protect the staff and minimize the possibility of similar assaults.

HOSPITAL-WIDE ISSUESMeals and BreaksFor most of 2010, SM nurses benefited from a “meals and break” agreement, which was similar to that at RRUCLA (with the exception that longer break relief hours were available at SM).

Through 2011, some nursing floors at SM, namely 4MNP, 5 MNP, and ICU, have had detailed meals and break plans with exem-plary coverage. Unfortunately, RNs in other units have documented the need to improve break relief staffing in general (on nights and weekends in particular). This need is especially visible in 6 Tower Tele and PEDs. Without sufficient break relief coverage, a Tele nurse with three patients has had to give her patient assignment to three other nurses during the meal period. Furthermore, break relief hours at 8 Tower have decreased from 6-8 hours to 4 hours.

At our meetings with nursing administration, we have discussed these problems. We understand that RRUCLA has already

begun posting 8-hour dedicated unit-based break relief positions on the medical surgical units, covering all 75 minutes for a 12-hour RN’s 24/7 (day/night).

The PPC extends its thanks to all of the SM bed-side nurses who continue to act as patient advocates, and who document staffing concerns regarding lack of proper meals and break coverage.

Changes to Professional Practice Committee and Nurse Representative CouncilLast year the Professional Practice Committee (PPC) and Nurse Representative Council said goodbye to three of its members: Alexandra Leigon, Shannon Germaine, and Kathleen Downs. They were assets to the committee and are sorely missed. Yet we are pleased to announce that the PPC is now stronger with the addition of four new members: Eleonor Escuadro, OR; Rebecca Amrany, PICU (and PEDS); Dawn Gottula, 3 Tower; and Sharon Knight, 6 Tower.

Let’s not forget that when RNs stick together for quality patient care and professional practice, it is a win for everyone–patients, nurses, hospital, and the community

Activities Focused on Education, Contract and Members BenefitsThroughout the year the PPC and the Nurse Rep Council engaged in various educational activities such as tabling, flyering at shift change and sending informational emails. The objective of these activities were/is to engage nurses and help them understand the contract, learn about their union benefits, and remain up to date on materials related to patient care and staffing. CNA is dedicated to ensuring that all RNs understand their representational and bargaining rights. Knowledge is power!

There were also other events such as three CE classes on subjects such as “Violence at Work” and “Technology.” In addition, nurses from SM-UCLA attended NNU’s University Conference in late March, the Staff Nurse Assembly in June, and CNA/NNOC/NNU’s convention in September.

We are proud to report that with increased education, nurses’ participation in union activities has increased throughout the year. Santa Monica nurses have been a part of the labor movement and the political change.

Representation:CNA strives to equally, and in good faith, represent everyone covered by our collective bargaining agreement. When any nurse has a complaint, we follow all the necessary procedures and make every effort to help the nurses. It is very important that the nurses contact us for support when they encounter problems.

During this past year our nurse representatives had a challenging but productive time in edu-cating nurses on their Weingarten Rights (the right to representation during an investigatory meeting with management.) Unfortunately, it is common that some supervisors fail to notify nurses that a meeting may lead into discipline (section H of Article 26.)

We will continue to diligently work on removing the barriers that keep some nurses from coming forward and seeking help if they are treated unjustly.Some of CNA Representational activities provided to SM-UCLA RNs last year:• Alleged HIPPA Violations• Termination• Investigatory and Informal Meetings• Grievances filed regarding Discipline for CICARE

SM-UCLA RNs attending the CNA/NNOC/NNU convention in San Francisco last September.

