Click image to see all 4 pages of quotes from SHARE members
Recap of 3rd, 4th and 5th negotiations meetings (5/18, 6/2 and 6/15/22)
5/18/22 Topics:
Union presentation on mandatory overtime and understaffing in the Adolescent Continuing Care Units and the Animal Medicine department. ACCU has people not able to leave at the end of their shift. Animal Med has people who have to work overtime on weekends and holidays to cover the work.
Management presentation on inclement weather and hazardous conditions - how essential staff are compensated when non-essential staff are sent home with pay - led to a problem when used for extended period of time during the pandemic - proposal to limit comp time to weather events
Duration - both sides interested in a 3 year contract if we can agree on everything else
Management proposal to add policies to the SHARE contract that are already in effect: Juneteenth Holiday, Volunteer Time Policy, and Work from Home Policy
How to implement the Bilingual Pay differential in DCBS - small group met offline and reported back to the negotiating teams
6/2/22 Topics:
Union presentation on Childcare Fund
Union Presentation on Remote & Hybrid Work
Management Presentation on mandatory overtime issues at ACCU and Animal Medicine
Check in on other issues
6/15/22 Topics:
Union presented options for how to implement bilingual pay differential in DCBS
Union presented counter proposal on how to address concerns about too much comp time as a result of hazardous work conditions during pandemic
Interests and Options discussion about Childcare Fund
Interests and Options discussion about Remote & Hybrid Work
Management proposed discussion about some options for covering weekends in Animal Medicine without mandatory overtime
Management proposed further discussion around some of the causes of mandatory overtime in the ACCU
Union delivered letter from SHARE members about the COVID Appreciation bonus
What else to know:
The management team is not yet ready to discuss wages. Financial issues are usually discussed toward the end of negotiations.
A delegation of SHARE members delivered the COVID Appreciation bonus letter to UMass Chan senior leadership, in addition to giving it to the management negotiating team
We had a couple of fully remote negotiating sessions, but were back to meeting in person (with a hybrid option) for the 6/15/22 meeting
We negotiate again on 6/29, and will have a few smaller meetings on specific topics before that
June 30 Deadline to Use ALT Days
As part of the agreement between SHARE and UMMS about the COVID vaccination mandate, UMass agreed to two additional days of leave with pay for all SHARE members who were in compliance with the mandate by October 11, 2021.
Eligibility:
Employed by UMCMS on September 10, 2021
Met all vaccination and documentation requirements by October 11, 2021, or received an approved exemption.
Using the two days:
The time must be used no later than June 30, 2022, after that it is gone.
The two days off can be used for any purpose. Use your usual practice for requesting the days off. Requests will not be unreasonably denied.
The time will be tracked by the department; it is not on your paystub. It should be entered as “ALT” in the employee’s timesheet.
If you leave before June 30, the time will not be paid out.
Recap of second negotiations meeting (5/4/22)
Topics:
Comp time pay for pandemic - non-weather emergency events
SHARE presentation about
Who is in SHARE: 6 sub-groups (Commonwealth Med, Admin/Finance, Research Techs, Animal Med, Adolescent Continuing Care Units, Infrastructure)
Priorities from survey and meetings: 5 buckets (Essential on-site department issues, Remote work department issues, Respect issues, Work-Life balance issues, Financial issues)
Recruitment/Retention – Staffing levels and turnover rates, why staff leave
Mandatory Overtime in CCU & AMED – data, causes, effects
What else to know:
Both sides want a fair contract in reasonable amount of time
Feeling in the room was respectful, interest-based.
Everyone participated and engaged. Both sides shared their experiences related to the topics.
We agreed to ground rules – how we will interact, how often we will meet, etc.
Next meeting – more on how to handle non-weather emergency events, more on reducing mandatory overtime. On deck: remote work issues, transfer period, childcare fund. Small group meet offline on bilingual pay in DCBS.
