What the Union is Advocating For

Diversity, Equity, Inclusion and Cultural Competency

At Integral Care, the values of equity, diversity, and inclusion have long been central to both our work and our workplace. These principles are not “buzzwords”—they are the foundation for providing effective, compassionate care in a community as diverse as Austin/Travis County.

Unfortunately, due to political pressures at the state and federal levels, Integral Care has made significant rollbacks to its Diversity, Equity, and Inclusion (DEI) efforts. These changes have already begun to affect both staff and the communities we serve:

• Elimination of DEI Programs: Training on cultural competency, implicit bias, and historically marginalized communities have been removed. These trainings were vital in ensuring that staff could provide respectful and effective care to people of all backgrounds.

• Impact on Clients: When staff lack the tools and training to navigate cultural differences or systemic inequities, clients suffer. Rollbacks in DEI limit our ability to meet people where they are and deliver care that truly addresses their needs.

Our union has consistently spoken out against these changes, even standing up and effectively beating back State legislation that would have banned DEI at LMHA/LIDDAs across the state. We know firsthand how essential DEI is in a field like mental health—where understanding the lived experiences of those we serve can mean the difference between someone receiving care or falling through the cracks.

These rollbacks are not just about internal policies; they are a reflection of broader political efforts to dismantle equity across public institutions. By removing DEI from the workplace, Integral Care is not only weakening its own mission, but also jeopardizing the health and wellbeing of the very community we are here to serve.

The United Workers of Integral Care will continue to advocate against these rollbacks and affirm worker commitment to equity, diversity, and inclusion—not just as values, but as everyday practices. Equity for our clients means equity for our workers. We will not stop fighting until both are secured.

UWIC Members

Fight for a $5,000 Across-the-Board Yearly Raise

The United Workers of Integral Care are advocating for a $5,000 across-the-board yearly raise for all staff. This critical increase addresses the rising cost of living in Austin, helps fill unstaffed positions caused by low wages, and alleviates employee burnout, ensuring high-quality care for our clients.

Due to the structure of funding that Integral Care receives, it is crucial to engage not only with the Executive Management Team but also to lobby and advocate at the city, county, and state levels for a better funding structure for Local Mental Health Authorities across the state. Unlike other public entities that receive a steady stream of tax-based funding, Integral Care relies on grants and contracts, which can run out and come with restrictive stipulations. This funding model creates financial uncertainty, making it difficult to ensure job security and promise raises. Employees face the risk of layoffs every year, and there is no guarantee that Integral Care will avoid deficits.

Join us in supporting fair wages and a sustainable future for our dedicated workforce. Together, we can create a stronger, more resilient Integral Care community.

The Employee Ombudsman and the Just Cause Petition

The United Workers of Integral Care (UWIC) has created a petition to advocate changing our employment status from “At Will” to “Just Cause”. Currently, as “At Will” employees, we have no protections to ensure that we are not fired without cause. With “Just Cause” employment status as a policy, we would be protected from any form of manager retribution or unjust firing. HR has stated that they feel they would not fire an employee for any unjust reasons, so the Union asks “Why do you not make it a written policy?”, to which they have no good answer. We can be fired without any kind of due process, transparency, or even an explanation. This at-will status creates a workplace culture where potential whistleblower employees are often afraid to raise concerns or speak out because we have little protection against retaliation. 

We are also asking for an Employee Ombudsman to be an unbiased party in employee disputes, as HR has proven to not protect employee rights and has shown to be more concerned with protecting managers than creating a safe, non-toxic work environment. Having an Employee Ombudsperson that would report directly to the Board would give us access to an unbiased decision-maker, outside the regular chain of supervision, who could resolve disputes over personnel issues and work-related grievances. 

As public servants and government employees, we deserve the same rights and protections afforded other public servants in Central Texas. State government employees at the Austin State Hospital, Austin State Supported Living Center, City of Austin employees, and Travis County employees are all employed “for cause,”. They also can appeal grievances and personnel disputes to an independent decision-maker outside their regular chain of supervision. We are only asking for the same rights.

Integral Care Employees can sign the petition here: https://s.alchemer.com/s3/UWIC-CWA-Just-Cause-Petition

Unpaid leave for Union work

UWIC is currently asking the Integral Care Board of Trustees to create an unpaid leave policy for Union work. This leave policy would be similar to other public employee unions in Austin including the Austin EMS Association. This unpaid leave policy would allow Union members and members of UWIC Steering Committee the time to do important work that is necessary to grow our union while also maintaining work-life balance. We are currently forced to wait until after the working day is over to engage in union activities or use our vacation time. The work that members do for the Union, is good for Integral Care as a whole and should be recognized as such. To not adopt this policy, is to restrict member’s ability to engage in self-care and increases the risk of burnout. 

Parental Leave 

UWIC is asking the Board of Integral Care to adopt a parental leave policy for employees. Currently, there is no specific policy for employees who have become parents. After an employee's paid time off and Family and Medical Leave Act (FMLA) time is exhausted they are asked to “separate from the agency”, which means that they are fired. So, if the employee still needs time to take care of their newborn they have to choose between taking care of their child or losing their livelihood. This stands in opposition to the motto of Integral Care which is “Healthy Living for Everyone,”. UWIC feels that not having a parental leave policy is unacceptable and is not only detrimental to employees and their families but also to the organization itself. Often, employees who are becoming new parents or are planning to become new parents will leave the agency for an organization that does have benefits such as parental leave, and this contributes to Integral Care’s continued struggle with understaffing and high turnover rates.