Welcome Niles Hospital Team Members
This is a central resource for information about the upcoming NLRB election.
Here you’ll find clear, factual explanations about what union representation is, how the election process works, and what it could mean for team members. The page also includes a FAQs section addressing common questions, along with a space to submit your own questions so you can make an informed decision.
Election Details
The National Labor Relations Board (NLRB) has scheduled the secret-ballot election.
Thursday, February 26, 2026
6:30 – 8:00 a.m.
12:00 – 1:30 p.m.
5:30 – 7:30 p.m.
Niles Basement Meeting Room
Eligible Voters
All full-time and regular part-time registered nurse employees, including RNs, Nurse Practitioners, and CRNAs who were employed during the payroll period ending January 10, 2026.
Fact Sheets
Click below to view and download.
Frequently Asked Questions
Click the questions below to see the answers. If you have questions about union representation, use the form below.
Team Member Questions
Updated: 1/28/26
Question: I understand I did not receive eligibility to vote. What were the specific disqualifiers in the decision making process? (submitted 1/26)
Answer: Eligibility to vote in the upcoming election is determined by federal law and the National Labor Relations Board’s rules and regulations.
Question: Is Corewell willing to negotiate employment terms and agree to a contract with nurses without a union? (submitted 1/26)
Answer: Corewell Health values its ability to work directly together with nurses on terms and conditions of employment that affect them, their units, and their hospitals. However, contracts that cover the entire group can restrict our ability to work on individual issues and concerns that we believe is beneficial to our team members and Corewell Health. Also, given the ever-changing and dynamic nature of healthcare, Corewell Health believes that it is important to patients and our communities that we retain the flexibility to make necessary adjustments that a contract could prevent.
Corewell Health is in the process of finalizing the list of employees who will be eligible to vote. This list will be submitted to the National Labor Relations Board (NLRB). Once eligibility is finalized, we will send an email to each person who is eligible to vote. The list will be finalized by list by no later than January 26.
Unions cannot guarantee that any term they have promised to team members will be negotiated in a contract, including staffing ratios. The Michigan Nurses’ Association, a union that focuses almost exclusively on representing nurses, has admitted publicly that it has been largely unsuccessful in negotiating staffing ratios in contracts. They have specifically said: “It is rare for a hospital to agree to numeric ratios, and it is difficult to enforce violations.” In those cases where ratios are included in a contract, there is a nationwide shortage of nurses as we all know. This means that ratios may not be followed or that they may be followed by mandating nurses to pick up additional shifts.
Dues payments are determined by the Teamsters, not Corewell Health. The Teamsters can ask to include language in the contract that requires all members of the bargaining unit to pay dues or fees to the Teamsters. They have asked for this language for the nurses in the East. If this language is included in the contract, team members in the bargaining unit would be required to pay dues or fees to the Teamsters. If they do not, Corewell Health could be forced to end their employment.
Under the National Labor Relations Act, employers are required to maintain the “status quo” while a contract is negotiated. This can impact Corewell Health’s ability to provide raises to team members in a bargaining unit unilaterally. It can also impact insurance premium changes. However, unlike many employers across the country, Corewell Health has not raised team members’ insurance premiums for multiple years.
UPDATE: There has not been a final decision about voting eligibility between the NLRB and the parties, but we expect that a decision will be made by the end of this week. Once a final decision is made, we will provide an update on this page
Under the National Labor Relations Act, leaders are “supervisors” who are excluded from the bargaining unit and, therefore, are not eligible to vote.
This situation would be evaluated based on the outcome of the election. Generally, how a unit is staffed will not be dictated by the collective bargaining unit, rather is part of management decision-making. Specifics regarding staffing are subject to the collective bargaining process.
Union Representation
No. If a union wins an NLRB election, there are no individual opt outs. Team members in the bargaining unit will be covered by terms of the contract that is negotiated.
All team members in the bargaining unit will be subject to the terms and conditions negotiated in the contract. Union contracts are typically governed by seniority, which is defined during negotiations.
The collective bargaining process can take an average of 528 days for first-time contracts in health care. For example, it has been more than 420 days since the union was elected for Corewell Health East, and no contract has been finalized.
NLRB Election Process
A petition is a legal requirement to show that a union has received enough interest from team members working in the potential bargaining unit to hold an election. The showing of interest and the process required to file a petition is different from an election. The election process is done by secret ballot, similar to our governmental elections.
Yes, all eligible team members who will be part of the potential bargaining unit can, and should, participate in the election. We will provide more information about voting once we have additional information from the NLRB.
No. Signing a card showed interest in having a union represent you, but it does not require you to vote yes in the election. If you have decided that you are no longer interested in having a union represent you, just mark “no” on your ballot.
No. The election is confidential and anonymous. A representative from the NLRB will be present at the election site to confirm you are an eligible voter, but you will not be required to put your name on your ballot, and there is no other identifying information on the ballots. It is also important that you do not sign your name or put any markings or other information on the ballot.
The results of the election are determined by those who actively participate in the election. In order to unionize, 50% plus 1 of all votes cast are required.
For example, if only 50 employees from the bargaining unit participate in the election, and 26 of them vote in favor, the whole bargaining unit will be represented by the union.
Union Dues
Yes, Michigan is no longer a “right to work” state, meaning that all members of a bargaining unit are required to pay dues and are subject to the terms and conditions negotiated into the contract.
The “Right to Work” law in the State of Michigan was repealed in February 2024.
Dues are determined by each union organization. Historically, the Teamsters charge monthly dues equal to 2.5 times a team member’s regular hourly rate. Hourly rate $35/hr = $87.50/month ($3,150/ 3-year contract)
Hourly rate $40/hr = $100.00/month ($3,600/3-year contract)
Hourly rate $51/hr = $127.50/month ($4,590/3-year contract)
No. Union dues are paid after taxes are deducted and are not tax-deductible for income tax purposes.
Ask a Question
Do you have any questions about how unionization could affect you personally? Submit a question.
You are welcome to remain anonymous, but if you would like a direct reply, include your contact information.
We will respond to questions and post answers in the FAQs so check back for updates.