PRESIDENT’S MESSAGE

From Michele:

As we stand poised about a year from negotiations, let’s take stock of where we are as a Union local and where we are going.  Certainly, 2007 brought some of the struggles we hear about in health care closer to home with the closing of  Pascack Valley Hospital and the difficulties Bayonne Hospital is still working through. Both are HPAE locals. 

We have been fortunate to find many of the PVH employees finding jobs at EHMC, as we have seen our census increase with the influx of many of the PVH doctors and their patients.  We now find ourselves balancing the orientation of new nurses with delivering high quality nursing care to a groundswell of patients.  While the volume insures some job security, are we sure we are able to do the job we are committed to doing?

Please keep us informed as changes roll out on your units.  Although the MC (usually) tells about the changes they are planning, we need to hear from you exactly what the impact of those changes are.  If you don’t have what you need to get the job done, speak to your PCD…or whoever is covering your unit.  BUT…at the same time call us, or drop a note in the Union mailbox, so we can follow up at Joint Nurse Practice Council.

We are now well past midway of the current contract tenure.  Before you know it we will be preparing for the 2009 negotiations…and you all know what that means.  Our goal has long been “Retention & Recruitment”…so what does it take to keep you here?  What are new nurses looking for?   Think now about what it is you need to do your job well at EHMC.  Talk about it and start writing down your ideas so when the surveys come out next year, you will be ready to answer.  Our contract proposals come from the information we get from the surveys.  Also, think about what you would be willing to do to ensure successful negotiations.

Staffing/Acuity Update

The HPAE and EHMC Staffing/Acuity Committee met in May. We reviewed the data sent by OptiLink as a result of their compliance review.   We reviewed the changes to the Patient Classification, Staffing and Assignment Guidelines and each unit’s Classification Guidelines and the target date for the changes to appear in OptiLink is mid July.  Also, in mid July the patient’s names will go colorless at the start of each shift until an acuity is assigned to that patient.  A superusers meeting was scheduled for June 19^th , in the Berry Conference Room.  The purpose of the meeting was to review the aforementioned and the superusers will then carry the information to their colleagues on their particular unit.

The next step is to determine if the OptiLink System is providing reliable and valid data as to staffing and patient acuity.  It is imperative that the nurses use the system as it is intended.  Assigning staff to patients and assigning acuity to patients each shift. Remember, in-patient units can change the acuity on patients at anytime during your shift if the need arises.  Making changes in the assignments if a nurse and/or a PCA is pulled.  Document coverage for ancillary staff, i.e. monitor techs, sitters, etc. in shift notes.  Remember you can place in shift notes any changes that occur with regard to staffing.

Currently a procedure is being developed for an internal reliability and validity study.  Once the procedure is developed data will begin to be measured.  The target date for development of the procedure is September 2008.

If you have any questions and/or concerns, please do not hesitate to contact Stephanie Orrico, Chairperson HPAE Staffing/Acuity Committee, at 201-262-5005 ext. 124.

Grievance Committee Members:

Luz Ramos, Chair (ED 7A-7P)

Marie Bruno (Rapid Response Teams 7A-7P),

Dawn Pavlu (MSICU 7A-7P),

Adele Thomas (Dean 5 11P-7A),

Barbara Millo (MSICU 7A-7P),

Gail Gabrinowski (MSICU 7P-7A)

Health & Safety Committee Members:

Luz Ramos , Co-Chair (ED 7A-7P),

Crystal Disant, Co-Chair (PCU 7A-7P),

Louise Malusis (MSICU 7A-7P),

Fran Orozco (Hemo 8A-6P),

Cheryl Hernandez (Berrie Pre-Post 7A-7P)

Mentorship

The mentorship committee meets at 8:00am on the fourth
Monday of the month before JNPC, this June’s meeting was
productive as we set dates for Mentorship workshops as well as Meet and Greets for the new nurses. If interested please request to attend with your PCD. Remember, that as well as the workshops, any time spent to develop a relationship with a protégé is time worked as per our contract. This is to encourage you to meet with your protégé and eventually develop communication and support with she or he.

Dates to save:

Mentorship workshop:  Aug 6th 2 sessions 7:30-10:30AM and 12N-3:00PM  4th floor classroom north annex.

WE NEED MENTORS

Hope you can attend

Ruth Comfort 3382

 Communication:  Just a reminder: There are several ways to reach Michele and the other Local 5004 officers:

BY PHONE:  The office number is 201 262 5005 ext. 124, checked at least 3 times a week. Or you can call HPAE Staff Rep Carlton Levine’s line — ext. 120 —and he will reach the appropriate officer. 

