April 12, 2010 - Local 121RN representatives will meet with management on April 30 to address frequent cancellations of postpartum nurses. We will keep members updated on our progress.

On or about October 15, 2009, Kathy Wojno completed performance evaluations for Registered Nurses in both the NICU and Pediatric Units. This is a direct violation of the Collective Bargaining Agreement.

SEIU Local 121RN is in receipt of Management’s response to our step II grievance (Violation of Article 18– Education Benefits, Section E.—”Mandatory In-Service and Educational Classes). Management made the following decision:

“The facility will pay employees at their base rate of pay (or overtime, if applicable) for attending Crisis Prevention Intervention and Advanced Fetal Monitoring.”

Again the Union reaffirms its position. The Employer, in accordance with the law, must compensate RNs as time worked for all in-service meetings designated by the Facility as mandatory. Furthermore the employer must pay for any time spent traveling to an off site event. ACLS (Advanced Cardiac Life Support), CPR, BLS (Basic Life Support), PALS (Pediatric Advanced Life Support), NRP (Neo-natal Resuscitation), as well as the Fire Card are conditions of employment. Failure to comply with these conditions could aversely affect RN positions at the hospital.

The grievance has been filed for arbitration. The arbitration hearing is scheduled for Wednesday, June 30, 2010. The Union is also prepared to file a Wage and Hour lawsuit.

If you have any further questions, please feel free to contact a steward or your Union Representative, Sonya D. Jimmons, MSW as (213) 247-4582

Click to launch flyer   Grievance Update

Tuesday, September 29, 2009 a memo was posted regarding the Annual Mandatory Update.

All HPMC employees are required to complete the Annual Mandatory Update Modules on a yearly basis. Per the memo the HealthStream Computer Modules have been designed to support the information given in General Orientation and to provide updates so that better patient care may be delivered. The completion of the Module is mandatory thus, the employer will pay RNs at their base rate of pay (or overtime, if applicable) for any/all time used to complete the HealthStream Computer Modules. Unfortunately, this year RNs will not be allowed to complete the modules at home. They will be required to complete the modules at the facility. The directors, per an email from Norma Braun, Vice President of Human Resources, have been asked to schedule the RNs so the RNs would be able to complete the HealthStream Module. Temporary computer labs are readily available.

If you have any further questions regarding mandatory education or the collective bargaining agreement, please
feel free to contact your Union Representative, Sonya D. Jimmons, MSW at (213) 247-4585.

Click to launch flyer  Healthstream

     Hospitals often use floating as a regular way to solve staffing problems. Too many registered nurses are often floated to unfamiliar units. To protect patient care and professional standards, most registered nurse union contracts include specific guidelines to prevent conflict and to avoid displacement or bumping of regularly assigned staff. Article 12— Floating— of the Collective Bargaining Agreement (CBA) states floating decisions shall be based on the needs of the patients or department (if non-patient care unit) on the sending and receiving units and the floating conditions and provisions in this Article.

     Although floating may cause uneasiness among registered nurses, only qualified RNs may be floated to a different department or unit. The floating RN must receive proper orientation in the destination department or unit and have documented competency in providing care to patients in the department or unit. In the event, the floating RN has limited qualifications, he/she should be oriented and limited to performing only those tasks he/she are qualified and competent to perform. Floating of registered nurses must be in compliance with all federal and state laws and regulations, including Title XXII of the California Administrative Code.

Effective the first full payroll period following October 28, 2009, wage scales will be implemented ( See Calendar below). Registered Nurses will be placed on the 2009 wage scale on the appropriate step according to years of experience. Up to 50% of years of experience as an LVN or as an RN with foreign experience will be credited for the RN wage scale. No bargaining unit RN (including those above the appropriate step) will receive a wage increase of less than three percent (3%) and no more than nine percent (9%). The wage increase means an increase to the RN’s base hourly rate.

Per Diem RNs receiving a per diem rate will be paid a flat differential based on the sixth (6th) step of the wage scale rate plus a thirty percent (30%) differential, or a three percent (3%) increase, whichever is greater.

RNs employed prior to November 1, 2009 will have a period of ninety (90) days beginning November 1, 2009 in which to challenge the credited years of experience. If not challenged within this timeframe, any alleged errors as to the appropriate amount of credited experience agreed upon by the parties will be prospective only.

Click to launch flyer  October RN News at HPMC