NY Nurse November/December [Western]

New York

nurse Western NY Edition | november/december 2019

the official publication of the new york state nurses association

ECMC nurses take charge, win back pay, p. 3 NYC’s PUBLIC NURSES: voices of victory, pp. 7-10

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New York Nurse november/december 2019

Unlearning violence

W Judy SheridanGonzalez, RN, NYSNA President

Advocating for patients. Advancing the profession.SM Board of Directors President Judy Sheridan-Gonzalez, RN, MSN, FNP judy.sheridan-gonzalez@nysna.org First Vice President Anthony Ciampa, RN anthony.ciampa@nysna.org Second Vice President Karine M. Raymond, RN, MSN karine.raymond@nysna.org Secretary Tracey Kavanagh, RN, BSN tracey.kavanagh@nysna.org Treasurer Nancy Hagans, RN nancy.hagans@nysna.org Directors at Large Anne Bové, RN, MSN, BC, CCRN, ANP anne.bove@nysna.org Judith Cutchin, RN judith.cutchin@nysna.org Seth Dressekie, RN, MSN, NP seth.dressekie@nysna.org Jacqueline Gilbert, RN jackie.gilbert@nysna.org Robin Krinsky, RN robin.krinsky@nysna.org Lilia V. Marquez, RN lilia.marquez@nysna.org Nella Pineda-Marcon, RN, BC nella.pineda-marcon@nysna.org Verginia Stewart, RN verginia.stewart@nysna.org Marva Wade, RN marva.wade@nysna.org Regional Directors Southeastern Yasmine Beausejour, RN yasmine.beausejour@nysna.org Southern Sean Petty, RN sean.petty@nysna.org Central Marion Enright, RN marion.enright@nysna.org Lower Hudson/NJ Jayne Cammisa, RN, BSN jayne.cammisa@nysna.org Western Chiqkena Collins, RN chiqkena.collins@nysna.org Eastern Vacant Executive Editor Jill Furillo, RN, BSN, PHN Executive Director Editorial offices located at: 131 W 33rd St., New York, NY 10001 Phone: 212-785-0157 Email: communications@nysna.org Website: www.nysna.org Subscription rate: $33 per year ISSN (Print) 1934-7588/ISSN (Online) 1934-7596 ©2019, All rights reserved

e live in a world besieged by violence.

While humans are genetically predisposed to engage in aggressive behaviors to survive, other forms of aggression are not “natural” human qualities.

Psychologists maintain that violence is an acquired, learned behavior—a cultural phenomenon.

Multiple studies have shown that even individuals seen as “harmless” can be easily programmed to inflict violence upon others without motive or reason.

Thus, what is learned can be unlearned. Therein lies the hope of a kinder, gentler world.

The World Health Organization defines violence as “the intentional use of physical force or power, threatened or actual, against oneself, another person, or against a group or community, that either results in or has a high likelihood of resulting in injury, death, psychological harm, maldevelopment or deprivation.”

The Violence Prevention Alliance examines various manifestations of violence—self-directed, interpersonal and collective—under one umbrella. Violence is not only physical force, it involves power; it’s not just limited to action, it includes intention; its endgame is not simply injury or death, it’s also deprivation.

What are some other overlapping forms of violence we witness today?

Economic; political/institutional; racial; sexual/gender; cultural; religious; slanderous/cyber-bullying; informational; and environmental.

Violence can be mitigated and even eradicated by kindness; honesty; mutual understanding; peaceful coexistence; reducing economic, social, racial and gender disparities; empowerment; inclusion and ending exploitation. Universal peace…

Power

Some insidious forms of violence can be fueled by a relentless pursuit of power. The rationale that “the ends justify the means,” allows individuals to engage in vicious actions to prevent others— obstacles—from gaining a follow-

ing and challenging the status quo.

Such behavior is not uncommon in organizations and the terms “Machiavellian” and “realpolitik” come to mind.

Many union activists are subjected to such actions on the part of employers who feel threatened by the union and those identified as leaders. Having a docile, subjugated workforce is key in maintaining control.

More ominous is members being manipulated by bosses—and others—whose agendas are dependent upon creating confusion and division among workers. A divided union can’t hope to win against wealthy employers or any entity that controls information and resources.

Intention

It’s easy to get lost or forget about guiding principles. We have to guard against committing the same mistakes as our predecessors.

