Negotiation Update 5
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- Oswald Montgomery
- 6 years ago
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1 Oregon Nurses Association Bargaining Update Newsletter Dec. 23, 2015 ONA / PMMC Officers: Chairperson: Tamara Strazdas, RN, ICU Vice Chairperson: Lisa Seaman, RN, Birthplace Secretary: Gayle Lynn Kemp, RN, Surgery Treasurer: Naomi D Abbraci, RN, Day Surgery Member at Large: Renee Swenson, RN, PICC Placement Membership Chair: Tiffany Bennett, RN, Emergency Department PNCC: Sue Washington, RN, Birthplace Peggy Ennis, RN, PACU Leslie DeVry, RN, ICU Naomi D Abracci, RN, Day Surgery Stewards: Cathy Giebel, RN, ICU Rose Adams, RN, 3 West Casey Julian, RN, ED Jennifer Miller, RN, ED Karen Dwyer, RN, ICU Rick Mailand, RN, Surgery Stephanie Wolgast, RN, Surgery Tamara Strazdas, RN, ICU Vicki Knudsen, RN, 2 East ONA Labor Relations Representative Susan Bruce, RN Cell: bruce@oregonrn.org Oregon Nurses Association SW Boones Ferry Road Suite 200 Tualatin OR within Oregon Providence Medford Medical Center (PMMC) Negotiation Update 5 In this issue The Fifth Session is Complete, Recruit and Retain Pages 1-2 Why Being Market Competitive is So Important, Articles, Proposals and Outcomes Pages 4-12 Articles, Proposals and Outcomes Pages 2-12 The Fifth Session is Complete Monday, Dec. 21, our teams met for the fifth negotiation session. We were able to make progress on many of the remaining issues. Wages however was not one of those issues. We offered a counterproposal on wages which maintained the original proposal dollar amounts, but divided the increase in the first year into two increases. The increases would occur with half of the increase effective the pay period including Jan. 1, 2016 and the other half effective July 1, 2016 with an additional increase of 3 percent Jan. 1, Prior to the beginning of negotiations, we heard from Providence Oregon CEO Dave Underinner for months that being market competitive in order to recruit and retain staff in Oregon and create the kind of organization people feel proud to be a part of was a Region priority. During our first day of negotiations we heard the same message from Providence Medford Medical Center (PMMC) leadership which was welcome news as those issues are also a major driver for our contract proposals. Recruit and Retain We supported our proposed increases with market analysis of Providence facilities around the state (excluding Providence Portland and Providence St. Vincent) and including Rogue Regional Medical Center (RRMC). Based on only those comparisons, the increases we have proposed for 2016 would only put us in the middle of the range. Currently we are an average of 10 percent behind in wages when compared with our colleagues at RRMC. Continued on page 2 Our ONA negotiation team has made many proposals during our negotiation sessions which would increase our ability at PMMC to recruit new and experienced nurses to join our organization as well as honor, respect, and retain our current and long-term nurses to create an environment we are proud of and ultimately improves patient care. Continued on page 2 Visit ONA s PMMC Bargaining Unit page for more negotiation information including wage comparisons around the state at OregonRN.Org/PMMC/Newsletters
2 PMMC Newsletter Page 2 Dec. 23, 2015 The Fifth Session is Complete Continued from page 1 The hospital did not return a wage proposal as expected prior to the end of negotiations. Instead they offered an explanation of how negotiations usually work, with both groups offering wage proposals that would be moved incrementally. Based on the conversations across the table, they now clearly understand that our opening proposal is very close to where we expect to land during these negotiations and that at our next (and final) scheduled negotiation session they will bring forward a wage proposal that will get us close to our proposal. Recruit and Train Continued from page 1 During our previous contract negotiations the Administrative team has said we are committed to getting closer to the local market wages, but it is not likely to happen in the term of one contract. Near the end of Monday s session they clarified that we are in our current position based on our previous negotiated s. That message was clear to us, we have agreed to these lower wages for the past decade and changes in the future are our responsibility. You can share your support of our negotiation team and proposals by talking with your Providence leadership. Our proposals include: Wages that allow us to attract and keep our nurses. Increasing the paid education hours for each nurse. Increasing