Tentative Agreement Reached With CRONA

We are pleased to announce that Stanford Health Care and Stanford Children’s Health have reached a tentative agreement with CRONA on a new three-year contract. The tentative agreement is now subject to ratification by the nursing membership of CRONA, and a ratification vote will be held on May 11, 2016. CRONA and its bargaining team are unanimously recommending ratification of the tentative agreement.

The improvements provided in the agreement are the product of collaborative, good faith bargaining between the parties. It has always been our belief that a highly competitive contract that addresses the professional nursing practice, best supports our shared quest for excellence, and our mission to provide the highest quality of safe patient care is in all of our best interests.

We are committed to be a best place to work for all of our caregivers. We recognize that quality and safe patient care are best achieved by listening and addressing the issues important to our patients, their families and all of us entrusted with their care.

Thank you for your ongoing dedication to our staff, patients and to our Hospitals.

For details of the agreement – please follow this link.

Our Current Proposal – Questions and Answers

Many of you have reached out to us as you gather information about our current proposal. We thank you for your commitment to being fully informed so that you can make a decision with all the facts. Below we have provided answers to the most commonly asked questions regarding our current proposal, and we hope the facts and information provided are helpful. As always, if you have additional questions please do not hesitate to contact your manager.

Q: We have heard rumors that the Hospitals intend to eliminate part-time positions upon moving to the new hospital facilities. Do the Hospitals intend to change the commitment level or shift of our Nurses due to the opening of the new hospitals.

A: No. In fact, we have made a commitment to re-post all vacant part time positions with the same shift and commitment level.

As part of our proposals to CRONA, the Hospitals agreed that the Hospitals’ “intent is that Nurses who are affected by the move from the existing hospital to the new hospital will be provided the opportunity to maintain their current commitment levels and shifts….” In addition, the Hospitals agreed as part of the Agreement that vacant part-time positions that are to be re-posted will be re-posted internally with the same commitment level and shift. If you have any doubts about the Hospitals’ commitments, please review the Hospitals’ actual proposals below.
The opening of the hospitals is an exciting time for all of us. While change naturally causes concern, we believe that our proposals to CRONA demonstrate the commitments we are prepared to make to our Nurses.

So that you can read the proposal for yourself, here is the actual language of LPCH’s proposals on this important topic. You need to read the additional sentence below in concert with the March 25th version of the Side Letter.

Q: What things have the Hospitals proposed to improve the PNDP?

A: Some Improvements in the Hospital’s proposal include:

  • Exemplars are not required for the interim year application portfolio (Section XVI and Summary Requirement sheet)
  • For panel year application once the nurse’s manager portfolio has been approved, the nurse submits her/his portfolio directly to the Center for Nursing Education (Packard) or Nursing Management (SHC)
  • Eliminates “Like Units” so that a Clinical Nurse III or a Clinical Nurse IV transferring to any unit will maintain his/her current Clinical Nurse status under that same provision that previously only applied to nurses transferring to a “Like Unit” (Section XIV)
  • Clarifies language on successive appointments for panel members
  • Recusal of a panel member who is from the same unit is only at the request of the panel member (Section VIII)
  • Extends the BSN waiver in Section 32.5 (Packard) and 35.5 (SHC) for Nurses currently eligible for a waiver through the life of the proposed contract and allows that nurse to use the waiver multiple times. (e.g. a currently eligible nurse who has used the waiver to promote to a Clinical Nurse III under this proposal could use the waiver again if she/he applies for a promotion to a Clinical Nurse IV; additionally a currently eligible nurse who promotes to a Clinical Nurse III or IV and decides not to maintain this level may return to a Clinical Nurse II level and later use her/his BSN waiver to apply for promotion at a later date)
  • The addition of a “PNDP Liaison.” CRONA may appoint a Liaison to act as a resource on PNDP process and requirement questions.
  • Addition of points under Category F: Leadership for a Performance Improvement Project team leader (5 points)
  • Final Proposal on PNDP with References to March 17 Proposal (April 1, 2016)
  • SHC’s & LPCH’s Proposals on PNDP (March 17, 2016)

Q: At ratification how will our wages compare to UCSF and Kaiser?

