keeping your healthcare facility union-free what to do before the union targets your rn’s

Keeping Your Healthcare Keeping Your Healthcare Facility Union-freeFacility Union-free

What To Do Before the Union What To Do Before the Union Targets Your RN’sTargets Your RN’s

Steve WardropPresident

Projections, Inc. 3264 Medlock Bridge Road

Norcross GA 30092877-448-9741

WelcomeWelcome

Keeping Your Facility Keeping Your Facility Union-FreeUnion-Free

SEIU Named RN’s as their #1 TargetSEIU Named RN’s as their #1 TargetCNA joined the AFL-CIOCNA joined the AFL-CIOHeathcare Unions are organizing like Heathcare Unions are organizing like

never beforenever before

Keeping Your Facility Keeping Your Facility Union-FreeUnion-Free

This webinar will offer:This webinar will offer:Expert AdviceExpert Advice

The real union threats facing Healthcare todayThe real union threats facing Healthcare todayWhy RNs stay - and why they leaveWhy RNs stay - and why they leaveWhat is a supervisor?What is a supervisor?

Two Powerful ToolsTwo Powerful ToolsMeasure your facility’s vulnerabilityMeasure your facility’s vulnerabilityTrain Supervisors in union preventionTrain Supervisors in union prevention

James C. VelghePresident

Work Dynamics, Inc. 4707 College Blvd.

Leawood, Kansas 66211(913) 317-8200

1.1. Precisely measure Union Vulnerability by unit, shift, etc. by either:Precisely measure Union Vulnerability by unit, shift, etc. by either: WDI RN Opinion and Retention Survey WDI RN Opinion and Retention Survey ::

Internet based, Real-time Results, Internet based, Real-time Results, OROR

WDI AuditWDI Audit On-site Supervisor Interviews with WDI Consultants: On-site Supervisor Interviews with WDI Consultants: Internet based, Real-time ResultsInternet based, Real-time Results

beforebefore the union covertly “surveys” the nurses themselves. the union covertly “surveys” the nurses themselves.

2.2. Implement Implement Projections’Projections’ Supervisor Labor Relations E-Learning: Supervisor Labor Relations E-Learning: Internet based, Real-Time FeedbackInternet based, Real-Time Feedback InteractiveInteractive ConsistentConsistent CompellingCompelling

beforebefore the union targets the hospital and union “talk” begins. the union targets the hospital and union “talk” begins.

(c) 2007 Work Dynamics, Inc. Leawood KS.

RN Union Prevention StrategiesRN Union Prevention Strategies

Union Threat AssessmentUnion Threat Assessment

Employee Free Choice ActEmployee Free Choice ActRESPECT ActRESPECT Act ( S. 969 H.R. 1644)( S. 969 H.R. 1644) Re-empowerment of Skilled and Re-empowerment of Skilled and

Professional Employees and Construction and Trade workers ActProfessional Employees and Construction and Trade workers Act Internet OrganizingInternet Organizing Union RestructuringUnion Restructuring Hospital ComplacencyHospital Complacency


WDI Employee Opinion SurveyWDI Employee Opinion Survey

Internet based survey measures:Internet based survey measures:

1.1. Satisfaction: Satisfaction: 12 key categories 30 questions12 key categories 30 questions2.2. Work Values: Work Values: Helps understand survey resultsHelps understand survey results3.3. Reasons for Staying: Reasons for Staying: Builds retentionBuilds retention4.4. Reasons for leaving: Reasons for leaving: Cuts turnoverCuts turnover5.5. Future plans: Future plans: Predicts turnover addresses Predicts turnover addresses

staffing staffing 6.6. Union Vulnerability: Union Vulnerability: By unit, shift etc.By unit, shift etc. Provides instant real-time survey reportsProvides instant real-time survey reports

GO TO:GO TO: www.workdynamicsinc.com WDI SURVEY RESPONSE SCALE:

YESYES NONO UNDECIDEDUNDECIDED


WDI Union Vulnerability AuditWDI Union Vulnerability Audit Structured interviews with front line supervisors

Extent and type of union organizing activity Estimate of signed union authorization cards Rank order of employee relations issues Extent and type of internal union organizing Effectiveness of supervisor union avoidance training Type and content of employee communication needed

Consultant reports are processed instantly and reports are available in on-line real-time on WDI secure server.


