Workers Demand: 'Live Up to Your Faith'
By Jon Melegrito
Spurred by their election victory and undaunted by management's refusal to recognize their union, Minnesota workers at a Methodist-affiliated long-term care facility are determined to get a fair contract.
MINNEAPOLIS
When employees of the Walker Methodist Health Center voted overwhelmingly last May to form a union with Council 14, they expected management to recognize them promptly and begin contract negotiations. After all, the state's second-largest nursing home carries the name of a faith that, according to the United Methodist Church Social Principles, urges all employers "to allow their employees to freely choose whether to unionize or not, without intimidation or coercion" and "to abide by their employees' decision when a majority has ... indicated their desire to be represented by a union."
That didn't happen. Management not only contested the election results but also resorted to delaying tactics by filing frivolous complaints with the Washington office of the National Labor Relations Board (NLRB). The Minnesota office had previously dismissed the same complaints, including Walker's claim that Licensed Practical Nurses (LPNs) are supervisors and therefore have no right to organize. At press time, the NLRB had ordered Walker to rescind disciplinary measures taken against several employees and to post a notice stating that employees have the right to form a union.
Walker Methodist has been making life difficult for workers, using arbitrary personnel policies and procedures to intimidate them. "You come to work each day with a great deal of uncertainty," says Wilson Coker, an 11-year nursing assistant who serves on the organizing committee. "A lot of people are crying in silence, frightened and scared of losing their jobs." Coker was recently fired without warning. Management claims that he used his position as a scheduling officer to engage in improper union activities. He has appealed to the NLRB for reinstatement.
"I've seen how supervisors yell at workers like kids," says LPN Tracy Plant. "It's so degrading. These are hard-working people. All they want is to be treated fairly and decently — like human beings."
Plant had voted in a separate election to form another bargaining unit for the 70 LPNs. The NLRB has sealed the results, largely be-cause of legal maneuvering by management in yet another callous attempt to prevent a vote.
BROKEN PROMISES. Walker Methodist's 422-bed facility employs 550 people: nurses aides, housekeepers, medical assistants, maintenance workers, laundry workers and LPNs. Two years ago, they attempted to organize with another union. But they lost the election following an aggressive, "nice guy" campaign in which management made a host of promises about improving conditions in the workplace.
"Back then, the workers wanted to give Walker a chance to make good," explains Winston Benjamin, a nursing assistant for seven years. "We were all desperate for change."
But Walker's ploys backfired. After the first campaign, management proceeded to break its promises. "Instead of raises, we got a wage freeze for two years," Benjamin points out.
The workers responded by forming a union with AFSCME. Their decision immediately drew retaliation from management. Daily humiliations and dismissals followed. "But this time around, there was a greater sense of solidarity among us," says Arthur Gongera, a nursing assistant and interim local president. "Management's threats united us even more."
Immigrant workers, who constitute about half of Walker's employees, are particularly vulnerable to threats. Fearing the loss of their jobs, they'd rather suffer in silence than rock the boat. Many don't have much choice but to settle for this kind of low-wage work. They are viewed largely as cheap labor, despite having professional degrees.
"It's a bizarre thing when health care managers — who are among the worst — regard their employees as doing some kind of ministry that shouldn't be compensated," says the Rev. Bob Hulteen, a leader of the Twin Cities Labor and Religious Network. "Walker Methodist has no sense at all that their employees need to be treated with dignity and respect."
But in less than three months of organizing, the workers demonstrated their clout. The second initiative was successful — with a hitch: Although they won the election with a strong majority, Walker is fighting their efforts to gain a fair first contract. Meanwhile, they are proud members of Local 3532.
VIGILS & VISITS. Workers enlisted local religious leaders, who reacted sharply and swiftly to Walker Methodist's foot-dragging. "Walker officials are exploiting their historic connection with our church in their community relations," points out Rev. Seth Garwood, pastor of the Walker United Methodist Church in St. Paul. "What good is a religious tradition if you don't live by its principles? Management should regard the workers as partners."
Workers and clergy together have maintained pressure — from prayer vigils outside the Walker building to surprise visits to homes of board members. Community supporters have also written to Bishop John L. Hopkins, the area's United Methodist Church leader, urging him to take a public stand.
"All we're asking is for the health center's board of directors to do the responsible thing," says Council 14 Director Eliot Seide. "We'd like to work with Walker Methodist for the good of the employees and the residents."
If necessary, Nursing Assistant Jackson Obiri is prepared to dig in for the long haul. "I know Walker's intention is to frustrate and demoralize us," he says. "But we're not giving up. We're sticking it out together."
