Labor Management Partnership

Company 300 Positions Become Union Eligible

In December 2018, around thirty previously non-union job classifications were “unit clarified” into SEIU 1991’s Professionals Bargaining Unit.  As a result, nearly a hundred previously non-union Jackson employees are now union eligible.  We welcome them all to the SEIU 1991 family.  Below is a link to the full MOU describing how the movement to union eligibility will take place.  Please give the office a call at 305-620-6555 if you have any questions.


Full MOU Here

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QNCD 2-1-18 Meeting

QNCD Committee members gave updates about staffing at JHS hospitals.  They reported that staffing is trending in the right direction at Jackson North.  However, there are staffing challenges at Jackson South due to several issues.  Among them, an increase in the census as well as maternity leaves and call-ins.  Jackson Main is also working to address staffing issues.  The goal is to hire ten more RN’s soon and drill down more on staffing of each unit at monthly meetings.

The committee also discussed the utilization of PL (personal leave) time to ensure it meets the needs of employees and management.  One concern raised was that some PL requests are not denied or approved, they’re left eternally on hold.  The new contract includes language that commits to monitoring denials of PL time.  Management plans to explore the possibility of monitoring all PL requests.

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Contract Summary

 Contract Summary for RNs and Professionals

 Financial Victories!

Higher pay, as usual, ranked as a top issue among members who completed the survey.  The Bargaining Team made this issue a priority and found creative ways to put more money in everyone’s pocket.

Here’s a list of the financial gains we won!

  • Market Adjustments ranging from 3% to double digit increases that will take effect immediately for job classifications including: Physical Therapy, Occupational Therapy, Speech, Med Techs, Social Work, Hospital Pharmacy Managers, multiple IT job classifications, and others.
  • Additional steps added on to the high end of the pay scales for CPPs & CHPs, Nurse Managers, Child Life & Music Therapy, CMH Counselors, ARNPs, Midwives and Physician Assistants.
  • A 2% base increase to all job classifications not affected by market adjustments or steps that will happen on September 30 2018. 
  • A 4.2% “make up step” for employees who missed two steps during the frozen period and have remained in the same job classification since January 1, 2010.
  • A new premium pay of $5/hour for times of emergent nurse staffing needs for picking up additional shifts.
  • A raise in the Charge pay rate to $2.50/hr.; Professionals have access to $1.25/hr. preceptor pay.
  • Staff Nurse Per Diem rate increases to $37/$40 that will retro back to October 1, 2016.
  • New language that will allow seasoned Jackson Nurses to work per diem shifts at their hourly rate (if greater than the per diem rate for the classification).
  • Time and a half for professional per diems who work holidays.
  • Mileage reimbursement for those who must travel or float to other facilities while on the clock.
  • COLA reopener for the third year of the contract.

Insurance and Wellness

You’ll still have several high quality and affordable health insurance plans.  No changes for Jackson First.  But skyrocketing healthcare costs prompted the need for nominal increases for some plans.  However the Bargaining Team was able to keep the premium increases  low and extend the HMO High/Standard option for another year.  A new Wellness Program will reward you for adopting healthy habits.

  • All four insurance plans will remain in place for the next year and then HMO High will be phased out. Jackson First will see no premium increases throughout the life of the contract.  The other plans will go up 5% in January 2019 and January 2020 respectively.
  • A new wellness program has been created that will financially incentivize healthy living (no penalties).

Contract Enhancements  

Everyone got something in this contract, including part-time and per diem workers who will benefit from new conversion language.  There are other enhancements that will help protect members and give professionals more release time.

  • Conversion to full-time language for part-timers and per diems who work full-time or part-time hours for 6 months continuously.
  • Enhanced language on promotions, demotions and laterals that ensure fairness.
  • Inclusion of absenteeism and tardiness into the contract to ensure it cannot be unilaterally changed moving forward.
  • Enhanced language on “pattern” & “occurrence” to ensure fairness and uniformity.
  • Inclusion of the cell phone policy into the contract to ensure uniformity and fairness.
  • Enhanced dues deduction language to protect the union from potential law changes.
  • More release time for Professionals
  • Clarification of the time off process for Christmas and New Years.
  • Better on-call language for salaried employees.

PL and Extended Illness

We were able to fight back against Management’s push for extensive changes to vacation and PL practices.  As a result, there will be only a few changes.

