Previous Updates



April 19 Bargaining Update

On April 15 and 18, with the assistance of the federal mediator, the Hospitals and CRONA resumed negotiations on a successor agreement for our Nurses. While no agreement was reached during this week’s sessions, we remain committed to reaching an agreement that you can be proud of and support.


Throughout this process the Hospitals have made movement on many of the open items and provided CRONA with proposals that we believe are fair and generous, support you and your profession, and provide highly-competitive terms and market-leading wages.


Given that we continue to offer highly-competitive proposals that address in some way virtually every one of the issues CRONA told us were important to nurses, we would be disappointed if CRONA chooses to strike. Instead, our preference would be for you to receive the wage increases and benefit improvements our proposal would provide.


Our next bargaining session is scheduled for Friday, April 26, and we will continue to keep you fully informed and share updates as new information becomes available. In the meantime, if you have any questions please reach out to your manager or submit them here.



April 4 Bargaining Update

On April 3, the Hospitals and CRONA resumed negotiations on a successor agreement for our Nurses. During the session the Hospitals focused the majority of time on the open non-economic topics and made movement on many of these open items. We have scheduled an additional bargaining session for April 8, and we look forward to making further progress at that time.


We remain committed to reaching an agreement and continue to provide CRONA with proposals that we believe are fair and generous, support you and your profession by providing highly-competitive terms, and address in some way virtually every one of the issues CRONA told us were important to you.


Our proposal would provide a fulltime CN II with annual base wages between $145,615* and $197,688*

Depending on your current step level, you could earn between $12,955* and $54,532* more than Kaiser Nurses in the same position over three years.

Depending on your current step level, you could earn between $6,279* and $37,143* more than UCSF Nurses in the same position over three years.

*Based on a 1.0 FTE CN II

 


9% across-the-board increase over three years

3% increase upon ratification.

3% increase on first anniversary of first wage increase.

3% increase on second anniversary of second wage increase.

These increases are in addition to the various step increases (1% - 4% at each step) eligible Nurses may receive throughout the three-year agreement.

    • For example: Nurses who are below step 7 would be eligible to receive an annual 7% increase (3% across the board and 4% step increase).
 

UPDATED:
1% increase to retirement plan match for Nurses with 10+ years

Increase from 7% to 7.5% on January 1, 2020, and an additional increase from 7.5% to 8% on January 1, 2021, for Nurses with 10+ years of eligible experience.

 


50% increase in Group D retiree medical benefit

Eligible Nurses would receive between $7,500 and $46,125 (currently these amounts are between $5,000 and $30,750).

 


$1,200 certification bonus

Provide a bonus to Nurses who have or obtain an ANCC-approved eligible certification.

 


UPDATED: Commitment to workplace violence prevention

Nurses who have been assaulted or threatened by a patient or member of a patient’s family may request reassignment.

Nurses will be offered additional training regarding workplace violence prevention and de-escalation techniques (this is in addition to our current HealthStream module).

CRONA will appoint two Nurses (from different patient care regions) to serve on the Workplace Violence Prevention Task Force (SHC) and the Workplace Violence Subcommittee (LPCH).

 


UPDATED: Preceptors may request to be removed/relieved

Voluntary decision to become eligible for preceptor assignments; can request to be removed from the program or temporarily relieved.

Preceptors will also receive an increased differential ($3.00 per hour) in conjunction with an enhanced preceptor program that provides paid training.

 


UPDATED: Continued support for part-time positions

Vacant part-time positions that are reposted will be as part-time positions with the same or lower commitment level.

The only exception is for units with fewer than 10 Regular Nurses or if the unit consists of more than 40% part-time positions.

 


Supporting education through temporary reduced commitments

Opportunity for eligible Nurses to move to Relief B position temporarily to pursue BSN or MSN.

 


Thank you for taking the time to learn more about the current status of bargaining. If you have any questions before our next bargaining session, please reach out to your manager or submit them here.


