En 2021, los trabajadores de Avamere están negociando un nuevo contrato que cubre salarios, beneficios y condiciones laborales como seguridad, equipo de protección personal, personal y más.


Conozca a su equipo de negociación de 2021

SEIU 503 es un sindicato dirigido por miembros. Los miembros eligen un equipo de negociación de sus pares cada dos años. Con el apoyo legal, de negociación y logístico del personal del sindicato, su equipo de negociación lucha para asegurarse de que sus prioridades se reflejen en el contrato final. Haga clic en las fotos para obtener más información.

Kerry Fuhrmeister

Alessa recta
Michell Ogno
Samuel Browne
Sarah Sue LeBrun
Penny Mayers
Julie Southern-Wolfsong
Brandi Stambaugh
Jorge Flores
Loraine Akeem

Temas clave para 2021

Cientos de trabajadores de Avamere presentaron encuestas de negociación en el invierno de 2020/21. Estas encuestas nos dicen que los 5 problemas principales para los trabajadores de Avamere son

  1. Mejor paga y beneficios
  2. Mejor personal y mejores proporciones de personal
  3. PPE, pago y beneficios relacionados con COVID-19
  4. Los planes de jubilación
  5. Servicios Médicos

Actúa para apoyar la campaña

Próximos eventos

Your bargaining team will continue negotiations with Avamere twice weekly through March. Any upcoming events will be posted here when we have information available.

Últimas actualizaciones

Bargaining update 2/26/2021

Our worker bargaining team and Avamere management have committed to coming to an agreement on the following items by the end of March:

  1. Industry leading wage rates with a minimum floor that supports the needs of Avamere employees and their families.
  2. A commitment by Avamere to participate in the State of Oregon’s Nursing Home Healthcare Trust.
  3. COVID-19 related pay, benefits and workplace protections.
  4. A commitment to implement a solution to ensure that the State of Oregon’s CNA staffing ratios are followed on a daily basis. This solution may include policies and/or contract language that address reporting, turnover and training.
  5. A new set of card check neutrality agreements for non-union Avamere operations.
  6. Continued support of the Nursing Home Training Trust with the goal of the Trust leading care training for Avamere employees.
  7. The establishment of minimum staffing ratios for Assisted Living Facility (ALF) care givers. These staffing ratios will be applicable to all of Avamere’s union represented ALF employees.

This week, our bargaining team discussed solutions for staffing, retention, and turnover. Avamere members report that they often work short-staffed. This leads to increased physical, mental, and emotional strain on all workers. Through the negotiation process, Avamere management and your bargaining team will work to find solutions so that every Avamere facility is fully staffed to ensure patient and worker safety.

Samuel Browne “Short staffing leads to a more stressful work place, increasing turn over and decreasing the quality of resident care. This has to stop.”
—Sam Browne, Nursing Home Council President, CNA at Avamere Beaverton