Providence Holy Cross Nurses

Registered Nurses are an anomaly when it comes to the working world. We give so much of ourselves to our  profession and more often than not receive little in return. In a society which  usually compensates individuals based on their knowledge, skills, dedication, and responsibilities; the RN has somehow become overlooked. Our knowledge expands with each patient encounter, the skills we possess are vast and unique, our dedication to our patients is unwavering, and who holds more responsibility than those of us who are entrusted with the lives of your loved ones. Despite all these attributes and many more which make up an RN, the nursing profession is not valued by the very institutions which employ us.
     At Providence Holy Cross we are continually understaffed to provide safe and effective patient care. Safe nurse to patient ratios guaranteed to us by California Title 22   are routinely ignored across all units putting the safety of both RNs and patients in jeopardy.  Although entitled by California labor laws, rest periods are usually missed and yet we are required to attest that we received them each time we clock out.
     Providence Holy Cross is one of the busiest hospitals in L.A. County, our patient load and acuity levels are matched only by County USC and Antelope Valley Hospital. PHC is the most profitable of all the  Providence  facilities in California and although we see the lion's share of patients and generate the most revenue we receive the least  compensation for our efforts.  Compared to our sister hospitals and other local area hospitals our wages and benefits are far less.
     Why do Holy Cross RNs have to deal with high patient loads, poor staffing, missed breaks, poor benefits, and low wages?  The simple answer is PHC is one of the last non-union hospitals in the providence network. But we have a chance to make a change, to create a better work environment for ourselves and improve the care of the patients we have dedicated our careers to.
   This blog is dedicated to sharing information so you can make an knowledgeable decision for yourself. I will be posting documents, articles, and stories about PHC and other local hospitals.  All I ask is that you take the time to view the material that is presented and educate yourself.
 

  RNs are the backbone of the hospital and we deserve better!!!!!

UNION vs Non-Union Benefit Comparison

Benefit		Union		Non-Union
Due process		The union contract provides each bargaining unit member with access to "due process" through the grievance and arbitration procedure.		No formal grievance process with arbitration. In some cases, there may be an internal, self-policing "appeals" process that is ultimately unenforceable.
Wages, benefits and working conditions		These are negotiated. All members have the opportunity to improve their working conditions through contract negotiations at the bargaining table.		All are unilaterally set by the employer. No avenue for employee input. Management gives what it wants to.
Hiring, promotions, transfers, layoffs		All are governed by the contract. Seniority and other objective standards apply.		All are determined unilaterally and subjectively by the employer.
Changes in working conditions		The negotiated contract establishes all working conditions. These can only be changed by negotiations between the parties		Changes can be made at any time, without warning, by the employer alone.
Discipline		Any disciplinary action is usually subject to the "just cause" standard, meaning that there is a burden of proof on the employer to justify the discipline.		Workers are "employees at will" meaning that they are subject to discipline and termination for no reason at all, depending on the whims of the employer. No just cause standard applies.
Weingarten Rights		These rights allow an employee to have a union representative present during investigatory meetings when discipline may result.		No such rights. Recently, the National Labor Relations Board reversed its position and took away these rights in non-union facilities.
Voice in the Workplace		Employees have a real and formal voice in their working conditions at the bargaining table.		Employers may listen to the employees and then do whatever they choose to do, regardless.
Access to Information		The union, through its officers and floor representatives, has access to facility information in order to investigate grievances and for contract negotiations.		Employees have no rights of access to information. The employer tells employees what it wants to. Information is closely guarded.
Voice in Patient Care		Through the contract, RNs can negotiate enforceable language on staffing levels, mandatory overtime, floating and other issues that impact directly on patient care and the quality of health care.		In some facilities, RNs may be afforded the opportunity to make suggestions on some issues, that management is then free to ignore. None of the nurse input is enforceable.

Who's doing all the work?

Holy Cross is one of the busiest Hospitals in the area. In Fact when it comes to busy emergency rooms in LA county The top 3 are consistently USC, Antelope Valley, and Providence Holy Cross.

But what about the other Providence facilities in Southern California? The ones with higher pay and better benefits than PHC?

