Q. Why is the hospital suddenly so concerned with how I decide to spend my earnings, i.e., spending on dues?

Some aspects of Labor history have tended to leave negative perceptions about unions. The union buster knows that playing on these negative perceptions can cause nurses anxiety as the vote approaches. This is the first time, other than their solicitations for hospital needs, that they have shown any interest in our personal financial situation. If they really cared, they would dedicate them selves to improving the pension plan and resolving pending wage and fringe benefit issues. MNA dues are $7.40 per week. Dues payment begins after ratification of your contract.

1. What are the professional benefits of the Massachusetts Nurses Association (MNA)?

The MNA is the largest professional nursing organization and the largest union of Registered Nurses in the Commonwealth. MNA represents over 20,000 Registered Nurses and stands alone as the only union, which focuses solely on the issues of nursing and health care professional.

Collective Bargaining is one of the many ways that MNA helps us enhance our profession. Through Collective Bargaining, we can define the scope of nursing practice, promote high standards of nursing care, aggressively advocate for our patients, and work with management as equal partners to help ensure quality care for our patients.

MNA offers many special practice groups and affiliations with nursing specialty organizations to maximize members' access to information. CEU programs are offered through the Department of nursing to members and cover a variety of topics, including, Telemetry and IV therapy.

MNA also maintains an effective legislative department, which advocates for nurses and the nursing profession through the legislative process.

MNA is a leader in the country on nurses Occupational Health and safety issues and has a full time staff person who focuses on these important issues.

Another service available to help nurses is the Career Center. This Center provides support services for Registered Nurses looking for new opportunities or seeking new employment.

2. Why is it important to wear a union button at work to show my support?

We all know where management stands. Why should support for our campaign be any less public? Is fear of reprisal or fear of being labeled a factor as you make your decision?

Who created that fear? Fear is management's only ally in this campaign. All their words are intended to scare you away from your goal of being equal partners in the decision making process as it affects your patients and your practice.

We know that respectfully telling management of your support for the organizing effort can be scary. It is also very empowering. Ask yourself why management fights so hard to prevent you from organizing a union? They fear the power of 850 united nurses.

A secret union will be ineffective. Be proud of your decision, show your unity and support by wearing a union button.

3. What is the next step after we win the election?

After you win the election open meetings will be held for all the nurses at South Shore Hospital who are included in the Bargaining Unit. In a period of about 4 weeks you will develop by-laws and elect your representatives. The by-laws will govern how the Bargaining Unit at your Hospital will be run. You will decide what the structure of your Bargaining Unit will be including how many representatives you will elect to be on your negotiating committee. Many Bargaining units have representatives from every area in the Hospital. St. Vincent nurses have 17 representatives on their negotiating team. The by-laws also cover when you will have your annual meeting, how frequent your elections will be, length of terms, what constitutes a quorum and who is eligible to vote. Once your by-laws are voted on, you will have an election. Any nurse in the Bargaining Unit is eligible to run for the positions that you have designated. Once your representatives are elected they will meet along with a staff member from the MNA and they will begin to develop proposals for your contract. You may have already received a contract survey from one of the organizers. This is the first step in getting your input into what you want to have included in your contract. If you have not received a contract survey, please contact one of the organizers and they will provide one for you. After the proposals are developed they will be brought back to all the nurses in the Bargaining Unit for you to approve, change or make additions. Once this process is completed which usually takes a few months, Negotiations with management will commence. An important fact to remember is that once you win the election the Hospital cannot change any of the conditions of your employment until they meet with your elected representatives and negotiate.

4. Can the MNA make us go out on strike?

NO. A strike requires that a majority of the nurses at South Shore Hospital vote to strike. It is important to remember that you, the nurses, are the UNION, only you can make the decision to strike.

The Federal law that extended the right to organize unions to health care workers included some special provisions designed to reduce the risk of strikes or any other kinds of disruptions in health care. Because health care is an essential and critical public service, lawmakers were careful to design a system that minimized the risks of interruption. Health care is the only industry where a ten-day notice is required before any potentially disruptive action may be taken by employees. During this ten-day period a federal mediator would be called in to try to bring the parties together on whatever issues remain in dispute. In addition, the employer would have ten days to make arrangements to ensure that the patients will be provided fore. Federal mediators normally get involved in health care bargaining long before the crunch time of the ten-day notice period; their ongoing involvement is one of the reasons why strikes are really very rare in health care.