KMC TENTATIVE AGREEMENT

The NJNU Bargaining Committee successfully negotiated a collective bargaining agreement that addresses our members' critical concerns - staffing, wages, and job security.  The highlights are as follows:

1.  Duration:  May 1, 2007 through April 30, 2009.

2.  Union Bulletin Boards:  The Employer has agreed to provide the Union with unlocked bulletin boards on most of the units throughout the Medical Center.

3.  On-Call: The language has been revised to address the issue of being "called in", as follows:

• Employees on-call, that have no case scheduled at the end of their shift, and are called in shall be compensated at time and one half for the time actually worked, regardless of the number of hours worked during the pay period, and shall be guaranteed a minimum of two (2) hours at a time and a half in addition to on-call pay.

• Employees on-call, that are assigned an add-on case prior to the end of their shift, shall be compensated at time and one half for the time actually worked, regardless of the number of hours worked during the pay period, in addition to on-call pay.

• Employees on-call between the hours of 3:30 pm and 7:30 am, or as those hours may be changed, shall receive a shift differential for the time actually worked, regardless of the number of hours worked.

4.  Staffing:  There will be a joint management/labor committee which would have the primary responsibility to address staffing issues such as, acuity, staffing levels, and other trends in healthcare.  The committee will meet on a monthly basis.

5.  FMLA:  Management has agreed to distribute as well as post on each unit, a memo educating all bargaining unit members on FMLA.  The Union participated in drafting the memo in order to fully explain to all employees what their rights are and how to take their leaves.

6.  Job Postings:  The Union will be provided copies of job postings every month.

7.  Breaks and Lunches:  In the event that the issue of breaks and lunches does not improve over the next 45 days, NJNU will reconvene with management to address.

8.  Kentucky River:  The Employer has agreed to not seek to remove charge nurses from the bargaining unit for the contract term.

9.  Smoke Free Facility:  In the event that the Employer enacts a smoke free policy, it must be administered and enforced uniformly to all employees at the facility.

10.  Wages:  Effective August 1, 2007, eligible employees will move onto the "current scale".  Effective August 1, 2008, every member on the scale will move one step.

The agreement provides for an approximate 6% increase over the contract term.

Effective August 1, 2007, all per diem RNs will receive a flat increase of $1 per hour.

11.  Differentials:  April 30, 2008, the parties agree to reopen the agreement regarding on-call pay, float assignment differential, and per diem rates.

12.  Job Security:  There has been an agreement made between the parties in the event the facility is either sold or required to close.

ABOUT BREAKS & LUNCHES AGAIN

NJNU strongly encourages every member to take their breaks and/or lunches if the opportunity arises.  While we understand that patient care is the primary focus of our members, your health and well-being is just as important.  It is not enough for someone to run and get their lunch so that they can eat at the nurses' station.  Each nurse should be able to leave the unit and take their full break and/or lunch if staffing permits.

NJNU will monitor this issue closely over the next few weeks to see if there is any change on the units.  In the meantime, the following process should be used every shift with respect to breaks and/or lunches:

1. Contact your nurse supervisor, and notify them that you would like to take your break or lunch.  If they are able to provide coverage, then you should leave the unit and take your full break/lunch.

2. If they are unable to provide coverage, then you should notify them that you will need to write "+ 30 min" on your time card for that shift.

3. Send NJNU a short staffing form for the shift and indicate that you were unable to take your break/lunch.

It is imperative that you follow these steps to ensure that you are paid correctly for the time.  Also if management advises you to take a break or schedules you for lunch, then you should make every effort to leave the unit.  If you are offered a break or lunch and refuse, you will forfeit your ability to write "+ 30 min" on your timesheet for that shift.

If you have any questions, please feel free to contact the office or see your local delegate.

WORKERS' COMPENSATION

According to the Department of Labor, more than 12,000 workers are injured on the job every single day.  In the event that someone is injured or becomes ill on the job, they are entitled to worker's compensation benefits, under New Jersey law, which provides income and medical benefits for the affected workers.  If you are injured on the job you should do the following:

• Notify your employer as soon as possible. The notice may be given to your supervisor, human resources department, or anyone in authority. The notice does not have to be in writing, however it is always a good idea to do so whenever possible.

• Get the medical treatment that you need. You may be required to see a doctor selected by your employer. If you are injured on the job, your employer's insurance company is obligated to pay for reasonable and necessary medical treatment.

• Upon notification, an "incident report" is usually completed. Please be sure to review the incident report thoroughly while verifying that all of the information gathered is accurate, prior to signing. It is imperative that you obtain a copy of the incident report for your records as well. Also any names of workers that may have witnessed or have assisted you afterwards should be obtained by either yourself, your local delegate, and/or your employer.

