The hospitals’ economic proposals were developed to maintain our competitive position. However, today more than ever, the hospitals must be increasingly more economically and financially conservative in order to hold our course through these uncertain economic times. Our approach maintains the financial health of the hospitals and ensures that we can continue providing quality healthcare to the community. The hospitals are committed to providing competitive wages and benefits to all of its employees, whether or not they are represented by or pay dues to a union, and feel that the proposal represents the best in fair and competitive benefits consistent with prudent financial considerations.
The key elements of the hospitals’ proposal are as follows:
- Wage Increases — A proposed step increase of 2 percent as well as a 1 percent across the board base increase in the first year and in subsequent years. In regards to shift differential, and other forms of pay and premiums, there are no proposed changes from those currently in place.
- Medical Benefits — Highlights of medical benefits include: Kaiser HMO offered with no monthly premium for employees and their dependents and no monthly premium for spouses of employees who earn less than $26.54 an hour(as periodically adjusted for rises in the consumer price index); Blue Cross PPO offered with no monthly premium required for employees, dependents and spouses; Blue Cross HMO offered with premium contribution rates paid by employees; and, maintain offering of a DHMO at no premium cost to employees for the employee and dependents.
- Educational Assistance — There is no proposed change to the current program in place.
- Bereavement Leave — Additional support to employees during times of critical need over and above Paid Time Off (PTO). Regular and fixed-term employees will be eligible for up to 24 hours of pay in lieu of scheduled hours in the event of a death in the employee’s immediate family, in addition to the possibility of using another two days of PTO time pending specific circumstances outlined within the proposal.
- Extended Sick Leave (ESL) — This new benefit would be established to compensate regular and fixed-term employees in the case of an extended illness or injury. Employees will accumulate ESL at the rate of .0115 hours per hour worked, paid jury duty, paid bereavement leave, PTO or ESL taken (the accrual equals 24 hours per year for a full-time employee.). There will be no limit on the accumulation of ESL, but ESL is not paid out upon termination or transfer to relief status
- Paid Time Off (PTO) — Accrual rates of PTO will be based on the number of productive hours worked, including overtime, as well as PTO and ESL hours taken and paid jury duty and paid bereavement leave, at the established accrual rates to a combined maximum of 80 such hours in a biweekly pay period. PTO balance will no longer accrue over 520 hours. However, employees will not lose any of the existing PTO they have accrued that is in excess of 520 hours.
The next bargaining session is scheduled for Wednesday, July 22 at 10am. We continue to approach these negotiations in good faith and trust that, with UHW, we will develop a contract that is in the best interests of both our hospitals and our employees. For updates throughout contract negotiations, please continue to visit www.StanfordPackardFacts.com.
