# Kaiser, Prime and nearby Orange County union contract history > Evidence-review update (October 30, 2026): the live dashboard and hospital summaries use the reviewed source records. Full agreement texts, signed clauses, official summaries, and secondary reporting are distinguished. Historical working descriptions below do not independently prove current retention; see the source-specific qualifications in the live summaries. Research current through October 30, 2026. This memo inventories every agreement or official contract summary located for Kaiser Orange County, Garden Grove Hospital, West Anaheim Medical Center, Anaheim Regional Medical Center and Orange County Global Medical Center. “Not public” means the union/employer confirms an agreement exists but the executed text could not be downloaded without member credentials or a direct request. ## At-a-glance coverage | Hospital / unit | Union start / first contract | Public history recovered | Known gaps | |---|---:|---|---| | Kaiser Orange County Professionals Association (Anaheim/Irvine), UNAC/UHCP | First contract 1997 | Complete Kaiser national agreements for 2000–05, 2005–10, 2010–12, 2012–15, 2015–18, 2018–21, 2021–25; 2018–21 signed local Blue Book; official 2025–29 national TA | 1997–2000 national/local text; local Blue Books before 2018, 2021–25 and signed 2025–29 local contract are not public | | Garden Grove RNs, UNAC/UHCP | First contract 1975 | Signed 2010–13 CBA; official 2019–22, 2022–25 and 2025–28 summaries/updates | Executed agreements for 1975–2010, 2013–16, 2016–19, 2019–22, 2022–25 and 2025–28 are not public (current contract is in MemberLink) | | West Anaheim technical unit, NUHW | Organized 2017; first contract 2018 | Signed 2018–21, 2021–24 and 2025–28 CBAs; 2018 and 2020 official highlights | No missing contract term located; the 2018–21 document appears to be the first contract | | West Anaheim service/maintenance, NUHW | Organized 2022; first contract 2023 | Signed 2023–26 CBA | Successor negotiations were ongoing after August 2026 expiration; no successor agreement as of research date | | West Anaheim RNs, CNA | Organized October 2017; first contract 2018 | Official first-contract and 2022 successor releases | Signed 2018–21 and 2022–25 CBAs not public; RNs were bargaining a successor after the April 2025 expiration | | Anaheim Regional RNs, SEIU 121RN | Organized August 2024; first contract June 2025 | Official first-contract result only | Executed four-year CBA and annual wage schedule available only through member contract-request process | | Orange County Global RNs, CNA | Organized June 2026; first contract September 2026 | Official first-contract result only | Executed KPC master agreement / detailed wage grid not public | ## 1. Kaiser Orange County — KOCPA / UNAC-UHCP The [official KOCPA page](https://unacuhcp.org/locals/kaiser-orange-county-professionals-association-kocpa/) identifies 1997 as its first-contract year and covers RNs, NPs and PAs. Kaiser Anaheim and Irvine are therefore best understood through two overlapping layers: the Southern California UNAC “Blue Book” local CBA and the applicable Kaiser national agreement. The national layer is public from 2000 onward; most local Blue Books are member-only. ### National agreement history and gains #### 2000–2005 - Southern California RN ATBs: June 2000 2%, October 2000 6%, June 2001 2%, October 2001 6%, October 2002 5%, October 2003 5%, October 2004 5% (PDF p. 26 / printed p. 25). The table footnote applies to marked ROC rates, not the unmarked California RN 5% installments. - Created the national Performance Sharing Program: target opportunities rose from 1% for 2002 performance to 3% for 2004 performance (PDF pp. 27–28 / printed pp. 26–27). - Preserved/standardized health coverage, retiree medical and survivor-assistance rules, and created joint benefit-administration structures (PDF pp. 29–35 / printed pp. 28–34). - Expanded formal worker participation, workforce education/training and employment/income-security processes in the newly established Labor Management Partnership. #### 2005–2010 - Southern California ATBs: 5%, 4%, 4%, 3%, 3%; Southern California RN wage-structure resources added 1% in