Washington Hospital Healthcare System (“WHHS”) and ESC/IFPTE Local 20 (“Local 20”) last met for bargaining over a new 3-year Memorandum of Understanding (“MOU”) on May 31, 2024. 

During that meeting, WHHS presented a counter proposal on economics that included proposed across the board wage increases as follows: 4.5% retroactive to 2/1/24, 4.75% on 2/1/25, and 4.75% on 2/1/26.  This amounts to a total increase of 14% over the life of a 3-year MOU.  Given the continued significance of Local 20’s economic asks, WHHS did not make any other notable movement from its prior proposal from May 8, 2024.  Local 20 did not make any counter proposals on May 31, 2024. 

The parties have agreed to engage the assistance of the Federal Mediation and Conciliation Service to mediate all further collective bargaining negotiations between WHHS and Local 20.  The parties are actively working with assigned mediator, Rachel D. Lev, to schedule additional bargaining dates where she will be present to mediate the parties’ efforts to reach a tentative agreement on a new 3-year MOU.

Negotiations between Washington Hospital Healthcare System (“WHHS”) and ESC/IFPTE Local 20 (“Local 20”) for a new 3-year Memorandum of Understanding (“MOU”) occurred on April 10, 2024 and again on May 8, 2024.

On April 10, 2024, Local 20 made a comprehensive economic counter proposal, which included proposed across the board (“ATB”) wage increases that amounted to a 32% increase in base wages over a 3-year contract period, with half of that increase (16%) proposed to occur in year 1 of the contract and include a 7% inflation adjustment.  This counter proposal also includes the following items:

• Significant increases in differentials by way of a proposed replacement of the current flat fee differentials with a percentage rate for evening and night shifts;
• Accelerated step movement with wage spread adjustments and additional proposed steps for the Laboratory, Pharmacy, and Therapy;
• A 4% equity adjustment for all Therapy positions in addition to the first year ATBs (resulting in a total of 20% wage increases for year 1);
• A 15% equity adjustment for Clinical Dietitians in addition to the first year ATBs (resulting in a total of 31% wage increases for year 1); and
• Increase in the per diem differential to 13.5% for all Local 20 represented groups, except Therapy.

In addition, Local 20 conditionally agreed to accept WHHS’s prior proposal to pay up to $400 annually as reimbursement for a unit member to obtain or renew a preferred specialty or advance certification that exceeds the minimum requirements of the unit member’s job classification.

WHHS countered on May 8, 2024 with the following:

• Proposed ATB wage increases as follows: 4.5% retroactive to 2/1/24, 4.5% on 2/1/25, and 4.0% on 2/1/26.  This amounts to a total increase of 13% over the life of a 3-year MOU. 
• Change the per diem differential for Clinical Dietitians from $3.00 to a percentage rate of 10% of the base pay per hour.
• WHHS also maintained its offer to consider making equity wage adjustments for the following job classifications if it identifies them as being below the midmarket range even with the ATBs: Clinical Dietitians, Physical Therapists, Occupational Therapists, Speech Language Pathologists, and/or Clinical Laboratory Scientists.

Given the significance of Local 20’s economic asks, WHHS did not make any other notable movement at this time from its prior proposal from March 27, 2024.

At the end of the parties’ bargaining session on May 8, 2024, Local 20 withdrew its proposed inflation adjustment in the first year of the contract and countered with the following key economic terms:

• Proposed ATB wage increases of 9% on 2/1/24, 8% on 2/1/25, and 7% on 2/1/26, for a total of 24% over the lift of a 3-year MOU;
• Maintenance of its April 10^th proposal for accelerated step movement with wage spread adjustments and additional proposed steps for the Pharmacy and Therapy;
• Maintenance of its prior proposal to add a per hour training differential for employees who train other employees;
• Significant increases in the flat rate differentials for evening and night shifts, as an alternative to Local 20’s previously proposed replacement of the current flat fee differentials with a percentage rate;
• Maintenance of the previously proposed 4% equity adjustment for all Therapy positions and the 15% equity adjustment for Clinical Dietitians to be applied in addition to the first year ATBs; and
• Maintenance of a proposed increase in the per diem differential to 13.5% for all Local 20 represented groups, except Therapy.

WHHS and Local 20 are scheduled to meet again on May 24, May 31, June 12, June 19, and June 24.  WHHS remains hopeful that the parties will continue to make progress in closing the significant gap that still lies between them on the economic terms of a new MOU.  WHHS values its dedicated and qualified Local 20 staff and further remains committed to continuing to bargain in good faith toward a new MOU that provides Local 20 staff with market competitive compensation and benefits.

