Your Voice.
Your Vote.
Your MGH.

On Jan. 23, the National Labor Relations Board (NLRB) completed its tally of the ballots cast to determine representation by the Minnesota Nurses Association (MNA). The majority of nurses who cast a ballot have voted in favor of representation by MNA. We want to thank all of you for your engagement in this important issue and for taking the time to cast your ballot.

While the results of the vote will bring about change, particularly for our nursing colleagues, Maple Grove Hospital will always strive to be a great place to work for all team members. Every member of this organization is critical to achieving our mission of empowering our patients to achieve their best health. This collaborative spirit is what sets us apart and enables our success.

Submitting Mileage Reimbursements

Upon request, off-duty voters will be reimbursed for mileage per IRS guidelines to cover travel expenses for coming to MGH to vote in the election. Mileage reimbursements only apply to off-duty RNs coming onsite to vote.

United States of America
National Labor Relations Board

Notice of Election

Notice of Election revised as of January 15, 2025

Keep Informed

You have the right to make an informed choice about unions.

MNA News

FAQs

Since sharing that we received a petition from the Minnesota Nurses Association (MNA) indicating they filed for an election with the National Labor Relations Board (NLRB) to determine if registered nurses at Maple Grove Hospital wish to be represented by a union, we have received several questions from you.

The decision soon before you is a monumental one. As you consider your right to choose whether or not you want to be represented by a union, we want to make sure we are providing you with accurate and comprehensive information about the election process and the change that would result if a union represented the nurses.

We are fully committed to following all necessary steps that are required of an employer under the law and ensuring information is available to leaders, nurses, and team members. Most importantly, your vote matters and we want all of your voices to be heard.

Top six questions asked by our RNs

Since receiving the notice of petition, we’ve heard from many of you in direct conversations, via email and in-person at our information sessions.

Under the law, MGH is not permitted to make any changes to wages, benefits or other terms or conditions of employment while we are in the process of an election. It could be construed that we are trying to influence your vote. We are not allowed to make promises during this process, unlike the union.

No. A union can always out-promise an employer, but the union can guarantee nothing. There is no guarantee what the final contract will look like.

No, if the union wins the election with Maple Grove Hospital nurses, a separate contract would be negotiated, and the terms of that contract would vary from the Robbinsdale Hospital MNA contract.

Possibly, we don’t know. What we can tell you is that years of service is typically the primary determining factor in labor agreements for shift bidding, schedules, time off and transfers. When considering the Robbinsdale hospital agreement as an example, an RN has to wait 10+ years for a straight day shift. There is no way to know exactly what would be in any negotiated agreement at MGH.

No. Joining a union does not automatically result in better pay and benefits. There is no obligation on the part of MGH to contract to continue all existing benefits. When negotiating your contract, you may get more, you may get less, or existing pay and benefits may stay the same. Bargaining is a two-way process, and the employer is allowed to demand givebacks in bargaining which could mean less benefits. Negotiations are a give and take, so there are no guarantees, and nobody can tell you what may or will be in the contract until the contract is final and agreed upon by all parties.

No. While Maple Grove Hospital would comply with its legal obligation to bargain in good faith with the union if it wins an election, all of your wages, benefits, and other terms and conditions of employment would be subject to the give-and-take of negotiations. Three things can happen in negotiations:

  1. Wages, benefits, and working conditions could remain the same (meaning when Union dues are subtracted, team members could bring home less wages);
  2. Wages, benefits, and working conditions could improve; or
  3. Wages, benefits, and working conditions could be reduced as the result of good faith negotiations.

Wages and benefits are all negotiable items, and an employer is not required to make any concessions to the Union that it believes is not in the organization’s best interests. An employer simply is required to bargain in good faith.

NEGOTIATING A CONTRACT

The employer is obligated to maintain the status quo during negotiations with a union. This means that there will be no changes in discretionary terms of employment without agreement by both the union and the hospital. Depending on how long bargaining lasts, certain things may not change for months or years, including discretionary wage increases and changes to benefits (including education benefits), discretionary increases or decreases to vacation and other forms of paid time off, and scheduling patterns.

No, by law the hospital does not have to agree to any union demands.

No. If the union wins the election, they merely win the right to represent you and your colleagues in collective bargaining for a first contract. Nothing changes regarding wages, hours, or working conditions until a contract is agreed to by all parties involved.

There are two options: (1) leave things the way they are; or (2) strike. Under current law, there is no guarantee that the union and the hospital will arrive at an agreement and sign a labor contract. It is possible for a union and an employer to continue operations without a contract for years.

