A Message from Sandy Gumerove
A Message from CEO Stanfort Perry
Please see instructions for translating the video on the left sidebar.
EXECUTIVE MEMORANDUM
To: All Employees
From: Stanfort J. Perry, Chief Executive Officer
Date: September 5, 2025
Re: Union Organizers
A number of employees have expressed concerns regarding the conduct of the Local 888 organizers outside of work, including reports of aggressive behavior and harassment. We want to address these concerns directly and ensure that everyone understands their rights and protections.
Union organizers do have a lawful right to attempt to communicate with employees they are seeking to organize outside of work hours and off company property. However, the organizers do not have the right to access AHRC Nassau’s premises or property and must remain on public right-of-way areas such as sidewalks and public streets.
It is important to remember that you are under no obligation to engage with these union organizers. You have every right to walk away, decline to speak with them, and/or clearly communicate that you are not interested in being represented by Local 888. Most importantly, if at any time you feel threatened, harassed, or unsafe outside of work, you have every right to contact local law enforcement.
We also want to be transparent about what these types of interactions may reflect about the union. The tactics being used—aggressive outreach, pressure, and intimidation—are often part of a broader strategy by unions to intimidate employees into joining a union, and many of you have in fact reported feeling intimidated. As you know, given the sharp decline in Local 888’s membership over the last several years, the union is desperate to win your vote and organize the DSPs at AHRC Nassau. If Local 888 wins, they stand to collect millions of dollars in dues, initiation fees, and other union costs over the next several years from our DSPs. It is no surprise why Local 888 organizers would resort to aggressive outreach and intimidation. Ask yourself these questions: Is this a union you want to be affiliated with? Is this a union you want representing AHRC Nassau’s DSPs? How will these organizers react when you disagree with them? These are very important questions we think our DSPs should be considering as they cast their votes in the current mail ballot election.
AHRC Nassau does not believe Local 888 is in the best interests of our employees, the people we serve, or our agency. We continue to encourage our employees to Vote “NO” for No Union.
If you have any questions or concerns, please continue to reach out to us. We are happy to address all your questions and concerns.
Thank you.
Our Commitment to You
This page is here to provide clear, honest information about unionization efforts currently underway. As a valued Direct Support Professional, you deserve transparency and facts. The information below is our effort to provide that to you.
DSP Communications July/August 2025:
On Friday, August 22nd, the National Labor Relations Board (NLRB) mails voting packets to AHRC Nassau DSPs’ homes.
Make sure your vote is counted! Not voting is like voting for the union.
- Only the votes received will decide if ALL DSPs will be represented by Local 888.
- Check your mail for a ballot from the NLRB and follow the instructions exactly.
- Make sure you receive your ballot. If you don’t receive your ballot by August 31st, contact the NLRB Region 29 Office at (718) 330-7713.
HOW TO VOTE (follow the instructions exactly):
- Step 1 – NLRB Packet arrives at your home by mail.
- Step 2 – Open the packet with one (1) ballot and two (2) envelopes – one blue and one yellow).
- Step 3 – Vote in private by placing an “X” in the appropriate box on the ballot.
- Remember, MARK “NO” if you don’t want a union.
- Do not sign or write your name or include any other markings on your ballot. If you do, it will not be counted!
- Do not show your marked ballot to anyone else.
- Step 4 – Put the marked ballot in the BLUE ENVELOPE that came with it.
- Step 5 – Put the BLUE ENVELOPE containing your completed ballot inside the YELLOW ADDRESSED RETURN ENVELOPE.
- Step 6 – SIGN the back of the YELLOW ADDRESSED RETURN ENVELOPE in the space provided on the outside of the envelope. IF YOU DON’T SIGN THE YELLOW ENVELOPE, YOUR VOTE WON’T BE COUNTED.
- Step 7 – Mail the ballot immediately. No postage is needed. Do not permit anyone else but you to handle, collect, or mail your ballot!
Your ballot must reach the NLRB Office by September 12, 2025,
to be counted!
Remember, if you don’t want to be represented by the union, you must…
VOTE “NO” for NO UNION
Thank you for your time and candid feedback!
