Another reason unions suck!

billyb001 · Feb 13, 2016

It's pretty sad about the pervading anti-union sentiment out there. While all unions aren't necessarily equal, there is power at the negotiating table when represented by a union. Undoubtedly, not having union representation is why nurses in non-union or "right to work (for crap wages)" states make significantly less than nurses who happen to live in more progressive states. My first job was in a non-union hospital, and when I was hired I was making only 20 cents less than a colleague who had worked in the same hospital for 5 years. Why? Because he was hired at a market rate at the time and only saw small raises. When I graduated, the market rate had increased. He, and everyone else with experience got screwed because of these non-union pay practices.

At my current union hospital, nurses are hired in at a transparent wage step based on experience in nursing. We sit down at the negotiating table every three years to bargain for wages, hours, and working conditions (including staffing!) Hospitals are in it for the money, and the biggest cost to them is nursing care. This is generally the first place to look to cut costs.

And, I'm so sorry that Ruger8mm is whining about not getting vacation because more senior nurses get the first shot. What makes a newbie feel so entitled anyway? You think life would be easier in a non-union institution? Then find a new job.

Zen Nurse · Feb 13, 2016

I've been an RN for 33 years, I've held both staff and management positions in union and non-union facilities and your situation is not unique to union facilities. Facilities grant vactions according to seniority within the unit/department you're working. Many facility units/departments use vaction time sign-up sheets (put up at the end of the year for the next year) and this allows nurses to pencil in their vacation time, thus allowing everyone a opportunity to plan ahead, negotiate with one another, etc. I've found this system generally works well in most cases for both staff and management. Unions can be a force for good, especially professional unions and a powerful lobbying force for both nurses and patients at both the state and national level.

billyb001 · Feb 13, 2016

Wow. You live in a Faux News world. The shrinking of the middle class and stagnant wages are related to the evisceration of union power. Boeing moved to South Carolina so they could pay those poor workers half of what they pay Washington's workers, while their CEO rakes in more than $40 Million a year! That's something to be proud of! And, unfortunately, simpleton Americans continue to buy into the anti-union rhetoric.

twozer0, NP · Feb 13, 2016

The union does not mandate keeping bad employees on the job. They just make sure the disciplinary process is correctly followed; this protects you from inappropriate dismissal. Many managers can't be bothered to follow the disciplinary process; they just make you carry the deadwood and blame the union.
If the quality of your representation is poor, that doesn't mean unions are a bad thing. It just means that workers aren't making the most of it. Why don't you offer to be a representative? If you and your colleagues just trash unions instead of involving yourselves, your quality of representation is sure to suffer.

Its not the quality of my representation, its the quantity. As stated, it does not matter if all of nursing shows up we're still outnumbered. We could vote on anything and still get put under the rug. Now I will say that most things that revolve around nursing are controlled mainly by nursing, the others follow suit but as soon as you waive a dollar on a string like the guy in the state farm commercials those lower in the wage department bite and ruin it not only for themselves but for everyone else as well. This tactic is used frequently. I myself would have rather had the raise than get the one time bonus as it would have paid for itself multiple times. I'm not trashing unions at all, I dont have a problem with them. Im stating that our representation when it comes down to financial matters holds no weight when compared to the rest of the union. Its hard to get someone on your side to see the bigger picture when they are already thinking of how to spend the bonus.

As far as the disciplinary process goes. We have had a staff member on leave for over 6 months, FMLA is used up, and I'm still required to continue picking up her weekends. Because of our union she cannot be fired, even though she is milking it for every last drop. Its disrespectful to your peers and the organizations and ultimately the patients because since we cant hire her replacement, were stuck working short. There has been almost no communication between this staff member and management as to what the plan is but I have heard through the grapevine from a reliable source that the sick time is just being used up and then she will call it quits. compound that with the fmla time and you have yourself a very long time to be down a member who doesnt care. Again, unions harbor this type of thing and its really my only gripe about them. I would like a more streamlined process for getting rid of staff like this. Lets face it, if you're a good employee there should be no reason that you should be getting fired anyway.

ronsrn · Feb 13, 2016

you should move - seriously your a nurse???

Dafabb, LPN · Feb 13, 2016

Now I can't answer for everywhere but Texas is a right to work State. Of course we all know that a BSN is just a BS degree as it does not afford you a raise in salary. (enough to speak of) When you say you make 30% higher salary because of unions I look at it in cost of living for you (Seattle WA). I did BTW just look up the apt. prices,(housing prices) in your city. They are basically double what an apt. in say Dallas is( Dallas has gone up a wee bit since 2013) Anice apt away from downtown/uptown will run about 50-60% of what you pay in SW. It's also much bigger!..(everything is MOSTLY bigger in Tx). So with that in mind and you pay 15-1800/mo for just a 1 BR there went your 30%. Plus I bet there are many things also cheaper here (groceries,clothes)...You just sent that 30+% out the window in SW. There are also places where you could make a very good living as an RN,BSN outside of Dallas. I lived there 10 yrs as an LVN and made a very good living but then I worked agency..at much better pay. By listening to many of these nurses talk about the downside of union I am glad I don't have to deal with that. Seniority works for awhile but then the next year you will probably get what you want. Many managers will try to find a way but if unable it's ok...Senior employee do not receive special treatment for long if they hog....That's the non union state for you...So although you make a good bit more money you pay a good bit for living which really equals out to not so good. (no OT on this deal). We down in the South realize the Nurse make more money but you are the #8 most expensive city in the Country so if you balance all the cost/groceries/utilities etc. I have no doubt that what you bring home would probably end up being more than what you do now...Please don't give me an exception to the rule because you will always find those somewhere.....

us2uk4u · Feb 13, 2016

I work for a union facility and let me tell you they do not dictate vacations in our facility. This was my first year as a union member but i got Christmas day and New Year's eve and day off. But then again some nurses in my facility like the holiday pay hours.

