Message from the President

Hi everyone. We are well into contract negotiations now. There’s been some good progress on some of the smaller issues we care about. However, so far management has held off on discussing the big stuff, including wages and staffing. Our proposals on all issues have been on the table since the first day of negotiations on June 27th, and yet we are still waiting for a detailed response on those issues.

Thursday, August 7th is going to be an open day at contract negotiations at Ocean Place in Long Branch. That means all members are invited. It’s also the day that we have told management we want to have a serious discussion about unsafe staffing at JSUMC. We will start with breakfast at 8am and we’ll be inviting local elected officials so they can hear about what’s happening at Jersey Shore.

Then we’ll move into negotiations with management at 10a where we will present our concerns about unsafe staffing. We will invite members to speak about their own unsafe staffing concerns and stories. I hope everyone who is there will speak about their own stories, but it’s enough just to be there to support your fellow nurses. There is strength in numbers. The larger the group of nurses that is there on Staffing Day, the stronger the message to management that we are united and they need to get serious about agreeing to safe staffing ratios, and all the other important things we are fighting for. I for one am tired of talking about these issues and listening to management dodge accountability and avoid doing anything to fix these issues. Being in contract negotiations, this is the time when we have the most leverage to make real changes at Jersey Shore—but only if everyone shows up. So, scan the QR code or click here to RSVP to join us on Staffing Day!

Upcoming Meetings and Events

Our next meetings will be Contract Action Team (CAT) meetings on August 6th. The next day, Thursday August 7th, will be Staffing Day at contract negotiations. RSVP to join us across the table from management as we present our concerns about unsafe staffing at JSUMC!

Invites are sent out for meetings and events (if you aren’t receiving communications from the union, please update your contact info). All members are welcome at any meeting. Please mark your calendar for all our upcoming meetings:

• Wednesday, August 6th – Rep/Contract Action Team meetings at 6pm and 730pm via Zoom
• Thursday, August 7th - Staffing Day at Contract Negotiations – Legislative breakfast at 8a, then join us at negotiations starting at 10a to support your fellow nurses as we confront management with the consequences of their failure to safely staff the hospital
• Wednesday, August 13th - Strike School – meetings for discussion and education on how a strike would work and what it means for you and the union
• Wednesday, September 10th – General Membership Meetings
• Wednesday, October 1st – Rep/Contract Action Team meetings

Have you had a ‘Walk in My Shoes’?

If at any point you are considering changing units, remember that our contract (Article 3.02) gives us a chance to do a “Walk in My Shoes” day. This allows you to shadow a nurse for a full shift on a prospective unit, so you would be able to interact with staff and management and see the flow and expectations of the unit. A recent example is a nurse who applied for and accepted a position on a different unit and within two days of orientation knew it wasn’t what they expected, and it wouldn’t be a good fit for them. They were unaware of the “Walk in My Shoes” option. We highly recommend this program, try reaching out to your educator to set it up!

The Union Protects its Members

Most workers in this country (and at HMH) are not in a union. For those people, management can discipline or fire them for no good reason—because they don’t like their attitude or the car they drive or whatever. But when you’re in a union like ours, you’re protected. Our contract says you can only be disciplined or fired for just cause. This comes up more than many people think—and there was a big example that came up recently.

Occasionally, management will overreact and decide to fire someone, and they won’t listen to our arguments about why they are wrong. Our grievance procedure (also in the contract) has three steps, and the third step is arbitration. Arbitration involves a hearing before a neutral arbitrator from an outside organization, who listens to arguments from both sides and makes a ruling, like a judge in a courtroom. In the last few weeks, we got word that one of our members who was unjustly fired last year was awarded her job back by an arbitrator.

This has happened before, and unfortunately it isn’t the last time that management will try to unjustly discipline or fire someone. So, remember your rights—you have the right to a union rep in any disciplinary or investigatory meeting, and we have the right to file a grievance over an unjust discipline or any other contract violation. Always feel free to reach out to us at [email protected] for help.

Getting Support from Local Political Officials

On July 14, Local 5058 President Dan Hayes attended the monthly Neptune Township Committee meeting. He gave remarks asking Mayor Lane and the other committeemembers to vote for a resolution supporting us in our fight for safe staffing. They voted unanimously to pass the resolution! We appreciate their support. See Dan's full remarks to the committee here:

Message for Bob Garrett

* Legal Disclaimer: Local 5058 cannot be held responsible for shitty memes. HMH made over $900 million in profit in 2024 (for real). They should buy better memes.