WHY HAVE A UNION?

Over the years, unions Are responsible for members earning 30% better wages and better benefits than non-union employees. Allow members to have a say in improving their working conditions Are a counterbalance to the unchecked power of employers. Provide job security and empower individual members. Have made life better for all working Americans by helping to pass laws ending child labor, establishing the eight-hour work day, protecting workers safety and health and helping create Social Security, unemployment insurance and the minimum wage. WHY HPAE? HISTORY In 1990, before HPAE local 5094 existed, most UMDNJ employees received both Cost-of-Living raises and Merit salary increases. However, the University held back these increases for those employees who were not part of a bargaining unit, i.e. a union. This affected ALL those in the current job titles of HPAE local 5094 and resulted in up to a 1 year delay in obtaining these increases. In addition, in 1990 the professional staff were declared at will employees which meant that management could terminate those employees at any time and without cause. Therefore, when UMDNJ began to lay off employees, the professional staff took the brunt of those layoffs! Finally, the professional staff had no grievance procedure, a process for employees to address complaints against management. With these actions/policies as an incentive, in January 1991 professionals voted 4 to 1 in favor of forming HPAE local 5094 which today includes 2500 employees. CONTRACT SUCCESSES Since the inception of the union, HPAE has successfully negotiated: Cost of living and performance-based increases, Shift differential for Medical Techs Lay off, bumping and re-call rights Tuition reimbursement ADDITIONAL SUCCESSES More recently, union officers and representatives have effectively engaged UMDNJ in a number of important issues including the following notable successes:

1. When management directed members of Grants/Contracts to work longer days AND on weekends without
extra compensation, HPAE was able to reduce those working hours and negotiated increased pay for the members. 2. After a 5 year struggle, HPAE was able to upgrade titles AND salaries of Social workers, an agreement which included retroactive payments of up to $15,000! 3. Obtained upgrades for Genetic Counselors. 4. Delayed imposition of the 1.5% premium on health care benefits for almost 2 years, saving members hundreds of dollars!

5. A complaint to the NJ Labor Board resulted in a formal mechanism to address the Universitys irresponsible
hiring practice. It prevents new hires from receiving higher salaries than current staff with comparable or higher qualifications. HPAE representatives have also effectively assisted individual members. Some examples:

1. One member noticed that scores in her evaluation had CHANGED AFTER signing it. HPAE had the evaluation
restored to its original content. 2. Two employees who submitted equity reviews through HPAE were recently rewarded with increased salaries. 3. One employee who had been terminated at UBHC 2 years ago was reinstated following a successful arbitration process initiated by the union. 4. A grievance initiated by one of our reps successfully restored 1 days pay that was inappropriately salarydeleted. 5. A member working in the Child Health Unit was suspended without pay for 5 days and a grievance was filed. Following submission of half dozen letters vouching for this person, the suspension was reduced to a written warning. 6. After more than 20 years service, a member in University Hospital was unjustly terminated. A grievance was successfully filed, but colleagues again made the difference: 30 employees signed letters demanding that this person be brought back. The member was reinstated. 7. A member was issued a written warning for violating the attendance control policy. HPAE obtained documentation discrediting the validity of the written warning. The University withdrew the warning. In addition, HPAE locals were instrumental in creating and help pass the NJ Violence Prevention Act and the NJ Family Medical Leave Act which gives employees paid time off to take care of themselves and their loved ones when ill. HPAE also drafted the language for the Violence Prevention Act which was passed into law. GOING FORWARD For the last few years it has been very difficult to negotiate raises and benefits not because of the failures of HPAE but because of the global economic crisis. Working people around the world have been forced to pay for the greed, excesses and mismanagement of rich individuals, banks and corporations by having their pensions, raises and jobs taken from them. Working people did not cause the crisis and should not have to pay for it. We have a choice, we can do nothing or we can develop and implement a plan to address our needs and concerns within the university and within the state of New Jersey. GET ACTIVE! 1. Use this fact sheet to educate ourselves and fellow members on the accomplishments of the union so they can see what a good investment their dues are. 2. Call your shop steward to volunteer to do one/all of the following:

-become a liaison or shop steward. -participate in demonstrations, pickets, and or visit your elected official in order to obtain a good contract. -communicate with your fellow members re union actions, meetings, changes in UMDNJ policy.