COVID-19

2/15/2021
EMERGENCY WINTER WEATHER RESPITE RELIEF FOR MEMBERS:

Dear OSUNO Members,

In light of the known weather event headed our way we wanted to provide another option for staff respite. COVID has certainly impacted the number of safe, emergency respite options available to us. We have heard the medical center is working to open the Harding Gym for staff to sleep in the event of a snow emergency. While we appreciate the effort to provide shelter to staff, we understand this may not be a restful option for folks for a variety of reasons, many obvious.

I’m pleased to share that I have been able to work with our Mid-Ohio District Nurses Association and our local OSUNO to provide some financial assistance for those that have a need to stay in a hotel room tonight, February 15, 2021, related to work. OSUNO Members in good standing are eligible for a onetime reimbursement of up to $100 for hotel related expenses. To claim reimbursement please email me your hotel invoice at president@osuno.com Please be sure to include your current mailing address to avoid any delays.

In unity,

Rick



1/26/2021

JAN 21 Staffing Schedule Build- EXTENDED THROUGH 2/27/2021

  • "EXTJAN21 Staffing Schedule Build” shifts will be posted starting at 7pm Tuesday Jan. 26th.
  • Initial requests for "EXTJAN21 Staffing Schedule Build" opportunities must be submitted by Friday Jan. 29 at 9am.  Final approvals will be made no later than 4 p.m. Friday Jan. 29th
  • All Schedule Build IP shifts previously picked up for shifts starting Sunday Jan. 31st through Feb. 27th are eligible to be converted to "EXTJAN21 Staffing Schedule Build" with mutual agreement by the hospital and the nurse.  
  • Opportunities will be posted at the unit level. 
  • The nurse will receive $160 total (less applicable withholdings) for every four-hour incentive block worked as part of the “EXTJAN21 Staffing Schedule Build” and “EXTJAN21 Staffing In-the-Moment” rates are inclusive of the $2.50 per hour float differential.

EXTENDED JAN 21 Staffing In-the-Moment

  • “EXTJAN21 Staffing In-the-Moment” program opportunities will be offered within 72 hours of the staffing need and granted in alignment with current contract language.  
  • Opportunities will be posted by the staffing office.  
  • The nurse will receive $135 total (less applicable withholdings) for every four-hour incentive block worked as part of the “EXTJAN21 Staffing In-the-Moment” program.  
    1. Both “EXTAN21 Staffing Schedule Build” and “EXTJAN21 Staffing In-the-Moment” rates are inclusive of the $2.50 per hour float differential.
*Additionally, the hospital has agreed to extended through Feb 27th, the MOU allowing for any nurse in an approved leave status (including but not limited to benefit time) in lieu of regular hours to be eligible to receive incentive pay under section 2c of the Patient Demand Incentive Program MOU.  



1/8/2021
JANUARY STAFFING INCENTIVE PROGRAM SUMMARY

OSUNO has negotiated with OSUWMC to provide an additional incentive program for the month of January. This agreement will be in effect through 1/30/2021 and applies to (but may not be offered in) all units.

Nurses picking-up time in this new program will be signing up on a unit but must be willing to be floated to any unit within their competency.

 How much money is the January Staffing Incentive Program?

The Nurse will receive $160 total (less applicable withholdings) for every four (4) hour January 2021 staffing schedule build incentive block worked. This rate is inclusive of the $2.50 per hour float differential provided for in Article 14 Section 8.

The Nurse will receive $135 total (less applicable withholdings) for every four (4) hour January 2021 staffing in the moment incentive block worked. This rate is inclusive of the $2.50 per hour float differential provided for in Article 14 Section 8.

From now until Monday, January 11 at 11 PM in the moment opportunities will be eligible for the schedule build rate.

How do I pick-up?

 

January 2021 staffing schedule build IP will be offered at the unit level.

 

January 2021 staffing in the moment IP will be posted by the staffing office.

 

Where would I work?

