system — from handing pay cuts to CNAs across the state through a new, percentage-based program.
But an email sent to employees by Intermountain Health in March notified them that the fixed dollar amount system for hourly workers would be replaced by a percentage-based system. As a result, hourly employees now make a differential that is a percentage of their base pay; that percentage is 12 percent for night shifts and 7 percent for weekend and evening shifts.
"I love what I do," she says."I like the people that I work with. That's why I'm trying my best to do whatever it takes to stay and not switch companies." "I think, historically, when there are low employment rates and we all have to take on more patients — so, instead of a CNA having maybe fifteen patients, they would have 25 or 30 — historically that will lead to worse patient outcomes," the nurse adds, noting that her hospital is"always short on CNAs" and calling the position"the hardest job with the least amount of pay.
The email that Intermountain Health sent to employees in March cited two reasons for the change in the pay structure."Our compensation team completed a thorough review of both differential options: fixed dollar amounts vs. fixed percentages. Fixed dollar differentials do not keep differentials in alignment with base pay increases and require ongoing market review and adjustments to stay at market competitive rates.