June 23rd Bargaining update - Package proposal and incentive updates.

Today, MNA-UMPNC passed a comprehensive package proposal to end mandatory overtime and in its place establish a more fair and equitable on-call system than exists under the current agreement, along with related new contract proposals on Staffing and Scheduling, Overtime, Assigned Time Off, On-Call Systems and Pay, and Variable Activity. These proposals grew out of across-the-table discussions with management. Management has not accepted our proposal. To date, management is insisting on continuing mandatory overtime while also proposing an on-call system that is less fair to members than that proposed by MNA-UMPNC.


Part of MNA-UMPNC’s proposal sets defined parameters for scheduling period incentives across all units of Michigan Medicine. This aspect of the union’s proposal provides for standard incentives for over-appointment and overtime hours during a four-week scheduling period on any unit with between a negative 15 to 20 percent functional vacancy rate. Under the union’s proposal, when the functional vacancy rate exceeds 20 percent for any 4-week period, enhanced incentive over-appointment and overtime would kick in (See document below)


Consistent with that proposal, over the last few days MNA-UMPNC has also signed incentive agreements providing incentives in the emergency rooms, as well as on seventeen other units that meet the above criteria for the scheduling period ending July 8, 2022. These agreements are included in the documents attached to this post.

MANAGEMENT HAS SO FAR REFUSED TO SIGN THESE AGREEMENTS, AND HAS THUS WITHHELD THE ABOVE INCENTIVES THAT MNA-UMPNC HAS AGREED TO. ANY MANAGEMENT CLAIM THAT THE UNION IS WITHHOLDING AGREEMENT TO THE ABOVE INCENTIVES IS FALSE.


Over the last five months, management has repeatedly refused MNA-UMPNC’s proposals to expand incentives across Michigan Medicine. Instead, Michigan Medicine has unilaterally picked select units where it unilaterally decided to provide incentives, in clear violation of contract language requiring “joint agreement” with MNA-UMPNC. By its proposal for contract language creating a regularized incentive system based on real time functional vacancy data, MNA UMPNC has sought to eliminate these management abuses.


Your bargaining team asks for your support for the bargaining demands described above and our other contract demands seeking workplace and economic justice for all Michigan Medicine nurses.


Incentive proposals 6.22
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