Today negotiators at The Mount Sinai Hospital reached a tentative agreement on artificial intelligence with NYSNA and the two sides continued to exchange proposals on workplace safety. Management and NYSNA remain far apart on economic terms. Given the status of negotiations, the mediator recommended the parties break for the night at 10:30 pm and there are no additional planned sessions.

Nearly 10 days and eight bargaining sessions since the last economic proposal from The Mount Sinai Hospital and now only four days until a potential strike, NYSNA negotiators finally made a counterproposal on nurse wages during today’s bargaining session with a mutually agreed-upon mediator. 

NYSNA’s current proposal would cost $1.6 billion over three years, with a $638 million increase in nursing costs by the third year of the contract, which is a 74 percent increase over current costs. The proposals would include an approximately $88,000 pay increase for the average nurse, raising average annual nurse pay from $162,000 today to close to $250,000 by the third year of the contract. 

Mount Sinai is continuing to analyze the full costs of NYSNA’s economic proposals. The parties also continued to discuss several other subjects through the mediator, and the hospital provided a counterproposal on one of these subjects.  

The sides will meet with the mediator again on Friday, January 9. 

Bargaining resumed today with the mutually agreed-upon mediator, and the sides reached a new tentative agreement on tuition reimbursement. 

The sides will meet again with the mediator on Wednesday, January 7.

Bargaining resumed today with the mutually agreed-upon mediator, but there were no substantive developments.

The sides will meet again with the mediator on Tuesday, January 6.

Bargaining resumed today with a mutually agreed-upon mediator. As part of the mediation process and to help facilitate progress, Mount Sinai has agreed to limitations to what can be shared externally. 

During today’s session, NYSNA responded to counterproposals previously provided by The Mount Sinai Hospital. The sides reached a pair of new tentative agreements, on employee reports and streamlining committee work. 

The sides will meet again with the mediator on Monday, January 5. 

After only one session with a mutually agreed–upon mediator, NYSNA today provided The Mount Sinai Hospital a Notice of Intent to Strike that would commence on Monday, January 12, at 6 am. However, Mount Sinai negotiators continue to bargain in good faith in the hopes of reaching an agreement that is fair, reasonable, and responsible. 
 
During today’s session, under the guidance of the mediator Mount Sinai provided the union with several new counterproposals. 
 
The sides will meet again with the mediator on Sunday, January 4. 

Negotiators from The Mount Sinai Hospital and NYSNA had their first meeting with a mutually agreed-upon mediator. As part of the mediation process and to help facilitate progress, Mount Sinai has agreed to limitations to what can be shared externally.  

During the session, Mount Sinai and NYSNA did reach a new tentative agreement to add gender identity to the nondiscrimination clause of the contract as a protected characteristic. 

The sides will meet again with the mediator on Friday, January 2.

Negotiators from The Mount Sinai Hospital and NYSNA have mutually agreed to mediation, which will begin immediately with the first session taking place on New Year’s Eve, Wednesday, December 31, which was not a previously scheduled bargaining date.  

During today’s bargaining session, NYSNA and Mount Sinai negotiators caucused in the morning and then met briefly around midday to discuss which issues remained open. Around 2:30 pm, NYSNA negotiators finally sent Mount Sinai the updated staffing grid proposals that the union had initially previewed the previous evening.  

Mount Sinai’s negotiators sent a note back to the union saying they would have to review the proposals and bargaining concluded for the day. 

Today, The Mount Sinai Hospital and NYSNA reached a tentative agreement on new protections for transgender and gender-diverse employees—an agreement one of NYSNA’s negotiators described as “historic.” Management and NYSNA also continued to have constructive discussions related to artificial intelligence (AI).

Later in the session, hospital negotiators made significant enhancements to their November 21 economic proposal. Management proposed an annual $4,500 increase in compensation (wages and benefits) per nurse over each year of the new three-year contract—an additional $27,000 in wages and benefits and $105 million invested in nurses over the life of the contract.  

Before even considering the proposal, NYSNA accused The Mount Sinai Hospital negotiators of bargaining in bad faith and “not being serious.” Management noted that they could make the same claims about NYSNA’s negotiators, who continue to insist on a 108 percent increase in nursing costs with less than two days to go in the contract.