It is impossible to say. The average first contract in healthcare takes well over one year to negotiate. Before a union contract is ever reached, the parties must meet on a number of occasions and negotiate team members’ wages, hours, and other terms and conditions of employment. This is a time-consuming process that involves exchanging many proposals back-and-forth until an agreement is reached on all items that are important to the parties.

This is a very important question for you to decide. We understand the importance of every nurse and team member feeling heard and valued, and we are committed to ensuring that happens at MGH without the need for a union. Unions often negotiate one-size-fits-all contracts that may not meet individual needs. Your voice on wages, benefits, and terms and conditions of employment will move to one group and the MNA decides how the group voice is represented. Under union representation, you will lose your individuality and MNA will become your voice.

We value the trust you place in us and are dedicated to building a workplace where your voice is heard and respected. If you ever feel that we’re not meeting this commitment, we encourage you to speak up, and we’ll work together to find solutions.

DIFFERENT APPROACHES TO ADDRESSING CONCERNS

This is one of the most unfortunate things about union activity. Once it begins, the employer is prohibited by law from making any promises or otherwise engaging in any efforts to resolve grievances or come up with new wages or benefits. This seems particularly unfair because the union is free to make whatever promises it wants in an effort to get your vote and Maple Grove Hospital’s hands are tied. The law exists in this fashion because an employer has the ability to carry out a promise that it makes on a unilateral basis. In contrast, a union cannot by itself make any changes happen. A union cannot directly deliver on the promises made to team members throughout the election process. Any change would need to have the employer’s agreement through negotiations between the employer and the union. Anything a union wants it must negotiate with the employer and nothing happens unless the employer is willing to make a change.

The union may have told team members that if a union is voted in, the team members will get better wages, benefits, and working conditions. However, this is only a promise and not a guarantee. Wages and benefits are all negotiable items, and the law doesn’t require either the union or employer to agree to a particular proposal or make any concession.

No. The union may try to claim that all nursing work is “bargaining unit work” and attempt to prevent all non-bargaining-unit team members, including leaders, from performing that work. In addition, during negotiations, unions typically seek contract provisions that would prevent any team members outside of the bargaining unit from performing any of the duties of the registered nurses in the bargaining unit.

No. You are free to talk to anyone about unions and whether or not having a union is in your overall best interest.

MNA AUTHORIZATION CARD PROCESS

We believe in working together as a team to address issues directly without the need for third-party involvement. It is our understanding that some RNs signed authorization cards with information that may not have been clear or complete. MGH’s position is that all team members should have the right to cast a secret ballot on an important decision that may have significant impacts to their work experience at MGH. An election provides each RN the time to inform themselves and the privacy of a secret election run by the NLRB regarding whether they wish to be represented or not by a union. This means that neither the union nor the hospital will know how you voted. We are committed to providing you with clear information and facts about unions and the collective bargaining process so that you can make an informed decision when you vote.

REMOVING THE UNION ONCE VOTED IN

You do not “test drive” a union. Once a union is voted in, it is complicated to vote out and the process cannot be started for at least one year. To be successful, the majority of those voting will have to agree that the union needs to go. While such “decertification” votes do happen, they are rare, they are subject to detailed rules, and the union would fight hard against anyone who was trying to vote them out.

No. By law, the hospital will not be able to help you with the decertification process or legal expenses associated with decertification. Team members would be responsible for navigating the decertification process on their own and paying for all legal costs relating to the decertification process.

UNION DUES

Almost certainly, yes. During negotiations, MNA would demand that a “union security clause” be applied to all team members represented by the union, requiring that you pay monthly union dues or a “service fee” or else be discharged from employment. This typically is a union’s top priority in negotiations, and you will never know what the union gave up in negotiations in order to get a union security clause.

The union security clause that MNA would demand in negotiations would legally require Maple Grove Hospital to terminate your employment if you fail to keep making monthly payments. In addition, the union can take delinquent team members to court in order to collect dues that have not been paid.

In 2023, according to publicly filed information with the U.S. Department of Labor (“DOL”) the MNA charged members a maximum of $76.20 in monthly dues, which equates to $914.40 annually. However, we know from the Robbinsdale contract, North Memorial Health as received notification to increase the dues deduction to $84.60 per month.

No. In 2023 according to publicly filed information with the U.S. Department of Labor (“DOL”) the MNA was allowed to charge members a maximum of $76.20 in monthly dues, which equates to $914.40 annually. Per union filings, MNA accounted for $2.3+ million sent to the National Nurses Union (NNU) and $1.1+ million spent on political issues. You don’t control where your dues are spent.

The union will decide if and when to raise your dues. Dues were just raised at Robbinsdale Hospital to $84.60 a month—an 11% increase. What you pay today may not be what you pay moving forward.

