Important Changes to our Contract
Note: our new contract will be posted online as soon as possible. Below is not every single change, but the changes that are most important for union members to know and understand immediately.
Article 21 - Wages
Click here to download the new wage charts.
IMPORTANT! These charts read differently than previous charts. Do NOT read straight across or straight down.
Instead, follow these instructions:
Find your current job title and hourly base pay rate in the leftmost column ("current").
Move to the next column ("Year 1") and down one row. This will be your hourly base pay rate effective the pay period that includes September 1, 2019.
Move to the next column ("Year 2") and down one more row. This will be your hourly base pay rate effective the pay period that includes September 1, 2020.
Move to the right-most column ("Year 3") and down one more row. This will be your hourly base pay rate effective the pay period that includes September 1, 2021.
Example: If you are a Staff Nurse B on Row 5 currently making $27.70 per hour, your base pay rate will move to $29.48 (Year 1, Row 6) in September 2019, then to $31.81 (Year 2, Row 7) in September 2020, then $32.44 (Year 3, Row 8) in September 2021, for a total base pay increase of 17.3% over three years.
Bargaining unit employees who were hired as Registered Nurses before June 30, 2013 and who are not at the top of the pay range are eligible for an additional wage increase. To see if you are eligible for the additional increase, please contact ONA Labor Representative Dennis Dugan at firstname.lastname@example.org.
If you have questions about the wage chart, please contact your Board of Directors representative.
Article 21 – Graduate Degrees
We won the following language that is effective immediately: “Nurses who obtain a graduate degree in nursing or field related to the practice of nursing or health and that is not required as a condition of employment shall receive a one-time base pay increase of 2.8%.”
Will this be implemented automatically? For most people, probably not, because OSU is unlikely to be tracking that you have a graduate degree.
What should I do? If you believe you qualify for this, please email your manager or AA with a request to be moved to the new G job title and evidence that you have a degree that qualifies under this language. Please copy your ONA Board Member or ONA Labor Rep at email@example.com.
How do I know if my graduate degree qualifies? There is no set list of what degrees qualify under the new language. The best place to start is to request to be moved and provide the evidence and reasons why you believe your degree qualifies.
Appendix D – IRP Wages
Wages for IRP nurses are going from $36/hr to $38/hr immediately.
A new Float IRP position will be paid $41.80/hr.
MOU on Patient Demand Incentive Program (Incentive Pay)
The functional vacancy rate required to be considered for scheduled build drops from 25% to 20%. Nurses should monitor the functional vacancy rates and make sure units are offering scheduling build appropriately.
In-the-moment IP will be offered starting 72 hours (instead of only 24 hours) before the anticipated need, which should help with weekend and holiday needs.
Article 15 – Refusal of Mandation When Fatigued
Our contract now says: “The parties recognize that a nurse has an obligation and a right to decline mandatory extra hours, without fear of disciplinary recourse, if the nurse feels that fatigue will adversely impact the nurse’s ability to provide safe patient care.”
What this means: Effective immediately, any nurse who is too fatigued to provide safe patient care can decline mandation without discipline.
What else you should know: There is no limit on the number of times this can happen. Every nurse is responsible for using their professional judgement in exercising this right.
Article 6 – Increasing Protections for our Work
We won the following language in our new contract:
- …nurses shall not be required to perform duties outside the Ohio Nurse Practice Act and/or Hospital Policy.
- No nurse shall be required to delegate or direct nursing activities to other personnel contrary to the Ohio Nurse Practice Act.
- The Hospitals will not create a condition that would require a nurse to violate the Ohio Nurse Practice Act.
What this means: If you are asked or directed to perform outside the scope of the Act, or outside the scope of OSUWMC policy, it is now officially a violation of our contract and subject to the grievance procedure. While refusing a direct order may lead to the employer claiming insubordination, it is advisable to cite this language when you are asked to do something that violates the contract and/or the Act. Click here for the Nurse Practice Act, Ohio Revised Code Chapter 4723.
Article 14 – Float Differential
We now have this language in our contract: “If a unit has a specific staffing need, that unit will attempt to cover its need with its own staff or use appropriate Float Pool nurses. If it becomes necessary to float a non-Float Pool nurse the non-Float Pool nurse will be paid a float differential of $2.50 per hour for each hour they are required to float.”
