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-jt's Latest Activity

  1. -jt


    Chicago BSN 2005 writes: This might help but its alot of other data to get through to find what youre looking for: For nurses, having a union means many things, not the least of which is earning 15.6 percent more than those nurses without a union, according to 2003 data from the Current Population Survey, published by the U.S. Department of Labor Bureau of Labor Statistics. http://www.bls.gov/cps/ And The Union Difference Data includes statistics on wages, benefits, worker's rights, and productivity, http://www.aflcio.org/aboutunions/joinunions/whyjoin/uniondifference/ And study results published in the Journal of Nursing Administration (JONA) March 2002: myocardial infarction (AMI, the medical terminology for heart attack). The study, which was published in the March issue of JONA (Journal of Nursing Administration), studied hospitals in California and found that hospitals with a nurse's union had a "significantly predicted lower risk-adjusted AMI mortality." The study's authors, Jean Ann Seago, PhD, RN and Michael Ash, PhD, concluded that "this study demonstrates that there is a positive relationship between patient outcomes and RN unions." "Thirty-five percent of hospitals in California have RN unions. The significant finding in this study is that hospitals in California with RN unions have 5.7% lower mortality rates for AMI after accounting for patient age, gender, type of MI, chronic diseases and several organizational characteristics. This result includes controls for number of beds, AMI-related discharges, cardiac services, staff hours and wages. In discussing how unions impact the quality of patient care, the authors stated, "unions may impact the quality of care by negotiating increased staffing levels..... that improve patient outcomes. Alternatively, unions may affect the organization nursing staff or the way nursing care is delivered in a fashion that facilitates RN-MD communication. This is the 'voice' function of unions..... Yet another possible mechanism by which unions can improve care is by raising wages, thereby decreasing turnover, which may improve patient care." The authors conclude, "perhaps having an RN union promotes stability in staff, autonomy, collaboration with MDs and practice decisions that have been described as having a positive influence on the work environment and on the patient outcomes.">>>>>>>>>
  2. -jt


    Geek, Nurses in Hawaii who had first hand experience with one of the organizations youre asking about tell about it in the following thread: https://allnurses.com/forums/showthread.php?t=85409&highlight=Aloha+Hawaii
  3. -jt


    I can tell you about the UAN but youll get more detailed info from our website http://www.UANnurse.org Karen got it right except that the UAN is not part of the ANA. It was initially created by staff nurse members of the ANA but it is now a separate, independent, self-governing, self-financing, autonomous labor union for direct care RNs only and is run by them. The UAN is affiliated with the AFL-CIO and the ANA and as such, has a strong voice in both organizations. But the ANA has no voice in the UAN. The ANA is not involved in the function or activity of the UAN nor does it have any control over us or our finances. The UAN is not the ANA. The UAN is the largest union of nurses and is the one and only national union for direct care nurses (staff nurses). All of the 105,000 (so far) members from coast to coast (including Alaska & Hawaii), the delegates, and the executive board are all working direct care nurses represented for collective bargaining by their state nurses assoc or one nearby if their own state nurses assoc doesnt have a collective bargaining branch. (ie: NJ state nurses assoc does not provide collective bargaining so they have an agreement with NY state nurses assoc to provide union services to their members). The NNOC is the organizing branch of the CNA created, as I understand it, to "organize" for CNA in other states. But instead, they have been raiding groups of nurses in other states who are already organized in other unions. They are currently disrupting unionized nurses in Chicago. Staff nurses in NYC recently threw them out of their hospital when they showed up to distribute flyers trying to turn the nurses against their union. Nurses in Hawaii threw them out when they tried to take over their union and prevent the Hawaii nurses union from joining UAN. And those nurses had to go so far as to get a court order to keep them out so they could take their vote without outside interference. There are several posts somewhere on this board from Hawaii nurses telling all about what that organization put them through. The Hawaii Nurses Assoc staff nurses fought the attempted hostile take-over & voted 5:1 to join UAN and they are our newest members. Instead of going around the country trying to break apart other unionized nurses, that Calif union should be working together with all of the others to combat the common problems we're all facing on the frontlines. Out of the 330,000 RNs in Calif, only approx 60,000 have joined them. It seems to me that it would make more sense for that union to focus on organizing the unorganized nurses in their own state before they take their members dues money across the country & spend it trying to tear apart other nurses.
  4. -jt


    heres a couple to add to your list, Karen California Nurses Association Targets ANA Members http://www.missourinurses.org/pdf/cna_response.pdf NNOC's Hype to Nurses http://www.laborlawyers.com/CM/ClientAlerts/Laboralert%20CA%20Nurses%20NNOC%20Educ.pdf
  5. -jt

