Rogers Behavioral Health Workers in Wisconsin Join NUHW Union

Rogers Behavioral Health Workers in Wisconsin Opt for Union Representation

Amidst strong anti-union tactics from their employer, workers at two Rogers Behavioral Health clinics in Wisconsin—located in West Allis and Madison—cast separate votes on April 22 to join the National Union of Healthcare Workers (NUHW). This decision comes as a significant step for the workers who are seeking better working conditions.

In West Allis, approximately 63 employees, and in Madison, 33 employees, have decided to negotiate contracts aimed at securing higher wages, safe staffing levels, and more time for patient care. This move follows the lead of Rogers workers in California who previously joined NUHW. The vote in West Allis was 53 to 4 in favor, and in Madison, it was 26 to 4.

The election caught the attention of several local media outlets such as the Milwaukee Journal Sentinel, Wisconsin Examiner, and WiscPolitics.

“This vote shows that we want to have a real voice in the care we provide to give our patients the best chance to get their lives in order,” stated T’Anna Holst, a therapist in West Allis. “It’s been a tough couple of months, but Rogers has negotiated strong union contracts in California, and we are ready to move forward and negotiate a contract here in Wisconsin that makes Rogers the best place to give and receive mental healthcare.”

Rogers, a major provider of mental health and addiction treatment services, is based in Oconomowoc and had previously acknowledged the right of employees at three California clinics and one in Philadelphia to be represented by NUHW. While negotiations are ongoing in Philadelphia, the contracts in California are considered industry-leading, featuring significant pay raises, caseload limits, and assurances against job losses due to new technologies, including artificial intelligence.

In Wisconsin, however, Rogers took steps to thwart unionization efforts, hiring anti-union consultants to intimidate mental health therapists, behavioral health technicians, and nurses in West Allis and Madison. As part of this effort, Rogers unlawfully terminated two nurse practitioners and a doctor on February 9 after they approached management to request union recognition, which violated federal labor law.

A 29-page decision by Jennifer A. Hadsall, Regional Director of the National Labor Relations Board, dismissed the company's bid to block the union elections and declared the unlawfully terminated Rogers employees eligible to vote in the April 22 election. On April 21, a federal judge denied Rogers' motion for a temporary restraining order to stop the election.

The company also attempted to halt the West Allis vote on the day of the election by banning NUHW representatives from the premises and suspending a worker who volunteered as the union observer. The National Labor Relations Board mandates that both union and management representatives oversee the vote count. Despite these challenges, another worker stepped up to serve as the union observer, allowing the vote count to proceed. Rogers did not attempt to stop the vote count in Madison.

“We couldn’t be prouder to have Rogers’ mental health care providers in Wisconsin as members of our union,” said NUHW President Sophia Mendoza. “These workers have shown incredible resilience, and they have received support from elected officials and labor representatives across the state. While Rogers has breached the trust of its employees and squandered money on anti-union lawyers, it can still choose a better path. We have had productive negotiations with Rogers in California that have improved patient care standards, and we remain ready to work together to achieve similar improvements in Wisconsin.”

Initially, Rogers attempted to block the union elections by arguing before the Labor Board that its 13 Wisconsin locations constituted a single bargaining unit, despite negotiating separate contracts with NUHW-represented workers in California and now Philadelphia. In dismissing this argument, Regional Director Hadsall noted, “The clinics generally operate independently of other employer locations, and there is very little evidence of regular contact between workers at different sites.”

Prominent state leaders and pro-union supporters have appealed to CEO Cynthia Meyer to reinstate the three workers dismissed for their union efforts, recognize the union, and negotiate a fair contract.

The unionization effort at Rogers’ West Allis clinic began late last year, shortly after the company reclassified mental health therapists from salaried positions to hourly ones. This change led to reduced work hours when patient numbers were low, resulting in higher patient loads for remaining staff and less attention for patients. Additionally, Rogers increased the maximum number of patients per therapist, increasing their responsibilities significantly.

“Rogers took a wrong turn here in Wisconsin, but it’s not too late for the company to get back on track and work with us to improve conditions for everyone,” said Erin Quinlan, a behavioral health specialist at the Madison clinic. “This has always been about ensuring we have the staff and resources to provide the best care to patients, and we are committed to making this a reality in our first contract.”