Recap of first negotiations meeting (4/20/22)
Topics:
Introductions
Joint training in “interest-based” bargaining
Present a topic, explore both sides’ interests and concerns and look for overlap, generate possible options for solutions, make a proposal that takes both sides’ concerns into account
Alternative to simply making a proposal without looking for common ground
Draft of ground rules
The non-union bonus
What else to know:
Who is on the two negotiating teams
SHARE executive board and staff
HR and front-line managers
Meeting every 2 weeks, mostly in person, with some people joining remotely
Next meeting – present on SHARE members concerns and interests, pandemic comp time, mandatory overtime
Free College Benefit
As a dues-paying member of SHARE, you and your family members are eligible for a free college benefit through our parent union, AFSCME. If you would like to learn more, the Union Plus Free College Benefit Team is holding information sessions on May 11 and May 12. You can also click freecollege.unionplus.org to learn more.
Info sessions about your Free College benefit
Calling all prospective students! Don’t miss these info sessions to learn more about Free College. The Union Plus Free College Benefit Team will answer any questions you may have about eligibility, degrees offered, transfer of credits or enrollment process.
Register today!
May 11, 2022 9pm Eastern Time / 6pm Pacific Time
May 12, 2022 8pm Eastern Time / 5pm Pacific Time
Visit freecollege.unionplus.org for more information about Free College.
May 1 Deadline for College Scholarship Opportunity
We received the following notice from the Central Mass AFL-CIO about a scholarship opportunity for graduating high school seniors. Children and grandchildren of dues-paying SHARE members are eligible to apply. The deadline to apply is May 1.
Click for the Scholarship Application Form. Our “Union Affiliation” is SHARE/AFSCME and our “Local Union No” is 4000.
To: All Affiliated Locals of the Central Mass AFL/CIO.
We are pleased to announce that we will be awarding six $1,000.00 scholarships as well as several $500 and $1,000.00 Platinum sponsored scholarships.
The scholarship recipients will be drawn by lottery at the May community services committee meeting and the winners will be announced at the Annual Scholarship Golf Tournament on Friday, June 3, 2022
The scholarships will be presented at the Labor Day breakfast September 6, 2022.
To be eligible, the student must be a 2022 graduating high school senior going on to college and a child, grandchild, or member who’s local is affiliated with the Central Ma. AFL/CIO. Union members must live or work in the jurisdiction of the Central Ma. AFL/CIO.
All names must be submitted by May 1, 2022, and returned to:
Paul Soucy
AFL/CIO Labor Community Services
Central Ma. AFL-CIO
400 Washington St
Auburn, Ma. 01501
In Solidarity,
Joseph P. Carlson, President
Central Massachusetts AFL/CIO
SHARE Member Meeting Notes 2/16/2022
On Weds, February 16, SHARE held back-to-back half-hour meetings for members, at 12:00, 12:30, and 1:00. People dropped in on their lunch break.
For those who were not able to attend, below are the agenda topics (numbered) and some of the things that came up in discussion (the bulleted points). Please let us know if you have any questions.
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SHARE Member Meeting 2/16/2022
Zoom – Speaking, Using the Chat, Mute/Unmute, Using Video
1. Introductions – name, job, working on site/hybrid/remote
2. Negotiations and Contract Survey
· https://www.surveymonkey.com/r/2022SHARE-UMMScontract
· 117-ish responses so far out of 400-ish SHARE members
· Please fill it out and remind your coworkers
· Comments? Questions?
· Vacation time was a bigger deal when I was newer
· Pay!
· Negotiate about covid restrictions?
· Opportunity to bring up concerns
· Exempt staff have 4 weeks vacation
· Closer parking would be nice
· Cashing out vacation time (and/or sick time) – can go over cap but lose it July 1
· Sick bank – put in 16 hours
· Priorities???
· Biggest issue for me is pay! Education benefits for masters degree is a bigger pull than the $17/hour they pay me. Tie raises to cost of living. Inflation is not seeming so “transitory” right now.
· Working remotely using my energy and resources for my job: cell phone, electricity, etc. They are saving money by having us working remotely, they should give us some of that back. 7% CPI increase. 2% is not enough. They should treat us with dignity and respect.
· What are non-union staff getting for a raise this year?
