Dignity and Human Rights . . . and SHARE

UMass Memorial has published an important statement of commitment to dignity and human rights. One way to truly respect the whole community is to listen to the voice of every employee who works in our hospital.

SHARE applauds the fact that our hospital recognizes the value of unions — and of our very own Unit Based Teams — as important elements of being heard in the workplace. Unions provide an essential independent source of power and safety for workers.

We’re pleased to see that the hospital even pairs its official statement in the Ethics and Business Conduct section of the Hub with a quote from SHARE Co-President, Rita Caputo. We’ve highlighted Rita’s statement below.

SHARE shares in this commitment. If you would like help seeing that concerns are addressed, please don’t hesitate to contact SHARE. You can view the hospital’s Code of Ethics on the UMass Memorial Hub or online.

AFSCME Free College Benefit: New Options in Healthcare and Business Management

NOW ENROLLING FOR SPRING CLASSES MARCH 29, 2021 

Many SHARE members have already taken advantage of the Free College Benefit, offered by our parent union, AFSCME in conjunction with Eastern Gateway University. It’s a popular perk of union membership. Since it began in 2016, the program has expanded the variety of courses and degrees that it offers, The program now adds opportunities in nursing and other healthcare fields, as well as specialty certificates in the Business Management degree program . . .

New!  Health Services

Interested in nursing or another allied health specialty?  This program can help you get there faster!  This degree pathway offers the math and science you’ll need, as well as the general education and critical thinking courses, that a student will need in many healthcare fields. The Health Services degree is perfect for learning more about the industry or preparing to apply for nursing school.

Develop Your Expertise in These Business Management Specialties

• Advertising

• Cyber Security

• Data Analytics

• Digital and Social Media

• Environment and Conservation Studies

• Entrepreneurship

• Finance

• Hospitality: Food and Beverage Management

• Hospitality: Hotel and Event Management

• Human Resources Management

• IT Help Desk

• Labor Studies

• Marketing

• Operations and Logistics

• Programming & Development

• Project Management Fundamentals

Note that unemployed, furloughed, and laid off union workers and their extended family are all eligible to enroll in Free College.

Member Spotlight: Nancy Barrett

Communications Center, Marlborough Hospital

interviewed by Rafael Rojas, 1/6/2021

This Monday was the first day in 40 years where I felt like I really didn’t want to go to work. My kids were just growing up when I started this job, going part-time on Friday nights. It was my very own Friday night out for a while. I really love getting to talk to people, I enjoy my coworkers, and it is fulfilling work. So, when I felt this way on Monday, I called my boss to talk about it. She was fine with me taking the day off and just getting a break.

My department took on the challenge of putting together the COVID testing kits for the community. At the start of the pandemic, the demand for these kits was not nearly as overwhelming as it is now. There are barely enough to make it to the next day. Each day requires 500-800 tests, and that’s as many as we can make for the day. It’s tough to go through all of that work and feel like there won’t be any left; we just have to start over. 

Putting the tests together in such large quantities is definitely tough work, but the biggest challenge is to keep doing our normal job on top of it, and to do it well. These last few weeks have been very, very, busy and very overwhelming. Thankfully, going into this next surge the hospital administration has put out a call to anyone who would like extra hours to help us out. We really need it.

Perhaps the biggest impact that the pandemic has on our workplace is through our personal lives. It is really tough to want to see my children and their kids and have to wear my mask, or even not see them at all. You can tell that they’re scared and don’t want to get me sick. It’s really hard to see that fear in them. It’s moments like these that make you start thinking ahead and get worried to go into work. My ‘chipper’ attitude does fade as the day goes on, but it’s the time before work, when you worry most, that poses the biggest challenge. This all gets better as soon as I step inside. As I said, I love my work and it makes me happy.

Click here to connect with more SHARE’d Stories

We all need time off. But, for the record, that day when I really felt like I didn’t want to go in to work? I went to work anyway. And I was fine! You know, I’m a morning person, so once I got there all of the girls were like, “Why are you so chipper?” Everyone is in this together, and if we work together, we can get through it. If people speak up and speak their mind and let their concerns be known, they will be addressed. It’s a good thing to get your feelings out and let them be known at a time like this. Speak with your supervisors about how you’re feeling, do the best you can for yourself and for your department and we will get through the days where it’s tough to go in.