We’ve spoken with hundreds of DSPs during our program visits over the past few weeks and appreciate your feedback and your interest in hearing the facts about your benefits and Local 888.
The “24-Hour Rule” will bein effect starting 8/21/2025
Due to the NLRB requirements, we cannot hold any group meetings with DSPs regarding the union 24 hours prior to the ballots being mailed on 8/22/2025.
However, we still can meet and speak with you INDIVIDUALLY in our programs and offices to hear your thoughts, answer your questions, and share the facts with you.
In addition to arranging informal visits to programs for one-on-one conversations, we’re also happy to schedule individual meetings, speak by phone, and answer your emails.
Please reach out to us at any time if you would like to talk one-on-one:
Stanfort – 516-626-1075, x 1101, sperry@ahrc.org
Chris – 516-626-1075, x1104, coconnor@ahrc.org
Shaun – 516- 293-2016, x5203, sweathers@ahrc.org
Remember, ballots are being mailed this Friday, 8/22/2025, and only the votes received will decide whether or not UFCW Local 888 will represent ALL DSPs.
Make sure your vote is counted!
Vote “NO” for NO UNION!
Before you Vote to Give a Union your Money,
Make Sure You Know the Facts
If they want you to join a union, ask them…
- How would the union help expand or secure additional Medicaid and/or other State funding?
- Is the union willing to give you a signed written guarantee with specific wage and benefit increases in exchange for your dues, knowing that all such changes require negotiation with management?
- Will the union share a copy of the union’s constitution and bylaws, so you can see all the rules members are required to follow, how decisions are made, how dues are set, and how members can have a say in union leadership and priorities?
- Isn’t it true that Local 888 would try to negotiate a clause to take members’ dues directly out of paychecks?
- Isn’t it true that Local 888 would try to negotiate a union security clause that requires every DSP to be a member of the union in order to be employed with AHRC Nassau?
NYS Medicaid determines what DSPs earn, not a New Jersey union. Vote “NO” for NO UNION.
DSP Pay Increases & Bonuses over the past 10 Years
These are the FACTS…
| Year | Base Pay Increases | Bonuses |
| 2016 | No OPWDD Funding Increase | Year-end Bonus—1.5% to 3% of Annual Base Pay for FT Employees |
| 2017 | No OPWDD Funding Increase | Year-end Bonus – Up to $4,000 |
| 2018
2 Increases! |
3.25% (1/1/2018) | Year-end Bonus – Up to $1,000 |
| 3.25% (4/1/2018) | ||
| 2019 | No OPWDD Funding Increase | Year-end Bonus – Up to $7,500 |
| 2020
2 Increases! |
2.0% (1/1/2020) | COVID-19 Pandemic Closed Programs in March 2020 reducing revenue.
Many special financial incentives provided to DSPs supporting people on various shifts in various residential programs. |
| 2.0% (4/1/2020) | ||
| 2021 | No OPWDD Funding Increase | Year-end Bonus – Up to $1,000 |
| 2022 | 5.4% | FIVE (5) DIFFERENT SPECIAL INCENTIVE BONUSES
Paid out across 2022–2024 based on hire/eligibility dates, forfeitures, etc. NYS Healthcare Workers Bonus – Up to $3,000 Workforce Stabilization COVID Service – Up to $1,000 Workforce Stabilization Vaccination Bonus – Up to $500 Workforce Stabilization Longevity Bonus – Up to $24,000 Workforce Stabilization Retention Bonus – Up to $23,000 |
| 2023 | 4.0% | |
| 2024 | 1.7% | |
| 2025 (to date) | 6.5% |
Special Recognition Bonuses
*Sign-On Bonus
*Referral Bonus
*Employee of the Quarter Bonus
*Employee Milestones Bonus
*NADSP Certification Levels 1, 2, and 3 Bonuses
*Enhanced Pay Rates for High Needs Programs*
*Pay Increases for Advanced Education*
Did you know… You have all these BENEFITS?!