Meet your PPC/NRC Members

ANN B. BROWN, RNChief Nurse Representative and PPC Chair

PAULINE KIWASZ, RNChief Nurse Negotiator and PPC member

MYUNG CHANG, RNNurse Representative and PPC member

DAWN GOTTULA, RNNurse Representative and PPC member

REBECCA AMRANY, RNNurse Representative and PPC member

ELEONOR ESCUADRO, RNNurse Representative and PPC member

SHARON KNIGHT, RNNurse Representative and PPC member

Greetings

JANUARY 15, 2012

Fellow nurses, Happy New Year; may this year be filled with union solidarity and activism! Your empowerment and involvement throughout last year has helped make SM-UCLA a better and safer place for our patients. Your continued participation will be the key to our success in the coming year.”—Ann B. Brown, RN, Chief Nurse Representative, CNA/NNU, Post-Partum, SM-UCLA

In May of this year, CNA RNs ratified a multiyear labor agreement with the University of California. The 26-month agreement provides an average pay hike of 11% for all nurses. In addition to the across-the-board increases, all eligible nurses will receive the step increases on July 1 for every year the contract is in effect. To the senior nurses who are at the top of their clinical classification (CN II, CN III, CN IV, and ANI) another

longevity step was added. Other economic gains included a charge nurse premium increase from $2/hour to $2.50/hour, and on-call rate to increase to $12/hour starting February 2013.

Other contract provisions included means to assure that RNs are able to take meal and rest breaks during their shifts so they remain alert to care for their patients, and stronger

contact provisions for facility RNs appointed by their peers to address patient safety issues with managers.

Additionally, nurses won limits on the contributions nurses would have to make to their health insurance premiums. In all, the gains will ensure the recruitment and retention of qualified nurses for high acuity patients in the UC medical centers.

SM-UCLA RNs Participate in Contract Campaign Candlelight Vigil

Active RN Participation Leads to UC RNs Making Contract Gains on First Multiyear Agreement

The unusually strong wind and record low temperatures on an unexpectedly cold night could not stop SM-UCLA nurses from holding a very spirited candlelight vigil on April 7! Over 100 RNs attended the vigil, coming on their day off or during their breaks.

Nurses called on UC to commit to safe staffing at all times, with dedicated break relief staffing and to negotiate a contract that will recruit and retain nurses.

REMINDER:

Across-the-Board Pay Increases in Feb 2012 As part of the contract gains, starting February 1, 2012, UCLA nurses will see a 4 percent increase in pay. The standard 2 percent step increases are due to happen on July 1. On February 1, 2013 another 4 percent across-the-board increase will be implemented.

Contract Issues Resolved ORDER OF CANCELLATION: Early last year RNs reported that in ICU, the travelers remained working while unit per diems and resource RNs were cancelled. We also learned that the unit cancellation policy was mysteriously altered by hand to support this erroneous order. CNA took immediate action and the order of cancellation was restored to that established by the contract as follows:Registry, travelers, per diem, and unit-based per diem nurses of the patient care unit impacted by cancellation.

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Santa Monica Sick Policy Must ChangeATTENDANCE POLICY:SM sick leave policy differs from WW in that in WW, RNs are permitted to have two sick call occurrences per quarter but SM nurses are only allowed one sick call occurrence per quarter. We have discussed this with Edith Matesic, CNO, and she has promised to look into this matter and advocate the same policy for SM nurses.

We are committed to advocating the same rights for SM nurses and are looking forward to implementation of a unified sick policy in both facilities.

As part of CNA’s ongoing contract enforcement we were able to resolve the matter of mandatory calls at cancellations, a common practice at SM-UCLA.

Previously some unit supervisors at SM-UCLA used cancellation and imposition of mandatory call as a resource to “save” money for their unit. After multiple meetings, discussions with various managers, and with the involvement of Labor Relations, the cancellations and mandatory calls have been mostly eliminated. The agreement reached between the OB unit director and the CNA

was so productive in resolution of staffing issues and in unifying the practice that the UCLA resource director sent it to all the staffers. Today SM-UCLA’s RNs are more knowledgeable about their rights when cancelled.

Per the contract, if you are called before your regularly-scheduled shift and cancelled, you may be offered to be placed on call for the shift, but you cannot be required to be on call.

