The last, best proposal offered by ValleyCare executives was voted down nearly unanimously by the employees of the hospital demonstrating their anger and frustration with what workers consider unsafe, unfair changes to their contract.

"After giving back $40 million in concessions to preserve quality healthcare to this community, corporate greed has motivated hospital executives to demand the power to cut staff, make healthcare unaffordable and deny workers a livable wage," said Mary Ann Hupp, Administrative Organizer with SEIU District 1199. "We call upon ValleyCare executives to return to the bargaining table and reach an agreement that allows workers to continue to provide quality care with dignity and respect on the job."

SEIU District 1199 represents more than 400 employees at Trumbull Memorial Hospital.

FOR IMMEDIATE RELEASE
Thursday, May 10, 2012

CONTACT:
Anthony A. Caldwell, Communications Coordinator
Phone: (330)651-2042 | acaldwell@seiu1199.org

Wednesday, June 6, 2012
10:00 AM

Crowne Plaza - Dublin
600 Metro Place North
Dublin, OH 43017

Click here to register online

Management has stated there will not be any layoffs to bargaining unit members represented by SEIU District 1199 during this process. This is the first information we have and will continue to communicate any new information as we receive it. If anyone has any questions or concerns, please contact your administrative organizer.

1. Review of Last Meeting's Minutes

2. Rumor Mill

a. For Reasonable Accommodations and comfort/convenience issues contact James Clinkscale for now on. Best for employee to protect them to have it in writing and to have a formal process.

i. Training on this will happen eventually, end of Spring/beg of Summer.

i. Business cards right now, some, just have direct dial numbers, for embedded counselors, if the counselor is out, they should put that on their voicemail who to call. Also the toll free number isn't on some of them, so if the consumer doesn't have long distance, they don't know which numbers to call. So talk to you supervisor first if that number isn't on there.

3. New Employees- Carried forward to next APC

a. What is the transition period for new counselors and/or the old ECs? Concerned with balanced caseloads between all new employees.

4. Confidentiality Issues- Carried forward to next APC

a. For counselors in ODJFS or other public places, keeping things confidential is very difficult. It is the Agency's decision to send them to those places, so whose responsibility is confidentiality?

5. Policies and Policy Training

a. Detailed training on job related polices by people who understand both the job/policy. Issues: New counselor training; expectancy of people to immediately remember EVERYTHING the moment after the policy comes out

b. Suggestions: bring back coaching and action plans as a way to build trust - per the DAG report. Please allow employees to know what to work on before they receive discipline with no communication from their supervisors about what needs to be fixed.

6. Having a "body" in the office at all times

a. Clarification: When this rule first came out, employees were told that if no one could be in the office, the office would close. Embedded counselors do not have to follow this rule, so it is being applied inconsistently and discriminatorily based on geography.

i. The need for coverage is being applied inconsistently all over the State; it is not necessarily applied differently based on whether the employee is in the field. ii. More than one office is requiring counselors to find coverage for leave before the leave is approved. This is a supervisory duty. No one present from management knew of this happening and are looking in to it.

7. Safety Concerns

a. How is management addressing the situation where a potential of danger from the consumer to the counselor exists? Where is the line drawn for unsafe consumers or consumers acting too inappropriately for services? b. Draft Procedure

i. Agency brought a draft procedure to look at. **I need to put that document into these minutes

1. If the employee has advanced notice, she should first talk to her supervisor, and hopefully the problem can be resolved at that level. If not there are several other steps listed on the procedure. 2. If the employee has no advanced notice and reasonable threat exists, the employee should cancel or reschedule the meeting

c. State Highway Patrol

i. The State Highway Patrol is only consulted once the Agency has spoken to the legal department.

d. AWARE

i. AWARE has a risk warning marker for cases. Most counselors do not know this, but they should be looking for it.

e. Training

i. In the past, there has been training on safety and dangerous situations ii. Union strongly suggested training on safety precautions, crisis de-escalation, et cetera. Agency will review and consider these suggestions.

f. Intake Home Visits

i. Not safe for anyone when the counselor does not know what he is walking in to. Even worse if the Agency sends two counselors in who do not know what they are walking in to.

g. Embedded Locations

i. The Agency has instructed people who are embedded to find out the emergency procedures for their locations. They need to go to the Office Manager and ask for all information like phone numbers, crisis plans, etc. If that does not work, the employees must tell their supervisors. ii. Supervisors should've talked to all embedded counselors about this already.

h. Define credible threat i. One possibility: A perceived threat based on counselor's professional opinion

8. Dates of 2012 APC Meetings
a. June 13; September 12; December 12

**Please see page 4 for a note about discussions had at the APC Delegate Caucus.

The following was provided by management:

DRAFT PROCEDURE - Advance Notice

When a staff person is required (business reasons i.e. staffing, appeal, etc.) to meet face to face with a consumer by whom they feel threatened.

