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 Salaried A good contract is important to both nurses and Withdrawn.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 We need 30 minutes to give a meaningful Withdrawn.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 ONA doesn't need to know about ONA has the right to this information in order to Withdrawn.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. personnel and maxmium of 10% of the UBNPC admin. personnel and maxmium of 10% of the A18, S3 nurses on the unit, with minimum of two staff nurses on the unit, with minimum of two staff nurses. nurses.

UBNPC Establish UBNPC selection process as selected by Agree. Promote democratic decision-making Establish UBNPC selection process as selected by nurses on unit according to charter. nurses on unit according to charter. A18, S3

UBNPC Establish UBNPCs orientation program. Don't agree. Nurses need training in shared governance Withdrawn. A18, S3 principles and structure

UBNPC Each patient care area will be represented by a Agree. Each patient care area will be represented by a A18, S3 UBNPC. UBNPC.

UBNPCs Establish UBNPCs functions to include staffing plan Allow UBNPC to determine own roles and These are the issues of greatest concern to the Functions include collaborative process adjustments, nursing practice recommendations, responsibilities. bargaining unit. improvement and shared decision making. Each A18, S3 contract adherence recommendations, and UBNPC to establish own goals and objectives. scheduling recommendations

UBNPCs Staff nurse will chair all UBNPC meetings Agree. Establish autonomy of UBNPC Staff nurse will serve as UBNPC chair A18, S3 UBNPCs Each UBNPC member shall be paid up to four (4) Counter: Pay up to 2 hours per month for meetings and UBNPC function is important to Hospital and should Each UBNPC member shall be paid up to 2 hours hours per month for meetings and for relevant outside work if outside work is pre-approved by mgr. be encouraged. per month for meetings and outside work if A18, S3 work done outside of meeting time that is outside work is pre-approved by mgr. preapproved by the member’s manager.

Earned Leave (EL) Provide that EL is meant to offset scheduled hours Counter: EL shall be used to cover all absences from When we agree to work a shift at Hospital's EL must be used to cover any absence from the (including approved extra shifts), not "regularly work (except scheduled shifts). request, we should be compensated when those initial monthly scheule, including traded shifts. scheduled" hours shifts are canceled. When requesting off, nurses must use sufficient A19, S1 leave in each pay period to maintain the minimum hours required for their position (40 hours part- time, 72 hours full-time)

EL Increase the 64-hour (part-time) cap on per pay Counter: Increase the 64-hour (part-time) cap on per Currently, part-time nurses may be scheduled up to Increase the 64-hour (part-time) cap on per pay period use of EL to 72 hours. pay period use of EL to 71 hours. 72 hours or more. Some regularly work over 70 period use of EL to 71 hours. A19, S1 hours and should be able to use EL to maintain pay during vacation.

EL Add customary differentials to payout of leave Don't agree. Nurse should not lose value of previously earned Add shift differentials to payout of leave when A19, S8 when nurse switches from full- or part-time to leave due to switching to a non-benefitted position. nurse switches from full- or part-time to relief or relief or intermittent/casual. intermittent/casual. Credentials Eliminate one-day cap on paid time for elective Counter: Nurse may use paid education hours for the 2- Nurses with elective credentials might only use Nurse may use paid education hours for the 2-day A22, S5 credential renewal courses day course skills when floating and need the full refresher to course for elective credential renewal courses maintain skills and knowledge.

Certfications Increase certification bonus from $750 to $1,000 Don't agree. CMH certification bonus is easily the lowest in the Increase certification bonus from $750 to $1,000 A22, S6 region. Not sufficient to generate the interest in certification desired at CMH. Certifications Make bonus annual Counter: Bonus is annual but nurse "must have Value of the benfit is already low compared to Bonus is annual. completed all annual required training for the prior similar hospitals in the region who pay annually. calendar yearand acquired and maintained all req. Some certifications only renew every other, third, A22, S6 credentials within defined time frames fifth or even tenth year, meaning bonus only received once although nurse is required to maintain education through the life of the certification.