· How much is UMCMS saving (esp CWM) with remote work
· If you see something, say something!
· 2% or $0.50 raise and then parking, dues, insurance go up – end up making less each year. Very frustrating!
· Must get paid what we are worth and we are not making that now
· Want SHARE members to be recognized
· What is national average of raises?
· What are your thoughts???
· SHARE negotiating team is the SHARE Executive Board and SHARE staff
· Pay, time off, flexible scheduling, what else?
· Most SHARE staff never get to the 3-week vacation mark – high turnover
· Recognition: what forms? Pay obviously. Bitcoin, NFT’s, …
3. New Volunteer Time Policy
· Applies to SHARE members and non-SHARE members
· 16 hours paid time for volunteer services during work time – can’t get reimbursed for working on weekend
· Not political, or partisan, or endorsement of religion
· 4 hour block minimum
· There is a form – SHARE will send email (after Theresa sends it to us)
· Does coaching youth football count? Needs to be added to the list.
4. 2 days ALT time (covid days) for SHARE members – key dates
· Employed by 9/10/21
· In compliance with vaccine mandate by 11/11/21, includes approved exemption
· Must be used by 6/30/22
· Can check in HR Direct after that they did it right
5. Public Service Announcements:
· Fair Share Amendment – on the ballot in the fall
· Free at-home tests: www.usps.com/covidtest for easy order of 4 at-home rapid tests
SHARE Member Meeting Notes 1/19/2022
On Weds, January 19, SHARE held back-to-back half-hour meetings for members, at 12:00, 12:30, and 1:00. People dropped in on their lunch break.
For those who were not able to attend, below are the agenda topics (numbered) and some of the things that came up in discussion (the bulleted points). Please let us know if you have any questions.
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SHARE Member Meeting 1/19/2022 (12:00-1:30)
Zoom – Speaking, Using the Chat, Mute/Unmute, Using Video
1. Introductions – name, job, working on site/hybrid/remote
2. Contract Negotiations - discussion
· 2% raise isn’t enough, COL going up!!!
· Vacation time, esp for people who need to travel overseas to see family
· Parking – especially if working hybrid or remotely – pay less if “part-time” on campus
· Why can’t we just print at home instead of having to come into office to print
· Question: Chang parking fees?
· Reimbursed or supplied with printing supplies
· IT Admins working remotely
· Credit for unused parking time
· Don’t want to lose spot in line. Is there still a list since 4 years ago?
· Increase of emergency incentive at CCU & equity with adult side psych on incentives
· Parking office told someone that if they work 24 hours or less per week on campus then they can get the part-time rate: $8 instead of $16 without losing spot in line
· Working 1 day a week or less at South Street, can cancel parking
3. COVID Booster Shots
· Requesting to upload booster confirmation. Consequences not determined yet, obligation to negotiate. Some of the dates were incorrect.
· Trying to get am exemption for booster but EHS is backed up: write to Theresa Kane and Sharone Green
4. Public Service Announcements:
· Fair Share Amendment – on the ballot in the fall
· 2 days ALT time for SHARE members – key dates
o Employed by 9/10/21
o In compliance with vaccine mandate by 11/11/21
o Must be used by 6/30/22
o Can check in HR Direct after that they did it right
· Testing: Need to test if you are on campus even for ½ hour, and no more walk-ins, have to have an appointment. Can test on the day you are coming in, but if you have been fully remote and are starting to come back to University campus then you need to test the week before. If South St, come to Univ the 1st time. If I stop for 90 days because I was tested positive, will I get dropped off the list. Employee health totally overwhelmed. Testing for covid after vacation out of MA, 3-5 days after returning
· At home tests: www.usps.com/covidtest for easy order of 4 at home rapid tests
SHARE Member Meeting Notes 4/21/2022
On Thursday, April 21, SHARE held back-to-back half-hour meetings for members, at 12:00, 12:30, and 1:00. People dropped in on their lunch break. The next monthly meeting will be on Thursday, May 19, 2022.
For those who were not able to attend, below are the agenda topics (numbered) and some of the things that came up in discussion (the bulleted points). Please let us know if you have any questions.
