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!
Helene Macedo, RN
President
T) 401-831-3647 F) 401-831-3677
RI Hospital UNAP 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)
Memoranda of Agreement
From time to time, the Union and the Hospital enter into Memoranda of Agreement (MOA) to clarify the contract, address new issues, or settle grievances. Below are links to some MOAs that are currently in effect:
Downloadable 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.
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.
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. The 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 2008 staffing plans.
RI Hospital UNAP Campaign for Safety & Quality
RI Hospital UNAP Campaign for Safety & Quality
Making a difference for staff and patients
Hospital administrators aren’t the only ones who know about, or care about, reducing errors, improving patient outcomes, and increasing patient and employee satisfaction!
The RI Hospital UNAP is conducting a membership survey to develop "staff-driven" proposals to improve conditions for patients and employees. Please take just a couple of minutes to share your thoughts about patient safety, medical errors, staffing levels, patient satisfaction, employee morale, and more. Your input is extremely important to the success of this survey, and we will share the results with you when the survey is complete. Thanks!
Click here to take the survey
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
vacant
Davol OR/PACU
Helene Macedo, RN
Diagnostic Imaging
vacant
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.
Blue Cross prescription drug formulary (4/1/10 - 9/30/10)
Click here for a copy of the current Blue Cross prescription drug formulary
Say NO to Lifespan Givebacks!
The RI Hospital UNAP Executive Board urges you to REJECT the Lifespan giveback proposals at the
Emergency Membership Meetings
Wednesday, March 25
8:15 AM & 1:00, 4:30, 6:30 & 8:15 PM
Crowne Plaza • Salon 4 & 5 • Warwick
On Wednesday, March 18, Lifespan announced wage & benefit “takeaways” for all non-union employees, and asked the UNAP to agree to similar givebacks, including
- eliminate the 4% raise that is due this July 1
- reduce the cap on vacation accruals from two years to one year
- decrease tuition assistance and CEU reimbursement
- eliminate per diem bonuses
- eliminate service credits
- eliminate tuition remission for new grads
Because we have a Union contract, we are under NO obligation to agree to these changes.
The RI Hospital UNAP Executive Board unanimously recommends that our members REJECT Lifespan’s proposal because Lifespan is financially healthy.
- Lifespan made over $300 million in profits in the past five years.*
- Lifespan’s net worth has grown over $600 million in the past five years.*
- Lifespan’s endowment is worth $1.1 billion (as of June 30, 2008).*
- Lifespan recently received Standard & Poor’s highest bond rating (AAA).*
- Lifespan’s CEO received a 220% increase in pay and benefits in the past five years. *
(from $1.3 million in FY 2002 to $2.9 million in FY2007)*
- Lifespan gave large bonuses to all senior executives this past December.
* Note: All figures come from Lifespan annual reports (www.lifespan.org/about/reports/annual), IRS-990 forms, and other Lifespan publications.
The final decision to accept or reject Lifespan’s proposal is up to you.
Please join us at the membership meetings and let your voice be heard!
Lifespan's merger plans
For more than two years, Lifespan has been working on plans to take over Care New England, the hospital system that includes Women & Infants, Butler, and Kent Hospitals. If this merger happens, Lifespan will control more than 70% of all hospital jobs and services in Rhode Island, and will dominate health care in the State.
More recently, Lifespan announced plans for RI Hospital to take over The Miriam Hospital. Lifespan is now considering ways to combine certain services that are currently offered at both hospitals.
What do you think of Lifespan's merger plans?
Lifespan's plan to build a hospital empire in Rhode Island may be good for Lifespan, but is it good for employees and patients?
Click here to take a UNAP survey about Lifespan's plans to merge RI Hospital and Miriam Hospital.
Click here to take a UNAP survey about Lifespan's plans to merge with Care New England.
To send us general comments about either merger, click here.
Union At Work (May, 2009)
Members reject Lifespan takeaways
RI Hospital UNAP members voted overwhelmingly last month by 876 to 14 to reject a Lifespan proposal to reduce wages and benefits. The proposed givebacks have already been imposed on non-union employees throughout the Lifespan system; however, the RI Hospital UNAP contract will remain in effect without any of the changes proposed by Lifespan.
