To: COO and CNO of PSH Lancaster Medical Center

We Are More Than Secondary Staff, and We Deserve More For It

WE THE PSH AND SODEXO STAFF WILL BE WALKING OUT ON 05/01/2025, MAYDAY, OTHERWISE KNOWN AS INTERNATIONAL WORKERS DAY, UNLESS THE CONCESSIONS CAN BE DONE.
NOSOTROS, EL PERSONAL DE PSH Y SODEXO, NOS IREMOS A LA CALLE EL 05/01/2025, DIA DE MAYO, TAMBIEN CONOCIDO COMO DIA INTERNACIONAL DE LOS TRABAJADORES, A MENOS QUE SE HAGAN CONCESIONES.

THE HOSPITAL CANNOT RUN WITHOUT US, AND WE ARE NOT YOUR INDENTURED SERVANTS TO TAKE ADVANTAGE OF.
EL HOSPITAL NO PUEDE FUNCIONAR SIN NOSOTROS, Y NO SOMOS SUS SIRVIENTES PARA APROVECHARSE DE NOSOTROS.

These are our Concessions:

Sodexo SHALL NOT employ staff separate from Penn State Health.
  • EVS and Dietary will become employees under PSH, sharing the same HR and policies maintained.
  • All staff will have benefits offered by PSH; contracted individuals will be considered separate from PSH and will maintain their contractors benefits and policies, while following PSH work policies.
Policies will be directly related to work and be maintained across the entirety of the PSH system.
  • Policy changes and adjustments will be consulted with and agreed upon alongside councils.
  • Councils will have direct influence on changes necessary within LMC.
Councils will involve members from ALL departments within LMC, unless a council is directly related to requirements outside of departmental/staff scope.

Starting pay for all, non-certified employees will be $18 with <1 year experience.
  • Certified staff will start off at $21 per hour, with <1 year experience.
  • Courses to certify employees will be put in place, and will be paid for by PSH.
  • Multiple certifications outside of primary job will increase compensation appropriately.
Pay will adjust based on expierence, with a cap at $30 with experience and primary certification alone.
  • Per year of experience, a $.50 increase will be applied, with experience pay increase capping at $9.00. This discludes hospital-wide annual raises.
  • ALL hospital-related raises will include all staff, not department or job position specific.
  • Certification increase will not be affected by experience cap.
Councils will be reorganized and improved to allow for collaborative efforts among the multiple councils.
  • All job positions will have a council that specifically is created for them.
  • Standard councils (i.e. safety, education, etc.) will include members from all departments/positions.
  • Leadership’s involvement with the council is to act as advocates. No upper management will be directly affiliated with a specific council.
Any time worked over the necessary time (36 hrs for full-time, 24 hrs for part time and PRN) will be considered overtime.
  • Overtime picked up on a holiday will not counteract the Holiday pay.
Any floating of staff to a floor/department outside of their normal will receive the equivalent Float Pool differential.

PRN Staff will have the same benefits as Part-time employees, so long as 144 hrs is worked within a 6-week time period, adjusting every 6 months.

PRN Staff will have the same pay benefits as fulltime and part-time employees, and will receive all bonuses and differentials likewise.
  • Certifications/experience pay will be appropriately adjusted to the employee’s pay.
Shift differentials will be applied as follows: 1500-2259, $2+; 2300-1059, $2.50+.
  • All weekend shifts will be an ADDITIONAL $2+.
  • Overtime with weekend shifts will reflect normal pay before differential.
Understaffed departments/floors will receive an hourly $2+ differential for every day understaffed.

Policies will be set in place that CLEARLY define positional roles/responsibilities and will only be expected to adjust based on individuals certifications.

Education surrounding roles outside of general position will be reinforced through education and compentancy.
  • Competencies are not equivalent to certifications, but should be encouraged/provided to become certifications.
  • Competencies are reflected as OUTSIDE of the normal roles/responsibilities. 
Roles that require certifications will be provided to employees and paid for by PSH, so long as that role lies within the requirements to appropriately fulfill the job duties.
  • Certifications received that enhance capabilities but are not required will be paid for by employee, but reimbursed after certification is received.

Why is this important?

The ultimate goal of PSH-LMC employees is to convert to an Employee Ownership model, either as an Employee Stock Ownership Plan (ESOP), Employee Ownership Trust (EOT), or more greatly a Workers Cooperative.
El objetivo final de los empleados de PSH-LMC es convertirse en un modelo de propiedad de los empleados, ya sea como un plan de propiedad de acciones de los empleados (ESOP), un fideicomiso de propiedad de los empleados (EOT) o, en mayor medida, una cooperativa de trabajadores.

In order to achieve this ultimate goal, it is necessary
to unionize not only ourselves, but the Nurses as well. When all staff have advocacy and can negotiate the purchasing of the Hospital, we can remove the poor leadership and create a workplace for us, by us. With dedication and steadfastness we can not only make our work lives beneficial, but our lives in general will see betterment. This is not only our right, but our duty to make this place better for everyone.
Para lograr este objetivo final, es necesario sindicalizarnos no sólo nosotros, sino también las Enfermeras. Cuando todo el personal tenga defensa y pueda negociar la compra del Hospital, podremos eliminar la mala dirección y crear un lugar de trabajo para nosotros, por nosotros. Con dedicación y constancia no sólo podremos hacer que nuestra vida laboral sea beneficiosa, sino que nuestra vida en general también mejorará. No es sólo nuestro derecho, sino nuestro deber hacer que este lugar sea mejor para todos.

Through unity and strength we can make our lives better.
Mediante la unidad y la fuerza podemos mejorar nuestras vidas.