CrozerBargainingFacts

NEW AND IMPROVED FINAL OFFER IS CONDITIONED
UPON RATIFICATION BY THIS THURSDAY, DECEMBER 22

Since our session on November 21st Crozer and the Union have exchanged and discussed proposed language for a new labor agreement.  Everyone agrees we must move this contract to closure, as soon as possible.

On Saturday, we sent the Union an improved final offer. This was to be conditioned on ratification no later than Wednesday.  Today, however, the Union asked and we agreed to extend the deadline to Thursday, December 22^nd.  If the offer is not ratified by then, it will be revoked.  The offer includes:

• Improved Wage Increases—Crozer raised its offer to annual increases of 0%, 2% and 2.5%.  During the first year, current employees will continue to receive step increases, as appropriate.
• PFC and FTO Classifications—If a Paramedic meets the requirements designated by EMS (including National Registry), he or she will become a PFC and receive a 3% differential.  FTOs, who are already PFCs, get an additional $.50 for all hours worked as an FTO.  This only occurs if there is a ratified contract.

The Union requested and we agreed to a side letter that no changes would be made in the PFC job description for at least one year, so current employees could qualify under the existing criteria. Thereafter, if new requirements are added, those who have become PFCs will remain in the position subject to meeting the new requirements within a reasonable time.

• Health Insurance—EMS staff will enter the New Choices Benefit plan effective January 1, 2012. We will attempt to schedule a special open enrollment next week.
• Pensions—Current employees continue to get the Defined Benefit Pension Plan, subject to the same one year freeze on benefit accruals accepted by PASNAP RNs.  New hires go into the Defined Contribution Retirement Plan.
• New Hire Scale—New hires will be hired into the new hire scale as proposed by EMS.
• Education—Crozer will reimburse employees for their out-of-pocket costs for National Registry and Critical Care certification and recertification.
• Health and Safety-Crozer will invest more than $100,000 in power stretchers to improve safety.
• Hours and Overtime—Crozer accepted most of the Union’s proposed language and dropped its proposal to cancel scheduled shifts to avoid OT.  The scheduling coordinator continues to receive 8 hours pay per month.

We have strongly encouraged the Union to accept and achieve ratification of this final offer by Thursday, December 22.  We will not make any further improvements to it.  If it is not ratified by the deadline, the improved wage proposal is off the table.   If you have any questions regarding the new offer, please speak to the Union or ask the Chief or an Assistant Chief.

SOME PROGRESS MADE IN NEGOTIATIONS

Before the bargaining session on Wednesday, Crozer and CCPA/PASNAP spoke by phone and agreed that a settlement was not likely if so many issues remained on the table.  The Union alone had more than 35.

During the call, the Union agreed to come to yesterday’s session with a substantially pared down list of demands.  But when the Union team opened the session, it withdrew only four minor demands out of its list of 35.  No changes were made to most of CCPA/PASNAP’s other proposals.

We told the Union team that we felt its response was a setback to the bargaining process and we were nearing an impasse.

* * *

Following sidebar discussions between the negotiators, we returned to the table and some progress was made:

Health and Safety:  We signed a “tentative agreement” to create a more robust Health and Safety Committee, to work together to improve safety and reduce work injuries, and to equip all units with power stretchers.

Hiring and Promotions:  We agreed that jobs will be posted on the net scheduler for at least 10 calendar days.

Hospital Benefits:  We agreed that, to the extent provided by hospital policy, vacation and personal time can be applied to emergency time off.  Unpaid time off will be granted for bereavements not listed in the policy.

Subject to working out some details, we agreed to a new Seniority and Lay-Off Article with severance and insurance of up to 12 weeks in a layoff. 

* * *

We maintain our Settlement Offer that is virtually identical to other recent union settlements.

Wage Increases comparable to the agreements reached by PASNAP RNs and other unions.

New Choices Benefits Plan–more than 5,000 other Crozer Keystone Health System employees will start enrolling November 9, but your participation depends on having a signed contract.

Defined Benefit Pension retained for current EMS employees.  New hires join a Defined Contribution Retirement Plan the same as most new hires in the health system since January 1, 2011

Improved New Hire Scale increased to match current market conditions, while current employees stay on a higher scale that increases in years 2 and 3.

* * *

With the Union’s unrealistic economic demands, we remain far apart.  No further session have yet been scheduled, but we agreed to contact the Federal Mediator and structure the next session so further progress can be made.

If you have any questions regarding what is on the table, please do not hesitate to ask the Chief or an Assistant Chief.