 


April 1 Bargaining Update

On March 31, the Hospitals and CRONA resumed negotiations on a successor agreement for our Nurses. During the session we provided CRONA with an updated proposal that we believe is fair and generous, supports you and your profession by providing highly-competitive terms, and addresses in some way virtually every one of the issues CRONA told us were important to you.


The highlights of our proposal are below, and we invite you to look through the information so you can see the many improvements our proposal would provide. In terms of next steps, the union provided us with their response late last tonight, and we agreed to meet again on Wednesday, April 3. Our bargaining team has been committed throughout this process to reaching an agreement you can be proud of and support, and we look forward to making further progress on Wednesday.


9% across-the-board increase over three years

3% increase upon ratification.

3% increase on first anniversary of first wage increase.

3% increase on second anniversary of second wage increase.

These increases are in addition to the various step increases (1% - 4% at each step) eligible Nurses may receive throughout the three-year agreement.

    • For example: Nurses who are below step 7 would be eligible to receive an annual 7% increase (3% across the board and 4% step increase).
Will place SHC and LPCH wage scales above the same Northern California hospitals cited by CRONA to support its proposal at almost every step at every year of the agreement. eligible Nurses may receive throughout the three-year agreement.

    • Our comparison factors in the wage increases these hospitals are scheduled to receive in 2020 and 2021 (between 2.5% and 3% each year).
 

50% increase in Group D retiree medical benefit

Eligible Nurses would receive between $7,500 and $46,125 (currently these amounts are between $5,000 and $30,750).

 


0.5% increase to retirement plan match for Nurses with 10+ years

Increase from 7% to 7.5% for Nurses with 10+ years of eligible experience.

 


$1,200 certification bonus

Provide a bonus to Nurses who have or obtain an ANCC-approved eligible certification.

 


Commitment to workplace violence prevention

Nurses who have been assaulted or threatened by a patient or member of a patient’s family may request reassignment.

Nurses will be offered additional training regarding workplace violence prevention and de-escalation techniques (this is in addition to our current HealthStream module).

CRONA will appoint two Nurses (from different patient care regions) to serve on the Workplace Violence Prevention Task Force (SHC) and the Workplace Violence Subcommittee (LPCH).

 


Voluntary decision to become eligible for preceptor assignments

Preceptors will also receive an increased differential ($3.00 per hour) in conjunction with an enhanced preceptor program that provides paid training.

 


Continued support for part-time positions

Vacant part-time positions that are reposted will be as part-time positions.

The only exception is for units with fewer than 10 Nurses or if the unit consists of more than 40% part-time positions.

 


Supporting education through temporary reduced commitments

Provide eligible Nurses the opportunity to move to a Relief B position temporarily to pursue a BSN or MSN.

 


Thank you for taking the time to learn more about our March 31 proposal. While the contract expired last night at midnight, we continue to make progress and remain committed to reaching an agreement that provides improvements for you. While we wait for our next bargaining session on April 3, if you have any questions please reach out to your manager or submit them here.



March 29 Bargaining Update

On March 28, the Hospitals and CRONA resumed negotiations on a successor agreement for our Nurses. During the session we responded on every open proposal and made movement on many of the open items. We also provided further supporting market data that shows how our proposal would continue to place SHC and LPCH wage scales above other Northern California hospitals* at almost every step at every year of the agreement. Please check your email or with your manager for a copy of this data.


Below are some of the highlights of our March 28 proposal:

