With everything you are likely seeing on social media, hearing in the halls and reading in the news, emotions might be running high. Negotiations with the Minnesota Nurses Association (MNA) are well underway, and much of their messaging is designed to create doubt about whether your leadership supports you.
That is deeply unsettling. We recognize how much your work, well-being and daily life are shaped by your relationship with your employer. It is natural to feel uncertain, even anxious, given the tone and content of the MNA’s communications. But it is important to pause and consider: Does what you are hearing reflect the true picture?
Unfortunately, much of what was stated in the MNA’s June 18 press release does not accurately reflect the events and discussions from our most recent bargaining session. For your peace of mind and trust in our shared future, I want to offer some clarity.
| MNA Statement |
The Truth |
”… hospital leadership continually refused to engage nurses on their top concern: safe staffing levels.” |
The truth is that the MNA’s staffing proposal has been discussed at every bargaining session. Not only has Aspirus St. Luke’s (ASL) never refused to engage in a staffing discussion, we willingly participated every time MNA leaders requested.
- ASL and the MNA have had numerous discussions on the MNA staffing proposal, including on May 12, when a complete initial response was provided.
- On May 21, we spent extensive time explaining the Aspirus staffing model and why rigid ratios are not the answer.
- On the afternoon of June 11, we again spent time answering every question the MNA posed to us to explain our concerns with the staffing proposal.
- During the next bargaining session on June 18, one of the MNA team members said, “we want to continue to have good conversations like we had last Wednesday.”
- Also on June 18, we heard nurse testimonials related to the MNA staffing proposal. After that, ASL and MNA leaders agreed to spend time on ASL’s counterproposal on staffing, economics and earned sick and safe time.
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“…hospital negotiators doubled down, suggesting nurses should pick up extra shifts to fill scheduling gaps themselves.” |
The truth is that a 32-hour work week, even temporarily, would help us better serve our patients.
- MNA nurses work, on average, 23.6 hours per week at ASL.
- Even one shift per pay period for nurses who work less than 32 hours per week would net the equivalent of 43 additional full-time nurses.
- According to the U.S. Bureau of Labor Statistics, the average Americans employed in education and health services work 32.9 hours per week.
- There is a national shortage of nurses in the labor market. Working together as a team can help us navigate challenging market forces.
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The hospital is proposing to limit sick time. |
The truth is that MNA nurses, like all other Minnesota employees, will have up to 20 weeks of paid leave under the new state law.
- ASL is proposing to restructure the sick time benefit because all Minnesota employees will have a state-provided benefit of up to 20 weeks of paid leave per year.
- There is no responsible reason to provide a duplicative benefit.
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“This proposal punishes overworked nurses for working the amount of hours they committed to when they were hired.” |
The reality is that our proposal does not prevent nurses from choosing their preferred number of hours. It simply offers additional compensation and benefits to those who commit to working more. In short, those who contribute more receive more.
- Providing more robust benefits and incentives for a full-time workforce is a common and widely accepted practice.
- We believe that increased commitment and work should be recognized and rewarded through compensation.
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Aspirus is already talking about bringing in replacement workers, instead of working with the local nurses who serve and live in this community. This shows a clear refusal to bargain in good faith. |
The truth is that ASL will be prepared to care for our patients under any circumstances.
- We are mission-driven and honored to care for patients who need us.
- MNA’s efforts to declare statewide strikes, rather than conduct them facility by facility, endanger the safety of all Minnesotans.
- To prepare for such an event, ASL and all hospitals must make plans to serve those in need.
- Not agreeing to another party’s proposal is not “bad faith bargaining.”
- The MNA calling for an unfair labor practice strike months before even alleging any unfair labor practices is dishonest, counterproductive and simply wrong.
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“… MNA nurses are pushing to keep talks alive. They have agreed to add another bargaining session on Thursday, June 26, just days before the current contract expires.” |
During this negotiation, every scheduled bargaining date has been proposed by ASL.
- ASL leaders offered to bargain on June 26 with the MNA – a full week before MNA leaders would even respond. Now those same MNA leaders claim they are “pushing” to keep talks alive.
- At our last session on June 18, ASL offered three additional dates in July, to which MNA leaders still have not responded.
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In response to violations of federal labor law, nurses will vote June 23 to authorize a possible Unfair Labor Practice strike. |
The truth is that there have been no unfair labor practices at ASL.
- ASL has not committed any unfair labor practices, and, in fact, it is the MNA that has repeatedly dragged its feet and stalled negotiations by refusing to commit to dates or present proposals.
- The MNA has not alleged any unfair labor practices on the part of Aspirus St. Luke’s to the National Labor Relations Board, nor could it.
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