance rates based on their health. Everyone at work is generally charged the same. However, there is an exception when 'bona fide wellness programs' exist. These programs allow an employer to vary premiums up to 20 percent based on risk factors such as cholesterol, weight, blood pressure and smoking" (Which Way To Wellness, Page 8).

Then, regarding privacy, "employees are 'assured' that responses will be kept confidential within Healthmedia, Inc. and Kaiser Permanente. Healthmedia and Kaiser Permanente will not Disclose this information without my permission unless permitted by law and as described in the privacy policy" (Which Way To Wellness, Page 70). Participants are agreeing to give KP access to their healthcare information.

The 'wellness program' is one of many issues. Sure, NUHW and CNA and The Pharmacists' Guild and the IUOE would like KP to be successful but I believe they justly believe that they should share in that success. But instead, aside from a few gains (i.e. our slightly increased pension multiplier that we received wholly due to a 'me too' clause which was activated after UNAC won it), each contract seems to give away more benefits.

Further, it's a well-known fact that employees in KP's psychiatry department are significantly overworked and the department is woefully understaffed. It's not too ridiculous a demand that the workers have real influence in regards to minimum staffing needs (like the UAW workers at Ford having control of 'line speed').

On a related note, we've now basically lost total control over work schedules. Nearly all job postings are "varied hours, varied days, varied locations". This makes it incredibly difficult for workers to balance their personal life (i.e. get their children to/from school) and incredibly easy for a manager to reward workers (or retaliate against them). Fortunately, I currently have a manager who I don't believe would do that, but my previous manager would, did and does.

It's not asking for too much to have a company the size of KP, making record profits, to treat their workers better. Profits at KP jumped 41% through 2014's first three quarters to $3.1 billion, and soared 57 percent in Q3 to nearly $1 billion (Rauber, Kaiser Permanente adds 422,000 enrollees year to date, as profits soar).

A company making record profits should post job listings that show specific work days, specific work shift hours and specific work locations that a person who applies for said position will actually be working so (s)he may plan his/her personal life accordingly.

A company making record profits should not be taking retirement benefits away from its workers.

A company making record profits should not be telling their workers that they need to give up their healthcare information (or face increased co-pays/premiums).

A company making record profits should not admit to woefully under-serving patients who need and are reaching out for mental healthcare services by paying a $4 MILLION DOLLAR FINE (Carlson, California fines Kaiser $4M for violating mental health laws) levied upon it by California's Department of Managed Health Care, and then not fix the under-staffing problem.

Do I believe that we (labor and management) should focus on joint success with KP? -Absolutely, but it needs to truly be joint success and, when it's not, it's better to stand up for ourselves by disagreeing rather than agree simply to avoid conflict and allow ourselves to be walked on. The adversity NUHW and the other unions face with KP has worked to engage their members which is the strength of the union. Whereas we, as LMP signatory unions, continue to trade away influence on the shop floor (and now even information about our personal lives) for 3% wage increases while suffering from a record low membership participation level of about 9%. It would seem as though hiding from conflict has a price and we're paying it and unions like NUHW are facing the conflict, fighting back and are stronger because of the struggle. "It's the union in probably its purest form. A large group of people making a decision all at once, together, to do something brave that builds the union. They can see their power in that moment" (Bradbury, The Logic of Short Hospital Strikes).

(more)







The UFW Needs You


UFW Happy Holidays Everyone!

The United Farm Workers need your help! The workers at Gerawan Farming (one of the world's biggest fruit growers) have been fighting for a contract for years. The good news is that after years of stalling and legal challenges by the company the Agricultural Labor Relations Board has established a fair, three-year contract and the company was ordered to abide by the order. Unfortunately, they are refusing and would rather waste money on continuing legal fees instead of abiding by the law and investing in their workers.
Please donate to a good cause a few of the dollars that you saved from all the Black Friday and Cyber Monday deals.

Fraternally,

Dustin

p.s. I wouldn't ask you to do something that I haven't already done.






It's Just a Poster








Save the 2011 Football Season!


For those of you who are returning guests to the site, you're familiar with our advocating on the behalf of some of our brothers and sisters within other Labor Unions, and this article is no exception; Revenues for NFL teams are at an all-time high. So are television ratings. Sponsorship deals, too. But the elite club of NFL owners has already made a series of moves in preparation of locking out players and fans for the 2011 season. The millionaire (and in some cases billionaire) owners who lord over their teams are demanding extensive givebacks from the players who suit up and put their bodies through exceptional physical demands year round. This isn't merely about football players who in many cases are paid healthy sums of money for that physical punishment. It's also about the working stiffs who collect the tickets, maintain the stadiums, work in offices, manufacture and distribute the merchandise and other direct jobs that professional football provides.

And lets not forget about the millions of indirect jobs at bars, restaurants, parking lots and other places that would be adversely affected by a lockout. It estimated that a lockout would cost the average NFL city $160 million through lost jobs and revenue.









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