Friday, May 23, 2014

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.  

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 1st).   Please contact us with any questions.  

Thank you again, and have a great Memorial Day Weekend!

Your Committed Bargaining Team,

Vicky Hickey
Lori Haggard
Molly Chase
Krista Schulte
Pat Meade
Pam Buckley
Pierre Cinelli





ILLINOIS NURSES ASSOCIATION
The Nurses Union at St Joseph

Tuesday, May 20, 2014

In a positive development, the Union has been able to secure Auditorium A in the hospital for the contract ratification vote! We believe this will help more members be able to vote with minimal inconvenience. 

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. 

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.

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.

SUMMARY (* indicates items secured or improved since the membership rejection)

Wages: 2014--Placement on an improved, union-proposed grid to address inequities or 2%, whichever is greater*
               2015—2.0%
               2016—2.5%*
Call pay:  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.
Holidays:  Holiday premium will increase to 150%.  Starting in 2015, night shift will celebrate holidays on the actual holiday instead of the day before.
Staffing:  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.*
HE: 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.
Temporary Reassignment (pulling): 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.*
Layoff/recall:  Increase notice of layoff from two weeks to 30 days.  Increase recall from layoff rights from 6 months to one year.
Reporting absences: A nurse can call in up to two hours before her/his shift instead of the currently required two and a half hours.
Work schedules:  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.
Discipline: 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.
Non-discrimination:  Prohibit discrimination based on sexual orientation.
Probation:  Decrease the probationary period from 120 days to 90 days.  Allow probationary employees access to the grievance procedure (except for termination during probationary period).
Labor-Management meetings: Agenda items must be submitted 7 days in advance to the union and management.
Union business leave:  Allow for a 90 day leave for union business (none now).
Tuition reimbursement: Extend tuition reimbursement to IHR I and II for BSN (50%).  Eliminate tuition reimbursement for Master’s for IHR III.
Clinical Pathways: 1/2% bonus of year’s earnings for participating in certain activities and having certain education/training.
Overtime: Management agrees to assign mandatory overtime in accord with the Hospital Licensing Act.*
BSN requirement:  Only new hires without a BSN will have to start towards their degree within 6 months of hire and complete the program within 3 years.*
Insurance eligibility for IHR: 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.
Eliminate Weekend Program.
Bereavement leave:  Remove benefit for IHR III.
Extended Illness bank: EIB remains protected by the contract*, but the PTO “deductible” increases to 32 hours. Excess PTO can no longer be rolled over into EIB.
Union Access: Limited to “business” hours.
Contract length: Three year term.

Monday, May 19, 2014

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. 

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.

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. 

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. 

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. 

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.

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.

SUMMARY (* indicates items secured or improved since the membership rejection)

Wages: 2014--Placement on an improved, union-proposed grid to address inequities or 2%, whichever is greater*
               2015—2.0%
               2016—2.5%*

Call pay:  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.
Holidays:  Holiday premium will increase to 150%.  Starting in 2015, night shift will celebrate holidays on the actual holiday instead of the day before.
Staffing:  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.*
HE: 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.
Temporary Reassignment (pulling): 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.*
Layoff/recall:  Increase notice of layoff from two weeks to 30 days.  Increase recall from layoff rights from 6 months to one year.
Reporting absences: A nurse can call in up to two hours before her/his shift instead of the currently required two and a half hours.
Work schedules:  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.
Discipline: 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.
Non-discrimination:  Prohibit discrimination based on sexual orientation.
Probation:  Decrease the probationary period from 120 days to 90 days.  Allow probationary employees access to the grievance procedure (except for termination during probationary period).
Labor-Management meetings: Agenda items must be submitted 7 days in advance to the union and management.
Union business leave:  Allow for a 90 day leave for union business (none now).
Tuition reimbursement: Extend tuition reimbursement to IHR I and II for BSN (50%).  Eliminate tuition reimbursement for Master’s for IHR III.
Clinical Pathways: 1/2% bonus of year’s earnings for participating in certain activities and having certain education/training.
Overtime: Management agrees to assign mandatory overtime in accord with the Hospital Licensing Act.*
BSN requirementOnly new hires without a BSN will have to start towards their degree within 6 months of hire and complete the program within 3 years.*
Insurance eligibility for IHR: 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.
Eliminate Weekend Program.
Bereavement leave:  Remove benefit for IHR III.
Extended Illness bank: EIB remains protected by the contract*, but the PTO “deductible” increases to 32 hours. Excess PTO can no longer be rolled over into EIB.
Union Access: Limited to “business” hours.
Contract length: Three year term.


