We are done reviewing the contract and are in the process of getting all the Bargaining Committee members to sign it. That should be done in the next day or two. Then we will start printing and passing out copies.
Let's continue our walk through our contract.
Article 4, Management Rights
Basically, this says that management has the right to run the hospital as they see fit, unless those rights are modified elsewhere in the contract.
Before the contract, management had the right to do this on everything.
Article 5, No Strike, No Lockout
We agree not to strike and they agree not to lock us out, for the duration of the contract. (3 years)
A strike is never to be taken lightly. That's why in our contract and bylaws we have a rule that 75% of union members must vote to authorize it.
That means, that 75% of your fellow Backus nurses who have signed union cards would have to feel strong enough to vote to authorize.
It is always our decision, no one from the AFT Connecticut or AFT national has a say.
Article 6, Union Security
All employees who are covered by this contract must become Union Members or pay agency fees.
All full and part time Backus RNs are protected by the contract. It is only right that we share the costs of administering it.
We will take part in new employee orientations and distribute a Union orientation packet at that time.
Article 7, Dues Checkoff
The hospital will payroll deduct and send to the our Local the union dues or agency fees for anyone who has filled out a Union Membership/authorization for payroll deduction card or an Authorization for Check-Off of Agency Fees/authorization for payroll deduction card.
Dues and fees stay in the account of our Local, right here in Norwich, controlled by the Local's Finance Committee and administered by our Local Treasurer. All Local checks need to be signed by by the Local Treasurer and President and all expenses are reviewed by the Finance Committee.
Article 8, No Discrimination
Neither the hospital nor the union will practice discrimination.
Sexual harassment will not be permitted.
Sunday, June 24, 2012
Thursday, June 21, 2012
Understanding our contract, Articles 1,2,3
I thought I might work my way through our contract and do my best to explain the articles. Please remember, I am not a labor lawyer, and some things are open to different interpretations.
Articles 1,2,3.
Intent, Recognition, Definitions.
Basically, these three articles state that this is a contract between the hospital and the Employees, who are the union, covering working conditions. This includes hourly RNs who work full or part time for W W Backus hospital. including at the main hospital, the BOCC, and the new Plainfield ED. It does not include those working at the Backus out patient centers in Colchester or Montville or for Backus Home Care, because they do not work for the hospital, they are under a different wing of Backus Corporation.
It defines part time as a budgeted position of at least 4 hours a week.
It defines per diem as not being covered by the contract and working on an "as needed" basis, not required to work any set hours, position, or schedule to maintain employment.
I know this is somewhat confusing. Basically, the union wanted to keep all RNs in the bargaining unit and the hospital wanted to exclude as many as possible. It's the strongest language we could get.
The hospital has tried to clarify this with their new policy that per diems must be available for 96 hours every 6 months including one holiday. 96 hours is less than the 4 hours that defines part time and it does not state that per diems must "work" 96 hours, only be available. It also does not state that per diems must work any particular day of the week, such as weekends or any particular holiday.
If something changes in the policy or in how it is carried out in practice, we will evaluate and if appropriate, we will claim these nurses as part time and thus covered by the contract.
Articles 1,2,3.
Intent, Recognition, Definitions.
Basically, these three articles state that this is a contract between the hospital and the Employees, who are the union, covering working conditions. This includes hourly RNs who work full or part time for W W Backus hospital. including at the main hospital, the BOCC, and the new Plainfield ED. It does not include those working at the Backus out patient centers in Colchester or Montville or for Backus Home Care, because they do not work for the hospital, they are under a different wing of Backus Corporation.
It defines part time as a budgeted position of at least 4 hours a week.
It defines per diem as not being covered by the contract and working on an "as needed" basis, not required to work any set hours, position, or schedule to maintain employment.
I know this is somewhat confusing. Basically, the union wanted to keep all RNs in the bargaining unit and the hospital wanted to exclude as many as possible. It's the strongest language we could get.
The hospital has tried to clarify this with their new policy that per diems must be available for 96 hours every 6 months including one holiday. 96 hours is less than the 4 hours that defines part time and it does not state that per diems must "work" 96 hours, only be available. It also does not state that per diems must work any particular day of the week, such as weekends or any particular holiday.
If something changes in the policy or in how it is carried out in practice, we will evaluate and if appropriate, we will claim these nurses as part time and thus covered by the contract.
Sunday, June 17, 2012
Dad
I've written about my Dad before. Today, I guess because it's Father's Day, I found myself thinking about him again, and feeling like I should blog about him.
I was sitting in church this morning when I first thought about him. Church has gotten a bad name in recent years. There's been scandals over mistreatment of youth and stealing of money. There's also abuse in the name of God. One only needs to look at how we justified things like slavery.
