Welcome to Local 5082
Memorial Hospital UNAP Local 5082 was formed in 1987. We became part of United Nurses & Allied Professionals in 1998. Our local represents registered nurses, pharmacists, PT, OT, educators, technologists, and other health care professionals.
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)
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.
August 2010
August 22, Monday 4:00 pm - Executive Board
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!
Helene Macedo, RN
President
T) 401-831-3647 F) 401-831-3677
From time to time, the Union and the Hospital enter into Memoranda of Agreement (MOA) to clarify the contract, address new issues, or settle grievances. Below are links to some MOAs that are currently in effect:
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 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.
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
vacant
Davol OR/PACU
Helene Macedo, RN
Diagnostic Imaging
vacant
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.
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!
For more than two years, Lifespan has been working on plans to take over Care New England, the hospital system that includes Women & Infants, Butler, and Kent Hospitals. If this merger happens, Lifespan will control more than 70% of all hospital jobs and services in Rhode Island, and will dominate health care in the State.
More recently, Lifespan announced plans for RI Hospital to take over The Miriam Hospital. Lifespan is now considering ways to combine certain services that are currently offered at both hospitals.
What do you think of Lifespan's merger plans?
Lifespan's plan to build a hospital empire in Rhode Island may be good for Lifespan, but is it good for employees and patients?
Click here to take a UNAP survey about Lifespan's plans to merge RI Hospital and Miriam Hospital.
Click here to take a UNAP survey about Lifespan's plans to merge with Care New England.
To send us general comments about either merger, click here.
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.
Local Representative Council
Karen Cribari
Terry Davison
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: 802-356-7347
The Union Bulletin: The newsletter of Local 5051, HCRS Clinicians
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 5,500 members in Rhode Island, Connecticut, and Vermont.
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 ("Beck")
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 .46 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
Click here for a copy of the UNAP Constitution.
Welcome to the Kent Hospital UNAP website!
Kent Hospital UNAP Local 5008 represents over 600 Registered Nurses at Kent Hospital in Warwick, Rhode Island.
A brief history of Kent Hospital UNAP
Registered Nurses began organizing our Union in 2007, and we successfully won our Union through a secret ballot 
In July, 2009, after nearly six months of difficult, but respectful, contract negotiations, we successfully negotiated our first Union contract with Kent Hospital.
Our rights as Kent Hospital UNAP members
As Union members, we are protected by our contract and by Federal law. Here are just a few of our rights:
> For more information about your rights under the Union contract, click here.
> For more information about your rights under the National Labor Relations Act, click here.
What's happening with the Lifespan-Care New England merger?
To learn more and to voice your opinion, click here.
If you would like to receive email updates from the Union, click here to send us your name and email address.
Contact us
Your Union officers and executive board members have been elected to represent YOU. If you have a question, problem or suggestion, please get in touch with us. Click here for a list of our Union Executive Board.
President
Rose Desnoyers, BS, RN, IMCU
Union office: 401-831-3647
Union cell: 401-862-0388
email: rdesnoyers@unap.org
The next General Membership Meeting of the Kent Hospital UNAP, Local 5008 will be:
Tuesday, June 22, 2010
9 AM and 12:30, 4:30 & 7:45 PM
Warwick Public Library
Sandy Lane, Warwick
________________________________________________________
Upcoming membership meetings:
September, 2010
December, 2010
dates and times to be announced
July 23, 2009
Dear Colleague:
I am writing to you for several reasons. First, I want to offer a few observations regarding the approval of our first contract. Second, I want to let you know about the important issues we will now be addressing and finally, I want to offer some thoughts on where we go from here and invite any of you who wish to be involved in your Union to become unit representatives.
I want to thank the members of the negotiating team and all of the unit reps who worked so hard to negotiate our first contract. Like any negotiation, we didn’t get everything that we wanted. But it is important to note that this is the beginning, our first contract not the end. I am already thinking about proposals to improve our contract in the next round of negotiations that will begin less than 1- 1/2 years from now.
On the core economics, I am proud of the fact that while many employers, including a number of area hospitals, are freezing wages we will receive a minimum raise of 8% over two years , well above the rate of inflation. I am also proud of the fact that we added an additional 4% to the rates for nurses with more than ten years experience. The return of Blue Cross at affordable rates is another major accomplishment.
The rights negotiated into our first contract provide many protections and benefits we did not enjoy before. We will be spending a lot of time educating our unit reps in effective methods of enforcing our rights and we will be working with management to make sure our rights are honored. Now that our contract is completed, we have to turn our attention to other pressing issues including the Lifespan/Care New England merger.
Once again, the Lifespan/Care New England merger talks are back on track. And once again our Union will be negotiating with representatives of Lifespan and Care New England in an effort to provide job security and job protections for any impact the merger may have on our hospital and the services we provide. I will be seeking a no layoff clause for any of our members affected by an approved merger.
