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.