Negotiation Updates
Local 5′s negotiating committee continues to meet with the company in hopes of reaching an agreement that will secure our future. In our last session, November 22, 2009, a federal mediator was present to offer her assistance, but progress still proved elusive.
The Union’s number one concern has always been to defend our jobs and future. In order to do this the Union negotiating committee is concentrating on two things:
- Strengthen our protection against subcontracting
- Win a fair process for NUNE workers to join the Union
These goals are like two sides of the same coin- the job security coin. We cannot let our work leak out to subcontractors or be assigned to NUNEs who should be Union. Protecting our jobs and uniting with NUNEs is the best way to assure that we have quality jobs that are secure. In these tough times, we cannot afford to settle without this protection.
Other items that are still being discussed include but are not limited to:
Compensation: Employer has offered general wage increases of 2% per year . The union has proposed wage increases similar to those already agreed by other Kaiser unions–in the 3-4% range.
Upgrade: The employer has recognized that the wages paid by Kaiser to Surgical Techs are below the pay for similar work at other local hospitals. Kaiser has offered them a 7% upgrade. The Union has pointed out that this amount still leaves Surg Techs behind. This will be discussed in more detail when the negotiations turn to the major cost items such as wages.
Furlough days: The Union has proposed to limit the total number of furlough days.The final compensation agreement should take into account that furlough days are a de facto wage cut. We will not accept a wage increase that is taken back by the temporary layoffs that the company is calling furlough days.
Medical Benefits: The Union’s goal is to ensure that Kaiser employees will not pay monthly premiums for the length of the contract, and that there will be no co-pay increases for doctor visits, tests or prescriptions, and that our retiree benefits are not put at risk. The union has proposed increases in contribution rates that would preserve our benefit structure. Management’s proposal for medical plan contributions falls short of achieving these goals.
Certification of Illness & Sick Leave: The Union does not want workers to have to bring a doctors note when calling in sick unless it is for an absence of over 2 days. The Union also wants workers to be able to use sick days for continuing care appointments related to a workers compensation injury or physical therapy program. Management has not yet agreed to these proposals.
Our next session will be on December 3rd, 2009 at 5:30pm.
The location is:
Unite Here! Local 5
1516 South King St.
(Parking lot entrance is off Young Steet)
› Download the Worker Voice Proposal PDF
Progress as of September 30th, 2009
This past Wednesday we made some progress in negotiations with the parties signing off on several tentative agreements, including an agreement to extend the contract to October 31, 2009. Some of the tentative agreements are as follows:
• Section 7.7 Leaves of Absence With Pay, Funeral Absence With Pay
Immediate family is now defined as father or stepfather, mother or stepmother, spouse, child or stepchild, brother or stepbrother, sister or stepsister, mother-in-law or father-in-law, grandparents or grandchildren and Domestic Partner.
• Section 3.5 Discipline and Discharge, Cancellation of Notices
Formal discipline notices shall now be null and void after two (2) years. This is a reduction from the previous three (3) years. However, any disciplinary notices related to situations involving an EEO charge, serious HIPAA violations, patient abuse, workplace violence, theft or substance abuse shall be retained..this has not changed.
• Section 4.5 Layoff, Temporary Layoff, Recall
An employee now has one (1) calendar week (unless other arrangements are mutually agreed to by the Employer and the employee) to report to work after receipt of notification that they are being recalled. This is an improvement over the previous forty-eight (48) hour notice.
• Section 4.5 Layoff, Non-Temporary, Notice
An employee permanently laid off for lack of work shall receive twenty-one (21) calendar days’ notice or pay in lieu of notice. This is an improvement from the previous fourteen (14) days’ notice.
We have also agreed in concept with the following:
• Section 3.6 Grievance Procedure
Adding on a new sub-section to the process that would include the option to utilize the services of the Federal Mediation and Conciliation Service (FMCS) as a means to resolve an issue prior to Arbitration.
• Section 3.5 Discipline and Discharge, Notice to Employee Regarding Discipline
Add a new subsection that no employee will remain on Suspension Pending Investigation for longer than twenty-one 21-calendar days without pay. If the employer needs more time to make a decision, the employee shall be placed on paid administrative leave until a decision is rendered.
In addition, the Union continues to demand a VOICE for workers in decision-making, including some say in staffing and workload, and the Employer has now made a counter proposal that we are reviewing. The Employer is missing some key elements in their proposal, but is starting to realize that this is important to you and have made a move in the right direction.
2009 Key Goals
Job Security
- Protect our jobs from subcontracting.
- Win an Employment/Income Security Agreement that mandates the company to train us for and place us into an equal paying job if they eliminate our job; if they don’t, they must pay us our full wages for up to one year while they search for one in the company.
Reasonable Medical Costs
- No co-pay increases, look at reducing lab/x-ray co-pay.
- Protect our premium free retiree medical benefits.
Fair Wages & Benefits
- RNs got a 4% per year wage increase over the next 3 years and the California region also got a 4% wage increase over 2 years. We want a fair wage increase as well.
- Sick leave cash-out rights like other regions and our RNs have, and an improved pension.
- Stop the pay cuts which are referred to as “administrative days off”, “clinic closure days” or “unpaid holidays”.
Fair Process for Non-Union Workers to Join Local 5
- Workers should be able to join Local 5 without fear and intimidation through a fast and fair process.
Voice for Workers to Impact Staffing and Workload
- Workers should be able to have a contractual right to have a say in staffing, workload, and work process design to ensure that working conditions are reasonable. This would also benefit our patients and take Kaiser patient care to a higher level.