Last week I met with our new Chief Nursing Officer, Rene Fischer. We discussed the challenges we all face in working to make Kent the best place to be a patient and the best place to practice the nursing profession. I will be meeting with your Executive Council next week and all of your unit reps shortly thereafter. Our goal is to identify the most pressing issues we face including staffing. We plan to send out a survey in several weeks to all of you to obtain your suggestions and input. And we will then begin the hard work in addressing the most important issues.
Finally, let me remind you that this is our Union - it belongs to all of the professional nursing staff at our hospital. It is now up to us to make our Union the best. I respect differences of opinion and those who may have a different view of things than I may have. Within the context of honest differences, lets move forward together. I have appreciated all of the efforts made by the UNAP staff assigned to us to organize our Union and bargain our first contract. Now it is up to all of us to take full control of our Union and move it effectively to address the issues most important to us.
Please look for the forthcoming survey by mail or website in several weeks and enjoy the rest of the summer.
Sincerely,
Rosemarie A. Desnoyers, BS RN
President
Our new Union contract is the first ever at Kent Hospital. Our contract describes and protects all our legal rights and benefits as Kent Hospital employees represented by the UNAP. If you have a question about your rights under the contract, please contact a Unit Rep or Union Executive Board member.
Our contract was negotiated with a lot of hard work by many dedicated Kent Hospital nurses. Thanks to all of you who worked so hard.
Click below to read the following:
What have Local 5008 Nurses gained in our new contract?
Article 12: Categories of Employees
Article 13: Grievances
Article 14: Hours of Work
Article 14A: Weekend Alternative
Article 15: Shift Rotation
Article 16: Float Districts
Article 17: Discipline
Article 18: Posting and Transfer
Article 24: Leaves of Absence-Paid
Article 25: LOA-Unpaid
Article 28: Holidays
Article 29: Vacations
Article 33: On Call
Article 36: Education Tuition
Article 38/39: Health and Dental Benefits
1st year: Increase of 2% for health insurance (FT)
Increase of 1% for health insurance (PT)
Article 48: Duration
Article 53: PPA
**Enhanced policy for BID SHIFT written procedures now in place for fair and equitable distribution of shifts.
Article 30: Salary
Click here to see new wages scales and examples of wage increases!
UNAP LOCAL 5008 EXECUTIVE BOARD
Rosemarie Desnoyers, President
Intermediate Care Unit
862-0388
Debra Almeida, Executive Vice President
Psychiatric Care Unit
828-5542
Debra Choiniere, Treasurer
827-0252
Diane Ardito, Secretary
Emergency Room
954-0747
Roseanne Carey
Vice President Area 1
Emergency Room
884-9348
Vice President Area 2
TBA
Cheryl Kowal, Vice President Area 3
Post Anesthesia Care Unit
828-1553
Janice McKenna, Vice President Area 4
3 South
726-5615
Colleen Aceto, Vice President Area 5
Women’s Care Unit
397-1892
Susan Mochrie, Vice President Area 6
4 North West
826-2775
Jan Colvin, Vice President Area 7
Outpatient Infusion
739-6826
Our Union constitution was adopted by a vote of our members on November 19, 2008.
Click here for a copy of our constitution.
Click below to obtain the following important Union forms:
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
As of January 31, 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 Rehabilitation Hospital of Rhode Island's current staffing plans.
Denise Boulanger was the President of Northern RI UNAP Local 5067 from it's inception in 1984 and remained President until 1994. This scholarship was named after Denise by the Scholarship Committee in 1993. Denise served on numerous committees dealing with health care and Union issues. She was known for her honesty and perseverance when dealing with issues of health care workers and their families.
ELIGIBILITY:
The applicant must be a member or child of a member in good standing of Local 5067.
The applicant should have applied to an institution of higher learning.
All information requested must be supplied by the applicant.
HOW TO APPLY:
Carefully fill in all information requested. (Any false information will void this application).
Applications must be complete. Incomplete applications will not be considered.
Applications must be returned to the Union Office by Wednesday October 17, 2007.
Applications for this scholarship will be reviewed by the Scholarship Committee.
Click here for application (requires Microsoft Word).
RULES AND REGULATIONS:
Awards are for the current year and must be presented to the recipient (member or child) at the Union Office.
Please note: We will be publicizing the winners of the scholarships.
There will be two (2) scholarships available for $500 each.
The recipient will receive a check in the amount of the scholarship awarded once verification of registration for the semester at the respective school has been received by the Scholarship Committee.
This scholarship money will remain designated for the winner for one (1) year, if not used in this time, the money shall be forfeited by the recipient and returned for future scholarships.
