The NYSNA Handbook: A Member's Guide [Public] by New York State Nurses Association

The NYSNA Handbook

A MEMBER’S GUIDE

H+H 2018 NYSNA HANDBOOK: A MEMBER’S GUIDE

co n t e n t s

Co n t e n t s Who is NYSNA?........................................................................ 4 • Who is NYSNA? What is a union? How to get involved........................................................ 5 • Member leaders moving forward with the new NYSNA • NYSNA members’ paths to involvement and leadership in a powerful RN movement Nurses’ rights...................................................................... 7 • Your contract • Your rights under federal, state and local laws • Your right to advocate • If management calls you into the office • Protection from unjust treatment our vision............................................................................... 8 • Patients or profits? • A new direction • NYSNA RNs up to the challenge Safe staffing for patients............................................. 9 • Our fight for safe staffing – bargaining and political action • Safe Staffing Captains • Political action for safe staffing • Protecting our patients by protesting unsafe assignments • Research shows safe staffing makes the difference

NYSNA advances nurses and nursing.................... 21 • Nursing practice resources • Continuing education • Certification review workshops • e-leaRNTM • Statewide Peer Assistance for Nurses (SPAN) affected by substance abuse disorders keeping nurses healthy and safe............................22 • Health and safety • Safe patient handling • Workplace violence OUR LEADERS.........................................................................23 • The board of directors • NYSNA staff organizational structure CONTRACTS & LINKS............................................................26 • NYSNA Representatives at the NYC Office • NYSNA Contracts • Pension & Health Benefits • SPAN (Statewide Peer Assistance for Nurses) • Social Justice & Civil Rights Committee • Political & Community Organizing HOSPITALS REPRESENTED BY NYSNA..............................28

what we won....................................................................... 15 • Our contract campaign • Contract highlights public health advocacy............................................... 18 • Defending public hospitals and protecting the safety net • Protecting our profession • Challenging corporate healthcare • Healthcare for all • Promoting a healthy environment

NYSNA HANDBOOK: A MEMBER’S GUIDE

We are! We are a union of 42,000 frontline nurses standing together to defend our workplace standards, strengthen our practice, achieve safe staffing and promote healthcare for all. The New York State Nurses Association (NYSNA) was formed on April 16, 1901, and helped create New York’s Nurse Practice Act. We are New York’s oldest and largest union and professional association of Registered Nurses.

What is a union? As a union of healthcare workers, our commitment is to protecting our patients and profession. But we are also dedicated to a just and humane society, where everyone has a right to quality healthcare and economic security. As union nurses, we fight for safe staffing at the bargaining table and in the statehouse. We work with other unions and community groups to promote single-payer healthcare (Medicare for All), so everyone has access to quality care. Unfortunately more and more hospitals are heading in the opposite direction, putting the bottom-line ahead of patient care.

“

NYSNA’s role is to help members to realize that they can actually change their conditions, whether it is the conditions they work under on a unit or conditions in their neighborhood, their state, their country or their world. Because all these things are related to each other, our job as a union is to help people make these connections, to allow them to have a space for their voices to be heard and for their actions to have meaning, and to defend their right to practice nursing safely and under the best possible circumstances. That way they can do what we all were taught: to take care of our people, take care of our society.” –Judy Sheridan-Gonzalez, RN, NYSNA President

How to get involved

NYSNA HANDBOOK: A MEMBER’S GUIDE

That is why our union is working hard to: • Secure safe staffing standards • Guarantee quality healthcare for all • Protect our profession and our scope of practice • Improve standards for RNs across the state: better wages and pensions, sustainable schedules, and working conditions that help recruit and retain excellent nurses. Unions are one of the most important ways working people, including RNs, can build power on the job. When workers from different industries join together, we form an entire labor movement. Together, we can get corporations and government to do what working families need and want. Past gains include improvement in the minimum wage, overtime pay, Social Security and Medicare, family leave, pensions and health benefits. To keep moving forward we: • Bargain collectively with our employers • Promote legislation and engage in political action • Organize the unorganized, bringing non-union RNs into NYSNA • Mobilize along with patients, communities and the broader labor movement

There are so many ways to get involved in NYSNA, whatever your level of experience or time you have available. The heart of our work is building power on the job through workplace organizing. NYSNA members volunteer as unit representatives and staffing captains. Members also serve as local bargaining unit leaders or join NYSNA’s statewide leadership as elected convention delegates. Other members engage in nursing practice advocacy, volunteering with facility-based professional practice committees, or our statewide Council on Nursing Practice. Others do political action, volunteering in local community and political action, attending lobby days or serving on our statewide Council on Legislation. Other members are active on social justice and civil rights issues, from addressing climate change and health disparities to disaster recovery efforts coordinated by our New York Relief Network.

other hospitals and with other unions — attending pickets and rallies. Our goal is to recruit and train a member leader on every unit and shift in every hospital. We are up against powerful institutions with deep pockets, who want to slash public support for healthcare and weaken unions like NYSNA. The future of nursing and patient care is on the line. Do your part. Get involved.

how to g e t in vo lv e d

who is nysna?

Who is NYSNA?

Learn more Talk with your Rep about attending a leadership training – upcoming classes are listed at bit.ly/2MqkAqQ. Learn more at the NYSNA Convention or Biennial (held on alternating years in the fall) and at other conferences in the spring, such as the Public Sector/ Private Sector Solidarity conference.

Member leaders — moving forward with the new NYSNA One good way to get involved is to attend a member leader training session, where you’ll learn about your rights on the job and how to organize. We have trained more than 1,000 NYSNA members as unit reps and delegates over the past two years, and they are our first line of defense. These leaders organize with their coworkers to fix problems in hospitals, spearhead NYSNA’s political efforts — recruiting members to lobby days — and build solidarity with NYSNA members in NYSNA HANDBOOK: A MEMBER’S GUIDE

Path 1: Workplace Organizing

Steward or Unit Representative Grievance Committee Health and Safety Committee LBU Executive Committee Contract Negotiations Committee Contract Action Team

Path 2: Nursing Practice Advocacy

Path 3: Political Action

Elected LBU Leader for Practice Committee Council on Nursing Practice

Political/Legislative Action Team Council on Legislation Political Action Committee

Path 4: Social Justice Activism

Social Justice and Civil Rights Committee Climate Change and Public Health Committee Single-Payer Healthcare Committee Disaster Relief and Recovery Committee

Your contract NYSNA members in every facility have a contract that spells out their wages, working conditions and benefits. Our contracts address critical issues like seniority and transfers, education benefits, vacation allocations, floating and more. Every NYSNA member should get a copy of their contract and read it. If you have questions about specific contract provisions, ask your unit delegate, one of your LBU leaders or your NYSNA Rep.

