---
contract_id: nysna-staff-nurses-2019-2023
label: "NYSNA Staff Nurses, 2019-2023"
expanded_label: "New York State Nurses Association (NYSNA) — Staff Nurses, 2019-2023"
term_start: 2019
term_end: 2023
source_pdf: "https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/staff-nurses%20-06-06-2019-03-02-2023.pdf"
pages: 77
ocr_pages: 0
pages_with_tables: 6
clauses: 87
sector: "health"
union_full: "New York State Nurses Association (NYSNA)"
headcount_approx: 8500
---

# New York State Nurses Association (NYSNA) — Staff Nurses, 2019-2023

**Term:** 2019–2023  
**Source PDF:** [https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/staff-nurses%20-06-06-2019-03-02-2023.pdf](https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/staff-nurses%20-06-06-2019-03-02-2023.pdf)  
**Pages:** 77  
**Clauses extracted:** 87

**Workforce:** Represents registered nurses at NYC Health + Hospitals (the City's public hospital system) and the Mayoral / civilian workforce. Most recent published contract on OLR is the 2019-2023 Staff Nurses Agreement; the historic 2023+ pay-parity successor agreement (announced July 2023) is not yet posted on OLR at time of corpus build.

> This Markdown export is derived from the source PDF via `pdfplumber` text extraction with `ocrmac` (macOS Vision) OCR fallback for image-only pages. Tables were detected and rendered as pipe-delimited Markdown so column boundaries survive. Pages flagged `OCR` were reconstructed from page images and may contain minor character recognition errors — verify quotations against the source PDF before publishing.

---

## Contents

- [REGISTRATION](#registration-p1)
- [NEW YORK STATE NURSFS ASSOCIATION CONTRACT](#new-york-state-nursfs-association-contract-p2)
- [Article VI — GRIEVANCE PROCEDURE](#article-vi-grievance-procedure-p2)
- [Article XXII — SAFE PATIENT HANDLING](#article-xxii-safe-patient-handling-p2)
- [STAFF NURSES 2019-2023](#staff-nurses-2019-2023-p2)
- [STAFF NURSES 2019-2023](#staff-nurses-2019-2023-p3)
- [Article I — ASSOCIATION RECOGNITION AND UNIT DESIGNATION](#article-i-association-recognition-and-unit-designation-p4)
- [Article II — DUES CHECKOFF](#article-ii-dues-checkoff-p6)
- [Article III — SALARIES](#article-iii-salaries-p6)
- [Section 3 — General Wage Increases](#section-3-general-wage-increases-p12)
- [Section 4 — Parity Provision](#section-4-parity-provision-p13)
- [HOSPITALS](#hospitals-p14)
- [Section 5 — Exper~cnce/Longevity Pay](#section-5-exper-cnce-longevity-pay-p14)
- [Section 6 — Evening and Night Shift Differential](#section-6-evening-and-night-shift-differential-p15)
- [Section 6 — and shall receive a night shift differential in accordance with Article XX, _Sectiofl 1-.(b) of](#section-6-and-shall-receive-a-night-shift-differential-in-ac-p16)
- [Section 12 — Clinical Ladder Program](#section-12-clinical-ladder-program-p19)
- [Section 13 — Tuition and Continuing Education Fund (the "TCE Fund")](#section-13-tuition-and-continuing-education-fund-the-tce-fun-p19)
- [Section 14 — Child Care and Elder Care Funds (the "CCEC Fund")](#section-14-child-care-and-elder-care-funds-the-ccec-fund-p19)
- [Article IV — WELFARE FUND](#article-iv-welfare-fund-p20)
- [Article XIII — of the Citywide Agreement between the City of New York and related public employers](#article-xiii-of-the-citywide-agreement-between-the-city-of-n-p20)
- [Article V — PRODUCTMTY AND PERFORMANCE](#article-v-productmty-and-performance-p21)
- [Section 2 — Performance Compensation](#section-2-performance-compensation-p21)
- [Section 3 — Supervisory Responsibility](#section-3-supervisory-responsibility-p21)
- [Article VI — GRIEVANCE PROCEDURE](#article-vi-grievance-procedure-p21)
- [Section 11 — Expedited Arbitration Procedure.](#section-11-expedited-arbitration-procedure-p25)
- [Section 11 — and notify the parties of proposed hearing dates for such cases.](#section-11-and-notify-the-parties-of-proposed-hearing-dates--p25)
- [Article VII — REGISTERED NURSE TO PATIENT RATIOS](#article-vii-registered-nurse-to-patient-ratios-p26)
- [Section 2 — Implementation of Nurse to Patient Ratios and Discussion of Ongoing Issues](#section-2-implementation-of-nurse-to-patient-ratios-and-disc-p27)
- [Section 3 — Resolution or Disputes Concerning Registered Nurse to Patient Ratios](#section-3-resolution-or-disputes-concerning-registered-nurse-p28)
- [Article VIII — WORKPLACE VIOLENCE PREVENTION](#article-viii-workplace-violence-prevention-p29)
- [Article IX — POSTING AND FILLING OF VACANCIES](#article-ix-posting-and-filling-of-vacancies-p30)
- [Article X — WORK SCHEDULES](#article-x-work-schedules-p31)
- [ARTICLEXII-SENIORITY](#articlexii-seniority-p31)
- [PRACTICE COUNCILS](#practice-councils-p31)
- [Section 2 — NYC Health+ Hospitals](#section-2-nyc-health-hospitals-p32)
- [Section 2 — A.](#section-2-a-p32)
- [Section 3 — City of New York Mayoral Agencies](#section-3-city-of-new-york-mayoral-agencies-p34)
- [Article XIV — PATIENf CLASSIFICATION SYSTEMS](#article-xiv-patienf-classification-systems-p35)
- [Article XV — ORIENTATION AND IN-SERVICE EDUCATION](#article-xv-orientation-and-in-service-education-p36)
- [ARTICLE XV1 - EDUCATION AND STAFF DEVELOPMENT COMMITTEE](#article-xv1-education-and-staff-development-committee-p36)
- [Article XVII — BULLETIN BOARDS: EMPLOYER FACILITIES](#article-xvii-bulletin-boards-employer-facilities-p36)
- [Article XVIII — LOCKER ROOMS](#article-xviii-locker-rooms-p37)
- [Article XIX — NO STRIKES](#article-xix-no-strikes-p37)
- [Article XX — Cl'IYWIDE ISSUES](#article-xx-cl-iywide-issues-p37)
- [Section 3 — Holidays](#section-3-holidays-p38)
- [Section 4 — Night Shift Differential](#section-4-night-shift-differential-p38)
- [Article XXI — DISASTER RELIEF](#article-xxi-disaster-relief-p39)
- [Article XXIII — ASSOCIATION ACTIVITIES](#article-xxiii-association-activities-p40)
- [ARTICLEXXIV-OFFICESPACE](#articlexxiv-officespace-p40)
- [Article XXV — LABOR MANAGEMENT COMMI'ITEE](#article-xxv-labor-management-commi-itee-p40)
- [Article XXVI — MISCELLANEOUS](#article-xxvi-miscellaneous-p41)
- [Section 2 — Paid Release Time](#section-2-paid-release-time-p41)
- [Article XXVII — FINANCIAL EMERGENCY ACT](#article-xxvii-financial-emergency-act-p42)
- [Article XXVIII — APPENDICES](#article-xxviii-appendices-p42)
- [Article XXIX — SAVINGS CLAUSE](#article-xxix-savings-clause-p42)
- [Article XXX — CONTRACTING-Our CLAUSE](#article-xxx-contracting-our-clause-p42)
- [RELATED PUBLIC EMPLOYERS ASSOCIATION](#related-public-employers-association-p43)
- [APPROVED AS TO FORM](#approved-as-to-form-p43)
- [FINANCIAL CONTROL BOARD](#financial-control-board-p43)
- [OFFICIAL](#official-p43)
- [TITLE CODE TITLE](#title-code-title-p44)
- [TITLE CODE TITLE](#title-code-title-p45)
- [TITLE CODE TITLE](#title-code-title-p46)
- [THE CITY OF NEW YORK](#the-city-of-new-york-p48)
- [OFFICE LABOR RELATIONS](#office-labor-relations-p48)
- [OFFICE OF LABOR RELATIONS](#office-of-labor-relations-p49)
- [OFFICE OF LABOR AELAT I0NS](#office-of-labor-aelat-i0ns-p50)
- [OFFICE OF LABOR RELATIONS](#office-of-labor-relations-p53)
- [THE CITY OF NEW YORK](#the-city-of-new-york-p54)
- [OFFICE LABOR RELATIONS](#office-labor-relations-p54)
- [Section 2 — of the 199S-2001 Citywide Agreement with regard to the scheduling of the group of](#section-2-of-the-199s-2001-citywide-agreement-with-regard-to-p56)
- [Section 4 — ELIGIBILITY AND PARTICIPATION IN AWS](#section-4-eligibility-and-participation-in-aws-p56)
- [Section 5 — TERMINATION OR REDUCTION OF AW S](#section-5-termination-or-reduction-of-aw-s-p57)
- [Section 6 — TYPES OF AWS](#section-6-types-of-aws-p57)
- [Section 7 — MEAL AND REST PERIODS](#section-7-meal-and-rest-periods-p58)
- [Section 8 — OVERTIME](#section-8-overtime-p59)
- [Section 10 — RESPONSIBILOY PAY](#section-10-responsibiloy-pay-p60)
- [Article VI — oft he l 99S-200 I Citywide Contnict, or its successors, which addressed time](#article-vi-oft-he-l-99s-200-i-citywide-contnict-or-its-succe-p60)
- [NURSES ASSOCIATION](#nurses-association-p60)
- [RENEE CAMPION](#renee-campion-p60)
- [THE CITY OF NEW YORK](#the-city-of-new-york-p61)
- [OFFICE LABOR RELATIONS](#office-labor-relations-p61)
- [THE CITY OF NEW YORK](#the-city-of-new-york-p64)
- [NEW YORK CITT HEALTH ANO HOSPITALS CORPORATION](#new-york-citt-health-ano-hospitals-corporation-p65)
- [VORK CITY HEALTH ANO HOSPITALS COAPOAATION](#vork-city-health-ano-hospitals-coapoaation-p66)
- [OFFICE OF LABOR RELATIONS](#office-of-labor-relations-p71)
- [CLAIRELEVITT](#clairelevitt-p71)

---

<a id="registration-p1"></a>
### REGISTRATION
_Page 1_

OFFICIAL l ' CONTRACT
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DATE:
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<a id="new-york-state-nursfs-association-contract-p2"></a>
### NEW YORK STATE NURSFS ASSOCIATION CONTRACT
_Page 2_

2019-2023

<a id="article-vi-grievance-procedure-p2"></a>
## Article VI — GRIEVANCE PROCEDURE
_Page 2_ · _Topics: grievance_

ARTICLE VIl - REGISTERED NURSE TO PATillNT RATIOS

<a id="article-xxii-safe-patient-handling-p2"></a>
## Article XXII — SAFE PATIENT HANDLING
_Page 2_

xxm

<a id="staff-nurses-2019-2023-p2"></a>
### STAFF NURSES 2019-2023
_Page 2_ · _Topics: wages, overtime, parental-leave, pension, hours_

22007


SIDE LETTERS:
A. Protests of Assignment
8. Performance Compensation
C. Preceptarshlp Progrom
D. Release Time Positions
E. Career ladders Committee
F. Agreements/ram 2007-2010 Bargaining
G. NYC H+H Alternative Work Schedule Agreement
H. Transit check, Residency, etc.
I. Residency, Pension, Performance Compensation
J. Weekend work
K. Flootln9 Ass/gnm,mts
L Shift Rotations
M 2014 MLC Health Agreement
N. 2018 MLC Health Agreement
D. 2019 Floating Asslg11ments Supplemental letter
P. Faster payment of overtime
Q, Pczld Family Leave

<a id="staff-nurses-2019-2023-p3"></a>
### STAFF NURSES 2019-2023
_Page 3_

22007


0~1~
1,,;/'
AGREEMENT, entered into this day of I, by and between the City of
New York and related public employers pursuant to and limited to their respective elections or
statutory requirement to be covered by the New York City Collective Bargaining Law and their
respective authorizations to the City to bargain on their behalf and the New York City Health and
Hospitals Corporation (d/b/a) NYC Health + Hospitals ("NYC H+H") (hereinafter referred to
jointly as the "Employer"), and New York State Nurses Association (hereinafter referred to as the
"Association"), for the period from June 6, 20.19 through March 2, 2023.
WI1NESSETH:
WHEREAS, the parties hereto have entered into collective bargaining and desire to reduce
the results thereof to writing,
NOW, THEREFORE, it is mutually agreed as follows:

<a id="article-i-association-recognition-and-unit-designation-p4"></a>
## Article I — ASSOCIATION RECOGNITION AND UNIT DESIGNATION
_Page 4_ · _Topics: wages, health-welfare, pension, recognition_

Section l.
The Employer recognizes the Association as the sole and exclusive collective bargaining
representative for the bargaining unit set forth below, consisting of employees of the Employer,
wherever employed, whether full-time, part-time per annum, per visit~ hourly or per diem, in the
below listed title(s), and in any successor title(s) that may be certified by the Board of Certification
of the Office of Collective Bargaining to be part of the unit herein for which the Association is the
exclusive collective bargaining representative and in any positions in Restored Rule X titles of the
Classified Service the duties of which nre or shall be equated by the City Personnel Director nnd
the Director of the Budget for salary purposes to any of the below listed titles:
Title Title Code Number
Accountable Care Manager" 509530
Assistant Head Nurse 000480
Associate Midwife (Level A) 965130
Associate Midwife (Level B) 965140
Associate Nurse Practitioner (Level l)+ 966410
Associate Nurse Practitioner (Level II)+ 966420
Case Management Nurse, Level l, Level 11 (PD) 50958
Case Management Nurse, Level I, Level II (FD) 50959
I
22007


Case Management Nurse, Level I, Level IJ (DOC) 06240
Case Management Nurse (DOS) 09968
Head Nurse 50935,509350
Head Nurse (DOS) 06124
Home Health Nurse (Per visit) (Level I) 001310
Home Health Nurse (Per visit) (Level II) 001320
Midwife 509120
Nurse-Midwife 50912
Nurse-Practitioner+ 00196,001960
Nurse Practitioner (DOS) 06068
Nurse Practitioner+ 970010
Nurse Practitioner (Primary Care/Behavioral Health)+ 970020
Psychiatric Nurse Practitioner (CHS) 009990
Sr. Case Management Nurse (DOS) 05207
Staff Nurse 50910,09771,509100
Staff Nurse (Department for the Aging) 05490
Staff Nurse (Per Hour)• 509110
Supervisor of Nurses 50960,509600
Supervisor of Nurses (Level I and Level 11) (HRA only) 50960
StafTNurse (CHS) Level I# 009000
StaffNurse (CHS) Level II# 000910
Quality Assurance Nurse (CHS)# 000930
Infection Control Nurse (CHS)# 000960
Clinical Nurse Specialist (CHS)# 000980
Educational Coordinator (CHS)# 000980
Nurse Practitioner (CHS)# 000990
Patient Care Coordinator (CHS)# 001520
'This title is not covered by the City-wide Agreement, not eligible for pension or welfare fund benefits.
+ Pursuant to Section 20(a) of the MOA for this contract period June 6, 2019 to March 2, 2023, effective Jll!lUIIJ)'
S,2020, the titles Nurse Practitioner (001960), Associote Nurse Practitioner (Level I) (966410) 1111d Associole Nulle
Practitioner Level II (966420) were deleted and replaced with the titles Nurse Practitioner (970010} and Nurse
Practitioner (Primary Care/Behavioral Henllh) (970020).
"Pursuant to a MOA between the City, NYC H+H and NYSNA dated February 6, 2017, the titles Care Manager
(Registered Nurse) Levels I and II were replaced by the title Accoumable Care Manager.
#Refer to MOA between the City, NYC H+H and NYSNA dated July 23, 2018
Section 2.
The tenns "employee" and "employees" as used in this Agreement shall mean only those
persons in the unit described in Section I of this Article.
2
22007

<a id="article-ii-dues-checkoff-p6"></a>
## Article II — DUES CHECKOFF
_Page 6_ · _Topics: wages, agency-shop_

Section I.
a. The Association shall have the exclusive right to the check-off and transmittal of
dues on behalf of each employee in accordance with the Mayor's Executive Order No. 98, dated
May 15, 1969, entitled "Regulations Relating to the h€ eck-off of Association Dues" and in
accordance with the Mayor's Executive Order No. 99, dated May 15, 1969 as amended by Executive
Order No. I0 7 dated December 29, 1986 entitled "Regulations Governing Procedures for Orderly
Payroll Check-off of Union Dues" or any other applicable Executive Order.
b. Any employee may consent in writing to the authorization of the deduction of dues
from the employee's wages and to the designation of the Association as the recipient thereof. Such
consent, if given, shall be in a proper fonn acceptable to the City, which bears the signature of the
employee.
Section 2.
The parties agree lo an agency shop to the extent permitted by applicable law, as described
in a supplemental agreement hereby incorporated by reference.

<a id="article-iii-salaries-p6"></a>
## Article III — SALARIES
_Page 6_ · _Topics: wages, holidays, hours, promotion_

Section 1.
a. This Article Ill is subject to the provisions, terms and conditions of the Alternative
Career and Salary Pay Plan Regulations, dated March 15, 1967 as amended to date, except that the
specific tenns and conditions of this Article shall supersede any provisions of such Regulations
inconsistent with this Agreement subject to the limitations of applicable provisions of law.
b. Unless otherwise specified, all salary provisions of this Agreement, including
minimum and maximum salaries, general increases, education differentials and any other salary
adjustments, are based upon a nonnal work week of4 0 (37 .5 in NYC Health+ Hospitals) hours
for employees in the titles of Staff Nurse, Staff Nurse (Department for the Aging), Assistant Head
Nurse, Head Nurse, Supervisor of Nurses, Midwife, Nurse-Midwife, Nurse-Practitioner, Associate
Midwife (Level A}, Associate Midwife (Level B) , Associate Nurse Practitioner (Level I) nnd
Associate Nurse Practitioner (Level 11), Accountable Care Manager, Nurse Practitioner, Nurse
Practitioner (Primary Care/Behavioral Health), Psychiatric Nurse Practitioner (CHS} and 35 hours
for all remaining titles, except for the title Home Health Nurse (Level I and JI) (Per Visit) and
Staff Nurse (Per Hour).StaffNurse {Per Hour) may not work more than 40-hours in any given
week.
An employee who works on a part-time per annum basis and who is eligible for any salary
adjustments provided in this Agreement shall receive the appropriate pro-rata portion of such salary
adjustment computed on the relationship between the number ofh ours regularly worked each week
by such employee and the. number of hours in the said nonnal work week, unless otherwise
specified.
3
22007


|  | 1{11/21!)9 .Min |  | D1l0§119 Min |  |
| --- | --- | --- | --- | --- |
| IlIL.f |  |  |  |  |
| Accountable Care Maneser " | $87,037 SB0,256 S92,246 |  | SBB,778 |  |
| Assis111111 Head Nurse |  |  | SBl,B61 |  |
| Associate Mid\~ifc Level A |  |  | $94,091 |  |
| Associate Midwife Level B | S98,0l0 |  | $99,970 $94,091 |  |
| Associate Nurse Practitioner Level I | $92,246 |  |  |  |
| Associalc Nurse Practitioner Level II | S98,0I0 |  | $99,970 |  |
| Case Management Nurse (DOC) |  |  |  |  |
| Level I | $78,691 |  | $80,265 |  |
| Level 11 | S81,6S3 |  | $83,286 |  |
| Case Managemenc Nurse (DOS) | S78,691 |  | $80,265 |  |
| Case Management Nurse (FD) |  |  |  |  |
| Level I | S78,691 |  | $80,265 |  |
| Level II | S81,653 |  | $83,286 |  |
| Case Mane1:1ement Nurse (PD) |  |  |  |  |
| Level I | S78,691 |  | $80,265 |  |
| Level II | SB 1,653 |  | $83,286 |  |
| Head Nurse | S81,6S3 |  | $83,286 |  |

c. Employees who work on per diem or hourly basis and who are eligible for any
11
salary adjustment provided in this Agreement shall receive the appropriate pro-rata portion of such
salary adjustment computed as follows, unless otherwise specified:
Per diem rate - 1/261 oft he appropriate minimum basic salary.
Hourly Rate 35 hour week basis - 1/1827 of the appropriate
minimum basic salary.
37.5 hour week basis - 1/1957.5 of the appropriate
minimum basic salary.
40 hour week basis - 1/2088 of the
appropriate minimum basic salary
d. The maximum salary for a title shall not constitute a bar to the payment of any salary
adjustment or pay differentials provided for in this Agreement, but said increase above the maximum
shell not be deemed a promotion.
Section 2.
Employees in the following title(s) shall be subject to the following specified salary (ies), salary
adjustment(s), and/or salary range(s):
Julv 6 2019
4
22007


| Head Nurse {Snnitation) | S81,6j3 |  | $83,286 |  |
| --- | --- | --- | --- | --- |
| Home Health Nurse (per visit) | S65.99 S74.25 |  |  |  |
| Level I |  | (per visit) | $67 31 | (pcrvisi1) |
| Level II |  | (per visit) | $75.74 | (per visit) |
| Midy.ire | S87,037 |  | $88,778 |  |
| Nurse MidY.ifc - --- | $87,037 $87,037 $87,037 |  | S88,778 $88,778 |  |
| Nurse Practitioner |  |  |  |  |
| Nurse Practitioner (Sanitntion} |  |  | $88,778 |  |
| Psychiatric Nurse Practitioner (CHS Only} • | S104,308 |  | $106,394 |  |
| Sr. Case Management Nurse (DOS) | S8l,6S3 |  | $83,286 S80,265 |  |
| S1afTNursc II | $78,691 |  |  |  |
| Slaff Nurse (DITA) II | $78,691 |  | $80,265 |  |
|  |  |  |  |  |
| lll&[N!!~C {Per Qi,m) |  |  |  |  |
| Day Shill | $303 |  | SJ09 |  |
| Evening Shift | 5328 |  | SJJS |  |
| Night Shift | $333 |  | S340 |  |
|  |  |  |  |  |
| Staff Nurse (Per Hour) |  |  |  |  |
| Day | SS0.14 |  | SSl.14 |  |
| Evening/Night | S52.66 |  | $53.71 |  |
| Holiday | S55.16 |  | $56.26 |  |
|  |  |  |  |  |
|  | 1/2112019 |  | 07/~~/19 |  |
| I!Il.li | :\tin |  | Min |  |
| Supervisor ofN urses |  |  |  |  |
| Level I (HRA only) | $87,037 |  | $88,778 |  |
| Level II (HRA only) | S102,712 | $123,254 | $104,766 | $125,719 |
|  |  |  |  |  |
| Supervisor of Nurses | S87,037 |  | $88,778 |  |
|  |  |  |  |  |
|  |  |  |  |  |
| Qrienla!ionff[!!j!]jnc 8,[!JC |  |  |  |  |
| Home Health Nurse (per visit) |  |  |  |  |
| Level I | S272 41 | Dey | S:?77.86 | Day |
| Level II | SIJ619 | 1/2 Doy | S138.91 | 1/2 Day |

