tag:blogger.com,1999:blog-46969222486816600802024-03-21T19:20:07.919-05:00INA at Presence St. Joseph Medical Center in Joliet, IllinoisAnonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.comBlogger56125tag:blogger.com,1999:blog-4696922248681660080.post-91265346846875454312018-03-28T13:40:00.000-05:002018-03-28T13:40:04.407-05:00Union Newsletter March 2018<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-24305128024811050812017-11-28T12:48:00.000-06:002017-11-28T12:49:28.418-06:00Union Newsletter December 2017<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-47769342972826880052017-04-10T10:17:00.002-05:002017-04-10T10:17:46.955-05:00Union Newsletter April 2017 [Correction]<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-11791638483533371892017-02-21T09:06:00.000-06:002017-02-21T09:06:34.525-06:00Union Newsletter February 2017<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-14765720494112156632016-11-21T11:20:00.001-06:002016-11-21T11:20:25.816-06:00Union Newsletter November 2016<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-82555020636858603432016-10-04T11:39:00.001-05:002016-10-04T11:39:43.480-05:00Union Newsletter September 2016<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-14159894741869192012016-08-02T15:55:00.002-05:002016-08-02T15:55:53.858-05:00Union Newsletter July 2016<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-20559719652498899252016-07-12T13:24:00.000-05:002016-07-12T13:24:13.620-05:00Union Newsletter June 2016<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-24729707889200750732016-06-01T14:13:00.002-05:002016-06-01T14:13:52.721-05:00Union Newsletter May 2016<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-11754192800427859472016-05-24T13:20:00.002-05:002016-05-24T13:20:25.994-05:00<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-65027362482863918072016-04-15T14:49:00.001-05:002016-04-15T14:49:49.124-05:00Union Newsletter Mar 2016<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-16170547171996764942016-03-03T08:35:00.001-06:002016-03-03T08:37:37.373-06:00Union Newsletter Feb 2016<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-33617355258605093122016-02-03T10:39:00.001-06:002016-02-03T10:39:16.297-06:00<span lang="en-US"></span><br />
<div align="center" style="margin: 0px 0px 12pt; text-align: center;">
<span style="font-size: x-large;"><span style="font-family: "calibri" , sans-serif; font-size: xx-small;"><span style="font-size: 11pt;"><span style="color: black; font-family: "times new roman" , serif; font-size: x-small;"><span style="font-size: 12pt;"><b>We Stood Up, They Listened</b></span></span></span></span></span></div>
<div style="margin: 0;">
<span style="font-family: "calibri" , sans-serif; font-size: x-small;"><span style="font-size: 11pt;"><span style="font-family: "times new roman" , serif; font-size: small;"><span style="font-size: 12pt;"> Last Friday we delivered nearly 200 Payroll Petition signatures to
Regional President
and CEO Kathleen Rhine demanding that she take action and take
responsibility on the payroll issue. The hospital administration
immediately took notice. The head of Human Relations for the entire
Presence Health system reached out to the INA, committing to
solving the problems as quickly as possible. </span></span><span style="color: black; font-family: "times new roman" , serif; font-size: small;"><span style="font-size: 12pt;"> </span></span></span></span></div>
<div style="margin: 0;">
<span style="font-family: "calibri" , sans-serif; font-size: x-small;"><span style="font-size: 11pt;"><span style="color: black; font-family: "times new roman" , serif; font-size: small;"><span style="font-size: 12pt;"> </span></span><span style="color: black; font-family: "times new roman" , serif; font-size: small;"><span style="font-size: 12pt;"><br />
The Union nurses who took signed the petition forced management to
address the problem. Well done! We will meet with the head of HR to get
a report on their progress. If you are interested in being one of the
nurses to attend this meeting, call Brock. If
our paychecks are not fixed by February 12</span></span><span style="color: black; font-family: "times new roman" , serif; font-size: x-small;"><span style="font-size: 10pt;"><sup>th</sup></span></span><span style="color: black; font-family: "times new roman" , serif; font-size: small;"><span style="font-size: 12pt;">,
we will continue to increase the pressure on the hospital to pay us what we are owed.</span></span></span></span></div>
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<span lang="en-US"></span><br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-85267355605369258812016-01-27T11:00:00.004-06:002016-01-27T11:00:49.411-06:00<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-52356309455719848562016-01-07T15:39:00.002-06:002016-01-07T15:40:45.621-06:00Run for the Communications Chair Position!<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-17319768047842461932016-01-07T15:36:00.000-06:002016-01-07T15:40:36.375-06:002016 Union Meeting Schedule<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-18638750183699756092015-12-16T14:35:00.004-06:002015-12-16T14:35:42.477-06:00December 2015 Issue of The Pulse<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-76567965245831473852015-12-01T16:17:00.002-06:002015-12-01T16:17:55.176-06:00Stand Up for Fairness!<div class="separator" style="clear: both; text-align: center;">
