President: Rita Brennan, RN
Phone: 401-831-3647 ext. 22
E-mail: rbrennan@unap.org
Click here to receive email updates
Forms and other documents (requires Microsoft Word)
Memorial UNAP, Local 5082 Executive Board
Rita Brennan
President
Paul Levin
Treasurer
As president of the Memorial Hospital UNAP, Local 5082, I am committed to representing you. To learn more about how your local is working for you, and how you can get involved, check out the President's Message below.
Dear Brothers & Sisters in Solidarity,
Just because you haven’t heard from me in a few months doesn’t mean we have been slacking. During the last calendar year the new Executive Board has worked well together to meet the goals we hoped to achieve for the local, and we anticipate continued progress in 2009.
Our newly formed committees have been a success, with most EB members assuming a committee chair position. We have been involved in approximately 47 meetings to date, and I have appreciated both the EB and membership participation. Over the next few months we will extend invitations to the few ‘new members’ we have not yet met, and finish up our ‘unit specific’ meetings which will include our members on Rehab, Wood 4 and Wood 2. The unit reps are indispensable to our local, and the ‘unit rep’ meetings will increase in frequency this year to enhance membership communication.
I hope you are enjoying the flavor of the bulletin boards with our calendar of events, announcements of new unit reps, UNAP legislative agendas, member activities within the community, and last but not least our monthly “Highlight”. We are really having fun with it, and the response from both members and non members has been overwhelmingly favorable. Most everyone has expressed surprise and appreciation to learn a little something extra about someone they thought they knew. People have reported that they look forward to the beginning of the month to see who will be on display next. Maybe you’re secretly considering being a “Highlight” yourself. Just choose a month and it can be yours!
Although we are selective, over the past several months, there have been several grievances filed. While our goal is to settle a dispute without filing a grievance at all, sometimes we are given no choice. Once a grievance is filed, we follow the grievance procedure attempting to come to a settlement. Most of the time this is possible, however there are some grievances for which the parties are unable to come to an acceptable solution. In these cases the grievance moves to arbitration. Currently one grievance is actively being arbitrated, and a few others may also find their way to an arbitrator. While most of you will never be involved in a grievance, let alone an arbitration, you should be aware that some of your colleagues have been called upon to defend themselves, or come to the defense of another member.
To come to the defense of another is quite remarkable. To step out of your cocoon for someone you may have never met before is even more impressive. Yet this is what our members have done in the past, and when called upon, continue to do for each other to this very day. It is after all what being a union member is all about. While it may not be your reputation, your credibility, or your job on the line today, you know that tomorrow is a different day. Maybe that is why, when called upon, members of our local have consistently demonstrated support for their colleagues. Their willingness to participate in the process of defending actions they believe to be right and just is predictable, and has been a cornerstone of our local for many years.
If there is one thing that is emblematic within our local it is the unquestionable strength of our individual members to welcome a challenge, to be respectfully assertive, and never be intimidated into silence. It is for all of these reasons that I am honored to represent you as President of the Local, and will try my best to never let you down.
Rita Brennan, RN
President
As of January, 2006, all hospitals in Rhode Island must report their nursing staffing plans for every patient care area and shift to the RI Department of Health. This new Hospital Staffing Disclosure law was passed as a result of the tireless efforts of many UNAP members and our allies.
The UNAP intends to assist health care professionals and the general public in evaluating and monitoring hospital staffing plans.
Click here to see Memorial Hospital's current staffing plans.
Click here to see Memorial Hospital's 2006 staffing plans.
In 2007, the Memorial Hospital UNAP waged a strong campaign for a fair contract. Click on the links on the menu to the right to read all about it.
Click here to send a message to Memorial Hospital CEO Frank Dietz.
While Memorial Hospital says it cares about its employees, here are the facts:
* Memorial Hospital wants to financially penalize employees who don't get their hospital care at Memorial Hospital.
* Memorial Hospital is unwilling to make reasonable efforts to avoid the unsafe practice of mandatory overtime.
* Memorial Hospital refuses to provide health insurance to domestic partners.
* Memorial Hospital insists that employees use vacation time when a relative dies while the employee is on vacation.
* Memorial Hospital refuses to create a wage scale that would fairly compensate employees based on their experience.
Memorial Hospital UNAP members are united and determined to win the respect and fair treatment that they deserve. On July 21, over 90% of Union members voted to authorize their negotiating team to issue a strike notice to the Hospital, if necessary. On July 24, over 250 Memorial employees picketed outside the Hospital to demand that Memorial show respect for its employees.
On August 4, Union members voted 229 - 58 to reject Memorial Hospital's final offer. The local will continue with its public campaign for a fair contract. The local will also be meeting to discuss issuing a 10-day strike notice.
To send an email to Memorial Hospital CEO Frank Dietz, click here.
To read recent Providence Journal coverage, click here.
To read recent Pawtucket Times coverage, click here.
In a recent strongly worded decision, the National Labor Relations Board has found Memorial Hospital of Rhode Island guilty of threatening and disciplining employees for wearing buttons and stickers to protest the hospital's positions on issues such as mandatory overtime and medical insurance benefits. In addition, Judge Wallace Nations found that Memorial Hospital illegally interrogated employees on the issue of whether or not they would cross a picket line in the event of a strike.
With respect to Memorial Hospital's attempt to ban Union members from wearing Union buttons and stickers, the Judge wrote:
"The purpose of the ban and the discipline issued for violating the ban was not founded in any concern for patients' feelings, but rather, from management frustration over the progress of contract negotiations and was an attempt to punish the union."
The Judge also criticized hospital president Frank Dietz for issuing a dishonest press release that was calculated to mislead the public:
"This press release appears to me to be trying to create an issue around the button to garner public support for the Hospital's bargaining positions. It is also patently untrue. The button is clearly not inflammatory and there was no showing of any stress caused by the button on the part of any patient or family member."
In response to the decision by the National Labor Relations Board, the UNAP issued the following statement:
"It is a disgrace that hospital management broke the law just to prevent union members from speaking out against the unsafe practice of mandatory overtime. Frank Dietz and hospital management owe our members and the entire community an apology for breaking the law and putting patients and the staff at risk."
CLICK HERE to read Pawtucket Times / Woonsocket Call article.
CLICK HERE to read Providence Journal article.
Today members of the Memorial Hospital UNAP met throughout the day to debate and vote on two issues:
1) Whether to accept the Hospital's final offer or reject it and strike
2) Whether an 80% majority should be required to authorize a strike
Our members voted 159 to 158 to reject the final offer and strike. They also voted in favor of requiring an 80% majority to authorize a strike. Since 51% voted (ie, less than 80%) to reject the final offer and strike, the Hospital's latest offer has been accepted.
The Memorial Hospital UNAP Local 5082 and the Memorial Hospital of RI met through the night last night. At about 5:00 a.m., the Hospital modified the final offer that it had insisted it would not modify for the last three weeks. The modification came with respect to wages. Contrary to the Hospital's position that many employees would lose their raises this year, NO EMPLOYEE WILL LOSE THEIR RAISE THIS YEAR.
Because, however, the Hospital has failed to address the mandatory overtime issue in a meaningful way at the bargaining table, we are going to make Memorial Hospital the "poster child" for why we need the General Assembly to pass legislation banning mandatory overtime.
With these negotiations as a backdrop, Senator John Tassoni and Representative Raymond Gallison, at a recent press conference, said they would be pre-filing mandatory overtime legislation this legislative session provided that they are re-elected. The UNAP and the Memorial Hospital local are committed to continuing the fight to end mandatory overtime.
United Nurses & Allied Professionals, Local 5082
Contract Expiration/Dues Deduction
The contract expired on August 6th. What does that mean?
All terms of the contract remain in full force effect except for the arbitration and dues deduction provisions of the contract.
Will the hospital stop deducting dues from our paychecks?
Yes. The hospital has notified the Union that it will no longer be deducting dues starting next week [August 24th].
Do I still have to pay dues?
Yes.
How do I pay my dues?
You have two options. First, you may pay your dues in the amount of $22.32 on a bi-weekly basis by check. Please make checks payable to UNAP and forward to 375 Branch Ave., Providence, RI 02904. Your other option is to pay on line by clicking here, and then clicking PayPal and following the instructions. You do not need a PayPal account to exercise this option.
10-Day Strike Notice
What is a 10-day strike notice?
Federal law requires that the Union give a 10-day strike notice before going on strike.
Do we vote on giving a 10-day strike notice?
Yes. In fact, we had such a vote a few weeks ago at which 90% of the members gave the Union negotiating team the authority to issue the notice.
What happens when the 10-day strike notice is given?
The hospital must make alternative arrangements for patients and submit a strike plan to the Department of Health. Also, a federal mediator will be assigned to assist the parties in reaching an agreement.
