Local 5004 contract

Vacancy Premium Dates for the Last Three Schedules

July 12, 2010

The units for the schedules 5/2-5/29, 5/30-6/26, & 6/27-7/24 are as follows:

8 Dean: A, B, & C
2 Kaplan: B & C
6 Dean: B
3 NW: B
ED: C

A Dose of Kindness Isn't What the Dr Ordered

Many events took place at EHMC that contributed to a loss of a safe workplace in our CVICU (Cardio-Vascular Intensive Care Unit). On arrival back to work after a two week lockout in 2009, the nurses in CVICU were not welcomed back pleasantly by the some of the leadership in the unit.

From June until very recently, one particular staff member, “Dr. Bully”, began to harass several nurses. Formal complaints were filed with Corporate Compliance on several occasions to inform them of “Dr. Bully’s” behavior, which included verbally abusing RNs, throwing their personal items out, refusing to speak directly to RNs, intimidating, and publicly embarrassing the nurses.

Local 5004 responded by inviting all staff to a meeting to discuss “Dr. Bully’s” behavior, and then sending a letter to the Chief of Medical Staff as well as the Board of Trustees asking for help. The letters were not formally responded to, so Local 5004 took matters into their own hands.

Two RNs and the Patient Care Director began attending rounds and the Nursing Administration were available to respond to issues. In an effort to discourage fear of the doctor in members, leaders started printing funny write-ups about “Dr. Bully”. And finally, the most effective response, Local 5004 killed ‘em with kindness.

Upon being treated with kindness and genuine respect, his aggressive behaviors are inoculated: he becomes uncomfortable and quickly leaves the situation.

While this is neither a Union victory nor a loss, Local 5004 has succeeded in coming together to care for our fellow union brother’s and sister’s, and has truly taken the higher road.

If you or anyone you know experience any form of harassment from “Dr. Bully” or any other staff member, please contact your union representative immediately.

Vacancy Premium

Membership Alert

Voluntary Transfers in Lieu of Layoff

As you know, last week, the Local Officers and EHMC management met to discuss the announced layoff of 8 bargaining unit employees. It was apparent that there are enough vacant positions so that no one would have to lose their job.

We proposed, and management accepted, a plan to attempt to avoid involuntary dislocation of staff. We thought that there may be people on the units and shifts targeted for reduction that might be looking for an opportunity to change unit, shift or status. Therefore, we agreed that all employees on the units and shifts targeted for reduction could voluntarily apply for a vacant position that they may have been waiting for. This does apply only to the least senior employees whose positions will be eliminated by the announced layoff.

The Medical Center has identified the number of positions on each unit and shift that could take these options and that information has been distributed by management – see details in Edna Cadmus’ blog.

Staff on the identified units (shift and status targeted for elimination) could also opt for voluntary layoff. Employees choosing this option would be entitled to their severance pay (one week for each year up to 8 weeks pay) plus unemployment. This option may be attractive to an employee planning on retiring in the next few months.

BOTH OPTIONS ARE VOLUNTARY, NO ONE MUST ACCEPT A TRANSFER AT THIS TIME.

Eligible employees must notify Richard Bennardo in HR by Thursday, January 7.

We have not agreed that the Medical Center has proven legitimate business reasons at this time. No one should have been notified by their PCD that their position is eliminated. If you have been approached by your PCD and told your position is being eliminated, please call Carlton Levine at 201-262-5005, ext. 120.

If not enough employees in identified positions volunteer for transfers, the Medical Center intends to move forward with layoff notices on Friday, January 9. We have reserved our right to grieve any layoffs.

In Solidarity,

Michele McLaughlin, President, HPAE Local 5004

Grievance: The Do’s and Don’ts of an Investigatory Meeting

Dawn Pavlu, Grievance Co-Chair

Your PCD calls you and says, “Let’s go into my office. I have some questions I need to ask you.” What do you do?