These and more are Available to Employees TODAY…
- Low-Cost Comprehensive Health, Dental and Vision Insurance
- 100% Employer-funded Term Life and AD&D Insurance
- Gym Membership Reimbursement and Wellness Incentives up $175/year
- Generous Paid Time Off Every Year
- Annual Employer Contributions into your 401(k)/403(b)
- Ability to Make Tax-Deferred Retirement Savings to your 403(b)
- Federal Student Loan Forgiveness Program
- Tuition Reimbursement
- Employee Assistance Program
IS LOCAL 888 HERE BECAUSE THEY WANT TO HELP?
OR
BECAUSE THEY WANT TO HELP THEMSELVES TO YOUR MONEY?
Joining Local 888 costs money:
- Initiation fee – up to $125.[1] PLUS
- Union dues – $520 per year in union dues.[2]That means, if you are making $18 per hour, you will spend almost 30 hours per year, not working for you and your family, but working for the union!
What would the union do with the $520 in dues it collected from you each year?
Let’s do the math – $520 (yearly dues) x 950 employees x 3-year contract = $1,482,000!
Local 888 will collect almost $1.5 million from all of you over the course of a 3-year contract.
No wonder why they are here!
What do you get for your hard-earned money?
- No guaranteed improvement in wages and/or benefits PLUS
- Local 888 spent ZERO “ON BEHALF OF INDIVIDUAL MEMBERS”!![3]
YOU WORK HARD FOR YOUR MONEY.
YOU DON’T NEED TO PAY SOMEONE TO BE YOUR “VOICE” AT WORK.
YOU HAVE YOUR OWN VOICE AND IT’S FREE!
[1] See Line 21(c) of Local 888’s 2025 LM-2, which the Union prepared and filed with the Federal Government. [2] Local 888 told employees it will charge $10 per week, or $520 per year, in union dues. Line 21(a) of Local 888’s 2025 LM-2, which the Union prepared and filed with the Federal Government, states that Local 888’s union dues can be as high $17.17 per week (or $892 per year). [3] See Line 64 of Local 888’s’s 2025 LM-2, which the Union prepared and filed with the Federal Government.
If someone asks you to sign a union authorization card
First ask them…
- How would the union help expand or secure additional Medicaid and/or other State funding?
- Is the union willing to give you a signed written guarantee with specific wage and benefit increases in exchange for your dues, knowing that all such changes require negotiation with management?
- Will the union share a copy of the union’s constitution and bylaws, so you can see all the rules members are required to follow, how decisions are made, how dues are set, and how members can have a say in union leadership and priorities?
- Isn’t it true that Local 888 would try to negotiate a clause to take members’ dues directly out of paychecks?
- Isn’t it true that Local 888 would try to negotiate a union security clause that requires every DSP to be a member of the union in order to be employed with AHRC Nassau?
Know the facts…
Signing a union authorization card is legally binding! It’s not just a show of interest – it’s a formal step toward union representation.
Before you sign anything, make sure you do your homework
- Understand what it means,
- Know what you’re committing to, and
- Know all the ways it could impact you at work…
Not just what union organizers want you to believe!
Don’t sign a union authorization card without seeing the full picture.
Management is ready to share information with you –All you need to do is ask!
Before you Vote to Give a Union your Money, Make Sure You Know the Facts
If they want you to join a union, ask them…
- How would the union help expand or secure additional Medicaid and/or other State funding?
- Is the union willing to give you a signed written guarantee with specific wage and benefit increases in exchange for your dues, knowing that all such changes require negotiation with management?
- Will the union share a copy of the union’s constitution and bylaws, so you can see all the rules members are required to follow, how decisions are made, how dues are set, and how members can have a say in union leadership and priorities?
- Isn’t it true that Local 888 would try to negotiate a clause to take members’ dues directly out of paychecks?
- Isn’t it true that Local 888 would try to negotiate a union security clause that requires every DSP to be a member of the union in order to be employed with AHRC Nassau?
