Staffing Ratios Proposed!

Negotiating sessions were held on January 27 and 30 and February 4 and 6. Both sides are still focusing on non-economic proposals (wages and benefit issues are typically held back until some of the easier issues are addressed).  The union continues to advance proposals to address workload and scheduling concerns raised by our members through the surveys and face-to-face meetings.  The union’s bargaining team proposed mandatory staffing ratios intended to promote patient safety and address our members’ feelings of being overworked.  Management says they are looking at it.

Although we have made progress toward a system that would distribute the burden of mandatory HE more fairly, there is a stumbling block, however.  Management has proposed having the option to place nurses on standby rather than HEing them.  This proposal is unacceptable and has been rejected, but management has not yet withdrawn it.

We also have continued to resist a proposal by management that would have us scheduling our vacations every six months instead of annually.  Our discussions with the membership have indicated no interest in this proposal.

Additionally, St. Joes continues to push taking away guaranteed rest breaks and counting preceptees in the staffing count. These proposals will lead to more overwork. We will fight back against any proposal that contributes to being overworked by St. Joes!

What about wages and benefits?

All the items mentioned above are important, but most of our members are anxious to know what is going to happen to salaries and benefits.  It is typical in negotiations to resolve as many “non-economic” issues as possible before addressing “economic” proposals.  Rest assured, economic proposals will be exchanged in the coming weeks.  The next bargaining session is on February 13.

Negotiations Begin!

Negotiations got off to a productive start on Monday with both sides making initial, non-economic proposals (wages and benefit issues are typically held back until some of the easier issues are addressed).  The INA put forward proposals to address workload and scheduling concerns raised by our members through the surveys and face-to-face meetings.  Specifically, the union proposed prohibiting mandatory overtime and increases to shift lengths without mutual agreement.  A union proposal would result in one additional holiday off each year and more meaningful observance of holidays for night shift nurses.  The union also proposed making pattern schedules permanent unless changes are agreed.  Another union proposal would free nurses from having to find their own substitutes for weekend vacations.  Also, the union proposed extending break times.

Another important issue the union is addressing in negotiations is Hospital Excused time.  The union has proposed prohibiting involuntary HE once a shift starts.  We have also proposed a system that would distribute the burden of mandatory HE more fairly and would also allow you to use EIB when HE’d.

We believe some progress has already been made towards:

* additional protections for probationary employees;

* additional notice prior to a lay off;

* additional recall rights if laid off;

* more fairness when a nurse faces discipline; and

* advance notice prior to being pulled to another unit.

Of course, no tentative agreements can be implemented until all issues have been resolved and, ultimately, you will have the final say on the contract as a whole. 

But not everything was sweetness and light at the bargaining table. St. Joes has proposed:

* taking away guaranteed rest breaks;

* counting preceptees in the staffing count; and

* taking away the right to become a CCRT rather than be laid off.

Two of those proposals will lead to more overwork and the other lessens our job security. We will fight back against any proposal that contributes to being overworked by St. Joes!  We will continue to defend job security at the bargaining table!

What about wages and benefits?

All the items mentioned above are important, but most of our members are anxious to know what is going to happen to salaries and benefits.  It is typical in negotiations to resolve as many “non-economic” issues as possible before addressing “economic” proposals.  Rest assured, economic proposals will be exchanged in the coming weeks.  The next bargaining session is on January 23.

Bargaining Begins Monday, January 13

Negotiations for a new contract begin on Monday, January 13!  We're all expecting these negotiations to be difficult. Before the first proposals were even exchanged, a fight was necessary to get management to agree to ground rules that would treat the INA bargaining team with respect and as equals.  Previous negotiations were disrupted by managers receiving and responding to calls at the bargaining table.  After initially resisting the Bargaining Team's demand to shut off their phones, we were finally able to get them to agree and focus on negotiations.

The INA is anxious for negotiations to begin.  We know you are overworked, underpaid, and disrespected. We’re ready to present and fight for proposals that will address the concerns expressed by you in the contract surveys and at meetings.  But, if these negotiations prove to be as tough as we anticipate, we will need you to help us accomplish our goals. 

Check back here on Tuesday for an update.

When 800 members speak as one, we will get what we deserve!

Will County Employees on Strike for Fairness!

Members of AFSCME Local 1028, representing some 1,200 Will County employees, are on strike after management again refused to offer fair wages or back off a plan to double employee health care costs. In a last-ditch round of negotiations on Nov. 13 and 14, representatives of the Will County board did not budge from their demand that employees accept a paltry wage increase after four years with no cost-of-living raise. Combined with the county’s demands on health care costs, management’s proposal amounts to a pay cut for many employees. County employees voted to authorize a strike more than a month ago, but made every effort to seek a compromise, even delaying a planned work stoppage to return to negotiations at the request of a federal mediator.

To help the county through tough times, employees represented by AFSCME agreed to forego a cost-of-living pay increase for the past four years. Today 40 percent of union members earn less than $30,000 annually. Current contract talks have dragged on for 15 months with little sign of compromise by county management and little involvement by county executive Larry Walsh.

We need to support our sisters and brothers in AFSCME.  Check back here to find out what you can do to help.

Survey says . . . !

At yesterday's membership meetings, we discussed the preliminary results of the membership contract surveys.  It came as no surprise that the surveys showed we are working too hard, for too long, with too little support and resources.  The number one issue for our members is staffing/work load with many respondents commenting that patient care is adversely affected by too few nurses being asked to care for too many patients with cuts to unit secretaries, CNAs and other support personnel.  Long hours under these conditions result in unsafe environment for our members and our patients.

If you haven't had a chance to fill out a survey, don't despair!  This is an on-going process and we will continue to accept surveys up until the commencement of bargaining.  Talk to an INA officer or Bargaining Support Committee member or stop by the INA office in Room 243.  You can also call us by clicking on the icon to the right of this post.   

Membership meeting next Tuesday at 4pm and 8pm

Next Tuesday, November 12, we'll have our monthly membership meeting at the Painters Hall (100 Republic Avenue).  This month, we're trying something different to help accomodate everyone's schedules--two meeting times at 4pm and 8pm.  Come to whichever is most convenient for you.

This month, in addition to our regular business, we're going to be talking about the contract surveys and identifying bargaining issues.

Hope to see you there!

Turn those surveys in!

Today is the target date for returning contract surveys.  If you haven't done so, please turn in your survey to a Bargaining Support Committee member as soon as possible.  We'll discuss the results at our next membership meeting on November 12.