LPN Unit to Vote Saturday, May 1st, 2021 at 10am to Ratify Sheridan Village Agreement

After months of negotiations, signing petitions, wearing buttons and masks that demand that Sheridan Village’s owners “respect us, protect us, and pay us”, we are happy to report that we have reached a tentative agreement!

VICTORY HIGHLIGHTS:

Wages – Proposed as follows (counter to 4/28/2021 Union proposal)

2021 (effective on ratification)
New Hire	1-4 Years	5-9 Years	10+ Years
$27.00	$28.00	$28.50	$28.50

	Subsequent Year Increases (as of anniversary date)
	New Hire	1-4 Years	5-9 Years	10+ Years
2022	—	$1.00	$1.00	$1.50
2023	$.50	$1.00	$1.00	$1.50
2024	—	$1.00	$1.25	$1.50

If a member of bargaining unit is off the scale in any year, the hourly rate increases $1.00

Increases are based on years of service on the anniversary date.

All increases are given for the payroll period beginning after the anniversary date of the employee.

Bereavement leave for grandchildren

Members are allowed to take bereavement leave for children who pass away.

Sick time:

Employees having more than five (5) full years of continuous employment and less than ten (10) full years of continuous employment with the Employer shall be paid an amount equal to 50% of such employee accumulated, unused sick pay as of the effective date of such resignation.

Employees having ten (10) or more full years of continuous employment with the Employer shall be paid an amount equal to 100% of such employee’s accumulated, unused sick pay as of the effective date of such resignation.  No payment for accumulated sick pay shall be made to any employee who is terminated by the Employer or who leaves without giving the required two (2) weeks advance notice of such resignation.

MOU on COVID-19 & personal protective equipment (PPE) security:

No employee will be required to work without PPE as required by the IDPH and local health department regulations.

COVID-19 unit premium:

In the event of a positive and active COVID-19 case at the facility, employees shall be eligible for a 10% premium over base rate of pay for all hours worked in the COVID-19 unit. This premium pay will be available to employees through August 31, 2021. The premium payments under this provision are of a temporary nature and not subject to Article 3.

Contract expiration:

This agreement lasts until 11/8/24.

Ratification:

All members have the opportunity to hear more details about our tentative agreement and vote on the ratification. Join us Saturday, May 1st, 2021.