What really changes when a contract expires?

By law, current wages, benefits and terms of employment will continue unless or until an agreement is reached or the parties become hopelessly deadlocked in the negotiations. The Union still can file grievances, but if the grievances are not resolved in the Union’s favor it cannot demand arbitration. Without a contract there is no arbitration of issues arising after the contract has expired.

What other changes are there?

When the labor contract expires so does its “no-strike-no-lockout clause.”  Thus, a union can strike the employer, and the employer can lock out the union to try to force a settlement.

Can the Union strike Crozer at any time?

Without a contract, the union can strike at any time, subject to first providing a legally required 10 days strike notice to the Hospital and federal and state mediation agencies. This legally required notice is designed to protect patients from a surprise strike.

Is Crozer prepared for a strike?

Yes.  Given the expiration of the contract, Crozer has in place a contingency plan that will ensure a continuation of emergency medical services which provided on a temporary basis by licensed and experienced paramedics who are  currently working at other area hos

Can Crozer conduct a lockout?

Crozer wants a settlement and does not want to resort to a lock-out to force one.  However, federal law gives Crozer the right to lock out the paramedics and EMTs to force an end to the labor dispute.

How long could this go on?

Most negotiations eventually result in an agreement and we have always been able to settle our EMS contract without a strike. However, there is no time limit on negotiations.

On October 19 Crozer delivered a “Settlement Offer” to the Union for EMS personnel.

This is a good offer in line with the contracts agreed to by virtually every other union at Crozer-Keystone, including the 700 RNs also represented by PASNAP:

• We have asked the Paramedics and EMTs to accept the same one-year freeze on across-the-board increases that all other unions have accepted.
• Current Paramedics and EMTs still get step increases in year 1 and both step and across-the-board increases in years 2 and 3.
• Paramedics and EMTs get excellent health coverage under the CHOICES Benefits Plan in 2012, including free preventive health and dependent coverage for children up to age 26.
• Current EMS personnel continue to receive a Defined Benefit Pension on the same terms accepted by the other unions.  New EMS employees get the same Defined Contribution Retirement Plan that applies to other new hires.
• Paramedics and EMTs get severance payments and health coverage of up to 12 weeks if a layoff should occur at any time during the three-year contract.
• We have signed off on a labor-management committee.
• The offer includes a robust health and safety program with “power stretchers” to reduce back injuries.
• The Scheduling Committee still prepares schedules, subject to approval by the Chief or his designee.

This economic package is virtually identical to those in Crozer’s other union contract settlements.

* * *

Unfortunately, rather than work with us to reach agreement in line with other contracts, the CCPA/PASNAP:

• Continues to cling to unrealistic economic demands;
• Voted to authorize a strike that could hurt our relationship with customers;
• Failed to respond to our proposal to resume negotiations next week; and
• Says it is considering sending the Hospital a strike notice.

We urge the Union to come back to the bargaining table prepared to reach a settlement in line with other union contracts and within the parameters of our most recent settlement offer.

* * *

If you have any questions regarding what is on the table, please do not hesitate to ask the Chief or an Assistant Chief.

Today we opened negotiations with a settlement offer that represents a blueprint for reaching a contract, and we stressed the importance of reaching a contract soon.  The contract – with its arbitration rights and no-strike/no-lockout clause – has expired.

November 9 is the start of open enrollment.  While the Union agrees you should go into the CHOICES health insurance plan, your participation depends on having a signed and ratified contract.  Based on the lack of progress today, you may not make it.

A settlement is possible if the Union is willing to agree to terms that are line with other recent contracts.  Our settlement offer includes the following:

Wage Increases
Comparable to the settlement reached by the other unions at Crozer.

Health Insurance
More than 5,000 other Crozer-Keystone employees will begin signing up for the excellent CHOICES Benefit Plan on November 9.   If a settlement is not reached in time, the Union has not proposed any form of backup coverage for Paramedics and EMTs and their families.

Defined Benefit Pension
Current EMS employees keep their Defined Benefit Pension and new hires join a Defined Contribution Retirement Plan on the same terms as the other unions.

Severance and Continued Health Insurance
For the first time we have offered a severance package to CCMC Paramedics and EMTs – up to 12 weeks of pay and health insurance coverage if there is a layoff during the proposed 3-year contract.

Health and Safety-Power Stretchers  
We will make a significant investment in power stretchers to minimize back injuries.

Improved New Hire Scale
Current employees stay on a higher scale that increases in years 2 and 3.  New hires go into a lower scale, but we have increased the new hire rates to match current market conditions.