The Mount Sinai representatives closed by stating that their proposal would be a significant investment in nurses at any time—but particularly as health care in New York faces historic funding cuts and economic headwinds—and again reiterated that they are not in any way proposing cutting health benefits for nurses.

After a long break, NYSNA came back and presented slightly revised staffing proposals. The next bargaining session is scheduled for tomorrow, Tuesday, December 30. 

During today’s bargaining session, negotiators from The Mount Sinai Hospital made comprehensive counterproposals on protections for transgender and gender-diverse employees as well as artificial intelligence, and the union responded later in the day with additional counterproposals as the parties continue to make progress on those two topics.

The union also provided a revised proposal on post-probationary discipline, reducing the length of time after which discipline would be expunged compared to their prior proposal.  

NYSNA made some nominal changes to minor economic proposals, including withdrawing its clinical ladder proposal, reducing education differential, and withdrawing its ask for six additional paid training days. The union also made a slight change in its base wage demands, asking for a 9 percent base wage increase in years one and two of the contract, and an 8 percent increase in year three.   

The union framed these proposals as a serious economic move. Mount Sinai negotiators responded by acknowledging the union had made a move but said the total cost of their proposals was still unreasonably high. Mount Sinai said that it would analyze the union’s current economic proposals, but it believes the total cost is still well in excess of $2 billion over three years. In response to the union’s claim that Mount Sinai’s wage proposal would reduce nurses’ health care benefits, hospital negotiators reiterated and reinforced that they have never proposed to cut health care benefits, only to explore ways to reduce the cost of providing those benefits while maintaining existing benefit levels for nurses.  

The sides are scheduled to meet again on Monday, December 29. 

At today’s bargaining session, negotiators from The Mount Sinai Hospital presented detailed counterproposals on protections for transgender and gender-diverse employees as well as artificial intelligence (AI). Mount Sinai and NYSNA negotiators had meaningful discussions on both topics and made progress. NYSNA then presented Mount Sinai with counterproposals, which the hospital said it would revisit during tomorrow’s bargaining session.  

When the conversation shifted to economics, Mount Sinai underscored that there has not been enough movement on the union’s economic proposals, which would raise Mount Sinai’s costs by 105 percent over three years—more than double its current nursing costs. Hospital negotiators noted that they made their economic proposals over a month ago, and the union still has not responded to them or moved in any meaningful way—creating a barrier to reaching a new agreement. Mount Sinai representatives suggested it might be helpful if NYSNA could prioritize its numerous asks; however, the union refused to do so. 

Mount Sinai then asked again if the union would provide a counterproposal to the hospital’s comprehensive economic proposal from November 21, which would invest more than $90 million in additional spending in nurse wages and benefits. The union declined to do so unless the hospital was willing to bid against itself.   

The next bargaining session is on Tuesday, December 23. 

Negotiators from The Mount Sinai Hospital welcomed a member from Mount Sinai nursing leadership to speak to members of the NYSNA bargaining committee about the benefits of the TimeKeep payroll management system, which is the industry gold standard used by peer hospitals across the country.    

Mount Sinai explained how TimeKeep is an easy-to-use, modern, digital system that would allow nurses greater flexibility to program their schedule, including the ability to do it electronically and remotely. The system also more accurately tracks actual hours worked and would mean more accurate and prompt payments.  

NYSNA negotiators asked a number of questions about TimeKeep, which Mount Sinai answered to NYSNA negotiators’ visible satisfaction. 

The sides also reached a new tentative agreement for additional nurses to have the opportunity to participate in the hiring process of new bargaining unit members in an advisory role. Both sides agreed this would be beneficial to nurses and hospital management.  

The sides are scheduled to meet again on Monday, December 22. 

With just over two weeks until NYSNA’s deadline to reach a new agreement, the union continued its refusal to respond to The Mount Sinai Hospital’s comprehensive economic proposal and is instead adding new economic proposals. 

During today’s bargaining session, NYSNA negotiators made a new economic proposal that would introduce hundreds of dollars per shift per nurse in surge pay for nurses working in the Emergency Department and Labor and Delivery when the patient census exceeds a certain threshold. 

NYSNA negotiators explicitly said that the only reason they withdrew some economic proposals during the last session was so they could replace those economic demands with this new surge pay proposal. Mount Sinai negotiators asked the union if they did any analysis based on historic patient populations to see what the economic impact would be, and the union negotiators said they didn’t look at that.  

