CNA Contract Negotiations:
Latest Updates from the USC Arcadia Hospital Bargaining Team

October 20 Update

Dear Nurses, 

We resumed negotiations with the California Nurses Association (CNA) on October 20. The parties had a very productive day as we reached two additional tentative agreements and continued closing gaps on multiple proposals.  

NEW Tentative Agreements Reached 

  • Article 18 – Floating 
  • Article 38 – Discipline, Discharge and Employment Practices 

Proposals Exchanged  

  • Article 27 – Call-Off/Flex-Off 
  • Side Letter – Resource Nurse Agreement 

 

We are encouraged by the continued progress at the table. We believe we are very close to agreement on the Resource Nurse Side Letter, and both teams expressed a strong interest in working toward a resolution as soon as possible. 

Our next two sessions are scheduled for October 27 and November 4, and we look forward to continuing the positive momentum and working toward a fair and equitable agreement we can all support. As always, thank you for your ongoing commitment to USC Arcadia Hospital and the high-quality care you provide to our patients. 

With appreciation,

Colleen Wilcoxen, RN, MSN
Chief Nursing Officer
USC Arcadia Hospital
Robert “Robbie” Shappley
Chief Operating Officer
USC Arcadia Hospital
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Tentative Agreements Reached

  • Article 1 – Recognition – 6/16/26
  • Article 2 – Bargaining Unit Integrity – 6/16/26
  • Article 3 – Association Security – 6/16/26
  • Article 4 – No Discrimination – 6/5/26
  • Article 5 – New RN Orientation – 6/16/26
  • Article 6 – Association Leave – 7/15/26
  • Article 7 – Employment Categories – 6/16/26
  • Article 8 – Subcontracting – 6/5/26
  • Article 9 – Association Access – 9/21/26
  • Article 10 – Nurse Representatives – 9/21/26
  • Article 11 – Bulletin Boards – 9/21/26
  • Article 12 – Grievance Procedure – 6/16/26
  • Article 13 – Savings/Severability – 6/16/26
  • Article 14 – Change of Ownership – 6/16/26
  • Article 15 – Seniority – 7/15/26
  • Article 16 – Filling of Vacancies – 5/28/26
  • Article 17 – Probationary Period – 7/15/26
  • Article 18 – Floating – 10/20/26
  • Article 19 – Bereavement Leave – 9/10/26
  • Article 21 – Hours of Work – 9/10/26
  • Article 22 – Reduction in Force – 8/27/26
  • Article 23 – Leave of Absence – 9/10/26
  • Article 25 – RN Response Network – 6/16/26
  • Article 26 – PPC – 10/8/26
  • Article 29 – Vacation Scheduling – 9/21/26
  • Article 31 – Benefits – 10/8/26
  • Article 32 – Meal and Rest Periods – 9/10/26
  • Article 33 – Management Responsibilities – 6/16/26
  • Article 35 – General Provisions – 7/15/26
  • Article 36 – Performance Evaluations – 6/16/26
  • Article 37 – Clinical Lead Nurse Assignment – 9/10/26
  • Article 38 – Discipline, Discharge and Employment Practices 10/20/26
  • Article 40 – Uniforms – 7/15/26
  • Appendix XX – Staff RN Per Diem Agreement – 9/10/26
  • Appendix XY – MOA for Specialty Certification Pay – 9/10/26

Upcoming Bargaining Dates

October 27

November 4

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Frequently Asked Questions

What was the Specialty Pay Pilot Program?

The Pilot Nurse Recruitment and Retention Program was originally designed as a temporary short-term pilot differential, implemented through an agreement between CNA and the Hospital. The program provided an additional pay benefit that was integrated into the base rate of pay for certain eligible employees. The agreement was originally scheduled to sunset on June 30, 2026

The Hospital voluntarily extended this additional pay three months beyond the original expiration date in recognition of the importance of this issue and to provide additional time to explore potential options through the collective bargaining process. 

The specialty pay differential officially ended beginning with the pay period on October 4, 2026. The Hospital had proposed a new contract extension through October 31 that included an extension of the Specialty Pay Pilot Program, but CNA informed the Hospital that it declined the contract extension. 

Beginning October 4, 2026, employees should expect their base rate of pay to reflect the removal of the additional pay and a return to the base rate that otherwise applies under the collective bargaining agreement.  

The Hospital knows the sunset of the specialty pay pilot program represents an impact for some of our nurses. We fully recognize your concerns and are committed to providing ALL nurses with a competitive pay structure. We are actively working with the union through the negotiation process to help address this issue. Impacted and concerned staff should contact their union representatives with any questions. 

About

Thank you for visiting your source for the latest facts and information about our contract negotiations with the California Nurses Association (CNA.) 

We are committed to working together with CNA and your peer representatives in good faith to reach an agreement that supports you and your profession, advances nursing practice, and enables us to continue delivering safe, high‑quality care to the patients and communities we are privileged to serve.

Thank you for all you do, and we look forward to keeping you updated along the way.