Volume 28, Issue 2

Spring/Summer 2009

A Union of Professionals

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A document that offers guidelines for labor organizing in Catholic hospitals, released June 22 by the U.S. Confer-ence of Catholic Bishops (USCCB), marks an unprecedented and giant step forward in positive labor-management relations, and creates a fair and balanced process for workers to choose whether or not to form a union. The document, “Respecting the Just Rights of Workers: Guidance and Options for Unions,” comes after more than a decade of talks between unions representing healthcare work-ers, including AFT Healthcare, and Catholic healthcare employers. It spells out how to create and maintain a fair and just workplace within Catholic hos-pitals that is in keeping with Catholic social teachings.

Labor/Catholic Hospitals Reach Historic Agreement on Union Organizing

On July 2nd, representatives from WFNHP delivered approxi-mately 20,000 postcards and petition signatures in support of the Employee Free Choice Act to Senator Herb Kohl’s Milwau-kee office. This was part of an ongoing effort to thank Senator Kohl for his continued commitment to labor law reform.

―I am here today thinking about the future,‖ said registered nurse and WFNHP Local 5001 member, Dave Flores. ―No matter what my daughters become when they grow up, I want to make sure that they are treated fairly in the workplace.‖

"Although we came to the table with differing perspectives, the unions and Catholic healthcare employers reached common ground so that the workers, patients and communities we serve will be the true beneficiaries," said Candice Owley, RN, WFNHP president and AFT Healthcare chair. Owley was one of four union leaders who worked with represen-tatives from Catholic healthcare institu-tions on a special subcommittee put together by the USCCB. "The Bishops and Catholic healthcare showed extraordinary leadership in shaping this document, which levels the playing field to prevent conflict, tension and misinfor-mation that can mire an organizing campaign." The document offers seven principles for management and union representa-tives to follow to ensure employees can continued on page 8

WFNHP Has Special Delivery for Senator Kohl

Page 3

Healthcare Reform Page 7

Photo Gallery Pages 4-5

Contract Settlements Page 6

Each and every day, first responders--such as our members--serve our communities; caring for us and keeping us safe. Our society is strengthened by giving these men and women everything they need to do their jobs effectively. This includes fair wages, quality health and retirement benefits, and the resources and tools they need to do their work. The best way to secure these things is through collective bargaining. continued on page 2

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by Candice Owley, R.N.

Workers’ Right to Unionize Finds Support

from the Catholic Church

Years ago I was approached by nurses at two differ-ent Catholic hospitals in Wisconsin asking how they could form a union so they would have more say at work. They knew I had been involved in the nurses’ union at the Milwaukee County public hospital (now closed), so asked my advice. I explained that they had a legally protected right to discuss their ideas with the other nurses; and, if a majority shared their interest in forming a union, they could go to the federal election board and an election would be held. I had been active in the union at the County and told them I had never experienced any negative consequences. In fact, I had a very positive relationship with the then director of nursing. Sadly, both those nurses and I were in for a rude awakening about the reality of trying to form a union in a Catholic hospital. During the months that followed, those nurses and their co-workers were harassed, intimidated, threatened and treated with total hostility by both hospital and nursing administration. In the end, one of the nurses at only one of the hospital’s succeeded in forming their union; and, even then, it took many years to get their first contract.

A remarkable report issued last month by the U.S. Conference of Catholic Bishops (USCCB) holds the promise that behavior such as that experienced not only by nurses in decades past, but also by today’s employ-ees of Catholic healthcare facilities, may soon come to an end. It was my honor and privilege to be one of four national healthcare union leaders to participate in multi-year discussions with both the head of the Catholic Health Association and leaders of the Bishops Confer-ence, as we searched for a way to protect workers’ rights in Catholic systems. The result of our years of dialogue was a report titled, ―Respecting the Just Rights of Workers.” It provides guidelines for healthcare institutions in working with employees seeking to form a union.