    Is this any way to retain nurses?

    thanks. just to let you know, the nurses didnt back down & after 6 months of negotiating, we got the contract we wanted. ratified it in the beginning of january. retroactive to the previous june. of course it took the hosp's realization that the nurses would indeed strike if admin didnt come to its senses. they withdrew all of their ridiculous demands & agreed to the terms we needed. just goes to show....
  6. -jt

    Taking away your Time and a Half!

    > How can someone read that & say it proves "our overtime is safe"? The statement above clearly states that RNs would be exempt from getting any overtime pay. That means if you are an RN, your overtime pay is not safe. Being exempt from the overtime regulation means you would no longer be eligible for any overtime pay. more facts: Message from NY State Senator H. Clinton protect overtime for every worker who is currently eligible. I have been a strong supporter of the effort to protect overtime pay, and I am gratified that today the Senate acted to do the right thing. Below is my statement from the Congressional Record on this important piece of legislation. "I rise today in strong support of the Harkin amendment because I believe it is the right thing to do for New York's working families. The Harkin amendment is very simple. It says that not a single worker who is currently eligible for overtime pay should be denied that right. And I have yet to hear a compelling reason that some workers currently eligible for overtime should lose that eligibility. In fact, the Department of Labor argues emphatically that few if any workers will actually lose eligibility. Well, if few if any workers will lose overtime eligibility then I see no reason why the Department of Labor shouldn't support the Harkin amendment wholeheartedly. Of course, the reality, as those at the Department of Labor well know, is that plenty of workers will lose eligibility for overtime. Let's look at the facts: Registered nurses will be in danger of losing their eligibility because, for the first time, it will be easier to classify those who are paid hourly as "salaried employees." It will also be easier to classify them as "team leaders." Journalists will lose their automatic overtime protection. Veterans who do not have a four-year degree will be much more easily classified as professional employees and denied overtime eligibility. Workers in the financial services industry - and I represent many of them - will lose their overtime protection if they do not exercise independent judgment and discretion. Chefs. Funeral Directors. Embalmers. Insurance Claims Adjusters. Salespeople. Software engineers. Computer programmers. All will be vulnerable to the loss of overtime - and therefore face significant pay cuts. The list goes on and on and on. And these are just the consequences analysts can foresee. What does the loss of overtime mean? Let's put it in human terms. It's a 25 percent pay cut. It's $161 a week on average. And - as importantly - it's time with your family. This is not trivial. At its very core, this issue is about our American values of work and family. Workers stripped of their overtime protection would end up working longer hours for less pay. That translates into less time with their children, less time with their parents, their spouses, less time to volunteer and contribute to the fabric of our community. More work hours, for less pay, and less family time - that is not the American way. This regulation would make unpaid overtime a household word and make it easier for bad-faith employers to coerce other workers into accepting time off instead of overtime pay. Now, I know there is strong support in this chamber to protect the rights of workers to receive overtime because we've done it before. Back in September, we passed a very similar amendment to prevent the Department of Labor from promulgating any amendment that denied overtime from any worker currently eligible. Republicans in my state crossed party lines to block this regulation in the House - and I applaud them for doing so. They know how many New Yorkers rely on overtime pay - not as a luxury, as a necessity. Back then, despite strong bi-partisan votes in the House and Senate, the extremist right wing leaders in the House and Senate neglected to include the language in the final appropriations bill. They made a mockery of the democratic process. But with this vote today we prove that we will keep fighting for the rights of working people. We may be overruled - as we were before - but we will not back down. So, I urge my colleagues to support the Harkin and to reject the Bush Administration economic policy of tax cuts for the wealthy; pay cuts for the workers. ************** Please check my website at http://clinton.senate.gov for updates on this and other issues I am working on in the Senate." Sincerely yours, Hillary Rodham Clinton http://clinton.senate.gov >>>
  7. -jt


    yes.... New York State Nurses Assoc http://www.nysna.org American Nurses Association http://www.NURSINGWORLD.org United American Nurses National RN Labor Union/AFL-CIO http://www.UANnurse.org American Association of Critical Care Nurses AACN
  8. -jt