To minimize loss of work the new contract has stipulated assignment of alternative work

where it exists, including but not limited to meal and break relief. However, this requires that the nurse not be cancelled and brought in to perform the other work as it is available.

If, however, after seeking and implementing the available alternative, the university still determines that there is a need to cancel a nurse, they can offer the option of being put on call for the shift. The nurse, however, has the right to reject the offer.

We applaud the OB nurse activists and the management leadership who are at the forefront of this improvement.

Conflicts Over Contract Language on Cancellation and Flexing Settled

OR Call-Offs/Flexing and Other IssuesRecently RNs in SM-UCLA’s OR expressed concern with the cancellation method used in their department. They reported that the contract language regarding flexing was ignored by keeping per diems working while career staff were cancelled. In addition, there was a flex “lottery” practiced which was also

inconsistent with the contract language. Through involving Labor Relations, these practices were discontinued, and the contract’s cancellation and flexing order was restored.

In addition, we have met with nurses and management in various occasions to work out and clarify problems such as difficulty with

banking holidays, ability to schedule and use education hours, clarification of policies and safety procedures in OR, posting and use of holiday scheduling, CICARE as applied to staff and management communication, and other similar issues.

Annual Skills Lab While at Work?Nurses from various units have been contacting CNA regarding the annual education training being conducted on-line and during the nurse’s shift. Apparently some unit managers have demanded that nurses do the training while at work with patient care duties. RNs have expressed concern that being required to post test and studies provided on Mednet during working hours (as part of the shift?) is negatively affecting the overall quality and standards of care.

We contacted the new UCLA director

of nursing education who has referred us to Edith Matesic, the director of nursing at SM-UCLA. According to Ms. Matesic, an annual skills lab, if done separately, would be paid to staff if they came in for the session, but some skills tests have been recently changed to be verified at the bedside in the practice setting.

The PPC is following matter closely. We believe that the assignment of non-patient care duties to RNs while carrying a patient load is unsafe and places patient safety at risk.

SM-UCLA PPC Remains Committed to Quality Patient Care and Improved Working ConditionsThe CNA Professional Practice Committee has been working diligently to bring resolution to nursing practice and staffing issues raised by RNs at SM-UCLA. In its

endeavors, the PPC has focused on resolving issues through making recommendations to management on improving patient care, providing input on safe staffing, meals and

break improvement, standards of professional practice and workplace safety. In addition PPC provides resource and education to nurses about their rights, nursing

practice laws and regulations, and resources in enhancing their professional and practice standards.

Throughout last year, the PPC has made sure to address all problems raised by the bedside staff nurses. When, through communication with management, there has been no move to improve upon the concerns of the nurses, we have embarked on other actions such as petitions, candlelight vigils, meetings, etc., to achieve positive results for patients and nurses.

The following are a few activities/actions of the PPC:

UNIT ISSUESPECSince their move to a new location, nurses in this rather small unit were having various problems and conflicts including communication, policy enforcement, and even overtime pay. Through meeting with RNs and management, we were able to be a constructive contributor in the improvement of the working conditions in this unit. Kudos to both parties for selecting to resolve their conflicts by exercising communication and open dialogue!

NICU RNs in NICU have had to overcome many hurdles during the last couple of years. One of the continued difficulties involved communication among staff and staff with management. Through nurse leadership we have been able to address some of these issues and have requested that the university’s resources be utilized to improve this problem.

CNS Role in the UnitsThroughout the year and through various activities and communications we have clarified multiple contractual and practice misconceptions. In particular, we have insisted that the CNS role not be one of a punitive style, but supportive of nurses and their practice.

In a PPC/NRC meeting attended by Heidi Crooks, Executive Director of Nursing; Posie Carpenter, Santa Monica CAO; and Edith Matesic, Director of Nursing; we expressed our concern with CNS on some units being involved in reprimanding the nurses. We look forward to see more CNS time spent on developing educational resources and in providing RNs in general, and newer RNs in particular, long term guidance and supervision.

