July 20, 2010 - Our joint SEIU Local 121RN and United Healthcare Workers (UHW) Bargaining Team is united — united in mutual disgust at Barlow management’s economic offer for our new contract. Our Unions made a reasonable proposal that would allow Barlow to recruit and retain experienced RNs and healthcare workers.

But, not only did Barlow management offer us mostly nothing for pay raises, but they want us to agree to a two-tiered wage system that will give new workers even less incentive to work here. Why would we do that?

Where is management’s concern for patients and their continuity of care? Barlow is already simply a training ground for new grads to gain some experience and then move on to a better-paying facility. Currently, nearly 66 percent of Barlow’s staff has worked here less than five years.

Those of us who are full-time permanent employees are dedicated to our patients. Barlow is already below market wages for RNs and RCPs. Barlow proposed wage increases that could put the rest of Barlow employees below market rates.

It’s time for Barlow management to wake up and realize that the path they’re on only leads to continued loss of qualified and trained employees and marginalized patient care.
Here’s what management offered us:

                                     Year 1              Year 2                 Year 3
 
12-Hour Workers             0                     1 %                       1 %
 
8-Hour Workers               2 %                  1 %                       1 %
 
Per Diem *                         Adjust to Step 3 plus 12 percent *

*Out of 29 current RN Per Diems, none would receive an increase using this formula. For UHW, 19 out of 62 per diem workers would receive a raise the first year of the contract, mostly CNAs and Monitor Techs.

What Will We Fight For? How Far Will We Go?
Our Bargaining team needs to know
Whittier Satellite                                                     
Monday, July 26                                                      
& Wednesday, July 28                                       
7 a.m. to 8 a.m.                                              
7 p.m. to 8 p.m.                                                                
                                                         
Barlow Main
Monday, July 26
& Wednesday, July 28
7 to 8 a.m. (Williams Hall)
Noon to 2 p.m.
Midnight to 2 a.m.

Valley Presbyterian
Monday, July 26
& Wednesday, July 28
7 a.m. to 8 a.m.
7 p.m. to 8 p.m.

All Local 121RN and UHW members are strongly encouraged to attend one of the membership meetings listed above (in break rooms, unless noted). Food and refreshments will be provided.

Click here to view and print flyer

April 7, 2010 - We continue to make progress and improvements to our contract during current negotiations. There are several tentative agreements that will improve working conditions for registered nurses and service & tech workers.
Our Bargaining Team will continue to work hard to raise the standard of care and working conditions.

•    Bereavement Leave: Employees no longer have to take an unpaid personal leave of absence. May use paid vacation time if vacation time is available.
•    Discharge & Discipline: Discipline will be corrective rather than punitive. (See  quote)
•    Jury Duty Pay: Employees no longer have to report to work and complete half of his/her regular shift if released early in the day by the court.
•    Seniority: No loss of seniority if employee voluntarily quits and is rehired within 90 calendar days.
•    Job Openings: Will be posted on intranet as well as on the bulletin board outside of dietary at the main campus.

Our Bargaining Team has made several tentative agreements with Barlow management over the first few negotiating sessions. However, management says there is no way to give us all the breaks we need and to which we are entitled. We are asking the hospital to schedule adequate employees so that breaks can be taken without interruption.

Management does not believe there is a problem. In order to show management that additional staff is needed to cover work during employee breaks, make sure to fill out an SEIU Local 121RN “Patient Safety Reporting Form” and the hospital’s missed meal and break form every time you do not receive a 15-minute break or 30-minute meal period, or when you are called away from your break to assist patients or other staff.

When you do not receive a 15-minute break and/or your 30-minute meal period, management must pay you for an additional hour of work, up to two hours per day.

On February 24, 2010, our Union will begin bargaining our next contract with Management. Our Bargaining Team member, Maria Samoza, RN, along with several United Healthcare Workers bargaining team members, have set their sights on raising the standard of care as well as making improvements to working conditions at Barlow. It’s time for a change.

Let’s support our Bargaining Team as they prepare to meet with management this Wednesday and Thursday.

Bargaining Dates:
February 24, February 25 and March 2, 2010

Fatigue is a common issue that crosses many disciplines, including healthcare. Long hours and fatigue can impair judgment, put employees at risk for injury and/or jeopardize patient care. Errors and near errors are more likely to occur when RNs work 12 or more hours. It has been noted that some staff, particularly night shift, find it necessary to close their eyes or sleep in order to reduce fatigue.

But sleeping is deemed a critical offense by hospital policy for which immediate termination may occur. Thus, we are compelled to take action and address this issue.

SEIU Local 121RN has met with management and established the following resolution to address this issue:

1.  Registered Nurses are allowed to rest their eyes during their 30 minute lunch break in the staff lounge without reprisal from management.
2.  If RNs choose to sleep during this time, they must be clocked out and must clock back in on time.
3.  The rest period must not disrupt patient care. RNs must report off to another RN and/or charge RN for coverage. In addition, write the name of the covering RN on sign-out sheet so it is clear who is covering the patient during the rest period.
4.  RNs are not allowed to use any hospital linen (bed sheets, towels or blankets) for their rest period.