USC Bargaining

University of Southern California healthcare workers have been on the frontlines of the pandemic. As we negotiate a new contract, it's important that USC management remember the lessons all of us have learned over the past year. USC must protect our health and the health of our patients at all times and under any circumstances. That starts with providing affordable healthcare and preserving our right as caregivers to advocate for the highest standard of patient care.



Bargaining Updates

Keck Hospital bargaining update (July 9)

Published Friday, July 9, 2021 #

NUHW Brothers and Sisters: WE HAVE A TENTATIVE AGREEMENT!!!

The Bargaining Team is proud to share the fantastic news. After 4 months of negotiations for the Hospitals and Clinics and nearly 2 years(!) for the Call Center culminating in an overwhelming 5 day strike authorization vote, we have concluded our negotiations and reached a complete Tentative Agreement for all three NUHW contracts.

Summary of our Agreement: 

Wages: Wage scales that achieve parity with UCLA wages where we were behind and maintains additional increases for where we were already ahead

  • Parity in wages between the Hospitals and Ambulatory with scales
  • Establishing wage scales that inflate each year in Clinics and Call Center
  • Keck FT and PT: Minimum increases of 10.9% and maximums of 39% for the 3 years
  • Ambulatory Clinics FT and PT: Minimum increase of 10.9% and maximum of 44% for the 3 years
  • Call Center FT and PT: Minimum increase of 10.9% and maximum of 68% for the 3 years

Keck, Norris, and Clinics Bonus: Employee Appreciation Bonus of $1850 for FT employees and $925 for Part time and Per Diems

Call Center Ratification Bonus: $1100 for Full Timers, $550 for Part Timers

Free Health Insurance: Expanding fully employer paid health insurance for employees and their families for Ambulatory Clinics and Call Center, and maintaining it for Keck and Norris

Norris Holiday Pay: Complete restoration of Norris Holiday Pay

Retirement: In-writing restoration of our retirement contributions: employer automatic 5% contribution restored on January 1st, 2022

Differentials: Increased to all shift differentials, all standby / on call rates, nearly all weekend differentials, increases to extra shift bonuses

Attendance Policy: Restoration of attendance policy before the punitive 2020 changes.  Kincare not counted toward discipline.

Keck PTO Cash out: No penalty for cash out of PTO

Missed Meal and Rest Break Compensation: Penalty Pay for Missed Breaks

Contract Enforcement: Faster Arbitration for resolving disputes

Union Power: Common Expiration of all 3 contracts

Clinics United: Single bargaining unit for all clinics

No takeaways!

The Full Bargaining Committee and Steward Council will convene in the coming days to review our TAs and give a formal recommendation.

Although there is a Tentative Agreement, the new agreement will not take effect until the full NUHW membership holds a ratification vote to approve or reject the Tentative Agreement.  The Bargaining Committee will schedule general membership meetings to educate all members on the details. A ratification vote for the full membership will be scheduled after the general membership meetings next week! 

It was our unity, perseverance, and willingness to struggle that got us here.  Congrats to everyone!

In Unity,

Alejandra Martinez, Surgery

Amanda Falcon, Call Center

Amber Vizcarra, Call Center

Audra Goedemans, IOM

Brian Dodero, Respiratory Therapy

Claudia Hidalgo, Endoscopy

Dan Olivares,  Anesthesia

Dayana Ruiz, Call Center

Doug Kauffman, Social Services

Eric Santifer, Cafeteria

Gabby Guzman, Call Center

James Ayers, Respiratory Therapy

Joyce Noguera, Norris Oncology

Karina Marin, Call Center

Kris O’Leary, PET Center

Krystal Benson, Beverly Hills Clinic

Lucy Lamont, Orthopedic Clinic

Lulu Alvarez, PCT Float pool

Maria Guevara, Endoscopy

Maria Hyde, Norris Hem/Onc

Mark Delgado, Surgery

Matt Valencia, Imaging

Nichole Ambriz, Surgery

 Patty Barahona, PCT 5N

Regina Bartsch, Outpatient Imaging

Ruth Gonzalez, START Clinic

Shavonna Jefferson, Norris Laboratory

Sherry Quinteros, Orthopedic Clinic

Vanessa Fonseca, Call Center

Noemi Aguirre, Respiratory

Keck Hospital bargaining update (July 2)

Published Friday, July 2, 2021 #

Fellow NUHW members,

We had another session today. It was scheduled to last 4 hours due to July 4th weekend. The employer countered on the Keck / Norris article 13 (compensation) and presented a new wage scale. The committee will review and respond at our next session — where we plan on making significant progress. We presented a revised article 16 in the Keck / Norris contract which defines how Norris Holiday pay will be restored. Our next session is Tuesday.

We are headed in the right direction, stay tuned!

Noemi Aguirre

NUHW Bargaining Committee and Steward

Keck Hospital bargaining update (June 29, 2021)

Published Tuesday, June 29, 2021 #

We had a late night of bargaining, and just concluded for the night.  We have reached conceptual agreement on two articles in the clinics and two more in the call center. The employer made some more movement on compensation and the attendance policy, but both still need work. The committee is working hard to ensure that we have an agreement that addresses all of the main issues that were expressed in our bargaining surveys and that we can be proud of. We will resume negotiations on Thursday. 

Please everyone  remain positive and reassured that my fellow Bargaining Brothers  and Sisters will deliver an exceptional long over due contract. Thank you all for your patience in this matter.

Stay tuned for more information. 

In unity,

Mark A. Delgado
Surgical Tech, Keck Hospital
Bargaining Committee and NUHW Steward

Keck Hospital bargaining update (June 24, 2021)

Published Thursday, June 24, 2021 #

Things are progressing rapidly at the table. The committee started meeting today at 8am and just adjourned. We issued our comprehensive proposals on all the outstanding articles in all three bargaining units—Ambulatory Clinics, the Alhambra Call Center and Keck and Norris Hospitals. These proposals covered compensation, time off, holidays, subcontracting, vacation scheduling, parking, management rights, health and safety, and several others.

While there are a lot of moving parts the committee is laser focused on prioritizing the most important issues that we have heard from our membership and resolving as many open issues as we can.

We have agreed to meet this coming Tuesday where we hope to make progress on all of the the outstanding articles and narrow our disagreements with management. In the background of all of our progress — winning the free family HMO at the clinics and call center, restoration of the Norris Holiday pay, and what is looking like a robust economic package — is our unwavering unity. The fact that we voted to strike in overwhelming numbers in the Hospitals, Clinics and Call center at the same time is what has brought us this far. We must always be prepared to take action in order to defend what we have won and improve our USC standards. Together we will win, and make USC the premier place to work in Southern California.

