In a marathon mediation session (ending at 5 a.m. on 7/23/10) ONA and St Charles - Bend reached a tentative agreement. The ONA team is unanimously recommending the package for ratification by the members; management is also recommending this package. At the end of the day, we feel both sides worked hard to reach an agreement that both of us can recommend.
The negotiating team GREATLY appreciates the support of all of you during these difficult negotiations. Thank you for wearing buttons, distributing newsletters, being CAT team members, joining the Welcome Wagon, signing petitions, and participating in Brown Bag Week (July 19-26). We are VERY pleased that we have this tentative agreement.
Voting is planned to begin next week. We will set up informational meetings and voting information; a separate e-mail about voting will go out early next week.
Your negotiating team,
Duke Sells, Joe Sack, Jane Youngs, Judy Gage-Scott, Debby Griffith, Ken Marks, Jody Holland, Shannon Ogden, and ONA Labor Relations Representative Alison Hamway
Highlights of the tentative agreement include:
Term/Wages/Pay issues
2 year contract
Wage increase 1% 7/1/10; 2% 7/1/11; ½ % 1/1/12
1 ¾ callback for designated mandatory standby units (Angio Cath, Cardiac Cath Lab, Dialysis, MDU, OR, PACU, Radiology)
Benefits
Implement new health plan 1/1/11; we were able to get slight improvements in the plan which will apply to everyone (plan will include 25% SCHS hospital owned technical services discount physically located in Bend, Redmond or Prineville hospital; this discount doesn’t apply to professional services. Also improved Tier 3 ER and Urgent care reimbursement – 70% reimbursement and WON’T be subject to deductible). Caregiver only portion of the premium will shift by 5% increase for that portion of premium:
Position Hospital Portion of Premium
Employee Dependent
Full-time 95% 85%
60 hours per pay 95% 70%
period to full-time
48 hours per pay 70% 50%
period to 59 hours
40 hours per pay 60% 50%
period to 47 hours
(change in premiums at current plan costs at various levels would range from increase $32.69 monthly to decrease $46.43 monthly)
EIB/Short Term Disability:
Nurses hired after July 1, 2010 will be placed in the new STD plan effective 1/1/11. Current nurses will have option to remain in EIB program or move into STD on 1/1/11 (if nurse enrolls during 11/10 open enrollment, nurse can retain and use EIB bank; all EIB must be used before STD benefits start. Nurses who change to STD during open enrollment in future years will not be eligible to retain EIB accounts). All use of EIB will require verification and reporting requirements.
STD will pay benefits on 8th day of illness, or on first day if hospitalized 24 hours; benefits paid for 13 weeks for qualifying illness/injury. Pays for caregiver only, and only pays for period of time disabled. Replacement ratio:
1-3 years service – 66 2/3%
4-9 years service – 75%
10+ years of service – 100%
NO language that would allow management to change benefits midterm
Language changes
Kept our successorship language
Improved options for laid off RN; clarified and improved layoff procedure
Kept ETO levels (including 15 year level) – however maximum number of hours for earning benefits will now be capped at 2080 hours per year.
Continue additional 24 ETO hours for nurses who after 12 years fulltime employment request every weekend off but are required by Hospital to work weekends (if nurse requests weekend off he/she will not receive extra ETO)
PNCC language improved; enhanced committee participation in collaborative relationship with SCHS
Some limits on premium pay (will only kick in after 72 hours worked in pay period; nurse won’t be eligible if nurse has requested low census prior to start of a shift)
Premium plus now called “critical needs shift”; offered at management discretion; compensation remains at 1.5x + $12/hr (offered to both fulltime and part-time nurses)
No change to meal discount language
ONA representatives will be paid for participating in meeting or work group at management request will be compensated at straight time hourly rate
Step increases will not be contingent on performance review “meets standards”; but denial of step increase (for just cause) now added to list of disciplinary options that can be given for just cause; subject to grievance procedure
Low Census call off:
Float rotation list will be separate from low census list
Both sides have agreed to move to low census rotation based on cumulative hours of HR over prior 28 days; this change will be worked through LMC when Hospital upgrades payroll/time computer system (estimated time will be early 2011)
Add option by mutual agreement for nurse to report to work at scheduled time (delayed start) for remaining portion of shift at straight time (4 hours minimum); add standby by mutual agreement for portion of shift. If called in on cancelled shift RN will not receive travel time due to it being the nurse’s regular shift.
ICC and AirLink Letter of Agreement: will continue to be negotiated in small group
