On October 21, we held our third bargaining session with Jefferson Healthcare.Although we had additional sessions planned earlier in the month, they were canceled due to the lack of coverage for the nurses on our bargaining team.

During this session, the Union presented several new proposals, including:

Health Benefits and Pension

Many nurses have expressed that the current health insurance costs are unaffordable. Right now, RNs pay 20% of the health insurance premium plus $1.722 per compensable hour (up to 173 hours per month).

We proposed a switch to a flat weekly rate for health insurance:

• PPO: $9/week for employee-only coverage and $23/week for family coverage

• HMO: $5/week for employee-only coverage and $19/week for family coverage

This would eliminate the $1.722 per hour contribution.

Additionally, we proposed increasing the Employer's pension contribution to 2.8% of each nurse’s gross salary. Under the current pension plan (Sound Retirement Trust/Sound Variable Annuity Pension Trust), RNs become vested after five years of service and receive monthly retirement benefits for life. This benefit extends to their spouse after their passing. Jefferson Healthcare’s combination of a pension plan (with employer-only contributions) and a 457b plan (with employee and employer contributions) sets us apart from many hospitals that offer only a 401k or 457b plan, helping nurses retire with dignity.

Recognition for Per Diem RNs and LPNs

There has been interest in extending the benefits and protections of our collective bargaining agreement (CBA) to per diem RNs and LPNs. Currently, Jefferson Healthcare offers them similar benefits to FTE RNs and LPNs, but these can be revoked at any time.

By adding per diem staff to the CBA, they would have the same protections, including access to the grievance process for any contract violations. While per diem staff would be represented by the Union, they could choose whether to become dues-paying members. We encourage everyone to join, as union dues fund critical resources like legal fees, wages for bargaining committee nurses, and arbitration costs. Without dues, we would lack the power to enforce the CBA and protect RNs and LPNs.

Resource RN and Low Census

Resource RNs have encountered issues volunteering for low census. We proposed allowing Resource RNs to volunteer for low census and increasing the Resource RN premium to $5/hour, which aligns with other hospitals in the area.

We reached agreements on several important issues, including:

• Workplace equity language

• A streamlined payroll error correction process

• Expanded paid sick leave, allowing it to be used for illness, vacation, holidays, or other leaves of absence

Employer’s Counterproposals

The Employer presented counterproposals to our staffing committee language and edits to existing articles, including:

• Bridging PTO benefits

• Partner units

• Seventh consecutive day pay

However, they rejected an alternative way to resolve staffing issues, stating that the staffing committee (composed of nursing staff and management) should be sufficient to address problems.We believe that solutions like incentive pay and retention bonuses should be on the table when creating solutions for staffing, and we will continue to push for binding mediation to resolve these issues.

Next Steps

Between now and our next bargaining session on November 4, we will focus on crafting our economic proposal.We are reviewing wages and benefits at other area hospitals to craft a competitive proposal that will help retain and recruit nurses and LPNs.

Our RN Bargaining Team: Robin Bridge, Michelle Grimmer, Chris Beatty, and Emily Bishop