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Oct 11 - Comprehensive Bargaining Summary

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Union Position

CHS Position

CT 1 – Agreement

One proposal on Agreement that will appear in front of the common table language.  CWA rejected CH proposal.  Tied into MOU on Joint Bargaining.

Six separate proposals on agreement.

CT 13 – Job Descriptions

Job qualifications will be utilized in the posting of jobs without alterations.  People with no experience but with seniority will be awarded jobs and be trained.

CH has moved closer to our position on this article but we still need to make language improvements.

CT 26 – Contracting Out

Do not want CH to contract work out in EVS.  Do not want to take concessions on contracting out language.

Increase circumstances where they can contract out bargaining unit.  No movement.

CT 39 – Merger, Consolidation, Transfer of Establishment of Work within Catholic Health


We are very close to an agreement on this article. Minor language issues at this point in time.

CT 48 – Staffing/Clinical Staffing Committee

-       Proposed staffing ratios and Clinical Staffing Committee language in line with the new NYS law.

-       We are focused on strong enforceable language and management’s language


-     Disagreement on some of the ratios, specifically M/S, Tele, and ER.

-     Disagreement on penalty if ratios are not followed.

-     Working on stronger more clear language.

CT 49 – Organizing Agreement

CH continues to contract out work, the union needs a way to organize members that are made non-Union.


CT 50 – Pandemic Preparedness


We are very close to an agreement on this article. Minor language issues at this point in time.


CT 51 – Bonus Payment Program

CWA made a proposal to create a bonus payment program for all hours worked above the employees’ budgeted hours. $15/hr for RNs and technical. $7hr for service and clerical

RNs will be paid $9, Techs will be paid $6 and SC will be paid $4 per hour.

CT 52 - Overtime

No mandatory OT for anyone.

The Hospital has modified their mandatory OT proposal to go back to present contract at Mercy and no mandation at KMH and SJC.

CT 53 – Paid Time Off

Union moved to current contract on PTO for full timers but we are proposing an improvement for part-timers effective 2024.

Current Contract

CT 59 – Extended Sick Leave Pay


We are very close to an agreement on this article.


CT 60 – Retirement Plan


We have agreed to current contract on retirement.


CT 63 – Health Coverage

-        No high deductible option.

-        Improvement for part timers at 50% to go to 55% (in agreement)

-        All co-pays stay at PC with slight improvement for SJC Service and KMH Technical.

-   Add High Deductible as an option

-   Improvement for part-timers at 50% to 55% (in agreement).

-   Moved to current contract on all other premiums.



CT 64 – Prescription Drug

The Union is proposing present contract. 5/15/35.

CH has proposed to increase the out-of-pocket co-pays on all prescriptions to $5/$30/$50 for CH facility/pharmacy and 5/50/100 non-CH facility/pharmacy

CT 66-69 Salaries

-     CWA made an extensive proposal to create four new wage scales that would cross hospital lines. We proposed a pay scale for all Registered Nurses, all Clerical Employees, all Service Employees and all Technical Employees.

-     The Union also proposed a significant number of job upgrades because of the number of employees that are still paid below $15.00/hour and we have a significant number of members that are paid far below our competitor’s rates.

-     We are proposing new base salaries for a Clerical, Service, Technical and RNs and then a 3% increase in each of three years.

-     We are also proposing retroactivity back to June 2021.

-    CH is proposing no retroactive pay.

-    CH has made significant movement in the past few days to increase the STC scales and has moved the base scale up to $15 per hour. This is huge!  Unfortunately, there are still over 100 STC employees who would receive lump sum bonuses instead of a wage increase. 

-    For MHB RNs, Management is proposing approximately 333 RNs have a combination of lump sum increase and raise to reach 3%. For example, RNs at Step 10 would move up to $46 per hour and then receive a 1.86% lump sum bonus with the most recent proposal.

-    For KMH RNs, 188 RNs would receive a combination of lump sum and base pay raise.  We are working on similar calculations for SJC, but a very high number of SJC RNs would also receive a lump sum. 

-    We are unclear on management’s proposal on Weekend Employees but it appears based on the language that the Weekend Employee raise is 1% at MHB and 2.34% at KMH.

CT 70 – Duration

Four years – In agreement.


CT 71 – Health Plan Co-Pays

Look at with UP on Health Coverage

Increase in 4 co-pays.



CT 72 – Salaries

See Union Proposals

See above.

CT 65 – MOU on the Agreement

Successor agreement to the joint bargaining MOU where we remove many of the time lines that were in the initial proposal and restore the right to strike.

Tracks the original MOU and keeps the right to strike at all Hospitals.


Side Table Open Items

  • Mercy RN & STC - Hours of Work
  • Mercy RN - Floating
  • Mercy RN & STC - Uniform Policy
  • Mercy RN & STC - On Call & Work in Progress: Specifically, ECMO, Cath Lab, and ER are outstanding issues.
  • Mercy RN & STC - Cardiac Cath Lab Hours of Work
  • SJC RN & Service - Shift Differential
  • SJC RN - PTO & Holiday Scheduling
  • SJC - Dress Code