Please be advised that there is a 2 year Statute of Limitations period in New Jersey that applies to all worker's  compensation cases.  For specific accidents, a formal claim must be filed within 2 years from either the date of the   injury or the last payment and/or authorized medical treatment.  For occupational exposure cases, such as hearing loss, the claim must be filed within 2 years from the date the worker first became aware of the condition and its relationship to employment. 

If you were injured on the job and would like more information, please feel free to contact the office. 

NJNU PROTESTS HEALTHCARE

On June 18, 2007, NJNU participated in the Scrubs for SickO campaign which hosted the New York City premier of the new Michael Moore movie, "SickO".   Susan Montgomery, a NJNU co-chair, joined the delegation of nurses from organizations like CNA, NYSNA, HPAE, CWA as well as many other healthcare     professionals in an effort to bring national attention to the state of healthcare in America. 

Michael Moore paints a vivid picture of a broken healthcare system using everyday people to tell their stories. The film spotlights the millions of Americans without health insurance as well as those that are made to suffer because their health insurance company refuses to cover the prescriptions or procedures that they may need, meanwhile the costs continue to rise.

"SickO" also focused on the nursing shortage in general which continues to plague our nation's hospitals.  It demonstrated how the shortage leads to thousands of preventable deaths and injuries as a result of having too few nurses to care for too many patients. 

There are many working families are forced to pay more for their coverage in copayments, deductibles and premiums while their benefits are continually reduced.

NJNU encourages everyone to try to attend a screening of this very important documentary.  The movie opens nationwide in theaters on Friday, June 29, 2007.   if you would like more information on this issue or to show support for comprehensive healthcare reform please click here.

HELP WANTED

NJNU is seeking motivated individuals to join us in our efforts to address the staffing issues within our facility as well as the healthcare industry as a whole.  Both SBMC and KMC/SBBH have put together a joint labor/management staffing committee as per their respective collective bargaining agreements.  The primary responsibility of this committee is to focus on an acuity measurement system, the Department of Health staffing guidelines, and other trends in the healthcare industry. 

 This is an extremely important opportunity for anyone interested in making real changes in their workplace as well as advancing legislation that  promotes safe nursing standards.        

NJNU has joined forces with CWA , HPAE, and other healthcare workers in an effort to have real staffing levels through pending legislation in Trenton and Washington, DC.  In addition to staffing, they are addressing legislation that would protect healthcare workers from being attacked while delivering quality patient care.

We encourage everyone to participate on some level which includes but is not limited to:  sending letters, making phone calls, attending meetings, filling out short staffing forms, etc. 

Also if you are interested in learning more about the benefits of having a voice on the job or would like to help nurses at other facilities, please feel free to contact Dawn Baker.

If you would like more information, please feel free to contact your local officer or call the office.

SBMC BENEFITS UPDATE

It was brought to NJNU's attention that non-union employees at SBMC had a different vision plan from the plan used by members of NJNU.  NJNU immediately addressed the issue with management in an effort to rectify the matter.

Effective immediately, all NJNU members are eligible to receive the same vision benefits as those of the non-union employees.  According the HR, NJNU members only need to show the  provider a copy of your SBHCS health insurance card in order to receive the appropriate discounts on your frames and lens.  Also, NJNU members should go to an ophthalmologist that participates in the SBHCS plan, which would require a $25 co-pay.  After your visit, take your prescription to a participating provider like Pearl Vision with a copy of your health insurance card. The savings from the SBHCS Vision plan are up to as follows:

      60%      Frames

      45%      Bi-Focal Lens

      20%     Contacts

If you would like more information concerning the plan or participating providers, you can either check the SBHCS website or call (800)804-4384.

Should you require further assistance, please do not hesitate to contact our office.

GRIEVANCES & ARBITRATIONS

SBMC

• A discrepancy was discovered between the blood bank tag copy and the corresponding medical record, upon review of a patient's chart. As a result, a member was terminated for failing to document in accordance with policy and standards. Pending arbitration.

• A nurse was terminated for failing to follow policy as well as using poor judgment. A grievance is pending.

KMC/SBBH

• A member was denied a lateral transfer for a position that was offered to an external candidate. Grievance was filed.

• Members are not being pulled in a fair and equitable manner in SBBH. A grievance has been filed.

• Members are being required to make up their weekends. In addition, they are being forced to make up the time within 4 weeks of the absence. NJNU has filed a grievance.

Attendance issues continue to be on the rise at all facilities.  If you think you have an absence that may qualify for FMLA coverage, please feel free to contact the office at (973)992-6568 or (732)987-7702.