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<br />Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-39746030699069270112015-11-10T14:14:00.000-06:002015-11-10T14:14:14.727-06:00November 2015 Issue of The Pulse<div class="separator" style="clear: both; text-align: center;">
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Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-2654064066228330912014-05-23T20:59:00.000-05:002014-05-23T20:59:43.133-05:00CONTRACT RATIFIED!<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
The Union would like to inform you that the new contract has been ratified. The vote was 364-106. Thanks for your hard work and all of your support through this process. </div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
<o:p></o:p></div>
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<br /></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Your new contract goes into effect now. The holiday premium increase goes into effect with the next holiday (Memorial Day). The pay increases go into effect with the beginning of the next pay period (June 1<sup>st</sup>). Please contact us with any questions. <o:p></o:p></div>
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<br /></div>
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Thank you again, and have a great Memorial Day Weekend!<o:p></o:p></div>
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<br /></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Your Committed Bargaining Team,<o:p></o:p></div>
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<br /></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Vicky Hickey<o:p></o:p></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Lori Haggard<o:p></o:p></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Molly Chase<o:p></o:p></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Krista Schulte<o:p></o:p></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Pat Meade<o:p></o:p></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Pam Buckley<o:p></o:p></div>
<div class="MsoNormal" style="color: #222222; font-family: arial; font-size: small;">
Pierre Cinelli<o:p></o:p></div>
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<br /></div>
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<b><img src="http://illinoisnurses.com/global/images/template/INA-Official-logo204x116.PNG" /><br />ILLINOIS NURSES ASSOCIATION</b></div>
<b>The Nurses Union at St Joseph</b><div>
<b><br />(815) 714-9605<br /><br /><a href="http://inastjoes.blogspot.com/" style="color: #1155cc;" target="_blank">http://inastjoes.blogspot.com/</a></b></div>
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Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-66085102208098582052014-05-20T21:56:00.001-05:002014-05-20T22:11:05.133-05:00Management Coughs Up Auditorium A for Contract Vote!In a positive development, the Union has been able to secure <b>Auditorium A</b> in the hospital for the contract ratification vote! We believe this will help more members be able to vote with minimal inconvenience. <div><br></div><div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>The voting times remain 6 AM to 9 AM, 1 PM to 4 PM, and 5 PM to 8 PM on Thursday and Friday. Ballots will be counted on Friday at 8 PM. </b></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><br></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);">The ballot will offer two choices: whether to accept the tentative agreements or to reject them and go on strike. You do not want someone else making this important decision for you and must make every effort to cast your vote.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><br></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);">Below is a summary of the contract changes. We will have the actual contract language at the vote. Bargaining team members will be on hand to answer any questions you may have.<o:p></o:p></span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt;"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><br></span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt;"><b style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);">SUMMARY <i>(* indicates items secured or improved since the membership rejection)</i><o:p></o:p></b></div><div class="MsoNormal" style="margin-bottom: 0.0001pt;"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><br></span></div><div class="MsoNormal" style="text-indent: 0px; margin-left: 0.5in;"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Wages</b>: 2014--Placement on an improved, union-proposed grid to address inequities or 2%, whichever is greater*<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"> 2015—2.0%<o:p></o:p></span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt;"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"> 2016—2.5%*<o:p></o:p></span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt;"><b style="-webkit-text-size-adjust: auto; font-family: 'Helvetica Neue Light', HelveticaNeue-Light, helvetica, arial, sans-serif;">Call pay</b><span style="background-color: rgba(255, 255, 255, 0); -webkit-text-size-adjust: auto; font-family: 'Helvetica Neue Light', HelveticaNeue-Light, helvetica, arial, sans-serif;">: If a nurse is scheduled to be on call and has her/his shift extended by at least one hour (even if s/he doesn’t leave the facility or punch out/in), the time beyond the shift will be paid at time and a half.