Dealing with bosses over the years, one learns that those in power justify their behaviors by insisting that they have good intentions.

In fact, engaging in actions or even planting seeds that result in division and defamation of workers reflects a level of immorality or mal-intent. Rationalizing rancor and negativity as serving some higher aim is delusional at best, and extremely destructive at worst.

Verbal violence is violence just the same, and can cause untold damage to individuals and organizations. We see this in families, relationships, workplaces and in

every form of political discourse.

While constructive criticism is essential to the growth of democratic organizations, personal attacks and vitriol generate cancers that suffocate us all.

Deprivation

Economic and institutional violence can be the most damaging forms of trauma in the world today.

Social disparities in healthcare, housing, education, environment, employment and other “social goods” decimate families, communities and nations. These savage inequities force migration and result in devastation and catastrophe.

There is a narrative that there aren’t enough resources to go around.

While population growth is a factor in scarcity challenges, the organization of our societies and the maldistribution of wealth and access to treasured resources are far more a determinant in creating human happiness…and human suffering.

Accepting false narratives and being a complacent population are essential elements in our own disempowerment. Thus, thinking critically and questioning are critical to the social transformation that can upset a status quo where 99% of us have little or no power.

Solidarity

Solidarity isn’t a term of convenience or a wordplay. It’s the intentional display of support and action that recognizes that those who face exploitation require more than pity. It’s the willingness to sacrifice something in the name of justice for others.

It’s the link to our collective humanity that states not only is an injury to one an injury to all, but that any successful struggle against oppression and the ability to implement a positive vision benefits the rest of us.

Violence will remain the healthcare crisis that it is until we develop the political maturity to engage in universal, collective solidarity.

“Violence is the fear of others’ ideals.”

Mahatma Gandhi

NEW YORK NURSE

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november/december 2019

ECMC nurses take charge, win back pay

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tarting in the fall of 2017, some nurses at ECMC began noticing something strange.

When filling in as a charge nurse, a staff nurse is supposed to be paid a $1/hour differential, but this was not happening on all units.

On some units, managers insisted that if a unit manager was on shift, a staff nurse would not receive charge pay, even when performing charge duties. Michelle Nance, RN, found herself in this situation when she transferred from a medsurge unit to the detox unit. She had always earned charge pay in medsurg, but her new manager in detox told her they had a different policy.

“I told my manager what they were doing was wrong—I knew it was bull from day one,” explained Nance. “How am I doing charge work and not getting charge pay? I don’t care if it’s $50—it’s the principle. I earned that money.”

Nurses alerted NYSNA representatives to the problem, who filed a grievance. The reps requested

information from the administration to identify all of the staff nurses who worked at least four hours as a charge nurse. Because of poor record keeping and the need to hire an intern to sift through the information, it took approximately a year for ECMC to compile the list of affected nurses and how much they were owed.

Gaining back pay and respect

Earlier this month, the grievance settlement was finalized. It covers the period from October 1, 2017 to December 31, 2018.

Nearly 350 nurses had been short-changed during that time.

Some nurses were improperly paid for only 4 or 8 hours, but some nurses were underpaid for hundreds of hours that they worked as a charge nurse.

Nurses who didn’t question their manager’s charge nurse policy, or didn’t notice they were not receiving their differential, were pleasantly surprised by the settlement. Nurses

like Nance, an outspoken 22-year veteran at ECMC, who surveyed her co-workers and reached out to her reps when she noticed a problem, were also satisfied.

She said, “I always tell any RN, go to your union, because they are there to fight for you. I have confidence in and appreciation for NYSNA. Sometimes it’s a process.

Sometimes you have to wait for an answer. The answer might not come in a day, but we often get the answer we deserve.”

Operating room nurse Liam Morrissey, RN, said, “I remember when the grievance was filed that it effected me. Now that we’re getting our money, I feel pretty good, because I have things I can do with that money! These small victories can be just as important as the big ones. The point is, we have language in our contract, and when they don’t follow the agreed upon language, we can call them out, take action, and get it resolved.”

INDOOR AIR QUALITY FACTS Do you suffer from nasal congestion, sore throat, headaches, drowsiness and/or respiratory irritation – but only when you’re at work? These are common signs of poor indoor air quality.

What causes poor indoor air quality (IAQ)?

