CWA 1133 Communications Vital Signs

April 2026 Vital Signs

Reminders & Updates:

The contract still needs to be proofed before going to printing/electronic. The hope is end of April, beginning of May, but that is not a guarantee. A limited amount of copies will be available upon request.
When using PSL, make sure you have enough time in your PTO bank to use it. If you do not have the time, just use a regular call off.
Jennifer Williams and Rebecca Aldrow made a tutorial video of how to check your PSL/PTO accurals, it is on Facebook.
PFL and FMLA are considered a weekend makeup for intermittent usage and are considered unscheduled with the loss of incentive pay. Using PSL you do not have to make up a weekend, and you do not lose your incentive pay, but you must have PTO in your bank.
Infectious disease also does not require a weekend makeup, and you only have 24 hours to get a diagnosis from a doctor to use your ESL.
Make sure to check your pay stubs.
Please make sure you are filling out short staffing forms.
If you have any questions about the union contract, please call the union hall.
Want to be involved? Please contact Andrea Gilmour at the union hall 716-828-1133.

Health & Safety:

MERCY ONLY!

Kerri Diebold-Phillips is the Director of Health & Safety.
If any violent patient issues or any health & safety issues, please contact Kerri by email [email protected].
FYI, Morgue carts are to not leave the morgue, please use a normal cart. Call transport for a cart or go down to transport and pick one up.

Solidarity in Motion:

Andrea Gilmour- Director of Mobilizing is introducing Jennifer Liberti. Hi, my name is M. Jennifer Liberti Bemis. I am the co-chair of the mobilizing/organizing team. I am a 14 year employee of CHS Mercy Hospital. I am an RN in Mother Baby. I am also on the staffing committee. Please feel free to contact me with questions, complaints and ideas to make improvements within Catholic Health.

In Solidarity, M. J. Liberti Bemis

“Alone we are weak, together we are strong.” #1U

In Solidarity,

Andrea Gilmour

Community Service:

We have given donations to Ten Lives Club, PATH and Grace Guest House.

Per Diem Article:

MHB STC:

Bolded items are the changes in the new contract.

Section 1. A per diem employee is one who works on a day-to-day, as needed basis, without a guarantee of set hours per week.

Section 2. Per diem employees will be required to attend mandatory in-service programs in accordance with Employer/Hospital policy and shall be paid for such time.

Section 3. A per diem employee can bid on full-time, part-time and flexible positions through the job bidding/posting process.

Section 4. The following experience requirements will be in place for Imaging, Respiratory Therapists, Sterile Processing Technicians, and Surgical Technologists:

A candidate for per diem status must have a minimum of one (1) year experience in the area they are hired for or must have completed six (6) months of employment as a full-time employee or one (1) years as a part-time employee. An outside candidate for per diem status must have a minimum of one (1) year experience in the area they are hired for.

This section does not apply to students or recent graduates who work under the supervision of a licensed technologist.

Section 5. If there is a need for additional per diem employees in the department/unit, an employee may request that their status be converted to per diem. A change to per diem status requires two (2) weeks of advance notice and agreement by the department head. Agreement shall not be unreasonably denied.

Section 6. Scheduling for per diems shall proceed as follows:

a. Per diems shall communicate with the appropriate manager(s) at least four (4) weeks prior to the start of the next schedule to commit to their required shifts. A minimum of three (3) shifts per schedule period including a minimum of two (2) weekend shifts, if needed, must be scheduled and worked in order to maintain per diem status. In addition, per diem employees must work one of the following holidays: New Year's Day, Easter Sunday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day each calendar year.
b. A per diem employee will not be permitted to work more than four (4) day shifts per schedule period, except to cover absences, or any portion of absences which are related to disabilities, workers' compensation, leaves of absence, when the per diem employee is willing to accept the shift and hours of the employee who is on leave, or to cover a position for which the Employer/Hospital is actively recruiting. The other exception would be when adherence to this minimum would result in PTO denial to another employee.
c. A per diem employee shall be hired for either the day shift, evening shift or night shift. Per diem employees may pick up any shift in accordance with their stated availability; however, their hired shift will take precedence over the other shifts.

Section 7. An employee who is accepted into a per diem position must work the shift length scheduled in that department for all of their commitment days. An employee shall also indicate at the time of change to per diem status what unit(s) they are available for.

