Critical Information You Need to Know About the Union Election
Your Vote Matters
This is your opportunity to have a voice in your future at BMG. The outcome of the election will be decided by a majority of those who vote.
That’s why it’s so important for everyone who is eligible to vote. If you do not want to unionize, YOU NEED TO VOTE NO.
The National Labor Relations Board has determined the details of the secret mail ballot election. Ballots will be mailed to eligible voters beginning Wednesday, July 29th.
The bargaining unit is inclusive of Banner Medical Group (BMG) Arizona-based primary care physicians, nurse practitioners, and physician assistants. If you are a member of this population, you are included in this bargaining unit and you are eligible to vote.
Key Dates
Wednesday, July 29
National Labor Relations Board (NLRB) mails ballots to eligible voters.
Friday, Aug. 7
If you have not received a ballot by this date, please contact the NLRB Region 28 office no later than 4:45 p.m. to request a new ballot. The number is 602-640-2160.
Wednesday, Aug. 26
Ballots must be received by the NLRB to count.
Wednesday, Sept. 2
The NLRB will count the ballots.
We recommend mailing your ballot by Monday, August 17 to allow time for any postal service delays.
Claims vs. Facts
UAPD Claim
Banner does not provide sufficient administrative time, and this adversely impacts patient care.
Banner Facts
Banner continues to invest in innovative care models that enable clinicians to spend more time with patients, including leveraging remote NP and PA partners to support same day care and inbox management.
Banner recently invested $4.3 million in a clinical AI tool that has been widely adopted by clinicians generating more than 3,000 notes/day.
85% of clinicians are reporting significant time savings and improvements in work accuracy and workflow efficiency with this tool.
Clinicians are reporting increased patient satisfaction due to more quality time spent, and patients are saying they have a better understanding of their results and necessary follow-up plans.
$6 million has been invested in population health and team members resources in efforts to reallocate administrative work from clinicians and staff and ensure patient care gaps are addressed in a timely manner.
UAPD Claim
Banner does not care about the well-being of clinicians, does not have a mechanism for their voice to be heard, and issues or concerns are not addressed.
Banner Facts
A full-time team of specialists have been dedicated to the training and development of physicians, nurse practitioners, and physician assistants, with programs that complement clinical skills and personal growth.
Banner provides dedicated time off and funding for continuing medical education, full reimbursement for all required licensures, Board certifications, and association dues.
Over $700,000 was invested in development, continuing medical education events, social community events, and wellness programs in 2025, with nearly 600 events coordinated by and hosted for our physicians, nurse practitioners, and physician assistants.
Banner is focused on reducing clinical and administrative burnout, which has decreased by nearly 7% in 2025, as reported by our Banner Medical Group Primary Care physicians, nurse practitioners and physician assistants.
These ongoing investments have contributed to physician turnover rates in Banner Medical Group Primary Care that are well below the national average.
UAPD Claim
Banner is not transparent about physician and APP compensation.
Banner Facts
Banner has listened and responded to this concern by launching new compensation technology that gives physicians greater visibility into how their pay is calculated this year.
Compensation is regularly reviewed for physicians, nurse practitioners and physician assistants using independent market data to help ensure pay remains competitive and fair.
In 2025, BMG primary care nurse practitioners and physician assistants received on average a 4.2% increase in base and a plan update to prorate wRVU threshold to cFTE. Additionally, these clinicians are eligible to receive a bi-annual adjustment based on years of experience. We continue to evolve the structure this compensation plan to include increased performance and value incentives.
Banner invested $1.3m in market adjustments for BMG nurse practitioners and physician assistants in 2025.
If a union is elected, pay, benefits, and other terms of employment become subject to collective bargaining.
Until an agreement is reached, changes for represented employees generally must be negotiated with the union. The average time to complete negotiations on a first contract is over 400 days, according to Bloomberg Law.
UAPD Claim
Banner does not have sufficient staffing ratios to provide appropriate patient care.
Banner Facts
Banner has made significant investments in medical assistants through the establishment of MA councils, in-house clinical education, and career pathway programs to ensure we are providing safe and quality care to our patients and to ensure adequate support for our physicians, nurse practitioners, and physician assistants. These efforts have resulted in decreased turnover and vacancy within BMG annually, which is below the national average.