the education funds available and guaranteeing availability through year-end. Allowing nurses who have worked in the float pool prior to Dec. 31, 2013 to receive the float pool differential of 15percent for all hours worked. Limits to changing your status while on standby to only once per shift and maintaining continuity of care for patients. Increasing bereavement leave time Ensuring that no nurse will be put in a relief charge position with less than nine months of experience in that specialty. Paid time off (PTO) and earned illness time (EIT) accrual rates equivalent to those of other Providence facilities. Receiving rationale for the denial of PTO in a reasonable time frame. Oregon staffing law in the contract for easy access. A guaranteed time frame on when you will transition to a newly awarded position. The Hospital s negotiation team has made no proposals that would improve our ability to recruit and retain nurses or get wages market competitive. Rather they have simply responded to our proposals and declined many of them. Some original Hospital proposals offered have included language that actually detracts from our ability to retain and recruit. Furthermore, Providence s Strategic Plan through 2017 states Recognizing inspired caregivers (employees) are the foundation for providing high quality care and innovative solutions to our communities, Providence will hold steadfast to our Mission and Values and will concentrate on the ongoing development of our people, their health, and workplace culture. Despite that clear language, the hospital has further proposed: Limiting schedule flexibility and educational opportunities of Per Diem nurses, even if they meet hourly requirements, Provided no accountability, incentive, or solution for the hospital to solve the problem of missed meals and breaks Continued on page 3
3 PMMC Newsletter Page 32 Dec. 23, 2015 Recruit and Train Continued from page 2 Limiting educational funds to current amounts which are barely enough for just half of represented nurses to receive $250 in reimbursement. Good faith or Subject to Operational and Patient care needs language on multiple proposals in their favor to prevent accountability to improve retention and nurse satisfaction Declined to allocate education funds to each part of the year to ensure availability because that would be difficult despite other facilities finding this doable. Declined to allow nurses access to education funds once they have worked over 550 hours and made it through their probationary period. Declined assuring nurses unchanged health insurance rates in Wages that are neither market competitive for most nurses and even less competitive for experienced nurses who have stayed loyal to PMMC for years. We need to support our staff and negotiate a contract that encourages professional growth and recognizes our commitment to serve our community as members of PMMC. Why is Being Market Competitive So Important? Being market competitive is about our ability to provide safe patient care. It is crucial to have enough staff, based on patient acuity and intensity, to meet the patient care needs, the appropriate skill level to ensure safe patient care, the ability to have access to ongoing education to remain competent in the ever changing world of health care and the ability to take the legally required breaks and lunch periods each shift while still ensuring your patients are monitored and cared for appropriately. Not being market competitive reduces our ability to recruit and retain staff, which in turn puts our patient s care at risk. Only One Session Left Before Our Contract Expires Our final negotiation session is scheduled for Tuesday, Dec. 29 in the main lobby conference room starting at That means that our contract will be expired on Jan. 1, 2016 (unless we agree to extend the contract) If the contract expires nearly all provisions remain in effect with the exception of the Arbitration clause, no strike, no lock out and dues collection. As a reminder our ONA team asked for negotiation dates September 8, 2015 in order to have the opportunity to reach a mutual BEFORE the contract expires. The Hospital actually offered dates on Oct.15 and then rescinded one of the six dates offered on Oct. 22, and then offered a sixth session to us on Dec. 14. Such behavior does not support the statements we have heard across the table that these negotiations are important to us. By offering dates for negotiations after the schedules are out, the hospital is counting on you to adjust your schedules to allow your VOLUNTEER negotiation team to attend sessions which are scheduled at the hospital s convenience.