Your rights under federal, state and local laws NYSNA members are protected by federal, state and local laws. For example, you have the right to take leave under the federal Family Medical Leave Act as well as the state Paid Family Leave law. You have the right to safe and healthy working conditions under the federal Occupational Safety and Health Act, as well as protections from discrimination for age, race, religion and sexual orientation. New York State law bars mandatory overtime and guarantees whistleblower protections to healthcare workers who report unsafe patient care conditions.

Your right to advocate Under NYS Taylor Law, union (and nonunion) nurses have the right to advocate for our patients and for ourselves:

LBU Leadership

Practice Committees

Political/Legislative Committees

Election as Delegate to convention that sets NYSNA policy and direction Election to NYSNA Board of Directors

NYSNA HANDBOOK: A MEMBER’S GUIDE

Issue Committees

• At work you can talk, give out literature, sign cards on non-work time in nonwork areas as long as it doesn’t disrupt patient care. • Non-work time means before and after shifts and during breaks. • Non-work areas mean breakrooms, bathrooms, near the elevator, off the floor, in the cafeteria or in the parking lot. • You may also talk about nursing issues at the nurses’ station, the way you would talk about a birthday party or weekend plans, while you’re on a momentary break, since nurses can only take brief breaks on busy occasions. But you must use good judgment about who is around and not disrupt another employee who is working.

• You have the right to participate in collective patient advocacy, including group letters, petitions and meetings. If in doubt, contact your delegate or Rep.

If management calls you into the office Here are some tips to help you keep your cool and protect your rights if you get called into the office for discipline or an investigation: • Ask what the meeting is about. You have a right to know what is being investigated or discussed before the meeting. • Ask for your NYSNA delegate or Rep. You have the right to union representation if the reason for the meeting could be disciplinary. Before you attend the meeting, ask if the conversation could lead to discipline so you can contact your union rep/steward beforehand. If the answer is “yes,” you have a right to representation at the meeting itself and do not have to answer questions until your delegate or Rep is present. • Keep it simple. Answer management’s questions with clear, simple answers. Don’t fall for their fishing expeditions. • Don’t remember? Just say so. If management asks you about something and you don’t know the details, just say, “I don’t know” or “I don’t remember.” The worst thing you can do is to make up a story and give management an excuse to try to discipline you for dishonesty.

nurs e s ’ R I G H T S

NYSNA Members’ Paths to Involvement and Leadership in a Powerful RN Movement

Protection from unjust treatment As a NYSNA member, you have more protection from unjust treatment by a manager than healthcare workers who do not belong to a union. In the rare event that a manager initiates a counseling, verbal warning or written discipline for you, your union delegate or Rep will help you evaluate if there is “just cause” for such a counseling or discipline. If the manager fails to prove that there was just cause, the discipline may not be proper and could be remedied. NYSNA HANDBOOK: A MEMBER’S GUIDE

Our fight for safe staffing

The future of patient care in New York and across the country is in danger. A powerful network of hospital executives, private insurance companies, for-profit hospital chains, Wall Street firms and private equity hedge fund operators have a goal: to make big profits out of healthcare.

Patients and their families count on our hospitals to care for their loved ones when they are sick or injured. Nurses are a vital part of safe, successful hospitals. We care for patients around the clock, providing lifesaving treatment, medication and support. A safe staffing ratio of nurses to patients is critical to ensuring every patient is properly cared for. That’s why one of NYSNA’s top priorities is winning stafe staffing at the bargaining table and in the legislature.

They have joined forces with politicians to promote the idea that we cannot afford quality care for all people, even though we live in the richest country in the world. They have used their deep pockets and political muscle to cut taxes for corporations and the wealthy, choking off public funding for healthcare. This has forced some hospitals to cut RN staffing, privatize services, shutter units and close whole facilities. The remaining hospitals are consolidating through mergers and acquisitions and competing for a shrinking pool of well-insured patients. These private NYC hospitals rely on public ones to pick up care for the uninsured and low-margin services like mental healthcare. This is a business model that threatens patient care. On our units, management is trying to diminish our unique role, using electronic medical records and scripting to limit of our judgment.

A new direction For years NYSNA was not up to this challenge. Directors of nursing and administrators dominated our organization’s leadership. Nationally, we were the largest member organization in the American Nurses Association. But they used our members’ dues to oppose nurse-to-patient ratio legislation. NYSNA officials even backed state proposals to shut down hospitals! That all stopped in May 2012, when thousands of frontline caregivers came together to change the direction of our union. We eliminated outdated rules so we could function as a real union. And we made winning safe staffing our numberone priority.

NYSNA HANDBOOK: A MEMBER’S GUIDE

Safe Staffing Captains

Since then, we’ve transformed our union from top-to-bottom. We’ve trained more than 1,000 member leaders. We’ve united members to fight and win strong contracts and made our voices heard across New York.

NYSNA RNs are up to the challenge With one strong, united voice for patient care: • We’ve put the issue of healthcare disparities on the map and kept hospitals open for care. • We’ve stopped multiple attempts to turn our healthcare system over to for-profit corporations. • We’ve made New York City and New York State recognize the need for a more equitable distribution of Indigent Care funds. Winning hasn’t been easy. Our opponents have deep pockets and a lot to lose, but together, we can continue to make the changes our patients deserve.

“

For-profit hospitals have mortality rates that are 2 percent higher than non-profits.” –David Himmelstein, MD, Canadian Medical Association Journal

GET INVOLVED Look for NYSNA Lobby Day in April, Multi-Union Safe Staffing Lobby Day in May, and End-of-Session MiniLobby Days in June. And watch for NYSNA’s Voter Guide for Primary and General Elections at the local, state and federal levels. them about the benefits of mandatory safe staffing legislation.

At our bargaining tables, we’re pushing for contract language that guarantees safer staffing and protects patients. In addition to filing POAs, you can help by becoming a Safe Staffing Captain. Safe Staffing Captains use a text messaging system to document the real-time staffing conditions we face on our shift every day. By collecting data on nurse-to-patient ratios, NYSNA is better positioned to enforce our contract and make sure that management lives up to our agreements. We’re also able to provide a picture of staffing conditions to the general public, so they understand what’s going on in our hospitals.

We also work to elect leaders who share our values. In 2016, Long Island members mobilized to elect Todd Kaminsky, adding a strong supporter of our bill to the State Senate.

Analysis of the data yielded evidence in support of our campaign for the Safe Staffing for Quality Care Act and helped us get the bill passed in the New York State Assembly in 2016.

been an RN at Kings County Hospital in Brooklyn since 2007. Quality care through safe staffing is her highest priority. She works in Medical Telemetry on the night shift. Most shifts, her 36-bed unit has five RNs and one ancillary staff, with 11 to 12 discharges and up to 12 admissions per day. She often has seven patients – five on telemetry.