The quality of the air in your workspace is affected by: • Ventilation • Indoor contaminants • Outdoor contaminants What laws and regulations protect workers from poor IAQ? There are few regulations related to IAQ in non-industrial settings. Some organizations provide IAQ guidelines, but these guidelines are not enforceable by law. Where legal standards do exist, the permissible exposure limits (PELs) are often so high that they are rarely exceeded.

How helpful is air testing to identify indoor air quality problems?

Employers’ first response is often air testing. While air testing may be appropriate if the type of contamination is known and there is a reasonable PEL

Gather data including: • symptoms • odors • recent changes in products used or changes in procedures • nearby construction work for that contaminant, in most cases air testing shows nothing and leads management to announce that, “We tested the air, and it is fine.”

There is no one test that will determine what contaminants are in the air.

Tests are chosen based on the likely contaminant. The generic testing usually conducted by management simply measures levels of carbon dioxide, carbon monoxide, hydrogen sulfide, air temperature and humidity. Where legally enforceable regulations exist for these substances or conditions, levels are rarely high enough to exceed them.

But the air where I work is making us sick – So what do we do?

You have effective tools in your toolbox even if you may not be able to depend on outside enforcement to make your workplace safer.  Start by investigating the problem.

• water leaks  Work with your NYSNA rep and LBU leadership to jointly notify management of the problem and demand action to improve workplace safety.  Your rep or LBU leadership may be able to file a grievance if management doesn’t take action depending on the language in your union contract.  Work with other affected stakeholders such as other groups of workers and patients to push for safer conditions for all.

Your NYSNA Health & Safety staff are available to help with support and advice. They can be reached at healthandsafety@nysna.org.

Nurses have a right and responsibility to advocate for a safe environment for themselves, their colleagues and their patients.

“

These small victories can be just as important as the big ones. The point is, we have language in our contract, and when they don’t follow the agreed upon language, we can call them out, take action, and get it resolved.”

Liam Morrissey, RN

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New York Nurse november/december 2019

NYC public nurses shine

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By Jill Furillo, RN, NYSNA Executive Director

he contract of New York City’s public nurses—now settled and ratified—is the consequence of many people working together towards a critical, shared goal. Their rallying cry, “Healthcare Justice for the Other New York,” was heard around the city. It touched a nerve.

For too long New Yorkers have lived with a healthcare system that dispenses care “by zip code”—plenty of resources for the few, scant for the rest. The public hospital system fights this gross inequality by giving care to anyone in need—no matter what—and stretching resources to meet the overwhelming demand.

More than 8,500 nurses comprise the NYC H+H system, the largest bargaining unit at NYSNA. The contract campaign attracted city and state politicians, clergy, immigration advocates, housing activists and other unions—all drawn together by a shared understanding of “the other New York.”

Public nurses in the lead

The campaign was a display of working people defending a crucial resource: the public hospitals. It had deep roots as a result of organizing

by NYSNA and others over the last seven years—to keep open Interfaith Medical Center, to leave in place mental health facilities in places like New York-Presbyterian, to name just two. But the campaign was built on a foundation of principles built

by NYSNA’s public nurses.

The public campaign kicked off in early February across from Harlem Hospital at the Schomburg Center for Research in Black Culture.

NYSNA was at Schomburg previously, in the fall of 2017, presenting its white paper “On Restructuring

NYSNA Board Member Judith Cutchin, RN, and President, NYSNA's NYC H+H/ Mayorals Executive Council, kicks off the contract campaign, outside the Schomburg Center, February 7.

the NYC Health+Hospitals Corporation: Preserving and Expanding Access to Care for All New Yorkers.” This dense document of 38 pages provides a detailed analysis of the place NYC public hospitals inhabit in the NYC system at large. The paper had been presented at an earlier date to an audience of politicians, academicians and the press at The New School. There was plenty of buzz.

Nurse to patient ratios

On this day, in Harlem, the rally and press conference became a shot across the bow of the NYC H+H system. After all, what the nurses and supporters had done—underpinned by a fact-based report, and with testimonies at town councils, county boards and the New York City Council—was to rebut the assertion that the public system was inefficient and debt-ridden: “NYC H+H hospitals and health centers are the local healthcare providers to thousands of residents of nearby low-income, demographically diverse communities, primarily communities of color. [NYC H+H] losses can be attributed to meeting the unreimbursed and under-reimbursed health needs of these communities,” the report stated.