Certifications Clarify that bonus will be paid for each applicable Don't agree. Only one certification will be eligible for Certifications are beneficial to patient care. Only one certification will be eligible for bonus. certification held bonus. Hospital wants nurses to float but doesn't A22, S6 recognize applicability of certifications for specialties outside the nurses home unit.

Group Health Reduce premium for employee-only coverage for Don't agree Many part time nurses working over 32 hours per Withdrawn. A23, S2 Premiums part-time employees from 20% of plan cost to 10% week. 20% for employee only is too high of plan cost

Group Health Reduce premium cost for dependent coverage for Don't agree Premium cost is unaffordable for many nurses. Withdrawn. A23, S2 Premiums full-time nurses by 5% of plan cost at each level of service. Group Health Opt- Increase the payment to nurses who opt-out of Withdrawn. A23, S4 Out health coverage from $200 to $300. Request for Hospital to request bids for private health Don't agree, Bidding is appropriate to maintain competitiveness Withdrawn. A23, S5 Proposals insurance plan every two years of the health plan.

CMH Medical Care Eliminate requirement to inform Patient Financial Counter: Nurse may inform Patient Services via email. Requirement to notify CMH each time nurses Nurse may inform Patient Services via phone or Discounts Services of eligibility for discount. utilize services is burdensome. Some nurses were email. A29, S1 told they had to pysically appear at CMH to request the discount each time.

Step Wage 6/5/16: 4% 6/1/17: 2%, 6/1/18: 2% 6/5/16: Start to Step 9: 6%, Steps 10-25: 3%, Eff. CMH Wage schedule is 5.2% behind Seaside, 6.3% Effective upon ratification: Start to Step 9: 6%; Schedule 6/1/17: 1.75%. Eff. 6/1/18: 1.75% behind Longview, 4.9% behind Tuality. A 4% Steps 10-25: 3%; effective June 1, 2017: 2%; A30 increase nowfor all nurses would align us more effective June 1, 2018: 2%. closely with all three.

Mandatory OT Pay double-time (2X) for mandatory OT Don't agree. Voluntary OT is paid at 1.5X. Mandatory OT is illegal Withdrawn. in most cases. Nurses are accused of A31 insubordination or abandonment if they refuse. Rest Between Shift Pay double time (2X) when nurse working an RBS Don't agree. Extreme efforts by nurses should not be used to Withdrawn. (RBS) Premium shift worked more than 12.5 hours on the previous solve staffing problems of the Hopsital. Extreme shift effort deserves extreme compensation. It is the Hospital's responsibility to staff in a responsible A31, S4 manner. 2X is appropriate disincentive to improper staffing.

RBS Premium Eliminate minimum shift length for shifts triggering Don't agree. Nurses awakened in the middle of the night to Withdrawn. and receiving RBS pay work short shifts deserve RBS premium when they A31, S4 agree to return within 12 hours.

Excessive Daily Pay double-time(2X) for all hours in excess of 16 in Don't agree. Extreme efforts by nurses should not be used to Withdrawn. Hours a 24-hour period and for subsequent hours worked solve staffing problems of the Hopsital. Extreme where at least twelve hours rest is not received by effort deserves extreme compensation. It is the A31, S5 the nurse Hospital's responsibility to staff in a responsible manner. 2X is appropriate disincentive to improper staffing.

Applicability of Call- Count call-back hours when determining eligibility Don't agree. Nurses woken in the middle of the night to work Withdrawn. A31, S6 in hours for consecutive day pay, RBS, and excessive daily short shifts deserve RBS premium when they agree hours pay. to return within 12 hours.

