MNA RNs Dee Dolan and Doris Ballanyne shared their impressions of MNA, NNU and the scene in Washington D.C. This week as part of the 2011 Staff Nurse Assembly.
Tag Archives: Jennie Edmundson
Press Release: Jennie Edmundson RNs vote to join MNA
17 DecFOR IMMEDIATE RELEASE
Media Contact: Joni Ketter, MNA, (651-395-1401) or joni.ketter@mnnurses.org
COUNCIL BLUFFS, Iowa (December 17, 2010) – More than 200 nurses at Jennie Edmundson Memorial Hospital have voted overwhelmingly to join the Minnesota Nurses Association (MNA).
“This is an important step our nurses wanted to take to ensure representation by a professional nursing association,” said Doris Ballantyne, a Registered Nurse at the hospital. “I think this week’s vote was a confirmation of what many of us already knew – that the nurses of Jennie Edmundson want the Minnesota Nurses Association to represent us in labor negotiations.”
Nurses approved the move by an 78 percent margin. Jennie Edmundson RNs were left looking for new representation this fall when the Iowa Nurses Association, which had traditionally represented the RNs during contract negotiations, said it was moving away from collective bargaining on behalf of its members.
“After the upcoming transition period, we are hoping Jennie Edmundson’s executives will come to the bargaining table ready to do what we’ve done for the past 44 years,” said Laura Fox, an RN at the hospital. “That means agreeing upon a strong union contract and continuing a relationship with management that allows nurses to step up and advocate for the best possible patient care for our community.”
Jennie Edmundson nurses are the third group of Iowa RNs to formally choose representation by the MNA. On November 16, 2010, 123 nurses at Marshalltown Medical & Surgery Center in Marshalltown, Iowa, voted by an 82 percent margin to join the Minnesota Nurses Association. In addition, nurses at Spencer Municipal Hospital in Spencer, Iowa, have been represented by the MNA for more than a decade.
Founded in 1905, the Minnesota Nurses Association has more than 20,000 members. It is also affiliated with National Nurses United (NNU), which represents more than 160,000 RNs across the United States.
Special Message to Jennie Edmundson RNs
10 Dec
Betty Damman, RN, Marshalltown Medical Surgical Center
A Message to Jennie Edmundson Nurses
Reasons Why I Voted Yes to Keep Our Union:
- Grievance process: We never had one prior to our contract. Management controlled things anyway they wanted. Throughout the years, we’ve had at least two large monetary settlements because management decided to bypass qualified, tenured nurses for desired positions. One individual received $5,000, the other $6,000. These settlements did not happen at the same time. Management always wants to push the limits of our contract – they try again and again to do what they want.
- In the last contract, we already had language requiring 16 hours notice before we could be put on call. We will never give that up! If we do not have a contract, 16 hours notice will be gone – we have already had management attempt to tell RN’s 1 hr prior to their shift that they need to take call. This benefit would be gone in a minute without our contract.
- We had no sick days before our contract. We currently get 4 days/year. Not a lot, but it is better than 0! They are allowed to accumulate.
- Wages: when I started, my wage was less than $5.00/hour. At annual reviews, nurses might receive .1 – .2 an hour increase, but once our contract was negotiated we got real raises annually. We have had 1 year wage freeze since the contract and when this contract is finished, we will be receiving some kind of raise again. (Incidentally, the rest of our hospital is non-union – they usually net the same percentage of raise as RNs – so our contract/negotiation seems to benefit all – it also deters union activity by other workers – a management tactic).
- Our current contract is still in negotiations, but I feel that having MNA in our corner will benefit us so much more than INA ever did. INA was basically invisible, and inactive in helping us with our negotiations and grievance activity. MNA is a much stronger organization. They know the current laws and rights of RNs. I would not want to work in our hospital without a contract. Do not be afraid to vote yes for MNA representation.