 

Nurses who pick up these shifts must agree to be floated if the need arises to any unit within their competency. Nurses must be competent to take a full assignment.  For example: A nurse who picks up a Medical Surgical opportunity can be floated to any unit to care for Medical Surgical patients.  Assigning nursing units under this agreement will be among those in the nurse’s home business unit (James / UH / Ross / Harding).  Exceptions are allowed if mutually agreed to by the nurse and the Hospitals.  Nurses who normally work in higher level of care areas (ICU, PCU) can voluntarily pick-up shifts in lower level of care areas (PCU/MS) if competent.  Nurses will not be forced to float outside of their normal level of care. 

 

Do I still get the January 2021 additional incentive pay if I signed up through my home unit but do not float?

Yes. You are signing up to agree to float if necessary. 

 

Are IRP Nurses Eligible? 

Yes. IRP nurses are eligible to pick up assignments designated as holiday staffing incentive pay and would be eligible for the holiday staffing incentive pay after they are scheduled for their 16 hours per 4-week period per contract.

 

What happens to unit-based IP or Overtime?

Nothing.  Units will still offer Schedule-Build or In-The-Moment Incentive Pay as usual.  If you have already picked up extra hours you would still work those hours as usual.  Previously approved schedule build opportunities can be converted to this new program by contacting your manager.

If you’re signing up for new opportunities and don’t want to float please let your manager know that you want to signup for the normal IP program.

 

What about cancellation of hours?

Nurses in the JAN21 Staffing Incentive Program will be cancelled prior to other extra hours (excluding mandation) in the following order:

  1. Voluntary time off will be offered in order of seniority to nurses in JAN21 Staffing  Incentive Program hours as noted on the schedule for that day.
  2. Cancellation of IRP nurses in JAN21 Staffing Incentive Program hours in order of inverse IRP seniority.
  3. Cancellation of JAN21 Staffing Incentive Program hours for regular nurses in inverse order of seniority. In the event a nurse in extra hours is already at work and is sent home, the nurse will not be required to return to work. For nurses who have not yet reported to work, if cancellation of extra hours does not occur at least one and one-half (1 ½) hours prior to the start of the extra hours, the nurse will be paid two (2) hours of pay at the nurse’s applicable rate.

The hospital confirmed they would not float a nurse in regular hours if also cancelling January 2021 Staffing Incentive Program hours.

The signed MOU is available here.




12/22/2020 HOLIDAY STAFFING INCENTIVE PROGRAM SUMMARY

OSUNO has negotiated with OSUWMC to provide an additional incentive program over the holidays. This agreement will be in effect through 1/2/2021 and applies to Medical-Surgical, Progressive Care, Critical Care, and Emergency Department units.

Nurses picking-up time in this new program will be signing up essentially in a float nurse capacity.  You would signup to work in the level of care you are competent to work: Medical-Surgical, Progressive Care, Critical Care, or Emergency Department.

How much money is the Holiday Staffing Incentive Program?

The Nurse will receive $185 total (less applicable withholdings) for every four (4) hour holiday staffing incentive block worked. This rate is inclusive of the $2.50 per hour float differential provided for in Article 14 Section 8.

How do I pick-up?

  • Opportunities will be posted within the Float Pool on 12/22/2020 and approved by seniority 12/23/2020 at 12 noon.
  • This will apply to shifts beginning on 12/23/2020 at 7pm
  • After 12 noon on 12/23/2020, the ANS’ will offer Holiday Incentive based on in-the-moment needs. These opportunities will be sent out via RAVE call system. Nurses should call the staffing office to pick up opportunities as offered.
  • In-the-moment holiday incentive will be sent by the ANS team and allow at least a thirty (30) minute window for nurses to respond. At the end of this period of time, opportunities will be granted by seniority. If there is still a need for additional staff, opportunities will be awarded on a first come, first serve basis.

***The Emergency Department units will follow the same timeframes outlined above but will be managed at the department level.

Where would I work?

Nurses who pick up these shifts must work on any unit within their competency. Nurses must be competent to take a full assignment.  For example: A nurse who picks up a Medical Surgical opportunity can be placed on any unit to care for Medical Surgical patients.  Assigning nursing units under this agreement will be among those in the nurse’s home business unit (James or UH).  Exceptions are allowed if mutually agreed to by the nurse and the Hospitals.  Nurses who normally work in higher level of care areas (ICU, PCU) can voluntarily pick-up shifts in lower level of care areas (PCU/MS) if competent.  Nurses will not be forced to float outside of their normal level of care. 