Applicability of Count in-service, education, and meeting hours Don't agree. Work is work whether it’s a meeting or not. Night Withdrawn. meeting hours when determining eligibility for consecutive day shift nurses required to appear during the day A31, S7 pay, RBS, and excessive daily hours pay. deserve RBS premium when they agree to return within 12 hours. Weekend Increase weekend differential from 75 to $3.00 per Don't agree. Comparable facilities pay higher than our current Withdrawn. A32 Differential hour. differential. Charge Differential Increase from $1.00/hr. to $2.00/hr. Don't Agree. Comparable facilities pay higher than our current Increase from $1.00/hr. to $1.25/hr. A33, S2 differential.

Lead Assignments Create $2.00 differential for lead work. Don't agree. Some nurses have take on additional duties to help Increase Patient Care Coordinator pay from $2.00 A33, S3 & S4 the hospital. to $2.25 per hour.

Preceptor Increase preceptor differential from $1.00 to $1.75 Counterproposal: Increase preceptor differential from Comparable facilities pay higher than our current Increase preceptor differential from $1.00 to $1.50 A34 Differential per hour. $1.00 to $1.50 per hour. differential. per hour.

Dock Time Apply dock to unscheduled shifts that are Don't agree Nurse has made a commitment to work the shift Nurses scheduled but asked not to work due to cancelled and that should be honored by applying dock census shall be place on dock or dock/standby A35 accruals and allowed use of EL if the shift is subsequently canceled.

Dock Time Clarify that all dock time counts as time worked for Dock time does not apply when the nurse already has Other caps already exist on the accrual and use of Clarify that all dock time counts as time worked for purposes of benefits and accruals. 80 paid hours in the pay period. earned leave. Accrual of seniority and benefit purposes of benefits and accruals. A35 eligibility hours should not be capped.

Dock Time Limit cancelations to 8 hours per month, unless Don't agree to any limits. Nurses deserve a stable income. Withdrawn. A35 nurse volunteers. Dock Time Set order of dock as 1. Agency nurses, 2.Volunteers Set order of dock as 1. Volunteers among nurses Order should be based on the level of commitment Set order of dock as 1. Nurses working at fedral by seniority, 3. Intermittent Nurses, 4. Relief working an extra shift, 2. Nurses working at a premium as demonstrated by personnel category and/or overtime rate, 2. Volunteers working at a premium Nurses, 5. Full- and part-time and nurses. rate, 3. Remaining volunteers from shift. 4. Agency desire to work the shift. rate, 3.Other nurses working at the premium rate. A35 nurses, 5.. Intermittent Nurses, 6. Relief Nurses, 7. Full- 4. Remaining volunteers by seniority, 5. Agency and part-time and nurses. nurses, 6. Intermittent Nurses, 7. Relief Nurses, 8. Full- and part-time and nurses

Dock Standby/On- Clarify that cancelation of any scheduled hours Nurse has made a commitment to work the shift Clarify that cancelation of any scheduled hours Call results in dock time or dock standby. and that should be honored by applying dock results in dock time or dock standby. A36, S1 accruals and allowed use of EL if the shift is subsequently canceled.

Dock/Standby 20 minutes for surgery, 30 minutes for all other Apply 20-minute response time to OB and PACU as well Captures current side-agreements. Withdrawn. Our opinion is that the separate PACU response time departments as surgery. Agreement would still be in effect. A36, S1A

Dock Standby Pay Increase dock standby pay from $4.15 to $4.25 per Don't agree. Dock/standby and on-call pay should be uniform. Withdrawn. A36, S1D hour. Comparable facilities pay higher on-call pay

Holiday Dock Increase holiday dock standby pay from $4.15 to Increase holiday dock standby pay from $4.15 to $4.70 Not being able to travel with your family on Increase holiday dock standby pay from $4.15 to A36, S1D Standby $6.25 per hour. per hour. holidays is a significant hardship. $4.70 per hour.

On-Call Limits Limt on-call to168 hours per month No Limits. Allow nurses adequate freedom to engage in Unless mutually agreed between the nurse and the A36, S2 personal interestes, family, and civic organizations. Hospital, on call hours are limited to a maximum of 168 hours per month On-Call Response 20 minutes for surgery, 30 minutes for all other Apply 20-minute response time to OB and PACU as well Captures current agreements. Withdrawn. Our opinion is that the separate PACU A36, S2A Time departments as surgery. Agreement would still be in effect.