each year, with extra first-year differential money (PDF p. 35 / printed p. 32). Target PSP was 3% each year (PDF p. 36 / printed p. 33). - Created unit-based teams, giving frontline staff and managers a continuing structure to improve care and operations. - Made regular employees scheduled at least 20 hours eligible for medical coverage and protected dependent/DME/prescription features (PDF p. 37 / printed p. 34). - Added a pre-tax health-care spending account of up to $3,000 and retirement contributions: a potential 1% employer contribution plus a dollar-for-dollar match up to 1.25% beginning in 2008 (PDF p. 38 / printed p. 35). - Strengthened workforce-development funding, education/training and a nonpunitive corrective-action / issue-resolution process. #### 2010–2012 - Two annual 3% ATBs, plus 0.5% Southern California RN differential resources and 0.5% classification adjustments each year; target PSP 3% each year (PDF p. 46 / printed pp. 80–81). - Added an enhanced sick-leave cash-out option, stable workforce-development trust funding and common performance goals for unit-based teams. - Staffing/time-off exhibit required unit staffing models, forward-looking workforce plans and budgeted backfill accounting for vacation, holidays, sick/FMLA, education and meetings (PDF pp. 81–82 / exhibit pp. E.32–E.33). #### 2012–2015 - Three annual 3% ATBs in Northern and Southern California (PDF p. 30 / printed pp. 50–51) plus performance-sharing opportunities. - Continued the joint staffing/backfill model: annual unit workforce plans, contractual time-off assumptions, training/meeting coverage and flexible-schedule options (PDF pp. 50–51 / exhibit pp. E.17–E.19). - Added the Total Health Incentive Plan and retained retirement, retiree medical, dental and survivor benefits (printed pp. 58–63). #### 2015–2018 - ATBs of 3%, 3% and 4% (PDF p. 62 / printed p. 55); target PSP opportunities of 3% annually (PDF pp. 62–63 / printed pp. 55–56). - Continued health, dental, retirement, retiree medical, disability and survivor benefits (printed pp. 58–68). - Retained a presumption against subcontracting bargaining-unit work and formal review of corporate transactions (PDF p. 55 / printed p. 48). - Continued workforce education/training and the issue-resolution/corrective-action system. #### 2018–2021 - Southern California ATBs of 3%, 2.75% and 3%, plus a 0.25% lump sum in 2019 (PDF p. 61 / printed p. 52). - Preserved performance sharing based on quality, affordability, service, workplace safety and attendance (printed pp. 53–54). - Reaffirmed employment security, subcontracting limits, worker voice through partnership structures and workforce-development/education programs. - Continued health, dental, retirement, retiree medical, disability and survivor protections; the agreement increased some dental coverage and moved eligible employees to a $10 office-visit copay effective 2020 (national printed pp. 61–69; local Blue Book printed pp. 60–61). The signed 2018–21 local Blue Book adds hospital-specific enforceable terms: - Just cause and progressive corrective action (printed pp. 8–9); grievance and binding arbitration (pp. 9–13). - Seniority-based layoff/recall and job bidding (pp. 15–17). - Contractual nurse ratios, an RN staffing committee, staffing/scheduling review and arbitration access for unresolved staffing disputes (pp. 18–23). - Floating limits and an RN committee charged with reducing unnecessary floats and expanding float pools (pp. 21–22). - Vacation, sick leave, family-care use and hard-to-fill-day incentives (pp. 38–48). - $2 float, $2.75 evening, $4.50 night and $1 preceptor differentials (pp. 49–50). - Employer-paid health/dental/life coverage eligibility from 20 hours/week, $1,500 adult dental maximum and $1,500 child-orthodontia lifetime maximum (pp. 59–61). - Defined-benefit pension formula of 1.45% of final average monthly compensation times credited service (p. 62). - Education leave, tuition reimbursement and professional-development provisions (Article 24 begins p. 68). #### 2021–2025 - Base-building ATBs of 3%, 3%, 2%, 2%, plus 2% lump sums in 2023 and 2024 (PDF p. 67 / printed p. 59). - The final agreement itself does not independently