HPAE Local 5105 at Virtua-Health (MHBC/CNS & CFW) - Health Professionals & Allied Employees

HPAE Local 5105 at Virtua-Health (MHBC/CNS & CFW)


CE Workshop on “Nurse Law” Held

September 30, 2015

Over 130 HPAE Local 5105 members attended a a dinner and CE workshop last night at the Hilton Garden Inn in Westampton, NJ. The workshop was presented by JoAnn Pietro, an RN and attorney, and focused on the laws and regulations impacting nurses’ professional licensure. 2.0 contact hours were awarded to participants.

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Local 5105 Education Dinner

May 4, 2015

Local 5105 sponsored an Education Dinner on April 21. In addition to dinner, Sally Carbo from Epicare Associates presented a workshop on “The Staff Nurse Role in Patient Satisfaction”. The Local 5105 members who attended were awarded three contact hours.



The workshop focused on how and why nurses play a key role in ensuring high patient satisfaction. The participants learned about how to recognize trends in patient satisfaction and analyze interpersonal communication patterns which create patient satisfaction.


Local 5105 Joins with Other HPAE Locals in Lobby Day

March 16, 2015

Lobby Day was a great success. Over 300 members of HPAE and other healthcare unions in the Coalition for Patients Rights and Safe Staffing (CPRSS) came to Trenton to talk to state legislators about the need for staffing legislation, including nurse to patient staffing ratios, which ensure quality care and patient safety.

HPAE members throughout the state of New Jersey and southeastern Pennsylvania were enthusiastic and excited to participate in Lobby Day. During the day, we held 23 meetings with state legislators, many of whom pledged their full support for a safe staffing bill.

Photo below: Local 5105 VP Lorraine Thone giving Assemblyman Conaway a stack of short staffing forms:

Check out HPAE’s Facebook page for more photos of Lobby Day


Grievance Update

February 26, 2015

Hope everyone is having a great start to 2015! The year started out with a huge arbitration win for a Labor and Delivery RN who was terminated in September 2013 for looking up her own labs at the request of her doctor. Virtua insisted that they ALWAYS terminate any and all employees for what they were professing was a “HIPAA” violation. Most of us would declare: “They are my labs and I have a right to have them?” That is valid, but with that said, most of us are also unaware of the proper procedure to obtain them within the Virtua system. This is because Virtua has done a poor job of educating and updating employees on the proper procedures for obtaining personal medical information.

Nowhere in the Confidentiality Policy (REG-06-04) does it mention the proper process for obtaining personal medical information. So, let me use this opportunity to educate members: Depending on the records you are attempting to obtain (labs, x-rays, ER reports, surgical reports), you must first sign a release either with medical records or the department from which you are obtaining results. Once this release is signed, you are then entitled to the records you are requesting and will be given a printed copy of information. Although it is tempting to just print them yourself to save time, this is NOT proper procedure. Please make yourself familiar with the Confidentiality policy (REG-06-04).

Other Important Grievance Issues:

**The Emergency Department has recently had their master schedule reworked to assure proper staffing. This is allowable semi-annually, as per the contract, but all changes to the master schedule are to be done fairly and equitably. A class action grievance has been filed because changes to the master schedule were not made in a fair and equitable fashion, even after several attempts by those involved to approach management with their concerns. While doing research for this grievance, it was also discovered that the contract was not being followed in regards to the proper posting of schedules on the unit for all staff to view, as per process flow sheet.

**Another popular question that has recently surfaced surrounding scheduling is “this rotational list that has been posted on the unit allowing management to change my schedule”. The answer to the question “can they do this?” is “yes they can” as per page 24 #4 in the contract. This rotational list must have been posted visibly on the unit by December 20th for the following year. This rotational list is only used for those units following a master schedule. Staff is assigned on a rotational basis a week to have changes to the master schedule made in order to provide coverage for vacations, LOA, and other shift vacancies. That is one of the reasons why it is critical for management to post all schedules on the unit 2 weeks prior to the start of schedule.

In Solidarity,

Sheryl Mount (Grievance Chair – Hospital)


Members Vote Overwhelmingly to Ratify Agreement 

June 5, 2014

The new contract will include across the board wage increases, improved staffing language, no changes to the current health insurance and strengthening clinical groupings.