Banner continues to drive increased retention with nurse practitioners and physician assistants with turnover decreasing by nearly 4% from 2025.
In collaboration with physicians, nurse practitioners, and physician assistants, leadership works to address panel sizes, operational challenges, and staffing needs, including adjusting patient panels when appropriate.
Banner continues to invest in recruiting, retaining, and developing.
NEW:
You Asked, We Answered
If you would like to ask a question, ask here.
Click the questions below to see the answers.
It is unfortunate that UAPD is reaching out in a public way, to your patients, about the care you provide. This communication can erode the trust you and Banner have developed with your patients. There is nothing that prevents the union from making public comments. It is important to know, we worked closely with frontline clinicians to design scheduling templates that fit the needs of not only our patients, but the needs of our clinicians. Each clinician can choose their own template that fits their individual practice style. Clinicians can also request to close their panel with leadership, if the workload is too high. Currently, 15% of paneling clinicians have closed panels.
BMG has also hired remote nurse practitioners to help with access, there is a nurse triage line to help prioritize patients to the right level of care when they need it. To keep up with the growing population Banner Health has increased the number of residencies to expand access.
Yes, dependent on three things:
First and foremost, whether the UAPD is elected depends on how you and your colleagues vote. A NO vote is a vote against union representation.
If the UAPD wins:
And if you choose to become a union member you will be contractually bound to all the UAPD Constitution and By-Laws terms. One aspect of that contract is union dues.
During collective bargaining, the union will almost always insist upon “dues check off or dues maintenance.” Unions do not chase you or bill you for those dues. Instead, these clauses entitle the union to collect union dues directly from the employer’s payroll once a written authorization is signed by the employee. You can find these types of clauses in existing UAPD collective bargaining agreements.
From the UAPD Constitution/By-laws:
Dues (Section III(1)(B) – page 4): Employees pay dues “in an amount set by the Union Executive Board from time to time and approved by the bargaining unit membership at a regular meeting,” and those are either paid in a lump sum, twelve monthly payments, or 26 bi-weekly payments.
Arizona is a right-to-work state. This means you cannot be required to join a union or pay union dues as a condition of employment. However, ALL terms and conditions of employment that are negotiated between the employer and the union will apply to all bargaining unit team members, whether they want them or not. And non-members may not be eligible to participate in certain internal union activities or receive member-only benefits, such as voting in union elections, running for union office, attending member-only meetings, or other benefits that the union reserves for its members.
A strike is one option a union may choose at any time during collective bargaining negotiations if the parties can’t reach an agreement or come to an “impasse.” Strikes are primarily used as economic weapons to get the employer to agree to union demands. Before that happens, typically only dues paying union members get to vote on whether a strike will occur. The UAPD has gone on strike multiple times at multiple locations over the years, and as recently as January 2026 at Solano County.
BMG will continue to maintain safe, high-quality care at all times and, in the event of a strike, would implement plans to ensure our patients’ safety. This could include utilizing temporary replacement clinicians and rescheduling non-urgent situations.
As Arizona is a right-to-work state, you cannot be required to pay union dues as a condition of employment. However, ALL terms and conditions of employment that are negotiated between the employer and the union will apply to all bargaining unit team members, regardless of their preference to be represented by the union. Those who do not pay dues may not be eligible to participate in certain internal union activities or receive member-only benefits, such as voting in union elections, running for union office, attending member-only meetings, or other benefits that the union reserves for its members.
Unions 101
Use this time before the election to learn the facts about union representation and UAPD, so you can make an informed decision when you vote.
UAPD Dues and Fees
- According to the union’s financial records, UAPD working dues are set at 0.9% of a member’s annual salary, with no minimum or maximum limit applied.
- Dues are automatically deducted from paychecks after a contract is in place.
- The union is free to do what it wants with those funds without membership approval.
- Enter your information below to estimate how much dues could be for you.
A union is not a charity, club, or social organization.
A union is a business.
There are limitations on what a union can and cannot do.
Contract negotiations take time with no guaranteed outcome; employers must maintain current terms (absent union consent to make changes); and unions may negotiate away existing wages, benefits, or working conditions.
