Contract Highlights

8% COLA / market adjustment upon ratification. (RNs and PROS)

CSN/ ANM/ NE/ NM/ Vascular Access; (RNs)

-Additional 1% market adjustment upon ratification.

-Another 4.2% increase on October 1st.

*4.2% step increase for all PT / FT at BHH and BH at Jackson South. (RNs and PROS)

*4.2% step increase for all CRNAs. (RNs)

Music Therapists move to Child Life Pay Scale – (Approximately $3/hr. increase) (PROS)

MED TECH I and II; (PROS)

– Add step 17 to the top; Step 1 – 10 become annual; Step 11 – 15 become 2 years.

• PA CT/ PA NEURO; (PROS)

-4.2% step increase. Additional step at top.

-$5/hr. differential to all hours paid. (counts toward OT pay and is pensionable.) (PA NEURO)

* -$10/hr. differential to all hours paid. (counts toward OT pay and is pensionable.) (PA CT)

• Manager Quality, (PROS)

– Step 4 becomes step 1. (Equal to a 12.6% increase.)

• Infection Prevention: Consolidation of 2 classes. (PROS)
• Step Progression Enhanced (RNs and PROS):

– All 3-year steps change to 2-year steps: (CSN/ ANM/ NE/ Med Techs/ Clinical Resource Nurse/ Hospital Flow Coordinator/ Pedi Transport/ CL System Coordinator.)

– Longevity steps L1 and L2 – Reduced to 3 years instead of 4 years. (Affects all job classes.) Time served counts.

Extra Shift Bonus doubled to $80 / $100/ $120, including all differentials applicable. (RNs and PROS)

“Part Time 24” – New part time status eligible for healthcare. (RNs and PROS)

June 19th (Juneteenth) included as official holiday. (RNs and PROS)

No financial loss in your previous job class with demotion. (RNs and PROS)

On call pay increased to $5.50 (weekday) and $6.50 (weekend and holidays) (RNs) 

*On call pay increased to $5.00 (weekday) and $6.00 (weekend and holidays) (PROS)

JMH In Patient Differential increased to $1.25. (RNs)

Health Insurance: No premium increase in Jackson First. (RNs and PROS)

5% annual premium increase for Select and POS.

*All ED deductibles increased to $200 on all plans. (Jackson First, Select, and POS.)

*All Rx co-pay increased by $10 on all plans. (Jackson First, Select, and POS.)

• Vacation and Leave: Eliminated 40 Day In Advance Request Rule. Requests to be made before posting of schedules, but nothing precludes spontaneous requests which cannot be unreasonably denied. (RNs and PROs)
• Charge pay increased to $3.00 per hour. (RNs)
• Preceptor Pay increased to $2.50 per hour. (RNs and PROS)
• Longevity Bonus: Increased by 1% for all years, to a maximum of 4%. (RNs and PROS)
• Enhanced Per Diem transfer opportunities to FT or PT. (RNs and PROS)
• Total Rewards Program: Trade benefits for cash; (RNs and PROS)

 *Healthcare ($5,850/ year), Dental ($400/year), PL (8%) and Life Insurance ($550)

Market Adjustments ranging from 3% to double digit increases that will take effect immediately for job classifications including: Physical Therapy, Occupational Therapy, Speech, Med Techs, Social Work, Hospital Pharmacy Managers, multiple IT job classifications, and others.

Additional steps added on to the high end of the pay scales for CPPs & CHPs, Nurse Managers, Child Life & Music Therapy, CMH Counselors, ARNPs, Midwives and Physician Assistants.

A 2% base increase to all job classifications not affected by market adjustments or steps that will happen on September 30 2018.

A 4.2% “make up step” for employees who missed two steps during the frozen period and have remained in the same job classification since January 1, 2010.

A new premium pay of $5/hour for times of emergent nurse staffing needs for picking up additional shifts.

A raise in the Charge pay rate to $2.50/hr.; Professionals have access to $1.25/hr. preceptor pay.

Staff Nurse Per Diem rate increases to $37/$40 that will retro back to October 1, 2016.

New language that will allow seasoned Jackson Nurses to work per diem shifts at their hourly rate (if greater than the per diem rate for the classification).

Time and a half for professional per diems who work holidays.

Mileage reimbursement for those who must travel or float to other facilities while on the clock.

COLA reopener for the third year of the contract

All four insurance plans will remain in place for the next year and then HMO High will be phased out. Jackson First will see no premium increases throughout the life of the contract.  The other plans will go up 5% in January 2019 and January 2020 respectively.

A new wellness program has been created that will financially incentivize healthy living (no penalties).

Conversion to full-time language for part-timers and per diems who work full-time or part-time hours for 6 months continuously.

Better on-call language for salaried employees.

Enhanced language on promotions, demotions and laterals that ensure fairness.

Inclusion of absenteeism and tardiness into the contract to ensure it cannot be unilaterally changed moving forward.

Enhanced language on “pattern” & “occurrence” to ensure fairness and uniformity.

Inclusion of the cell phone policy into the contract to ensure uniformity and fairness.

Enhanced dues deduction language to protect the union from potential law changes.

More release time for Professionals

Clarification of the time off process for Christmas and New Years.

Status Quo for current employees with extended illness.  New hires will no longer be eligible to cash out extended illness upon separation from Jackson.

PL accrual remains status quo.  Cash out maximums altered slightly to 80 hours max for those under 10 years and 120 hours for those over 10 years.

PL cash out can now be done in June and December instead of once a year.

Elimination of the Holiday AD day, and this money converted to pay increases for all.

Committee formed to monitor PL denials.  We want everyone to be able to use their PL time when requested.

A new stream-lined discipline process that eliminates the 48 hour notice and presentation and speeds up the process.

Ability to use PL during suspensions

Agreement to phase in a “just culture” model that focuses on systemic problems and coaching rather than discipline for process errors.

A labor-management partnership giving the union a seat at the table in decisions about how to most effectively deliver high quality health care at Jackson

Continuation of a previous agreement not to outsource emergency department services at Jackson Memorial Hospital and protecting the ER jobs of physicians, physician assistants, and advanced registered nurse practitioners (ARNPs) throughout the system

Mandated nurse-to-patient staffing ratios to ensure the highest quality patient experience.

 Establishment of a “Jackson First” health plan option that will make coverage more affordable for employees with families, while also encouraging employees to use Jackson  services and facilities.

Creation of a new salary step schedule and an immediate 2 percent one-time payment to employees – together, these create a compensation plan to help attract and retain world-class caregivers while still protecting Jackson’s long-term sustainability and growth plans.