Stronger Together

Are you a hospital worker in Washington, D.C.? Do you want to be part of a community that fights for better wages, benefits, and working conditions? Join SEIU Local 722 Today and become part of a movement that is dedicated to improving the lives of workers. Together, we can make a difference.

MAKE A DIFFERENCE!

SEIU Local 722

CNMC 2025 - 2028

Contact Ratification

WE HAVE A NEW CONTRACT

Vote Count
YES: 248
NO: 52
INVALID: 2
82% of the members that voted, voted “YES”

Vote Observers
Orlando Occenad
Tana Massip
Albert Walls

SEIU, Local 722

Contract Negotiations

We have a tentative contract!!

On Monday June 23, 2025, we reached a tentative agreement on a new Collective Bargaining Agreement (Contract) with Children’s National. The next step is for you to vote on whether or not to accept the tentative agreement.

The meeting to do this will be held on June 27th from 6:00 AM - 8:00 PM in the 2nd Floor Vision Center (Between the Auditorium and the Cafeteria). Come on your break time or off time only. Off-site locations: times to be determined.

During the entire negotiations we have been posting all of the proposals from from us and Children’s on our website, SEIU722.org. Many of you who have not been able to follow it, here are a few updates:

  • Wages:

    • 1st Year = 4%

    • 2nd Year = 3%

    • 3rd Year = 3%

  • Tardiness Policy:

    • Written Warning = 6 tardies

    • Final Written = 7 tardies

    • Termination = 8 tardies

  • Disciplinary Actions:

    • Suspensions will now be a Final Written Warning (no loss of pay)

    • Exception: No Call/No Show = 2-day suspension

  • New PCT Training Program:

    • Begins Feb 1, 2026

  • Separation Benefit:

    • For members retiring in 2026

  • Uniform Allowance:

    • Small increase

  • Floating Adjustment:

    • For members with 25+ years of service

  • 401(k) Change:

    • Starting Jan 2026 – only flat percentage contributions allowed

    • No more flat dollar contributions

SEIU Contract Articles

For Ratification

July 1, 2025 - June 30, 2028

Article 2.01 – Hospital Rights

The hospital has the right to move, combine, consolidate or close facilities or operations, in whole or part; but they must now meet with the union to discuss the issue and give a 30-day notice before implementation.

Transfers and Floating

  • (a)(i) Employees whose job duties do not regularly require them to work in different locations, units or departments will normally not be transferred more than three (3) times in one shift.

  • However, the Hospital will not transfer/float any member with 20 or more years of seniority unless the particular skill or competency of the member floated is necessary for the delivery of safe patient care.

  • The hospital agrees to not float any members with 25 or more years of seniority unless otherwise the employee would not have a dull day’s work.


Article 3.06 – Leave Abuse

  • Employees who leave before the end of their shift after their manager or supervisor has instructed them not to leave or who leave without informing and obtaining the approval of their manager or supervisor will be considered insubordinate and subject to immediate termination.

  • Suspensions where a member has a day of lost wages will now become a Final Written Notice and No loss of pay, with the exception of No Call / No Show which will keep the current language.

  • Increase the number of tardies:

    • Written: (6) Six occurrences

    • Final Written: (7) Seven occurrences

    • Termination: (8) Eight occurrences


Article 4.04 – Wages

  • 1st Year: 4% increase

  • 2nd Year: 3% increase

  • 3rd Year: 3% increase

  • Full-time members who are at or above the maximum for their pay grade will receive a lump sum payment of $500 minus taxes and withholdings.

  • Part-time members will receive $250 minus taxes and withholdings.

  • The range minimums and maximums shall be increased by the amounts of the percentage increases in the 2nd and 3rd year of the contract.


Article 4.10 – Severance Pay

For purposes of the severance payments set forth in this Section 4.10, a sale of all or part of the Hospital’s operations will not be considered an employment termination.


Article 5.05(d) – Joint Committee on Training and Education

  • It shall be the policy of the parties to assist employees to realize their full job potential and to create circumstances whereby employees can develop career progression.

  • Therefore, there shall be established a Hospital-Union committee (“Committee”) to study and recommend to the Hospital the establishment of training/apprenticeship programs, academic courses of study, and such other projects and activities as may permit and encourage employees to upgrade their jobs and levels of competence, including scheduling of work to accommodate training and study programs.

  • As part of this effort, the Hospital will, no later than February 1, 2026, implement training or apprenticeship activities designed to:

    • (i) Support filling unfilled PCT openings

    • (ii) Facilitate the movement of PCTs to positions in higher pay grades

  • The Committee may recommend programs to be wholly or partially funded by the Hospital.


Article 6.01 – Leave of Absence

Extended Medical Leave (Inactive Period)

  • An employee on FMLA and/or DC FMLA covered Medical Leave who is unable to return to the employee’s position after the expiration of the Medical Leave shall be eligible for:

    • Up to an additional (6) six consecutive work weeks of unpaid personal leave, or

    • A consecutive period of absence for the duration of any unused sick leave the employee has remaining at the expiration of the employee’s Medical Leave, whichever is longer (the “Inactive Period”).

