momatwork

The staffing ratios are comprised of RNs giving direct patient care, i.e. unit staffing and do not include case management, etc.............. When I looked at my hospital's, that's what is listed..........

HI Morte, I apologize for the cut and paste....when I did it it did not post as in the site, http://web.doh.state.nj.us/apps2/nursestaffing/PubReports.aspx that lists the staffing ratios of all NJ hospitals as required by Law. The ICU ratio is actually 1 RN to 1.4 patients; Intermediate Care is 1 RN to 2 patients, Med/Surg is 1 RN to 5.4 patients, NICU is 1 RN to 1.7 patients,PEDS is 1 RN to 2.6 patients, OB is 1 RN to 5.1 see my point now?

new jersey law requires hospitals to compile and report information on the number of staff involved in direct patient care. hospitals must post staffing information daily in the facility, provide the information when requested by the public, and report monthly to dhss. here are englewood's. perhaps i'm missing something, but they don't look bad to me. report of hospital patient care staffing englewood hospital and medical center hospital profile; quality indicators and servicesstaffing for quarter ending december 31, 2008 overview inpatient units: average daily ratiosadult intensive care unit/critical care unitstaff typenumber of patients per staff registered professional nurse 1.4 licensed practical nurse 0.0 unlicensed assistive personnel 44.8 adult open psychiatricstaff typenumber of patients per staff registered professional nurse 5.9 lpn/certified psychiatric screener 11.6 unlicensed assistive personnel 5.5 intermediate carestaff typenumber of patients per staff registered professional nurse 2.0 licensed practical nurse 0.0 unlicensed assistive personnel 25.5 medical-surgicalstaff typenumber of patients per staff registered professional nurse 5.4 licensed practical nurse 0.0 unlicensed assistive personnel 11.2 neonatal intensive bassinetsstaff typenumber of patients per staff registered professional nurse 1.7 licensed practical nurse 0.0 unlicensed assistive personnel 0.0 neonatal intermediate bassinetsstaff typenumber of patients per staff registered professional nurse 2.6 licensed practical nurse 0.0 unlicensed assistive personnel 0.0 obstetrics (post partum)staff typenumber of patients per staff registered professional nurse 5.1 licensed practical nurse 0.0 unlicensed assistive personnel 16.5 pediatricsstaff typenumber of patients per staff registered professional nurse 2.6 licensed practical nurse 0.0 unlicensed assistive personnel 3.7 hospital-wide and special units: average daily patients and staffemergency department number of patients: 108.6staff typedaily staff registered professional nurse 8.2 licensed practical nurse 0.0 unlicensed assistive personnel 3.5 other licensed health care professionals staff typedaily staff respiratory care practitioner 3.9 *care for mothers and care for babies is provided on the obstetrics (post partum) inpatient unit for this hospital.

HPAE, the union representing the nurses at Englewood, issued a 10 day strike notice. When HPAE did not rescind that notice by midnight, the hospital has no choice but to hire agency nurses. There are patients in the community that still require care. When the agency is contracted, the hospital is not about to pay salaries to nurses from HPAE as well. The nurses at Englewood, by majority, voted for a strike. Its unfortunate that the union uses this measure to achieve what they want in a cointract. Its administrators continue to be paid, and its the nursing staff that suffers. The hospital immediately stops paying them, and their healthcare benefits, and can permenantly replace them. In this economy, not the smartest move. Also, to tell people not the use the facility, will only serve to decrease revenue, and potentially put the hospital at a loss. HPAE in a strategy move, has I believe 8 union contracts all up for renewal at the same time, and use the strike card as a means to an end. Does anyone remeber Pascack Valley? While I am not blaming the union for its entire eventual closure, the strikes and union demands were certainly a contributing factor. As a lockout at Bayonne Medical Center (also HPAE) started this week, I hope this hospital does not fall victim to closure as well. Its future is precarious to say the least, and would be hardfelt in the community.

Hello All, When I said a for profit entity, by that I meant that it does profit from the dues of its members. The unions in my state belong to AFT, and the larger union AFL. All anyone needs to do is take at look at their profits, which are posted on the internet. Look at their contributions to lobbyists as well. They do not ask their members which organizations to support. The Presidents, VPs and other administrators of the union do profit by this organization as well. Their salaries are 6 figures, and that does not count the perks of hotels, lodging, and expense reports. In addition, they are salaried by the larger unions in various positions. The union is not there out of the kindness of their hearts, they like a hospital or any organization, are there to make money. When a hospital in my state was closed, the union sought to take dues out of severance pays...........without a contract, there are no dues, so a union does seek a contract ratified, and at times is self-serving in that goal. Perhaps your unions have a better track record. The best thing I can tell anyone is to become informed. If your hospital has not reached the point of a major communications breakdown between staff and management, then approach them as a group and speak for yourselves. Why pay someone a substancial amount of money to do this? As nurses, we are a highly educated group of professionals, use that education to communicate for yourselves.