In Unity Always,
Brian Dodero, Respiratory Therapist
NUHW Bargaining Committee

Keck Hospital bargaining update (June 15, 2021)

Published Tuesday, June 22, 2021 #

Today was our third bargaining session with the Employer with all three bargaining units (Keck / Norris, Ambulatory Clinics, and the Call Center) together at one table.  Keck gave us comprehensive counter proposals on wages, time off, benefits and holidays for all groups.  The company has responded to our unity and perseverance by coming closer to our positions and agreeing to restore Norris Holiday pay, increasing starting rates for most job classifications, increasing shift and weekend differentials and standby rates, and implementing wage scales that go up every year.

The Bargaining Committee will review their proposals very closely and prepare counter proposals. Our first reaction is that restoring the holiday pay at Norris is an important win, and while there’s definitely improvement on other issues there is much we need to continue to work on.

We will meet tomorrow night to fully analyze  their wage and other economic proposals in detail and will prepare to continue negotiations on Thursday.  Our fight is not over, but today we made progress.

In Unity,
Gabby Guzman, Call Center Scheduler
NUHW Bargaining Committee

Keck Hospital bargaining update (June 17, 2021)

Published Thursday, June 17, 2021 #

We had our fourth joint bargaining session as a united group between Keck / Norris, the Clinics and the Call Center. In the morning we focused on the wage scale that the employer presented to us last Thursday. We talked about the various problems we found and how we have concerns about the structure of the company’s proposal. We also had some dialogue about the direction we want to head in regarding our wage scales.

In the afternoon, we had some productive discussion around some universal concerns and department specific problems that we are attempting to address. We plan on having in-depth discussion next week on how to resolve our attendance and time off systems.

Later in the afternoon we made counter proposals on multiple articles including education benefits where we are asking the hospital to compensate us for required courses needed to maintain our employment with Keck and Norris. We also made some tweaks to our health and safety proposal which we have spent a lot of time on in order to be prepared for any future pandemic or major health scare. We believe we are closer to coming to an agreement. Additionally there were some outstanding non-economic items, including Article 18 which the employer tentatively agreed to for the ambulatory clinics. In the call center we pointed out contradictions and inconsistencies in the employer’s proposals on management rights, work stoppage and union security.

Our next bargaining session is Tuesday. As a committee, in the next few days, we will be working on developing counter proposals on our wage scales, economic articles, and attendance/time off, so that we can move closer to an overall agreement.

Stay Tuned!

Judy Oliva
Cook – Keck Cafeteria
NUHW Steward and Bargaining Committee

Keck Hospital bargaining update (June 10, 2021)

Published Thursday, June 10, 2021 #

We met today with all three bargaining units together — Keck /Norris, Ambulatory Clinics, and the Call Center. Together our combined committees represent over 1500 NUHW members. We concluded our negotiations today on a high note!

The company has made a major concession and finally agreed after years of fighting – to extend the Free Family HMO to more than 300 of our members in the ambulatory clinics and the call center. This was a major priority of our membership as reflected in the bargaining surveys (benefit parity). While we take this as a positive step forward, we understand that without our strike vote authorization this would not have been possible.

The Employer also changed their proposals and agreed to our proposal of status quo language on multiple clinic articles:

Article#:12 – Floating

Article#:23 – Union Security

Article#:24 – Work Stoppage

Article#:27 – Entire Agreement

And at the Call Center the company finally agreed to our positions on the following articles:

  • Recognition, agreeing to include Leads in the union
  • Union Representation
  • Discipline, with a 12 month sunset of disciplines and just cause protections
  • A three year contract, keeping us aligned with our sisters and brothers in the hospitals and clinics
  • Education Benefits

The committee has made it clear to the company that we expect a comprehensive economic and time off proposal (including Norris Holidays) on Tuesday. We have made significant progress but there are still major items to resolve.

We will reconvene on Tuesday, June 15th, with all three committees together and united to advance our bargaining goals.

Lucy Lamont, Administrative Assistant, Orthopedic Clinic
NUHW Steward and Bargaining Committee

Keck Hospital bargaining update (June 8, 2021)

Published Tuesday, June 8, 2021 #

Today was an important day in the negotiations process for NUHW members at Keck Hospital, Norris Cancer Center, the Ambulatory Clinics, and the Alhambra Call Center.  We met today for the first time as a combined group at the same bargaining table. Hospital CEO Rod Hanners and our Union President Sal Rosselli joined the meeting in the morning to open up the discussion. Rod Hanners expressed that Hospital leadership is committed to settling a fair contract that pays all NUHW members market leading wages. As a committee we are eager to see Keck come through on their commitments, and we do approach these negotiations in good faith and take it as a positive sign that the CEO is aware that management needs to do more and resolve all of the issues.

The day commenced and we presented comprehensive proposals for all three bargaining units on all of the outstanding issues, including economics, benefits, holidays, time off, hours of work, health and safety, education benefits, management rights, subcontracting, union security, work stoppage, entire agreement, vacation scheduling, parking, term and attendance. Among our top priorities include wage parity with the top hospitals in the region, restoring our Norris Holiday pay, benefits parity between hospitals, clinics and call center, the attendance issue, restoration of our retirement and increasing our standby and other fringe benefits.

The Hospital’s new spokesperson, Vice President for HR Matt McElrath, reconvened the parties and proposed 3 articles that we can tentatively agree to at Keck-Norris: union security, work stoppage and entire agreement. For work stoppage, they had been proposing that we not have the ability to picket or leaflet during the life of our contract, they dropped that offensive proposal and agreed to maintain the status quo. Our committee stood strong and defended our union power.

While we were hoping for a more comprehensive proposal, we understand that the Hospital will be working to address our core issues at all three bargaining units on Thursday. We feel stronger now that we are at the same table and have the support of the entire membership to call for a strike if we need to. We will plan on returning to negotiations this Thursday and will report back as soon as we are done.

