Local 5106 at Temple, Episcopal Campus - Recent News

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To all of our members,

March 2010

We knew going into negotiations this time that it would be a real challenge. We saw the “Last, best and final” offer that Temple made to the nurses and techs on the main campus: No pay raise the first year; 2% the second and third years of the contract; the same medical plan options as ours but with much steeper increases in employee co-pays, and give-backs of benefits that our members have never had. The Temple nurses and techs continue to work under their expired contract while they decide their next steps.

Our goal as we entered negotiations was to get something better for our members than that last, best offer at Temple and we did. We got a raise in the first year of the contract and we held on to most of the benefits that Temple was trying to reduce or eliminate. We added some new and improved language on posting of available shifts, seniority and reassignment. We did our best to consider all aspects of the proposals and to bear in mind the concerns of our co-workers. It is a fine line that we tread during negotiations—trying to achieve the most good with the least harm to any member.

We know that most of our members understood the challenge of negotiating a new contract during such difficult economic times and we would like to thank them for their support and encouragement throughout negotiations and ratification.

In Solidarity,
The Local Executive Board
Betsy, Sue, Gary and Carol

A special note of thanks to the Negotiating Team Members—Kathy Boardman, Alice Knittel, Stephanie Reid Harden, Mary Mansfield and Richelle Kozak--who spent many hours preparing for and attending the negotiating sessions. Your contributions were valued and very much appreciated. We also thank Terry Leone, HPAE Staff Representative for her assistance.

Contract Ratification

March 2010

On Friday, Feb. 19, 2010 sixty-eight nurses and techs attended a general membership meeting to hear the terms of the new agreement and to cast their votes for or against it. Both contracts were overwhelming approved. Members received a summary of the agreement at the meeting or in the days following the vote. New contracts will be printed and officers and reps will distribute them to the members as soon as they are available.

For those you were unable to attend the meeting, here are the highlights:

4 year contract
Wages: Temple’s proposal to the end was 0% the first year. We got them to move the 2% from March 2011 to Nov. 2010.

Nov. 14, 2010 2% July 11, 2011 1%
March 12, 2012 1% March 13, 2013 2.5%

Ratification Bonus for all bargaining unit members Full time: $1,000: Part time: $500.00.

Non Benefit: Temple’s initial proposal was no increase for the non-benefit nurses over the life of the contract. We told them we would not settle a contract without wage increase for all of our members. Final agreement:

November 14, 2010 $.70 July 11, 2011 $.35
March 12, 2010 $.35 March 13, 2010 $.80

New non-benefit RNs will get the highest RN hourly rate on the scale plus the weekend & shift differential. It is clear from this proposal that Temple intends to phase-out the non-benefit position by offering a much lower salary to new hires.
Non-benefit nurses must agree to work at least 36 hours/wk; non-benefit nurse presently working less than 36 hrs/wk will be grandfathered as a non-benefit employee.

RN Weekend Differential: Temple’s initial proposal was to reduce the weekend differential to $3/hr. in March 2010; and then $2/hr. in March 2012.

Final agreement: $4/hr. weekend differential will continue for nurses hired prior to the agreement. Non-benefit weekend rate will also be $4/hr. as of March 2012. Newly hired nurses will receive $3/hr. weekend differential.

Reassignment: If reassignment of technical staff is necessary, qualified volunteers or pool staff will be utilized before full time qualified staff.

Seniority: Addition of language to the seniority article that recognizes the original date of hire at NEH as a tiebreaker.
New language for bidding on overtime: Available extra shift shall be posted on the unit at the same time the schedule is posted and as additional shifts become available thereafter.

Calculation of Overtime: Temple’s initial proposal was to eliminate holiday and vacation time as hours worked for the purpose of computing overtime. Final agreement: Scheduled holiday and vacation hours shall be considered as time worked for the purpose of computing overtime. Unscheduled vacation or holidays will not count as hours worked for the purpose of computing overtime.

Health and Welfare
Choice of three health plans: TempleCare (10% of monthly premium), Advantage Plan (20% of monthly premium)and High Option Personal Choice (25% of monthly premium.) Human Resources will schedule information sessions and opportunity for enrollment. New plans will be effective on May 1, 2010.

Safety/Security
Within two (2) weeks following the ratification of this agreement, a work group of staff (up to four (4) staff members) from the Crisis Response Center, the Emergency Department, Inpatient Behavioral Units and management will meet to review conditions in the Emergency Department and Crisis Response Center. The work group will jointly develop recommendations to be presented to the AHD of Nursing and the AHD of Operations.

New Health Care Plans
During the first two weeks of March there will be information sessions for members to evaluate and select their new health care plan. Notices will be posted on the units and departments as to the scheduled dates, times and location. Packets of information will be mailed to all members so that they can preview the plans and formulate their questions for the presenters. The new plans will go into effect on May 1, 2010. Please be aware that the initial premium co-pays are subject to change every July 1st when the insurers present their new rates to Temple. Despite our best efforts we were not able to secure a cap on the co-pays during negotiations.

Please be aware that everyone must sign up for one of the new health care plans, unless you decide to forego this benefit.

Review Your Benefits

As the new contract takes effect, it is a good time to review your benefits and to verify that you have what you need to protect yourself in the case of a short term disability, long term disability or even retirement.

Short term disability
Temple does not provide short term disability. What they do provide is a Sickness and Accident plan (Article 18, sect 6a) which will provide $190/week for eighteen weeks for non-probationary full time employees who have no remaining sick time. This benefit is accessed by filling out the necessary documentation in HR.

If you are interested in purchasing Voluntary Short Term Disability through a payroll deduction you can get information and enroll by calling 1-866-527-1142, Ext. 2107. Short term disability covers a six month period.

Long Term Disability
By the terms of our contract (Article 18,section 6c), we have the option to purchase Long Term Disability through a payroll deduction. LTD will cover 60% of an employee’s base salary after six months of continued disability. The employee contribution is based on base salary level. The remainder of the cost is paid by the employer. This deduction is listed as LTD on your pay stub. If you have not signed up for this benefit, you do not have any long term disability.

Pension Plan
Our pension plan is a defined contribution retirement plan. Employees who chose to participate in the plan contribute 4.5% of their base earnings and the hospital will contribute an equal or greater percentage depending on years of participation in the plan. (Article 19, sect 1b). Members who have been in the plan since 2007, are presently receiving a 5% contribution from the hospital. The deduction and contribution are reflected on you pay stub depending upon the company/vendor you have selected, e.g., TIA CON EE is the employee contribution; TIA CON ER is the employer contribution. If you are not participating in this plan, then you will receive no pension payments from Temple when you retire.

Ask your Union Rep

March 2010

If you are out on a medical leave how long will Temple hold your job?

Employees returning form leaves covered by the Family Medical Leave Act (FMLA) of three months or less will return to the same or equivalent position. (same shift, hours and unit).

Employees returning from a personal illness or injury leave of more than three months shall be placed by the Hospital in his or her same, or equivalent position, if it is vacant. If no such positions available on the date the employee is able to return to work, the employee will be able to exercise recall rights for six months. (Article 16, sect. 3a&b).


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