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ONA Nurses' Proposals ONA/CMH 2016 Proposal Tracking Form Contract Proposal Summary Chart *Tentative Agreement subject to a ratification by ONA/CMH Nurses ONA Nurses' Proposals Contract Area ONA Nurses' Proposal Employer Response ONA Nurses' Rationale Tentative Agreement* Section Bargaining Team Hospital to pay ONA/CMH bargaining team for Don't agree. We haven't paid in the past. Salaried A good contract is important to both nurses and Withdrawn. Pay time spent in negotiations administrative staff are also putting in extra hours. CMH, but bargaining responsibly takes a significant time commitment. Besides working during their personal time, nurses also often lose pay or burn EL in order to participate. Administration won't A1, S2 bargain outside normal business hours. They get paid by CMH but they won't allow the same for the nurses' negotiating team. New Employee Increase ONA portion of NEO from 15 minutes to Don't agree. Schedule of NEO is too tight. We need 30 minutes to give a meaningful Withdrawn. A1, S3 Orientation (NEO) 30 minutes. presentation. New Positions Hospital to inform ONA/CMH of any new RN Don't agree. ONA doesn't need to know about ONA has the right to this information in order to Withdrawn. positions supervisory positions. determine whether positions belong in the bargaining unit. Providing it regularly would A1, S7 prevent potential grievances regarding proper placement in or out of the unit. Personnel Eliminate the word "regularly" from all definitions. Agree. Nurses are scheduled a range of hours. They are Eliminate the word "regularly" from all definitions. A4, S2 Categories not regularly or consistently scheduled any particular number. Personnel Make exceeding 40 hours per pay period voluntary Don't agree. They need flexibility to schedule above Nurses should have more control over how much Make exceeding 40 hours per pay period voluntary A4, S2 Categories for relief and intemittent nurses. above 40. they work. for relief and intemittent nurses. Personnel Eliminate requirement of relief nurses to submit Agree. Relief nurses may provide availability or allow Eliminate requirement of relief nurses to submit Categories availability. scheduler to determine which shifts to assign, in availability. Relief nurses can be scheduled in the A4, S2 accordance with other contractual provisions. same way as part-time nurses. Personnel Define "Call Nurse" as nurse who takes no regular Allow intermittent nurses to satisfy work requirements There is currently one employee who works call Withdrawn. Categories hours but is only scheduled for On- call shifts. by working on-call shifts exclusively. exclusively and does not fit any of the definitions or A4, S2 meet work requirements. Work Schedule Pay nurses for missed breaks. Don't agree. Nurses are already paid for the time. More than half of CMH nurses said they get less Withdrawn. Oregon Law does not require CMH to pay for missed than 25% of the your alloted breaks. 74% said they breaks. miss at least 25% of their breaks. A6, S1 provides four hours pay for 3.75 hours of work. Unfair for A6, S1 CMH to require the full four hours of work and not pay for it. Mandatory Missed Increase MMM pay from $10 to $40 per day. Don't agree. Don't want nurses to skip meal for the 18% of nurses said they either couldn't take or Withdrawn. Meals (MMM) Reduced request to $20. $40. were interrupted by work during 75% of their meals. 33% nurses said they either couldn't take or were interrupted by work during at least 50% of A6, S1 their meals. $10 is insufficient to deterrent to not providing sufficient relief for meals. Special Clothing Clarify 7 minute allowance for donning and doffing. Agreed It's part of the job and can't be done at home Allow 7 minutes allowance for donning and doffing A6, S1 at the beginning and end of the shift. Shift Rotation Disallow rotation of shifts greater than one hour. Considering. Shift rotation is known to be very bad for your Applies to full- and part-time nurses. Rotation is health. In July 2014, a meta-analysis published in voluntary unless assigned to the least senior nurse Occupational and Environmental Medicine on the unit who posseses the necessary skill and suggested that shift workers face an increased risk experience. of type 2 diabetes. In particular, people working A6, S1 rotating shifts face an increased risk of 42%. Also disruptive to personal life. Nurses can't make long term commitments during wide range of hours nurses could possibly be scheduled. Requests Off Denied requests shall be held open and shall be Agreed. Later requests should not supercede an earlier Denied requests shall be held open and shall be first in line for approval if operational needs permit denied request. first in line for approval if operational needs permit A8, S2 approval of the request. approval of the request. Surveillance, Not to be used for evaluation or disciplinary Counter: Data can not be sole determining factor for Surveillance data is highly unreliable. Data