B4/4: “Very confused and agitated patient receiving blood products, trying to get out of lap restraint-required three people to get into ceiling lift.”
F6/6: “Not enough staff for acuity. Had to place pt with PSA due to safety. Did not have adequate NA’s to work the floor.”
P/5: “Child frequently de-saturating into low 70%. No extra staff.”
F6/6: “Flexed up 4 patients. Sup tried to give us additional patient, but was able to convince them we could not flex up to 5. No breaks, quick lunch and many interruptions.”
“Due to our patient acuity we could fill these out every day.” (more…)
A few hours ago, I joined hundreds of minimum-wage fast food and retail workers in Chicago and went on strike.
What we’re asking for is simple and fair: $15 an hour and the right to form a union without intimidation.
You can let us know you have our back by signing this petition in support.
Like the Walmart workers who went on strike on Black Friday, and the New York fast food workers who walked off the job soon after, we’re standing up to huge companies like Macy’s, McDonald’s, Wendy’s and Victoria’s Secret, many of which are raking in huge profits.
These companies can afford to pay their workers enough to cover the most basic needs like food, rent, healthcare and transportation.
Paying fast food and retail workers a fair wage and giving us a right to organize without indimidation will not only improve our lives, it will improve Chicago’s economy by giving us the ability to buy the goods and services we need. Today is a huge and exciting step in the right direction.
The Union Advocate is member-produced publication for and by our members at UW Hospitals & Clinics.
|What’s Happening at UWHCA: Censorship & Bullying — Management Attempts to Break CBA|
Interested in Attending Labor Management Meetings? Join your peers at the labor management meetings which are held the 2nd Tuesday of each month in the main hospital. For information contact Larry at the union office at 277-1199.
Our union members continue to file Notice of Risk (NOR) to patient care forms when they face unsafe staffing levels on their units. At the March 12th Labor Management Meeting NORs were discussed from D4/4, D4/5, and F6/6.
D4/4: A float nurse who was assigned three other patients was also assigned to care for the abusive patient referenced in the adjoining article. Since one of the two NAs was sitting the abusive patient there was only 1 NA for the other 17 patients. On the NOR the nurse who filed the NOR wrote,” 1 NA on floor overwhelmed, unable to assist at times when needed. Conditions prevented me from teaching, charting, and performing at level of job description.” Of the 5 nurses on the unit three were 2.5 floats and only 2.5 were core. During the course of the shift the Attending, Intern, Psych CNS, Nurse Manager, and CTL attempted to help care for the abusive patient in bed 74. (more…)
For 73 days, nurses and NAs on D4/4 provided care for the patient in bed 74. This patient was verbally abusive and would wander throughout the floor, often requiring staff to limit their care to other patients to ensure that he would not cause a disturbance. NA staff used to sit with this patient and as a result, on multiple occasions, there was only one NA to care for the remaining patients on the unit. In one Notice of Risk (described in another article), there was only one NA for the remaining 17 patients. In describing the work atmosphere on D4/4 a nurse stated “It always looked like the floor was short because we sat our own. We did not feel that supervisors provided the resources that the patient needed.”
Management had no solution to this problem. However, at the Labor Management Meeting, where this concern was discussed, our union nurses offered some simple, reasonable solutions, such as:
UW Hospital prides itself on providing excellent patient care. Nightly, we are inundated with glossy television commercials that remind us that UW is a prestigious hospital. Nurses on D4/4 and other units are starting to ask the question, ‘Is this the same UW where I work?’
During the week of March 11th, UWHCA management pulled down flyers posted by SEIU Healthcare Wisconsin. These flyers gave helpful information about the work of AFSCME, AFT, and SEIU in the 5,000 Strong campaign, a coordinated effort aimed at harnessing the strength of the more than 5,000 workers and employees of UWHCA who currently have union representation.
The flyer worked to dispel the mistruths of the FAQ circulating by management. It is now clear that their FAQ could not stand up to scrutiny or questioning since management tore down and censored our union’s rebuttal We plan to make it absolutely clear that this sort of bullying will not stand and demonstrates exactly why we need to maintain union representation. If management is willing to attempt to censor basic and lawful speech, we need the union more than ever. It certainly does not found like the “listening and engaging” that was promised in their FAQ.
The good news is that our current collective bargaining agreement (or CBA) has provisions to protect us. This sort of restriction in communication between the union as a whole and each individual the union represents is a violation of our CBA. In Article II, Section 6 of our CBA, it clearly states that our union bulletin boards are important to communication and protected.
Let there be no doubt that our union filed a grievance against this violation immediately. Management’s attempts to stand in the way of something they had agreed to (in the CBA) has only made it more abundantly clear that they have no interest in standing by what they promise without one.
Management is working to take control over the things that matter most to us: Health Insurance, Short Term Disability, ET, and Job Security.
All of this will be implemented if Management has its way. As healthcare professionals, we deserve high-quality affordable healthcare. (more…)