The document draws on the social teachings of the Catholic Church as defined in reports issued over the years by both popes and bishops. These teachings make clear that the Church strongly supports workers’ rights to form unions in an environment free from harassment and intimidation, and that Catholic health- care institutions should not use anti-union tactics or employ outside firms that use such tactics. The guide-lines acknowledged the important role of unions in creating a fair and democratic society, and also the

President’s Podium

special purpose of the Catholic Church in its ministry of provid-ing healthcare. Cardinal McKerrick, who led the discus-sions, said it best when he re-minded everyone that Catholic healthcare must always be a ministry and not just an industry. The document made clear that labor unions must also respect workers’ decisions and opinions and that both unions and employers must always focus on the patients and quality healthcare.

The behavior of the Catholic health facilities will not change overnight and the road ahead may still be long and difficult. Just this year one of the Milwaukee area Catholic hospitals hired a notorious anti-union consult-ant when the nurses began forming a union. In spite of years of watching Catholic hospitals engage in brutal campaigns to stop workers from forming unions, I believe the Bishops’ document provides the moral and ethical guidance that will lead to a time when workers in Catholic facilities can freely, without fear or intimidation, discuss and decide among themselves whether to form a union or not. I pray that day happens soon.

Since I wrote this column, my prayers were perhaps answered, when earlier this month Pope Benedict XVI issued a new Papal Encyclical, which reaffirms support for unions saying that the Church’s social doctrine that calls for promotion of workers’ associations must be honored today even more than in the past.

Special Delivery… from page 1

The postcards were delivered in 21 paper bags with the words ―EMPLOYEE FREE CHOICE ACT‖ written in huge letters across their sides.

Let’s work to pass the Employee Free Choice Act (EFCA) so that all workers can choose to form a union in an atmosphere free from intimidation!

What You Can Do:

Log on to: http://www.unionvoice.org/campaign/

EFCA070809 to send a message to your Senators urging them to support the Employee Free Choice Act. Congress must take action to protect the fun-damental democratic rights of workers to form and join unions to have a meaningful voice in the work-place.

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Legislation to limit the use of forced overtime for nurses and healthcare workers is moving forward in the Wisconsin State Legislature. Representative Sandy Pasch (D-Milwaukee) is the lead author of Assembly Bill 152 and Senator Judy Robson (D-Beloit) is the chief sponsor of the companion Senate Bill 108. Representa-tive Pasch and Senator Robson are both registered nurses.

WFNHP members testified at health committees in both the Assembly and Senate in support of the legisla-tion. Elaine Tombari, an OB/GYN registered nurse at St. Francis Hospital in Milwaukee, explained the importance of the legislation to the elected leaders, ―You have an opportunity to end the dangerous practice of forced overtime. Nurses who are forced to work man-datory overtime are tired. Tired nurses make more mis-takes. This legislation is about patient safety and nurse retention.‖

After more than ten years of working to pass this legislation, Ann Homsey, a Cardio/Pulmonary/Thoracic RN at St. Francis Hospital, is frustrated. She testified, ―Patient care suffers when exhausted care givers are forced to work mandatory overtime. Other states have outlawed mandatory overtime—why is it taking so long for Wisconsin?‖ Fifteen other states have already enacted legislation to limit forced overtime for nurses.

Martha Williams, RN in the Milwaukee County Depart-ment on Aging, urged the legislators to listen to the nurses, ―We trust nurses to heal us when we are sick. Why won’t we trust them when they say they are too tired to work 16 hours in a row?‖

The Wisconsin Hospital Association (WHA) opposes the legislation, claiming it will tie their hands when it comes to delivering patient care. Hospital administra-tors from rural hospitals said they have never used

mandatory overtime, but they didn’t want to be told they couldn’t use it.

Barb Janusiak, an ICU RN at St. Francis Hospital, commented that, ―If a hospital has never used manda-tory overtime, then this legislation will not affect them in the least. This legislation will only affect the hospitals that resort to forcing nurses to work double shifts rather than taking the time to manage effectively.‖

The Senate and Assembly health committees will likely vote on the bill in the fall when the legislature resumes the session. If a majority of the committee members vote in favor of the bill, it will then go to the full legislature for a vote.