  • 9% across-the-board increase over three years (3% each year of the agreement)
    • 2% on April 1, 2019 or upon ratification (whichever is later)
      1% on October 1, 2019 or 6 months after ratification (whichever is later)
      2% in 2020 on first anniversary of first wage increase
      1% in 2020 on first anniversary of second wage increase
      2% in 2021 on second anniversary of first wage increase
      1% in 2021 on second anniversary of second wage increase
  • 40% increase in Group D retiree medical benefit for Nurses who retire at age 55+
    • Eligible Nurses would receive between $7,000 and $43,050 (currently these amounts are between $5,000 and $30,750).
  • Increased workplace violence prevention training (to be completed by April 1, 2020)
    • Nurses will be offered additional training regarding workplace violence prevention and de-escalation techniques (this is in addition to our current HealthStream module).
    • CRONA will appoint a Nurse to serve on the Workplace Violence Prevention Task Force (SHC) and the Workplace Violence Subcommittee (LPCH).
  • Voluntary decision to become eligible for preceptor assignments
    • Preceptors will also receive an increased differential ($3.00 per hour) in conjunction with an enhanced preceptor program that provides paid training.
  • Continued support for part-time positions
    • Vacant part-time positions that are reposted will be as part-time positions. If the part-time position is not filled by one of our Nurses within 21 days, we may (but are not required to) repost the position as full time.
    • The only exception is for units with fewer than 10 Nurses or if the unit consists of more than 35% part-time positions.
  • Professional Nurse Development Program
    • While we haven’t reach an agreement on PNDP, the Hospitals made several changes to bring us closer to CRONA’s proposals.
  • Supporting the pursuit of education through temporary reduced commitments
    • Would provide eligible Nurses the opportunity to move to a Relief B position temporarily to pursue a BSN or MSN.

SHC/LPCH Recruitment and Turnover Rates


Having highly-competitive wages has allowed us to retain our talented Nurses at a rate above the national and regional averages, while also helping us attract top-tier Nurses in the Bay Area to fill CRONA-represented positions faster than the national and regional time-to-fill averages. Our current proposal continues to reward Nurses by providing market-leading wages that we believe would continue to support both of the following facts:


SHC and LPCH Have Lower Turnover Rates Than the National and Regional Averages



 

The Average Days SHC and LPCH Both Take To Fill a CRONA-Represented Position Is Less Than the National and Regional Time-To-Fill Averages



 

Thank you for taking the time to learn more about our current proposal and supporting background information. Our next bargaining session is March 29, and we will continue to keep you fully informed by sharing updates as new information becomes available. In the meantime, if you have any questions please reach out to your manager or submit them here.


*The hospitals chosen are the same Northern California hospitals cited by CRONA to support its proposal.
**2018 data is not yet available.



March 22 Nurse Update

As we mentioned to you in our previous update, we are continuing to share further information regarding our proposals that we hope you find helpful. In today’s update we focus on the importance of precepting and why we believe it is important the Hospital be able to designate Nurses to fill those roles on an as-needed basis only.


Part of our core mission as an academic medical center is teaching. This extends to recent graduate Nurses and is an essential component of their professional development. Through precepting, we not only become role models and mentors, but teaching new nurses provides an invaluable, consistent flow of knowledge throughout our Hospital that fosters and advances our efforts in building a robust nursing workforce now and in the future.


As the Hospitals continue to grow and we hire new Nurses, the need for preceptors will continue to be even greater than it was before. While we would prefer to have an adequate number of preceptor volunteers at all times (the primary source of preceptors), this isn’t always the case. In these instances it is important that the Hospital is then able to designate Nurses to fill that role, but only as necessary and we would give appropriate consideration to a Nurse who requests not to be assigned. The assignment of preceptors is common in the industry as many hospitals follow the same or similar practice as what is included in our most recent proposal.


Recognizing the important educational role our Nurses play as preceptors, we want to make sure you are compensated and have the support/training you need. That is why we have proposed to increase our current preceptor differential and enhance our preceptor program by offering paid training for preceptors.


Hospital Preceptor Proposal


  • Increase preceptor differential to $3.00 per hour.
    • Increases our preceptor differential in conjunction with an enhanced preceptor program that provides paid training for preceptors and allows managers to designate preceptors when units have an inadequate number of volunteers.

Thank you again for taking the time to learn more about our preceptor proposal. As always, if you have further questions please reach out to your manager or submit them here.


