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No. RUNAP-represented nurses have the right to choose whether or not to participate in a strike and will be allowed to cross the picket line, if they choose to do so. In fact, only a slim majority of nurses voted to strike, which suggests that a number of nurses do not support going out on strike.
If there is a strike, it is possible that RUNAP may assess a fine to any nurses that cross the picket line, but that is unknown at this time because this is an internal RUNAP issue. Nurses have the right to work if they choose or need to do so.
Not unless it was approved prior to the strike. RUNAP nurses participating in the strike are not permitted to take accrued vacation time unless it was previously approved pursuant to RGH policy.
No. If nurses choose to participate in the strike, their ID badges and computer access will be disabled, and they will not have access to any parking facility or RRH building.
Since October 12, RGH has engaged in 14 bargaining sessions with RUNAP. We have come to each session prepared and focused on reaching a contract that’s good for nurses, patients the community and RGH. Both RUNAP and RGH have made numerous proposals and have engaged in detailed discussions during their negotiation sessions.
RGH employees have the right to choose whether or not to honor the RUNAP strike. We respect our employees’ decision and there will be no retaliation for employees who choose not to come to work during the strike. However, so non-union employees can make a decision that is best for them, they should be aware that if they choose to honor the strike and not come to work, they will not be paid, and they generally will not be eligible to use PTO. Non-unionized employees participating in a sympathy strike will also not be disciplined.
It is possible, but that is unknown at this time. We certainly hope not. This strike alone could be very damaging. If RUNAP chooses to strike again, the union is legally required to provide RGH with a 10-day notice before the strike takes place.
There will be no impact on nurses who are already on a leave of absence or are using accrued vacation that was approved prior to the 10-day notice.
Special security personnel will be in place to make sure employees are comfortable and confident about their personal security during the strike. Additional security will be located at all entry points.
The strike can be cancelled at any time by the union without advanced notice, including immediately before it occurs. The strike could also end once RUNAP nurses are reinstated.
If the union indicates it will be on strike for a specific number of days, it cannot extend the strike. However, if the union sets another strike and does not indicate that strike is only for a set number of days, it can extend the strike indefinitely.
A strike authorization vote is a vote among bargaining unit nurses that gives the union the power to call a strike. According to the RUNAP constitution and bylaws, the union was not able to call a strike against RGH unless the active members of the union in good standing authorized the strike by a secret ballot vote, in which a majority of voting members approved the strike. The union announced on the evening of July 20 that they had received a sufficient number of votes to authorize a strike.
Not necessarily. The decision whether or not to strike is always up to the union. RGH does not want a strike and will continue to bargain in good faith to avoid one. We believe contract issues are best settled at the bargaining table and we remain committed to transparent and collaborative negotiations to reach a fair agreement.
Over time, both RGH and RUNAP will begin to reach agreements on some proposals (called Tentative Agreements) and continue trading counterproposals over unresolved issues.
RUNAP said they needed a strike authorization because RGH is not responding to their proposals. That’s simply not true. While there are a number of open issues about which RGH and RUNAP have not reached agreement, RGH has responded to RUNAP’s proposals and has discussed them at the bargaining table.
No. It’s very common that labor negotiations over any collective bargaining agreement, and especially a first contract, can take a significant amount of time. According to a 2022 analysis of data by Bloomberg Law, it can take an average of 465 days, or 15 months, for a union and an employer to reach and ratify a first labor contract. In our case, we have been bargaining with RUNAP for approximately nine months.
Since October 12, RGH has engaged in 14 bargaining sessions with RUNAP. We have come to each session prepared and focused on reaching a contract that’s good for nurses, patients the community and RGH. Both RUNAP and RGH have made numerous proposals and have engaged in detailed discussions during their negotiation sessions.
Now that the strike authorization vote has occurred, by law, RUNAP represented caregivers can only strike after RUNAP gives RGH 10 calendar days’ notice of their intent to strike. RUNAP has informed us the strike will be 7:00 AM August 3 – 7:00 AM August 5.
RGH does not want a strike and we believe nothing we have proposed or haven’t proposed warrants a strike. We even initiated a request to have a Federal Mediator join our negotiations going forward to show how committed we are to reaching a timely and fair agreement. We were pleased with RUNAP’s decision to join us in the request but are disappointed they still moved to authorize a strike. We will continue to bargain in good faith to avoid one. We believe contract issues are best settled at the bargaining table and we remain committed to transparent and collaborative negotiations to reach a fair agreement. A strike could be bad for our nurses, bad for our patients, bad for our community and bad for RGH.
Not at all. Our nurses are exceptional professionals, and they are essential to our ability to provide the highest quality care; we are grateful for their commitment to their patients and RGH. We hope our nurses will not be asked or compelled to walk out on the patients and families who depend on them to provide high-quality, compassionate care.
Absolutely. RGH is fully prepared and equipped with a comprehensive strike plan to continue to serve our patients during a possible RUNAP strike. The care, safety and comfort of our patients will continue to be our top priority. RGH will continue to provide quality patient care and will ensure our high levels of care continue for our patients and the community.
Yes, because now RGH must incur significant costs preparing for the likelihood of a strike.
Through a process called “collective bargaining,” RGH and RUNAP agree to meet on a regular basis to negotiate their first collective bargaining agreement (CBA), which includes conditions of union-represented nurses’ employment, including such topics as staffing, wages, benefits and working conditions. The two sides are meeting face-to-face to present and discuss proposals and terms. The first two bargaining dates were October 12 and November 14. The next bargaining session is scheduled for November 30. Additional bargaining dates will be added with the goal of reaching a fair and equitable contract.
A Bargaining Committee, made up of RGH nurses and representatives from the RUNAP union, meets in person with RGH leaders at the “bargaining table.” During those meetings, RGH and RUNAP present a series of proposals on various subjects. Both sides respond to the other side’s proposals with their own proposals and counterproposals.
Over time, both RGH and RUNAP will begin to reach agreements on some proposals (called Tentative Agreements) and continue trading counterproposals over unresolved issues.
Elected and identified representatives from RUNAP and members of the RGH executive team and counsel are members of their respective bargaining committees.
Yes. RGH will take reasonable steps to ensure that RUNAP’s bargaining committee members will be allowed unpaid time off to attend negotiations. If they would like, RUNAP’s bargaining committee members may use their available vacation or other benefit time, so they are compensated when released from scheduled work hours. Members of the bargaining committee should work with their managers as far in advance as possible to request time off to attend negotiations.
No. The safety and care of our patients remains our top priority throughout these negotiations. All units will be appropriately staffed even when negotiations are taking place.
RGH’s goal is to reach an agreement that allows our RUNAP nurses to do their best work in a safe and secure environment, provides them with compensation that recognizes their contributions and enables them to continue to provide excellent care to our patients.
The topics typically discussed include wages, benefits, safety, scheduling, staffing and other terms and conditions.
RGH believes that successful negotiations result from having compassion and respect for our colleagues, and by treating each other with empathy, honesty and openness. We are a unified team guided by our commitment to helping everyone in the communities we serve enjoy better, healthier lives.
No. Our ongoing bargaining process with RUNAP should not affect nurses’ day-to-day jobs. Our shared goal remains providing the best possible care to our patients.
It’s impossible to say because a number of factors impact the timetable, but we are committed to bargaining in good faith to reach a contract as soon as possible.
We encourage all RUNAP nurses and the community to stay informed throughout the negotiations. Everyone must know the facts. If you have questions about the collective bargaining process, please reach out to your Human Resource Operations Manager or submit questions via the Ask a Question page on this website. We also encourage you come back frequently for the latest information and updates about the collective bargaining process.
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