The top three reasons RNs stay:The top three reasons RNs stay:1.1. ““I have I have financialfinancial responsibilities that require me to work.” responsibilities that require me to work.”

2.2. ““The current work schedule fits my needs.”The current work schedule fits my needs.”

3.3. ““I have I have familyfamily responsibilities that require me to work.” responsibilities that require me to work.”

What are the top three reasons RNs stay and leave?

If you know what they are by unit, you can reduce turnover.

The top three reasons RNs leave:The top three reasons RNs leave:1.1. “Personal reasons that have nothing to do with my job or “Personal reasons that have nothing to do with my job or

my employer.”my employer.”2.2. “My workload is so heavy that I worry about making “My workload is so heavy that I worry about making

mistakes.”mistakes.”3.3. “I am not paid fairly here.”“I am not paid fairly here.”


RN Work ValuesRN Work Values

Inner Directed

17%

Outer Directed

83%

Five-out-of-six (83%) RNs were outer directed. This means they tend to: be influenced by peers have a strong preference for structure,

security, and stability stay until some force causes them to

leave

One-out-of-six (17%) RNs was inner directed. This group tends to: be self-motivated maintain an internal sense of purpose

and direction stay or leave based upon their own

priorities

The survey measures six predominate work values: 3 inner and 3 outer directed. Work values provide insight into RN job needs and

what retention strategies will or will not work.


The #1 Measure of Union VulnerabilityThe #1 Measure of Union Vulnerability

On the WDI survey, Registered Nurses have an Overall On the WDI survey, Registered Nurses have an Overall Satisfaction score of Satisfaction score of 6969 on a scale of 0 (low) to 100 (high). on a scale of 0 (low) to 100 (high).

The main driver of overall RN satisfaction is whether they The main driver of overall RN satisfaction is whether they believe believe employee complaints are handled fairlyemployee complaints are handled fairly..

RNs who answered “RNs who answered “yesyes” to this one item had an overall satisfaction ” to this one item had an overall satisfaction score of score of 8989..

RNs who were “RNs who were “undecidedundecided” had an overall satisfaction score of ” had an overall satisfaction score of 6161..

RNs who said “RNs who said “nono” had an overall satisfaction score of ” had an overall satisfaction score of 4646..

How would your RN’s answer this item?

Supervisors are the “critical link” is resolving RN complaints.


RNs’ Perceptions Differ SignificantlyRNs’ Perceptions Differ Significantly

24%27%

33%

44%51%52%53%54%

61%63%67%68%

71%

0%

10%

20%

30%

40%

50%

60%

70%

80%

A B C D E F G H I J K L M

Percent by Hospital of RNs Percent by Hospital of RNs SatisfiedSatisfied with Complaint Resolution with Complaint Resolution


Why I Recommend Projections’ Supervisor Why I Recommend Projections’ Supervisor Labor Relations E-Learning ProgramLabor Relations E-Learning Program

It’s Experience-Based.It’s Experience-Based. The program content is based on legal The program content is based on legal expertise and real-life union organizing experience. expertise and real-life union organizing experience.

It’s Fast.It’s Fast. Today, time is precious. No pulling supervisors off the floor Today, time is precious. No pulling supervisors off the floor for training. They do it on their time and at their pace.for training. They do it on their time and at their pace. Literally, you Literally, you can train all supervisors, system-wide, simultaneously.can train all supervisors, system-wide, simultaneously.

