MNA Negotiations
Maple Grove Hospital Nurses
After the majority of Maple Grove Hospital nurses who cast a ballot voted in favor of union representation in January of last year, North Memorial Health and the MNA began contract negotiations on May 14, 2025.
Note: These negotiations are specific to Maple Grove Hospital.
Important Dates
- June 2: Proposed bargaining session
Negotiation Updates
As shared in an email update on May 13, North Memorial Health met with the Minnesota Nurses Association (MNA) on May 6 and May 12. During the May 12 session, we learned that MNA announced an unreleased number of nurses voted to authorize a strike; however, no strike notice has been issued. If a strike were to occur, the union must provide a 10‑day notice, and we have contingency plans in place to maintain patient care. Current negotiations continue to focus primarily on wages and benefits, with progress made on certain pay elements, while we work to reach an agreement that supports our nurses and the long‑term sustainability of our organization.
As shared in an email update on April 27, North Memorial Health met with the Minnesota Nurses Association over the past several weeks for four days of negotiations.
We proposed the same wage increases that were negotiated with the Robbinsdale Hospital nurses (4% in June 2026 and 3% in 2027) and presented an economic counter covering Differentials, Experience Credit (for new hires), Certification Pay, Bonuses and On-Call. The union declined our June increase offer and continues to seek 5% in 2026 and 4% in 2027.
While no full Tentative Agreements were reached, North and the union did agree to several aspects of the union Salary proposal, including those around Experience Credit, Charge Pay and Preceptor Pay.
The next negotiation session is scheduled for Wednesday, May 6.
As shared in the email update on March 3, North Memorial Health met Feb. 18 with the Minnesota Nurses Association for the 24th day of negotiations. North Memorial Health and the MNA exchanged proposals focused on Hours of Work, On‑Call, and summer vacation scheduling. The hospital agreed to maintain current practices for flexible-pattern schedules and accepted the union’s proposed summer vacation process. The MNA presented a package proposal that included movement on several topics, and the hospital responded with additional adjustments; the union will reply at the next session.
No other contract areas were discussed. North reaffirmed its position on economic items—including retirement, PTO, educational reimbursement, and health insurance—and reiterated that joining the Twin City Hospitals–MNA Pension Plan is not financially feasible. The parties did not reach new agreements. The next negotiation session will be held on Wednesday, March 4.
As shared in the email update on Feb. 13, North Memorial Health met Feb. 10 with the Minnesota Nurses Association for the 23rd day of negotiations. During the session, the union again proposed moving MGH nurses into the Twin City Hospitals–MNA Pension Plan. North reiterated that this is not a financially sustainable request, as adding MGH nurses would require at least $5.3 million in new pension costs in the first year alone, with liabilities that would continue to grow. Leaders emphasized that the entire North system is financially connected and that long term pension obligations cannot be supported while the organization is projecting a $26 million loss in 2025. North reaffirmed the importance of fiscally responsible bargaining and the commitment to offering sustainable compensation and benefits, including the employer supported 401(k).
The union did agree to North’s longstanding position to use compensated hours as the measure of seniority, and discussions on Hours of Work and Vacation continued. North maintained its position that current plans for PTO, health insurance, and educational reimbursement should apply in a first contract. No additional agreements were reached. The next bargaining meeting is scheduled for Feb. 18.
As shared in the email update on Feb. 9, North Memorial Health met Feb. 4 with the Minnesota Nurses Association for the 22nd day of negotiations. During the negotiations session, MGH addressed misleading union communications about North Memorial Health’s financial position, reiterating that while MGH had a positive margin in 2024, the overall system continues to face significant financial challenges and ended 2025 with unsustainable losses. Leaders emphasized the importance of fiscally responsible bargaining, including maintaining current nurse benefits rather than adding costly new provisions, and reaffirmed that the MGH nurse contract will differ from Robbinsdale’s longstanding agreement. The session also resulted in a Tentative Agreement on work agreements, and discussions on compensated hours will continue at the next bargaining meeting on Feb. 10.
As shared Feb. 2, North Memorial Health and the Minnesota Nurses Association met on January 29 for their 21st bargaining session toward a first contract for Maple Grove Hospital nurses. Discussions focused on holiday scheduling and pay, with both sides agreeing on premium holiday pay but still differing on whether full time nurses should continue receiving a higher rate. Discussions also continued on how to define seniority, with the hospital reaffirming that compensated hours (actual hours worked) — consistent with other metro MNA contracts — is the fairest approach. The hospital also offered updated Hours of Work language allowing at least two nurses off per shift (excluding surgical services), while the union maintained its proposal to increase PTO by 48 hours annually.
No new agreements were reached, and both sides will continue reviewing proposals ahead of the next session on Feb. 4.
As shared in the email update on Jan. 23, North Memorial Health met this week with the Minnesota Nurses Association for the 20th day of negotiations. This session included progress on a Tentative Agreement for Leaves of Absence, continued discussion on Low Needs and Layoffs, and renewed union package proposals tied to changes in Hours of Work. The hospital reiterated its concerns about agreeing to language that would limit future scheduling flexibility and restrict improvements to the vacation process.
This update also outlines key open economic issues for future discussion, such as wages, retirement, insurance, education reimbursement, various differential pay, and PTO, in addition to next steps ahead of our next bargaining session.
As shared in an email update on Jan. 16, North Memorial Health met this week with the Minnesota Nurses Association for the 19th day of negotiations. As our Maple Grove Hospital (MGH) team continues to meet with the union to bargain a first contract for MGH nurses, we will now provide you with updates after each session, beginning with this one – which includes details on delays, package proposals discussed, and next steps.
As shared in an email update on Jan. 9, negotiations continue between North Memorial Health and the MNA for a first contract for MGH nurses. We want to provide an update of the discussions that have occurred over the course of 18 bargaining sessions and clarify leadership’s position on a few key items that we know are important to our nurses and are important topics at the bargaining table.
North Memorial Health met with the MNA for the 11th bargaining session. We’ll continue meeting regularly to review proposals and work toward an agreement. Progress continues to be made on several language updates. The North bargaining team will meet again with the MNA for the next negotiation session on Thursday, September 25.