Does it matter which snack, breakfast cereal or beverage you reach for on the grocery shelf? When it comes to your oral health, it can make a big difference. The foods and drinks you select each contain different ingredients, including minerals, vitamins, sugars and acids, each with varying nutritional values and effects on your teeth and mouth. In some, the nutritional value is very low and their ability to cause problems to your oral health is high. The next time you reach for a soda, think twice. It could mean avoiding a cavity, even if you routinely use other good oral hygiene habits.
What Is So Bad?
The problem with some foods or drinks is what they are made of. Carbohydrates break down in the mouth into sugars. Sugar is detrimental for teeth. It works as an acid to slowly harm the enamel on teeth. It can damage the tooth structure. Overtime, this leads to cavities and tooth decay that may be hard to halt. Any type of acid that comes in contact with your mouth has the risk of harming your oral health.
Shoddy Food and Drink
What is the worst of the worst? What should you avoid at all costs? The following foods and drinks are considered the ones to vanquish from your diet:
  • Carbonated beverages, including soft drinks, are hazardous thirst quenching choices that endanger your oral health. They have the least nutritional value, and have so much sugar and phosphoric acid that they can begin attacking the teeth within 30 minutes.

  • Some drinks labeled healthy or sport drinks can also be poor selections. Many promise health benefits, but also contain acidic and sugary substances that lead to the breakdown of enamel on your teeth. Be careful even with chewable vitamins, if they contain sugar.

  • Sticky foods, including caramel candy, sugary sweet breads and other sweet carbohydrates are very unhealthy for your teeth. Their sugars are harder to wash away with saliva, therefore, they stay on your teeth longer, causing damage.

  • Foods that dry out your mouth, including alcoholic beverages, can lead to an accumulation of bacteria in the mouth. Saliva is necessary for flushing away bacteria, but alcoholic beverages keep your mouth dry.
Other foods to leave on the grocery shelf more often are dried fruits and starchy foods, such as potato chips, bread and fries, as well as highly acidic fruits like oranges and lemons. If you consume them, brush your teeth immediately afterward, or rinse your mouth with water, to reduce their effects.

Sunday, May 18, 2014

At times when everybody lives on a tighter budget looking for money saving opportunities is high priority. People still love to go out, meet friends after work, enjoy a good dinner but it can get expensive to do that. Happy hours and discounted food specials are really popular among people every age group. Restaurants are trying to fulfill that need with discounted menus and happy hours. But discovering these deals is not that easy. Happy hours are not really advertised that much and finding out who has specials and when is almost impossible. Even online you have to dig deep.
Still, looking online for coupons is really popular. But not everybody wants to spend hours on the computer to search for the best deal and then it still needs to be printed out and taken to the restaurants. To be honest, not everybody likes to show up with paper clippings. Another way to look for bargains is to search local papers but most restaurants do not want to spend the money on costly ads anymore.
Membership programs offer members to save money and to find deals online. Restaurants and bars often post specials to spoil members with amazing food and drink deals. Members don't have to clip out coupons anymore, they simply show their membership card to receive specials - it is like carrying a whole coupon book in the wallet. Some of these membership programs have a mobile phone application what makes it even easier to find the perfect deal on the go.
Restaurants and bars have always been looking for a way to advertise their happy hours to attract new guests. Customer satisfaction and appreciation is their top priority but it can be expensive to reach those goals. Restaurants have to look for a new way of advertising to reach out to new customers. One of the best and cost effective ways is being spoken about and recommended in blogs and other social media outlets.
It is very popular to share experiences on social media sites and people rely more and more on reviews and tips coming from sites like yelp and facebook. You know of a good restaurant that has good food and happy hour offers, you pass it on. Restaurants and bars can be certain that people will recommend the places where they get their specials and extended happy hours because all of us just love bargains and if you can enjoy more for less cash, that is called a real deal.

