Archive for month: June, 2024

FICTION: The union claims that Sharp does not invest in its employees. 

FACT: Investing in our people is a top priority at Sharp, so much so that it’s one of our Pillars of Excellence. Our People pillar demonstrates our commitment to a “values-driven culture that attracts, retains and promotes the best and brightest people, who are committed to Sharp’s mission and vision.” Recent examples of that commitment include:

• Early implementation of the SB 525 health care minimum wage as of May 26 (raising Sharp’s minimum wage to $23 per hour) despite the state legislature delaying implementation of this law until fall 2024.
• Sharp has made – and continues to make – adjustments across our workforce to ensure equitable, competitive compensation. Over the last two fiscal years, Sharp has made significant investments in staff wages, including a 5% across-the-board (ATB) increase for all staff in October 2022; and a 3.5% ATB increase for all non-represented staff last fall. These and other wage increases represent an investment of more than $150 million in staff compensation since FY2022.
• Sharp’s generous benefits add 25% or more to an individual’s total compensation, with free employee health insurance coverage, free employee dental insurance and Sharp contributions to retirement plans and other benefits.
• Sharp is proud to help team members advance their careers through a generous education program designed to minimize educational costs to employees, including free tuition opportunities and tuition assistance programs, up to $5,000 annually per employee. Sharp’s pre-funding for high priority workforce programs available through the Guild education platform means that team members can avoid upfront out-of-pocket educational costs. Nearly 8,000 employees have signed up for a Guild education account since the program was launched in January 2023.

These and other investments we make in the people of Sharp, and our commitment to The Sharp Experience, are among the reasons why our employee retention rate sits at nearly 90%, which is among the highest in the state for hospital systems, according to the California Hospital Association, and a key metric of employee satisfaction.

Facts matter. You matter.

Get all the facts about collective bargaining and unionization at sharpstayinformed.

FICTION: The union claims that working conditions and patient care will improve if they represent employees.

FACT: Sharp continually receives national recognition as a best place to work and receive care, which we attribute to our commitment to The Sharp Experience. We have a culture that fosters direct communication and continuous engagement between staff and management to identify and make any needed improvements when it comes to patient care or day-to-day operations. Third-party representation from a union prohibits the connection and collaboration we believe is optimal in engaging our Sharp team members and providing an extraordinary level of care.

Facts matter. You matter.

Get all the facts about collective bargaining and unionization at sharpstayinformed.

FICTION: The union says Sharp is “putting profits over patients.”

FACT: In fact, Sharp HealthCare is a not-for-profit organization and we always put our patients first. We reinvest our revenue into improving patient care and the health of the community. Revenue we receive is also invested in our workforce and services through equitable wages, facilities, technology and more to ensure we can deliver The Sharp Experience to all those we care for.

In addition, in fiscal year 2023 Sharp donated and provided more than $570 million in unreimbursed programs and services to address community needs at large. That’s not putting profits over patients … that’s Sharp putting patients first.

Facts matter. You matter.

Get all the facts about collective bargaining and unionization at sharpstayinformed.

FICTION: SEIU-UHW claims that Sharp wants to “divide” the union and (the union) “won’t let Sharp break the law” as they continue to demand that Sharp recognize each separate bargaining unit organized by the union as one combined unit.

FACT: Sharp HealthCare is indeed abiding by the law. The union continues to insist on combining the bargaining units that SEIU itself chose to organize at Sharp Grossmont, Sharp HospiceCare and Sharp Chula Vista, separately and at different points in time. The law is clear that when separate filings are made for bargaining units, each bargaining unit is distinct and will have its own contract. The law is also clear that combining units is not a mandatory subject of bargaining, and we have informed the union since early last year Sharp will not bargain with the union for a combined agreement.

We respect our employees’ rights to organize, but if the union’s desire was to have one unit representing workers across Sharp entities, similar to when UNAC organized to represent our hospital-based nurses, they had the opportunity to do so when they first initiated organizing activities. Instead, they deployed an entity-by-entity strategy and now insist that Sharp meet their unreasonable demands. We believe that the union should honor the commitment it made to each bargaining unit that it chose to represent and bargain in good faith for contracts for each unit, rather than falsely claim Sharp is trying to “divide” the units.

To find a path forward on this issue, Sharp proposed that a mediator, which was assigned to the parties by the Federal Mediation and Conciliation Service (FMCS), be invited to negotiations. Instead of considering whether the mediator might assist the parties to find resolution, the union filed an unfair labor practice (ULP) complaint against Sharp.

Facts matter. You matter.

Get all the facts about collective bargaining and unionization at sharpstayinformed.