They Say PTO Takebacks, We Say NO WAY!

Management’s latest offer has takebacks to the core language of our contract.

“We have a PTO proposal to address the issues we have with PTO sign up, but management has rejected it.” -Paul Silva

Among the takebacks is a major change to PTO. Management wants to limit the number of PTO sign ups to two rounds for a total of 120 hours awarded. If PTO is awarded incorrectly or mistakes are made, there will be no recourse to the grievance process, because management does not want this to be grievable.

“I have been here 30 years, and now they want to take our PTO away from us.” -Theresa Suan

All nurses are already guaranteed a minimum of 120 hours of PTO, so this proposal gives us nothing we don’t already have and takes away your ability to use more than 120 hours of PTO. So younger nurses gain nothing in this proposal and nurses with 4+ years may very well max out and not be able to use any more than their 120 hours.

“What they are trying to do is drive a wedge between senior and junior nurses. The problem is it’s not enough staff. I will not accept this proposal.” -Natalia Aki

And once you are maxed out, you have to use it or lose it. That’s not fair. We have all earned our PTO and no one should be able to take that from us.

“It’s very manipulative. You will still accumulate PTO but can only use 120 hours per year. You lose the rest of your PTO.” -Erin Teruya

The real problem is that there isn’t enough staff to cover vacations. Because we are not safely staffed, there are not enough nurses to cover vacations for everyone. We need safe staffing levels to allow for everyone to take their desired PTO.

“Staffing is the issue. There’s not enough staff to cover the vacations, so they are trying to limit our PTO. The real problem is staffing. -Riri Anguay Samson

Take action: Let management know we don’t accept this proposal by wearing yellow and coming to bargaining to stay informed!

“The PTO isn’t grievable in the “last, best, and final offer” from Queens. I have benefitted from a grievance on awarding PTO. The grievance process needs to remain in our contract.” -Kim Stryker (pictured center)