01/13/2026
We are in the middle of a very unusual decertification (removal) process with the “Support Staff” union at Copley. Our employees, on their own accord are looking to remove the union. They have the right, and leadership has no involvement with this process. We have been negotiating in good faith with the new union for over a year to get to a first contract. Now a group of at least 30% of the support staff have taken independent action to decertify (remove) the union, having signed a formal petition.
The National Labor Relations Board has scheduled a secret ballot election to take place tomorrow, Wednesday, January 14th.
Interim Chief Operating Officer Carol Ferrante shares a personal perspective in a letter to all staff:
Dear Copley Support Staff Team,
As we approach the election on January 14, when you will determine the future of the union, I want to share a personal perspective on why I believe a direct relationship between Copley Hospital and employees is the best path for your career growth.
I want to be very clear: Copley Hospital wants to promote deserving employees based on their skills, hard work, and dedication. We believe your opportunities should be determined by your potential, not just a date on a calendar.
My Personal Journey
Who would have thought that a part-time Lifeline Coordinator who started at Copley in 1991 making $7.05 per hour would be serving today as your Interim Chief Operating Officer?
I have had a successful career at Copley because leaders in this organization were able to recognize my strong work ethic, my willingness to help, and the quality of the work I produced and act on it. They didn’t look at a seniority list to see if it was "my turn" to be promoted; they looked at my merit.
Now, in my 35th year, I certainly have seniority. However, I am not in favor of promoting or providing opportunities strictly based on seniority, as is common in the union structure.
Merit vs. Seniority
We want to continue appreciating the talent we have at Copley regardless of tenure. This is a critical distinction you should consider when you vote. We want to champion individual performance. We have built tiers within clinics for growth opportunities, as well as Lead, Supervisor, Manager, and Director positions. The opportunities are unlimited for staff who demonstrate the drive to succeed.
Typically, union contracts prioritize seniority above all else. This can create roadblocks for some employees where seniority becomes the determining factor for transfers or promotions. Employees who demonstrate immense talent and drive can be passed over simply because another candidate has been employed longer.
Why This Matters to You
There is nothing that has felt better or been more rewarding in my career than supporting, mentoring, and growing an employee to the highest level of their potential and watching them flourish in their next role.
I feel very strongly that promotions and opportunities should be based on merit. If we are bound by rigid union rules regarding seniority, we lose the flexibility to reward the individuals who are working the hardest to make Copley great.
Vote for Your Own Best Interest
This is a critical moment for our hospital, and for individual employees. We strongly believe you should make your decision based on what is best for your own personal interest and your family.
Consider which system benefits your personal growth when you cast your vote on January 14. I believe that your hard work, your skills, and your ambition should be the primary factors in your career advancement. A relationship where we can recognize and reward your contributions is the best way to achieve that.
Sincerely,
Carol Ferrante
Interim Chief Operating Officer
