Gains we have made for OCHD-MNA nurses related to nurse issues and practice
We have achieved so much together!
Grievance Procedure: This allows us to access MNA representation to help a grievant with their case. Without this process, nurses would have to go through OC personnel appeals board. Nurses would only be allowed to appeal dismissal, suspension, demotion, or a disciplinary action. The nurse would either have to represent themselves or hire a lawyer.
Seniority: MNA and leadership were able to negotiate that seniority would be the criteria used when it comes to administrator’s ability to fill vacancies, transfer nurses, and layoffs. Without this administration would have free will to hire, transfer and layoff as they desired.
Promotional Track: This allows nurses to achieve promotions within a reasonable length of time. Previously without guidelines it was up to the discretion of the supervisor and nurses were not allowed to grieve this sometimes-lengthy process.
Special Conferences: This process was added to the contract to allow staff to have an ability to have discussion with the employer and MNA representative to resolve an issue. Prior to this, it was difficult for nurses to set up meetings with administration and they were not allowed to have representation.
Overtime Eligible: Before MNA nurses were NOT eligible for overtime. They had to “adjust” their workdays.
Nurse Practice: This committee was added to allow nurses to meet quarterly with administrators regarding nursing issues. Routinely these are issues that nurses cannot resolve with their immediate supervisor.
Continuing Education: Negotiated protected time, during work hours, to obtain CE’s.
Flex Time: MOA nurses are allowed to work a flexible day, with supervisor approval more than one per week between the hours of 7:30-6:00 PM.
Vehicle Incidents: This allows nurses to use 2 hours of vehicle repair time (flat tire, etc.) without taking personal/vacation. This does NOT include routine vehicle maintenance.
Mandatory Postings of Vacancies/Transfers Opportunities: Must be posted for 14 days. The NSC Chairperson will also be notified. Prior to these positions were not posted and the job vacancies were filled per administration discretion.
Schedule Changes (hours of operation): Administration must give nurses 15 days’ notice prior to changes in their work schedule.
Mileage Reimbursement
Availability of flu vaccine for Nurses: Funded through the Wellness Program.
Dress Code: Removal of the socks/nylon requirement in summer months (between Memorial Day and Labor Day).
PHN Quality Initiative Suggestion document: A tool developed for PHNs to bring concerns with supervision and administration.
First Name only on name badges: A safety measure for PHNs that work in the STD Clinic
Reinstated Flex Time after it was abruptly discontinued.
457 Deferred Compensation match increased from $500 to $1500.
Nurses who wear lab coats as part of their daily work attire will be offered 4-5 lab coats and a laundry service.
License and mandatory CEU requirements reimbursement: Previous the nurse was responsible for all costs associated with maintaining their licenses and CEU requirements.
Compensatory time off: Comp time is now offered in lieu of overtime payment (maximum number of Comp time hours is 40 hours
Employees working a 4/10 schedule will receive 10 hours of Holiday pay: Previously PHNs had to use 2 hours from their Annual Leave bank for each Holiday, saving the PHN 26-28 hours of vacation time each year.
In a grievance procedure, the immediate supervisor shall attempt to adjust the matter within 5 calendar days: Previously the supervisor was given 10 working days.
4/10s added to our contract with a statement that PHNs may trade working days with other PHNs working 4/10s: Previously trading days was not allowed even though trading did not compromise staffing.
Health Assessment Bonus increased from $100 to $150.
STI clinic positions in PrEP: Previously PrEP positions were going to be filled with EnTech.
Partial time credit for part-time PHNs towards seniority.