Section 8. Employees who change to per diem status shall remain in the salary grade and step they were in as a regular employee and shall advance on the wage progression scale as outlined in CT Articles 55, 56, and 57, Salaries.

Section 9. Employees who transfer to a per diem position shall not lose any paid time off prior to the transfer. The employee shall be paid all accrued, unused paid time off. Up to fifty-six (56) hours of unused paid time off will be transferred to a Paid Sick Leave Bank for use after the transfer, and any additional accrued unused paid time off will be paid.

Section 10. A per diem employee who fails to meet the minimum schedule period requirements or the holiday commitment as specified above, where opportunities have been offered such employee shall receive a written notice of their failure to meet their commitment. Should a per diem employee again fail to meet their minimum schedule period requirement within twelve (12) schedule periods of written notice, such per diem employee shall receive a written termination notice. Copies of written notice sent to per diem employees shall be furnished to the Union.

Section 11. Per diem employees may not be required to take charge responsibility but may do so voluntarily.

Section 12. Per diem employees will have seniority as defined in Article 11, Seniority.

Section 13. Per diem employees shall be required to share in the on-call responsibilities for their designated unit/department as outlined in Article 26, On-Call and Work in Progress, and such on call shifts will count towards the minimum shifts required under Section 5(a) above if no other shifts were available in that schedule period.

Section 14. If a per diem employee is regularly scheduled to work fifteen (15) or more hours per week, for a period of six (6) schedule periods or more, the position will be converted to a regular position, with the category of employment equal to the hours worked per week. The only exceptions will be per diem employees who are working to cover leaves of absence, workers' compensation, disability or a position forwhich the Employer/Hospital is actively recruiting. This excludes any posted per diem position.

Section 15. Per diem employees will not be entitled to wage adjustments or benefits except as follows:

a. Wave increases specified in CT Articles 55, 56, and 57. Salaries.
b. Shift differential as specified in CT Articles 55, 56, and 57. Salaries, and Article 8. Shift Differential:
c. Overtime as per CT Article 43 Overtime:
d. Workers' Compensation:
e. New York State Disability:
f. New York State Paid Sick Leave and New York State Paid Prenatal Leave:
g. Retirement Plan benefits, if any, as per the terms of the applicable Retirement Plan;
h. Holiday differential for all hours worked on designated holiday(s);
i. Participate in the Employer's Group Medical Insurance Plan at their own expense; and
j. Any other legally required benefits.

MHB RN:

Bolded items are the changes in the new contract.

Section 1. A per diem employee is one who works on a day-to-day, as needed basis, without a guarantee of set hours per week.

Section 2. Per diem employees will be required to attend mandatory in-service programs in accordance with Employer/Hospital policy and shall be paid for such time.

Section 3. A per diem employee can bid on full-time, part-time, weekend and flexible positions through the job bidding/posting process.

Section 4. A candidate for per diem status must have a minimum of one (1) year experience in the area they are hired for or must have completed six (6) months of employment as full-time employee or one (1) year as part-time employee. An outside candidate for per diem status must have a minimum of one (1) year experience in the area they are hired for. If there is a need for additional per diem employees in the department/unit, an employee may request that their status be converted to per diem. A change to per diem status requires two (2) weeks of advance notice and agreement by the department head. Agreement shall not be unreasonably denied.

Section 5. Scheduling for per diems shall proceed as follows:

a. Per diems shall communicate with the appropriate manager(s) at least four (4) weeks prior to the start of the next schedule to commit to their required shifts. A minimum of three (3) shifts per schedule period, including a minimum of two (2) weekend shifts, must be scheduled and worked in order to maintain per diem status. In addition, per diem employees must work one winter and one summer of the following holidays on a rotational basis:

Winter Holidays Summer Holidays

Thanksgiving Day Easter Sunday

Christmas Eve Memorial Day

Christmas Day Independence Day

New Years' Eve Labor Day

New Years' Day

Holidays will begin at 6:00 am and continue until 7:00 am the next day.

b. A per diem employee will not be permitted to work more than four (4) day shifts per schedule period, except to cover absences, or any portion of absences which are related to disabilities, workers' compensation, leaves of absence, when the per diem employee is willing to accept the shift and hours of the employee who is on leave, or to cover a position for which the Hospital is actively recruiting. The other exception would be when adherence to this minimum would result in PTO denial to another employee.
c. A per diem employee, shall work either the day shift, evening shift or night shift.