Mark Delgado, Surgical Tech
NUHW Steward and Bargaining Committee

Ambulatory bargaining update #8 (May 22, 2021)

Published Saturday, May 22, 2021 #

We had our eighth session of negotiations for our NUHW contract at the ambulatory clinics.  Keck responded to our economic proposals today, giving us counters on Articles 11 – Hours of Work, 13 – Compensation, 14 – Time Off, and 15 – Benefits.  Unfortunately, they fell short on nearly all of our priorities. Below are a few features of their proposal which are totally unacceptable:

  • The company is proposing a half of a percent increase to our wage scales
  • They proposed one scale for the duration of our contract, rejecting our proposal for scales that keeps up with inflation
  • Keck rejected our proposal for health benefits equity between the hospitals and the clinics
  • Sick time and kincare combined for discipline in violation of state law
  • No increases to shift or weekend differentials
  • The company proposed a 2 year contract, to ensure that we stay divided from our hospital coworkers.

One positive note was that we reached a Tentative Agreement on Article 17, on Health and Safety.

While disappointing, this is not a surprise.  This has been the same sort of unserious offer that the company has made to our NUHW sisters and brothers who work in the hospitals, and we know that to move them we all need to take action.  That’s why we’re concluding our strike authorization vote on Sunday, because we know we’ll need to fight for a fair contract.  If you haven’t voted already, just respond to this email, and we’ll help out.

We expect to have more negotiations next week.  Stay tuned for news about the negotiations, and the results of the strike authorization vote.

We ended our session after the organization’s insulting counter proposal.  We need to stand together if we want to be heard.

Sherry Quinteros
Administrative Assistant
Orthopaedic Ambulatory Clinic

Keck/Norris bargaining update #12 (May 10, 2021)

Published Monday, May 10, 2021 #

“We just got through a pandemic and the hospital has offered us pennies. They have proposed minuscule raises that are worse than the standards that we won in 2018. The hospitals had profitable years because of our work. (Norris was the most profitable hospital in LA County last year). What was the thanks we got? They stole nine paid holidays from our Norris co-workers and stole our retirement. The Bargaining Committee is moving full steam forward with our strike vote on May 17th.
— James Ayers, Respiratory

The hospital increased their economic package, however it is way too small. 

0.5% scale inflation year one, 1% year two and 1% year three. 

THIS IS A SLAP IN THE FACE! And a step back from the standards we have fought for.

They said they are not interested in giving back Norris paid holidays. 

This is a strike issue for us. 

No increase to shift differentials

No increase to standby/on-call pay 

No fix to our broken attendance system.

Instead of honoring our sacrifices they are more invested in building Hotels and acquiring other Hospitals. 

The Nurses are standing with us and are prepared to show management their disgust by voting to strike alongside us. 

See you on Monday for our joint strike vote! Details to come. 

— Brian Dodero, Respiratory

Showing our strength on May Day

Published Thursday, May 6, 2021 #

“We rise against any union busting efforts in Los Angeles, in California and across the country!” said NUHW member Joyce Noguera at Saturday’s May Day rally at Civic Center in Los Angeles. 

“I have worked for Keck Medicine of USC for three years as a Patient Care Assistant. And as of yesterday, myself and over 1,500 healthcare workers at Keck Medical Center are working without a contract. Not because we want to but because USC chooses to treat its employees unjustly.

“For the last year, we have been working through a global pandemic and how does USC repay us?” Joyce said. “They cut our retirement, refuse hazard pay, take away our paid holidays, compromise on worker safety, refuse free healthcare for all and they want to silence us by banning public actions, info pickets and leafleting.”

Before the L.A. May Day event, about 200 USC workers from Keck Medical Center, Norris Cancer Center, and Ambulatory Clinics joined our RN and Alhambra Call Center colleagues for our own May Day rally in Hazard Park, where we demanded that USC respect the work and the sacrifices that we as healthcare workers have made and continue to do. 

May 1 also happened to be the day that our contracts expired, and it came just days after we received a very disappointing economic counterproposal from USC for Keck and Norris in which the university proposed freezing the wage scales for the first year and refused to reinstate our holiday pay at Norris. 

At our Hazard Park rally, one of our coworkers, Doug Kaufmann, recalled that the administration’s parking lots were empty as we bore the brunt of the work — and the risk — when the pandemic was at its peak. 

We have always had to fight for the things we deserve and this time is no different. We sent a loud and clear message to USC Administration that we are ready to fight on. In the words of our coworker Noemi Aguirre, “This is not our first rodeo but it will be our biggest rodeo!” 

Following the solidarity action, we joined the larger Los Angeles May Day action, marching from Historic Park to City Hall, where  Joyce Noguera spoke to a crowd of 1000 participants.

This is only the beginning. ¡La Lucha Sigue!

Keck/Norris bargaining update #11 (April 30, 2021)

Published Friday, April 30, 2021 #

The company responded to our economic proposals today and fell short on pretty much all of our priorities. Below are a few features of their proposal which is totally unacceptable:

  • Wage scale completely frozen in the first year
  • Half a percent increase to wage scales in second and third year
  • Most employees with 11+ years would get no wage increase in 1st year
  • No reinstatement of Norris Holiday Pay
  • Sick time and kincare combined for discipline in violation of state law
  • Take away our right to strike when the contract expires
  • No increases to shift or weekend differentials or to standy/call pay
  • 9% increase to health insurance premiums for most plans
  • Sick time and kincare still capped at 96 hours

The company claimed that it couldn’t offer more because of the pandemic, but we now know from their own financial reporting that Keck and Norris hospitals were actually both profitable throughout 2020, two of the most profitable hospitals in LA County last year.

Keck and Norris want to be regarded as institutions that provide, “Beyond Exceptional Medicine,” but their proposal demonstrates that they do not value the workers who provide exceptional care to our patients. We continued to show up to work to provide that care at the start of the pandemic in the worst moments of confusion and fear, but our bosses were nowhere to be found in those first days and weeks. We made it crystal clear to the company that after an incredibly tough year, this is not going to cut it.

The bargaining team is fed up. Tomorrow we plan on joining the nurses from 8a – 10am at the Hospital to hold a rally and picket to demonstrate our resolve. Attached is a flyer with more details and the summary of management’s horrible proposal.

Start saving money and get involved in OUR union, because we have begun to prepare to strike. This is what we have always done at Keck/Norris in order to win a strong contract.

In Solidarity,
Doug Kauffman
Discharge Planning Coordinator – Social Services (Keck)
Shop Steward and Bargaining Committee Member

Keck/Norris bargaining update #10 (April 29, 2021)

Published Thursday, April 29, 2021 #

Fellow Union Members,

Today we focused on our pandemic, health and safety proposal and had a long discussion with the Hospital about their commitment to provide adequate PPE, the creation of a committee to monitor any pandemic related events and respond appropriately. We discussed the use of extended illness if employees are forced to quarantine. We discussed housing in the event of future pandemic, flexing without forcing us to use our PTO and many other topics related to our safety and that of our patients. 