Hours and Overtime
The Scheduling Committee will continue preparing the schedules, subject to approval by the Chief or his designee.

* * *

We offered to meet with the Union next week if they are prepared to discuss a settlement in line with the other unions.   No further meetings have been scheduled.

If you have any questions regarding what is on the table, please do not hesitate to ask the Chief or an Assistant Chief. 

In an effort to negotiate a deal before the contract expired this weekend, Crozer scheduled two back-to-back bargaining sessions this week.  We offered significant concessions, including severance payments for lay-offs, a labor-management committee, and a robust health and safety proposal including the purchase of “power stretchers” to reduce back injuries.  But with more than 20 PASNAP proposals still on the table, we could not close the gap last night.  Thus, the contract – with its arbitration and no-strike-no-lockout guarantees – will expire tomorrow.

We have proposed one more session on October 19, but CCPA must focus on the key issues or there will be no settlement next week.  Here is a summary of our proposals.

* * *

Wages
Comparable to the agreement PASNAP RNs have already ratified, including seniority step increases for three years and modest across-the-board increases in years 2 and 3

Health Insurance
The same excellent CHOICES Benefit Plan that will cover all eligible CKHS as of January 1, 2012, which includes free preventive health and dependent coverage for children to age 26.  Open enrollment will be held in early November.

Defined Benefit Pension
Current EMS employees keep their Defined Benefit Pension.  New hires join a Defined Contribution Retirement Plan.  This is the same concept that applies to all CKHS employees.

Seniority, Layoff and Severance
Improved seniority and lay-off protections, and up to 12 weeks of severance pay and health insurance coverage in the event of a lay-off.

Health and Safety  
More health and wellness resources, “power stretchers,” and a stronger Health and Safety Committee to improve safety, avoid injuries, and improve return to work programs

New Hire Scale
Current employees stay on a higher scale that would increase in years 2 and 3.  New hires go into a lower scale.

Hours and Overtime
The Union Scheduling Committee will continue to prepare the schedule, subject to approval by the Chief or his designee who will retain greater discretion to control overtime.

* * *

All other CKHS employees have or will experience a one-year wage freeze. But CCPA insists on a 2% increase, a 3% PFC differential for 80% of our paramedics, increased shift differentials, vacations, and uniform allowances in addition to what we have already offered.

We have a chance to settle next week, but not if CCPA clings to more than 20 open issues and unrealistic economic demands.  We urge CCPA/PASNAP to come to the table next week prepared to work with us to reach a fair and realistic contract.

If you have any questions regarding what is on the table, please do not hesitate to ask the Chief or an Assistant Chief.

The Crozer bargaining team has been working hard to come to agreement with the CCPA before your current contract expires on October 15.

We hoped to get an early start, but the CCPA bargaining team did not meet with us until September 23.  At that meeting we gave the CCPA a full set of proposals, including economics.  Most of our proposals are identical to those already accepted by PASNAP in the new contract for Crozer RNs.  But after four meetings the CCPA has still not responded to all of our proposals.

* * *

Here is a summary of our key proposals:

Wages
Comparable to the agreement PASNAP RNs have already ratified including modest wage increases in years 2 and 3 with continued step increases in year 1.

Health Insurance
The identical Excellent Choices Benefit Plan that already applies to more than 5,000 other Crozer-Keystone employees including, as of January 1, 2012, PASNAP RNs.

Pension
Identical to the agreement PASNAP RNs have already ratified with current staff remaining in the Defined Benefit Pension Plan and new hires entering the Defined Contribution Retirement Plan.

New Hire Wages
Comparable to the agreement PASNAP RNs have already ratified with a separate new hire wage scale while current paramedics and EMTs retain the same scale with increases in years 2 and 3.

Hours
Schedules prepared by the Scheduling Committee  subject to approval, with the Chief or his designee retaining discretion to control overtime.

Overtime
Overtime to be avoided whenever possible with OT fairly distributed among staff with seniority as the tiebreaker.

* * *

The CCPA bargaining team has proposed a complete rewrite of many contract articles — proposals that could require months of negotiations to complete.  But there are only two more negotiation sessions scheduled before the contract expires.  We can still reach agreement if the CCPA team will focus on the key elements of the economic package — many of which PASNAP has already accepted for the RNs.  For that reason we have rejected the CCPA team’s request for a contract extension.

Negotiations are scheduled for October 12 and 13.

If you have any questions regarding what is on the table, please do not hesitate to ask the Chief or an Assistant Chief.