On-Call Pay Increase on-call pay from $4.00 to $4.25 per hour. Increase on-call pay from $4.00 to $4.15 per hour. Dock/standby and on-call pay should be uniform. Increase on-call pay from $4.00 to $4.15 per hour. A36, S2D Comparable facilities pay higher on-call pay

Holiday Dock Increase holiday on-call pay from $4.70 to $6.25 Don't agree. Not being able to travel with your family on Withdrawn. A36, S2D Standby per hour. holidays is a significant hardship.

Excess On-Call Pay Voluntary on-call in excess of the limits to be paid Don't agree Extreme efforts deserve extreme rewards. Nurses Withdrawn at $10.00 per hour who agree to excess call deserve appropriate compensation. Hospital needs to staff A36, S2E appropriately to allow nurses adequate freedom to engage in personal interestes, family, and civic organizations.

Excess Call-In Pay Nurses called-in from excess on-call to receive 1.5X Don't agree Extreme efforts deserve extreme rewards. Nurses Withdrawn. step wage plus differentials plus $18 per hour plus who agree to excess call and are called in deserve on-call pay with a 3-hour minimum. appropriate compensation. Hospital needs to staff A36, S2E appropriately to allow nurses adequate freedom to engage in personal interestes, family, and civic organizations. Emergency Call-In Nurses not on-call who agree to respond to work in Don't agree Extreme efforts deserve extreme rewards. Nurses Withdrawn. emergency situations with less than 4 hours notice who agree to excess call and are called in deserve receive 2X step wage plus differentials with a 3- appropriate compensation. Hospital needs to staff A36, S2F hour minimum. appropriately to allow nurses adequate freedom to engage in personal interestes, family, and civic organizations.

Call-In Pay Establish 3-hour minimum. Don't agree Being called in disupts personal, family and social Increase minimum call- in time from 1 to 2 hours. endeavors. It causes unpaid preparation and travel A36, S2H time. Comparable faciities have similar minimums.

Holiday Call-In Pay Pay 2X step wage plus differentials and on-call pay Don't agree Extreme efforts deserve extreme rewards. Nurses Withdrawn with a 3-hour minimum. who are called-in on what should be their time off on a holiday deserve appropriate compensation. Hospital needs to staff appropriately to allow A36, S2I nurses adequate freedom to engage in personal interestes, family, and civic organizations, especially on holidays.

Phone Calls Nurses on-call or dock standby to be paid 1.5X step Nurses on-call or dock standby to be paid 1.5X step Phone calls cause disruptions to personal activities Withdrawn. wage plus differentials for actual time round to wage plus differentials for actual time round to nearest that cannot necessarily be measured in time. A36, S2J nearest tenth of an hour with a 12 minute tenth of an hour with no minimum. Conversations lost, meetings disrupted are losses minimum. that should be compensated.

PACU Scheduled Administer PACU scheduled call in accordance with Don't agree Captures previous agreements. Withdrawn. Call PACU MOU, but applying call limits from Section 2 A36, S3 above.

Duration 3-year contract ending May 31, 2019 Agree in principle. Three year contract provides stability for both 3-year contract ending May 31, 2019 A42 parties.

12-hour nurse RBS Eliminate minimum shift length for shifts triggering Don't agree. Nurses awakened in the middle of the night to Withdrawn. and receiving RBS pay work short shifts deserve RBS premium when they Addendum A agree to return within 12 hours. CMH Proposals

Contract CMH's Current Proposal ONA Nurses' Response ONA Nurses' Rationale Tentative Result Section Personnel If part-time nurse averages 72 hours or more per Counterproposal: If a part-time nurse averages seventy- Nurse shouldn't be forced to full-time status based If a part-time nurse averages seventy-two or more Categories pay period for more than 6 months, nurse may be two or more hours per pay period for more than six (6) on volunteerism. Recognizing that Hospital has a hours per pay period for more than six (6) months, offered full-time position. If nurse declines, months, the nurse shall be offered reclassification to right to post positions, offer to the nurse working the nurse shall be offered reclassification to full- A4, S2D position may be posted. full-time status prior to posting a full- or part-time the hours first. time status prior to posting a full- or part-time position. position.

