JHS at KCCF, RJC:

A discussion about how to best handle deck calls that happen in proximity to change of shift occurred. While it is understood that a staff nurse response to a med stat or other emergent code may require incremental overtime (OT), we anticipate gaining more comprehensive responses from management on what constitutes these calls/codes  to prevent situations like deck calls, med stats or other emergent codes that could result in mandatory OT. Staff nurses have shared that there is a need for clarity on what this means in practice, how to hand off at change of shift, gain support of charge nurse or supervisor whenever it is possible, what to do when support is not available and more. Understandably, there is a strong preference among many nurses, site reps and WSNA staff to avoid mandatory overtime when it is not essential to complete a deck call in-process. As we continue this dialogue with JHS management, we recognize that differences in perspectives highlight the need for more clarity on how emergent situations are defined and managed.

We addressed issues with elevators at KCCF: this is a patient safety and care delivery concern. The code team should be prioritized. Nurses are encouraged to complete an Origami if you are delayed in responding to a code situation (due to elevators or other barriers) in your efforts to deliver care. Tracking the frequency will help support the resolution of this issue.

Thank you to staff nurses who submit ADOs! (online assignment despite objection or staffing concern form) or by email to the WSNA Nurse Rep. We discussed these submissions because the JHS LMC is the forum to review these for resolution. Sometimes they may be forwarded to the Safety Committee for systems review. Nurses must have a way to document their concerns so that it is not only brought to the attention of management but leads to resolving recurrences of the issue. Nurses are to be free from retaliation for submitting staffing concerns. We learned that JHS hiring continues, including CNA’s. We suggested that an additional nurse is indicated in the infirmary if the census and acuity require it and there is no CNA available that shift. We are encouraged that staffing up with a second nurse has occurred when census and acuity are such that a single nurse with no CNA would not be manageable or safe. We learned that several CNA positions have been approved, are being posted and recruitment will occur. In the interim, nurses are exercising their legal and ethical duty in filing any staffing concern in any form. Please continue to submit ADOs or a staffing concern to WSNA https://www.wsna.org/union/ado or by email to the Nurse Rep tbarnes@wsna.org after informing the supervisor of your concern.

Breaks! It has come to our attention that rest and meal breaks are being missed more frequently and by more staff nurses. Please note that you have a right to receive your breaks and to be paid appropriately if they are missed. First, have a plan. Next, reach out to your charge or supervisor if you are having challenges getting the breaks because it provides an opportunity for solutions. Finally, if the breaks are missed, do attest accurately by whatever tracking process is in place at your site. If the true degree of the issue is not known, we cannot move toward improvement. While anecdotal reports of missed breaks is helpful, the documentation will assist in correcting the issue. Please contact a site rep, officer or your Nurse Representative if you are not experiencing support to get your breaks. Bottom line….getting your breaks consistently should be the norm, not the exception. Let’s work together to make this a reality!

We will continue to follow issues in-process: Safety resource signage in parking lots at KCCF and RJC, ongoing preceptor classes in 2025, job aide binders at nursing posts including accessibility on SharePoint, CE pay using proration of hours, which is currently defined in article 23 of the staff nurses contract on p. 57. We anticipate more information from the office of labor relations (OLR) and may need to address clarification in language in negotiations in 2025.

The next JHS LMC is held virtually on January 2 at 2 pm. Thank you to Frieda Lehn, Carolyn Clark Tami Nesler and Stephen Lee for participation as your WSNA site reps and officers from KCCF and RJC. Having a voice at the table is foundational to exercising our rights as union nurses!

Juvenile Detention at Clark Children and Family Justice Center (CCFJC):

We have quarterly labor management meetings (LMM) with CCFJC management, HR and OLR. Issues continue to be discussed with solutions as the goal. Due to the small but mighty number of nurses working at CCFJC, any staffing deficiencies of nurses or other classifications are deeply felt. With persistent efforts, we gained movement on several challenging issues this year:

1. The Origami application for submission of safety concerns is in the building process. It is anticipated it will be rolled out at CCFJC following staff training as early as January 2025. There was no incident reporting system prior to this for nurses.  This is a win!
2. Recruitment and retention of nurses at CCFJC: in addition to learning the various causes for these challenges, the focus needs to be on what can be done differently. Gaining wage parity for the RN classification with PHN’s in the contract in 2023 addresses one element, economics. We had a robust dialogue about what else may help soon, including clinical rotations of students and expanding outreach to schools of nursing to spark awareness and interest around nurses working in corrections settings. Perhaps you have a relationship with a local school of nursing and want to help? Let your supervisor know! We learned that there will be information forthcoming regarding a leadership proposal that needs to be evaluated for what can be done and what must occur in contract negotiations. We will provide information to you when we receive it. We received an update that there are RN, MA, MHP’s in the process of hiring or onboarding now. There are more positions in the posting process, including a Nursing Supervisor.
3. Job analysis (or anything else the employer asks you to sign). Do not assume WSNA staff or your site rep are aware of any updated or new policies, procedures, documents to be signed. Of course you can direct questions to the Supervisor. However, if there is ANY question or concern, always check in with Rene Berg or the Nurse Representative so we can be sure. It is better to prevent unintended outcomes when the nurse has clarity about what they are signing. The employer committed to bringing such forms to LMM or reaching out to WSNA in the future.
4. We have outstanding concerns that have been shared with the employer around training for behavioral health management and de-escalation training. We learned these courses are available to CCFJC nurses as new hires. We asked that all CCFJC nurses be provided the training and that communication to the nurses occurs for ongoing opportunities to increase safety in practice. We learned that applicable training is available from DAJD management. Please speak with your Supervisor to learn more to support skills to work with behavioral management with the youths.

A special thanks to Rene Berg, your WSNA site rep who has consistently participated in LMM and been a crucial liaison between WSNA staff and the nurses! Your union contract has a specific section unique to Juvenile Detention staff nurses, addendum B.

On this WSNA webpage you can find the current contract and 2025 extension agreement. Please look at the document bar at the top of this page.

In solidarity,

Tara Barnes
WSNA Nurse Representative
tbarnes@wsna.org