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| No. 20 | 
Jun 21, 2008, 02:34 PM
 Re: Mandatory Overtime Agreement in New York! Originally Posted by kcochrane  I think it really depends on the facility. My facility loved to use mandation and used if freely and still the ratio levels were horrendous - especially for the CNAs and LPNs when they did patient care. I work in LTC, but my floor is really subacute. Try passing meds to 20 patients that have trachs, g or j tubes and are polypharmacy. You have no techs to do bgs, vital signs and other procedures. Added on are dressings, trach care and other procdures that need to be done because they can't afford to hire a treatment nurse. And you have to chart on every one of those patients. Now do that for 16 hours, no thanks.
We need to start somewhere. I'll take this and hopefully I can get my RN soon, joins a nurse's union and help fight for a ratio law.
Now a heated question. :lol Couldn't a ratio law make if worse for nurses, especially in the hospital setting? I heard a lot of facilities make up for the lower ratios by getting rid of techs/CNA so nurses had to do everything? Or was that rumour?
And how do ratio laws effect LTC or do they?
Yes, I heard that in California (as far as I know is the only state to pass ratio laws) aides were reduced. But, with a 1:4 ratio, instead of 1:12 it is a lot easier to do without an aide. BTW, the aides (where I just left) were so overworked that I had to do the majority of what was considerd their work, anyway.
I agree that they needed to start somewhere; but, if it was really in the best interest of the floor nurse (be it LTC, acute care, etc) ratios should have come before the OT law. Think about it, you wouldn't be having responsiblity for 20 patients, with all that it entails (above described) if ratio laws were passed. 16 hours with, let's say, a mandated 1:6 ratio may be more bearable than 8 hours with 20 patients.
 | | Advertisement Sponsored Links | | | | No. 21 |
Jun 21, 2008, 06:02 PM
Updated
Jun 21, 2008 at 06:03 PM by 1199SEIU RN
Re: Mandatory Overtime Agreement in New York!
Quote: "Mandatory ratios are far more important than the OT law because this type of abuse will run rampant once the OT law passes; and, the high ratios will then be blamed on the OT law, rather than management manipulation. "
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In that case, I imagine you will take an active role in lobbying your state legislators to pass the "safe staffing for quality patient care" act, which includes ratios. That would be great.
Be prepared to contend with firece opposition from the Hospital Association of New York State (HANYS) and from the Greater New York Healthcare Association (GNYHA), both of whom fought the mandatory overtime bill tooth and nail for 8 years.
| | No. 22 |
Jun 21, 2008, 08:43 PM
Re: Mandatory Overtime Agreement in New York!
Honestly I think this is an argument similar to the question "what came first, the chicken or the egg?" :lol
I think just like the mandation law, facilities will find a way to work around the ratio law. It will be great if we get both..but for now I'm happy with what many nurses have accomplished for us. Check with me next year and see if I feel the same way. 
1199SEIU RN, as an LPN, what group can I join that might help in these areas.
| | No. 23 |
Jun 21, 2008, 08:56 PM
Re: Mandatory Overtime Agreement in New York! Originally Posted by 1199SEIU RN Quote: "Mandatory ratios are far more important than the OT law because this type of abuse will run rampant once the OT law passes; and, the high ratios will then be blamed on the OT law, rather than management manipulation. "
************************************************** *************************
In that case, I imagine you will take an active role in lobbying your state legislators to pass the "safe staffing for quality patient care" act, which includes ratios. That would be great.
Be prepared to contend with firece opposition from the Hospital Association of New York State (HANYS) and from the Greater New York Healthcare Association (GNYHA), both of whom fought the mandatory overtime bill tooth and nail for 8 years.
Truthfully, I think you can shave off years by utilizing public/patient education & a political-type ad campaign. Some strategic press releases here and there won't hurt either-media loves a juicy story to hang onto. Hey, even the development & distribution of a ratio scorecard (by hospital and department) could be utilized. Once the public realizes what it means to their safety, or that of a loved one, to be a patient in an understaffed hospital, the outrage will push legislation far better than nurses with placards can do.
Don't get me wrong, I am all for the lobbying effort. However, it should be in adjunct to a public awareness campaign. And, bear in mind, patient education begins at the bedside-although, this type of education may not increase the hospital's Press Gainey score.
| | No. 25 |
Jun 22, 2008, 01:55 PM
Re: Mandatory Overtime Agreement in New York! Originally Posted by kcochrane Honestly I think this is an argument similar to the question "what came first, the chicken or the egg?" :lol
I think just like the mandation law, facilities will find a way to work around the ratio law. It will be great if we get both..but for now I'm happy with what many nurses have accomplished for us. Check with me next year and see if I feel the same way.
1199SEIU RN, as an LPN, what group can I join that might help in these areas.
Hi Kcochrane---what you can join up with depends somewhat on where you are located. In NY, 1199 represents many LPNs, and we have legislation proposed for staffing ratios in nursing homes that you could get behind and write about to your legislators, for instance. Plus, talk to co-workers about the mandatory OT legislation, sign petitions, etc.