Personnel Require relief nurse to be regularly scheduled at Require relief nurse to be regularly scheduled at least 8 This might reduce the number of hours available to Relief nurses to be regularly scheduled at least 8 A4, S2E Categories least 8 hours per pay period. No current minimum. hours per month. part-time nurses. hours per month.

Personnel Require intermittent nurse to work at least 3 shifts Counter: An intermittent/casual nurse must submit Intermittent nurse has no guarantee of hours so An intermittent/casual nurse must submit work Categories in a rolling 3-moth period and 2 holidays per year. availability to work at least three (3) open shifts in a shouldn't have to guarantee much availability. But and/or call availability for at least three (3) open No current minimum. Allow management to waive rolling six (6) month period, and must submit recognize need to maintain familiarity with the unit shifts in a rolling six (6) month period, and must requirement based on circumstances. availability to work two (2) holidays per year to and provide some service. All nurses should submit availability to work two (2) holidays per A4, S2F maintain employment. No waiver. shoulder some holiday work burden. Discretionary year to maintain employment. Management may waiver leads to unfairness. waive this requirement for good cause.

Personnel Lengthen period in which relief/intermittent OK Temporary or seasonal fluctuations should not Lengthen period in which relief/intermittent nurses Categories nurses must work in excess of status before trigger increase in regualar staff. must work in excess of status before reeassessing A4, S2F reassessing and posting position from 3 to 6 and posting position from 3 to 6 months. months.

Missed meals Require "immediate" notice to supervosor when Counter: "the nurse shall contact a manager or Nurse may not be able to make immediate contact. The nurse shall contact a manager or supervisor nurse will not be able to take meal as scheduled or supervisor immediately (or as soon as possible if immediately (or as soon as possible if engaged in A6, S1 meal is interrupted. engaged in urgent/emergent patient care needs.." urgent/emergent patient care needs.."

Mandatory missed Nurse shall contact a manager or supervisor Counter: Nurse shall contact a manager or supervisor Almost 1/3 of nurses say they get less than 50% Nurse shall contact a manager or supervisor meals (MMM) immediately (or as soon as possible if engaged in immediately (or as soon as possible if engaged in meals w/o interruption. Nurses who are about to immediately (or as soon as possible if engaged in premium urgent/emergent patient care need) if no meal by urgent/emergent patient care need) if no meal by the miss a meal are obviously busy with patient care urgent/emergent patient care need) if no meal by the 4.5 hour mark. $10 bonus if no meal began by 4.5 hour mark. $20 bonus if no meal began by the 6.5 and supervisor can be hard to track down. Main the 4.5 hour mark. $10 bonus if no meal began by the 6.5 hour mark hour mark. problem is in OB, where supervisors are rarely able the 6.5 hour A6, S1 to fix the situation. Put burden on supervisor to check missed meal concern sheet and take action to provide relief. Floating Eliminate right of nurse working extra shift to be No. Less likely to fill shifts. Creating a hard world where Withdrdawn. docked in lieu of floating nurses have to say "no" to protect their interests. Nurses often agree totake extra shift to help out their unit, shouldn't have to agree to work other A7 units. Less likely to fill shifts. Creating a hard world where nurses have to say "no" to protect their interests.