Would safety net hospitals—real safety nets—receive the funding they deserve? Would the city and state recognize the role played by the public system in caring for 50 percent of uninsured inpatient discharges, 80 percent of all uninsured hospital clinic visits and half of all Medicaid patients? We know that the federal government would not help.

Put another way: “The major private hospital systems need to take more responsibility for the needs

of all New Yorkers,” the report asserted. Forty percent of the population of NYC is covered by Medicaid and 700,000 uninsured live here. Will the privates, which are not real safety nets, care for unprofitable patients?

Against this backdrop—crowded ERs and long waits to see specialists—NYC H+H nurses put forward their principal demand: a contract for greatly enhanced staffing and better working conditions.

Here the nurses were victorious: “[T]he agreement includes, for the first time, contractual nurseto-patient staffing ratios.” What a great victory!

The triumph of safe staffing has many antecedents. Scores, even hundreds, of rallies were carried out by NYSNA members at public and private hospitals: Safe Staffing Saves Lives!

Real winners

Petitions had been delivered to hospital management across the state. Lobby Days brought greater attention to the issue than ever before in the state. The public nurses’ message was resonating.

With the word out, and the bond between nurses and the community growing stronger, the nurses knew the time had come: contractual safe staffing ratios had been achieved.

The nurses of New York City's public hospital system had won a decisive victory.

The real winners in all of this are the patients. The staffing ratios will allow RNs the time to deliver quality care to patients in the NYC H+H system.

The contract campaign was built with knowledge and commitment-and the people on its side.

NEW YORK NURSE

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Pat Kane, RN, steps up

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atricia “Pat” Kane, RN, CNOR, has joined the NYSNA staff as Deputy Executive Director. She has served with integrity as NYSNA Director at Large and and Union Treasurer since 2009.

Pat Kane has been recognized as a lead architect in building the “New NYSNA” since 2011. Her familiarity with the union and its strategic goals, stewardship of its finances and understanding of its role in serving the community— guaranteed universal healthcare, climate justice, democratic institutions— made her an obvious choice by a unanimous vote of the NYSNA Board of Directors to become NYSNA’s new upcoming Executive Director.

Pat became a nurse in 1983, and

came to Staten Island University Hospital/Northwell Health in 1986 where she served as a front line nurse with a dedicated commitment to quality care. She joined NYSNA the same year.

As an LBU president at the hospital, Pat worked closely with fellow RNs on many levels. She was vice president of the Delegate Assembly and chairperson of NYSNA’s Council on Legislation, adding to her experience in union affairs.

Educational summits, workshops and conventions put Pat in touch with members from around New York State.

On the North Shore of Staten Island, where she has lived for 50 years, Pat has been a committed voice in the fight to address disparities in access to care and the social

determinants of health. In the wake of Super Storm Sandy, Pat was a leader in protecting the public’s health. And working with the Task Force for Youth Substance Abuse, she took aim at the impact of the opioid epidemic on teenagers.

Pat Kane has been a distinguished member of the NYSNA community for many years. Her experience extends to the many significant facets of the professional life of a NYSNA nurse, as well as to the social and political realm, advocating for quality care, community engagement, and social and economic justice.

Pat combines hands-on experience with big-picture strategy and an understanding of our union, its operations, goals and ideals.

Working together with Executive Director Jill Furillo, RN, Pat is taking on the many challenges before us.

Welcome Pat Kane!

Pat Kane, RN, CNOR

Shore nurses hold the line

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undreds of nurses at Shore Medical Center, joined by NYSNA members from other facilities, elected leaders and community allies, carried out a one-day strike on November 26 against unfair labor practices and to protect patient care.

Shore nurses have been in negotiations for several months against an implacable and unreasonable employer that continues to demand concessions. Give-backs are completely unnecessary at Shore, where profits amounted to over $11 million last year. CEO Ron Johnson was paid over $1.2 million that year.

Standing up to management

“Shore management has the intention of taking away as much as they can get away with,” said Dottie Rudert, who has worked in the OR at Shore for 18 years.

“Nurses care most about quality care for our patients, respect for our community, and good working conditions with fair wages. Nurses and patients need a reason to want to come to Shore. What Shore is offering won’t attract new nurses and will also drive away patients due to low quality.”

In the face of management’s antiunion behavior members turned out in droves to make it clear that they

All NYSNA members are asked to call Shore CEO Ron Johnson at (609) 653-3761 and urge him to settle the contract. won’t back down. Nurses’ spirits were bolstered with a “solidarity bus” of NYSNA members making the trip from New York City.

