Page One Archive

November 2007 — Page One, Issue 12

FACTS ABOUT UC’S SETTLEMENT OFFER

UC met with CNA for mediation on November 4 and 5, 2007.  While the confidential nature of mediation means that we can’t share any details of the process, nurses can use this time to familiarize themselves with the progress that has been made or attempted on the issues to this point.
 
CNA has scheduled votes for nurses throughout early November.  UC encourages all nurses to understand the University’s contract offer and to please be fully aware of the implications of your vote — it is possible that by voting against the UC settlement proposals nurses could be empowering CNA to call a strike  without a future vote by nurses after the conclusion of factfinding (probably this winter). 

Additionally, because UC proposes that the effective date of wage increases be the first payroll period following ratification of the new contract, voting against the current offer could result in the salary increases being delayed by a number of months.  

UC’s recent settlement offer, which you may be voting on, was based on your current UC contract plus the following enhancements:  
 
Wages:  Increased wages at every campus, to ensure that RNs remain competitive in their local markets. 

Benefits: The same health and retirement benefits that all other UC employees receive.  These include a reduction in the monthly contribution rate for many health plans and a guarantee that UC nurses will not have to begin making contributions to the UC retirement plan through September 30, 2008.

Benefits:  Clarification that shift differential will not count in the calculation of base pay for Health Benefit pay band placement.

PTO:  Providing current RNs the right to choose between the paid time off program currently in place for managers and professional staff at the UC medical centers or continuing with the current sick/vacation program.  UC believes the PTO plan offers an alternative that many RNs will appreciate, such as the inclusion of ½ current sick leave accruals into the PTO plan which allows RNs to use this time for illness or for vacation.  RNs who bank more than 75% of the annual maximum can receive the excess in pay, and RNs can take all unused PTO with them when they leave employment (currently, RNs can take only vacation time). 

PPC: Commitment that there will be no reprisals against any nurse who suggests changes to nursing practice via the Professional Practice Committee.

Retention of new nurses:  An ability to extend the probationary period of new nurses who may otherwise be released during probation if the RN’s supervisor has changed or the nurse has changed jobs.  This recognizes the efforts of nurse managers and preceptors who work so diligently to make new hires successful UC employees.

Rest Periods:  Language that makes clearer the requirements on both management and nurses regarding rest periods, thus better enabling RNs to either receive rest periods during each work day or pay in lieu of missed breaks.

On-call premiums:  Language that clarifies when RNs receive premium pay when they are called in to work from on-call status.

36-hours CTO banks guaranteed:  A guarantee of CTO banks (minimum 36 hours at all locations).  Nurses shall be allowed to use the CTO to supplement scheduled work days on which her/his pay will be less than the normal shift (e.g. holidays for 12-hour nurses).

Rest between shift changes:  Guaranteed 48 hours rest between the changing of shift schedules (e.g., day to night shift).

Family leave: Improved definition of “family” for the use of family leaves.

RN right to pursue grievances: Changes to the grievance procedure that enables RNs to bring their grievances to UCOP for resolution, rather than having CNA make the decision whether or not to bring a case forward in arbitration.

Nurse rep notice of absence from work:  Requirement that CNA provide notice of nurse representative release time when unit schedules are set, thereby reducing the disruption in unit staffing when representatives are off on union business.

Transparency in no strike language: Clarify CNA responsibilities when calling a strike, and publishing a side letter that demonstrates that RNs can be disciplined for violations of the no strike language.  UC believes that RNs have the right to know the full implications of violations of the no strikes provisions.

Our next mediation is scheduled for November 19 and 20, 2007.