July 27, 2025
Dear AHRC DSPs,
Over the past few weeks our workplace has been disrupted by Food and Commercial Workers Union organizers pursuing AHRC Nassau DSPs to sign union authorization cards. The union and its paid organizers have been and continue to stand outside many of our homes and day programs to convince you and your co-workers to sign their cards and support their union. We’re aware that the union is making you many promises, but what they aren’t telling you is that their promises are in no way guaranteed and they do not provide you with the facts about what it means to be a member of their union.
At the same time, we are working hard to give you the facts about their union and about the benefits of your employment with AHRC Nassau. We have given you information directly from the union’s own financial reports about the costs and obligations of being a union member. We have explained that the Food and Commercial Workers Union can make promises about automatic improvements in wages and benefits but cannot guarantee you any of these things. We also are encouraging you to do your own research, all with one goal in mind – to help you make an informed decision. We believe that if you ignore the union’s misleading information and empty promises and just look at the facts, you will see that a union is not right for you and your family. We do not believe that you need to pay approximately $520 per year or more for someone to speak for you while offering you no guarantees of anything.
We want to make you aware that this week, we arranged to get a secret mail ballot election scheduled with the National Labor Relations Board (NLRB), and agreed to the following election details:
BALLOTS MAILED TO ELIGIBLE VOTERS: August 22, 2025
DATE BY WHICH BALLOTS MUST BE RETURNED: September 12, 2025
ELIGIBLE VOTERS: Direct Support Professionals
We also want to make you aware that this week, as part of the election process, AHRC Nassau was required by law to give the NLRB a list of the names and addresses of every employee eligible to vote in the August 22nd election, and that the NLRB provides this list to the union. We greatly respect your privacy and did not want to release your name and address to anyone. Unfortunately, WE HAVE NO CHOICE – The law requires that we give this information to the NLRB and the Food and Commercial Workers Union. We realize that many of you did not want the union to have your contact information and we regret any inconvenience this may cause you. Please rest assured that we treat your personal information as strictly confidential and would never release it to anyone without your permission unless we are required to do so by law. We did not share any employee’s personal information with the union prior to being required to do so this week, and if the union contacted you prior to this week, we don’t know how they obtained your contact information.
We also want to alert you that the Food and Commercial Workers Union may use this list to bother you at home. Don’t be surprised if they knock on your door and call you on your personal phone to get you and your family to listen to their promises. Unfortunately, there is nothing we can do to stop them from bothering you. However, there is something YOU can do. You have the right to hang up the phone if a union organizer calls, and you certainly can refuse to let them into your home. You don’t have to talk to the union if you don’t want to. Remember, you have no obligation to listen – even if you already signed a union card for them. Don’t let anyone tell you otherwise.
Through the election, we will continue to make it a priority to give you as much information as possible so that you can make an informed decision. Remember, even if you signed a union authorization card, you still can vote “NO” for “NO UNION” between August 22nd and September 12th, 2025. The vote is confidential and no one will know how you vote. We will provide you with details and instructions regarding the vote and how to return your ballot to the NLRB as the election date gets closer.
If you have any questions about the election or about the Food and Commercial Workers Union or anything related your employment with AHRC Nassau, please feel free to ask us or your manager, administrators, or any member of our human resources or executive teams.
Sincerely,
Stanfort J. Perry
Chief Executive Officer
IS LOCAL 888 HERE BECAUSE THEY WANT TO HELP?
OR
BECAUSE THEY WANT TO HELP THEMSELVES TO YOUR MONEY?
Joining Local 888 costs money:
Initiation fee – up to $125.[1]
PLUS
Union dues – $520 per year in union dues.[2]
That means, if you are making $18 per hour, you will spend almost 30 hours per year, not working for you and your family, but working for the union!
What would the union do with the $520 in dues it collected from you each year?
Let’s do the math – $520 (yearly dues) x 950 employees x 3-year contract = $1,482,000!
Local 888 will collect almost $1.5 million from all of you over the course of a 3-year contract.
No wonder why they are here!
What do you get for your hard-earned money?
No guaranteed improvement in wages and/or benefits
PLUS
- Local 888 spent ZERO “ON BEHALF OF INDIVIDUAL MEMBERS”!![3]
YOU WORK HARD FOR YOUR MONEY.