  • Status Quo for current employees with extended illness.  New hires will no longer be eligible to cash out extended illness upon separation from Jackson.
  • PL accrual remains status quo.  Cash out maximums altered slightly to 80 hours max for those under 10 years and 120 hours for those over 10 years.
  • PL cash out can now be done in June and December instead of once a year.
  • Elimination of the Holiday AD day, and this money converted to pay increases for all.
  • Committee formed to monitor PL denials.  We want everyone to be able to use their PL time when requested.

Corrective Action Process

  • A new stream-lined discipline process that eliminates the 48 hour notice and presentation and speeds up the process..
  • Ability to use PL during suspensions
  • Agreement to phase in a “just culture” model that focuses on systemic problems and coaching rather than discipline for process errors.


Bargaining Committee 9-6-17

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Bargaining Update – Session 2

We had our second bargaining session on Thursday, June 29, from 9 am to 5 pm at the SEIU 1991 office. We continue working very collaboratively with management for the benefit of our patients and our members. Our collective goal is to find efficiencies that will provide our members with the greatest benefits at the most efficient cost structure for the sake of Jackson’s sustainability. With that goal in mind, this session focused on the details for creating a wellness program, which an overwhelming majority of you have supported in your surveys.

Bargaining in Session

While we all agree that a wellness program would add value and improve the health of our members, management is making proposals to change our PL and Extended ILL banks and rules. Your bargaining team needs your involvement. If you haven’t yet completed it, please take just a few minutes to complete your survey today. We also encourage everyone to attend negotiations. The next bargaining session takes place on July 17 at SEIU 1991 (1601 NW 8th Ave., Miami, FL 33136). Bargaining for nurses and healthcare professionals takes place from 10 am to 3 pm, with bargaining for attending physicians happening from 3 pm to 6 pm.

Gina Corbett, CRNA, shares her thoughts during bargaining.

Gina Corbett, CRNA, shares her thoughts during bargaining.

During Thursday’s session, members came and participated directly, engaging in the bargaining process and sharing their thoughts with the team. Gina Corbett, CRNA, attended bargaining negotiations for the first time and commented on how collaborative the process seemed to be. Music Therapist Stephanie Epstein and Child Life Specialist Beda Willis also attended the bargaining session and had the opportunity to share their perspectives and their great work in Holtz Children’s Hospital with the bargaining team and management.

Music Therapist Stephanie Epstein and Child Life Specialist Beda Williams talk about their work at Holtz Children_s hospital.

Music Therapist Stephanie Epstein and Child Life Specialist Beda Willis talk about their work at Holtz Children’s hospital.

Members also took action on protecting the Affordable Care Act at lunchtime, making calls to voters in other states and urging them to contact their Senators. The current Senate bill would gut Medicaid, hurting our patients and risking millions of healthcare jobs. Jackson would be especially vulnerable, since up to 40% of our patients are covered by Medicaid. Get involved by calling Sen. Marco Rubio at 866-426-2631 anytime.

Marie Eloi, Med-Tech, and Maggie Pena Vancol, MSW, phonebanking to save healthcare.

Marie Eloi, Med-Tech, and Maggie Pena Vancol, MSW, phonebanking to save healthcare.

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Bargaining Update – First Session

The opening bargaining session for the 2017-2020 contract took place on Monday, June 26, from 9 pm to 5 pm at DTC 259. “We’re taking a new approach this year,” said SEIU 1991 President Martha Baker, RN. “We want to make the process as productive as possible for our members so we can continue to deliver high quality care for our patients.”

The Bargaining Team in action!

With a focus on collaboration, and no attorneys present for the initial session, the negotiations created an environment where members could freely talk about their concerns. One of our joint initiatives, which 90% of survey participants expressed interest in, was a wellness program that we will work collaboratively to create.

The Bargaining Team and the Labor Relations Team in the midst of contract negotiations.

Management did a presentation on the wellness program as part of our initial discussions. Topics also included improvements in insurance options, instituting a “Just Culture,” pay scale adjustments for many job classes, and increased per diem rates. Representatives from AFSCME and CIR joined us for the session.

SEIU 1991 President Martha Baker, RN, speaking with the Bargaining Team after the session.