First Aid for Stress: A Webinar for UMass Memorial Caregivers

Know Your Department Weather Policy

With the coming snow, SHARE Reps have begun having conversations again about the severe weather policy that SHARE negotiated with hospital management.

The full policy is posted below. The shortest summary is probably this: "All employees are expected to report to work, unless the severe weather plan in their department allows them to stay home." If you do not know if there’s a department-specific plan for your area, you should check with your supervisor or manager.

Please take good care when making decisions about traveling in extreme weather. Also, please contact the SHARE office (508-929-4020) if you have questions, or would like help developing or revising a plan in your own department.

severe weather

from SHARE-UMass Memorial Contract Agreement, page 82

UMass Memorial is an essential community service and as such will continue its operations without regard to weather conditions. However, UMass Memorial and SHARE recognize that severe weather conditions can interfere with the ability of employees to come to work, and agree to the following:

Staffing plans

The CNO, CMO, Hospital President and Vice-Presidents are responsible for developing a fair and equitable staffing plan to ensure continued essential services, and for informing employees of staffing and attendance requirements.

In order for employees to know what their responsibilities are in the case of severe weather, departments are encouraged to develop plans for their areas within the framework of the hospital plan described above. Employees are encouraged to participate in the development of the plan for their department. Department severe weather plans could include: what staffing level is required in the case of severe weather (such as full staffing, skeletal staffing, or no staffing necessary); how employees will find out if they are required to be at work that day, who to call and how to reach them; and whether there is a difference in their department between the plan for severe weather and the plan for a declared state of emergency. Department managers should review the severe weather plan for their department with all employees annually before winter weather begins.

All employees are expected to report to work, unless the severe weather plan in their department allows them to stay home.

Staying at work

Employees who are working during severe weather conditions are expected to work through the end of their assigned work shift unless they are excused earlier. In extreme situations, employees may be required to work beyond the end of their normal scheduled work shift if the manager determines it necessary to meet patient care and operational needs. SHARE overtime rules will apply.

Department closing, early dismissal
If a department is closed for all or part of the day due to severe weather, employees may go home (see pay for missed hours) or choose to report to/remain at work. The hospital may assign people who stay at work to perform different functions than their normal job. For a work assignment in an area other than your own, page the nursing supervisor/bed management: for the University campus, pager #2044; for the Memorial campus (on evenings, nights, weekends and holidays) pager #3318.

Grace period for late arrivals
The office of the CEO or his/her designee may establish a paid grace period for arriving late to work. The length of the grace period will be based on the severity of the weather conditions.

Pay for missed hours

Other than late arrivals covered by an established grace period, employees who miss all or part of their work shift may use earned, vacation or personal time, or choose to go unpaid for the hours they missed. When appropriate, an employee may make up the time that week, by mutual consent between the employee and the supervisor. Made up hours will be paid at straight time unless weekly hours total more than 40.

Excused and unexcused absences
If an employee does not work because the department is closed, or because they are not required to come to work, it will be considered an excused absence. Late arrivals covered by an established grace period will be considered an excused absence. Other absences from work on a severe weather day will be considered unexcused.

Transportation

When severe weather makes travel unsafe, or in a state of emergency, transportation assistance may be available. Requests for assistance should be directed to the nursing supervisor/bed management: for the University campus, pager #2044; for the Memorial campus (on evenings, nights, weekends and holidays) pager #3318. When necessary, communication with external bodies such as the National Guard and ambulance carriers will be coordinated through these offices.

The Case of the Lost SHARE Email Messages

We recently discovered that, since the winter holidays, a glitch in the hospital’s email system may have been diverting SHARE emails to your spam folder. Thanks to those of you who reached out to let us know things seemed too quiet!

We’ve been assured that the problem is now fixed. Visit the SHARE website for all of the interesting and important updates you might have missed, including . . .