    AA or BS degree

    lol. no. But my contract allows for the same differential. If you worked at my facility, & probably others where the nurses have the same union as me (NYSNA), you could have a Bachelor's in chemistry (BS)& you would still get the same differential as someone who had a Bachelors in Nursing (BSN). You get paid for your higher education - not just your nursing education. Same goes for Masters.... be it MA or MS or MSN.
  9. -jt

    ER last night made me mad!

    The Center for Nursing Advocacy is running a letter-writing campaign to get ER to improve the way they portray nurses. For details, go to: http://www.nursingadvocacy.org/action/letters/er/er.html
  10. -jt

    hospital cutting benifits

    Yet another example of why many of us choose to unionize and have a negotiated contract. Just so this kind of nonsense cant happen to us. With a legally binding contract that cant be changed unless you agree to change it, they wouldnt be able to do this stuff to you. Unless youre in a desolate area, its easy to find another job & theres no reason to put up with this. Quit & in your exit interview tell them exactly why. Personally, Id hand the interviewer a copy of your post & say THIS is why.
  11. -jt

    Hospital Contracts/Tuition Help for AccBSN?

    I dont know if hospitals do that kind of thing in NYC. They dont have to. Most of their non-RN employees are unionized with SEIU/1199 & that contract already allows for tuition coverage for any non-RN employees to go to school for any other health-related career, including RN. You would have to be an employee in & in an 1199 union position for 1 year in order to be eligible.
  12. -jt

    Neglect...LPN was fired, RN was not

    The staff's debate shouldnt be about which one of the nurses should be fired. That focus is misdirected. The hospital and supervisor who allowed that kind of staffing, knowing it puts pts at risk, should be the ones the arrows are aimed at. Hold THEM accountable. Thats where the staff's anger over the situation should be directed - the fact that nurses (LPNs & RNs) are being put into impossible situations by supervisors, have no control over those decisions, but are being crucified for the adverse effects it causes. How are you going to check a pt & provide care q 1 hr on a med-surg unit if you have 12 pts? Q 1 hr care is INTENSIVE care & we can do it in ICU because we only have 2 pts. What did the nurse do wrong? What was she fired for? Was it because she didnt see the pt for 3 hrs? What is the norm on a med-surg unit anyway? How does anyone know the nurse was just "careless"? What else was going on the unit at the time and with her other 11 pts? 3 hrs between rounds doesnt seem unreasonable - especially if you have 12 pts to provide hands on care for, plus all the charting, meds, problems that may come up, ect. How can a nurse be expected to do all that for 12 pts AND check each one of them every hour? You could spend a whole hour in just one pts room, depending on the care the pt needs. If the policy was that the med-surg nurse MUST check each pt every hr, then the nurses should have put it in writing that it would be impossible to follow the policy with the kind of staffing they had to work with. They then could not be held responsible for not following the policy or used as scapegoats when an incident occurred because of it. IMO, neither of the nurses should have been fired when they were forced to work in an unsafe situation that was set up to fail & it subsequently did. And the staff should not be arguing over which one to fire. They should be outraged that anyone was fired at all and that they are being forced to work in unsafe situations and held accountable for it. To refuse an assignment is insubordination and we can be fired for that but we do have the right to protest an assignment & not carry all the liability for an unsafe assignment alone. The mistake the nurses made was not putting in writing that they recognized that this was an unsafe assignment & they were doing the best they could under the circumstances (ie: fill out a protest/assignment under objection form or even just a note to the supervisor). If the supervisor then allowed the staffing to remain as it was, the liability for whatever ill affects it caused would have clearly been on the supervisor & hospitals shoulders and that does stand up in court.
  13. -jt