Passing this historic legislation will not happen without your help. Our elected leaders must hear from you about why this bill is so important to patients, nurses and healthcare workers.

What You Can Do:

Call your state legislators and ask them to

pass SB 108 and AB 152 to ban mandatory overtime for Wisconsin’s healthcare workers. Legislative hotline: 1-800-362-9472.

Tell your story. Do you have a story about being

forced to work mandatory overtime? Share your story with us by logging on to www.wfnhp.org and clicking on the link to tell us your story.

Bill to Ban Mandatory Overtime Advances in State Legislature by Stephanie Bloomingdale, WFNHP Director of Public Policy

“You have the opportunity to end

the dangerous practice of forced

overtime.”

Elaine Tombari, RN, testifying before

Senate Health Committee

WFNHP participants react to testimony at Senate

hearing on the bill to ban mandatory overtime.

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WFNHP joined a labor and community rally in support of the Employee Free Choice Act in downtown Milwaukee May 19th.

WFNHP members Jackie Morter (Local 5011), Lynn Kaminski (Local 5068), Julie Reimer (Local 5068), Jill Roedig (Local 5011), and Leigh Ullman (Local 5011) at a fundraiser for Congressman Steve Kagen in Green Bay on June 30th.

WFNHP member, Dave Flores and his daughters, and WFNHP staff, Steve Sears and Stephanie Bloomingdale, after delivering 20,000 signed postcards and petitions in support of the Employee Free Choice Act to Senator Herb Kohl on July 2nd.

Members from Local 5001’s St. Francis Chapters gather at WFNHP’s 30th Anniversary Banquet, April 19th.

From L to R: Dan Klug (Local 5001), Stephanie Bloomingdale, WFNHP director of public policy, and Enssaf Bassiouni (Local 5032) speak to legislators on Capitol Hill during AFT Healthcare’s Lobby Day in Washington, D.C. this June.

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Members from Local 5011 in Sheboygan attended WFNHP’s 30th Anniversary Banquet to honor their colleague and fellow union activist, Sandy Muesegades. Sandy was one of the recipients of WFNHP’s Living Legend Award for her outstanding union leadership over the last 30 years.

From L to R: Representative Barbara Toles, Representative Sandy Pasch, WFNHP president Candice Owley, Senator Jim Sullivan (back) and Representative Jon Richards gathered after a press conference this May, where Governor Jim Doyle unveiled Wisconsin’s state smoking ban.

From L to R: Mary Meyer (Local 5084), WFNHP director of public policy, Stephanie Bloomingdale (back), Diana Schneider (Local 5024), and Janet Carlson (Local 5024) at the WFNHP Convention in April.

Enssaf Bassiouni (Local 5032), addressed the crowd at the AFT Health-care Professional Issues Conference in Washington, D.C. this June.

Members from the Milwaukee County and St. Francis Chapters of Local 5001 spent the day lobbying in Madison, in an effort to educate state legislators on the bill to ban mandatory over-time for all Wisconsin nurses and healthcare workers.

From L to R: Karen Mueller, Kathy Filipiak, Ann Homsey, Martha Williams, Barb Janusiak, Kristie Koney, Elaine Tombari, Jerry Spruill, Candice Owley, and Stephanie Bloomingdale.

WFNHP’s “Living Legends” gather for a group photo after receiving their awards at WFNHP’s 30th Anniversary Banquet. From L to R: Debra Kosloske, WFNHP director of administration and communications, Candice Owley, WFNHP president, Barbara Janusiak (Local 5001), Pam Mueller (Local 5012), and Sandy Muesegades (Local 5011).

(Not shown: Lori Traber (Local 5012) and Mary Kaye Sergent (Local 5034).