But the true message, of all major religions and philosophies, is as true now as it ever was, and it can never be soiled by controversy, because the message is pure.
That message was given to me by my Dad.
I remember he had very little on the top of his bureau in his bedroom, but he did have one wooden plaque. It read, "Never judge a man until you walk a mile in his moccasins".
I often wondered if his friend Duke, a Native American from the Midwest, had given it to him. Duke was one of the guys who pulled my Dad to safety on a South Pacific beach in WWII.
Anyway, my Dad never preached about how to live, but he led by example.
His philosophy was simple. Treat others with respect and as equals. If you have the ability, help your fellow man out.
So at a time when tolerance of others was not popular, my Dad was a friend to people of all religions, races, colors and economic status. He didn't have to say this was the right way to live, he lived it.
He dragged my bother and myself along one day to help empty a chicken coup of dead hens. The farmer was a customer of his, but he was also a friend. They had lost power and the birds had all suffocated. Dad didn't have to do it. But, then again, he did. Because it was the right thing to do.
He admired with wonder his brother Matt's skill at fixing cars, realizing that although Dad had the college education, Matt was as intelligent, if not more.
Our Jewish neighbors had one difference from us, they went to temple, we went to church, nothing more.
When Cesar Chavez led the grape boycott in California for a better life for his people, grapes disappeared from our table in Connecticut.
There are so many other examples.
John the Baptist said that the man who has two coats should share with the man who has none and Jesus said that he who is without sin should cast the first stone.
I heard these things in church.
I SAW them at home.
Thanks Dad.
I was sitting in church this morning when I first thought about him. Church has gotten a bad name in recent years. There's been scandals over mistreatment of youth and stealing of money. There's also abuse in the name of God. One only needs to look at how we justified things like slavery.
But the true message, of all major religions and philosophies, is as true now as it ever was, and it can never be soiled by controversy, because the message is pure.
That message was given to me by my Dad.
I remember he had very little on the top of his bureau in his bedroom, but he did have one wooden plaque. It read, "Never judge a man until you walk a mile in his moccasins".
I often wondered if his friend Duke, a Native American from the Midwest, had given it to him. Duke was one of the guys who pulled my Dad to safety on a South Pacific beach in WWII.
Anyway, my Dad never preached about how to live, but he led by example.
His philosophy was simple. Treat others with respect and as equals. If you have the ability, help your fellow man out.
So at a time when tolerance of others was not popular, my Dad was a friend to people of all religions, races, colors and economic status. He didn't have to say this was the right way to live, he lived it.
He dragged my bother and myself along one day to help empty a chicken coup of dead hens. The farmer was a customer of his, but he was also a friend. They had lost power and the birds had all suffocated. Dad didn't have to do it. But, then again, he did. Because it was the right thing to do.
He admired with wonder his brother Matt's skill at fixing cars, realizing that although Dad had the college education, Matt was as intelligent, if not more.
Our Jewish neighbors had one difference from us, they went to temple, we went to church, nothing more.
When Cesar Chavez led the grape boycott in California for a better life for his people, grapes disappeared from our table in Connecticut.
There are so many other examples.
John the Baptist said that the man who has two coats should share with the man who has none and Jesus said that he who is without sin should cast the first stone.
I heard these things in church.
I SAW them at home.
Thanks Dad.
Friday, June 15, 2012
Union Update
The members voted yesterday to approve the constitution and bylaws.
Our next task is to elect officers and select and train delegates (stewards) and select committees and get them up and running. Until we establish permanent delegates and train them, the members of the bargaining committee are our acting delegates.
We will have an open house at the union office, 308 Salem turnpike, on July 10, from 12 noon till 5:00. Nominations for office will be from noon till 2:00 and voting from 2:00 to 5:00. All members are eligible to run for office, and all members are encouraged to come and vote. It'll also be an opportunity to see your office, enjoy some good food, and discuss issues and the future of your Local in a relaxed atmosphere.
Wage increases should have been in your checks this week. We are asking everyone to check the accuracy for the increase. Most of you should have received a 3% increase. A small group should have gotten a larger increase because you were behind your graduating class. There are a few exceptions to these rules. With this many people getting increases, mistakes are bound to happen and we have already been told about some. This is easy to correct. If you did not get 3% (or better), please email the delegate from your area and me. We will check and inform HR of any errors.
We have a labor-management meeting on Monday, and we will discuss wage increase issues. There are also issues on schedules and vacations that have come up and other issues. If you have anything that you think we need to discuss, please email your delegate and me. This is a period of great learning for managers. For the first time, they need to work with a contract agreement, it will take time for everyone to fully understand.