Mount Sinai also provided NYSNA with a written representation of its systemwide security plans and an anticipated timeline for implementation, something the union had previously asked to receive.  

In response to NYSNA’s bargaining demand, there was also discussion about Mount Sinai’s Substance Abuse and Impairment HR policy, including the role of the Improper Use of Prohibited Substances committee, which in many cases provides a path forward for employees who are suspected of substance abuse issues in the workplace to seek assistance and return to the workplace. 

The next bargaining session is scheduled for Wednesday, December 17. 

During today’s bargaining session, NYSNA negotiators said they would not be making a counteroffer to The Mount Sinai Hospital’s comprehensive economic proposal—after telling Mount Sinai representatives at previous bargaining sessions they would respond.  

Five sessions ago, on November 21, Mount Sinai shared its proposal, which would provide a cumulative investment of $24,000 in wages and benefits for every NYSNA member, a package worth more than $90 million over three years in new spending. NYSNA negotiators said several times since then that they would have a response to that proposal, only to suddenly state today that they would not counter, with less than 20 days before the current contract expires. 

Mount Sinai negotiators also offered two alternative proposals that would streamline the current time-consuming and inefficient process regarding the resolution of staffing disputes. The union summarily rejected those proposals. Hospital negotiators also explained that the hospital would not agree to NYSNA’s requested increases to staffing across the hospital, citing the hospital’s favorable staffing relative to industry benchmarks. 

The next bargaining session is scheduled for Monday, December 15. 

During today’s bargaining session, The Mount Sinai Hospital provided a presentation from an external artificial intelligence (AI) expert, who has extensive experience advising other nursing organizations and health care/nursing unions on the use of AI. 

During the presentation, Mount Sinai explained how AI tools are meant to better support nurses and their ability to provide patient care and help reduce procedural tasks such as documentation and paperwork. 

Economic proposals were also discussed. NYSNA negotiators indicated they would respond to The Mount Sinai Hospital’s comprehensive economic proposal in a future session, but did make modifications to a few of the union’s economic proposals. These included: 

• Withdrawing their request for two additional paid holidays 
• Decreasing financial asks, including proposals involving float pool differentials and extra payments for multiple certifications 
• Decreasing the annual uniform stipend to $300 but requesting that the hospital provide five uniforms per year 

NYSNA asked if Mount Sinai negotiators had additional responses to any of NYSNA’s non-economic proposals. Mount Sinai negotiators said that some of these proposals have economic consequences. 

There was also discussion about nurses wanting to have more input into hiring and interviews and putting a requirement into the new contract to include them in that process. Mount Sinai nurse leaders asked on which units this is not happening consistently, so it can be addressed. Negotiators also said that even though it is something that can be addressed, that does not mean it should be in the collective bargaining agreement.   

The next bargaining session is scheduled for Thursday, December 11.  

During today’s bargaining session, the parties made meaningful progress on a number of issues related to The Mount Sinai Hospital’s proposal regarding Advanced Practice Nurse (APN) cross-credentialing, including a concession by hospital negotiators that the cross-credentialing program would be at the APN’s consent, rather than mandatory as initially proposed. There was progress on other aspects of the proposal as well, and the parties agreed to continue to discuss this issue.  

There was also discussion about potential solutions to certain aspects of the union’s PTO proposals, including a suggestion by Mount Sinai negotiators that would address the maximum allowable amount of long-term sick leave.  

The parties also reached a new tentative agreement on dues check-off.  

Mount Sinai negotiators revisited their TimeKeep time management proposal and said they were disappointed that the union rejected their previous proposal out of hand without providing any rationale. In response, NYSNA negotiators expressed concerns about how the system would work, which Mount Sinai representatives addressed. Mount Sinai specifically confirmed that this new, modern system would result in nurses being paid more timely and accurately, including automatic payment of overtime when nurses work beyond their regularly scheduled shifts. 

NYSNA responded by saying they are “not interested in exploring this any further.” Mount Sinai negotiators made clear that they are not going to drop this issue.  

After three sessions, Mount Sinai is still waiting for a response from the union to the hospital’s comprehensive economic proposal, which would cost the hospital more than $91 million over the course of the agreement. 

The sides are scheduled to meet again on Tuesday, December 9.

