Below are the latest tentative agreements reached in recent negotiation sessions. This page provides a clear, easy-to-access overview of key proposals and understandings between parties, giving you timely insights into what’s been discussed and where agreements are taking shape.
Article 1 - Agreement
August 7, 2025
The agreement is between Corewell Health East and Teamsters Local 2024, an affiliate of the International Brotherhood of Teamsters, which is authorized to bargain and represent the hospital’s registered nurses as outlined in the Recognition Article.
Article 2 - Recognition
August 7, 2025
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
Article 3 - Probationary Period
February 11, 2026
The tentative agreement sets a 120-day probationary period for bargaining unit members (or longer where existing unit practice applies). The hospital may extend probation by 30 days, and a second 30-day extension is possible if the hospital and union agree in writing. During probation, employees do not accrue seniority, are at-will, and most contract protections, including grievance and arbitration, do not apply unless required by law.
Article 7 - Union Activities
February 11, 2026
The hospital acknowledges nurses’ right to join the union and will inform newly hired RNs in the covered bargaining unit that the union is their representative. The hospital will notify the union of new hires each month and share the RN contact information provided in HR records, along with job code/profile and work location. The union will provide copies of the agreement to RNs at the union’s expense.
Article 8 - Union Stewards and Representative List
February 11, 2026
The union will provide CHE at least quarterly with an updated list of union stewards/alternates and other union representatives, including their names, positions, work locations, shifts, and units (and for representatives, a cell phone number). CHE will only recognize individuals who appear on the current list and will recognize up to two stewards per 100 bargaining-unit RNs.
Article 9 - Bulletin Boards
November 6, 2025
CHE and the Union will jointly choose bulletin board locations. Both will control access to these secure boards. The Union may post notices about general union activities after giving CHE Human Resources a copy at least five days in advance, or as soon as possible if the posting is time sensitive.
Article 10 - Non-Discrimination
August 7, 2025
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.
Article 11 - Supervisory Duties
November 18, 2025
Corewell agrees not to assign or require bargaining-unit nurses to perform supervisory duties as defined under the National Labor Relations Act (NLRA).
Care Coordinator Lead | Nurse Professional Development Generalist |
Care Management Educator | Nursing Professional Development Specialist |
Cath Lab Charge Lead Nurse | ECMO Program Manager |
Charge Lead Nurse | Pediatric Trauma Program Manager |
Charge Lead Nurse Ambulatory | Quality Improvement RN Coordinator |
Clinical Nurse Specialist | RN Clinical Data Lead |
Clinical Research Nurse Senior | Utilization Management Educator |
Nurse Educator | Other Similar positions |
Both Corewell and the Union agree that the listed positions — and other similar roles — are not considered supervisors under the NLRA. Nurses in these roles may continue performing the duties in their job descriptions without being classified as supervisors.
Corewell may update the job descriptions for these positions during the contract term. If Corewell makes a material change, it must notify the Union (Local 2024) and bargain over the effects of that change.
The parties also agree that when bargaining-unit nurses temporarily serve as charge nurses and receive the associated premium, that does not make them supervisors under the NLRA solely because of those temporary duties.
Article 13 - No Strike / No Lockout
September 18, 2025
Corewell Health and the union have agreed to a No Strike / No Lockout provision. This means that for the entire duration of the contract, there will be no strikes, slowdowns, refusals to work, picketing, boycotts, or similar activities by the union or represented team members. At the same time, Corewell Health is prohibited from locking out represented team members. This agreement provides stability and reassurance for our patients, our teams, and our workplace.
Article 17 - Break Periods
February 24, 2026
RNs working five or more hours get an unpaid 30-minute meal break; if it’s missed or interrupted for patient care/operations, the RN can attest in the time-keeping system and the 30 minutes is added back with no discipline. RNs also receive two paid 15-minute breaks per 8-hour shift.
Article 19 - Performance Evaluations
February 24, 2026
The agreement defines a performance evaluation as an annual, documented review focused on performance and development (not corrective action), conducted through the “Performance Snapshot” process using legitimate, job-related criteria and unit-specific standards. Evaluation meetings cannot be combined with investigatory meetings, and corrective action will not be issued during the evaluation; performance reviews are not grievable. RNs may choose a peer reviewer (with managers able to add up to three additional peers), may submit a self-evaluation, will receive notice of the process, and may review and comment on evaluations or corrective action before they go in the personnel file, including submitting a written rebuttal; signatures acknowledge receipt only, not agreement.
Article 21 - Grievance Procedure
November 6, 2025
The agreement establishes a four-step grievance process for resolving workplace issues that cannot be settled informally between a nurse and their supervisor. All steps are managed through CHE’s electronic grievance system (or by email if the system is unavailable).
Step 1 – Supervisor Review
A nurse may file a grievance through the system within 10 calendar days of becoming aware of the issue.
The nurse’s supervisor must respond in writing within 10 days of receipt.
Step 2 – Human Resources Review
If unresolved, the grievance may be appealed to CHE Human Resources within 14 days of the Step 1 response.
HR must respond within 14 days.
Step 3 – Labor Relations Review
If still unresolved, the grievance may advance to CHE Labor Relations within 21 days of the HR response.
Labor Relations must respond within 21 days.
Grievances related to discipline or termination skip directly to Step 3.
Step 4 – Arbitration
If unresolved after Step 3, Local 2024 may refer the case to arbitration within 21 days.
The parties maintain a rotating panel of seven arbitrators (three chosen by each side, with the seventh jointly selected).
Hearings follow American Arbitration Association rules and should occur promptly.
The arbitrator’s decision is final and binding.