June 6, 2007
Treasurer's Report
Dear Colleagues:
Fiscal year 2006/2007 will close on June 30, 2007. The Budget Committee met on 5/7/07 to review expenses (actual and projected) for this current fiscal year and has prepared a budget that will be voted on today at the membership meetings for fiscal year 2007/2008.
Despite having unprecedented expenses for contract negotiations and arbitrations this year, our treasury remains financially sound. Contract negotiations cost the local $19,876 but were reduced by $10,000 after receiving a very generous donation from UNAP. Arbitration expenses were unusually high this year, totaling $4,730. Examples of grievances sent to arbitration included sick time use, disciplinary action, and job posting with member denial language. An adjustment was made in next year's budget in the event the Local incurs similar expenses.
In February 2007 our dues structure changed after a special UNAP convention convened and voted to adopt a new dues structure which eliminated quarter dues for professional, technical, and CNA members. About 37 members were affected by the change (mostly per diem RN's and CNA's). The new dues structure can also be viewed on our website.
In the last few months our business banking needs have been transferred from the Blackstone River Federal Credit Union to Citizens Bank. The Local currently has (2) checking accounts and a linked Money Market account with Citizens Bank. One checking account is exclusively for payroll expenses. By switching to Citizens Bank, the Local will gain the attention of a personal business banker and will obtain preferred business rates of interest for money market and CD accounts.
Our annual financial compilation will be done by Paul Sarza CPA at the end of this fiscal year. His report should be completed by September 30, 2007 and will be available for any member to review. Please call the office to schedule a time with Jodi to review if interested.
Per our Constitution, Local dues will be adjusted each July 1st to cover any dues increase which will be voted on by the UNAP joint executive board based on, but not exceeding, the cost of living index as of April 1, 2007. I will update members in July if there will be any increase in dues. The last Local increase was in January 2006.
If any member is interested in serving on the Budget committee which meets about twice a year please leave a message at the office for me at 401-765-5527 and I will contact you.
Thank you.
Pat Hazebrouck, Treasurer Local 5067
Our new Union contract is the first ever at Kent Hospital. Our contract describes and protects all our legal rights and benefits as Kent Hospital employees represented by the UNAP. If you have a question about your rights under the contract, please contact a Unit Rep or Union Executive Board member.
Our contract was negotiated with a lot of hard work by many dedicated Kent Hospital nurses. Thanks to all of you who worked so hard.
Click below to read the following:
Have Questions? Need Answers?
United Nurses & Allied Professionals, Local 5082
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. You also have our phone number if you have additional questions. Please feel free to call.
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 at www.unap.org. Please click on UNAP Locals, then click on Memorial Hospital of RI 5082, then click on dues payment, then click on paypal and follow 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 during a 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 hospital will likely stop paying for employee medical insurance. 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 [508] 399-6393.
Have Questions? Need Answers?
United Nurses & Allied Professionals, Local 5082
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. You also have our phone number if you have additional questions. Please feel free to call.
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 at www.unap.org. Please click on UNAP Locals, then click on Memorial Hospital of RI 5082, then click on dues payment, then click on paypal and follow 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 during a 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.
Have Questions? Need Answers?
United Nurses & Allied Professionals, Local 5082
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. You also have our phone number if you have additional questions. Please feel free to call.
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 at www.unap.org. Please click on UNAP Locals, then click on Memorial Hospital of RI 5082, then click on dues payment, then click on paypal and follow 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 during a 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 hospital will likely stop paying for employee medical insurance. 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
[508] 399-6393.
THE DENISE BOULANGER SCHOLARSHIP
501 Great Rd., Unit 204
North Smithfield, RI 02896
ELIGIBILITY:
The applicant must be a member or child of a member in good standing of Local 5067.
The applicant should have applied to an institution of higher learning.
All information requested must be supplied by the applicant
HOW TO APPLY:
Carefully fill in all information requested. (Any false information will void this application)
Application must be complete. Incomplete applications will not be considered.
Applications must be returned to the Union Office by Wednesday October 1, 2010.
Applications for this scholarship will be reviewed by the Scholarship Committee.
RULES AND REGULATIONS:
Awards are for the current year and must be presented to the recipient (member or child) at the Union Office.
Please note: We will be publicizing the winners of the scholarships.
There will be two (2) scholarships available for $500 each.
The recipient will receive a check in the amount of the scholarship awarded once verification of registration for the semester at the respective school has been received by the Scholarship Committee. This scholarship money will remain designated for the winner for one (1) year, if not used in this time, the money shall be forfeited by the recipient and returned for future scholarships.
Overview
The Susan McGuire-Pizzo Memorial Scholarship will be awarded annually to a RI Hospital UNAP member or their child who aspires to improve their life, and the lives of others, by pursuing or advancing in a career as a health care professional.