As shared in an email update on Aug. 20, North Memorial Health met with the MNA for the 9th bargaining session. The majority of the day was spent discussing a proposal regarding hours of work. In addition, we reached a Tentative Agreement on uniform allowance and also discussed several remaining open proposals from the Union. During negotiations and in the update, North also addressed questions related to the recent 3% wage increase. The North bargaining team will meet again with the MNA for the next negotiation session on Thursday, Sept. 4.
On Thursday, Aug. 14, we held our 8th day of negotiations with the MNA. We will continue meeting regularly to review proposals and work toward an agreement. Discussions will remain ongoing. Our next bargaining session is scheduled for Aug. 19.
On Tuesday, Aug. 5, we had our 7th day of negotiations with the MNA and will continue with regular meetings to review proposals. No agreements were reached, and we will continue engage in discussions. Our next bargaining session is Aug.14.
On Thursday, July 31, we had our 6th day of negotiations with the MNA and will continue with regular meetings to review proposals. No agreements were reached, and we will continue to discuss at our next bargaining session on August 5.
As shared in an email update on July 24, North Memorial Health met with the Minnesota Nurses Association (MNA) today and re-proposed a 3% wage increase for all MGH nurses. We’re pleased to share that the Union has agreed to the proposal. In addition to the wage proposal, today’s session included discussions on topics such as Union security, vacation scheduling, and uniforms. We remain committed to constructive dialogue and making progress together. Our next bargaining session is scheduled on July 31.
On Monday, June 23, we had our 4th day of negotiations with the MNA and will continue with regular meetings to review proposals. The main topics of discussion were hours of work and vacation scheduling guidelines. No agreements were reached, and we will continue to discuss at our next bargaining session on July 10.
On Wednesday, June 11, we had our third day of negotiations with the MNA and will continue with regular meetings to review proposals. As we shared in an email on June 5, the Union is still not agreeing to North’s 3% wage increase proposal for 2025. The next bargaining session is scheduled to take place on June 23.
On Wednesday, May 28, we had our second day of negotiations with the MNA and will continue with regular meetings to review proposals. The next bargaining session is scheduled to take place on June 11.
On Wednesday, May 14, we began contract negotiations with the Minnesota Nurses Association (MNA) for nurses at Maple Grove Hospital. In total, the union presented North’s bargaining team with 36 initial proposals, equaling 104 pages of contract language.
Just like our approach to the negotiations currently underway for Robbinsdale Hospital, Air Care and Hospice nurses, the goal is to reach a fair and reasonable agreement in a timely manner to keep the focus on patient care. The next bargaining session is scheduled to take place on Wednesday, May 28.
Tentative Agreements
This collective bargaining agreement (“the Agreement”) is made entered into by and between North Memorial – Maple Grove Hospital (“the Employer”) and the Minnesota Nurses Association (“the Union”).
The Employer will provide badges to identify each nurse as a registered nurse which shall be worn except when impractical by reason of the duty being performed. The nurse is responsible for promptly reporting the loss of the badge to the Security Office. Badges that are worn out due to normal wear and tear or require an updated picture will be replaced at no cost to the Nurse.
Section 1. It is understood that the Employer is an Equal Employment Opportunity / Affirmative Action employer. Both parties agree that they will not discriminate against bargaining unit members because of age, color, creed, culture, disability (physical or mental), ethnicity, familial status, gender identity, national origin, race, religion, sex, sexual orientation, or other legally protected status.
Section 2. There shall be no discrimination by the Association or the Employer against any nurse because of membership or non-membership in the Association or because of the assertion of rights afforded by this Agreement.
Section 3. The parties agree that education and training can be an effective means for advancing their mutual interest in achieving a fully inclusive and equitable workplace. The Employer agrees to continue its commitment to ongoing training and education on Diversity, Equity, and Inclusion.
It is normally not the policy of the Employer to charge nurses for breakage or loss of equipment. The Employer recognizes that normal wear and tear of equipment is not the responsibility of the nurse and that loss of equipment can happen due to circumstances outside of the nurse’s control. However, if there is a pattern of ongoing carelessness or intentional conduct on the part of the nurse which causes breakage or loss, the nurse may be expected to make reasonable compensation to the Employer for lost or broken items and may be subject to additional discipline based on just cause.
Section 1. Following are the forms of discipline:
- Verbal warning (documented in writing)
- Written warning
- Suspension/Final Written Warning
- Discharge
Section 2. The Employer shall normally use progressive discipline but reserves the right to skip steps and impose a more severe level of discipline, up to and including discharge, depending upon the severity of the action for which the discipline is being administered.
Section 3. A nurse participating in an investigatory meeting that reasonably could lead to disciplinary action shall be advised in advance of such meeting and of its purpose. The nurse shall have the right to request and be granted Union representation during such meeting.
A nurse shall be allowed to inspect and copy the nurse’s personnel record in accordance with Minn. Stat. §181.960 and §181.961. Under the statute, there are certain records which the Employer is not required to make available for inspection and copying.
The Employer will provide two sets of scrubs annually to nurses pursuant to the Hospital’s uniform (professional appearances) policy, as may be amended from time to time. The Employer will provide laundered scrubs for nurses entering or preparing to enter the OR unit or for infection control. Any material changes to this policy during the term of this Agreement will not be implemented for sixty (60) days to provide nurses the opportunity to comply.
The Hospital and the Association agree that a planned systematic method of orientation to familiarize a newly employed or permanently transferred registered nurse will enhance the quality of patient care. There shall be an orientation program provided which shall be specified in writing and individualized based on the nurse’s needs assessment, experience, and unit-specific competencies and position requirements. To that end, the following shall apply:
A. Length of orientation shall be determined by the Employer and based on the nurse’s experience and specific competencies.
B. Normally, a nurse shall not be placed in any charge nurse position until the nurse has demonstrated the competencies which have been specified for that charge nurse position.
C. Normally, a nurse shall not serve in the preceptor role unless the nurse has at least one year as a Registered Nurse and three (3) months of experience at the Hospital within the clinical group.