Are IRP Nurses Eligible?

Yes. IRP nurses are eligible to pick up assignments designated as holiday staffing incentive pay and would be eligible for the holiday staffing incentive pay after they are scheduled for their 16 hours per 4-week period per contract.

What happens to unit-based IP or Overtime?

Nothing.  Units will still offer Schedule-Build or In-The-Moment Incentive Pay as usual.  If you have already picked-up extra hours you would still work those hours as usual.

What about cancellation of hours?

Nurses in the Holiday Staffing Incentive Program will be cancelled prior to other extra hours (excluding mandation) in the following order:

  1. Voluntary time off will be offered in order of seniority to nurses in Holiday Staffing Incentive Program hours as noted on the schedule for that day.
  2. Cancellation of IRP nurses in Holiday Staffing Incentive Program hours in order of inverse IRP seniority.
  3. Cancellation of Holiday Staffing Incentive Program hours for regular nurses in inverse order of seniority. In the event a nurse in extra hours is already at work and is sent home, the nurse will not be required to return to work. For nurses who have not yet reported to work, if cancellation of extra hours does not occur at least one and one-half (1 ½) hours prior to the start of the extra hours, the nurse will be paid two (2) hours of pay at the nurse’s applicable rate.

The hospital confirmed they would not float a nurse in regular hours if also cancelling Holiday Staffing Incentive Program hours.

The signed MOU is available here: Holiday Staffing Incentive Program-Signed MOU

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Alternative Work Assignments Update (November 20, 2020)
The following was agreed to between OSUNO and OSU as of November 18, 2020 and is now in effect.

Alternative Work Assignments

In the event of a declared emergency, natural disaster or pandemic, nurses may be asked to assume alternative work assignments in order to meet patient care needs.  Alternative work assignments should not reduce unit staffing below what is necessary for patient care. In the event alternative work assignments result in a unit being staffed below usual levels, it is understood that all parties will be understanding of the increased workload faced by nurses.

An alternative work assignment is a work agreement between the unit manager/designee and a nurse that may include modifications to a work schedule, work location, and other arrangements that differ from a unit/department’s usual standards and practices. Leadership will make every effort to provide consistent work assignments on a weekly basis and communicate timelines for redeployment as far in advance as possible. Nurse managers will work collaboratively with nurses to ensure they have the requisite skills and training to perform the tasks required in the alternative work assignment.  No nurse shall be required to accept an alternate work assignment without first having or receiving the appropriate skills or training.

Nurses in different practice areas have different skills and abilities and alternative work assignments will vary based on the nurse’s area of practice and expertise. Nurse managers may reallocate nurses into departments or positions that have a need for additional personnel support in which the nurse has the requisite skills and competencies.  Every reasonable effort will be made to minimize impact on the nurses (same hours/shift, schedule, similar practice environment, scope of work is nursing). Nursing leadership will communicate the assignment, length, and rationale.   In the event of a pandemic, nurses who are at high-risk should be accommodated appropriately to mitigate risk. Additionally, nurses who have high-risk family members at home should be accommodated appropriately to mitigate risk.

Alternative work assignments shall be offered in the following order:

  1. Positions needed to maintain operations in the home department should be offered to those by seniority
  2. Volunteers should be sought based on skill set/preference and granted by seniority
  3. Nurses placed in appropriate roles by order of seniority

Alternative work assignments may include:

  • Working in a nursing unit outside of their home unit that has patient care needs
  • Working in other areas of hospital operations where clinical skills could be utilized (i.e. Call Center, supporting Employee Health, etc.)
  • Education (CBLs, specialty-based competencies)
  • Unit based needs (quality audits)

When alternative work assignments end and more than one nurse is performing the same alternative work assignment in the same area, the order of return shall be as follows:

  1. Nurses necessary to return the home unit to usual staffing levels.
  2. Volunteers granted in order of seniority
  3. Nurses returned in order of inverse seniority.

Alternative work assignments performed outside of the nurse’s normal cost center or job function will qualify for the float differential in Article 14, Section 8 of the collective bargaining agreement.