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The Bargaining Table: A Contract Settlement Update

Challenging Economic Times Bring Struggles Across the State Without question our nation, state and local communi-ties are still struggling. Unemployment is now double what it was just last December. The cost-of-living last month was in the minus column, and housing foreclo-sures continue at a record pace. In this climate it is very difficult to know what is a fair contract; and, when is an employer, whether a County, City or private hospital, in real trouble, panicking or just taking advantage of the times. The following is a summary of contract settle-ments reached in the last few months. WFNHP believes each and every one of these agreements is fair and they received strong support from the members. What is not listed are discussions that took place with a number of other employers that would have been much less fair. For example, in Manitowoc County we are in the middle of a three-year contract, and their County Executive demanded an immediate renegotia-tion of the contract to reduce wages 5% and increase the employee’s contribution to healthcare. Our mem-bers said they were willing to consider giving up 2010 wages and accept furloughs, even though they had a contract and could have just said no. That County Executive is more interested in playing politics than in working with the employees to find ways to save money, so he rejected the generous offer by our mem-bers. Taking a far different approach was the Kenosha County Executive who met privately with all the union leaders and asked their help in finding ways to save approximately 2% for 2010. He promised to support public services, to keep things out of the press, and to be open and flexible in finding solutions. Not surpris-ingly, our members were very supportive of this ap-proach and are working on a plan.

What we know is that employees are willing to work with their employer to save jobs and protect services. The following contract settlements embody these principles:

Milwaukee County — Local 5001

On June 29th, the membership overwhelmingly voted in favor of a new three-year contract with Milwaukee County that provides fair wage increases (0% in 2009, 1 1/4% on both 1/1/2010 and 1/1/2011 and an addi-tional 1% on both 7/1/2010 and 7/1/2011). The new contract also protects against healthcare costs and provides reclassification of all OT, MT, and RN 1 1/2 positions.

Other highlights of the contract include, vacation carry over of up to 80 hours; therapists will now qualify for the same $2,000 seminar reimbursement as APNP’s for costs incurred to maintain their certification; the Chapter president will now be allowed up to 520 hours of paid release time to handle the business of the union; as well as changes to language on pulling, and pool requirements. On July 10th the Milwaukee County Personnel Com-mittee voted in the majority to support the agreement. It goes to the full County Board for a vote on July 23rd. If the Board votes in favor, it will then go to the County Executive for approval. If the County Executive approves it, the contract will go into effect. If he does not, members will have to wait until the end of Septem-ber for the next County Board meeting and hope the Board votes to overturn the County Executive’s veto. You can view a copy of the contract summary on our web site at www.wfnhp.org by following the link on the home page.

Burlington — Local 5012 On July 10th Local 5012 members voted and approved a new two-year agreement with guaranteed raises, a few changes to the merit system, maintained the 100% payout for 2010 and 2011 if merit raise takes employee over the top (the rest of the Aurora system only has 50% payout), a new weekend premium of $1.25 for tech employees and $1.75 for the RNs, increased hospital-paid life insurance from $10,000 to $30,000, and a guaranteed match to 1/1/2010 for the incentive saving plan. Aurora froze this match earlier this year for everyone but members of Local 5012. Additionally, a joint labor/management work team was established to review and develop an accurate patient acuity tool. You can view a copy of the contract sum-mary on our web site at www.wfnhp.org by following the link on the home page.

Sheboygan County – Local 5011

The Public Health and Community Services unit reached agreement for 2009–2010 which includes 2.95% 1/1/09 and 2.05% 1/1/2010. In addition, the County agreed to no change in health insurance for the two-year term, with the exception of an increase in dental from $1500 to $2000/year in the second. In addition, there will be a modest increase in longevity for those hired after 1/1/1996.

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Healthcare for America Now

A Wisconsin delegation of labor and community advocates joined more than 10,000 people in Washington, D.C. to rally for healthcare reform. The crowd included nurses, healthcare workers, doctors, union members and people who want real healthcare reform. Health Care for America Now (HCAN), a coalition dedicated to passing legislation ensuring affordable, accessible, quality healthcare organized the rally in order to make it clear to Congress that we need healthcare reform now.

Stephanie Bloomingdale, WFNHP director of public policy, was a part of the Wisconsin delegation who met with Senator Feingold and representatives from Sena-tor Kohl, Congressman Obey and Congressman Kind’s offices.