• Volunteers Needed to Pick Up Extra time and OT to Help with the Covid surge

• SHARE Opposes Contracting-Out of Food Service and Housekeeping at Health Alliance

• Tips & Tricks for Remembering Employee Symptom Reporting

• About the Covid Vaccine

• Marlborough X-Ray Technologist Mitz DeSouza Describes Getting One of the First Covid Vaccinations

• SHARE Argues that Members Should Be Included in Incentive Pay

• SHARE and UMass Memorial Sign Improved Redeployment Agreement

• About Covid Pay (scroll down in MLK Day post)

• The New Massachusetts Paid Family Medical Leave (PFML) Benefits

• Welcome and SHARE Membership Information Now Online for Eligible New Employees

• SHARE Member Spotlights

  • Samantha Roy, Patient Services Rep

  • Anthony Baidoo, Radiologic Technologist

  • Sabrine Aakil, Medical Lab Technician

• An Open Letter to US Senators about Hazard Pay

• A Report from SHARE’s First Frontline Leader Fellow, Kona Enders

• SHARE Lead Organizer Janet Wilder Wins Cushing-Gavin Award

• SHARE Honored Martin Luther King Day

• 2021 Union Dues Rates

• And, (very belatedly, if you’re just now seeing it) best Holiday Wishes from the SHARE Staff!

Blog Digest: OT Opportunities for SHARE Members, SHARE Opposes Contracting Out, and More . . .

Help Needed: Want to Pick Up Overtime or Extra Time?

UMass Memorial needs help during this COVID-19 surge. Right now, they need SHARE members who are willing to pick up extra shifts doing:

• One-to-one patient observing for COVID patients

• Testing Tent staff, for swabbing or registering patients

• “Runners” for the Emergency Rooms –patient care experience needed, so this role is good for PCAs, Techs, LPNs, etc.

• Visitor Screeners

• Patient Transport

Voluntary Redeployment is good for SHARE Members

SHARE has been encouraging management to look for volunteers, rather than redeploy people. Redeployment worked well for some SHARE members last spring, but other SHARE members had a tough time with the schedule they were redeployed to, or with what kind of work they were asked to do. The voluntary approach is really working well for the one-to-one patient observer work, so we hope there are lots of volunteers for these roles too. We know lots of people want to help, and lots of people are happy to have the extra money! Application details here.

SHARE Opposes Contracting-Out of Food Service and Housekeeping at Health Alliance

UMass Memorial recently told current Health Alliance food service workers and housekeepers that they would soon become employees of Sodexo. Those employees will all have jobs, with health insurance, and their pay rate will stay the same, UMass Memorial announced. These staff are not represented by any union, but all of us in the UMass Memorial community should be concerned by this move. Read more . . .

Employee Symptom Reporting: Tips and Tricks to Remember

The daily symptom tracker started out on an honor system, but now UMass Memorial will pursue disciplinary action for employees who don’t use it daily. This month, disciplinary action began in some departments. The policy says that if you miss reporting twice out of ten work shifts, you can get in trouble. Most of the meetings with SHARE members so far have focused on how to remember to do the symptom reporting. People want to do it, they just forget. Discover strategies and tools to help you remember here.

Employee Symptom Reporting: Tips and Tricks to Remember

The daily symptom tracker started out on an honor system, but now UMass Memorial will pursue disciplinary action for employees who don’t use it daily. This month, disciplinary action began in some departments. The policy says that if you miss reporting twice out of ten work shifts, you can get in trouble. 

Most of the meetings with SHARE members so far have focused on how to remember to do the symptom reporting. People want to do it, they just forget. Here are some tips to help you stay on top of your own reporting: 

• You can set an alarm on your phone to remind you – either for a certain time, or when you get to a certain location, like within a mile of the hospital. 

• SHARE members have loaded the symptom reporting app onto their computer if they are having technical trouble with their phones. 

• One department manager created a reminder that pops up every day when the staff logs into their computers. 

• One SHARE Organizer tells people who think that technical difficulties are preventing their tracker from registering that they did it, to take a screen shot to show that they did it, just in case.  

We certainly hope that there will not be many more disciplinary meetings about remembering to do your symptom reporting! 

SHARE Opposes Contracting-Out of Food Service and Housekeeping at Health Alliance

UMass Memorial recently told current Health Alliance food service workers and housekeepers that they would soon become employees of Sodexo. Those employees will all have jobs, with health insurance, and their pay rate will stay the same, UMass Memorial announced. 

These staff are not represented by any union, but all of us in the UMass Memorial community should be concerned by this move. We assume that moving staff off the UMass Memorial payroll is a cost-saving measure. How do you save money, doing the same work plus making a profit for the company, without cutting spending on wages and benefits? 

