r/SantaBarbara

About two months ago the CNO sent out an email to nurses where she explained that we were being “TARGETED” by unionization efforts. Since then managers have hosted meetings on their units that have created more questions. This was Cottage’s intention, they wanted to take the opportunity to instill fear. As of today, I have yet to hear one thing that gave me pause to think, “you know that’s a good point, maybe we shouldn’t unionize.” All of the justification management has given simply amounts to veiled, unfounded threats. So I will attempt to answer the most common statements that have been brought to my attention. 
Q: The union will take away benefits -  including housing (Bella Riviera, MAP, etc), pensions, tuition reimbursement.
A: The union is NOT an arbitrary 3rd party, WE the Cottage RNs ARE THE UNION. We will would be making the decisions and negotiating the union contract in the best interest of the RNs as a collective. Why would we agree to a contract that includes benefits that are worse than what we currently have? We get to choose what we want included in our union contract and then negotiate with Cottage. 
Q: People will lose Cottage housing and mortgage assistance.
A: First off cottage can’t break a legal contract so no one who currently has the assistance is at risk. Secondly this would be so optically bad for Cottage, and the only thing Cottage cares about more than profits Or endowments is their public image. Thirdly, and this will be true for any benefit we currently have. if WE the Union decide collectively that we want to keep these current benefits, they will be in the contract and we will negotiate for them. The only way this program dies is if Cottage kills it. But to be clear niether this program or Bella Riviera nor the new housing that’s supposed to be built near Goleta Valley is a solution for the housing issues Cottage employee’s face. The only thing that will alleviate this is for Cottage to pay us an hourly rate equal to the cost of living of Santa Barbara.
Q: Negotiations can take 3 years, and everything freezes during negotiations, including raises.
A: Typically negotiations for first contracts typically take 6-18 months, and contract renewals happen quicker. Oftentimes, employers will intentionally stall the negotiation process to break your spirit & discourage you from standing your ground. This doesn’t even mean that there will be “raise freezes” during this time, and you can negotiate retroactive pay. By already making this statement in manager meetings, Cottage administration/management is showing us that they do not intend to work in good faith with the nursing staff and find a solution to meet our needs. 
Q: Vacation approvals would be based on seniority. 
A: Vacations will be decided by whatever we nurses AS A UNION  decide we want to negotiate it to be. 
Q: Mandatory overtime would be in effect.
A: Why would we put that into our contract? Again we nurses AS A UNION  will decide we want to negotiate. There is no them as in a union dictating to us what we must do. WE ARE THE UNION.
We aren’t trading one tyrant for another. Our union reps will help to guide and organize our efforts. But they will never dictate terms to us. They will only ever negotiate for us what we as the union ask them to. 
Q: I wouldn’t be able to address anything with my manager directly, everything would have to go through a union rep. 
A: Not true. The union rep is not required for every conversation with your manager. The union rep is available to support you and ensure your rights are protected if you were being brought into the office for some type of attempted disciplinary action with manager and HR.
Q: Nursing all getting the same raise despite someone not working as hard as you. 
A: Thats already happening with our current system. The difference between exceeds expectations and performing is based on your manager’s opinion and favoritism. 
Q: The raise would be the same as what we already get when you subtract union dues.
A: And this is based on what? So many of these alleged things that “will definitely happen” are purely fear based speculation. Union dues are 1.65% of our base pay.. and our yearly raise will be whatever we nurses AS A UNION  decide we to negotiate want it to be. 
Q: “pay scales are based on experience, rather than favoritism or arbitrary/impossible standards of  ‘excellent’ performance.”
A: Yes, but this doesn’t eliminate the opportunity to see your hard work & expertise rewarded by climbing a clinical ladder & receiving additional raises through a clear, consistent, agreed-upon pathway to promotion. 
Q: This is a tiny union compared to the next one closest in size and they mostly represent PCTs.  
SEIU only represents licensed professional such as RNs PT and OT…  do not represent PCTs or CNAs. Other SEIU locals like SEIU-UHW represent them, along with other hospital staff. 
Our local represents over 11,000 members, including RNs & other licensed healthcare professionals, like therapists & pharmacists. The vast majority of our members, including our executive board, are RNs — hence our name.  It is also the only union that was willing to work with us from the ground up to get this thing going. At least two other unions refused to lift a finger until we had done
All the work ourselves and were ready to vote to unionize. SEIU has put in many hours and resources to help us have a voice and a seat at the table. Something the shared governance has never done or even attempted in 26 years of being in existence. 
Q: PCT positions will be eliminated if nurse unionize.
A: WE bargain for our contract and we would not sign a contract that allowed for the elimination of PCTs. On the contrary, we’d want a contract that includes RN to PCTs ratios.  
Q: Shared governance could be dissolved.
A: Possibly, if WE decide we want to dissolve shared governance we can replace shared governance with patient care & labor management committees that place bedside nurses on equal footing with management. Currently shared governance has limitations on topics that can be discussed. Currently shared gov is prohibited from discussing pay, staffing or benefits. Creating patient care & labor management committees would allow us to not only discuss important things like pay/staffing, but have the power to enforce our voice by bringing disputes to binding arbitration. 
Q: Will we be forced to go on strike?
A: Any time a hospital goes on strike that is a reflection on the HOSPITAL and their unwillingness to compromise with nurses. It’s up to us if we want to strike at all. We vote as a group. We don’t have to strike just because there’s a union. And it usually only comes to that if the hospital refuses to negotiate with us. Which would make Cottage look very bad to the community

Interesting article in the SB Independent from last Thursday. It is by a retail outfit and after crunching the data, they claim the drop in retail traffic is at least partly due to the freeway construction.

I agree that at the very least, the construction has not helped State Street.

It may also be that one demographic is more deterred by the freeway construction than other demographic, which could explain why the Funk Zone remains seemingly vibrant.

My inference is that this Tesla flew into Lot 10 in downtown SB at full speed, and ran over and killed a pedestrian. However, this is my guess from the limited details that are on Noozhawk right now, and I could be wrong. May the victim rest in peace.

EDIT: Thank you to u/BaconBikes805 for posting a newer link to KEYT with more information. It was the vehicle passenger who passed away, not a pedestrian as I had guessed based on the limited reporting available through Noozhawk at the time of the original post.

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Welp that’s basically the question. I’m back home and craving sandbars bean dip. Does anyone know a good dupe recipe?

Thanks!