An orientee will not typically share a preceptor with another orientee during the same shift unless a manager determines it would be beneficial for the orientee(s) or is needed for patient-care needs.
D. When practicable, and excluding surgical services, a nurse shall not be placed in any charge nurse position until the nurse has worked at least one (1) year in that unit, inclusive of orientation time, and demonstrated the competencies which have been specified for the charge nurse position. A manager has the discretion to determine whether prior charge nurse experience counts toward the one-year requirement. A nurse must be provided unit-specific charge orientation shifts for their home unit.
E. A nurse shall stay on the unit for one year after completion of orientation before transferring to another unit unless mutually agreed upon by the nurse and the manager.
F. If a nurse requests to transfer to another unit and has received corrective action at the written warning level or above within the past twelve (12) months, they will be required to stay on the unit for one (1) calendar year after receiving the corrective action, unless the current and new managers agree to the transfer.
All new employees shall be considered probationary employees for the first one hundred twenty (120) days of their employment. This probationary period may be extended at the Employer’s discretion by any absences of longer than two (2) consecutive weeks taken by the employee. The Employer shall be the sole judge of performance during the probationary period and the union recognizes the Employer’s right to discipline or terminate an employee any time during the probationary period with or without cause and at its sole discretion. Prior to terminating a nurse during this probationary period, the Employer will provide the nurse with written documentation regarding the performance concerns. Such documentation is not required for instances of serious misconduct. Further, the discipline or termination of an employee during the probationary period shall not be subject to the grievance or arbitration procedure of this Agreement nor to requests for information by the union concerning the reasons or circumstances with respect to discipline or termination of an employee during the probationary period or matters directly or indirectly related thereto.
The probationary period may be extended for a period of thirty (30) additional days by mutual agreement between the Association and the Employer.
Probationary employees shall have no seniority including seniority among other probationary employees. An employee who successfully completes the probationary period shall then begin to accrue seniority and that seniority shall be computed from the first date employed in the Employer’s facility.
The Union will waive the posting requirements relative to selected new or existing open positions which would allow the Hospital, in its sole discretion, to reasonably accommodate a qualified nurse with a disability who is currently a member of the bargaining unit in a bargaining-unit position.
A nurse who cannot be accommodated in a bargaining-unit position retains bargaining-unit seniority for all purposes for one (1) year after the Hospital has determined that an accommodation is not possible within the unit. The nurse shall be given preference in returning to any new or existing open bargaining unit position within one (1) year where the nurse is qualified and can be reasonably accommodated.
Nurses shall be covered by and subject to the Employer’s Drug, Cannabis and Alcohol Testing for MNA Registered Nurses and shall comply with state law. The Employer will provide the Union with at least 30 day’s notice in the event it amends the policy.
Temporary nurses shall be used only as a supplement to and not in lieu of Hospital registered nursing staff.
A Labor Management Committee shall be established consisting of an equal number of representatives designated by the Hospital (not to exceed six) and representatives designated by the bargaining unit (not to exceed six, including Minnesota Nurses Association staff).
The purpose of the Committee shall be to develop a better understanding between leadership and members of the bargaining unit, to assist in working out mutual concerns, to consider suggestions of the bargaining unit and management relative to the delivery of patient care, and to facilitate communication between the parties.
Nurses selected to serve on this Committee will be kept whole from loss of pay for regularly scheduled work hours lost because of serving on the Committee.
The Committee shall meet as necessary and no less than quarterly and minutes will be made available to staff and administration. The agenda for each meeting shall be agreed upon in advance of the meetings. The Committee may choose to commission ad hoc groups to perform specific work related to particular issues involving, for example, staffing and scheduling issues, health and safety issues, and practice.
The Hospital will dedicate an employee to take detailed meeting minutes. The Hospital will share the meeting minutes prior to the next Labor Management meeting with the designated LMC members for review and correction. At the beginning of each Labor Management meeting, the parties shall review and approve the prior meeting minutes. LMC minutes and agreements will be made available to nurses in the Human Resources section of the employer intranet. The Hospital and the nurses will work together to ensure that Committee members are taken off the schedule during Labor Management meetings.
Each unit shall have a Unit Council. Unit Council guidelines and membership to be reviewed in Labor Management Meetings.
A. The Employer is committed to the safety of all employees, the protection of work areas and the office working environment and facilities, adequate safety education, necessary safety practices, and accident prevention. It shall be the responsibility of all nurses to cooperate in programs to promote safety to themselves, to other employees, and the public, and also to comply with all Employer rules, policies, and procedures intended to promote and ensure safety, including the proper use of all safety devices.
B. The Employer and the Union are committed to a work environment that is free from hostile, abusive, and disrespectful behavior.
C. In the event that nurses covered by this Agreement have a reasonable likelihood of occupational exposure to bloodborne pathogens as part of their job duties, the Employer shall comply with applicable OSHA rules regarding offering the Hepatitis B vaccine to such nurses. In the event that the Employer requires nurses covered by this Agreement to be screened or tested for tuberculosis based upon requirements established by the MDH, OSHA, or MN-OSHA, the Employer will provide or make available such screening or testing to such nurses without cost to the nurses. In the event that the Employer intends to require that the nurses receive new immunizations against some new infectious disease(s), it shall provide the Union with notice and an opportunity to bargain prior to implementation.
D. The Employer shall provide to employees personal protective equipment (PPE) that is necessary to comply with OSHA standards.
E. When infectious or contagious diseases are diagnosed or suspected, upon request of the Union, representatives of the Employer shall meet with representatives of the Union to determine what steps, if any, are necessary to safeguard the health and safety of the nurses. The Employer shall maintain an infectious disease program and policies in compliance with state and/or federal laws and with consideration of Centers for Disease Control (CDC) guidelines. Policies and procedures related to infectious diseases shall be readily accessible to employees.
F. In the event of a government-declared pandemic or epidemic, the Hospital agrees to meet with the Union to discuss essential nursing care, PPE and any emergency staffing plan.
G. Workplace Violence Prevention. The Employer will have a trained response team(s) that will respond to all emergency situations where physical violence or the threat of physical violence or verbal abuse occurs. The Employer shall provide workplace violence training to each nurse upon hire and on an annual basis thereafter. Best practices for annual workplace violence training will be reviewed and implemented by the Labor Management Committee.
