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.
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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.
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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.