A summary of the agreement can be found here.


Local 5105 has reached a tentative agreement with Virtua Memorial.

May 31, 2014

Congratulations to members of the negotiating committee for their hard work in reaching a tentative agreement with Virtua Memorial yesterday! A ratification vote is scheduled for Thursday, June 5, at 8 AM, 5 PM, and 8 PM at the Quality Inn in Westampton on Route 541.



Members Give Bargaining Committee Strong Support with Resounding Strike Authorization Vote

May 21, 2014

Yesterday, members of Local 5105 at Virtua voted overwhelmingly to authorize a strike, demonstrating strong support for the Bargaining Committee. President Debbie White gave an overview of issues still outstanding: staffing, wages, and health insurance. She also shared what certain units have been able to accomplish by standing together (ICU, CCU, CNS) during the process. The next round of bargaining is Tuesday May 27.


Negotiations Update: Telemetry and ICU RNs Speak Out About the Need to Maintain Floating Districts

May 14, 2014

At today's negotiations session, Telemetry and ICU RNs stood together to emphasize that the current floating districts are essential to quality care.


Staffing Issues Discussed at Legislative Breakfast

May 6, 2014

Local 5030 Bargaining Committee

With less than a month to go before our contract expires with Virtua, Local 5015 leaders held a legislative breakfast to discuss the key issues in negotiations with political leaders. Local 5105 President Debbie White and VP Claudia Storicks (photo to the left) emphasized that a key priority for the local is to achieve contract language that improves staffing in the hospital.

Assemblyman Troy Singleton participated in the breakfast and offered his strong support for our campaign for Safe Staffing and Patients Rights. Photo below.


Local 5105 Contract Negotiations Update and Meeting Notice

April 22, 2014

This morning, local 5105 members were leafleting in front of Virtua Memorial Hospital in support of their contract negotiations team. Please be sure to attend one of the three scheduled membership meetings on May 20th at the Quality Inn Westampton on Route 541 for an important vote. Separate meetings will be held at 8 am, 5 pm, and 7:30 pm. The flyer for this meeting can be found here.


RN Lora Carberry from the Special Care Nursery leafleting in front of Virtua Memorial.

Local 5105 Participates in Lobby Day

April 2, 2014

Local 5105 joined with other HPAE locals, members of other nursing unions, and advocacy groups in HPAE's Lobby Day in Trenton on March 29. We went to Trenton to tell our state legislators and the Department of Health to put "Patients First" and support staffing ratios and stronger oversight of hospitals.

Video: Local 5105 President Debbie White speaking about the importance of staffing at Lobby Day

For more information, as well as photos and videos of Lobby Day events, click here and go to HPAE's Facebook page.


Bargaining Begins

March 20, 2014

The Local 5105 Negotiations Committee met with Virtua management representatives today for the first bargaining session and presented the initial package of Union proposals. The current contract expires May 31, 2014. Key issues include improved staffing for better patient care, PTO language, tuition reimbursement, and addressing HCAHPS surveys as they effect nursing. 

The next bargaining session is set for April 2.
Photo below: The Local 5105 Negotiations Committee (left to right): Linda Nathan, Jessica Storicks, Lorraine Thone, Kathy Ronca, Debbie White, Claudia Storicks, Sheryl Mount, JoAnn Repici, Denise Dinich, Molly Kirkpatrick, Dawn Jones, and Beth Cohen.


Holiday Party for Reps and Officers

December 4, 2013

Yesterday, Local 5105 Executive Board Members and Reps took a much deserved night to celebrate the successes from the past year at the annual holiday party at the Tarantella Ristorante in Medford. The night was full of good food, fun raffles and reflection as we head into 2014 and gear up for contract negotiations.


Members Attend Presentation on the ACA

October 9, 2013

Over 150 HPAE members from Locals 5015 (Virtua), 5118 (Cooper), 5131 (Inspira/SJH), and 5106 (Temple/Episcopal) attended a membership dinner meeting and presentation on the "Affordable Care Act and Nursing" tonight.

Local 5105 President Debbie White chaired the meeting and introduced the two speakers: Amy Clary and Mary Lehman MacDonald, both of whom are from the national union to which HPAE is affiliated, the American Federation of Teachers (AFT).