The Hospital will develop a process for a risk assessment upon admission to determine potential violence from patients and develop and communicate a therapeutic plan of care as appropriate. The electronic medical record shall have a notification feature to alert staff opening a record that the patient has a history of violence toward staff or other patients.
The Hospital shall continue to evaluate available technology, visual cues and other reasonable means available to alert staff that a patient, patient’s family member or visitor has a history of violence on the Hospital campus, and will implement such tools that the Hospital determines to be suitable.
Hospital security will be alerted and engaged as appropriate to support and promote a safe work environment. Nurses are encouraged to contact the Hospital security team as needed for support and assistance to prevent and/or respond to incidents of workplace violence. Upon the request of a nurse, the Hospital shall provide a security staff escort for the requesting nurse to their personal vehicle parked on the hospital campus before, after, or during their work shift.
The Hospital will notify staff working on the premises if there is an active threat that creates a hospital-wide lockdown. Staff will be given instructions that include actions to be taken for the protection and well-being of patients, families, and themselves.
Nurses are encouraged to report all incidents of workplace violence. A nurse who has been assaulted at work and is unable to continue working will be given the opportunity to be free from duty without loss of pay for the remainder of that shift. The Hospital will extend reasonable cooperation to any nurse assaulted in the workplace who chooses to exercise their rights under the law, including being released from a scheduled work shift in order to testify at a court hearing stemming from the incident.
Upon receipt of verifiable medical certification confirming physical injury necessitating additional time off beyond the day of the incident, the Hospital agrees to grant the nurse up to three consecutive calendar days off without loss of pay immediately following the date of the incident, in the form of paid administrative leave. Furthermore, the incident of workplace violence must be reported by the nurse in order to be eligible for any paid administrative leave. However, if a report is made more than three days after the event (but in no event later than ten days) administrative leave may be provided retroactively.
Section 1. Bereavement Leave: Bargaining unit nurses are eligible for bereavement leave on the same basis as non-contract employees.
Section 2. Medical Leave: Bargaining unit nurses are eligible for leaves of absence (LOA) consistent with the Employer’s Leave of Absence policies. A LOA without pay may be granted to any nurse for personal illness, injury, or disability at the discretion of the employer.
The Employer will provide eligible bargaining-unit nurses with any leave required by federal, state, and local law, including, but not limited to, the Minnesota Pregnancy and Parental Leave Act, Family Medical Leave Act, parental school leave, military leave, and unpaid medical leave.
Effective January 2026, or as soon thereafter as the Minnesota Paid Family and Medical Leave law (MNPFML) becomes effective, eligible employees covered by MNPFML will be granted paid leave consistent with the requirements of the law and consistent with the Employer’s policies.
Effective January 1, 2026 (or as soon thereafter as the law goes into effect) the Employer will pay fifty percent (50%) of the premiums required by Minnesota Statute § 268B.14, subd. 3 and employees will pay fifty percent (50%) of the premiums through payroll deduction from their wages to the extent that any such premiums are payable due to work performed in MN, pursuant to Minnesota law.
All leaves, whether paid or unpaid, and whether covered by FMLA, MNPFML, or as provided in this Agreement, will run concurrently to the extent permitted by law.
All paid leave time provided for in this Agreement may be utilized as a supplemental benefit by employees who qualify for the Minnesota Paid Family Medical Leave program to the extent permitted under Minnesota Statute Chapter 268B. Employees choosing to supplement PFML benefits with available paid time off may only supplement to the extent that it results in 100% of the regular wage or salary of the employee.
Section 3. Jury Duty: Eligible employees covered by this Agreement shall be eligible for jury duty leave on the same basis as non-contract employees.
Section 4. Military Leave: A Military Leave of Absence will be granted in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994, as amended, and the Minnesota Family and Medical Leave Act.
Section 5. Union Activities: Bargaining unit members shall be paid for time spent in attendance at designated Labor Management meetings and shall accrue hours for the purposes of seniority as well as contractual benefits.
Nurses serving on the MNA Negotiating Committee who, as a result of bargaining, lose their authorized number of shifts in a pay period shall remain whole for purposes of benefit hours credit. Such credit shall include, but is not limited to, seniority, retirement, PTO, and personal holiday accrual.
No more than four (4) nurses elected or appointed to an Association office, committee, or as a delegate to the MNA or NNU Convention shall be granted reasonable leave without pay to attend these meetings and conventions, so long as least 30 days’ notice is provided. No more than one (1) nurse from any single department shall be granted such leave at the same time.
Upon employment by the Employer, the nurse will receive a written offer of employment stating the job classification or job title, start date, department(s), wage rate, experience credit, shift length, weekend obligation, call obligation, and FTE.
Should the Employer determine that Hospital needs require changes to a nurse’s shift, weekend obligation, call obligation, or FTE, the Employer will provide the impacted nurse(s) and the Union with a 60-day notice, which includes the reasons for the change(s) prior to implementation to allow for discussion and will review the Rolling Request Forms to evaluate if any volunteers for the change are available.
If two or more qualified nurses apply for a position, the position will be awarded to the most qualified applicant as determined by the Employer. If the qualifications of the most qualified applicants are equal, preference shall be given to the nurse employed by the Hospital over a nurse not employed by the Hospital. If the qualifications of the most internal qualified applicants are equal, the position will be awarded to the nurse with greater seniority within the bargaining unit.
Nothing in this Article shall require the Employer to employ a nurse in a position for which they are not qualified, and the Employer shall have the right to make the final determination on qualifications. If a less senior nurse is awarded a position over a more senior nurse within the bargaining unit, the Employer will provide an explanation upon request for why the less senior nurse’s qualifications surpass that of the more senior nurse. The Employer’s determination regarding a nurse’s qualifications is not subject to the Grievance and Arbitration procedure of Article _.
The basic work period shall be eighty (80) hours to be worked during a period of two (2) weeks (fourteen [14] consecutive days). The regular workday will be eight (8), ten (10), or twelve (12) hours.