When a union is elected, it becomes the exclusive representative of bargaining unit team members. Often, this means changes to team members’ daily work life.
Frequently Asked Questions
Understanding labor union representation starts with addressing the most common questions about the process and its implications. Click the questions below to see the answers.
If you’d like to ask a question, please use the Ask Us form below.
General
A union is a business. All businesses require revenue. For a union, its primary revenue sources are member dues and fees. Members pay for the union to negotiate a collective bargaining agreement, also known as a labor contract. Even though members pay for this service, unions are not required to uphold promises made during a campaign.
A union may make any promises it likes during a campaign, but it cannot guarantee that wages, benefits, or the terms and conditions of employment will improve. No one knows what will be in a collective bargaining agreement in advance, and neither party is required to agree to the other’s demands during bargaining.
The union cannot guarantee that things will only improve. You may end up paying dues whether or not you like the terms negotiated in the labor contract.
Once elected, it’s a difficult and lengthy process to decertify or remove a union, regardless of whether you like the terms negotiated. There are specific timeframes when you can attempt to remove a union. Also, employers are not legally allowed to help employees with this process. The union uses member dues to pay for “representational activities,” which can include dissuading employees who want to leave from doing so.
Collective Bargaining
Collective bargaining is the back-and-forth process between a union and an employer to try to reach an agreed-upon labor contract, also known as a collective bargaining agreement. If a union is elected, the union will collect dues and/or fees from you in exchange for managing this process on your behalf. Learn more about collective bargaining.
The average time to complete negotiations on a first contract is 461 days, according to Bloomberg Law. There is no requirement that a contract ever be reached, and, for the entire duration of negotiations, companies are legally required to ‘maintain the status quo,’ meaning they generally can’t make unilateral changes to pay, benefits, or working conditions.
Both the union and the employer have a duty to bargain in good faith. However, the only topics that must be bargained are pay, benefits, and other terms and conditions of employment. These conditions include working hours, seniority, scheduling practices, promotions, transfers, and grievances. These topics are mandatory to discuss if one party brings them up.
No. Like most negotiations, the process is two-sided and neither side is legally required to accept the other side’s demands. Banner has the legal right to agree to or decline any union demand.
With collective bargaining, things can get better, worse, or stay the same. The National Labor Relations Board’s case law states: “Collective bargaining is potentially hazardous for employees, and as a result of such negotiations, employees might possibly wind up with less benefits after unionization than before.” (Coach and Equipment Sales Corp, 228 NLRB 441).
No. Collective bargaining occurs between the union and the employer. Each party may have a bargaining committee. The union’s bargaining committee could consist of a few members of the bargaining unit. These members can push for the union to focus on their priorities, even if they don’t align with yours.
No. Once a union has been voted in and a labor contract has been negotiated, you cannot opt out of the contract – even if you don’t like the terms, never supported the union, voted no in the election, or don’t want the union.
Dues
According to the union’s financial records, UAPD working dues are set at 0.9% of a member’s annual salary, with no minimum or maximum limit applied.
The union determines the amount it charges members and has the right to increase dues at any time. Dues amounts are not negotiable, and Banner would have no say in what the union charges you.
Typically, when a union is newly elected, members will be required to pay dues once a collective bargaining agreement or labor contract is reached.
While it is entirely up to the union, it’s not uncommon for unions to waive initiation fees for current employees. However, it is likely that the union would charge new employees this fee, which could hinder our recruitment efforts.
Yes, unions usually have a constitution and bylaws that members are required to follow. Violating the rules outlined in those documents can result in additional fees, fines, penalties, and assessments beyond monthly union dues. Before considering whether or not to support a union, it’s important to read those documents carefully, so you are aware of the rules you would be expected to follow.
Ask Us
If you have questions about unionization, submit them here! All submissions are anonymous. We will answer as many questions as possible in the FAQs.
Claims vs. Facts
UAPD Claim
Banner does not provide sufficient administrative time, and this adversely impacts patient care.
Banner Fact
Banner has committed to reducing clinician administrative burden by at least 50% over the next few years. Reducing administrative burden is a priority at Banner with clinician’s patient contact hours and administrative schedules currently aligned with national benchmarks.