(*define credible threat)

Contact their supervisor or management representative and advise of situation to obtain guidance; concern / credible threat, conversation or incident should be documented by credible (define) source Management representative will assess documentation and information to determine next steps Possible steps:

1) Peer (VRC or CA) sit in on appointment

2) Supervisor sit in on appointment

3) Request advice of Legal

4) Request presence of SHP

5) Determine other alternative for ensuring safety of staff

In instances that arise to the occasion, determined only by RSC Management, to require presence of SHP, the VRS will place a Risk warning on that case in AWARE with specifics on what is necessary to know moving forward, in service to the consumer.

Emergency - In the event of any emergency, any RSC employee should Dial 911

**Notes from Delegate Caucus (Management was not present during this discussion, and as such, the following is not part of the official APC meeting minutes): Organizer Amanda Schulte met with Kevin Miller, and discussed the DAG, among other topics. Director Miller was unfamiliar with the purpose of APC meetings, and a concern was expressed about whether there was a difference between APC and DAG. The Union does not see much of a difference, but the Agency disagrees. The Agency views APC as a place to discuss more specific, contract-related issues, and the DAG is more of a way to make changes Agency-wide. The Director views the DAG as new and innovative. He has since been invited to the next APC meeting. The Delegates are seeing the same issues that have been brought up again and again at APC meetings are the ones being addressed at the DAG. This makes them feel as though the issues brought up at APC meetings were not being taken back to the appropriate leaders of the Agency. The Union and Delegates believe that many things could have been accomplished already without the DAG had the Director educated himself on the goals and purpose of the APC meetings.

Bargaining Unit: Josh Norris-Public Division Director SEIU, Emily Paine-Administrative Organizer DRC SEIU, Ken Confer- RN1 CRC, Chad Lee-Recovery Services ToCI, David Conley-RN1 CCI, Les Smith-CM MCI, African Grant-CM TCI, Teri Lovett-Psych/MR RN RiCI, Jeremy Estes-Psych/MR RN SOCF, Janice Vurginac-CM LeCI, Greg Morrow-CM ManCI, Sandra Smith RN1 MaCI, Pamela Kelly-RN1 LoCI, Patrick Powell- E Board CM LoCI, Lisa Leasure- CM NCI, Kevin Krenisky- CM Belmont, Rob Williams- CM LorCI, Donna Baker- CM FMC, Carl Bridgeforth- E Board CM PCI, Matthew Lemaster- Psych/MR RN PCI, Tara Rees- RN1 ORW, Sandy Gladding- Psych Ast II NePRE, Diana Aziz-RN1 HCI, Ed D'Angelo-E Board MaCI

Management: Al Lazaroff- OSC HR Director, Chris Lambert- Manager of Labor OSC, Charles Scruggs- LRO2 RiCI, Jamie O'Toole-Billingsley- APA OSC, Ginine Trim- Warden ORW, Shelly Viets- OSC BOMS, Stuart Hudson-Chief BOMS, Tim Buchanan- Warden Ross, Julie Loomis- LRO2 Trumbull, Rona Dorsey-South Regional Admin. (Units) OSC, Brian Byorth- North Regional Admin (Units) OSC, Dr. Robert Hammond- Chief Mental Health OSC.

UNIT

Ohio Plan-

Josh Norris asked what the conversations/updates where with the Ohio Plan. The morning caucus brought up what was discussed in the 2 prior meetings of the Ohio Plan- confusion. What was said at the Ohio Plan meeting was not disseminated to the Institutions. We heard at least 10 different versions just today (4/18/12). Steve Huffman assured us, 1199 and OCSEA that the correct version would be disseminated to staff and it has not been.

