Local 5030 3rd Quarter Member Update
It is already the middle of September, and it seems summer passed us by. We hope everyone enjoyed their summer vacations. We have been working on several issues that have been brought to our attention and we also have some new announcements in this update that we will be sharing. Get involved in your Union because when we all speak with one voice, we can make change! We are looking for union representatives for each unit. If you are interested, please let us know and we will provide you with the training. Please use our email address, listed below, to send us any communications and to address issues or concerns you may be having.
New Shift Differential and Weekend Differential
Effective September 1 was the new increase in the shift differentials and a new weekend differential that we negotiated this year. Those increases will appear on this week’s pay cycle so please make sure yours is correct. These increases and new weekend differentials can be found in article 16 of the contract. If you feel yours is not correct, please email us or reach out to the HR department.
Staffing
We negotiated staffing ratios in the contract this year for the following units:
- Medical Surgical 1:5
- Adult Critical Care 1:2
- 3 East 1:4
- Special Care Nursery 1:4
- ED RN Guidelines: 7am – 5 RNs, 11am – 8 RNs, 7pm – 8RNs, 11pm – RNs and 7am to 7am 1 Triage RN.
We understand that some of these ratios are not being met per article 18 of the contract. A class action grievance was filed back in July for Palisades failure to follow those guidelines and for their failure to have ANMs and Nurse manager to take assignment when the ratios are not met. That grievance is now at 3rd step of the process. We will continue to pursue this grievance to make sure management abides by the ratios that were negotiated in good faith.
Please let us know when you are having issues with the staffing ratios and please continue to fill out the short staffing forms as we need them to the grievance case.
We will be scheduling our next staffing meeting, if you would like to attend this or any other staffing meeting, please let us know because you have a right to attend.
We negotiated 51 new positions throughout the hospital and to date management has filled 40 of those positions. We continue to have discussions with management on recruitment for additional positions.
NEW CONTRACTS
We have received the new contracts back from the printer and we are in the process of setting up a date and time to distribute those. We hope to have a new contract to everyone by the middle of October. We will send out an update soon on the times and location for distribution.
ARTICLE 7 LATENESS
Some of you have brought it to our attention with regards to receiving Level 1 disciplines for lateness. The contract defines lateness as “arriving at assigned workstation greater than 5 minutes after the scheduled start time of a shift and/or failing to return in a timely manner from a meal break or work break. Excessive lateness is defined as 5 occurrences in a rolling 12-month period starting with the date of first occurrence.” Please be mindful that if you receive a level 1 discipline you then will not be eligible for the incentive bonus that we negotiated that is paid in March of each year.
GRIEVANCES and WEINGARTEN RIGHTS
If you are called into your supervisor’s office, please tell your supervisor “If this discussion could in any way lead to my being disciplined or terminated, or affect my personal working conditions, I respectfully request that my union representative be present at this meeting. Without union representation, I choose not to answer questions.” This is your right under the law.
When management violates the contract or your rights you have a right for a grievance to be filed on your behalf so that wrong can be corrected. The grievance procedure is the unions recourse to correct the matter on your behalf.
Your union has been successful this year in resolving several grievances for our members that have resulted in discipline being removed and pay being awarded.
VACATION FOR THE WINTER PRIME PERIOD
Requests for vacation during the winter prime time (the week before and after Christmas) shall be submitted between September 15th and October 15th. The Medical Center shall respond by November 1st. The Medical Center is responsible for determining what is necessary for the efficient operation of the department or unit and granting vacation requests accordingly. (Article 18 of the Contract). If you have any issues, please reach out to one of the Union officers.
EDUCATE YOURSELF AND YOUR CO-WORKERS – attend a meeting, share this flyer.
Please use the local email to better communicate with us Local50302@HPAE.ORG for all questions and issues you may have.
TELL HACKENSACK TO RESPECT US, PROTECT US AND SUPPORT US