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HUH's Proposal To DCNA

The Hospital's Proposal To DCNA

1.  Substantial Wage Increases Over the Course of the Three-Year Contract. 
The average first-year hourly wage increase across all DCNA members is 9.6%. The minimum pay increase is 5%.
DCNA members will then receive an additional wage increase in 2022 and 2023.

2.  Shift Differential. 
The Hospital has proposed to eliminate unfair pay gaps by giving every employee working a premium shift equal pay. Here are the following HUH-proposed specific rates per hour for the life of the agreement:

  • Weekday Evening/Night                        $6.75

  • Weekend Day/Evening/Night              $12.00

3.  On Call. 
There will be no change to the current way we pay on-call pay.

A substantial wage increase over 3-years that includes an average first-year increase of 9.6 percent for DCNA members.
Eliminating unfair pay gaps to ensure all employees receive equal pay for working the same premium shift.

4.  Joint Staffing Committee. 
The Hospital proposed a contractual agreement to determine and resolve all aspects involving staffing issues within 60 days of the commencement of the agreement. If the Union agrees, this would give DCNA members a critical role in determining staffing needs in collaboration with hospital senior management.

Impact Of HUH's Implemented Wage & Shift Differential To DCNA Members

Included Financial Information Is Without Overtime

 On Thursday, April 7, Howard University Hospital DCNA members received a significant wage increase, that averages in excess 9.8%. The financial snapshot below features key details of the Hospital’s economic package, reflecting new hourly rates, new annualized salary, and a percentage of average increase compared to previous annual salary, and the current market rate average for similar healthcare professionals in the District of Columbia.

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The chart below represents the net compensation increase to all DCNA staff members. The amounts below consider the recently implemented annual wage increase together with any estimated effect that the new flat-rate shift differential might have on each staff member’s annual compensation. Shift differential is defined in the labor agreement as an hourly premium for staff members working evening, night and weekend shifts. Shift differential amounts in the chart below is estimated based on shift differential hours staff members worked historically. 

The chart demonstrates that:

  • 98% of all 317 DCNA staff members at HUH are getting net compensation increases.

  • Close to 50% of DCNA staff members are getting net increases of $10,000 or more.

  • Out of all DCNA employees, 5 staff members may possibly experience net reduction—and only one in the range of $3,000.

  • The five staff members did not receive a net wage increase because their wages were already above market rates.

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Response To Staffing Concerns

 Additional clarifications:

  • Howard University Hospital is safely and appropriately staffed; 

  • The Hospital’s proposal includes a contractual commitment to activate a Joint Nurse Staffing Committee made up of both Hospital senior management and DCNA representatives. The Committee will work to attract and retain top talent and address staffing matters.

  • None of Howard University Hospital’s competitors in the District, Maryland and Virginia have guaranteed staffing ratios.