Ways & Means Committee
November 28, 2016
Referrals from Other Committees
The purpose of this memorandum is to summarize the agreed-upon changes to the New York State Nurses Association (NYSNA) unit’s collective bargaining agreement. This list is not all inclusive but rather highlights the significant areas of change. On November 17th, the union membership ratified the agreement.
The principal items of the parties’ agreement are as follows:
1. The following wage increases were agreed to by the parties:
a. 1.5% for 2015;
b. 2% for 2016;
c. 2% for 2017;
d. 2% for 2018;
e. 2.5% for 2019;
For any active employee who was employed by the County at the ratification date, the wage increases will include retroactive pay.
2. The following health insurance contributions were agreed upon: Employees hired prior to December 31, 1992:
-2017 $35.00 Single, $70.00 Family (per month)
-2018 $40.00 Single, $80.00 Family (per month)
-2019 $45.00 Single, $90.00 Family (per month)
They currently pay $25.00 Single, $50.00 (per month)
Employees hired after December 31, 1992 but prior to the ratification of this agreement:
15% single or family
They currently pay 15% but drop to 10% after 10 years of service
Employees hired following the ratification of this agreement:
20% single or family
Currently new hires pay 15% that drops to 10% after 10 years of service
3. No continued retiree health insurance coverage option for employees hired after the ratification of the 2008-2014 contract. They currently have the option to continue with health coverage by paying the full premium amount.
4. Included in this agreement is language regarding the health insurance “Cadillac Tax.” In the event the health insurance plan becomes subject to the excise or “Cadillac Tax” of the Affordable Care Act, then prior to the year the tax takes effect, the parties will negotiate changes to the health insurance plan to ensure that the plan is no longer subject to the tax. In the event that an agreement is not reached on such changes prior to the date that the tax takes effect, the impact of the tax shall be shared equally by the County and the affected employees.
5. A shift differential will be created for employees who are scheduled to work second or third shift. They shall be eligible to receive an additional $0.20 differential on their current pay rate. There will be no retroactive payments on shift differential.
6. The length of time it takes temporary employees to earn and receive vacation, sick leave, and holiday pay will change from 30 to 60 days of temporary employment.
7. The union agreed to the County’s interpretation of the Bereavement Leave language which limits the definition of who is a qualifying relative under this section. It limits qualifying relatives to the employee’s direct relatives (blood relatives) as opposed to direct relatives of a spouse. It also limited qualified relatives to first aunts, uncles, cousins, nieces, and nephews. The current language does not clearly define or limit who may be a qualifying relative.