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CHI, Inc.

Employees

 
 

SEIU Local 500 represents the employees of CHI, Inc. Right here you’ll find a downloadable version of your contract and see how your dues are calculated.

 
 
 
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Become a member

COMING SOON

Click here to sign up today and become a member at SEIU Local 500. Your membership gives you a voice in your workplace, a seat at the table in negotiations with your employer as well as many members-only benefits, including discounts on retail, insurance, credit, and financial health programs. Sign up now.

View your contract

Click here to download a PDF copy of your union contract.

 

+ Learn How Your Dues Are Calculated (Beck Notice)

NOTICE OF RIGHT TO LIMIT OBLIGATION TO UNION TO PAYMENT OF FEES EQUAL TO INITIATION FEE AND PERIODIC DUES

Under the terms of the collective bargaining agreement in effect between CHI, Inc. and SEIU Local 500, you are obligated to become a member of the union, and to remain a member, or to pay an Agency fee to the union. Article 3 of the collective bargaining agreement provides:

  1. It shall be a condition of employment that all employees covered by this agreement shall become and remain members in good standing in the Union or pay an Agency Fee. For the purposes of this Article, membership in the union shall mean that the employee tenders the periodic dues and initiation fees uniformly required by the union, as a condition of acquiring or retaining membership. A “Union Representation Fee (Agency Fee payer)” is defined as those fees necessary to permit the union to serve as the collective bargaining representative of employees covered under this agreement.

  2. It shall also be a condition of employment that all employees covered by this agreement and hired on or after its effective date shall, on or before the thirtieth (30) day following the beginning of such employment, become and remain members in good standing in the Union or become Agency Fee payers. The foregoing provisions shall be effective in accordance and consistent with applicable provisions of federal and state laws.

If you elect not to join the union and thereby to limit your obligation to the union to the payment of these fees, you will lose all the rights of union membership, including the right to attend union meetings, the right to vote for union officers, and the right to take advantage of other privileges of membership, including a low-interest union credit card, legal services plan, and travel and insurance benefits. Moreover, we believe that the more workers who elect full union membership, the greater strength to improve your wages, hours and other working conditions through collective bargaining with your employer. However, if you elect to limit your obligation to the union to the payment of agency fees, the union will nevertheless continue to fairly represent you.

NOTICE OF RIGHT TO OBJECT TO SUPPORTING UNION ACTIVITIES NOT GERMANE TO COLLECTIVE BARGAINING

If you elect or have elected not to join the union and thereby limit your obligation to the union to the payment of agency fees, you have the right to refrain from providing financial support to union activities not germane to collective bargaining and representation. If you provided notice of your intent to limit your obligation to the union to payment of agency fees, the union has reduced your fees proportional to the percentage of the union’s total expenditures that are not germane to collective bargaining and representation. This is identified as a “fair share fee.” SEIU Local 500 has determined that the current fair share fee is 83.3% of regular dues for members. The current dues rate for members is $17.07 per pay period, for those working twenty (20) hours per week or more, and $13.85 for those working fewer than twenty (20) hours per week. Therefore, the fair share fee is $14.54 per pay period for those working twenty (20) hours or more per week, and $11.54 for those working fewer than twenty (20) hours per week. The fair share fee is based on the average proportion over the last four years. For the years 2012 through 2015 those percentages were 82%, 77%, 86%, and 88%, averaging 83.3%. The initiation fee for members is $20.00, and $16.66 for fair share fee payers. However, effective January 2018, the fair share fee will be increasing to 85.3%, based on an independent audit and the average proportion over the previous four years (77%, 86%, 88%, and 90%, averaging 85.3%), and the dues rate is scheduled to increase to $17.54 per pay period for those working twenty (20) hours or more per week, and $15.23 for those working fewer than twenty (20) hours per week, in accordance with requirements of the Constitution & Bylaws of the Local’s parent organization, Service Employees International Union. Therefore,As an agency fee payer, the union has reduced your fees proportional to the percentage of the union’s total expenditures that are not germane to collective bargaining and representation. In accordance with our obligations under the law, we are making available to you the financial information sufficient for you to assess whether the union has correctly calculated this percentage. You can find these documents atwww.seiu500.org/financial. If you are unable to gain access to the documents on-line, call or write the Union office, and we will mail a hard copy of the documents to you. If you choose to challenge the union’s determination of the chargeable fair share fee, you must do so by mailing notice of your challenge to Merle Cuttitta, President, SEIU Local 500, 901 Russell Avenue, Suite 300, Gaithersburg, Maryland 20879. Your challenge must indicate that you are dissenting from the union’s determination of the chargeable fair share fee, and must be postmarked no later than twenty days from the date the union mailed the financial documents to you. Any amount of allegedly nonchargeable expenses reasonably in dispute and under challenge will be kept in a separate interest-bearing escrow account. All disputes regarding the fair share fee established by the union will be resolved through an arbitration procedure administered by the American Arbitration Association, in which an impartial arbitrator, following a hearing, will determine any challenges to the union’s criteria, expenditures and conclusion regarding the fair share payment. No later than the next November 30, SEIU Local 500 will notify the AAA of all challenges received by that date. The AAA will then schedule a single consolidated hearing for all such challenges pursuant to its rules for impartial determination of union fees (copies available from AAA), and advise you and any other challengers of the identity of the arbitrator independently selected by the AAA to adjudicate the dispute. The AAA will then notify you and the union of the date on which a hearing will be held. The union will bear the cost of the arbitrator’s fees. However, each party is responsible for bearing its own legal costs, including acquiring transcripts and any and all additional expenditures due to preparing and/or presenting its case. There shall be no more than one fair share arbitration hearing each year. The arbitrator shall have authority to determine a fair share fee and order any adjustments therein and refunds to the challenging employees or to the union from the interest-bearing escrow account, which in the opinion of the arbitrator are warranted. The union will provide a verbatim transcription of the hearing and pay for a copy of the transcript for the arbitrator, as well as a copy for the union.