The Wisconsin delegation stuck to their message that healthcare reform can’t wait and delivered three major points:

1. America needs quality, affordable healthcare that is

accessible to all.

2. A public insurance plan option is essential to increase competition and lower healthcare costs.

3. Health insurance should not be taxed.

Healthcare reform is heating up on Capitol Hill, with passage of a final bill expected by this fall. President Obama made healthcare reform the top issue for his administration, and told Congress that the economic recovery of the nation is dependent upon real health- care reform.

Real healthcare reform must include an option for people to choose a public insurance plan. Individuals could keep their private insurance or participate in an insurance exchange and have a choice of private plans and the public health insurance plan. The inclusion of a public insurance plan option will reduce healthcare costs by introducing real competition to the private insurance corporations.

Insurance companies oppose the inclusion of any public plan in the legislation, claiming it will drive them out of business. President Obama responded to these claims by stating, ―If private insurers say that the marketplace provides the best quality healthcare, if they tell us that they’re offering a good deal,‖ he asked, ―then why is it that the government, which they say can’t run anything, suddenly is going to drive them out of business? That’s not logical.‖

Our voices need to be heard in Washington.

What You Can Do:

Contact Senators Feingold and Kohl and your

member of Congress and tell them that we need quality, affordable healthcare that is accessible to all and includes a public insurance option; and, that health insurance should not be taxed. Ask them to also consider the millions of healthcare providers by ensuring safe staffing standards in healthcare facilities. Adequate staffing not only saves lives, but also saves money. They are there to represent you. Log on to: http://www.unionvoice.org/campaign/HCreform060809 to email a letter to your Senators telling them the time is now for healthcare reform.

Join the Facebook fan page, Health Care for

America Now to receive updates on healthcare reform: http://www.facebook.com/home.php#/pages/Health-Care-for-America-Now/20957686338?ref=nf

Follow WFNHP on Facebook to receive updates

on healthcare reform and other key issues: http://www.facebook.com/home.php#/pages/Wisconsin-Federation-of-Nurses-and-Health-Professionals/82143459719?ref=ts

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9620 West Greenfield Avenue West Allis, WI 53214-2645 414-475-6065 or 1-800-828-2256

www.wfnhp.org

Presorted First Class

U.S. Postage

PAID Permit No. 5834 Milwaukee, WI

Network is published quarterly (Winter, Spring, Summer, Fall) by the Wisconsin Federation of Nurses & Health Professionals, AFT, AFL-CIO

Managing Editor – Debra Kosloske

Editorial Assistant – Amy Kosloske

President – Candice Owley, R.N.

Staff – Stephanie Bloomingdale, Chris Mambu Rasch, Steve Sears, and Bobby Staples

Network is a member of the following Communication Associations: AFTCA, AFTCN, ILCA, & MLPA

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Third Monday of Every Month WFNHP Legislative Committee Meeting 6pm—Union office—West Allis, WI

Friday, August 14, 2009 WFNHP State Council/Local Presidents Planning Meeting 9am-5pm—Union office—West Allis, WI

Saturday, August 15, 2009 WFNHP State Council/Local Presidents Planning Meeting 9am-3pm—Union office—West Allis, WI

Saturday, December 12, 2009 WFNHP State Council Meeting 9am-3pm—Union office—West Allis, WI

Catholic Agreement… from page 1

make an informed decision without undue influence or pressure from either side:

Respect. No negative campaigning by either side.

Equal access to information. Both employer and

union representatives agree to an equal number of communications and have access to the same com-munications.

Truthful and balanced communications. No mis-

leading statements about the advantages of joining a union.

Pressure-free environment. No aggressive or

coercive behavior.

Fair and expeditious process. Proceed in a timely

manner without undue delays or legal haggling.

Meaningful enforcement of the local agreement. A

―local agreement‖ set at the beginning of the organizing campaign would outline the specific rules and measures to be used. The agreement can be enforced by a neutral third party or by other means.

Honoring employee decisions. Neither employer

nor union would attempt to reverse the outcome of the workers’ decision on whether or not to unionize.