YOU DON’T NEED TO PAY SOMEONE TO BE YOUR “VOICE” AT WORK.
YOU HAVE YOUR OWN VOICE AND IT’S FREE!
[1] See Line 21(c) of Local 888’s 2025 LM-2, which the Union prepared and filed with the Federal Government.
[2] Local 888 told employees it will charge $10 per week, or $520 per year, in union dues. Line 21(a) of Local 888’s 2025 LM-2, which the Union prepared and filed with the Federal Government, states that Local 888’s union dues can be as high $17.17 per week (or $892 per year).
[3] See Line 64 of Local 888’s’s 2025 LM-2, which the Union prepared and filed with the Federal Government.
To: Regularly Scheduled Direct Support Professionals
From: Stanfort J. Perry, Chief Executive Officer
Date: July 10, 2025
Re: Communications from UFCW Local 888
Direct Support Professionals recently reported receiving flyers and cards and speaking with representatives from UFCW Local 888. Much of the material distributed included inaccurate and misleading information as part of the union’s campaign to convince you to join their union. The communications contain generic communication intended purely to solicit membership with no true understanding of our actual policies, practices, and rich employee benefits package.
We recognize the right of a union to contact DSPs lawfully and for DSPs to consider the pros and cons of union representation, we want to ensure that our DSPs have access to accurate information. We fully respect and support your right to decide whether or not to be represented by a union. It is entirely your choice. Our goal is to ensure that you have all the facts to make a truly informed decision before you decide.
To help you better understand what has been presented by the union and how it compares with your actual terms and conditions of employment, we are providing a side-by-side comparison in the table on the following pages.
It’s important to know that a union cannot guarantee better wages, benefits, or working conditions. In fact, the only guarantee they can make is that you will have to pay dues which the union will want to be automatically deducted from your pay. Wages, benefits, working conditions, and other terms all are subject to collective bargaining between the union and the employer which may result in increases, decreases, or no changes at all. In addition, while negotiations take place, which could go on for years, the employer cannot unilaterally make any changes, even changes that would benefit employees.
As always, please feel free to speak with any member of management, administration, and human resources if you have any questions, want more information, or want to discuss any other issues related to your employment.
We greatly value the contributions of our DSPs and remain committed to open communication and a positive working environment.
Thank you.
CLICK HERE TO READ IN ENGLISH ON MOBILE.
| Promised
“888 Healthcare Benefits” |
False Information about your Employment | The Truth | |
| Wages | Up to 7% hourly increase across agencies
Differential for AMAP, Driving Responsibilities & Specialized Care Over $20 per hour for DSP, DSP II, and Day Habilitation. Additional increases tied to years of service on top of general wage increases. |
Retention Bonus
Owed COLA Increases |
100% of all OPWDD-funded Retention Bonuses have been paid to eligible DSPs.
100% of all OPWDD-funded DSP pay increases have been paid to eligible DSPs. A 6.5% base pay increase was provided to all DSPs on 3/12/2025 retro to 1/4/2025. DSPs with seniority currently are earning higher pay rates than those with less seniority. DSPs with 20 or more years seniority on average are earning $20 and $25+ per hour. Relevant experience, education, special credentials, and other factors all are recognized in pay rates. |
| Grievance Settlements | In 2024 alone, UFCW Local 888 negotiated over $159,000 worth of settlements, arbitration, and back pay rewards for our members. | No Job Security | As stated clearly in the Employee Handbook, the agency’s open-door policy is available to all employees, including DSPs. DSPs also currently have access to a grievance procedure to personally present any concerns directly to their Managers, Directors, Vice President, COO, and CEO. In accordance with our procedures, the CEO has upheld grievances over an employee’s termination, returning them to their position. DSPs are also entitled to a hearing before our Board of Directors if they feel their employment was unjustly terminated. |
| Seniority Rights | Overtime shifts are offered first to 888 members with seniority.
Seniority is a determining factor in new job vacancies. |
No Respect for Senior Members | DSPs currently have access to many overtime shifts weekly. Employers cannot prioritize union members for overtime opportunities and must ensure equitable access for all employees.
