You won't find one that they will publish. That is very hush hush in administration. Managers are given strict instruction to not discuss pay scale because of course everyone want the high end, right? That's not cost effective. Pay ranges/scale will vary region to region,hospital to hospital. So finsing a "grid for Texas" doesn't exist. "Gridsw" exist in union contracts. "Ranges" exist without contracts so the "better man" is paid more.
When the union is in negotiations there are no raises as that is what the contract is all about.....raises, the cost of living and benefits. The union advocates the same salary for each employee for years experience/service. The longer you work the more you get paid. Equal work, equal pay, right?
Well, that is what the union fights are these arbitrary biased pay ranges that are subject to personality conflicts and favourites. Causing inequality in the workplace.
The non-union supporters argue that paying the same to every worker when one worker puts "more" into the position, like commities etc., and one that barely gets by.....isn't fair. That paying rewards for good work good attendance is good practice. That the better candidate gets more money and that is left up to the managers discretion. SO, managers are given ranges which is protected top secret information.
For example.......the range for a new grad is 21.50 to 23.20 it is up to the managers decision/discretion based on "merit" who gets paid what. You can ask but in this environment when there is a plethora of applicants for every position....you are not in the bargaining chair to insist more money. They may "let" you go find more money in the form of another job and hire a new grad that will be happy to do it for less.
Pick your battles. If your facility just got "rid" of the union remember the union is no longer there to protect you. You no longer have a signed contract guaranteeing certain "rights". Navigate these new waitress with a life jacket until you know how to swim.