It is disappointing that the Employer is dragging their feet to our proposed health and safety language because this was a top concern among many of our members which they expressed in their bargaining surveys. 

The Employer has said they are working on a counter proposal to our economic package. While we did not receive that today, we expect them to respond tomorrow to at least some of our economic items. 

The Bargaining Committee is laser focused on improving the standards we have fought to achieve over the years. We look forward to a productive day tomorrow. 

In solidarity,
Natalie Couch
Radiology Tech
NUHW Bargaining Committee
Keck Hospital 

Keck/Norris bargaining update #9 (April 27, 2021)

Published Tuesday, April 27, 2021 #

NUHW Members at Keck and Norris,

Today we had a very productive day in negotiations!  After weeks of back and forth, our elected Bargaining Team found a path to agreement on 8 more articles:

Article 2 – Union Representation – This article lays out our shop steward’s rights, use of break rooms, bulletin boards and Union Representative access rights. We managed to increase the number of paid release time for our stewards!

Article 4 – Seniority and Reductions in Force and Recall – After many weeks of back and forth, we reached agreement on this very important article which defines our seniority and lays out the process in place for protecting our jobs in the event of layoffs.

Article 5 – Job Vacancies, Posting and Bidding – this article reserves our right to be awarded open positions as internal candidates using our seniority. Important benefit that allows union members to advance their careers.  Now, department leadership must also be transparent with us about staffing levels in our department.

Article 6 – This protects us in the event we experience discrimination, harrassment and or retaliation for reporting such issues, and also defines our statutory rights to take claims to state agencies or arbitrate such issues.

Article 9 – Grievance Procedure – This process determines how we enforce our contract, challenge unfair disciplines, violations of law or a past practice. This procedure has timelines built in and lays out what happens if we are not in agreement with a Hospital response to our grievance. The major change in this article is that we have agreed to a faster timeline to take an issue to arbitration and reach a resolution by a neutral party.

Article 10 – Discipline – The employer backed off their egregious proposal that prior disciplines could be used beyond 12 months to determine a new discipline. They moved off that today and we agreed to maintain the important standard of disciplines not being able to be referenced after 1 year.

Article 19 – Leaves of Absence – we improved our bereavement article to include more relatives

Article 32 – Meal and Rest Periods – We made solid improvement on our right to not only enforce our right to our breaks but also claim penalty pay for missed meals AND breaks. More details to come!

However, the Employer still has not responded to many of our economic proposals, like increased wage, pandemic protections, and a restoration of the Employer contribution to our retirements. These will all be areas of struggle that we need to be ready to fight for, and vote to go on strike if need be. Every single Hospital contract has always required our members to vote to strike or go out on strike. This one will be no different.

In Solidarity,
Alejandra Martinez
Surgical Tech – Keck Hospital
Bargaining Committee Member

Ambulatory bargaining update #7 (April 22, 2021)

Published Thursday, April 22, 2021 #

Dear NUHW Clinic Members,

We had another positive day. We reached agreement on 5 more articles:

Article 6 – Which protects us in the event we experience discrimination, harassment and or retaliation for reporting  such issues. This article also defines our statutory rights to take claims to state agencies or arbitrate such issues.

Article 9 – Grievance Procedure – This process determines how we enforce our contract, challenge unfair disciplines, violations of law or a past practice. This procedure has timelines built in and lays out what happens if we are not in agreement with a Hospital response to our grievance. The major change in this article is that we have agreed to a faster timeline to take an issue to arbitration and reach a resolution by a neutral party.

Article 10 – Discipline – The employer backed off their egregious proposal that prior disciplines could be used beyond 12 months to determine a new discipline. They moved off that today and we agreed to maintain the important standard of disciplines not being able to be referenced after 1 year.

Article 19 – Leaves of Absence – we improved our bereavement article to include more relatives

Article 28 – Vacation Scheduling – We secured the ability of our members to be granted up to 2 weeks of vacation unpaid if you do not have any vacation accrued.

Article 32 – Meal and Rest Periods – We made solid improvement on our right to not only enforce our breaks but also claim penalty pay for missed meals AND breaks. More details to come!

However, the Employer still has not responded to many of our economic proposals, like increased wages, winning a free family HMO like our Hospital co-workers, and a restoration of the Employer contribution to our retirement plans. These will all be areas of struggle that we need to be ready to fight for, and vote to go on strike if need be. Every single Hospital contract has always required our members to vote to strike or go out on strike. This one will be no different. 

In Solidarity,

For the Union!

Lucy Lamont
Administrative Assistant
Shop Steward
Bargaining Committee Member

Ambulatory bargaining update #6 (April 21, 2021)

Published Wednesday, April 21, 2021 #

Dear NUHW Members,

We had a productive day!

We reached agreement on two more non-economic articles: Union Representation and Job Vacancies. These were areas where we have had lots of discussion, so it is a good sign that both sides were able to reach a mutual understanding. Our bargaining team has worked hard to ensure that none of our rights have been eroded. On Union Representation, we secured more hours of paid time for shop stewards to meet monthly. And we have expanded our members’ ability to return to the bargaining unit with our seniority intact.

In addition to those non-economic articles, the employer also indicated that we are in agreement on two economic articles: Article 16 – Holidays – which spells out our 9 paid holidays and also Article 33 – which guarantees free parking and security at all times.

Tomorrow we will continue to try and reach out and make rational compromises that protect our rights where we can. We also want to advance discussions on our economic items as our contract approaches expiration on April 30th.

We are doing a joint action on May 1st with our RN counterparts at the Hospital. From 8am – 10am, we will rally at the Hospital and demonstrate to show our strength in order to push the company to settle our contracts fairly. Please mark this on your calendar and plan to join us and our NUHW co-workers at Keck and Norris! We will provide more information as it gets closer.

In Solidarity,
Kristin O’Leary
PET/CT Tech
Shop Steward
Bargaining Committee Member

Ambulatory bargaining update #5 (April 20, 2021)

Published Tuesday, April 20, 2021 #

Fellow NUHW members,

It was a quick session today, but an important one. We presented our economic proposals including our wage scales, compensation article and benefits package.

