Contract VOTE Times: #

Where: Confer­ence room A
When: Nov. 1, 2021

  • 0600 – 0800
  • 1130 – 1330
  • 1800 – 2000

Highlights of the Tentative Agreement #

The Tenta­tive Agree­ment includes many signif­i­cant improve­ments, including much needed wage increases and a $750 ratifi­ca­tion bonus. While agreeing to the PTO restruc­turing was neces­sary in order to get a deal, we fought tooth and nail to ensure that the new PTO system was as fair as possible. The TA reduces sick time but increases the amount of unrestricted time avail­able to nurses. We secured caps that are consis­tent with market compa­ra­bles and bargained for the right to cash out up to 164 hours of PTO each year so that nurses who exceed PTO caps will not lose the right to accrue PTO. We also fought right up to the last minute to win the right to use supple­mental benefits” (the ability to use PTO or sick leave to top off” PFML benefits) so that nurses can actually afford to use PFML benefits. Your team is confi­dent that, thanks to all of your support and engage­ment, we bargained the very best contract possible.

A total of 11.75% over three years (6.75%-2%-3%): Nurses will receive a signif­i­cant wage increase of 6.75% immedi­ately, plus 2% effec­tive Nov. 1, 2022, and 3% effec­tive Nov. 1, 2023. Art. 7.

Ratifi­ca­tion bonus: Nurses will receive a ratifi­ca­tion bonus of $750 pro-rated based on FTE (.9 FTE nurses will receive the full amount and per diems will be treated as a .2 FTE).

Three-year contract: The contract will last through October 2024, enabling the parties to focus on getting through this diffi­cult time rather than negoti­a­tions, while ensuring compet­i­tive wage increases.

Changes to PTO: Vacation and sick time will now be combined into PTO. Total sick time will decrease from approx­i­mately 96 to 52 hours for a 1.0 FTE, while holiday + vacation combined increased by 16 hours at every accrual level, meaning that there will now be 16 additional hours of unrestricted leave. And, as noted below, your team fought hard against drastic takeaways on PTO, like low accrual caps and use it or lose it” system.

PTO cash out: Fought hard against the Hospital’s use it or lose it” PTO proposal. Won the right to cash out up to 164 hours of PTO every year, which will help to ensure that nurses will not stop accruing PTO if they’re unable to take time away from work.

Supple­mental leave: Fought hard to win the right to use supple­mental benefits” – allowing RNs to top off” the PFML benefits received from the state with their own sick leave or PTO so that the nurse can be made truly whole while out on a family or medical leave.

Increased night shift differ­en­tial: Won a $.50 increase to night shift differ­en­tial, from $4.25 to $4.75. Art. 8.1.

Increased charge nurse premium: Won a $.25 increase to charge nurse premium, from $2.75 to $3.00. Art. 8.2.

Per Diem nurses: Manage­ment pushed hard for increased avail­ability require­ments for per diems, but your team maintained the require­ment that per diems must be avail­able for two shifts per month. Art. 5.7.

Workplace violence preven­tion: New language ensuring workplace violence preven­tion, including anti-retal­i­a­tion language for making reports of workplace violence. Requires signage on each unit stating the Hospital’s No Toler­ance for Violence Policy.

Nurse Staffing Committee: The Hospital agreed to language allowing WSNA to appoint nurses to the Nurse Staffing Committee, that the WSNA Local Unit Chair will develop meeting agendas and oblig­ating the CEO to attend staffing committee meetings semiannually.

Benefits: Dental benefit increased from $1,500 to $2,000 per year; vision benefit increased from $400 to $600 per year. Maintained premiums for the basic plan. Premium for employee-only buy-up plan increased by $10/​month, and premium for depen­dents for buy-up plan increased from 25% to 30%. Art. 13.3.

Succes­sor­ship: The Hospital has agreed to provide WSNA with 90 days’ notice of an impending sale or merger and to meet to discuss the impact of the change.

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