El Camino Retirement Benefit Correction


In our March 21 communication, we provided the projected estimated annual retirement benefits for two different career Nurses (31 years of service and 9 years of service). Our analysis team has since found a small error in the calculation for El Camino that slightly changed the projected annual retirement income for that hospital. The correct information is below and has also been updated on www.StanfordPackardVoice.com. We have confirmed that the calculations for UCSF, Kaiser and UCSF Benioff Children’s are correct.


Example with 31 Years of Service


 

Correct Information

Previous Information

 

El Camino

El Camino

Projected annual retirement income starting at age 61

$177,000

$173,000

 


Example with 9 Years of Service


 

Correct Information

Previous Information

 

El Camino

El Camino

Projected annual retirement income starting at age 61

$55,000

$54,000

 


Turnover Rates


Turnover rates can be calculated in various ways, such as over different periods of time and by headcount or FTE. In our recent flyers, we have given you turnover information in different ways. We wanted to give you more specific information on this topic for both LPCH and SHC for calendar year 2018.


CY2018 Turnover Rate

SHC

LPCH

By Headcount

9.8%

8.4%

By FTE

9.9%

7.8%



March 21 Nurse Update

As a follow-up to yesterday’s update, we wanted to provide our Nurses with further information about the benefits provided under our Retirement Savings Plan. We hope the below information is helpful in answering your questions. If you still have questions, we encourage you to either reach out to your manager, or submitting them here.


Retirement Savings Plan Overview


Through offering a Retirement Savings Plan, or Defined Contribution 403(b) plan, we want to help you create a secure, comfortable retirement for yourself and your family. In order to grow your Retirement Savings Plan, the Hospital provides the following contributions for eligible Nurses:


Contribution Type

Amount

Hospital Contribution

(All eligible Nurses receive this benefit after one year of service)

5% of your eligible pay each pay period

Hospital Matching Contributions

(After one year of service, if a Nurse makes voluntary contributions to their Retirement Savings Plan, the Hospital will match those contributions up to a maximum)

Up to 4% matching for Nurses with less than 5 years of service

5% matching for Nurses with 5-10 years of service

7% matching for Nurses with 10+ years of service

Total Retirement Savings Plan
Contribution Amounts

Minimum: 5%

5% Hospital contribution/0% Nurse contribution

Maximum: 19%

5% Hospital contribution/7% Nurse contribution/7% Hospital matching contribution

 

All eligible Nurses are always 100% vested, which means if you leave the Hospital, you can take your account balances with you. You also own the account, meaning you decide how best to invest your money depending on your own circumstances. When you retire, you then get to decide how you want to spend the money that has accumulated in your account.


We recognize that the path to retirement varies greatly from Nurse to Nurse. Some Nurses come and go from the workforce, others spend their entire careers with a single hospital, while most have multiple jobs in multiple locations during their career. Defined Contribution plans such as the one we offer are flexible and provide retirement benefits for a wide variety of Nurses in different situations.


The information that CRONA has provided to the Hospitals and to Nurses is focused on a single scenario – a nurse hired at the age of 30 who spends their entire career with a single employer. That describes an important but small minority of Nurses. However, the reality around the country is Nurses spend an average time of 9 years at each hospital they work. We’ve provided examples of both situations below.


Example with 31 Years of Service (This is the example provided by CRONA, but the benefits under our program significantly exceed what CRONA has stated)


Nurses who start their career here at age 30, retire at age 61 and take full advantage of the Hospital Matching Contribution would have a total balance in their account of about $3,525,000* at age 61. Using the same methodology made by CRONA regarding how the retired Nurse would use this benefit during retirement, the retiree would receive an annual retirement benefit of $243,000 per year, below what is provided for a full-career nurse at UCSF, but above the benefit for career nurses at Kaiser, El Camino, and UCSF Benioff.