    Fair Labor Standards Definition

    If mealtimes are deducted from employees pay at your facility (ie: the usual paid shift is 7.5 hrs or 11.5 instead of 8 hrs or 12 hrs/day), then yes you should be getting paid when you dont get your mealbreak & you should even be getting overtime for it. You should also be getting overtime pay for time worked past your shift. For now.... Currently, Pres Bush is trying to implement a new law that exempts ANYONE with a college degree or training on the job or a level of responsibility at work or who earn above $65,000/yr from being eligible for overtime pay. Congress is trying to block him from doing that and the ANA is trying to get nurses exempted from the new law. But if they fail & Bush is successful, none of us will be eligible for overtime any longer because we all went to college, never mind the skills and responsibility we have.
  14. -jt

    Accelerated Nursing BS

    Below is an excerpt from NYSNAs governmental affairs page regarding bills now pending in the legislature to alleviate the problem. Our best action now would be to contact our state assemblymen & senators in Albany & ask them to support the bills & pass them into laws ASAP: NYSNA has promoted the introduction of a budget-related bill designed to encourage individuals to enter the nursing profession. This effort complements initiatives aimed at improving working conditions for RNs. NYSNA wrote the legislation that would create the Empire State Professional Nursing Scholarship Program to provide financial support to applicants who agree to deliver nursing care in an area of New York that is experiencing a nursing shortage. Bills, Sponsors and Status: A1202-A (Pretlow) - Assembly Ways and MeansCommittee; S2404 (LaValle) - Senate Health Committee; A6235 (Scozzafava) - Assembly Health Committee There is an impending shortage of registered nurses. By 2005 there will be shortage of 12,640 RNs to meet the expected health care needs of New Yorkers. In 2002, New York nursing schools turned away 1000 qualified applicants. The primary reason cited was lack of faculty. NYSNA estimates the need for 3,654 additional nurse faculty by 2005. Nursing students need support. HCRA: “public goods pools” must support nursing students. Graduate medical students are supported by public funds amounting to more than $190,000 per student. There is NO public funding for nursing students. CSTEP and STEP: support is needed to ensure that students are prepared to enter and succeed in the sciences. Theses programs are particularly important because they promote diversity in nursing. Tuition Assistance: support is needed to ensure that students are able to continue matriculation in nursing programs. Disruption in education due to financial constraints will further erode the supply of nursing school graduates needed to replace retiring nurses. NYSNA Practice and Governmental Affairs Nursing Shortage Facts/Budget Issues >>>>>>>> http://www.NYSNA.org
  15. -jt

    Job Prospects for New Nurses in NYC

    Sign up to have the free nursing magazines sent to your home: Nursing Spectrum (http://www.nursingspectrum.com) and Advance for Nurses (http://www.AdvanceforNurses.com) Then you can check out all the numerous job ads that say "new grads welcome!" PS Resume writing, interview skills for nurses, and a special section for new grads are at Donna Cardillo's website: http://www.dcardillo.com/articles.html
  16. -jt

    Nysna Q

    Actually the "claim" in their publication is: NYSNA, with more than 34,000 members, is New York’s largest union and professional association for Registered Nurses. NYSNA is the only organization that exclusively represents the interests of New York State’s RNs, and is recognized nationwide as a trendsetter in improving RNs’ wages and working conditions. NYSNA works to advance the nursing profession through collective bargaining and legislative activities, and fosters high standards of nursing education and practice. It is a constituent of the American Nurses Association and of the United American Nurses, an affiliate of the AFL-CIO. It is not just a labor union - it's a strong labor union for RNs and is used as a model by other nurse unions around the country. It's also a multi-purpose professional organization for RNs. The union part is just one branch of it. The Association does a lot of work in the legislature & writes the bills that become the laws we need - like the Whistleblower Law, the Safe Staffing Bill, the bill to ban mandatory ot, etc. They wrote those bills/laws in such as way as to provide the same protections for LPNs as RNs, but NYSNA doesnt represent LPNs. It's an RN-only organization. The state chapters of the National Federation of LPNs is the equivalent for LPNs. (http://www.NFLPN.org)