5
22007


|  | 0ll2Sl]0 Min |  |
| --- | --- | --- |
|  |  |  |
|  | $88,778 |  |
|  | $81,861 |  |
| Associate Midwife Level A - | $94,091 $99,970 |  |
| Associate Midwife Level B |  |  |
| Associate Nurse Practitioner Level I ~ | ~ |  |
| Associate Nurse Practitioner Level II ~ | NIA |  |
| Case Management Nurse (DOC) | $80,265 |  |
| Level I |  |  |
| LC\'CI II | $83,286 $80,265 |  |
| Case Managemem Nurse (DOS) |  |  |
| Case Manogcment Nurse (FD) |  |  |
| Level I | $80,265 $83,286 $80,265 |  |
| Level II |  |  |
| Case Management Nurse (PD) |  |  |
| Level I |  |  |
| Level II | $83,286 |  |
| Head Nurse | $83,286 |  |
| Head Nurse (Sanitarian) | $83,286 |  |
| Home Health Nurse (per visit) |  |  |
| Level I | $67,31 | (per visit) (per visit) |
| Level II | $75 74 |  |
| Midwife | $88,778 |  |
| Nurse Midwife | $88,778 |  |
| Nurse Practitioner~ | ~ |  |
| l°"!ICU f!J!~tltl2n,r ("""l | ~105,000 ~· 15,0!!!! I !2112:;120 I I |  |
|  |  |  |
|  |  |  |
| TITLE | Mm |  |
| Nurse Practitioner (SBllitation) | $88,778 |  |
| Psychiatric Nurse Practitioner (CHS Only) • | $106,394 |  |
| Sr. Case Management Nurse {DOS) | $83,286 |  |
| Steff Nurse# | S80,265 |  |
| StefTNursc (DFTA) # | $80,265 |  |
|  |  |  |
| Sl!![N11~ (Per Di~ml |  |  |
| Day Shift | S309 |  |
| Evening Shift | S33S |  |
| Night Shift | S340 |  |
|  |  |  |

Januarv 5. 2020
6
22007


| Steff Nurse (Per Hour) | SSl.14 |  |
| --- | --- | --- |
| Der |  |  |
| Evening/Night | S53.71 |  |
| Holiday | S56.26 |  |
|  |  |  |
| Supervisor ofNurscs -- | 588,778 |  |
| Level f (HRA only) |  |  |
| Level JI {HRA only) ("""") | 5115,000 |  |
|  |  |  |
| Supervisor of Nurses | 588,778 |  |
|  |  |  |
| Qri~l!!ii2!lCTrllinini: BIii~ |  |  |
| Home Health Nurse (per visit) |  |  |
| Level I | 5277.86 | Doy |
| Level 11 | SIJB.91 | 1/2 Day |


|  | 07l0§£l!J |  | 04/06/21 Min |  | 08/06121 Min S93,7J3 586,429 |  |
| --- | --- | --- | --- | --- | --- | --- |
| TITLE | Min |  |  |  |  |  |
| Accountable Care Manager"' | 590,776 |  | $91,003 |  | S93,7J3 586,429 |  |
| AssistMt Head Nurse | SSJ,703 |  | S83,9l2 |  |  |  |
| Associate Mid\~ife Level A | $96,20B |  | $96,449 |  | S99,342 |  |
| Associate Midwife Level B | $102,219 |  | $102,475 |  | SIOS,S49 |  |
| Case Management Nurse (DOC) |  |  |  |  |  |  |
| Level I | S82,071 |  | S82,276 |  | S84,744 |  |
| Level II | S8S,160 |  | SSS,373 |  | S87,934 |  |
| Case Management Nurse (DOS) | S82,071 |  | $82,276 |  | 584,744 |  |
| Case Management Nurse (FD) |  |  |  |  |  |  |
| Level I | S82,071 |  | S82,276 |  | $84,744 |  |
| Level II | S8S,160 |  | $85,373 |  | 587,934 |  |
|  | 07/06/20 |  | 04/06/21 |  | 08106/21 |  |
| I.I.I.I.E |  |  |  |  |  |  |
| Case Man11gcmcnt Nurse (PD) |  |  |  |  |  |  |
| Level I | $82,071 |  | S82,276 |  | 584,744 |  |
| Level II | SSS,160 |  | S85,373 |  | 587,934 |  |
| Heed Nurse | SSS,160 |  | SBS,373 |  | 587,934 |  |
| Heed Nurse (Senitelion) | SSS,160 |  | SSS,373 |  | $87,934 |  |
| Home Health Nurse (per visit} |  |  |  |  |  |  |
| Level I | S68 82 | (per visit) | 568.99 | (per visit) | $71.06 | (per visit} |
| Level II | S77.44 | (per visit) | $77.63 | (per visit) | S79.96 | (per visit) |
| Midwife | $90,776 |  | $91,003 |  | $93,733 |  |

Julv 6 2020 April 6 2021 and August 6, 2
1 1 1
2021
7
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| Nurse Midwife | S90,776 |  | 591,003 |  | $93,733 |  |
| --- | --- | --- | --- | --- | --- | --- |
| Nurse Practitioner(""") | $107,363 |  | S\07,631 S117,882 $91,003 S109,060 |  | SI 10,860 |  |
| Nurse Practitioner (Primary Care/Behavioral Health""") | SI 17,588 |  |  |  | S121,418 |  |
| Nurse Practitioner (Sanitation) | S90,776 |  |  |  | S93,733 |  |
| Psychiatric Nurse Practitioner lCHS OnlV)• | SI0B,788 |  |  | - | SI 12,332 | - |
| Sr. Case Management Nurse lDOS) | S85,160 |  | S85,373 |  | S87,934 |  |
| Staff Nurse# | S82,071 |  | $82,276 |  | S84,744 S84,744 |  |
| StaffNursc (DFTA) # | SSZ,071 |  | $82,276 |  |  |  |
|  |  |  |  |  |  |  |
| Slll[~u[le (Per Dimi) |  |  |  |  |  |  |
| Dey Shift | S316 |  | S317 |  | $327 |  |
| Evening Shift | 5343 |  | $344 |  | $354 |  |
| Night Shift | 5348 |  | S349 |  | 5359 |  |
|  |  |  |  |  |  |  |
| StafTNursc (Per Hour) |  |  |  |  |  |  |
| Day | S52.29 |  | $52.42 |  | $53.99 |  |
| Evening/Night | 554.92 |  | S5S.06 |  | $56.71 |  |
| Holiday | SS7.53 |  | $51.61 |  | $59.40 |  |
|  |  |  |  |  |  |  |
| Supervisor of Nurses |  |  |  |  |  |  |
| Level I (HRA onlvl | $90,776 |  | $91,003 |  | 593,733 |  |
| Level II (HRA onM {"""") | SI 17,588 |  | SI 17,882 |  | S121,418 |  |
|  |  |  |  |  |  |  |
| Supervisor ofN urses | $90,776 |  | $91,003 |  | $93,733 |  |
|  |  |  |  |  |  |  |
| Qrienl!lliQ!lCTmin inc. B~ti: |  |  |  |  |  |  |
| Home Health Nurse (per visit) |  |  |  |  |  |  |
| Level I | $284.11 | Day | S284.82 | Day | S293.36 | Day |
| Level II | Sl42.04 | 1/2 Day | $142.40 | 1/2 Day | S\46.67 | 1/2 Day |

# A Staff Nunc holding a pcnnit to practice nursing will be paid S60 annually below the rate paid to a
StaffNurse pending receipt ofa New York State license to practice as a registered professional nurse.
"OCB amended Certification 30-82 (as previously B111endcd) on August 16,2017 to add Accountable Care Manager
(ACM) (TC 509530) and further amended to delete Cere Manager, RN Levels I and II (TC S09410 and 509420).
Decision: NYSNA, 10 OC82d 13 (BOC 2017), 115 set forth in the Memorandum of Agrccmenl dated February 6, 2017
and in Section 22 of the ~ember 5, 2019 Memorandum ofA greement of the parties. Effective January 5, 2020, the
ACM "salary cap" provisions ofS ection I l(b) in the MOA dated February 6, 2017 shall no longer apply
8
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• Title: has been voluntary m:ognized pursuant to NYSNA. 10 OCB2d 16 (BOC 2017)
=
Titles are earmarked for deletion once all incumbent employees arc moved into either Nurse Practitioner (970010)
or Nurse Practitioner (Primary Care/Behavioral Heallh) (970020), pursuant 10 Section 20(11) of the December 5, 2019
Memorandum of Agreement of the pllrtics
"""Effective January 5, 2020, currcnl employees in the eicisting NYC H+H titles of Nurse Pracntioner (001960) and
Associate Ntme Practitioner Level I (966410) and Level tr (966420) will either be moved to the newly esiehlished title
of Nurse Practitioner (970010) or Nurse Practitioner (Primary Care/Behavioral Heallh) (970020) at lhc base salary
indicated above. In no event will en incumbent Nurse Practitioner receive an increase in their cum:nt base salary ofless
than $2,000, pursuant to Section 2D(a) of the December 5, 2019 Memorandum of Agreement of the parties
"""" Effective January 5, 2020, lhe Supervisor of Nurses Level IJ minimum and maximum salary rates shall be
eliminated and replaced with a minimum annual base salary rate of Sl 1S,000 per annum, pursuant to Sect1on 21(a) of
lhe December S, 2019 Mc!morandwn of Agreement of the pnrties.
Note: The percentage general wage increases above and set forth in section 3 (i) (o)-(d) below shall appl)· to the CHS
(former Corizon) titles as set for in the MOA dated Jul 23, 2018 between the Ci , NYC H+H and NYSNA.

<a id="section-3-general-wage-increases-p12"></a>
### Section 3 — General Wage Increases
_Page 12_ · _Topics: wages, longevity, pension, hours_

i. The general increases, effective as indicated, shall be:
a. Effective July 6, 2019, Employees in the units described above shall receive
a general increase of2.00%.
b. Effective July 6, 2020, said Employees shall receive an additional general
increase of2 .25%.
c. Effective April 6, 2021, said Employees shall receive an additional general
increase of0.25%
d. Effective August 6, 2021, said Employees shall receive an additional
general increase of 3.00%.
e. Part-time per annum, per session, hourly paid and part-time per diem
Employees (including seasonal appointees) and Employees whose normal
work year is less than a full calendar year shall receive the increases
provided in 3(i) (a), (b), (c) and {d) on the basis of computations heretofore
utilized by the parties for all such Employees.
f. The Per Visit rate shall be increased by the same amounts as provided in
Section 3(i){a) through 3(i)(d).
ii. The increases provided for in 3(i) above shall be calculated as follows:
a. l11e general increase in 3(iXa) shall be based upon the base rates
(including salnry or incremental salary schedules) of the applicable titles in
effect July 5, 2019.
9
?,2007


b. The general increase in 3(i}(b) shall be based upon the base rates (including
salary or incremental salary schedules) of the applicable titles in effect July
5, 2020.
C. The general increase in 3(i){c) shall be based upon the base rates (including
salary or incremental salary schedules) of the applicable titles in effect April
-- --
----- -----
5, 2021.
d. The general increase in 3(i)(d) shall be based upon the base rates (including
salary or incremental salary schedules) of the applicable titles in effect
August 5, 2021.
iii. General wage increases to be applied to salary consistent with the tenns of this
agreement and past practice - that is, applied to an individual's base and his/her
experience/longevity based upon what he or she currently receives. Wage increases are not
applied to the experience/longevity schedule.
iv. Structured Retiree Claims Fund 2010-2012 Round
All employees who have retired between January 21, 20 IO through July 31, 2014
shall receive a lwnp sum payment concerning wage increases arising out of the 2010-2012
round of bargaining for all relevant earnings up to the date of retirement from the
Structured Retiree Claims Settlement Fund provided for in Section 4 of the June 19, 2014
NYSNA Memorandum of Agreement, in a total amount not to exceed $16.3 million.
v. Lump Sum Payments Stemming from the 2010-2012 Round
The schedule for actives for those continuously employed as of the date of payout:
12/21/15 12.50% ( I/ 8 of the balance as of this date)
12/21 /17 12.50% ( 117 of the balance as of this date)
12/21/18 25.00% ( I/ 3 of the balance as of this date)
12/21/19 25.00% ( 1/2 of the balance as of this date}
12/21/20 25.00% (representing the remainder of the balance)
All employees who retire after July 31, 2014 shall receive lump sum payments
based on the same schedule as actives as set forth above.
vi. The general wage increases shall not be applied to the "additions to gross".

<a id="section-4-parity-provision-p13"></a>
### Section 4 — Parity Provision
_Page 13_ · _Topics: wages_

a. Effective July I, 2006, each January I the salary rates in effect December 31 for the classes
of positions included in this Agreement, and any other salary rates subsequently in effect as a result
of the application of this provision, shall be adjusted by the addition thereto of the amount of the
22007


difference, if any, by which the average basic entrance salary of Staff Nurse in the hospitals listed
below shall exceed by $1,000 per annum or more the basic entrance salary of Staff Nurse {Title
Code No. 50910, 509100) employed by the City of New York or by the NYC Health+ Hospitals in
effect for the twelve month period commencing with each date listed above. This section 4{a) is
suspended for the tenn of this agreement.
b. The Januruy 1 salaries shall be detennined by examining the salaries in the hospitals listed
below on the preceding November 30 that are the then current salaries or the salaries that will be
effective on January I, if known on the preceding November 30, in those hospitals. Adjustments
made pursuant to Section 4(a) shall be effective on the succeeding January I. This section 4(b) is
suspended during the tenn of this agreement
The hospitals whose salaries shall be used for parity calculations pursuant to Article Ill, Section 4
of this Agreement are as follows:

<a id="hospitals-p14"></a>
### HOSPITALS
_Page 14_

Columbia Presbyterian Hospital
New York Hospital
Mount Sinai Hospital
St. Vincent's Hospital and Medical Center
Montefiore Medical Center
St. Luke's Roosevelt Hospital Center
Interfaith Medical Center of Brooklyn
Lenox Hill Hospital
New York University Medical Center
Beth Israel Medical Center
Mary Immaculate Hospital
Maimonides Medical Center
New York Hospital Medical Center of Queens
Terence Cardinal Cooke Health Care Center
c. Section 4 is suspended for the tenn of this agreement.

<a id="section-5-exper-cnce-longevity-pay-p14"></a>
### Section 5 — Exper~cnce/Longevity Pay
_Page 14_ · _Topics: longevity, hours_

a. Effective July 21, 2014, experience/longevity pay shall be paid to employees on January
111 of each year after one ( 1) through twenty-two (22) years of experience and an additional
experience/longevity step after 30 years, based on the total number ofy ears ofN YC H+H/Mayoralty
service in any NYSNA represented title. The rates detennined are set forth in Appendix A of this
agreement.
b. Effective January I, 2008, employees at NYC Health + Hospitals with experience as a
registered professional nurse with an employer other than the NYC Health + Hospitals or a Mayoral
agency shall receive a maximum often ( 10) years of prior experience in placing an employee on the
appropriate step of the experience/longevity schedule.
Effective July 21, 2014 employees in Mayoral agencies with experience as a registered
11
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professional nurse with an employer other than the NYC Health + Hospitals or a Mayoral agency
shall continue to receive a maximum of ten ( 10) years of prior experience in placing an employee
on the appropriate step of the experience/longevity schedule.
Such prior experience shall only be credited if an employee is hired into the swne or
equivalent title in the ~YC Health + Hospitals/Mayoral agency as the employee held with the non
NYC Health + Hospitals/Mayoral employer. Such credited experience shall be effective as of the
employees' date of hire with the NYC Health+ Hospitals/Mayoral agency.

<a id="section-6-evening-and-night-shift-differential-p15"></a>
### Section 6 — Evening and Night Shift Differential
_Page 15_ · _Topics: hours, shift-differential_

a. Effective June 6, 2019, an annual differential in the amounts listed below shall be
provided to employees in the following listed titles who are assigned to the evening or night shift:
Accountable Care Manager
Assistant Head Nurse
Associate Midwife (Level A)
Associate Midwife (Level B)
Associate Nurse Practitioner (Level W
Associate Nurse Practitioner (Level lit
Head Nurse, Head Nurse {DOS)
Midwife
Nurse-Midwife
Nurse-Practitioner•
Nurse Practitioner (DOS)
Nurse Practitioner
Nurse Practitioner (Primary Care/Behavioral Health)
Psychiatric Nurse Practitioner (CHS)
Staff Nurse
StaffNurse (Department for the Aging)
Supervisor of Nurses
Supervisor ofNurses (Level I and Level 11) (HRA only)
Staff Nurse (CHS) Level I#
StaffNurse (CHS) Level II#
Quality Assurance Nurse {CHS)#
Infection Control Nurse (CHS)#
Clinical Nurse Specialist (CHS)#
Educational Coordinator (CHS)#
Nurse Practitioner (CHS)#
Patient Care Coordinator (CHS)#
b. An annual differential of $4,654 shall be provided to employees who are assigned
to the evening shift.
c, An annual differential of $5,689 shall be provided to employees who are assigned
to the night shift.
12
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d. Evening and night shift differentials shall be paid during authorized paid time off lo
persons so assigned.
e. Employees in the following listed titles are excluded from the provisions of this

<a id="section-6-and-shall-receive-a-night-shift-differential-in-ac-p16"></a>
### Section 6 — and shall receive a night shift differential in accordance with Article XX, _Sectiofl 1-.(b) of
_Page 16_ · _Topics: wages, hours, shift-differential_

this Agreement:
Case Management Nurse Level I, Level II (DOC)
Case Management Nurse (DOS)
Case Management Nurse Level I, Level II (FD)
Case Management Nurse Level l, Level It (PD)
Senior Case Management Nurse (DOS)
• Effective January 5,2020, lite titles Nur.;e Practitioner (001960), Associate Nurse Practitioner {Level 1)(96641 0) 1111d
Associate Nur.;c Practitioner Level ti (966420) were deleted end replaced with the titles Nurse Practitioner (970010)
end Nurse Practitioner (Primary Care/Behavioral Health) (970020)
#Refer to MOA between the City, NYC H+H and NYSNA dalcd July 23, 2018
Section 7.
The Association agrees that the City and the NYC Health + Hospitals hns the entitlement to
institute an additional incre11Se in the compensation for new and recent hires based upon an inability
to retain and recruit Registered Nurses.
Section 8.
In the case of an employee on leave of absence without pay the salary rate of such employee
shall be changed to reflect the salary adjustments specified in Article Ill.
Section 9.
An employee covered by this Agreement who is appointed, with no break in service, to a
higher title also covered by this Agreement, shall be placed on the schedule for the newly-appointed
title at the same experience level as the employee had in the prior title.
Section JO. Differentials
a. Department of Correction
An annual differential of $1100 shall continue to be provided for each employee engaged in
direct patient care on a continuing basis in a Department of Correction prison facility.
b. Education
i. An annual differential shall continue to be provided for each employee who
possesses an appropriate degree in nursing or an allied health field from nn accredited College or
13
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University, as follows:
Baccalaureate $900
Maslers $1200
ii. Effectiye January 5, 2020, the annual differential rales shall be as follows:
Baccalaureate (in nursing or allied health field) $900
Masters (in nursing or allied health field) $1,200
Baccalaureate of Science in Nursing• $1,800
Masters of Science in Nursing• $2,000
Doctor of Education, Nursing Practice or
PHD in Nursing• $2,500
Degrees must be from an accredited College or University. Employees may only be eligible
forone differential payment at a time and the differentials will be pro-rated for part-time employees.
•Eitcludcs Nurse Practmoner (970010) , Nurse Pracuuoncr (Pnmary Care/Behavioral Hcahh)(970020). Psych,atnc Nurse
Pnicuuoner (CHS) and Supervisor of Nurses Level II (50960) pursuant 10 Sccuon 20(b) and 2l(b) of the December s. 2019
Memorandum of Agreement
Note Effective Jamwy s . .!020, Accountable Care Mona11crs (ACM's) will be ehg1blc for the new hishcr cduc11hon d1fl'crcn11als
However, wuh respect 10 the Baccalaureate of Science in Nursini;, ACM's shall only receive a S900 difTcrcntual because a
Bnccal11urcatc degree 1s a requ1remcn t for work mg In the Ude
c. Responsibility
Effective July 21, 2014 a differential of$ I.OD per hour shall be provided for each Stoff
Nurse, who is assigned or exercised responsibility on on evening or night shift for one or more Staff
Nurse(s), or for two or more units.
d. Differential for Working in a Higher Title
Any Nurse in a title covered by the agreement who is acting in a higher title pursuant to
written authorization, shall receive a differential equal to the difference between the rate of pny for
that individual and the greater of either the starting salary of the higher title or the annual amount
stated below pro-rated for the period of time applicable. Such differentinl is to be paid commencing
the 31st day of such assignment, and payment shall be mode within sixty dnys ofe ntitlement.
Assistant Head Nurse $450
Head Nurse $550
Supervisor of Nurses $700
Midwife $700
Nurse Midwife $700
Nurse Practitioner $700
Nurse Practitioner (Primary Care/Behavioral Health) $700
e. Certification
i Effective December l, 2007 an annual differential of $1,378 shall be provided for
each employee who possesses an appropriate certification. Employees holding a nationally
14
22007


| Certification | Staff Work Assignment | Annual Differential |
| --- | --- | --- |
| Behavioral He11llh | In-Patient Behavioral Health/CPEP | $3,000 |
| Emer~ency | Emergency Department | $3,000 |
| Surgical Services | Ooerating Room | $3,000 |
| Critical Care | Critical Care Unit | $3,000 |
| Med-Suntical/Dialvsis | Med/Surg Unit | $2,000 |
| Certified Correctional Health Professional | Correctional Health | $2,000 |

recognized certification in the field or area of specialization for which they are employed shall be
paid the differential. Employees must maintain certification and submit appropriate documentation
in order to continue receiving the differential. Failure to maintain certification will cause the
employee to lose this differential. An employee is entitled to receive only one (I) certification
differential at any time.
ii. Effective January 5, 2020, all NYSNA represented H+H Staff Nurse, Supervisor of
Nurses, Head Nurse, Assistant Head Nurse and Accountable Care Manager employees working in
the below areas who obtain and maintain the certifications listed below will be eligible for an
increased certification differential as follows:
Effective January 5, 2020, all NYSNA represented Mayoral Case Management and H+H
Accountable Care Manager employees who obtain and maintain a certification in Case Management
will be eligible for an increased certification differential of $2,000 per year.
Employees may only be eligible for one certification payment at a time and
111.
certification payments will be pro-rated for part-time employees.
iv. Employees who are not eligible for the increased certification differential rates set
forth in sub-sections (ii) and (iii) above continue to be eligible for the certification
differential rate set forth in sub-section (i) above.
f. Preceptor Pay
,. Employees assigned to preceptor duties will be paid additional compensation of SI/hour for
time worked as a preceptor, pursuant to the tenns of lhe Preceptorship Program side-letter
aneched to this Agreement.
ii. Effective January 5, 2020, NYC H+H shall increase the Preceptor Pay to $2/hr for NYSNA
represented employees working in Community Care.
iii. Effective January 5, 2020, Accountable Care Managers (ACM's) will be eligible to receive
the preceptor payment of$1/hr.
g. Application of Differentials
The differentials provided in this Section 10 shall not be a part of the basic salary or considered in
computation ofa maximum salary of any employee.
IS
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Section I 1. Early-year Retention Bonus
Effective January 5, 2020, NYC H+H and Mayoral Staff Nurses, H+H Accountable Care Managers
and Mayoral Case Management Nurses Level I shall receive one-time lump sum retention bonuses
based on completing their full-time equivalent per annum hours ~xclusive of ov~rtime) as follows:
After completion of Year I's paid full-time equivalent per annum hours: $2,000
After completion of Year 2's paid full-time equivalent per annum hours: $2,000
After completion of Year J's paid full-time equivalent per annum hours: $2,000
After completion of Year 4's paid full-time equivalent per annum hours: $1500
After completion of Year S's paid full-time equivalent per annum hours: $750
Lump sums shall be pensionable subject to applicable law but shall not become part of an
employee's base salary.
Lump sum payments shall be detennined by the employee's title entry date in the eligible title.
Staff shall be eligible for only one (I) lump sum payment per year and there shall be no retroactivity.

