Summary of the Tentative Agreement between HPAE Locals 5089/5135 and Rutgers University

Below is a summary of the MOA between 5089/5135 and Rutgers University. We will now have an agreement which combines 5089 and 5135 into a single Registered Nurses contract. All HPAE registered nurses will now be on the same salary scale for the first time in 10 years. In order for this tentative agreement to go into effect, members must vote yes to ratify the contract and 5089 must vote on the by-laws amendment and 5135 must for yes on the dissolution and merger.

  1. Wages: Staff Nurses

Effective the first full pay period in July 2018, all rates of Scale B in effect on June 30, 2018, will be increased by 1.75%. Staff Nurses eligible for a step move based upon credited years of experience as of June 30, 2018 will move up one step retroactive to July 1, 2018. Staff Nurses at step 26 who have at least 26 years of credited experience as of June 30, 2018 will receive a one-time lump sum payment of $1000. The lump-sum payment will be prorated for part-time Staff Nurses.

Effective the first full pay period in July 2019, all rates of Scale B in effect on June 30, 2019, will be increased by 1.75%. Staff Nurses eligible for a step move based upon credited years of experience as of June 30, 2019 will move up one step. Staff Nurses at step 26 who have at least 26 years of credited experience as of June 30, 2019 will receive a one-time lump sum payment of $1000. The lump-sum payment will be prorated for part-time Staff Nurses.

Effective the first full pay period in July 2019, all staff nurses currently on the RB or RH scale will be moved to the UB scale based upon credited years of experience as of June 30, 2019.

Effective the first full pay period in July 2020, all rates of Scale B in effect on June 30, 2020, will be increased by 1.75%. Staff Nurses eligible for a step move based upon credited years of experience as of June 30, 2020 will move up one step retroactive to July 1, 2020. Staff Nurses at step 26 who have at least 26 years of credited experience as of June 30, 2020 will receive a one-time lump sum payment of $1000. The lump-sum payment will be prorated for part-time Staff Nurses.

Effective the first full pay period in July 2021, all rates of Scale B in effect on June 30, 2021, will be increased by 1.25% Staff Nurses eligible for a step move based upon credited years of experience as of June 30, 2021 will move up one step retroactive to July 1, 2021. Staff Nurses at step 26 who have at least 26 years of credited experience as of June 30, 2021 will receive a one-time lump sum payment of $1000.The lump-sum payment will be prorated for part-time Staff Nurses.

Per Diem Staff Nurses

Effective the first full pay period in July 2019, all UCHC Per Diem Staff Nurses will be moved to the current rate of Weekday and Weekday night rates of all Rutgers University Per Diem Staff Nurses.

Effective the first full pay period in July 2019, all Per Diem Staff Nurses shall receive a 3% across the board increase.

Effective the first full pay period in July 2020, all Per Diem Staff Nurses shall receive a 3% across the board increase.

Effective the first full pay period in July 2021, all Per Diem Staff Nurses shall receive a 2.5% across the board increase.

Nurse Clinicians

Effective retroactive to July 1, 2018, all Nurse Clinicians shall receive a 3% across the board increase.

Effective the first full pay period in July 2019, all Nurse Clinicians will be placed on the experience based range. All Nurse Clinicians will be placed in the range that correlates based upon credited years of RN experience as of June 30, 2019. One (1) year of full-time experience shall equal one (1) year of experience.

Effective July 1, 2020, all rates within each Nurse Clinician range in effect on June 30 will be increased by 1.25% In addition, Nurse Clinicians based upon credited years of experience as of June 30, 2020 will move to the appropriate range for their years of experience.  Nurse Clinicians with more than 30 years of experience will receive a one-time $1,000 lump sum payment.

Effective July 1, 2021, all rates within each Nurse Clinician range in effect on June 30 will be increased by 1.25%. In addition, Nurse Clinicians based upon credited years of experience as of June 30, 2021 will move to the appropriate range for their years of experience. Nurse Clinicians with more than 30 years of experience will receive a one-time $1,000 lump sum payment.

Research Nurse Clinicians

Effective retroactive to July 1, 2018, all Research Nurse Clinicians shall receive a 3% across the board increase.