Political action for safe staffing Every year we meet with local elected officials in our neighborhoods and in Albany with state legislators to educate

GET INVOLVED Sign up for Staffing Captain: Just text “captain” to 877-877 Sign up for campaign emails and text alerts on our website! bit.ly/SafeStaffingActionTeam

We’re also part of the Campaign for Patient Safety, with other healthcare unions, patient advocacy groups and community organizations. Together, we lobbied local governments and saw success as five counties, five cities, and towns and villages throughout the state passed resolutions calling on the state legislature to pass our bill.

S A F E S TA F F I N G FO R PAT I E N T S

O U R V I S I O N

Patients or profits?

Lisa Alleyne-Moore has

Ms. Alleyne-Moore was among the first in her hospital to sign up as a Safe Staffing Captain. As one of the more senior RNs in her unit, she wants “to provide an example of leadership to the hospital’s many young nurses,” she said. NYSNA HANDBOOK: A MEMBER’S GUIDE

Protecting our patients by protesting unsafe assignments As registered nurses, our top priority is providing quality care to our patients. But sometimes we’re asked to work under conditions that are not safe for our patients, including inadequate RN staffing levels. We can do something about it! Many NYSNA members have won additional staffing by filling out Protest of Assignment (POA) forms, which are like a call bell for our managers!

What is a Protest of Assignment (POA)? A POA form should be filled out, if, in your professional judgment, you believe a patient care assignment is unsafe or potentially unsafe. As a registered nurse, you have a legal and professional obligation to notify your employer of an unsafe situation so the problem can be corrected and injury or harm to the patient can be averted. Remember, you can fill out a POA at any point during your shift if conditions change or patient acuity increases.

Here’s how filling out a POA can help: • Tracks unsafe staffing • Creates accountability for administrators • Ensures that there is a documented record that can protect your license • Can be used in court, before state agencies and in legislative hearings

How to submit your POA 1. Give a copy to your employer. 2. Keep a copy for your own records. 3. Give a copy to your NYSNA rep. 4. Fax a copy to NYSNA at 212-785-0429.

(Sample form is on page 12.)

The POA form is protected union activity! Management cannot prevent us from filling out a POA, and no RN can be disciplined or retaliated against for raising their patient care concerns by filing a POA.

Here are some examples of when a POA form can be completed: • Unsafe RN or support staffing levels • Can’t reach a doctor for orders on admission • Late lunch/no lunch • Patient acuity requires a higher level of care (eg., an ICU patient housed in PCU) • Rapid admissions between 9 am and 12 pm, and during shift change • Supplies not available • Not enough staff or equipment to safely lift a patient

• Unable to safely perform charge duties and take a patient assignment at the same time • Lack of training or competency to handle patient care assignment • Mandatory overtime that does not comply with New York State law • Skill mix on unit is insufficient • Unsafe environment or workplace violence POA Instruction Sheet available at bit.ly/2Ibr35B.

We protest TOGETHER! When multiple nurses sign on to a POA it protects all of us and shows administration how widely felt a patient safety issue is on the unit.

We keep filling them out! When nurses fill out a POA consistently to track patient care issues, it allows your local NYSNA leadership to identify patient care trends in a unit. This enables us to investigate safety issues and clearly articulate them to management. In cases where we have been able to show these trends to management, we have been able to make gains for our patients, including: • Increased staffing levels on units • Improvements in patient care policies and procedures

“

At Harlem Hospital, NYSNA members consistently filled out POAs to document staffing issues in the ICU unit. We were able to produce an evidence based report to our management team on the potential impacts of unsafe staffing. It was fact-based evidence that management couldn’t dispute. We were able to win additional staff for our patients!“ –Jacqueline Gilbert, RN, Director at Large, Harlem Hospital

NYSNA HANDBOOK: A MEMBER’S GUIDE

PROTEST OF ASSIGNMENT

34425

Print in block letters!

Facility code Date M

Facility name

Name of individual submitting report

Time Management notified (12 hr clock) What type of nursing (shade the type that CCU/ICU/NICU Med/Surg ER Maternity/GYN Peds/NICU/PICU Psychiatry Ambulatory Surgery Other

Code of nursing unit

First

Name of nursing unit Last

AM PM Manager's Name

unit is this? best applies) Home Care/Public Health School Correctional Facility Ambulatory Care/Clinic OR/Anesth/Recovery Stepdown/Telemetry Nursing Home/Rehab

What was your staffing like today? (write numbers in the boxes) Staffing RN

Normal or Core staff

*Regular is sum of FT/PT/PD

Number On duty today Regular* Float Agency

What you needed

LPN

Ancillary Census

Bed Capacity

For what reasons are you protesting this assignment? (shade all that apply)

patient acuity higher than usual inadequate number of qualified staff volume of admissions and discharges not adequately trained for this situation don't have resources I need such as supplies, equipment, or medications case load too high and impedes safe care inadequate time for documentation mandatory Overtime Other

Additional Comments Print in

Block letters!

Number of RNs signing this form Under the laws of this state, as a registered professional nurse, I am responsible and accountable to my clients. Therefore, this is to confirm that I notified you that, in my professional judgement, today's assignment is unsafe and places my clients at risk. As a result, the Hospital/Agency and you share responsibility for any adverse effects on patient care. ability. I will, under protest, attempt to carry out the assignment to the best of my professionalDate

Signature

Management Comments

Management Signature

Time management responded (12 hr clock)

Date

AM PM

Protecting our license and our patients is no small task! However, when we work together to track patient safety issues, we can have a huge impact on patient care. In partnership with NYSNA’s Nursing Education and Practice Department we turn our Protests of Assignments into powerful tools to enforce safe patient care conditions on our units.

