Rhode Island Hospital
Welcome to the Rhode Island Hospital United Nurses & Allied Professionals web site. We represent over 2,100 nurses, therapists, technologists, and other allied professionals.
Communication with our members is vitally important. This site will allow us to update you continually on what your union is doing. We will include our latest newsletters, educational programs, legislative activities, fundraising events, contract updates, and other issues of interest and importance to our members. Please feel free to explore the links on this page.
Welcome again!
Linda McDonald, RN
President
T) 401-831-3647 F) 401-831-3677
2008 sick and vacation time "buy-back" program
We have recently learned that our sick time and vacation "buy-back" programs are NOT in compliance with Internal Revenue Service (IRS) tax laws. We were advised by our tax attorney that if we did not modify our "buy-back" programs, our members would be at risk of owing back taxes and fines to the IRS.
In response, we had several meetings with RI Hospital administration, and have reached an agreement to modify our "buy-back" programs in a way that complies with IRS regulations AND preserves our rights. These changes will NOT affect sick time and vacation "buy-back" for 2007. The changes starting in 2008 are as follows:
Vacation sell
- In order to sell unused vacation time in 2008, you must indicate your intention to do so in writing prior to the end of 2007. (The Hospital will be providing you with a form for this purpose.)
- The only vacation time that you can sell in 2008 is the time that you accrue in 2008. You cannot sell time that has been accrued in prior years; however, you can still use or carry-over time from prior years.
- In order to sell unused vacation time in 2008, you must have an amount at least equal to your standard hours (but not less than 16 hours) already in your vacation bank at the time the election is made.
- The minimum amount of vacation that can be sold is eight hours.
- The maximum amount of vacation that can be sold is:
- for employees with less than 10 years of service: two times standard hours or 40 hours, whichever is greater
- for employees with more than 10 years of service: three times standard hours or 40 hours, whichever is greater
- You may elect to receive pay for unused vacation accruals in the first pay period following May 15 or November 15, provided you have accrued the time at that point.
- Once you elect to sell vacation time in 2008, you cannot use vacation hours that are accrued in 2008 until you have accrued the amount of time that you have elected to sell.
- Once you decide to sell unused vacation time, you cannot change your mind about the amount or date.
Sick time sell
- In order to sell sick time in 2008, you must indicate your intention to do so in writing prior to the end of this year. (The Hospital will be providing you with a form for this purpose.) For employees who elect to sell sick time:
- Employees who use NO sick hours in 2008 will be paid for 100% of their unused 2008 sick hours.
- Employees who use less than half their accrued sick hours in 2008 will be paid for 80% of their 2008 unused sick hours.
- Once you decide to sell unused sick time, you cannot change your mind, and you will be paid in February of 2009 for all unused sick time to which you are entitled.
Forms
Here you will find links to several commonly used forms that you, as a Unit Rep, or member might find useful. The forms may be downloaded, saved to your hard drive, and printed whenever needed.
Note:
Forms are available in Microsoft Word (.doc) format. Click on the appropriate link to open or download.
Labor-Management Liaisons
The Liaisons at RI Hospital are members and representatives of the Union who are able to answer any questions, solve problems, support all members and serve on committees.
Call one of the liaisons that represent your area.
Mikaela Bessette covers all of Pediatrics, including the PICU, Pedi ED; Adult Emergency Dept; MRI; Cath Lab and Case Management. Mikaela can be reached by phone at 330-8106 or at Mbessette2@lifespan.org
Helene Macedo covers the Operating Room; PACU; Main Building and Step Down Unit. Helene can be reached at 330-7912 or at iski247@cox.net
Isma Gueye covers all the non-nursing technical areas. Isma can be reached at 556-3275 or at igueye@lifespan.org
As always, you can also call the UNAP office at 831-3647.
Newsletters
The RI Hospital - UNAP Report is now online. Each issue is filled with lots of information about the local as well as UNAP. It's never been easier for members as well as the public to stay informed. Take a moment and download your copy now!
