Care New England files unfair labor practice complaint against Women and Infants union

PROVIDENCE, R.I. (WLNE) — Care New England said that it filed an unfair labor practice against SEIU 1199, the union that represents employees Women and Infants Hospital, for what it characterizes as “disruptive, intimidating, and bullying behavior.”

Care New England said the filing alleges the union’s “conduct exceeds the bounds of protected activities and violates the hospital’s workplace violence policy, its code of conduct, and its collective bargaining agreements.”

The complaint specified multiple “stormings” by union employees and delegates where they would ask for meetings with management at unscheduled times, including during management meetings.

“In a letter sent to SEIU leadership yesterday, WIH advised the union’s professional political organizers that the hospital will call local law enforcement agencies and representatives will be trespassed from the premises if the union continues its tactics of intimidation and disruption,” Care New England said in a statement.

SEIU 1199 responded to the complaint by alleging that the hospital’s management have undermined the bargaining unit’s rights, and that press statements that “threaten and intimidate” workers were against the law.

The full statement from Delegate and Labor and Delivery RN Melissa Blais can be read below:

Care New England’s continued attempts to undermine our rights as union caregivers is deeply offensive but unfortunately nothing new. Instead of working with us constructively to address critical patient care and safety issues, management would rather belittle us and distract from the real issues that impact patient care. 

Their actions have led to an unprecedented number of arbitrations and unfair labor practice charges over the past several years – an ongoing pattern of intimidation that drove an overwhelming majority of us to authorize a strike last year. What’s more, they are once again breaking the law by issuing press statements to threaten and intimidate workers from our protected legal activity. This is the same conduct by Women and Infants that a National Labor Relations Board administrative judge ruled was unlawful following an unfair labor practice trial last year.

By repeatedly trying to suppress our union rights, management is not only disrespecting us, its dedicated frontline staff, it is doing a disservice to the thousands of mothers and babies who rely on us each year. It is time for the message to sink in – we will not be bullied into silence and will continue exercising our legal rights to advocate for a better hospital for all of us.

The full letter sent by Women and Infants to union leadership is below:

I write as a follow up to the combative, disrespectful, and disruptive behavior of 1199 representatives. This conduct exceeds the bounds of protected concerted activity and violates the Hospital’s workplace violence policy, the code of conduct, and the collective bargaining agreements. To provide a few examples, there was a “storming” of the EVS management offices on the evening of July 10, 2025, as well as two other “stormings” on July 11, 2025—one at our Daily Safety Huddle and one in the kitchen.

On July 10 around 5:30 p.m., manager Jonna Toler was once again stormed in her office while she was engaged in work. A group of approximately 10 WIH employees and 1199 representatives showed up at her office, disrupted her meeting, and had to be asked three times to leave her office. On the third attempt to ask the party to leave, Jonna noted that if they did not leave, she would be calling security. She was met with the response that, “we wish you would call security.”

Again on July 11, 2025, a group of 5-6 union employees and delegates, as well as off-duty employees, stormed into a closed management meeting. The group was disruptive—yelling and screaming until they were asked to leave by security. Even when they left the room, the group continued their disruptive behavior into the main lobby, and claims that the hospital is “killing babies” were shouted as patients and visitors were checking-in at our front desk and were able to overhear this commentary. This behavior is unacceptable and deeply disruptive to our patient experience. Additionally, the union also violated Article V with its failure to provide notice of all “duly authorized representatives of the union” who would be on site.

Also on July 11, 2025 around 12:30 p.m., a group of about 10-12 union employees and delegates entered the Kitchen while staff were engaged in the afternoon meal service, demanding a meeting with the manager about a matter with an employee that had happened earlier in the day. These “stormings” and unannounced walk-ins have persisted since, with 1199 representatives acting in a manner that is combative, disrespectful, and disruptive. While we have attempted to work collaboratively and respectfully with 1199 representatives in asking them to leave meetings in which they enter the spaces uninvited, we have repeatedly been met with resistance and refusal to leave.

As you know, we have been trying to develop a more constructive problem-solving-based approach to labor relations. For that to be successful, it must be a two-way street grounded in mutual respect; however, it remains abundantly clear that the union, despite its claims of agreement with this approach, is acting in a manner that demonstrates anything but constructive, productive behavior.

These continued efforts at intimidation by storming the manager’s office, Daily Safety Huddle, and management meetings are counterproductive. On several occasions, the union has asked for “partnership,” and yet these continued antagonistic behaviors are counter to these claims. They are also counter to the Union’s agreement, in our contract, to “cooperate with the Employer to attain and maintain full efficiency and maximum patient care.” More importantly, they are harmful to the physical and psychological well-being of the employees. These events put tremendous emotional stress on the individuals involved and on the managers.

The Hospital believes the Union’s conduct exceeds the bounds of protected concerted activity and violates the Hospital’s workplace violence policy, the code of conduct, and the collective bargaining agreements. The Agreements only afford Union representatives reasonable access and only for the purposes of conferring with Management, employees, or Delegates and administering the Agreement. The Union’s storming tactics are neither reasonable nor for any purpose permitted by the Agreement.

In addition, Article V provides “no Employee or Union delegate shall engage in any Union activity which interferes with the proper performance of their duties or the duties of any Employees of the Hospital or in any working areas of the Hospital at any time.” The Agreement provides the Union with several agreed upon avenues for the Union to meet with the Hospital in a good faith manner, including multiple Labor Management Committees, department-level delegate and manager meetings, as well as department level grievance meetings. Because these various avenues for communication exist, it is clear the intent of the Union’s conduct is not communication, but intimidation and disruption.

As we have said many times, the Hospital expects the Union to comply with the Agreements. But that, too, is not what will truly move us forward. We need to develop patient- and employee-focused problem solving approaches consistent with the contract. We invite the Union to engage in that constructive process.

Going forward, the Hospital expects the Union will comply with the Agreements and the law. Should it refuse to do so, the Hospital will take those steps necessary to ensure the safety of its patients and staff and its ability to provide safe patient care. Further, should this disruptive, combative behavior continue, and 1199 representatives be unwilling to leave meetings and respect hospital access provisions, the hospital will be forced to call local law enforcement agencies and representatives will be trespassed from the premises.

I hope you will reconsider these events and your roles as leaders going forward.

Sincerely,

Cassandra A. Goryl
Senior Director of Human Resources, Women and Infants Hospital