document prior proposal history; the two-tier-proposal assertion is not used as a verified contractual gain. - Continued the Alliance performance-sharing program, subcontracting presumption, job-security/partnership mechanisms, benefits and education-trust programs. - The signed local Blue Book was not publicly located; public wage grids align with the national 3/3/2/2 pattern, but hospital-specific provisions should not be inferred beyond the public national document. #### 2025–2029 national TA / ratified framework - National installments: 6.5%, 6.5%, 3%, 2.5%, 3% (21.5 points; approximately 23.3% compounded), official TA PDF p. 4. - Benefits/staffing committees, subcontracting protection, union leave/trust funding and Just Culture work, p. 5. - Paid lactation time and facility lactation-room committees, p. 7. - Major Education Trust investment and expanded reimbursement, pp. 8–9. - Expanded medical benefits, pp. 10–12. - National staffing dashboard, staffing-data transparency, committee training/toolkit and escalation, pp. 14 and 17. - The public national TA is not a substitute for the password-protected 2025–29 Orange County local Blue Book and its wage grids. ### Kaiser files downloaded All are in `contracts/history/kaiser_prime/`: - `Kaiser_National_Agreement_2000-2005.pdf` - `Kaiser_National_Agreement_2005-2010.pdf` - `Kaiser_National_Agreement_2010-2012.pdf` - `Kaiser_National_Agreement_2012-2015.pdf` - `Kaiser_National_Agreement_2015-2018.pdf` - `Kaiser_Alliance_National_Agreement_2018-2021.pdf` - `Kaiser_Alliance_National_Agreement_2021-2025.pdf` - `Kaiser_UNAC_Blue_Book_2018-2021.pdf` - `Kaiser_UNAC_2015_Economic_Benefit_Comparison.pdf` - `Kaiser_UNAC_UHCP_National_TA_2025-2029.pdf` Primary archive: [Kaiser Labor Management Partnership past agreements](https://www.lmpartnership.org/past-national-agreements). Current local materials: [UNAC Kaiser national bargaining](https://unacuhcp.org/news/kaiser-national-bargaining/) and [password-protected Blue Book TA page](https://unacuhcp.org/bb-ta/). ## 2. Garden Grove RNs — GGRNA / UNAC-UHCP The [official GGRNA page](https://www.unacuhcp.org/locals/garden-grove-registered-nurses-association-ggrna/) identifies 1975 as the first-contract year and restricts the current signed contract to MemberLink. ### 2010–2013 signed CBA - Three annual 3% ATBs; 5% increases for promotion to specialty RN or charge nurse; 5% relief-charge differential; $2 preceptor differential (PDF p. 29 / printed p. 26). - Contractual adequate-staffing standard tied to patient census/acuity and state ratios, plus a patient-needs staffing system and staffing-review process (printed pp. 8–9). - Just cause, progressive corrective action and enforceable grievance/arbitration (printed pp. 12–18). - Seniority-based layoff and recall protections (printed pp. 5–7). - Floating rules (p. 25), benefit-plan protections against benefit reductions/copay increases (pp. 28–31), health and safety (p. 32), education benefits (pp. 34–35), paid bereavement and protected leaves (pp. 36–41), successorship/job-security language (p. 41), and 401(k) plan provisions (Appendix E begins p. 59). - Employer health-premium terms are detailed in LOA 3 (printed pp. 50–52): employee-only EPO coverage remained employer paid for full-time staff; full-time dependent tiers were 7.5% in 2012 and 9% in 2013. ### 2019–2022 official ratification summary - Year-one individual increase of at least 3% and up to 46% through placement on a new experience wage grid, followed by 3% in years two and three. - Per-diem rates became $48 regular / $50 specialty, followed by 3% in years two and three. - Maintained affordable health coverage; gained paid mandatory-education time; improved cancellation tracking; prohibited mandatory split/rotating shifts; improved holiday, health/safety, leave, subcontracting and union-security language; added technology/scope protections and a probationary-RN article. - Source: `Garden_Grove_RN_2019-2022_Ratification_Summary.pdf`, p. 1. ### 2022–2025 official TA summary - Across-the-board raises plus substantial step increases (percentages not disclosed). - Higher evening/night, on-call and preceptor compensation. - Continued access to education