Executive Committee Pat Meade Treasurer & Community Relations patmeadesjna@gmail.com Krista Schulte Secretary kristaschulte@comcast.net The Pulse The Official Newsletter of SJNA November 2016 Contract Survey We have gathered and reviewed the surveys. The top four priorities set are as follows: (1) vacation / pto (2) wage increases (3) acuity (4) nurse to patient ratios. We have a couple units that did not submit. It would be great to hear positive things that YOUR unit does that could benefit other units. Your POSITIVE feedback could impact your coworkers!!! Pam Buckley Staffing & Acuity Chair pamelabuckley24@gmail.com Michelle Foreman Membership Chair misch218@hotmail.com Erica Kesler Communications Chair badgrl1975@yahoo.com INA Staff John Fitzgerald INA Representative jfitzgerald@illinoisnurses.com 312-505-3683 Brock Meade INA Organizer bmeade@illinoisnurses.com 312-720-8814 Chicago Office 910 W Van Buren St Ste 502 Chicago, IL, 60607 P: 312 419-2900 F: 312 419-2920 www.illinoisnurses.com Visit Us: Read Us: Staffing Many people brought up to the Magnet surveyors that staffing is a problem at PSJMC. Yes we have a Staffing and Acuity Committee per our Union contract; they meet every other month. Does everyone know how staffing grids are made? Or how to get their units changed? 1) An outside source figures the productivity hours for each unit. 2) This is how units divide the hours for X amount of RN s and X amount of Aides/PCT s during that day. 3) Units & people can at a unit level make an alternative grid. The unit MUST vote on it & APPROVE it. 4) The agreed upon plan is taken to the staffing and acuity committee to approve as well before in goes in place. There are units that have changed their grid with it being used off and on. If the approved grid is not being used and staffing is unsafe then the protocol is to file an ADO form. Positive changes cannot take place if people do not take action. Ask to attend an S&A Committee meeting if want to learn more! Room 243, Saint Joe s Hospital http://inastjoes.blogspot.com/
Labor-Management Committee The Labor Management Committee met on October 13th in the Madison Board Room. There are a few topics that await response from Human Resources. 1) The pulling of CCRT on a Holiday is being discussed. Our contract does not specify if CCRT can or cannot be pulled on Holidays or whether CCRT has a home unit. This has to be looked into because the first assignment of the day is said to be one s Home unit. See section 7.3 (temporary reassignment) pg. 23; and 8.5 (scheduling) pg. 30 2) The roles of ancillary staff on 2E was discussed. It was discussed that they have cross training roles to assist in the daily needs of their unit including: hall monitors, program counselors, unit secretaries, sitters and aides. 3) Jazzman hours were discussed to see if opening can be at 0615 to decrease the morning chaos as staff is trying to grab a beverage before shift and to stay open past 4pm because some days our pace does not slow down until after current closing. Human Resources is looking into this consideration. 4) The cardiac cath lab is reporting long hours due to lack of staff with the goal to get incentive and/or help to cover some of the long hours this unit faces daily. We are waiting for possible resolution. 5) Dietary wait-times were discussed and we were advised that this area is being looked into with hopes of improvement. 6) Doctors not entering orders was discussed. Recently the CCRT invited Dr. Lipinski to their UBLC and were advised this is being monitored and MIDAS reporting and feedback is needed to help with improvement. 7) Scheduling of investigations was discussed. We reviewed Section 6.6 Discipline page 22 and 8.5 Scheduling page 30. Your employer cannot mandate changes once your schedule has been posted. (During Emergent time constraining events PSJMC may be more limiting). The meeting should be scheduled no sooner than 2 business days and on a work day. Next meeting is December 8th at 1pm, please don t hesitate to bring your questions and concerns forward. Staffing & Acuity Committee The committee is working hard on brainstorming in order to get uninterrupted breaks and revamp each unit s grids. Many units are coming forward looking for help. Breaks and lunches subcommittee is looking into combining breaks and lunches. Potentially hiring breakers Nurses need to take their breaks! Please share if there is something positive your unit does to get these concerns possibly resolved on another unit.
