Stabilize Staff, Advance Careers, Value Experience, Ensure Excellence at Children’s Hospital Oakland
S.A.V.E. Children’s Hospital Oakland!
Side letter to preserve workers’ rights and patient care standards at Children’s Hospital Oakland
We, the undersigned employees of Children’s Hospital Oakland, take pride in our hospital’s 110-year legacy of serving Oakland and the Greater Bay Area community, particularly our most vulnerable and underserved populations. As a beacon for pediatric excellence and compassionate care, our institution has been rooted in strong workers’ rights and stellar benefits to help ensure excellent patient outcomes.
We love our hospital, which is why we are so concerned about what is happening here. The transition to UCSF has resulted in devastating cuts to wages, benefits, and job security, which jeopardize our ability to provide the care our patients deserve.
We have already seen hundreds of co-workers separate from hospital employment due to significant cuts to their benefits and compensation.
We demand immediate action to address the following critical issues that threaten patient care and workplace dignity.
Our demands:
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Count all years of service from the previous hospital for retirement benefits for all appointment types, retiree healthcare coverage, PTO and sick leave accrual rates, scheduling practices, job advancement, open positions, and layoff protection purposes.
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Restore full wage progression opportunities with steps, stand-by, and on-call shifts, career ladders, healthcare benefits with no premium, and ensure no worker faces reduced take-home compensation due to the transition.
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Restore 100% PTO cash-out value and time, original accrual rates, and all weekend, night, per diem, language pay differentials, professional licensing/credentialing/medical staff dues/education expenses, team lead/acting supervisor differential, pay premium for shifts without rest periods of at least 12 hours in-between shifts, and reimbursement for personal cell phone use required by the employer.
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Ensure parity with other union contracts and protect against layoffs based on actual years of service, not artificial hire dates.
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Continue to provide hardship scheduling practices, voluntary reductions in time, and no mandatory overtime.