Betty Damman, RN, Marshalltown Medical Surgical Center, Marshalltown, IA
NLRB Ruling Keeps Iowa RNs on Track to Join MNA
30 NovFOR IMMEDIATE RELEASE
Media Contact: John Nemo, MNA, 651-414-2863 or E-mail
COUNCIL BLUFFS, Iowa (November 30, 2010) – More than 200 nurses at Jennie Edmundson Memorial Hospital can move forward with a vote to join the Minnesota Nurses Association (MNA) thanks to a recent ruling by the National Labor Relations Board (NLRB).
Attorneys and executives with Jennie Edmundson had tried to limit the number of RNs allowed to seek union representation by the MNA, but the NLRB dismissed that claim and a handful of other challenges from hospital officials. The Board’s decision paves the way for 206 RNs at Jennie Edmundson to take a formal vote on whether or not to join the MNA.
Doris Ballantyne, RN
“This is another step our nurses will take to assure representation by a professional nursing association,” said Doris Ballantyne, a Registered Nurse at Jennie Edmundson Memorial Hospital. “The vast majority of nurses of Jennie Edmundson want the Minnesota Nurses Association to represent us in labor negotiations, and we feel the upcoming vote will reflect that.”
A date for the vote has not been set, but it is expected to take place in December.
Jennie Edmundson nurses were left looking for new representation this fall when the Iowa Nurses Association, which had traditionally represented the RNs during contract negotiations, said it was moving away from collective bargaining on behalf of its members.
“We hope now that the NLRB has ruled in our favor and that the hospital has seen our resolve, management will work with us to keep what we have had in place for 44 years,” Ballantyne said. “That’s a union contract and a relationship with management that allows nurses to step up and advocate for the best possible patient care for our community.”
Jennie Edmundson nurses are expected to become the third group of Iowa RNs to formally chose representation by the MNA. On November 16, 123 nurses at Marshalltown Medical & Surgery Center in Marshalltown, Iowa, voted by an 82 percent margin to join the Minnesota Nurses Association. In addition, nurses at Spencer Municipal Hospital in Spencer, Iowa, have been represented by the MNA for more than a decade.
Founded in 1905, the Minnesota Nurses Association has more than 20,000 members. It is also affiliated with National Nurses United (NNU), which represents more that 155,000 RNs across the United States.
A Special Message to Jennie Edmundson RNs
24 Nov
Marilyn Burke, RN, OR
What Our Union and Our Contract Can Do for Us
By Marilyn Burke, RN, OR
As organized nurses we have negotiated and have in place a procedure to “resolve any disputes that arise out of the application, interpretation or alleged violation of a specific term or terms” of our contract. This procedure is called Grievance and Arbitration.
If you feel your terms of employment, which is our contract, have been violated you have the right to ask questions and challenge the decisions made by management. The grievance committee, which is made up of your elected peers and co-workers, will review, investigate and assist you with each step of the grievance procedure.
In the 44 years that Jennie nurses have been united, it was not until 2005 that a disciplinary grievance went all the way to arbitration. Beginning February of 2005 MaryAnn Kopera, a surgical nurse of 32 years, was disciplined three different times, suspended for a total of eight days, placed on probation, and moved to a less desirable shift. MaryAnn felt she was unfairly disciplined. She contacted her union chair and the grievance committee. After reviewing her situation the grievance procedure was initiated. One year later in January 2006 MaryAnn’s grievance went before a neutral arbitrator.
MaryAnn believed in herself and in the grievance process. Her outcome was a positive one. Her disciplinary forms were removed from her employee record, she was taken off of probation, returned to her original working shift and was financially made whole.
We would all agree that the grievance procedure is a stressful, lengthy and costly process. But remain strong and stay positive. MaryAnn and/or yourself would not have the representation or support if we do not have our union and nursing contract.
Methodist Health System’s policy for Employee Grievance can be found on Ernie. With this policy you have: 1) no representation other than hospital management and administration, so in short you are going it alone. 2) President/CEO is making final and binding resolution.
I want fair representation. My choice is clear. I’m voting YES!