Incentive Pay & Ill Time Update (November 20, 2020)

OSUNO and OSUWMC leadership have come to an agreement to allow nurses who are any form of approved leave in lieu of regular hours to be eligible to receive incentive pay.

This means that if a nurse calls off pursuant to the call-off procedure and is approved for use of benefit time they are eligible for incentive pay.

This agreement is in effect from November 8, 2020 to at least January 2, 2021 and may be extended by mutual agreement.

What the CDC says about working sick: "Encourage sick employees to stay home. Personnel who develop respiratory symptoms (e.g., cough, shortness of breath) should be instructed not to report to work. Ensure that your sick leave policies are flexible and consistent with public health guidance and that employees are aware of these policies."

Source: https://www.cdc.gov/coronavirus/2019-ncov/healthcare-facilities/steps-to-prepare.html


Update (November 5, 2020)

OSU has confirmed that PPE supplies are generally good and that they are no longer distributing resterilized N-95 masks (however, they are still stockpiling them just in case).


OSUNO Primetime Vacation Update (May 13, 2020)

Governor’s Stay Safe Order and Out of State Vacation

The most current Governor’s Order allows for out of state travel but requires that anyone who leaves the state for vacation and returns is required to quarantine for fourteen (14) days. OSUNO has confirmed that OSU received this interpretation directly from Columbus Public Health. OSU has shared that they will comply with the Governor’s Order and require nurses who travel out of state to quarantine for fourteen (14) days.

 

OSU’s Position on Quarantine Following Out of State Vacation

In the May 12 Daily Operations email, Dr. Paz stated that any nurse who is subject to quarantine can use vacation or take unpaid time.  Contrary to that, Human Resources stated later that day that nurses would be required to use vacation before being able to use unpaid leave.  OSUNO was not given any advance notice of this, has not bargained over this change, and does not agree to this change. We believe the following applies per contract:

  1. Article 17, Section 2e on page 29 of the contract allows for sick leave usage if the nurse’s presence on the job would jeopardize the health of others, so we believe nurses are allowed to use sick leave for quarantine under the existing contract.
  2. A nurse who is forced to quarantine should be allowed to use sick time. Per article 17, Section 5: if you’re out of sick time you may choose to use vacation or comp time, or take the time unpaid at your discretion.

 

OSUNO’s Position on 2020 Primetime Vacation Season  

Our Board has developed two additional principles governing how we believe nurses should be treated as we move through the summer 2020 vacation season:

  1. Existing, approved vacation requests should be honored and cannot be canceled arbitrarily or unilaterally. There is no provision in our contract or existing practice that allows this.
  2. In the event a unit is short-staffed due to quarantine of staff, the Medical Center should fully and creatively utilize overtime and incentive pay under the contract to make sure units are safely staffed.

 

Working Together to Get Vacation

The OSUNO Board is proud of and grateful to our members who have stepped up to take care of each other and our patients during COVID. We know that nurses need a break even more than usual.  However, because of the Governor’s Order and the circumstances that are affecting us all, we encourage all of our members to work together on each unit in order to make sure that the greatest number of nurses can take the greatest possible amount of vacation time.

 

Vacation Accrual Cap Extended

Every nurse whose service anniversary date falls between March 22, 2020 and December 31, 2020 will have until their 2021 service anniversary date to use any vacation that accrues over the maximum carryover.  However, if a nurse resigns and has accrued vacation over the cap, the maximum payout for vacation remains two hundred forty (240) hours.



OSUNO Files Complaint with OSHA and PERRP Over Lack of PPE and Related Issues (April 28, 2020)

Click here for a copy of the complaint letter.  The primary issues in the complaint are:

  • Lack of N95s for nurses dealing with COVID patients leading to staff contracting COVID
  • Removing N95s from James Comprehensive Cancer Hospital Clinics
  • Lack of eye protection 
  • Lack of sufficient fit testing

 

OSUNO Encourages All Nurses to File ADOs Related to COVID

Every day our union hears from nurses who are concerned that the conditions under which the nurse is working are subpar or even unsafe.   It is critically important that nurses file ADOs when these things happen to make sure there is a record and so we can address it. Unfortunately, we know from experience that OSU upper management is likely to pretend there was no problem if it was not documented.  If you or your unit is experiencing any of the following, please file an ADO:

  • Insufficient PPE (either amount or type)
  • Bad nurse to patient ratio
  • No EVS / PCA help
  • Insufficient training / orientation

The ADO form, which has a lot more detail, can be found at osuno.com/ado.  If you file an ADO, please make sure and send a copy to your OSUNO Board member and/or Labor Rep (see osuno.com/board)

 

Nurses Who Contract COVID-19 May Be Eligible for Worker’s Compensation

OSUNO strongly recommends that all employees who contract COVID-19 file worker’s compensation claims.

