National Nurses United

NewsBriefs:October 2007 copy 12/27/07 1:01 PM choices, or having to pay increased out-ofpocket costs. Improving retirement benefits is another major source of contention between Sutter and the RNs. Many facilities are fighting to win guaranteed retiree healthcare benefits. Sutter currently gives RNs a retiree health account where RNs with more than 15 years of service earn a certain amount for each year worked, up to a maximum of $30,000. Many nurses agreed that $30,000 wouldn't last long in today's health insurance market. "It's just not good enough," said Addie Placido, an ER nurse at Eden Medical Center. "We deserve better retirement benefits." Acrimony between Sutter and nurses is escalating, particularly in response to a leaked memo from the chief nursing officer at Alta Bates Summit Medical Center directing managers to identify their nurses with the "worst attitudes" for discipline and even termination. Nurses interpreted this program as a way of retaliating against those who management views as uncooperative. Public criticism has also been mounting against Sutter over its efforts to reduce services or close needed hospitals such as St. Luke's in San Francisco, San Leandro Hospital, and Sutter Santa Rosa. St. Luke's psychiatric unit was closed in 2005, and Sutter wants to close its neonatal intensive care and pediatrics unit. Nurses at Eden reported that Sutter also plans to close its psych unit after the hospital rebuilds in a few years. At the same time, Sutter is preparing to build new complexes in wealthier communities, such as the Cathedral Hill project in San Francisco. The San Francisco Board of Supervisors in December voted to require Sutter to file an institutional master plan that considers citywide health needs as part of the construction permitting process. "This legislation is groundbreaking," said Zenei Triunfo-Cortez, RN and member of CNA/NNOC's Council of Presidents. "A healthcare impact reviewwill ensure that the needs of patients are foremost in the permitting process for medical facilities. This is an idea that deserves to be studied for every community." Sutter RNs are regrouping and hoping that, after these strikes, Sutter better understands their determination over resolving these issues at the bargaining table. But, they said, Sutter can expect a prolonged fight if talks don't improve. —staff report DECEMBER 2007 Page 5 RENO RNS REJOICE OVER ELECTION WIN eno rn Kevin Redner describes himself as sort of a not-so-secret admirer of CNA/NNOC. The intensive care unit nurse has for years been tracking the organization's work on lowering staffing ratios and the kinds of contracts it bargains. He always wished he could be part of the union. That's why when Redner had the chance to decide whether he wanted to be represented by CNA/NNOC, he jumped at the opportunity. So did the vast majority of his colleagues at Saint Mary's Regional Medical Center, who in December voted by a landslide 252-141 to join CNA/NNOC. The nurses also made history by becoming CNA/ NNOC's first collective bargaining unit in Nevada and set the stage to join CHW bargaining for 10,000 RNs across two states in 2009. "I was so happy," said Redner. "To me, it was a little surreal. I had been wanting this for so long, it was almost like I couldn't believe it." Nurses at Saint Mary's, which just over a year ago was acquired by Catholic Healthcare West, were very motivated and organized quickly in just a few months. "I have never seen such eager beavers!" said Carol Koelle, a telemetry-direct observation unit RN from St. Bernardine Medical Center and CNA/NNOC board member who, as a unionized CHW RN, helped with the campaign. "I was so impressed that they did most of the networking themselves." The nurses' enthusiasm also helped them overcome interference from SEIU International, who managed to get onto the ballot and filed numerous unsubstantiated National Labor Relations Board charges against CNA/NNOC to delay and defeat the nurses' effort to have a union. SEIU even waged a union busting campaign, issuing flyers attacking Sutter Health nurses in California for striking for their rights. These tactics were firmly rejected by the Saint Mary's nurses and the NLRB, and SEIU in the end removed its name from the ballot. Nurses cited poor staffing, wages that R lagged behind CHW peers in nearby Sacramento even though Reno's cost of living is comparable, concern over inadequate healthcare and retirement benefits, unsafe floating, and the need to have some influence on healthcare practice as their main reasons for wanting to unionize. Many had worked occasionally in northern California hospitals where nurses are represented by CNA/ NNOC and noticed the vast differences between unionized and nonunionized hospitals in staffing, work conditions, pay scales, benefits, and general respect for the nursing profession. Staffing ratios are high in Nevada. It's not unusual for floor nurses to be assigned to eight to nine patients at night. RNs often do not receive needed meal and rest breaks. Mary Maupin, a labor and delivery RN who's worked at Saint Mary's for 13 years, said that about a year and a half ago, the hospital reduced staffing in her unit. Nurses discussed the issue with managers, but got nowhere. "They said basically, 'This is the way it is. Too bad,'" said Maupin. It's stories like these that convinced Saint Mary's RNs to unionize. "I've felt like we've needed a collective voice for a long time," said Maupin. "There's been no support for the nurses when we have concerns." Nurses also pointed out that it's more important than ever that they have a say in how nursing is practiced as CHW continues to make changes to their facility and healthcare evolves. "We need some say in all the changes that they are throwing at us," agreed Redner. They said they look forward to making changes through a professional practice committee. Saint Mary's RNs are now turning to the task of forming their bargaining committee. "We're not going to be asking for anything that CHW hasn't already given other CHW nurses," said Redner. Saint Mary's RNs are expected to also join all of CNA/NNOC's northern and southern California CHW RNs in bargaining come 2009. —staff report NEVADA W W W. C A L N U R S E S . O R G REGISTERED NURSE 5

• Cover