Frequently Asked Questions

You ask, we answer!

May 16, 2025

Did MedStar Health’s nursing program win a wellbeing award?

Yes! This month, our nursing program received the first WellBeing Excellence™ credential awarded by the prestigious American Nurses Credentialing Center (ANCC). We are proud to be the only acute care health system in the Mid-Atlantic region to receive this credential and one of only five organizations globally recognized for this new distinction. This credential underscores our commitment to enhancing the wellbeing of nurses and other healthcare professionals.

May was the perfect time to receive this award, as it is Mental Health Awareness Month. At our hospital, we are vigilant in our support for mental health and wellness. Nursing is undoubtedly a rewarding profession, but the role of a caregiver can also be a challenging one. That’s why we’re constantly communicating with you about your health and wellbeing, as well as the services we offer to support your overall mental health. We encourage you to visit the MedStar Health Center for Wellbeing, where you can find programs and support services specifically tailored to your health and wellness needs.

What should I ask NNU about unionizing at MSMHC?

We encourage associates to carefully research how unionization might affect their work and personal life. That includes asking questions of any union organizer and of your hospital leaders.

By law, unions are allowed to make promises to associates about what they might get from negotiations if they vote in a union. While it is legal for a union to make these kinds of statements and promise employees anything, a union cannot guarantee these promises.

We suggest asking detailed questions and requesting that the union put its promises in writing.

I am not interested in having a union here. What can I do?

You have rights when it comes to union organizing, and it’s important to us that you understand those rights. We respect our associates’ rights to make free and informed decisions when it comes to unionization. If you are among the many nurses who aren’t sure a union is the best thing for MSMHC, you are not alone.

Under the National Labor Relations Act (NLRA), you have the right to:

Sign or not sign a union card, petition, or online form.
Not to be bothered by union supporters while working or in patient care areas.
Talk or not talk to a union representative if you are contacted at home.
Tell union organizers you are not interested.
Campaign for, or against, the union.
Say “No.”

Can the union guarantee more effective security measures than we currently have?

No. First and foremost, the safety and wellbeing of our associates, patients, and visitors is our highest priority. No union cares more about our people than we do. That’s why we have implemented new and improved security measures to protect our nurses. These improvements include the installation of the Evolv Weapon Detection system, associate parking lot security, a security escort service, increased external patrols, upgraded security cameras, daily interdisciplinary review of high-risk patients, and regular workplace violence drills. As leaders on the ground, we believe we’re best positioned to work directly with our associates to identify their needs and develop solutions to enhance our security measures.

If a union is voted in at MSMHC, can I opt out, or will I be required to join?

No. Maryland is not a right-to-work state. If associates decide to unionize, you may be required to join and pay dues or other fees. Additionally, members must adhere to the union’s constitution and bylaws and may be subject to fines or penalties imposed by the union. If these strict rules are not followed, the union reserves the right to terminate your employment.

May 9, 2025

How does MSMHC recognize nurses throughout the year beyond Nurses Week?

Nurses Week is a great time to celebrate the contributions of our nurses, but we prioritize showing our appreciation throughout the year. Here are a few ways we honor nurses: the Daisy Award, Leadership Impact Awards, Quarterly CNO Awards, and monetary recognition for your certification, knowledge, and skills through our Clinical Advancement Program.

What events can I still participate in for this year’s Nurses Week celebration?

Join us tomorrow from 5 p.m. to 9 p.m. for our final Nurses Week event, “Cutting Out Falls.”

We’ll be traveling through the hospital with a snack cart, sharing valuable tips on how to reduce falls. Don’t miss this opportunity to learn and enjoy some complimentary treats!

When did the United States first observe National Nurses Week?

We first celebrated National Nurses Week from October 11–16, 1954! This special week marked the 100th anniversary of Florence Nightingale’s inspiring mission to Crimea, where she revolutionized battlefield healthcare and laid the foundation for modern nursing.

What makes May 12 a special day for nurses?

May 12 is a day filled with gratitude and appreciation, as it’s celebrated as International Nurses Day! Declared by the International Council of Nurses (ICN) in 1974, this day coincides with the birthday of Florence Nightingale, the founder of modern nursing. It’s the perfect occasion to recognize and celebrate the dedication and compassion of our nurses.

