Stronger Together

Article 2.01 – Hospital Rights

The hospital has the right to move, combine, consolidate or close facilities or operations, in whole or part; but they must now meet with the union to discuss the issue and give a 30-day notice before implementation.

Transfers and Floating

• (a)(i) Employees whose job duties do not regularly require them to work in different locations, units or departments will normally not be transferred more than three (3) times in one shift.

• However, the Hospital will not transfer/float any member with 20 or more years of seniority unless the particular skill or competency of the member floated is necessary for the delivery of safe patient care.

• The hospital agrees to not float any members with 25 or more years of seniority unless otherwise the employee would not have a dull day’s work.

Article 3.06 – Leave Abuse

• Employees who leave before the end of their shift after their manager or supervisor has instructed them not to leave or who leave without informing and obtaining the approval of their manager or supervisor will be considered insubordinate and subject to immediate termination.

• Suspensions where a member has a day of lost wages will now become a Final Written Notice and No loss of pay, with the exception of No Call / No Show which will keep the current language.

• Increase the number of tardies:

  • Written: (6) Six occurrences

  • Final Written: (7) Seven occurrences

  • Termination: (8) Eight occurrences

Article 4.04 – Wages

• 1st Year: 4% increase

• 2nd Year: 3% increase

• 3rd Year: 3% increase

• Full-time members who are at or above the maximum for their pay grade will receive a lump sum payment of $500 minus taxes and withholdings.

• Part-time members will receive $250 minus taxes and withholdings.

• The range minimums and maximums shall be increased by the amounts of the percentage increases in the 2nd and 3rd year of the contract.

Article 4.10 – Severance Pay

For purposes of the severance payments set forth in this Section 4.10, a sale of all or part of the Hospital’s operations will not be considered an employment termination.

Article 5.05(d) – Joint Committee on Training and Education

• It shall be the policy of the parties to assist employees to realize their full job potential and to create circumstances whereby employees can develop career progression.

• Therefore, there shall be established a Hospital-Union committee (“Committee”) to study and recommend to the Hospital the establishment of training/apprenticeship programs, academic courses of study, and such other projects and activities as may permit and encourage employees to upgrade their jobs and levels of competence, including scheduling of work to accommodate training and study programs.

• As part of this effort, the Hospital will, no later than February 1, 2026, implement training or apprenticeship activities designed to:

  • (i) Support filling unfilled PCT openings

  • (ii) Facilitate the movement of PCTs to positions in higher pay grades

• The Committee may recommend programs to be wholly or partially funded by the Hospital.

Article 6.01 – Leave of Absence

Extended Medical Leave (Inactive Period)

• An employee on FMLA and/or DC FMLA covered Medical Leave who is unable to return to the employee’s position after the expiration of the Medical Leave shall be eligible for:

  • Up to an additional (6) six consecutive work weeks of unpaid personal leave, or

  • A consecutive period of absence for the duration of any unused sick leave the employee has remaining at the expiration of the employee’s Medical Leave, whichever is longer (the “Inactive Period”).

• During the Inactive Period:

  • The Hospital may proceed to fill the employee’s position, but the employee will remain in an inactive status.

  • If the employee is able to return during the Inactive Period, the employee may return to their former position if it is available, or be offered a comparable position for which they qualify if available.

  • If the employee is unable to return within the Inactive Period or no suitable position is available, the employee’s employment will be terminated.

• An employee returning from leave must provide at least five (5) days’ notice and a fitness-for-duty certification, and must obtain clearance to return from Occupational Health.

FMLA Communication Limit

• The hospital will provide the union a 10-day notice to any revisions to the FMLA policy.

• The Hospital’s FMLA policy will not require the employee to speak to more than two (2) hospital representatives and/or agents when using previously approved FMLA covered intermittent leave.

Article 9.02 – Vacation Leave Accrual

• Each employee with 0–10 years hospital tenure will accrue vacation leave at 0.0577 hours worked per pay period, for up to a maximum of 80 hours per pay period.

Article 10.4 – 401(k) Plan

• Employees may elect to contribute to the 401(k) Plan a percentage (e.g., 1, 2, 3, 4, or 5%) of their compensation, subject to applicable legal limits.

• After one (1) year of employment with the Hospital, the Hospital will match 100% of the employee’s contribution up to five percent (5%).

• Upon separation from employment, participants in the 401(k) plan are entitled to 100% of both the Hospital’s and their contributions to the fund, consistent with applicable legal rules.

Plan Contribution Options and Auto-Enrollment

• Notwithstanding 10.4(a) above, the Hospital will not eliminate the option of employees contributing to the 401(k) Plan in a flat amount prior to January 1, 2026.

• Should the Hospital implement automatic enrollment in the 401(k) Plan:

  • Incumbent employees who have not elected to contribute will not be required to do so unless auto-enrollment is required by law or regulation.

  • Newly hired employees will be eligible to opt out before any contribution is deducted from their pay, as long as they opt out within the required time period.

Article 10.09 – Separation Benefit

• The Hospital will offer the following separation payment to bargaining unit employees who, as of May 1, 2026, have thirty (30) or more years of service and voluntarily terminate between July 1–31, 2026:

  • (i) Full-time employees: Lump sum payment of $4,000, less applicable deductions and withholdings.

  • (ii) Regularly scheduled part-time employees: Lump sum payment on a pro-rata basis, less applicable deductions and withholdings.

• Employees who leave and receive this payment shall not be eligible for reemployment and will not apply for re-employment.

Article 12.02 – Grievance Procedure

• Grievance document must include:

  • Date filed

  • Name of grievant

  • Alleged violation

  • Remedy sought

Article 13.16 – Parking

• The Hospital has the right, in its sole discretion, to establish rates, availability, and other conditions relating to employee parking.

• This right shall not be subject to grievance and arbitration procedures.

• Parking rate increases:

  • January 1, 2026: No more than $2.00

  • January 1, 2027: No more than $3.00

  • January 1, 2028: No more than $3.50

Article 13.19 – Uniforms

• Employees required to wear uniforms and maintain/clean them shall be paid an additional fifteen cents ($0.15) per hour, up to $6 per week.

• “Uniforms” do not include scrubs that employees “elect” to wear.

Article 13 – Miscellaneous

Side Letter #3 – Market, Equity, and Job Grade Reviews

• The hospital accepted the union’s list and added additional classifications to be reviewed.

• Reviews will take place in:

  • October 2025

  • July 2026

  • April 2028