Fountain Valley · UCI Health · approximately 6.2 mi from St. Joseph Orange
UCI Health – Fountain Valley nurse contract research
Published pay, benefits, and contract history for the RN bargaining-unit context. Sources and gaps are included below.
Research reviewed .
Contract period and evidence
Contract / evidence period
Nov. 22, 2025–Jan. 2, 2030
Evidence type
Official ratified CBA text
Union / representation
CNA/NNU
Research status
Current term documented
Published pay information
19.49 percentage points
Measure: UCI scheduled percentage-point total, before steps
Current UC-CNA schedule: 19.49 percentage points, about 20.95% compounded, plus eligible July steps.
Published wage events
Jan 2026: 5.33%
Jan 2027: 5.33%
Jan 2028: 4.83%
Jan 2029: 4%
Percentages cover the stated contract terms. Across-the-board totals, individual ranges, averages, and compounded growth describe different measures. Eligible steps and premiums may add to base increases.
Terms and benefits in the current evidence
Current wages
5.33%, 5.33%, 4.83%, and 4.0%, plus eligible July steps under the official ratified UC-CNA text.
Current protections
UC contract covers staffing review, ratio-preserving break coverage, missed-break penalty pay, just cause, grievance, and arbitration.
Historical site agreement
Pre-acquisition NUHW CBA provided 5% / 3% / 3% ATB plus experience-grid catch-up and detailed floating protections.
Transition evidence
CNA’s 2024 UC Division newsletter documented mapping Fountain Valley nurses into UC classifications and wage steps.
Source status
UCnet publishes this as the complete ratified agreement. Its Appendix A hourly wage tables are still pending; Article 40 supplies the raise schedule.
Eligibility and enforcement limits
Non-probationary discipline protections and per-diem scheduling/probation exceptions apply. Staffing/acuity disputes use PPC and special-review procedures; ordinary grievance/arbitration is not a universal staffing route. Floating, break-pay, bonus, and premium provisions have stated conditions.
Current source citations: Article 40 wages pp. 141–142; staffing/floating pp. 24–28; breaks pp. 37–39; safety pp. 49–52; discipline pp. 19, 112–113; technology p. 145; subcontracting p. 147
Representation context: The RN/professional unit switched representation to NUHW in March 2022; RNs entered UC-CNA coverage after the 2024 acquisition.
The RN/professional unit switched to NUHW in March 2022, then entered UC-CNA after the 2024 acquisition. The full NUHW predecessor and current UC text are available; earlier predecessor terms remain gaps.
2025-2030 · Full agreement text
UC-CNA systemwide agreement
Bargaining unit: RN unit
Published wages: UCI: 5.33%, 5.33%, 4.83%, and 4% - about 20.95% compounded - plus steps and bonuses.
Interfacility floating limits and missed-break penalty pay
Disaster and workplace-violence response
AI/technology voice, per-diem just cause subject to scheduling/probation exceptions, and subcontracting protection
Professional Practice Committees and chronic staffing/acuity review; staffing-preserving break relief.
Health plans, retirement, vacation, holidays, sick leave, and paid family-care/bonding provisions retained.
Just-cause discipline and grievance/arbitration procedures retained.
On-call pay increased to $20/hour; qualifying full-time specialty certification differential is $100/month.