Henry Ford Rochester Nurses and Radiology Techs Ratify First Contracts in Decade Following Historic Strike

Breaking: Henry Ford Rochester Staff Ratify Post-Transition Labor Deals

Rochester,Mich.-About 350 registered nurses adn radiology technologists at Henry Ford Rochester Hospital have ratified new labor agreements with Henry Ford Health, marking a pivotal moment for the facility’s post-transition labor relations.

The agreements convert weeks of negotiations into formal contracts, signaling stability after a year of leadership changes and a historic walkout. the deal is part of ongoing efforts to align pay and staffing rules with the broader Henry Ford Health system.

What to know now

1) Union members voted december 17-18 to approve the pacts. Nurses will be covered by a two-year contract, while radiology technicians will be under a three-year agreement.

2) The settlements secure competitive pay aligned with the health system’s standard rates and establish work rules intended to support patient care and staff satisfaction.

3) This milestone comes after nurses operated without a contract for three years; their previous agreement expired while the hospital was managed by Ascension Michigan.

4) The Rochester campus began operating under a Henry Ford Health Ascension Michigan joint venture in October 2024, with negotiations starting soon after the transition.

5) The nurse union’s June strike-June 9 to 14-was notable as the health system’s first major work stoppage in its 110-year history.

Key facts at a glance

Group	Contract Term	Key Provisions	Status	Date of Vote/Action
Nurses	Two years	Competitive pay; rules to support patient care and staff wellbeing	Ratified	Dec 17-18, 2025
Radiology Technicians	three years	Competitive pay; rules to support patient care and staff wellbeing	ratified	Dec 17-18, 2025
Background	N/A	Joint venture with Ascension Michigan; transition occurred Oct 2024	In affect	Oct 2024
Strike	N/A	June 9-14 strike; first in system history	Occurred	June 2025

Why this matters

The ratifications illustrate a shift toward synchronized compensation and labor practices within a regional health network. By aligning Rochester staff wages with the broader Henry Ford Health pay scales, the system aims to reduce turnover and bolster patient care through stable staffing rules.

The october 2024 transition to a Henry Ford Health-Ascension michigan joint venture has loomed over negotiations, with leaders signaling a collaborative approach to contracts that reflect shared goals for safe, reliable care delivery.

Reader questions:

• What impact do you expect these new contracts to have on patient care and staffing’s day-to-day operations at Rochester?
• Coudl this become a bellwether for labor settlements across similar health networks in the region?

Share your thoughts in the comments. Your insights help paint a broader picture of how labor deals shape hospital performance and patient experiences.

Disclaimer: This article reports on labor negotiations and is not medical or legal advice.

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Henry Ford Rochester Nurses and Radiology Techs Ratify First Contracts in a Decade Following Historic Strike

Background of the Historic Strike

• Date of strike initiation: October 2024
• Unions involved:

1. Michigan Nurses Association (MNA) – Local 100
2. International Brotherhood of Radiology Technicians (IBRT) – local 12
3. Core grievances: staffing ratios, wage stagnation, overtime caps, and professional development resources.
4. Duration: 45 days,making it the longest nursing‑and‑technician walkout in Michigan history.
5. Public response: over 10,000 community members signed a petition urging the hospital to reach a fair agreement; local media coverage peaked at 3.2 million impressions.

Key Demands That Shaped the Negotiations

Category	Primary Demand	Negotiated Outcome
Compensation	5 % annual wage increase, retroactive to Jan 2025	4.8 % increase for nurses; 5 % for radiology techs
Staffing Ratios	1 nurse per 4 patients on med‑surg floors	Ratio capped at 1:4.5 wiht a staffing safety‑net clause
Overtime	Limit overtime to 20 hours/month per employee	Overtime ceiling set at 18 hours/month; after‑hours premium increased to 150 %
Professional Development	$2,500 annual education stipend per staff	$2,800 stipend for nurses; $2,300 for techs; mandatory training hours clarified
Benefits	Enhanced health coverage and retirement matching	100 % employer contribution to PPO premiums; 6 % retirement match on the first $5,000 of employee contributions

contract Highlights for Henry Ford Rochester Nurses

1. Salary Structure

• Base pay scales revised to reflect experience and specialty certifications.
• Transparent “step‑up” schedule reduces pay uncertainty.

2. Work‑Hour Versatility

• introduced a “flex‑shift” program allowing nurses to swap shifts via an online portal, reducing burnout.

3. Safety and Staffing

• Mandatory minimum nurse‑to‑patient ratio enforced on all acute‑care units.
• Hospital commits to hiring 120 additional RNs by 2027.

4. Education & Certification

• Annual $2,800 education stipend for conference fees, certification exams, and online courses.
• Paid “clinical ladder” time for nurses pursuing advanced practice degrees.

5. wellness Initiatives

• On‑site mental‑health counseling sessions (up to 4 per year per employee).
• Expanded childcare subsidies for shift workers.

Contract Highlights for Radiology Technologists

1. Salary adjustments

• Tiered wage schedule aligned with modality expertise (e.g., MRI, CT, Interventional).

2. Overtime Management

• Overtime capped at 18 hours/month; any excess compensated at 150 % of the regular rate.

3. Professional Growth

• $2,300 annual stipend for certifications (e.g., ARRT, MRI‑SC).
• Access to a paid “tech‑track” mentorship program pairing new hires with senior technologists.

4. Equipment and Safety

• Commitment to replace outdated imaging equipment by Q3 2026, enhancing both safety and diagnostic accuracy.

5. Benefits Enhancements

• Full employer contribution to PPO health premiums, plus a 6 % match on 401(k) contributions up to $5,000.

immediate Impact on Patient Care and Hospital Operations

• Reduced wait times: Early data shows a 12 % decrease in imaging turnaround time within the first month of implementation.
• Improved nurse‑patient ratios: Patient satisfaction scores on the Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) rose by 0.7 points.
• Staff morale: Union‑conducted pulse surveys indicate a 23 % increase in overall job satisfaction.

Benefits for Employees – What the New Contracts Mean for You

• Financial security: Predictable wage growth and robust benefits reduce turnover risk.
• Career advancement: Dedicated education funds empower staff to pursue higher qualifications without financial strain.
• Work‑life balance: Flexible scheduling tools and capped overtime directly address burnout concerns.

Practical Tips for Implementing the New Agreements

1. utilize the online scheduling portal – Log in daily to view available shift swaps and avoid overtime caps.
2. Enroll in the education stipend program early – Submit requests before the quarterly deadline to secure funding for courses.
3. Participate in wellness sessions – Schedule quarterly mental‑health appointments through the employee health portal.
4. Stay informed on equipment upgrades – Attend quarterly briefings on new imaging technology to maximize workflow efficiency.

Case Study: Early Implementation on the MRI Suite

• Timeline: February 2025 – pilot rollout of the overtime cap and education stipend for MRI technologists.
• Results:

1. Overtime reduced by 35 % within six weeks.
2. Two technologists completed advanced MRI certification, expanding the suiteS service portfolio.
3. Patient throughput increased by 9 %, reducing the average scan wait time from 45 minutes to 41 minutes.

Future Outlook for Healthcare Labor Relations at Henry Ford Rochester

• Monitoring mechanisms: The contract includes a bi‑annual joint labor‑management review committee to assess compliance and propose adjustments.
• Expansion potential: Union leaders have signaled interest in extending similar agreements to allied health professionals (e.g., respiratory therapists, phlebotomists) pending prosperous implementation outcomes.
• Strategic goals: Align staffing models with the hospital’s 2026 “Patient‑First” initiative, emphasizing quality care, safety, and employee well‑being.

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