providence medford medical center (pmmc) newsletter ... · page 3 providence medford medical center...

ONA / PMMC Officers Chairperson:

Renee Swenson (PICC)

Vice Co-Chair:

Stephanie Wolgast (Surgery)

Rick Mailand (Surgery)

Secretary:

Jasmine Barnhart (ICU)

Treasurer:

Dan Richmond (Float Pool)

Members at Large:

Josh Murray (ICU)

Connie Bologna (ED)

Membership Chair:

Vicki Knudsen (2 East)

Stewards:

Cathy Giebel (ICU)

Rose Adams (3 West)

Casey Julian (ED)

Jennifer Miller (ED)

Karen Dwyer (ICU)

Rick Mailand (Surgery)

Stephanie Wolgast (Surgery)

Tamara Strazdas (ICU)

Vicki Knudsen (2 East)

Dan Richmond (Float Pool)

Providence Medford Medical Center (PMMC)

Newsletter - Bargaining Update Oregon Nurses Association

TENTATIVE AGREEMENT REACHED

Oregon Nurses Association

18765 SW Boones Ferry Road Suite

200 Tualatin OR 97062

1-800-634-3552 within Oregon

www.OregonRN.org

ONA Labor Relations

Representative Susan Bruce, RN

Cell: 541-261-8359

[email protected]

Tentative Agreement:

What changed?

Article 2 decreased the probationary

period for nurses from 6 months to 3

months and we have more detailed

preceptor language.

Article 4 Missed meal and break

information will be provided and used

in creating appropriate staffing plans.

Nurses will be offered a 10 hour rest

period if they work beyond 12 hours in

a shift.

Article 5 Nurses will have input into

schedules at unit level. Per Diem

nurses will be offered shifts after full

and part time nurses. Float guidelines

are consistent and clear. Nurses will be

oriented before being floated to another

unit.

Article 6 Clarification that Staffing

Request and Documentation Forms

(SRDF) are to be shared with the

Hospital Staffing Committee.

Article 7 Reduces probationary period

from 6 months to 3 months.

W e reached a tentative agreement on the whole contract on

May 18, 2019. Thank you to all of you for standing with us

and picketing with us. We believe it made a difference. Here are the

changes/highlights. We are recommending a “YES” vote to ratify

the contract. Voting will take place on Saturday, May 26 in the Main

Lobby Conference Room 0730-0900, 1100-1400, and 1630 -2030.

Results will be shared at approximately 2100.

continued on page 2

http://www.OregonRN.org

mailto:[email protected]

Oregon Nurses Association | 18765 SW Boones Ferry Road Suite 200 | Tualatin OR 97062 | 1-800-634-3552 within Oregon | www.OregonRN.org


Tentative Agreement Reached continued from page 1

Article 9 Maintained education funds for 2018 $30K

and increase in 2019 to $35K if all funds are used in

2018.

Article 10 Job posting available online and updated

weekly. Eliminate references to seasonal nurses.

Improved access to seniority lists.

Article 12 Identified process for tracking MDO hours.

Improved language that allows for drive time while on

standby (for non-procedural areas).

Article 13 Increased hours required to advance on

step scale from 650 to 832.

Article 14 Increases to the following

differentials:

Certification $2.00; Evening $2.15;

Charge $3.00; Relief Charge $3.00;

Preceptor $1.60; Standby in

procedural areas $5.00; Extra Shift

Incentive Premium (ESIP) will now be

offered for shifts up to 14 days in

advance rather than just 72 hours.

Article 15 Insurance plans as currently in effect for

majority of non-represented employees.

Article 17 PTO requests request time frame

increased from 6 months to 12 months. Probationary

employees allowed to use accrued PTO in the first 3

months for low census.

Article 20 New hire orientation ONA presentation

time changed to later in the afternoon of New

Employee Orientation dates.

Article 26 Contract will expire March 31, 2020.

Appendix A Wage Scale: variable wage increases of 3 percent to 6.5 percent upon ratification. 2 percent increase effective full pay-period including 12/31/18 for all steps; 1 percent increase effective full pay-period including July 1, 2019 for all Steps.

