Contract Victories for
RNs & Professional Staff at UMDNJ!!

As contract negotiations began last spring, the over 3,000 registered nurses and professional staff at the University of Medicine & Dentistry of New Jersey (UMDNJ) represented by HPAE wanted to win good contracts. Just as importantly however, they wanted to conclude the negotiations promptly, and not eight or nine months after their respective contracts expired as had been true in the past.

"Getting our negotiations done on time has never been a priority for the University," stated HPAE Local 5094 Co-President and negotiating team member Mike Reddell. "To us, that showed a lack of respect. Our goal in these negotiations was to change that, and win good agreements without letting UMDNJ drag out the contract talks."

By remaining unified throughout the contract talks - and with members of both local unions threating to strike - both locals were able to conclude their negotiations within 90 days of their expiration dates - a big difference from past negotiations - while also gaining major improvements in their contracts.

"HPAE members at UMDNJ knew that staying unified and keeping the pressure on management would produce results," said Ron Bagley, RN, HPAE Local 5089 Co-President and negotiating team member. "And it sure did! 

Professionals won back their step salary raises while nurses got both a major salary upgrade and solid language that will improve staffing. And both local unions got it done on time." 

“Throughout the negotiation both locals did every thing possible to support each other,” said HPAE Local Co-President Tom Murphy. “That really underscored our unity to management, and made a real difference in both settlements.”

Both local unions made major gains on the issues specific to each, while both also achieved gains on issues such as changing the University’s punitive attendance policy, while also reforming their rights and protections under each contract’s grievance and arbitration procedure. 

Professional Staff Contract Highlights

*Salaries: Total of 7.5% wage increase during first 12 months of contract.

*Step wage increases: Reinstated, and based upon service time at the University, to begin in the final year of 3 year contract, with additional 2% wage increase in final year of contract.

*Compensatory time off: Established for exempt (non-hourly) staff when extra days are worked.

*Continuing education: Fees can now be reimbursed through Tuition Reimbursement for courses required to maintain certifications.

*Grievance/Arbitration: Elimination of bar on arbitrating suspensions of greater than one (1) day.

*Salary upgrade: Physician Assistant position to be upgraded, with agreement to conduct a review of Medical Technologist wage rates for upgrade.

RN Contract Highlights

*Salaries: minimum wage increase of 7%, with over two-thirds of RNs eligible for additional increases ranging from 3% to more than 10%, with minimum increases of 7% in last two years of contract.

*Staffing: 
a) Current staffing ratios negotiated for new contract to be implemented by April of 2004. 
b) Nurse Staffing Council comprised of 5 RNs from Union and management to revise/adjust ratios as needed, with an independent facilitator to adjudicate disputes.
c) University to pay differential to nurses working on units that were short staffed greater than 50% of the time.

*Floating: differentials of 15% to be offered to RNs who volunteer to permanent or temporary/short term float positions. 

*Uniform Allowance/Differentials: Uniform allowance - previously ended by management - to be reestablished by June, 2004, with shift, education and other differentials increased immediately.