leave. - Source: `Garden_Grove_RN_2022-2025_TA_Summary.pdf`, p. 1. ### 2025–2028 official ratification materials - Individual total wage increases of 10.32%–27.58% over the three-year term; this is a range including step placement, not a universal ATB schedule. - New experience step; five front-loaded sick days; $2 float differential; increased service bonuses; cross-training; protected five-day bereavement leave; no takeaways. - A new float matrix requires orientation before cross-unit floating. - Sources: `Garden_Grove_RN_2025-2028_Ratification_Summary.pdf` and `Garden_Grove_RN_2025_Bargaining_Update_2.pdf`, p. 1 each. ### Garden Grove files downloaded - `Garden_Grove_RN_CBA_2010-2013.pdf` - `Garden_Grove_RN_2019-2022_Ratification_Summary.pdf` - `Garden_Grove_RN_2022-2025_TA_Summary.pdf` - `Garden_Grove_RN_2025-2028_Ratification_Summary.pdf` - `Garden_Grove_RN_2025_Bargaining_Update_2.pdf` The signed CBA gaps remain material: 1975–2010 and the 2013–16 / 2016–19 terms were not located, while the executed 2019–22, 2022–25 and 2025–28 agreements are restricted. A 2007 SEC filing confirms a multi-hospital UNAC agreement improved wages, work rules and benefits, but does not provide enough site-specific terms to chart. [SEC filing](https://www.sec.gov/Archives/edgar/data/70318/000110465908012766/a08-2348_110k.htm). ## 3. West Anaheim — NUHW technical and service units The [official workplace page](https://home.nuhw.org/workplace/west-anaheim-medical-center/) states that technical workers organized in 2017 and service workers followed in 2022. ### Technical unit 2018–2021 first contract - Individual wage increases of 16.7%–49%, replacing depressed rates with an experience-based grid; later annual grid placement/3% increases are documented in the signed agreement and 2020 update. - Employer-paid employee-only health coverage, prohibition on subcontracting jobs, paid steward-meeting time and successorship/job-security protection. - Just cause and grievance/arbitration; adequate staffing; meal/rest rules; floating protections; health/safety; education; protected leaves; vacation/sick leave; 401(k). - Sources: `West_Anaheim_NUHW_Tech_CBA_2018-2021.pdf`, plus `West_Anaheim_NUHW_First_Contract_2018_Highlights.pdf` and `West_Anaheim_NUHW_2020_Wage_Update.pdf`. ### Technical unit 2021–2024 - At least 3% grid placement in 2022 and 3% ATBs in 2023 and 2024; union reports an average 19% total because many classifications received larger grid corrections (signed CBA printed pp. 22–23). - New $500 annual certification bonus for eligible classifications; improved extra-shift and night pay; sick workers could use PTO after exhausting sick leave; improved per-diem placement/status-change treatment. - Employer paid 100% of full-time employee-only EPO premium, 90% of employee-plus-spouse/children and 86.3% family premium (printed pp. 26–27). - Retained just cause/arbitration, adequate staffing, meal/rest protections, floating, health/safety, education, leaves, vacation/sick leave and 401(k). - Sources: `West_Anaheim_NUHW_Tech_CBA_2021-2024.pdf`; [NUHW contract result](https://nuhw.org/nuhw-members-win-big-raises-at-west-anaheim-medical-center/). ### Technical unit 2025–2028 - Minimum 3% grid placement in July 2025, then 3% ATBs in July 2026 and 2027 (printed p. 23). Because of market/grid adjustments, union-reported individual totals range from 9% to 40%, with an average 14% first-year increase. - Five scheduled shifts of bereavement leave, with three paid, expanding the available time by two days (printed pp. 37–38). - New leave-sharing system permits vacation donation to colleagues in need (printed p. 48). - Continued premium contributions of 100% employee-only, 90% spouse/children and 86.3% family for full-time EPO coverage (printed p. 27). - Preserved just cause/arbitration, staffing, floating, health/safety, education, leave, meal/rest, vacation/sick and retirement language. - Sources: `West_Anaheim_NUHW_Tech_CBA_2025-2028.pdf`; [NUHW ratification report](https://home.nuhw.org/2025/07/24/workers-at-west-anaheim-medical-center-ratify-new-contract/). ### Service/maintenance unit 2023–2026 first contract - Year-one and year-two placement increases of 3%–10%; year three 