Seniority currently is a major factor when considering qualified candidates for job vacancies. · More than half of our current managers previously were DSPs in the agency. |
| Healthcare | Affordable health care coverage: On average, Local 888 members pay less than 50% of the cost for both single and family coverage.
Lower deductibles= stronger coverage & better protections. |
Single: $2160 per year | $500 deductible
Family: $4320 per year | $1000 deductible High deductibles = More Out-of-Pocket costs *PLUS PLAN* |
AHRC Nassau currently offers highly valuable and affordable healthcare coverage.
DSPs currently pay less than 10% of the total premium on the Plus Plan. Employee bi-weekly health and dental insurance contributions have not increased in over five years. The low deductibles in the Plus Plan do not apply to most outpatient expenses. Employees electing the Value and Premium Plans receive an HRA fund to cover 50% of their deductible expenses. |
| Safety on the Job | Labor Safety Committees that identify and address workplace concerns in coordination with Union and Management. | Lack of Staffing | The staffing challenges exist across every agency in our field and the union cannot guarantee better staffing.
The agency has taken many steps to improve staffing including recently increasing starting pay rates for DSPs to attract and retain new staff. The agency currently has many strategies to help ensure safe working conditions, including a Safety Committee, Safety Campaigns, Detailed procedures for Accident Reporting and reviews, Regular Safety Inspections of locations, and many others. With the recent increase in reimbursement rates we received, we have been able to increase starting pay for new hires and have seen a significant increase in new hires and improved staffing in CLS and Day Hab. |
| Additional Benefits | Paid Mental Health Days: New benefit supporting employee well-being and work-life balance. | None | Employees currently may use their paid time off for mental health days, as needed, and enjoy dozens of additional benefits – Health, Dental, and Vision coverage, Generous Paid Time Off, Retirement Plan, LTD, STD, Life Insurance, Tuition Reimbursement, Wellness Incentives, Length of Service Awards, Employee of the Quarter Awards, and many others. |
To: CLS and Day Habilitation Employees
From: Stanfort J. Perry, Chief Executive Officer
Date: June 6, 2025
Re: Recent Communication from UFCW Local 888
Several employees recently reported receiving a flyer from UFCW Local 888 that included inaccurate and misleading information as part of their campaign to convince you to join their union. The flyer is a generic communication intended purely to solicit membership with no true understanding of our organization’s current policies, practices, and employee benefits.
While we recognize the right of a union to contact employees lawfully and for employees to consider the pros and cons of union representation, we also want to ensure that our employees have access to accurate information. We fully respect and support your right to decide whether or not to be represented by a union. It is entirely your choice. Our goal is to ensure that you have all the facts to make a truly informed decision.
To help you better understand what was presented in the union’s flyer and how it compares with your actual terms and conditions of employment, we are providing a side-by-side comparison in the table on the following pages. It’s important to know that unions cannot guarantee better wages, benefits, or working conditions. In fact, the only guarantee they can make is that you will have to pay dues which the union will want to be automatically deducted from your pay. These matters are subject to collective bargaining between the union and the employer which may result in increases, decreases, or no changes at all. In addition, while negotiations take place, which could go on for years, the employer cannot unilaterally make any changes, even ones that would benefit employees
As always, please feel free to speak with your managers, administrators, and our human resources team if you have any questions or want to discuss any issues related to your employment.
We value the contributions of each employee and remain committed to maintaining open communication and a positive working environment. Thank you for all that you do.
Thank you.
| Promised
“888 Healthcare Benefits” |
False Information about your Employment | The Truth | |
| Wages | Up to 7% hourly increase across agencies
Differential for AMAP, Driving Responsibilities & Specialized Care Over $20 per hour for DSP, DSP II, and Day Habilitation. Additional increases tied to years of service on top of general wage increases. |
Retention Bonus
Owed COLA Increases |
100% of all OPWDD-funded Retention Bonuses have been paid to eligible DSPs.