UPCOMING MEETING SCHEDULE Nov 2016 Wed 30th 6:00a-6:00p Auditorium C Dec 2016 Wed 21st 8:00p-10:00p Town & Country Lanes (Tentative) Jan 2017 Wed 25th 6:00a-6:00p Auditorium B Feb 2017 Wed 22nd 5:30p-7:30p Painter's Hall Mar 2017 Wed 29th 6:00a-6:00p Auditorium B Apr 2017 Wed 26th 5:30p-7:30p Painter's Hall May 2017 Wed 31st 6:00a-6:00p Auditorium B Jun 2017 Wed 28th 5:30p-7:30p Painter's Hall Jul 2017 Wed 26th 6:00a-6:00p Auditorium B Aug 2017 Wed 30th 5:30p-7:30p Painter's Hall Sep 2017 Wed 27th 6:00a-6:00p Auditorium B Oct 2017 Wed 25th 5:30p-7:30p Painter's Hall Nov 2017 Wed 29th 6:00a-6:00p Auditorium B Dec 2017 Wed 20th 5:30p-7:30p Painter's Hall (Tentative) Union Meeting Recap The INA Assembly was held in Bloomington October 21st with 60+ people from around the state. A bylaw was proposed to change how many Board of Directors seats are allotted to each bargaining unit. The CDPH Bargaining Unit organized a no vote against the changes by turning out ¼ of their bargaining unit to the Assembly. CE s on bullying and dealing with difficult people were given. PSJMC reimbursed registration fee for CE s. Next Year is Elections, so a goal was set to double the attendance. It is a great way to learn about what our Union is fighting for statewide. We are the 3rd largest Bargaining Unit. Let s try to get the third highest turnout next year! We intend to hold an election at November s Open House meeting for the bylaws as well as the Action and Events Chair, and Chief Steward positions. If you are interested in running, let INA Staff know. Two volunteers are needed to review and revise bylaws. We also need one more volunteer to go through the facility to update outdated union bulletin boards. We have one of two volunteers so far. We discussed having a bowling social at Brunswick, Pin Stripe, Cosmic Bowling, or Town & Country on or around Wednesday 12/21. Time and location TBD. Bargaining Committee We had our first meeting on November 1st to review your INA survey feedback. We will be continuing to recruit Bargain Support Committee Members. We will continue to look for feedback and assistance from EVERY INA member as we prepare to make a priority list of things that you want changed in the next contract.
Grievance Updates A number of disciplines have come down related to CBLs not being done on time. These are difficult grievances to fight, as these can be seen as no fault disciplines. That means that the violation is clear and so is discipline. While mitigating factors can be taken into account, it is tough to overturn the discipline. Remember, these are to be done on work time. Instead of an HE, stick around to complete the training. f issues arise that make it difficult or impossible to complete these by the deadline, make sure to document this BEFORE the deadline. Being proactive shows ownership and can be vital in overturning discipline. If you have questions or concerns, feel free to contact a Steward or Union rep. How do I become a steward? Ask Brock, John or executive committee member We also have a series of grievances dealing with contractual issues. Management wants to redefine terms of pay and work rules. These include: Night nurses not being paid 12 hours holiday premium on the holiday. Management seeking to unilaterally redefine units as clinics in order to cut pay for nurses. The following items are headed to arbitration for resolution: Management ignoring section 8.5 of the contract to pull nurses on the holiday eves. Refusing to pay holiday bonus in addition to EIB on qualified absences, in violation of Section 9.2 and 9.3. The hospital unilaterally extended a nurse s probationary (or introductory) period, and then fired her without just cause. They also denied her notice of the nature of the meeting, and did not give her 2 day notice to obtain a Union rep. What is arbitration? See pgs. 18-19/ Grievance process is on pgs. 16-17 Remember that it is up to you to defend your rights and enforce your contract. Have a question or concern? Contact your local Steward, or your Union staff. Sometimes these newsletters get lengthy but taking a brief amount of time to read could benefit you!! Recently a member read the newsletter that helped member in a disciplinary situtation!!! Check out this web site!!! It is commonly accepted that there are seven tests as to whether a boss has used "just cause" in handing out discipline. Each of the consecutive newsletters will explain another test. If you have anything you would like to contribute to the newsletter, let Communications Chair Erica Kesler know. http://www.ueunion.org/stwd_jstcause.html
Upcoming Events Attend the Union Meetings 6:00am 6:00pm Wednesday, November 30th At Presence St. Joseph Medical Center, Auditorium C 8:00p-10:00p Dec 2016 Wed 21st Town & Country Lanes (Tentative) See You in 2017 At Painter s Hall Local 33, 100 Republic Avenue