Floating Eliminate requirement for CMH to minimize No. They won't pay for off-unit certifications, or 2-day Eliminate requirement for CMH to minimize floating renewal courses for elective education. Nurses floating A7 want to protect their license and many are uncomfortable floating

Requests Off Increase minimum request notice from 2 weeks to No to minimum 6 weeks. OK with maximum one year Two weeks prior to schedule is long enough and Increase minimum request notice from 2 weeks to 6 weeks. Impose maximum notice of 12 months, w/exceptions limits use in latter part of the schedule. 4 weeks. Impose maximum notice of 12 months. A8 except in certain cases of documented need.

Requests Off Require employee to include statement that they No Nurses don't know how often they will be docked, Require employee to include statement that they A8 will have sufficient earned leave (EL) on request so can't verify amount of EL at a future date. will have sufficient earned leave (EL) on request form form

Requests Off All requests shall be posted in the department for All requests shall be posted in the department for 14 Provides sufficient notice to nurses. All requests shall be posted in the department for A8 5 days. days. 14 days.

Requests Off Manager shall respond within 10 days after posting Manager shall respond within 3 days after posting It should not take any longer to respond. Manager shall respond within 3 days after posting A8 period. period. period.

Requests Off Nurses wanting to utilize seniority bump must do Nurses wanting to utilize seniority bump must do so Prevents approved vacations from being bumped. Nurses wanting to utilize seniority bump must do A8 so during the 5 day posting period during the 14 day posting period so during the 14 day posting period

Requests Off Decrease frequency of allowable seniority bump Increase frequency of allowable seniority bump use Rewards length of service. Increase frequency of allowable seniority bump use A8 use from once in two years to once in three years. from once in two years to twice in one year. from once in two years to once per year.

Requests Off Vacations once approved will not be bumped. Agreed Surveyed nursesoverwhelmingly agreed Vacations once approved will not be bumped. A8

Job Postings Reduce posting period from 10 to 7 days OK if temporary positions are also posted for 7 days Nurses have not been receiving notice that there Reduce posting period from 10 to 7 days. and if nurses receive notice of receipt of application. application was received. Posting period should be Temporary positions are also posted for 7 days and A9 uniform for all positions. nurses will receive notice of receipt of application.

Job Postings Make online posting sufficient. Remove Counter: All postings will be displayed online and on Not all nurses regularly go online outside of work Make online posting sufficient. Remove A9 requirement to post at time clocks. the notice board by each time clock. duties. Some nurses might be on vacation and not requirement to post at time clocks. visit the time clock. Job Postings Require applications to be made online, rather Require applications to be made online, rather A9 than in writing. than in writing. Job Postings Require nurse applicants evaluation scores to be at Counter: Remove evaluation criteria as bar to receiving Evaluations are not uniform throughout hospital, Keep current language requiring "successful minimum "meets expectations" rather than being position. subject to favoritism, and can't be challenged by evaluations" A9 "successful evaluations". nurse. CMH already has a discipline screening, which is more fair, because nurse can challenge discipline.

Nurse Safety Delete requirement to meet "minimum staffing Counter: Update Section: Hospital to comply with Requirement for written staffing plan in ORS Delete contractual requirement to meet "minimum levels as called for in ORS 441.162. Oregon Revised Statutes 441.151 to 441.192 - Hospital 441.162 has it's own enforcement mechanism. staffing levels as called for in ORS 441.162". A11 Nursing Services.

Military Leave of Eliminate all contractual protections, except No. Contractual protection not the same as legal Military leaves will be provided in accordance with Absence agreement to abide by current law and current protection and certainly more reliable than hospital applicable law and hospital policy. hospital policy. policy. Can enforce through grievance procedure w/o attorney. Proposal places burden and risk on A13, S2 Assoc. to research what may be lost by wholesale deletion of the Section. Want the rules in the contract where nurses have access to them.