  • During the Inactive Period:

    • The Hospital may proceed to fill the employee’s position, but the employee will remain in an inactive status.

    • If the employee is able to return during the Inactive Period, the employee may return to their former position if it is available, or be offered a comparable position for which they qualify if available.

    • If the employee is unable to return within the Inactive Period or no suitable position is available, the employee’s employment will be terminated.

  • An employee returning from leave must provide at least five (5) days’ notice and a fitness-for-duty certification, and must obtain clearance to return from Occupational Health.

FMLA Communication Limit

  • The hospital will provide the union a 10-day notice to any revisions to the FMLA policy.

  • The Hospital’s FMLA policy will not require the employee to speak to more than two (2) hospital representatives and/or agents when using previously approved FMLA covered intermittent leave.


Article 9.02 – Vacation Leave Accrual

  • Each employee with 0–10 years hospital tenure will accrue vacation leave at 0.0577 hours worked per pay period, for up to a maximum of 80 hours per pay period.


Article 10.4 – 401(k) Plan

  • Employees may elect to contribute to the 401(k) Plan a percentage (e.g., 1, 2, 3, 4, or 5%) of their compensation, subject to applicable legal limits.

  • After one (1) year of employment with the Hospital, the Hospital will match 100% of the employee’s contribution up to five percent (5%).

  • Upon separation from employment, participants in the 401(k) plan are entitled to 100% of both the Hospital’s and their contributions to the fund, consistent with applicable legal rules.

Plan Contribution Options and Auto-Enrollment

  • Notwithstanding 10.4(a) above, the Hospital will not eliminate the option of employees contributing to the 401(k) Plan in a flat amount prior to January 1, 2026.

  • Should the Hospital implement automatic enrollment in the 401(k) Plan:

    • Incumbent employees who have not elected to contribute will not be required to do so unless auto-enrollment is required by law or regulation.

    • Newly hired employees will be eligible to opt out before any contribution is deducted from their pay, as long as they opt out within the required time period.


Article 10.09 – Separation Benefit

  • The Hospital will offer the following separation payment to bargaining unit employees who, as of May 1, 2026, have thirty (30) or more years of service and voluntarily terminate between July 1–31, 2026:

    • (i) Full-time employees: Lump sum payment of $4,000, less applicable deductions and withholdings.

    • (ii) Regularly scheduled part-time employees: Lump sum payment on a pro-rata basis, less applicable deductions and withholdings.

  • Employees who leave and receive this payment shall not be eligible for reemployment and will not apply for re-employment.


Article 12.02 – Grievance Procedure

  • Grievance document must include:

    • Date filed

    • Name of grievant

    • Alleged violation

    • Remedy sought


Article 13.16 – Parking

  • The Hospital has the right, in its sole discretion, to establish rates, availability, and other conditions relating to employee parking.

  • This right shall not be subject to grievance and arbitration procedures.

  • Parking rate increases:

    • January 1, 2026: No more than $2.00

    • January 1, 2027: No more than $3.00

    • January 1, 2028: No more than $3.50


Article 13.19 – Uniforms

  • Employees required to wear uniforms and maintain/clean them shall be paid an additional fifteen cents ($0.15) per hour, up to $6 per week.

  • “Uniforms” do not include scrubs that employees “elect” to wear.


Article 13 – Miscellaneous

Side Letter #3 – Market, Equity, and Job Grade Reviews

  • The hospital accepted the union’s list and added additional classifications to be reviewed.

  • Reviews will take place in:

    • October 2025

    • July 2026

    • April 2028

SEIU, Local 722

Contract Negotiations

We have a tentative contract!!

On Tuesday, June 17, 2025, we reached a tentative agreement on a new Collective Bargaining Agreement (Contract) with the MedStar Washington Hospital Center. The next step is for you to vote on whether or not to accept the tentative agreement.

The meeting to do this will be held on Tuesday, June 24, 2025, in the True Auditorium from 6:30 am to 7:00 pm. Come on break time or off time only. Off-site locations times to be determined.

During the entire negotiations, we have been posting all of the proposals from us and MWHC on our website, seiu722.org. Many of you have been following the negotiations on this site. For those of you who have not been able to follow the negotiations, and as an update, the following is a list of the issues that have been tentatively agreed upon:


New Section 4.4(a) – Additional Hours

If the Hospital does not follow the contractual language for overtime (Article 4.4) to also include additional hours, the associate required to work shall be paid time and a half (1½) for the additional hours worked beyond their originally scheduled shift on that date, regardless of if the employee does not work over forty (40) hours in a workweek.


Appearance Fee (New Language)

If an associate reports to work as scheduled and his/her home unit is flexing due to low census or lack of work within the associate’s first four (4) hours of their scheduled shift, the Hospital will reassign the associate to another unit or department where they can perform tasks within their skills and abilities to guarantee the associate at least four (4) hours of work. The associate will have the option of accepting the reassignment for the remainder of their shift, or use PTO for the remainder, or go unpaid for the remainder.