The below table shows the projected estimated annual retirement benefits available to this particular career nurse by our analysis team, using many of the same assumptions made by CRONA’s consultant:


 

SHC/LPCH

UCSF

El Camino

Kaiser

UCSF Benioff Children’s

Projected annual retirement income starting at age 61

$243,000

$326,000

$177,000

$166,000

$134,000

 

Example with 9 Years of Service


Nurses who start their career here at age 30, work 9 years, take full advantage of the Hospital Matching Contribution, and then transfer somewhere else would have a total balance in their account of about $1,006,000* at age 61. Using the same assumptions from above, the retiree would receive an annual retirement benefit of $69,000 per year, above the benefit for career nurses at UCSF, Kaiser, El Camino, and UCSF Benioff.


The below table shows the projected estimated annual retirement benefits available to this particular career nurse by our analysis team, using many of the same assumptions made by CRONA’s consultant:


 

SHC/LPCH

UCSF

El Camino

Kaiser

UCSF Benioff Children’s

Projected annual retirement income starting at age 61

$69,000

$40,000

$55,000

$29,000

$17,000

 

*Assumes a 6.9% withdrawal rate (the percentage taken out each year to use the entire balance throughout a person’s life expectancy); Employer matching contribution and employee contributions sufficient to receive maximum matching contribution; 50th percentile return rates of 6.8% pre and 5% post retirement (simulated percentile returns compounded over 20 years based on Mercer’s January 2019 capital market outlook and assume 0.1% annual reduction for investment fees.


We are proud of the care that you provide to our patients, and we want to reward you by helping to provide a secure retirement for you and your family. Based on the examples above, our retirement savings plan amounts are greater than these other Northern California Hospitals for a Nurse who works here for 9 years, and all but one for a Nurse who works here for 31 years.


We will be providing you with further information about our current proposal in our next update, so please be on the lookout for it soon. In the meantime, if you have any questions please reach out to your manager or submitting them here.




March 20 Bargaining Update

On March 19, the Hospitals and CRONA resumed negotiations on a successor agreement for our Nurses. During the session we responded to CRONA’s March 8 economic proposal and provided further supporting market data that showed how our updated economic proposal will place SHC and LPCH wage scales above other Northern California hospitals* at almost every step at every year of the agreement.


Please check your email for our March 20 bargaining update as it contains our supporting data. We encourage you to look through it and ask questions by either reaching out to your manager or submitting them here.


  • 7.5% across-the-board increase over three years (2.5% each year).
    • The supporting wage data also factors in the wage increases that these Northern California hospitals are scheduled to receive in 2020 and 2021 (between 2.5% and 3% each year).
  • When comparing our proposed wages to Kaiser Nurses, SCH/LPCH Nurses could earn an average of $26,846 more over a three year agreement.
    • Specifically, depending on your current step level, you could earn between $10,405 and $49,738 more than Kaiser Nurses in the same position.
  • When comparing our proposed wages to UCSF Nurses, SCH/LPCH Nurses could earn an average of $13,211 more over a three year agreement.
    • Specifically, depending on your current step level, you could earn between $3,627 and $32,349 more than UCSF Nurses in the same position.
  • 28% increase in Group D retiree medical benefit for Nurses who retire at age 55+.
    • Our prior proposal included a fixed $3,000 increase to Nurses who retire at age 65+.
    • Our updated proposal raises the increase to 28% and expands it to those Nurses who retire at age 55+. This means eligible Nurses would now receive between $6,400 and $39,360 (currently these amounts are between $5,000 and $30,750).
    • Our retiree medical benefit offers greater flexibility than participation in a specific health plan and rewards Nurses for their continued service to SHC and LPCH.
  • Increase preceptor differential to $3.00 per hour.
    • Increases our preceptor differential in conjunction with an enhanced preceptor program that provides paid training for preceptors and allows managers to designate preceptors when units have an inadequate number of volunteers.

We are proud of the care that you provide to our patients, and our current proposal would continue to reward you by providing market-leading wages. Having highly-competitive wages also allows us to continue attracting top-tier Nurses in the Bay Area, while also retaining our talented Nurses at a rate far above the national average (turnover rates for SHC and LPCH are only 9.8% and 6% respectively, while the national average is 15.1%).


