# Independent OCR audit: Providence Tarzana NUHW 2012-2014 CBA

Review date: 2026-10-30

## Scope and method

This is an independent review of the 67-page image-only signed agreement and its searchable OCR derivative. I extracted the OCR page by page and visually compared the original scan for the wage article (PDF p. 31), health/retirement terms (PDF p. 40), staffing committee (PDF pp. 17-18), job-security/subcontracting language (PDF pp. 53-55), and wage-grid images (PDF pp. 60-61). Citations below are PDF page numbers, not printed page numbers.

The OCR derivative is reliable for the body text. The original scan confirms the material terms below. PDF p. 66 is genuinely blank; it is not a failed-OCR wage page. The wage grids are PDF pp. 60-61 (printed pp. 56-57).

## Confirmed economic terms

- **Across-the-board wages:** 2% effective January 2012 or the first full pay period after ratification, 2% in the first full pay period of January 2013, and 2% in the first full pay period of January 2014 for full-time and benefit-eligible part-time employees, including Part-Time 2. This is 6 percentage points and approximately 6.12% compounded. Anniversary increases were discontinued during this term. PDF p. 31.
- **Premiums and differentials:** $50 monthly bilingual bonus plus a one-time $100 competency bonus (PDF pp. 32-33); classification-specific evening/night differentials (PDF pp. 33-34); $2/hour weekend differential (PDF p. 38); standby rates by classification and 1.5x callback pay with a two-hour minimum (PDF pp. 35-36); LVN preceptor pay of $25 per 12-hour shift or $15 per 8-hour shift (PDF p. 37); and at least 5% for promotion or working in a higher classification (PDF pp. 38-39).
- **Overtime and scheduling:** overtime rules for 8-, 10-, and 12-hour shifts; education hours count as hours worked; mandatory overtime is voluntary except defined emergencies (PDF pp. 23-24). Schedules cover at least four weeks and are normally posted 13 days ahead; posted schedules generally cannot change without consent except unavoidable operational needs/emergencies (PDF pp. 24-25).
- **Report/severance/uniform pay:** report-pay minimums (PDF p. 36); one week of severance per service year, two-week minimum and 12-week maximum (PDF p. 37); and uniform-cleaning allowances where uniforms are required (PDF pp. 36-37).

## Confirmed non-wage protections and benefits

- **Staffing and patient voice:** staffing must reflect census/acuity and applicable law; employees may work under protest and supervisors must physically assess potential patient danger. A 12-person Patient Care Committee - six union-selected workers and six management members - monitors patient services, employee health/safety, retention, and work design. Each worker member receives two paid hours per month for meetings. PDF pp. 17-18.
- **Floating:** qualification, orientation, and current competency restrictions; employees with limited qualifications may perform only tasks they are competent to perform; float rotation and competency/orientation records are available to employees and the union. PDF pp. 29-31.
- **Breaks and hours:** statutory meal/rest compliance and missed-meal penalties are incorporated; two consecutive days off are provided, subject to listed exceptions; generally no more than five consecutive scheduled days without consent; every other weekend off. PDF pp. 22-26.
- **Low-census flexing:** canceled hours count for retirement vesting/service credit, health-plan waiting periods, and PTO accrual. The contract defines a flex order, rotation, notice effort, and releases a canceled employee from availability unless paid standby is accepted. PDF pp. 28-29.
- **Discipline and enforcement:** final and binding arbitration (PDF pp. 19-20); just cause and progressive discipline, seven-day cap on unpaid investigatory suspension, rebuttal/personnel-file rights, and an 18-month limit on using disciplinary documents for progression (PDF pp. 20-21).
- **Health and retirement:** Providence medical, prescription, dental, vision, disability, life, AD&D, and EAP programs; 80/20 medical/drug cost sharing; 2013 blended-average premium increase capped at 10%. The existing 403(b) Basic Plan froze after 2012 and was replaced in 2013 by the 401(a) Service, 403(b) Value, and 457(b) Savings plans. The CBA does **not** state employer-contribution amounts or itself prove that the replacement was an improvement. PDF pp. 39-40.
- **PTO and sick leave:** specified service-based PTO schedules, grandfathered higher accruals for pre-1996 benefit-eligible employees, a 150% PTO cap, and a bar on reducing the PTO benefit during the agreement; extended-sick-leave accrual and 240-hour cap. PDF pp. 40-41.
- **Health and safety:** anti-retaliation for reporting hazards; required training/PPE; communicable-disease training and appropriate vaccinations; free Hepatitis B vaccination for covered exposure; no-cost exposure testing/treatment; needlestick log; workplace-violence prevention program; critical-incident counseling; paid required physical exams; free parking/security escorts; injury-prevention and safe-patient-handling compliance. PDF pp. 43-45.
- **Education:** up to $2,000 annual tuition/fees/books reimbursement for eligible full-time workers, prorated for Part-Time 1; paid mandatory in-service and qualifying employer-required education/travel time; CEU reimbursement. PDF pp. 45-47.
- **Leave:** statutory and domestic-partner family leave, union leave with return rights, up to 45-day personal leave, up to 12 months medical disability leave, up to six months employer-subsidized health coverage during qualifying personal/medical leave, three paid bereavement shifts up to 36 hours plus two PTO days, and jury/witness protections. PDF pp. 47-52.
- **Job security:** seniority-based reduction/recall rules (PDF pp. 9-12); sale/merger and service-closure notice, effects bargaining, successor recognition, substantial retention without reapplication, and assumption of the agreement/MOU with comparable Providence-only benefits (PDF pp. 53-54); absolute ban on subcontracting bargaining-unit work during the term (PDF p. 55); employment/income-security commitment using attrition, job matching, retraining, cross-training, float pools, and advance workforce-change review (PDF pp. 58-59).

## Comparison with the primary memo

The primary memo correctly identifies the 2%/2%/2% wage sequence, patient-care committee, just cause, tuition assistance, successorship, and subcontracting ban. The independent review adds the substantial terms above that were not included in its compact one-line summary, especially differentials, voluntary overtime, schedule posting, low-census benefit credit, floating limits, severance, the health-premium cap, PTO/ESL, workplace violence, detailed leave, and income-security provisions.

Two corrections/qualifications should be carried into the site:

1. Replace “improved employer retirement contributions” with the precise statement that the 403(b) Basic Plan froze and employees moved to 401(a)/403(b)/457(b) plans in 2013; the CBA does not quantify employer contributions or independently establish improvement.
2. Replace the OCR warning that “page 66 ... is a wage-grid page.” PDF p. 66 is blank. The wage-grid scans are PDF pp. 60-61.

## Interpretation limit

Because this is the first CBA and no complete pre-contract policy set was reviewed, most provisions should be described as **contractual terms or protections**, not automatically as newly gained benefits. The NUHW result summary may support claims about improvements, but the signed agreement alone does not provide a pre-union baseline for every article.