Section __.1 Overtime. Nurses shall be paid at one and one-half (1½) times their regular rate of pay for all hours worked over forty hours per workweek. Nurses shall be paid two (2) times their regular rate of pay for all hours worked in excess of twelve (12) consecutive hours only in circumstances when a nurse works thirteen (13) consecutive hours or more. For example, a nurse who works 45 minutes past their 12-hour shift will not receive double time. A nurse who works 70 minutes past their 12-hour shift shall receive double time for the entire 70 minutes. There shall be no duplication or pyramiding of overtime.
Only hours actually worked shall count as hours worked for purposes of overtime. PTO hours used, jury duty, bereavement leave, holiday pay, and any and all other forms of paid leave (and/or unpaid leave) shall not count as hours worked for purposes of overtime.
No nurse shall be disciplined for refusing to work overtime. A nurse will not be required to work greater than sixteen (16) consecutive hours except where they have call shifts.
Section __.2 Definition of a Shift. A day shift shall be defined as any shift that starts before 11:00 a.m. An evening shift shall be defined as any shift that starts at or after 11:00 a.m. The 9:00 a.m. to 9:30 p.m. shift shall be considered an evening shift. A night shift shall be defined as any shift that starts at 7:00 p.m. or after.
Section __.3 Breaks. Each unit shall have an established break plan.
Rest breaks. Nurses will receive a fifteen- (15) minute paid rest period for each four (4) consecutive hours worked.
Meal periods. Nurses working a shift of at least eight (8) hours will be provided a thirty (30) minute unpaid meal break.
Section __.4 Scheduling. The six- (6) week work schedule or four- (4) week work schedule, depending on the department, shall be posted at least fourteen (14) days prior to the first day covered by the work schedule. With the exception of Surgical Services, the Hospital will make reasonable efforts to assign nurses to a flexible-pattern schedule at the time of hire and to maintain nurses’ existing schedules. A flexible-pattern schedule shall be defined as a consistent weekend rotation, but weekday shifts may change to meet the needs of the unit. In the event that any changes are made to a nurse’s schedule, the nurse will be notified prior to the schedule being posted.
Section __.5 Open Shifts.
Open shifts on a published schedule shall be filled in the following order:
- Regularly scheduled non-overtime nurses
- CPT non-overtime
- Incentivized shifts
- Overtime shifts
- Agency
An agency nurse working under a contract shall be scheduled for the duration of their contract to their scheduled FTE. The above open shift section shall not apply to their contractually scheduled hours.
The above RNs shall be given a minimum of a two (2) hour advance notice of cancellation for any shift of work for which the nurse has agreed to work.
In the interest of patient safety, except in the case of an emergency, a nurse may not work double shifts more than three days in a row, unless by mutual agreement. For purposes of this section, for a nurse working a twelve- (12) hour shift, working an additional four (4) hours (or more) shall constitute a double shift.
Except in the case of an emergency, a nurse may not work more than one hundred twenty (120) hours in a two- (2) week pay period.
Section __.6 Scheduling Earned Time Off
The primary factor governing the scheduling of earned time off is the availability of nurses to provide patient care on each nursing unit. Time-off scheduling also considers the number of nurses that can be gone at the same time. A minimum of two nurses may take vacation time per shift on in-patient units (including the Emergency Care Center), as patient care and staffing needs allow. This time-off allowance does not apply to Surgical Services, which includes Procedural Services, the OR, PACU, and PCC. For purposes of this Section 6, ICC and Med/Surg are considered one in-patient unit.
Requests for time off can be submitted at any time but will not be reviewed until the first week of the month that is six (6) months prior to the day requested and all days will be looked at for that whole month. All requests submitted six (6) months prior to the scheduling period shall be considered as simultaneous requests. If patient care does not allow granting of all time off requests for a particular time period and such conflict is not resolved on a mutually agreeable basis among the nurses involved, the time off shall be given to the nurse making the earlier request for such time off. In the case of simultaneous requests, the nurse with the most compensated hours in the bargaining unit shall be given preference. Any requests after the first week of the rolling six-month period will be awarded on a first-come, first-served basis and as patient needs require.
Section __.7 Scheduling Summer Time-Off
The Employer shall develop a process for granting time off between Memorial Day through Labor Day. The process provided in Section 6 will be paused during summer time-off scheduling.
By February 1, the Employer shall provide a schedule of dates/times available to request summer time off. Summer time-off requests will be approved or denied by March 1. Nurses will be able to view available sign-ups on their unit as well as a list with each person’s date of hire and hours worked.
PTO requests in Round 1 shall be based on seniority. For nurses in Surgical Services, the Round 1 PTO request cannot exceed half of a nurse’s FTE (rounded up to a whole shift). For nurses in in-patient units (including the Emergency Care Center), the PTO request cannot exceed hours equivalent to a nurse’s FTE.
If a unit has available vacation hours during this period available after completion of a Round 1 of the signup process, a second round of the sign-up process will occur, during which remaining vacation slots during the above period may be requested and will be granted based on seniority, up to the nurse’s FTE.
If there are still remaining vacation slots after the two rounds, the regular vacation process shall be applied.
Section __.8 Weekend Schedules
Registered Nurses may request vacation time on two weekends per calendar year if they are regularly scheduled to work every third weekend, three weekends per calendar year if they are regularly scheduled to work every other weekend and one weekend per calendar year if they are regularly scheduled to work every four (4) to six (6) weekends. OR nurses not working permanent weekends may request one weekend off per calendar year.
No nurse may request more than one weekend off between Memorial Day and Labor Day.
Section __.9 Rolling Request Form
- Each unit will implement an electronic rolling request form, accessible to all staff.
- The rolling request process may be utilized for changing FTE, Weekend Rotation, Shift Rotations, and Length of Shift.
- Rolling request forms will be reviewed and granted based on unit need and availability for current nurses in the bargaining unit prior to hiring new positions. Requests will be granted based on seniority, which is defined as total compensated hours.
A grievance shall be defined as any dispute relating to the interpretation of or the adherence to the written terms and provisions of this Agreement.
Step 1. The nurse will informally discuss the grievance with the nurse’s department leader.
