St. Michael Medical Center RN - Bargaining Continues
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“We were disappointed when management’s first proposal focused more on enhancing their contractual rights instead of working to address our concerns.”
Your Bargaining Team: Anne Burns, Brett Moore, Cindy Franck, Kimberly Fraser McMillan, Michael Nord, Tammy Olson
Your Bargaining Team met with management again on February 3, continuing contract negotiations for nurses at St. Michael Medical Center.
We began our session by passing additional proposals to the employer for their consideration, including:
Changes to how we recognize the past experience of new hires when placing them on the wage scale,
Increases to both our Paid Time Off (PTO) accrual rates and the maximum allowed in your bank,
Easier access to your Extended Illness Bank (EIB),
Improvements to our language regarding paid holidays and bereavement leave,
And much more!
We also proposed an entirely new article titled “Health, Safety and Staffing,” all of which was identified as a major concern in the bargaining survey. When writing this new article, we researched union contracts up and down the west coast in search of solutions, using what we found to write language that would best address the unique problems at St. Michael Medical Center. This includes staffing ratios requirements, strong pandemic language (not just COVID-19), hazard pay, language regarding the refusal of hazardous assignments, and an improved process to report staffing concerns.
The employer also provided your Bargaining Team with a proposal. Unfortunately, almost everything in their proposal was a power grab, only enhancing their own authority while failing to address any of the issues we brought to their attention.
Management’s proposal included an increase to the resignation period (28-days instead of current 21 days), additional access restrictions for Union Representatives visiting the medical center, stripping per diems’ access to the grievance procedure, a broad and overreaching management’s rights clause, and more.
The only benefit that management did propose was a B.S.N/M.S.N differential of one dollar per hour. While they were proud to offer this new premium, we have been asking for this differential for years and, after many neighboring hospitals already added the benefit to their contracts, they’re finally relenting. While we will certainly accept the addition of a B.S.N/M.S.N differential, we have a long ways to go until we reach a complete agreement with the Employer.
We are scheduled to meet with the employer again on February 8 with additional dates scheduled through March.
You’re Invited!
Attend regular Contract Action Team (CAT) meetings to hear the latest updates regarding negotiations, plan actions to pressure management, and learn how to get your co-workers involved. Our next meeting is being held virtually Monday, February 7 @6:00PM
St. Michael’s Medical Center (RN) February CAT Meeting
Monday, February 7
6:00PM
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