Friday, May 16, 2014

Food and drink spills are among the toughest cleaning problems to deal with for rug owners. It is a common occurrence yet some still do not know the right way to approach cleaning up this kind of mess. Not knowing the basics of cleaning up food and drink spills can really put rug owners at a disadvantage and their carpets at serious risk of long-term damage.
Whether you are having a party at your home or are just eating in the living room, spills can happen without a moment's notice. This is why learning how to properly clean them up is essential. Here are some basic rug cleaning tips for food and drink spills, which you can use the next time, you are in this kind of situation.
  • Immediately Pick Up or Scoop Up the Spilled Item - Whether it is liquid or solid, it is important that you pick up or scoop up the excess spillage as much as possible to avoid making the problem worse. If you are dealing with liquid food or drink spills, get a clean sponge and absorb as much of the excess liquid as you can. For solid food spills, carefully pick up the loose particles using your hands.

  • Blot the Spilled Area - After removing the excess food or drink spilled on the rug, the next basic step that you need to do is to blot the area with a clean white cloth or paper towels. This will help remove the excess moisture and to lessen the chances of it staining the rug. Pouring some warm water onto the stain before blotting will help get you better results in removing the spill or stain.

  • Detergent Cleaning Solutions Work Great with Food and Drink Stains - When faced with food and drink spills or stains, using a cleaning solution made out of a solution of one teaspoon of laundry detergent (non-bleach) and a cup of warm water. This will be sure to get rid of any stains and spills coming from food and drinks. Apply this to the stain and blot using a clean, white cloth and you'll get your rug clean in a matter of a few tries.
These three tips can be of great help for those who are unfamiliar with cleaning food and drink spills on their rugs. Remember this useful advice to properly clean up any food or drink spill on your beautiful rug.

Tuesday, May 13, 2014



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.

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.

We will continue to seek creative solutions to the staffing crisis, but management will continue to say "no" until they hear from you!

Wednesday, May 7, 2014

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.

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.

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.

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!

Thursday, May 1, 2014

St. Joe nurses file complaints with national labor board

Published: Tuesday, April 29, 2014 10:50 p.m. CDT
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.

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.

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.

Lisa Lagger, Presence Saint Joseph spokeswoman, responded in an email that the unfair labor practice charges are without merit and create an unproductive distraction. 

The nurses association canceled a bargaining session scheduled for Friday when one of its members did not properly plan his time off, she wrote.

“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.

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.

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.

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.

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.

“We’re confident that we will prevail,” he said.

Lagger said another negotiation session is scheduled for Wednesday.

http://www.theherald-news.com/2014/04/29/st-joe-nurses-file-complaints-with-national-labor-board/apxnczd/

Friday, April 25, 2014



We were supposed to meet today with St. Joe’s management to bargain our contract, but were forced yesterday to cancel because the hospital refused to release all of our bargaining team to attend. On Tuesday, an outspoken member of our bargaining team was told he would not be released to attend the next negotiating session.  We attempted to get St. Joe’s management to change its position, but they refused to release him even though they admitted they could.  To add insult to injury, when the member reported to work this morning, he was told he would be released for the day. Of course, by that time it was too late to reinstate the bargaining session.

Further, three members of the union’s bargaining team have been told by management that they are under investigation.

We believe this is retaliation for the increased, public pressure the union is putting on the hospital to commit to safe staffing. It constitutes illegal interference in the union and we are currently weighing our legal options.


We are eager to get a deal done.  But management thinks they can bully us.  We will continue to stand up for our patients and we will continue to stand up for each other. 
 
If they think they can bully us, they are wrong!

If they think we won’t stand together, they are wrong!

Tell hospital management to get serious and get back to the bargaining table!

Wednesday, April 23, 2014

Nurses rally for safer staffing levels

Nurses demonstrate ahead of next contract session


JOLIET – More than a dozen union nurses gathered Tuesday at the intersection of Jefferson and Springfield streets in Joliet to promote what they said would be safer staffing levels at Presence Saint Joseph Medical Center.

The nurses, part of the Illinois Nurses Association, are in contract negotiations with administrators at Presence Saint Joseph Medical Center. Union members want the contract to include mandatory staffing levels that would fluctuate based on need and nurse-to-patient ratio.