E-MAIL: michelehpae@hotmail.com, checked once a week. (You can get to this through the HPAE Website.)

Personal e-mail: msmichmc@aol.com, checked almost daily.

Locked Union Mailbox:  located in the Nursing Office —Checked weekly.  ** If you leave something in the Union Mailbox, you can leave me a message and I will check it sooner.

On the unit:  Michele 3299        Becky 3856        Luz (in transit)                               

Stephanie 3390          Betsy 3150            Ruth 3382          

Arbitrations: One Major Win, One

Disappointing Loss and Two Settlements

The Big Win: Bargaining Unit Work      Preference over Agency Nurses

Contract Section 6.09 Work Preference

Our contract has a Work Preference Clause which states, “Preference for available work time shall be given to bargaining unit employees over nurses supplied through outside agencies.” In the late 1980’s and early 1990’s, almost a dozen times arbitrators ruled that there were no exceptions to this provision.  Each time, the grievants were paid for the shifts they did not work and agency nurses did.  On occasion when “mistakes” were made, overlooked members were paid.

 Issue:  Following the 2006 strike, management used agency nurses to work two twelve hour shifts in the NICU when bargaining unit nurses had made themselves available for four of those hours.

 Management’s Position: Management claimed “the need was twelve hours, not four” and denied the grievance.

 HPAE’s Position: Bargaining unit members have preference for all and any hours of available work time.

 Arbitrator’s Decision: The Arbitrator agreed with HPAE, finding that the contract does not provide exceptions.  He awarded pay for missed shifts.

The Disappointing Loss:  Contract Section 6.05 Weekend Rotation and Premium

 EHMC posted medical/surgical float positions with no weekend work requirements.

 Issue:  In September 2006 the hospital posted a number of medical/surgical positions without a weekend requirement.

 Management’s Position: There was no need for weekend work from these employees as there were already sufficient Weekend Flex nurses to cover weekends.

 HPAE’s Position: Any change in weekend requirements required the HPAE’s agreement.

 Arbitrator’s Decision: The arbitrator found in the Medical Center’s favor:  there is no contractual requirement that the posting of positions with less weekend work needs the Union’s consent.  He termed the scope of his decision as “narrow”.

We are very disappointed with this decision which undoes many years of cooperation between the HPAE and EHMC.  We do not believe this gives the employer carte blanch to post other positions with weekend work requirements different than the norm.  We will again grieve any attempt made by EHMC to change weekend work requirements.  HPAE believes if there is less staff needed on weekends, on a particular unit and/or shift, then it should be rotated equitably among all the staff on that particular unit and/or shift.  WE will also make this an important item at negotiations next year.

Settlements:  Two Terminated Members Take Deals

Disciplinary cases –especially terminations are emotionally charged situations.  Often, the terminated member doesn’t want to return to the Medical Center and has moved on with their life.  In the last couple of months, two former members agreed to settlements that HPAE negotiated.  In both cases, EHMC agreed to convert the termination to a voluntary resignation with neutral references.  The employer also paid the employee a sum of money which included accrued vacation and back pay.

Continuing Education

Arbitration Loss/Opportunity to Fight for What We are Entitled To

Unfortunately, last winter we lost an arbitration regarding our ability to attend Continuing Education at the Medical Center.  The contract language states that the MC will present continuing education…and the MC presented a calendar of programs.  The crux of the matter, however, has to do with our ability to attend the programs offered.  The Medical Center  leadership was unconcerned with the lack of attendance — they felt they met their obligations even if no one was available to attend. The arbitrator’s decision was based on a technicality, we had grieved the lack of a “organized program of continuing education.”  She stated, “Were the employer to exercise its discretion in a manner that resulted in the inability of nursing staff to have reasonable access to continuing education and in-service programs during scheduled work time, the Employer would be in derogation of its Section 3.03.C obligations.”

We now must collect data to show where the problem lies.  We know that even if we are approved to attend a CE, we are often required to return to the floor because of staffing issues. We would like to ask if you are interested in attending an educational program at the MC that you:

· Make a request to attend the conference on an Inter Office Communication Form (IOC)

· Hold on to a copy of the IOC and submit the rest to your manager

· Ask that your manager respond in writing & note the reason if you are not approved for the conference.

· Place a copy in the union mailbox after the program noting approval/attendance