How to apply
Applicants for the Susan McGuire-Pizzo Memorial Scholarship may also be considered for the Joan Medberry Memorial UNAP Scholarship -- Please note that applicants will need to prepare a separate application and submit the required essay as outlined in the scholarship details. To apply, applicants must submit the following:
Being In The Hospital Can Be Monstrous!
To a child, a stay at the hospital can seem pretty scary, lonely, and downright sad.
Strange sights, sounds, and faces. Poking, prodding and machines. It can all add up to a pretty rough time.
The nurses at the RI Hospital United Nurse & Allied Professionals know firsthand that it's the little things that can make a child feel special, comfortable and brave. They created the UNAP Children's Hospital fund to give the children they care for a few of the little "extras" -- personal touches and fun things to do that will make their stay a little easier.
A Little Less Scary
Thanks to the Fund, nurses can reward children for their bravery during procedures with stickers, toys, and other prizes.
They can keep children entertained and smiling, with holiday events, theme parties and special suppers. Nurses can also help children pass the time with books, games, music, or an in-hospital activities book paid for by the Fund.
The Fund pays for activities that bring families together to have fun and share special moments. And little red wagons for kids to ride in instead of wheelchairs. These are just a few ways the fund helps nurses provide care and caring.
We provide miles of smiles on the road to healing.
The UNAP Children’s Hospital Fund was established in 1994 by the RI Hospital United Nurses & Allied Professionals to provide “extra” supplies and activities to help ease the hospital stay of pediatric patients at the Hasbro Children’s Hospital of Rhode Island Hospital. The Fund is a charitable, non-profit organization, and is an important part of our Union’s commitment to improve the quality of care for our patients.
The UNAP Children’s Hospital Fund is run entirely by Hasbro Children’s Hospital nurses. Our nurses are the ones who identify the needs, raise the funds, organize the events, and purchase the supplies for our patients. In the past fifteen years, our Children’s Hospital Fund has raised over $100,000, which has made it possible for our nurses to:
Our fundraising activities have included an annual benefit performance during National Nurses Week, a Children’s Holiday Festival at the Roger Williams Park Carousel, appeals through the United Way campaign, and other direct requests for support. In addition, the Fund receives significant in-kind support from the RI Hospital UNAP.
To donate to the UNAP Children’s Hospital Fund, click here.
Thank you to everyone who participated in this event!
The 2010 fundraiser was a huge success!
We raised a total of $7,975 for the UNAP Children's Hospital Fund. Thank you to everyone who participated in the event.
Thank you to each of our sponsors, you've made a measured difference in the lives of our patients - thank you!
Lantern: RI Hospital; Working
Beacon: Lynn & Stan Brooks
Torch: Rocco & Joe Quattrocchi & Douglas Oil; The Cornerstone Group;
Candle: Amalgamated Transit Union; Rick Brooks; Jack Callaci; Campana, Sarza & Tatewosian; Senator Frank Ciccone III; Gerard Cobleigh, Esq.; Fernanda M. DeChaves; IBEW, Local 99; Lovett, Schefrin and Harnett, Attorneys & Councelors at Law; McDonald Construction; McDonald, Lamond & Canzoneri, Attorneys at Law; NEARI Children’s Fund; Pauly Penta’s Italian Deli; UFCW, Local 328; WRP Investments, Robert Vigorita, Certified Financial Planner
Flame: Pat Colonies; Judy Hoffman; Ironworkers, Local 37; Jeanne Jose; Gary Levine, Esq.; Linda McDonald; Brandon Melton, Prof. Scott Molloy & Schmidt Labor Research Center; USAW-RI; West Warwick Firefighters
Spark: DARE; John DeBlois; Gail Gosselin; Brian & Judy Jones; Maureen McGarry; Maureen McKenna; Pamela Powell; Public Employees Local Union 1033
Make a donation through paypal or print the form below.
| Yes, I would like to help the UNAP Children's Hospital Fund provide the little things that make a big difference for children who must spend time in the hospital. | |
| Enclosed is my donation of:
___ $100 Name _________________________ Street _________________________ City ___________________________ State/Zip_______________________ Phone _________________________ |
 For all the little things that make a big difference. |
| Your donation is tax deductible Thank You! Please make checks payable to: UNAP Children's Hospital Fund |
|
There are fourteen UNAP local throughout New England. Each UNAP local is has its own officers, constitution & by-laws, treasury, and union contract. Each of the locals are affiliated with the UNAP, and are represented on the UNAP Executive Council and Joint Executive Board.
Follow the links to find each local's contact information, history and news....
Around the Locals
Co-President: Kelly Choquet
Phone: 401-762-0157
Co-President: Marie Gagne
Phone: 508-883-3768
Forms and other documents (requires Microsoft Word)
UNAP is committed to improving the health care system through the political process. As a Union of health care professionals, our members stand as leaders in the fight to defend quality care and protect professional standards against a health care system that is increasingly driven by market forces and monetary greed. We are committed to advocating for a humane health care system that offers accessible, affordable, quality care for all. We seek to play a role in the search for solutions to our society's health care crisis, and we are committed to bringing the perspective of direct care givers to the process. 