* If a nurse 60 years old or older wants to be exempted from call, s/he must inform her/his manager. Once s/he is exempted, she remains exempted unless s/he agrees otherwise.</span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Holidays</b>: Holiday premium will increase to 150%. Starting in 2015, night shift will celebrate holidays on the actual holiday instead of the day before.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Staffing</b>: The union will appoint four nurses (up from three) to the Staffing and Acuity Committee. The Committee will meet monthly until July 2014, then every other month (instead of quarterly now). The Union and management will alternate creating the agenda. If more than five ADOs are filed by a unit within a month, that unit’s staffing will be reviewed. All ADOs will receive a written response.*<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>HE</b>: Nurses can volunteer for HE before agency. If a nurse agrees, she may be placed on voluntary standby instead of HE (earning $3.50/hour) and still use PTO for any lost hours.* There still is no mandatory standby.* If a nurse is on voluntary standby and is called in, s/he must report within 90 minutes.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Temporary Reassignment (pulling)</b>: Nurse will be given 60 minute notice prior to being pulled (no notice required now). Establish CCRTs’ first assignment as their “home unit” (this is necessary because a nurse cannot be pulled more than once except back to their home unit). No pulling on holidays.*<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Layoff/recall</b>: Increase notice of layoff from two weeks to 30 days. Increase recall from layoff rights from 6 months to one year.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Reporting absences</b>: A nurse can call in up to two hours before her/his shift instead of the currently required two and a half hours.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Work schedules</b>: Hard copies of work schedules will be posted upon the request of staff. Long-term changes to patterns schedules will require the manager to seek volunteers first, then by inverse seniority.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Discipline</b>: Increase notice of investigatory meetings from 24 hours to two business days. Management will provide the reason for the investigation and evidence at the meeting.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Non-discrimination</b>: Prohibit discrimination based on sexual orientation.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Probation</b>: Decrease the probationary period from 120 days to 90 days. Allow probationary employees access to the grievance procedure (except for termination during probationary period).<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Labor-Management meetings</b>: Agenda items must be submitted 7 days in advance to the union and management.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Union business leave</b>: Allow for a 90 day leave for union business (none now).<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Tuition reimbursement</b>: Extend tuition reimbursement to IHR I and II for BSN (50%). Eliminate tuition reimbursement for Master’s for IHR III.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Clinical Pathways</b>: 1/2% bonus of year’s earnings for participating in certain activities and having certain education/training.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Overtime</b>: Management agrees to assign mandatory overtime in accord with the Hospital Licensing Act.*<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>BSN requirement</b>: <i>Only new hires</i> without a BSN will have to start towards their degree within 6 months of hire and complete the program within 3 years.*<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Insurance eligibility for IHR</b>: An IHR May be eligible for health insurance as a result of the Affordable Care Act. If s/he takes it, her/his pay will be set at the rate of other, non-IHR nurses.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);">Eliminate <b>Weekend Program</b>.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Bereavement leave</b>: Remove benefit for IHR III.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Extended Illness bank</b>: EIB remains protected by the contract*, but the PTO “deductible” increases to 32 hours. Excess PTO can no longer be rolled over into EIB.<o:p></o:p></span></div><div class="MsoNormal"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Union Access</b>: Limited to “business” hours.<b><o:p></o:p></b></span></div><div class="MsoNormal" style="margin-bottom: 0.0001pt;"><span style="-webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><b>Contract length</b>: Three year term.<o:p></o:p></span></div><br style="font-family: 'Helvetica Neue Light', HelveticaNeue-Light, helvetica, arial, sans-serif;"></div>Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-43619202101131242452014-05-19T18:21:00.001-05:002014-05-19T18:21:35.849-05:00Contract Vote on Thursday and Friday<div class="MsoNormal">
