Present: Chuck Carlson, John Knobbe, Scott Grefe, Molly Kennedy, Denise Gardner, Becky Kern, Nancy Draves, Jasmin Bohnert, Larry TeBrake, Ann Sullivan (Recorder)

Old Business:

1.Work Rules Review

1. Denise will begin reviewing the work rules again.


2.CRP:

1.Safety issues, 6 incidents March-June with resultant staff injuries. These numbers will begin to be added into MSH numbers. The union mentioned that when the CRP program was in Anoka, there was police presence on the unit. Larry explained it as more of a security presence that consisted of an off duty officer with no weapons or spray. When acute or psychotic patients were admitted to the CRP program in Anoka they went to a different unit to be stabilized then to CRP. In St. Peter they go directly to CRP in most cases (there is one instance where a patient was directly admitted to MSH Unit 800). The union asked what the plan is to deal with these patients. Management said, “We have to take care of it.” Patients can be sent to MSH if needed. Management is dealing with how to get people treated and discharged from the CRP program more quickly. They have leverage with some counties such as Hennepin. If Hennepin County wants us to take a new admit, they have to take one back that is ready for discharge. This is not the case with most counties. CRP will now be included in violence reduction talks.

3.Safety

1.Violence Prevention PI Project – actions taken

1.Management is working on a letter to Read Sulik going over what has been done, what is going to be done, and what are needs are with regards to violence prevention. Larry TeBrake will be sending an email to staff regarding this information. Management is interested in any ideas that staff may have in regards to safety. The main goal being least hands on intervention- intervening to not have staff or patients get injured. Communication between nursing and security counselors is a key in accomplishing this goal. Hesitation at the point of intervention was mentioned as a factor for staff injuries. Line staff does not always have the discretion to intervene feeling that there may be repercussions. They need to know that if they make a decision to intervene- they will be backed up.

2.Support Plans- We need to have detailed information of what works for high risk patients accessible to all staff. This should include history of intervention, anteceding behaviors, tools to handle the “worst of the worst.”

3.Management stated that there has never been a directive to cut down on restraint and seclusion at the risk of staff safety. Bottom line->Staff safety is priority!

4.Having all new patients admitted to Unit 800 was mentioned as something that should be looked at.

5.The union asked about the onset of injuries. In September of 2009 is when the patients were grouped and moved to different units. It seems that this is when there was a spike in staff injuries. Management stated that patient anxiety was expected and that they do not link the increase in injuries to the patient movement. The union suggested that this be looked at.

6.New PST being taught by non-security staff. Management stated that this was a decision made for consistency purposes and that it was made at a higher level. The union stated the desire to have the training done by staff that know the units layouts and have actually been in the situations. It was suggested that the new trainer work with unit staff and former trainers for site specific information instead of using the same curriculum as other facilities. Management said that the training would be adapted for facility specifics. Scott Grefe will be attending a state wide meeting and he will discuss this issue at that forum.

2.Current injury numbers- there were 16 injuries in MSH in June resulting from patient aggression or intervention (does not include CRP). There have been 0 injuries so far in July. Categorizing injuries according to the degree or level of injury was also discussed. It would be beneficial to know if it was a cut/scratch/bruise or broken bone. Some reports go by first report of injury, some by lost time and others by injuries that result in medical expense. These numbers were 16, 8, and 10 respectively for June.

3.Safety needs and three extras- having the 3 extras on the late shift has been helpful. It is estimated that 2 of the 3 extras are being used about 80% of the time. Management is working on a proposal for 5 FTE staff for these three positions to help eliminate overtime.

4.Use of cameras for patient monitoring - SSP and safety. There was a camera installed in the Unit 800 swing to monitor patients, but there were not cameras installed in the Unit 200 or Unit 700 swings. Instead there will be 3 cameras installed in Master Control that will not be used to monitor patients. Management stated that it was to catch staff doing things right. The union suggested that it would be a better idea to use these cameras to monitor patients doing things right or wrong. The union also mentioned that having these cameras to monitor staff would be bad for staff morale. Larry TeBrake was unaware of this and will check into it.


4.SOFS Budget numbers – plans

1.Management stated that there is still no budget and that they are far from having a set budget. They are trying to finalize the 5% savings. There have been 4 leased vehicles turned in and they have reduced the numbers of blackberries by replacing them with cell phones where needed. The amount of training dollars spent as also been reduced. Nothing has been done with salary dollars yet. It is expected that patient care areas will not be affected. Non-patient care areas are being looked at.

2.Laundry positions- there is a proposed laundry contract with DOC. It is unsure when laundry will be closed but it is forecasted to close. There is no money to fix or replace equipment. It was discussed where people/positions will go. There is no retirement incentive right now but there will be a survey for those that may be interested in retirement.

Current Business:

1.OT and definition of NOC shift days off 10pm to 10pm or 6am to 6am

1.It is the union position that you start from your report time on your Monday and go back 48 hours. Staff can still only work 1 of their 2 days off, but this will allow for more voluntary overtime for overnight staff. Staff still has to have a 24 hour period off on days off. John Knobbe will be forwarding an email interpretation to Nancy Draves and she will discuss with NOC OD’s.

2. Units running short for observation coverage

1.The union has noted several occasions where units are running very short staffed when covering 1:1’s, having patients out in mobiles, or supervising visits. It is understood that a first 1:1 can be covered within unit minimums. The union is requesting that there be enough staff that if there is an incident that the A-team responder has to go to there should be at least one staff left on the unit that is not covering a 1:1 or patient in mobiles. Denise Gardner and Larry TeBrake will check into this.


3.Posting vacation process

1.A vacation request for 40 hours or more must be posted for 7 days. When there are overlapping day off requests the days are granted by seniority. Most supervisors will let staff know which days off are available- staff can also ask their supervisor.

2.Past practice is that vacation and holidays are granted by state seniority and everything else (days off, bidding, OT, etc.) is granted by class seniority. The contract language is not clear on this. Nancy Draves will check with Tudy Fowler on this and get clarification.

4.Christensen Home

1.Larry TeBrake requested that the union and management have a meet and confer to discuss The Christensen Home in St. Paul. Larry will contact Tudy Fowler and all parties involved and try to meet at next months Forensic Division meet and confer.



Step 3 Grievances:


1 step 3 grievance was presented