How did National Nurses Week celebrations become a tradition in U.S. hospitals?

National Nurses Week blossomed into a beloved tradition thanks to the tireless efforts of nurses and advocates! In 1990, the American Nurses Association (ANA) designated May 6–12 as an annual celebration. It all began with President Reagan declaring May 6 as National Nurses Week in 1982. Now, we have a whole week to celebrate and appreciate the fantastic work that all nurses do!

May 2, 2025

Why are leaders concerned about unionization?

At MSMHC, we respect our associates’ rights to choose whether or not to unionize. As your employer, we feel responsible for providing you with the facts about unionization. We believe we are at our best when we work directly with all our associates. We value the strong relationships with associates that we’ve worked so hard to build and introducing a union could disrupt that relationship.

While union organizers may offer numerous promises, unions typically are unable to guarantee any outcome. Additionally, your flexibility at work and your relationship with your manager could be negatively impacted. The only certainty is that unions would require associates to pay dues.

Our goal is to ensure that you have balanced information to make informed decisions.

I do not like being pulled from my unit so often. What steps can be taken to address this?

There are several challenges and demands of our work, and we understand the concerns that being moved to different units presents. The care of our patients always factors into those decisions, and we appreciate the dedication of our nurses and PCTs. We are committed to providing robust support to reduce the likelihood of being pulled from their unit. We’ve implemented several measures, including decreasing operational vacancies, hiring additional nurses and PCTs, as well as enhancing flexibility with our float pool, and improving NRP resident retention. Minimizing any distributions while offering essential support to our patients and associates is the goal. We are dedicated to continuously making improvements and always welcome feedback to ensure our nurses have the resources and support needed to best serve our community.

Are there plans to update equipment and technology?

Yes! Our health system’s transition to the Epic system in September 2027 aims to enhance workflow efficiency and improve patient care.

Alongside this transition, we will introduce new equipment, including:

These advancements are intended to streamline processes, making it easier for you to manage patient information and deliver high-quality care.

April 25, 2025

What is being done about the staffing shortage?

Ensuring our units are well-staffed is a top priority at our hospital. In FY25, we onboarded 234 new associates, including 102 RNs and 59 CNAs/PCTs. Additional support for our nursing staff was hired, and we have significantly reduced turnover.

Increased support for our nurses through various initiatives remains a priority, such as the introduction of new support roles including Mobility Technicians, a Vascular Access Team, and a pilot program for Wound PCTs in the ED.

Our float pool has been expanded, and the retention rate in our nurse residency program has been boosted to 91% this fiscal year.

Our commitment to recruitment and retention remains strong as we continue to build partnerships with academic organizations to attract talented nurses.

There are a lot of new leaders, which worries me. What is the future outlook for our hospital?

We understand that introducing new leaders can cause concern, especially in hospital settings where our focus is on patient care. However, we assure you that our new leadership team is determined to maintain a standard of excellence. We aim to create a workplace where every associate feels fulfilled and valued.

We encourage open communication, allowing our nurses to voice their thoughts and contribute to meaningful changes. Leaders are committed to creating an environment where everyone is respected, and all cultures are appreciated and celebrated. At MSMHC, we understand that respect starts with how we treat people, and we will continue to cultivate a culture that embodies this principle. Our future is bright, and together we can achieve great things.

What are some ways I can provide input and share my concerns?

At MSMHC, your voice is truly valued, and we always encourage open dialogue. We recognize that some associates may prefer to ask questions anonymously, which is why we’ve created the “Ask Us” form on our website. This form does not collect any personal information, and your submissions will remain completely untraceable to you.

Our nurse leaders will carefully review your insights and use them to develop new FAQs and other communications, ensuring we are responsive to your feedback. You can include your name and department, but please know that this is entirely optional.

Your input matters greatly to us, and we are here to listen! Thank you for helping us create a better environment for everyone.

FAQs

Unions 101

What is a union?

A union is an organization that represents employees, serving as a single voice on behalf of a group of employees, and negotiating key aspects of employment for the members it represents, such as pay, benefits, and other terms and conditions of work. However, union representation is not free. Unions are also a business, and like all businesses, require revenue to maintain operations. Unions rely on members (employees) as a primary source of revenue, which is collected in the form of union dues and fees.