Hi herring RN, I appreciate your response..........but my hospital has those things without a union.........we have a nurse policy/practice council, and good staffing ratios. They are posted daily in my state, and ours are better than the union hospitals......Our salaries and benefits are excellant as well. Its not necessary to pay a for profit entity 1% of my gross salary plus 4.00 a pay to speak for me.

I am not a fan of HPAE. They lament respect, but when they attempted to represent nurses at my hospital used the most dirty tactics I've ever seen. Arriving unannounced at my home, calling me on my home and cell at all hours...... The pro union nurses tried to intimidate others.........they were rude and made the environment very stressful. They insulted administration and interrupted meetings, also posted salaries of them in a feeble attempt to say they are here for respect, not the almighty dollar..........they didn't post the union president's salary however..over $135,000, and more as she is a vp of the AFT as well..... or show her percs, such as travel, hotel, cars and expenses..............1% of my gross.not a chance!!!!!!!!!!!

I have worked at both. In the union hospital, dues were 1% of your gross salary plus an additional fee out of each paycheck. No BSN,MSN pay...no RNC extra pay......everyone received the same raise regardless of whether there just made do, or went the extra mile..... A strike happened about 8 years before ( I was not there) the tension and bitterness still pervade.... The non-union where I am now..I love! BSN,MSN,RNC pay, even for per diems! As an employee, they take what your insurance pays, and don't seek more (I have my spouse's benefits). Higher tuition reimbursement, and the pay is better. I can go right up and talk to any of the administration...and no threat of strikes!!!!!

I have worked in both climates. I do not need another organization to answer to, such as a union. If they belong to a national union, add another organization as well. As a nurse and patient advocate, I speak for myself and my patients and do not need an intermediary, who I would pay over 1% of my gross salary to. I want to work in an organization that recognizes the contributions I make, and do not want to receive the same raise as the mediocre RN who just gets by for her paycheck.

Unions are for profit, they collect nothing until that first contract begins.....then 1% of your gross salary, and additional dues with each paycheck. All I heard during a campaign they tried at my hospital is how nurses want respect, yet my peers gave the union reps our home and cell numbers without my permission. Reps called at all hours, and visited my home unannounced, and continued to after telling them not to. Our benefits were the same and many better than many of the union hospitals. It was ironic that employees who worked no where else seemed to be pro union, but those of us who worked in other facilities realized the benefits we already have. Our staffing ratios are fine, and better than other hospitals as well. The point of contention was that our pension plan (non-contributory) was decreased, but hello, look at the current economy...also the union hospitals had employee contributory programs, which were match by only 50% by the hospital, so the hospital actually contributed less. Unions use emotion to in an attempt to mobilize themselves, but fortunately at my hospital, we had a large showing and they lost.

Unions are for profit and have agendas just as any organization. There are special clauses such as super seniority, which allow pro union employees to bump other nurses with more experience. Also vacations are based on seniority. I watched a union try to organize at my hospital. Union reps called nurses at all hours, and showed up at our doors unannounced. They conducted a very dirty campaign, using intimidation of peers. Thay tried to show us CEO salaries, but neglected to mention that many of the union administrators, such as its president make more than our CEO. I don't need to pay 1% of my gross salary to a union to speak for me...I can speak for myself. Our benefits were rival with the union hospitals in the information they presented us...why did we need to pay someone else! Over 90% of us voted........and it appears they are not welcome!

I worked in a union facility and now a non-union hospital. The union hospital took my money, and allowed incompetent nurses to continue to practice. It was practically impossible to have them removed, as they used the union to back them. Senior nurses would request off annually on prime holidays, and received them off based on seniority, not what was fair. Pay raises were based on union rates, not merit. The nurse who called out like clockwork every 90 days to avoid a write up, and never changed her schedule, and gave mediocre care received the same raise as we who advocated, educated, and remained flexible. Unions breed mediocrity. I was so tired of hearing "I'm going to grieve," boo-hoo, that I left for a non-union hospital.

Unions are for profit agencies.I don't need a middle man to speak or advocate for me...it removes free speech..........

Dear New Grad, It is a very nice hospital to work at. Its unfortunate that this union disruption is around..hopefully they will be defeated.