The nurses gathered and waved to motorists during rush-hour traffic ahead of the next contract negotiations, which take place Friday.

“We are trying to have staffing ratios similar to the staffing ratios in California [hospitals],” said Pam Buckley, Presence Saint Joseph nurse.

Lisa Lagger, spokeswoman for Presence Saint Joseph, said mandated staffing ratios are unproven to have positively influenced patient outcomes on such factors as mortality rates, failure to rescue, hospital-acquired conditions and medication errors.

“We believe a far more effective approach is one where leaders and staff nurses work together to optimize unit level resources for the best and safest care for our patients,” she wrote in an email.

Mayor Thomas Giarrante attended Tuesday’s rally, noting he came after getting a call from a nurse. He said he supports the contract negotiations coming to an agreeable conclusion for both parties.

“It’s a two-way street,” he said. “Nurses need the hospital and the hospital need its nurses.”

Contract negotiations began in January. Earlier this month, union members rejected the hospital’s three-year contract offer that affects about 800 nurses.

Currently, the Joliet hospital has staffing level guidelines but those can be modified. 

Nurse Pat Meade said the staffing levels being sought would allow nurses to better serve patients.

“Patients come from the greater Joliet area because of the care we deliver,” she said. “We’re proud of that and we want to maintain that.”

Monday, April 21, 2014

Last week, management's chief spokesperson was on vacation, so they brought in a pinch hitter from the past, Terry Solom.  Unfortunately, the change in spokesperson didn't result in the hospital taking the issue of staffing any more seriously.  While the union urged management to spend the day discussing the staffing crisis, management suggested that "30 minutes" was sufficient.  Eventually, the union was able to get management to listen to the union for a whole hour, but couldn't get any dialog going regarding a new acuity tool or other safe staffing fixes.

Safe staffing isn't impossible to achieve, but it requires management taking the issue seriously.  INA has increased its outreach to the public on this vital issue and will continue to do so as long as the issue remains unresolved.

Bargaining continues on April 25.

Friday, April 18, 2014


Joliet nurses testify at hearing for state bill


By LAUREN LEONE–CROSS

JOLIET – Months into contract negotiations, union nurses and administrators at Presence Saint Joseph Medical Center are still at odds, with a change to staffing ratios being the main sticking point.

The issue of nurse-to-patient staff ratios at the state level was the subject of a legislative hearing Wednesday in Chicago, where three Presence Saint Joseph nurses testified.

Representatives from the Illinois Nursing Association, Illinois Hospital Association and other groups also testified for or against House Bill 12, which would require hospitals to meet mandated nurse-to-patient ratios depending on the unit.

Victoria Hickey, a nurse at Presence St. Joseph, said she believes mandated patient-to-nurse ratios would improve patient care and the staff working environment.

“When a hospital is short-staffed, patient complications can happen,” she said. “A lot of times, that could be prevented with adequate staffing levels.”

She said the Joliet hospital’s intensive care unit typically has the adequate 2-to-1 patient-to-nurse ratio. But sometimes, because of staff breaks or other factors, one nurse could be handling three patients on his or her own at a time, Hickey said.

Currently, the Joliet hospital has staffing level guidelines, but those can be modified.

Officials from Presence Saint Joseph did not testify at the hearing. But hospital spokeswoman Lisa Lagger said, “Our patient care, our quality of care and our nursing care has repeatedly been recognized for its excellence.”

Danny Chun, spokesman for IHA, said such a mandate calls for a “rigid, static” formula that doesn’t allow for flexibility at the local level to set staffing to best match the needs of patients.

“If you don’t have enough nurses, you’d have to shut down the entire unit,” he said.
Presence Saint Joseph officials have previously said such mandated nurse-to-patient ratios, as seen in California, have not been proven to improve patient outcomes such as mortality rates and medication errors.

The issue at the local level picks up April 25 when union officials and hospital administration meet again at the bargaining table.

Both sides began bargaining in January. The last contract expired March 24.

Both sides also haven’t yet agreed on salary increases. Union officials want a 4 percent increase in pay per year over three years, while administrators are calling for a 2 percent increase.