We have recently invested $4.3 million in a clinical AI tool that has been widely adopted by clinicians generating more than 3,000 notes/day.
85% of clinicians are reporting significant time savings and improvements in work accuracy and workflow efficiency with this tool.
Direct feedback from clinicians who are leveraging this tool is increased patient satisfaction as they are spending more time with patients and the patients are commenting they have a better understanding of their exams, workups, and follow-up.
We continue to invest in solutions that give clinicians more time with patients, including virtual NPs and PAs to help manage same day care and inbox management.
We have invested $6 million in population health staff and resources in efforts to reallocate administrative work from clinicians and staff and ensure patient care gaps are addressed in a timely manner.
We have recently invested in a clinical AI resource that has been widely adopted by clinicians that generates more than 3,000 visit notes/day with 85% of clinicians reporting significant time savings, increased patient satisfaction, and improvements in work accuracy and workflow efficiency.
We continue to invest in solutions that give clinicians more time with patients, including virtual NPs and PAs to help manage same-day care and inbox management.
We have invested $6 million in population health staff and resources in efforts to reallocate administrative work from clinicians and staff and ensure patient care gaps are addressed in a timely manner.
UAPD Claim
Banner does not care about the well-being of clinicians, does not have a mechanism for their voice to be heard, and issues or concerns are not addressed.
Banner Fact
Banner consistently demonstrates our commitment to clinician well-being and ensuring physicians, nurse practitioners, and physician assistants have a voice in shaping the organization and offer various outlets for clinicians to share direct feedback through advisory councils, listening sessions, and steering committees to drive meaningful improvements.
We have a full-time team of specialists dedicated to the training and development of physicians, nurse practitioners, and physician assistants, with programs that complement clinical skills and personal growth.
Banner provides dedicated time off and funding for continuing medical education, full reimbursement for all required licensures, Board certifications, and association dues.
Over $700,000 was invested in development, continuing medical education events, social community events, and wellness programs in 2025, with nearly 600 events coordinated by and hosted for our physicians, nurse practitioners, and physician assistants.
Banner is focused on reducing clinical and administrative burnout, which has decreased by nearly 7% in 2025, as reported by our Banner Medical Group Primary Care physicians, nurse practitioners and physician assistants.
These ongoing investments have contributed to physician turnover rates in Banner Medical Group Primary Care that are well below the national average.
UAPD Claim
Banner is not transparent about physician and APP compensation.
Banner Fact
Banner has listened to this concern and launched new compensation technology that gives physicians greater visibility into how their pay is calculated this year. Banner also regularly reviews compensation for physicians, nurse practitioners and physician assistants using independent market data to help ensure pay remains competitive and fair.
In 2025, BMG primary care nurse practitioners and physician assistants received on average a 4.2% increase in base and a plan update to prorate wRVU threshold to cFTE. Additionally, these clinicians are eligible to receive a bi-annual adjustment based on years of experience. We continue to evolve the structure this compensation plan to include increased performance and value incentives.
Banner invested $1.3m in market adjustments for BMG nurse practitioners and physician assistants in 2025.
If a union is elected, pay, benefits, and other terms of employment become subject to collective bargaining.
Until an agreement is reached, changes for represented employees generally must be negotiated with the union. The average time to complete negotiations on a first contract is 461 days, according to Bloomberg Law.
UAPD Claim
Banner does not have sufficient staffing ratios to provide appropriate patient care.
Banner Fact
Banner is committed to safe staffing and providing clinicians with the support they need to deliver high-quality patient care.
We have invested heavily in medical assistants through the establishment of MA councils, in-house clinical education, and career pathway programs to ensure we are providing safe and quality care to our patients and to ensure adequate support for our physicians, nurse practitioners, and physician assistants. These efforts have resulted in decreased turnover and vacancy within BMG annually that is below the national average.
We continue to experience increased retention with nurse practitioners and physician assistants with turnover decreasing by nearly 4% from 2025.
We partner with physicians, nurse practitioners, and physician assistants to address panel sizes, operational challenges, and staffing needs, including adjusting patient panels when appropriate.
Banner continues to invest in recruiting, retaining, and developing medical assistants to provide consistent clinical support for our care teams.