In a significant development, union nurses at Rochester Regional Health have overwhelmingly voted in favor of a potential work stoppage to address pressing concerns related to staffing levels and wages.

Rochester Union of Nurses and Allied Professionals recorded a remarkable 472-50 vote in support of the strike authorization, marking a crucial moment in the ongoing negotiations.

As the region's second-largest health care system braces for the potential impact of a strike, both sides remain engaged in talks to find common ground and avoid a disruption in patient care.

One of the primary concerns driving the union's decision to consider a strike is ensuring safe staffing levels. Nurses on the frontlines expressed their distress over managing multiple critically ill patients, believing it puts lives at risk. The lack of adequate resources and support in handling the demanding workload has become a pressing issue that needs immediate attention.

Phoebe Sheehan, a registered nurse at RRH, shared her experiences in the Critical Care Unit (CTIU). She emphasized the critical nature of their work with open-heart patients and the immense responsibility they shoulder daily. Given the severity of patients' conditions, managing several cases becomes overwhelming and compromises patient care. She highlighted the importance of having the necessary resources to properly care for patients and uphold their most basic needs.

While the union has authorized a strike, its ultimate goal is to work collaboratively with the hospital to find a resolution that addresses their concerns while upholding patient safety. The desire to avoid a strike and continue negotiations with Rochester Regional Health reflects the union's commitment to find a mutually agreeable solution.

Amidst the strike authorization, negotiations between the Rochester Union of Nurses and Allied Professionals and the health care system continue. Both parties are exploring potential solutions to the staffing and wage issues that have prompted this action. A notable development in the talks includes the formulation of a rapid response plan for staffing, should the union decide to proceed with the work stoppage in the coming days.

Following the vote, Rochester Regional Health released the following statement:

“Leadership from the Rochester Union of Nurses and Allied Professionals (RUNAP) informed Rochester General Hospital (RGH) they have conducted a strike authorization vote and that a sufficient number of nurses have voted to authorize a strike.

We are very disappointed that RUNAP would conduct a strike authorization vote, particularly given RGH’s strong commitment and actions to address the challenges nurses are facing while providing them with competitive pay and benefits. We even initiated a request to have a Federal Mediator join our negotiations going forward and two Federal Mediators joined us at our bargaining session on July 13. A Federal Mediator also joined our bargaining session on July 19.

It’s unfortunate that the union has authorized a strike. RGH does not want a strike and we believe nothing we have proposed or haven’t proposed in our negotiations with RUNAP warrants a strike.

Now that a strike authorization vote has passed, by law, the union can only strike after giving RGH 10 calendar days’ notice. RUNAP has informed us the strike will be 7:00 AM August 3 – 7:00 AM August 5. We continue to hope a strike does not take place but, if it does, RGH is fully prepared and equipped to continue serving our patients and the community. The care, safety and comfort of our patients will continue to be our top priority.

Despite the strike authorization vote, RGH remains committed to bargaining in good faith. Currently, we have two bargaining sessions scheduled and we are committed to scheduling additional bargaining dates with the union.

It's important to remember that it is very common for labor negotiations over any collective bargaining agreement, and especially a first contract, to take a significant amount of time. According to a 2022 analysis of data by Bloomberg Law, it can take an average of 465 days, or 15 months, for a union and an employer to reach and ratify a first labor contract. In our case, we have been bargaining for approximately nine months.

Our nurses are exceptional professionals who put patient care first and are essential to our ability to provide the highest quality care. We are grateful for their commitment to patients and to RGH, and we hope they will not be asked or compelled to walk out on the patients and families who depend on them to provide high-quality, compassionate care.”