How will we know if the notice has been given?
Each member of the Union will be called immediately.
After the notice is given, must we strike or is there another vote?
There will be another vote based on what is on the table at the end of that period of time.
Layoffs
May the hospital give employees layoff notices after the 10-day notice is given?
Yes. As the hospital makes alternative arrangements for patients, the census goes down, which will result in layoffs. The hospital must give employees at least one week's notice prior to the effective date of the layoff or one week of pay instead of notice.
Are employees entitled to unemployment benefits while on layoff?
Yes, after the first week of layoff.
Are employees eligible for unemployment benefits if they are on strike?
No.
What is the difference between being in layoff status and being on strike?
If employees are laid off because the census has dropped, but employees have not gone on strike, employees are in layoff status and eligible for unemployment benefits. If, however, employees vote to go on strike, and refuse to go back to work when the hospital recalls them, such employees are on strike and ineligible for unemployment benefits.
Are employees entitled to unemployment benefits if they are locked out?
Yes. If, for example, employees go on a strike for a limited time, such as 3 days, and are locked out when they attempt to return to work, they are entitled to unemployment insurance.
When should employees apply for unemployment benefits?
Upon receipt of a layoff notice. The number to call is [401] 243-9100.
Medical Insurance Coverage
What happens to my medical insurance if I am laid off?
The hospital must continue to pay its share of the cost of the medical insurance for the first full month of a layoff.
What happens to my health insurance if I am on Strike?
The employer-paid health insurance will continue through the end of September. At that point, employees will then be able to exercise their rights under COBRA. Specifically, the hospital must notify you in writing of those rights. You must be given the option to continue coverage at the group rate at your expense. You must be given 60 days from the notice to decide whether you will pay at your own expense. You must be given an additional 45 days to pay the premiums if you decide to continue coverage at your own expense. So, you can pay immediately, or wait and see whether you need care during that period and/or see what happens with the strike.
If you have other questions, please give us a call at [401] 831-3647.
Management continues to interrupt staff and the delivery of care, insisting on imposing their views on everybody. As a result, there has been a lot of rumor and speculation. We thought we'd put out a fact sheet to answer some commonly asked questions. If you have additional questions, please feel free to call us at 508-399-6393.
Communication with our members is vitally important. This site will allow us to update you continually on what your union is doing. We will include our latest newsletters, educational programs, legislative activities, fundraising events, contract updates, and other issues of interest and importance to our members. Please feel free to explore the links on this page.
Welcome again!
Linda McDonald, RN
President
T) 401-831-3647 F) 401-831-3677
The RI Hospital UNAP Executive Board urges you to REJECT the Lifespan giveback proposals at the
Emergency Membership Meetings
Wednesday, March 25
8:15 AM & 1:00, 4:30, 6:30 & 8:15 PM
Crowne Plaza • Salon 4 & 5 • Warwick
On Wednesday, March 18, Lifespan announced wage & benefit “takeaways” for all non-union employees, and asked the UNAP to agree to similar givebacks, including
- eliminate the 4% raise that is due this July 1
- reduce the cap on vacation accruals from two years to one year
- decrease tuition assistance and CEU reimbursement
- eliminate per diem bonuses
- eliminate service credits
- eliminate tuition remission for new grads
Because we have a Union contract, we are under NO obligation to agree to these changes.
The RI Hospital UNAP Executive Board unanimously recommends that our members REJECT Lifespan’s proposal because Lifespan is financially healthy.
- Lifespan made over $300 million in profits in the past five years.*
- Lifespan’s net worth has grown over $600 million in the past five years.*
- Lifespan’s endowment is worth $1.1 billion (as of June 30, 2008).*
- Lifespan recently received Standard & Poor’s highest bond rating (AAA).*
- Lifespan’s CEO received a 220% increase in pay and benefits in the past five years. *
(from $1.3 million in FY 2002 to $2.9 million in FY2007)*
- Lifespan gave large bonuses to all senior executives this past December.
* Note: All figures come from Lifespan annual reports (www.lifespan.org/about/reports/annual), IRS-990 forms, and other Lifespan publications.
The final decision to accept or reject Lifespan’s proposal is up to you.
Please join us at the membership meetings and let your voice be heard!
Here you will find links to several commonly used forms that you, as a Unit Rep, or member might find useful. The forms may be downloaded, saved to your hard drive, and printed whenever needed.
Note:
Forms are available in Microsoft Word (.doc) format. Click on the appropriate link to open or download.
The Liaisons at RI Hospital are members and representatives of the Union who are able to answer any questions, solve problems, support all members and serve on committees.
Call one of the liaisons that represent your area.
Mikaela Bessette covers all of Pediatrics, including the PICU, Pedi ED; Adult Emergency Dept; MRI; Cath Lab and Case Management. Mikaela can be reached by phone at 330-8106 or at Mbessette2@lifespan.org
Helene Macedo covers the Operating Room; PACU; Main Building and Step Down Unit. Helene can be reached at 330-7912 or at iski247@cox.net
Isma Gueye covers all the non-nursing technical areas. Isma can be reached at 556-3275 or at igueye@lifespan.org
As always, you can also call the UNAP office at 831-3647.
The RI Hospital - UNAP Report is now online. Each issue is filled with lots of information about the local as well as UNAP. It's never been easier for members as well as the public to stay informed. Take a moment and download your copy now!
These newsletters are in the Adobe (.pdf) format. Download the free reader by clicking the icon.
To: All RI Hospital UNAP membersFrom: Linda McDonald, RN, PresidentRe: Proposed Lifespan-Care New England merger
As you have probably heard by now, Lifespan announced last week that it is planning to acquire the Care New England health care system -- which includes Women & Infants Hospital, Kent County Hospital, and Butler Hospital. Lifespan's proposal must first be approved by both the State and Federal government, and the process is likely to take at least a year.
In the meantime, here are some questions and answers that have already come up:
Was the merger the reason why the Hospital was interested in early negotiations?The merger was never mentioned prior to or during negotiations. The reason for early negotiations, for both sides, was the opportunity to make additional improvements now, and to have economic security as we head into an economically unstable time in the world of health care and hospitals in Rhode Island. Our Union only decided to do early negotiations after 80% of our members who responded to our survey said we should.
Would we have been better off negotiating next year?In light of the possible merger, it is more important than ever to have secured our wages, benefits, and contractual rights for the next four years. Several of the terms of our contract, including wages, are generally better than those offered at Care New England hospitals. By negotiating early rather than next year, we will not have to worry about being pressured to accept a lower economic package or fewer contractual protections.
What would a merger mean for our contract?Our contract will remain in full force and effect and will not be affected by a merger.
Does this mean that UNAP will merge with the union at Women & Infants Hospital?If this merger is approved, there will be four unions in Lifespan -- UNAP, Teamsters, 1199, and RIFT -- with a total of over 6,500 members. We have no plans to merge with any other union, and we would only merge with another union if our members voted to do so. However, we do plan to work very closely with the other unions, to make sure that all our members have the best possible wages, benefits, and contractual rights.
What would a merger mean to our seniority rights?Each hospital in Lifespan and Care New England will be a separate facility with a separate union contract and separate seniority lists. Seniority rights at RI Hospital are now defined as time worked at Rhode Island Hospital. So even if other hospitals come into Lifespan, they will not have Rhode Island Hospital seniority. If Lifespan someday decides that they want to combine services or departments between hospitals, they will have to negotiate the details with our Union.
Is the merger a good idea or not?Before we can answer this question, we will need to know more about Lifespan's plans. Our top priority as a Union will be to ensure that Lifespan is committed to creating a hospital system in Rhode Island that provides the best possible conditions for health professionals to provide the best possible care for patients. Because there will be a lengthy public review of the proposal, we will have plenty of time to evaluate the plan, raise any concerns that we might have, and decide whether to support or oppose the plan.
As of January, 2006, all hospitals in Rhode Island must report their nursing staffing plans for every patient care area and shift to the RI Department of Health. The Hospital Staffing Disclosure law was passed as a result of the tireless efforts of many UNAP members and our allies.
The UNAP intends to assist health care professionals and the general public in evaluating and monitoring hospital staffing plans.
Click here to see Rhode Island Hospital's 2008 staffing plans.
RI Hospital UNAP Campaign for Safety & Quality
Making a difference for staff and patients
Hospital administrators aren’t the only ones who know about, or care about, reducing errors, improving patient outcomes, and increasing patient and employee satisfaction!
The RI Hospital UNAP is conducting a membership survey to develop "staff-driven" proposals to improve conditions for patients and employees. Please take just a couple of minutes to share your thoughts about patient safety, medical errors, staffing levels, patient satisfaction, employee morale, and more. Your input is extremely important to the success of this survey, and we will share the results with you when the survey is complete. Thanks!