Board of Directors Approve Ratified Contract with CNA

The Washington Township Health Care District Board of Directors approved a new four-year contract with the California Nurses Association at its May 8 meeting. CNA members voted overwhelmingly to ratify the tentative agreement during a vote held Friday, May 3. The agreement provides CNA members with wage increases of 22.5 percent over the course of four years to align with the market.

“The Board’s action supports our efforts to remain competitive in the labor market as we look to the future and the critical initiatives we are pursuing to grow and sustain our mission for another 65 years,” said Kimberly Hartz, chief executive officer of Washington Hospital Healthcare System. “We are pleased that our nurses ratified the agreement so that we can continue recruiting and retaining caregivers who uphold our Patient First Ethic to deliver high-quality, evidence-based care.”

Washington Hospital Healthcare System (WHHS) and the California Nurses Association (CNA) have reached a tentative agreement on a new, four-year contract. The agreement, pending ratification by CNA’s membership and approval from the Washington Township Health Care District Board of Directors, is retroactive to September 2023 and will provide compensation to Washington Hospital’s RNs that is competitive with the market.

“I am pleased that we reached this fair agreement with CNA,” said Kimberly Hartz, chief executive officer of Washington Hospital Healthcare System. “We look forward to the results of the vote and continuing our work together in service to our community.”

Details will be shared about the tentative agreement that union representatives will provide before the ratification vote on Friday, May 3. The Washington Township Health Care District Board of Directors will have the opportunity to consider the agreement for approval at its Board meeting on May 8.

Negotiations reconvened between WHHS and Local 20 for a new 3-year Memorandum of Understanding (“MOU”) on March 27, 2024.  During that bargaining session, WHHS made a comprehensive economic counter proposal, which included, in particular:

• A counter proposal on across the board (“ATB”) wage increases as follows: 4.5% retroactive to 2/1/24, 4% on 2/1/25, and 3.5% on 2/1/26.
• WHHS’s ATB wage proposal amounts to a total increase of 12% over the life of a 3-year MOU.
• Addition of up to $400 annually as reimbursement for a unit member to obtain or renew a preferred specialty or advance certification that exceeds the minimum requirements of the unit member’s job classification.
• Adjustment to the years of service for advancement among the steps in the Appendix B – Pharmacy wage scale.

WHHS also offered to consider making equity wage adjustments for the following job classifications if it identifies them as being below the midmarket range even with the ATBs: Clinical Dietitians, Physical Therapists, Occupational Therapists, Speech Language Pathologists, and/or Clinical Laboratory Scientists.

In addition, WHHS made a counter proposal on the terms of a new Appendix F to the MOU for the Utilization Review Coordinators, Portal of Entry Coordinators, and Denials and Appeals Coordinators who recently voted to join Local 20, including a proposal to classify such employees as non-exempt and move them to an hourly, straight-time base rate of pay on a wage scale consistent with the current scale for Case Managers.

Finally, WHHS provided additional counter proposals aimed at making movement on the Employment Categories and Earned Time Off sections of the MOU.

WHHS and Local 20 are scheduled to meet again on April 10, April 18, and April 22. WHHS values our dedicated Local 20 staff and remains committed to continuing to bargain in good faith toward a new MOU with Local 20 that balances both WHHS’s fiduciary responsibility to continue to provide high-quality care aligned with the market while also maintaining jobs that contribute to a vibrant local economy.

Negotiations reconvened between WHHS and Local 20 on March 13, 2024.  During that bargaining session, Local 20 made a comprehensive counter proposal addressing all outstanding items that have been put on the table by either party to date, and which included, in particular:

• Agreement with WHHS for a proposed 3-year contract, as opposed to the union’s originally proposed 4-year term.
• A counter proposal on across the board (“ATB”) wage increases as follows: 10% on 2/1/24 as an inflation and cost-of-living adjustment, 9% on 8/1/24, 9% on 8/1/25, and 9% on 8/1/26.
• Local 20’s ATB wage proposal amounts to a total increase of 37% over the life of a 3-year MOU.

Local 20 provided movement on the following items from its opening November 15, 2023 economic proposal are to:

• Withdraw its proposal to add a 15% differential for any time spent by an employee providing relief in a higher classification;
• Withdraw its proposal to limit the use of only two travelers per department unless where agreed to by the union;
• Reduce its proposed increase to the number of ETO days from 2 additional days down to 1 additional day, and withdraw its request for an additional Floating Holiday; and
• Reduce its proposed adjustment to the per diem differential from 20% down to 15% of the base hourly rate for employees in the Lab, Pharmacy, and Case Management departments.

Local 20 held their position on all other outstanding economic items, including for replacement of flat rate differentials with a percentage rate, proposed adjustments to years of eligible service for step advancements and the addition of two new steps, and for a 4% market adjustment to the base rates for all represented Therapy department positions in addition to the year 1 proposed ATB and cost-of-living adjustment. 