Guiding the discussions were the results of the Bargaining Survey. All members are encouraged to complete their surveys as soon as possible, and to tell fellow members to do the same. The survey takes less than 10 minutes and will let us know your priorities, including raises, staffing levels, job classifications, and much more.

The next bargaining session is on Thursday, June 29, from 9 am to 5 pm at SEIU Local 1991 (1601 NW 8th Ave., Miami, FL 33136). Everyone is welcome to attend!

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Contract News

All three contracts have been approved by our members, the Public Health Trust and the Miami-Dade Board of County Commissioners.   The contract goes into effect on December 3, 2017.


It’s a strong contract that includes pay raises for everyone, no increases to Jackson First and very affordable premiums for the other insurance plans during the life of the agreement and a variety of contract enhancements.  The financial gains are noteworthy especially when you consider the county is offering no Cost of Living Adjustment (COLA).  Despite this challenge, your Bargaining Team was able to secure pay adjustments for everyone in one of three ways: market adjustments that range from 3% to double digits for certain job classes,  added steps at the top for other job classes or a 2% adjustment to base for all other job classes that do not receive either a market adjustment or steps at top.  There is a make up step for 291 employees who missed two steps during the recession, were hired prior to 2010 and have remained in the same job classification.  Staff Nurse per diem rates will jump up to $37/$40 per hour which will be paid retroctively to October 1, 2106.  We also won time and half for professional per diems who work holidays—same as RNs.  Charge pay will increase to $2.50 per hour and a new premium pay of $5 per hour for times of emergent nurse staffing as determined by management will be implemented upon ratification.  These are just a few of the reasons why this contract will benefit you and your family.

Bargaining Committee 9-6-17

2017 Bargaining Team

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QNCD Update: Staffing Improvements and Challenges

March2016StaffingReportCardA spot check on staffing conducted earlier this month by SEIU Local 1991 members showed improvements in some areas, but persistent challenges in others.

This was the second spot check conducted by the union to gauge compliance with the new staffing ratios article in the contract.

Holtz Hospital made the  most progress, meeting ratios 95% of the time and having the charge nurse free of assignment 99% of the time.

At Jackson North, after  opening the sixth floor, staffing issues in the two telemetry units pulled down the numbers for the hospital as a whole. Management is challenged with hiring staff for the third and sixth floors and is also creating a float pool.

At Jackson South, staffing struggled to keep up with increased patient volumes, especially in the ICU and worked to handle daily issues.

The Quality Nursing and Career Development Committee (QNCD) met on March 15 to review the data. This was an opportunity for frontline RNs and management to discuss the challenges and suggest solutions related to staffing.

Management and union members talked creatively about several strategies to improve retention and recruitment, as we all agree the solution is to hire and retain qualified nurses.

Local 1991 President Marker Baker, RN, urged management to increase efforts to utilize our own nurses to market the many unique benefits of Jackson. Other committee members spoke about the need for more unit-based nurse educators to help train all the new hires. Several other strategies discussed related to per diem employees, sign-on bonuses and more.

Find more details of the QNCD meeting here.


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Safe Patient Handling Project Testing New Equipment

Committee co-chair Vicki Gonzalez, RN, leads a multi-disciplinary team of employees and management.

Committee co-chair Vicki Gonzalez, RN, leads a multi-disciplinary team of employees and management.

A joint labor and management project to make lifting and handling patients at Jackson safer will soon be implemented for the first units to receive ceiling lifts and mobile equipment.

Members who’ve been wondering where the batteries are in the new machines sitting in their units will get to test them out after receiving training and practice on the equipment.
The first  phase will include Trauma ICU, Trauma 3A, 3B, 4B, the ERs, Transportation and Clinical Staff Office at Jackson Main, as well as specialties such as PT/OT. The program will eventually roll out across the system.
The first training will be for unit leaders, or Transfer Mobility Coaches (TMCs), who can then help to train and support the staff on their unit. The TMCs will begin training on Feb. 9. General staff training will occur from Feb. 16-April 8.
Sign up through the JEN system to be one of the first to use the new equipment!
The Safe Patient Handling project is a partnership between employees and management that calls for reducing patient handling injuries to employees by 60% a year. A multi-disciplinary committee at Jackson includes a nurse educator, staff nurses,  physical therapists, occupational therapists, a clinical expert familiar with the Arjo Huntleigh program and several members of hospital management.
The committee works together to oversee the process by which equipment will be purchased, installed, maintained and used by front-line caregivers on all three campuses.
The SPH Committee meets twice a month to monitor the rollout of the safe lift program at Jackson.

