Negotiation Update – September 24, 2018

Friday concluded our fourth negotiation session on behalf of our Manhattan sites with the New York Professional Nurses Union (NYPNU). During these sessions the parties have had substantive discussions regarding the proposals made by both sides and have reached tentative agreements on ten items. Based on these discussions, the hospitals have made modifications to a few proposals. Additionally, even though important to the hospitals, we have withdrawn three proposals after considering the union’s position.

The parties spent this fourth session trying to clarify its positions on many of the non-economic issues before we begin to concentrate on the economics of this agreement that will begin tomorrow. A great deal of time was spent discussing the importance of respectful communication and strong relationships to ensure a productive collaborative future.

The hospitals are committed to the future of our nurses and want to ensure that we remain competitive with the other New York hospitals. To that end, we proposed a Clinical Ladder, a program designed to recognize clinical autonomy and professional image, and reward them with financial benefits. We also made a proposal that recognizes the value of RN experience by removing our salary cap for new hires, which currently limits our ability to attract more tenured RNs.

Providing flexibility for both the hospitals and the RNs, while ensuring patient safety, is one of our goals in these negotiations. We have clarified our position on self-scheduling, an important part of our culture that we wish to preserve while also protecting our less experienced RNs. In addition, we proposed a new sustainable shift differential structure, which will allow RNs and the hospitals flexibility in their shifts while at the same time minimizing pay errors.

Finally, both the hospitals and the union have made proposals to align the collective bargaining agreement with State and Federal law. The union has asked to include protections provided for under the National Labor Relations Act while the Hospitals have proposed to utilize the same protections afforded nurses under the New York State Mandatory Overtime law and the New York Safe and Sick Time Act.