Step 2. If the grievance is not resolved at the time of the Step 1 informal discussion, it shall be reduced to writing and submitted to the Hospital’s Labor Relations Department. The written grievance must be submitted to the Employer within twelve (12) workdays after the date of the occurrence.
Within twelve (12) workdays following receipt of the grievance by the Employer, representatives of the Employer and the Union shall meet in an attempt to resolve the grievance. The time for said meeting may be extended by mutual agreement.
Within twelve (12) workdays following the Step 2 meeting, the Employe shall submit a written reply to the Union.
Step 3. If the grievance is not resolved in Step 2, either the Employer or the Union may refer the matter to arbitration. Any demand for arbitration shall be in writing and must be received by the other party within twelve (12) workdays following receipt by the Union of the Employer’s written reply to the grievance.
A representative of the Employer and a representative of the Union shall attempt to agree on a neutral arbitrator. In the absence of agreement, the arbitrator shall be selected from a “Metropolitan” list (125-mile radius) of nine (9) neutral arbitrators to be furnished by the Federal Mediation and Conciliation Service (FMCS). The party demanding arbitration shall strike first. The parties shall then alternately strike one name until eight names have been eliminated, and the one person whose name remains shall be the selected arbitrator.
The authority of the arbitrator shall be limited to making an award relating to the interpretation of or adherence to the written provisions of the Agreement, and the arbitrator shall have no authority to add to, subtract from, ignore or modify in any way the terms and provisions of this Agreement. The award of the arbitrator shall be confined to the issues raised in the written grievance, and the arbitrator shall have no power to decide any other issues. The award of the arbitrator shall be final and binding upon the Union, the Employer, and the individual employee filing the grievance. The fees and expenses of the neutral arbitrator shall be divided equally between the Employer and the Union.
The time limitations set forth herein relating to the time for filing a grievance and demand for arbitration shall be mandatory. Failure to follow said time limitations shall result in the grievance being permanently barred, waived, and forfeited and it shall not be submitted to arbitration. The time limitations provided herein may be extended by mutual written agreement of the Employer and the Union.
At any time in the grievance procedure, the parties may mutually agree to enter into mediation as an alternate means to resolve the controversy. During the mediation process, the time limits in this Section shall be suspended. Mediators from the Bureau of Mediation Services or the Federal Mediation and Conciliation Service shall be used unless the parties mutually agree to another source. No official records of the mediation sessions will be kept or distributed except that any agreement reached shall be reduced to writing. No discussions, actions, proposals, or anything said or done by either party or the mediator, either verbally or in writing, may be presented at arbitration. A request for mediation shall not alter the deadline for making a timely demand for arbitration.
Nurses may be required to float due to patient acuity/census fluctuations. No nurse shall be required to float during the nurse’s orientation period, unless the nurse is clinically competent to work on that unit. No nurse shall be expected to float during the twelve (12) weeks immediately after completion of orientation, unless the nurse is clinically competent to work on that unit.
Orientation to float to a new unit shall include sufficient shifts for a nurse to document completion of the unit-specific competency checklist.
Nurses on Med/Surg units may be assigned to Med/Surg patients on other units. Such an assignment is not considered to be floating. Such an assignment shall be counted as floating for purposes of rotation only.
Nurses may be assigned to Helping Hands, which is not considered to be floating. Helping Hands shall be counted as floating for purposes of rotation only. Nurses assigned to Helping Hands will not have a direct patient care assignment; duties shall include but are not limited to: completing vital signs, I&O, personal and oral hygiene, linen change, room order, assist with transfers, positioning and ambulating patients. Nurses may be partnered with an RN from the assigned unit and they may go to multiple units based on patients’ greatest care needs.
An RN assigned to a preceptor shift will not be floated during that shift, except by mutual agreement.
The basic minimum salaries by classification and the increments through the years of employment shall be shown on the attached Salary Chart. Effective the first day of the first full pay period commencing on or after June 1, 2026, nurses shall receive a 4% across-the-board increase. Effective the first day of the first full pay period commencing on or after June 1, 2027, nurses shall receive a 3% across-the-board increase.
Frequently Asked Questions
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Top six questions asked by our RNs
Under the law, MGH is not permitted to make any changes to wages, benefits or other terms or conditions of employment while we are in the process of an election. It could be construed that we are trying to influence your vote. We are not allowed to make promises during this process, unlike the union.
No. A union can always out-promise an employer, but the union can guarantee nothing. There is no guarantee what the final contract will look like.
No, if the union wins the election with Maple Grove Hospital nurses, a separate contract would be negotiated, and the terms of that contract would vary from the Robbinsdale Hospital MNA contract.
Possibly, we don’t know. What we can tell you is that years of service is typically the primary determining factor in labor agreements for shift bidding, schedules, time off and transfers. When considering the Robbinsdale hospital agreement as an example, an RN has to wait 10+ years for a straight day shift. There is no way to know exactly what would be in any negotiated agreement at MGH.
No. Joining a union does not automatically result in better pay and benefits. There is no obligation on the part of MGH to contract to continue all existing benefits. When negotiating your contract, you may get more, you may get less, or existing pay and benefits may stay the same. Bargaining is a two-way process, and the employer is allowed to demand givebacks in bargaining which could mean less benefits. Negotiations are a give and take, so there are no guarantees, and nobody can tell you what may or will be in the contract until the contract is final and agreed upon by all parties.
No. While Maple Grove Hospital would comply with its legal obligation to bargain in good faith with the union if it wins an election, all of your wages, benefits, and other terms and conditions of employment would be subject to the give-and-take of negotiations. Three things can happen in negotiations:
- Wages, benefits, and working conditions could remain the same (meaning when Union dues are
subtracted, team members could bring home less wages); - Wages, benefits, and working conditions could improve; or
- Wages, benefits, and working conditions could be reduced as the result of good faith negotiations.
Wages and benefits are all negotiable items, and an employer is not required to make any concessions to the Union that it believes is not in the organization’s best interests. An employer simply is required to bargain in good faith.