Al Lazaroff spoke that the initial meeting between 1199, OCSEA, OCB and DRC took place at the end of March and then the players met again about a week ago with Steve Huffman - Assistant Director of DRC in attendance. This was the outcome of that meeting:

· Coverage has been reduced for Case Managers and Sgts from 76 hrs a week to 68

· 1 Late night
· 1 Saturday a Month
· No Sundays for CM/Sgts.
· Religious accommodations will be made on a case by case basis
· M-Th- 13 hrs a day coverage

o Not to end earlier than 8 pm

· F- 8 hrs a day coverage
· S- 8 hrs a day coverage

o not to end earlier than 3 pm

· 1 Unit Staff is required for coverage whether it is a late night or weekend.
· Saturday every 4 weeks
· Unit Managers late night is until 8 pm
· Unit Managers to work 1 Sunday per Month and leave no earlier than 3 pm
· Schedules on page 14/15 of the Ohio Plan are not a Blue Print, just an EXAMPLE
· Flexible Schedules are encouraged and to be discussed at FPCs
· The Start time of 7 am is no longer locked. There is no locked start time.
· Insufficient staffing-will still be 1 late night/1 Saturday. Not force mandating/Not force OT. It's up to Warden to offer overtime.
· June 30th is the Target date for Full Agency

Josh Norris brought up examples of some Institutions where we already meet and exceed the 68 hours of coverage a week so why do we have to do anything, leave it alone. Al Lazaroff said that message is going out too.

Kevin Krenisky from BeCI asked if the UM is going to be covering the entire Institution on Sundays and the answer came from Al Lazaroff. He said that yes they will be covering the entire prison for Unit Management and it was a compromise to get rid of Sundays.

Sandy Gladding asked about Northeast Pre-Release and what is considered a unit for the purpose of their Case Managers. Al Lazaroff said that Northeast Pre-Release has about 600 inmates, and for purposes of the Ohio Plan and scheduling, that is One/1 unit.

Al Lazaroff said that the Draft will be coming out Friday or Monday. Once the Director is back in town and has approved the final draft. Al asked if there are any hang ups to advise Emily Paine or Josh Norris, and there could be a three way conversation regarding the concerns.

University of Cincinnati-

Jan Vurginac -Lebanon - brought up concerns about University of Cincinnati- changing schedules to meet the needs of University of Cincinnati and then they do not show. University of Cincinnati has been asking for information and then they never show. The major concern came from a survey regarding working conditions at the work site, supervisors etc. and then the form having the employees name on it with a number. Ginine Trim- Warden ORW- advised that University of Cincinnati compiles the data and that it would not be given out. Jan said that some employees responded with just no comment because they were fearful of retaliation because their names were on the forms. Jan asked if they use the surveys about offenders to shut down halfway houses.

Rona Dorsey said that there were two different evaluations and asked who gave them to the staff. Jan said that the Unit Managers gave them out. Rona said it was an oversight. Lebanon does excellent staff culture and Reggie never wanted this. There should have been no names on the forms. Jan said it asked for the names several times. Rona said she would check into it but no one else has raised concerns before. Jan asked if University of Cincinnati was paid to do this survey as DRC is in a budget crunch. Ginine Trim did say that because it is research, often they did not get paid. Al Lazaroff added that on the subject of halfway houses, the department was sending offenders inappropriate referrals to halfway houses.

ORAS-

Lisa Leasure-Noble-advised that at Noble they are doing ORAS assessments by teaming up 2 Case Managers weekly and are rotated out weekly. Every week, 2 new case managers are "up to bat" so to speak for the "new load of inmates" that are coming in or the ones that need the ORAS and/or PITS. In the last 3 months it has been 223. How do we balance it out? We do other inmates who are not in our dorm and others are doing guys who are in my dorm. Rona Dorsey said that she knows that it's split at Noble the staff half want to do it this way and the other half want to do it on what Inmate comes into which housing unit/dorm. She asked if a Back to Basics has been done. Lisa said it has been suggested so there can possibly be a meeting in the middle. Lisa said that she spoke with Mr. Taylor and Mr. Larose as well as brought the subject up at an FPC. She has asked for trial periods and even a backup plan to assist a Case Manager who has a large load of PITS.

Ginine Trim-Warden ORW- advised it is assigned by
Unit/Dorm. Kevin Krenisky - Belmont advised it is assigned by unit/dorm.
Charles Scruggs-LRO2 RiCI- advised it is assigned by unit/dorm.
Carl Bridgeforth-E Board PCI- advised it is assigned by unit/dorm.
African Grant- Trumbull advised that it is assigned by unit/dorm.
Rona advised it is different at Noble because of other complaints to management.
Tim Buchanan- Warden Ross- said it sounds like an unstable system.

Rona asked what would help. Rona thinks that the distribution of offenders when entering Noble needs to be evened out. She said that she will talk to Chris.

TWL-

Emily Paine asked when pulling TWL's do we notify the appropriate persons? Pulling from one prison to another? Should we be making an RN a TWL when we are 15 RN's short at the place we TWL that RN from and make that RN a TWL supervisor at another prison? TWL is for 10 weeks and anything beyond the 10 weeks has to be agreed upon.