General Officers
President
Linda McDonald, RN
Secretary
Barbara Crosby, RN
Treasurer
Katherine Lukas, RN
Area Vice Presidents
Cooperative Care
vacant
Davol Emergency
Mikaela Bessette, RN
Davol OR/PACU
Helene Macedo, RN
Diagnostic Imaging
Charlene Saxe, CT Scan Technologist
ICUs (Adult)
vacant
Jane Brown
Karen Curran, RN
LPNs
Genevieve Rodrigues, LPN
Medical/Surgical (Main Building)
vacant
Other RNs
Donna Ferland, RN
Other Technologists
Isma Gueye, B
Outpatient (Adult)
vacant
Pediatrics
Bernadette Means-Tavares, RN
Respiratory
Bob Frias, Pulmonary Function Lab
Step-Down Units
Kim Campbell
RIH-UNAP UNIT REPRESENTATIVE
FACT SHEET
What are Unit Representatives?
Unit Representatives are unpaid, volunteer representatives of their co-workers and their union. They may be elected or recruited, or may have simply volunteered. Unit Reps are required to obtain at least ten signatures of support from their co-workers (except in particularly small units). The union reserves the right to add, substitute or delete unit representatives.
Who do Unit Representatives represent?
Unit Representatives generally represent their unit. However, there may be times when a Unit Representative is responsible to the employees on a unit other than his/her own. The union strives for an overall Unit Rep:member ratio of anywhere from 1:10 to 1:20. This ratio may vary on a particular unit.
How are Unit Representatives Trained?
All Unit Representatives receive support from union staff and officers, including training classes, books, videos, hand-outs, correspondences, and regular Unit Rep Meetings. Unit Reps attend training classes at which they learn their legal and contractual rights and the basics of grievance handling.
What are the responsibilities of Unit Representatives?
Unit Representatives are responsible for communicating union-wide issues, activities, goals, policies, etc. to their co-workers. Unit Representatives are equally responsible for communicating the concerns, questions, suggestions, needs, etc. of their co-workers to the union leadership.
What are the legal rights of Unit Representatives?
Unit Representatives have the legal right and responsibility to represent their co-worker in grievances and other job-related matters. Unit Reps investigate potential grievances, represent members at investigative interviews conducted by supervisors, and seek to resolve grievances, wherever possible, with the immediate supervisor (Step 1) and/or with the Department Director (Step 2). Unit Reps generally attend Step 3 hearings and arbitrations, as well.
Unit Representatives are authorized to represent their co-workers in unit-specific labor-management issues. Managers are encouraged to work cooperatively with Unit Representatives in an effort to resolve issues of mutual concern. Unit Reps are encouraged to seek the input of their co-workers in such cases.
Members reject Lifespan takeaways
RI Hospital UNAP members voted overwhelmingly last month by 876 to 14 to reject a Lifespan proposal to reduce wages and benefits. The proposed givebacks have already been imposed on non-union employees throughout the Lifespan system; however, the RI Hospital UNAP contract will remain in effect without any of the changes proposed by Lifespan.
Lifespan threatens to take away Service Credits
In spite of the overwhelming rejection of Lifespan's giveback proposals, RI Hospital is now threatening to eliminate the Service Credits that have been paid to employees with 10 or more years of service since at least the 1990s. While Service Credits are not explicitly mentioned in our Union contract, our Union has made clear to the Hospital that Service Credits are a binding past practice that cannot be changed without the agreement of the Union. If necessary, the UNAP will take legal action to protect this benefit.
Union wins arbitration case on unpaid meal breaks
An arbitrator has ruled that RI Hospital violated the Union contract when it added an unpaid meal break to employees who had been hired into 8-hour shifts (as opposed to 8 1/2 hours). The arbitrator ordered the Hospital to return all affected employees to their previous 8-hour shift. The Hospital has not yet complied with the arbitrator's decision, and the Union may need to take legal action to enforce the arbitrator's award. Most (but not all) affected employees work the night shift.
Solving problems in the O.R.
The Union has addressed a number of safety and morale issues in the in-patient OR. A new Unit Rep filed a grievance about a dress code policy about earrings that wasn’t being enforced consistently. In response, the Rep was added to a committee to look at dress code issues in the department. The Union also filed a grievance about members not getting their proper breaks, which resulted in improved scheduling of breaks.
Baylor issues
Baylor nurses on CTIC recently filed a grievance to step 3 due to a change in their weekend schedule. The Union felt that there was no basis for the change. After discussion with the Hospital, the nurses on that unit worked together and came up with their own plan to cover the weekend shifts.
Radiology
Several members received back pay for on-call related issues. Also, the union clarified that UNAP members who graduate from the RI Hospital School of Radiology have first preference for postings in Diagnostic Imaging over non-UNAP students.
How late is late?
The Hospital continues to be aggressive in giving warnings for sick time and tardiness. For example, even if you badge-in within the seven minute window, you are still considered late if you are not ready for work at your scheduled start time. Do not confuse the window for badging-in with the requirement to be ready at the start of your shift….In recent months, several warnings for tardiness and sick calls have been reduced in time or severity in response to UNAP grievances.
Off-cycle pay checks
The Union continues to be successful in getting off-cycle checks for members, particularly when Payroll incorrectly calculates an employee’s hours of work. When employees fail to badge in/out, they may need to wait to the following week to receive the proper adjustment.
Wasting away
The Union worked with a nurse and with management to solve the problem of how to witness wasting of narcotics in a very small department with just one RN.
A RN was disciplined for not properly wasting narcotics. The Union proved the problem was in the Omni cell. The discipline was dropped and the Omni cell has been fixed.
Wrong rate of pay
The Hospital quoted the wrong salary rates to members in a newly formed unit. The Union worked with the Hospital on a solution so that the members would keep their rate of pay and not suffer a loss.
Another nurse had been receiving an incorrect salary rate. When the Union contacted Compensation to alert them of the error, the mistake was corrected and the employee received back pay for all lost wages.
Tuition assistance
The Union successfully intervened to ensure that the Hospital would continue to honor its agreement to pay 100% of the tuition for UNAP members in the BSN program at Salve Regina College who have agreed to remain at the Hospital for two years after graduating.
Vacation clarification
The Union has clarified numerous vacation questions and problems, including:
Change is sometimes better
A nurse who was having practice issues on her unit obtained a more suitable position in a new department which is a much better fit for her. It is important for employees to look for positions that suit their skills and personal attributes, and to job shadow whenever possible before taking a new position.
New Unit Reps
Lots of members are getting involved in the union now. We have been fortunate to get some great new unit reps. They include Wendy Swain, Andrea Stinson, Dave Stephenson, David Onasile, Cheryl Corbesero, Nelson Pedro and Lisa Starnino.
UNAP Liaisons
Helene Macedo and Isma Gueye, UNAP labor-management liaisons, have been a big help in quickly and effectively addressing members questions and problems. They can be reached by email at igueye@lifespan.org and hmacedo@lifespan.org.
State of Rhode Island UNAP Local 5019 was originally represented by RI State Nurses Association, and then affiliated with American Federation of Teachers. We became part of United Nurses & Allied Professionals in 1998. Our local represents Registered Nurses.
President: Cindy Lussier
Phone: 401-831-3647
Visit to access our website.
Forms and other documents (requires Microsoft Word)
Fatima Hospital Local 5110 was organized in 1996, and became part of United Nurses & Allied Professionals in 1998. Our local represents Registered Nurses.
President: Lynn Blais
Phone: 401-831-3647
Forms and other documents (requires Microsoft Word)
As of January, 2006, all hospitals in Rhode Island must report their nursing staffing plans for every patient care area and shift to the RI Department of Health. This new Hospital Staffing Disclosure law was passed as a result of the tireless efforts of many UNAP members and our allies.
The UNAP intends to assist health care professionals and the general public in evaluating and monitoring hospital staffing plans.
Click here to see Fatima Hospital's current staffing plans.
Click here to see Fatima Hospital's 2006 staffing plans.
Westerly Hospital Local 5104 was established in 1995. We saw the benefits and positive gains in working conditions that the nursing and tech staff that had made by forming a union and decided it was time for us to do the same. Our union represents secretaries, food and nutrition staff, housekeeping staff, transcriptionists, clerks, CNAs, switchboard operators, business office staff as well as groundskeepers, mechanical and other ancillary staff.
President: Sue Partelo
Phone: 401-377-2504
Read about the history of our union.
Forms and other documents (requires Microsoft Word)
Copley Hospital Local 5109 is located in Copley, Vermont and was organized in 1997. We became part of the United Nurses & Allied Professionals in 2000. Our local represents Registered Nurses.