Integration of PICU with Adult ICUUpon receiving information from nurses that the PICU was being moved to adult ICU, CNA launched an information request to

assure that the RNs employed at each unit will remain independent, and that their job security was not threatened by this change.

In response to our enquiries, the university assured us that, although housed in the same area and under the same management, there were no plans to combine the units. This meant that the scope of service as well as the competency check lists remained separate for each unit. RNs are welcomed to cross train to either unit, but we were assured that they are not required to do so.

Through its nurse representative and meeting with the PICU nurses, the PPC continues to keep a close watch on the changes and ever growing needs. There continues to be a need to improve PICU staffing and skills.

Temporary Closure of 5MNPLast October CNA learned that 5MNP–Surgery was temporarily shut down due to a low census. We launched an information request and identified the urgency to temporarily freeze all open positions until the situation had resolved.

We followed our enquiries by a meeting with Posie Carpenter, CAO, and later with Unit Director Margaret Armbruster and Nursing Supervisor Elizabeth Maister.

The result of our discussions was that the job of all RNs assigned to 5MNP was secured, and that for a temporary period they would be floating to other units within their competencies.

It is important to note that we generally focus on multiple and alternative approaches to resolve problems. In this case we continue to be vigilant until the unit has reopened.

Plans to Transition Pediatric Hemo-Onc Patients from RRUCLAMC to PEDS at SM-UCLA.Recently CNA was notified that the university planned to transition Pediatric Hemo-Onc patients from RRUCLAMC to SM-UCLA.

PEDS nurses, concerned with the health and safety of the patients, met with CNA and Ann Brown, CNA’s chief nurse representative, to discuss RNs’ alternatives when this transition begins. RNs listed a series of their concerns including the infection control issues related to the combination of the two units, competency of RNs, the length of time needed to become a skilled nurse in the new specialty, and the introduction of two other new specialties at the same time (Cystic Fibrosis and Cardiology).

Through this process, the PEDS nurses demonstrated their unity by unanimously signing a petition letter to Posie Carpenter and requesting a meeting to discuss their concerns.

Parkside Oncology Staffing and Safety Problems ContinuesThe staffing at Parkside Oncology Clinic continues to be a problem for RNs. Since late 2010 the nursingsupervisors have changed at least twice, but the staffing has remained hazardously low and insufficient. CNA has complained to various agencies, and has brought about some changes in pharmacy support and workplace safety. Unfortunately, staffing continues to be a problem, and management continues demanding that RNs accept exces-sive numbers of patients against their better judgment. We believe this is jeopardizing patient safety as well as RNs’ licenses.

RNs have reported that the center is scheduling a new patient assigned to each nurse every half hour. In addition, the center has been floating staff to a new clinic which began operation early last year in another medical building. Nurses are routinely unable to take their meals and breaks, and at times have to administer chemo to over 10 patients during the day. Our nurses deserve better!

We have met with the clinic’s management and Labor Relations, and will continue our efforts to help improve the conditions of nurses by seeking better staffing and a more reasonable workload.

ED: Violence in the Emergency Department and Upgrade in Security Plans In early August, following an incident of aggravated assault on two SM-UCLA ED employees, RNs actively organized and participated in a survey which indicated that over 64% of the staff did not feel safe with the security procedures in ED. RNs expressed their concerns in a flyer and put together a list of changes that was presented in an extensive staff meeting which included the Office of Emergency Preparedness and the Director of Security.

CNA contacted the management and requested immediate increase of security personnel, increase in their visibility at all times, increase in safety training programs specific to Emergency Department settings, and expanded debriefing and medical care for employees exposed to violence at work.

CNA later met with the management team and learned that the management had implemented the requested guidelines as well as adding additional security measures to

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