Does having a union guarantee better pay and benefits, and other improvements?

Union organizers and supporters might say a lot of things to get your support, but the union is not legally required to deliver on any of the changes it’s promising. Any changes to your pay, benefits, or working conditions would have to be negotiated between the union and MedStar Health. While either side can propose changes, there’s no requirement for the other side to agree to those changes, and neither party can simply demand things during collective bargaining.

Will I get in trouble for talking to union organizers, talking about the union, signing a card or voting for the union?

Absolutely not. Associates are free to talk about the union and take whatever action they want with regard to the union. Please just keep in mind that union discussion and organization should not happen in patient care areas, or while you are supposed to be working.

Am I required to speak with an NNU organizer, either at home or at work?

No. You are not required to speak with union organizers or supporters. If you are not interested in engaging, you have the right to ask them to leave you alone. They are not allowed to speak with you in patient care areas or while you are working. If organizers visit your home, you may treat them like any other salesperson or trespasser and ask them to leave.

Do union organizers get paid?

Yes. Consider union organizers as the union’s sales team, whose job it is to generate new business. Once the union is voted in, union organizers typically hand things off to a representative to negotiate the contract. That person may or may not be aware of what promises were made during the campaign, but either way, they are under no obligation to deliver on any of them.

How do I know whether or not to support the union?

Deciding whether or not you want to be represented by the union is a personal choice. We encourage everyone to do their own research, talk with each other, and ask questions, so you feel confident that you have all the information you need decide what’s best for you.

If the union doesn’t work out for us, can we just get rid of it?

No, you can’t “try out” a union. Once the union is voted in, if you decide you’re not happy with the representation you’re getting, you can’t just get rid of it—you would have to go through the decertification process to remove it.

Decertification is a lengthy and complex process, and one that MedStar Health is not legally allowed to help with. Like the initial organizing effort, you would need signatures from 30% of represented employees in order to file a decertification petition.

Additionally, decertification can only happen at certain times. Employees have to wait one year from the date the election results are certified by the NLRB before they can legally file a petition to try and remove the union. And if a labor contract is reached, you would have to wait an additional three years before attempting to remove the union.

Union Authorization Cards

What is a union authorization card?

A union authorization card or petition is a legal document. By signing, you are potentially giving the union the sole and exclusive right to speak and act on your behalf when it comes to matters regarding wages, benefits, working conditions and other terms of employment. If the union gets signatures from at least 30% of the employees it’s seeking to represent, it can file a petition with the NLRB for a secret ballot election. And, with enough signatures (more than 50%), the union may be able to become your exclusive representative without an election.

What does a union authorization card look like?

A union authorization card can take many forms. It may be just as its name suggests—a paper card. However, it can also look like a petition, sign-in sheet, or a digital form. In fact, “signing” a card can be as easy as clicking a button. The flyers shared by union organizers around MedStar recently are promoting use of an online form, which looks like a simple interest form—it is actually an authorization form.

I was told that I have to submit an online form in order to get more information. Is that true?

No. You do not have to sign anything in order to get more information from the union. Union organizers may tell you that you’re just filling out a quick submission form in order to receive information and updates, but in reality, you may be unknowingly signing an authorization card.

Do I have to sign a union authorization card?

No, you do not have to sign an authorization card. The decision to sign something is completely up to you. You do not have to sign anything in order to ask questions, attend a meeting, or vote in an election, if there is one. And signing an authorization card does not mean you’re obligated to support the union, or vote in favor of the union if there is an election.

I signed a union authorization card, but I changed my mind. Can I get it back?

If you sign a card, or submit the online form, and then later change your mind, you have every right to ask for the card back and to tell the union you are taking back your authorization of union representation. You can do this by sending a letter via certified mail to the union’s local office. It is also a good idea to send a copy to the National Labor Relations Board regional office as well, so that they know that you have rescinded the authorization and requested that the card be revoked. Keep a copy for yourself, as well, as NNU may not acknowledge receipt.

NNU Local Office:
8455 Colesville Rd, Suite 1100
Silver Spring, MD 20910
(240) 235-2000

NLRB Regional Office:
Edward A. Garmatz U.S. Courthouse
101 W. Lombard Street, Suite 700
Baltimore, MD 21201
United States
(410) 962-2822

Collective Bargaining

What is collective bargaining?