Copley UNAP Local 5109 Executive Board
President: Sue Lucas
Phone: 802-888-2815
Vice President: Sandy Grace
Phone: 802-888-1551
Forms and other documents (requires Microsoft Word)
United Nurses & Allied Professionals
LOCAL 5109: A History Of Accomplishments
In April 1997 the Registered Nurses at Copley Hospital voted for union representation. We developed and voted on our constitution (the rules of the union). We nominated and held elections for officers, representatives and our negotiating committee. The union negotiated in good faith until April 30, 1998 at which time negotiations broke down over patient care and professional practice issues. The Copley Hospital Registered Nurses voted by an overwhelming margin to reject the hospital’s “final offer” and begin a strike April 30th 1998. The strike lasted 30 days.
The strike issues were:
The Union at Copley Hospital has made great gains since that strike in 1998, especially when defending and addressing patient care and professional practice issues. The United Nurses & Allied Professionals, Local 5109 collective bargaining agreement reflects those positive gains.
Resource Pool:
The union successfully negotiated all unit based positions and the elimination of the Resource pool.
Job Security:
· The nurses successfully negotiated guarantee of hours.
Wages:
· When the Union was formed in 1997, wages for our members at Copley were among the lowest in the state. With the strength of the union, the research department, and bargaining expertise, wages have risen substantially and there is now a salary scale with annual cost of living increases and step increases on anniversary dates.
Tuition Reimbursement:
· $3,000.00/year tuition reimbursement prorated. 4,200 for nights prorated.
Clinical Ladders Program:
· Successfully revised clinical ladder program.
· Increased clinical ladders compensation.
Professional Practice Committee
· A committee of three nurses selected by the union and three nurses selected by the hospital meet regularly as equals to deal with professional issues including staffing, recruitment, retention, nursing practice, education, and quality issues.
Employee Discipline:
Employees can only be disciplined for just cause. A disciplined employee has the right to union representation. The hospital carries the burden of proof. The employee can challenge discipline before a neutral third party and be represented by professional staff.
Job Assignments:
The contract prohibits the hospital from assigning an employee to duties and tasks for which they have not been oriented and trained. Work schedules must be posted at least 12 days prior to the first day of the period covered by the schedule. Such schedules may not be changed unilaterally by supervisors thereafter.
Differentials:
Increased night, evening, weekend and charge differentials.
Education Oversight Committee:
Committee of three bargaining unit members (selected by the union) and the nurse educator. The committee:
Monitors and reviews education expenditures
Conducts annual educational needs surveys
Recommends and prioritizes in-services
Reviews resources and recommends new purchases
Nursing Quality Committee:
Committee of four bargaining unit members (selected by the union) and one or more hospital representatives. The committee:
Gathers and analyzes data.
Provides research to develop recommendations to insure evidence-based quality nursing care.
Hours of Work:
NO required time off.
Non-traditional shifts established including 12, 10 and 8 hour shifts
While Copley is a seven day a week twenty four hour a day operation, that doesn’t mean that employee work schedules are determined at the whim of the hospital. The Union has negotiated extensive protections and rights regarding assignment to regular shifts, a minimum of every other weekend off, and fair holiday and vacation scheduling.
Mandatory OT:
The Union negotiated limits to mandatory overtime. Mandatory overtime shall not exceed four (4) hours (two (2) hours on nights and shall not occur more than once per posted schedule. Employees can only be mandated to cover unplanned absences that arise with less than eight hours notice.
Shift Rotation:
Eliminated shift rotation for evening and night shift positions.
Rotations of day shift positions, limited to a maximum of 20% of regularly scheduled hours per calendar quarter.
On-Call:
Since the beginning of the Union in 1997, any employee who is on-call must be paid at the on-call rate. If an employee is not being paid to be on-call, the hospital can not require the employee to be available or come in to work if called.
Health Insurance:
Coverage shall remain substantially equivalent and union must be afforded opportunity to provide input regarding any changes.
Shifted 5% of the cost to employer
Representation:
The single most important accomplishment by the union is representation rights in all matters that are related to compensation and/or working conditions. The union represents everyone together in negotiating better pay, benefits and working conditions. Just as important, the union represents individual members on any workplace issue.
Short Notice pay:
Increased from $1.00 per hour to one and one half times hourly rate
Previously excluded if on overtime – now included with overtime (double time if on overtime and short notice)
Per Diems:
Some accomplishments that are specific to Per Diems RN’s are:
Eliminated requirements to be available sixteen (16) weekend hours per month.
Created Seasonal Per Diem position.
Must be given eight – (8) hours notice to be called off for a shift. If called with less than eight – (8) hours notice, the Per Diem Nurse may opt to come in to work or can volunteer to be off.
Defined process for allocating shifts equitably to Per Diems.
Maintained 15% “incentive component” to wage.
Increased weekend differential to $3 per hour for per diems.
Eligible to participate in Clinical Ladders program – now incorporated into Clinical Steps Program.
Eligible for re-imbursement for job-related seminars and in-services by September 1st of the fiscal year provided that we have unspent education funds.
Together we can and do make a difference!!
Pass the Employee Free Choice Act.
To learn more, click here.
End mandatory overtime. Click here to read the bill to end mandatory overtime in Vermont.
President: Karen Kraham
Phone: 802-257-0049
Forms and other documents (requires Microsoft Word)
President: Cindy Rumsey
Phone: 860-928-5878
Forms and other documents (requires Microsoft Word)
Chairperson: Joyce Dion
Phone: 802-463-9746
Forms and other documents (requires Microsoft Word):
On Friday, January 27th, 2006 employees working in the adult services at the Homestead Group (formerly the ARC of Northern Rhode Island) voted by a margin of 103-77 to organize a local union affiliated with the United Nurses and Allied Professionals. Homestead is a not-for-profit human service agency providing supports and services for people with mental retardation and other developmental disabilities.
Jack Callaci, an organizer for the union said, "We believe that employees will now have the strength and the resources to achieve important positive improvements at the agency that none could achieve as individual employees."
The newly organized employees will adopt a constitution, elect officers and a negotiating team and begin the process of negotiating a first contract with the agency. Callaci said, "We look forward to negotiating a contract with Homestead that provides for an effective voice on the job, greater job security, legal rights, input into important decision making and improved pay."
Union supporters also recognize the important work that has to be done to build greater support for fully funding the important programs that Homestead employees provide. Such work will include coalition building in the community and increasing legislative awareness.
The United Nurses and Allied Professionals is an independent health care and human services union representing over 4,500 members primarily in Rhode Island.
Forms and other documents (requires Microsoft Word)
We are all thinking about our futures, the future of our professions, the future of health care, the future of our hospitals and agencies, and the safe delivery of patient care.
We at UNAP think that our futures in health care and the future of health care in our country will be safer, brighter and more rewarding if all health care professionals have the rights and power that our union brings to the workplace, the legislature and the community. In the summer of 1998, 3,500 health professionals formed UNAP in the summer of 1998. Today, we represent 4,500 members in Rhode Island, Connecticut, and Vermont.
UNAP has made it a priority to improve our health care system, improve staffing levels, improve the workplace, and give workers a voice.
UNAP has made a strong commitment to organizing the non-union health care professionals in our health care facilities.
Join the UNAP
To receive more information about organizing in your facility with the United Nurses & Allied Professionals, e-mail us at jjose@unap.org , or contact UNAP organizer Jeanne Jose, RN, at 401-831-3647. All replies will be strictly confidential!
Know Your Rights!
The federal government protects the right of workers to organize in order to address issues of wages, benefits, and working conditions. The law that protects your rights is known as the National Labor Relations Act. Please take a moment to read more about your rights.
Under Federal labor law, all employees have the right to...
Under Federal labor law, the employer cannot ...
Notice to private sector UNAP members and non-members regarding agency fee status
Most UNAP contracts contain union security clauses that say that it shall be a condition of employment that every employee who's a member must remain a member in good standing. Under federal law, this means that you may become a member or choose to remain a non-member. However, non-members must pay dues and fees to the Union because all employees covered by the contract must pay their fair share of the cost. Moreover, non-members lose all rights of union membership, such as attending meetings, voting, and running for office. The Union must fairly represent all employees whether of not they choose to become or remain members.
Non-members have the right to be given sufficient information to intelligently decide whether or not to object to paying dues or fees spent on activities unrelated to collective bargaining, contract administration and grievance adjustment. Non-members have the right to be informed of the process for filing objections. Also, non-members who submit objections will receive a reduction in dues for non-representational activities. The reduction is minimal (currently .58 cents/week reduction in UNAP dues).