Contract

Step

Current

Step

Effective

May 28, 2018

Effective

Dec. 23, 2018

Effective

June 23, 2019

Start 1 $35.30 $36.01 $36.37

After 1 2 $36.71 $37.44 $37.82

After 2 3 $38.18 $38.94 $39.33

After 3 4 $39.71 $40.50 $40.91

After 4 5 $41.30 $42.13 $42.55

After 5 6 $42.95 $43.81 $44.25

After 7 8 $44.67 $45.56 $46.02

After 8 9 $46.17 $47.09 $47.56

After 10 11 $46.56 $47.49 $47.97

After 12 13 $47.43 $48.38 $48.86

After 15 16 $48.96 $49.94 $50.44

After 17 18 $49.69 $50.68 $51.19

After 20 21 $50.66 $51.67 $52.19

After 22 23 $52.66 $53.71 $54.25

After 25 26 $54.38 $55.47 $56.02



O ur team still believes those are important issues, and need improvement. We also know that making those

changes will take longer – over several contract cycles, and more concerted actions. The hospital arguments

against changing the PTO rates was “if they make improvements for the nurses they would have to make

improvements for everyone.” Our response: “Okay! We don’t believe that just because we live in a different area of

the state that we should have a lesser benefit than our colleagues to the north in the Portland Metro Area.”

Providence equivalent wages: The argument is always that cost of living in Southern Oregon is lower than cost of

living in the Portland Metro Area. We will need to continue to identify the reality of that argument and prepare for long-

term actions if the bargaining unit identifies that type of change as a substantial priority for the next and future rounds

of negotiations.

BSN differential: We are concerned that when the Providence System mandates that nurses have a BSN and in the

same moment states that such advanced education is undeserving of any additional compensation that our ability to

attract and keep those nurses will be severely jeopardized. The hospital has indicated they do not see that as a

concern and believe that BSN is simply part of your professional responsibility. There are also other ways this issue

can be addressed in the future if the bargaining unit identifies this as a major priority.

What Happened to Increased PTO, Providence Equivalent Wages, BSN Differential?



What Happened to the Retro Payment?

Officer and Staffing Committee elections for the

2018-2019 contract cycle will be held in August.

Steward training, unit rep trainings and other

educational opportunities will be offered in the

upcoming months. We encourage your

attendance and participation. The union is you

and together WE ARE ONA!

N egotiations require give and take. Our team

made decisions based on the best possible

outcomes. We could have held out for retro payment of

the difference between the agreed upon increases and

the date the contract expired, however doing so also

would have delayed any sort of increase going into effect.

We were able to secure better language and bigger

increases to differentials and the wage scale after the

informational picket. We could have held out longer but

that would have required more aggressive actions up to

and including a strike. We learned through this

negotiation process that such actions may well be

necessary in the future if our intent is to gain significant

changes in PTO, Regional wages and real ability to alter

the health plan. It was the opinion of the team that the

tentative agreement is the best we would be able to get

without a strike. We took into consideration that the

majority of you are the only or primary financial support

for your families and that a strike that was not planned for

would be difficult financially for most and emotionally for

nearly all.

While the contract is fully supported for a yes vote by the

entire negotiation team, we also must ensure the activism

and engagement of the bargaining unit continues and

increases to make additional gains in the future. Your

willingness to engage in actions is critical to achieving the

improvements you identify as a priority. The contract (if

approved) will expire on March 31, 2020, which means

we will formally begin preparing for the next negotiations

in approximately 14 months. During that time, we

encourage all bargaining unit members to join us for

bargaining unit meetings and get involved in the ONA

leadership and negotiation processes.

ONA is now accepting applications for members interested in

participating in the second annual Nurse Leadership Institute (NLI).

The NLI is designed to create a cohesive and dynamic community

of peers that is organized to affect change and respond to

challenges in politics, practice, and labor.

An intensive, unique program, built on an evidence-based

leadership model, the NLI will help you develop and strengthen

vital skills needed to advance the nursing profession.

Be Part of the ONA Nurse Leadership Institute

Applications are due by Aug. 3, so visit the ONA website for more information and to start your application today!

www.OregonRN.org/NLI

providence medford medical center (pmmc) newsletter ... · page 3 providence medford medical center...

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