Visit California OSHPD for more data on Hospitals

EMERGENCY ROOM ENCOUNTERS, BY FACILITY
Facility Name	No Admission	Admitted	Total ED Encounters
2014 EMERGENCY ROOM ENCOUNTERS,BY FACILITY
PROVIDENCE HOLY CROSS MEDICAL CENTER	80,304	10,182	90,486
PROVIDENCE LITTLE COMPANY OF MARY MC - SAN PEDRO	35,239	3,822	39,061
PROVIDENCE LITTLE COMPANY OF MARY MC - TORRANCE	58,251	12,326	70,577
PROVIDENCE SAINT JOHN'S HEALTH CENTER	21,477	5,618	27,095
PROVIDENCE SAINT JOSEPH MEDICAL CENTER	54,016	9,438	63,454
PROVIDENCE TARZANA MEDICAL CENTER	31,140	7,619	38,759
2015 EMERGENCY ROOM ENCOUNTERS, BY FACILITY
PROVIDENCE HOLY CROSS MEDICAL CENTER	88,883	10,894	99,777
PROVIDENCE LITTLE COMPANY OF MARY MC - SAN PEDRO	36,463	4,183	40,646
PROVIDENCE LITTLE COMPANY OF MARY MEDICAL CENTER TORRANCE	58,959	14,257	73,216
PROVIDENCE SAINT JOHN'S HEALTH CENTER	22,500	6,165	28,665
PROVIDENCE SAINT JOSEPH MEDICAL CENTER	53,558	10,475	64,033
PROVIDENCE TARZANA MEDICAL CENTER	35,983	8,150	44,133
2016 EMERGENCY ROOM ENCOUNTERS, BY FACILITY
PROVIDENCE HOLY CROSS MEDICAL CENTER	91,962	10,358	102,320
PROVIDENCE LITTLE COMPANY OF MARY MEDICAL CENTER TORRANCE	59,038	13,065	72,103
PROVIDENCE TARZANA MEDICAL CENTER	40,158	7,692	47,850
PROVIDENCE LITTLE COMPANY OF MARY MC - SAN PEDRO	37,386	3,687	41,073
PROVIDENCE SAINT JOHN'S HEALTH CENTER	22,298	5,810	28,108
PROVIDENCE SAINT JOSEPH MEDICAL CENTER	54,279	10,149	64,428
Emergency Department and Inpatient Discharge Data,
Office of Statewide Health Planning and Development

RN and Patient Safety, Not Profits!

We are usually understaffed and out of ratio.

Here at Holy Cross we see a lot of Patients, many nights our Emergency Room is filled with patients being held because the lack of staff to care for those patients in the units they are admitted to. This back up puts many nurses out of ratio. We also have and area known as RME where a single nurse can have up to 25+  patients assigned to them at any given time... Does this seem safe to you? Are you willing to continue to work harder putting your License at risk to boost corporate profits? This is unfair to place nurses in this situation because we do what is best for our patients even if it means putting ourselves at risk and the hospital knows it. California has specific staffing ratios for the safety of nurses and patients known as Title 22.  Although PHC states it complies with Title 22 there is no enforcement of it and it is usually ignored.  With a union in place we can guarantee enforcement of our ratios and make sure our patients receive the best quality of care.

California Ratios are great but there is better!
The nurse to patient staffing ratios in California are a great start. However  we know from evidence based research that the quality of care increases and errors decrease when nurses have less patients. UNAC has been a champion for RNs fighting for better ratios for safety. Look at what they have achieved at their Kaiser Hospitals.  This is about patient and  nurse safety, not profits.

California Nurse-to-Patient Ratios

Effective: January 1, 2008

Hospital Unit	California Department of Health Services (for Non-Kaiser Hospitals)	UNAC-Kaiser Ratios
Critical Care/ICU	1:2	1:2
Neonatal ICU	1:2	1:2
Intermediate Care/Continuing Care Nursery	1:6	1:4
Perinatal Services
Labor & Delivery	1:2	1:2
Postpartum	1:8 (4 couplets)	1:6 (3 couplets)
Well-Baby Nursery	1:8	1:6
Postanesthesia (PACU)	1:2	1:2
Emergency Department
Trauma	1:1	1:1
Critical Care	1:2	1:2
Visits	1:4	1:3
Operating Room	1:1	1:1
Pediatrics	1:4	1:3
Stepdown	1:3	1:3
Telemetry	1:4	1:3
Medical/Surgical	1:5	1:4

Anti Union Playbook... The strategies your employer will use

When it comes to forming a Union employers are willing to do almost anything to prevent employees from organizing. It doesn't matter what industry you are part of management will follow a script of anti-union tactics to try and persuade you to vote the union down.