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SHARE member meeting 4/21/2022 (12:00-1:30)
Zoom basics: Speaking, Using the Chat, Mute/Unmute, Using Video
1. Introductions – Name, Job, Working on-site/remote?
2. Use your 2 COVID days before June 30
the time should be coded as ALT
see our post from December for more details
3. Update on COVID appreciation bonus proposal
The email and verbal response
The proposal at negotiations and same response
Next…
Discussion:
o They could give it if they wanted to, they don’t want to
o It has nothing to do with negotiations – this is extra
o Did they say why they won’t give it?
o They do the same thing announcing nonunion raises just as we start negotiations
o We will get it anyway!
o Double for the insult!!
o Feels like they are holding it over our heads
o What do we need to do to make them understand?
o Support from faculty. “Outrageous”
o Support from (most) non-union coworkers
o It’s not ok
4. Report on first negotiations meeting (4/20/22)
The two teams
o SHARE executive board and staff
o HR and front-line managers
Training – “interest-based” bargaining
Ground rules
Discussion:
o Meeting every 2 weeks
o Next meeting – present on SHARE members concerns and interests
o Updates between meetings – what happened at the last meeting, what is on deck for next meeting
COVID Appreciation Bonus for SHARE Members - Proposal Update
Letter from SHARE to UMass Chan Medical School
SHARE sent the following email to management on 4/11/2022, proposing that the $1,750 COVID Appreciation Bonus for non-union employees should be extended to SHARE members.
I am writing to propose a next step in our contract negotiations.
As you know, the Medical School announced on March 24 that non-union staff would receive a 2% increase retroactive to March 1, an additional 2.75% increase effective July 1, and a one-time COVID appreciation payment of $1,750, to be delivered April 15.
The announcement came as we were about to begin our negotiations for a new SHARE-UMMS contract. SHARE members are glad to see that their non-union coworkers are getting larger, earlier base raises than has become the norm in recent years, and we look forward to negotiating with you about raises for SHARE members, along with other contract issues. SHARE members were, however, dismayed and hurt that UMass Chan Medical School would recognize their non-union employees for their work throughout the pandemic, with a $1,750 COVID appreciation bonus, and not their union employees. The omission felt divisive.
We understand that omission may not have been intentional: it may not have been obvious to UMass Chan senior leadership that SHARE members would feel so hurt by being excluded from the COVID appreciation payment, and it is also possible that there was not enough time before the announcement for UMass to propose that SHARE members should receive the bonus as well.
All UMass Chan employees have been through a difficult two years together – emotionally, physically, and financially – and they have pulled together to keep the mission of the Medical School on track throughout the pandemic. All UMass Chan employees are facing the financial challenges that come with inflation, including the rising costs of housing and fuel that have a disproportionate impact on lower paid employees. It seems only fair that SHARE members should also be recognized now for their contributions and sacrifices. Over the last two weeks, SHARE members have come to member meetings, exchanged emails, talked one-to-one and in small groups, and finally voted overwhelmingly on how to respond to the University’s announcement.
SHARE proposes that UMass Chan Medical School extend the $1,750 COVID appreciation payment to SHARE members now, as soon as it is possible to implement, while we continue to move forward with contract negotiations.
I look forward to your speedy reply. Please let me know if you have any questions.
Winter Weather
We hope everyone is staying warm and safe! This seems like a good time to remind SHARE members that we have contract language about Inclement Weather that may be useful. The full Article is on page 18 of our Contract.
Time Offset Option for “Non-Essential” Employees
For employees who are designated “non-essential”, if you miss work because of the weather, there may be an option to make up the time you missed instead of using your own vacation time. It will depend on the kind of work that you do, the tasks at hand, the hours that you cover, etc.
The contract says:
Time Offset Option
Employees who are excused from job duties due to inclement weather may, at their discretion, workplace conditions permitting, choose to make up the lost time, instead of using their own earned time. The time missed due to the weather event can be made up in a single instance or in increments, and must be worked within the same pay period as the event.