Negotiating a contract
The employer is obligated to maintain the status quo during negotiations with a union. This means that there will be no changes in discretionary terms of employment without agreement by both the union and the hospital. Depending on how long bargaining lasts, certain things may not change for months or years, including discretionary wage increases and changes to benefits (including education benefits), discretionary increases or decreases to vacation and other forms of paid time off, and scheduling patterns.
No, by law the hospital does not have to agree to any union demands.
No. If the union wins the election, they merely win the right to represent you and your colleagues in collective bargaining for a first contract. Nothing changes regarding wages, hours, or working conditions until a contract is agreed to by all parties involved.
There are two options: (1) leave things the way they are; or (2) strike. Under current law, there is no guarantee that the union and the hospital will arrive at an agreement and sign a labor contract. It is possible for a union and an employer to continue operations without a contract for years.
It is impossible to say. The average first contract in healthcare takes well over one year to negotiate. Before a union contract is ever reached, the parties must meet on a number of occasions and negotiate team members’ wages, hours, and other terms and conditions of employment. This is a time-consuming process that involves exchanging many proposals back-and-forth until an agreement is reached on all items that are important to the parties.
This is a very important question for you to decide. We understand the importance of every nurse and team member feeling heard and valued, and we are committed to ensuring that happens at MGH without the need for a union. Unions often negotiate one-size-fits-all contracts that may not meet individual needs. Your voice on wages, benefits, and terms and conditions of employment will move to one group and the MNA decides how the group voice is represented. Under union representation, you will lose your individuality and MNA will become your voice.
We value the trust you place in us and are dedicated to building a workplace where your voice is heard and respected. If you ever feel that we’re not meeting this commitment, we encourage you to speak up, and we’ll work together to find solutions.
Different approaches to addressing concerns
This is one of the most unfortunate things about union activity. Once it begins, the employer is prohibited by law from making any promises or otherwise engaging in any efforts to resolve grievances or come up with new wages or benefits. This seems particularly unfair because the union is free to make whatever promises it wants in an effort to get your vote and Maple Grove Hospital’s hands are tied. The law exists in this fashion because an employer has the ability to carry out a promise that it makes on a unilateral basis. In contrast, a union cannot by itself make any changes happen. A union cannot directly deliver on the promises made to team members throughout the election process. Any change would need to have the employer’s agreement through negotiations between the employer and the union. Anything a union wants it must negotiate with the employer and nothing happens unless the employer is willing to make a change.
The union may have told team members that if a union is voted in, the team members will get better wages, benefits, and working conditions. However, this is only a promise and not a guarantee. Wages and benefits are all negotiable items, and the law doesn’t require either the union or employer to agree to a particular proposal or make any concession.
No. The union may try to claim that all nursing work is “bargaining unit work” and attempt to prevent all nonbargaining-unit team members, including leaders, from performing that work. In addition, during negotiations, unions typically seek contract provisions that would prevent any team members outside of the bargaining unit from performing any of the duties of the registered nurses in the bargaining unit.
No. You are free to talk to anyone about unions and whether or not having a union is in your overall best interest.
MNA authorization card process
We believe in working together as a team to address issues directly without the need for third-party involvement. It is our understanding that some RNs signed authorization cards with information that may not have been clear or complete. MGH’s position is that all team members should have the right to cast a secret ballot on an important decision that may have significant impacts to their work experience at MGH. An election provides each RN the time to inform themselves and the privacy of a secret election run by the NLRB regarding whether they wish to be represented or not by a union. This means that neither the union nor the hospital will know how you voted. We are committed to providing you with clear information and facts about unions and the collective bargaining process so that you can make an informed decision when you vote.
Removing the union once voted in
You do not “test drive” a union. Once a union is voted in, it is complicated to vote out and the process cannot be started for at least one year. To be successful, the majority of those voting will have to agree that the union needs to go. While such “decertification” votes do happen, they are rare, they are subject to detailed rules, and the union would fight hard against anyone who was trying to vote them out.
No. By law, the hospital will not be able to help you with the decertification process or legal expenses associated with decertification. Team members would be responsible for navigating the decertification process on their own and paying for all legal costs relating to the decertification process.
Union dues
Almost certainly, yes. During negotiations, MNA would demand that a “union security clause” be applied to all team members represented by the union, requiring that you pay monthly union dues or a “service fee” or else be discharged from employment. This typically is a union’s top priority in negotiations, and you will never know what the union gave up in negotiations in order to get a union security clause.
The union security clause that MNA would demand in negotiations would legally require Maple Grove Hospital to terminate your employment if you fail to keep making monthly payments. In addition, the union can take delinquent team members to court in order to collect dues that have not been paid.
In 2023, according to publicly filed information with the U.S. Department of Labor (“DOL”) the MNA charged members a maximum of $76.20 in monthly dues, which equates to $914.40 annually. However, we know from the Robbinsdale contract, North Memorial Health as received notification to increase the dues deduction to $84.60 per month.
No. In 2023 according to publicly filed information with the U.S. Department of Labor (“DOL”) the MNA was allowed to charge members a maximum of $76.20 in monthly dues, which equates to $914.40 annually. Per union filings, MNA accounted for $2.3+ million sent to the National Nurses Union (NNU) and $1.1+ million spent on political issues. You don’t control where your dues are spent.
The union will decide if and when to raise your dues. Dues were just raised at Robbinsdale Hospital to $84.60 a month—an 11% increase. What you pay today may not be what you pay moving forward.
Voting
The NLRB vote will be held at Maple Grove Hospital on January 22 and 23, between the times of 6:30-8:30 a.m, 11a.m.-1 p.m. and 6-8 p.m. Voting will take place in the Four Seasons Conference Room located in the lower level of MGH.
When you vote on either January 22 or January 23 between the times of 6:30-8:30 a.m, 11a.m.-1 p.m. and 6-8 p.m., you are choosing whether to be represented by Minnesota Nurses Association or remain union-free.
The ballot will contain a single question: “Do you wish to be represented for purposes of collective bargaining by MINNESOTA NURSES ASSOCIATION? MARK AN “X” IN THE SQUARE OF YOUR CHOICE.” You will then choose yes or no.