Enthusiasm stayed high throughout the day as the echo of exuberant chants filled the air.

Illegal lock out

While Shore management chose to illegally lock out nurses for four additional days, members refused to allow this anti-union tactic to break their resolve. At every shift change, NYSNA members are ral-

lied in front of the hospital chanting: “End the lockout!”

“We’re used to Shore management breaking the law to try to intimidate us, but it won’t work,” said Gina Schlacter, RN. “With the solidarity of our fellow nurses and our union, we are prepared to make it one day longer for our patients and our community.”

“

Nurses care most about quality care for our patients, respect for our community, and good working conditions with fair wages.”

Dottie Rudert, RN

Nurses strike at Shore Medical Center; November 26.

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New York Nurse november 2019

Albany Med nurses stand firm

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We know that management will use stall tactics, but we will not stop!

We will stay strong, united and fight for the respect we deserve!”

Rosalia Quinn, RN, Critical Care Float Pool

A

lbany Medical Center members are steadfast in their campaign to win a contract that protects patients and their families, keeps skilled RNs at the hospital and gives the community confidence in this healthcare institution. It's time, say the nurses, for AMC to put their commitment to safe patient care in writing.

AMC management has agreed that nurse staffing is at the core of nurses' working conditions. The nurses are seeking a comprehensive staffing grid that codifies this core commitment.

Put it in writing

What confuses the AMC nurses—for good reason—is that AMC already has staffing guidelines for safe patient care. Yet they refuse to put them in a contract. Why not put it in writing?

Nurses also point to the following: after 7 p.m., 90% of management goes home, i.e., the keys to the hospital are handed over to the hundreds of NYSNA nurses on duty. But these same nurses are effectively excluded from the planning of staffing.

New York

nurse special edition | November/december 2019

the official publication of the new york state nurses association

Harlem Hospital

Metropolitan

Bellevue

Kings

Voices of victory at NYC H+H/Mayorals

Woodhull

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New York Nurse november/december 2019

From your NYSNA Negotiations

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rom the first bargaining session in June, to the all-night bargaining session that delivered a tentative agreement on a new contract, NYSNA nurses demonstrated a strong, focused and consistent voice for healthcare justice. The diverse Negotiations Committee represented nurses from

big facilities and small, ambulatory care clinics, the Mayoral agencies, RNs, Accountable Care Managers, NPs, and young and veteran nurses, alike.

Determination wins

At the end of the day, the Negotiations Committee, powered by determination and nearly

9,000 public sector NYC nurses, were able to secure a groundbreaking contract that delivered on the most important issues identified by the majority of members. For the first time, enforceable safe staffing ratios are in the contract. A substantial salary increase and other incentives were won to help attract and retain the nurses necessary to

“ “

H+H nurses charged forward with a strong contract campaign, and we can see the results in the historic gains we achieved in this contract.

From enforceable nurseto-patient staffing ratios, to salaries and retention bonuses, to other improvements to our daily working conditions, this is the way forward to win healthcare justice for patients and nurses.”

Judith Cutchin, MSN, RN NYSNA Board of Directors and President, NYSNA’s NYC H+H/Mayorals Executive Committee

“

These negotiations have shown that in order to get better results, we need to build political consciousness, awareness and power. As union members, we can’t do it alone or just focus on one facility—we need to build solidarity with each another, our communities and political leaders to win the changes that nurses deserve.

Ray Briggs, RN

We started strong and we finished strong. It was exciting to work on the Negotiations Committee with professionals from nearly every facility and agency. The testimonies at the first negotiations session set the tone and established that we all have common goals. I’m proud that we accomplished safe staffing ratios for the overwhelming majority of members and that we have a process that will lead us to safe staffing ratios in

Coney Island Hospital

Woodhull

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NYSNA nurses had a strong team united around one common goal— quality patient care. NYSNA unity creates strong solidarity and healthcare justice for our patients— the other New York.

Sharon Greenaway, RN North Central Bronx

ambulatory and long-term care, as well.”

Deborah Gatson, BSN, RN Gotham Health/ East New York D&T Center

NEW YORK NURSE

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november/december 2019

Committee deliver the quality care that our patients deserve.

A team effort

NYC H+H/Mayorals nurses ran a public contract campaign, creating pressure on the City as a result of the solidarity of the community and elected officials who stood with the nurses. Members contributed by participating in rallies, providing public testimony, meeting with elected officials, educating fellow nurses in their facilities, and attending open bargaining sessions.