NYSNA HANDBOOK: A MEMBER’S GUIDE

what w e won

Research shows safe staffing makes the difference Overwhelming evidence shows that: • Safe staffing saves lives. Peer-reviewed research found higher nurse staffing is associated with lower mortality rates. Adding one RN per patient day was associated with a 16-percent decrease in failure to rescue in surgical patients. • Safe staffing improves patient outcomes. Studies have shown increased RN staffing lowers the risk of patient outcomes, including hospital-acquired infections and pneumonia, and also cardiac arrest. Higher staffing also reduces hospital readmissions and emergency room wait times. • Safe staffing is cost-effective. The savings associated with lives saved were greater than the increased cost of one additional RN per patient day in intensive care, surgical and medical units. • Safe staffing reduces nurse burnout, turnover and injuries. Adding one patient per nurse increased burnout by 23 percent and job dissatisfaction by 15 percent in one study. Safe staffing ratios in California were associated with an occupational injury and illness rate 31.6 percent lower than what would have been expected. • Safe staffing legislation has a proven track record. Since California’s law was implemented, nurses care for fewer patients, on average, than they did prior to the legislation and compared to other states. • Safe staffing strengthens the safety net. The California legislation increased RN staffing in safety-net hospitals “in which an improvement in staffing has historically been most difficult and most improvement was needed.” • Safe staffing doesn’t hurt hospital performance. No hospitals closed in California following the implementation of minimum nurse ratios there, and hospital margins have actually improved since implementation. Nor did hospitals decrease ancillary staffing. As reimbursements shift to a value-based model, the improved outcomes of safe RN staffing will directly translate into financial benefit for hospitals.

join the campaign Sign up for campaign emails and text alerts on our website! Visit bit.ly/SafeStaffingActionTeam. Look for NYSNA Lobby Day in April, Multi-Union Safe Staffing Lobby Day in May, and End-of-Session Mini-Lobby Days in June. And watch for NYSNA’s Voter Guide for Primary and General Elections at the local, state and federal levels.

NYSNA HANDBOOK: A MEMBER’S GUIDE

NYSNA highlights in NYC H+H New York City Health + Hospitals (H+H) is our city’s healthcare lifeline. And our hospitals are powered by the care of NYSNA nurses.

“

Without NYC Health + Hospitals, more than a million New Yorkers would have nowhere to turn. At NYC H+H, no patient is ever turned away — regardless of income, immigration status or ability to pay. NYC H+H is the country’s largest and best public hospital system — and the care we give is the heart of NYC H+H.” –Anne Bové, RN, Bellevue Hospital and Secretary, NYSNA Board of Directors

H+H hospitals, nursing homes and treatment centers care for nearly one-fifth of all general hospital discharges and more than one-third of emergency room and hospitalbased clinic visits in all of New York City. That makes it the largest municipal healthcare system in the United States, serving 1.3 million city residents. In 2014, after years of working without a contract, NYSNA RNs in the H+H system won a major victory in the settlement of our union contract.

Highlights from our agreement include: • 19.41-percent increases over the life of the contract. Retro pay owed to our hardworking city nurses back to our previous contract. (For detailed pay schedule, see page 19.) • The creation of Union Training & Upgrading Fund and Union Child Care & Elder Care Fund

Links to our contracts • NYC Municipal Workers Citywide Contract: www.dc37.net/wp-content/uploads/dc37contracts/pdfs/citywide.pdf • NYSNA H+H and Mayorals Contract www1.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/ nysna-executed-contract-2010-2019.pdf NYSNA HANDBOOK: A MEMBER’S GUIDE

R aises and Retroactive Payments

Two new benefit funds Union Training and Upgrading Funds Our agreement created a jointlyadministered, independent fund for provision of educational benefits to NYSNA members. This fund receives 0.75 percent of payroll each year to provide benefits. The types of benefits and amounts paid are determined by the committee running our fund, not by management. The fund will increase each year by the amounts of future wage increases. Unspent monies will remain in the fund and will not return to the employer in each year. This new fund replaced the old “tuition reimbursement” benefit in the contract. Union Child Care and Elder Care Funds The funds are ours and we can adapt NOTES: them to meet the needs of city nurses, The new collective bargaining agreement for NYSNA nurses accomplishes threethe goals:sole caregivers for who are often 1. The agreement implements the phased in pay increases children and elderly relatives, and(such have that were not paid to NYSNA and other unions as the Teachers, School Administrators, 1199 unlike LPNs and Pharmaunique needs. For example, cists, and a few others) for the 2010-2012 bargaining round. other types workers who work For NYSNA thisof means that we are “owed” a 4% increase for 2010-2011hours and a second increase for 2011-2012. daytime and4% therefore only need 2. The agreement implements the new contract for the pecare assistance during those “regular” riod from 2012 to 2019, including an additional 10% in raises going forward. hours, nurses often need child and 3. The agreement will pay out retro pay owed for the two 4% elder care night-shift hours starting in increases in aduring series of five installment payments 2015. because we are part of a 24-hour-aday workforce. Our agreement created a jointly-administered independent fund for provision of child care and elder care benefits to NYSNA members. The fund receives 0.5 percent of payroll each year to provide benefits. The types of benefits and amounts to be paid are determined by the committee running the fund, not by management. Any unspent funds will not return to the employer, but will remain available for future years. The contributions to the fund will rise in accordance with future wage increases.

Access these benefits and find out more! Go to NYC Public Sector Benefits section at www.nysna.org/benefits.

NYSNA HANDBOOK: A MEMBER’S GUIDE

Note: This chart is subject to correction and individual variation. Newer hires get Step Raises and Salary Increases.

Raises and Retroactive Payments NOTES on raises & retro payments

NOTES: The new collective bargaining agreement for NYSNA nurses accomplishes three goals: 1. The agreement implements the phased in pay increases that were not paid to NYSNA and other unions (such as the Teachers, School Administrators, 1199 LPNs and Pharmacists, and a few others) for the 2010-2012 bargaining round. For NYSNA this means that we are “owed” a 4% increase for 2010-2011 and a second 4% increase for 2011-2012. 2. The agreement implements the new contract for the period from 2012 to 2019, including an additional 10% in raises going forward. 3. The agreement will pay out retro pay owed for the two 4% increases in a series of five installment payments starting in 2015. Over the next four and one half years, NYSNA nurses will receive a total of 19.41% in pay increases (the 8% for 20102012 and the 10% for 2012-2019, which equals 19.41% in actual increases with compounding); a retro payment for the 1% increase in 2013 (about $650-$1100, depending on each individual’s salary), and about retroactive payments in the amount of about 53% of the individual starting salary in 2010 (ranging generally from about $33,000 for a new staff nurse with no experience in 2010 to about $56,000 for the most senior nurses in higher titles). In the above charts, we used a staff nurse at $80,528 (base + NEX step 14) in 2010 as a sample. This nurse is at about the median salary in our bargaining unit. That median nurse would receive about $42,000 in retro payments, plus a $1,000 ratification bonus payment. At the end of the contract, her salary (base + NEX) will have risen from $80,528 to $103,225 (a 28% increase). 8

Nursing Practice Councils We created new joint Nursing Practice Councils at the facility and H+H-wide levels to engage in research and databased analysis of issues related to quality of patient care, access, the way in which services are provided and other factors. The new councils are comprised of equal numbers of NYSNA and employer representatives and operate by consensus. These new councils are a vehicle to enhance the role of nursing and to more directly involve nurses in the decision-making process around issues of patient care and nursing practices and policies. This provision strengthens and expands the scope of our current “nurse practice committee” provisions.