Current UNAP legislative agenda
Click here to contact your elected officials.
UNAP Endorsements
UNAP lends support to candidates for political office who have demonstrated and/or assured our Union that they share our commitment to safe, quality health care for all; and respect, dignity and justice for working people. The UNAP opposes candidates who have actively opposed our interests. UNAP support to candidates includes financial contributions, volunteers, and communications to UNAP members and others.
Click here to see UNAP endorsements.
Let your voice be heard!
As health care professionals, we know what makes a quality health care system work. However, we need to make our voices heard where they can make a difference - LOBBY POWER! We need to fight back for health care policies and legislation that work for patients and professionals alike.
Voice your opinion now! Here are some useful political links for the state of Rhode Island and the federal government.
RHODE ISLAND GOVERNMENT
UNITED STATES GOVERNMENT
Click here for tips on lobbying by telephone.
Hospital Staffing Disclosure - This bill was passed into law in 2005!
Political elections provide an opportunity to educate candidates for elective office, as well as our members, about our Union's legislative and policy agenda. Each election year, the UNAP issues endorsements of candidates for election who support the goals and objectives of the UNAP. Endorsements are issued by the UNAP Joint Executive Board, and are based on consideration of the candidate's track record, interview, questionnaire, electability, and/or support by allied organizations. Typically, the UNAP has three tiers of endorsements, ranging from mailings to financial support to volunteers. UNAP members have made a big difference in legislative elections - making phone calls, distributing literature, hosting district meetings, and/or doing other volunteer work for candidates.
United Nurses & Allied Professionals PAC
2010 Rhode IslandI General Assembly
Candidate Questionnaire
1. The Hospital Conversion Act (HCA)
The HCA requires a thorough review by the RI Department of Health and the Attorney General of any proposed sale or merger of a hospital in Rhode Island. This review provides a means to ensure that the proposed merger or sale will benefit patients, communities, employees, and other health care providers, and that the hospital’s charitable assets will continue to be used for their intended purpose. Critics of the HCA argue that the review process is too timely and burdensome, while proponents argue that it safeguards the interests of the public.
Will you oppose efforts to weaken the Hospital Conversion Act?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
2. End mandatory overtime in all licensed health care facilities
In 2007, the legislature passed a law that prohibits hospitals from requiring nurses and nurse’s aides to work unsafe amounts of overtime. However, other health facilities (eg, long-term care) and other health professions (eg, Respiratory Therapists, Surgical Techs, and X-Ray Techs) have no such protections.
Will you support legislation to eliminate mandatory overtime for all health care workers who provide patient care?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
3. Safe hospital staffing levels
It has been well documented that inadequate nurse-to-patient ratios in hospitals increase the risk of illness, injury, and even death to patients. Nevertheless, Rhode Island has no law or regulation that limits the number of hospital patients that may be assigned to a nurse. In addition, the RI Department of Health currently has no authority to require hospitals to comply with their own staffing plans that they report annually to the Department of Health.
Will you support legislation that would create safe staffing levels for RI health care facilities by empowering the Department of Health to enforce publicly-reported hospital staffing plans, and/or by creating regulations that establish nurse-to-patient ratios?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
4. Health care reform
Our health care system in Rhode Island is broken. Rapidly rising health care costs are increasingly leaving our small businesses at risk, our state and municipal budgets out of balance, and our workforce uninsured. At the same time, hospitals are losing money, physicians continue to leave the state for higher fees, and Blue Cross is in financial distress.
The passage of federal health care reform gives Rhode Island the opportunity to set up a health insurance exchange. By pooling our public and private health care dollars into the broadest possible exchange, we will be able to limit the power of private insurance companies, and redesign our health care system to expand coverage and control costs.
Will you support the creation of a Rhode Island health insurance “exchange” that will cover all Rhode Island businesses, public employees, as well as individuals, and will use its combined purchasing power to control costs and expand coverage to all Rhode Islanders?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
5. Privatization of State jobs
The concept of “privatization” of public sector activities is once again in the public dialogue. Since the private sector operates on a profit motive, the only savings that are generated by these maneuvers come either from an overall reduction in services or directly out of the pay and benefits of the workforce, neither of which is acceptable or productive in the long-term. The Lima Law, passed in the 2008 legislature, would require that the state give 6-month notice to state employees when considering privatizing their jobs, while requiring the state and private companies to submit a report proving that privatizing would result in the cost-savings claimed.
