Myths vs. Facts
Myth: If we support a union, we might not get everything, but at least we’ll get something.”
Fact: Any changes would have to be negotiated between the union and MedStar Georgetown University Hospital. Collective bargaining is a give-and-take process, and while both sides can put forth its proposals, there are no guarantees. And no one knows what a final contract will look like—you could get more, but you could also end up with the same as what you have today, or even less.
Myth: With a union, we will decide what the policies and work rules are.”
Fact: The union would not have a say in MedStar Georgetown University Hospital’s policies and day-to-day operations. Those matters are typically part of management rights, along with hiring and firing decisions, discipline, staffing and resourcing, and enforcing all policies, procedures, and work rules.
Myth: A union will have the authority to select supervisors.”
Fact: MedStar Georgetown University Hospital would retain the authority to make management decisions, including who is selected to be a supervisor. Our expectation of all leaders is to exhibit fairness at all times. If you ever feel this is not the case, please reach out to Human Resources.
