Tentative Agreements
We have reached tentative agreement (TA) with the hospital on the following proposals. These agreements do not take effect until the full contract is agreed upon and ratified by our MNA nurse membership.Restricted Call – Management Proposal
Change the hourly restricted call rate from $14.25 to match the MA minimum wage (currently $15.00). This rate will increase when the minimum wage increases.Bereavement – MNA/Management Proposal
Add the parent and grandparent of nurse’s children and stepsiblings to the existing list of relatives applicable under bereavement leave.Contact Hours – MNA Proposal
SLH will make available enough contact hours online and within the Southcoast system to satisfy the Massachusetts BORN minimum requirements.Annual Competencies – MNA Proposal
SLH will provide annual in-person competencies on site. Multiple sessions will be offered at least two separate dates per service line, with enough capacity to accommodate all bargaining unit nurses.Day Light Savings – MNA Proposal
This TA places current practice into our contract. Nurses will receive 1.5x pay for the extra hour worked during fall back and will be paid their full shift during spring forward.New Hire Orientation – MNA Proposal
We agreed to adjust our current contract language to better match current practice. SLH will provide a conference room during each biweekly new hire session and will schedule all new bargaining unit nurses to attend.Vacancy Posting – MNA Proposal
We have proposed that first preference will go to nurses regularly employed in the department where a vacancy exists when ability and qualifications are equal.Updating Union Recognition Clause – MNA/Management Proposal
We have proposed adding “OR RN Service Line Coordinators” to the recognition clause of our contract. This would reflect current practice and solidify their membership in our SLH MNA bargaining unit. Management has proposed adding “RN First Assist” positions.Restricted Call – MNA/Management Proposal
Increase restricted call MA minimum wage, tracking any increases to minimum wage.Accrual of Earned Time – Management Proposal
Instead of the current 19 years of continuous employment, management has proposed that nurses will receive the highest level of ETO accrual after 18 years.Gender Inclusivity – Management Proposal
This proposal would change pronouns in the contract to be gender inclusive and non-binary.Military Leave – Management Proposal
This proposal would set a 30 day per year limit (the current limit is two weeks per year) on Southcoast’s supplementing a nurse’s military pay/allowances for military reserve training. The hospital pays the difference between their military pay/allowances and their regular weekly straight-time salary.FMLA/PFML – Management Proposal
This proposal removes language specific to the date of ratification because it is connected to first contract ratification.