Compassionate Compassionate Leave shall count toward Oregon Compassionate Leave shall count toward Oregon Leave Family Leave Act bereavement entitlement Family Leave Act bereavement entitlement. A13, S3

Family and Medical Eliminate all contractual protections, except No. Contractual protection not the same as legal Protected family leave will be provided in Leave agreement to abide by current law and current protection and certainly more reliable than hospital accordance with applicable law and hospital policy. hospital policy. policy. Can enforce through grievance procedure Preserved nurses right to reserve 120 hours of w/o attorney. Proposal places burden and risk on leave while on family medical leave. A13, S4 Assoc. to research what may be lost by wholesale deletion of the Section.

Earned Leave Increase limit on part-time nurse use of earned Counterproposal: Increase limit on part-time nurse use Increase limit on part-time nurse use of earned A19, S1 leave from 64 to 72 hours. of earned leave from 64 to 71 hours. leave from 64 to 71 hours.

Earned Leave Require nurse to use earned leave each pay period Counter: Nurses must maintain sufficient hours CMH proposal is a vague requirement, because Withdrawn. if necessary to meet the nurse's regularly (including worked hours, earned leave hours paid, paid regulary scheduled is undefined. Nurses scheduled scheduled hours. dock hours and unpaid dock hours) to average the hours vary pay period to pay period. Nurses also minimum for their personnel category pursuant to need to reserve EL when necessary due to having Article 4 over any rolling six month period. Nurses who to use it to make up for dock. A19, S1 do not maintain sufficient hours to average the minimum for their personnel category shall be required to utilize earned leave to reach such minimum. Earned Leave First 40 hours of EL use in the year counts as Counterproposal: Use of earned leave for reasons Inappropriate to require use of Oregon Sick-leave Use of earned leave for reasons other than those Oregon Sick Leave allotment other than those which qualify under the Oregon Paid for impermissible purposes like vacation or dock. which qualify under the Oregon Paid Sick Leave Sick Leave Law shall not be counted against the Nurses who vacation early in the year would Law shall not be counted against the Employee’s Employee’s Oregon Paid Sick Leave entitlement. receive no protected Oregon Paid Sick Leave entitlement. Employer shall Notwithstanding the foregoing sentence, the Employer not be required to provide additional sick leave to A19, S10 shall not be require to provide additional sick leave to employees who utilize all of their yearly allotment employees who utilize all of their yearly allotment for for reasosn other than those which qualify under reason other than those which qualify under the the Oregon Paid Sick Leave Law. Oregon Paid Sick Leave Law.

Education Clarify Nurses' responsibility to maintain required OK. This is status quo. Clarify Nurses' responsibility to maintain required A22, S1 eduication and competencies. eduication and competencies.

Education Require Hospital to make efforts to offer education OK. Education should occur during regular hours. Require Hospital to make efforts to offer education A22, S1 during regular working hours. during regular working hours.

Education Require nurses to know what education Don't Agree It is the hospital's job to inform nurses of what is The Hospital shall provide nurses with timely requirements are and what they required and when. information regarding mandatory continuing education requirements, choices for completion, and deadlines. Nurses are accountable to be A22, S1 informed of mandatory continuing education requirements, choices for completion, and deadlines.

Education Defer to Hospital policy regarding reimbursements Don't agree. Want Hospital to abide by current contractual Defer to Hospital policy regarding reimbursements for education travel and expenses. agreements. Defer to Hospital policy forr for education travel and expenses. A22, S1 reimbursements not covered by contract.

Education Make all benefits and bonuses dependent upon 1. Don't Agree. Just makes it more difficult for struggling nurses to Withdrawn. having completed all annual required training for keep up. Don't want to penalize nurses who were the prior calendar year 2. acquired andmaintained previously behind but later caught up. Don't stand all req. credentials within defined time frames , 3. in the way of education! A22, S1 no disciplinary actions on file, and 4. passing probation.

Specific Training Defer to Hospital policy regarding reimbursements Don't agree. Want Hospital to abide by current contractual Defer to Hospital policy regarding reimbursements for education travel and expenses. agreements calling for reimbursement tuition and for education travel and expenses. A22, S4 reasonable per diem. .