L-R: Molly Chase, Rep. Mary Flowers (D-Chicago), Lori Haggard, Vickey Hickey, Pam Buckley, INA Executive Director Alice Johnson


L-R: INA Executive Director Alice Johnson, Lori Haggard, Rep. Robyn Gabel (D-Evanston), Pam Buckley, Vicky Hickey, Molly Chase


Monday, April 14, 2014

The union and management have agreed to add an additional bargaining day for today, April 14. Management is bringing back Terry Solom, the chief spokesperson for the prior contracts. The union hopes that real progress will be made today.

Thursday, April 10, 2014

Significant progress was made at the bargaining table yesterday.  Coming in the first bargaining session since the membership overwhelmingly rejected their proposals, management has withdrawn its proposal to eliminate EIB from the contract, dropped its push to replace HE with mandatory standby, and given up on its plan to add two additional tracked (unpaid) holidays. However, they are still trying to increase the amount of PTO you must use before you can use EIB and they still don't believe staffing is a problem worth serious attention.

The next negotiations session is scheduled for April 25.

Your voice is being heard!  We just need to get a little louder in order to get the fair contract that we and our patients deserve!  It is time to step up our activity!  Over the next two weeks, the Union will be asking for your help sending a message to Management.  It's time to answer the call!

Tuesday, April 8, 2014

Next week, INA members will testify before the Human Services Committee of the Illinois General Assembly in favor of safe staffing ratios.  The hearing will be held at the Michael A. Bilandic Building in Chicago at 2pm on Thursday, April 17.  Anyone interested in testifying or attending the hearing should send us an email at ina.stjoes@gmail.com.

Friday, April 4, 2014

Nurses at Presence Saint Joseph in Joliet strongly reject contract offer

Both sides say they are remaining optimistic

 
JOLIET – Nurses at Presence Saint Joseph Medical Center this week overwhelming rejected a contract offer made by administration, but both sides remain optimistic that a compromise will be reached without a strike.

Union members voted 497 to 38 against the hospital’s three-year contract offer, which affects nearly 800 nurses at the hospital.


Both sides began bargaining in January. The last contract expired March 24.


A change in staffing policy has administrators and union officials butting heads at the bargaining table, said Tom Ellett, staff specialist with the Illinois Nurses Association, the union that represents nurses at Presence Saint Joseph.


Ellett said nurses want the contract to include mandatory staffing levels that would fluctuate based on need and nurse-to-patient ratio – similar to regulations seen more recently in some California hospitals.


“In large part, what we’re trying to ensure is that there’s sufficient staff able to provide the best level of care for patients,” Ellett said. “Personally, our members feel that their jobs are safer if there is sufficient staff. Then, they’re certainly not overworked and they don’t have to run themselves ragged.”


Currently, the hospital has staffing level guidelines, he said, but those can be modified.


Lisa Lagger, spokeswoman for the hospital, said such mandated ratios in California have not proven to improve patient outcomes such as mortality rates and medication errors.


Allowing both staff and administration to resolve staffing issues at the unit level “affords the Medical Center the flexibility to set staffing levels, with staff nurse input, to best match the needs of our patients,” Lagger said in an email.


Both sides have yet to agree on salary increases. Union officials want a 4 percent increase in pay per year over three years, while administrators are calling for a 2 percent increase, Ellett said.

“I do think there’s a strong possibility of us being able to reach an agreement on what wages will be,” he said. “I don’t see that as difficult to deal with as the staffing levels in question.”

Lagger said the hospital’s offer “reflects an approximate $4 million investment in our nurses over the next three years, including a [6 percent] wage increase over the course of the contract, and various other enhancements.”

Ellett said he’s optimistic with negotiations continuing on Wednesday.

“Our expectation is that a strike isn’t going to be necessary to get a decent contact. Of course, that remains to be seen,” he said. “That’s up to the employer as much as anything, but at this point, we’re still very optimistic that this contract will be resolved without something dramatic like a strike.”

Lagger said hospital officials are disappointed with the nurses’ vote this week, adding that they will continue to bargain in good faith to reach an agreement.

http://www.theherald-news.com/2014/04/03/nurses-at-presence-saint-joseph-in-joliet-strongly-reject-contract-offer/aerx65/
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