4 PMMC Newsletter Page 42 Dec. 23, 2015 Articles, Proposals, Responses and Outcomes ONA Proposals Hospital Proposal Response/ Outcome Article 2 Article 2 ( ) Article Keep current language and add language that Per Diem nurses will provide their shift availability according to the scheduling guidelines applicable to nurses. (t/a ) 2.6 Keep current language including good faith effort and add additional language that Per Diem nurses must provide their shift availability according to the scheduling guidelines. Per-diem nurses must be available to work times needed by the Medical Center (removed make good faith reasonable efforts from language) 2.6 Tentative Hospital re-opened for discussion Tentative s ( ) 2.8 Charge nurses apply and are awarded positions (rather than being assigned) 2.9 () modify previous proposal to 9 month experience. ( ) New language which would require relief charge nurse to have minimum 1 year experience in specialty prior to being assigned charge responsibility 2.8 Charge nurses apply and are awarded a position. (clarify positions means title only) 2,9 ( ) Keep current proposal. ( ) Remove current language identifying that relief charge is assigned when no supervisor or charge nurse is performing that role. 2.9 () Hospital believes there should be no specified practice requirement before being assigned as relief charge nurse and that relief should be able to assume charge duties even if full time charge is present () Maintain current contract language and differential. (t/a ) ( ) Maintain current contract language and increase differential to $3.00/hour for all nurses who complete Preceptor class. Removed the word currently from this paragraph 2.10 ( ) Maintain current contract language and current Preceptor differential. Remove all language that would allow nurses who have not completed the Preceptor class to receive preceptor pay Tentative continued on page 5
5 PMMC Newsletter Page 5 2 Dec. 23, 2015 Articles, Proposals, Responses and Outcomes ONA Proposals Hospital Proposal Response/ Outcome Article () One uninterrupted meal period of one-half (1/2) hour on the nurses own time, the meal period shall be near the middle of the nurse s shift. Withdrew double time for missed meal proposal. ( ) Maintain our current proposal. Article () maintain current contract language except delete subject to provisions below and ad when possible ( ) Maintain current contract language. Nurses shall receive one uninterrupted meal period of one-half (1/2) hour on the nurse s own time. The meal period shall be near the middle of the shift. Any meal period that is interrupted shall be paid at double time () withdrew our proposal. (t/a ) No interest in additional pay, would rather solve the problem. No proposed language change ( ) maintain their proposal Tentative ( ) maintain our proposal. Proposed keeping this language. Remove redundant language ( ) current language and add Nurses should notify the Medical Center of absence from work because of illness as far in advance as possible, but at least 90 minutes before the start of the shift. ( ) Maintain current contract language ( ) Hospital will make reasonable efforts to notify nurse 60 minutes in advance of shift if not needed. Nurses should notify the Medical Center of absence from work because of illness as far in advance as possible, but at least 60 minutes before the start of the shift Tentative 4.6 () Maintain our proposal. Nurse who works longer than scheduled shift is allowed opportunity for 10 hours of rest without disciplinary action or absence Hospital will notify nurses not to report to work 60 minutes in advance. Nurses will be required to notify hospital 90 minutes prior to shift that they will be absent. continued on page 6
6 PMMC Newsletter Page 62 Dec. 23, 2015 Articles, Proposals, Responses and Outcomes Continued from page 4 ONA Proposals Hospital Proposal Response/ Outcome Article ( ) agree to add manager/ supervisor approval. Posted schedules will not be changed without nurse s written consent. Article No changes will be made once posted without nurses consent and manager/ supervisor approval. Article Tentative () Nurses will not be scheduled consecutive weekends without their consent. (t/a ) 5 2 Nurses will not be scheduled consecutive weekends without their written consent. 5.2 ( ) Nurses will not be scheduled consecutive weekends without their consent. No language changes proposed. 5.2 Tentative For the purposes of scheduling for night shift, Friday, Saturday and Sunday nights will be considered weekend shifts No interest in including that language in contract as it is in current staffing plan. ONA reviewed current staffing plan, no such language exists () Medical Center shall, when possible, avoid scheduling nurses with only 24 hours off between work shifts (unless the nurse provides written consent to the contrary) Medical Center will avoid scheduling nurses with only 24 hours off between shifts () Nurse must be notified of changes to start/stop time prior to schedule posting (t/a ) () revert to current contract language. ( ) Medical Center will attempt to avoid scheduling night shift nurses with only a single day off between shifts. No language changes proposed Nurse must be notified prior to the time the schedule is posted Tentative Nurse must be notified of changes to start/ stop time prior to schedule posting on Kronos. continued on page 7
7 PMMC Newsletter Page 72 Dec. 12, 2015 Articles, Proposals, Responses and Outcomes Continued from page 5 ONA Proposals Hospital Proposal Response/ Outcome Article 5 Article 5 Article Changes to start/stop times can be made no more than twice in a rolling 12 month period. 5.5 ( ) proposed incorporating floating guidelines into contract rather than addendum () Agree to our language. (t/a ) Remove Business model and replace with Patient care/operational needs 5.5 () Maintain current language which would allow Staffing Committee to make changes as voted on Tentative Maintain current language and floating guidelines as addendum. 5.8 () Maintain our proposal. Negotiating nurses will request time off for negotiations prior to schedule posting. If unsuccessful hospital will release members from work schedules to attend negotiations. 5.8 () Maintain current contract language except replace good faith efforts with when possible ) remove good faith efforts keep language, subject to patient care and operational needs of the Medical Center Replace good faith efforts with every effort. continued on page 8 PLEASE UPDATE YOUR CONTACT INFORMATION Together we can make sure everyone is involved and stays informed! Please update your contact information, especially your address and personal , as soon as possible. Your team is encouraging all nurses go to and click on Update Your Information under the Membership Services tab to provide ONA with updated information so that we can be in touch with you during our upcoming negotiations.