"Having a Union will ruin our Family Work Environment"

Management will try to convince you that once you have a union there will be new rules and less flexibility.  You will no longer be able to speak with your managers like you do now. 

The Truth:

It is true, once unionized there will be new rules put in place. However these will be your rules that you voted for and not managements. When you negotiate your contract you can allow for as much flexibility in scheduling and working conditions as you like. 

"The Union Can Force you to Strike and you can't do anything about it"

Management might suggest that soon after you vote for union representation, you may be forced to strike whether you like it or not. They might try and scare you about how you’d survive on-strike, without your income.

The Truth:

Only Union members decide when they want to strike. In order to go on strike you and your colleagues must authorize the strike via a secret ballot vote. Strikes are a reality, they are the employees last line of defense when working conditions become intolerable and management refuses to address the issues. 

"You have to pay Dues"

Management will tell you how much you might pay in dues to the Union. They will suggest that the union only wants your money and are not interested in what's best for you. They might even give you a union dues calculator that utilizes formulas to create inflated dues estimates. 

The Truth:

Management is quick to show you estimated dues, but what they fail to include is what do you get in return. The monetary gains in pay and benefits far offset the cost of union dues. The union dues are used to defend the best interests of its members and offset the costs that are required to negotiate contracts. 

"If you go union you may end up with less than you already have"

Management will try and paint this beautiful picture of the benefits you already have in place without a union.  They will try and scare you by stating you may end up with less than you already have.

The Truth:

Your employer is required by the NLRB to negotiate in good faith. You are negotiating  for BETTER working conditions, pay, and benefits than what you already have. All contracts must be approved by Union members before they are put in place. Would you ever vote for a contract that gave you less?

Know the Truth !

How does your pay compare?

This is the UNAC/UHCP Wage Scale from St. Francis Hospital up to 2014

Their newest contract (not yet published) has double digit pay increases for the next 4 years

This is the UNAC/UHCP wage scale from Kaiser up to 2017

What is a Union and how does it work?

Before you decide that you are either pro or anti union you must have a fundamental understanding of what a union is and how does it work.

What is a Union?
     A labor union is an organized group of workers who unite to make decisions about conditions affecting their work environment. The union is made up of you and your coworkers, excluding management. The sole purpose of a union is  to advance its members' interests in respect to wages, benefits, and working conditions. The right to form a union  is guaranteed by the National Labor Relations Act (NLRA) and related federal laws.

How do Unions Work?
     Unions work like a democracy, the members (you and your coworkers) hold elections ant vote for union officers (also made up of you and your coworkers) who then represent the union members.  These representatives negotiate on behalf of the members a labor contract.  The contract is very detailed and outlines all aspect of your employment. The representatives continue to  negotiate with the employer until they feel they have a contract that best represents the demands of the union members.  The final contract must be ratified by a majority of union members before it is finalized.

   Many people who do not understand the process and how the union works fear that they will lose perks they currently have at work. In the case of Holy Cross many RNs fear their 6/2 shift will be taken away or they will cut benefits.  This is a misconception, once unionized your employer can no longer make those types of decisions without negotiating with the union first. For example PHC eliminated our accrued ESL as of this year. If a union was in place they would have had to negotiate with the union first before making any changes, and if a contract was in place they could not change anything.

UNAC St. Francis New RN contract. WOW!

Amazing! St. Francis and UNAC/UHCP

Hundreds of St. Francis registered nurses voted overwhelmingly to ratify a new four-year collective bargaining agreement on Friday, December 29, 2017.

The new contract includes:
* Major, double-digit percentage wage increases over the four  years of the contract,
* A new health care plan starting at $0 contribution from St. Francis RNs,
* A new and improved clinical ladder that recognizes nurse skills, education and on-the-job achievements.
* A host of other significant wins for the membership.
Congratulations to the nurses for a well-earned contract!


Here is a link to their old wage scale , Their pay in 2014 was leaps and bounds above what PHC nurses earn in 2018.

Why Pro Union?

You have a voice

Nurses form unions to protect their rights, improve their working conditions, pay and benefits, and to give them security on the job. Union representation means having a voice, a way to say to your boss that the concerns of workers are every bit as important as the company's bottom line. And nurses today need a union voice more than they ever have, with hospitals giving nurses less and expecting more than ever before.