For more information regarding your rights, go to:
UNAP Constitution
Rhode Island Guide to Employment Law
National Labor Relations Board
CONSTITUTION OF THE
UNITED NURSES & ALLIED PROFESSIONALS
AS ADOPTED
August 1, 1998
As amended August 27, 1998
November 3, 1999
November 8, 2005
September 6, 2006
ARTICLE I - NAME
This Organization shall be known as the United Nurses & Allied Professionals (“UNAP”).
ARTICLE II - OBJECTIVES
The Objectives of this organization shall be:
Section 1. To provide an effective collective bargaining representative for nurses, allied health professionals, and other health care employees.
Section 2. To bring Rhode Island locals affiliated with UNAP into relations of mutual assistance and cooperation with each other and with organized labor.
Section 3. To actively support the organizing of new UNAP locals.
Section 4. To improve the standards for registered nurses, allied health professionals and other health care employees by advancing economic status, promoting better preparation in basic education programs, encouraging and promoting continuing education, securing working conditions essential to the best performance of services and the most effective delivery of health care through UNAP.
Section 5. To promote the welfare of the health care consumer by providing progressively better access to and utilization of health care resources in this country.
Section 6. To right all forms of bias in health care delivery due to race, creed, sex, age, sexual preference, social, political or economic status, national origin or disability.
Section 7. To promote UNAP local participation in community health programs, health systems, agencies, as well as any other regulatory body affecting the delivery of health care.
Section 8. To work for passage and retention of just laws which will improve the climate for health care consumers, nurses, allied health professionals, and other health care employees.
ARTICLE III - MEMBERSHIP
Section 1. This Organization shall consist of locals of the UNAP in good standing and complying with the Constitution of the UNAP.
Section 2. The UNAP shall establish and maintain a Retired Members' Chapter.
Section 3. No discrimination shall ever be shown toward individual members or applicants for membership because of race, creed, sex, sexual orientation, disability, social, political or economic status, or national origin.
Section 4. Each UNAP local shall annually submit to the UNAP President within sixty (60) days of the close of its fiscal year a copy of the local’s 990 form, LM form(s), and certified audit or audit report from an audit committee composed of at least three (3) members of the local.
ARTICLE IV - OFFICERS
Section 1. The Officers of the UNAP shall be a President, three Vice-Presidents, a Secretary, and a Treasurer. One of the Vice-Presidents shall be designated as Executive Vice-President by a vote of the Executive Council.
** Prior to the first convention, officers of the UNAP will be elected by the presidents of locals affiliated with the UNAP.
Section 2. The Officers shall be elected for a term of two years by roll call ballot at the Biennial Convention.
Section 3. A majority of the ballots cast shall be required to elect officers of the UNAP. In the event that the Elections Committee shall report that no majority has been obtained, a runoff election between the candidates receiving the highest number of votes shall be conducted by roll call ballot.
Section 4. (a) The President shall be the chief executive officer. It shall be his/her duty to administer the affairs of the UNAP and the Executive Council. He/she or his/her designee shall appoint all committees. His/her position shall be on a part-time basis commencing at the adoption of this constitution.
(b) The Executive Vice-President shall assist the President in the performance of his/her duties and shall be responsible to the President for designated UNAP activities. In the event that the President cannot complete his/her term, the Executive Vice-President shall fill the unexpired term.
Each of the three Vice-Presidents shall be responsible for coordination of a program or programs assigned to them. Such programs may include, but are not limited to, professional issues, political action, and organizing.
(c) The Treasurer will be responsible for all moneys. The books of the Treasurer will be submitted to an accountant licensed by the State of Rhode Island for audit within one month after the end of the fiscal year.
(d) The Secretary will be responsible for those duties usual to such office.
Section 5. No more than two elected officers shall be from the same local.
Section 6. No person may be nominated or elected to office unless
1) it can be shown by written declaration or by witnessed verbal assent that s/he will accept the nomination or election; and
2) s/he is a member of an affiliated local.
Section 7. Vacancies in any elective office shall be filled by election by the Executive Council at its next regular meeting after due notice to all member locals.
Section 8. An Officer who misses three consecutive meetings of the Executive Council, without being excused by said Council, shall be notified by registered mail with return receipt and allowed to be present and have a hearing at the next regular Executive Council meeting. He/she may be removed at said meeting upon a motion, seconded, and a majority vote of the Executive Council.
Section 9. With the exception of Article IV, Section 8, recall of any of the officers listed in Article IV may be proposed under the provisions of Article X of this Constitution.
Section 10. Any salary, fringe benefit, or expense account for any officer will be incorporated in a memorandum of agreement upon adoption and annually thereafter.
ARTICLE V - BIENNIAL CONVENTION
Section 1. The Biennial Convention shall be the supreme governing body of the UNAP, and except as otherwise provided in this Constitution, its decisions shall be by a majority vote.
** The first Convention shall be held no later than December 31, 1999.
Section 2. (a) One delegate to the Biennial Convention may be elected by each affiliated local having a membership of twenty-five members or less. For each additional twenty-five members, an additional delegate may be elected.
(b) On all roll call votes at the convention, each local represented shall be entitled to a number of votes equal to the membership of the local.
(c) The votes of a local shall be distributed as evenly as possible among the delegates present at the time of the voting, but votes shall not be fractioned.
Section 3. (a) For the purpose of this Article, membership shall mean the average number on which the per capita tax has been paid to the UNAP for the twelve-month period ending 60 days prior to the Convention.
(b) In the case of locals that have been chartered during the year preceding the Convention, the average shall be computed on the basis of the number of months of affiliation, the minimum for such computation to be two.
Section 4. (a) The Secretary shall notify each local President not less than sixty (60) days prior to the Biennial Convention, designating the time and place of said Convention, and shall furnish each local with a credential form in duplicate for the number of delegates and alternates to which the local is authorized in accordance with the provisions of this Constitution.
(b) The original credential form, properly executed, shall be returned to the Credentials Committee at least twenty (20) days prior to the convening of the Convention.
(c) The duplicate credential form shall be retained by the delegate for registration with the Credentials Committee at the Convention.
Section 5. Each local shall elect delegates to the Biennial Convention in accordance with the provisions of its Constitution.
Section 6. To be represented at the Biennial Convention, locals may not be more than two (2) months in arrears.
Section 7. The rules and order of business governing the proceedings of the Convention shall be the first order of business at the Convention.
Section 8. The Biennial Convention shall be held at a time and place designated by the Executive Council.
Section 9. Resolutions to be considered by the Convention shall be submitted to the Secretary no less than ten (10) days prior to the opening of the Convention or in accordance with the rules adopted for the conduct of said Convention.
Section 10. The President shall appoint, with Executive Council approval, at least twenty (20) days prior to the opening of the Convention, such committees as are necessary to conduct the affairs of the Convention. Such committees may meet prior to the Convention to conduct their business and shall report to the Convention.
ARTICLE VI - EXECUTIVE COUNCIL
Section 1. The Executive Council shall be composed of the six (6) elected officers and the Presidents of each of the locals. The President of each local may send a designee to act in his/her stead at any meeting of the Executive Council.
Section 2. Each Officer on the Executive Council shall cast one vote. In addition, each member who is a local president, or his/her designee, shall cast a number of votes that corresponds to the number of members in the most recent month for which per capita payments were made.
Section 3. Executive Council meetings will be held monthly unless voted upon by the Executive Council.
Section 4. Special meetings of the Executive Council shall be called by the Secretary at the request of the President or at the request of one-third of the members of the Executive Council.
Section 5. The Executive Council shall transact the business of the UNAP between Conventions.
Section 6. In the event of a permanent vacancy in the office of President between Conventions, the Executive Vice-President shall fill the unexpired term.
Section 7. The presence of at least one-third of the members of the Executive Council shall be necessary to conduct business. Locals must be in good standing for the Presidents or their designees to be counted as present.
Section 8. The Executive Council shall have the power to construe and/or interpret the Constitution and any provision thereof.
Section 9. The Executive Council shall have authority to issue and revoke the charters of local affiliates at its discretion.
Section 10. Whenever the Executive Council becomes aware that a UNAP local may be in violation of the UNAP Constitution, the local Constitution, and/or State or Federal law, the Executive Council shall review the matter, make recommendations and/or issue a report to the local Executive Board or membership, and/or take other appropriate actions to ensure compliance.
ARTICLE VII - REVENUE
Section 1. Effective January 1, 2007, all affiliated locals shall pay to the UNAP the following amounts per member, to be paid monthly, on or before the first of each month.
Full dues (at least $15/hour)* $23.84
Half dues (less than $15/hour) 12.45
* Bargaining unit members who pay full dues, but who earn less than $15,000 in a calendar year, are eligible to receive a rebate of the difference between full and half dues, upon presentation of their W-2 form to the UNAP.