The SPH Committee meets twice a month to monitor the rollout of the safe lift program at Jackson.

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Labor Management Partnership Launches


Jackson CEO Carlos Migoya and SEIU Local 1991 president Martha Baker, RN, launch the partnership together.

The energy was palpable in DTC Oct. 29 and 30, as Jackson management and SEIU Local 1991 members launched an exciting new partnership to transform Jackson’s culture into one of constant learning and collaboration at all levels.

The Labor Management Partnership (LMP) was negotiated in the current contract. It is modeled after the successful, long-running partnership agreements at Kaiser Permanente, (covering more than 100,000 union employees, 14,000 managers and 18,000 physicians in seven states and Washington, D.C.).
The partnership launch at Jackson included more than 100 members and managers from a variety of units. The group came together to learn about the process and begin training to work in teams to tackle issues in their areas.

“For way too long we have been in an environment where we have been on the reactive side, not on the proactive side,” said Jackson CEO Carlos Migoya. “Our patients are expecting different things than they did 10, 20 years ago and we need to be prepared for that. It’s important we all work together as to what that future looks like.”
Several projects were chosen as the tests on which to develop a process that will then be used to solve any challenge that arises. It’s about building smart, flexible teams of employees and managers who work together as a true team to improve the quality of care we deliver. Each project is sponsored by one Local 1991 leader and one top Jackson manager.
Five units at JMH will be working on ways to improve HCAHPS scores. The units include SW 5, SW 6, WW 6, WW 10 and WW 11. Each team, which includes nurse managers and front-line staff, will be coming up with strategies to increase patient satisfaction ratings by improving elements such as effective communication among nurses, doctors, patients and families, among many other factors.
These Unit Based Teams (UBTs) are the guinea pigs, so to speak. Their experience over the next year will help us all tweak the process that will eventually roll out to every unit across the system.
Other projects include:
  • A team in Trauma ICU will be working on a project to reduce or eliminate ventilator-associated pneumonia in the trauma ICU.
  • The Safe Patient Handling team will set new goals for our patient-safety measures and tactics to reach and permanently sustain those standards.
  • A group of ER veterans will establish a clear method for improving processes such as routing low-acuity cases through a fast-track system.
  • Primary care strategy: for Jackson to deliver world-class care for all its patients in a complex and changing market, we need to spend more energy keeping people well instead of just treating them when they’re sick. SEIU will work closely with management on this transformation, which will take shape over the upcoming year.
(including SEIU President Martha Baker, RN, TICU nurse Carla Quigley, RN, clinical pharmacist Sereda White and ER physician Dr. David Woolsey) and another from the Jackson leadership team (Michelle Kligman, associate vice president for human resources, Don Steigman, executive vice president and chief operating officer, Mark Knight, executive vice president and chief financial officer, and Gila Kimmelman, one of Jackson’s most experienced process-improvement executives).

The Senior Partnership Committee consists of  (front row) ER physician Dr. David Woolsey, SEIU President Martha Baker, RN, CFO Mark Knight, (back row) clinical pharmacist Sereda White, COO Don Steigman, Michelle Kligman, associate vice president for human resources, CNO Indra Battle-Triana, RN and TICU nurse Carla Quigley, RN.


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Labor and Management Partnership to Improve Staffing Ratios

The Quality Nursing and Career Development Committee launched its first meeting Feb. 20 to begin improving staffing ratios throughout the system.

Local 1991 negotiated new nurse-to-patient staffing ratios in the 2014-2017 contract.

The timing couldn’t be better. Patient volumes are up in many areas, which is good news, but also means more short-term staffing challenges.

The QNCD Committee, comprised of Local 1991 members and JHS management,  will meet on a regular basis to discuss, prioritize and monitor the process of implementing the new ratios unit by unit.

The contract calls for the new ratios to be  in place in at least 50% of units by April 1, 2015, and in all by Oct. 1, 2015. Click here for more information.

The QNCD Committee represents a true partnership between front-line employees and management and is a huge victory for us, our patients, and better quality care at JHS.

Meanwhile, Local 1991members have been steadily working with management at all levels to improve the number of posted positions. Posts are up by 20%, with priorities in the ICUs, ORs and ERs.

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