Contracting-out is not new at UMass Memorial. When the Med Center contracted out Dialysis, affected SHARE members were promised job security and minimal changes. However, within months they were told they would have to move to hold onto their jobs. Information Services (IS) and Central Processing were contracted out and then brought back in house for quality reasons. The SHARE Biomedical Engineers fought contracting out by showing that they could save money while keeping their jobs in-house, though the hospital contracted them out in the end too. 

The middle of a pandemic is the wrong time to upend good, stable jobs for our lowest paid staff. As the Institute for Healthcare Improvement points out, it is possible to support “better care, better neighborhoods, better health – all while holding onto valued employees, many of whom may be part of our most vulnerable populations.”

Perhaps most importantly, housekeepers are crucial to patient care, particularly in the age of COVID, especially when they also have patient transport duties. Being a UMass Memorial employee means that you have loyalty only to the patients and the hospital, not to an outside company. 

Help Needed! Want to Pick Up Overtime or Extra Time?

UMass Memorial needs help during this COVID-19 surge. Right now, they need SHARE members who are willing to pick up extra shifts doing:

• One-to-one patient observing for COVID patients

• Testing Tent staff, for swabbing or registering patients

• “Runners” for the Emergency Rooms –patient care experience needed, so this role is good for PCAs, Techs, LPNs, etc.

• Visitor Screeners

• Patient Transport

how to apply

If you already filled out the volunteer survey for Patient Observers, you do NOT need to volunteer again. If you are interested and did not fill out that survey a few months ago, please send an email to LaborPoolNonProviders@umassmemorial.org. Include in your email:

• ·         Your name, title and department.

• ·         What roles you are possibly willing to do

• ·         What shifts and days you are usually available

• ·         How to reach you – cell phone, email, etc.

Voluntary Redeployment is good for SHARE Members

SHARE has been encouraging management to look for volunteers, rather than redeploy people. Redeployment worked well for some SHARE members last spring, but other SHARE members had a tough time with the schedule they were redeployed to, or with what kind of work they were asked to do. The voluntary approach is really working well for the one-to-one patient observer work, so we hope there are lots of volunteers for these roles too. We know lots of people want to help, and lots of people are happy to have the extra money!

SHARE Blog Digest: Incentive Pay, Covid Pay, Redeployment, and More

Happy MLK Day! We encourage SHARE members to take time today to reflect on the importance of Reverend Dr. Martin Luther King’s legacy to our country and even our own union. His ideas and example remain essential to SHARE as we face our own challenges today. 

COVID Vaccine 

SHARE Reps continue to report that UMass Memorial’s COVID vaccination process is going well. Some have declined for the moment, but most Reps have gotten at least the first shot so far. At a recent SHARE Rep meeting, only a few people had stories of a co-worker feeling sick afterwards. Hospital management tells us only about 10% of employees are declining the vaccine. 

The SHARE organizing team is seeing many positive signs in the broader roll-out of the vaccine, too. Our parent union, AFSCME, together with the country’s other three largest public sector unions, recently sponsored a virtual town hall, summarized here, with leading scientific experts, academics and government officials to address the safety, efficacy and equitable distribution of the COVID-19 vaccines.  

SHARE Argues that Members Should Be Included in Incentive Pay 

It’s a good news, bad news situation: when incentive pay for RNs who pick up extra shifts in some COVID units got extended, SHARE Respiratory Therapists were added (good news), but SHARE PCAs who work side-by-side with the RNs, did not (bad news). Read more . . .  

SHARE and UMass Memorial Medical Center Sign Improved Redeployment Agreement  

SHARE leaders and management have spent a lot of time talking about the redeployments last Spring, so that we could try to make things better for SHARE members during subsequent surges. (See SHARE members survey responses here.) We now have an agreement that creates a voluntary float pool to cover the need for one-to-one patient observers on COVID floors, strengthens the commitment to voluntary redeployment in other areas, and provides members a process for declining a redeployment assignment. One key change from the previous surge is that if a SHARE member declines to be redeployed to any job, then they will be placed on furlough. The furlough process will be more clear this time, and the SHARE member still has the option to use their paid time off or go on unemployment. Read more . . . 

COVID Pay 

The hospital has started COVID pay again, going back to November 1st. This pay is designed to make it so that employees don’t have to use their own accrued time for hospital-acquired COVID. Unfortunately, the new policy doesn’t cover as much this time, less than COVID pay last Spring. Now COVID pay covers two weeks of missed work, if you were infected at work.  