Credentials Nurses must attend Hospital-sponsored course Nurses must attend Hospital-sponsored course A22, S5 unless approved by nurse manager unless approved by nurse manager

Tuition/Certificatio Provide for pass/fail courses by requiring a passing Agree. Provide for pass/fail courses by requiring a passing A22, S7 n Reimbursement grade grade Health Coverage Allow hospital to unilaterally reclassify employee Counter: Hospital can reclassify for benefits eligibility Nurses should not be required to work full-time Hospital will reclassify nurses for benefits purposes Premium sharing classification to full- or part-time based on average purposes only based on previous volunteerism. based on average of hours worked in the preceding A23, S2 of hours worked in the preceding six months six months.

RBS Reduce the number of hours of rest that 8- and 10- Counter: Reduce the number of hours of rest that 8- Nurses need at least 8-hours of sleep plus time for Withdrawn. hour shift nurses must receive between shifts from and 10-hour shift nurses must receive between shifts daily living, eating, familiy life, household chores, A31, S4 12 to 10 hours. from 12 to 11.5 hours. etc. CMH has agreed to 11.5 hours with SEIU.

Exemptions from Add orientation to list of types of work that are Don't Agree. The fact that an orientation shift triggered RBS Add" Hospital" orientation to list of types of work premium pay exempt from consecutive day, RBS, and premium does not change the fact that the nurse is that are exempt from consecutive day, RBS, and A31, S7 unscheduled shift pay. working without sufficient rest at the request of the unscheduled shift pay. Hospital.

Exemptions from Disallow consideration of any hours that were paid Don't Agree. See ONA Art. 31 proposals above. The fact that an extra shift or overtime work Withdrdawn. premium pay at time and one-half when, determining eligibility triggered RBS premium does not change the fact for consecutive day, RBS, and unscheduled shift that the nurse is working without sufficient rest at A31, S9 pay. the request of the Hospital. This provision would negate RBS premium in most cases.

Shift Differentials Evening shift to be paid for all hours 1500-2300, Agreed. Simpler system now applies unit-wide. Evening shift to be paid for all hours 1500-2300, A32 Night shift to be paid for all hours 2300-0700 Night shift to be paid for all hours 2300-0700

Shift Differentials Increase Night Shift Diff to $5.00/hr Agreed. Increase matches comparable facilities. Increase Night Shift Diff to $5.00/hr A32

PCC Differential Make PCC assigned rather than posted, Agreed if $1.00 increase in pay. PCC must work as charge and has additional duties The Hospital may assign nurses to the position of A33 beyond charge. PCC.

PCC Differential PCC differential at $2.00/hr. Counter: $3.00/hr. PCC must work as charge and has additional duties Increase differential from $2.00/hr. to $2.25/hr. A33 beyond charge.

Pager Eliminate provision of pagers to nurses on dock Don't Agree. Some nurses are still using pagers as back-up call Withdrawn. A36, S1C & standby/on-call system. 2C Sympathy Strikes Add sympathy strikes to list of strikes prohibited Considering. Would require nurses to cross SEIU picket-line. Add sympathy strikes to list of strikes prohibited A40 during the term of the contract. during the term of the contract.

Allow individual nurses to volunteer to change shift Don't Agree Units should have uniform shift lengths, otherwise CMH may change shift length when a majority of length. the schedules unbalance holes are created, the unit votes to approve. Addendum A Alternate Shits resulting in OT and pressures on other nurses to change shift-length.

Allow Hospital to unilaterally change nurses' shift Don't Agree Nurses personal/work lives should not be disrupted Withdrawn. Addendum A Alternate Shits lengths with 60-day notice unless 2/3 of the unit votes for a change.

Clarify workday for 10-hour shift employees. Agree. There was no previous agreement as to the Nurses working 10-hour shifts shall work 10.5 workday for 10-hour shift employees. hours with one 15-minute paid rest period every 4 Addendum A Alternate Shits hours. One 30minute unpaid meal every 8 hours worked.