Dani

And then when you start thinking about, as an organization, as a group, as a set of employees, communicating with leadership about these kind of things, know that the law is actually not on their side. It's on yours.

And let them know that they are exposing themselves to vulnerability for malpractice and for civil rights violations and any number of other things that they probably don't want to be on the hook for. This is the leverage that we've got right now.

And let them know that they are exposing themselves to vulnerability for malpractice and for civil rights violations and any number of other things that they probably don't want to be on the hook for. This is the leverage that we've got right now.

And let them know that they are exposing themselves to vulnerability for malpractice and for civil rights violations and any number of other things that they probably don't want to be on the hook for. This is the leverage that we've got right now.

It seems to have slowed things down a little bit internally for us that they've had to confront like a very well pointed out legal opinion that said that like they were exposing their providers to civil lawsuits if they didn't do this and that the FDCA, the Federal Tort Claims Act, didn't protect people under these guides. That has been really beneficial to us.

It seems to have slowed things down a little bit internally for us that they've had to confront like a very well pointed out legal opinion that said that like they were exposing their providers to civil lawsuits if they didn't do this and that the FDCA, the Federal Tort Claims Act, didn't protect people under these guides. That has been really beneficial to us.

It seems to have slowed things down a little bit internally for us that they've had to confront like a very well pointed out legal opinion that said that like they were exposing their providers to civil lawsuits if they didn't do this and that the FDCA, the Federal Tort Claims Act, didn't protect people under these guides. That has been really beneficial to us.

The other thing I would say is like there's a real union sort of feel to a lot of this. And as we started coming together, a bunch of us realized, well, we all kind of had union conversations somewhere along the way. But corporate unions and like SEIU represents a lot of like individual sort of arms of companies like the ones that we work at.

The other thing I would say is like there's a real union sort of feel to a lot of this. And as we started coming together, a bunch of us realized, well, we all kind of had union conversations somewhere along the way. But corporate unions and like SEIU represents a lot of like individual sort of arms of companies like the ones that we work at.

The other thing I would say is like there's a real union sort of feel to a lot of this. And as we started coming together, a bunch of us realized, well, we all kind of had union conversations somewhere along the way. But corporate unions and like SEIU represents a lot of like individual sort of arms of companies like the ones that we work at.

they aren't interested in the politics of the work you do. They're interested in your benefits, they're interested in you as a worker, but they're not interested in your relationship to the work. And so we're approaching this not necessarily as a union, but from the perspective that if we need to strike on behalf of patients and their access to care, like that's a tool in our toolbox.

they aren't interested in the politics of the work you do. They're interested in your benefits, they're interested in you as a worker, but they're not interested in your relationship to the work. And so we're approaching this not necessarily as a union, but from the perspective that if we need to strike on behalf of patients and their access to care, like that's a tool in our toolbox.

they aren't interested in the politics of the work you do. They're interested in your benefits, they're interested in you as a worker, but they're not interested in your relationship to the work. And so we're approaching this not necessarily as a union, but from the perspective that if we need to strike on behalf of patients and their access to care, like that's a tool in our toolbox.

And we don't have to do anything more than declare it a strike to be protected under the NLRB and some of these various different things.

And we don't have to do anything more than declare it a strike to be protected under the NLRB and some of these various different things.

And we don't have to do anything more than declare it a strike to be protected under the NLRB and some of these various different things.

And we can do it for political reasons instead of for pay reasons, which means we can do it as a diverse group instead of as all the nurses, all the advanced practice providers, all of the psychologists and therapists and LCSWs, where they break us apart by discipline instead of by, you know, what sort of managerial status you are.

And we can do it for political reasons instead of for pay reasons, which means we can do it as a diverse group instead of as all the nurses, all the advanced practice providers, all of the psychologists and therapists and LCSWs, where they break us apart by discipline instead of by, you know, what sort of managerial status you are.

And we can do it for political reasons instead of for pay reasons, which means we can do it as a diverse group instead of as all the nurses, all the advanced practice providers, all of the psychologists and therapists and LCSWs, where they break us apart by discipline instead of by, you know, what sort of managerial status you are.

I think one of the mantras I've been given to fellow colleagues as well as to our leadership to get their heads on straight is that fascism is messy, right? It's a scary, messy, there are a lot of throwing stuff at the wall and seeing what sticks. But the things that in theory are still in place Like when and if they fall, we have different problems than the ones we're facing now, right?