Today, the union opened the bargaining session by rejecting The Mount Sinai Hospital’s proposals from the last bargaining session, including the following two proposals, one of which would ensure nurses are paid accurately and timely while the other would provide new incentive pay for nurses:  

• TimeKeep—NYSNA provided no rationale for why they rejected the industry gold standard for time management, which is used by our peer hospitals in New York City and across the country. 

• Quality Incentive Programs—NYSNA stated that they don’t believe it is possible to equitably reward nurses with additional pay for reaching carefully measured patient outcomes, such as falls and pressure injuries. Mount Sinai negotiators stated that they were willing to address concerns and discuss potential adjustments to their proposal, but the union had no interest in even engaging in such a conversation—despite repeated assurances from management that no incentive program would be implemented without the union’s agreement. 

The union also continued to make misrepresentations about Mount Sinai’s economic proposals and repeated completely false assertions that management’s proposal would cut health care benefits—claims that hospital negotiators continue to strongly refute.  

The union also rejected management’s proposals regarding discipline and overtime; however, the parties reached a tentative agreement related to recall.  

Mount Sinai negotiators made additional presentations around advanced practice cross-credentialing and again reiterated the rationale and the benefit to patients and nurses. After caucusing, NYSNA presented a counterproposal which management said they would consider. The next bargaining session will be on Thursday, December 4.

The first half of today’s bargaining session was primarily focused on advanced practice nursing issues, with several nurses offering their work experience and justification for their economic demands. As part of that conversation, some nurses raised questions about reimbursements and attending conferences, and management worked with them on the spot to connect them with the right individuals to solve their issues.

Management proposed creating a subcommittee to address some questions around precepting, stating clearly that if advanced practice nurses are being asked to precept residents and fellows, they should be paid for that work.

Later in the session, Mount Sinai negotiators came prepared with several proposals, which included:

• Advanced Practice RN (APRN) cross-credentialing—Mount Sinai made a proposal that would enable APRNs to provide and support continuity of care and improve patient access. Under the last collective bargaining agreement, the parties had agreed to a pilot program on this topic, which has since sunset. NYSNA responded that they didn’t think the pilot was successful. They declined to detail why, but agreed to look at the proposal.
• TimeKeep—Mount Sinai made a proposal to transition to TimeKeep, the industry gold standard for time management that is used by our peer hospitals in New York City and across the country. The hospital negotiators briefly walked through how it would replace an outdated timekeeping and payroll system to ensure nurses receive accurate and timely payments.
• Quality Incentive Program—Management outlined a proposal to create a committee of union and management representatives to explore monetary incentives for nurses for improvements on carefully measured patient outcomes, such as falls and pressure injuries. Their basic point was that if the hospital retains more payor money because of improved outcomes, the nurses should share in our collective success at improving patient care.
• Management made other proposals around discipline and overtime that the union agreed to consider.

Agreements and Other Issues

• At the last bargaining session, Mount Sinai negotiators made a counterproposal that agreed to expand the nondiscrimination language. When management followed up on this issue today, NYSNA asked that Mount Sinai consider it as part of a larger package.
• Management also made some counteroffers regarding the union’s proposal on dues checkoff.
• Our team rejected proposals that would have required Mount Sinai to create additional non-bargaining-unit jobs and assign office space that does not exist.

Both sides agreed to look at additional bargaining dates in late December.

Mount Sinai negotiators presented an updated economic analysis of the 150 pages of union proposals, taking into account the scale and complexity, which negotiators needed additional time to fully understand and evaluate. Negotiators shared the following summary of those proposals:

• The total cost of NYSNA’s proposals for The Mount Sinai Hospital would be $2.97 billion on top of current costs—which is approximately a 345 percent increase from the current annual spend of $861.6 million.
• By the third year of the contract, the new annual spend for Mount Sinai would be nearly $2 billion—an additional $1.15 billion above the current spend of $861.6 million.

On a per nurse basis:

• $113,000—By the third year of the contract, NYSNA’s proposals would increase the average RN’s annual pay by $113,000.
• $275,000 for 10 Days of Work/Month—By the end of the contract the average nurse at The Mount Sinai Hospital—who would work 10 days a month under NYSNA’s proposals—will earn $275,000 per year (rising from the current average of $162,000).
• 133 percent increase in nursing costs—The union’s proposal would more than double Mount Sinai’s nursing costs.