Section 6. An employee who is accepted into a per diem position must work the shift length scheduled in that department for all of their commitment days. An employee shall also indicate at the time of change to per diem status what unit(s) they are available for.

Section 7. Employees who change to per diem status shall remain in the salary grade and step they were in as a regular employee and shall advance on the wage progression scale as outlined in CT Article 58, Salaries.

Section 8. Employees who transfer to a per diem position shall not lose any paid time off prior to the transfer. Up to fifty-six (56) hours of unused paid time off will be transferred to a Paid Sick Leave Bank for use after the transfer, and any additional accrued, unused paid time off will be paid.

Section 9. A per diem employee who fails to meet the minimum schedule period requirements or the holiday commitment as specified above, where opportunities have been offered, such employee shall receive a written notice of their failure to meet their commitment. Should a per diem employee again fail to meet their minimum schedule period requirement within twelve (12) schedule periods of written notice, such per diem employee shall receive a written termination notice. Copies of written notice sent to per diem employees shall be furnished to the Union.

Section 10. Per diem employees may not be required to take charge responsibility but may do so voluntarily.

Section 11. Per diem employees will have seniority as defined in Article 12, Seniority.

Section 12. Per diem employees shall be required to share in the on-call responsibilities for their designated unit/department as outlined in Article 18, On-Call and Work in Progress.

Section 13. If a per diem employee is regularly scheduled to work fifteen (15) or more hours per week, for a period of six (6) months or more, the position will be converted to a regular position, with the category of employment equal to the hours worked per week. The only exceptions will be per diem employees who are working to cover leaves of absence, workers' compensation, disability or a position for which the Employer/Hospital is actively recruiting. This excludes any posted per diem position.

Section 14. Per diem employees will not be entitled to wage adjustments or benefits except as follows:

a. Wage increases specified in CT Article 58 Wages;
b. Shift differential as specified in CT Article 58 Wages, and Article 9, Shift Differential;
c. Overtime as per CT Article 43 Overtime;
d. Workers' Compensation;
e. New York State Disability;
f. New York State Paid Sick Leave and New York State Paid Prenatal Leave;
g. Retirement Plan benefits, if any, as per the terms of the Retirement Plan;
h. Holiday differential for all hours worked on designated holiday(s);
i. Participate in the Employers Group Medical Insurance Plan at their own expense; and
j. Any other legally required benefits.

KMH RN:

Bolded items are the changes in the new contract.

Section 1. A per diem employee is one who works on a day-to-day, as needed basis, without a guarantee of set hours per week.

Section 2. Per diem employees will be required to attend mandatory in-service programs in accordance with Employer/Hospital policy and shall be paid for such time.

Section 3. A per diem employee can bid on full-time, part-time and flexible positions through the job bidding/posting process.

Section 4. A candidate for per diem status must have a minimum of qualification and/or licensure and one year of previous experience in the area they are hired.

Section 5. Scheduling for per diems shall proceed as follows:

Per diems shall communicate their availability, a minimum of four (4) shifts per month, with the appropriate manager(s) one (1) week prior to the posting of the preliminary schedule to commit to their required shifts. If needed, a minimum of two (2) shifts per month, including a minimum of one (1) weekend shift, must be scheduled and worked in order to maintain per diem status. In addition, per diem employees may be required to work one holiday. This does not apply to departments that are not open on Holidays.
The manager of each department will develop a consistent method of notifying per diem employees of their schedule. The manager will then use that method to notify the per diem employee no later than at the time the final schedule is posted.
A per diem employee shall work either the evening or night shift; or the day shift coupled with the evening shift or night shift.

Section 6. An employee who is accepted into a per diem position must work the shift length scheduled in that department for all of their commitment days.

Section 7. Per Diem employees are not entitled to paid time off benefits. Employees who transfer to a per diem position shall not lose any paid time off prior to the transfer. The employee shall be paid all accrued, unused paid time off.

Section 8. A per diem employee who fails to meet the minimum monthly requirements or the holiday commitment as specified above, where opportunities have been offered, such employee shall receive a written notice of their failure to meet their commitment. Should a per diem employee again fail to meet their meet their minimum monthly requirement within twelve (12) months of written notice, such per diem employee shall receive a written termination notice. Copies of written notice sent to per diem employees shall be furnished to the Union.