Your department may already have a standard way of handling this. If not, you can show your supervisor the contract language and discuss how it applies in your case. You should both feel free to reach out to SHARE and/or the HR Office of Labor and Employee Relations to help figure out how to use the time offset option to meet your needs and the needs of the department.
Inclement Weather and "Essential" Employees
Because some essential functions of the Medical School must be maintained, and some departments cannot simply close, usually those that operate 24/7 or 7-days a week, a plan for staffing coverage is needed. To be clear about who has to come to work in these cases, employees need to be designated as “essential” or “non-essential” by their department head. If there is confusion or disagreement about an employee’s designation, it should be discussed by the employee and the department head, either of whom may also ask for help from SHARE and/or the HR Office of Labor and Employee Relations.
Questions?
Please talk to a SHARE Rep in your area or call the SHARE office: 508-929-4020.
Reclassification Requests - Deadline Friday 2/11
The SHARE contract (Article 21 on page 25) gives individual SHARE members the right to request reclassification of their job through the union. You can make a request for reclassification through Friday, February 11 this year. Click here to download the request form as a printable pdf. Please read below for more about the process and preparation.
What is reclassification?
Reclassification means changing the grade level for a job. If the grade level assigned to a particular title no longer seems to match the level of work responsibilities, a job may need to be reclassified.
How does UMMS usually handle reclassification?
Under the UMMS Job Evaluation Policy, your manager can make a request on your behalf for the HR Compensation Department to review your job. HR Compensation evaluates the job description, consults with your manager, looking at the level of the job responsibilities, and how they compare to other jobs inside and outside of UMMS, and determines whether the grade is appropriate.
How is the SHARE process different?
UMMS has agreed to do some reclassification reviews that are not initiated by a department manager. SHARE can submit up to 10 individual reclassification requests per year to HR for review. The deadline to make a request this year is Friday, February 11.
Example: Someone was hired as an Administrative Assistant I. New responsibilities were added, and they now fit better in an Administrative Assistant II job description. They can request a review of their job and present arguments for changing the grade.
How will the ten individuals be chosen?
Because our unit is big, and our slots are limited, preference will be given to people who:
have already tried to use the UMMS Job Evaluation process but been unsuccessful; and
have the strongest business case for reclassification of their job
I think my job should be reclassified. What should I do?
Do your research now: Ask HR for copies of the job descriptions for your job title and for any job titles you think would better match your job responsibilities. What job title do you think you should have? How does the job description match up?
Talk to your manager: Tell them what you are thinking, and why. Show them the job descriptions. Ask what they think, and why.
If they agree with you, that’s great. See if they will submit your job to HR for review. There is no deadline for managers submitting these requests, and no ten-person limit.
If they disagree, try to get a clear understanding of where you and they disagree.
Apply immediately: If your manager isn’t going to submit your job for reclassification review but you still think it should be reviewed, fill out a Reclassification Review Request application and email it by February 11 to these people:
Matthew.Lyford@umassmed.edu (Human Resources)
Elisabeth.Szanto@theshareunion.org (SHARE) and
Please cc your manager
If you would like help thinking about this, you can talk to a SHARE Rep, call the SHARE office at 508-929-4020, or email SHARE.UMMS@theshareunion.org.
Happy Holidays from SHARE
SHARE Executive Board and Reps
Congratulations to the new and returning SHARE Representatives and Executive Board members!
Going into contract negotiations in 2022, we want to make sure that every SHARE member knows someone who can be counted on to have or to get the latest information. We still have some departments without enough representatives. If you would be interested in being a union contact person for your department, please let us know.
