# Southern California non-Providence RN comparators Research date: 2026-10-30. Page references below are PDF page numbers unless noted. Percent totals distinguish simple percentage-point sums from compounded growth. ## UC Irvine Health — CNA/National Nurses United - Location/system: Orange County; University of California, Irvine Health. This is the closest high-quality public RN comparator to St. Joseph Hospital Orange. - Current term: November 22, 2025–January 2, 2030. Official landing page: . - Current complete agreement: . - Wage evidence, PDF p. 142 / printed p. 142: UCIH receives 5.33% effective January 2026, 5.33% January 2027, 4.83% January 2028, and 4.0% January 2029. These are base-building. Simple sum 19.49 points; sequentially compounded growth about 20.95%. Eligible nurses also receive a within-range step each July 2026–2029 (same page). - Other economic terms: PDF p. 141 gives a $4,510 ratification lump sum for UCIH career nurses and $1,500 for per-diem nurses. PDF p. 142 raises on-call pay to $20/hour and provides a $100/month full-time specialty certification differential (with prorating and a $600 qualifying per-diem payment). - Staffing/floating: PDF pp. 27–28 requires staffing based on patient needs and state rules; floating is not intended as a substitute for adequate available staffing; competency validation/orientation and a one-unit-per-shift limit apply; chronic ratio/acuity disputes have RN panels and a neutral resolution route. - Breaks: PDF p. 37 requires a unit mechanism that preserves ratios and safe staffing during meal/rest periods. A missed meal or missed rest-period set each triggers one hour of pay, up to two hours per workday. - Safety: PDF p. 51 adds disaster planning/training and workplace-violence protections, including written acknowledgement of reports within ten calendar days and immediate medical/first aid for an injured nurse. - Discipline: PDF pp. 112–113 requires just cause for non-probationary discipline/discharge, defines available discipline, and requires notice, supporting material, and an opportunity to respond. - Ratification summary: . ### Prior UC contract for comparison - Prior agreement: . - PDF p. 134 / printed p. 133: all UC locations received 6% in January 2023, 5% in January 2024, and 5% in January 2025. UCI clinical nurses received an additional 2% on each same date, expressly not compounded on the day of implementation. Thus UCI clinical nurses received 8%, 7%, and 7%; 22 percentage points, or about 23.6% sequentially compounded, plus July steps in each year. - PDF p. 135 / printed p. 134: UCI on-call rate was $10.50/hour effective January 2023. The new agreement's $20 rate is a substantial contractual increase. - Prior ratification summary: . ## Kaiser Permanente Southern California — UNAC/UHCP within the Alliance - System/region: Kaiser Permanente Southern California hospitals, including Orange County and nearby Los Angeles-area facilities. The evidence below is the national/Alliance settlement, not the local Southern California RN “Blue Book.” - Current term: ratified March 20, 2026; runs through September 30, 2029. Official UNAC ratification page: . - National tentative-agreement summary PDF: . - Wage evidence, PDF p. 4: 6.5% March 2026, 6.5% October 2026, 3% August 2027, 2.5% October 2027, and 3% October 2028. Simple sum 21.5 points; sequentially compounded growth about 23.3%. - Benefits, PDF pp. 6–12: performance-sharing maximum of $1,400 when the financial gate is not met; 60 paid lactation minutes per shift for one year; 40% higher education payroll-rate funding; older/newer summaries conflict on the separate annual dollar commitment, so that amount is not treated as definitive; tuition reimbursement rising from a prior $3,000 to $3,500 in 2026 to $5,000 in 2029; travel reimbursement to $1,250; adult SCAL/GA non-flex HMO hearing-aid allowance effective January 2027; retiree HRA credit of $2,500 per year of service and $15,000 age-85 supplement. - Staffing/technology, PDF pp. 14–17: joint AI/technology task force, national staffing dashboard, staffing data transparency, committee tools/training, escalation, and hard-to-fill-position focus. - Structure caveat, PDF p. 5: wages, equity, benefits/staffing committees, subcontracting, and union leave move to local contracts; the 2018 partnership agreement remains. Local UNAC/UHCP TA documents may add or qualify these national terms. - Prior national agreement archive: . Its wage schedule is not reliably machine-readable. A downloaded one-page 2021 comparison flyer is bargaining advocacy, not a final contract, and should not be treated as final economic terms. ## City of Hope, Duarte — CNA/National Nurses United No signed public CBA was found, so these figures come from union ratification releases and do not provide year-by-year schedules or article/page citations. - 2015–2018: 11% across the board over three years. - 2018–2021: at least 16.5% over three years plus equity adjustments and a float pool for meal/rest relief. - 2021–2024: at least 12.5% over three years, with workplace-violence and infectious-disease protocols. - 2024–2028: 25% across the board over four years, a resource-nurse program for staffing and break relief, and union-shop language; release says the unit covers about 1,600 RNs. ## Additional nearby release-only comparators - Emanate Health Queen of the Valley (West Covina) and Inter-Community Hospital (Covina), CNA, 2021–2025: 14% over four years plus dedicated break-relief nurses and workplace-violence/infectious-disease protections. The agreement is expired and no public signed CBA was found. - Alhambra Hospital, CNA, 2024–2028: release reports wage and night-differential increases plus floating, safety, subcontracting, flex-off, and a resource-nurse pathway, but gives no percentages. - Arrowhead Regional Medical Center/San Bernardino County, CNA, 2021–2024: release reports annual across-the-board raises, a step/equity adjustment, ratio enforcement, workplace-violence and break language, but gives no numeric schedule; agreement is expired. ## Limitations and interpretation - Public availability is uneven. UC supplies full signed agreements; Kaiser published a national TA summary but gates the local UNAC/UHCP contract; several private hospitals publish only ratification releases. - A union release verifies what the union reported members ratified, but it is not a substitute for the signed CBA. Do not attach page citations to release-only figures. - “Across-the-board” increases describe negotiated wage-scale movement. An individual nurse's realized pay may differ because of steps, equity adjustments, classification, hours, premiums, hire date, or eligibility. - Contract outcomes alone do not establish that unionization caused every gain. Employer finances, labor market, inflation, strike leverage, and starting wage levels also matter. - Original unionization/election dates were not reliably established from the contract sources reviewed and should be shown as “not verified,” not inferred from the earliest contract release.