Based on our members’ feedback we have proposed a wage scale that not only goes up every year (like our co-workers in the Hospitals do) but also brings us to wage parity with the top Hospitals in the region. If you would like to see a copy of our proposal please contact a bargaining team member such as myself. To be clear, we are proposing additional seniority steps, a significantly increased start rate for all job titles, and that the entire scale and start rate go up every year in the form of a cost of living adjustment. Our co-workers in the Hospital won this in 2018 by voting to go on strike for three days.

We also proposed that the company provide a free family HMO option (no monthly premium) to every union member in the clinics. Our co-workers in the Hospitals have this benefit and it saves them anywhere from $6,000 – $15,000 every year in healthcare costs! We heard from our membership that free family health insurance was a very important priority.

We also proposed other economic articles like Education Benefits, Hours of Work, Employment and Income Security, Parking, Holidays, Leaves of Absence and Meal and Rest Periods — the majority of which include proposed improvements.

After we met with the Employer and presented these very important items, the Employer cancelled the rest of the session for the day. We were ready to continue working on the other articles that still need to be negotiated but as a group we decided to continue tomorrow morning and Thursday.

All of these proposals must be backed up by action. We will not win these major improvements without serious mobilization. That is how our Hospital union members have won improvements in the past. We have an historic opportunity to improve our contract, wages and benefits,  as our contract expires at the end of the month  just as it does for our 1200 brothers and sisters in Keck and Norris. With our combined power, we can push our standards forward, only if we are prepared to fight.

In Solidarity,
Krystal Benson
Beverly Hills, LVN
Bargaining Team Member
Union Steward

Keck/Norris bargaining update #8 (April 13, 2021)

Published Tuesday, April 13, 2021 #

My dearest fellow NUHW members,

We had our seventh bargaining session with USC and their EBG law team today. Several economic proposals were made.  USC chose not to respond to them.  Adam C. Abrahms of EBG Law said USC did not want to respond to our proposals until agreements were made for the non-economic articles of the contract.  USC basically chose not to respond, causing this session to end early.

The Economic Proposals made included:

Article 18 – Education Benefits – proposing an increase to our tuition reimbursement, and that the Hospital will pay for all mandatory in service courses and educational classes.

Article 19 – Leaves of Absence – proposing clean up language to our bereavement benefit to include sons and daughters in law, nieces, nephews, stepbrothers, stepfather and stepmother.

Article 33 – Parking – proposing to maintain free parking, additional clean up language and also that employees coming in from standby status should be able to park in the main hospital structure at no cost.

Article 11 – Hours of Work – Overtime and Scheduling – proposing that employees hired into a M-F position not have to work weekends and that if the Hospital wants to implement weekend scheduling they will meet and confer with the Union on terms and rates of pay.

We did reach an agreement on our contract Article 31 – Uniforms – which explains that the Hospital will provide us our uniforms needed for our work. But not much more.

For meal and rest periods, we agreed as a bargaining committee that we want to memorialize that all covered employees receive at least 15 minute breaks.

We need to push forward in getting our contract settled the way we need it to be.  It needs to be a fair contract for which we all are compensated and protected in serving our patients to the best of our ability.

Our next session is Thursday where we plan to propose our new wage scale and other economic items. As we head into the next few weeks there are serious differences between us and the Hospital. We have to prepare to escalate our actions and fight for what we deserve.

“Always remember, your present situation is not your final destination.  THE BEST IS YET TO COME.”

In solidarity,

Joyce Noguera
Patient Care Assistant
Bargaining Committee Member
Norris Comprehensive Cancer Hospital of USC

Keck/Norris bargaining update #7 (April 12, 2021)

Published Monday, April 12, 2021 #

Hi everyone,

Today we continued to discuss important items regarding seniority, layoff protections, union access, steward’s rights and release time for union stewards.

We moved closer on our union representation article but still do not have total agreement.

We also managed to come much closer to an agreement on our reduction in force article which protects our jobs in the event of layoffs.

The other important issues that we are sticking to are:

  1. Disciplines expire after a year.
  2. We need to preserve our ability to take action through picketing and leafleting.
  3. We must protect our job security and reject the employer’s proposal that they be able to subcontract our work.
  4. We need to maintain a single bargaining unit for our hospitals so that we are strong and united.

We have negotiations tomorrow and Thursday this week.

If you are off work or would like to join us, let me know!

Matthew Valencia
Radiology Tech, Keck Hospital
NUHW Bargaining Committee

Ambulatory bargaining update #4 (April 9, 2021)

Published Friday, April 9, 2021 #

Hello NUHW members,

Today was our fourth session with the company and we continued to discuss important items regarding seniority, layoff protections, union access, steward’s rights and release time for union stewards.

Although we did not reach any agreements, we are closer to agreement on these issues but still not there. The Employer agreed to move off some of their positions trying to limit access by our Union Representatives and also agreed to increase the number of paid hours that shop stewards are paid for release time to attend monthly steward council meetings.

We also managed to come much closer to agreement on our reduction in force article which protects our jobs in the event of layoffs.

The other important issues that we are sticking to are that disciplines expire after a year. We need to preserve our ability to take action and picket and leaflet. And we need to ban subcontracting.

In the coming weeks we will work on proposals to make significant positive changes to our wage scale and improve our benefits. 

Join us at our next bargaining dates: 

April 20: 10a – 5p 

April 21: 10a – 5p 

April 22: 10a – 5p 

Stay tuned!

Jeeny Nunez Cruz, Scheduling Coordinator – Transplant

Members deliver petition to administration

Published Thursday, April 8, 2021 #

Nearly one thousand NUHW members at Keck Medical Center of USC, Norris Cancer Center of USC, the Ambulatory Clinics, and Alhambra Call Center signed a petition urging the administration to come to the table and bargain in good faith a contract that prioritizes the safety and security of caregivers and patients.

The petition was delivered to hospital leadership on March 2.

By signing this petition, these members also authorize their bargaining teams to schedule an informational picket should Keck Administration continue to postpone bargaining for ambulatory, threaten to subcontract work at the Call Center, and/or refuse to bargain a contract that provides for safe workplaces, fair staffing and scheduling practices, and economic justice or workers.

Read the full petition here.

 

 

Ambulatory bargaining update #3 (April 8, 2021)

Published Thursday, April 8, 2021 #

Dear NUHW members,

We had our third session today. We are focused on addressing non-economic issues, and made progress.

We are closer to agreement on Article 5 Job Vacancies – where the employer withdrew their proposal to prohibit employees from applying to new positions if they have disciplines in their file. The employer also moved closer to us on our seniority article.