8 PMMC Newsletter Page 82 Dec. 23, 2015 Articles, Proposals, Responses and Outcomes Continued from page 6 ONA Proposals Hospital Proposals Response/ Outcome Article 6 Article 6 Article ( ) Agree to their language. (t/a ) Delete this Article () Agree to their language. (t/a ) Delete this Article ( ) Agree to their language. (t/a ) add SB 469 in reference to ORS number. Add regarding staffing and staffing committees to the end of the paragraph Maintain article and replace Staffing Plan Committee with bargaining unit Add Interventional Cardiac Services, clarify Preoperative should be perioperative services Tentative Tentative Tentative Add Cardiac Services to list of units, clarify preoperative should be perioperative services () Agree to proposed language. (t/a ) Delete this Article () The Staffing Plan Committee s decision making process will be by vote of the majority of voting members Tentative () first point. Maintain current language () first point. Change language for co-chair to include leader: add language to 2 nd point, however the Committee will meet no less than every 3 months (legal requirement). () 2 nd point remove endeavor to meet every other month add meet no less than quarterly (third point) change bargaining unit member to staffing committee member. (seventh point) Nurses are allowed to attend these meetings as observers, although they may be asked to leave for the purposes related to deliberation and voting. (seventh point) () Staff nurses may attend Hospital Staffing Plan Committee meetings as observers, on unpaid time, but may be excluded from a committee meeting-by either co-chair for purposes related to deliberation and voting. (eighth point) The medical center will release Staffing Plan Committee members from duty so that they may attend scheduled Staffing Plan Committee meetings. (eighth point) ( ) Maintain current language except replace will make reasonable efforts to with shall. Add language that the members are required to attend meetings and. continued on page 9
9 PMMC Newsletter Page 9 2 Dec. 23, 2015 Articles, Proposals, Responses and Outcomes Continued from page 8 ONA Proposals Hospital Proposals Response/ Outcome Article 7 Article ( ) Maintain current language and ad Coaching sessions will be followed up with an to ensure the nurse knows that conversation was considered coaching and reflect each issue discussed. Coaching will include notes of discussion. Each document shall address a single issue and a copy is given to the nurse at the time of the discussion. 7.7( ) proposal withdrawn. Nurse will be notified if they will be ineligible for rehire. Article ( ) Maintain our proposal to increase education hours and retain ability for per diem nurses to access education hours. Increase annual education hours to 24 per year. 7.3 () No change to current language. Due to number of coaching episodes would be over burdensome to managers and insulting to nurses. Encourage scripted language for managers so that nurses are aware conversation is considered coaching. No change to current language. 7.7 No change to current language. Article 9 () Maintain current language in order to focus on wages. 9.3 ( ) no increase to education hours and remove ability for Per-Diem staff to have access to education hours Remove this article to allow newly hired nurses to access education hours after 550 hours of work Maintain current contract language. 9.5 Increase education fund to $40K in 2016 and $50K in Increase amount to $600 with total of $850 available for the year. 9.5 Maintain current contract language and funding amounts. Article ( ) positions will be transitioned to new positions no longer than 3 pay periods after awarded Nurses awarded new positions will be transitioned to new positions no longer than 1 pay period after being awarded the position. Article () Agree to our language. (t/a ) ( ) Maintain current proposal. ( ) Medical Center will endeavor to transition nurses to newly awarded positions within two (2) pay periods, subject to patient care needs. Article Tentative continued on page 10
10 PMMC Newsletter Page 10 2 Dec. 23, 2015 Articles, Proposals Responses and Outcomes Continued from page 8 ONA Proposals Hospital Proposals Response/ Outcome Article 11 Article 11 ( ) Article () Maintain our proposal with reduction of maintenance of BU position to 3 months. Clarify that nurses working outside the Bargaining Unit (BU) must apply for and be awarded a BU position within 12 months and remain in BU position for 6 months or longer to retain seniority. Article B.i Remove language that allows report time to be changed once during shift while on standby. Article 13 ( no counter by ONA) 13.2 Remove requirement to work at Medical Center for specific number of years to advance to steps 20, 22, We proposed language changes however we are re-considering those changes Red-circled nurses would receive bonus increase in Nurses will be hired at step that corresponds to years of acute care experience. Year = 1240 hours. Hospital may not place nurse at higher step at its discretion. Article ( ) maintain current proposal. Allow nurses who have been in float pool since to receive float differential of 15% ( )propose clarification language a nurse who works a holiday shall receive holiday pay at time and one half (1 ½) and still qualify for overtime pay in that week if he/she works beyond 40 hours in the week including the holiday hours 11.3 () Maintain current contract language. Not willing to punish those who choose to help hospital and try management positions. Maintain current contract language. Article B I () No proposal today. ( ) May be willing to adopt our language, need further discussion. ( ) B.1 Maintain current contract language. Article 13 () no proposal. Focus is on wage increase.