Collective bargaining is the back-and-forth negotiation process between a union and employer to try and reach an agreement on a labor contract, also known as a collective bargaining agreement.

How long does collective bargaining take?

It takes an average of 528 days to reach a first-time labor contract in healthcare, according to a Bloomberg Law analysis. During this period, employers are required to maintain the status quo, meaning they cannot make unilateral changes to pay, benefits, or other terms and conditions of your employment.

What topics are negotiated during collective bargaining?

The only topics that must be bargained (referred to as mandatory subjects of bargaining) are pay, benefits and terms and conditions of employment, which are things like working hours, seniority, scheduling practices, promotions, transfers and grievances.

Things that are not mandatory subjects of bargaining include safety protocols, patient care procedures, equipment and supplies, number of employees hired, promoted or discharged, the right to manage and operate the business, or finances.

Can the union have a manager removed if associates think that manager is unfair?

No. Only MedStar Health has the authority to decide who its managers will be. It is important and expected that MedStar Health leaders display fairness at all times. If you feel a manager is being unfair, please contact Human Resources.

Can the union “fix” anything or “force” MedStar Health to do anything?

Once the union is voted in, the only thing the employer is required to do is bargain in good faith. This means that management must meet with the union at reasonable times and places to talk and attempt to reach an agreement about mandatory subjects of collective bargaining. It does not mean that an employer is required to agree to any specific union demands, or that the union can force the organization to give something it doesn’t have or isn’t able to give. Most labor contracts typically include a Management Rights clause that allows the organization to retain the right to run the operations of the business.

It sounds like things can only get better for us with a labor contract—is this true?

Collective bargaining is a gamble. Because it is a give-and-take negotiations process, it’s possible things can get better, worse or stay the same. Even the NLRB’s own case law states, “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (228 NLRB 440) Despite any promises the union may make, nothing is guaranteed, and nobody knows what a final contract may look like.

Will all associates participate in collective bargaining?

No. Collective bargaining is between the union and employer. Each party may have a bargaining committee. It’s possible the union’s bargaining committee would consist of a few members of the bargaining unit, and those people can push to have the union focus on their priorities, even if they don’t align with yours.

If I don’t like the contract that’s negotiated, can I opt out of it?

No, once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract, even if you don’t like the terms, never supported the union, voted “no” in the election, or no longer want the union here.

Will having a union guarantee my job?

No. The union may negotiate certain protections in a labor contract, but guaranteed job security is not something the union can provide. The NLRA gives employers the right to discharge, transfer, or lay off an employee for genuine economic reasons or for cause, such as severe misconduct.

Dues

What are union dues?

Union dues are regular payments that unions require members (employees) to pay in exchange for representation. The amount you pay in dues is decided by the union, which also has the legal right to increase how much it charges in dues at its own discretion.

Does everyone pay dues?

If you are in a position that is part of the bargaining unit, you would be subject to dues once a contract has been ratified. You are not able to opt out of union representation, nor can you opt out of a contract.

Who determines the amount of union dues we would have to pay?

A union determines the amount it charges members and has the right to increase dues at any time. Dues amounts are not negotiated—neither MedStar Health nor associates in the bargaining unit would have a say in how much the union charges in dues.

How much would associates have to pay in dues?

While we cannot say exactly how much you would have to pay in dues, here’s how much NNU typically charges its members in dues:

For full-time RNs, dues are 2.2x your base hourly rate, up to $117 per month (or, up to $1,404 per year)
For part-time/per diem RNs working 12 hours or less per week, per pay period, dues are 50% of the full-time RN dues amount, which could add up to as much as $702 per year

Keep in mind, if your base rate goes up, so would the amount you owe in union dues.

If the union is elected, when would we have to start paying dues?

Typically, when a union is newly elected, members are not required to pay dues until after a collective bargaining agreement is ratified.

How are union dues paid?

Dues are deducted after taxes are taken out of your paycheck, and they are not tax deductible. And, in non-right-to-work states, the union can make dues a condition of your employment, meaning you would have to pay dues to keep your job.

The union says things will only improve. Isn’t that worth the cost of dues?

There is no way the union can guarantee that things will only improve. You may end up paying dues whether or not you like the terms negotiated in the labor contract.