This was truly a team effort and a demonstration that when NYSNA nurses fight, they win!

Read what members of the elected Negotiations Committee have to say about this contract victory.

Kings County Hospital

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Getting staffing ratios and resources to retain our nurses in H+H was our bottom line and we won that. Our underserved patients deserved at least that much. Our challenge in the upcoming days, months, and years will be to make these gains a reality by organizing with our co-workers to fully fund our system and keep all of our services accessible to every New Yorker who needs it.”

Sean Petty, RN, Jacobi

“

As a Negotiations Committee, we kept together. We were professionals from the beginning to the end, and I think that the City recognized the respect, trust and concern we have for each other, our patients, and for H+H and Mayorals. I’d especially like to thank our President, Judith Cutchin, who was always there, and saw us through to a fair contract.

Patricia James, BSN, RN

As the youngest member of the team, I was glad to be given the opportunity to serve all the diverse nurses of H+H. We tried to ensure that everyone—from Mayorals, to ambulatory, to long-term care—had their issues reflected and made gains in the final contract.

This contract is definitely a win for our nurses and our patients.

Jovana Woodley, RN

Kings County Hospital

Coler Specialty Hospital & Nursing Facility

“

I was especially excited about the improvements we made for accountable care managers and case managers in H+H and the Mayorals. ACMs and CMs play an important role in quality patient care and in the financial health of our public system.”

Yvonne Lam, RN, BSN, MSN, CCM Woodhull

Continued on page 10

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New York Nurse november/december 2019

From your NYSNA Negotiations Committee Continued from page 9

“

“

Metropolitan

There is strength and power in numbers. It took a dedicated campaign to win this precedent-setting contract with staffing ratios. I’m grateful the City came to the table and bargained in good faith.

This is the first victory, and there will be many more to come. The struggle continues.

Keysha Morris, BSN, RN Mayorals/ Corrections

Even as an alternate, I was able to voice concerns of the Mayoral nurses and help secure some of the same benefits gained by the H+H nurses. I sometimes joke about the slash between H+H/Mayorals, but as our convention motto, SOLIDARITY FOREVER, proclaims, we need to remember that a win for one group of nurses is a win for ALL NURSES! I’m proud to have been a part of brokering this historic contract.

Patricia Tyrell, RN

“

I am a newcomer to the contract negotiation committee. It was an honor to help convey the pressing issues of our members across the table.

It's especially rewarding to see our issues addressed within this progressive contract.

Alizia McMyers, MHA, BSN, RN Harlem Hospital

Mayorals/ NYPD

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I’m very proud of the work the Negotiating Committee has completed on behalf of the NYSNA members of H+H/Mayorals. I’d like to personally thank them for their tireless efforts to make this a contract like no other. I’m proud to be a part of this union and this contract victory. I feel so grateful for the team and the membership, and look

“ forward to continuing our work together.

Valerie Bowers, RN Retired, Kings County Hospital

I’m especially excited about the wins on safe staffing ratios and nursing education. I hope that the positive relationship we built with the City through these negotiations will continue and grow.

Mary Simon, RN Jacobi Medical Center

NEW YORK NURSE november/december 2019

Nancy Hagans, RN, new NYSNA treasurer

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e are pleased to announce that our longtime colleague, NYSNA Board Member Nancy Hagans, RN, has been appointed NYSNA Treasurer by the NYSNA Board of Directors.

Nancy has worked at Maimonides Medical Center for 30 years, 23 of them in the Surgical ICU, five years in PACU (post-anesthesia care unit), and directs contract enforcement for 1,700 NYSNA RNs working at Maimonides Hospital. Nancy is Executive Chair of the Local Bargaining Unit. She is very proud

of what she calls a “strong contract” with improved staffing and tuition reimbursement ratified this fall at Maimonides. Her degree was earned at Long Island University (LIU).

Nancy has been an active community liaison. She is involved with the Haitian American Nurses Association. She also holds a seat on the Democratic County Committee of Richmond County.

She resides on Staten Island.

Nancy’s experience in finance and the role of fiduciary is outstanding. She is a trustee of the NYSNA Benefit Fund, part of

the team that manages $100 million in assets. As Chair of the Staff Development Committee at Maimonides, she oversees a fund of approximately $1 million, making full and timely reimbursements to members.

