[A note from Amy R-H, guest blogger] A brief summary of yesterday’s (Thursday, October 6) RN negotiations.  It appears that ACMC’s renewed focus on takeaways is revolving around these inflammatory issues: No shift differential for “unworked hours.” This includes vacation, sick, jury, bereavement, in lieu of time.… No daily overtime. That means no overtime until you reach the threshold of 40 hours per week of worked hours (unworked hours wouldn’t be added in; see above). For example, say your schedule is three 12-hour shifts a week.  If you work 13 hours each day, that last hour would be straight time, because three days x 13 hours = 39 hours for the week. Another example: if one day you work 15 hours, but the other two are 12 hours each, that again equals 39 hours (and no overtime for the 15-hour day). Delete the ACERA side letter regarding enrolling part-timers. Currently, the MOU allows for part-time employees to temporarily go full-time to become eligible for enrollment in ACERA (Alameda County Employee Retirement Association, which is our defined benefit retirement plan). Management wants to eliminate this. We are currently waiting for ACMC to “refine” their proposals regarding these wacky issues: Requiring new nurses to work three weekends a month (instead of two). They’re revising their proposal regarding withholding Holiday Pay if we “call off” (sick time) on a day(s) preceding, upon, or following a holiday. They have indicated they have one more proposal that they have not put across the table yet. [Ed. we’re calling this “The October Surprise”] While speculating on this kind of thing is always tricky, we have a gut feeling that this will be about further reducing access to ACERA for new employees. Even if it isn’t, it will certainly be a takeaway. By contrast assure you that all of our (SEIU) proposals were about fixing broken or unfair systems: Improving the Sick Leave banks (ratio of intermittent to extended), lifting caps, easing access to extended bank, etc. ACMC proposed a “Mandatory Call-Off” (i.e., being sent home) procedure for low census days – we’ve countered with a voluntary procedure (similar to what already exists). No further erosion of health benefits (and no increase in our premium contribution rate). Fair job posting & bidding procedures. At this point, ACMC has not responded to our proposal to change and improve our current antiquated step progression process. Our proposal addresses the unfortunate pay scale variance for nurses working in different departments and different schedules (8 hr vs. 12 hr).  Also, no real discussion about pay increases (for the course of this MOU, which is likely three years) has happened yet.  Next week will bring these issues further into focus.  We may call upon you to SHOW UP and represent – we’ll let you know. Thanks, Amy R-H