It’s InteractiveIt’s Interactive. Supervisors like it, the scenarios are engaging and Supervisors like it, the scenarios are engaging and simulate reality. Activities reinforce learning & increase retention.simulate reality. Activities reinforce learning & increase retention.

It’s Consistent.It’s Consistent. No variance between presenters. Everyone gets the No variance between presenters. Everyone gets the same message and the same level of expertise.same message and the same level of expertise.

It’s Effective.It’s Effective. It’s the best I have seen and Projections keeps it It’s the best I have seen and Projections keeps it current. current.

PS: I do not receive, nor would I accept, any compensation from Projections or anyone else for my recommendations.

Jim Velghe(c) 2007 Work Dynamics, Inc. Leawood KS.

Determining Supervisory StatusDetermining Supervisory Status

NLRB Criteria for determining RN NLRB Criteria for determining RN supervisory status.supervisory status.

Must have:Must have:Authority to AssignAuthority to AssignResponsibility to DirectResponsibility to DirectUse of Independent JudgmentUse of Independent Judgment

On a On a Regular and SubstantialRegular and Substantial basis. basis.



AssignAssign.. A charge nurse “assigns” other employees if s/he: A charge nurse “assigns” other employees if s/he:

Possesses the authority to require staff to report to work when off Possesses the authority to require staff to report to work when off duty, go home early, or work at a particular time, such as a shift or duty, go home early, or work at a particular time, such as a shift or overtime;overtime;

and eitherand either Gives staff significant overall duties or job tasks;Gives staff significant overall duties or job tasks;

oror Designates staff to work at a particular place, such as a location, Designates staff to work at a particular place, such as a location,

department, or wing.department, or wing.

NOTE:NOTE: Giving Giving ad hocad hoc instructions to perform a particular discrete task instructions to perform a particular discrete task does not qualify as assigning “overall” duties, though it may still does not qualify as assigning “overall” duties, though it may still qualify as “responsible direction” of other staff.qualify as “responsible direction” of other staff.



Responsibly DirectResponsibly Direct.. A charge nurse responsibly directs A charge nurse responsibly directs staff if s/he:staff if s/he:

Oversees the work of other staff by giving them Oversees the work of other staff by giving them directions;directions;

andand Can be held accountable with adverse or positive Can be held accountable with adverse or positive

consequences for the performance of overseen work;consequences for the performance of overseen work;andand

Can hold the staff whose work is overseen Can hold the staff whose work is overseen accountable for not properly performing the work.accountable for not properly performing the work.



Independent Judgment.Independent Judgment. A charge nurse exercises A charge nurse exercises independent judgment if his/her decisions are:independent judgment if his/her decisions are:

Not merely “routine or clerical in nature”;Not merely “routine or clerical in nature”;andand

Made free of the control of others (decisions that are Made free of the control of others (decisions that are dictated by detailed instructions such as upper dictated by detailed instructions such as upper managers’ directives, detailed employer policies, or managers’ directives, detailed employer policies, or union contract provisions do not qualify);union contract provisions do not qualify);

andand Based on forming an opinion or evaluation by Based on forming an opinion or evaluation by

discerning and comparing data.discerning and comparing data.



““Regular and Substantial.”Regular and Substantial.” A supervisor must A supervisor must exercise or be vested with supervisory exercise or be vested with supervisory authority on a “regular and substantial” authority on a “regular and substantial” basis, not merely sporadically or basis, not merely sporadically or infrequently.infrequently.

RegularRegular = according to a pattern or = according to a pattern or schedule; should be predictable.schedule; should be predictable.

SubstantialSubstantial = at least 10 – 15% of the = at least 10 – 15% of the individual’s work time.individual’s work time.


keeping your healthcare facility union-free what to do before the union targets your rn’s

Documents

type of union

union preventionjames

measure union vulnerability

facility unionfreeseiu

type of internal union

leawood ks

reasons rns

rn work valuesfive