“I look forward to working with members, as always, so we can continue member empowerment and growth. I recognize that dues money needs to be invested in the members. I will make sure that all union funds continue to be properly spent and accounted for.

Members come first,” said Nancy Hagans, RN

Taking action to win safer workplace

NYSNA

members working in the QI/QA office at Wyckoff Heights Medical Center were tired (literally) of the bad air quality in their work spaces.

Poor ventilation was part of the problem. Old, moldy carpet and leaks were also concerns.

At first, management did what they often do in these circumstances: they hired a consultant to do some sampling and analysis of the air. This is often a go-to because, with so few regulations on indoor air quality, it is generally unlikely that the consultant will find any violations. The employer then declares that everything is okay, and the problems continue.

Inadequate ventilation

In this case the report showed that carbon dioxide levels were quite high. A buildup of carbon dioxide in a workplace is an indicator that the ventilation system is inadequate.

Sometimes NYSNA members ask which agency to call about this kind of issue, hoping they can come in and force management to do the right thing. But, with few laws on the books about indoor air quality, this usually goes nowhere.

The nurses at Wyckoff decided on a more direct course of action.

Wyckoff Heights Medical Center

On Friday they walked over to the VP of building and facilities office to raise their concerns in a face-to-face context. “My parents didn’t come here from Jamaica to have me get poisoned at work,” RN and LBU President Tanisha Thompson told him.

Quick, decisive

On Monday, when they returned to work, plant operations had installed a number of vents and

fans in the walls of the different rooms. While not a full solution, this was a start and at least got the air moving in the tight working environment.

Working in healthcare today is tough enough. We shouldn’t have to work in poor environmental conditions as well. Wyckoff nurses have shown that quick, decisive action can lead to improvements and better working conditions.

Feeling drowsy at work? Better ventilation, not coffee, may be the Rx.

Nancy Hagans, RN

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New York Nurse november/december 2019

Medical Mission: Brazil

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he four-day Brazil Medical Mission brought care to the cities of Recife and Manacapuru in the middle of the Amazon Rainforest. Working shoulder-to-shoulder with local nurses and doctors, and sailing the Amazon River, nurses also provided care to two different indigenous tribes on the river’s banks.

The mission gave nurses a unique opportunity to learn about medicinal plants and

to see firsthand how some diseases are treated with homemade medications.

At the end of the journey, 697 patients benefited from the team’s care and medicines.

Motivating presentation

After the medical mission, nurses took part in the 71st Brazilian National Nurses Association Congress. NYSNA Board Member Nella Pineda-Marcon, RN, joined

in a dialogue about how to ensure better working conditions and patient safety.

Pineda-Marcon also gave the closing speech of the congress to an audience of approximately 3,000 nurses, nursing students and teachers from the Amazon State Nursing School. It was a presentation that motivated nurses to pursue solutions and ways to strengthen the profession.

“

I'm very impressed with how NYSNA was welcomed by the local Nurses during the 71st Nursing Congress in Brazil. They look up to us and were eager to learn about the common struggles we share in our profession and how we can possibly overcome these struggles.”

NYSNA Board Member Nella Pineda-Marcon

Medical mission

NEW YORK NURSE november/december 2019

“

That was one of the best experiences of my life.”

Audrey Fossett, RN

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New York Nurse november/december 2019

At New Rochelle and Mount Vernon unity is strong

M

“

We have joined with community residents and clergy, religious and elected leaders, other unions including 1199SEIU to say to Montefiore: ‘You are taking away a safety-net facility and the only hospital in our city.’”

Tracy McCook, RN

ontefiore picked the wrong fight with the two satellite hospitals it bought in a merger.

Montefiore New Rochelle and Montefiore Mount Vernon won’t take no for an answer. To the question: Are we open for care? The answer is yes. Do we need more nurses to do the right job? The answer is yes. Nurses at both locations say that Montefiore feels like a bottom-line business and it's time that changed for good.

At New Rochelle, nurses point to an understaffed Labor & Delivery Unit, where mothers with newborns are forced to recuperate outside the maternal child department.

Newborns were involuntarily separated from mothers. RNs spoke up and rallied with the community and the practice was stopped— though not entirely.