We will be providing you with further information about our current proposal in our next update, so please be on the lookout for it soon. In the meantime, if you have any questions please reach out to your manager or submit them here.


*The hospitals chosen are the same Northern California hospitals cited by CRONA to support its proposal.




March 4 Bargaining Update

On March 1, the Hospitals and CRONA resumed negotiations on a successor agreement for our Nurses. During the session we responded to CRONA’s initial economic proposals and provided supporting market data from the same Northern California hospitals cited by CRONA to support its proposal.


Based on the publicly available information, our Hospitals’ current wage rates, even without any increases, are above the wage rates paid at the other hospitals at almost every step. Our current, highly-competitive wage rates have helped us attract top tier Nurses in the Bay Area, while also allowing us to retain our talented Nurses at a rate far above the national average (turnover rates for SHC and LPCH are only 9.8% and 6% respectively, while the national average is 15.1%).


We are proud of our Nurses and our ability to pay you market leading wages. We want to further reward our Nurses and have proposed providing a highly competitive compensation package that supports you and the nursing profession. Below are the highlights from our current economic proposal:


  • 6% across-the-board increase over three years (2% each year).
    • Will place SHC and LPCH wage scales above the other Northern California hospitals at almost every step at every year of the agreement
      (please check your email or contact your manager for a copy of this data).
  • Increase preceptor differential to $3.00 per hour.
    • Increase our already generous preceptor differential in conjunction with an enhanced preceptor program that will allow managers to designate preceptors when units have an inadequate number of volunteers.
  • $3,000 increase in Group D retiree medical benefit for Nurses who retire at age 65+.
    • Rewards Nurses for their continued service to SHC and LPCH and offers greater flexibility than participation in a specific health plan.

We look forward to resuming negotiations next week and continuing our progress towards reaching an agreement that you can support. In the meantime, if you have any questions please reach out to your manager or submit them here.




February 27 Bargaining Update

Appreciating how important your contract is to you, we wanted to provide you with an update from the bargaining table, as well as take the time to answer some of the most common questions we have received so far throughout this process. We hope the below information is helpful and gives you a better understanding of what to expect over the next month as we work towards reaching an agreement that supports you and your profession.


Bargaining Update

The Hospitals (Stanford Health Care, Lucile Packard Children’s Hospital) and CRONA met multiple times throughout February, and we have taken great care to listen and consider every proposal that has been submitted by your bargaining team. Our initial discussions have focused around various non-economic topics (including workplace safety and education opportunities). These discussions have been productive and, while progress has been made, further discussions will continue into the month of March.


The parties are now beginning to also turn our attention to economic proposals, with CRONA providing us with its initial economic proposal last week. Our bargaining team has been reviewing the proposal and are planning to present CRONA with an initial response during our next session on Friday, March 1.


How does the bargaining process work?

Collective bargaining is defined as a negotiation process between an employer and a union to establish wages, hours and other terms and conditions of employment through proposals, counterproposals and compromises. Some topics are agreed upon quickly, while others begin with an initial offer and then go back and forth quite a few times before an agreement may be reached.


Can I find out in advance what proposals you plan on offering?

No, this would not be appropriate as we must abide by the legal rules of collective bargaining. These rules require that we first discuss any and all proposals at the bargaining table with the union’s bargaining team. These rules prohibit us from disclosing information to you in advance.


As we continue throughout this process, please be sure to visit our “One Voice” website where you can find the latest information about negotiations and submit a question to our labor team. We will be as open to your questions as possible and will let you know when legal or negotiating requirements limit our response.

 


January 24-25 Bargaining Update

On January 24 and 25, the Hospitals (Stanford Health Care, Lucile Packard Children’s Hospital) and CRONA began negotiations on a new contract for you, our valued Nurses. We know how important your contract is to you, and our bargaining team’s pledge throughout these negotiations is to bargain in good faith to reach a mutually acceptable agreement that supports you and the nursing profession.


As we continue throughout this process, please be sure to visit our "One Voice" website where you can find the latest information about negotiations and submit a question to our labor team.