Over the next four and one half years, NYSNA nurses will $1,000 receive a total of 19.41% in pay increases (the 8% for 20102012 and the 10% for 2012-2019, which equals 19.41% in ac- Cash payment UPON RATIFICATION tual increases with compounding); a retro payment for the upon ratification 1% increase in 2013 (about $650-$1100, depending on each Salary Effective 7/21/13 individual’s salary), and about retroactive payments in the 1% increase amount of about 53% of the individual starting salary in 2010 (ranging generally from about $33,000 for a new staff nurse Cash payment 1% (1% retro for 2013) with no experience in 2010 to about $56,000 for the most Effective 7/21/14 senior nurses in higher titles). Salary 1% + increase In the above charts, we used a staff nurse at $80,528 (base + NEX step 14) in 2010 as a sample. This nurse is at about the median salary in our bargaining 1/01/15 unit. That median nurse Step increase would receive about $42,000 in retro payments, plus a $1,000 ratification bonus payment. At the end of the con- Salary Effective 7/21/15 + tract, her salary (base + NEX) will have risen from $80,5281%to increase $103,225 (a 28% increase).

12/21/15

12/21/17

Salary 1.5% increase

Salary increase (1st for 2010-12 round)

$2,612 $3,800

Salary increase (2nd for 2010-12 round)

$3,137

$1,781

1/7 Cash payment

$5,200

(1/7 of retro pay accrued as of that date)

Salary 2.5% increase

Effective 7/21/18

$2,397

Salary increase (4th for 2010-12 round)

$1,927

1/3 Cash payment

$11,000

(1/3 of retro pay accrued as of that date) Step increase

1/01/19 3%

Salary increase

$3,007

CONTRACT EXPIRES

6/05/19

1/2 Cash payment

(1/2 of retro pay accrued as of that date)

$11,000

Step increase

1/01/20 12/21/20

Salary increase (3rd for 2010-12 round)

1/21/18

12/21/19

$1,674

Step increase

1/21/19

Step increase

1/01/18

12/21/18

$828 Salary increase from 2013 applied retroactively

(1/8 of retro pay 8 accrued as of that date)

1/01/17 Effective 7/21/17

Paid in 2014

1/8 Cash payment

1/01/16 Effective 7/21/16

Sample Payments Assuming $80,528 RN Salary in 2010

1/1

Cash payment (Remainder of retro pay)

Retirees: All retro accrued from the 2010-2012 contract will be paid in one lump sum to nurses before July 31, 2014.

$11,000 7

*Please see notes on previous page

NYSNA HANDBOOK: A MEMBER’S GUIDE

pub l ic h e a lth advocacy

Defending public hospitals and protecting the safety net New York State’s public hospitals never turn a patient away. That’s the mission of RNs everywhere. Public hospitals are in danger: from Buffalo to Westchester to New York City’s H+H system, officials are seeking to cut care and privatize services. NYSNA took the initiative to commission a study that debunks myths about public hospital deficits. (See bit.ly/2t7qtkx.) Our H+H facilities are essential for NYC’s diverse, underserved communities. H+H services also undergird private hospitals, making their surpluses possible. The solution • More equitable funding for H+H and for mental health and Level 1 Trauma services • Private hospitals caring for fairer share of uninsured, immigrant and behavioral health patients The need for safety-net hospitals has never been greater, especially in workingclass communities of color. The future of healthcare in New York State hinges on adequate funding for our public hospitals, plus private community hospitals who serve Medicaid and uninsured patients, and rural hospitals where no other healthcare services are available. NYSNA helped secure legislation that would ensure New York State’s safety-net hospitals receive adequate funding, and millions of New

Yorkers get the care they need. We have also worked hard to defend federal healthcare funding, as Congress considers drastic cuts to Medicare and Medicaid – programs that have protected our patients since the programs were founded in 1965.

Protecting our profession Our licensure, professionalism and advocacy for our patients are built upon the skills of each and every registered nurse. That’s why we successfully resisted efforts by the NY State Legislature to erode our scope of practice. One example was the 2017 proposal in the state budget for “Health Care Regulation Modernization Teams” which would have resulted in highly skilled nurses being replaced by workers without the training of an RN. Management would have the power to force non-nurses to take on RN duties without proper training or pay, and no clear path for advancement.

Challenging corporate healthcare For-profit companies and providers are collecting the lion’s share of healthcare dollars and its hurting our patients — from pharmaceutical companies to medical device manufacturers to technology and electronic medical records vendors. Then there’s the insurance industry, which drives up costs and waste. No wonder so little money is left for actual care at the bedside.

Healthcare for all NYSNA’s mission is to care for all New Yorkers. That’s why we supported the Patient Protection and Affordable Care Act (ACA, also known as Obamacare), which dramatically reduced the number of uninsured Americans. But we still need to expand healthcare coverage, reduce costs and improve quality. That is why we endorse a single-payer Medicare for All system and NY Health, plans which would ensure access to high-quality care for everyone and would also reduce costs. • A single-payer system would replace private, corporate health insurance by extending Medicare to cover everyone living in the United States. Rich or poor, young or old — everyone would have access to the same level of care. • Medicare spends just 2 percent of its income on operating expenditures vs. up to 17 percent for private insurance — which also takes big profits off the top. • A single-payer system would also save money. A 2009 study by the NYS

Department of Health found that NY Health was the only plan that would provide healthcare for all state residents and was also the most efficient way to cut healthcare costs. • This will also keep hospitals open for care. From Central Brooklyn to the North Country, struggling community hospitals would get the funding they need to care for hundreds of thousands of patients. • A single-payer system is the only way to ensure patients come before profits.

Hospitals are also “going corporate,” so whether you work in a struggling

Want to get involved?

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The role of the public system is to give care to underserved communities—to immigrants, to the uninsured, to Medicaid patients. Our public hospitals see every individual as a patient in need of care, not a source of profit.” –Judith Cutchin, RN, Woodhull Hospital, President, NYSNA’s H+H/Mayorals Executive Council

community hospital or a rich academic medical center, the bottom-line has become more important than our patients getting the care they need. But NYSNA members are uniting to put our patients over profits — on our units and at the bargaining table.

NYSNA HANDBOOK: A MEMBER’S GUIDE

Speak to your NYSNA delegate or representative about upcoming events! Sign up at bit.ly/nysnahc4all for email and text alerts. Email SinglePayerCommittee@nysna.org to find out about joining the Single-Payer Committee of member leaders and active members in this campaign.

NYSNA HANDBOOK: A MEMBER’S GUIDE

But there are things we can do! 1. Support adaptive measures that help our communities respond when environmental disaster strikes.