Section 9. Per Diem employees will have seniority as defined in Article 13, Seniority,

Section 10. Per Diem employees may be required to share in the on-call responsibilities for their designated unit/department.

Section 11. If a per diem employee is regularly scheduled to work fifteen (15) or more hours per week, for a period of six (6) months or more, the position will be converted to a regular position with the category of employment equal to the hours worked per week. The only exceptions will be per diem employees who are working to cover leaves of absence, workers' compensation, disability or a position for which the Employer/Hospital is actively recruiting. For purposes of this section, actively recruiting refers to full-time and part-time positions only; recruitment for per diem positions will not be included.

KMH Tech:

Bolded items are the changes in the new contract.

Section 1. A per diem employee is one who works on a day-to-day, as needed basis, without a guarantee of set hours per week.

Section 2. Per Diem employees will be required to attend mandatory in-service programs in accordance with Employer/Hospital policy and shall be paid for such time.

Section 3. A per diem employee can bid on full-time; and part-time and positions through the job bidding/posting process. No department will have greater than 40% per diem employees, except MRI will be subject to a 60% cap on per diem employees. The Employer will reduce the number of per diem positions via attrition until the required percentage above is met.

Section 4. A candidate for per diem status must have a minimum of qualification and/or licensure and one (1) year of previous experience in the area they are hired. Per diems hired into positions requiring certification in a modality must obtain such certification prior to their start date.

Section 5. Scheduling for per diems shall proceed as follows:

a. Per diems shall communicate their availability, a minimum of four (4) shifts per schedule period, with the appropriate manager(s) one (1) week prior to the posting of the preliminary schedule to commit to their required shifts. The four (4) shifts of availability must include one (1) evening shift, one (1) overnight shift, and one (1) weekend shift. However, extended shift employees must communicate a minimum availability of four (4) shifts per schedule period, including one (1) weekend shift. Multiple shifts on the same day only count as one (1) shift towards the required four (4) shifts of availability.

(i) For employees hired on or before ratification of these Agreements: If needed, a minimum of two (2) schedule peri-od, including a minimum of one (1) weekend shift, must be scheduled and worked in order to maintain per diem status.

(ii) For employees hired after ratification of these Agreements: If needed, a minimum of three (3) shifts per shifts per schedule period, including a minimum of one (1) weekend shift, must be scheduled and worked in order to maintain per diem status.

(iii) A per diem employee must also work a minimum of four (4) shifts in the Hospital per year to maintain per diem status.

(ivi) No more than four (4) shifts will be scheduled per schedule period for a per diem employee.

(iv) In addition, per diem employees may be required to work one holiday. This does not apply to departments that are not open on Holidays.

b. The manager of each department will develop a consistent method of notifying per diem employees of their schedule. The manager will then use that method to notify the per diem employee no later than at the time the final schedule is posted.
c. A per diem employee may be scheduled for any shift, in accordance with their stated availability.

Section 6. An employee who is accepted into a per diem position must work the shift length scheduled in that department for all of their commitment days.

Section 7. Employees who transfer to a per diem position shall not lose any paid time off prior to the transfer. Up to fifty-six (56) hours of unused paid time off will be transferred to a Paid Sick Leave Bank for use after the transfer, and any additional accrued, unused paid time off will be paid.

Section 9. Per Diem employees will have seniority as defined in Article 11, Seniority.

Section 10. Per Diem employees may be required to share in the on-call responsibilities for their designated unit/department, and such on call shifts will count towards the minimum shifts required under Section 5(a) above, if no other shifts were available in that schedule period matching the per diem employee's stated availability.

Section 12. Per diem employees will not be entitled to wage adjustments or benefits except as follows:

a. Wage increases specified in CT Article 57 Wages;
b. Shift differential as specified in CT Article 57 Wages, and Article 24, Shift Differential;
c. Overtime as per CT Article 43 Overtime;
d. Workers' Compensation;
e. New York State Disability;
f. New York State Paid Sick Leave and New York State Paid Prenatal Leave;
g. Retirement Plan benefits, if any, as per the terms of the applicable Retirement Plan;
h. Holiday differential for all hours worked on designated holiday(s);
i. Participate in the Employer's Group Medical Insurance Plan at their own expense; and
j. Any other legally required benefits.

KMH Service & Clerical:

Section 1. A per diem employee is one who works on a day-to-day, as needed basis, without a guarantee of set hours per week.