Effective January 1, 2007, service and maintenance bargaining unit members who earn in excess of the full dues hourly rate shall pay 75% of the full dues rate.
Effective July 1, 2007, service and maintenance bargaining unit members who earn in excess of the full dues hourly rate shall pay 80% of the full dues rate.
Effective July 1, 2008, service and maintenance bargaining unit members who earn in excess of the full dues hourly rate shall pay 90% of the full dues rate.
Effective July 1, 2009, service and maintenance bargaining unit members who earn in excess of the full dues hourly rate shall pay 100% of the full dues rate.
Effective January 1, 2007, all per diem employees shall pay half dues.
Twenty-five (25) cents of the above amount per member per month shall be allocated to the UNAP PAC account. For the purposes of this Article, membership shall mean the average number of members in the local for the month immediately preceding the due date for which said local paid to the UNAP.
Effective July 1, 2007 and each July 1 thereafter, UNAP dues, and the hourly rate upon which the full rate is based, shall be adjusted by, but shall not exceed, the cost of living index (CPI-U) for the period April 1 through March 31 of the previous year as calculated for the Northeast region of the Bureau of Labor Statistics, U.S. Department of Labor. The dues adjustment shall be voted on by the Joint Executive Board after a comprehensive review of the current fiscal year’s financial report and the proposed budget for the next fiscal year.
Section 2. Member(s) shall not be required to pay monthly dues to the UNAP more than once in any one month. (Any member who belongs to two or more UNAP Locals shall pay the UNAP dues through the Local UNAP affiliate where the member(s) has the greater gross earnings and shall not be required to pay UNAP dues through any other Local for the same time period.)
ARTICLE VIII - FISCAL YEAR
The fiscal year shall be from July 1st to June 30th.
ARTICLE IX - AMENDMENTS
Section 1. Proposed amendments shall be submitted to the Secretary in writing at least thirty days prior to the Biennial Convention. Amendments may be submitted by request to the Executive Council or at the request of a local. The Secretary shall communicate such proposed amendments to all delegates ten (10) days before said Convention.
Section 2. The Constitution shall be amended by two-thirds (2/3) of the votes cast at the convention.
Section 3. Notwithstanding the foregoing, amendments to this Constitution which effect only a change in name of the organization and/or change(s) in affiliation of the organization with other labor organization(s), shall be made by a two-thirds (2/3) vote of the Executive Council, calculated in accordance with Article VI, Section 2, at a meeting of the Executive Council.
ARTICLE X - PARLIAMENTARY AUTHORITY
Section 1. The Executive Council shall be empowered to call special UNAP Conventions after the Biennial Convention has adjourned. In order to issue such a call, a two-thirds vote of the Executive Council must be attained.
Section 2. Those delegates and alternates elected to serve at the Biennial Convention shall stand for all special conventions of the UNAP prior to the next Biennial Convention. Fourteen (14) days notice must be given to all serving at the special convention.
Section 3. The business of the Convention shall be only that for which the Convention has been called as per the motion. The motion for a Special Convention must contain the specific call of the Convention.
Section 4. For the purpose of recall of any officer, a two-thirds (2/3) plus one (1) majority delegate vote at the convention shall be necessary in order to take effect.
Section 5. The rules contained in Robert’s Rules of Order Revised shall govern the UNAP in all cases to which they are applicable and in which they are not inconsistent with rules regularly adopted by the UNAP.
ARTICLE XI – JOINT EXECUTIVE BOARD
Section 1. The Joint Executive Board shall be comprised of the Executive Board members of each affiliated UNAP local.
Section 2. The Joint Executive Board shall meet quarterly and shall be chaired by the UNAP President or her/his designee. Additional meetings of the Joint Executive Board may be convened as needed by the UNAP Executive Council.
Section 3. The Joint Executive Board shall have authority over the following matters:
- approval of the UNAP annual budget;
- endorsement of candidates for political office; and
- other matters referred to it by the UNAP Executive Council
Section 4. Each UNAP local Executive Board member present at a meeting of the Joint Executive Board shall cast one vote. A weighted vote may be called for by a UNAP Local president, in which case each UNAP local in attendance shall be entitled to cast the number of votes equal to the number of members in the most recent month for which per capita payments were made. The votes of each UNAP local shall be apportioned equally to each Executive Board member in attendance from the respective local.
ARTICLE XII – DEFENSE FUND
Section 1. The UNAP shall establish and finance a Defense Fund. The Defense Fund shall be used as a financial resource to the UNAP or any member local for unplanned emergencies. It shall also be used to fund offensive strategies of major strategic importance for which expenditure is unanticipated and/or not budgeted. The Defense Fund shall be funded on a per capita basis at the rate of fifty (50) cents per member per month. All matters such as requests for funds, decisions on whether to grant or deny such requests, and the disbursal of funds shall be governed by the UNAP Defense Fund Guidelines. Such guidelines may be revised by the UNAP Executive Council.
ARTICLE XIII -- POLITICAL ACTION COMMITTEE
Section 1. The UNAP shall establish and maintain a UNAP Political Action Committee (UNAP PAC). The purpose of the UNAP PAC is to achieve maximum political power and effectiveness in the political arena by concentrating and coordinating political action decision-making, strategy, activity and funding. Funding of the UNAP PAC, and the decision-making structure and by-laws of the PAC shall be determined by the UNAP Executive Council. Endorsement of candidates and other matters handled by the PAC shall be done pursuant to the UNAP PAC Guidelines, which may be revised by the UNAP Executive Council. The establishment and maintenance of a PAC in the state of Vermont shall be done consistent herewith, and consistent with the UNAP PAC Guidelines.
ARTICLE XIV – CONSTITUENT COUNCILS
Section 1. The UNAP Executive Council shall have the authority to establish and maintain UNAP Constituent Councils as it deems necessary to further the objectives set forth in Article II herein. Such Constituent Councils may be based on geography, sector, job classification and/or other criteria. Constituent Councils may also be established for retired members and/or unorganized workers. The structure and governing documents of such Councils, i.e. by-laws, shall be determined by, and may be revised by, the UNAP Executive Council.
Northern Rhode Island UNAP Local 5067, which consists of two hospitals, Landmark Medical Center and Rehabilitation Hospital of RI, became part of United Nurses & Allied Professionals in 1998. Our Local represents Registered Nurses, Licensed Practical Nurses, Certified Nursing Assistants, Pharmacists, Physical, Occupational, and Respiratory Therapists, Technicians, Technologists and other health care workers.
Location: 501 Great Rd. Unit 204 North Smithfield, RI 02896
Phone: 401-765-5527
Fax: 401-766-3788
Email: mail@nriunap.necoxmail.com
Requires Microsoft Word
RHRI Professional & Technical Contract
Our Local at Landmark Medical Center and Rehabilitation Hospital of RI represents all employees covered by the Collective Bargaining Agreements. We are affiliated with The United Nurses & Allied Professionals which is an independent Union representing over 4,500 health professionals in several New England states. Through our Union, we have an effective voice in protecting our rights and fighting for safe, quality healthcare.
All members share to support the professional services provided by our Union. We rely entirely on dues to pay for legal representation, arbitrations, research, lobbying, community relations, education, newsletters, office space, supplies and equipment, staff and other professional services.
1. Full Dues $9.64/wk.
2. Half Dues $5.06/wk. (Per Diems and anyone making less than $15/hr.)
3. Full (CNA) Dues $7.57/wk.
4. Half (CNA) Dues $4.00/wk. (Per Diems and anyone making less than $15/hr.)
Weingarten Rights guarantee an employee the right to union representation during an investigatory interview.
1. If a steward (union rep) sees a worker being interviewed in a supervisor's office, can she/he demand to attend the meeting?
Yes. A steward has a protected right to demand admission to a Weingarten interview. However, once the request is made, the employee being interviewed must indicate a desire for the steward's presence. If the employee states that she/he wishes to be interviewed alone, the steward must leave.
2. An employee was summoned to an interview with the supervisor and asked for a steward. In response, the supervisor said, "You can request a steward, but if you do, I will have to bring in the manager, and you know how temperamental she/he is. If we can keep it at the level we're at, things will be a lot better for you." Is this a violation?
Yes. The supervisor is threatening greater discipline to coerce the employee into abandoning her/his Weingarten Rights. This is an unfair labor practice.
3. An employee was ordered by the supervisor to go to the personnel office for a "talk" about her/his attitude. She/He asked to bring a union representative but the supervisor said she/he would have to make that request when they got to the office. Can the employee refuse to go to the office?
No. Weingarten Rights do not begin until the actual interview begins. The employee must go to the office and repeat her/his request to the official conducting the interview. Only if a supervisor makes it clear in advance to the employee that she/he intends to conduct an investigatory interview without union representation, does an employee have a right to refuse to go to the meeting.