First and foremost, find out why the PCD wants to meet. A simple statement might be: “What is this about?” If the PCD’s reply is to come to the office to find out – this should be your first indication that you may need union representation. Your next question should be, “Is this or can this result in disciplinary action?” Labor law ensures your right to have union representation in any and all matters that relate to discipline or might result in discipline. You need to know this right, as the employer is not obligated to advise you of your right to representation. If your PCD indicates that there is potential discipline or if you feel that the investigation may result in discipline DO NOT meet without first contacting a communicator (formerly known as Floor Reps), a grievance representative, or an officer. If none of the above can be reached, call the Union Office. While you cannot refuse to cooperate in an investigatory meeting, you can reasonably delay a meeting until union representation can be arranged. Your response to your PCD should be, “I will meet with you as soon as I contact my union representative.”
Once in an investigatory meeting, keep your answers ‘short, sweet, and to the point’. Most importantly, think about the question before you answer. Take your time. Most of these meetings are emotional and you will feel that you need to explain or defend yourself. But remember, an investigatory meeting is the employer’s forum. If unjust discipline is levied, you will have your ‘day in court’ to expound on your side of the story during the grievance process. At any point you can temporarily leave the meeting with your union representative if you need to compose yourself or if you are unsure of how to proceed. Take this time to confer with your union representative.

There are some other things to remember during an investigatory meeting. If you don’t remember something, say “I don’t recall” or “I don’t remember that.” Then ask to review the patient’s chart or your nurse’s notes, if appropriate, to refresh your memory. Answer only the questions that are asked. Don’t conjecture about what may have happened. Never respond to open-ended questions such as, “Can you tell me about Mrs. Smith’s care yesterday?” An appropriate response would be, “I will answer specific questions that you have about Mrs. Smith’s care.” Lastly, as soon as possible, sit down and take a deep breath, then write down everything you can remember about the situation while it is still fresh in your memory.

Staffing/Acuity Committee

Stephanie Orrico

Staffing Committee Chair

Acuity

HPAE Acuity/Staffing Committee will be meeting with the Medical Center’s Committee to discuss the PCSS Validation/Reliability Tool. We have not been efficient in collecting data. We intend to explore obstacles to using the tool and report back to the membership. We would appreciate your input as well. Please either call the union office, 201 262-5005, ext. 124, or write your concerns down and place in the locked union mailbox in the nursing office.

Staffing

We are receiving many unsafe staffing forms as well as float forms. In an attempt to use the data collected to be a better indicator of staffing, we are looking at developing an internal data collection tool and to have a discussion with the staff concerning documentation submitted.

Labor Management

Becky Esquivel and Stephanie Orrico, Co-Chairs of Labor Management brought the following issues forward at our meeting of November 19th.

Home Health – meter parking and reimbursement and/or exemptions from the various towns. Permits are available for Cliffside Park and Edgewater.  Tina will be able to assist in obtaining the permits from the office.

Union Reps – Union reps need notice when a PCD requests a meeting with a nurse which is investigatory in nature or a meeting which could lead to discipline.

Dean 7 – Some staff signed in wrong when the extended shift started. Neither their PCD nor payroll called into question the possibility that these nurses made an error. They were not paid properly. HPAE had asked in JNPC why a notice did not go out to employees concerning the change. Edna’s response was along the lines of “professional responsibility” HPAE’s response is courtesy to nursing staff.

Dean 5 – New lock placed on storeroom door. Sign placed on storeroom’s door indicating that the nurse will pay for the lock if it’s broken. HPAE’s response – we don’t pay. Can you imagine what the public thinks when they see that sign!

Newsletters

April 2010

Local Officers List

President - Michele McLaughlin PACU, A, 3299

Vice-President - Jayne Spurdis M/SF, A

Co-Grievance Chair - Dawn Pavlu,MSICU, A, 323 & Marie Bruno CCF, 3868

Secretary/Treasurer - Shawn Simone PACU, B, 3299

JNPC Chair - Michele McLaughlin PACU, A, 3299

Union Reps Chair - Louise Malusis

Membership Mobilization Coordinator - Louise Malusis

Click here to see the complete list of local officers.

HPAE Staff Rep - Carlton Levine (201) 262-5005 ext. 120

HPAE Support Staff - Lorraine Loiacono (201) 262-5005 ext. 123