We are also closer on Article 9 – Grievance Procedure where our timelines are intact. The only hang up is they want the loser of an arbitration to pay for all the costs. This has always been a shared cost in the spirit of collective bargaining – we cannot accept their proposal.

In other areas, they are holding to several unacceptable provisions:

  1. Ban on picketing / leafletting – this is a fundamental right we need as union members to enforce our contract and go public with concerns we have as staff.
  2. They have proposed a vague workplace violence provision which erodes our job security
  3. They moved slightly on the sunset of disciplines to 2 years instead of never. This is positive but not good enough. To clarify, if you received attendance occurrences, they would not expire for 2 years instead of currently 1 year. Not OK.

We have another session tomorrow where we will try to advance these non-economic issues. Then we will begin to craft our economic proposals as a committee.

Stay tuned, and let me know if you want to become involved!!! Our next bargaining dates beyond tomorrow are

April 20 – 10a – 5p
April 21 – 10a – 5p
April 22 – 10a – 5p

In those sessions we will discuss wages and benefits. Very important to have lots of us there to send a strong message. We need to stay together and be ready to fight for what we deserve!

In Solidarity,

Jeeny Nunez Cruz
Scheduling Coordinator – Transplant Clinic

Keck/Norris bargaining update #6 (April 1, 2021)

Published Thursday, April 1, 2021 #

Dear NUHW Members,

We had our 6th negotiation session for our Keck / Norris contract. We did not reach an agreement on any articles today.

We proposed updated language on pandemic protections, economic support, PPE protections, extra PTO if we have to quarantine, enshrining many COVID safe practices already in effect and hazard pay for all NUHW members. They have still not responded to these very important health and safety items that hundreds of union members indicated were of critical importance in our bargaining surveys. The fact that the company cannot commit to many things that are already in place is very disappointing.

The employer is still proposing several items that we will not agree to:

  • Ban on picketing and leafleting
  • Limitations on release time for our shop stewards
  • Language on workplace violence that decreases our job security
  • Separating the different clinics and hospitals from each other into different bargaining units (this makes us much weaker)
  • Disciplines only expire after 2 years not 1. (Company moved off their original position)

We are not interested in losing any of the standards we have fought to achieve in our contract. We know there are many areas we need to improve and we remain committed to restoring Norris Holiday Pay, increasing our pay scales in alignment with other top hospitals, and establishing strong health and safety protections for ourselves and our patients.

In the upcoming week, as a committee, we will begin to prepare our economic proposals and start to prepare for a potential strike, if the Hospital does not agree to our reasonable demands.

We will remain united and strong and are committed to bargaining in good faith. However we will be prepared to take action in order to achieve our most important goals.

In solidarity,

Brian Dodero
Respiratory Therapist, Keck

Keck/Norris bargaining update #5 (March 31, 2021)

Published Wednesday, March 31, 2021 #

Dear NUHW members, 

We had our fifth session today, with lots of NUHW members present. We are focused on addressing non-economic issues, and reached agreement on Appendix A – Department Groupings, which comes into effect if there are layoffs. 

We are closer to agreement on Article 5 Job Vacancies – where the employer conditionally withdrew their proposal to prohibit employees from applying to new positions if they have disciplines in their file. 

We are also closer on Article 9 – Grievance Procedure where our timelines are intact. The only hang up is they want the loser of an arbitration to pay for all the costs. This has always been a shared cost in the spirit of collective bargaining – we cannot accept their proposal. 

In other areas, they are holding to several unacceptable provisions: 

  1. Ban on picketing / leafletting – this is a fundamental right we need as union members to enforce our contract and go public with concerns we have as staff. 
  2. They have proposed a vague workplace violence provision which erodes our job security.
  3. They rejected entirely our proposed correction of the attendance policy the company rolled out last year.  This is unacceptable. We need to correct the punitive attendance policy and restore our rights under the law with respect to kin care and sick hours. 

We have another session tomorrow where we will try to advance these non-economic issues. Then we will begin to craft our economic proposals as a committee. 

Stay tuned, and let me know if you want to become involved. 

We need to stay together and be ready to fight for what we deserve! 

In Solidarity,
Xochilt Olague, CST, Endoscopy Tech II 

Keck/Norris bargaining update #4 (March 29, 2021)

Published Monday, March 29, 2021 #

Dear NUHW members,

Today we reached an agreement on Article 12 floating! No mandatory floating outside the hospitals or clinics covered by our union contract. It also establishes a floating order by seniority for all job classifications. The employer backed off on a request that they be able to skip the floating order in some circumstances.

We are closer to an agreement on the grievance procedure, but the employer is still proposing that the party that loses an arbitration pay all the costs of an arbitration hearing.

We have proposed that employees experiencing harassment be allowed to fight it through the grievance procedure and through government agencies if they want.  The employer has still not accepted our proposal and wants to continue banning members from using the grievance procedure and utilizing an outside agency or legal counsel at the same time.

The employer is still maintaining their position that disciplines never expire and can be used against you.  This is a critical issue that we can’t bend on.

A running theme has been the Hospital’s desire to limit our ability to go public with our concerns. Today they reiterated their desire that our Union not be able to go to a public agency or the press with health and safety concerns. We cannot stand for the curtailment of our rights.

We have two more days of negotiations this week (Wednesday and Thursday) where we plan on discussing the attendance policy and our proposal around pandemic protections and hazard pay.

We encourage everyone to get involved! If you want to attend one of our zoom bargaining sessions, email me back!

In Solidarity,
Natalie Couch
Radiology Tech, Keck Hospital
NUHW bargaining team

Ambulatory bargaining update #2 (March 26, 2021)

Published Friday, March 26, 2021 #

Dear fellow NUHW members,

Today in negotiations we reached several agreements on different articles and also were presented some unacceptable proposals from the company that they have also given to our co-workers in the Hospitals.

We reached agreement on three more articles:

Successorship: This is a very important job security provision. In the event any of the clinics are sold or transfer control, they must retain our employment and union contract.

Employment and Income Security: A host of services the employer has committed to us in the event we are laid off or displaced.

Bargaining Unit Work: Supervisors cannot be doing our work and vice versa (this protects our jobs and encourages adequate staffing).

We had discussion on steward’s rights, union access, our grievance procedure, discipline, job vacancies and transfers. The employer proposed several unacceptable items including:

Subcontracting: This is very dangerous. Right now the employer cannot subcontract our work to an outside organization – this is a very important job protection. Today they proposed that at any time, management has the ability to subcontract our work.