We hope to finish proof reading the contract on Monday and get copies made and out to all members shortly after that. Thank you for your patience.
If you have not yet filled out a Membership Application or an Agency Fee card, please see your delegate.
The bargaining team is our leadership committee until officer elections take place in July.
They have been asked to consider endorsing Tom Reynolds for State Senator from the 19th district. Tom has been a champion for working men and women during his service as State Representative. He was a supporter of our campaign to organize, signing letters of support and speaking in at our rally.
Therefore, the bargaining committee strongly endorses Tom Reynolds for State Senate from the 19th district and encourages members to support him.
To qualify for matching funds under state election laws, Tom needs several hundred small donations (as little as $5) from voters in his district. Please consider sending $5 or more if able. to www.reynoldsforchange.com/donate.html
Our next task is to elect officers and select and train delegates (stewards) and select committees and get them up and running. Until we establish permanent delegates and train them, the members of the bargaining committee are our acting delegates.
We will have an open house at the union office, 308 Salem turnpike, on July 10, from 12 noon till 5:00. Nominations for office will be from noon till 2:00 and voting from 2:00 to 5:00. All members are eligible to run for office, and all members are encouraged to come and vote. It'll also be an opportunity to see your office, enjoy some good food, and discuss issues and the future of your Local in a relaxed atmosphere.
Wage increases should have been in your checks this week. We are asking everyone to check the accuracy for the increase. Most of you should have received a 3% increase. A small group should have gotten a larger increase because you were behind your graduating class. There are a few exceptions to these rules. With this many people getting increases, mistakes are bound to happen and we have already been told about some. This is easy to correct. If you did not get 3% (or better), please email the delegate from your area and me. We will check and inform HR of any errors.
We have a labor-management meeting on Monday, and we will discuss wage increase issues. There are also issues on schedules and vacations that have come up and other issues. If you have anything that you think we need to discuss, please email your delegate and me. This is a period of great learning for managers. For the first time, they need to work with a contract agreement, it will take time for everyone to fully understand.
We hope to finish proof reading the contract on Monday and get copies made and out to all members shortly after that. Thank you for your patience.
If you have not yet filled out a Membership Application or an Agency Fee card, please see your delegate.
The bargaining team is our leadership committee until officer elections take place in July.
They have been asked to consider endorsing Tom Reynolds for State Senator from the 19th district. Tom has been a champion for working men and women during his service as State Representative. He was a supporter of our campaign to organize, signing letters of support and speaking in at our rally.
Therefore, the bargaining committee strongly endorses Tom Reynolds for State Senate from the 19th district and encourages members to support him.
To qualify for matching funds under state election laws, Tom needs several hundred small donations (as little as $5) from voters in his district. Please consider sending $5 or more if able. to www.reynoldsforchange.com/donate.html
Wednesday, June 13, 2012
Vote on Constitution/Bylaws
The vote on our Constitution and Bylaws is tomorrow, Thursday, 6/14, from 2-5 pm, in conference room 1 at the hospital. I encourage all members to come and vote. It should be quick, just walk in, get checked off the list of members, vote, and you're done, much like voting in a general election. If you haven't had a chance to fill out a Membership Application, it's not a problem, you can fill one out then and vote. As in all union elections, only members can vote.
I would also like to encourage people to sign up to serve on committees and/or as delegates (stewards). Sign up sheets will be available Thursday. Some of the committees are listed in the constitution ( Negotisting, Finance, Elections, Communication and Publicity, Grievance) but you'll notice on page 10, "Other Committees".
Some of the possible ideas are: Health and Wellness, Community Outreach, Recreation, Education, Workman's Comp, Workplace Violence and Safety, Political Liaison, and more.
If you have something that interests you, maybe something you're already involved in, talk with us, maybe it's something union members could help with.
I also understand people are busy with life. Maybe your time is so limited that you can only contribute ideas right now, that OK, we need good ideas, good guidance.
Our Local will be what we make it.
I would also like to encourage people to sign up to serve on committees and/or as delegates (stewards). Sign up sheets will be available Thursday. Some of the committees are listed in the constitution ( Negotisting, Finance, Elections, Communication and Publicity, Grievance) but you'll notice on page 10, "Other Committees".
Some of the possible ideas are: Health and Wellness, Community Outreach, Recreation, Education, Workman's Comp, Workplace Violence and Safety, Political Liaison, and more.
If you have something that interests you, maybe something you're already involved in, talk with us, maybe it's something union members could help with.
I also understand people are busy with life. Maybe your time is so limited that you can only contribute ideas right now, that OK, we need good ideas, good guidance.
Our Local will be what we make it.
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