4.12 – Preceptor/Trainer Pay

The Hospital will provide associates additional pay of $1.25 per hour for functioning in a preceptor or trainer role, regardless of the job classification.


14.18 – Job Posting

Vacant positions will be posted online only.


Equity Review

The Union and the Hospital will conduct market adjustment reviews for the following classifications, to be completed ninety (90) days after ratification:

  • Medical Office Assistant (MOA) I, II, III

  • Anesthesia Technician

  • Radiology Imaging Services Scheduler

  • EVS-OR Tech

  • Monitoring Technicians


WAGES

  • Year 1 – 3.0%

  • Year 2 – 3.0%

  • Year 3 – 3.0%

Increases are across the board, effective the first full pay period in July each year (e.g., July 13, 2025 for this year—reflected on the August 1st paycheck).
The minimum and maximum of each grade will increase accordingly.

Ratification Bonus (if ratified on June 24, 2025):

  • Full-time members: $250 net

  • Part-time members: $125 net

Children’s Contract Negotiation

Ratification Schedule

June 25 - Off-site June 27 - Main Campus

Dan Fields

  • Shepard Park – 11am – Noon
    7125 13th Pl NW, Washington, DC 20012

  • Columbia Heights – 12:30 - 1:30
    3336 14th St NW, Washington, DC 20010

  • Shaw Metro – 2 - 3 pm
    641 S St NW Ste 200, Washington, DC 20001

Mike Jeter

  • Takoma Theatre – 8 - 9 am
    6833 4th St NW, Washington, DC 20012

  • Anacostia Clinic – 10:30 - 11:30 am
    2101 Martin Luther King Jr Ave SE, Washington, DC 20020

  • PG ROC – 1 - 2 pm
    2900 Campus Way N, Lanham, MD 20706

Marshall Jackson

  • Mont ROC – 9 - 10 am
    9850 Key W Ave Suite 110, Rockville, MD 20850

  • Dorchester – Noon - 1 pm

  • Warehouse – 3 pm
    1511 Cabin Branch Drive, Capitol Heights, MD

All Negotiation Team Members

June 27 – Main Campus

(They will need to be off from their departments)

  • Time: 6am - 8pm

  • Note: People from the off-site locations who are missed on June 25th may come to the main campus (on their time) to vote on June 27th.

2025 Contract Negotiation Updates - Now Available.

The 2025 Contract, detailing the negotiations between SEIU Local 722 and Children's National Medical Center (CNMC) are now accessible. These documents provide comprehensive insights into the proposals, counter-proposals, and the finalized agreement that governs our members' working conditions and benefits.

New SEIU 722 Board: 2025

SLR_0105-2-544

Free David Huerta: A Victory for Solidarity

SEIU members marched for the Release of David Huerta from Federal Custody.

SEIU 722 working on Children's Contract

SEIU 722 working on WHC Contact

Marshall, Dan, & SEIU 722 Feeding Children in Haiti

Through compassion and solidarity, Marshall, Dan, and members of SEIU 722 are making a meaningful impact by helping provide meals to children in need across Haiti.

Latest News

May 2025 Newsletter – Issue 177

May 13, 2025

PRESIDENT’S REPORT BY: MICHAEL JETER We Can We Will We Must Unite Hello brothers and…

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March 2025 Newsletter – Issue 176

April 2, 2025

PRESIDENT’S REPORT BY: MICHAEL JETER We Can We Will We Must Unite Hello brothers and…

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Recent Retirees

Anthony Mahone 

June 4, 2025

Anthony Mahone  over 21 years of service

Read More

Sabina Langton

June 4, 2025

Sabina Langton over 18 years of service

Read More

Upcoming Events

Stay informed and engaged with our upcoming events. Join us to make your voice heard and connect with fellow members.

Member Picnic
Join Your Fellow Union Members
For A Day Of Family Fun

Saturday, August 25, 2025

12:00 NOON - 06:00 PM

Knights of Columbus Park
9450 Cherry Hill Road
College Park, Maryland 20740

Captured Moments
SEIU Local 722 Holiday Celebration

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Involved

There are many ways to get involved with SEIU Local 722. Whether you want to attend a union meeting, participate in a rally, or volunteer your time, we welcome your involvement. Together, we can make a difference and create a better future for all workers.

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About Us

SEIU Local 722, a proud union of hospital workers based in Washington, D.C. We are a dedicated group of professionals united in our mission to negotiate collectively with our employers for better wages, benefits, and working conditions. Our union represents a diverse community of workers who are committed to improving their workplaces and ensuring a fair and just working environment for all.

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Our Mission

At SEIU 722, our mission is simple yet powerful: to unite hospital workers to negotiate collectively with their employers for fair wages, comprehensive benefits, and safe working conditions. We believe that every healthcare worker deserves to be treated with dignity and respect, and that together, we can achieve the changes we seek.

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