Lifespan threatens to take away Service Credits
In spite of the overwhelming rejection of Lifespan's giveback proposals, RI Hospital is now threatening to eliminate the Service Credits that have been paid to employees with 10 or more years of service since at least the 1990s. While Service Credits are not explicitly mentioned in our Union contract, our Union has made clear to the Hospital that Service Credits are a binding past practice that cannot be changed without the agreement of the Union. If necessary, the UNAP will take legal action to protect this benefit.
Union wins arbitration case on unpaid meal breaks
An arbitrator has ruled that RI Hospital violated the Union contract when it added an unpaid meal break to employees who had been hired into 8-hour shifts (as opposed to 8 1/2 hours). The arbitrator ordered the Hospital to return all affected employees to their previous 8-hour shift. The Hospital has not yet complied with the arbitrator's decision, and the Union may need to take legal action to enforce the arbitrator's award. Most (but not all) affected employees work the night shift.
Solving problems in the O.R.
The Union has addressed a number of safety and morale issues in the in-patient OR. A new Unit Rep filed a grievance about a dress code policy about earrings that wasn’t being enforced consistently. In response, the Rep was added to a committee to look at dress code issues in the department. The Union also filed a grievance about members not getting their proper breaks, which resulted in improved scheduling of breaks.
Baylor issues
Baylor nurses on CTIC recently filed a grievance to step 3 due to a change in their weekend schedule. The Union felt that there was no basis for the change. After discussion with the Hospital, the nurses on that unit worked together and came up with their own plan to cover the weekend shifts.
Radiology
Several members received back pay for on-call related issues. Also, the union clarified that UNAP members who graduate from the RI Hospital School of Radiology have first preference for postings in Diagnostic Imaging over non-UNAP students.
How late is late?
The Hospital continues to be aggressive in giving warnings for sick time and tardiness. For example, even if you badge-in within the seven minute window, you are still considered late if you are not ready for work at your scheduled start time. Do not confuse the window for badging-in with the requirement to be ready at the start of your shift….In recent months, several warnings for tardiness and sick calls have been reduced in time or severity in response to UNAP grievances.
Off-cycle pay checks
The Union continues to be successful in getting off-cycle checks for members, particularly when Payroll incorrectly calculates an employee’s hours of work. When employees fail to badge in/out, they may need to wait to the following week to receive the proper adjustment.
Wasting away
The Union worked with a nurse and with management to solve the problem of how to witness wasting of narcotics in a very small department with just one RN.
A RN was disciplined for not properly wasting narcotics. The Union proved the problem was in the Omni cell. The discipline was dropped and the Omni cell has been fixed.
Wrong rate of pay
The Hospital quoted the wrong salary rates to members in a newly formed unit. The Union worked with the Hospital on a solution so that the members would keep their rate of pay and not suffer a loss.
Another nurse had been receiving an incorrect salary rate. When the Union contacted Compensation to alert them of the error, the mistake was corrected and the employee received back pay for all lost wages.
Tuition assistance
The Union successfully intervened to ensure that the Hospital would continue to honor its agreement to pay 100% of the tuition for UNAP members in the BSN program at Salve Regina College who have agreed to remain at the Hospital for two years after graduating.
Vacation clarification
The Union has clarified numerous vacation questions and problems, including:
- increasing the allotment of available vacation hours in certain units;
- clarifying that employees do NOT have to cover their weekend days when they take a full week’s vacation
- clarifying that an employee may take a full week’s vacation during a week in which they are scheduled to work a holiday, but that the employee will have to find holiday coverage or work the holiday.
- clarifying the seniority provisions related to vacation scheduling
Change is sometimes better
A nurse who was having practice issues on her unit obtained a more suitable position in a new department which is a much better fit for her. It is important for employees to look for positions that suit their skills and personal attributes, and to job shadow whenever possible before taking a new position.
New Unit Reps
Lots of members are getting involved in the union now. We have been fortunate to get some great new unit reps. They include Wendy Swain, Andrea Stinson, Dave Stephenson, David Onasile, Cheryl Corbesero, Nelson Pedro and Lisa Starnino.
UNAP Liaisons
Helene Macedo and Isma Gueye, UNAP labor-management liaisons, have been a big help in quickly and effectively addressing members questions and problems. They can be reached by email at igueye@lifespan.org and hmacedo@lifespan.org.