WE THE PSH AND SODEXO STAFF MAKING UP THE PCA, PCT, UCA, FRONT LOBBY ADMINISTRATION, EVS, DIETARY, TRANSPORT, AND ALL OTHER SECONDARY AND TERTIARY STAFF WILL BE WALKING OUT ON 05/12/2025, THE 205th BIRTHDAY OF FLORENCE NIGHTINGALE, THE FOUNDER OF MODERN NURSING, UNLESS THE PROPOSED CONCESSIONS CAN BE MADE.
NOSOTROS, EL PERSONAL DE PSH Y SODEXO QUE COMPONEMOS EL PCA, PCT, UCA, ADMINISTRACIÓN DE ENFERMERÍA, EVS, DIETÉTICA, TRANSPORTE, Y TODO EL DEMÁS PERSONAL SECUNDARIO Y TERCIARIO, NOS IREMOS EL 05/12/2025, EL 205º CUMPLEAÑOS DE FLORENCE NIGHTINGALE, LA FUNDADORA DE LA ENFERMERÍA MODERNA, A MENOS QUE SE PUEDAN HACER LAS CONCESIONES PROPUESTAS.
THE HOSPITAL CANNOT RUN WITHOUT US, AND WE ARE NOT THEIR INDENTURED SERVANTS TO TAKE ADVANTAGE OF.
EL HOSPITAL NO PUEDE FUNCIONAR SIN NOSOTROS, Y NO SOMOS SUS SIRVIENTES PARA APROVECHARSE DE NOSOTROS.
These are our Concessions:
Sodexo SHALL NOT employ staff separate from Penn State Health.
- EVS and Dietary will become employees under PSH, sharing the same HR and policies maintained.
- All staff will have benefits offered by PSH; contracted individuals will be considered separate from PSH and will maintain their contractors benefits and policies, while following PSH work policies.
Policies will be directly related to work and be maintained across the entirety of the PSH system.
- Policy changes and adjustments will be consulted with and agreed upon alongside councils.
- Councils will have direct influence on changes necessary within LMC.
Councils will involve members from ALL departments within LMC, unless a council is directly related to requirements outside of departmental/staff scope.
Starting pay for all, non-certified employees will be $18 with <1 year experience.
- Certified staff will start off at $21 per hour, with <1 year experience.
- Courses to certify employees will be put in place, and will be paid for by PSH.
- Multiple certifications outside of primary job will increase compensation appropriately.
Pay will adjust based on expierence, with a cap at $30 with experience and primary certification alone.
- Per year of experience, a $.50 increase will be applied, with experience pay increase capping at $9.00. This discludes hospital-wide annual raises.
- ALL hospital-related raises will include all staff, not department or job position specific.
- Certification increase will not be affected by experience cap.
Councils will be reorganized and improved to allow for collaborative efforts among the multiple councils.
- All job positions will have a council that specifically is created for them.
- Standard councils (i.e. safety, education, etc.) will include members from all departments/positions.
- Leadership’s involvement with the council is to act as advocates. No upper management will be directly affiliated with a specific council.
Any time worked over the necessary time (36 hrs for full-time, 24 hrs for part time and PRN) will be considered overtime.
- Overtime picked up on a holiday will not counteract the Holiday pay.
Any floating of staff to a floor/department outside of their normal will receive the equivalent Float Pool differential.
PRN Staff will have the same benefits as Part-time employees, so long as 144 hrs is worked within a 6-week time period, adjusting every 6 months.
PRN Staff will have the same pay benefits as fulltime and part-time employees, and will receive all bonuses and differentials likewise.
- Certifications/experience pay will be appropriately adjusted to the employee’s pay.
Shift differentials will be applied as follows: 1500-2259, $2+; 2300-1059, $2.50+.
- All weekend shifts will be an ADDITIONAL $2+.
- Overtime with weekend shifts will reflect normal pay before differential.
Understaffed departments/floors will receive an hourly $2+ differential for every day understaffed.
Policies will be set in place that CLEARLY define positional roles/responsibilities and will only be expected to adjust based on individuals certifications.
Education surrounding roles outside of general position will be reinforced through education and compentancy.
- Competencies are not equivalent to certifications, but should be encouraged/provided to become certifications.
- Competencies are reflected as OUTSIDE of the normal roles/responsibilities.
Roles that require certifications will be provided to employees and paid for by PSH, so long as that role lies within the requirements to appropriately fulfill the job duties.
- Certifications received that enhance capabilities but are not required will be paid for by employee, but reimbursed after certification is received.