Effective July 1, 2019, all Research Nurse Clinicians shall receive a 3%across the board increase.

Effective July 1, 2020, all Research Nurse Clinicians shall receive a 3%across the board increase.

Effective July 1, 2021, all Research Nurse Clinicians shall receive a 2.5% across the board increase.

Advanced Practice Nurses

Effective the first full pay period in July 2018, all APNs not assigned to work in DOC/JJC shall receive a 3% across the board increase.

Effective July 1, 2019, all APNs shall receive a 3% across the board increase. Effective the first full pay period in August 2019, the APN Salary Scale will be replaced with a range.

Effective the first full pay period in July 2020, all APNs shall receive a 3% across the board increase.

Effective the first full pay period in July 2021, all APNs shall receive a 2.5% across the board increase.

CRNAS

Effective January 1, 2019, the CRNA Scale will be replaced a 6 step range.

Effective the first full pay period each July, CRNAs who have obtained the appropriate years of experience as of June 30 of the previous fiscal year shall be moved to the corresponding level of the range.

Per Diem Rate – CRNA:

              Weekday:  $127 per hour, Effective 2/14/19.

Weekend:  $127 per hour, Effective 2/14/19.

  1. Equity Adjustments: Within 180 days after ratification, the Office of Compensation Services will complete an equity review of all APNs. The university will implement the recommendation of the Office of Compensation Services by the end of the second pay cycle, but no later than four pay cycles after completion of the equity review.
  2. Education Differential: Specified Non-UCHC job titles that do not require advance degrees to receive differentials for certification and BSN and MSN
  3. Shift Differential: All shift differentials to change to those in the 5089 contract. The5135 shift differentials, including the grandfathered premium shift differential will be discontinued
  4. Professional Recognition Committee: Created a pilot program for one year to establish the Professional Recognition committee.
  5. Mandatory Overtime: Established a practice that mirrors the Rutgers policy for tracking instances of mandatory overtime.
  6. Reassignment: Addressed temporary reassignment of UCHC Staff Nurses between divisions of medical and mental health.
  7. Vision Care: You will now be eligible for the Rutgers Vision Care program (up to $50 reimbursement for corrective lenses).
  8. Pay Period: Working with payroll to provide accurate pay information for hourly employees.
  9. Sick Leave: Sick leave annual accrual increased by three (3) days, from 12 to 15. Usage of sick leave expanded to include care for seriously ill family members. New Jersey Sick Leave law incorporated into contract. Language confirming we will stay in the UMDNJ Legacy Staff Leave Donation Program.
  10. Medical Leave: No cap on leave using accrued sick time, twelve week extension past FMLA under donated sick time, protecting all members for up to half a year. Staff can also request an accommodation under the Americans with Disabilities Act or other applicable laws, which shall not be unreasonably denied.
  11. Bereavement Leave: Up to three (3) days of true bereavement leave, up to five (5) days if in a distant location.
  12. Mandatory Leave Days: One more day if facility is closed for more than four days over the Holidays.
  13. Health Insurance: Language committing to negotiating reductions in health care costs at a joint union table.
  14. Joint Negotiations over RBHS/Barnabas Affiliation: Rutgers committed to continuing negotiations over the impact of the Barnabas affiliation at a joint table with all affected unions.
  15. Workplace Democracy: Incorporating rights under the WDEA, including: a) inclusion of previously non-represented employees into our union, b) extension of guaranteed time to orient new hires to the union, c) the right to hold union meetings on employer premises, e) additional information provided to the union.
  16. Severability: In the event any laws are passed that would invalidate parts of our contract, this savings clause protects the unaffected parts of the contract.
  17. Parking: discussions to continue following contract ratification.
  18. Housekeeping: Global name change referring to our bargaining unit and the staff in it as “Negotiations Unit” and “Negotiations Unit Employee,” as in state law.
  19. Term of contract: Retroactive to July 1, 2018 and expires June 30, 2022.
  20. Side Letters: Lactation Spaces, Parking, Pay periods, NonRepresented Employees
  21. Tuition reimbursement/remission: Will remain status quo with current contract language.
  22. Term of contract: Retroactive to July 1, 2018 and expires June 30, 2022.