These newsletters are in the Adobe (.pdf) format. Download the free reader by clicking the icon.
Q & A: Lifespan-Care New England merger
To: All RI Hospital UNAP membersFrom: Linda McDonald, RN, PresidentRe: Proposed Lifespan-Care New England merger
As you have probably heard by now, Lifespan announced last week that it is planning to acquire the Care New England health care system -- which includes Women & Infants Hospital, Kent County Hospital, and Butler Hospital. Lifespan's proposal must first be approved by both the State and Federal government, and the process is likely to take at least a year.
In the meantime, here are some questions and answers that have already come up:
Was the merger the reason why the Hospital was interested in early negotiations?The merger was never mentioned prior to or during negotiations. The reason for early negotiations, for both sides, was the opportunity to make additional improvements now, and to have economic security as we head into an economically unstable time in the world of health care and hospitals in Rhode Island. Our Union only decided to do early negotiations after 80% of our members who responded to our survey said we should.
Would we have been better off negotiating next year?In light of the possible merger, it is more important than ever to have secured our wages, benefits, and contractual rights for the next four years. Several of the terms of our contract, including wages, are generally better than those offered at Care New England hospitals. By negotiating early rather than next year, we will not have to worry about being pressured to accept a lower economic package or fewer contractual protections.
What would a merger mean for our contract?Our contract will remain in full force and effect and will not be affected by a merger.
Does this mean that UNAP will merge with the union at Women & Infants Hospital?If this merger is approved, there will be four unions in Lifespan -- UNAP, Teamsters, 1199, and RIFT -- with a total of over 6,500 members. We have no plans to merge with any other union, and we would only merge with another union if our members voted to do so. However, we do plan to work very closely with the other unions, to make sure that all our members have the best possible wages, benefits, and contractual rights.
What would a merger mean to our seniority rights?Each hospital in Lifespan and Care New England will be a separate facility with a separate union contract and separate seniority lists. Seniority rights at RI Hospital are now defined as time worked at Rhode Island Hospital. So even if other hospitals come into Lifespan, they will not have Rhode Island Hospital seniority. If Lifespan someday decides that they want to combine services or departments between hospitals, they will have to negotiate the details with our Union.
Is the merger a good idea or not?Before we can answer this question, we will need to know more about Lifespan's plans. Our top priority as a Union will be to ensure that Lifespan is committed to creating a hospital system in Rhode Island that provides the best possible conditions for health professionals to provide the best possible care for patients. Because there will be a lengthy public review of the proposal, we will have plenty of time to evaluate the plan, raise any concerns that we might have, and decide whether to support or oppose the plan.
Rhode Island Hospital Contract
- CLICK HERE for the current UNAP / RI Hospital contract (requires Microsoft Word)
- CLICK HERE for the July 1, 2007 - June 30, 2011 wage scales (requires Microsoft Excel)
RI Hospital Staffing Plans
As of January, 2006, all hospitals in Rhode Island must report their nursing staffing plans for every patient care area and shift to the RI Department of Health. This new Hospital Staffing Disclosure law was passed as a result of the tireless efforts of many UNAP members and our allies.
The UNAP intends to assist health care professionals and the general public in evaluating and monitoring hospital staffing plans.
Click here to see Rhode Island Hospital's 2007 staffing plans.
Click here to see Rhode Island Hospital's 2006 staffing plans.
