HPAE Local 5004 at Englewood Hospital & Medical Center

Important Local News
January 20, 2012

The membership has elected a new leadership team and approved amendments to the Local 5004 constitution and by-laws.
The New Officers

A mandatory membership meeting is scheduled for February 2.
Click Here for Details about the Meeting and the Agenda


Petition Highlights Nursing Excellence
January 19, 2012

Englewood HPAE RNs are dedicated to our profession, our patients, and our hospital. A community petition has been launched which highlights the excellence and professionalism of the nursing staff.

Read the Petition


Englewood RNs Speak Out About How Our Union Supports Quality Patient Care

Membership Meeting PowerPoint on Unit Issues
May 12, 2011
At the May 5th membership meeting, there was a PowerPoint presentation that summarized members' views on unit issues and proposed solutions to the most important problems.
Learn More (Click on the right and left arrows to view the PowerPoint)

Report on Unit Meetings
May 6, 2011
From February 24 to April 21, unit meetings were held to discuss various workplace issues. The key issues that emerged during these meetings were staffing, ancillary staff, workplace violence, health and safety, technology, and PCD's.
Read More

CPR, PALS, and ACLS Classes Moved Off-Site
February 22, 2011
Local 5004 President Michele McLaughlin provides information to members about the Medical Center's unilateral decision to move these classes off-site and explains the Union's position on this issue.
Read More

Congratulations to Englewood Nurses
February 11, 2011

Through eight snowstorms this winter, Englewood nurses have shown extraordinary commitment to patient care.
Read More.

Non-Union Englewood Staff Have Benefits Reduced
February 11, 2011

The Medical Center recently reduced vacation and pension benefits for non-union staff.
Read More

Betsy Ball Honored as Employee of the Month
December 16, 2010

Betsy Ball, the former Treasurer of Local 5004, received the Englewood Hospital and Medical Center Employee of the Month award from Douglas Duchak, President and CEO of the hospital.

HIT Best Practices Checklist: How does Englewood measure up?
The AFT recently adopted a resolution outlining Best Practices that should govern the development, introduction, and implementation of Health Information Technologies (HIT) in our hospitals, including electronic health records (EHR); computerized physician order entry (CPOE); computerized time and attendance systems; automated pharmacy systems, etc. [Click here to view the resolution]. HPAE was part of the Working Group that developed these Best Practices.

We’d like to hear how well your facility or your unit/department measures up to these Best Practices. Please complete and submit this HIT Best Practices Checklist. We’ll share the results of this informal survey with you and policy-makers.

Click here to take the survey and let us know how your facility measures up.

Units for Vacancy Premium for December 11 - January 7, 2012

UNIT SHIFT
8D C
2K B
3NW B&C
MSICU A
ED C

Units for Vacancy Premium for July 24 - August 20, 2011

UNIT SHIFT
8 Dean B
MSICU A&C
PCU C
4 East C
NICU A

Units for Vacancy Premium for June 26 - July 23, 2011

The units for vacancy premium this schedule 6/26/11-7/23/11:

Unit Shift

5D A
8D B & C
MSICU A
Main OR B
4East C

Units for Vacancy Premium for May 1 - May 28, 2011

The units for vacancy premium this schedule 5/1/11-5/28/11

Unit Shift
8D C
MSICU A
ED C

Units for Vacancy Premium for April 3-April 30, 2011
The units for vacancy premium this schedule (4/3/11-4/30/11) are:
MSICU A
Dean 8 B
4 East C

Units for Vacancy Premium for March 6 - April 2, 2011
The units for vacancy premium this schedule (3/6/11-4/2/11) are:
D8 A&B
MSICU A&C
4 East B&C

Units for Vacancy Premium for Schedule January 9 - February 5, 2011
Here are the units for Vacancy Premium for the time frame 1/9/11-2/5/11

Ashift: 8Dean, MSICU
Bshift: 8Dean, 2Kaplan, 3NW, Mother/Baby
Cshift: 4East

Units for Vacancy Premium for the Schedule of 9/19-10/19/2010
September 20, 2010

the units for the time 9/19/10 - 10/16/10 are:

Units for Vacancy Premium for the Schedule of 8/22-9/18/2010
August 09, 2010

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:

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.

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!

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