Promoting a healthy environment Protecting the public’s health also means addressing climate change and responding to the many natural disasters stemming from climate change. We know climate change is real. In 2016 the Intergovernmental Panel on Climate Change (IPCC), a worldwide committee of hundreds of scientists, concluded that “Warming of the climate system is unequivocal, and since the 1950s, many of the observed changes are unprecedented over decades to millennia. The atmosphere and ocean have warmed, the amounts of snow and ice have diminished, sea level has risen, and the concentrations of greenhouse gases have increased.” The reason for these changes? Human influence. Profound health effects include: • More climate-related deaths. The World Health Organization estimated that in the year 2000 there were 160,000 excess deaths globally due to climate change alone. • Extreme weather and storm surges not only cause drowning and injuries; displaced populations create catastrophic public health threats.

2. Fight for policies on clean air and clean energy to slow, stop and reverse climate change. 3. Spread the word. People trust nurses. This gives us the unique opportunity to educate the public and advocate for change.

ant to get W involved? NYSNA is part of multiple coalitions promoting a healthy environment for the communities in which we serve! To get involved contact your NYSNA Delegate or Representative about upcoming events! Sign up at bit.ly/ NYSNAClimateJustice for email and text alerts. Consider joining the Climate Change Committee of member leaders and active members who discuss the campaign and contribute their perspectives by emailing ClimateChangeCommittee @nysna.org.

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Any nurse who went through Hurricane Sandy should take an immediate interest in climate change. The nurses who cared for patients during and after the storm, those who went up and down the stairs in apartment buildings in the Rockaways and Red Hook helping stranded New Yorkers get care, who went home to devastation in Staten Island, saw all too closely the effects of climate change. “We are in a unique position to speak out against it. We can’t ignore this danger to our world.” –Sean Petty, RN, Jacobi Hospital, NYSNA Director at Large

NYSNA HANDBOOK: A MEMBER’S GUIDE

Nursing practice resources Our nursing practice is under attack. Short staffing, de-skilling, unit restructuring and new technology all take away our time from the bedside and harm patient care. You can protect your practice and your patients by working with your colleagues and getting support from the Nursing Education and Practice Department.

Continuing Education NYSNA offers free and low-cost classes for members, including free online statemandated courses on Infection Control and Child Abuse. Certification Review Workshops prepare professional registered nurses to take ANCC certification examinations in their specific specialty. Courses are FREE for NYSNA Members, who pay only a $25 materials fee.

• For a listing of our Certification Review programs held at locations, including NYSNA Offices go to bit.ly/2LRRwaH. • A new series of Certification Review Workshops are now available ON-SITE at various NYSNA facilities. For a listing of these new programs, go to bit.ly/2HQe88T. NYSNA has partnered with MED-ED’s online learning system to offer certification review classes and other courses. CE posttests are administered online, with instant results and printable CE Certificates. All NYSNA members receive a 50% discount on course subscriptions.

MED-ED F or more information go to

bit.ly/2LOikbD.

Other nursing resources e-leaRNTM NYSNA’s online learning system, e-leaRN™, offers free online education courses for NYSNA members. Topics cover New York State mandated courses, including Infection Control Mandated Training and Child Abuse: Identification and Reporting. For more information go to www.elearnonline.net/.

Statewide Peer Assistance for Nurses (SPAN)

N YS N A A DVA N C E S N U R S E S & N U R S I N G

• Long-term health problems. Warming temperatures negatively affect air quality, exacerbating respiratory problems and creating other long-term health issues.

NYSNA’s Statewide Peer Assistance for Nurses (SPAN) is a confidential education, support and advocacy program for ALL nurses licensed in New York State. SPAN’s mission is to foster public safety, and it is the resource for New York nurses affected by substance use disorders. The SPAN program operates on the belief that every nurse deserves access to treatment, help in preserving his or her license and employment, and ongoing support throughout the recovery process.

For confidential assistance, call 518-782-9400, ext. 250 or email span@nysna.org. For more info: bit.ly/2MLjzK3. NYSNA HANDBOOK: A MEMBER’S GUIDE

Setting a course NYSNA is led by frontline nurses elected by our members. Every member has a vote. In this democratic process, we draw upon the knowledge of our members and the local leaders they elect in local bargaining units to set the direction for our movement. We recognize we cannot do it alone; our duty to fully advocate for patients requires a coalition effort — with public health experts, community advocates, religious organizations, elected leaders and other unions.

Caring for patients shouldn’t turn YOU into a patient Nurses spend their careers working to protect the health of their patients. Ironically, according to OSHA and the U.S. Bureau of Labor Statistics, healthcare facilities are some of the unhealthiest places to work. Exposure to cleaning/ disinfecting chemicals and hazardous drugs, infectious diseases, patient handling injuries and violence are just some of the many hazards nurses are exposed to on a daily basis. Understaffing increases the likelihood of injuries and illnesses from these hazardous conditions. Our best protection is a strong union. NYSNA Health and Safety Committee members, delegates and local health and safety leaders are our first line of defense. Training topics include: • • • • • • • •

Workplace violence Safe patient handling Infectious disease prevention Chemical exposures Disaster preparedness Indoor air quality Construction hazards Workers’ compensation

NYSNA HANDBOOK: A MEMBER’S GUIDE

Trained member health and safety leaders are effective on facility labor-management committees on: • Health and safety • Safe patient handling • Workplace violence NYSNA’s Occupational Health and Safety staff are always available to provide professional assistance to members and to conduct on-site inspections and reach out to city, state and federal enforcement agencies when necessary.

Judy Sheridan-Gonzalez, RN President, Montefiore Medical Center

Anthony Ciampa, RN First Vice President, NY Presbyterian Hospital

Karine Raymond, RN Second Vice President, Montefiore Medical Center

Tracey Kavanaugh, RN Secretary, Flushing Medical Center

Patricia Kane, RN Treasurer, Staten Island University Hospital

Anne Bové, RN Director at Large, Bellevue Hospital Center/NYC H+H

Judith Cutchin, RN Director at Large, Woodhull Hospital/NYC H+H

Seth Dressekie, NP Director at Large, NYC Human Resources Administration/ NYC H+H

Learn more If you have specific questions about health and safety hazards at work, talk to your NYSNA delegate or representative right away. They will work with NYSNA’s Occupational Health and Safety Representatives to answer your questions and help improve the safety of your workplace. NYSNA members can also contact Occupational Health and Safety staff directly by sending an email to healthandsafety@ nysna.org or calling 212-785-0157. More can be found under Nursing Practice at www.nysna.org.

our l e ad e rs

K EE P I N G N U R S E S H E A LT H Y & S A F E

The Board of Directors

Jacqueline Gilbert, RN Director at Large, Harlem Hospital/NYC H+H Nancy Hagans, RN Director at Large, Maimonides Medical Center

