Registered Nurses and Licensed Vocational Nurses at Community Medical Centers are celebrating a major milestone after voting overwhelmingly to ratify their first-ever union contract as members of SEIU Local 1021. The contract was approved by 100% of voting members on Thursday, August 13. It covers RNs and LVNs across CMC clinics and crowns 13 months of determined bargaining for the unit that organized in June 2025.

The more than three-year agreement, running from August 25, 2026 through December 31, 2029, delivers three landmark wins for frontline caregivers:

• Just cause and arbitration: For the first time, RNs and LVNs cannot be disciplined or discharged without just cause, and they now have access to a fair grievance procedure and neutral arbitration. This language protects workers who speak up for patient safety.
• Guaranteed evaluation-based wage increases: Beginning in 2027, all staff covered under the agreement will receive guaranteed annual increases based on their yearly evaluation. Employees who achieve “exceeds expectations” will receive a 3% increase to their base wage, and employees who achieve “meets expectations” will receive a 2% increase.
• Joint labor-management meetings: The contract establishes regular Joint Labor-Management Meetings, giving frontline RNs and LVNs a formal seat at the table to address staffing, patient care, and workplace issues in partnership with management.

“This first contract is about respect, dignity, and due process,” said Daniel Standart, RN Lead at 747 Channel Clinic and a longtime CMC nurse. “With just cause and arbitration, we can advocate for our patients without fear. And with a real labor-management process, we finally have a voice to solve problems together instead of being ignored.”

“For LVNs, this is huge,” said Vanessa Mora, LVN at Gleason and St Mary’s clinic and a 19-year employee with CMC. “Knowing that in 2027 we have guaranteed 2% and 3% increases tied to our evaluations gives us a clear path forward, and the joint meetings mean we can tackle staffing and safety issues clinic by clinic.”

“This is exactly what a first contract should do — set a strong foundation for the future,” said Standart. “Just cause, a fair raise structure, and joint meetings give these dedicated RNs and LVNs the stability they need to stay, grow, and continue serving our patients and communities with pride.”

Additional highlights include:

• 2% COLA in 2026
• Minimum 2% and maximum of 3% per year based on yearly evaluation starting in 2027
• Binding arbitration for terminations
• Grievance process
• NEO/onboarding access
• Labor-management meetings 
• Layoff language 
• The right for other classifications to accrete into the contract when they win their NLRB elections.