Will you oppose any attempts to privatize public employee jobs, including opposing efforts to weaken the Lima Law?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
6. Public support for union activity
Recent studies have shown that nurses’ unions actually have a positive benefit on patient care. Nevertheless, health care workers often face threats and retaliation from their employers for engaging in union activities such as rallies, strikes, and union organizing efforts.
Will you publicly demonstrate your support for UNAP members who are striking, rallying, or organizing by signing a letter of support, joining a picket line, or speaking at a rally?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
7. Mental Retardation and Developmental Disabilities
Rhode Island’s community-based programs that serve individuals with mental retardation or developmental disabilities are nationally recognized. However, these poorly funded programs typically pay wages that are at or below the poverty level, which compromises the quality of care that they are able to provide. To recruit and retain highly-qualified staff, our state’s programs must have resources that are specifically dedicated to improving wage rates.
Will you support a mechanism to increase state funding for programs serving those with mental retardation and developmental disabilities, in order to provide fair compensation for direct care workers, reduce staff turnover, and improve continuity of care?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
8. Public-Sector Pensions
Pensions for public sector workers have been heavily scrutinized. Currently, Rhode Island state employees contribute among the highest amounts in the country for pension benefits that are generally comparable to those in other states. A property right provision would give public employees the assurance that, once they become vested in their pension, they would be guaranteed to any benefits they had earned up to that point. ERISA, the federal law governing private-sector pensions, already makes this guarantee to private-sector workers.
Would you work to improve retirement security for state employees by supporting legislation so that these employees have a property right to their pensions and/or opposing the conversion of the pension system into a 401-K style contribution plan?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
9. UNAP as a political resource
UNAP believes that it has a critical role to play with policymaking issues affecting health care in the State of Rhode Island. We believe that as direct-care providers, we have first-hand knowledge of how our health care system affects caregivers and patients. As professionals, we are eager and available to share our experiences with policy / decision-makers at all levels of State government.
Will you actively seek advice and participation from UNAP representatives in legislative and policy issues relating to our health care system?
___ YES ___ NO ___ UNDECIDED
Comments_________________________________________________________________________
_________________________________________________________________________________
10. Do you have anything else you would like us to know? (Attach additional page, if necessary.)
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
Declaration: I stand behind my answers to these questions. I understand that my answers are the basis for the United Nurses & Allied Professionals’ decision to endorse my candidacy, and that they may be made public to UNAP members and others.
Name__________________________________ Signature__________________________________
Address___________________________________________________________________________
Home phone__________________ Work phone___________________ Email_________________
Office sought_______________________ District_______________ Party ___________________
Opponent(s)_______________________________________________________________________
Date_____________________________
Please respond by:
Please return this form by mail to: UNAP • 375 Branch Avenue • Providence, RI 02904 or fax to 401-831-3677
You may also return this form via email to rbrooks@unap.org.
Who we are
The UNAP Vermont Council represents over 500 health care and social service professionals who are dedicated to improving the quality of life of our patients, clients and staff at:
What we do
The Vermont Council of the UNAP was established in 2007 to maximize the visibility and effectiveness of UNAP locals in Vermont. By joining together, Vermont UNAP locals and members have a more powerful voice to:
How you can get involved
Single Payor Health Care / Health Care is a Human Right
S-88 and H-100 propose to establish “universal access to essential health care services in Vermont through a publicly financed, integrated, regional health care delivery system; provide mechanism for cost containment in the system; and provide a framework, schedule and process to achieve that goal.”
The bill creates a new plan, VermontCare, to pay for essential healthcare services in Vermont. It would utilize the existing network of healthcare providers (doctors & hospitals), but would eliminate private insurance for essential healthcare services and replace the current multiple payers with a single public fund financed by a system of broad-based taxes. Insurance premiums (and, therefore, deductibles) and out-of-pocket payments would be eliminated. All residents of Vermont would be eligible for VermontCare, simply by virtue of residence.
The bill would merge three existing government divisions into a new department, Health Care Administration, and create a new three-member board, the Vermont Health Care Board, each with specific mandates, guidelines and timelines for designing, implementing and managing the services included in VermontCare. (The Board would propose [to the general assembly] a package of essential health services to be covered by VermontCare and subsequently act in a quasi-judicial capacity to hear complaints and amend established reimbursement rates. The Department of Health Care Administration would administer payments and establish a drug formulary, which would be used to negotiate discounts from manufacturers and establish uniform statewide prescription practices, along with several other administrative duties related to VermontCare.)
The bill also calls on the general assembly to create regional community health boards to assess, prioritize and define community health needs, as well as to develop budget recommendations and provide regional oversight and evaluation regarding the delivery of care in their regions. Under VermontCare, providers would be compensated based on best practices and healthcare outcomes rather than for individual services. Hospitals would negotiate annual “global” budgets instead of being paid for individual services.