<a id="section-12-clinical-ladder-program-p19"></a>
### Section 12 — Clinical Ladder Program
_Page 19_

Effective January S, 2020, NYC H+H and Mayoral full-time Staff Nurses, H+H Accountable Care
Managers and Mayoral Case Management Nurses Level I will be eligible for one of the following
Clinical Ladder payments, based on the annual satisfactory completion ofs pecific programs, courses
and/or projects.
Tier 1: $1500/yr, contingent upon annual completion of satisfactory portfolio
Tier 2: $2000/yr, contingent upon annual completion ofs atisfactory portfolio
Tier 3: $2500/yr, contingent upon annual completion of satisfactory portfolio
Criteria for each Tier within the various clinical specialties will be developed by NYC H•H and the
Mayoral Agencies and discussed with NYSNA and shall be consistent with the tenns of the
Memorandum of Agreement dated December 4, 2019.

<a id="section-13-tuition-and-continuing-education-fund-the-tce-fun-p19"></a>
### Section 13 — Tuition and Continuing Education Fund (the "TCE Fund")
_Page 19_ · _Topics: training_

Effective July 21, 2014 and continuing thereafter, pursuant to the provisions or Section 11
of the June 19, 2014 Memorandum of Agreement and a separate Agreement between the City of
New York, the NYC Health+ Hospitals and the New York State Nurses Association, .75% of the
gross payroll annually shall be paid into the TCE fund.

<a id="section-14-child-care-and-elder-care-funds-the-ccec-fund-p19"></a>
### Section 14 — Child Care and Elder Care Funds (the "CCEC Fund")
_Page 19_

Effective July 21, 2014 and continuing thereafter, pursuant to the provisions of Section 10
16
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of the June 19, 2014 Memorandum of Agreement and a separate Agreement between the City of
New York, the NYC Health + Hospitals and the New York Slate Nurses Association, .50% of the
gross payroll annually shell be paid into the CCEC fund.

<a id="article-iv-welfare-fund-p20"></a>
## Article IV — WELFARE FUND
_Page 20_ · _Topics: health-welfare_

Section 1.
a. In accordance with the election by the Association pursuant to the provisions of

<a id="article-xiii-of-the-citywide-agreement-between-the-city-of-n-p20"></a>
## Article XIII — of the Citywide Agreement between the City of New York and related public employers
_Page 20_ · _Topics: health-welfare, training_

end District Council 37, AFSCME, AFL-CIO, the Welfare Fund provisions of that 199S-2001
Citywide Agreement as amended or any successor agreemenl(s) thereto, shall apply to employees
covered by this Agreement.
b. When an election is made by the Union pursuant to the provisions of Article XJII,
Section I (b), of the Citywide Agreement between the City of New York and related public
employers and District Council 37, AFSCME, AFL-CIO, the provisions of Article XIII, Section I
(b) of the 1995-2001 Citywide Agreement, as amended or any successor agreement(s} thereto, shall
apply to Employees covered by this Agreement, and when such election is made, the Union hereby
waives its right to training, education and/or legal services contributions provided in this Agreement,
if any. In no case shall the single contribution provided in Article XIII, Section I (b) of the 1995-
2001 Citywide Agreement, as amended or any successor agreement(s) thereto, exceed the total
amount that the Union would have been entitled to receive if the separate contributions had
continued.
Section 2.
The Union agrees to provide welfare fund benefits to domestic partners of covered
employees in the same manner as those benefits are provided to spouses of married covered
employees.
Section 3.
In accordance with the Health Benefits Agreement dated January 11, 2001, each welfare
fund shall provide welfare fund benefits equal to the benefits provided on behalf of an active
employee to widow(er)s, domestic partners and/or children of any employee who dies in the line of
duty as that tennis referenced in Section 12-l26(b)(2) of the New York City Administrative Code.
The cost of providing this benefit shall be funded by the Stabilization Fund.
Section 4,
This Agreement incorporates the tenns of the May 5, 2014 and June 28, 2018 Letter
Agreements regarding health savings and welfare fund contributions between the City of New York
and the Municipal Labor Committee, as appended to this agreement.
17
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<a id="article-v-productmty-and-performance-p21"></a>
## Article V — PRODUCTMTY AND PERFORMANCE
_Page 21_

Section 1.
Delivery of municipal services in the most efficient, effective and courteous manner is of
paramount importance to the Employer and the Association. Such achievement is recognized to be
a mutual obligation of both parties within their respective roles and responsibilities. To achieve and
maintain a high level of effectiveness, the parties hereby agree to utilize their best efforts to achieve
the highest levels of productivity and performance in the delivery of professional nursing care and
treabnent of patients.

<a id="section-2-performance-compensation-p21"></a>
### Section 2 — Performance Compensation
_Page 21_ · _Topics: wages_

The Union acknowledges the Employer's right to pay additional compensation for
outstanding perfonnance. The Employer agrees to notify the Union of its intent to pay such
additional compensation.

<a id="section-3-supervisory-responsibility-p21"></a>
### Section 3 — Supervisory Responsibility
_Page 21_

The Union recognizes the Employer's right under the New York City Collective Bargaining
Law to establish and/or revise standards for supervisory responsibility in achieving nnd maintaining
clinical standards and performance levels of supervised employees for employees in supervisory
positions listed in Article I, Section 1, of this Agreement. Notwithstanding the above, questions
concerning the practical impact that decisions on the above matters have on employees are within
the scope of collective bargaining. The employer will give the union prior notice of the
establishment and/or revision of standards for supervisory responsibility hereunder.

<a id="article-vi-grievance-procedure-p21"></a>
## Article VI — GRIEVANCE PROCEDURE
_Page 21_ · _Topics: grievance, discipline, hours, promotion_

Section 1.
DEF IN IT 10 N: The tern, "Grievance" shall mean:
(A} A dispute concerning the application or interpretation of the tenns of this collective
bargaining agreement;
(B) A claimed violation, misinterpretation or misapplication of the rules and regulations,
written policy or orders of the Employer applicable to the agency which employs the grievant
affecting terms and conditions of employment; provided disputes involving the Rules and
Regulations of the New York City Civil Service Commission or the Rules and Regulations of the
NYC Health + Hospitals with respect to those matters set forth in the fi~t paragraph of Section
7390.1 of the Unconsolidated Laws shall not be subject to the grievance procedure or arbitration;
(C) A claimed assignment of employees to duties substantially different from those
stated in their job specifications;
(D) A claimed wrongful disciplinary action taken against an employee.
18
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Section 2.
For all grievances as defined in Section l(c), no monetary award shall in any event cover
any period prior to the date of the filing of the Step I grievance unless such grievance has been filed
within thirty (30) days of the assignment to the alleged out-of.;title work. This limitation shall not
apply to a violation of Article III, Section IO D, "Differential for Working in Higher Title."
11
The Grievance Procedure, except for paragraph (D) of Section I, shall be as follows:
Step I. The Employee 11nd/or the Association shall present the grievance verbally or in the
fonn of a memorandum to the person designated for such purpose by the agency head no later than
120 days after the date on which the grievance arose. The employee may also request an
appointment to discuss the grievance. The person designated by the Employer to hear the grievance
shall take any steps necessary to a proper disposition of the grievance nnd shall reply in writing by
the end of the third working day following the dale of submission.•
• N.8. In the case of grievance in the NYC Health+ Hospitals arising under paragraphs (A) through
(C) of Section I of this Article, the following STEP l(a) shall apply prior to Step ll of this
Section:
Step l(a} An appeal from an unsatisfactory detenninotion at Step I, or Step l(a) where
applicable, shall be presented in writing to the agency head or his designated representative
who shall not be the same person designated in Step I. The appeal must be made within five
(5) working days of the receipt oft he Step J detenninaLion. A copy of the grievance appeal
shall be sent to the person who initially passed upon the grievance. The person designated
to receive the appeal et this Step shall meet with the employee and/or the Association for
review oft he grievance and shall issue a written reply to the employee and/or the Association
by the end of the fifth (5th work day following the day on which the appeal was filed.
)
Step II. An appeal from an unsatisfactory detennination at Step l, or Step l(a) where
applicable, shall be presented in writing to the agency head or his designated representative who
r.
shall not be the same person designated in Step The appeal must be made within five (5) working
days of the receipt of the Step I or Step I(A) detennination. The agency head or his designated
representative, if any, shall meet with the employee and/or the Association for review of the
grievance and shall issue a detennination in writing by the end of the tenth ( I0 1h) work day following
the date on which the appeal was filed.
Step Ill. An appeal from an unsatisfactory determination at Step ll shall be presented by the
employee and/or the Association to the Commissioner of Labor Relations, in writing within ten ( I0 )
working days of the receipt of the Step II detennination. Copies of such appeal shall be sent to the
agency heed. The Commissioner of Labor Relations, or his designee, shall review all appeals from
Step II detenninations and shall answer such appeals within ten ( 10) working days following the
date on which the appeal was tiled.
Step IV. An appeal from an unsatisfactory determination at Step Ill may be brought solely
by the Association to the Office ofC ollective Bargaining for impartial arbitration within fifteen ( 15)
working days of receipt of the Step III detennination.
19
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In addition, the Employer shall have the right to bring directly to arbitration any dispute
between the parties concerning any matter defined herein as a "grievance." The Employer shall
commence such arbitration by submitting a written request therefore to the Office of Collective
Bargaining. A copy oft he notice requesting impartial arbitration shall be forwarded to the opposing
party. The arbitration shall be conducted in accord with the Consolidated Rules of the Office of
Collective Bargaining. The costs and fees of such arbitration shall be borne equally by the
Association and the Employer. The detennination or award of the arbitrator shall be final and
binding in accord with applicable law and shall not add to, subtract from or modify any contract,
rule, regulation, written policy or order mentioned in Section I of this Article.
Section 3.
As n condition to the right of the Association to invoke impartial arbitration set forth in this
Article, the employee or employees and the Association shall be required to file with the Director
of the Office of Collective Bargaining a written waiver of the right, if any, of the employee or
employees and the Association to submit the underlying dispute to any other administrative or
judicial tribunal except for the purpose of enforcing the arbitrator's award.
Section 4.
Any grievance of a general nature affecting a large number ofe mployees and which concerns
the claimed misinterpretation, inequitable application, violation or failure to comply with the
provisions of this agreement shall be tiled al the option oft he Association at Step l[J oft he Grievance
Procedure, without resort to previous steps, except that a grievance concerning employees of the
NYC Health+ Hospitals shall be filed directly at Step II of the Grievance Procedure. Such "group"
grievance must be filed no later than 120 dnys after the date on which the grievance arose, and all
other procedural limits, including time limits, set forth in this Article shall apply. All other individual
grievances in process concerning the same issue shall be consolidated with the "group" grievance.
Section 5.
Ifa detennination satisfactory to the Association at any level of the Grievance Procedure is
not implemented within a reasonable time, the Association may reinstitute the original grievance at
Step III of the Grievance Procedure; or if n satisfactory Step III detennination has not been so
implemented, the Association may institute grievance concerning such failure to implement at
11
Step IV orthe Grievance Procedure.
Section 6.
If the Employer exceeds any time limit prescribed at any step in the Grievance Procedure,
the grievant and/or the Association may invoke the next step of the procedure, except, however, that
rv.
only the Association may invoke impartial arbitration under Step
Section 7.
The Employer shall notify the Association in writing of all grievances filed by employees,
all grievance hearings, and all determinations. The Association shall have the right to have a
20
22007


representative present at any grievance hearing and sh11II be given forty-eight (48) hours notice of
all such grievance hearings.
Section 8.
Grievances relating to claimed wrongful disciplinary action taken against an employee
11
shall be subject to and governed by the following special procedure:
The provisions contained in Lhis section shall not apply to the following category of
employees covered by this contract:
a. Effective July 1, 2006, full-time employees with less than twelve (12) months of
service unless a longer period is agreed by the Association.
b, Employees covered by Section 75( I) of the Civil Service Law or Section 7:5: I oft he
Rules and Regulations of the NYC Health+ Hospitals.
c. Employees paid on o per visit basis.
Effective July I, 2006, any per diem employee ""ho works al least half-time per week and
has perfom1ed such per diem work at least twelve ( 12) months shall he entitled to utilize the
contractual grievance procedure (including disciplinary matters) up to and including Step Ill.
Step J. Following the service of written charges upon an employee, with a copy to be sent
to the Association's New York City office, a. conference shall be held with respect to such charges
by a person who is designated by the agency head to review such charges. The employee may be
represented at such conference by a representative of the Association. The person designated by the
agency head to review the charges shall tnke any steps necessary to a proper disposition of the
charges and shall issue a decision in writing by the end of the fifth day following the date of the
conference.
Step II. If the employee is dissatisfied with the decision in Step I above, she/he may appeal
such decision. The appeal must be within five (5) working days of the receipt of such decision.
Such appeal shall be treated as a grievance appeal beginning with Slep Il of the Grievance Procedure
set forth herein.
Section 9.
A non-Mayoral agency not covered by this agreement but which employs employees in titles
identical to those certified lo be covered by this contract may elect to permit the Association to
appeal en unsatisfactory determination received at the last step of its Grievance Procedure prior to
arbitration on fiscal matters only to the Commissioner of Labor Relations. If such election is made,
the Association shall present its appeal to the Commissioner of Labor Relations in writing within
ten (to) working days of the receipt of the last step determination. Copies of such appeal shall be
sent to the agency head. The Commissioner of Labor Relations, or his designee, shall review nil
such appeals and answer all such appeals within ten ( I 0) working days.
21
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An appeal from a determination of the Commissioner of Labor Relations may be taken to
arbitration under procedures, ira ny, applicable to the non-Mayoral agency involved.
Section 10.
The grievance and the arbitration procedure contained in this agreement shall be the
exclusive remedy for the resolution of disputes defined as "grievances" herein. This shall not be
interpreted to preclude either party from enforcing the arbitrator's award in court. This Section shall
not be construed in any manner to limit the statutory right and obligation of the Employer under

<a id="section-11-expedited-arbitration-procedure-p25"></a>
### Section 11 — Expedited Arbitration Procedure.
_Page 25_ · _Topics: grievance, discipline, hours_

a, The parties agree that there is a need for an expedited arbitration process which would allow
for the prompt adjudication of grievances as set forth below.
b. The parties voluntarily agree to submit matters to final and binding arbitration pursuant to
the New York City Collective Bargaining Law and under the jurisdiction of the Office of Collective
Bargaining. An arbitrator or panel of arbitrators, es agreed to by the parties, wilt act as the arbitrator
of any issue submitted under the expedited procedure herein.
c. The selection of those matters which will be submitted shall include, but not limited to, out-of
title cases concerning all titles, disciplinary cases wherein the proposed penalty is a monetary fine
of one week or less or written reprimand, and other cases pursuant to mutual agreement by the
parties. The following procedures shall apply:
i, SELECTION AND SCHEDULING OF CASES:
(I) The Deputy Chairperson for Disputes of the Office of Collective Bargaining
shall propose which cases shall be subject to the procedures set forth in this

<a id="section-11-and-notify-the-parties-of-proposed-hearing-dates--p25"></a>
### Section 11 — and notify the parties of proposed hearing dates for such cases.
_Page 25_ · _Topics: grievance, hours_

(2) The parties shall have ten business days from the receipt of the Deputy
Chairperson's proposed list of cases and hearing schedule(s) raise any
objections thereto.
(3) lf a case is not proposed by the Deputy Chairperson for expedited handling,
either party may, at any time prior to the scheduling ofan arbitration hearing
date for such case, request in writing to the other party and to the Deputy
Chairperson of Disputes of the Office ofC ollective Bargaining that said case
be submitted to the expedited procedure. The party receiving such request
shall have ten business days from the receipt of the request to raise any
objections thereto.
(4) No case shall be submitted to the expedited arbitration process without the
mutual agreement of the parties.
22
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ii. CONDUCT OF HEARINGS:
(l) The presentation of the case, to the extent possible, shall be made in the
narrative fonn. To the degree that witnesses are necessal)', examination will
be limited to questions of material fact and cross e,caminntion will be
similarly limited. Submission of relevant documents, etc., will not be
unreasonably limited and may be submitted as a "packet" exhibit.
(l) In the event either party is unable to proceed with hearing a particular case,
the case shnll be rescheduled. However, only one adjournment shall be
pennitted. In the event that either party is unable to proceed on a second
occasion, a default judgment may be entered against the adjourning pany at
the Arbitrator's discretion absent good cause shown.
(3) The Arbitrator shall not be precluded from attempting to assist the parties in
settling a particular case.
(4) A decision will be issued by the Arbitrator within two weeks. It will not be
necessary in the Award to recount any of the facts presented. However, a
brief explanation of the Arbitrator's rationale may be included. Bench
decisions may also be issued by the Arbitrator.
(5) Decisions in this expedited procedure shall not be considered as precedent
for any other case nor entered into evidence in any other forum or dispute
except to enforce the Arbitrator's award.
(6) The parties shall, whenever possible, exchange any documents intended to be
offered in evidence at least one week in advance of the first hearing date and
shall endeavor to stipulate to the issue in advance of the hearing date.

<a id="article-vii-registered-nurse-to-patient-ratios-p26"></a>
## Article VII — REGISTERED NURSE TO PATIENT RATIOS
_Page 26_ · _Topics: hours_

Section l. Registered Nurse to Patient Ratios
a. The parties mutually acknowledge their ongoing commitment lo ensuring safe patient
care and safe nurse workload levels throughout NYC Health + Hospitals. The panics further
acknowledge that a safe and reasonable nurse workload is an important factor in providing better
patient care, improving patient outcomes, enhancing the work experience of Registered Nurses, and
addressing issues concerning the recruitment end retention of Registered Nurses.
b. The Employer agrees to maintain the following number of Registered Nurses on each
unit on each shift in lo-Patient and Emergency Room units within the eleven (11) Acute Care
Hospitals:
Department/Specjaltv Area RN to Patient Staffing Ratio
Med/Surg I :6
ICU/CCU/N ICU/PICU/PACU 1:2
(and all critical care units)
Stepdown/fe lemetry 1:4
CCU Stepdown I :4
23
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Maternal/Child (Couplet) I :3
Behavioral Health I :7
Rehab 1:7
Labor and Delivery I :2
Emergency Department (Trauma) 1: I
Emergency Department (Critical Care} I :2
Emergency Department (Non-Critical, High Resource) 1: st
Emergency Department (Non-Critical, Low Resource) 1: 82
Operating Room 1: 1
Pediatrics: I :6
c. NYC Health + Hospitals agrees to maintain the number of nurses per unit per shift
reflected in the above ratios. NYC Health+ Hospitals retains the flexibility, for nursing leadership
and RN staff, to allocate patients wnong nurses in a unit on a shift according to the professional
determination ofa ppropriate patient care. The parties agree that all relevant facts and circumstances
should be taken into consideration in determining appropriate patient care.
Based on the parties' shared commitment to the mission of NYC Health+ Hospitals and the care
of patients, the parties mutually agree and reaffirm that the existence ofs taffing ratios unequivocally
would not provide a basis for the refusal ofa ny patient assignment.
d. The Employer agrees to expeditiously recruit for and hire the number of Registered
Nurses necessary to achieve the nurse to patient ratios set forth above.
e. Head Nurses and Supervisors of Nurses will not be included in the ratios set forth above
provided, however, that Head Nurses may provide patient care on an as-needed basis in order to
enhance Registered Nurse staffing.
f. In the event that the number of nurses on a unit falls below the specified ratio levels on
a given shift (e.g. because of a sick call-out, LOA, etc.), the Employer will re-establish the agreed
upon number ofn urses in each unit expeditiously.

<a id="section-2-implementation-of-nurse-to-patient-ratios-and-disc-p27"></a>
### Section 2 — Implementation of Nurse to Patient Ratios and Discussion of Ongoing Issues
_Page 27_ · _Topics: hours_

a. Upon ratification oft his Agreement, the System-Wide NPC will serve as the Safe Staffing
Committee. The Safe Staffing Comminee will meet within ninety (90) days of ratification to
discuss
i. the timeframe and process for expeditiously hiring the additional RNs who will
be placed in units in accordance with the ratios set forth above; and
ii. the units where the new hires are being placed.
I For non-trauma, non-critical patients. the nurse-to-patient staffing ratio will depend on the anticipated or kno\,11
acuity of the patient
2 For non-trouma, non-critical patients. the nurse-to-patient staffing ratio will depend on the 1111ticipated or kno1\TI
acuity of the palient
24
22007


b. The Safe Staffing Committee will meet as often as needed, but not Jess than six times
per year, to discuss:
i. the methods for improving recruitment and retention within NYC Health +
Hospitals. These discussions shall include, but not be limited to, the establishment
and/or enhanced use ofd edicated float pools, "weekend+ I" schedules, end increased
Alternative Work Schedule opportunities.
ii. the modification of a ratio, if necessary, as a result of change in patient acuity or
case mix in a particular unit which affects patient and nursing needs; and
iii. the appropriate ratio in new units, or in units where there is a clinical
programmatic change that fundamentally alters the character of the unit and which
affects patient and nursing needs.
c. The Safe Staffing Committee may refer issues in the categories above that are best
addressed at the local level to the Facility-based NPC.
d. Over the next eighteen ( 18) months, the Safe Staffing Committee will discuss staffing
and workload issues in the ambulatory care and long-term care units.
e. The Safe Staffing Committee will review and discuss Protests of Assignment related to
stnffing issues presented by NYNSA. If requested by NYSNA, the Employer will provide
supporting documentation relating to specific POAs and/or to staffing concerns identified by
NYSNA. Neither party wnives any existing rights under New York Stale law.

