Our union, PPMM Workers United - SEIU 521 will be bargaining our first union contract with management that will cover our wages, benefits, and working conditions. What we can achieve will depend on the participation and unity of every worker. Completing this survey is one important step to prepare for negotiations.

Submitting your personal contact information and opting into text communications will help us maintain the best possible communications throughout the bargaining process and allows our bargaining committee to follow up with you on issues/situations that you share.

Please note: survey submissions will never be shared with management and will be used for contract campaign planning purposes only.

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Part I. Your Contact Information

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Languages Spoken / Written

*By providing my phone number, I understand SEIU and/or its locals may use automated technologies to text message me on my cellular phone on a periodic basis. SEIU will never charge for text message alerts. Message and data rates may apply to such text alerts. Text STOP to stop receiving messages. text HELP to 787753 for more information.

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SIGN / TYPE YOUR NAME HERE

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VERY IMPORTANT:
How will you participate in the campaign to win the best contract for you and your coworkers?

I am ready to help build our campaign to win by doing the following:

PART II. Pay and Benefits

Our union will be seeking the best possible package of wage and benefit improvements. All of the following are cost items for PPMM. A lot will depend on how unified we are as workers. It will also be very important for our bargaining committee to know which issues you feel are most important.

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1. Please rank the following items with “1” for the most important, “2” for the next most important and so on (1-12).

Each number can be used only once. If you use the same number twice, the system will accept your response but your ranking may not be counted accurately.

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(Other Issues - please describe):

PART III. WORKING CONDITIONS
Issues that need to be addressed in your working environment

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1. Do management officials show proper respect when they speak with you and your coworkers?

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2. Do you feel there is favoritism in making work assignments where you work?

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3. Are there any other concerns about favoritism?

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4. Are there other issues that affect your ability to perform your job to the best of your ability? Please check those items that need improvement where you work and give examples.

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Please give examples of why this needs to be addressed:

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5. Discipline and Corrective Action

a. When it comes to work rules, discipline, and corrective action (check all which apply)

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Please provide any example(s):

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b. Union contracts generally include language that provides that employees may only be disciplined for “just cause”, a legal term which means that rules are reasonable and consistently applied, that consequences vary with the seriousness of the offense and that issues are fully investigated before discipline is issued.

How do you feel about pushing for this in our contract?

6. Job Security

Generally included provisions to protect the job security of employees in the event of layoffs or closures. Please share your thoughts about each of the following.

a. Providing that if a facility is downsized, in each classification, the employees who have been there the longest should have priority for the remaining positions at the facility, and that those who are laid off have the opportunity to fill any vacancies at other facilities before any new employees are hired for work that the laid off employees can perform.

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How do you feel about pushing for this in our contract?

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b. Providing that if a facility is closed, those who are laid off can fill any vacancies at other facilities before any new employees are hired for work that the laid off employees can perform.

How do you feel about pushing for this in our contract?

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c. Please share any other thoughts you may have on this issue:

7. Promotions, Transfers, and Hours of Work

Please choose the response to each of the following statements that best reflects what you have seen at PPMM.

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a. At PPMM it is easy for employees to know what opportunities are available: for promotions, transfers, different shifts, or work assignments and to apply for them.

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b. At PPMM, qualified internal candidates are given priority for promotions

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c. At PPMM, when work schedules are assigned, the first choice is given to the employees with the longest service.

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8. Floaters

a. Are you/have you ever been a floater?

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b. In your experience, do floaters always receive enough orientation before they start working in a new facility?

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c. Any other concerns about the working conditions for floaters?

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9. Are there other concerns regarding the work environment and professional issues that you believe need to be addressed? Please explain:

Part IV. Employee Rights and Representation

Our ability to have a positive, mutually respectful relationship with our Planned Parenthood Mar Monte requires employees to have the representation they need when dealing with issues at work and the ability to legally enforce our collective bargaining agreement.

Please indicate your thoughts on each of the following:

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1. Grievance and Arbitration Procedure:
Union contracts generally include provisions for a process to resolve issues that start with clinic managers and allows issues that cannot be resolved at that level to be taken to the corporate level, with binding arbitration by a neutral arbitrator, if we are not able to come to a resolution with management.

How do you feel about pushing for this in our contract?

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2. Union Representation
Union contracts generally include provisions that empower workers elected by their co-workers (Stewards) to assist them in meetings with management and investigating cases.
Contract provisions allowing Stewards to provide support on worktime (without interfering with patient care) to assist with getting issues resolved more quickly at the workplace.

How do you feel about pushing for this in our contract?

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3. Union Access
Union access covers: the ability of workers to meet with union staff at their worksites, the ability of workers to hold meetings in breakrooms and conference rooms during non-work time, and the ability of the union to use the employer’s email system periodically to communicate with all employees.

How do you feel about pushing for this in our contract?

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4. Union Shop
In a union shop, all employees are members of the union or pay an agency fee to support representation and operations. Membership makes for a stronger union.

How do you feel about pushing for this in our contract?

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5. COPE Contributions
Our union’s Committee on Political Education (COPE) raises funds from members through voluntary contributions to support political campaigns and advocacy for issues and candidates that members decide to support. This important tool amplifies our fight for funding reproductive health care as well as other important issues.

Contract language allowing employees to voluntarily contribute to COPE through payroll deductions is a key component to this program’s success.

How do you feel about pushing for this in our contract?

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6. New Employee Orientation (NEO)
Most SEIU 521 contracts provide that new employees have the opportunity to learn about our union from a co-worker during worktime shortly after they are hired.

How do you feel about pushing for this in our contract?

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Please use this space to share other ideas or concerns you may have about our contract or issues you believe need to be addressed at PPMM.

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