For more information about the Health Care is a Human Right campaign, click here.
Vermont passes Universal Health Care legislation! Read more
End Mandatory Overtime!
In recent years, the unsafe practice of mandatory overtime has become familiar to most Vermonters, thanks to contract negotiations and public campaigns led by the UNAP.
At Copley Hospital, the UNAP has fought for and won important contractual safeguards that prohibit the use of mandatory overtime except in a true emergencies, while at Brattleboro Retreat, the hospital pays a steep financial penalty if it requires employees to work overtime.
Most health care workers, however, still have NO protection against the dangers of mandatory overtime.
The UNAP is continuing its fight against mandatory overtime this year by joining forces with other unions, as well as health care advocacy organizations, to press for legislation that would stop the dangerous practice of requiring health care workers to work up to 16 consecutive hours -- often with no sleep and no prior notice.
You can help end mandatory overtime by contacting your legislators and urging them to support H-0268.
Safe Patient Handling
For years, we have been taught that the way to avoid musculoskeletal injuries is through proper body mechanics. And yet, health care workers lead the nation in work-related musculoskeletal disorders. This is no surprise, considering that nurses lift an estimated 1.8 tons per shift.
Studies show that between 38 - 50% of nurses and other health care workers will suffer a work-related back injury during their career – and 44% of these workers will be unable to return to their pre-injury position. Manual lifting of patients has been condemned for years by governments and nursing organizations in other countries.
The good news is that there are realistic alternatives to manual lifting. Mechanical lifting devices dramatically reduce injuries (to employees and patients), Workers’ Compensation costs, and absenteeism. Creating a safer workplace will also improve the recruitment and retention of RNs and other health care workers.
The UNAP is committed to passing legislation (S-0080 and H-0238) that will require hospitals to develop and implement “no lift” policies in our workplaces.
Paid Sick Time
Did you know that 106,000 Vermonters do not receive paid sick time when they are sick, including 57% of Vermont public-sector employees?
Lowest wage workers are the hardest hit. 78% of low-wage workers in the U.S. do not have paid sick time. 75% of women living in poverty do not get paid when they miss work to care for a sick child.
H-382 would guarantee that all Vermont workers can earn paid sick days. As outlined in the bill, employees could use their paid sick time: to recover from or receive treatment for an illness or injury; to care for a sick family member; to obtain diagnostic, routine, preventive or therapeutic health care; and to take necessary steps for their safety as a result of sexual abuse, domestic violence or stalking.
Guaranteed paid sick days make sense for workers and their families, employers, and the public health. Please join the UNAP in supporting this important legislation.
Support One Vermont
One Vermont is a broad coalition of individuals, organizations, businesses, and unions all joining together to keep Vermont working for all Vermonters. A fundamental principle of One Vermont is “Equitable and sustainable fiscal policies that promote long term prosperity for Vermont and security for all Vermonters.” UNAP is committed to working with One Vermont coalition partners to have a more balanced and fair approach to our current budget crisis.
What is the UNAP/RI Hospital Health Care Education Trust?
The UNAP/RI Hospital Health Care Education Trust is a non-profit, labor-management partnership founded in 2004 by the RI Hospital UNAP and RI Hospital to sponsor and provide continuing education and job training programs for health care workers.
Our Mission
The mission of the UNAP/RI Hospital Health Care Education Trust is to develop high quality education and training initiatives that support healthcare employees to provide excellence in patient care through a labor management partnership.
We will accomplish this by:
Our Vision
The UNAP/RI Hospital Health Care Education Trust will set the standard for innovative and effective education, training and workforce development initiatives for healthcare employees. We will attract and retain highly engaged, diverse employees by fostering an organizational culture that advances job satisfaction, continuous learning and professional development in all areas of healthcare.
For more information regarding the Education Trust please contact Aime Brissette at 831-3647 or abrissette@steppingupri.org.
Our next continuing education program:
Dificult Decisions / Difficult Conversations
Thursday, July 15, 2010 12:30 - 2:30 & 4:00 - 6:00 PM
George Auditorium • RI HospitalPrevious CEU programs offered by the UNAP/RI Hospital Health Care Education Trust
Tuesday, May 18, 2010 -- The Beat Goes On: What's new in cardiac surgery
March 18, 2010 --White Caps: Navigating Legal Risk in the Nursing Profession
February, 23, 2010 -- Are Workarounds Ethical? Thinking critically about clinical practice
November 5, 2009 -- Difficult Patients & Dysfunctional Families: Strategies for optimizing communication
September 17, 2009 -- Cutting Edge Cancer Treatments at RI Hospital
May 28, 2009 -- Pesky, Problematic Pathogens!
