Welcome
At Planned Parenthood of Orange and San Bernardino Counties (PPOSBC), our mission is to deliver high-quality and compassionate reproductive care—and minimize barriers to care for the patients and communities we serve. Our staff make it possible for us to deliver on that promise, which is why we’re committed to taking care of our employees.
We value our people, and are committed to bargaining in good faith with the United Food and Commercial Workers International Union (UFCW) Local 324, the union representing our Orange County-based AMAs. We also believe in communicating transparently about this topic, so all staff—regardless of whether or not they are in the bargaining unit—knows what’s happening. We encourage all staff to use this site as a way to learn about the negotiations process, and get the facts about bargaining sessions as they happen.
Negotiations Updates
Staff Update
We had our first bargaining session of 2025, and our ninth overall session with UFCW Local 324, the union representing our Orange County-based AMAs. The language in the first contract is often foundational and used in future contracts, so it’s important that we work with the union to reach a
Upcoming Bargaining Sessions
- January 23, 2025
- February 12, 2025
Frequently Asked Questions
Click on the questions below to see the answers.
Collective Bargaining
“Collective bargaining” is a process by which a union and an employer negotiate terms and conditions of employment, such as pay and benefits, for all members in the bargaining unit. The union has the exclusive authority to bargain on behalf of all bargaining unit members during this process.
It’s important to remember that the law requires PPOSBC to maintain the “status quo” with respect to terms and conditions of employment for all Orange County-based Administrative Medical Assistants (AMAs) during bargaining. While both sides have agreed to bargain in good faith, union negotiations can often be long and complex, and the outcomes are uncertain.
A collective bargaining agreement (CBA), or labor contract, is a written legal contract between an employer and a union that represents a designated group of employees in a bargaining unit. Labor contracts are collectively bargained and must be collectively followed, meaning contact terms must be followed by everyone in the bargaining unit – even if they don’t want to be unionized, didn’t sign a card or vote in an election, or ever speak with a union organizer.
The bargaining unit includes all full-time and regular part-time AMAs at PPOSBC’s Orange County health centers.
Because there is no set timeline to reach a contract, collective bargaining can be a lengthy and time-consuming process. In fact, it can take over 465 days – that’s well over a year. And there is no legal requirement that a contract ever be reached.
The only topics that are required to be bargained (called mandatory subjects) are pay, benefits, and terms and conditions of employment, which include working hours, seniority, scheduling practices, promotions, transfers, and grievance processes. Neither side can make the other side bargain about anything that is not required. Non-mandatory subjects include patient care and procedures, equipment and supplies, the number of employees hired, promoted or discharged, the right to manage and operate the business, fundraising and finances, and board involvement.
No one, not the union nor PPOSBC, can say what any final agreement may look like as a result of bargaining. Unions can negotiate on your behalf for regarding wages, benefits, and terms and conditions of employment, but they cannot guarantee specific outcomes – things can get better, stay the same or you could end up with less than what you have now. Any changes are subject to negotiations between the union and PPOSBC. The union cannot guarantee improvements to wages, benefits, scheduling, work rules, overtime, or anything else it may have promised.
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Ut elit tellus, luctus nec ullamcorper mattis, pulvinar dapibus leo.
“Collective bargaining” is a process by which a union and an employer negotiate terms and conditions of employment, such as pay and benefits, for all members in the bargaining unit. The union has the exclusive authority to bargain on behalf of all bargaining unit members during this process.
It’s important to remember that the law requires PPOSBC to maintain the “status quo” with respect to terms and conditions of employment for all Orange County-based Administrative Medical Assistants (AMAs) during bargaining. While both sides have agreed to bargain in good faith, union negotiations can often be long and complex, and the outcomes are uncertain.
A collective bargaining agreement (CBA), or labor contract, is a written legal contract between an employer and a union that represents a designated group of employees in a bargaining unit. Labor contracts are collectively bargained and must be collectively followed, meaning contact terms must be followed by everyone in the bargaining unit – even if they don’t want to be unionized, didn’t sign a card or vote in an election, or ever speak with a union organizer.
The bargaining unit includes all full-time and regular part-time AMAs at PPOSBC’s Orange County health centers.
Because there is no set timeline to reach a contract, collective bargaining can be a lengthy and time-consuming process. In fact, it can take over 465 days – that’s well over a year. And there is no legal requirement that a contract ever be reached.
The only topics that are required to be bargained (called mandatory subjects) are pay, benefits, and terms and conditions of employment, which include working hours, seniority, scheduling practices, promotions, transfers, and grievance processes. Neither side can make the other side bargain about anything that is not required. Non-mandatory subjects include patient care and procedures, equipment and supplies, the number of employees hired, promoted or discharged, the right to manage and operate the business, fundraising and finances, and board involvement.
No one, not the union nor PPOSBC, can say what any final agreement may look like as a result of bargaining. Unions can negotiate on your behalf for regarding wages, benefits, and terms and conditions of employment, but they cannot guarantee specific outcomes – things can get better, stay the same or you could end up with less than what you have now. Any changes are subject to negotiations between the union and PPOSBC. The union cannot guarantee improvements to wages, benefits, scheduling, work rules, overtime, or anything else it may have promised.
Simply put, a collective bargaining agreement (CBA) is a legal contract. It is negotiated between the union and the employer, and includes things like pay, benefits, hours, and other terms and conditions of your employment.
The collective bargaining process could take months or even years. According to Bloomberg Law, it takes an average of 465 days to reach a first contract. Once an agreement is reached, both the organization and everyone covered by the CBA are required to follow it.
Collective bargaining is a process between the employer and the union. Both sides are entitled to have representatives at the bargaining table, including lawyers or some members of the bargaining unit. The union representative who participates in bargaining is typically not the same person or people who are making promises during organizing. It’s important to know that negotiations are done on behalf of the bargaining unit, not each individual person’s interests.
No. Collective bargaining is a give-and-take process, and the end result is uncertain. Changes could be made that you like or don’t like, and you could end up with more, less, or the same as you have now. Nothing is guaranteed, and nobody knows what a final contract will look like until an agreement is reached.
No. The union may negotiate certain protections in a contract, but guaranteed job security is not something the union can provide. The National Labor Relations Act (NLRA) gives employers the right to discharge, transfer, or lay off an employee for genuine economic reasons or for cause, such as severe misconduct.
No. Unions can negotiate wages, benefits and terms and conditions of employment for the bargaining unit, but it cannot force the organization to give something it doesn’t have or is not able to give. Additionally, PPOSBC is not required to bargain about all business priorities or operational and organizational decisions that don’t impact working conditions. Most labor contracts have a “Management Rights” clause that ensures management has the right to run the operations of the business.
No. If you don’t like the contract or a provision within it, you can’t opt out of it. Once a contract is reached, everyone in the bargaining unit must follow it.