3% or full grid placement, whichever is greater (printed pp. 23–24). The union reports an average 26% first-contract increase because of placement effects. - 15-step wage scale with ongoing progression; night/weekend differentials; $2,000 education reimbursement. - Employer-paid employee-only health coverage and the same premium contribution structure noted above (printed p. 27). - Joint worker-management patient-care/safety committee; just cause/arbitration; staffing, breaks, floating, education, leave, vacation/sick and 401(k) rights. - Source: `West_Anaheim_NUHW_Service_CBA_2023-2026.pdf`; [NUHW first-contract report](https://nuhw.org/poised-to-strike-workers-win-big-raises-at-anaheim-hospital/). ### West Anaheim RN unit — CNA - RNs organized in October 2017 and secured a first three-year contract in September 2018. Gains included experience-based wage steps replacing merit pay, contractual state ratios and break relief, safe-patient-handling requirements, a bedside RN Professional Practice Committee and competency-based anti-floating protections. [CNA first-contract release](https://www.nationalnursesunited.org/press/registered-nurses-west-anaheim-medical-center-reach-agreement-first-ever-contract). - The April 2022–April 2025 successor added a Float Pool RN classification, stronger discipline language, health/safety improvements and recruitment/retention economics; percentages were not published. [CNA 2022 release](https://www.nationalnursesunited.org/press/west-anaheim-nurses-ratify-new-contract). - Neither signed RN CBA was public. As of October 2026, the RN successor remained unresolved after the April 2025 expiration, so there is no later contract to download. ## 4. Anaheim Regional Medical Center — SEIU 121RN RNs organized in August 2024 and ratified their first four-year agreement June 4, 2025. - At least 19% in wage gains and a new wage scale; annual installments were not published. - Bedside-nurse staffing committee and a resource nurse when a unit has five or more nurses. - Security guards, rather than RNs, conduct weapons screening; metal-detector wands, bag-search transfer and visitor identification; joint security committee. - Joint committees for patient safety, hospital security and pandemic preparedness. - The signed CBA is distributed only through SEIU 121RN’s member-verification request form, so a page-cited contract file could not be obtained. - Sources: [SEIU organizing wins](https://seiu121rn.org/2026/04/20/organizing-wins/), [SEIU contract request page](https://seiu121rn.org/), and [Los Angeles Times/Daily Pilot report PDF](https://ca-times.brightspotcdn.com/83/f2/318dcf334787aa0eaaed015b1e00/tn-dpt-me-daily-pilot-e-newspaper-sunday-june-8-2025-01.pdf). ## 5. Orange County Global Medical Center — CNA RNs voted to organize in June 2026 and ratified inclusion in the existing KPC master agreement in September 2026. This is the complete contract history to date. - Agreement term: September 2026–June 2027. - Average 13% wage increase (not a universal ATB), weekend differential and extra-shift bonuses. - Grievance and arbitration, bedside RN Professional Practice Committee, layoff/unit-closure security and no takeaways from existing benefits/conditions. - The executed KPC master CBA and wage grids are not public, so only the official result can be reported. - Source: [CNA first-contract release](https://www.nationalnursesunited.org/press/orange-county-global-nurses-ratify-first-new-contract). ## Evidence-use cautions for the dashboard - Do not plot grid-placement ranges, average increases or “at least” package totals as if they are guaranteed universal ATBs. - For Kaiser, label national agreements separately from the local Blue Book. National language applies alongside — not in place of — hospital-specific wage grids and work rules. - For Garden Grove, Anaheim Regional and Orange County Global, the public summaries establish gains but cannot support page-specific claims about the complete executed contract. - “All contracts” in the downloadable archive means all contracts that were publicly obtainable after extensive searching. The gaps above are confirmed access gaps, not evidence that bargaining units lacked agreements.