WILTW 4/9/17: The Seven Stages of Grievance Part IV

[LadyFree28, BSN, LPN, RN]

Hi everyone!

I'm coming off three weeks of consensus building, as well as experiencing my first union convention and learning how to be a better Grievance chairperson and how to start training my grievance reps and have members of the committee ready to be prepared to grieve anytime anywhere, and how to win small victories in lieu of having bigger victories in our next contract.

I have learned that our union contract is like a "living document"; there are straight contact violations, but also sections where situations arise and the need for negotiations must continue for the outliers. A contract gives the power to make changes and improvements to working conditions for the better.

I learned that other unions across disciplines have the same challenges that arise from organizing, negotiations of a contract, and upholding a contract; the key is to make sure we are consistently making sure management is upholding the contract and also, we have to have an exchange of diplomacy to get things done.

I learned that I have to make sure that my grievance reps feel supported, but also guide them in understanding consensus building, and help them identify key issues we can help engage members in and have a voice in expressing those issues.

Now for the Step 4 in the grievance process: Fair Investigation:

Was this investigation fair and objective?

The employer has the obligation to conduct a fair, timely and thorough investigation that respects the employee's right to union representation and due process. Once gathered, all facts must be evaluated with objectivity and a rush to judgement.

What have you learned this week?

[nutella, MSN, RN]

Hi everyone!

I'm coming off three weeks of consensus building, as well as experiencing my first union convention and learning how to be a better Grievance chairperson and how to start training my grievance reps and have members of the committee ready to be prepared to grieve anytime anywhere, and how to win small victories in lieu of having bigger victories in our next contract.

I have learned that our union contract is like a "living document"; there are straight contact violations, but also sections where situations arise and the need for negotiations must continue for the outliers. A contract gives the power to make changes and improvements to working conditions for the better.

I learned that other unions across disciplines have the same challenges that arise from organizing, negotiations of a contract, and upholding a contract; the key is to make sure we are consistently making sure management is upholding the contract and also, we have to have an exchange of diplomacy to get things done.

I learned that I have to make sure that my grievance reps feel supported, but also guide them in understanding consensus building, and help them identify key issues we can help engage members in and have a voice in expressing those issues.

Now for the Step 4 in the grievance process: Fair Investigation:

Was this investigation fair and objective?

The employer has the obligation to conduct a fair, timely and thorough investigation that respects the employee's right to union representation and due process. Once gathered, all facts must be evaluated with objectivity and a rush to judgement.

What have you learned this week?

So confusing!I think it is great you are so involved -it sounds very complicated !

What I learned is this:

A lap band around the stomach can increase the pressure in the esophagus, which may or may not result in problems in the esophagus. In this case, the physician thinks that perhaps it causes aspiration and acid reflux.

Messaging discipline is very important - it means to give the same message consistently and can be closely related to how a group of professionals market their program/service/intentions. In the case of "palliative care" what happens nation wide is that palliative care professionals give a lot of mixed messages and that leads to other professionals giving mixed and confusing messages to patients and families.

What I find best to say is "I am from the serious illness support team" and that our team supports people with serious illness while they are in the hospital. We offer emotional support/coping help, advanced care planning, symptom control, teaching/education and often often a more holistic view on a person's situation.

I am in the process of navigating the PhD program for which I accepted admission. It is a full time program and comes with a TA job - I will have to drive out to the campus at least 2 days a week just for my classes and to teach undergraduate students. I love my job but I am not sure if that will be compatible. Hopefully I will know more after talking to the program director today so I can talk to my colleagues.

The second child approaching college is easier. When my first child started the college craziness in high school, it was much more stressful.

[WKShadowNP, DNP, APRN]

I relearned that I can enjoy getting up to go to work again.

[WKShadowNP, DNP, APRN]

Is there a new one now?