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SPFPA Union Information

To all Trinity Health Grand Rapids Security Professionals.

During our first Zoom meeting, the participants had great questions, and the SPFPA representative answered all of them. The officers who attended the meeting also shared the employer’s tactics to sway the vote in their favor. Some of these tactics are against the National Labor Relations Act (NLRB). We created this special informational webpage so all unit officers can become informed voters.

What's Next?

after you win your election.

After your election, the National Labor Relations Board (NLRB) allows 7 to 10 business days for any party to the election to file objections. If no valid objections are filed, the NLRB will certify the election. If you win your election, SPFPA will start the process to prepare for negotiations. 

We email all bargaining unit members our bargaining survey. The survey helps us gather officers’ input on what they want placed on the bargaining table during negotiations.

A bargaining committee will formed, and they work with the SPFPA negotiator and will present at all bargaining sessions.

The SPFPA negotiator reaches out to the employer to set dates for the negotiations.
All parties at the bargaining table must negotiate in GOOD FAITH as mandated by the NLRA.

“Good faith bargaining” means that when negotiating with another party, like in a labor union contract, both sides must engage in discussions with a sincere intent to reach an agreement, being open-minded, and making reasonable efforts to find common ground, rather than deliberately trying to obstruct or prevent an agreement from being reached; essentially, acting honestly and fairly throughout the negotiation process.

Key points about good faith bargaining:

  • Legal obligation:

    In many jurisdictions, especially in the context of labor relations, there is a legal requirement to bargain in good faith. 

     

  • Not just agreeing:

    It doesn’t mean both parties must agree on everything, but they must actively participate in the negotiation process with a genuine desire to reach a compromise. 

     

  • Elements of good faith: This includes meeting at reasonable times, providing relevant information, considering proposals seriously, and avoiding tactics designed to deliberately stall or derail negotiations.

SPFPA has heard that your employer is using the word STRIKE to scare unit members. As you have seen, they even walked around the contract security company, handing out flyers stating they were fully staffed and ready to step in if the bargaining unit ever voted to strike. THIS IS INTIMIDATION! Why would an employer do this to their employees? 

The facts about a strike-

It’s the last resort and can ONLY be agreed to by the unit members through a vote- The Union does not call it.

The Union has many tools that can be legally used if an employer decides to bargain in bad faith, and none of them will put unit members at risk. Here’s a couple! 

The Union can file an Unfair Labor practice charge with the NLRB

The Union can conduct Informational Picketing – this is not a strike. Your brothers and sisters from other union sites will assemble to bring attention to bad-faith bargaining. Informational picketing can include a media campaign.

In the 24 years our current International President has held office, there have been NO STRIKES! – SPFPA brings decades of experience and a top-rated law firm to the bargaining table – WE DON’T NEED STRIKES TO GET THE JOB DONE FOR YOU AND YOUR FELLOW OFFICERS!    

We are not being cocky – it’s confidence! We represent Officers at over 20 medical centers and facilities across the country.

OUR TRACK RECORD SPEAKS FOR ITSELF!

You can use the menu at the top of this page to explore our SPFPA website.

If you have any questions – Please call National Organizing Director Dwayne Phillips at 586-872-5634.  

Thank you