Extra Shifts and Overtime....

  1. Yes, I know...we have had many threads regarding this. I'm interested to know your thoughts.

    Months back, I informed my boss and co-workers enough is enough with the extra shifts, trade requests, phone calls at home. It was getting ridiculous. I've started to really enjoy my time off, instead of feeling exhausted. Well, nothing has changed in the way of staffing because we are still short.

    A new rotation came out and I couldn't figure out how I had extra shifts. Neither could my boss (supposedly). This past weekend, I realized while at work and checking the Master that I was supposed to be off. I emailed my boss to let her know, and said fine for this round....no for next time. When I mentioned this to a coworker, the response was, "What's the big deal?"

    Well, one...I wasn't asked or informed. The shifts were written in. Two...they are either supposed to give days off somewhere else, or pay overtime, not just add in shifts. Then, we had an inservice this morning which I wasn't about to attend, since I worked 3 nights. So I'm supposed to work 12 hours and stay up until 10 am to have a one hour inservice?

    Uh...no. I told them I would not be attending. I think that's an unreasonable request.

    Now...I know I'm perfectly within my rights to expect certain things. Yet, it seems that they don't think so.
    •  
  2. 9 Comments

  3. by   NotReady4PrimeTime
    Pull out your good old UNA collective agreement. You cannot just be scheduled for extra shifts without your consent. Your schedule may not be changed once it has been posted (12 weeks in advance of the first date on it) without a minimum of 14 days' notice. If it IS changed with fewer than 14 days' notice you are to be paid double time for the first changed shift. If your schedule has been changed so that you are now working on a designated day off, either the DDO has to be moved or you are to be paid double time. These things are NOT discretionary, they're contractual obligations. And you cannot be expected to stay after your shift to attend an inservice hours later.
  4. by   joanna73
    Exactly Jan. I know UNA well now, but they try to pull things like this. It seems as though certain workplaces feel they're above the agreement. Our rotations were changed with enough notice, so that's ok. Except when I counted my shifts, I had extra and I couldn't figure out where, at the time.

    Until this weekend, when I looked at the skeleton Master and went, "Hmm. I'm supposed to be off according to this!" Sent the email to my boss letting her know. Then, the inservice thing. After 12 hours, I want to go to bed, not stay up and go back to work. Told them I wasn't attending that either. The nerve!
  5. by   Fiona59
    So, they've also increased your part time FTE? I know that under the AUPE contract they can increase by upto 2 shifts without union intervention.

    Yup, it sucks, but some managers know exactly how to play the contract.

    What we are seeing at work right now is a lack of RN overtime shifts. The LPN lines are vacant, so instead of asking the LPNs if they want the extra hours, they are slotting RNs into those hours on their OT days. There is a huge grievance brewing because the LPNs aren't even being asked if they want those shifts. Yet, if an LPN tries to pick up a vacant RN shift, these same nurses are all over with "contract violation".
  6. by   joanna73
    I voluntarily agreed to increase my FTE in June from a .8 to a .85. They were bugging me to accept full time and I said no. A .85 is 34 shifts in 3 months. Except that at that time, I was actually working 110 percent picking up shifts and getting called in. In August, I finally said no more, I'm sticking to my .85 and that's it.

    Well we had a new rotation posted and I had 36 shifts instead of 34. I mentioned this to my boss. She had changed my days off and added in 2 shifts without asking me, offering OT, or giving me days off somewhere else. I recently sent her an email saying "ok...here's where the shifts are. I'll do it this time, not next time."

    When I return to work, I'm going to ask for OT for 2 shifts. I didn't pick them up. Better yet, my plan in the next 6 months is to look for another job. Things won't change there.
  7. by   NotReady4PrimeTime
    You need to grieve that, Joanna. They CANNOT, under the UNA collective agreeement, increase your FTE (from a 0.85 to 0.9) without you requesting it. It doesn't matter that you've picked up extra shifts in the past. By all means, look for another job and demand the OT, but the grievance is important.
  8. by   joanna73
    Ok but I fear that filing a grievance will make my workplace even more unbearable. For one thing, my boss will say she made a mistake, even if she didn't. And our Local President, when I mentioned it said, "what's the big deal? I've worked my weeks off." And, "Why aren't you coming back for the inservice?" Please!

    Like I said, they seem to feel they are above everything. I will read up on the procedure and see what my boss's response is.

    Thanks for your help. It validates what I thought.
  9. by   27400
    Good luck Joanna73, I hope you find a solution sooner or later.
  10. by   Fiona59
    Quote from joanna73
    Ok but I fear that filing a grievance will make my workplace even more unbearable. For one thing, my boss will say she made a mistake, even if she didn't. And our Local President, when I mentioned it said, "what's the big deal? I've worked my weeks off." And, "Why aren't you coming back for the inservice?" Please!

    Like I said, they seem to feel they are above everything. I will read up on the procedure and see what my boss's response is.

    Thanks for your help. It validates what I thought.
    She can try saying that BUT unit wide rotation changes go before the union to see that they are compliant. Never mind your local President, find a Shop Steward.
  11. by   joanna73
    Thanks for the advice. I'm still relatively new to the whole Union thing. I'll have to give UNA a call again. The local President is no help.

close