Article 28 - Leaves of Absence
November 18, 2025
The agreement outlines several types of leave available to RNs and confirms that Corewell will follow all applicable laws and its own policies when administering these leaves.
Family and Medical Leave Act (FMLA)
Eligible RNs (12 months of service + 1,250 hours) may take FMLA leave under Corewell policy and federal law.
Corewell maintains health insurance during FMLA; RNs on unpaid leave must pay their share of premiums.
After FMLA leave, RNs are restored to the same or a comparable position with no loss of pay, seniority, or benefits.
Sick Leave / MESTA
Eligible RNs receive paid sick leave in accordance with Michigan’s Earned Sick Time Act (MESTA) and Corewell policy.
Personal Leave
Corewell may grant extended medical or personal leave not covered under MESTA or FMLA, in line with Corewell policy.
Educational Leave
RNs may request educational leave consistent with Corewell policy.
Parental Leave
Provided according to Corewell’s Parental Leave policy.
Military Leave
Granted in accordance with USERRA and Corewell policy.
General Provisions
RNs must follow Corewell’s notice and request procedures for all leaves.
During unpaid leave, RNs do not receive holiday pay or accrue PTO (unless PTO is being used during the leave).
Seniority continues to accrue during all leaves unless otherwise specified.
Health insurance continuation, pay, and job restoration follow applicable laws and Corewell policy.
Corewell will provide notice and bargain over the effects (not the decision) of material changes to leave policies.
RNs remain eligible for any additional leave types offered under Corewell policies.
Article 34 - Liability Insurance
February 11, 2026
CHE will provide liability insurance at no cost to the nurse, with coverage of $500,000 per claim and $1,000,000 annual aggregate, or higher limits as provided under CHE policy.
Article 35 - Life Insurance & AD&D
February 11, 2026
CHE will provide life insurance and AD&D coverage for each RN equal to one (1) times the RN’s current annual base pay.
Article 37 - Savings and Severability
November 6, 2025
If any article in this agreement, or any attachment to the agreement is determined to be illegal for any reason, the parties agree that the remainder of this agreement and attachments are valid.
Article 40 - Uniforms
February 11, 2026
This section applies to RNs required to change into employer-provided scrubs for safety/infection prevention. RNs are paid for the time spent changing before and after shifts, must use scrub dispensers/carts (with access to three sets), and must return scrubs daily or face discipline. RNs may remove their last name from badges for safety (paying the replacement fee), may wear Corewell Health–branded attire and approved recognition items consistent with dress code and infection prevention, and any dress code changes must be provided to the union in writing with at least 90 days’ notice for compliance.
Article 43 - Miscellaneous
February 11, 2026
- Paychecks: RNs are paid biweekly on Fridays and must use direct deposit or a pay card—paper checks will no longer be issued.
- Supervisors performing bargaining unit work: Supervisors/managers generally won’t do bargaining-unit work unless it matches past practice or is needed for emergencies, training, health/safety assistance, or covering absences.
- Immunizations: RNs must follow the CHE Immunization Policy, and CHE will give the union notice and an opportunity to bargain over the effects of any major policy changes that materially impact RN working conditions.
Article 44 - Agreement Term
August 7, 2025
The agreement lasts for three years from its start date, and either party must give at least 90 days’ written notice before its expiration to end or change it.
Memorandum of Agreement
Unpaid Leave for Teamsters Assignment
May 12, 2025
Corewell Health and the Teamsters agreed to use an informal dispute resolution process to promote open communication and help resolve issues throughout collective bargaining. This process is intended to reduce the need for legal actions or unfair labor practice charges.
Informal Dispute Resolution
May 12, 2025
Corewell Health agreed that two nurses may take up to 12 months of unpaid leave to work full-time for the Teamsters, with a possible extension if both sides agree in writing. The Teamsters will choose the two nurses and give Corewell up to 30 days to handle transition planning. In addition:
The selected nurses will keep their original hire dates when they return.
Any unused PTO will be paid out at the start of the leave, and their health benefits will end on the last day of the month in which the leave begins.
When the RNs return from leave, they will be reinstated to their former positions if those positions are open.
If their former positions are not open, Corewell will place them in the next available substantially similar role or make a good faith effort to do so.
The selected nurses will retain all benefits (e.g., retirement, seniority, PTO, vacation) as if they had not taken leave.
They will return at the current wages, hours, and working conditions in place under any ratified union contract at the time of return.
Salaries and benefits will be adjusted to include any increases or improvements that occurred during their leave.
2025 Economic Benefits
July 24, 2025
Corewell Health and the Teamsters reached an agreement to provide our hard-working nurses with the 2025 pay increases and benefits that were provided to non-represented team members earlier this year. These benefits will be applied as soon as reasonably possible and will be retroactive to the dates when similar increases were given to non-union team members.
Annual Wage Increases
Eligible team members will receive the March 2025 annual wage increases, as outlined in the official wage increase guidelines.Base Pay Market Review
Advanced Practice Providers (APPs) who are eligible will receive any base pay market adjustments and tier changes, based on Corewell’s review guidelines.$250 Special Appreciation Bonus
Eligible team members will receive a one-time $250 bonus, as described in the bonus program guidelines.Premium Pay Adjustments
Eligible team members will receive updated premium pay rates, according to Corewell’s premium pay guidelines.403(b) Matching Contributions
Eligible team members will receive matching contributions to their 403(b) retirement plans, based on the official matching program guidelines.Future Wage and Benefit Adjustments
Corewell Health agreed to apply any future 2025 wage, benefit, or retirement changes given to non-union team members to union-represented team members as well.
Agreement: Union Representatives List
August 6, 2025
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.