Jennie Edmundson Nurses – Update
12 Nov
Sharon Hoffman, RN, OPS
Steve Baumert came to OPS for a meeting about the Hospital position on MNA. Here are some of the questions made by individuals and the basic response from Steve. He was accompanied by Marsha Joens–OPS supervisor, Peggy–Director of Nursing for the hospital, and Mary Hildebrand the Ops/Surgery nurse educator. I found that interesting that they could bring all of them to a meeting with us but we cannot bring anyone from the MNA.
Question to Steve: If you want us to give you one year to work with us and we find out at the end of that year that we want to go back to the union will you put in writing that you will allow that to happen—Response: “No.”
Question to Steve: How is it you will work with us during that year? Response: “The way we have been currently.”
Question to Steve: Well if you are continuing to work with us like you are then why don’t you come to the monthly unit meetings between the Union and Management? Response: He felt that Peggy was representing him and the issues are nursing based and that is her field of expertise.
Question to Steve: Well you have not been to one meeting this year according to the minutes of those unit meetings but Peggy is attendance along with two representatives of Methodist Hospital, but yet you say you will work with us how will you do that? Response: Well we also work with you through our “Rounding.”
Question to Steve: But our department has not seen “Rounding” in a long time. He responded a little mad now, Oh yes we are rounding!
Statement from staff: Well I have not seen any rounding this year but I am part time let’s ask the staff present “has any one seen rounding in our department?” Staff–”NO” Let’s ask a nurse who is full time and usually at the desk area “Has our department seen rounding in the last several months or longer?” Staff nurse–”No there has not been rounding in a very long time.” Managers and Peggy then got defensive and responded with “Oh we have been rounding”–We left that they may be rounding but not in our department.
Next set of questions:
Question to Steve: Do you agree that the Jennie Nurses are intelligent? Response: “Yes.”
Question to Steve: Do you agree that the Nurses here like their jobs and that may be why we have such long-term careers established here at Jennie? Response;”Yes.”
Question to Steve: Do you believe we are strong group of nurses to be the only union of Nurses in this area? Response: “Yes.”
Question to Steve: Then why do you think we will join MNA to have MNA decide our agenda and take on Minnesota issues. Do you think we can be “Brainwashed” to do MNA issues. We are in Council Bluffs, Iowa not Minnesota. Response: he would not answer; he skirted around the subject and asked for new questions.
He accused MNA of being aggressive and using aggressive language. It was pointed out that MNA had not used aggressive language that they were not “demanding to represent Jennie’s Nurses” That actually we had asked them to represent us! We contacted them, not the reverse.
He made statements that MNA is just not the best choice for representing Jennie Nurses.
Question to Steve: What nursing association can you recommend then that you think would better fit us? Response: He could not make a recommendation to just give him a year to work with us.
Question to Steve: Why can’t you give us a year to see if we like MNA? After all they represent other unions in Iowa and we have not heard of any trouble with those unions being associated with MNA. Response: Well Spencer Hospital is a county Hospital and can’t strike so you can’t even compare them to anyone. It will be very difficult for the Nurse’s to cut the tie to MNA if you once start up with them.
Question to Steve: Why would it be difficult? Response: You don’t realize that it is a small window to stop their representation. You won’t be able to do it, it takes a lot of work and organization to do that, I just don’t think you will be able to do it! Again We Question “Why don’t you believe in us?” Response: You just won’t be able to handle it.
He spoke of the Lawyer he hired for his “expertise in the labor relations board.”
Question to Steve: Did you hire him to bust the union? Response “no, I hired someone who has expertise with labor relations.
Question to Steve: This Lawyer advertises himself as a union busting lawyer, it is on his web site, isn’t that what he does bust unions? Response: no response skirted around the subject and took another question.
He did state that the union has a very good lawyer also–which I found interesting.
He stated that the Lawyer again was and is his idea; Methodist Hospital is not involved in this.
Question to Steve: So if Methodist is not involved in any of this discussion why did John Fraser from Methodist put a post on Ernie with his beliefs, feelings? Response: Again none, he skirted around the question to a new question.
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