4. Can management order a worker to open a locker without a steward being present?
Yes. Locker searches, car searches, or handbag searches are not interviews. Employees do not have a right to insist of the presence of a steward.
5. An employee was given a written warning about poor attendance and told she/he must participate in absence counseling sessions with a member of the personnel department. Does the worker have a right to demand the presence of a union steward at the counseling sessions?
This depends on whether the employee has a reasonable fear that the counseling sessions could result in further discipline. If notes from the sessions are kept in the employee's permanent record, or if other employees have been disciplined after counseling sessions, the employee's fears would be reasonable and would entitle him to bring a steward. But if the employer gives firm assurances that the meetings will not be used for further discipline and promises that the conversations will remain confidential, Weingarten probably would not apply.
6. If a worker is given a warning for misconduct and is asked to sign the acknowledge receipt, must the employer permit her/him to consult a steward before signing?
No. Since the employer is not questioning the worker, Weingarten Rights do not apply.
7. Can a worker insist on the presence of a lawyer before answering questions at an investigatory interview?
No. Weingarten Rights apply only to the presence of union representatives.
8. Over the weekend, a manager called a worker at home to ask questions about missing items. Did the worker have to answer the questions?
No. Weingarten Rights apply to telephone interviews. A worker who fears discipline can refuse to answer questions until she/he has a chance to consult with her steward.
9. A worker was called into the manager's office. She/He asked for her steward, but was refused. The manager said, "Yesterday you refused to work overtime. Therefore, we're giving you a one-day suspension for insubordination." Did the company violate Weingarten?
No. Weingarten Rights do not apply to meetings where employers simply announce discipline. However, if the employer starts asking questions or tries to make the employee admit guilt, Weingarten would apply and the employee can insist on the presence of a steward or other union representative before answering.
10. If a worker's steward is out sick, can the worker insist that the interview be delayed until the steward is available?
No. Management does not have to delay an investigation if other union representatives are available to assist the employee at the interview.
11. Suppose a worker's request for a steward is denied. If the supervisor continues to ask questions, can the worker walk out of the office to get a steward?
In some cases, yes. According to NLRB decisions, when an employee is entitled to union representation and the employer denies the employee's request, the employee can refuse to participate in the interview, even to the point of walking out to seek a union representative. However, if the employee is told to wait while management gets the steward, the employee must stay in the office until the steward arrives.
12. If the company calls a meeting to lecture workers about job performance, do the employees have a right to demand the presence of a union representative before attending the meeting?
No. Holding a meeting on work time that does not involve interrogation is not a Weingarten meeting. There is no right to a steward unless the employer begins asking questions of employees in a manner that creates a reasonable fear of discipline.
As of January, 2006, all hospitals in Rhode Island must report their nursing staffing plans for every patient care area and shift to the RI Department of Health.
This new Hospital Staffing Disclosure Law was passed as a result of the tireless efforts of many UNAP members and our allies.
The UNAP intends to assist health care professionals and the general public in evaluating and monitoring hospital staffing plans.
Click here to see Landmark Medical Center's current staffing plans.
ARTICLE I NAME This organization will be known as the Northern Rhode Island United Nurses and Allied Professionals, Local #5067.
ARTICLE II OBJECTIVES Section 1. To provide an effective collective bargaining representative for nurses, allied health professionals and other health care employees. Section 2. To bring UNAP Locals into relations of mutual assistance and cooperation with the Locals. Section 3. To improve the standards for Health Professionals and other health care employees by advancing economic status, promoting better preparation in basic education programs, encouraging and promoting continuing education, securing working conditions essential to the best performance of services and the most effective delivery of health care through UNAP. Section 4. To promote the welfare of the health care consumer by providing progressively better access to and utilization of health care resources in this country. Section 5. To fight all forms of bias in health care delivery due to race, creed, sex, age, sexual preference, social, political or economic status, national origin, or physical handicap. Section 6. To promote UNAP Locals participation in community health programs, health systems, agencies, as well as any other regulatory body affecting the delivery of health care. Section 7. To work for passage and retention of just laws which will improve the climate for health care consumers, nurses, allied health professionals and other health care employees.
ARTICLE III MEMBERSHIP Section 1. All non-supervisory employees of the Landmark Medical Center and the Rehabilitation Hospital of Rhode Island including nurses, health professionals, technicians and other health care employees are eligible for membership. Section 2. Supervisory personnel shall not obtain membership. Members who are promoted to positions with the rank of supervisor automatically are removed from membership on the effective date of the promotion. Section 3. Employees in public or private health care facilities outside the jurisdiction of this Local may be admitted to membership until such time as a Local is chartered in their jurisdiction. Section 4. No discrimination shall ever be shown towards individual members or applicants for membership because of race, creed, political activities or beliefs, sex, age, sexual preference, economic status, national origin or physical handicap. Section 5. A member may be expelled for acts detrimental to Local #5067 upon presentation of written charges signed by at least one-fourth (1/4) the total membership and approved by at least three-fourths (3/4) the Local's Executive Council. The member shall have the right to appeal the decision to the membership at the following membership meeting and shall be reinstated with full rights if a majority of the members present vote to reinstate.
ARTICLE IV OFFICERS Section 1. The following officers shall be elected biennially by this Local: President Senior Vice-President Vice-Presidents (4) Secretary Treasurer The four (4) Area Vice-Presidents shall be the Registered Nurse Vice- President, the Medical Professional Vice-President, and the Medical Technical Vice-President, and the Certified Nursing Assistant Vice- President. Eligibility for office shall be determined by the Election Committee. Section 2. Membership in good standing for at least one (1) year is required to hold office. This requirement shall be waived where there has been a newly certified bargaining unit. Section 3. An Election Committee made up to six (6) interested non-candidate members shall be elected by a show of hands at the first meeting of the calender year in an election year. Section 4. Elections shall be held by secret ballot during the month of April in even-numbered years. Notice of the election shall be made by mail and received by the membership at least fifteen (15) days prior to the date of the election. A reasonable nomination period shall precede the election and nominations must be accompanied by petitions signed by at least ten (10) members. For a candidate that is to represent a group equal to or less than fifty (50) members, nominations must be accompanied by a petitioned signed by one percent (1%) of the members within that group. Candidates receiving a plurality shall be elected. Candidates are installed immediately upon certification of election results by the Election Committee. Section 5. Vacancies in any office shall be filled by the Executive Council.
ARTICLE V COMMITTEES Section 1. The following standing committees shall be active in this Local: A) Negotiating Committees 1. LMC Negotiating Committee 2. RHRI Negotiating Committee B) Budget Committee C) Grievance Committee Section 2. Special Committees shall be appointed, assigned duties, and apportioned powers by the President and Executive Council as they deem necessary to the proper functioning of the Local.
ARTICLE VI THE EXECUTIVE COUNCIL Section 1. The Executive Council of this Local shall consist of all elected officers. Section 2. The Executive Council shall administer the policy of this Local as set by the membership at regular meetings. It shall have the power to act for the good of the Local in emergency situations where the policy cannot be set by the membership. The Executive Council shall not have the power to override a membership vote. Section 3. The President of the Local shall be the chairperson of the Executive Council. Section 4. The time and place of the Executive Board meeting shall be set by the Executive Council and announced at the previous membership meeting. Section 5. The Executive Council shall have the power to employ all personnel an executive secretary, clerical help, and other persons on a full or part-time basis as may be determined by the needs and finances of the Local. Section 6. The Executive Council shall have the power to make contracts and incur liabilities which may be appropriate to enable it to accomplish any or all of its purposes at such rates of interest and terms and conditions as they may deem appropriate; to issue notes, bonds, and other obligations; and to secure any of its obligations by mortgage, pledge, or deed of trust of all or any of its property and income. Section 7. The Executive Council shall report its activities at each regular membership meeting.
ARTICLE VII AFFILIATIONS Section 1. The Local shall maintain affiliation with the United Nurses & Allied Professionals (UNAP) and send delegates to the UNAP biennial convention. The Local may send one (1) delegate per twenty-five (25) members to the convention. Delegates shall be nominated in writing. A delegate may nominate her/himself or be nominated by another Union member. If nominated by another Union member, the delegate must consent to the nomination. If there is a contest for delegate seats, a notice will be sent to all members announcing the time and place of a secret ballot election. If there is no such contest, all nominees shall be seated as delegates without an election. Alternate delegates may be seated with the approval of the Executive Board. The President and Secretary shall certify and forward the credentials of all delegates to the UNAP office as soon as possible but no later than twenty (20) days before the convening of the convention. The President shall confer with the Treasurer to make sure that the per capita is no more than two (2) months in arrears before the convening of the convention. Section 2. All delegates shall make written reports to the Executive Council on meetings attended. Section 3. Every reasonable effort shall be made by this Local to pay the legitimate expenses of delegates to meetings and conventions of affiliated organizations. Section 4. The Local, to the best of its ability, shall be active in the affairs of affiliated organizations. Section 5. Delegates to affiliated organizations shall meet the same requirements as officers of this Local, that is, they must be a member in good standing of this Local for at least one (1) year.