Section 2. Per Diem employees will be required to attend mandatory in-service programs in accordance with Employer/Hospital policy and shall be paid for such time.

Section 3. A per diem employee can bid on full-time and part-time positions through the job bidding/posting process. Departments/units with fifteen (15) or more employees will have no more than 40% per diem employees, and departments/units with less than fifteen (15) employees will have no more than 60% per diem employees. The Employer will reduce the number of per diem positions via attrition until the required percentage above is met.

Section 4. A candidate for per diem status must meet the minimum of qualifications (including licensure/certification if applicable) and one (1) year of previous experience in the area they are hired. This section does not apply to students or recent graduates working under the supervision of a licensed/certified employee.

Section 5. Scheduling for per diems shall proceed as follows:

a. Per diems shall communicate their availability, a minimum of four (4) shifts per schedule period, with the appropriate manager(s) one (1) week prior to the posting of the preliminary schedule to commit to their required shifts. If needed, a minimum of two (2) shifts per schedule period must be schedule in order to maintain per diem status. The four (4) shifts of availability must include one (1) evening shift, one (1) overnight shift, and one (1) weekend shift. However, extended shift employees must communicate a minimum availability of four (4) shifts per schedule period, including one (1) weekend shift. Multiple shifts on the same day only count as one (1) shift towards the required four (4) shifts of availability. In addition, per diem employees may be required to work one holiday. This does not apply to departments that are not open on Holidays.
b. The manager of each department will develop a consistent method of notifying per diem employees of their schedule. The manager will then use that method to notify the per diem employee no later than at the time the final schedule is posted.

Section 6. An employee who is accepted into a per diem position must work the shift length scheduled in that department for all of their commitment days.

Section 7. Employees who transfer to a per diem position shall not lose any paid time off prior to the transfer. Up to fifty-six (56) hours of unused paid time off will be transferred to a Paid Sick Leave Bank for use after the transfer, and any additional accrued, unused paid time off will be paid.

Section 8. A per diem employee who fails to meet the minimum schedule period requirements or the holiday commitment as specified above, where opportunities have been offered, such employee shall receive a written notice of their failure to meet their commitment. Should a per diem employee again fail to meet their meet their minimum schedule period requirement within twelve (12) months of written notice, such per diem employee shall receive a written termination notice. Copies of written notice sent to per diem employees shall be furnished to the Union.

Section 9. Per Diem employees will have seniority as defined in CT Article, Seniority.

Section 10. Per Diem employees may be required to share in the on-call responsibilities for their designated unit/department.

Section 11. If a per diem employee is regularly scheduled to work fifteen (15) or more hours per week, for a period of six (6) months or more, the position will be converted to a regular position with the category of employment equal to the hours worked per week. The only exceptions will be per diem employees who are working to cover leaves of absence, workers', disability or a position for which the Employer/Hospital is actively recruiting. For purposes of this section, actively recruiting refers to full-time and part-time positions only; recruitment for per diem positions will not be included.

Section 12. Per diem employees will not be entitled to wage adjustments or benefits except as follows:

a. Wage increases specified in CT Articles 55, 56, and 57 Salaries;
b. Shift differential as specified in CT Articles 55, 56, and 57 Salaries, and CT Article _, 68, Shift Differential;
c. Overtime as per CT Article 43 Overtime;
d. Workers' Compensation;
e. New York State Disability;
f. New York State Paid Sick Leave and New York State Paid Prenatal Leave;
g. Retirement Plan Benefits, if any, as per the terms of the applicable Retirement Plan;
h. Holiday differential for all hours worked on designated holiday(s);
i. Participate in the Employer's Group Medical Insurance Plan at their own expense; and
j. Any other legally required benefits

This update was brought to you by the Communications Committee:

Rebecca Aldrow, Jamie Banks, Kerri Diebold-Phillips, Kimberly Hayward, Brian Magner, Kevonna Neely, Larry Potts, Sharon Scime and Jennifer Williams.

CWA 1133 Communications Vital Signs

April 2026 Vital Signs

Reminders & Updates:

Health & Safety:

Solidarity in Motion:

Community Service:

Per Diem Article:

MHB STC:

MHB RN:

KMH RN:

KMH Tech:

KMH Service & Clerical:

March Membership Meeting 2026

Membership Meeting Schedule for 2026!

Membership Meeting, December 4th 2025