There are many forms of action we as nurses can take; the main thing is that we do take some form of action rather than just complain among ourselves, no matter how legit our gripes are. If we do not start somewhere, take some action, work to improve our lot, then we are part of the problem rather than part of the solution. I like the way you are willing to be part of the solution.  | | No. 26 |
Jun 23, 2008, 01:17 AM
Re: Mandatory Overtime Agreement in New York! Originally Posted by loricatus Truthfully, I think you can shave off years by utilizing public/patient education & a political-type ad campaign. Some strategic press releases here and there won't hurt either-media loves a juicy story to hang onto. Hey, even the development & distribution of a ratio scorecard (by hospital and department) could be utilized. Once the public realizes what it means to their safety, or that of a loved one, to be a patient in an understaffed hospital, the outrage will push legislation far better than nurses with placards can do.
Don't get me wrong, I am all for the lobbying effort. However, it should be in adjunct to a public awareness campaign. And, bear in mind, patient education begins at the bedside-although, this type of education may not increase the hospital's Press Gainey score.
I would think that it is the Union's responsibility to effect this. Don't you agree? At least, the type of campaigns you suggest, is what they used to do in the past and what made Unions strong. Seems like they lost the ability to represent their constituents the same way their forefathers did.
Noticed the reply that you should go for it. Scary thought since you aren't the one collecting dues to pay for it. Doesn't say much for 1099SEIU's strength in representation or receptiveness to effect real change on behalf of it's due paying members, does it? [Sorry if I am wrong, but it does looks like the 1099SEIU RN poster is in a Union leadership postion & trying to promote the Union here] You did come up with some good sounding ideas, it is a shame that they are being dismissed.
| | No. 28 |
Jun 23, 2008, 06:12 PM
Re: Mandatory Overtime Agreement in New York!
Very glad to have been a part of this significant achievement in NY. Virtual high-fives to all the nurses that worked together to make this a reality!
As other posters have written, we will build off this momentum to achieve staffing ratios next session. An important part of that will be shifting the majority in our State Senate this November- which is totally achievable now.
Here's a link to our NY Staffing Bill mandating minimum nurse to patient ratios which are adjustable for acuity- http://assembly.state.ny.us/leg/?bn=A06119&sh=t
and an exerpt:
MINIMUM STAFFING REQUIREMENTS. (A) THE DOCUMENTED STAFFING PLAN SHALL INCORPORATE, AT A MINIMUM, THE FOLLOWING DIRECT-CARE NURSE-TO-PATIENT RATIOS:
(I) ONE NURSE TO ONE PATIENT: OPERATING ROOM AND TRAUMA EMERGENCY UNITS AND ALL CRITICAL CARE AREAS INCLUDING EMERGENCY CRITICAL CARE AND ALL INTENSIVE CARE UNITS AND MATERNAL/CHILD CARE UNITS FOR THE SECOND OR THIRD STAGE OF LABOR;
(II) ONE NURSE TO TWO PATIENTS: MATERNAL/CHILD CARE UNITS FOR THE FIRST STAGE OF LABOR, AND POSTANESTHESIA UNITS;
(III) ONE NURSE TO THREE PATIENTS: ANTEPARTUM, EMERGENCY ROOM, PEDIATRICS, STEP-DOWN AND TELEMETRY UNITS AND UNITS FOR NEWBORNS AND INTERMEDIATE CARE NURSERY UNITS;
(IV) ONE NURSE TO THREE PATIENTS: POSTPARTUM MOTHER/BABY COUPLETS (MAXIMUM SIX PATIENTS PER NURSE);
(V) ONE NURSE TO FOUR PATIENTS: NON-CRITICAL ANTEPARTUM PATIENTS, AND MEDICAL/SURGICAL AND ACUTE CARE PSYCHIATRIC UNITS;
(VI) ONE NURSE TO FIVE PATIENTS: REHABILITATION UNITS; AND
(VII) ONE NURSE TO SIX PATIENTS: WELL-BABY NURSERY UNITS.
It will take all of us, all direct care nurses working together, like we did with MOT, but it can and will be done!!
| | No. 29 |
Jun 13, 2009, 11:38 AM
Re: Mandatory Overtime Agreement in New York!
Federal Law, the Fair Labor Standards Act (FLSA), trumps state law.
Some of the ways that health care facilities (especially skilled nursing ones) cheat workers
out of their overtime is:
1) Tell you to arrive early for report and THEN clock in.
2) Interrupt your lunch hour - even for a minute - then you are entitled to be paid for the hour
3) Make you attend meetings off the clock
4) Tell you to clock out and finish your charting or other work
5) Tell you to clock out and do the narcotics count
6) Tell you to clock out and wait for your relief.
They always threaten you with the loss of your license if you don't stay.
A group of Texas nurses has filed under the Fair Labor Standards Act to collect their overtime.
Although it talks about LVN's, documentation suggests that Med Aides, CNA's, housekeeping,
and food service will join in to collect their back money
It looks like the suit is expanding nation wide to many skilled nursing facilities.
Read about it here: www.lvnclaim.com |
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