The paradox of a union grappling with its employees’ push to unionize has sparked national attention. At the heart of the story lies 1199SEIU United Healthcare Workers East, the largest health care union in the United States. While its mission focuses on advocating for its members’ rights, the union’s internal dynamics reveal an ironic twist as its staff navigate their own battle for workplace equity.
The Battle Begins: A Push for Union Recognition
In June, a majority of the 260 staff members at 1199SEIU voted to join the Washington-Baltimore News Guild. However, their path to unionization faced resistance. Despite the employees’ clear support, the leadership of 1199SEIU declined to voluntarily recognize the in-house union. Compounding the issue, a retired officer distributed a letter urging opposition to the staff union’s formation, and a key organizer, Donald Hemmings, was fired—a move now under investigation for possible violations of federal labor laws.
Leadership’s Stance: A “Deep Disappointment”
George Gresham, the longtime president of 1199SEIU, expressed disappointment over the staff’s decision to unionize. While Gresham denied interfering with the unionization vote, he justified the decision to dismiss Hemmings, citing poor work performance. According to Gresham, some employees reported feeling coerced into joining the in-house union, a claim he used to explain why leadership resisted voluntary recognition.
In an interview, Gresham stated, “I want this to be not a hostile negotiation, but you make it very difficult when you disparage the union and you say things that you know aren’t true.”
Workplace Tensions Escalate
The internal conflict intensified when 1199SEIU’s leadership voted to remove the non-voting representation of its in-house staff union from the executive council. This decision, according to union officials, aimed to prevent conflicts of interest during confidential discussions, particularly concerning contract negotiations with the in-house union.
Negotiations officially began on November 11, placing 1199SEIU in an unfamiliar position—negotiating as an employer. For employees like Diego Grossmann, a communications specialist, the goal is clear: secure basic workplace rights such as pay equity, expanded childcare benefits, “just cause” protections, and a binding grievance procedure.
Allegations of Retaliation and Unfair Practices
The firing of Hemmings underscores the perceived disparity between 1199SEIU’s public advocacy and its internal policies. Hemmings, an education coordinator, was dismissed shortly after a photograph circulated of him and colleagues standing before the newly inaugurated “Dr. George K. Gresham Garden.” While leadership cited performance issues as the reason for his termination, Hemmings saw the move as retaliation for his unionization efforts.
“The feeling inside is as if there’s a foot at their throat, and if you breathe too hard you’re out,” Hemmings said. His termination has since become the subject of an unfair labor practice charge filed with the National Labor Relations Board (NLRB).
Additional allegations against 1199SEIU include unlawful polling of employees to gauge their support for unionization and changes to workplace policies, such as paid leave and remote work, without proper negotiation. These accusations challenge the union’s claim of fair treatment toward its staff.
Gresham’s Legacy and Leadership Challenges
As 1199SEIU approaches a pivotal moment in its history, questions surrounding Gresham’s leadership and succession loom large. While Gresham has faced health challenges, he has indicated plans to run for reelection. However, some employees interpret his stance on unionization as reflective of a broader issue—his reluctance to share decision-making power.
One anonymous staff member described the situation, saying, “George feels very aggrieved by us. There’s a lot of language framing us as disloyal and creating division.”
A Fight for Consistency in Workplace Rights
The staff members’ decision to unionize stems from their desire to secure the same protections they advocate for on behalf of 1199SEIU’s 450,000 members. Despite paying union dues, staffers argue they lack essential workplace protections, such as safeguards against unfair discipline and termination.
In response, Gresham has pointed to the existing employee manual, which he claims mirrors the protections afforded to 1199SEIU members. However, staff members argue that written policies alone are insufficient without the enforceability of a union contract.
Conclusion: A Union at a Crossroads
The ongoing conflict between 1199SEIU leadership and its staff union highlights the complexities of balancing organizational advocacy with internal accountability. As negotiations progress, the outcome will likely influence not only the working conditions of 1199SEIU’s staff but also the union’s reputation as a champion of workers’ rights.
For 1199SEIU employees, the fight is about more than unionizing; it’s about embodying the principles they strive to uphold for others. Their journey underscores a broader question: Can a union that fights for justice externally reflect the same values internally?
Frequently Asked Questions
1. What prompted the unionization effort among 1199SEIU staff?
Staff members sought to unionize to secure workplace protections, such as “just cause” protections, pay equity, and a grievance procedure. They felt these rights were absent despite their role in advocating for similar benefits for 1199SEIU members.
2. Why did 1199SEIU leadership resist voluntary recognition of the staff union?
Leadership cited concerns over employee coercion to join the union. President George Gresham also expressed disappointment with the decision to unionize, viewing it as unnecessary given the existing employee manual.
3. What are the key allegations against 1199SEIU in this dispute?
The in-house staff union has filed multiple charges with the NLRB, including accusations of retaliatory termination, unlawful polling of employees, and policy changes without proper negotiation.
4. What role does George Gresham play in the negotiations?
As the president of 1199SEIU, Gresham leads the negotiation team for the union. His leadership has been both praised and criticized, with some viewing his resistance to unionization as a reflection of his leadership style.
5. What is at stake for 1199SEIU’s future?
The conflict highlights a critical moment for the union’s internal cohesion and external reputation. The resolution of these negotiations will likely impact the union’s ability to uphold its mission and maintain trust among its staff and members.