Official Negotiation Updates

This tentative agreement outlines the policies and procedures for Family and Medical Leave Act, Sick Leave/MESTA, Personal Leave, Educational Leave, Parental Leave, Military Leave, and other miscellaneous leaves.

This tentative agreement ensures that CHE will not require bargaining unity nurses to perform supervisory duties as defined in the National Labor Relations Act. It also acknowledges that several job classifications such as Charge Lead Nurse, Care Coordinator Lead, and Clinical Nurse Specialist are not supervisors and are permitted to perform the duties in their job descriptions.

Bulletin board locations will be mutually agreed upon by the Union and CHE. Both parties will maintain shared access to these secured boards. The Union may post materials related to general Union activities after providing a copy to CHE Human Resources at least five days prior to posting, or as soon as reasonably possible for time-sensitive communications.

This language ensures that if any part of the agreement or its attachments is found to be unlawful or unenforceable, the remaining terms will stay in effect. In that situation, both parties will work together to revise the affected section in a way that complies with the law while maintaining the intent of the original agreement.

Teamsters Local 2024 and Corewell Health East have reached a tentative agreement establishing a clear four-step grievance process to address and resolve contract violations.

Step 1:
A nurse contacts a union steward and submits a grievance electronically within 10 days of becoming aware of the issue. The immediate supervisor must provide a written response within 10 days.

Step 2:
If the issue is not resolved, the nurse and union representative may elevate the grievance to Human Resources within 14 days of the supervisor’s response. HR must reply within 14 days after receiving the grievance.

Step 3:
If needed, the grievance may be submitted to Labor Relations within 21 days of HR’s response. Labor Relations must provide a written response within 21 days.

Step 4 (Arbitration):
If no resolution is reached, the grievance may be referred to arbitration within 21 days of the Labor Relations response. A rotating panel of seven arbitrators will hear cases — three selected by Teamsters Local 2024, three by Corewell Health East, and one neutral arbitrator selected by those six. The arbitrator’s decision will be final and legally binding.

This grievance procedure will take effect upon ratification of the full agreement by Local 2024 members.

Local 2024 reached a tentative agreement on a no-strike/no-lockout provision. Under this clause, once a first collective bargaining agreement is ratified by the membership, the union agrees it will not strike, and Corewell Health East agrees it will not lock out employees, for the duration of the contract. Until a first contract is reached and ratified, however, Local 2024 retains its full legal rights, including the right to strike.

This Agreement shall continue in full force and effect from [execution date] through [three years from execution date]. If either CHE or the Union wish to terminate, modify or change this Agreement, the respective party shall provide written notice to the other party at least ninety (90) days prior to the Agreement expiration date.

This Collective Bargaining Agreement [Agreement] is entered into on _____, 20__ between Corewell Health East [CHE or Hospital] and Teamsters Local 2024 [Teamsters or Union] an affiliate of the International Brotherhood of Teamsters which has delegated to Union authority to bargain this Agreement and represent the CHE registered nurses identified in the Agreement Recognition Article.

Corewell Health and the Union agree not to discriminate or retaliate based on any legally protected characteristic including but not limited to race, color, disability, national origin, religion, age, sex, height, weight, marital status, sexual orientation, gender identity/expression. Team members are encouraged to report concerns through Corewell Health’s policy and may also pursue claims with external agencies consistent with applicable law. Such claims are not subject to the contract’s grievance or arbitration process.

Corewell Health recognizes the Union as the exclusive bargaining representative for all full-time, part-time, casual, contingent, flex, and charge registered nurses at its hospital and facility locations listed below, covering matters such as wages, hours, and working conditions, excluding supervisors, guards, confidential, and other non-covered employees, as defined in NLRB Case No. 07-RC-351617.

• Corewell Health William Beaumont University Hospital
• Corewell Health Farmington Hills
• Corewell Health Southfield Center
• Corewell Health Beaumont Grosse Pointe
• Corewell Health Beaumont Troy
• Corewell Health Wayne
• Corewell Health Taylor
• Corewell Health Trenton
• Corewell Health Dearborn

The Union will provide Corewell Health a quarterly list of its stewards and representatives, including each person’s name, position, facility, shift, and department. Corewell Health is only required to recognize individuals listed on the current Union representative list.

Corewell Health East (“Hospital”) and Teamsters Local Union No. 2024 (“Union”) enter into this Memorandum of Agreement (“MOA”) as follows.

1. In order to expedite the negotiation process between the parties; because the Union has now provided the full 2025 economic proposal to the Hospital; and in order for the Hospital to recognize the bargaining unit employees’ hard work and diligent efforts to serve the Hospital’s patients’ best interests, the Hospital shall implement as soon as reasonably possible the following economic benefits to the Registered Nurses the Union represents retroactive to the dates the Hospital implemented these to non-bargaining unit employees.

a. The March 2025 annual wage increases for eligible employees as defined in the annual wage increase announcements/guidelines as appended hereto;

b. The Base Pay Market Review implemented and tier adjustments [if any] for eligible Advanced Practice Providers as defined in the Base Pay Market Review announcements/guidelines as appended hereto;

c. The $250.00 Special Appreciation Bonus for eligible employees as defined in the Special Appreciation Bonus announcements/guidelines as appended hereto;

d. The premium pay adjustments for eligible employees as defined in the premium pay adjustment announcements/guidelines as appended hereto;

e. The Matching Contribution to the 403(b) Retirement Savings Plan for eligible employees as defined in the Matching Contribution to the 403(b) Retirement Savings Plan announcements/guidelines as appended hereto; and

f. The parties acknowledge that this MOA includes the Hospital’s commitment to provide to bargaining unit employees any and all future wage, benefit and retirement adjustments provided to non-bargaining unit employees for the 2025 calendar year consistent with any guidelines established or announcements made. The Hospital agrees to provide notice to the Union not less than seven (7) calendar days prior to the implementation of any future wage, benefit and retirement adjustment to non-bargaining unit employees.

2. The Hospital certifies that Paragraph 1 a. through e. represents all of the economic increases granted thus far to non-bargaining unit employees including Organ Donor Leave.

3. The Union recognizes that granting these increases retroactive to the dates they were implemented for non-bargaining unit employees represents an economic impact to the Hospital. Therefore, if the Hospital accepts this MOA, the Union agrees to the following.

a. Accept the provisions stated in 1 a. through f. above as the entire economic package for the 2025 calendar year. The Union will not request any additional wage or benefit increases during bargaining for 2025 in exchange for this MOA.

b. The Union will withdraw with prejudice and take all steps necessary to encourage the NLRB to dismiss with prejudice any and all current unfair labor practice charges related in any way to the items identified in 1 a. through e. above.

c. The Union agrees that it will review and evaluate a list which Hospital provides within a reasonable time not to exceed forty-five (45) calendar days after this MOA is executed to confirm that the bargaining unit employees are receiving the proper adjustments consistent with Paragraph 1 a. through f. above. Once the Union has approved the list, Hospital will make payment under paragraph 1 a. above within a reasonable period of time not to exceed forty-five (45) calendar days.