Local 20 represented that it would accept WHHS’s proposed health plan if there is agreement on across the board wage increases.

In addition, Local 20 has made a comprehensive proposal for the newly added positions to the bargaining unit of Utilization Review RNs.  In that proposal, Local 20 proposed the following key economic terms:

• Regular full-time and part-time Utilization Review Coordinators, Portal of Entry Coordinators, and Denials and Appeals Coordinators to remain as exempt employees;
• Per diem Utilization Review Coordinators to be classified as non-exempt employees and paid a differential of 20% of the base hourly rate in lieu of benefits, including paid sick leave;
• All Utilization Review RNs to be placed on a wage scale containing 11 steps with advancement for up to 30 years of service; and
• All Utilization Review RNs, including per diems, to be entitled to 3 paid days (72 hours) per year for Mental Health Leave or Stress Leave of Absence.

During the March 13^th bargaining session, there was tentative agreement to modified language to the Employee Complaints and Grievances article to add a new step 6 providing for arbitration of a grievance.

The next bargaining sessions are scheduled for March 20 and 27, 2024.  During the upcoming sessions, WHHS plans to make an updated presentation on the financial state of the hospital and further counter on economics and other open terms.  WHHS looks forward to continuing to work with Local 20 in an effort to make movement toward a new 3-year MOU.

Washington Hospital Healthcare System (“WHHS”) and ESC/IFPTE Local 20 (“Local 20”) reconvened for negotiations over a new Memorandum of Understanding (“MOU”) on February 28, 2024.  During this bargaining session, the parties signed a tentative agreement to update the bereavement language in the contract, including to add language for reproductive loss leave, consistent with recent legislative changes under California law.  In addition to updated bereavement leave, there was also a tentative agreement on the following non-economic items to date:

• Revised language for union membership
• Updated language for providing meal and rest breaks
• Revised language for employee representatives (stewards) to provide more uniformity across the represented departments
• Revision and update to the section on professional practices committee to align it with the current practices of the Labor Management Committee

There was also notable progress toward a tentative agreement on the expansion of the employee complaints and grievances procedures to add an additional step for arbitration.

The next bargaining sessions are scheduled on the following dates: March 13, March 20, and March 27.  WHHS looks forward to receiving the union’s response to WHHS’s opening proposals on economics and its proposal on the new health plan at the upcoming sessions and to continuing to work in good faith towards a new MOU with Local 20.

Nurses Fail to Ratify Tentative 4-Year Agreement Reached Between CNA and WHHS, Leaving Generous Wage Increases and Retroactive Pay On the Table

After 8 months of tough negotiations, Washington Hospital Healthcare System (WHHS) and the California Nurses Association (CNA) reached a Tentative Agreement on a new, four-year contract during their last bargaining session on February 15, 2024.  CNA negotiators and the nurse bargaining team represented that they “unanimously and proudly recommend this agreement for full ratification vote.”  However, on February 20, 2024, the nurses surprisingly voted the agreement down.

The Tentative Agreement reached by the parties on February 15, 2024 involved the nurse bargaining team’s acceptance of WHHS’s Last, Best and Final package proposal.  Some key highlights of the Tentative Agreement the nurses voted down, which are now directly at stake and subject to either unilateral implementation or withdrawal by WHHS include:

• 20% across the board wage increase over 4 years (which actually amounts to an average wage increase of 21.6% over the life of the contract when step advancements on the nurses’ wage scale are taken into account)
• Delayed implementation of new health plan to July 1
• Change of uniform color from white to navy blue with a one-time $100 stipend
• Reduction in the number of months that disciplines remain on record
• Paid time without a patient assignment to complete mandatory clinical in-service education
• Increase in hourly differentials for evening shift to $7.30, night shift to $11.75, charge nurse relief to $5.00, and the nurse preceptor role to $4.00
• Maintenance of current contract language on floating and like areas for floating.

Importantly, by failing to ratify the Tentative Agreement on February 20, 2024, the nurses have lost the opportunity to receive retroactive pay back to July 1, 2023, which amounts to an individual loss of approximately $4,000 to $6,000 per nurse, depending on hours worked.

The Tentative Agreement is an agreement that the nurse bargaining team claimed to be “proud of” as it would have guaranteed WHHS’s nurses receive market competitive compensation and benefits in addition to securing a number of other enhancements including for improved staff and patient safety and a long sought after change in uniform color.  WHHS management is very disappointed that such an unprecedented agreement could be rejected by the nurse bargaining unit.

Given that WHHS is a public entity employer and the Tentative Agreement involved acceptance of its Last, Best, and Final offer, there is now a legal process that the parties must follow before anything more can happen.

There are no additional bargaining dates scheduled between the parties at this time.  As such, the nurses will also see no wage increases for the foreseeable future.  