<a id="section-3-resolution-or-disputes-concerning-registered-nurse-p28"></a>
### Section 3 — Resolution or Disputes Concerning Registered Nurse to Patient Ratios
_Page 28_ · _Topics: grievance_

a. Both parties recognize that the implementation of Nurse to Patient Ratios will require a
reasonable time to be fully operational. Accordingly, NYSNA agrees not to initiate this dispute
resolution procedure prior to July 1, 2021 for disputes arising from the reasonable "ramp up" of
hiring Registered Nurses sufficient to meet the ratio requirements.
b. After July I, 2020, if there has been a regular and consistent pattern of Registered Nurse
to patient ratios in a particular facility or unit falling below the ratios set forth above, and the pattern
is unrelated to the reasonable "ramp-up" discussed in Section 3(a), NYSNA may submit the dispute
to the Facility-based NPC. The Facility-based NPC shall meet to attempt to resolve the dispute
within fourteen (14) days oflhe parties bringing the dispute to the NPC's attention.
c. If the dispute is not resolved with in fourteen ( 14) days from its submission to the Facility
based NPC, either party may submit the dispute to the System-wide NPC. The System-wide NPC
shall meet to attempt to resolve the dispute at its next regularly scheduled meeting, but in no event
more than thirty (30) days from the submission oft he dispute to the System-wide NPC.
d. If the dispute is not resolved within thirty (30) days from its submission to the System
wide NPC, either party may submit the dispute to the President/CEO of NYC Health+ Hospitals.
The President/CEO shall attempt to resolve the dispute within thirty (30) days oft he submission of
25
22007


the dispute to him/her.
e. If the President/CEO does not resolve the dispute within thirty (30) days, either party may
submit the dispute to Scheinman Arbitration and Mediation Services ("SAMS"). SAMS shall
convene the parties, either in person or telephonically, to attempt to resolve the dispute within one
(I) week of the submission of the dispute to SAMS.
f. The parties may jointly agree, in writing. to extend the time limits set forth abo\le.

<a id="article-viii-workplace-violence-prevention-p29"></a>
## Article VIII — WORKPLACE VIOLENCE PREVENTION
_Page 29_ · _Topics: wages, hours, safety, recognition_

a. The Employer acknowledges its responsibility to maintain a safe, non-violent workplace
consistent with applicable State and Local law, applicable collective bargaining agreements
and NYC H+H and NYC Mayoral Agency-specific Workplace Violence Prevention
Policies.
b. Facility-specific workplace violence and/or employee safety issues may be raised by
NYSNA to the NYC H+H Chief Nursing Officer at that facility (or the authorized designee
at a Mayoral Agency). The parties agree to discuss the issues raised by NYSNA in a timely
manner at the facility-based Nursing Practice Council meetings (or labor-management
meeting/health and safety meeting at a Mayoral Agency). If the parties jointly agree that a
system-wide discussion is necessary to address the cause or proposed solution to a particular
situation, the matter shall be referred to the NYC H+H System-Wide Nursing Practice
Council (or to the NYC Office of Labor Relations for Mayoral Agencies) for further review
and discussion.
c. NYC H+H and the Mayoral Agencies shall inform NYSNA union representatives as soon
as practicable of any serious on-the-job injuries or workplace violence assaults suffered by
a NYSNA bargaining unit member. The unit member's name and contact information will
be provided to NYSNA with the member's consent.
d. Notwithstanding the provisions of this Article, neither party waives their existing rights
and/or responsibilities under law, applicable policies/procedures and/or the collective
bargaining agreement with regard to workplace violence and employee safety.
e. NYSNA and the Employer further agree to support employees subjected or exposed to
workplace violence. This support may include, but not be limited to:
1. Offering Employee Assistance Program (EAP) services to employees, whether they are
victims, witnesses, or otherwise affected by workplace violence.
2. Offering assistance to employees, upon request, with filling out the appropriate workers'
compensation forms.
3. Consideration ofrensonable requests by an employee affected by workplace violence for
a schedule modification, assignment modification, visitor _(patient and family)
26
22007


restrictions, and other similar work adjustments as may be feasible for the employee to
fully resume working.
f. For the purposes of this Article, the definition of "Workplace Violence" shall be the
definition contained in the NYC H+H or Mayoral Agency Workplace Violence Prevention
Policies and shall also include the definition contained in NYS Department of Labor
Regulations 12 NYCRR Part 800.6 (d) ( 11 ), as set forth below:
Any physical assault or acts of aggressive behavior occurring where a public
employee performs any work-related duty in the course of his or her employment including by not
limited to:
i. An attempt or threat, whether verbal or physical, to inflict physical injury
upon an employee;
ii. Any intentional display of force which would give an employee reason to fear
or expect bodily harm;
m. Intentional and wrongful physical contact with a person without his or her
consent that entails some injury;
iv. Stalking an employee with the intent of causing fear of material henn to the
physical safety and health of such employee when such stalking has arisen through and in
the course of employment.
g. The parties agree to the posting of signage in appropriate worksite locations to deter
workplace violence.

<a id="article-ix-posting-and-filling-of-vacancies-p30"></a>
## Article IX — POSTING AND FILLING OF VACANCIES
_Page 30_ · _Topics: hours, recognition_

a. NYSNA bargaining unit vacancies at NYC H+H, shall be posted on its public and internal (employee
only) internet web sites. Bargaining unit vacancies at the Mayoral Agencies shall be posted on its
public 1111d internal (employee only) DCAS web sites. NYC H+H and Mayoral Agencies shall not
be precluded from posting such vacancies in any other additional forums or locations il deems
appropriate.
b. Notwithstanding the above, all promotional NYSNA bargaining unit vacancies shall first be posted
internally for a minimum of live (5) business days, except when such vacancies arc to be tilled on
an emergency basis as deemed by the Employer.
c. lnfonnation on vacancies, budgeted positions, hiring, and bargaining unit turnover may be
included as a topic for discussion at NPC and/or Labor-Management meetings.
d. In the case of vacancies on units for which bargaining unit members working on the unit
request a change in shift/tour, the employer will make good faith efforts to grant such request
of qualified applicants from within the unit, when clinically prudent as deemed by the
Employer.
e. In the case of hiring for promotional and/or lateral vacancies within the NYSNA bargaining
27
22007
~


unit, the Employer will make good faith efforts to ensure that a selected internal candidate
is able to transfer to the new position/title without losing the position because they are being
held in the prior position.

<a id="article-x-work-schedules-p31"></a>
## Article X — WORK SCHEDULES
_Page 31_ · _Topics: hours_

--------
The City of"New York and the NYC Health + Hospitals shall post o schedule of each
employee's work assignment not less than two {2) weeks in advance oft he start of each work cycle,
but shall endeavor to post the work assignments at least four (4) weeks in advance of the start of
each work cycle.
Except when prevented by circumstances beyond its control, or when accommodating the
particular employee affected, any change in work schedule within the month shall be posted not less
than 48 hours in advance of the scheduled date of change. A copy ofs uch change shall be given to
the employee affected.
ARTICLEXI-REASSIGNMENfS
All routine, non-emergency changes of assignments of an involuntary nature will be given
to the employee in writing two weeks in advance and shall stnte the duration of the assignments, if
known. In the NYC Health+ Hospitals, if the reassignment involves n change of tour, the employee
will be given four (4) weeks written notice. The Mayoral Agencies will make their best efforts to
give more than two (2) weeks written notice of reassignments involving a change of tour; such
notice will not be made in an arbitrary or capricious manner.

<a id="articlexii-seniority-p31"></a>
## ARTICLEXII-SENIORITY
_Page 31_ · _Topics: vacation, layoff_

The Employer will furnish annually to the Association seniority lists by facility and will
correct such lists from time to time as may be necessary. Such lists shall reflect each employee's
date of original appointment and length of service in the employee's current title. The list will
conclusively establish an employee's seniority in the facility unless the employee protests it, in
writing, within thirty (30) days from the time it is furnished or, if the employee is on absence leave
or vocation or otherwise unable to so protest it within such time, within thirty (30) days ofter the
employee returns from such leave or vacation or such disability is removed.

<a id="practice-councils-p31"></a>
### PRACTICE COUNCILS
_Page 31_

Section 1.
The City of New York and NYC Health+ Hospitals recognize that employees covered by
this Agreement have a unique contribution to make towards maintaining and improving professional
nursing care. Therefore, procedures should be developed whereby the views and recommendations
of the employees covered by this Agreement can be heard and considered in the decision making
28
22007


process within each institution.
The City of New York and NYC Health+ Hospitals recognize the importance of Registered
Professional Nurses adhering to the scope of the Nurse Practice Act and the standards of the
profession.

<a id="section-2-nyc-health-hospitals-p32"></a>
### Section 2 — NYC Health+ Hospitals
_Page 32_ · _Topics: hours, safety_

A facility-based Nursing Practice Council ("NPC") shall be maintained at each NYC Health
+Hospitals institution that employs nurses represented by the Association to consider the problems
of nursing practice and lo make recommendations on such matters. The NPC should be comprised
of an equal number of members ofn ursing management and of the Association. Where applicable,
Association members should consist of one from each clinical service/specialty with a cross section
of titles currently utilized in the respective facility or agency. Members of nursing management
serving on the NPC should be composed of representatives from the services within the facility or
agency. The NPC shall select co-chairs (one selected by management members, and one selected
by the association members) who shall serve for 12 months (and may be re-appointed by NYC H
+H or NYSNA, respectively). A quorum shall consist of a majority of the respective association
and management membership oft he committee. NYC H +Hand NYSNA may replace members of
the committee upon reasonable notice to the other party and the co-chairs, provided such
replacement is not intended to prevent the committee from reaching consensus or solely to reverse
an existing consensus. The NPC sh11ll meet on a monthly basis on a schedule established by the
committee, unless the parties agree otherwise. The discussions of the NPC should be professional
and collaborative in nature, provide an overview of local Nurse Practice Council meetings in a
systematic manner; provide :Nursing staff and Management an opportunity to share concerns
impacting Patient Safety al facilities; striving to address issues regarding nursing practice; nurse
recruitment, engagement, satisfaction and retention; cultural sensitivity and culturally competent
care; nurse-sensitive indicators of performance; patient satisfaction; patient safety; and patient
outcomes in a mutually respectful manner. Both parties agree to align their activities to support
mutually agreed upon recommendations. Each NPC shall utilize evidence provided by the
collection and analysis of data es the basis for decision-making.

<a id="section-2-a-p32"></a>
### Section 2 — A.
_Page 32_ · _Topics: grievance, hours, safety_

I. NYC H+H and NYSNA are committed to taking a coordinated, cooperative
approach to improving patient satisfaction, patient outcomes, nurse satisfaction,
and nurse recruitment and retention in all services and departments; and
improving community health.
2. NYC H+H and NYSNA are committed to continuing to offer excellent care
services and maintaining and improving NYC H+H's reputation and public
image as a provider of choice in the community.
3. The parties will ensure that a NPC is fully functioning at each facility;
4. The focus of each facility NPC will be innovative, collaborative, and evidence
based initiatives to:
a. Promote nurses' job satisfaction by directly involving them in decisions
29
22007


that affect nursing practice.
b. Foster a collaborative atmosphere that supports a culture ofs afety, which
in tum results in bet1er patient outcomes and greater job enjoyment and
satisfaction.
c. Encourage the professional development of nurses.
d. Improve the quality of care and safety of patients.
e. Improve the patient experience, ns evidenced by survey results.
f. Identify ways to provide culturally sensitive, culturally competent care.
g. Analyze the nllocntion of resources to maximize cnre, capacity, and
patient care needs.
h. Such other issues end/or areas of concern that are mutually identified and
agreed to by the NPC.
5. NYC H+H end NYSNA shall establish a NYC H+H-wide NPC that wilt:
a. Consist of nn equal number of labor and management representatives;
b. Ensure that each facility is adequately represented on the steering
committee;
c. Establish standardized procedures and protocols for the facility NPC's
d. Provide a forum whereby facility NPC's will regularly report to it on their
meetings and initiatives
e. Establish n joint mission, ground rules, and meeting schedule based on
collaboration and consensus-based decision-making.
6. The Chairs of the NYC H+H wide NPC shall be the President of the NYSNA
NYC H+H/Mayornl Executive Council and the Nurse Executive designated by
NYC H+H.
7. The NYC H+l-1-wide NPC shall act as a steering committee, guiding,
coordinating and supporting the activities of the facility-based NPCs to ensure
consistency across NYC H+H. It shall also serve as a forum for discussion of
any longstanding unresolved issues at the facility level. The Steering Committee
shall detennine the implementation timeline for expanding current activities.
8. The NYC H+l-1-wide NPC shall establish common data collection practices for
facility-based NPC> and common targets for nurse-sensitive indicators of
perfonnance, and assist the facility-based committees to develop strategies to
achieve the targets.
9. The NYC H+H-wide NPC shall utilize evidence provided by the collection and
analysis of data as the basis of decision-making.
10. To support the work of the NYC H+H-wide NPC and the facility-based NPCs,
NYC H+H and NYSNA shall jointly fund and select, through grants or other
available means an individual or organization with experience in fostering
collaborative efforts by labor Wld management. The role of this person or
organization will be to assist the parties in fostering a productive and cooperative
approach to solving problems and working together effectively to implement the
30
22007


goals of the NYC H+H-wide NPC and facility-based NPCs.
11. The parties may agree to enlist the assistance of experts in the assessment of
evidence-based best practices.
12. The parties will explore the expansion of the NYC H+H-wide NPC to include
other direct patient care and support service providers.
13. The NYC H+H-wide NPC und the facility-based NPCs shnll not modify the
collective bargaining agreement.
14. The NYC H+H-wide NPC and the facility-based NPCs shall operate by and act
on consensus only. The failure to reach a consensus shall not be the basis for a
grievance or any other action.
15. The parties will periodically monitor the effectiveness of this Program.
16. All requests for infonnetion solely in connection with the activities of the NPC
will be resolved through the NPC process.
17. lnfonnation provided in connection with this provision will only be used by the
NPC for the purposes established herein.

<a id="section-3-city-of-new-york-mayoral-agencies-p34"></a>
### Section 3 — City of New York Mayoral Agencies
_Page 34_ · _Topics: grievance_

The City of New York Mayoral Agencies and NYSNA agree that, as needed, nursing
practice issues shall be incorporated into the existing labor management process at each agency,
subject to the following additional conditions:
a) Nursing practice issues shall be included as a specific agenda item at the labor
management meetings, es needed;
b) The nursing practice discussion shall be professional and collaborative in nature and its
focus should be consistent with the H+H facility based NPC's. as set forth in section
2A(4) above;
c) To the extent necessary, a management representative who is also a registered nurse or
licensed physician may participate in the discussion. However, an agency shall not be
required to hire a management representntive for this purpose.
d) lfNYSNA believes there is a particulor nursing practice issue that impacts the Mayoral
Agencies in a similar manner. it may request that a Citywide Nursing Practice Council
meeting be convened by the NYC Office of Labor Relations to discuss the issue.
Section 4.
The Corporation/City of New York shall work towards the elimination of non-nursing
functions where performed by Registered Professional Nurses. The Nursing Practice Council in
each facility (or labor-management committee in Mayoral Agencies, consistent with the provisions
ofS ection 3) shall consider steps to be taken by the facility to relieve Registered Professional Nurses
of tasks and responsibilities which in the judgment of the Nursing Practice Council (or labor-
31
22007


management committee in Mayoral agencies, consistent with the provisions of Section 3) constitute
non-nursing functions, subject to the Rules and Regulations of the NYC H+H and the City of New
York. Recommendations of the Council (or labor-management committee in Mayoral agencies,
consistent with the provisions ofS ection 3} shall be made in writing to the NYC H+H Facility Chief
Nursing Officer and to the NYC H+H Facility Chief Executive Officer (or Mayoral Agency Program
Director} who shall consider the recommendations and who will respond, in writing, within twenty
(20) working days.
NYC Health +Hospitals:
The decision of the Chief Executive Officer may be appealed by the Association in writing,
within fifteen ( 15) working days after issuance, to a NYC H+H Central Office Appeal Committee
composed of the Senior Associate Vice President, Hum11n Resources; the Chief Financial Officer;
the Chief Medical Officer; the Assistant Vice President - Corporate Nursing; a Facility Chief
Executive Officer; and a Director of Nursing from an NYC H+H facility; or their designee. The
committee will meet at least monthly to hear and consider appeals of a Chief Executive Officer's
decision on non-nursing functions. The written appeal filed by the Association shall include
infonnation submitted to the Nursing Practice Council, the recommendation of the Nursing Practice
Council, the decision oft he Chief Executive Director, other information the Association believes is
relevant to the appeal and a statement explaining why the Association disagrees with the decision
oft he Chief Executive Officer on the recommendation of the Nursing Practice Council. The Appeal
Committee shall issue a written response within forty-five (45) working days of the date the Appeal
Committee heard the appeal.
Matters presented to the Central Office Appeal Committee shall not be subject to the
grievance procedure and arbitration nor appeal to the Personnel Review Board, and the decision of
the Appeal Committee shall be final and binding:
MAYORAL AGENCY:
The decision of the Program Director may be appealed by the Association in writing within
fifteen working days after issuance to the Commissioner of the Office of Labor Relations. The
written appeal filed by the Association shall include infonnation submitted to the Labor
Management Committee, the recommendation of the Labor-Management Committee, the decision
of the Program Director, other information the Association believes is relevant to the appeal nnd a
statement explaining why the Association disagrees with the decision of the Program Director on
the recommendation of the Labor-Management Committee. The Commissioner of the Office of
Labor Relations or his designee shall issue a written response within forty-five (45) working days
of the date the Office of Labor Relations heard the appeal.
Matters presented to the Office of Labor Relations shall not be subject to the grievance
procedure nor arbitration, 1111d the decision of the Office of Labor Relations shell be final and
binding.

<a id="article-xiv-patienf-classification-systems-p35"></a>
## Article XIV — PATIENf CLASSIFICATION SYSTEMS
_Page 35_ · _Topics: hours_

The New York City Health+ Hospitals is utilizing a standardized automated system to
32
22007


track staffing and scheduling for all clinical services in a standardized manner and will continue
developing appropriate staffing standards and patterns pertinent to the delivery ofq uality nursing
care and responsive to patient acuity and complexity.
Consistent with such standards, consideration will be given to: Reallocation of fiscal
and/or human resources within an institution; intensification of recruihnent efforts; and, in
situations of greatest urgency, in collaboration with the Nursing Practice Council (NPC),
consolidation of services and control of admissions.
The parties agree to continue to work collaboratively, at the corporate and facility level to
facilitate the timely implementation of the above provisions.

<a id="article-xv-orientation-and-in-service-education-p36"></a>
## Article XV — ORIENTATION AND IN-SERVICE EDUCATION
_Page 36_ · _Topics: grievance_

The Nursing Orientation and In-Service Education Program(s) at each facility shall be in
conformance with the JCAHO standards. Any dispute concerning this paragraph shall be submitted
to the Education and Staff Development Committee as provided by Article XVI of the Agreement
ond shall not be subject to the Grievance Procedure.
Effective 7/21/14, the employer will make available to its employees in each Mayoral
Agency the NYC H+H programs of in-service education and continuing education consistent with
and equivalent to the tenns and conditions provided to NYC H+H employees.

<a id="article-xv1-education-and-staff-development-committee-p36"></a>
## ARTICLE XV1 - EDUCATION AND STAFF DEVELOPMENT COMMITTEE
_Page 36_ · _Topics: hours, training_

A Committee shall continue to recommend guidelines with respect to eligibility for tuition
reimbursement, education leave and staff development. The Committee shall be comprised of an
equal number of representatives from the New York State Nurses Association and the NYC Health
+ Hospitals, but not to exceed five (5) in number from each side. The Committee will meet on a bi
monthly basis on a schedule established by the Committee. Though the Committee shall be apprised
of all current grievances relating to tuition reimbursement, et al., no action of the Committee will
affect the progression of grievances under the contract. The Committee functions set forth herein
may be combined with the functions of the Advisory Committee for the NYSNA funds established
pursuant to Article Ill, Sections 13 and 14.

<a id="article-xvii-bulletin-boards-employer-facilities-p36"></a>
## Article XVII — BULLETIN BOARDS: EMPLOYER FACILITIES
_Page 36_

The Association may post notices on bulletin boards in places and locations where notices
usually are posted by the employer for the employees to read. The City of New York and the NYC
Health + Hospitals will provide one (I) such bulletin board in every building where Registered
Professional Nurses are employed. Upon request to the responsible official in charge of a work
location, the Association may use the employer premises for meetings during employees' lunch
hours subject to availability of appropriate space and provided such meetings do not interfere with
employer business. Notices to be on Association's stationery and letterhead.
33

<a id="article-xviii-locker-rooms-p37"></a>
## Article XVIII — LOCKER ROOMS
_Page 37_

The NYC Health + Hospitals Director for Personnel and Labor Relations and the
Commissioner of Labor Relations for each affected mayoral agency shall issue a memorandum,
within 30 days of the Financial Control Board's approval of the Contract, lo the institution's Chief
Executive Officer requesting the preparation of a report within 60 days from issuance date of the
memorandum. The report shall include evaluation of locker room availability and security, and the
submission ofp lans for improvements (including projected timetables) where indicated and feasible.
A copy of report{s) shall be given to the Association.

<a id="article-xix-no-strikes-p37"></a>
## Article XIX — NO STRIKES
_Page 37_

In accordance with the New York City Collective Bargaining Lew, as amended, neither the
Association nor any employee shall induce or engage in any strikes, slowdowns, work stoppages,
mass absenteeism, or induce any mass resignations during the tenn of this Agreement.

<a id="article-xx-cl-iywide-issues-p37"></a>
## Article XX — Cl'IYWIDE ISSUES
_Page 37_ · _Topics: holidays, vacation_

Section 1.
Except as provided in Section 2 through Section 4 of this Article XX, this Agreement is
subject to the provisions, tenns and conditions of the Agreement which has been or may be
negotiated between the City and the Union recognized as the exclusive collective bargaining
representative on Citywide matters which must be uniform for specified employees, including the
employees covered by this Agreement.
Employees in Rule X titles shall receive the benefits of the Citywide Agreement unless
otherwise specifically excluded herein.
Section 2.
e. Pursuant to Article V, Section 23 of the 1985-87 Citywide Agreement or its
successor es modified by a Supplemental Agreement dated September 5, 1985, the parties agree
that it is impracticable to recruit for the titles covered by this Agreement and the City has applied
for and received a variation of the provisions contained in that Citywide Agreement as they relate
to annual leave allowances for employees hired on or after July I, 1985 and has also applied for
and received a variation of the list and number of holidays.
b. The employees covered by this Agreement shall continue to receive annual leave
allowances in accordance with Article V, Section la of the 1980-82 Citywide Agreement as
modified by the Supplemental Agreement dated September 5, 1985 and shall not be subject to the
modification of Article V, Section 9 of the 1980-82 Citywide Agreement set forth in paragraph
"Second" of the Supplemental Agreement dated September 5, 1985.
34
22007


c. The following annual leave schedules shatl apply to all employees hired by the
Employer on or before June 30, 2006:
Beginning the first year: 20 days
Beginning the 8th year: 25 days
Beginning the l 5th year: 27 days
d. The following annual leave schedules shall apply to all employees hired by the
Employer on or after July I, 2006:
Beginning the first year: 18 days
Beginning the third year: 20 days
Beginning the 8 th year: 25 days
e. Employees hired on or after July l, 2006 shall not be entitled to use accrued annual leave
for the first 6 months ofe mployment, nor shall they be entitled to payment for accrued annual leave
upon tennination of employment before completing 6 months of employment.