What this means: Effective immediately, all non-Float nurses who float are now eligible for the float differential.
Articles 9 & 10 – Probation and New Hire Transfers
A new nurse must only be in a position for twelve months (it used to be eighteen) before applying for a transfer.
Nurses participating in a nursing internship no longer have an extra three months’ probation at the end of the internship. Probation is six calendar months for all nurses!
Article 21 – Certification Renewal
Nurses must submit their certification renewal paperwork via email.
Why this is important: It should reduce the number of times OSU loses a nurse’s certification renewal paperwork.
Nurses are still responsible for making sure the renewal paperwork is submitted and processed.
Article 14 – Changes to Scheduling
Cancellation – Staff Nurses will now be offered the ability to voluntarily cancel extra hours before IRP nurses are cancelled. (Article 14, Section 3)
No Scheduled Shift Displacement – Once the schedule is posted, nurses cannot be displaced without their consent. (Article 14, Section 7)
All nurse schedules will be visible to all nurses in the unit as of the posting date. This will help facilitate trades and other schedule changes. (Article 14, Section 2)
Nursing scheduling representatives will have access to scheduling requests as soon as schedule requests are closed. (Article 14, Section 2)
Mandatory Time Off – The number of MTO dates is reduced from 5 to 3 non-holiday dates in a calendar year. All contiguous hours are considered a shift and MTO’ed in their entirety. A nurse has the right to refuse to be placed on-call when MTO’ed. (Article 14, Section 4)
Parking – Side Letter
We won the following language, which is effective immediately: “The Hospitals will provide nurses with weekend and holiday garage parking access at no additional cost. Garage entrance will be provided beginning at 6:00 pm Friday through 3:00 am Monday. If access is disrupted due to a renovations project, the Hospitals will accommodate nurses in an alternative garage. Nurses will not be disciplined for tardiness related to a campus parking or shuttle incident validated by management.”
Benefits and Seniority Changes – Articles 16, 17, 18, 19, and 20
All nurses will now be able to access everyone’s bargaining unit seniority electronically. This helps us enforce our contract. In the event there is a seniority tie, the last four digits of the employee ID number will be used as a tiebreaker. (Article 16)
Eliminated the 250 miles requirement to seek additional leave. (Article 17, Section 2)
Sick Leave - Immediate Family Definition
Our contract now reads “Immediate family for purposes of this Section shall include spouse; domestic partner; mother; father; sister; brother; biological, adopted or foster child; stepchild; legal ward; grandparent; grandchild; mother-in-law; father-in-law; sister-in-law; brother-in-law; daughter-in-law; son-in-law; grandparent-in-law; grandchild-in-law; or corresponding relatives of the employee's partner; other persons for whom the employee is legally responsible; individual who stood in loco parentis to an employee when the employee was a child; and a child of a person standing in loco parentis to the child who is under 18 year of age or 18 years of age or older and incapable of self-care because of a mental or physical disability. To use leave for the care of a domestic partner or for the corresponding relative of the partner, a completed Certificate of Domestic Partnership must be on file with Human Resources Benefits Services.”
What this means: Nurses can use sick leave for any of the above. This is consistent with OSU policy.
Sick Leave – Return to Work
Nurses can now get a note from any licensed independent provider, not just a physician.
Leave of Absence - Disaster Relief
We won the following language: “When operational needs allow, the Hospitals will grant leave time to bargaining unit employees for declared disaster relief. Such leaves shall not exceed six (6) working days per calendar year per bargaining unit member. At the employee’s discretion the employee may elect to use vacation and/or compensatory time.”
What this means: Nurses can use vacation and comp time to participate in disaster relief efforts.
Holidays – Veterans’ Preference
We won the following language: “Veterans shall have preference for not working Veterans Day if they so choose.”
Vacation – Approval
The approval / disapproval time for a non-Prime Time vacation of five consecutive days or more is increased from 8 weeks to 12 weeks prior to the posting the relevant schedule. Please note: the “2019 Schedule Periods” spreadsheet provided by OSUMC may need updated. Nurses should verify accuracy of deadlines for non-primetime requests.
Article 13 - Discipline
Nurses will have discipline automatically removed from their employee file when it expires. (Under the old contract a nurse had to remember to ask to have it removed.)