1. Risking Your Ability To Add Hours: We pride ourselves on working with our nurses to be flexible in scheduling. This often means granting a nurse's request to add eight or twelve hours to the nurse's regular weekly hours. Typical MNA contracts limit a hospital's ability to grant these requests. Those contracts require managers to post available hours for all nurses to apply for rather than giving them to the nurse who requested them. This limits the hospital's ability to provide the extra hours to the nurse who requested them in the first place.
2. Risking Your Access To Overtime: We recognize that there are times in life where people need to earn a little more money, whether they are paying for school, planning a trip, or making up for a spouse's lost income. Today, we are to offer available overtime to nurses who have told us they want those shifts. A typical MNA contract does not permit a hospital to do that. Instead, typical MNA contracts require the hospital to offer the overtime opportunity on a rotating basis based on seniority. Under that scenario a nurse could go weeks between opportunities to work overtime.
3. Risking Your Chance To Take A New Position: Today, any nurse can apply for any position he is interested in and South Shore Hospital is free to select the best qualified candidate for that job. In a typical MNA contract, seniority plays a role in selecting candidates for a position. Depending on what role seniority plays in the contract, the most qualified nurse may not get the job if a more senior nurse is minimally qualified.
4. Risking Your Chances To Keep Working On Your Unit If There Is A Reduction In Force: Typical MNA contracts add a great deal of anxiety to reductions in force. The anxiety is caused by "bumping" provisions that the MNA negotiates into many contracts. Bumping provisions allow nurses who would otherwise be laid off to bump another nurse out of her job so that the first nurse is not laid off. The nurse who gets bumped can then bump another nurse, and so on. This becomes particularly disturbing in a scenario where a nurse with 10-15 years of service on a MedSurg unit bumps a nurse with five years of experience out of a specialty unit. Many MNA contracts permit this as long as the MedSurg nurse will be qualified to work in the specialty unit job with a reasonable period of orientation. This would leave the five-year nurse looking to bump a less senior nurse in another unit outside of her specialty unit.