Tentative Agreement Highlights

Wins! Management sought concessions to our language — we fought those concessions off and won improvements.

• Wage increases - 4% year 1, 4.5% year 2, 4.75% year 3

• Ratification bonus of 3K prorated to appointment fraction

• Maintained lump sum step bonuses and created a new longevity bonus for years of service, starting at 20 years

• Length of time decreased to move from step 13 to 14. Used to be 18 years, is now 16

• Article 17 incentives expanded to established call programs

• Strengthened violence protections – 2 shifts off with ability to take full week after incident, overall comprehensive language to address before, during and after an event

• Floating no more than 7x in a year and ability to change float unit

• Increased differential for CSR to $3.50

• Differential from $8 to $10 for Designated/Voluntary floats

• Can now transition directly into per diem role (no break in service, allowing for seniority reinstatement)

• Reduced limit of COC from 4 hours per ANSOS to 3, included new penalties of 2x PTO per 1 hour of COC

• Ability to decrease appointment fraction, management cannot unreasonably deny

• New language for pandemic response

• New AI protections –  maintain human in charge principle for clinical decision making

• 3 days excused PTO for loss of pregnancy

• Attendance – no more penalty for running out of PTO

• Improved process for mandatory education

• Strengthened protections around discipline and dispute process

• Expanded protections and recognitions for all APRNs - CRNAs, NPs, CNSs, CNMs 

  • Nocturnist pay language that matches PAs

  • Strengthened individual workload review process for NPs and CNSs

  • Protected established workflow and call program for CNMs

  • Established Critical Staffing Incentives for all APRNs

  • And much more that we look forward to sharing!

• Strengthened and established ratios for mixed tele units (any hard-wired tele + gen care 3:1)

• Improved AES waiting room ratios from 10:1 to 8:1, EC3 ratios of 1:1 for ICU patients and 2:1 for all others

• Addition of Adult BMT ratios – 2-3:1 days & 3-4:1 nights

• Established Adult ECMO language and support pathway for bedside ICU RNs

• Increased Professional Development Funds for ENCs - 1K/year prorated

Management concessions we warded off:

• Mandatory OA – loop hole closed in Article 15

• Mandatory on-call for peds/adult ICUs – protected current language in Article 17

• Ratio cuts – 3:1 NICU, remote monitoring for ECMO

• Elimination of Enhanced Incentive

• Unlimited Floating

• Additional of Surge spaces into CSR clusters

• Limits on use of Incremental PTO (shift pick up)

• Additional weekends scheduled for calling in on a weekend

• Unlimited COC

• No lump sum bonuses

• Punitive attendance policy

Other language changes:

• Restructured and clarified attendance/Problem Solving Meeting language which now accounts for ESTA – allowing more excused absences compared to prior language allowing 2 MD notes/year

• Timeline changes to file article 13 staffing disputes - adjusted filing timeline to be within any 2 consecutive ANSOS periods to identify patterns of abuse.

Your bargaining team is continuing to work through a more comprehensive FAQ document and is putting together the digital copy of the TA for you to read the language in full. You can expect for that to be released next week, along with details of info meetings and voting session that will be held the week of 7/20.