This
morning, the union notified St. Joe's management that all of the mandatory
bargaining subjects have been resolved and that the union is going to present
the tentative agreements to its membership on Thursday and Friday for your
consideration.<span class="apple-converted-space"> </span><br />
<br />
Management has been trying to force the union bargaining team to give up our
unfair labor practice complaints that have been filed with the National Labor
Relations Board over their illegal infringement of our rights. They have also
demanded that we promise to not file any more unfair labor practice complaints
(even if they fire a member of the bargaining team!) and they want us to
withdraw a request for information we have made related to staffing.<br />
<br />
There are certain things that either side can ask for in negotiations, but that
they can't make the other side bargain them. The National Labor Relations Act
refers to these things as "permissive subjects of bargaining" (the
others—like wages and benefits—are “mandatory subjects”) and the demands
mentioned above that management is insisting on are permissive subject
proposals. These are the only items still left on the table.<span class="apple-converted-space"> </span><br />
<br />
We believe management is trying to avoid reaching an agreement by insisting on
acceptance of permissive proposals. They don’t like this approach we are taking
and may try to sabotage the process, but we are not going to let them delay the
contract any further. There are no unresolved mandatory subject proposals and,
therefore, we are ready for you to vote.<span class="apple-converted-space"> </span><br />
<br />
We wish management would cooperate and provide us rooms in the hospital to have
the vote, but they haven't done so at this time. So, we are going to hold the
vote just a block away at the Painters Union Hall at 100 Republic Avenue on
Thursday and Friday. We know the location is not ideal, but it is
important that you have your vote counted, so please join us there.<span class="apple-converted-space"> </span><br />
<br />
The voting times will be 6 AM to 9 AM, 1 PM to 4 PM, and 5 PM to 8 PM. Ballots
will be counted on Friday at 8 PM. The ballot will offer two choices: whether
to accept the tentative agreements or to reject them and go on strike. You do
not want someone else making this important decision for you and must make
every effort to cast your vote.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Below is a summary of the contract changes. We will have the actual contract language at
the Painters Hall. Bargain team members
will be on hand to answer any questions you may have.<o:p></o:p></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b>SUMMARY <i>(* indicates items secured or improved since
the membership rejection)</i><o:p></o:p></b></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
<div class="MsoNormal" style="margin-left: .5in; text-indent: -.5in;">
<b>Wages</b>: 2014--Placement on an improved,
union-proposed grid to address inequities or 2%, whichever is greater*<o:p></o:p></div>
<div class="MsoNormal">
2015—2.0%<o:p></o:p></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
2016—2.5%* <o:p></o:p></div>
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<br /></div>
<div class="MsoNormal">
<b>Call pay</b>: If a nurse is scheduled to be on call and has
her/his shift extended by at least one hour (even if s/he doesn’t leave the
facility or punch out/in), the time beyond the shift will be paid at time and a
half.* If a nurse 60 years old or older
wants to be exempted from call, s/he must inform her/his manager. Once s/he is exempted, she remains exempted
unless s/he agrees otherwise.<o:p></o:p></div>
<div class="MsoNormal">
<b>Holidays</b>: Holiday premium will increase to 150%. Starting in 2015, night shift will celebrate
holidays on the actual holiday instead of the day before.<o:p></o:p></div>
<div class="MsoNormal">
<b>Staffing</b>: The union will appoint four nurses (up from
three) to the Staffing and Acuity Committee.
The Committee will meet monthly until July 2014, then every other month
(instead of quarterly now). The Union
and management will alternate creating the agenda. If more than five ADOs are filed by a unit
within a month, that unit’s staffing will be reviewed. All ADOs will receive a written response.*<o:p></o:p></div>
<div class="MsoNormal">
<b>HE</b>: Nurses can volunteer
for HE before agency. If a nurse agrees,
she may be placed on voluntary standby instead of HE (earning $3.50/hour) and
still use PTO for any lost hours.* There
still is no mandatory standby.* If a
nurse is on voluntary standby and is called in, s/he must report within 90
minutes.<o:p></o:p></div>
<div class="MsoNormal">
<b>Temporary
Reassignment (pulling)</b>: Nurse will be given 60 minute notice prior to being
pulled (no notice required now).
