BNB5: Driving The Week

Nation’s Largest Union of Healthcare Workers Take the Fight for PPE and Higher Wages to HCA Healthcare’s Hometown

Nashville Business journal

The morning of HCA’s annual shareholder meeting, the largest union representing frontline healthcare workers, SEIU, launched a major ad blitz in Nashville, Tennessee, blasting HCA for its staggering pay inequity and educating the public on HCA’s alleged over-admittance of Medicare patients. Running across Nashville today, the ad buy includes direct mail pieces to patients, highway billboards directly outside national corporate headquarters, and a hard-hitting cable television commercial exposing HCA pay inequities. The multi-platform communications blitz exposes the urgent need for greater accountability and transparency within HCA on extreme executive salary inequity amidst a pandemic.

Alleged HCA Postcard Risk

The direct-to-patient mail pieces and cable television advertisements sound the alarm for HCA patients and the Nashville public about the alleged over-admittance of emergency room patients by HCA and spotlight past investigations by the Department of Justice which led to more than a dozen guilty pleas by HCA on criminal counts and settlements totaling $1.7 billion. At the time of the final settlement in 2003, the U.S. Department of Justice called it “the largest healthcare fraud case in U.S. history.”

SEIU Postcard Posiibe Medicare Fraud
Banner HCA Vs America

Frontline HCA Nurse Presents Resolution Demanding CEO Pay Accountability

At HCA’s annual shareholder meeting, a frontline healthcare worker who has fought to end poverty wages at HCA spoke in support of a resolution asking the company to determine the feasibility of increasing the role that quality plays in determining executive bonuses. The resolution, filed by the International Brotherhood of Teamsters on behalf of the Graphic Communications Benevolent Trust Fund, came in the wake of an NBC feature on the same subject.

The resolution called on HCA to rethink how executive bonuses are calculated. Currently, their executive bonuses depend mostly (80%) on meeting certain profit benchmarks, with only a small portion (20%) depending on meeting certain quality benchmarks — and the quality portion comes into play only if the company hits a sufficient level.