A: We are committed to reaching an agreement that is highly competitive for our nurses. Our current proposal would provide a 12% total wage increase over the life of the agreement. Our current compensation proposal would mean that a CN II with 5 years of service (our average seniority) and a CN II with 20 years of service would exceed the hourly wage rates for the same positions at UCSF and Kaiser.

Hourly Base Wage SHC/LPCH UCSF Kaiser – Oakland
Based on a CN
II with 5 years
of service
$74.74 $72.78 $72.07
Based on a CN
II with 20 years
of service
$80.98 $78.76 $76.48



For a full comparison of years of service and steps, we’ve provided you with a complete wage comparison chart.

Q: Have the Hospitals addressed CRONA’s concerns about how nurses are floating to other work locations?

A: The Hospitals and CRONA have had a number of discussions regarding floating. The Hospitals’ current proposal to CRONA can be viewed here.

An Open Letter to Our Valued Nurses

Dear Colleagues:

We understand how important having a highly competitive contract is to you, and we want to make sure that CRONA’s call for a strike authorization vote is not interpreted as a sign of our unwillingness to negotiate a contract in good faith.

To date we have had 20 bargaining sessions and believe we are making great progress at the table. We’ve heard from the CRONA negotiating team about the things that are important to you, and here are some of the highlights of our current proposal:

  • A 12% total wage increase over the life of the agreement
  • Increased retirement matching to 5% for 5-10 years of service and 7% for 10+ years of service
  • Increased education assistance coverage
  • Increased relief differential to $7.50 for A, B and limited categories
  • Reduced the SHC longevity requirement for movement from Step 7 to Step 8 from 7.5 to 4 years
  • Increased our ability to be competitive in recruiting by hiring new graduate nurses into Step 2
  • Reduced commitment schedule
    1. Increased the minimum percentage of part-time nurses in acute care areas to 20%
  • Sleep rooms and a cap on on-call hours
    1. Assigned on-call cannot exceed 24 hours per week, and the Hospitals will maintain a list of a sufficient number of appropriate locations to sleep (which may include off-site lodging), for nurses who have worked a minimum of 12 consecutive hours or who have less than 8 hours before his or her next shift.
  • Pre-approved education will now be granted following the same process as pre-approved vacation.

Discussions with CRONA continue, and our commitment remains to reach an agreement on a contract you can be proud of and support, is highly competitive and provides you with the work-life balance we know you value, and one that can help attract and retain the best nurses to work side-by-side with you.

We are hopeful that, as was true during prior negotiations where a strike vote was taken and authorized, a strike can be avoided and we can reach a mutually acceptable agreement and provide you with the improvements your professionalism and dedication deserves and has earned.

Regardless of your decision in the upcoming strike authorization vote, know that the Hospitals value you and the care that you provide to our patients. We value our relationship with you and any decision made regarding a strike authorization vote will not change that. We are committed to honoring and respecting your individual rights and choices, and we ask that you offer the same courtesy to one another, while keeping the needs of our patients at the forefront.

If you have a viewpoint regarding whether a strike authorization vote should take place, or any of the elements of our current proposal, we encourage you to share those views with your union representative.

We are committed to keeping you fully informed and will continue to share updates as new information becomes available. A copy of our current proposal can be found on this site, and for all the latest facts and negotiation information, please continue to visit www.StanfordPackardVoice.com.

Kelly Johnson
Chief Nursing Officer
Lucile Packard Children’s Hospital Stanford

Nancy Lee
Chief Nursing Officer
Stanford Health Care

Jane Russell
Associate Chief Nursing Officer
Lucile Packard Children’s Hospital Stanford

Wendy Foad
Associate Chief Nursing Officer
Stanford Health Care