Mount Sinai negotiators concluded by stating that the significant cost of NYSNA’s proposals, coupled with the impacts of the Big Beautiful Bill (H.R.1), make them unsustainable. Hospital negotiators then put forward a counterproposal on compensation.

Economic Proposal

• Mount Sinai proposed an annual $4,000 increase in compensation (wages and benefits) per nurse over each year of the new three-year contract.
• This means that by the third year of the contract, Mount Sinai would have increased the annual compensation of every full-time nurse by $12,000, which is a cumulative total of $24,000 in additional compensation over a three-year period.
  • This is $4,000 additional compensation in year 1, $8,000 in year 2, and $12,000 in year 3.

The cost of this proposal is more than $90 million over three years, which NYSNA characterized as “insulting.” After the union questioned how they should consider allocating this increase across wages and benefits, Mount Sinai negotiators suggested that one area NYSNA could discuss is implementing the same cost controls that other union health plans have that would significantly reduce their costs, leaving more to allocate toward wages.

Negotiators noted that NYSNA’s colleagues in 1199SEIU have a medical plan with annual costs that are $10,000 less per member than the NYSNA plan, while offering virtually the same coverage and benefits. Management made clear that these types of reforms would not in any way be reducing benefits, but are mechanisms designed specifically to control costs—something NYSNA has inaccurately stated is a reduction in benefits. NYSNA also stated that they were unwilling to negotiate any cost-saving measures to the current health plan.

After a break, members of the Mount Sinai Health System security team joined the bargaining team to answer questions from the union about Mount Sinai security procedures, and outlined several proactive measures that are already moving forward across the system, including a new visitor management system and weapons detection. In addition, the security representatives provided a detailed accounting of last week’s event.

The parties spent a majority of the fifth bargaining session discussing staffing for individual units. Mount Sinai nursing leadership emphasized that the current staffing levels are in line with—or exceed—those at other systems, and negotiators from The Mount Sinai Hospital reiterated that the hospital’s vacancy rate is currently low, below the national average, and that retention has also seen dramatic improvement during the current contract.   

A large portion of the session also included presentations from more than a dozen Mount Sinai nurses, which included acknowledging how much Mount Sinai has done to improve staffing. 

Mount Sinai negotiators also presented a counterproposal during the bargaining session, agreeing to add gender identity to the nondiscrimination clause of the contract as a protected characteristic. 

The next bargaining session is scheduled for Friday, November 21.

For the fourth bargaining session, The Mount Sinai Hospital negotiators came prepared to finish asking NYSNA questions regarding its 150 pages of demands; however, the union requested that they first be able to make presentations regarding immigration, LGBTQIA health care, and workplace safety. Mount Sinai negotiators agreed to their request and listened carefully to their proposals, while outlining that although they understand the union’s position on the issues, there are several areas regarding immigration and LGBTQIA healthcare where hospital policy must remain in compliance with federal and state law.

Workplace Safety
There was extensive conversation about workplace safety. Several nurses told their stories about disruptive patient and visitor behaviors and Mount Sinai negotiators outlined some steps already being taken to address the issue.

• After listening to accounts from nurses, negotiators said directly to them that they were sorry they experienced this, that no nurse should ever have to face what they described, and that they want to partner with them to find solutions.
• The hospital representatives stated that preventing these types of situations is paramount and that the system recently announced it would begin to deploy a new visitor management system at its campuses, and has also conducted a number of pilot programs for cutting-edge weapons detection technology.

Economics—The Cost of NYNSA’s Proposals
Following the presentations, Mount Sinai negotiators continued with detailed questions around NYSNA’s staffing demands and cost.

• When NYSNA was asked if it had estimated the cost of its staffing proposals, they responded that they had not.
• Mount Sinai negotiators asked the union if it had conducted an analysis for how many nurses their demands would require the hospital to hire and they also replied they had not.
• Hospital representatives outlined to the union that their proposals would require the hospital to hire a couple thousand nurses on day one, which is nearly impossible; NYSNA did not dispute that.

Mount Sinai negotiators then presented their current economic analysis of the 150 pages of union proposals highlighting the following key numbers:

• $92,000–By the third year of the contract, NYSNA’s proposals would increase the average RN’s annual pay by more than $92,000.
• $254,000 for 10 Days of Work/Month—By the end of the contract the average nurse—who works 10 days a month under NYSNA’s proposals—will earn more than $254,000 per year (rising from the current average of $162,000)
• 114 percent increase in nursing costs—The union’s proposal would more than double Mount Sinai’s nursing costs.