SHARE Executive Board
Samantha Jimenez, Animal Medicine
Kate Gordon, Pediatrics
George Boley, Continuing Care Units
Deb Manseau, Neurology
Valerie Mount, Animal Medicine
Charles Gayflor, Continuing Care Units
Theresa Kane, Dean's Office - Testing
Dineia Williams, Disability & Community Based Solutions
SHARE Reps from CCU
Abraham Bartuah
Danielle Brewster
Jenn Carr
Jazelyn Lopez
Hannah Mitchell
Devon Poirier
John Tatian
SHARE Reps from the Main Campus
Christopher Barry, Animal Medicine
Karen Tilli, Animal Medicine
Eileen Fraioli, ASC-Lab Glass Cleaning Svc
Karen Lekas, Biochemistry & Molecular Pharm
Carlos Ortiz, FS-Asset Management
Courtney Fisher, Pathology
Alexa Lee Williams, Psychiatry-Clinical Research
Jeremy Skalin, Public Safety
Ashley Summers, RNA Therapeutice Institute
SHARE Reps from South Street (mostly remote)
Belinda O'Brien, Disability & Community Based Solutions
Corrina Poole, Clinical Pharmacy Services
Sherrie Carey, Specialty Programs
Renee Dozois, Specialty Programs
Reminder: Two Days of ALT Time for SHARE Members
As part of the agreement between SHARE and UMMS about the vaccination mandate, UMass agreed to two additional days of leave with pay for all SHARE members who were in compliance with the mandate by October 11, 2021.
Using the two days:
The two days off can be used for any purpose. Use your usual practice for requesting the days off. Requests will not be unreasonably denied.
The time will be tracked by the department; it is not on your paystub. It should be entered as “ALT” in the employee’s timesheet.
The time must be used no later than June 30, 2022, after that it is gone. If you leave before June 30, the time will not be paid out.
Eligibility:
Employees are eligible if they met all vaccination and documentation requirements by October 11, 2021, or if they have received an approved exemption.
Employees must have been employed by UMMS on the date of execution of the agreement (9/10/21) in order to receive the two (2) additional days of leave.
Small Dues Increase for 2022
AFSCME, SHARE’s parent union, has announced the dues rate increase for the upcoming year. Once again the increase is small.
The 2022 regular dues rate for SHARE members will be $19.68 every two weeks. That is an increase of forty-eight cents per paycheck. For members working 20 hours/week, the 2022 rate will be $14.73. The new rates should be reflected in the January 21 paycheck.
WHY SHOULD I PAY DUES?
Dues are an investment that SHARE members make in themselves and their coworkers. Without a union, employees have very little leverage to make change, or even to hold onto what they have.
SHARE members want respect for the work that they do, fair treatment, opportunities for advancement, and good raises so that they can take care of themselves and their families. SHARE gives employees a voice in various ways:
In contract negotiations, we have a voice in our pay, benefits and work policies.
In union meetings and individual conversations, we have a voice in the direction and priorities of the union
Through the problem-solving process, we have a voice when individual problems/conflicts come up at work
In union elections, we have a voice in who our representatives will be
Through committees, department-based Joint Working Groups, and ad-hoc negotiations, we have a voice in issues that face groups of SHARE members
When it comes down to dollars and cents, dues pay for themselves. SHARE has consistently negotiated raises each year that our union has existed - 24 years now. Those increases have resulted in better raises than our non-union counterparts and policies that reflect SHARE members’ needs.
Working together through the union, SHARE members can continue to make progress in all these areas. And dues support the staff who support this work.
HOW ARE DUES CALCULATED?
Any annual increase is calculated by the AFSCME International office based on the average percent increase of AFSCME members’ pay rates across the country in the previous year.
WHERE DO MY DUES GO?
The short answer is that dues mostly pays for SHARE staff.
The longer answer is that SHARE members at UMass Memorial pool their dues money with members of three other unions locals: SHARE at UMass Memorial and Marlborough Hospital, HUCTW at Harvard University, and USW at Cambridge Health Alliance. The four union locals together are called the New England Organizing Project (NEOP). All their dues together pay for the union staff for all the locals, union offices, phones and utilities, mailings, etc. About 75% of the budget is for staff.
The staff spend their time gathering information and opinions from members, sharing information with members, developing and supporting SHARE Reps, helping members with questions or problems, negotiating contracts, organizing events, researching issues, writing blog posts, etc., all on behalf of SHARE members.
MORE INFORMATION
If you would like to know more, please talk to a SHARE Rep, email share.umms@theshareunion.org, or leave a message at 508-929-4020. You can also learn more about what our union does, and the benefits of union membership, by exploring www.shareumms.org.