100% of all OPWDD-funded DSP pay increases have been paid to eligible DSPs. A 6.5% base pay increase was provided to all DSPs on 3/12/2025 retro to 1/4/2025. DSPs with seniority currently are earning higher pay rates than those with less seniority. DSPs with 20 or more years seniority on average are earning $20 and $25+ per hour. Relevant experience, education, special credentials, and other factors all are recognized in pay rates. |
| Grievance Settlements | In 2024 alone, UFCW Local 888 negotiated over $159,000 worth of settlements, arbitration, and back pay rewards for our members. | No Job Security | As stated clearly in the Employee Handbook, the agency’s open-door policy is available to all employees, including DSPs. DSPs also currently have access to a grievance procedure to personally present any concerns directly to their Managers, Directors, Vice President, COO, and CEO. In accordance with our procedures, the CEO has upheld grievances over an employee’s termination, returning them to their position. DSPs are also entitled to a hearing before our Board of Directors if they feel their employment was unjustly terminated. |
| Seniority Rights | Overtime shifts are offered first to 888 members with seniority.
Seniority is a determining factor in new job vacancies. |
No Respect for Senior Members | DSPs currently have access to many overtime shifts weekly. Employers cannot prioritize union members for overtime opportunities and must ensure equitable access for all employees.
Seniority currently is a major factor when considering qualified candidates for job vacancies. More than half of our current managers previously were DSPs in the agency. |
| Healthcare | Affordable health care coverage: On average, Local 888 members pay less than 50% of the cost for both single and family coverage.
Lower deductibles= stronger coverage & better protections. |
Single: $2160 per year | $500 deductible
Family: $4320 per year | $1000 deductible High deductibles = More Out-of-Pocket costs *PLUS PLAN* |
AHRC Nassau currently offers highly valuable and affordable healthcare coverage.
DSPs currently pay less than 10% of the total premium on the Plus Plan. Employee bi-weekly health and dental insurance contributions have not increased in over five years. The low deductibles in the Plus Plan do not apply to most outpatient expenses. Employees electing the Value and Premium Plans receive an HRA fund to cover 50% of their deductible expenses. |
| Safety on the Job | Labor Safety Committees that identify and address workplace concerns in coordination with Union and Management. | Lack of Staffing | The staffing challenges exist across every agency in our field and the union cannot guarantee better staffing.
The agency has taken many steps to improve staffing including recently increasing starting pay rates for DSPs to attract and retain new staff. The agency currently has many strategies to help ensure safe working conditions, including a Safety Committee, Safety Campaigns, Detailed procedures for Accident Reporting and reviews, Regular Safety Inspections of locations, and many others. With the recent increase in reimbursement rates we received, we have been able to increase starting pay for new hires and have seen a significant increase in new hires and improved staffing in CLS and Day Hab. |
| Additional Benefits | Paid Mental Health Days: New benefit supporting employee well-being and work-life balance. | None | Employees currently may use their paid time off for mental health days, as needed, and enjoy dozens of additional benefits – Health, Dental, and Vision coverage, Generous Paid Time Off, Retirement Plan, LTD, STD, Life Insurance, Tuition Reimbursement, First-time Home buyers Program, Employee Discounts at local businesses, Wellness Incentives, Length of Service Awards, Employee of the Quarter Awards, and many others. |
DSP Pay Increases & Bonuses over the past 10 Years
These are the FACTS…
| Year | Base Pay Increases | Bonuses |
| 2016 | No OPWDD Funding Increase | Year-end Bonus—1.5% to 3% of Annual Base Pay for FT Employees |
| 2017 | No OPWDD Funding Increase | Year-end Bonus – Up to $4,000 |
| 2018
2 Increases! |
3.25% (1/1/2018) | Year-end Bonus – Up to $1,000 |
| 3.25% (4/1/2018) | ||
| 2019 | No OPWDD Funding Increase | Year-end Bonus – Up to $7,500 |
| 2020
2 Increases! |
2.0% (1/1/2020) | COVID-19 Pandemic Closed Programs in March 2020 reducing revenue.
