2023-2026 Tentative Contract Agreements
It happened! After 12 hours of bargaining on Monday, June 5th, we reached contract agreements for both the RNs and PROS.
These two agreements represent the largest economic gains and positive contract changes in the history of SEIU Local 1991.
Highlights of the two landmark contract settlements include:
ACROSS THE BOARD RAISES AND MARKET ADJUSTMENTS:
- 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.
RAISES FROM CHANGES TO STEPS AND STEP PROGRESSION:
- *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.
OTHER IMPORTANT INCREASES:
- 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)
COLA AND STAFFING REOPENERS:
- *COLA Reopeners for both RNs and PROS on June 1, 2024 and June 1, 2025.
- June 1, 2024: Reopener expanded to: Staffing, CL Ladder (RNs)
* = Updated on 6/9/23
This victory could not have been achieved without the unity and strength of our membership. Thank you to the entire bargaining team and to our members. Unity pays!
Please see the redlined versions of the RNs, PROs and Attending Physicians contracts below:
During ratification, all three contracts are submitted for approval by our members, the Public Health Trust and the Miami-Dade County Board of Commissioners. Click the following links to view the full contract.
Your contract has been ratified! All three contracts have been approved by our members, the Public Health Trust and the Miami-Dade County Board of Commissioners. Click the following links to view the full contract.
These are strong contracts that include pay raises for everyone, no increases to Jackson First and very affordable premiums for the other insurance plans during the life of the agreement and a variety of contract enhancements. The financial gains are noteworthy especially when you consider the county is offering no Cost of Living Adjustment or (COLA). Despite this challenge, your Bargaining Team was able to secure pay increases in one of three ways: market adjustments that range from 3% to double digits for certain job classes, added steps at the top for other job classes or a 2% adjustment to base for all other job classes that do not receive either a market adjustment or steps at top. There is a make up step for 291 employees who missed two steps during the recession, were hired prior to 2010 and have remained in the same job classification. Staff Nurse per diem rates will jump up to $37/$40 per hour which will be paid retroactively to October 1, 2106. We also won time and half for professional per diems who work holidays—same as RNs. Charge pay will increase to $2.50 per hour and a new premium pay of $5 per hour for times of emergent nurse staffing as determined by management will be implemented upon ratification. These are just a few of the reasons why this contract will benefit you and your family. For more information, check out the summary below or read the full contract on our website.
Higher pay, as usual, ranked as a top issue among members who completed the survey. The Bargaining Team made this issue a priority and found creative ways to put more money in everyone’s pocket.
Here’s a list of the financial gains we won!
- 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.
Insurance and Wellness
You’ll still have several high quality and affordable health insurance plans. No changes for Jackson First. , but skyrocketing healthcare costs prompted the need for nominal increases for some plans. However the Bargaining Team was able to keep the premium increases low and extend the HMO High/Standard option for another year. A new Wellness Program will reward you for adopting healthy habits.
- 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).
Everyone got something in this contract, including part-time and per diem workers who will benefit from new conversion language. There are other enhancements that will help protect members and give professionals more release time.
- Conversion to full-time language for part-timers and per diems who work full-time or part-time hours for 6 months continuously.
- 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.
- Better on-call language for salaried employees.
PL and Extended Illness
We were able to fight back against Management’s push for extensive changes to vacation and pl practices. As a result, there will be only a few changes.
- 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.
Corrective Action Process
- 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.
Thanks to members of our bargaining team for all of their hard work to ensure that we secured a contract that was best for our membership! New contract booklets will be available soon.