Performance Bonus Payouts
Some SHARE members who received Exceeds or Outstanding in their performance review last spring have had to wait a while for their bonuses. If a department submitted the paperwork on time, then the bonus was paid in July. We were told at the time that bonuses for performance evaluations submitted late would still be paid, but there might be a delay while they are processed. The delay turned out to be considerably longer than expected.
We have been talking with HR Labor Relations almost every week since July to get these later bonuses paid, and they have been talking with the departments, with HR Compensation, and with Payroll. The good news is that almost every SHARE member who has been waiting should receive their bonus in this week’s check.
We are aware that a handful of bonuses have still not been processed. If yours is one of them, please email share.umms@theshareunion.org. We will keep at this until you get what you are owed.
News of Note to SHARE Members
These days, the broadcasts and news feeds are full of information that matter to SHARE. In case you missed them, here are a few particular things that we are keeping our eye on:
Bonuses for Essential Workers
Governor Baker recently vetoed the part of the COVID Relief Spending Bill that would spend $460 million dollars on essential workers who worked in-person throughout COVID. It appears that Baker does want to deliver the money to essential workers, but he didn’t approve of the “red tape” the legislature had attached to the process. Early January should show us whether the legislature will over-ride Baker’s veto, and who will decide how this money is distributed. (Thank you, SHARE members who voiced your support for hazard pay to your legislators! Nice work!) Read more in the Boston Globe.
Money for Mental Health, Community Hospitals
The COVID Relief Spending Bill also dedicates $260 million for financially stressed hospitals, and $400 million for addiction treatment and related behavioral health services. UMMS’ Continuing Care Units provide psychiatric care for adolescents. Increasing the number of Psych beds in the Commonwealth could help with the overwhelming need for psychiatric care. We will stay attentive to see how this might affect the CCU’s patients and SHARE members.
News about the MGB Expansion
Rumor has it that the Mass General’s Independent Cost Analysis was coming out last week. Will it come out this week? We shall see. SHARE members have a big stake in the outcome of MGB’s plans – read more about it here. In addition, the bill that would protect community hospitals by giving the Massachusetts legislature a say about hospital expansions like this MGB proposal passed the House and is moving forward. Thanks to the SHARE members who let their voices be heard to their state reps and senators!
SHARE Member Meeting Notes 12/15/2021
On Wednesday, December 15, SHARE held back-to-back half-hour meetings for members, at 12:00, 12:30, and 1:00. People dropped in on their lunch break. The meetings are generally held on the third Wednesday of the month. The next meeting will be on Wednesday, January 19, 2022.
For those who were not able to attend, below are the agenda topics (numbered) and some of the things that came up in discussion (the bulleted points). Please let us know if you have any questions.
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SHARE member meeting 12/15/2021 (12:00-1:30)
Zoom basics: Speaking, Using the Chat, Mute/Unmute, Using Video
1. Introductions – Name, Job, Working on-site/remote?
2. Executive Board and Rep Election Results
Samantha Jimenez – Animal Medicine
Kate Gordon – Pediatrics
George Boley – Continuing Care Units
Deb Manseau – Neurology
Valerie Mount – Animal Medicine
Charles Gayflor – Continuing Care Units
Dineia Williams – DCBS, Commonwealth Medicine
Theresa Kane – Dean’s Office, Testing Program
3. Contract Negotiations – What should our priorities be?
Discussion about cost of living, inflation, housing, retention, probationary raises, lag time for health insurance for new employees, essential workers, time off, pandemic and sacrifice, understaffing, competitive wages, and more…
Contract is not pending, it was extended one year, through June 2022
4. Fair Share Amendment on November 2022 Ballot
Sometimes called the “Millionaire’s Tax”
State tax on income over $1,000,000/year of 4%
No extra tax on first million dollars. For example, if you make $1,000,001 per year, you pay 4 cents more.
Money allocated for: public education (including pre-school and community college) and transportation (buses & trains, roads & bridges)