Establish CCRTs’ first assignment as their “home unit” (this is
necessary because a nurse cannot be pulled more than once except back to their
home unit). No pulling on holidays.*<o:p></o:p></div>
<div class="MsoNormal">
<b>Layoff/recall</b>: Increase notice of layoff from two weeks to
30 days. Increase recall from layoff
rights from 6 months to one year.<o:p></o:p></div>
<div class="MsoNormal">
<b>Reporting absences</b>:
A nurse can call in up to two hours before her/his shift instead of the
currently required two and a half hours.<o:p></o:p></div>
<div class="MsoNormal">
<b>Work schedules</b>: Hard copies of work schedules will be posted
upon the request of staff. Long-term
changes to patterns schedules will require the manager to seek volunteers
first, then by inverse seniority.<o:p></o:p></div>
<div class="MsoNormal">
<b>Discipline</b>:
Increase notice of investigatory meetings from 24 hours to two business
days. Management will provide the reason
for the investigation and evidence at the meeting.<o:p></o:p></div>
<div class="MsoNormal">
<b>Non-discrimination</b>: Prohibit discrimination based on sexual
orientation.<o:p></o:p></div>
<div class="MsoNormal">
<b>Probation</b>: Decrease the probationary period from 120
days to 90 days. Allow probationary
employees access to the grievance procedure (except for termination during
probationary period).<o:p></o:p></div>
<div class="MsoNormal">
<b>Labor-Management
meetings</b>: Agenda items must be submitted 7 days in advance to the union and
management.<o:p></o:p></div>
<div class="MsoNormal">
<b>Union business leave</b>: Allow for a 90 day leave for union business
(none now).<o:p></o:p></div>
<div class="MsoNormal">
<b>Tuition reimbursement</b>:
Extend tuition reimbursement to IHR I and II for BSN (50%). Eliminate tuition reimbursement for Master’s
for IHR III.<o:p></o:p></div>
<div class="MsoNormal">
<b>Clinical Pathways</b>:
1/2% bonus of year’s earnings for participating in certain activities and
having certain education/training.<o:p></o:p></div>
<div class="MsoNormal">
<b>Overtime</b>:
Management agrees to assign mandatory overtime in accord with the Hospital
Licensing Act.* <o:p></o:p></div>
<div class="MsoNormal">
<b>BSN requirement</b>: <i>Only
new hires</i> without a BSN will have to start towards their degree within 6
months of hire and complete the program within 3 years.*<o:p></o:p></div>
<div class="MsoNormal">
<b>Insurance eligibility
for IHR</b>: An IHR May be eligible for health insurance as a result of the
Affordable Care Act. If s/he takes it, her/his pay will be set at the rate of
other, non-IHR nurses.<o:p></o:p></div>
<div class="MsoNormal">
Eliminate <b>Weekend
Program</b>.<o:p></o:p></div>
<div class="MsoNormal">
<b>Bereavement leave</b>: Remove benefit for IHR III.<o:p></o:p></div>
<div class="MsoNormal">
<b>Extended Illness bank</b>:
EIB remains protected by the contract*, but the PTO “deductible” increases to
32 hours. Excess PTO can no longer be rolled over into EIB.<o:p></o:p></div>
<div class="MsoNormal">
<b>Union Access</b>:
Limited to “business” hours.<b><o:p></o:p></b></div>
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<b>Contract length</b>: Three year
term.<o:p></o:p></div>
<br />
<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<br /></div>
Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-63948898190127459352014-05-13T12:29:00.000-05:002014-05-13T12:29:07.883-05:00Union Continues to Seek Solutions to Staffing Crisis; Management Continues to Say "No"<blockquote type="cite">
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<span style="background-color: transparent; font-family: Arial, Helvetica, sans-serif;">Tomorrow, the Union heads back to the bargaining table to fight for better staffing. We have made a number of proposals to address your concerns. Despite management's refusal to adequately address the issue, we have modified our proposals in the hopes of getting a deal.</span></div>
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<span style="color: #141823; font-family: Arial, Helvetica, sans-serif;">As part of the solution, we had proposed a free charge to be available for unit coverage and support. When management said "no", we proposed that charge nurses should at least be bargaining unit nurses so they don't have to juggle that assignment with management responsibilities. Management said they wouldn't increase staff to make that happen, so we proposed making the APCMs bargaining unit nurses. Relieve them of their management duties so they can provide 100% of their time to patient care. Again, management has said no.</span></div>
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<span style="color: #141823; font-family: Arial, Helvetica, sans-serif;">We will continue to seek creative solutions to the staffing crisis, but management will continue to say "no" until they hear from you!</span></div>
Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-16030188627316304502014-05-07T20:40:00.004-05:002014-05-07T20:40:57.419-05:00Throughout Months of Negotiations Management Fails to Talk About Plan for Schedule Changes The Union learned this week about a management plan to implement new pattern schedules even on units where pattern schedules already exist. Nurses on PCU were told yesterday that management intends to replace their current pattern schedules with different five-week rotations. Nurses were told that it would not be possible to retain their old patterns and that everyone would have to select new ones. Nurses were also told that this was only the beginning and that the changes would be rolled out house-wide.<div>
<br /></div>
<div>
Supposedly, the change is to address staffing problems. Despite the Union pressing management to take safe staffing seriously for more than three months, management never once hinted at their intent to make these changes, nor did they ever make any proposals on the matter despite having a legal obligation to bargain over it.</div>