The fair share fee reflects your share of the union=s expenditures for collective bargaining, grievances and arbitrations, contract administration and representation, as well as other matters germane to collective bargaining and relevant matters affecting the terms and conditions of your employment. The categories of activity that have been included in calculating your fair share fee include the following criteria, which have been approved by the courts:

  1. Gathering information from employees concerning collective bargaining proposals.
  2. Gathering information in preparation for the negotiation of collective bargaining agreements.
  3. Negotiating collective bargaining agreements.
  4. Adjusting grievances and conducting arbitrations pursuant to collective bargaining agreements, as well as representing employees under employment-related laws or regulations.
  5. Conducting ratification proceedings for negotiated agreements.
  6. Providing information on the negotiations, or provisions in collective bargaining agreements, as well as on matters relating to representation in the collective bargaining process and contract administration.
  7. Purchasing books, reports, and advance sheets used in matters relating to representation in the collective bargaining process and contract administration.
  8. Paying technicians and professionals in labor law, economics, and other subjects for services used in (a) negotiating and administering collective bargaining agreements, and (b) processing grievances and conducting arbitrations.
  9. Defending the representation rights of the union.
  10. Participating in proceedings regarding the jurisdiction of the union.
  11. Publishing those portions of newspapers and newsletters which relate to bargaining and representation.
  12. Participating in lawful impasse procedures, and fact finding, mediation, arbitration, and economic action intended to secure favorable collective bargaining agreements and favorable resolution of grievances.
  13. Prosecuting and defending litigation or charges before administrative agencies relating to ratification, interpretation, or enforcement of collective bargaining agreements.
  14. Supporting and paying affiliation fees to SEIU and subordinate bodies of the SEIU to the extent that such support and fees relate to the representational interests of the union in the collective bargaining process and contract administration.
  15. Prosecuting and defending litigation or charges relating to concerted activity, the duty of fair representation and collective bargaining process and contract administration.
  16. Providing social and recreational activities open to all represented employees.
  17. Governing the union, and conducting union elections.
  18. Conducting general membership meetings and conventions.

The fair share fee does not include any expenses, either direct or indirect, for the following activities:

  1. Training in or actual voter registration, get-out-the-vote, and political campaigns.
  2. Supporting and contributing to charitable organizations.
  3. Supporting and contributing to political organizations and candidates for public office.
  4. Supporting and contributing to ideological causes and committees, including ballot measures.
  5. Supporting and contributing to activities concerning foreign affairs.
  6. Members-only benefits.
  7. Litigation not related to bargaining unit matters, collective bargaining and representation.

We believe that all of the union’s expenditures, both those germane and those not germane to collective bargaining and representation, benefit you. For example, the union may support the extension of the family and medical leave requirements through legislation rather than collective bargaining. This would benefit all workers. Another example would be lobbying efforts by the union for improvements in funding for services for the developmentally disabled. This too is for the good of all employees. We therefore believe that it is in your interest to be a member.