<a id="section-3-holidays-p38"></a>
### Section 3 — Holidays
_Page 38_ · _Topics: holidays, vacation_

a. Effective July l, 2006, Employees shall receive the following listed eight (8) paid
holidays per year:
New Year's Day Labor Day
Washington's Birthday Veteran's Day
Memorial Day Thanksgiving Day
Independence Day Christmas Day
b. Effective July 1, 2006, Employees shall receive three (3) paid personal leave days
per Calendar Year, to be used consistent with the rules governing annual leave, and treated
separately from annual leave accrual. Employees may designate Martin Luther King Day as one of
the personal leave days.

<a id="section-4-night-shift-differential-p38"></a>
### Section 4 — Night Shift Differential
_Page 38_ · _Topics: hours, shift-differential_

a. Employees in the following listed titles shall continue to receive a Night Shifi
Differential as provided in Article Ill, Section 6 of this Agreement:
Accountable Care Manager
Assistant Head Nurse
Associate Midwife (Level A)
Associate Midwife (Level B)
Associate Nurse Practitioner {Level I)+
Associate Nurse Practitioner (Level 11}*
35


Head Nurse, Head Nurse (DOS)
Midwife
Nurse-Midwife
Nurse-Practitioner•
Nurse Practitioner (DOS)
Nurse Practitioner
Nurse Practitioner (Primary Care/Behavioral Health)
Psychiatric Nurse Practitioner (CHS)
Steff Nurse
Steff Nurse (Department for the Aging)
Supervisor ofN urses
Supervisor of Nurses (Level I and Level II) (HRA only)
Staff Nurse (CHS} Level 1#
StaffNurse (CHS) Level 11#
Quality Assurance Nurse (CHS)#
Infection Control Nurse (CHS)#
Clinical Nurse Specialist (CHS)#
Educational Coordinator (CHS)#
Nurse Practitioner (CHS)#
Patient Care Coordinator (CHS)#
b. Employees in the following listed titles shall continue to receive a Night Shift
Differential in accordance with Article Ill, Section l of the 1995-200 I Citywide Agreement:
Case Management Nurse, Level I, Level II (PD)
Case Management Nurse, Level I, Level II (FD}
Case Management Nurse, Level 1, Level II (DOC)
Case Management Nurse (DOS)
Sr. Case Management Nurse (DOS)
• Effective January 5,2020, the titles Nurse Practitioner (001960), Associate Nurse Pracutroner (Level
1)(9664 I 0) 11nd Associate Nur,e Practitioner Level II (966420) were deleted and replaced with the titles Nurse
Practitioner (970010) and Nurse Practitioner (Primary Care/Behavioral Health) (970020).
#Rerer to MOA between the City, NYC H+H and NYSNA doled July 23, 2018

<a id="article-xxi-disaster-relief-p39"></a>
## Article XXI — DISASTER RELIEF
_Page 39_ · _Topics: overtime, vacation, safety_

NYSNA and the Employer agree that registered nurses can make a significant contribution
providing critical assistance to disaster victims who require skilled medical care. Accordingly, the
Employer will use best efforts to facilitate an employee's use of paid annual leave/compensatory
time and/or leave without pay in order to volunteer to help in officially declared disaster or
emergency relief efforts in the U.S. or abroad.
Such leave requests shall not be unreasonably denied, but the operational needs and potential
cost impact to the employer shall be a factor in any decision of whether or not to approve the leave.
36
22007


Should an employee be granted the use of annual leave, compensatory time or leave without
pay to volunteer, the parties agree that the employee's participation in any such relief efforts shall
be in their individual capacity and the employee will not be representing NYC H+H and/or the City
of New York in an official capacity.
AlfflCLE XX.II - SAFE PATIENT HANDLING
a. NYC H+H and NYSNA are committed lo the safety of our patients/residents and staff. The
Employer agrees to act to minimize injuries and hann to patients and employees through the effective
use of new Safe Patient Handling technology, equipment, engineering controls, techniques and
procedures.
b. NYC H+H will issue a Safe Patient Handling Policy, with input from NYSNA and other employee
representatives, that establishes a system-wide Safe Patient Handling Program pursuant to and in
accordance with New York Public Health Law Section 2997-k.
c. The NYC H+H Committees on Safe Patient Handling will continue to meet on a regular and ongoing
basis to: (a) discuss issues of concern regarding safe patient handling; (b) analyze appropriate
responses to identified issues; (c) assess and compnre technology, devices, equipment and processes
to address or correct identified issues; and (d) issue recommendations on Safe Patient Handling
equipment and devices that may be considered for purchase or lease by the Employer, including the
quantity of equipment and/or de,·ices and suggested timelines for implementation.

<a id="article-xxiii-association-activities-p40"></a>
## Article XXIII — ASSOCIATION ACTIVITIES
_Page 40_

Time spent by employee representatives to conduct labor relations with the City and on
Association activities shall be governed by the tenns of Executive Order No. 75, as amended, dated
March 22, 1973, entitled "Time Spent on the Conduct of Labor Relations between the City and Its
Employees and on Union Activity" or any other applicable Executive Order.

<a id="articlexxiv-officespace-p40"></a>
## ARTICLEXXIV-OFFICESPACE
_Page 40_

The NYC Health + Hospitals Director for Personnel and Labor Relations shall issue a
memorandum requesting that each Chief Executive Officer detennine ifs pace is available to be used
by the NYSNA for the conduct of Association business within each facility.
The Commissioner of Labor Relations for the affected Mayoral agencies shall request that
such space availability be detennined by the agency.

<a id="article-xxv-labor-management-commi-itee-p40"></a>
## Article XXV — LABOR MANAGEMENT COMMI'ITEE
_Page 40_ · _Topics: overtime, grievance, hours_

Section 1.
The Employer and the Association, having recognized that cooperation between
management and employees is indispensable to the accomplishment of sound and harmonious labor
relations, shall jointly maintain and support a labor-management committee in each of the agencies.
37
22007


Section 2.
Each labor-management committee shall consider and recommend to the agency head,
utilization of professional nursing personnel, problems of nursing education, patient care,
involuntary overtime, shift rotation, involuntary frequent assignment rotation (floating) and changes
in the working conditions of the employees within the agency who are covered by this Agreement.
Matters subject to the Grievance Procedure shall not be appropriate items for consideration by the
labor-management committee.
Section 3.
Each labor-management committee shall consist of six members who shall serve for the tcnn
of this agreement. The Association may, through its members on the committee, designate a
consultant to attend a particular meeting. The agency shall have the same right. The Association
shall designate three members and the agency head shall designate three members. Vacancies shall
be filled by the appointing party for the balance of the tenn to be served. Each member may
designate one alternate. Each committee shall select a chainnan from among its members at each
meeting. The chairmanship ofe ach committee shall alternate between the members designated by
the agency head and the members designated by the Association. A quorum shall consist of a
majority of the total membership of a committee. A committee shall make its recommendations to
the agency head in writing.
Section 4.
The labor-management committee shall meet at the call of either the Association members
or the Employer members at times mutually agreeable to both parties. At least one week in advance
of a meeting, the party calling the meeting shell provide, to the other party, a written agenda of
matters to be discussed. Minutes shall be kept and copies supplied to all members of the committee.

<a id="article-xxvi-miscellaneous-p41"></a>
## Article XXVI — MISCELLANEOUS
_Page 41_

Section I. Direct Deposit
Effective December 14, 2019, the Employer may require that all newly hired employees be paid
exclusively through direct deposit or electronic funds transfer. For employees on dir:ect deposit, the
employer may provide pay stubs electronically except where the employee hns requested in writing
to receive a printed pay stub. Further, the parties shall work together regarding incumbent
employees' enrollment in direct deposit, with the objective of 100% of employees being paid
electronically.

<a id="section-2-paid-release-time-p41"></a>
### Section 2 — Paid Release Time
_Page 41_

Effective January 5, 2020, NYSNA shall have two (2) additional full-time release time positions.
This is in addition to the release time positions set forth in the side-letter attached to this Agreement.
38
22007

<a id="article-xxvii-financial-emergency-act-p42"></a>
## Article XXVII — FINANCIAL EMERGENCY ACT
_Page 42_

The provisions of this Agreement are subject to applicable provisions of law, including the
New York State Financial Emergency Act for the City ofNew York as amended.

<a id="article-xxviii-appendices-p42"></a>
## Article XXVIII — APPENDICES
_Page 42_

The Appendix or Appendices, if any, attached hereto and initialed by the undersigned shall
be deemed part of this Agreement as if fully set forth herein.
11

<a id="article-xxix-savings-clause-p42"></a>
## Article XXIX — SAVINGS CLAUSE
_Page 42_

In the event that any provision of this Agreement is found to be invalid, such invalidity shall
not impair the validity and enforceability of the remaining provisions of this Agreement

<a id="article-xxx-contracting-our-clause-p42"></a>
## Article XXX — CONTRACTING-Our CLAUSE
_Page 42_

The use of supplemental nursing services by the NYC Health + Hospitals facilities shall be
in conformance with applicable Corporation Operating Procedures (including Operating Procedure
130-1).
39
22007


JJ?fau:;.02
ib
'fl
WHEREFORE, we have hereunto set our hands and seals this day of I

<a id="related-public-employers-association-p43"></a>
### RELATED PUBLIC EMPLOYERS ASSOCIATION
_Page 43_

AS DEFINED HEllEIN
nR7_~------
BY: ~
_n..:....__ B Y , ~ ~ -
~ N
Commissioner of Labor Relations Executive Director
NEW YORK CITY HEALTH+ HOSPITALS
Q_A__ G C}\_
BY:
ANDREA G. COHEN
Senior Vice Prc:sidcnl & GenerB.I Counsel

<a id="approved-as-to-form-p43"></a>
### APPROVED AS TO FORM
_Page 43_

~~H'~
BY:
ERJcm-b'L-T_Z _____
Acting Corporation Counsel
SUBMrn'ED TO THE

<a id="financial-control-board-p43"></a>
### FINANCIAL CONTROL BOARD
_Page 43_

DATE: __________
UNIT: STAFF NURSES OFFICE OF LABOR RELATIONS
TERM: June 6, 2019 to Mardi 1, 2023
REGISTRATION.
.,
l

<a id="official-p43"></a>
### OFFICIAL
_Page 43_ · _Topics: longevity, hours_

I), ••
.. '
~ :· f ,,
' ) i. '
,
DATE:
ef Id
1-JJve,t"'-\:. J } 10 \


APPENDIX A (1)
Experience/Longevity Schedule

<a id="title-code-title-p44"></a>
### TITLE CODE TITLE
_Page 44_ · _Topics: longevity, hours_

000480 Assistant Head Nurse
06240 Case Management Nurse (DOC) Level I
09968 Case Management Nurse (DOS)
50959 Case Management Nurse (FD) Level I
50958 Case Management Nurse (PD) Level I
50910,509100 Staff Nurse
05490 Staff Nurse (Department for the Aging)
6/6/19 Total
After I Year $987 $987
After 2 Years An additional: $836 $1,823
After 3 Years An additional: $862 $2,685
After 4 Years An additional: $869 $3,554
After 5 Years An additional: $847 $4,401
After 6 Years An additional: $726 $5,127
After 7 Years An additional: $844 $5,971
After 8 Years An additional: $734 $6,705
After 9 Years An additional: $740 $7,445
After 10 Years An additional: $745 $8,190
After 11 Years An additional: $761 $8,951
After 12 Years An additional: $766 $9,717
After 13 Years An additional: $722 $10.439
After 14 Years An additional: $811 $11,250
After 15 Years An additional: $860 $12,110
After 16 Years An additional: $770 $12,880
After 17 Years An additional: $789 $13,669
After 18 Years An additional: $790 $14,459
After 19 Years An additional: $818 $15,277
After 20 Years An additional: $1,135 $16,412
After 21 Years An additional: $760 $17,172
After 22 Years An additional: $1,000 $18,172
After 30 Years An additional: $500 $18,672
NOTE: The Experience/Longevity Pay shall be paid each yenr after one (I) through 1wenty•lwo {22) yenrs of
experience. Placement on the schedule is b11Sed on tollll number of ye:irs of Mayoralty/NYC H+H service in any
NYSNA-represented tille. Effective January 1, 2008, in NYC H+H, up to 10 ye11r5 of experience ns nn RN with 11
non-Mayoral/NYC H+H employer shall be credited based on outside experience. Effective July 21 2014. in
Mayoral Agencies up to 10 yell!s of experience o.s an RN with a non-Mayoral/NYC H+H employer shall be credited
based on outside experience. However, ou1side ei.perience credit is granted only if nn employee is hired inlo the
same title held in his/her prior position. For the purpose of evllluating the outside experience of the Case
M11n11gement Nurse Level I nnd Cnse Management Nurse (DOS) titles, time as a Staff Nurse will count. For the
purpose of evaluating the outside experience of the Case Management Nurse Level 2 and Senior Case Management
Nurse (DOS) titles, time as 11 Head Nurse will count.
22007


APPENDIX A (2)
Experience/Longevity Schedule

<a id="title-code-title-p45"></a>
### TITLE CODE TITLE
_Page 45_ · _Topics: longevity, hours_

06240 Case Management Nurse (DOC) Level II
50959 Case Management Nurse (FD) Level 11
50958 Case Management Nurse (PD) Level II
50935,509350 Head Nurse
06124 Head Nurse (Sanitation)
05207 Sr. Case Management Nurse (DOS)
Total
~
After I Year $1,042 $1,042
After 2 Years An additional: $882 $1,924
After 3 Years An additional: $910 $2,834
After 4 Years An additional: $918 $3,752
After 5 Years An additional: $894 $4,646
After 6 Years An addilional: $766 $5,412
After 7 Years An additional: $890 $6,302
After 8 Years An additional: $776 $7,078
After 9 Years An additional: $780 $7,858
After 10 Years An additional: $787 $8,645
After 11 Years An additional: $803 $9,448
After 12 Years An additional: $809 $10,257
After 13 Years An additional: $762 $11,019
After 14 Years An additional: $856 $11,875
After 15 Years An additional: $908 $12,783
After 16 Years An additional: $812 $13,595
After 17 Years An additional: $834 $14,429
After 18 Years An additional: $833 $15,262
After 19 Years An additional: $863 $16,125
After 20 Years An additional: $1,199 $17,324
After 21 Years An additional: $824 $18,148
After 22 Years An additional: $1,000 $19,148
After 30 Years An additional: $500 $19,648
~: The Experience/Longevity Pay shall be paid each year after one (I) through twenty-two (22) years of
experience. Placement on the schedule is based on total number of years of Mayoralty/NYC H+H service in WJY
NYSNA-represen1ed title. Effective January 1, 2008, in NYC H+H up to 10 years of experience as an RN with n
non-Mayoral/NYC H+H employer shall be credited based on outside experience. Effective July 21 2014, in
Mayoral Al!encies up 10 10 years of experience ns an RN with a non-Mayoral/NYC H+H employer shall be crediled
based on outside experience. However, outside experience credit is granted only if employee is hired into the
1111
so.me title held in his/her prior position. For the purpose of evaluating the outside experience of the Case
Management Nurse Level I 11J1d Cnse Management Nurse (DOS) titles, time ns a S1aff Nurse will count For the
purpose of evaluating the outside experience of the Case Management Nurse Level 2 1111d Senior Cnse Management
Nurse (DOS) titles, time as a Head Nurse will count.
22007


APPENDIX A {3)
Experience/Longevity Schedule

<a id="title-code-title-p46"></a>
### TITLE CODE TITLE
_Page 46_ · _Topics: longevity, hours_

509530 Accountable Care Manager
965130 Associate Midwife Level A
965140 Associate Midwife Level B
966410 Associate Nurse Practitioner Level I+
966420 Associate Nurse Practitioner Level II+
970010 Nurse Practitioner+
970020 Nurse Practitioner (Primary Care/Behavioral Health)+
509120 Midwife
50912 Nurse Midwife
+
001960 Nurse Practitioner+
06068 Nurse Practitioner (Sanitation)
009990 Psychiatric Nurse Practitioner (CHS)++
50960,509600 Supervisor of Nurses
50960 Supervisor of Nurses (Level I and Level II) (HRA only)
6/6/19 Total
After J Year $1,097 $1,097
After 2 Years An additional: $928 $2,025
After 3 Years An additional: $958 $2,983
After 4 Years An additional: $966 $3,949
After 5 Years An additional: $941 $4,890
After 6 Years An additional: $807 $5,697
After 7 Years An additional: $937 $6,634
After 8 Years An additional: $816 $7,450
After 9 Years An additional: $822 $8,272
After 10 Years An additional: $828 $9,100
After 11 Years An additional: $845 $9,945
After 12 Years An additional: $852 $10,797
After 13 Years An additional: $802 $11,599
After 14 Years An additional: $901 $12,500
After 15 Years An additional: $956 $13,456
After 16 Years An additional: $855 $14,311
After 17 Years An additional: $877 $15,188
After 18 Years An additional: $877 $16,065
After 19 Years An additional: $909 $16,974
After 20 Years An additional: $1,262 $18,236
After 21 Years An additional: $877 $19,123
After 22 Years An additional: $1,000 $20,123
After 30 Years An additional: $500 $20,623
NOTE: The Experience/Longevity Pay shall be paid each year after one (I) through twenty-two (22) years of
22007


experience. Plocement on the schedule is bnsed on total number of years of Mayoralty/NYC H+H service in any
NY SN A-represented title. Effective January 1, 2008, in NYC H+H up to JO years of experience ns on RN with a
non-Mayoral/NYC H+H employer shall be credited bnsed on outside experience. Effective July 21, 2014, in
Mayoral Agencies up to 10 years of experience ns an RN with a non-Mayoral/NYC H+H employer sho.ll be credited
based on outside experience. However, outside experience credit is granted only if an employee is hired into the
same title held in his/her prior position. For the purpose of evaluaring the outside experience of the Case
Management Nurse Level 1 and Case Management Nurse (DOS) tilles,Jjm~ns n Staff Nurse will coun1. For the
purpose of evaluating the outside experience of the Case Management Nurse Level 2 and Senior Case Mnnngement
Nurse (DOS) titles, time as a Head Nurse will count.
+Effective January S,2020, the titles Nurse Practitioner (00 I9 60), Associate Nurse Practitioner (Level 1)(966410)
and Associate Nurse Praclitioner Level II (966420) were deleted and replaced with the titles Nurse Practitioner
(970010) and Nurse Practitioner (Primlll")' Care/Behaviornl Henlth) (970020).
++Psychiatric Nurse Practitioners (CHS) (009990) shall be credited for!!! prior RN experience and shall not be
limited to only 10 years.
?2007


A

<a id="the-city-of-new-york-p48"></a>
### THE CITY OF NEW YORK
_Page 48_

OF

<a id="office-labor-relations-p48"></a>
### OFFICE LABOR RELATIONS
_Page 48_

40 Rector Stree~ New York, NY 10006-1705
h1tp://n;,:.g0\'/0lr
JAM!S F. HANLEY
(".,,.,.,.u,lo11,•,
MARGARET M. CONNOR
Nr<I 0.fl&III C'mru,,hs,.,,..,,
0;111:d
~II Lnrr.11n~ S..11ld
j-:c:\\ \•011; S~le ~UISc:t. U>DCLlllOn
no
W:111 Strcc1
:-:,,, \'u1I., ~:w Yori. lGOO~
In 1h,: c\·a-nl :in) r,1,is1crcd nunc cucuu!cn UUI HI hU:bcq,rvrc,Uinn:iJ u11in1n11 he sh-: hu been ~1~1:11 :in2.1s1~11m..-rn 111.21 as
ur.s;irc: :uiJ. « rlllhn11~11 p~•icnt ..~ . hc!shc "'111 :,cc~• ~.d p,:nonn lhc au1ynrrcn1. b111 stull immcdc:nrly nuufy b&J lier
nurs,: ®~!,lc:t ni: nurs.: m:in::i_s.:r. or llm!:f!,'l', s~II r.:11~1> IM :imcnmcn1 :11 soon :u ppcnc::ibl:: 11.11h lhc: r:;lStcrc:11
nurse sh.ill l'l':ltc o ~c:lcnnuu1ion co11ccm•n~ .ippropm1cncu or tr the: 1c:.i:u1crtd nLlll,C. ,n bwncr
:uid !he lh.: =i~'llmr.-1\1.
p1nf1:u1aiul Judi:,:I.IL'nL du;igr,:,..'$ u111l lhc m:rsc-rn::111.is(r'J ar Jc:Ji;n,£s detcrm111:11i~n. lh\!11 ~II:: 1\1II ;~tcpl ;ind
om,~. he
perform 11\c:;irnp,rr.c:nL::.adslull file:, Pro1c:,1 nf ,\ss1i;nm:n11•1th ati:: i-:utsin!: :O:unlni; rr.;irucancn1 u.dl!.spoail
tn du: 1'1111cs1 or ,\Hi_!MICI\I ,n '4Tntni;
TIii: NY:i'I,\ ITCI} hnni; lhi: ISSU,: urrru1c:11S 11r:uu~n1nc:m 10 ll,c bbar,rr.1ru1o'l:'R'a:lll ,olT\11\Ul(C :11 CJcll f.xlllll' ID
~,·s~ \
~., Jaini: th~ shill nu11ry Ilic m;i,c=cm.:nt tepl,:S.cn!all\d In :i,h:w:c Jnd Ill ..T iling oflhc 11101.au cif:Wl!lflnlC'II
l.1JI II 111 he: l"lW:d Th,: IIOUC~ v.,11 includupcc1 ri;- ini~uun coo.ccmins; th.-prolnlS :ind.1ur lhc p 1km or p1111C$1J l}u r
d11: NYS'l,\ ,.,,he~ 10 d1s..111; .\lier m"11n11-a1 the r~c1hcy lc\cl, irtbz: ),,"YS:,..A bdtc\,:i 1h:i1 r:acuis1cn1 (!Jl~m ur
:i
pruti:s~ or ~111pimc:cu r,.:rs11L~ ;it a factlny. '"Y mJY hrini: 1h:i1 i:1ncm ar 1111,1.:su 10 \.'I,: man1hlr bbn1•nwu~rmea1
IT1\.'l!llf1\! hclJ ;1 the C:-c'l"lfalc la'\cl. T11c :-:rs~,\ u.,11 nunr~· Ill,: Coipor.111011 n,m:ii:~""111Cntr,-prrscnum u 1n~~,;ux,: ll1d
111 \\TIIUI!: II( 1bc p.:m.:ms or prurcus ar:1Jsisnmcn1111.11 "'Ill bi: r=ucJ ;ired lhc 11011cc "'ill iMludc sp~c1f1c ,nramumm
cunccmm~ llu: prn1~su 111J 111<: p:incm ofpNlcns 111.l11hc NY5~,\ ~uhc:110 J1K1W 'fbcte sh.ill be I\D ~,h~nc: JtlKIII
Uken J.!,:!111111 ::.r:~ cmpla~-c:c for c,crd:it.n!! 1h11 ri~hl
RN
22007
1

<a id="office-of-labor-relations-p49"></a>
### OFFICE OF LABOR RELATIONS
_Page 49_