Ban on picketing and leafleting: In the past we have voted to stage informational pickets, and leafletted the community to protest egregious moves by the Hospital. These are important tools for us to flex our power and alert the community to wrongdoing by our employer.

Discipline: Right now all disciplines (attendance or otherwise) expire after a calendar year. The employer is proposing that they never leave our record. We cannot stand for this.

In the coming weeks we will be preparing our economic proposal, continue our push to win the free family healthcare that our brothers and sisters in the Hospital currently have, and we want to enshrine protections for ourselves and our patients in the event of a future pandemic.

We have fought and won before, we need to stick together and stay involved.

In Solidarity,
Lucy Lamont
Administrative Assistant
Orthopedic Clinic in HC2

Keck/Norris bargaining update #3 (March 15, 2021)

Published Monday, March 15, 2021 #

Dear NUHW members,

Today in negotiations we reached several agreements on different articles and also were presented some unacceptable proposals from the company that they also have to the Nurses earlier.

Representing our union was: Ericka Contreras (bio-med), Nichole Ambriz (surgery), Doug Kauffman (Social Services), Brian Dodero (RT), Joyce Noguera, Erik Santifer (food and nutrition services), Natalie Couch (imaging), Mark Delgado (Surgery), Dan Olivares (anesthesia), Ray Medina (imaging), Noemi Aguirre (RT), James Ayers (RT), Claudia Hidalgo (GI), Patricia Barahona (5N).

The employer is willing to agree on seven articles: employee status, union non-discrimination, committees for quality care and working environment, successorship, notices to the parties, savings clause, employment and income security and bargaining unit work.

We had extensive discussion on our proposals around stewards rights, union access, layoff protections, seniority, job vacancies, our grievance procedure, discipline and vacation scheduling. We made some headway on these items but are still lacking agreement on all the contours of the language.

Despite this progress, the employer proposed three glaring items that are unacceptable and frankly insulting:

Subcontracting: This is very dangerous. Right now the employer cannot subcontract our work to an outside organization – this is a very important job protection. Today they proposed that at any time, management has the ability to subcontract our work.

No pandemic preparedness and Hazard Pay: We presented a detailed proposal to protect ourselves and our patients during this and any future pandemic. We also proposed fair hazard pay to compensate us as essential employees who may come to work in future pandemic

conditions. Not only did they not respond, they find it completely “inappropriate” that we propose employee protections and additional Compensation

No picketing or leafleting: In the past we have voted to stage informational pickets, and leafletted the community to protest egregious moves by the hospital. And these actions work to change the behavior of the hospital — that is why they want to strip this right of ours.

These issues are fundamental to our union and our ability to maintain our job security and the safety of ourselves and our patients. Management’s positions on these items are not surprising as they have proposed similar curtailment of rights to our sisters and brothers in the CNA (nurse’s union). We will continue our negotiations on March 29.

As always, we will strive to improve our working conditions and we remain committed to fighting for the things that our members have expressed in their bargaining surveys.

It will be a fight to achieve our goals!

We should remain strong and prepared to picket and potentially strike if we must.

Stay ready and stay tuned!

In solidarity,
Audra Goedemans
IOM Tech, Keck Hospital

Ambulatory bargaining update #1 (March 12, 2021)

Published Friday, March 12, 2021 #

Dear NUHW members: 

Today we had our first negotiations session with USC for a new union contract, and we have lots to report!  Our first negotiation session with USC today for our ambulatory clinics. In attendance for the union Bargaining Committee were Lucy Lamont (Ortho), Desaray Veloz (Transplant), Regina Bartsch (Imaging), Kristin O’Leary (PET), Jeeny Nunez (Transplant) and Denise Rodriguez (dermatology). We made it clear today that Ambulatory members faced significant uncertainty and disruption during the pandemic, and were flexible along the way.  Now, we are bargaining to make significant improvements to our contract. 

First, the good news. We identified seven contract articles where we can reach a tentative agreement, agreeing to keep them the same or just update language. These were:  

  • Preamble
  • Article 3: Employee Status 
  • Article 7: Union Non Discrimination 
  • Article 8: Committees For Quality Care and Working Environment
  • Article 25: Notices to Parties
  • Article 26: Savings Clause 
  • Article 31: Uniforms 

Today we also issued our initial non-economic proposals, which include the following changes to existing articles: 

  • Article 1: Union Recognition 
  • Article 4b: Protecting employees wages in the event of a layoff 
  • Article 5: Job vacancies: Establishing rules about timely filling of open positions
  • Article 6: Proposing that employees have the option of utilizing the Office of Equity and Diversity to resolve discrimination / harassment / retaliation claims but not requiring employees to go through this company controlled investigatory body 
  • Article 9: Streamlining the notification of how arbitrations are scheduled 
  • Article 10: Adding the final warning step to our disciplinary language 
  • Article 20: Cleaning up the language which protects our jobs and union contract if any of the union clinics are sold to another owner 
  • Article 22: Complete ban on subcontracting 
  • Article 25: Updating contact information 
  • Article 28: Allowing employees to take time off unpaid, and ability to take up to 2 weeks off unpaid if employee does not have any vacation accrued
  • Appendix A: Updating the department groupings to include Internal Medicine and Dermatology 

Later, the company had the audacity to propose several takeaways that are unacceptable. The Employer proposed the following:

  • Disciplines never leave your file, they can use disciplines older than a year. DRASTIC TAKEAWAY  
  • They want to restructure the reduction in force language which protects employees in the event of a layoff 
  • They want to have the ability to lay off specific shifts and departments without respecting seniority 
  • Management proposed shortening the timelines for the Union to file a grievance
  • If you have a discipline document it prevents you from applying to a job opening! 

Last week we sent the company a strong example of our power and strength (now at https://nuhw.org/wp-content/uploads/usc-bargaining-letter-from-nuhw-2021-03-02.pdf) as a union. A supermajority of all NUHW members have signed a petition authorizing the Bargaining Committee to call for an informational picket if we need to. We told the Employer that we want to bargain in good faith to win a free family medical plan (that our hospital members have), compensating employees for working through a pandemic, enhancing safety protections for all NUHW members and winning top tier wages. In the past we have had to threaten to strike or go on strike to increase standards for all patients and workers at our hospitals. This negotiation is no different. We will not stand for a reduction in our standards–that is why so many of us are involved. 