This is a secret-ballot election so no one will know how you voted. You do not sign, initial or write your name on your ballot; you will vote behind a partition so that no one can see how you mark your ballot; and you yourself will drop your ballot into the secure ballot box. The entire process is overseen by an agent from the National Labor Relations Board.
The union must receive a majority of the ballots that are cast in order to become the collective bargaining agent. For example, if we have 570 eligible voters but only 285 people vote, the union would only need 143 votes (one-fourth of the bargaining unit) in its favor to win the election and represent all 570 team members. By not voting, this reduces the number of votes the union needs to gain a majority. Thus, abstaining from voting is not considered a “no” vote.
Yes. If a majority of team members who cast a vote in the election vote for the union, then all team members in the bargaining unit would be represented by the union for collective bargaining purposes, regardless of their individual vote. There is no option to “opt out” of the union.
Yes. You absolutely have the legal right to oppose the union. You also have the right to let other team members know your opinion and can voice your opinion in appropriate ways. For example, in conversations during break or lunch time, before or after work.
No, you are not required to vote. However, the outcome of the election is determined by those who cast a vote and it could have a tremendous impact on your job and working environment. It is your choice, but if you care, you should come out and vote.
General union information
A union is an organization that represents employees (team members) and negotiates with employers on their behalf as their sole representative regarding wages, benefits, and working conditions. When in place, unions also introduce additional processes, fees (such as dues), and complexities that can affect the workplace environment. You will pay dues for the services of the union. The union decides how it spends the money you pay to the union and it may be spent on activities wholly unrelated to the needs of the RNs at Maple Grove Hospital.
At our organization, we strive to maintain a collaborative approach where team members feel comfortable sharing their ideas, concerns, and feedback directly with leadership so we can work together to resolve concerns. We believe in working together as a team to address issues directly without the need for third-party involvement.
Most unions, such as MNA, are run by local or national officials who are responsible for recruiting new union employees (team members) and managing the affairs of the employee (team member) group(s) they represent. Employees of the union are paid salaries, and the union operates under a budget, where one of the main sources of income is union members’ monthly dues. How they spend their resources is determined by union leadership. Union leaders are elected by the union members.
We respect every team member’s right to consider unionization, but we believe that a direct and collaborative relationship between team members and management is the best way to address concerns, improve working conditions, ensure market-competitive compensation, and foster a positive workplace culture. MGH believes it is critical that we are a destination employer in our community and that means we need to pay competitive wages, create safe and meaningful work environments, and engage the people that do the work for all jobs, union or nonunion.
Because unionization comes with legal requirements that would change many aspects of the relationship between MGH and its team members, including how we work with and meet the needs of our team members. We currently have a direct relationship between leaders and team members that we have cultivated together that is worth preserving. In a unionized environment, an employee (team member) can present issues, concerns and grievances to their supervisors, but the union contract often states how such issues must be addressed. Management may not have as much flexibility if an employee’s (team member’s) concern or issues are related to a term of the union contract because MGH leadership would have to adhere to what the contract says. This includes but is not limited to schedule changes.
Strike
A strike authorization vote gives the union approval from its members to call a strike if they choose. It is the first step in the process and does not mean a strike has been called.
If the union decides to move forward with a strike, they are required to provide a 10-day notice before any work stoppage begins.
We have contingency and operational plans in place and are prepared to continue caring for our patients and communities. In the event of a strike, we plan to supplement our nursing staffing levels with travelling nurse positions. We are confident that we will continue to provide the excellent patient care that Maple Grove Hospital is known for.
Our goal is to continue providing safe, high-quality care with as little disruption as possible. Strikes can create challenges for care delivery and operations, which is why we remain focused on minimizing any impact to patients and maintaining continuity of care.
- Emergency and essential services will continue
- We expect to continue providing all services
- In the event that services need to be evaluated, non-emergent care may be adjusted based on staffing needs
- If services are impacted, affected patients will be notified directly
If a strike occurs, we will use a combination of approaches to support staffing needs and maintain operations. Leadership will be overseeing care throughout this time. RN roles will be supplemented with RNs from staffing agencies. Additional resources, such as volunteers, will also be used to ensure non-clinical needs are met. Our goal is to ensure we can continue providing safe, uninterrupted care for our patients and communities.
If a strike occurs and a team member chooses to continue working, they should notify their manager so they can coordinate scheduling and support from HR. Additional guidance will be provided if a strike is called.
No. Team members on strike status are not eligible to receive pay, including the use of vacation/PTO or sick leave, during a strike.
No. Team members who choose to participate in a strike will not accrue vacation/PTO or sick leave during that time. Team members who are on an approved leave of absence prior to the start of a strike will continue to receive eligible pay and benefits in accordance with their approved leave, if they meet eligibility requirements.
If you choose to participate in a strike, you are not eligible to use or receive pay from preapproved vacation/PTO or sick leave during that time. Any scheduled paid time off will be removed while you are on strike. Once you return to work, you will need to re-request and record that time off on a future schedule.
Medical, Dental, Vision, Life Insurance, Health Care Flexible Spending (HCFSA) and Limited-Use Flexible Spending Accounts (LUFSA) will continue through the last day of the month in which a team member strikes and will end the first day of the following month. Long-Term Disability and Short-Term Disability coverage ends on the date a team member strikes.
Federal COBRA provisions allow continuation of eligible benefits after coverage ends. Team Members will receive a home mailing offering COBRA continuation from our COBRA vendor, Optum. Nurses need to elect and pay for coverage in order for coverage to continue. In addition to the applicable premium, a 2% by electing and paying the cost of the full premium(s) and a 2% administrative fee is charged.
Dependent Care Flexible Spending Accounts (DCFSA) cannot be offered through COBRA. Health Savings Account (HSA) funds remain available to access as you own the account. Team members should contact Optum for questions related to reimbursements under their HCFSA, LUFSA, DCFSA or HSA at 800-243-5543.
If a strike occurs, MNA team members on strike will temporarily lose access to certain North Memorial Health systems, including Outlook, SharePoint, badge/ID access and Epic. Updates and information will be available on this webpage.
For additional questions, please contact your leader or HR at 763-581-MYHR (6947).