The misleading email from PCSTMC needs to be corrected—your bargaining team is committed to sharing the truth. For accurate information, reach out to Raimond or any member of the bargaining team, or ask HR to provide the real details behind PCSTMC’s proposals. (Tarzana’s bullet points are italicized)

• Our commitment to higher wages. We are proud to share that, with our proposed Across-the-Board (ATB) increases and step movements, many caregivers would receive up to a 5.3% wage increase in the first year of the contract, up to a 5.0% wage increase in the second year of the contract, and up to a 5.0% wage increase in the third year of the contract.

Providence likes to do manipulative math when it comes to talking about raises. Their 5.3, 5, 5 sounds really good at face value.

However, let’s peel back how they are manipulating the numbers to achieve these numbers. Not everyone receives 5.3, 5, 5.

We only receive these raises if you hit a step raise and ATB in every year of the contract.

For example, if you are currently at step 5 which means you have 5 years of experience in your selected field of employment. Year 6 is 5.3% raise & Year 7 is 5% raise. However, Year 8 when there is no step raise and you only receive the ATB which will only be a 2% raise. This also means for a lot of employees might only receive only the ATBs and no step raises after Year 7.

The step raises occur less frequently to where you might only hit 1 step raise during the length of the contract or no step raise at all. This means the only guaranteed raise you get are their proposed ATB of 2.25, 2 or 2.

So after reading this, does Providence manipulated really sound like a guaranteed 5.3, 5, 5 or the real guaranteed numbers of 2.25, 2, 2.

Step Raise and ATBs every year of the contract

Step Raise and ATBs 1 year of the contract

No Step Raise and only ATBs for the contract

• PTO accrual remains unchanged. Please remember, if you are flexed, you continue to accrue Paid Time Off (PTO) hours and retain the option to use Unpaid Time Off if you wish. This benefit remains unchanged

They want to remove your ability to earn PTO hours if you are flexed off and do not use PTO.

•  401(k) match improvements. Did you know? Within your first four years of employment with PCSTMC, your 401(k) match increases from 1.5% to 4%, and up to 5% for those with five or more years. This could be a significant enhancement to your retirement benefits.

Once again let’s look how Providence is manipulating their numbers to make it look like we are getting more 401k contributions. Again 4 or 5%, sounds great but when you look at the current accruals to proposed accruals, it is another sham by Providence and it is a big take away.

Current 401k Accrual

* These are to get maximum contribution from Providence. It is put x to match of 50% of x, with cap on x being 3%, 4.5% or 6% depending on your years of service

Providence Proposed Accural

•  No changes to health incentive adjustments for those earning less than $200,000. Changes to the health incentive affect only caregivers earning $200,000 or more annually. Those earning less will continue to receive the health incentive.

They want the ability to raise premiums more aggressively than before. They want to increase our premiums up to 10%. These changes should be bargained, not announced as a done deal.

Management is removing the Personify Health/Choose Well health incentives—$400/$800 for HMO plans and $700/$1400 for HRA or HSA for individual/family, respectively—after 2026.

They wanted to remove this after 2025 even though we had completed earning points in 2025 to apply to 2026. We bargained that we had already completed it, and they agreed to one more year of the health incentives. After 2026, there will be no health incentives at all.

Not only are they stopping the health incentives, but they also want employees who make over $200k/year to contribute $2,400/year to help with the cost of insurance benefits that they provide.

As we all know by now, the Aetna health insurance plans are horrible. Many of our primary MDs, whom we have been seeing for years, do not accept Aetna because of poor reimbursement rates. So again, massive takeaways.

•  Precepting eligibility. Fellows and TIPS RNs are still eligible to be precepted.

Our proposal expands the circumstances where training and orientation count as preceptorship. Bottom line: if it looks like preceptorship, it should be paid like preceptorship.