The Union knows that the Hospital has been telling nurses and doctors incorrect information regarding negotiations and an alleged strike in order to scare you.  The Union wants you to know what the real facts are.
We want you to know that we are not demanding a wage increase.  

We are only seeking to protect your benefits.  This will NOT bankrupt the Hospital.


This leaflet will show you what your current contract language is, and what we want to change in order to protect you.  You will see that these proposals are both reasonable and essential to you.

IT IS THE HOSPITAL, NOT THE UNION, THAT HAS RAISED THE SPECTRE OF A STRIKE.  DO NOT BE INTIMIDATED BY THEIR SCARE TACTICS.  
 

I.    CURRENT CONTRACT LANGUAGE:

“All eligible employees shall receive retirement benefits, health benefits, life insurance, short and long term disability benefits, health care and dependent care Flexible Spending Accounts, and Legal Services Plan in accordance with the terms of the respective benefits program provided by the Employer to other employees, as such terms now exist or as they may be changed or eliminated in the future.”

II.    OUR PROPOSED LANGUAGE:

 “All bargaining unit employees shall receive retirement benefits, health insurance benefits, life insurance, short and long term disability benefits, and any Flexible Spending Accounts, without reduction in those benefits in effect as of April 30, 2009.  In the event that the Employer intends to leave or disaffiliate from the Saint Barnabas Medical Center Health Plan 2000, the Saint Barnabas Medical Center Retirement Plan, the Delta Dental Plan, and/or the current health and disability insurance policies or plans, then the Employer shall provide 60-days notice to the Union before any such action is taken, in order to insure and negotiate substantially equivalent benefits.  Participation in any new or replacement plans shall not result in a reduction in the benefits or the accruals in effect as of April 30, 2009.”

As you can see from the current contract language, right now they can “change or eliminate” your healthcare and pension benefits, and there are no restrictions on them increasing your healthcare costs.  You know they will increase your costs, as much as they can, so they save money and you pay more.  Our proposal just seeks to prevent reductions in benefits and prevent substantial increases in your costs.

I.    CURRENT CONTRACT LANGUAGE:

The Employer will make good faith efforts to provide all employees scheduled to work eight or more hours in a day, with a half-hour unpaid lunch and two non-guaranteed 15 minute rest periods, as assigned by the Employer.  

II.    Our Proposed Language: 

We would change  the words “non-guaranteed” to “guaranteed” so you would have two “guaranteed” 15-minute breaks.  You have been at their mercy for too long.  You work long, hard hours and you should be guaranteed your rest breaks and not have to beg for them.
 

I.    CURRENT LANGUAGE:

The Contract now provides that the buy-back of your accrued PTO time is “at the discretion of the Employer.”  They have said that they might stop buying-back any PTO time in the future, possibly even this year.  Once they stop buying it back, you will reach your cap on PTO time and you will not earn any more of it.  You will continue to work but not accrue more PTO time.

II.    OUR PROPOSED LANGUAGE:

We want to guarantee a buy-back of 125 hours of accrued PTO time each year.  That way, if you get to your cap, or near it, you can have them buy it back so that you can reduce the hours you have and then continue to earn it.  Once you reach your cap, you will no longer earn it.

I.    CURRENT CONTRACT:

EIB time is supposed to protect you when you suffer a disability.  But for the first week of a disability, they are making you use your PTO time, not EIB.

II.    OUR PROPOSAL: 

When you are disabled, the first week of your disability should use your EIB time, not PTO time.