We have attached Ebola fact sheets for you our members. NJNU has reached out to the facilities it represents to meet and discuss this and safety issues. Please contact NJNU with any concerns you may have also. We will keep you updated as we find out more information also.
LIVINGSTON — Sicker patients, more blood to draw, piles of paperwork and hours-long backlogs at the emergency department brought unionized nurses of Saint Barnabas Medical Center out to rally in front of the Livingston hospital Tuesday. To read this article, click here
NJNU continues to focus on the impact of adequate nurse staffing on patient outcomes and the various factors that can affect safe staffing. Unfortunately, the employer continues to focus on the corporate end of the healthcare industry, thus forcing our nurses to protect themselves and their patients. While there may be issues that are unique to your unit, there are still a few things that are important for every nurse to know in order to protect their license, as follows:
There have been many staffing issues at MMCSC/BHBHC which NJNU is in the process of investigating. We are asking that each of our members continue to report every incident that they feel places their license in jeopardy or comprises your ability to provide quality level care to your patients. In addition, we are in the process of populating a committee dedicated to addressing the staffing issues that are unique to your facility. If you would like more information, please click here.
The SBMC Joint Labor/Management Staffing Committee is currently underway. NJNU holds meetings monthly in our office so that members can discuss the many staffing issues that plague their units. The NJNU Staffing committee members determine which issues they would like to address in the joint meetings with management and sends their recommendations with the four members of the Joint Staffing Committee, which meets the second Tuesday of the month.
Weingarten Rights apply during investigatory interviews. An investigatory interview occurs when (1) management questions an employee to obtain information; and (2) the employee is being asked to defend his or her conduct and/or has a reasonable belief that discipline or other adverse consequences may result from what he or she says.