VOTING

The NLRB vote will be held at Maple Grove Hospital on January 22 and 23, between the times of 6:30-8:30 a.m, 11a.m.-1 p.m. and 6-8 p.m. Voting will take place in the Four Seasons Conference Room located in the lower level of MGH.

When you vote on either January 22 or January 23 between the times of 6:30-8:30 a.m, 11a.m.-1 p.m. and 6-8 p.m., you are choosing whether to be represented by Minnesota Nurses Association or remain union-free.

The ballot will contain a single question: “Do you wish to be represented for purposes of collective bargaining by MINNESOTA NURSES ASSOCIATION? MARK AN “X” IN THE SQUARE OF YOUR CHOICE.” You will then choose yes or no.

This is a secret-ballot election so no one will know how you voted. You do not sign, initial or write your name on your ballot; you will vote behind a partition so that no one can see how you mark your ballot; and you yourself will drop your ballot into the secure ballot box. The entire process is overseen by an agent from the National Labor Relations Board.

The union must receive a majority of the ballots that are cast in order to become the collective bargaining agent. For example, if we have 570 eligible voters but only 285 people vote, the union would only need 143 votes (one-fourth of the bargaining unit) in its favor to win the election and represent all 570 team members. By not voting, this reduces the number of votes the union needs to gain a majority. Thus, abstaining from voting is not considered a “no” vote.

Yes. If a majority of team members who cast a vote in the election vote for the union, then all team members in the bargaining unit would be represented by the union for collective bargaining purposes, regardless of their individual vote. There is no option to “opt out” of the union.

Yes. You absolutely have the legal right to oppose the union. You also have the right to let other team members know your opinion and can voice your opinion in appropriate ways. For example, in conversations during break or lunch time, before or after work.

No, you are not required to vote. However, the outcome of the election is determined by those who cast a vote and it could have a tremendous impact on your job and working environment. It is your choice, but if you care, you should come out and vote.

GENERAL UNION INFORMATION

A union is an organization that represents employees (team members) and negotiates with employers on their behalf as their sole representative regarding wages, benefits, and working conditions. When in place, unions also introduce additional processes, fees (such as dues), and complexities that can affect the workplace environment. You will pay dues for the services of the union. The union decides how it spends the money you pay to the union and it may be spent on activities wholly unrelated to the needs of the RNs at Maple Grove Hospital.

At our organization, we strive to maintain a collaborative approach where team members feel comfortable sharing their ideas, concerns, and feedback directly with leadership so we can work together to resolve concerns. We believe in working together as a team to address issues directly without the need for third-party involvement.

Most unions, such as MNA, are run by local or national officials who are responsible for recruiting new union employees (team members) and managing the affairs of the employee (team member) group(s) they represent. Employees of the union are paid salaries, and the union operates under a budget, where one of the main sources of income is union members’ monthly dues. How they spend their resources is determined by union leadership. Union leaders are elected by the union members.

We respect every team member’s right to consider unionization, but we believe that a direct and collaborative relationship between team members and management is the best way to address concerns, improve working conditions, ensure market-competitive compensation, and foster a positive workplace culture. MGH believes it is critical that we are a destination employer in our community and that means we need to pay competitive wages, create safe and meaningful work environments, and engage the people that do the work for all jobs, union or non-union.

Because unionization comes with legal requirements that would change many aspects of the relationship between MGH and its team members, including how we work with and meet the needs of our team members. We currently have a direct relationship between leaders and team members that we have cultivated together that is worth preserving. In a unionized environment, an employee (team member) can present issues, concerns and grievances to their supervisors, but the union contract often states how such issues must be addressed. Management may not have as much flexibility if an employee’s (team member’s) concern or issues are related to a term of the union contract because MGH leadership would have to adhere to what the contract says. This includes but is not limited to schedule changes.

Labor Agreement

If you vote YES, MNA will negotiate a STAND-ALONE agreement for MGH nurses.

Learn More

Flexibility

Everyone has different scheduling needs for workdays as well as days off. You are all unique in what your life looks like outside of North – Maple Grove Hospital.

Learn More

Bargaining

A union can’t guarantee anything in the negotiations process, including whether it will advocate for an issue that is personally important to you.

Learn More

Union Dues

Union Dues Misconception
Union-Free Savings

Union v. MGH Communication

The union is permitted to tell you what you “want” to hear. MGH is required to follow federal law. MGH provides you fact-based information.

Learn More

The True Cost of a Strike

Not only have we heard that MNA is promising you items they will get you in contract negotiations—but now we are hearing MNA shared that you will have to go on strike to fulfill promises they made to you.

Learn More

Have a Question? We’re Here to Help

If you have a question, we’d love to hear from you. Simply submit your question below, and we’ll either follow up with you directly or use your question to improve our future communications as we’re committed to providing the best possible answers and improve future communications.

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