With this website, we hope to provide important information about unionization and the upcoming election at the Westminster clinic. Please spend some time getting the facts and becoming fully informed!
January 12, 2025 The Union (SEIU) contacted Clinica to withdraw their demand recognition and asked Clinica to withdraw its petition for an election. Clinica agreed, and the NLRB approved the withdrawal and the cancellation of the election.
| Key Dates | What Happens |
|---|---|
|
June 26, 2025 Demand Letter Filed |
The Union demands voluntary recognition from Clinica at the Westminster site – both in person and via letter. By demanding recognition, the Union placed Clinica on notice it sought to skip the democratic election process and have Clinica start the bargaining process without all voices being heard. |
|
July 10, 2025 RM Petition Filed |
In response to the Union’s demand for recognition, federal law dictates that Clinica file a petition for election, since it choose not to agree to the Union’s demand. The Union would not agree with Clinica’s request for an expanded unit to include other sites. |
|
July 17, 2025 |
The Union and Clinica held a one day hearing at the National Labor Relations Board (NLRB). Both sides presented witnesses and evidence regarding their requests related to the makeup of a potential bargaining unit. |
|
December 23, 2025 |
The NLRB issued a Decision and Direction of Election “DDE”. The NLRB decided that only employees at the Westminster site will be eligible to vote, including: All full-time and regular part-time registered nurses, nurse practitioners, physician assistants, and physicians (all MDs, DOs), case manager, clinic operations specialist, enrollment specialist, medical assistant, medical records, referral case manager, and behavioral health professional. This includes employees on the payroll as of December 12, 2025.
Office technicians will vote, “subject to challenge.” This means that your ballot will be handled separately and depending on the ballot count, your vote may or may not be counted. You can read the DDE here. |
|
December 30, 2025 |
Federal law requires Clinica to provide the Union with a voter list. This list will contain employee contact information to allow the Union to contact you. |
We hope to address many of your questions on this site and provide facts about unions and the organizing process. We hope that you will get information from both sides to make an informed decision.
Union organizers are permitted by law to make broad promises about what SEIU might be able to accomplish on your behalf. SEIU does not have to provide any disclaimers or a “money back” guarantee on any promises they make to you during the campaign, or when they ask for your signature on a union card or petition of support. However, managers are not permitted by law to make any promises about what we might or might not do if you vote YES or NO for SEIU.
While we are limited in what we are allowed to say, we can assure you, as a matter of fact and experience, that we believe transitioning from a non-union to union environment has a significant impact on any organization. Unionization may change the relationships employees have with their leaders and may also impact their working life in ways they may not anticipate. We hope this site is helpful to you as you consider both sides. The
site will be updated frequently with new information, so please check back regularly.
SEIU Local 105 Dues Calculator
Per Local 105’s Dues Policy, union dues are two point two five percent (2.25%) of a member’s regular earnings. Since Local 105 dues are calculated as a percentage of regular gross wages, the dollar amount union members pay in dues will increase as their wages increase. The annual dues for a full-time employee working 2080 hours can be estimated by multiplying their hourly wage by 2080, and then calculating 2.25% of that total. It is important to note that specific details, including any potential maximum annual dues, are governed by the Collective Bargaining Agreement for each specific employer and are subject to change.
While a union may try to negotiate certain staffing levels into the contract, CFHW does not have an obligation to agree to any such proposal (absent state law regarding staffing ratios). Even if this type of provision is negotiated into an agreement, many agreements with these types of provisions also have options for management to change those provisions if necessary for patient care and emergencies, meaning the ratios can be exceeded if necessary. If that were to happen, a union’s recourse for violation of such a provision is with the grievance and arbitration procedure, which can take months and may not provide relief in the moment.