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Negotiations Update - February 26, 2010

Patricia Briggs | Friday, February 26, 2010 11:29:00 PM

PRN and ECH have met three times. We have four more days scheduled before March 20th when the contract expires.

Here is a list of topics we are discussing:

1. The use of ED versus EL

2. Work schedules: vacations, PTO, when posted, full-time/part-time versus per diem RNs

3. The future of NUCs

4. Posting and filling: Full-time/part-time versus per diem

5. CCU/PCU - management's plans for length of shifts (8-hour shifts versus 12-hour shifts), unit assignments (PCU floating to CCU)

6. Recognition for national specialty certification for non-Clinical Nurse classifications

7. Health care benefits

8. Wages

9. Breaks, especially on nights

We will not have an agreement until we have discussed everything PRN and ECH want to discuss and until we reach agreements on all mandatory bargaining issues, which include wages, hours and other terms and conditions of employment.

If the PRN team does not have the RN input needed to make responsible decisions about any topic, PRN will hold urgent general membership meetings.

For those RNs hired before July 1, 2008 who have not joined PRN and those RNs who pay service fees, you will not be eligible to attend the meetings and give feedback to PRN. You must be a member of PRN to voice an opinion or vote on any negotiating issues or tentative agreement.

If you are not a member of PRN and want to become a member, you can download the PRN payroll deduction card from our website (see FORMS). Complete the card and mail it to the PRN office.

Any questions or feedback regarding PRN negotiations may be sent to PRN.Negotiations@att.net.

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Comments

yoli delatorre | Sunday, February 28, 2010 4:08 PM
RN's that work .8 and above should receive full time PTO/ESL/EL.
yoli | Tuesday, March 02, 2010 1:56 PM
bearevement benfits should be separate from pto. not everyone has a family member dying every year. and employees that do lose a loved one shouldn't be penalized by having them use their pto during a difficult time or they might not have pto at that time.
yoli delatorre | Wednesday, March 03, 2010 10:10 AM
What is happening w/the nuc position. currently PCU only has a night nuc there is no day representation. We (the unit) need representation during the day/evening as well
Patricia Briggs | Wednesday, March 17, 2010 1:23 AM
The concept of PTO is that all paid time off is combined into one pool so if an RN does not need a certain type of time off, such as sick time or bereavement time off, she/he can use the time for vacation. Also, if we had a separate bank of bereavement time off we would all have 3 less PTO days to use for other kinds of time off.

If an NUC position is vacated, like the one on PCU/Day Shift, management has the right to eliminate the vacant position. PRN does not know why the NUC position on PCU/Day Shift has not been filled.
alix | Friday, April 02, 2010 2:43 AM
I have worked at a number of hospitals that have allowed three days bereavement for each close family member that dies. This time was not taken out of a PTO pool. Why can't this be negotiated.
It was just an additional benefit.
pjc | Sunday, April 11, 2010 10:37 PM
I agree with PRN that the current PTO system is fine. Some people prefer to spend their PTO on bereavement, some prefer to spend it on "sick" days, some on vacation or other personal reasons. One PTO pool is adequate - everyone can use their PTO as they wish or have need to. If a family member is ill, there is family leave availale. I would not expect the hospital to provide "free" bereavement days for "close family members" in addition to the usual PTO days. Some people have many "close" family members. It could be abused and would be hard to track. We had one nurse whose father was on the brink of death MANY times..... Again, PTO is for use however each individual chooses or needs to use it.
John | Friday, April 16, 2010 10:48 PM
this is from the LA CUES Law Group wage and hour attorneys

California has a strong public policy in favor of full and prompt payment of wages.

California Wage and Hour Laws
Generally, in California

Employers must pay employees overtime wages when employees work more than 8 hours in a day or more than 40 hours in a week. Many employers mistakenly believe that paying an employee salary and/or commissions erases the obligation to pay overtime.



Employers must compensate employees at least one hour of wages if the employer fails to provide at least one 30-minute duty-free meal break for every five hours worked.




Employers must compensate employees at least one hour of wages if they fail to provide employees with at least one 10-minute duty-free rest break for every four hours worked.





Douglas | Monday, May 24, 2010 12:17 AM
In my opinion, a 30 minute meal break is a bare minimum and could be improved. Especially since the new hospital cafeteria is so far away, and takes so long to go to and through the lines before you can even begin to think about sitting down to eat.
Douglas | Wednesday, June 09, 2010 1:10 AM
As an added subject for inquiry to the bargaining process, I would add that it would be nice to be able to direct a 403-b vehicle into something other than stocks; especially given the volativity and significant losses that the stock market has wrought on our retirement plans. I would add that investing in other currencies seems a more responsible choice, and that even investing in precious metals would have been significantly better than the stock market. Why are we limited to only one possible vendor and why must we rely on the stock market?
The SS system was not intended to be our only source of retirement income, and arguably will not be able to keep pace with the demands being placed on it, yet the alternatives left to us with the current retirement plans seem grimly less reliable and we don't make enough to invest in yet a third retirement vehicle...

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