Better pay and wages

Better pay frequently tops the list of reasons to join a union. The median weekly earnings of union employees are 20% higher than the pay of non-union members, and some sources claim that unionized nurses earn $200-$400 more per week than non-unionized nurses.

Job security

Many non-union workers are subject to “at-will employment,” meaning they can be fired for any reason (or no reason), and have their wages and benefits cut at management’s discretion. By contrast, union contracts usually prohibit termination without cause and protect nurses’ wages and benefits. Contracts also stipulate guaranteed pay raises based on time spent on the job, so a union nurse never has to ask a manager for a raise.

Better working conditions

Nurses unions have long advocated for higher nurse-to-patient ratios, better safety rules and protocols, and against mandatory overtime. Several studies have shown that poor working conditions are driving nurses from the profession, with the biggest complaints being overwork, stress, and concern about disabling musculoskeletal injuries.
Many unions work to improve the laws that regulate hospitals and other healthcare facilities. These include laws that require employers to protect nurses from violence and harassment in the workplace, as well as efforts to create government-funded programs that support nursing education.

Representation for disciplinary actions

In the event you ever face disciplinary action, a union representative will act as your counsel to ensure that you’re treated fairly throughout the proceedings.

Process for addressing grievances

For many workers, their ability to address unfair treatment or poor management is such a convoluted political mess that many opt to take no action. Unions outline a specific process for addressing complaints or grievances that actually has a chance at a satisfactory resolution for both parties. 

All Unions are not created equal, we only want the best.

There a many choices when it comes to unionizing nurses, you may have heard about some of them who organized our sister hospitals like SEIU or CNA. Here at PHC we have a history of excellence and we expect nothing but the best, that is why we have chosen UNAC/UHCP to organize our unionizing efforts. They represent many of the Kaiser hospitals and St. Francis Hospital, these facilities have some of the highest pay and best benefits in Southern California. You can see all the facilities they represent HERE.

The United Nurses Associations of California/Union of Health Care Professionals (UNAC/UHCP) represents over 29,000 registered nurses and other health care professionals. UNAC/UHCP
UNAC/UHCP is affiliated with the National Union of Hospital and Health Care Employees and the American Federation of State, County and Municipal Employees, AFL-CIO.

Mission and Values

The mission of the United Nurses Associations of California/Union of Health Care Professionals (UNAC/UHCP) is to empower health care professionals: to be advocates for UNAC/UHCP members and patients; to create a high quality work environment; to provide economic and professional advancement; and to improve the quality of health care.
The values that guide the work of UNAC/UHCP are: health care professionals representing health care professionals, guided by transparent, accessible, democratic governance; advocacy for quality care; and the empowerment of our members.

Do you really have a voice?

PHC says you have a voice, but do you?

Every employee at Holy Cross has questions, concerns, ideas, and input on decisions that govern the terms of their employment. Administration would like you to believe that your voice has power and you can make changes at Holy Cross. Nothing could be further from the truth.

     Here is a quote from the Holy Cross union facts web page:

"We have an open door policy and the best way to begin is with your core leader and follow the chain of command. This is the most effective and efficient way to make your voice known regarding wages, benefits, and working situations/conditions. Other methods available to all caregivers to raise questions and get answers to your concerns:

• Daily huddles,
• Core leader rounding,
• Human Resources
• PIE meetings
• Sr. Leadership"

Sadly the open door policy, chain of command, and all other methods they describe above all lead to a dead end. The voice you thought you had falls upon deaf ears. The only changes that are implemented are those which directly benefit the Hospital in some capacity. Issues such as improved working conditions, better staffing, and  equitable pay, which are in the best interest of the employees will never see the light of day.  Being part of a UBC (unit base council) I have been a first hand witness to many amazing Ideas that administrators  won't give a second look simply because they do not increase the Hospitals bottom line. 

PHC would also like you to believe that if the Hospital unionized you would lose your voice.

     

     Another quote from the Holy Cross union facts web site:

"At Holy Cross, we prefer to work with you directly to hear and resolve the concerns that are most important to you. If a union were voted in, the union would be your voice, and there are no guarantees that the issues most important to you would also be important to the union."

The Union is not a third party, The Union is you and your coworkers!

The voice of the union is the employees of the hospital. The issues that are most important are what we want and believe.  With a union your voice is amplified and there is power in numbers. The hospital fears the union because you truly have a voice and they are forced to address the issues they would otherwise ignore that are not in the Hospitals best interest.