can not be sole determining factor for locator or tracking purpose except for illegal activity. evaluation or disipline evaluation or disipline. A11, S1 devices Locator or Tracking Association to receive product manuals. Don't agree. ONA can request this information when it Nurses should understand fully how the system Withdrawn. A11, S1 Devices is relevant to a grievance. works so they can support and monitor system performance. Locator or Tracking Association right to reliability data upon request. Don't agree. ONA can request this information when it Would prefer to understand the reliability up front. Withdrawn. A11, S1 Devices is relevant to a grievance. Workers CMH to continue to provide insurance benefits Don't agree. Will only do what is required by law. Nurses on WC leave often need health care Withdrawn. Compensation (WC) while nurse is on approved WC leave. FMLA/OFLA already provides 12-weeks when CMH unrelated to their work-related injury. WC insurer must provide continued health benefits. will only pay claims related to the injury. Burden is A13, S9 on nurses to pay for full premium when WC leave lasts longer than FMLA/OFLA protected leave. Labor/Management Create Labor/Management Cooperative Don't agree. Hey want to do this on an "as needed" Would help to address problems, improve Withdrawn. A18, S1 Cooperation Committee basis. communication, and prevent grievances and disputes. Labor/Management Structure: 4 admin., 4 staff nurses chosen by Don't agree. Would help to address problems, improve Withdrawn. A18, S1 Cooperation ONA/CMH. communication, and prevent grievances and disputes. Labor/Management Meeings: bi-monthly. Don't agree. Would help to address problems, improve Withdrawn. A18, S1 Cooperation communication, and prevent grievances and disputes. Labor/Management CMH to make reasonable efforts to accomodate Don't agree. Would help to address problems, improve Withdrawn. A18, S1 Cooperation nurses' attendance communication, and prevent grievances and disputes. Labor/Management CMH to take minutes which are subject to Don't agree. Would help to address problems, improve Withdrawn. A18, S1 Cooperation Committee approval. communication, and prevent grievances and disputes. Professional PNCC is made up solely of direct-care nurses. Counter: Membership is 8 direct care nurses, 5 PNCC is currently dominated by administration Membership is 8 direct care nurses, 5 management Nursing Care management nurses. Chair is a direct care nurse. initiatives, goals, and authority. Nurses unable to nurses. Chair is a direct care nurse. A18, S2 Committee (PNCC) address issues of their own concern or make independent recommendations. PNCC Define members as Chairs of Unit-Based Nurse Agree that Chairs of Unit-Based Nurse Practice PNCC members should be practice leaders on their Define members as Chairs of Unit-Based Nurse Practice Committees (UBNPCs) Committees (UBNPCs) comprise direct care unit. Practice Committees (UBNPCs) or elected A18, S2 membership. representatives PNCC PNCC member to serve as liaison to Staffing Don't agree. Staffing Committee would benefit from knowledge Withdrawn. A18, S2 Committee base of PNCC. PNCC Provide for PNCC training of UBNPCs Don't agree. UBNPCs are foundation and and training ground for Withdrawn. A18, S2 shared governance. PNCC Provide for PNCC oversight of and resolution Agree. PNCC to function as "joint council" of UBNPCs. Unresolved UBNPC issues may be forwarded to A18, S2 process for UBNPCs thje PNCC for further evaluation and discussion. PNCC Allow pay for PNCC members' outside work. Counter: Will pay up to 3 hours per quarter to each Only much can happen during meetings. Work of Members to be paid 2 hours/quarter for meetings, PNCC member for work outside of meetings if PNCC needs to be ongoing and consistent. Not 3 hours/quarter for outside work and additional A18, S2 approved by manager. sporadic. hours w/mgr. approval. PNCC CMH to provide 40 hours of Administrative Counter: Hospital will provide administrative support Committee members need to focus on nursing The hospital shall provide admin. support to Support to PNCC for scheduling meetings, distributing agendas, and issues and not administrative tasks. schedule meetings, distribute agendas, and to A18, S2 recording and distributing minutes. record and distribute minutes. PNCC Set 30-day deadline for Hospital to respond to Agree. Set 30-day deadline for Hospital to respond to Set 30-day deadline for Hospital to respond to A18, S3 PNCC recommendations. PNCC recommendations. PNCC recommendations. UBNPC Establish UBNPCs. Agree. 46% of nurses surveyed say they are not consulted Establish UBNPCs. in a meaningful way about processes, equipment, design and otheraspects of creating or improving A18, S3 your work environment. UBNPCs are foundation and and training ground for shared governance. UBNPC Establish UBNPC membership as maximum of one Agree. Establishes appropriate size and autonomy of Establish UBNPC membership as maximum of one admin.
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