Amy Clary, staff member in AFT's Research and Information Services department, discussed why and how HPAE locals will need to develop new bargaining strategies to respond to the ACA. Mary MacDonald, the Director of AFT Healthcare, focused on how the ACA is helping to drive broad changes in the healthcare industry.

Photos below –  Top to bottom: Amy Clary; Mary Lehman MacDonald; Members attending the presentation; (Left to Right) Local 5105 officers Debbie White, Jessica Storicks and Sheryl Mount.


President's Message From Debbie White

August 29, 2013

I've heard many seasoned nurses (and even some newer  nurses) comment on how much the hospital environment has changed over the past few years–and it has. Although  hospitals wanted to foster patient satisfaction in the past, we didn't necessarily bend over backwards to please our patients

like we do at the present. Now, the environment seems to more closely resemble the retail market where the motto is: "the customer is always right." Patients are our customers and more often than not, we try to give patients whatever they want. Why are we trying so hard to get our patients to like us?

The answer is that there are new Medicare and Medicaid guidelines connecting HCAHP scores (the newest Press Ganey) and reimbursement for the hospital. In a nutshell, Medicare can now penalize hospitals by reducing reimbursement if HCAHP scores drop below a predetermined level. Since these new guidelines connect more money to good scores, we are seeing an increased attention to patient satisfaction.

Hospitals have been put in a position where we must make patients happy at all cost and, of course, as the direct caregivers, nurses are the first line of defense–or maybe offence is a better word. Nurses are relied upon to get those good scores.

I understand all of this. I really do. But I believe the employer has a responsibility as well. They have aresponsibility to afford us the time and tools in which to accomplish this task. Staffing is critical. An overwhelmed nurse cannot, no matter how well intentioned, accomplish this task. Management also has a responsibility to nurture and educate staff and to support staff if they are having difficulty with the transition.

Managers that are punitive and foster work environments that are strained and difficult will produce staff that are fearful and unhappy–which, in turn will be reflected in the job and in the patient. I also believe management must be working equally hard to make nurses feel respected and safe. Finally, managers need to lead by example and be willing to do whatever they are expecting of the nurses. For instance, since there is a big focus on responding to call bells quickly (since that is a question on the HCAHP survey), management as well as staff members should be working toward that end. In addition, it has been shown that patients who have had managers rounding (as well as staff) score higher on HCAHPs.

So what do some of the questions in the HCAHP survey ask about nurses? They ask about courtesy and respect. (i.e. "Did you feel respected?") They ask about communication and education, discharge planning and about whether or not the patient felt his nurses listened to him. This is why it is critical that we have the time to spend talking with patients and listening to their feedback. Patients want to be educated in layman's terms–and in writing, if available. If you hear docs using big words that patients clearly don't understand, break it down for them. Patients who are well educated report a better stay. Pain relief is a big question on the HCAHP survey. The form asks if pain was controlled in several different ways. The survey also asks about quick responses to call bells. This is especially dependent on both adequate staffing and everyone working together–including management.

It's an ever changing environment and we want to educate you as much as we can. We will be hosting a membership dinner meeting on October 9 where the topic of the evening will be healthcare reform and its impact on our profession. This and other aspects of the Affordable Care Act (ACA) will be discussed. Please try to make every effort to come.


President's Message From Debbie White

May 24, 2013

For-Profit Hospitals

A not-for-profit hospital, like Virtua, has a legal responsibility to be financially transparent to the public.  This is how the Union knows whether or not our employer is telling us the truth about Virtua's financial stability. It's also how we track the spending of our hospital.

But what if Virtua could hide their financial records?  What if there was not a way for the Union to find out how our institution was doing financially?  Some of our locals in the north and south have been bought out by for-profit institutions.  For-profit companies, by law, are held to a different standard than not-for-profit institutions.

These for-profit employers can spend money any way they want and no one holds them accountable.  If you talk to nurses who have lived through a for-profit company buy out, you'll find they have similar stories.  The primary objective of these companies seems to be to make money, whatever the cost to patients and care. 

First come the lay-offs.  Then supplies are cut.  Support staff is cut.  One institution, Meadowlands Hospital, began to charge patients up to 20 times the average rate for steroid injections.  This same employer deducted taxes from the paychecks of our members only to put the money in their own pockets!  These are our brothers and sisters in HPAE!  These members could not even collect unemployment.  Since their taxes hadn't been paid, there was no record of employment.