NYSNA HANDBOOK: A MEMBER’S GUIDE

Robin Krinsky, RN Director at Large Mt. Sinai Hospital

Lilia Marquez, RN Director at Large, Bellevue Hospital

Nella Pineda-Marcon, RN Director at Large, Mt. Sinai - St. Luke’s Hospital

Verginia Stewart, RN Director at Large, Metropolitan Hospital/HHC

NYSNA S taff Org aniz ational S tructure 11

Marva Wade, RN Director at Large, Mt. Sinai Medical Center

New Organizing

Executive Director

External Strategic Campaigns Political Affairs & Public Policy

Marion Enright, RN Central Regional Director, Nathan Littauer Hospital Martha Wilcox, RN Eastern Regional Director, Sullivan County Health Center

Executive Director Jill Furillo, RN, BSN, PHN, became a registered nurse in 1985 and has worked as an ER nurse, an organizer, the executive vice president of the RN Division of 1199, and the national bargaining director of National Nurses United (NNU). She successfully shepherded the country’s first law setting safe nurse-to-patient ratios through the California legislature.

Internal Organizing

Field Operations

Strategic Campaigns

Administration

SPAN

Yasmine Beausejour, RN Southeastern Regional Director, LIJ Valley Stream

Jayne Cammisa, RN Lower Hudson / NJ Regional Director, Westchester Medical Center

Sean Petty, RN Southern Regional Director, Jacobi Medical Center/HHC

Chiqkena Collins, RN Western Regional Director, Erie County Medical Center

Nursing Education & Practice (Health & Safety)

Research Labor Education

IT & Security Membership Communications Legal

20 Regional Teams Upstate/Western NY Westchester/Hudson Valley/Rockland Long Island • Brooklyn/Queens/Staten Island/NJ NYCHH • Manhattan Teams (NYP, Sinai) Bronx Teams (Montefiore)

Human Resources & Administration Meeting & Planning NYSNA Office Operations Finance Funds

NYSNA HANDBOOK: A MEMBER’S GUIDE

contracts & l inks

CO N T r AC T S & L I N K S NYSNA Representatives at the NYC Office 212-785-0157 www.nysna.org Sign up for text alerts and email updates salsa4.salsalabs.com/o/50772/p/salsa/ web/common/public/signup

DENTAL BENEFITS Aetna, Inc. P.O. Box 14094 Lexington, KY 40512 877-238-6200 www.aetna.com

Like us on Facebook www.facebook.com/nynurses

More information about Aetna dental coverage www.nysna.org/aetna-dentalcoverage#.WyvynFVKiUk

NYSNA CHILD CARE AND ELDER CARE FUND

HEALTH BENEFITS

Administrative Services Only (ASO) Department 221 P.O. Box 9005 Lynbrook, NY 11563-9005 800-537-1238 Fax: 855-255-0904 www.asonet.com Download CHILD CARE AND ELDER CARE FUND documents (.pdf) at www.nysna.org/documents-nysnachild-care-and-elder-care-fund

Administrative Services Only (ASO) P.O. Box 9005 Lynbrook, NY 11563-9005 888-692-7671 www.asonet.com

NYSNA TUITION AND CONTINUING EDUCATION FUND

Citywide Municipal Unions Contract www.dc37.net/wp-content/uploads/ dc37contracts/pdfs/citywide.pdf NYSNA H+H Contract www1.nyc.gov/assets/olr/downloads/ pdf/collectivebargaining/nysnaexecuted-contract-2010- 2019.pdf

PRESCRIPTIONS (except for PICA, chemo or injectables) Optum Rx 800-797-9791 www.prescriptionsolutions.com

PRESCRIPTIONS (for PICA, chemo or injectables) Express Scripts 800-315-2592

PENSION NYC Employees Retirement System (NYCERS) 335 Adams St, Suite 2300 Brooklyn, NY 11201-3751 347-643-3000 or 877-669-2377 Fax: 347-643-3400 www.nycers.org

SPAN (Statewide Peer Assistance for Nurses) For confidential assistance, call 518-782-9400, ext. 250 or email span@nysna.org. bit.ly/2MLjzK3

SOCIAL JUSTICE & CIVIL RIGHTS COMMITTEE Contact a NYSNA delegate or representative or Karen Jarrett, Downstate Director, Political & Community Organizing Sign up at bit.ly/cmtejustice

POLITICAL & COMMUNITY ORGANIZING 518-782-9400, ext. 283, legislative@ nysna.org www.nysna.org/our-campaigns/ political-action

Administrative Services Only (ASO) Department 136T P.O. Box 9005 Lynbrook, NY 11563-9005 800-537-1238 Fax: 855-255-0904 www.asonet.com Download TUITION AND CONTINUING EDUCATION FUND Documents (.pdf) www.nysna.org/documents-nysnatuition-and-continuing-educationfund#.WyvzDFVKiUk

Diabetic meds are provided by your citysponsored health plan.

NYSNA HANDBOOK: A MEMBER’S GUIDE

hos p i t a l s re p resen t ed by nysna 28

hospital s repre sented by NYSNA Adirondack Medical Center - Saranac Lake Administration for Children’s Services - New York Albert Einstein College of Medicine - Bronx Alice Hyde Medical Center - Malone Allegany Cty Health Department - Belmont Amityville Union Free School District - Amityville AO Fox Memorial - Oneonta Arlington Central School District - Lagrangeville Bellevue Hospital Center - New York Bellevue Women’s Center - Schenectady Bertrand Chaffee Hospital/Jennie B. Richmond Nursing Home - Springville Beth Abraham CenterLight Health System - Bronx Borough of Manhattan Community College (CUNY) - NY Bronx Community College (CUNY) - Bronx Bronx-Lebanon Hospital Center (Concourse) - Bronx Bronx-Lebanon Hospital Center (Fulton) - Bronx Bronx-Lebanon Special Care Center - Bronx Brooklyn Hospital Center - Brooklyn Brooks Memorial Hospital - Dunkirk Brunswick Hospital Center - Amityville Canton-Potsdam Hospital - Potsdam Carthage Area Hospital - Carthage Catskill Regional Medical Center - Harrison Cayuga Cty - Auburn Champlain Valley Physicians Hospital - Plattsburgh Chemung Cty Nursing Facility - Elmira Chemung Cty - Elmira Chenango Cty Public Health Service - Norwich Claxton Hepburn Medical Center - Ogdensburg Coler Specialty Hospital/Nursing Facility - Roosevelt Isl. College of Staten Island (CUNY) - Staten Island Coney Island Hospital - Brooklyn Copiague Union Free School District - Copiague Correctional Health Services - New York Cortland Cty Health Dept - Cortland Cumberland D and T Center - Brooklyn Delaware Cty Nursing Service - Delhi Department of the Aging - New York Department of Correction (City of NY) - Corona Department of Sanitation (City of NY) - New York Dr Susan Smith McKinney Nursing/Rehabilitation Ctr Brooklyn East New York D and T Center - Brooklyn Eastern Niagara Hospital (Newfane) - Newfane NYSNA HANDBOOK: A MEMBER’S GUIDE