40 Rector Slreet, Nev.i York, NY 10006-1705
hup nyi: !,'0\ air
JAMES F. HANLEY
1·,1111nd.u.a. .. ,
MAAGARET M. CONNOR
I ,., l\f1Mtl t Mllfll HI' ... ,
. .!006
:'-li. Lorr.,inc Se11ld
N,:w Yor\.; St.Ill! :-0:url<."S ,\sSOC1JIIDn
1.!0 W:ill Strc,:l
New ,•ark. 1'11.•w York IOOU3
Ri:: 2007-!IIIO SLIIT SurSI! L'nn Ayn.,:mc:nt
This 1~ 10 c1mlinn 1hi: p.intL':\ mutu:il un<li:rs1:ir.tlini: th~r 1hi: Unton .inti ~l::n:ii:cmi:n< :uc houniJ br llu:
N1."L York r11~ CallcL-il\T H:irs.im1ng I :w. :inJ 'kl\" Ynrk C-11~ nn;ird nfC'allC\!II\'~ l:l:iri::ilnms D~l51'ln B•!!
'.!110:? \lrul 1hc 11blig:i11M!\ 1hi:;- 1mpa~c oo th,: plrUL-,; rci;:irthni: i:nl~n:i :mt! prlll:L"Uur.:s for tmpkm.:ntmi;
pcrfnnn.im:i: cnmpi:ns:iuun.
\~:n,· u uly lDUl"5,
.( .. ~tr t:,"t.,7.. .~]-';r1!, /1
·J:imi.:s F.11:uilc:y /
Comm15~ID11cr
/
22007


C

<a id="office-of-labor-aelat-i0ns-p50"></a>
### OFFICE OF LABOR AELAT I0NS
_Page 50_

40 Rector Street. New York NY 10006-1705
JAMES F. HANLEY
I"' IPtffbll• lt,r
MAJIGARET M. COl'UiOR
f,r,11) rrn .~muu Ir
!-I, Larr.11~ 'i.:rlkl
llm:.:111r
Ei.nnom.L .'i: G1mo:r.ll Wdfan. Pmi:r.im
~.:11 h•1L S1.11.: -.:ur-..:, \•••"-Qlt.in
I :11 W 111 S1n:~1
:-,:,:,. 'I 't, rl. II OU~
1111.., ~._.,,.,
R• PRLCCf'TORSHIP PROGRA\I
Th.: P;ir1k, ,1i;n:o: 1h;i1 lh.: :id,,,tmn. 1mrl.:m.n1~1tnn ;uiJ mumr.:n:mi:c 111 1111 dfi:•11,.: ,,n.:11r,11iiln
r,n1~r:in1 i, ;i \.,:} .:lo:in.:111 11\ .:n,unn~ th.cl n,:,1 ly htr~il. pt'l'm1•1,d ur cr:in,ri:m:iJ nur.-.:, :in: pnrp~,I~
rr.:plr.-LI Ill .L••urn..• th,·tr pr11r.:,,u111 ti Juui:, T/11: (',,Int.:, runh.:r :i~n...: llul \IJi:h ., prr>i;r.im L\ ,II
.:nl~ni:i: lh.: n...:mnm.:nl ur,J M,nruin ut no:,, ly hm:J II~•·• :inJ l:i• 1111~1,: 11•~ pn,, i,;inn ul h1;h q11:i'11~
h..:alth ~~r. lri:.'i lO 1h.: r,.,ljllo: urth.: Cil!- ,,1 N~IA Y1,1k.
:\rcun.hns:I~. 1h.: l:mrlo::,,r ,,n.J tho: Union n:cu,sn11.: lhi: ,mpumn.:.: 111 pru11Jin~ :i t:1•rt: .:lm1,:1I
,,r
nd..-n1.i1111n H• ,•;,;h no:1\ t~ hil\'t/. pmmut,cJ ;JnJ/ar 1r.m,1.:rr.:iJ .:mplo~ci! (lrm 1J,ng 1r.c<,:
;irnJ
,:mpl11~ ..:i:, 1111h ~rrrnpr,aw 111,111it11nn~ ;,ml ::niil.in,-,:. In l'Mnh.:r.1111:<! nf 1hi, ,•h1.-,1h.: th.: J1Jrt1i!, ;ign:.:
111 di:~11~~ 1h.: .:n::ui,,n ur p<.:w1Jhlr'!',h1r prn:;~m~ in 1I.: , ,rm,i~ fa.:1linc, 1~1 -...ill 11r.:luJ11 1hc
1"11llu\\ in£ prilJ:lr.lRI y111Jd111.:,
t. P;1nit:ip;,111 n in th.: 111\.'1.l!I'\ Ir 11r,1!_!r 1111 \\ ,11 l:>o.: '1111111.11; .inu n,, .:mrt1l~L .. \\ill h.: r.:,iulreJ 111
l..:.:,1111,: :I pr.:.:·:J)IUr
~. limrl11_!.~I:', "-h11 \Ohlnt,•,:r In pJn 11p11.: 1111h.: r1,,.:,11 r rn ~r.im 11\J ,ur-.:.:,\rull~ ,·,,1npl.:1, ~II
r.:,11111\!J lrJlllm;/ 11,,II '1:: .:t1i;1hk 11, p.:rh•nn ti..: rul,: ,,1 pr 1.:p11•r 1 um: ,r,:ni 111 rc4111h:J rr.:~crtur
1r:11ntni: flr !,nm,. ,11,:111 ..h n;; n, m~JC,J u•ull.lUIII;; jll\.,;,r rlrJ 11111!,! I 1II~ ........J .-n:J rol11J 11,1rl..1ni:
1un._•
.t. l'h.,. ,Im:.: {1Jto,·ur , Jr,• Ju11i: • I r . ·r11 ,,• • " ii I ~,-hrn11,-J. " h1.r.: ,·r ru ,,,1, k·. ,I ur ru) 1h,: p,: r• •. J 1
""'"' 1h.111h • 1:: rr,,,:l)l,n~ c·1111J•11• <1· r,,nmm:. 1h,:. ••1;1,11:h:rI1, J1Jl1,n1s 1111h,· 11r~111w '"II h:
?2007


prOS'fL'5sIu: und tht prLi:cp111r·s c,"J1u.111un nf Ute nno:n•c.:·, .::ir,:ibilitics will bi: cons11lcrril. A
pn:cC[llPr wI II nut I>,: unri:a.:mn;iblf :11is1i;n=d ~•multanL-uusly 111.mllti: 1h:in on~ ori~nic •
-1. ~ployL~ :1ssiJ;11t:tl 10 prci:.:p1or duuc, \\ell ti.: p;111J :11.lc.h1;nnal i:11mp,-n~:1uon u1 the r:111: of SUJU
p,.,r hour for lim.: \\ 0rkcd :i..; n pn:ci:ptnr.
:-. lssu,:s 11:l:i1ttl hi the imph:mcrmmon :mil m~mh:n;uiL i: ,,)' rri.:i:.:r1nr Jlrd!:-'r.lms m:J)' Iii: h111ui;h1111 :i
l:ihnr 0 m:1n:1,:!cmc:n1 mc~liny :111hc r:1c:1l11y lc~t.:l. nr 10 1h.: l'n,ror.itc: kvd, if :ippropn:110:.
,:.J
n,
...a..,,.:.-____,~___,u,;,o~_..;~
1_;1m1no: Sc:id~I
~N.:1,· Yori; Slwlt.: ~ur~,:_; .-\s:;ocr~li\lll
22007


.......
•
• THE CITY OF NEW YORK
. OFFICE OF LABOR RELATIONS
' . 40 Rector Street, New York, NY 10006-1705
hnp: nyc so, olr
JAMES F, HANLEY
f"oflf,,UUCUllc'r
MAJlGARET M, COHtmR
F1111 l>.71-·,11 C~tt1111:u uun. ..
~ls, lomina: Si:idi:1
Dircclor, Economic &. GcnL-r.il \\'.:lfJr.:
Nil\\ York S1J1.: :-.?urscs ,\ssoci;iuon
I !II \\'ull Sm:i:1. ~_;•J Floor
rorli. ~y 101105
\!,:\\
Re:: NYSN.\ :\~cmi:111 for the P. . r:ocJ Oi:c.:011>1:r I. 2007 10 J:uiu.uy 20, :?tH0
Di=ilr Ms. Sdtkl:
This is lo confimi lhJL pursu:111110 the :?000-1002 SIJIT\lur.;,: A!;rci:mcnl nc~o1i:iuons,
the N..:w York S1:11c: Nurses Associa1ion (NYSNA) pcnn111cd three t3) ;iJLln1onJI ru1t-
\\J.S
1i111i: positions wilh full p:iy ;u1d bcndits pursuJnl 10 E\i:cuu,c Onfi:r ~a. ij
111~ NYSN:\ St;i£f Nursi: colkc1h·i= ba(!:.iinini; si:11h:mcn1 ,,as ch.uycJ lo fully fun<.!
1hi:sc .:idt.li1ion.il posi1ions.
22007


E

<a id="office-of-labor-relations-p53"></a>
### OFFICE OF LABOR RELATIONS
_Page 53_

40 Rector Street, New York, NY 10006-1705
h11p nyt:.g0, olr
JAMES F. HANLEY
( ;,,m,uun"" r
MARGARET M. CONNOR
Ftf41 /J.•p,1I ( 1 r.t ,,.si11tk r
Ms. 1.orr::unc Sdud
Din.'f:tor. Ec:onumic & Gener.ii Welfare
Ni:w Yorl,. S1.11c Nurses Associ,llrnn
I :?U \\':ill S1rcc1
~.:w Yori.. '1:1.•w York I0006
D.:Jr Ms Si:1Jd:
Pursu:m! to ne~oliJtions for 1h.: ::!007-:?0IU,Y S'l.-\ i:ontr.ict. 1hi: rol1011 ing is
:ll!rc.:i.l:
- II is unt.lcr-s1ootl 1hu11hi: crc.ition :mtl clJSs11ic:11ion oftillcs is :i mam1ycri.il
prcrog:ith·c.
1hi: p:inics :ii;ri:c thJt the l:ibor nt:imigcmcnt commtttcC' cs1:ihlisha.l pursu.Jnt to
m:goliation:; fer lit.: It JrJl-9:i .'•ffS N.-\ conlract I\ ill continue: lo be rcsponsibl.: for
c.li.scussiny :.inti 1uopusini; "c:m:.:r lai.li.lclli" applic-Jbl.: 10 rci;1s11.,-i:d prufi:ssion.il nurs~·.~. II is
11nJ.:rs100J that any proposal agreed tn h~· th.: ccinimille.: cun only b.: intplcntl!llt.:11 if lhi:r.:
is sumcii:m fundiny :n a1l,1bh: to C0\'1:r the t:OSIJ of such proposill .iml if sud, a flCO!hlS.il 1~
consis1cn1 ,, i1h 1h.: op.:r.uional n.:~'t.ls of HHC.
lrth~ :iha,•.: conforms 10 your unJi:rsi.mJin~. pl.':IS~ coun1.:rsi!;ll hi:lu,,.
22007


F

<a id="the-city-of-new-york-p54"></a>
### THE CITY OF NEW YORK
_Page 54_

OF

<a id="office-labor-relations-p54"></a>
### OFFICE LABOR RELATIONS
_Page 54_

40 Rector Street, New York, NY 10006-1705
hUflJ/oy,: :o\ tolr
JAMES F. HANL!V
'
' ""'""~'"',
MARGARET M. CONNOR
f, 1 ll·l'un t •~am1111· "''
M:i. Lurr.11ni: Si:idcl
Dirci:mr. EcL•nnmic .re: Gc:ni::r.il Wdf:irc
N.:w Yori.. Sr:.lh: Nur,.:, r\"rn:i.11111n
I .:!(} \\ :ill Str.:t:1
~,:\\ r 11rk. NL!,\ Y1•rl. tlln 10
flu-. i, 10 ,umnrJri1!! .ii;rc.:m.:nt~ maJ.: pur~u:11110 m:~011:i111>n, fur 1h.: :!()07 !nlll
Staff Nur,c ,\gr.:i:111cn1
m~c
I. ha~ rL!•ln\lL!tl Ofll:r.l1iug Pr(il.!L!UllrC: I~().],\\ uh .l cun·r 11u:ni11rJnLlun1 :JS
lli.1:m,.:J llumtg priw m:guu-a1ia1h. cunl.'i:min~ hu,pi1.1I tn ho-.pitul 1nn,fc:r;: I IHC h,b .11,u
11111 ilid i1, l;idli1h:, 1u .:,tJb!J,h roli.:i.::. -.o 1h:it rc!::1,ti:r.:tl prof,M11Jn.1I nur~.:-; ~ ill nm b.:
u~.:d ru 1ua:nrnp;my paticlll\ 1111 ~link\ isit~ ,\h.:n lhi.: f1Jllcn1',; 1;11i1di11un doc~ not ri:4U1rc
rirofc,,inoal care:.
!. 1-11-IC ha., t:,1Jhli,h.:LI In S.:C\ ii.:.:/L,:.iLkr~hip TrJ1111ng for 11ur,c:1, -\ll O!!,!i,h:n:t.l
pruf.:,,mn:il nul'>.:., ur.: 1.'hgihl.: 111 :ippl~· for 1hi., 1r.iining. upplh:.11iun, will ha\c III hL!
:irrrml!J b~ lhl.' .1ppl~m~ IIUl'i.:\ ri:,p.:.:li\L! fa.:ili1~: ,111d lrJmmg ,1i11 h,: prU\ ltkd 1.i:ntr:illy
Th,: rime: :illm:.11.:J fur :1111.ndJn~c :11 1hh lrJ1111ng u. ill 11u1 hi: 1.h:trgi:d 1u an ind1\ 1tl11.il,
l.:a1i: b11IJ01.'l."'i. Th,: HHC \lll11.,m1inuc tn pm, idc: tr:iining m rc:!!,i,1c:r1.•J profo,.,11J11;il 1111r,,:-;
Lin huw u, r.:i;ngni11! JUJ 11.:JI 1111h \inlc:tll pJllcni- Jm.l 1Mturi;
).111 IC h.1.~ i.-11.:!J. :i l~ni:r 10 :ill 1i. fJ.:i111i~., rctJu.:,l,fl._! 1hu1 \\h.:n ,p:ir.:,: pl:irming 1,
,11111,: 1hr.: r.11:ilrti.:, c;11n•mt..:r JlfU\ iLling lmingc: f Ir m1r.ing ,,:irr.
\f!JCL!
-L Hill' ha, r-,u,:~ 1u ,1.11111;11h,11 "lt,:n:, f:il.iln~\
J li:111.r 1111r-1ng 1!1ri.:1.111T,
lnf.:1.111111 C'L•111r11I Di:p.ir.1111:111 il.:1r.:n11111.:, tllJI .i mu 1rcr 111 II i: nm,111,1 ,1Jff ,houltl he
1d,::.1,.:J fru111 dlll!- (,l'.:JlhC: ,,f 1.'\f'thUn: hl ,I ~1111111111111,.it,(,: J1,.:,1,.: ,u.:h r.:h:J,,: "111 h,:
22007


5. TI11: 1loc:umi.:n1a1ion forms illrc,llly .igrc:1.'tl to by 1hc p:inii:s for situ:nions wh.:rl!
nursiny s1aff arl! as.!ii!lrl<!tl 11> hi~h.:r ll!\'C:I uuucs pursuant 10 An1ch: 111, S..:cliun 10D h.i\,:
hl:.:n issUt:J.
6. The Hcahh w1tl Hospiuls CorporJllon ;u,tl \l:iyorJ! J!,!i:ni:i . - . s \\ill ni;i.J;.: com:c:rt,:tl
cffons 10 rinwitlc locl;~r roums amJ launi:;1.-s for r&:;:lt51.:ri:tl prof.:ss1on.1I num.-s in c;i.:lt
fac:ililr.
7. Tho.: llcalrh :.uuJ liospnals Curp11r.1uou \ 11:.: Prcsh.11!111 for 1111111.iu Ri:sourcl!S \\Ill
ammgc :1 nw.:1ing wi1h rcprescn\:)li\l!S from 1hc Nc:'\v Yurk S1:111: Nurs.:s :\550ciotion :ind
.1pprupri.11c s1:irf from Kin~s CLlunt~· Huspit,d 10 i.11!.:uss pro\ 1sion of loung.:s in lh.:
currently plann1.'ll n.:w hospi1:il buildings J;ings. Coun1;- Hospit:il.
.ii
S. Th..: H,;-Jlth am.I Hospi1.1I Corpor:illon .int.I tho.: \lnyor.il ag1."flcic~ ha,·.: iss~cd the
a1,!rc.:d 10 policies conc.:rmng OoJling, r01a1wns. Jntl \\ .:i=kimJs Thi:sc: pulic:ic:i ;ire:
.111:11:h~'tl to th.: cc,11\rac:t
Very truly yours,
Ck .:) ,,,/ ;
;rNA,~--_....._.;~7
"J:imcs F. H:inh:v
/ C11n1missio11\!r •
22007


ok 1
.J'
AGREEMENT ent....i ;n10 tins day of by and botwcen lhc City ofNcw Yotk,
the NYC Health+ Hospitals, and New York State Nurses Association consistent with Article II,

<a id="section-2-of-the-199s-2001-citywide-agreement-with-regard-to-p56"></a>
### Section 2 — of the 199S-2001 Citywide Agreement with regard to the scheduling of the group of
_Page 56_ · _Topics: hours_

employees covered by this Agreement.
I. DURATION
A. This Agreement. unless otherwise stat~d. will be effective from June 6, 2019 and
wm remain in effect until March 2, 2023.
2. DEFINlTlONS
A. Normal Schedule: An arrangement of workdays and hours in which an
employee fulfills her/his work commitment in five (5}, seven and one-halfhour(7 ½) days
withln a seven (7) day period of time,
B. AW S: An arrangement of workdays and hours in which an employee fulfills her/his
work commitment in a manner other than the standard five (5), seven and one-half (7 ½)
hour days.
C. The lent'\ ;'employee" is defined, for the purpose of this Agreement, to include full
time, part-time, and per diem employees employed by the NYC Health + Hospitals.
3. PROCEDURES FOR IMPLEMENTATION OF Aw s
A. Alternate work schedules may be implemented in units where no AW S had been
utilized upon submission of the following infonnation to the fecilily Director ofH uman
Resources and t6 llie Association at least one (l}.mdnth before the commencement of
AWS: ' l ·, .,
1. The specific unit and service involved in the AW S, indicating by tour,
the name and title lll!d schedule of all cmployc~ on the unit
2. A copy of the first months schedule for the unit
B. The parties shall then review the submission and discuss, prior to implementalion
date, any inconsislency with thls Agreement.

<a id="section-4-eligibility-and-participation-in-aws-p56"></a>
### Section 4 — ELIGIBILITY AND PARTICIPATION IN AWS
_Page 56_ · _Topics: hours_

A. Employees shall select AW S on a voluntary basis only.
B. Employees working an alternate work schedule may request be changed to a
10
normal schedule upon four (4} weeks written notice to the Director of Nursing. Such
22007


request shall be granted whenever possible, at the discretion of the Director.
C. The parties recognize that sick calls that occur by employees working AW S are
more difficull to cover than employees working a nonnal schedule. Therefore, every
effort will be made by the parties to reduce the number ofs ick calls and provide coverage
when they occur.
D. Effective January S, 2020, NYC H+H Accountable Care Managers may be
eligible for an AW S, if mutually agreed to by the parties.

<a id="section-5-termination-or-reduction-of-aw-s-p57"></a>
### Section 5 — TERMINATION OR REDUCTION OF AW S
_Page 57_ · _Topics: discipline, layoff, hours_

A. The Employer may terminate or reduce the AWS to a nonnal schedule upon sixty
(60) days written notice to the Association and afTcclcd employees.
B. After the above-mentioned sixty day notice of intent is provided, a Labor-
Management Committee meeting will be convened to discuss alternatives to the
termination or reduction. At that meeting the Employer shall provide the Association
with the rationale for the termination or reduction of AW S and will provide relevant
infonnation for review by the Committee. The NYC H+H Din:ctorof Labor Relations, or
his/her designce, will participate in the Labor-Management Committee meeting&. At the
conclusion of the sixty (60) day notice period, the final decision whether lo terminate or
reduce the AWS, or to modify the original notice of intent to tennlnate or reduce AW S,
shall be made by the facility Ellecutive Dir~toror his/her designce. The siitty (60} day
notice period may be extended to allow for further discussion upon the expressed written
consent oft he Employer to the Association.
C. Upon termination or reduction of the Alternate Work Schedule in a unit,
Employee., will volunteer to cover all three tours. In the existence of a conOict regarding
an assignment to a tour, seniority will prevail.

<a id="section-6-types-of-aws-p57"></a>
### Section 6 — TYPES OF AWS
_Page 57_ · _Topics: overtime, vacation, hours_

A. Any schedules that the Employee and Employer may mutually agree to as an
accommodation to an employee, other than those referred to below, shall not be
construed to be an AW S and shall not fall within the scope of this agreement. Any
AW S other than those listed below must be by mutual written agreement of the
Association and the Employer.
B. Examples ofa lternative work schedules for full-time employees include, but are
not limited to, the schedules listed below:
I. Three Day Work Week-Three (3) twelve and one-half (12 ½) hour tours
in one week.
2. Ewr Duy Work Week• Four (4) ten (10) hour tours in one (1) week; three
(3) ten (10) hour tours plus one (J) five (5) hour tour in the other week.
22007


3. Four Week Tour - Three (3) eleven and one-half ( 11 ½) hour tours for
three (3) weeks, plus three (3) eleven and one-half ( 11 ½) hour tours and
one twelve (12) hour tour in the other week.
a.) While on lhis schedule, six (6) hours earned aMual leave must be
retained in the employee's leave bank.
b.) If during this four (4) week schedule and employee leaves after
working a 3 day/3 day portion or a 3 my/ 3 my/ 3 day portion, the
employee shall have deducted from her/his SMual leave balance the
number of hours for which the employee was paid but were not actually
worked. If the annual leave balance is insufficient for this purpose,
deduction for the balance owed will be deducted from the
employee's paycheck.
c.) Ifd uring this four (4) week schedule an employee leaves after
working a 3 day/4 day portion. the employee shall receive overtime for all
hours worked beyond seventy-five (75) hours in a two (2) week period.
Such payment shall be in accordance with Section 8B of this Agreement.
d.) If during the four (4) week schedule an employee leaves after
working a 4 day portion. the employee shall receive overtime credit for all
hours worked beyond 37.S hours per week in accordance with the
provii;ions of the 1995-2000 Citywide Agm:ment, Article IV, Section 2,
or any successor agn:ement(s).
4.
Two W~ Tour- Thn:c (3) thirteen (13) hours tours one week; three (3)
twelve (1"2) hour tours in the other week.
C. Part-time employees may work any of the alternative shifls provided they
complete their nonnal bi-weckJy schedule.
0. All of the above schedules arc exclusive of an unpaid one (I) hour meal
period (see Section 7A below).

<a id="section-7-meal-and-rest-periods-p58"></a>
### Section 7 — MEAL AND REST PERIODS
_Page 58_ · _Topics: hours_

Meal and rest period(s) for employees on the AW S program:
A. All employees will have an unpaid one (I) hour meal period during each
tour ofd uty, except those employees working a five (S) or six (6) hour tour.
B. An employee working on an AWS tour of eleven ( 11) or more hours will
receive two (2) fifteen minute rest periods per tour of duty. An employee working on an
AW S tour between seven (7) and eleven ( 11) hours will receive at least one ( l) twenty
minute rest period per tour of duty. An employee working on a six (6 ) hour tour will
22007


receive one {I) twenty minute rest period per tour ofd uty.
C. The meal and/or rest period(s) can, by agn:emcnt, be scheduled and/or
combined at any time or in any way, provided that no meal period or rest period(s) are
scheduled in the first two (2) hours or the last two (2) houn of the tour.

