WeCare at Mt. Lebanon
Date: 3/23/26

To:
WeCare at Mt. Lebanon Administration
Ellis Cannon
Alyson Yarger
Christina George

Subject: Formal Petition for Immediate Action on Workplace Conditions and
Resident Care Standards

 

We, the undersigned employees of WeCare at Mt. Lebanon, are submitting this petition
to formally express our collective concerns regarding ongoing workplace conditions that
directly impact both staff well-being and the quality of care provided to our residents.
We are committed healthcare professionals who take pride in delivering compassionate,
high-quality care. However, current conditions are increasingly unsafe, unsustainable,
and detrimental to both staff and residents. Despite ongoing efforts and dedication from
staff, these issues persist and require immediate attention and resolution.

 

We respectfully but urgently demand the following:
● Safe Staffing Levels: Immediate implementation of safe and consistent staffing
ratios is essential to ensure proper resident care and to prevent staff burnout. In
situations where staffing shortages occur, it must be formally acknowledged that
employees are working under increased pressure that may place their licensure
and certifications at risk. Appropriate recognition and compensation—such as
bonus pay, additional paid time off, or incentive rewards—should be implemented
to acknowledge and support staff who assume these heightened responsibilities.

● Fair Scheduling Practices: Scheduling must be transparent and equitable, with
adequate advance notice and minimal reliance on mandatory overtime. Accurate
and up-to-date staffing schedules should be maintained to ensure employees are
not unnecessarily contacted (e.g., through Dropstat) when they are already
scheduled to work. Clear visibility of assigned shifts is essential to support
effective staffing coordination and to promote a healthy work-life balance for all
employees.

● Improved Workplace Safety: Prompt action to address safety concerns,
including access to proper equipment, supplies, and support during high-risk
situations. Following listed are the needed items to assure safe and reasonable
safety practices. Briefs, Soap, anti-Fungal cream, barrier Cream, shower Heads
for all shower rooms, Vitals machines, Linen, Stock medications such as Tylenol,
Senna, lidocaine patches, Operable shower rooms and shower chairs.

● Attendance-Based Incentive Program: Implementation of a structured
incentive program tied to time and attendance, providing employees with
opportunities to earn rewards such as gift cards, bonus pay, and/or additional
paid time off where applicable. The program should be administered through a
transparent, witnessed drawing process to ensure all eligible employees have a
fair and equal opportunity to be recognized and rewarded.

● Respectful Work Environment: Enforcement of professional communication
and accountability at all levels of management.

● Communication & Policy Transparency: Any new information, policy updates,
or procedural changes introduced by management must be formally
communicated in scheduled meetings, ensuring all employees have equal
opportunity to receive, understand, and align with updated expectations.

● Late Attendance Reassurance: All employees across every
department—including nursing, housekeeping, dietary, activities, and
management—are held to the same standardized time and attendance policy.
This policy is applied consistently and fairly to ensure accountability
organization-wide. Additionally, every employee is granted a reset period every
six months, during which any prior time and attendance violations are cleared.

● Enhanced Working Conditions: Immediate steps to improve overall working
conditions, ensuring employees can perform their duties in a safe, clean, and
supportive environment. All soap and hand sanitizing stations must be filled to
ensure proper hygiene practices.

● Facility Safety – Parking Lot Maintenance: Prompt repair and filling of
potholes to ensure the safe arrival and transport of residents, visitors, and staff.

● Filtered Water Access: Installation of a filtered water system in the employee
break room to ensure staff have reliable access to clean drinking water
throughout their shifts.

● Ergonomic Seating: Replacement of worn or inadequate chairs at nurses’
stations with supportive seating to allow employees brief opportunities to
recuperate during demanding shifts.

● Employee Appreciation Initiatives: Implementation of monthly employee meal
days to recognize and appreciate the hard work and dedication of staff.

● Secured Nurses’ Stations: Installation of gated or secured nurses’ stations on
each floor to restrict resident access to clinical areas, including ice machines and
microwaves, ensuring both safety and proper use of equipment designated for
staff and unit operations.

● Bonus Transparency: Clear, written policies outlining the structure, eligibility,
and payout timelines for sign-on bonuses and referral bonuses must be provided
to all employees to ensure transparency, accountability, and consistent
application.

● Restroom Accessibility: Ensure employees have consistent and reasonable
access to restrooms on each floor of the facility to support basic needs and
maintain workplace dignity and efficiency.

● Employee Privacy in Disciplinary Actions: All employee write-ups and
disciplinary notices must be handled confidentially and should not be posted or
displayed in public areas (e.g., near time clocks). Documentation should be
communicated privately and respectfully to protect employee dignity.

● 24-Hour Communication Log (Report & Overlap): Implementation of a
standardized 24-hour communication book or log for shift reports and overlap to
ensure accurate, consistent handoff of information between shifts and promote
continuity of care and operations.

● Equitable Tardiness Policy Enforcement: All employees across every
department must be held to the same tardiness and attendance standards,
ensuring consistent, fair, and unbiased enforcement of policies—not limited to
nursing staff alone.

We believe these changes are not only reasonable but essential. Failure to address
these concerns places both residents and staff at continued risk and contributes to high
turnover, low morale, and diminished care standards.
We request a formal response and action plan within [30 business days] of receipt of
this petition. We are prepared to engage in constructive dialogue and expect meaningful
steps toward resolution.

Our goal is not conflict, but improvement—ensuring a safe, respectful, and professional
environment where both residents and staff can thrive.

Sincerely,
The Undersigned Employees of WeCare
at Mt. Lebanon

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