Many special financial incentives provided to DSPs supporting people on various shifts in various residential programs. |
| 2.0% (4/1/2020) | ||
| 2021 | No OPWDD Funding Increase | Year-end Bonus – Up to $1,000 |
| 2022 | 5.4% | FIVE (5) DIFFERENT SPECIAL INCENTIVE BONUSES
Paid out across 2022–2024 based on hire/eligibility dates, forfeitures, etc. NYS Healthcare Workers Bonus – Up to $3,000 Workforce Stabilization COVID Service – Up to $1,000 Workforce Stabilization Vaccination Bonus – Up to $500 Workforce Stabilization Longevity Bonus – Up to $24,000 Workforce Stabilization Retention Bonus – Up to $23,000 |
| 2023 | 4.0% | |
| 2024 | 1.7% | |
| 2025 (to date) | 6.5% |
*Special Recognition Bonuses*
*Sign-On Bonus *Referral Bonus *Employee of the Quarter Bonus
*Employee Milestones Bonus *NADSP Certification Levels 1, 2, and 3 Bonuses
*Enhanced Pay Rates for High Needs Programs* *Pay Increases for Advanced Education*
AHRC Employee Benefits
- DSP Employee Benefits Overview
- DSP Employee PTO Benefits
- DSP Employee Assistance Programs
- DSP Employee Health & Wellness Benefits
- Employee Retirement Benefits
Did you know… You have all these BENEFITS
These and more are Available to Employees TODAY…
- Low-Cost Comprehensive Health, Dental and Vision Insurance
- 100% Employer-funded Term Life and AD&D Insurance
- Gym Membership Reimbursement and Wellness Incentives up $175/year
- Generous Paid Time Off Every Year
- Annual Employer Contributions into your 401(k)/403(b)
- Ability to Make Tax-Deferred Retirement Savings to your 403(b)
- Federal Student Loan Forgiveness Program
- Tuition Reimbursement
- Employee Assistance Program
Did you know… In addition to your regular pay, each year you may have all this
Paid Time Off:
- Three (3) Weeks of Vacation
- Twelve (12) Sick Days
- Nine (9) Holidays
- Four (4) Floating Holidays
- Three (3) Personal Days
- Up to Three (3) Bereavement Days
- Up to 8 Hours for Health Screenings
- Three (3) Weeks for Jury Duty
- NYS Paid Sick Leave and NYS Paid Family Leave
Did you know… You have access to no-cost and discounted benefits through our
Employee Assistance Programs:
- Counseling
- Professional Development
- Pre-Paid Legal Services
- First-time Homebuyers – $3,000 from your Employer
- First-time Homebuyers – Up to $12,000 Grant toward Closing Costs
- Tuition Reimbursement Program – Up to 18 credits a year
- Federal Student Loan Forgiveness Program
- 529 College Savings Program
- Employee Discount Program – Discounts on a Wide Range of Goods and Services
Did you know…. If you regularly work at least 30 hours a week you have these
HEALTH & WELLNESS Benefits
- Low-Cost Comprehensive Medical and Dental Insurance with Cigna’s National Network
- Vision Insurance for Exams, Glasses, and Contact Lenses
- Flexible Spending Account
- Additional Paid Time Off for Annual Wellness Visits
- 100% Employer-Paid Annual Wellness Visits with our Health Insurance
- 100% Employer-funded Term Life Insurance – 1½ Times your Annual Base Pay
- 100% Employer-funded AD&D Insurance
- 100% Employer-funded Worker’s Compensation Insurance
- Gym Membership Reimbursement
- Wellness Incentives up $175/year
Did you know… You may be eligible for many or all of these
Retirement Benefits:
- Annual Employer Contributions to your 401(k) even if you defer nothing
- 100% Vesting for Employer Contributions after only 3 Years
- Ability to Make Tax-Deferred Retirement Contributions to your 403(b)
- Online Access to your Retirement Accounts
- Free Investment Advice
- Ability to Borrow from your Retirement Account
- Employer Pays 50% of your FICA Payroll Tax
- Reimbursement for 40% of your Health Insurance Premium when you Retire
- Cash Payout of your unused Vacation and Sick Paid Time Off
- Free Assistance with Selecting your Retiree Health Insurance Plan