<a id="section-8-overtime-p59"></a>
### Section 8 — OVERTIME
_Page 59_ · _Topics: overtime, hours, shift-differential_

A. Except in an emergency situation pursuant to Article IV, Section 13 or the
l 99S-2000 Citywide Contract or its successors, and employee on an alternative work
schedule shall not be required to work more than fifteen and one-half (IS ½ ) hours in a
workday.
B. Overtime for full-time employees on the 3 day/4 day AW S shall be
calculated on the basis of time worked beyond seventy-five {75) hours in a two week
period. Ordered involwitary overtime which results in an employee working in excess of
eighty (80) hours every two week period shall be compensated in cash at time and one
Juilf ( l ½ x). Forthose employees whose nonnal work schedule is less than eighty (80)
hours every two;(2) weeks, any such ordered involuntary overtime worked between the
maximum of those two work weeks and eighty (80) hours in those same calendar weeks,
shall be compensated in cash at straight time.
C. Overtime for full-time employees on a 3 day/ 3 day/3 day/4 day AW S
shell be calculated on the basis of time worked beyond one hundred fifty ( I 50) hours in a
four (4) week period. Ordered involuntary overtime which results in an employee
working in excess of one hundred sixty (160) hours in a four (4) week period shall be
compensated in cash at time and one-half ( I ½ x). For those employees whose normal
work schedule is less than one hundred sixty (160) hours every four weeks, any such
ordered involW1tary overtime worked between the maximum oft hose four weeks and one
hundred sixty {160) hours in those same calendar weeks, shall be compensated in cash at
straight time.
9. SH1Fr DIFFERENTIAL
A. An employee will be paid shift differential at an hourly rate determined by
dividing the applicable evening or night shift differential by 1957.5. The evening
differential shall be paid for hoW'S in pay status between 3:00 p.m. and 11 :OO p.m.; night
shlft differential shall be paid for hours in pay status between 11 :00 p.m. and 8:00 a.m.
B. An employee currently receiving full shift differential for working a
unique schedule ofwh.ich 500/o of the hours fall within the normal evening tour hours and
who works an AWS tour of which SO% oft he hours fall within the houni of3:00 p.m. -
11:30 p.m. shall continue to receive the full shift differential.
22007

<a id="section-10-responsibiloy-pay-p60"></a>
### Section 10 — RESPONSIBILOY PAY
_Page 60_ · _Topics: hours_

Effective July 21, 2014 a diffcrcntial ofSl.00 per hour shall be provided to each
Staff Nurse who is assigned or exercises responsibility during the time 3:00 p.m. through
8:00 a.m. for one or more Staff Nurse, or for two (2) or more units.
POSTING.
11.
Each institution will post approved alternate work schedule positions and provide
a copy lo '!tc Union's hospital n:presentative(a).
12. Employees and potential employees shall be provided with the provisions of

<a id="article-vi-oft-he-l-99s-200-i-citywide-contnict-or-its-succe-p60"></a>
## Article VI — oft he l 99S-200 I Citywide Contnict, or its successors, which addressed time
_Page 60_

and leave variations for employees working other than the standanl wo.rk week.
ty orDJdffo2
WHEREFORE, we have hereunto set our hands and seals this)J, I.
FOR THE CITY OF NEW YORK FOR THE NEW \'ORK STATE

<a id="nurses-association-p60"></a>
### NURSES ASSOCIATION
_Page 60_

• * ~

<a id="renee-campion-p60"></a>
### RENEE CAMPION
_Page 60_

Commissioner Executive Director
FOR THE NEW YORK CIT\'
NYC HEALTH+ HOSPITALS
ANDREA G. COHEN
Senior Vice-President and
General CoW1Sel
22007

<a id="the-city-of-new-york-p61"></a>
### THE CITY OF NEW YORK
_Page 61_

OF

<a id="office-labor-relations-p61"></a>
### OFFICE LABOR RELATIONS
_Page 61_ · _Topics: pension_

40 Rector Street, New York. NY 10006-1705
Imp 1/nyc.go\'/olr
JAMES F, HANLEY
, ......, ,,-...fH,.,
MARGARET M, CONNOA
r,-.i. . ;, ..., ,
Finl l.lr1n1n·
-----~OOH
Lmr.11r,c: Sc1Jd
Din:c1cr. Ei:unomli: :ind Gcncr.il Wdfon: rm~r:11n
N,:1v Ycrl. 'i!Jh! ~ur..c,; ~'"'•Jlion
I :!n W:ill St • 23"1 llcor
~cw , url. . 1000:i
..;'f
Thi, 1, 1u ,ontim11.\:11:un mu111.1I um.li:Nantl111y~ .2nd :si;r,:,:ml!nl, n:!/:mfu1; lhL! :1fJO,.:on!IJ
S1,l}j,'i11r.,,· ,\_,:ri·c:111.•11r.
Tr:mdt {'h~I.
rhc p;,nic, ~~n:,: Iii.ii 1hc Cil) "111 np.miJ 1hc i:um:m Tr.1n~i1 Ch.-.:l pmJr.1ri11t1 urrcr 10 cll~1l-l,.:
cmph,~lo!cs lhc .1h1lil) hl r1111. . h,1~c a Tr:rn•II Ocher Cm! lhn.iut:h p3yrcll lki.luchnn, in ;'l~Cnnfan..c nnh
IRC Sc..:1i11n l.l:! In ::itltlninn 101hc ~um:nt MT .. !, SJ1rfoc11 ,1nJ Sutiu.:i~ lln!!~. th.: Tr.1n~11 Dehn C"mf
11\.lJ' 11\! u,.:J In r1m:h;i-.: 111.l.c1, for n,;i..., 1r:in,11 i:11rnmu1-1111Jn onl} 1i .e. LIRR. LI '.\IT,\ Ou,t,,
\l.:1r0Nr.nh1. Th,: ::iJnuni,tr.uhc fo: for thi, h.:n.:n1 u.111 bi! 1'umi! Ii}' 1h.: po'lmi:111;ir1L~ and II ill be:
11.:Ju.:1.:r.J on 3 pmrilli!d l>,N'i rrom.lhc p:1ni.:111;;ll11~.:m~)l!I!\ p~~.:h~i:l. ... i.n.:roo.:-,~;irnrl :',\p.!Ti\1~'>!
wi1h 1hi'-h.:n,:lit. 111,/ Cll} \\ 1111:\:ilni11i?·Lh~ I.,"\ .:I uf p.midp;11h:,n :nil 1h~ :i.,•~i3l.:J ~11,i~' oti,ro\ 1d1n~
1h1-. h.:n.!lit 10 d.:1.:nnin.: uhct~r or nuc lhi! :11fn1in1Mr:il1\L! fol: n:i;i11in:., :iilJu,1mi:n1
,,r
Th,: i:i::inh:s runh.:r ~~rc,: 1n .:uminc 1h.: pL>,1.ihl.: npJn,iun 1his tii:n.:1i11u.l.J11:luJ.: u1hcr
ri:~inlul in:i,, 1ra11,i11..•,·11n~,•
RL~id~nn
fhi.: p::tnlc~ ,1!!11:i! 111 •urr1,n ,In :im.:m.lmo:rll 10 S .'.\ :tian 11• I I 0 .:I ..cq. 11f1l11!. \J1111ni,1t:sll\1! C't•J.: for
1h.-11111pu,,: 111' .:,fJ111..hm! r,,:nni••ilil,· limit, un l\."ilkn.:~ 111 ,n.,luili: 1h.: Cu~ uf :-:-.:w \\11}. :.tnJ :,;J. .J U,
\\'.,._tdi.:fh.:r. Sofful\:. OrJlli!e, R1oe.l.l.111J ur Pu111J1111:L1Ulll!~'\ "1!11 t:.!llJill i:1~,:pti,111-:,ml 11111,1;1111°11,
;inJ t:\.:~pl J• 1'1-l~ he p11,l11l,1i.-J Ii: .111~ u1h.!r IJ•\ 11:qu1nn~ n:•1Jcncy liu :ipr,111111111:m tu 1.cn.1111
l""i111~1" Hll:l11J111~. 1•11111111 lt111111."tl I ,. the Puhli\' Ut'lkcr. L.i11 h•r cmplu)o:1.-. .:1•\~l.:II h~ ii\,: ll!fffl•
,r lh1,. \jli:t:111~111.
22007


,.
C"11n",1.:nt ,111h 1h.: ;ihm.:, ,\la: ur.11 011,:~1iu: 7:1• IJ.J., .1111,:nllctJ Jul} lb. 1•>1~. Jilt! .111) lllh.:r~11,i:n:'1
Emplt•~cr"~ rut.:,. n:~ublKm, 3nll/nr1.1p,:r.i1irhq11ti.:.:Jurc., . .J\JII h,: ,1111il~) rin"'-lli~J hl~1m1nn,110
1hi: unt.!i:NanJinl.? 111 •hi! r:1n11!,.
,,r
lfpon .:n:i.:1111,:m k~i.l;ni,m 111 1111pl.:1n.:n11h..: pr1.1,.i,u1u, h.:r.:m. ,·mrh•~i:..:1 "1.1II ~ ,11h1i:.:1 111
.,r
SL-.:111111
11 ~7 lh,: ....~ . .... Yuri. C:ir~ {' h.ini:r.
.\ dditimrul C,-,1n1114•n~~liun F'und,
F.rrl!l.'11\,: 11n th,: 1N cl:lr 1•r1~ unil ;i~rs'l:m1:n1. th,: h,lf~:1111111~ un11 -h~ll lu1.: a,.111.it,k lunJ, 1111111•
l!\l:i.:-,:d ll .•u ~ 10 r-1.m:h:i.,.: r.:~urrin; l><n~1i1,. mum:ill} ~i:rci:J 1u lil 1h.: r.1ni.:~. ,uh.:r 1h.in 10.:nh:in • .:
111..: ,!i:nLT.Jl 11:i~..: in.:r~.1...:~ ,.-1 fonh 1n ~.:tiun .i ur chc hirms r.t.: for n.:w .:111pluJ.:r:, •i:I 1'1H1h m
!i..'l:1lon 3. lh,: lunll, ~,mbbk ,hall h.: t-a,i:J un th,: Oi:u:n1h,:1 11. ~lll;I ra)mll. in~luJin!l ~rmufl,
.inJ r,:n~i11th
l.11hur .\lun11e;~mc.-n1 Cummit!tt nn l'q1~lnn h~uc~
Th.:n: .,h;i,11 b,.: a juinl L.,tm, ~l;in:11c:m~-iit Comn111t.:.: ,in F.:n,iun, .. uh ch.: :ipprn11r1;ih: r,Jni.:-.. 'fli.:
i:iunmitt.:I! ,lt:ill ~n!II~ N lh.: :i.:IUlh."''' :mJ :,JJ11iun:il l.'1•n1111'u1iun l"Jh:hl fur mc:n,1-.:r. 1•f th.: ~.:\\
Y•lfi. Cu;. E111rlt•ic.:, R.:u~m,:m 5},c.:m t.'1/YC:CRSl~ntl 1h.: Br,;mlnr l!Ju,::11i1•n Rt:1in:1111:u1.'i1•1l.'111
,,r
,nl:'.RSI :i.-,..:u1cll 11. uh C"h;ip1.:r ura th.: U\h ul' l~•ll,:i, ~u..:h :tnJl~.,i, ,h.111 I~ I\J,LU ,111. Jnll'IIJ;
.,r
'"h.:r fo.:1ur,.. 1h.: aL·lu:il numl,,,:r ri:urli: 11lw d~.:h:11 Ill l'Jllk1J!Jh' unil~r lho: (1111\ 1•11111\ ,11· •JUI
l 11:irh:r 'lh nJ' 1h.: l.:m, ,if I '1\1;\ ,1, ul S.:r1.:111h.:r ~ft. 11N5. Th.: i:11111m11h:.: ,h.,IJ m.ih•
r.:1•11m111.:11J.11 inn, n:.:.irJml! lh,: c;-,1.it>ll,hm.:111 11I r.:d-.:cJ .1JJ11ic,n.il .:nn1ril111111111 r:itcr, t .int.I 111h1·r
ra:rru.:tli.:~ i1 J.~nt; :iprropri;li: :-o a., 111 n:lkct lh1: :i.:tll:il t:I\\I tn m~mh.:n 11( ~YCl:RS .tnJ BERS
R.:!!:mlh:.-nf 1111: .:rimrJri-i,n ut: i.:111JI .:~,1~ lu ,1Jll11i,111.1l c1,n1nltu1 iun, ti1r 111.:111l"'r.. 111' ~' t'ERS wJ
U!!RS. 1h.:rc .•lull~ n11 :>Jju,1m.:n1 hi .:11n1rih1111un, unJ,:r Cl'i;ipt.:1 •>n ,\ith11u1 liN ,;,m,1J.:nni,: th,:
,:onmt,u1J11n, h~ 1h.: .:nlfllc~cno NYCERS :incl BERS un b,:h;ili uf;ilh:n1rl,,~•~•. :ul\l ,h., ,:11rur.111'4tn
11( tho...: (1llllrlhul11111~ 111 :k'l1131 .:,ht~.
Cl1ap1.:r l)ll Ri:np.:na:r
c
Char1.:r •Jli ,c:ip,;
,\!!,: ;ind VL"\lm~ R.:q111r.:m,:t11t
.\l.:mti.:r Cuntribu11un •\m1~111h .111J Dur.i1i1.m
D,:r:,:lil FurmLil:i Chan-!L'•
Sl!n i\'I: C'r.:'Jit, •
.\ n~ .,,h..-r ;in:.>, th.: {'Jni.:, m111u:11l~ :i~••'I.' 111
t ·unlin11,11inn ur l\•rt.1i11 11 .. ullh ncm•liL~
Tl1.: (I.In,.:, ;i, l;ml\\ li:J1.: 11ta1 .:,,lh:,:th.: t-.11;:.1i11in;; r..'i;Jri.lin~ h.:Jhh l>,:ndo, 1, "llhrn 1hi: run IL 11
,11 n,·t1111.·u11•n• h~11\,:,.:n lhl.: \lunkrr;il L;ihur c,,11111111h:i: ,,n,J th.: <.:11~. e,,,1, .. ,nwn111.:n1
mi1u1h,.:• Ill lhi: r11~ Jk,,llh n.:n.:1i1, rr,•~r:tlll •h,11111,: J1,,:u,,~tl .,uh lh.: :\l1t111, 1rJI wt;,M
l\•rmnill,'1."
22007


rcrrnrm1111rc romnen~:.llop J'raecll11rc,
The L1:1tl!r·-A!:r,:..-m~n1 h\:11111:1.11 th.: C'U) uf:-11.-n \'nrk :incl D1~trie1 C-\lunt:11, 7 rr:i;:irtlm~ such i:r:tri-1:1
:inJ pro,i:.!uri::1 111sulJt .lS th.!y rcllh: 11.i 1h.: l'n} ,1f Ni:,1 Yorll',; "l'.:rt,mnJn.:,: Comp.:n~Jllon
rrn.:t.-Jurc~" shall uppl1 :m h.:u or1h.:pru\1•wms m Amel.: X\'11 \MMt.n1 ln.:,.:;i.,t.':l"),l-oc.110ns I ;ml
:?1.
J.f.QRR,\IN~ Sl:llll:I.
Ne"'• Ynrl: !i111t.: ~UtSL'S ,\5;0,:11Jt10n
22007

<a id="the-city-of-new-york-p64"></a>
### THE CITY OF NEW YORK
_Page 64_

- OFFICE OF LABOR RELATIONS
40 Reeler Street New York, NY 10006-1705
!mp. n\c olr
!:O
JAMES F. HANLEY
I •-•UW#tllY
MARGARET M. CONNOR
r.,,,
11.-,~11,1 r.,,aatl\'111n•r
\!,; I lllflll1C :;._1Jd
11rtcctur. fau1111n11e /;,. t:iL-ncnl \\ df.1r:: l'rui;r.m1
:0:cw \'u rl.: Stlll! :S:1.nu \J,t'<utiun
I !II \\'JI! S11,~1
;1:,1, Yurl, :>:cw \'ntl. !OUll•
11..: 1,,11.,-.111!/ a lo •unlim, lh.: n-.•Jnm;; Jn;I uniknunJmy ofllu: pllfld \\lilt IC\;,.;cl tu Letllm
cl1,rnrn1111111,,: I ••t~r ur ,\1:f"ll\:n: "h ,h 111<:(!Jnlc~ l~tci.:J 111 ,!urtni: 11t.: n.:!i1•t1J11un, r111111~ ~!/07-WIU Sulr
~u,11. ,\~r.:i:nt1..--n1
R£•Jol1uo·
111•· ,,,,,r,11i:J moJ1ri.:l1tlln ur11;,: ,\1\111inu1r.111,c C,,Jc rt-;.uJ1n~ n.\..!crl(:, 11.qu11,11:i:riu ,luc, nal
1m,'l.1~1 nn th.: 1.:Ji1kn,,-rrquitcnx-n~ .11 tl1: 1k J!Llt S. . I 1u)('l11Jh Cu1puu1iurt,
! Prn1,,,i,tn C,,n,n1iu1.-c
·111~ l:la111~l~n:1si:rr..:111 rnm11111tu M l'cn.,inn !nun r1n•1<inn ,n lli,: r (lkr ,,r A;ttmi.:nl ,In..~ ,1n1
in,pl)' ll1} ll':t1,·•-r b)' 11>~ PlnM 1,i droll ri~l,11 1u ~,:,:L ,ir 10 11r1111~ k-;11b11011 rt~idm!, pcru11111
bcn1:fi1.1.
J. )11atnn19n.;,: t•1w1rr-;n<Jlin:, ••, , L1 \.-JUf~s
·rn,· 11~ni,1 ~~.c 1u huh!: li:::-01'nu11J~'lt~:111111,.:11n;; l\ith :-;r:.,,\ p:ior tUJI\YITI'Tlkm:nmlunul
r..
th.: pH..;dutcs. J, u~clincll in 111., 1l Ji !~11,r ccfcttcJ tu 111 1h1, prou1icn ,1r 1!1~ Lrn~r ui
ro,
,\~l•Cll>:rtl, 1i1k, r~pl'\.i.i:lll~il Ii~ 1h.-Un(Qll
•"I ,,11:iuic -.u,kl
~:·., •,·nrl :i1:11o '.:u,.u::-, .\2•1h:t.alhtn
22007

<a id="new-york-citt-health-ano-hospitals-corporation-p65"></a>
### NEW YORK CITT HEALTH ANO HOSPITALS CORPORATION
_Page 65_ · _Topics: hours_

125 WoM SloNI • S..lla 500 , H__, 'l'l,t1i , H.,. 'lt,r1o lmi:I
ltM'M,366,I Fu• 21"711,Jl!S
Pltnelll S. SIIV'llrbl■n
Scnlct AsallWIC Vlc9 P111,ldan,
Hum■n RHOuint I ~ ~Jc:pmanl
TO: Nclworl: Seruor Vice f P t r . c .sidcnu ~
E~ccu1i, c Directors th."-1.l.,~~W'l'
FROM: P:imcb. S S1hcrbl:11\f" •
tr.\ n:: December 7. l~l?B
SL'an:cr
Scheduling orllci,;151crcd .l'rofcultl~I ~urscs on \\'ccl,;ends
Th/1 mcr:io1;nd1Jm .Slillcs lhc CcrpotJI c:n pclic) ,.,nccnunr, 1hc 1\n-kcnd
cl i:Llulms rf res. sieu:d rr rus,on;al msnc! rcprcscn1cd b: 1hc 1':cw Yark 5me Nurses
\$~ ci,lluin Wcr:kcnd 1s defined ; s lhc 1u.o,dJy pt'nod c0ns1s1ini of S:11urd.:i~ :md
liund:iy. Rci;ntcrcd pr<1fcrnonal nurn:s on un ls/Jen ices •\hich :arc <!pen on S:i1u1al,1\
:ind/or Sunday sh~II ~ cn\lllcd 10 at k:ut ~6 14tclcnds off per l c:ar In 1mplcmcn11nll 1tus
poltc:}', no c~ngcs shall br: made in ci.isltn.!l \LOtk 1c:hcdulcs, caccpl 10 1hc ciitcn1
r.ccc!Hr) 10 comply 11.itti the rcquircmcnu of this policy. ~Ol\l.ithm1nding 1he ab01:c,
C:\Ceprions may be made 1Aher.e. 1rnc:1 adherence 10 this policy v.ould comprorruse p~11rn1
~.irr
lu!! R Marcos. 1\.1 D
Fraru:Cinllo
W11lilm HmmaM
22007


"
,,ew

<a id="vork-city-health-ano-hospitals-coapoaation-p66"></a>
### VORK CITY HEALTH ANO HOSPITALS COAPOAATION
_Page 66_ · _Topics: hours_

125 W0lll'I S!tHt • Sulla 5o0 • H..,, 'l\ri • Ntw 'I'm 10013
212-3'1.:16M Fu: 212•iY•::IJ55
TO:
DATE: Dcccmbcr 7. l!.l9!
SUDJCCT:
This mcmcrardum st:i1u 1he Corpam1on rol11:y i:anccmsn! ·no.tun!,'
,USl!!"mtnU for rcGHlc:rc:d pr.-fi:u1aral nurJcs rcprc1emed by 1hc ,-.;ew York S1Jtc Sutlts
Asi1,~1.i110n Th,: !;UiJdincs for lh<sc .im~r.;mu Jrc
I I Fl.>~1in9 sh;iO r.ol b! 1:si:d 10 cu,er ,.ican~1u "" ·sc n;mncc can be 1den11:icd 1r.
.i,h.incc, c ~ scheduled ,3ca1ran1. long 0 1crm srcl. ci,e, 11.crh11 ccmpen5;ation, etc. tt
sh.lU uni)' bt used lo co, c~ unc,pcclcd , .irinc,cJ II h,cl: .a me on .i pir111:ul.ar 1cur in 3 urm
01 SCl'\1CC
?) When rcsil1c.rcd proferncanal nurses rrp1.:stn1ed by NYSNA arc usisned 10 no~,
i1 sh;ill be bct,..ccn uniu "-ilhin their auisncd SCl'\ic:c or ,i:1a1cd SU\icc. er 10 units on a
s.:l'\icc ,,here they 11&,c u.orlced or t,a,•c h2d 01icnu11on
J) Fln.111ni iUSr~nmmts ,hall be d1Jtnbu1cd cqur1.1bl~- .imong lhc rc:1!1s1crcd
profmion;il nurse st;alf
4) Fl1:;i1ing u,ipv11cn1::i 1h:sll bc m~dc .at the bcE1nnini,; ora tour cfdu1y, To 1h:t end.
nurses .... ho arc iolng 10 be unc::ipec:tcdly .1b1cn1 mull call in .a minimum of two hours prior
10 the Jt:in or 1hc tour or duty, 11 is 1he mpnru1b1li1y 01· the Di1eaor or Nuulna or 1he
Ducccor's duignec 10 ;in~nl!c for ,13/fco,~1~pt pntJr to 1he commc:riccmcnt or1hc 101.11
~) r.0111.ith.su.nding the Qbovc, when. the iudi;mcni or 1hc Director of Nurs1n~ er
111
lhc OirecttJt's dcsll!ncc, :idhcrcnc.c 10 1his pohey-... culd compromise lhc: dclh·cry or p311cnl
c.iu:•. no~irr,g 1.uignmcn1s 1-ill he m.adc .u rtqulrcd
c.: Luis R M;ircos. M 0
Funk Cinllo
\~
11hJm HcmNM
22007