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At the negotiations session today, the union demanded that management bargain over the issue. It took a heated exchange to get management to bring someone in to explain what they were doing, why they were doing it, and how the intended to do it. The union is still waiting for information necessary to bargain over the issue.</div>
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There appears to be no end to the management stall tactics--from unfair labor practices, to targeting union leaders to the last minute introduction of new issues. The Negotiating Team has sacrificed many hours of personal time to get a good contract, but we need your help to get this done. Tell management to stop stalling and address safe staffing so we can get the contract done!</div>
Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0tag:blogger.com,1999:blog-4696922248681660080.post-19769539204686545432014-05-01T10:26:00.001-05:002014-05-01T10:30:19.379-05:00St. Joe's Violates Employee Rights<div id="storyheader" class="story innertube-top innertube-right innertube-left" style="padding-top: 10px; padding-right: 10px; padding-left: 10px; margin: 0px auto; text-align: center;"><h1 style="text-align: start; margin: 0px 0px 7px; padding: 0px;"><span style="font-size: 17px; -webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);">St. Joe nurses file complaints with national labor board</span></h1><span class="timestamp" style="margin-bottom: 15px; padding: 0px; -webkit-text-size-adjust: auto; background-color: rgba(255, 255, 255, 0);"><div style="text-align: start;">Published: Tuesday, April 29, 2014 10:50 p.m. CDT</div></span></div><div class="article innertube" style="padding: 10px; position: relative;"><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">JOLIET – A union nurses association says Presence Saint Joseph Medical Center engaged in unlawful actions against its bargaining team in Joliet, an allegation the hospital says isn't true.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">Illinois Nurses Association members are engaged in contract negotiations with administrators at Presence Saint Joseph. On Monday, association officials filed with the National Labor Relations Board an unfair labor practice complaint against the Joliet hospital, saying the hospital refused to release one of its union members for a scheduled contract negotiation meeting last Friday, a meeting that ultimately was canceled.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">An information officer with the Chicago branch of the National Labor Relations Board confirmed Tuesday the office had received the complaint. The complaint also alleges the hospital conducted unlawful surveillance against a member when that person distributed union information outside work hours.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">Lisa Lagger, Presence Saint Joseph spokeswoman, responded in an email that the unfair labor practice charges are without merit and create an unproductive distraction. </span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">The nurses association canceled a bargaining session scheduled for Friday when one of its members did not properly plan his time off, she wrote.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">“Multiple alternatives to accommodate the staffing needs of his very busy unit were offered, but these options were turned down,” Lagger wrote in the email.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">In the complaint, the union alleges that on or about April 22, Presence Saint Joseph hospital officials violated the National Labor Relations Act by unilaterally changing the practice of bargaining unit members attending collective bargaining sessions.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">The complaint claims that on that same day, hospital officials engaged in unlawful surveillance and photographing of protected union bannering activity. On April 22, union nurses had gathered in an open rally in Joliet to promote safer nurse staffing levels at the hospital.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">The complaint also stated that, last Friday, hospitals officials – with the use of security guards – engaged in unlawful surveillance of union members when they distributed union literature outside of work hours and in a non-work area.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">Chris Martin, Illinois Nurses Association spokesman, said the actions that hospital officials have taken are against federal law and the union hopes the National Labor Relations Board will agree.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">“We’re confident that we will prevail,” he said.</span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;"><br></span></font></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">Lagger said another negotiation session is scheduled for Wednesday.</span></font></div><div id="sharewrapper" style="font-family: 'Droid Serif', Georgia, Times, serif; font-size: 14px; line-height: 21px; position: static; top: 15px; left: 15px; z-index: 99;"><br></div><div id="sharewrapper" style="position: static; top: 15px; left: 15px; z-index: 99;"><font face="Droid Serif, Georgia, Times, serif"><span style="font-size: 14px; line-height: 21px;">http://www.theherald-news.com/2014/04/29/st-joe-nurses-file-complaints-with-national-labor-board/apxnczd/</span></font></div><div id="sharewrapper" style="font-family: 'Droid Serif', Georgia, Times, serif; font-size: 14px; line-height: 21px; position: static; top: 15px; left: 15px; z-index: 99;"></div></div>Anonymoushttp://www.blogger.com/profile/13223510491915964342noreply@blogger.com0