7/30 Bargaining Update
Video Update: https://youtu.be/qIl63h4Kwws
Website: https://doccouncilmn.org/allina-clinics-updates
Strike Auth Support Form: https://form.jotform.com/251803636089159
Today was our first day with a Federal Mediator. In the morning both our and Allina’s teams met separately and together with the mediator to discuss how the mediation process works and we attempted to catch her up to speed about our outstanding disagreements.
In the afternoon we received counterproposals from Allina about potential financial impacts of those affected by clinic closures. Allina has counterproposed a salary guarantee of 85% of a provider’s productivity run rate for the 3 months following transition to the new clinic (we had proposed 100% guarantee for 12 months after clinic transition). They are “not interested” in guaranteeing a salary prior to clinic closures and forgiving productivity deficits. Allina’s position is that they are unable to change their policy to give deferred compensation or quality bonuses early. For those who apply and are not offered a position by Allina, they agree that those providers will be released from noncompete clauses. Allina did state that APPs would be covered by Allina’s severance plan (we have asked for the policy and have not received it for review by the time of this update). Allina would only consider any severance if a provider is interviewed and not offered a position. We have asked for some more information and will continue to bargain this at future sessions.
Allina did make an addition to their proposal about individual employment agreements in our main contract. They have provided an example of their individual employment agreement available in an appendix.
We did provide a counterproposal about how money is disbursed. You can elect to be paid the salary rate for your paycheck but, if you are expected to outearn productivity targets where you would earn on production, you can set your paycheck rate higher. This does incur the risk of owing Allina money if you overestimate your productivity, but does allow you to have higher paychecks than the base salary earlier in the year.
We are making great efforts to agree to a compensation model framework within which we can more easily bargain on specific numbers. Both sides agree that this is important as small changes to parts of the contract are difficult to evaluate in the grand scheme of things. We continue to see little to no substantive bargaining and limited efforts to engage in the bargaining process from Allina.
Please attend the all member meeting tonight at 8:00 via zoom (register here: https://seiuhcmn.zoom.us/meeting/register/MsdidFfkQ9eTo_A6d6mHRA#/registration)
Proposals: https://drive.google.com/drive/folders/1TxrZqRZphZcsMHyoSt93FKWPLEhCuzUe?usp=drive_link
