Strike FAQ

Management has not made enough movement on our key issues of wages, staffing and benefits, refuses to respond to our proposals, and has tried to intimidate our coworkers who support our union through retaliation and discrimination, which is a violation of our rights. That is why we delivered our 10-day notice to strike. We are committed to settling a first contract. If we can’t get to an agreement by June 1, we will take action in a three-day Unfair Labor Practice strike. We don’t want to strike, but we will if we have to.

Strike FAQ

Our coworker and nurse Sarah Johnson helps answer some of our frequently asked questions.

No. When healthcare workers go on strike, we give the employer 10 days to prepare, and we give the specific date and time when we will be striking. It is Logan Health’s responsibility to ensure that if there are patients to be cared for at the time of the strike, it has a plan to care for them.

No, if you were not prescheduled for sick or vacation, there will be no ETB or CIB from Logan Health during a strike. If you are scheduled for leave during the strike, your leave should continue as scheduled. We believe it’s a violation of federal labor law if management threatens to cancel pre-approved time off. In fact, we have filed an unfair labor practice about this already.

Striking is an important action we can take on behalf of our patients. We need every worker to come to the picket line at their work location for at least four (4) hours during their regular working shift. If you have a second job or other responsibilities, that’s ok, but plan to come for at least four hours each day. The public will want to know why we are striking. We will have press events during the strike, and daily rallies to invite the community to learn more and show their support.

When we strike to protest an unfair labor practice committed by our employer we are called unfair labor practice strikers by the National Labor Relations Board. As unfair labor practice strikers, we can neither be discharged nor permanently replaced. When the strike ends, we are entitled to have our jobs back even if employees hired to do our work have to be discharged.

It is against the law for Logan Health to permanently replace us with a lockout. Once we make an unconditional offer to return to work, Logan Health may try to temporarily lock us out of work by pointing to the contract length it negotiated with the replacement or scab agencies.

Together, we are more than 650 nurses strong, trained in every aspect of providing high-quality care — from advanced surgery and family care to keeping our facilities clean and sterile. Logan Health knows a lockout will not be in the best interest of patients. If there is a temporary lockout, we will stay strong together and know that we have a legal right to return to our jobs.

At the specific time we designate, everyone will walk out together or not go into work, and that will be a protected union action. Striking is protected by federal labor law. As long as we stick together, we can fight any retaliation by Logan Health.

We gave management a 10-day notice to strike on June 1, 2 and 3. It’s important that each of us has an avenue for regular updates from a member of the bargaining team.

We have authorized and gave management notice for a 3-day, 24-hour unfair labor practice strike.

Yes. Striking is protected by federal law. As long as we stick together, we can fight any retaliation by Logan Health.