Stuart Hudson Chief of Medical advised that the TWL from FMC to ORW, OSC did not even know about. He did agree that there needs to be a better job of notification of TWL's. He said it is easier to TWL an RN into a supervisory roll and back fill that RN's position with agency.

Recall List-

Stu advised that DRC is actively using the recall list when appropriate. He said that they do not know of anyone on the streets at this time.

1199 Positions- Staffing Mental Health-

Dr. Hammond said that almost all the openings have been posted-Vacancies that are continuous postings or set up for postings. "All Institutions have had their Mental Health TO list since February 2012. BE MINDFUL that this TO may not be what your prison currently looks like and we are not cutting your job to make it look like this. The Institutions TO will get to what it looks like through attrition, etc." I will encourage your Mgr. to go over TO with the MH Staff. We are getting away from Top Heavy. There could be a shift for example if a job is vacant shifting it from Psych Asst. II to SW 2/3 and vice versus. There will be tweaks, but do not worry about your current job.

Pam Kelly - London- London's mission is intensive outpatient and overtime with the movement of vacancies to London the program won't come until the staff is available? Dr. Hammond advised that is correct. Stuart Hudson said that MH has a set number of staff allotted and it is 432 statewide. Some institutions need more help in certain things. DRC might have to shift a vacancy to another institution.

1199 Positions- Staffing Medical -

Stuart Hudson advised that we are at a 14% vacancy rate for RN's statewide. Unfortunately, right now we are seeing a mass movement of our current RN's so it is slowing down the process of hiring. We have 9 Psych/MR RN vacancies currently.

Minimum Staffing Levels-

Matt Lemaster brought up that PCI Mgr gave the RN's something regarding the minimum staffing, but then withdrew it the same day. Without it, operational need cannot be judged. Stuart Hudson said that he talked with Tony, the Mgr. at PCI, and he said he was working on it. Stu has not heard from him, but he will call him at the end of the meeting today.

Dave Conley brought up that minimum staffing cannot be a philosophy. Minimum staffing is the number that you have to run with call offs. You don't have to have an RN work with the Doctor. You have to have an ER, Pill, etc. What can you get by with? Their idea is not full operations. Minimum needs to be clear cut when mandating. It needs to be cut/dry, not picking and choosing. Things have a time when they have to be done. Some things can get done tomorrow or the next day, not today or tonight.

Stuart Hudson said that OSC does not mandate that Institutions set a minimum staffing. OSC will canvass to see who has one and who does not. He did agree that being behind on ACA paper work does not constitutes a mandation.

Chris Lambert brought up that if a minimum is set, that vacations will be denied and this needs to be taken into consideration.

Dave Conley said to shut down your no essentials clinics and Shelly Veits agreed.

Matt brought up the Dialysis RN's at PCI. For about the last month/month and a half 2 of the Dialysis RN's have had to stay over for an Inmate who runs over a good 2 hrs. We are not sure if it's because the treatment takes so long, or because transportation is so late getting to PCI. They should be considered mandated, because they cannot leave. Stuart Hudson will look into this and get back with us.

Overtime-

Emily Paine brought up posting OT at FMC and other Institutions. She asked when the OT mandation and schedule would be posted at FMC. Stuart Hudson advised he was not sure, but he could call again. Emily asked what else could be done. It has been since January 2011 she has asked for this to be done. She has asked the LRO 2-Shane Poole, HCA-Darlene Smith, Yvette Thorton, Warden Pineda, Stuart Hudson Chief of Medical, Venita White-LRO 3, Chris Lambert Manager of Labor, and Al Lazaroff HR Director. Who else can she call to get it posted? Al Lazaroff said that just to give us some more time. Emily said it's been since January 2011. It needs to be posted by tomorrow morning. When asked, Donna Baker advised that as of yesterday, it was not posted, but the cabinet was bought and was put up.

Stuart Hudson said that he could not guarantee that it would be done by tomorrow morning (4/19/12). Emily asked why not as it is easy just to print off and tape up. Emily asked again why it's been 16 months who else can be called because she has asked all the appropriate persons with no avail, numerous times. Al Lazaroff said, "Well Emily why don't you call Director Mohr, or even the Governor."

Emily stated, "I will call Director Mohr. We are done here. " Emily ended the meeting with 10 agenda items left to discuss.

Emily stated, "I will call Director Mohr. We are done here. " Emily ended the meeting with 10 agenda items left to discuss.