( no proposal yet) 13.2 ( ) No proposals received regarding this Article. Article () Maintain current language. Intent was to sunset this differential. ( ) maintain current language () Maintain their proposal remove language that pyramiding language does not apply to holiday pay at rate of time-and-one-half (1 ½) Tentative. continued on page 11
11 PMMC Newsletter Page 11 2 Dec. 23, 2015 Articles, Proposals Responses and Outcomes Continued from page 11 ONA Proposals Hospital Proposals Response /Outcome Article ( )Maintain current plan in 2016 and Article 15 ()Verbal proposal No changes to current proposal 15.4 () Maintain current proposal. ( ) For 2016 and 2017 nurses will plan as offered to majority of Medical Center s nonrepresented employees. Agree to maintain plan for 2016 as same in 2015 Article ( ) maintain current proposal. Article 17 Verbal proposal to maintain current proposal for entire article. () Increase PTO accrual rates equivalent to St. Vincent Rates ( ) Maintain current language ( ) agree to scheduling in advance using automated system (Kronos). Delete written request. Decrease time for advance request from 12 months to 6 months. Add language It is acknowledged that some special circumstances may require approval greater than 6 months in advance. Nothing in this article precludes such advanced approval and such approval will not be rescinded ( ) Nurses will receive notice of approval or denial of PTO request and if denied a reason for the denial within 30 days of the request Nurses will receive written notice and reason for denial of PTO request within 15 days of request and prior to Kronos posting of schedule ( ) Maintain current contract language ( ) Nurses will receive notice of approval or denial of PTO request and if denied a reason for the denial within 30 days of the request Nurses will receive written notice and reason for denial of PTO request within 15 days of request and prior to Kronos posting of schedule ( ) Maintain current contract language. Current contract language.12 months to 6 months due to Kronos program limitations Nurses will electronically receive notice of denial per Kronos update ( ) add language Each nursing position will have a set holiday rotation schedule ( A or B ). The scheduled shall be posted and no point person specific (i.e., if nurse transfers to a new position she will leave her previous rotation and assume the rotation schedule for the new position to which she is being moved.) continued on page 12
12 PMMC Newsletter Page 12 2 Dec. 23, 2015 Articles, Proposals and Outcomes Continued from page 11 ONA Proposals Hospital Proposals Response Outcome Article 18 ( Maintain our proposals) 18.2 Changed language to mirror PTO language Add immediate access to EIT when scheduled for preparation for procedure. Article Add language requiring notice and negotiations of all newly created jobs which require at a minimum RN licensure. Appendix A () modified proposal to half of original 2016 wage increase effective first full pay period Jan 2016, second half July 1, 2106, 3% Jan ( ) See table below Clarified intent to propose changes to wage step scale to include new steps at 6, 9, 13, 19 and 23. Will be proposing step scale adjustments to each step of the scale that make us market competitive rather than across the board increases. Article 18 () verbal proposal maintain current proposal. 18.2( ) Maintain current contract language Maintain current contract language. Article ( ) No desire to include this new language No response to ONA proposal at this time. Appendix A ( ) Effective first full pay period of 2016: 2.25% increase start through step 12, 1.25% increase steps 15 and 17, 2.25% steps 20 through 25. Effective 7/1/16 1.5% increase for steps start through 17, no increase for steps 20 through 25. Effective 1/1/17: 1.5% increase for all steps. ( ) No counter proposal at this time PMMC Current Start $ $ $ after 1 $ $ $ after 2 $ $ $ after 3 $ $ $ after 4 $ $ $ after 5 $ $ $ after 6 $ $ after 7 $ $ $ after 8 $ $ $ after 9 $ $ after 10 $ $ $ after 12 $ $ $ after 13 $ $ after 15 $ $ $ after 17 $ $ $ after 19 $ $ after 20 $ $ $ after 22 $ $ $ after 23 $ $ after 25 $ $ $ Wage Increases Wage increases for 2016 range from 7 percent to 13 percent to bring us up to mid market competitive 2017 wage increase is 3 percent across the board to keep us market competitive
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