ARTICLE VIII DUTIES OF OFFICERS Section 1. The President shall preside at all meetings of the Local and of the Executive Council. He/She shall be ex-officio member of all committees (except the Audit Committee), sign all necessary papers and documents, and represent the Local when and where necessary. He/She shall make a report to the membership at least once each year summarizing the accomplishments of the Local and outlining plans for the next year. Section 2. The Senior Vice President shall serve in the place of the President in the absence of that officer. The Senior Vice President shall service the facility from which he/she comes and assist the President as needed. The Senior Vice President shall serve as the chairperson of the Grievance Committee. Section 3. The Vice-Presidents are charged with the responsibility of ensuring that the collective bargaining goals of the Local are carried out on behalf of their constituents. In addition, the Vice-Presidents will assist the President, the Senior Vice President and the local stewards in handling matters of mutual concern to local members. The Vice-Presidents shall have the power to call meetings of stewards and/or members in their area of responsibility. Section 4. The Secretary shall issue all notices, shall answer all correspondence at the direction of the President and shall report outside correspondence to the President and the Executive Council. The Secretary shall record the minutes of the Executive Board and of general membership meetings. Section 5. The Treasurer shall receive, record, and deposit in the name of the Local all monies from dues and all other sources. He/She shall keep the membership roll, issue receipts, and delinquency notices. He/She shall forward all per capita dues and current membership lists to the Office of the United Nurses and Allied Professionals and to other affiliated organizations to keep this Local in good standing at all times. Special care shall be taken to see that per capita tax is not more than two (2) months in arrears prior to the opening date of the UNAP Convention to make sure delegates from this Local may be seated. The Treasurer shall be Chairperson of the Budget Committee. He/She shall present a written report to all members once each year. The Treasurer shall pay all bills authorized by the adopted budget, retaining voucher or invoice for same. Expenses not authorized in the budget must be presented to the Executive Council for authorization.
ARTICLE IX DUTIES OF STANDING COMMITTEES Section 1. The Negotiating Committee will prepare and substantiate salary and other contract proposals. They will present these proposals for approval of the membership and then shall negotiate these proposals with the employer. Section 2. The Budget Committee shall aid the Treasurer in handling local funds and perform an oversight function with regard to local finances. The Budget Committee shall prepare a budget for adoption by the membership at least one (1) month prior to the beginning of the next fiscal year. The fiscal year shall be July 1 through June 30. Section 3. The Grievance Committee shall act on all grievances submitted in writing to the Executive Council. It shall present to the Executive Council a procedure for handling grievances. This Committee shall cause the procedure to be publicized as widely as possible.
ARTICLE X MEETINGS Section 1. The time and place of meetings shall be fixed by the President. Special meetings will be fixed by the Executive Council. Section 2. There shall be at least two (2) meetings per year. Section 3. A quorum shall consist of five percent (5%) of the total membership.
ARTICLE XI FINANCE Section 1. Regular dues shall be fixed by a majority secret ballot by members present at any regular meeting. Providing notice of the contemplated dues increase has been announced by mail at least thirty (30) days prior to the meeting date. Section 2. Additional finances may be obtained by fund raising activities. Section 3. The Treasurer books shall be audited yearly.
ARTICLE XII RULES OF ORDER Roberts Rules of Order, Revised, shall govern in all cases not covered by this Constitution or by the By-Laws of this Local.
ARTICLE XIII AMENDMENTS Section 1. This Constitution may be amended by submitting a proposed amendment(s) at any regular membership meeting. Such proposal(s) shall be read to the assembled members. Approval by three-fourths (¾) of the members present shall be sufficient to adopt the proposed amendment. Section 2. By-Laws may be amended by submitting proposed amendment(s) at any regular membership meeting. Such proposal(s) shall be read to the assembled members. Approval by a majority of the members present shall be sufficient to adopt the proposed amendment.
ARTICLE XIV AVAILABILITY OF CONSTITUTION Section 1. Three copies of this Constitution and all future amendments shall be submitted to the Office of the United Nurses and Allied Professionals. Section 2. Copies shall be made available to other affiliated organizations upon request to the Secretary. Section 3. Copies shall be available for any member of this Local upon request to the Secretary.
ARTICLE XV BY-LAWS 1. Effective January 1, 2002 and each January 1 thereafter, Local dues shall be adjusted upward by, but not more than, the cost of living index (CPI-U) for the relevant period of the previous year as calculated for the northeast region of the Bureau of Labor Statistics, U.S. Department of Labor. CNA's, other service employees and maintenance employees shall pay 25% less than the Local dues set forth herein. 2. Members who work one-half (½) the regular work week or less shall pay the UNAP dues rates plus one-half (½) the Local dues. 3. Members with an annual income of less than twelve thousand dollars ($12,000) or amount mandated by the UNAP shall pay one-half (½) the regular monthly dues. 4. A member on an unpaid leave of absence, or who is not receiving monies from the Landmark Medical Center and/or Rehabilitation Hospital of Rhode Island, shall be considered an inactive member, not liable for dues during that period. The Treasurer must be notified as soon as possible. The member shall become liable for dues upon return to work. 5. A member on a paid leave of absence, receiving monies from the Landmark Medical Center and/or Rehabilitation Hospital of Rhode Island shall be subject to regular payment of dues to remain in good standing. 6. Members who choose not to pay dues by payroll deduction shall pay the annual amount for the fiscal year beginning July 1st through June 30th , and shall be responsible for payment of per capita increases during that year. Annual payments shall be mailed to the Treasurer by May 30th of each year. 7. A Negotiating Team for each facility shall be appointed by the President. Any elected officer from a facility shall serve on that facility's Negotiating Team. A Negotiating Team Recording Secretary shall be elected from the team members. 8. With respect to Local #5067, it shall be a chargeable offence for a member to knowingly work for the employer against whom a strike has been called. Charges against a member not honoring a strike shall be made in writing, signed by the member or members making such charges and presented to the President. The Secretary shall send a copy of the letter to the accused party. If the party feels that he/she has been unjustly accused, a hearing will be scheduled with the Executive Council and members involved. Where charges are upheld, the member will be fined seventy-five percent (75%) of their net pay. 9. An officer who misses three (3) consecutive meetings of the Executive Council without being excused by said Council, shall be notified by the President and allowed to be present and have a hearing at the next regular Executive Council meeting. He/She may be removed at said meeting upon a motion, seconded and a majority vote of the Executive Council. 10. An officer who misses a total of four (4) consecutive regular membership meetings without just cause (sickness or personal emergency constitutes just cause) shall be removed from the Executive Council. 11. Representatives. About ten (10) Representatives from LMC and about five(5) Representatives from RHRI will be appointed by the President. Any Representative who misses two (2) consecutive monthly Rep meetings without being excused shall be removed from his/her position by a vote of the Executive Council. The member shall be notified of his/her status by mail. 12. With respect to Local #5067, any new employee who has not joined the Union in sixty (60) days from their hire date will be charged a seventy-five dollar ($75.00) penalty fee, which shall be PAID to the Union Treasurer upon signing a membership card. 13. With respect to Local #5067, a member who resigns from the Union will not be eligible to rejoin without paying a Reinstatement Fee of seventy-five dollars ($75.00) which shall be PAID to the Union Treasurer upon signing a membership card.
Last Revised: January 18, 2006
President
Jan Peso, RN Cath Lab 6:30am-4:30pm
Senior Vice President
Nina Rotatori, Cat Scan Tech 11pm-7am
Treasurer
Pat Hazebrouck, RN PACU 7am-3pm
Medical Professional Vice President
Joe Azar, Phamacist 7am-3pm
Medical Technical Vice President
Chuck Constantineau, Lab Tech 11pm-7am
Nursing Vice President
Diane King, RN OR 7am-3pm
CNA Vice President
Tina Rose, CNA Mental Health 7am-3pm
Secretary
Lisa Beauregard, CNA RHRI 11pm-7am
Union Reps: LMC
Vic Caron, RN ED 11pm-7am
Martha Charley, RN PCU 7am-3pm
Carol Franz, RN LDRP 3pm-11pm
Brenda Schobel, RN Med/Surg 7am-3pm
Union Reps: RHRI
Roger Beaudreault, CNA 3pm-11pm
Kou Dorley, Respiratory Therapist 7pm-7am