Today, nurses are asking for higher tuition reimbursement. They say school is needed to be able to keep up with the ever-demanding developments in healthcare. They want retiree health benefits so that all nurses can retire at age 60 with benefits to tide them over until Medicare age. Understaffing remains a critical issue. Nurses formed a picket on November 19, telling the press: ENOUGH IS ENOUGH! Registered nurses at Montefiore New Rochelle Hospital rallied for safe staffing and a fair contract. They called attention to overcrowding and understaffed facilities, specifically in the maternal child health unit.

Community rallies around Mount Vernon Hospital

(Below) RNs at Mount Vernon demand to keep the hospital open for care.

NYSNA nurses, elected officials, healthcare workers and community leaders from across Mount Vernon gathered on October 23 at a town

Large group of RNs at Montefiore New Rochelle picket for safe staffing.

hall meeting to protest Montefiore Health System’s announced closure of Mount Vernon Hospital.

The closure would severely impact residents who rely on the hospital for critical healthcare services, as the 128-year-old hospital is the only hospital in the city of Mount Vernon.

Among the town hall’s attendees was New York State Senator Jamaal Bailey who represents the Bronx and Mount Vernon.

“This decision could have a significant impact on the wait times and resources of other nearby hospitals and could be life threatening for patients who may require immediate care. I hope Montefiore would reconsider its decision to close the hospital,” Bailey said.

Medically underserved area

Mount Vernon sits in a designated medically underserved area and was only recently withdrawn from Health Professional Shortage Area status—something it could risk regaining if closing inpatient beds pushes affiliated clinical professionals out of the area.

Nurses know from firsthand experience in Queens and Brooklyn how damaging closures can be to the community’s health. They argue that Montefiore is not a financially struggling institution and that it serves patients in a medically underserved community and is vital to meeting community health needs.

Tracy McCook, RN, a NYSNA member who works at Mount Vernon, said, “The threat Montefiore poses in closing Mount Vernon Hospital is terrible. We have joined with community residents

and clergy, religious and elected leaders, other unions including 1199SEIU to say to Montefiore: ‘You are taking away a safety net facility and the only hospital in our city. There is no question that the very sick and injured will suffer if the closing takes place.’”

National attention

The plan to close Mount Vernon is also attracting attention from federal lawmakers, who have publicly shared their willingness to join the fight to make sure the community does not lose this important facility.

“When I heard Montefiore was planning to close Mount Vernon Hospital and build a new facility on Sandford Boulevard, I immediately spoke with Montefiore President Steve Safyer and expressed my belief that the healthcare needs of the community should be their top priority,” said U.S. Representative Eliot Engel. “I also told Dr. Safyer it would be prudent to convene local stakeholders, including local elected officials, and gather input from members of the Mount Vernon community. Since their announcement, there has been a lot of consternation in Mount Vernon, which is already considered medically underserved.… We need more answers and I hope this event will help facilitate a broader conversation about Montefiore’s plan.”

Nurses are calling for these answers and more, as the community closes ranks behind a demand to keep Montefiore Mount Vernon open and provide a contract at New Rochelle that guarantees quality care for its patients.

NEW YORK NURSE

15

november/december 2019

Around the state westchester/hudson valley – RNs

show solidarity at Montefiore New Rochelle picket for safe staffing and Montefiore Mount Vernon town hall, demanding to keep the hospital open for care.

nyc

– Nurses in the NYC H+H hospitals and Mayorals

scored a monumental contract victory, with 94.5% saying yes to ratification.

central region

– Nurses at St. Elizabeth Medical

Center are committed in their fight for wage increases, safe staffing ratios and health benefits.

– With their contract ratified on December 13, congratulations to NYC H+H/Mayorals members, including those who live on Long Island.

long island

capital/north country

– Albany Medical

Center nurses were joined by fellow NYSNA members and other supporters at a mid-day rally and picket outside the hospital, October 30.

staten island

– Thanks to advocacy of nurses

and other caregivers, independent expert to provide recommendations to address air and mold problems at SIUH.

9

h+h

– With 94.5% voting yes for ratification, the nurses at the NYC H+H hospitals and Mayorals win a monumental contract.

– Nurses rally in solidarity at Shore Medical Center against unfair labor practices and to protect patient care.

shore

NEW YORK NURSE november/december 2019

Non-Profit US Postage Paid NYSNA

131 West 33rd Street, 4th Floor New York, NY 10001 5 Western

INSIDE Medical Mission: Brazil

The words of NYC public nurses, pp. 7-10

Winning a safer workplace, p. 11