Washington Hospital Healthcare System (“WHHS”) is pleased to provide an update on the progress of our labor negotiations with ESC/IFPTE Local 20 (“Local 20”).

On February 14, 2024, negotiations continued between WHHS and Local 20 for a new Memorandum of Understanding.  During this bargaining session, WHHS made a detailed presentation on the new proposed health plan that WHHS plans to implement in 2024 across its entire organization. 

Since 2015, health coverage premium (benefit) rates have:

• Remained unchanged at WHHS
• Increased between 3 and 4 percent annually across the United States
• Increased by more than 8 percent annually on average across California

WHHS has worked diligently over the last approximately two years to design modernized employee health plans that will allow employees to choose options that best meet their unique, individual and/or family health care needs. The proposed health plan has a core plan that is no cost to the employee and offers reduced contributions at all other levels. Employees will also have optional “buy up” opportunities for medical, dental, and vision benefit plans, depending on employee and family needs.

Medical/Rx Program Enhancements

Some key features of the proposed core health plan are as follows:

• No changes in the Blue Shield provider network.
• Additional WTMF providers (105 providers vs. 39 today) are added to  Tier 1 (Washington Hospital Healthcare System Tier)
• Each employee can receive no-cost specialty footwear at Haller’s Pharmacy (1 pair per year)
• Addition of hearing aid coverage
• Addition of Telehealth through Teladoc
• Addition of Tier 1 pharmacy – Haller’s Pharmacy
  • Lower out-of-pocket copayments
  • Mail order available
• Addition of wellness programs that provide proactive benefits
  • Wellness programs include tobacco cessation; diabetes management; musculoskeletal; weight loss plan; mental/behavioral health – custom for each member! 
• Addition of employee discount program – discounts on electronics, exercise equipment, amusement park tickets, gym memberships, and more.

Additionally, the portable employer paid life insurance for employees will increase from $10,000 to $50,000.

WHHS emphasized the importance for the organization of implementing the new health plan and how competitive it is in the market. WHHS staff can view the proposed 2024 Healthcare Benefit Plans, December 20, 2023 Forum recording presentation, and download the following information by clicking this link: 

• WHHS Core Choice 2024-1, 
• FAQs – 2024 Benefit Plans, and 
• Washington Hospital Healthcare System Benefit Program FAQs.

WHHS looks forward to continuing to work towards a new MOU when negotiations reconvene at the parties’ next scheduled bargaining session on February 28, 2024.

Negotiations reconvened between Washington Hospital Healthcare System (“WHHS”) and ESC/IFPTE Local 20 (“Local 20”) for a new Memorandum of Understanding (“MOU”) on January 31.

Back on November 15, 2023, Local 20 made a comprehensive opening proposal that included over 30 individual economic asks, including significant increases in differentials, accelerated step movement with additional proposed steps, and proposed across the board (ATB) wage increases that alone amounted to a 50% increase in base wages over a proposed 4-year contract period.   

During the January 31 bargaining session, WHHS made its opening economic counter proposal for a 3-year MOU, which included, in particular, a counter proposal on ATB wage increases of:

• 4% in year 1,
• 3.5% in year 2, and
• 3.5% in year 3. 

WHHS has offered for the wage increases in this proposal to be effective on February 1 of each year of the MOU.  Notably, these are the largest wage increases that WHHS has presented to Local 20 in recent history.

WHHS did not make any other notable economic counter proposals at this time due to the significant number of opening economic proposals made by Local 20, their related costs, and the lack of market data to support them.  As such, WHHS strongly encouraged Local 20 to prioritize its economic asks so that WHHS will be in a better position to respond and put its valuable dollars into the areas that will truly add value to Local 20 members and the hospital.

During the January 31 session, WHHS also made a comprehensive proposal addressing proposed modifications to the sections governing Work Schedules and Hours of Work in each of the represented departments (i.e., Section 10 of each of Appendix A-E).  In addition, the parties reached another tentative agreement on revised language for the Labor Management Committee, previously referred to in the MOU as the Professional Practices Committee.

The parties are also continuing to make movement on other open items, including proposed modifications to the following sections of the MOU:

• Employment Categories,
• Earned Time Off,
• Educational Leave,
• Bereavement Leave, and
• Employee Complaints and Grievances.

Finally, at the parties’ next scheduled bargaining session on February 14, WHHS plans to make a presentation on a newly proposed health plan that it has worked diligently to design over the last year.

WHHS values its dedicated Local 20 staff and is committed to continuing to bargain in good faith toward a new MOU with Local 20. In doing so, WHHS must balance its fiduciary responsibility to continue to provide high-quality care aligned with the market while maintaining jobs that contribute to a vibrant local economy.