RI Hospital UNAP Local 5098 Officers and Executive Board
General Officers
President
Linda McDonald, RN
Secretary
Barbara Crosby, RN
Treasurer
Katherine Lukas, RN
Area Vice Presidents
Cooperative Care
vacant
Davol Emergency
Mikaela Bessette, RN
Davol OR/PACU
Helene Macedo, RN
Diagnostic Imaging
Charlene Saxe, CT Scan Technologist
ICUs (Adult)
vacant
Jane Brown
Karen Curran, RN
LPNs
Genevieve Rodrigues, LPN
Medical/Surgical (Main Building)
vacant
Other RNs
Donna Ferland, RN
Other Technologists
Isma Gueye, B
Outpatient (Adult)
vacant
Pediatrics
Bernadette Means-Tavares, RN
Respiratory
Bob Frias, Pulmonary Function Lab
Step-Down Units
Kim Campbell
UNAP Children's Hospital Fund
RI Hospital UNAP Local 5098 Officers and Executive Board
UNAP/RI Hospital Health Care Education Trust
UNAP/RI Hospital Health Care Education Trust
Unit Rep Responsibilites
RIH-UNAP UNIT REPRESENTATIVE
FACT SHEET
What are Unit Representatives?
Unit Representatives are unpaid, volunteer representatives of their co-workers and their union. They may be elected or recruited, or may have simply volunteered. Unit Reps are required to obtain at least ten signatures of support from their co-workers (except in particularly small units). The union reserves the right to add, substitute or delete unit representatives.
Who do Unit Representatives represent?
Unit Representatives generally represent their unit. However, there may be times when a Unit Representative is responsible to the employees on a unit other than his/her own. The union strives for an overall Unit Rep:member ratio of anywhere from 1:10 to 1:20. This ratio may vary on a particular unit.
How are Unit Representatives Trained?
All Unit Representatives receive support from union staff and officers, including training classes, books, videos, hand-outs, correspondences, and regular Unit Rep Meetings. Unit Reps attend training classes at which they learn their legal and contractual rights and the basics of grievance handling.
What are the responsibilities of Unit Representatives?
Unit Representatives are responsible for communicating union-wide issues, activities, goals, policies, etc. to their co-workers. Unit Representatives are equally responsible for communicating the concerns, questions, suggestions, needs, etc. of their co-workers to the union leadership.
What are the legal rights of Unit Representatives?
Unit Representatives have the legal right and responsibility to represent their co-worker in grievances and other job-related matters. Unit Reps investigate potential grievances, represent members at investigative interviews conducted by supervisors, and seek to resolve grievances, wherever possible, with the immediate supervisor (Step 1) and/or with the Department Director (Step 2). Unit Reps generally attend Step 3 hearings and arbitrations, as well.
Unit Representatives are authorized to represent their co-workers in unit-specific labor-management issues. Managers are encouraged to work cooperatively with Unit Representatives in an effort to resolve issues of mutual concern. Unit Reps are encouraged to seek the input of their co-workers in such cases.
Vision Statement
Our Union, our vision ...
The Rhode Island Hospital United Nurses & Allied Professionals, Local 5098 was formed in 1993 with the goal of enhancing the working lives of its members through organization and collective action. We achieved our first collective bargaining agreement in July, 1994.
As a democratic Union, we seek to promote opportunities for participation, debate, and decision-making within our organization, as well as within our workplace. Our Union is large and diverse, which enables us to make our collective voice heard, while challenging us to remain inclusive and flexible. Whether it be an individual grievance, a legislative issue, or a contract negotiation, our Union will wage a strong, principled fight for fairness and respect for all our members.
As employees of Rhode Island Hospital, we seek an equal voice in the decision-making processes that affect the lives of our members and our patients -- both on the department level as well as at the corporate level. We are committed to being forceful advocates to improve the working conditions and economic well being of our members, while simultaneously seeking positive collaborations with the Hospital in as many ways as possible. We want to see Rhode Island Hospital continue to thrive as a leader in the health care community.
As a Union of health care professionals, we are committed to advocating for a humane health care system that offers accessible, affordable, quality care for all. We seek to play a role in the search for solutions to our society's health care crisis, and we are committed to bringing the perspective of direct care givers to the process.
Finally, as part of the labor movement, we share a historic commitment to social justice and economic democracy for all members of our society, and pledge ourselves towards this vision.