March 26, 2009 -- Silver Tsunami hits RI - Nursing stragegies for hospitalized elders
January 29, 2009 -- Coping with Compassion Fatigue
November 5, 2008 -- Pain Management: Rules to use and rules to lose
September 24, 2008 -- Caring for a Culturally-Diverse Patient Population
July 24, 2008 -- Ethical Issues in Organ Donation
May 23, 2008 -- Sick and tired: Shift work, excessive hours, and sleep disorders
March 26, 2008 -- Learning from Tragedy: Preventing medical errors by creating a culture of safety & quality
January 31, 2008 -- The Doctor Can See You Now: An inside look at the world of Diagnostic Imaging
September 27, 2007 -- Lateral Violence in the Workplace
May 11, 2007 -- Changing the Odds for Nurses & Their Patients
March 28, 2007 - Strategies to Avoid the Courtroom (click here to view PowerPoint presentation)
January 24, 2007 -- The Greening of Hospitals
October 4, 2006 -- Urology Health Forum
September 27, 2006 --Prevention of Catheter-Related Infections and Ventilator-Acquired Pneumonia
July 27, 2006 -- Taking the Mystery Out of Research
April 13, 2006 -- HIPAA: What you don't know can hurt you!
March 29, 2006 -- Avian Flu: A guide to planning and pandemics
January 26, 2006 -- Recognizing the Signs and Symptoms of Violence
November, 2005 -- Beyond Lifting: The ergonomics revolution in patient care
September, 2005 -- Hot Topics in Infectious Disease
July, 2005 -- Liability, licensure, and lawsuits: Practical tips for health professionals
May, 2005 -- End-of-Life: The role of advance directives post-Schiavo
April, 2005 -- Minority Health Disparities in Rhode Island
Become a mentor for Stepping Up!
Now there is a new way that you can put your professional knowledge and expertise to good use!
Stepping Up is looking for Registered Nurses, Diagnostic Imaging Techs, Respiratory Therapists and other UNAP members who have what it takes to become a mentor to a co-worker who is trying to get ahead in their job and their education.
Stepping Up mentors:
For further information about being a mentor, click here.
To sign up or ask questions, contact Naveed Irshad at 413-0897 or nirshad@steppingupri.org.
Click on the logo above to go to the Stepping Up website.
What is Stepping Up?
Stepping Up is an innovative career ladders program that provides training, education, career coaching, and support services for entry-level workers at Rhode Island Hospital and Women & Infants Hospital and for low-income Providence residents.
Who is Stepping Up?
Stepping Up is a partnership between the UNAP/RI Hospital Health Care Education Trust and Women & Infants Hospital. Other partners include United Nurses & Allied Professionals, Teamsters Local 251, Community College of RI, Institute for Labor Studies, District 1199 SEIU, Lifespan Learning Institute, Dorcas Place, Genesis Center, United Way of RI, City of Providence, and Making Connections-Providence.
Stepping Up goals
Westerly Hospital UNAP Local 5075 was organized in 1987. We became part of United Nurses & Allied Professionals in 1998. Our local represents registered nurses, licensed practical nurses, various technical personnel and social workers.
President: Jan Salsich
Phone: 860-596-2572
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 Westerly Hospital's current staffing plans.
Click here to see Westerly Hospital's 2006 staffing plans.
RIH will make economic proposal on June 20
Hospital proposes language changes
Two more bargaining sessions were held last week, bringing the total number of sessions so far to four. As is often the case in negotiations, the initial focus has been on non-economic issues.
On June 4, the Hospital presented a complete package of non-economic proposals, almost all of which were looking to take away rights and protections that have existed in our contract for many years. Among the most significant Hospital proposals were:
The Hospital also expressed an interest in creating incentives for employees to work full-time, but did not make any specific proposals.
On June 7, the Union responded in detail to all Hospital proposals, making very clear that we will not agree to changes that reduce our members rights and benefits. The Union did, however, have lengthy discussions with the Hospital about ways to reduce leaves of absence without placing members’ jobs at risk. The Union also shared ideas with the Hospital about ways to create and fill more full-time positions.
Negotiations are scheduled to resume on Wednesday, June 20, and the Hospital is expected to present a detailed economic proposal at that time.
Labor Websites
Health Care Unions
AFT Healthcare
California Nurses Association
Massachusetts Nurses Association
Service Employees International Union
United American Nurses
Other labor sites of interest
RI Institute for Labor Studies
RI Guide to Employment Law
RI Labor Vision
Labor Net
Union Stats
Government Agencies
RI Department of Health
RI General Assembly
RI Department of Labor and Training
National Labor Relations Board
US Department of Labor
Bureau of Labor Statistics
Health Care Websites
American Nurses Association
American Hospital Association
American Hospital Directory
JCAHO
Lifespan
National Health Law Program
New England Journal of Medicine
NurseToon (Nursing Humor)
Physicians for a National Health Plan
Seachange Bulletin
State Health Facts