The union said that they developed these proposals despite what they understood to be the realities from pending changes in federal policy, which is universally accepted to cost New York hospitals $8 billion and 35,000 jobs. Negotiators underscored they were still conducting additional analysis, and there was some agreement with the union when hospital negotiators reiterated that Mount Sinai has increased the net number of nurses by more than 1,000 over the last three years and that the vacancy rate has been cut by more than half. The union responded, saying: “We appreciate and acknowledge the vacancy rate has improved.”

AI and Technology
Toward the end of the bargaining session, Mount Sinai negotiators asked questions regarding the union’s AI proposals and made the point that they would restrict Mount Sinai’s ability to implement AI. Mount Sinai has previously publicly stated that AI is designed to reduce repetitive workloads for our care team members so they have more time to use training, expertise, and judgement to deliver unparalleled medical care.

Next Steps
At the end of the session, the union asked for additional information and Mount Sinai responded by asking that they send formal requests, which the hospital would respond to it as timely and completely as possible. The next bargaining session is scheduled for Monday, November 3, and the sides anticipate an in-depth discussion on staffing grids and ratios.

Negotiators for The Mount Sinai Hospital had their third bargaining session with NYSNA and spent a majority of the full-day session asking questions about the more than 150 pages of the union’s proposals. 

Hospital representatives noted that while they have not yet completed a full analysis of the economic impact of NYSNA’s proposals, their initial evaluation indicates that the union has asked for significant increases on every economic term and that their proposals would cost billions over the life of a new three-year contract. 

NYSNA negotiators conceded that all of their economic proposals included increases and yet in most cases they had failed to evaluate the financial impact of these proposals, and that there was no math to show how these requested increases were determined.  

The hospital representatives also stated the importance of contextualizing these proposals against the impact of the pending changes in federal policy, which are universally accepted to cost New York hospitals approximately $8 billion and 35,000 jobs, which would come before any new costs of a new collective bargaining agreement. NYSNA acknowledged that they understood these impacts and made these proposals despite these challenges. 

To better understand the economic impact of NYSNA’s proposals, the hospital negotiators also asked questions related to increases in differentials, staffing and developmental programs, and vacation days, among other items.

Hospital negotiators said they would continue to evaluate the NYSNA proposals, including a few additional proposals that were shared during today’s negotiating session, and were looking forward to the next meeting. The next bargaining session is scheduled for Wednesday, October 22.

Negotiators for The Mount Sinai Hospital had their second bargaining session with NYSNA, which presented a comprehensive package of demands.

It was apparent that NYSNA’s demands seek sweeping economic increases to virtually every financial term in the current collective bargaining agreement.

Mount Sinai’s negotiators expressed at the table that while they have the utmost respect for Mount Sinai’s nurses and their incredible work and dedication to patient care, NYSNA’s proposals are disappointing because they are untethered to the economic reality of the Hospital and the health care industry as a whole, and are fiscally irresponsible.

The Mount Sinai Hospital bargaining team said it would more fully review the demands and assess the complete economic impacts and come prepared to discuss at the next scheduled meeting, on Wednesday, October 15. The sides also agreed to schedule additional bargaining sessions.

Negotiators for The Mount Sinai Hospital held their first official bargaining session with NYSNA at Mount Sinai’s offices on 42nd Street.  

The negotiating team came ready to discuss proposals and bargain, particularly since this session had been scheduled for weeks and NYSNA recently presented extensive demands to other hospitals that are currently bargaining with it—including wage proposals. 

NYSNA negotiators stated that they would not share any contract proposals until there was an agreement on where to hold future bargaining sessions. NYSNA continues to insist that sessions take place on the hospital campus, while Mount Sinai negotiators have explained that the hospital does not have the appropriate space to routinely host negotiations without interfering with patient care, scientific research, student and trainee education, and employee activities.  

In previous years, bargaining has taken place at Mount Sinai offices on 42nd Street and NYSNA’s headquarters, and Mount Sinai said that its preference is to continue meeting at either or both of those locations. Nevertheless, Mount Sinai’s negotiators listened to NYSNA’s concerns and agreed to explore off-campus locations closer to the hospital. 

There was no final determination made on future locations; however, both sides agreed to meet next on Friday, October 3, and Wednesday, October 15.