How can these for-profit institutions get away with this?  Because there is no financial transparency law for them equal to the requirements placed on not-for-profit hospitals.  In addition, New Jersey's (anti-union) Governor Christie vetoed the bill HPAE supported, which was designed to force these institutions to make their financial data public.  He supports these employers, so we cannot support him. 

For-profit companies don't care about patients or nursing–they care about profits.And they all share in common the fact that they absolutely hate unions.  (more than most of our employers)  Why?  It is the union that seeks to hold them accountable.  Let's support our fellow union members by pushing our government to support the financial transparency bill and by voting for a governor who is union-friendly.

Healthcare Reform and Staffing

It seems like every week new initiatives are created to address the challenges of healthcare reform and new Medicare guidelines are introduced–most, it seems, on the backs of nurses.  We've seen a new emphasis on hourly rounding forms along with new charting in the EMR, "Four eyes in 4 hours," numerous core measure forms, and most recently, the AIDET "competency."  Nurses were told they would be shadowed by managers and assistant managers to make sure they are scripting properly. (Incidentally, management assures us that this is all non-punitive so if you are disciplined in any way as a result of this form, let us know.)

More forms and protocols are added to the daily work of a nurse.  Nurses must prevent "never" events.  Nurses must document perfectly.  Nurses must always smile and be cheerful and answer call bells immediately.  Nurses must insure that we always get better H-CAPs.  Since nurses are the direct caregivers, administrators believe that we should be the first and last line of defense. 

But what about Virtua's responsibility to the nurses?  What about Virtua's responsibility to the patient?  If the employer wants to achieve positive outcomes, the workplace must be conducive to achieving this goal.  Do we  have adequate staffing?  Do we have adequate support staff?  Do we have managers and assistant managers who are supportive and helpful rather than punitive?  Some units are understaffed.  Some have little support staff.  And some feel as if they are constantly being surveilled rather than provided with the help and support they need.  In an environment where there is more work than ever and even attitude and facial expressions are now scrutinized, nurses must feel that managers will "have their backs."  In a punitive environment, no one wins and no one functions at their best. 

Inadequate staffing must be addressed.  We have unsafe staffing forms and a staffing committee that presents these issues monthly.  Please fill out these forms and leave them in the mailbox.  If you wish to present an issue in the Staffing Committee, let us know.  We will put you on the agenda.

 It is irresponsible to leave units short staffed and expect that we will not have fall outs, never events and high HCAP scores.  Short staffing handicaps nurses.  It handicaps patients.  Let's do something to hold management accountable.


Membership Alert

May 23, 2013

There will be a local membership meeting on May 30 to discuss and vote on a contract change in response to the creation of a new Pediatric Pavilion.

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Membership Meeting Regarding New Pediatric Pavillion

May 16, 2013

A new unit was created by combining Pediatrics and CAREs (the Pediatric ED) into the Pediatric Pavilion. Administration and the Union followed the contract (page 43 in the paragraph just below the Clinical Grouping section) to negotiate the new unit's placement in the Clinical Grouping and the reassignment guidelines.

We are also required to hold a ratification vote when we open the contract. These contract changes affect mainly the Pediatric, CAREs and SCN nurses but everyone who would like to vote is invited. Negotiated changes will be explained in detail.

Ratification votes do not allow for absentee ballots.

The meeting will be held May 30, 4:30 pm and 8:00 pm, at the Best Western Hotel, Route 541, Mt. Holly.


President's Message: How Changes in the Healthcare System Impact Nursing

February 25, 2013

In her President's Message for the latest of the newsletter, Debbie White explains how healthcare reform and other changes in the healthcare system are putting increasing stresses on RNs.

Read the President's Message


General Membership Meeting and Continuing Education Workshop 

September 12, 2012

Local 5105 held a combined membership meeting and continuing education workshop (3.0 contact hours awarded) yesterday. It as a great success as over 100 Local 5105 RNs attended. Local 5105 President Debbie White commented: "We had a phenomenal turnout, the speaker was fantastic, and we received great feedback from members. The topic of documentation and protecting your license was relevant for the issues we face today as nurses."