The Bureau of Worker’s Compensation (BWC) has traditionally not considered communicable diseases such as COVID-19 to be compensable claims. However, if an employee works in a job that poses a special hazard or risk of COVID-19 exposure, and the employee contracts COVID-19 from such exposure, the BWC may allow the exposure claim. First responders, medical workers, and numerous other essential employees working in public spaces are likely in greater risk of being exposed to or contracting COVID-19 than the rest of the population. As such, they may have a compensable claim if they are diagnosed with COVID-19 and demonstrate a causal link between their employment and the illness.

An employee contracting COVID-19 after being exposed to it in the course of employment likely constitutes a physical injury and/or occupational disease. Therefore, that employee’s post-exposure testing and treatment of COVID-19 may be covered by the BWC, although the BWC has not explicitly made that statement.

For more information on Worker’s Comp and COVID, see this BWC FAQ.

Unemployment and High Risk

Unemployment has also seen a big change in regulation related to COVID-19. A nurse who is in a high-risk category and is concerned they will be exposed to COVID-19 by coming to the Medical Center, and who is not able to telework and for whom there are not accommodations may qualify for unemployment. Any nurse in this situation should be prepared to get a provider’s note advising them to self-quarantine and be able to provide documentation of the high-risk condition.

Nurses who have seen a partial or complete reduction in your usual number of weekly paid hours (such as IRP nurses) due to COVID should also consider unemployment based on their individual circumstances.  For more information on Ohio unemployment, visit the Ohio Department of Jobs and Family Services website.



Redeployment Float Pay Program (April 24, 2020)
 

  • Eligible nurses are*: Redeployed from home department to provide direct patient care on a nursing unit
    • Redeployed to Temperature Screening, Swabbing Stations, COVID Call Center or Employee Health Services (not as a medical accommodation)
  • Effective starting 4/12/20, with no retro prior
  • Same rate as Float Pay per contract $2.50/hour
  • Only applicable through COVID crisis period

 
Ineligible for Float Pay

  • Inpatient units moved to new space with intact unit patients and staff
  • Training/Educational/Orientation work for new inpatient nursing redeployment
  • Reassigned to new unit as an accommodation due to a medical restriction (includes redeployment to units listed as eligible)

 
*for any unforeseen scenarios that relate to this agreement the parties will bargain over them


OSUNO-OSU Agreement Regarding Temporary Reassignment (March 17)

By mutual agreement of the parties to the following terms are effective immediately (March 17) subject to change by mutual agreement:

  • For all members affected by the reduction in elective procedures/appointments related to COVID-19, we are proposing the following order for alternative work assignments:
    1. Nurses who are at high-risk should be accommodated appropriately to mitigate risk
    2. Nurses who have high-risk people at home should be accommodated appropriately to mitigate risk
    3. Positions needed to maintain operations in the home department should be offered to those by seniority
    4. Volunteers should be sought based on skill set/preference and granted by seniority
    5. Nurses placed in appropriate roles by order of seniority
  • All COVID-19 related cancellation of hours will count towards the 3 MTO occurrences


Note: This language applies to all nurses, including clinic / outpatient / procedural areas that may have reduced work in the immediate future.

Available Resources
OSUWMC N95 and Procedure Mask Reuse Guidance Sheet
CDC Guide to Donning and Doffing PPE
ODH Testing Algorithm (as of March 7)
ODH Testing Procedures (as of March 7)
ODH Health Alert (as of March 7)

Resources Pages
American Federation of Teachers
Ohio Nurses Association
Ohio Department of Health
Center for Disease Control
OSUWMC