Elizabethtown Community Hospital - Elizabethtown Ellis Hospital - Schenectady Elmhurst Hospital Ctr - Elmhurst Erie Cty Dept of Social Services - Buffalo Erie Cty Youth Services - Buffalo Erie Cty Health Dept - Buffalo Erie Cty Medical Center - Buffalo Erie Cty Senior Services - Buffalo Eugenia Maria De Hostos Community Coll (CUNY) Bronx Fire Dept (City of NY)/Emergency Medical Services Brooklyn Flushing Hospital Medical Ctr - Flushing Gouverneur Hospital - Gouverneur Gouverneur Healthcare Services - New York Gracie Square Hospital - New York Harlem Hospital Ctr - New York Health Alliance - Mary’s Ave - Kingston Henry J. Carter Hospital & Nursing Facility - New York HHC Health and Home Care - New York Horseheads Central School District - Horseheads Hospice and Palliative Care - New Hartford Hunter Community College (CUNY) - New York Interfaith Medical Center - Brooklyn Jacobi Medical Center - Bronx Jewish Home Lifecare (Manhattan) - New York Jewish Home Lifecare (Bronx) - Bronx Kings Cty Hospital Ctr - Brooklyn Kingsborough Community College (CUNY) - Brooklyn Kingsbrook Jewish Medical Ctr - Brooklyn Lackawanna School District - Lackawanna LaGuardia Community College (CUNY) - Long Island City Lincoln Medical and Mental Health Ctr - Bronx Lindenhurst Union Free School District 4 - Lindenhurst Livingston Cty Health Dept - Geneseo Loeb Ctr for Nursing and Rehabilitation - Bronx Madison Cty Health Dept - Wampsville Maimonides Medical Center - Brooklyn Massena Memorial Hospital - Massena Medgar Evers College (CUNY) - Brooklyn Metroplus Health Plan - New York Metropolitan Hospital Center - New York Montefiore New Rochelle (formerly Soundshore Med Ctr) - New Rochelle Montefiore Home Health Agency - Bronx

Montefiore Medical Center (Weiler Division) - Bronx Montefiore Medical Center (Moses Division) - Bronx Montefiore Mt Vernon (formerly Mt. Vernon Hospital) Mount Vernon Montefiore Westchester Square - Bronx Morrisania D and T Center - Bronx Moses Ludington Hospital - Ticonderoga Mount Sinai Hospital - New York Mount Sinai/St Luke’s - New York Mount Sinai West - New York Nathan Littauer Hospital - Gloversville NY Dialysis Management Inc. (Montefiore Dialysis) Bronx NY Dialysis Management Inc (Western NY Artificial Kidney Ctr) - Tonawanda NY Dialysis Services (Soundshore Dialysis) New Rochelle NY Dialysis Services (ABC Sites) - Brooklyn NY Presbyterian Brooklyn Methodist Hospital - Brooklyn NYPresbyterian Hospital (Columbia-Presbyterian) New York Nistel, Inc - Lake Katrine North Central Bronx Hospital - Bronx Northwell/Plainview - Plainview Northwell/Southside - Bay Shore Northwell Staten Island Univ Hospital/North Staten Island Northwell Syosset - Syosset Northwell /LIJ Valley Stream - Valley Stream NY Dialysis Services (NephroCare and NephroCare West) - Brooklyn NY Eye and Ear Infirmary - New York Nyack Hospital - Nyack NYC Department of Social Services - New York Olean General Hospital - Olean Oneida Healthcare Ctr - Oneida Onondaga Cty Dept of Adult Long Term Care - Syracuse Onondaga Cty/Correctional Health - Syracuse Onondaga Cty/DSS Hillbrook - Syracuse Onondaga Cty/Mental Health and Fairmont - Syracuse Onondaga Cty Health Department - Syracuse Opioid Treatment Center (Division of St Joseph’s Medical Center) - Jamaica Ozanam Hall Queens Nursing Home - Bayside Parker Jewish Institute Health Care and Rehabilitation New Hyde Park Parker Jewish Long Term Home Health Care and Hospice - Lake Success Peconic Bay Medical Ctr - Riverhead

Police Department (City of New York) - New York Queens College (CUNY) - Flushing Queens Hospital Ctr - Jamaica Queensborough Community College (CUNY) - Bayside Renaissance Healthcare Network - New York Richmond University Medical Ctr - Staten Island Royalton-Hartland Central School District - Middleport Samaritan Medical Ctr - Watertown Samaritan Summit Village - Watertown Schafer Extended Care Ctr (formerly a division of Sound Shore Med Ctr) - New Rochelle Sea View Hospital Rehabilitation Center and Home Staten Island Segundo Ruiz Belvis D and TC - Bronx Shore Memorial Hospital (dba Shore Medical Center) Somers Point (NJ) St Cabrini Nursing Home Inc (Cabrini of Westchester) Dobbs Ferry St Catherine of Siena Medical Ctr - Smithtown St Charles Hospital - Port Jefferson St Elizabeth Medical Ctr - Utica St John’s Riverside Hospital Cochran School of Nursing Yonkers St Joseph Hospital - Bethpage St Joseph’s Hospital (Arnot Health) - Elmira St Joseph’s Medical Center - Yonkers St Vincent Hospital Westchester (div of St Joseph’s Medical Ctr) - Harrison Sullivan Cty - Liberty SUNY Staffco - Brooklyn SVCMC - US Family Health Plan - New York Terence Cardinal Cooke Hlth Care Ctr - New York Terrace View Long Term Care - Buffalo Union Community Health Center - Bronx Vassar Brothers Medical Ctr - Poughkeepsie Visiting Nurse Association Staten Island - Staten Island Visiting Nurse Service Schenectady - Schenectady Washington Cty Public Health - Hudson Falls Westchester Community College - Valhalla Westchester Cty Dept of Health - White Plains Westchester Cty Dept of Social Services - White Plains Westchester Medical Center - Valhalla Woodhull Medical and Mental Health Ctr - Brooklyn Wyckoff Heights Medical Ctr - Brooklyn York College (CUNY) - Jamaica NYSNA HANDBOOK: A MEMBER’S GUIDE

NYC Office 131 West 33rd Street, 4th floor New York, NY 10001 Phone: 212-785-0157

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