However, the union provides us with an 18 credit per year tuition reimbursement, free health and dental insurance, and a base pay of at least $15k more per year than a non-union facility. I can't really ask more than that, well maybe a better nurse to patient ratio at times in the ED

ProgressiveActivist, BSN, RN · Feb 13, 2016

Never heard of a union contract that included mandatory overtime or allowed the employer to mandate extra weekends.

The nurse on FMLA can not be fired for a serious medical issue. This is Federal law. STD and sick days are paying the bills until she recovers or can receive LTD as it should be and you would do the same dam thing if you were sick.

Its not the quality of my representation, its the quantity. As stated, it does not matter if all of nursing shows up we're still outnumbered. We could vote on anything and still get put under the rug. Now I will say that most things that revolve around nursing are controlled mainly by nursing, the others follow suit but as soon as you waive a dollar on a string like the guy in the state farm commercials those lower in the wage department bite and ruin it not only for themselves but for everyone else as well. This tactic is used frequently. I myself would have rather had the raise than get the one time bonus as it would have paid for itself multiple times. I'm not trashing unions at all, I dont have a problem with them. Im stating that our representation when it comes down to financial matters holds no weight when compared to the rest of the union. Its hard to get someone on your side to see the bigger picture when they are already thinking of how to spend the bonus.
As far as the disciplinary process goes. We have had a staff member on leave for over 6 months, FMLA is used up, and I'm still required to continue picking up her weekends. Because of our union she cannot be fired, even though she is milking it for every last drop. Its disrespectful to your peers and the organizations and ultimately the patients because since we cant hire her replacement, were stuck working short. There has been almost no communication between this staff member and management as to what the plan is but I have heard through the grapevine from a reliable source that the sick time is just being used up and then she will call it quits. compound that with the fmla time and you have yourself a very long time to be down a member who doesnt care. Again, unions harbor this type of thing and its really my only gripe about them. I would like a more streamlined process for getting rid of staff like this. Lets face it, if you're a good employee there should be no reason that you should be getting fired anyway.

sprout · Feb 13, 2016

I have worked in both unionized and non-Union hospitals. I will never work for a non-Union hospital if I can help it. Unless, you see how contract negotiations are made, administration will always put nursing last and cut as much as they can while guaranteeing their bonuses. With our union, we have prevented unsafe staffing, got raises when claiming no money, and better insurance benefits. They keep management in check, especially with our reimbursement for "patient satisfaction". They are quick to blame nursing since we are on the front line with the patients. There have been some questionable practices by management that grievances were filed and labor law violations found. I feel I have some protection if I need it. I worked EVERY holiday for years and never got my vacation requests because of seniority at the non-Union hospital. Talk to your Union rep and file a grievance if you feel vacations are handled unfairly. It's not the union that approves the vacation requests. We can only exercise seniority once every other year - so people are less likely to exercise seniority unless they have a big vacation planned. Use your Union - know your contract, get involved with negotiations.

midazoslam · Feb 13, 2016

I live in Australia and I am a proud Australian Nursing & Midwifery Federation member. What our union has done for the nursing profession is astronomical:

1. Mandated 1:4 ratios in public hospitals in Victoria

2. Strive to fight for better wages, conditions and recognition each time a new EBA is time for negotiations

3. Provide legal assistance and representation if required

4. $10 mil professional indemnity insurance

5. There's a current campaign to improve care and conditions provided in residential aged care

6. There's another campaign to reduce the violence/aggression in EDs, particularly surrounding ice

7. Protected industrial action and stop-work time (non-essential, non-patient related tasks)

8. Another campaign called Care before KPI's which is as it sounds

This is just the tip of the iceberg. All I have to say is thank God for my union.

l.a.m.b, ADN, RN · Feb 13, 2016

I'm in a union. If we want vacation we request it. If we requested the same block of time then it's based on who asked first. Simple as that

Editorial Team / Admin · Feb 13, 2016

Never heard of a union contract that included mandatory overtime or allowed the employer to mandate extra weekends.
The nurse on FMLA can not be fired for a serious medical issue. This is Federal law. STD and sick days are paying the bills until she recovers or can receive LTD as it should be and you would do the same dam thing if you were sick.

Actually, once the FMLA is exhausted, the nurse is no longer guaranteed continued employment. Federal law does not require a facility to hold a position indefinitely but only for the 12 weeks. If the nurse has been gone for 6 months, then FMLA no longer applies. Union contract may be different, but FMLA is long out of the picture.