The petition is a strong statement of our power and solidarity as a union. Our next bargaining session is March 26th over Zoom from 10a – 5pm. If you are interested in attending, please respond to this email with your name and job classification. 

In unity and solidarity,
The Ambulatory Bargaining Committee

Keck/Norris bargaining update #2 (March 2, 2021)

Published Tuesday, March 2, 2021 #

Dear NUHW members:

Today was our second day of negotiations for a new contract for our coworkers at Keck Hospital and Norris Cancer Center. We were represented by: Brian Dodero, Nichole Ambriz, Richard Aguayo, James Ayers, Judy Oliva, Noemi Aguirre, Doug Kauffman, Mark Delgado, Claudia Hidalgo, Audra Goedemans, Jimmy Franco, Raymond Medina, Maria Guevara, Nichole Ambriz, Tran Su, Joyce Noguera, Maria Hyde, Xochilt Olague, Ericka Contreras, and myself, Daniel Olivares.

We have mixed news from today. We identified 6 articles of existing contract language where we can reach a tentative agreement. However, that was overshadowed by several takeaways the employer proposed at the end of our session. The areas of agreement are:

  • Article 3: Employee status: This defines full time, part time and per diem statuses
  • Article 8: Committees for quality care and working environment: This is a staffing committee that meets on paid time to address staffing inequities at work
  • Article 20: Successorship: In the event the hospital(s) are sold to another entity, the new employer will retain the workforce and retain our union contract. Important protection!
  • Article 25: Notices to the parties: Defines the physical addresses that the parties will use for official correspondence
  • Article 26: Savings clause: Clarifies how our contract interacts with state law
  • Article 29: Employment and income security: A commitment by employer to provide a range of services guaranteeing income hours, and a suite of services that will help employees in the event of a layoff
  • Article 30: Bargaining unit work: Supervisors will not do our jobs, and we will not do theirs

With over 20 NUHW member leaders present, the employer had the audacity to propose several takeaways that are unacceptable:

  • Disciplines never leave your file, they can use disciplines older than a year. DRASTIC TAKEAWAY
  • They want union stewards to perform their duties as stewards off the clock
  • Mgmt wants limit the ability of union reps to access the Hospital and use break rooms
  • They want to restructure the reduction in force language which protects employees in the event of a layoff
  • They want to have the ability to lay off specific shifts and departments without respecting seniority
  • Management proposed shortening the timelines for the union to file a grievance
  • If you have a discipline document it prevents you from applying to a job opening

After USC’s attorney presented these takeaways, we sent the company a strong example of our power and strength as a union. A supermajority of all NUHW members have signed a petition authorizing the bargaining committee to call for an informational picket if we need to. We told the Employer that we want to bargain in good faith to address restoring Norris Holidays, compensating employees for working through a pandemic, enhancing safety protections for all NUHW members and fixing the punitive attendance policy. In the past we have had to threaten to strike or go on strike to increase standards for all patients and workers at our hospitals. This negotiation is no different. We will not stand for a reduction in our standards–that is why so many of us are involved.

The petition is a strong statement of our power and solidarity as a union. Our next bargaining session is March 15 over zoom from 10 a.m. to 5 p.m.

In unity and solidarity,

Daniel Olivares
Surgical Tech
Keck Hospital

Keck/Norris bargaining update #1 (March 1, 2021)

Published Monday, March 1, 2021 #

Good afternoon fellow NUHW members at Keck Hospital and Norris,

Today was our first day of negotiations for our new NUHW contract! I’m Noemi Aguirre, Respiratory Therapist, and a member of our elected Bargaining Committee.

Earlier today we met across the table with Keck management via Zoom and began what we believe will be a difficult negotiations contract campaign.

Present for the employer were: Lisa Joins, Jonathan Warren, Leilani Sarmiento, Tanesha Brooks, Awa Jones, Tammy Murphy, Miguel Gonzalez, George Sarkissian, Brenda Dudley, Christin Shaw, Auggie Mares, J Savoie, and attorneys Adam Abrahms and Brooke Olsen. Adam Abrahms is the company’s chief spokesperson.

Our union was represented by members Alejandra Martinez (Surgery) Brian Dodero (Respiratory), Claudia Hidalgo (GI), Daniel Olivares (Surgery), Ericka Contreras (BioMed), James Ayers (Respiratory), Maria Guevara (GI), Mark Delgado (Surgery), Nicole Ambriz (Surgery), and Noemi Aguirre (Respiratory), as well as NUHW staff Francisco Cendejas, Ian Woolverton, Michael Torres, and Sophia Mendoza.

NUHW presented proposals on the following current contract articles:

  • Article 1: Recognition: Acknowledging Food and Nutrition services, Sleep Center, and Social Services as members of the union.
  • Article 4b: Reduction in force/bumping: Clarifies language during a RIF or layoff that employees will not lose wages for taking a position in a lower paid job class as a result;
  • Article 5: Job Vacancies/posting and bidding: We proposed closing the loop on unfilled positions by requiring the employer to give us notice if they don’t intend to fill it and be responsive to questions about filling the position.
  • Article 6: Non-discrimination/Harrassment: Proposed striking obligation of employee to seek remedy through the OED. OED is an umbrella department under USC, creating another step that union members have to go through to resolve claims of harassment or discrimination.
  • Article 9: Grievance Procedure: Clarification on internal process for notifying arbitrator of selection process.
  • Article 10: Discipline: We proposed ensuring that members who are placed on an unpaid investigatory leave get those days paid back
  • Article 12: Floating: Proposed extending floating language to include non-nursing departments such as EVS and Biomed or engineering or cspd, for example. Makes it voluntary
  • Article 22: Subcontracting: Proposed a ban on subcontracting
  • Proposed resolution of Attendance Policy grievance/arbitration: Aims to fix Kincare and eliminate 96 hour cap. Allows employees to use 50% of PTO towards kincare on a rolling 12 month basis. Restores Attendance policy prior to February 2020 and eliminates disciplines issued under current policy.
    Proposed restoration of Norris Holiday Pay, with strengthened and clarified language in the contract. The company expressed opposition to this immediately, saying that we should not propose economic proposals until later, but we made clear that this was a high priority to our Bargaining Committee.

These articles were discussed with the employer, and we expect to hear some responses at our next session tomorrow, March 2. More news to come.

Reporting live from the trenches,

Noemi Aguirre
Respiratory Therapy
NUHW Bargaining team member