L
• "I
ltlC NEW "°R~ CITY HEALTH .ANO HOSPITALS CORPORATION
llS W11t1t1 511"9 • S11111 S00 • Hl'II Vot1' • NN ~II 1001J
212,711!,366,I Fu 211-7'81-:1,355
Oonna Lynne
Senior 1111:11 Pl'ISlclr.l
~••Mllfl
;\,lEMORANDUM
D~mber 2, l 997
To. Ncrwork Sca.iar Vice Praldc:ou
E1ec:u!Ivt Direc1ors
Fram: OonmLynn~
Subject: Shih Rol.ltioo - Rcfi.!lcrcd Profcssiom.l Nurses
l1Jis au:morandum cstabll.sbc:s revised Cofl)Clr.itc policy oo iltlft rotation for
i
rcgisicrcd p1or~sio~ 11wscs. Thl.s poliC)· will commcnc:c immediately llld employed
• sh:i1J be given ::11 lcasl lhrcc monlhs :idvance aoua: or their ror;alion scbcduJc
Shlft rotllJoa, sb!ll be scbcduJcd for Do lcu lha.n one mootb a1 il time. Employees with
seven or more ye.us or scni~ a.s a rcgiru:rcd profc.uioa.J oursc 11,;lb the Corporal.loo
;sad/or mayoral 11ie11cics, or \\'ho regularly ·11,ork the cvcaia~ or ni~I tour. sb..1.ll 001 b-c:
rcqulrcd 10 r01.:11.c. EIDployc= with less wi, scvca yt:at5 or 3crvicc lihall cot be
rcquln:d 10 roiau: more th;ia three mouw hi any year unless U11: employee submits a
11.Tinea reque&t for addltiaoal r01:1tioo 10 I.he Di.rector or Nurs!J:lg.
ln lmplemcating this policy, co cb.:ulgcs sbalJ be made la cxlmDg wort scbcduJc.s
~c:q>t IO I.be c:xtccl ncccmry 10 c.omply wilb the requiremcms of' tlili policy,
Where lhis pol.icy limilS • hcilliy's ability provide shift c.ovcr.agc due a lack or
IO 1.11
~oncl 'llloith lc:J Ihm seven y=n of scrvia:, lhe facilhy sh2ll lni~ a
ubor/M&DJ&cmcut mm:ina: "'ilb lbc NYSNA 1.0 disaw al~rnativcs, lnclwlliJ&, but 001
limited la, hiricg far Ulllr .!Id lllt.l!OD of cmp)D)"l!l:S 'lltith aiorc than SC:VCII Jl:VS of
service.
Na"'-'il.hsl.:llldJ.n& lbe :ibove, auy cmp1oyr:,c m:iy be required 10 route in ;ui ro>erJ!c:ncy
slruallon.
c: LulJ R. Matml, MD
Pa.aM:b. Sllvcrllla.a
Byl Hcnm&.11,S)
Din:culn of Nutting
HWJW> Ra'3W"Cd DlfCODn
Labar Relatiou Officers
22007


lliE CITY OF NEW YORK
• OFFICE OF lABOR RELATIONS
40 Rector Street. New York, NY 10006-1705
hap:/lnyc.p/otr
MayS,2014
Hany Ncspall
Chair, Munkipal Labor CommiUce
125 Buday Stn:ct
New Y~ NY 10007
Dear Mr. Ncspoll:
This ls ro con!nn the parties' mutual undenlaudiDg C:OQCUIWll lbe following issue5:
l. Uoless 0lben,ise ap:ed 1D by the panies_ the Welfa:e Fund c:omribut!on will fflDlliu
comtmt fortba lcnp orlbe .nsuessor uail •~.k lcludiag the S65 fimded from the
S11bUlntJon Fund pll'WBDl to the 200S Hc::alth BIIOditsAgniem=t b~een tbe Ci~ ofNew
You: and the Muafc!pal Labor Comminec.
2. Efl"cc1:ive July 1, 20U, lhe Stabilization Fand shall caavey Sl Billion ro lhc Cily of'NN'
Yodt 10 bcu.l 1011J11Palt wqc UlCn:ISCI 111d olhc:rcconomic i=s fortbc round of
CUQ'eQt
c:olJcctiw bmpln1na (for this peri0d up to ml including ftscal year-2018). Up to ID addidonaJ
total lm01IDt ofS 1 50 millima will be avallable aver ti. four yar paiad Aom the Stabllimian
Fuod for lbc welfare fimdt. lhc allocatfoil of wbic:h shall be deunruned by lhc pmies. lhal::tdm,
S 60 million per yeu will be available hm the Sllbilmtioa Fund fbr the welfare ftmds, the
allocadan of'which sbal1 be: dclmninm by lhc panics.
3. Iflhc panics decide ID engage in• cc:atrllizi:d purdwc ofP rescription Drup, ud
savtnp and dftcicadcs aue ldcndficd tbcrdnlm, lbCR wU not be lllY taductlon In wdtue fuad
cao1n111mam.
4. There sba1I be jolnl ~mmlacc: formed lhat will engage: ia a prccas select an
& 10
iadq,cudeat bc:althc3nl actuary, and any other mutually qmd upon additional omsidc cxper1isc:,
ta develop an ICCQuntin& sys~ to measure and calculate smnp.
22007


S. The MLC 91= m geaaaie cumulatlvc hcaltlu:are savinas ofSl.4 billion over the
of Fiscal Yem 201Slhnnlgb 2011, Aid savinptabceu:lu.riwaflhe monies~
CD\ll'SI:
iD Parapapb 2 above &lld aem:atad In ~ individual fiscal yui-. as follows: (i) S400 million In
fisc:al Yc:ar'2015; (ii) $70D mllHOll ln fiscal Ycar2016;(iii)Sl billion in F'tscal Yeat2D17; (iv)
Sl.3 blWcmin Fiscal Yeu-2011: and (v) forr:very fiscal yurtb~, ~ savinpoa 1
ckywide basis la hc:al!h care c:osc.s ~ cDDd11UC on • m:umn1 basis. Ar. lhi: coadusi0a of rascal
Year 2018, the panies shall caJculate the savinp raJiud duriq dm prior rO\D'•ys&r pcdod. Ill
lbc cvai1 thal the MLC bu a,m:rared ma~ lbaD S3.4 bllllon in i:wmalatlvo heaJlhcare savinp
darin& lbe four-year period, as ~tmnine:d by lbejolntly 111:J=d heal~ actlwy, up f:u tha
!use $'365 million ofs uch lddltioml smnp sbaD be QCdircd proponloaatmy to each IIDHlll as a
ona.dme lump mn pc:nslouabte bonus paymc:nl far Its members. Should the wuoa d&l:Si:n: lo~
mcse fun.di for odm pmposcs, lhe panies shall nqodatc ia aood faith lo alb:mpt lo ap,:c on au
tpp"Opriarc a1\c:madvc usr. luly addilioaal SIVinss ~ ror lhe four-year period beyond tb:
lint S36S miWaa WJ11 be shanid equally with lbe City and tba MLC Car the amc piuposes ad
subjm to 1hc :same pn,ccd\R the fim S36S l'lliJUoa. Addilional saviDp beyond SI.J billion in
IS
FY2018 thatc:anyow:rinlo FY201!lsball benhjecltanegoliatioo.s lheparties.
~
amoas
6. Tb& following initialive:s ue those that the MLC and lhe City could a:imider In
th= jaizil dlvns to nseei ibc alorcmcndoncd lllllllll 111d i>ur-ycar cumulad.ve Jmn&S figun:s:
c:appma
minimum pnimium, sdf'•imlnac.e, dcpc:ndcnl ellpilit;y v~oa audits, the aflbe
ec.
HIP HMO n.ta. the appizia ofl be Semor nzc, Iha equalizatioo tbrmuJa, 111mkedn1 plms,
Median= Advanlap, aad them~ dFcdive dellvay oflmltb
~
7. Dlspute B,sotutioq
L In lhe evmt ofa 1 dispute IZDdet this ~t,, the parties shall lllcct and coal'c:
In ID lffmlptto teSOlve the disputa. tribe padie:s cazmotiesolwc 1bc dlsputlt, such
dispute shall be rdcn:d to Aibi1ralor Madin F. Scbcinman for n:solutlorL
b. Suell disputo shall be saolvcd withia 9D days.
c. Tuu bltnllor shall haw the authority IO tmp,se iall:rim relieflhat b coulst=t
with the parties' IDlcnL
d. 'Tba ubllnmr shalt ha.ve the authority to med wilh Iha parties 11 S'l£b times u lhc
mna:a&ar d~ is aPJGpnak lo cmarce the terms ofmls 'IJ"UleaL
e.. lflhl: panics m unable to ape oa the i!ldepcndcntheahb cue acNuy descnlx:d
ahem. Iha ubillalor shall salect tbc impartial health care: acruu, to be relllned by
the panics.
r.
The pa,ties shall WINl lhe casts for Iha arbitneor ml the ldllll)' the arbitrator
selects.
2
22007 .,


If lhc above acccmfs wilh yow- undctswldina and a~ kindly CJCeanc the sl~
liu provided.
Sincerely.
t-J ~~---
l/0~
w.
Rohen Linn
Commlssfoaer
Agreed and~ 011 c,lu!f oflhe unhlpal Labor Comminc:c
B Y : ~
J
22007

<a id="office-of-labor-relations-p71"></a>
### OFFICE OF LABOR RELATIONS
_Page 71_

40hc10rStm1, NcwYoik, N.Y. 10006•1705
01c.gov I olt
ROBERT W. LINN MAYRA E. BELL
Cclmmlsskvlar General COunMI
RENEE CAMPION GEORGffiE GESTELY
FirJtOepul'f~r ~or. ~ SctHl(,12 Progt1111

<a id="clairelevitt-p71"></a>
### CLAIRELEVITT
_Page 71_

~ Comm/.ss/onl!J'
HHilh C8nl Cost lhn■l/111118111
June 28, 2018
Harry Ncspoli, Chair
Municipal Labor Committee
12S Barcley Street
New York, New York
De11r Mr. Ncspoli:
1. This is lo confirm the parties' mutunl understanding concerning the health care ugrccmcnt for
Fiscal Years 2019-2021:
a The MLC agrees to generate cumulative healthcare savings of SI. I billlon over the
course ofNew York City Fiscal Years 2019 through 2021. Seid savings shall be
gencrzucd as follows:
i. $200 million in Fiscal Year 2019;
ii. $300 million in Fiscal Vear 2020;
Iii. $600 million in Fiscal Year 2021, and
iv. For every fiscal year thereafter, the S6D0 mlllion per year savings on 11
citywide basis in healthcare costs shall continue on a recurring basis.
b. Savings will be measured eaainst the projected FY 2019-FY 2022 City Financial
Plan (adopted on June 15, 2018) which Incorporates projected City health care co:st
increases of7% ln Fiscal Year ("FY") 2019, 6.5% in FY 2020 and 6% in FY 2021.
Non-recurring savings may be transrerrab le withl n the years FY 2019 through FY
2021 pur3uanl only to l(aXi), l(a){II), l(a)(iii) above. For ex.ample:
I. S20S million in FY 2019 and S295 million in FY 2020 will qualify forlhosc
year.;' savings tnrgets under l(a)(i) and l(a){li).
ii. S2l0 m!llion in FY 2019, S310 million In FY 2020, and $580 million in FY
2021 will qualify for those years' savings targi:ts under I (a)(i), I( e}{il),
1(11.)(iii).
iii. In any event, the S600 million pursuant I (a)(iv) must be recurring and
10
agreed to by the parties within FY 2021, and may not be borrowed from
other years.
22007


c, Savings attributable to CBP progt111T1s will continue lo be transferred to the City by
offsetting the savings amounts documented by Empire Blue Cross and GHI against
the equalization payments from the City to the Stabilization Fund for FY 19, FY 20
and FY 21, unless otherwise agreed to by the City and the MLC. In order for thil
offset lo expire, any sa.vings achieved in this manner must be replaced in order lo
meet the recurring obligation under l(a){lv) above.
d, The panics agree that any savings within the period of FY 20 IS -20 I8 over $3.4
billion arising from the 2014 City/MLC Health Agreement will be counted towards
the FY 2019 goal. This ls currently eslimaled at approximately S1 31 million bul will
not be finalized until the full year ofFY 2018 data is transmitted and analyzed by the
City's and the MLC's actuaries.
e. The parties agree that recunlng savings over SI.J billion for FY 2018 arising under
the 2014 City/MLC Health Agreement will be counted toward the goal for Fiseal
Years 2019, 2020, 2021 and for purposes of the re.curring obligation under l(a)(iv)
above. This Is currently estimated at approxlmately $40 milllon but will not be
finalized until the full year or FY 2018 data Is transmitted end analyzed by the City's
and lhe MLC's actuaries. Once the amowtl is finalized, Iha! amount shall be applied
lo Fiscal Years 2019, 2020, 2021 and lo the obligation under l(a)(iv).
2. After the conclusion of Fiscal Yc:ar 2021, the parties shall calculate the savings realized during
the 3 yc:ar period. In the c:vc:nt that the MLC has generated more then $600 million in recurring
healthcare savings, o.s agreed upon by the City's and the MLC's acluaries, such additional savings
shall be: utilized as follows:
a. The first $68 million will be used by the Chy to make a SI 00 per member per year
increase to welfare funds (accives and relirees) effective July I, 2021. If a savings
amount over S600 million but less than $668 million Is achieved, the SI 00 per member
per year {actives and n:lirccs) increase will be prorated.
b. Any savings thereafter sha.JI be split equally between the City and the MLC and applied
in a manner agreed to by lhe parties.
3. Beginning January I, 2019, and continuinli: unless and until lhe parties agree otherwise, the
parties shall authorize the quarterly provision of the following dala le lhc City's and Ml.C's
acluaries on an ongoing quarterly basis: (I) detnllcd claim-level health data from Emblem Health
and Empire Blue Cross including detailed claim-level data for City employees covered under the
GHt•CBP programs (including Senior Care and Behavioml HClllth inronnelion); and (2)
utilization data under the HIP-HMO plan. Such data shall be provided within 60 days or the end
of each quarterly period. The HIP-HMO utilization date will also be provided 10 the City's nnd
MLC's actuaries within 60 days of the execution of this leller agreement for City Fiscal Ycar
2018 as baseline lnfonnation to assess ongoing savings. The HIP-HMO d&Sla shall Include: (i)
ulllization by procedure for site of service benefit changes; (II) utilization by disease stzile, by
procedure (for purposes of nsscssing Centers or E1tcellcncc); and (lii) member engagement data
for the Wellness program, Including stratifying members by three tranches (level I, II and II).
The data shell include baseline deta as w:11 as data regarding the assumptions utilized in
dctennining expected savings for comp11rison. The data described in this paragraph shall be
provided pursuant lo a data sharing agreement entered into by the City and MLC, akin to prior
data agn:ements, which shall provide for the prolct:llon of member privacy and related coneems,
shall aivi::r all periods addressed by this Agreement (i.e., through June 30, 2021 and thereafter),
and shall be executed within thirty days of the executicm of this letter agreement.
2
22007


4, The parties agree that the Welfll.l"c Funds will receive two SI 00 per member one-time lump-sum
payments (actives and retirees) funded by the Joinl Stabilization Fund payable effective July I,
201BendJuly 1,2019
0
5. The parties cccognizc that despite extraordinll.l)' savings health costs accomplished In the Jest
10
mund of negotiations through their efforts 11nd the innovation of the MLC, Md the further savings
which shall be implemented as a rc.stJlt of this agm:ment, that the longer term sustainability of
health care for workers 1111d their families, requires further study. savings and efficiencies in the
method of health care delivery. To that end, the parties will within 90 days establish a Tripartite
Health fnsunmce Policy Committee ofMLC and City member!, chaired by one member each
appointed by the MLC and the Cil)I, and Martin F. Schelnm11n, Esq. The Committee shall study
lhe Issues using appropriate data and recommend for implementation as soon as practicable
during the tenn of this Agreement but no later than J~ne JO, 2020, modificatioos lo the way in
which health care is currently provided or funded. Among the topics the Committee shall
discuss:
Self-insurance and/or minimum premium arrangements for the HrP HMO plan.
11.
b. Medic~ Advantage-aqoption of a Medicm, Advantage benchmark plan for retirees
c. Consolidated Drug Purchasing• welfare funds, PICA and health plan prescription costs
pooling thelr buying power and ruources to purchase prescription drugs.
d. Comparabl lity-investigation of other unionized settings regarding their methodology for
delivering health benefits Including the prospect of coordlnalion/coopcration to increase
purchasing power and lo decrease administrative expenses.
e. Audits and Coordination of Benefits• audil l11$urers for claims and finBnC!al accuracy,
coordination of benefits, prc-6S disabled Medicare utilization, End Stage Renal Disease,
PICA, and Payroll Audit of Part 1ime Employees.
f. Other areas- Centers of Excellence for specific conditions; Hospital and prov Id er tiering;
Prccertlficatlon Fees; Amendment of Medicare Part B reimbursement; Reductlon ofcos1
for Pre-Medicare retirees who have access to other coverage; Chimges lo the Senior Care
rate; Changes to the equalization formula.
g. Potential RFPs for all medlcel and hospital benefits.
h. Status of the Stabilization Fund.
The Comm1nee will make recommendations to be considered by lhe MLC and lhe City.
6. The joint committee shall be known as the Tripartite Health Insurance Policy Committee
(THIPC) and shalJ be Independent of the existing "Technical Committee." The "Technical
Committee" will continue its work and will work in conjunction with the THIPC as designated
above to address l!J'cas of health benefit changes. The Technical Committee will continue to be
supported by separate actuaries for the City and the MLC. The City and the MLC wlll each be
n:sponsible for the costs of its actuary.
7. In the event of any dispute under sections 1-4 of this Agreement, the parties she.II meet and confer
in an attempt to resolve the dispute. If the partie.s cannot resolve the dispute, such dispute shall be
rcrcrrcd to Martin Schcinman for rcsolulion con~istent wilh the dispute resolution terms of the
2014 City/MLC Health Agreement:
a. Such dispu1e shall be re.solved within 90 days.
3
22007


b. The arbitrator shall have the authority to impose interim rel!ef that is
consistent with the parties' intent.
c. The arbitrator shall hove the authority to meet with the parties as such
limes as is appropriate 10 cnfon:e the tcnns ofthis agreement
d. The parties shall share the costs for the arbitrator (including Commillee
meetings),
if the above conforms to your understanding, please countcflign below.
~ e - / _ : ?
f
Robert W. L i n n ~
4
22007


0
Office of Labor Relations
22 CorUaoot Streat New Yoo, NY 10007
nyc,govlolr
R.neo Campion Claire Levitt
COIMIISJlone, Dtpul)' CommlsJion~
at,wn H. Bankl Htll/111 Cart SI/Zltt9l'
F1nt D!jllll)I Commlsslonrr GIOl'Olttl Outtly
Gmm1l "1111wl Dltmw, Employtt ~tl Program
:-r-
Octobcr 1,b. 202 l
Pat Kane
New York State Nurses Association
131 West 33rd Street, 4th Fl.
New York. NY l 000 I
Re: Floating A,slgnments
Dear Ms. Kane:
This is to supplement the December 7. 1998 memorandum regarding noating
assignments for Registered Nurses.
With respect to paragraph 2 of the December 7, 1998 memorandum. nurses may only be
floated to a unit in their assigned service ora related service if they arc competent and trained to
pcrfonn core nursing tasks on the unit needed for the particular care assignment.
Wilh respect to paragraph 3, the employer will track floating assignments to fa cititalc the
equitable distribution of floating assignments among registered professional staff and, upon
request from NYSNA, will provide relevant infonnation on floating assignments to NYSNA.
In all other respects, the December 7, 1998 memorandum remains in effect.
lfthe above accords with your understanding and agreement, kindly execute the signature
line below.
ReneeCampion
Commissioner
22007


Office of Labor Relations
22 Cortlandt Slreel, New YOik, NY 10007
nycgovlok
Rentt CamP'on Cl1l~ IAYllt
Cammbslontr o,pu~ Ctlntmls.slotttr
8t.wn H. Bankll Hrollh Corr Sll'lllrgy
Rtsr Dtpc,~ COmmlu/ontr O.org1tt1 IJ■al■ly
GentlPI ~ D/n:ctor, Em~r kM/itJ Ptofln,m
1"
]lo ,
October 2021
Pal Kane
New York Slate Nurses Association
131 West 33rd Street, 4th Fl.
New York, NY 10001
RE; Fatter payment of overtime
Dear Ms. Kane:
The following is to confinn the mutual understanding oft he parties with respect to
implementing procedures for the timelier payment ofo vertime to NYSNA members. NYC H+H
and NYSNA agree to regularly meet to discuss mutually agreeable alternatives to existing
processes, which may include but are not limited to the implementation of mutually agreeable
Alternative Work Schedules (A WS) other than the currept 4-wcek AW S.
If the above accords with your understanding and agreement, kindly execute the signature
line below.
Sincerely,
R ~
Commissioner
AGREE AND ACCEPTED ON BEHALF OF NYSNA:
Pat
I
Executive Director
22007


Gt
Office of Labor Relations
22 CorVandt Slr!el New Yen. NY 10007
nycgov~
RenN Campion Claln IAvtlt
cammlssloMt ~tv CJJtnmlulonrr
81awn H. Bankl ~o/th Catt! Slnllr;y
Flnt ~Pllf'I Commlsslonrr Gaor;ette Gaataly
Gfflffll/Counul -(II\ 0/tzctor, EmployH •M/1~ Proorom
ib\,
October 2021
Pat Kane
New York State Nuncs Association
131 West 33rd Street, 4th Fl.
New York, NY 10001
RE: Paid flmlly Leave
Dear Ms. Kane:
The parties agree that NYSNA shall have the option to enter into the New York Stale
Paid Family Leave Benefit Program during the tcnn of the 2019-2023 collective bargaining
agn:ement by servicing written notice on the City ofNcw York Office of Labor Relations that
the NYSNA membership has ratified and agreed to opt into the State Program.
Wilhin thiny {30) days ofs ervice of the NYSNA ratification notice, the parties will meet
to discuss the terms 11nd conditions of entering the Paid Family Leave Program and the effective
date of coverage.
lfthe above accords with your understanding and agreement, kindly execute the signature
line below.
Sincerely,
R e ~ <
Commissioner
Pat e,
Executive Director
22007

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_End of contract. Source PDF: <https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/staff-nurses%20-06-06-2019-03-02-2023.pdf>_