Staff who get COVID are to work with Employee Health and file for Workers’ Compensation. If Employee Health determines that you were infected at work, then the hospital pays you for the first five-day waiting period, and then they “top off” your Workers’ Comp pay during the second week of leave in order to make your pay whole. 

SHARE is urging management to re-instate COVID pay for absences due to COVID testing or illness, regardless of where you got infected. SHARE members should not have to use their own time. We want to encourage people to do the right thing and stay home if they have symptoms, which is tough to do if you don’t have any time in your bank. 

More Updates on the SHARE Website 

• Including member spotlights on Patient Services Rep Samantha Roy and Radiologic Technologist Anthony Baidoo 

• Information about the New Massachusetts Paid Family Medical Leave Benefits, and 

• Welcome and membership information for eligible new employees. (Incidentally, since there are sometimes gaps between the hospital’s employee information and what we have on file at SHARE, we’d love your help making sure that new co-workers are connected to our union, and to emails like this one.) 

Thank you on this day, as every day, for everything you do to help keep our union, our hospital, and our community strong. 

SHARE and UMass Memorial Medical Center Sign Improved Redeployment Agreement

SHARE leaders and management have spent a lot of time talking about the redeployments last Spring, so that we could try to make things better for SHARE members during subsequent surges. (See SHARE members survey responses here.)  We recently signed an agreement that includes these improvements:

Making One-to-Ones Voluntary 

The first big improvement was for union and management to create voluntary float pool to cover the needs for one-to-ones on COVID floors. We heard from SHARE PCAs from the clinics that it was difficult to get dropped cold into the role of a patient observer, especially if they had to work a different shift from their usual. By asking for SHARE member volunteers ahead of time, the volunteers were able to pick up extra time or over-time at times that work for them and their families instead. 

The Current Status of Redeployment 

The hospital hopes to continue to keep clinics open during this Winter’s COVID-19 surge. At the moment, senior leadership has no plans to redeploy SHARE members from ambulatory clinics to other parts of the hospital. They caution that things could change, but they are hoping they don’t. Only a few procedure areas, like HVIL (Heart and Vascular Intervention Lab), are currently slated to redeploy to other areas of the hospital. 

Improvements in the Agreement 

Nevertheless, it makes sense to put into place as good a process for redeployment as possible for SHARE members. SHARE and UMass Memorial Medical Center signed an agreement this week that contains significant progress: 

• Liaisons from SHARE will connect with the HR Labor Pool team to help with redeployment plans. 

• Voluntary redeployment is the goal. If more people are needed than there are volunteers, they will be selected by reverse seniority. 

• Everyone who is willing to stay in their home department or be redeployed will have work at their current pay rate and hours. 

• The union-management Labor Pool Problem Solving group will case manage situations where a SHARE member declines a redeployment – less of a ”one-strike-you’re-out” approach, or where someone is asked to work a different shift. 

• If a SHARE member declines to be redeployed to any job, then they will be placed on furlough. The furlough process will be more clear this time, though the SHARE member still has the option to use their paid time off or go on unemployment. 

SHARE is pleased with the agreement, and the way the union-management collaboration created it. 

You can read the full agreement online. Please contact SHARE with any questions or concerns.

Incentive Pay Program Extended: Good News & Bad News

It’s a good news, bad news situation: when incentive pay for RNs who pick up extra shifts in some COVID units got extended, SHARE Respiratory Therapists were added (good news), but SHARE PCAs who work side-by-side with the RNs, did not (bad news).

Starting over the holidays, RNs who signed up for extra shifts in certain units were paid “incentive pay” of $100 for four hours extra. UMass Memorial Medical Center management says that they started the incentive pay when RN open shifts were threatening to cause them to have to close beds and turn patients away because of a shortage of licensed staff.  

“It’s a slap in the face . . .”

— more than one SHARE member

Even though this was not hazard pay, some SHARE members felt that this incentive pay program sent the message that their work with COVID patients was valued less than RNs’ work. 

The temporary RN incentive pay program was scheduled to expire on Saturday, January 16th. However, nursing leadership decided on Friday to extend it. In addition, a new program that offers a pay incentive to respiratory therapists who pick up extra shifts was created. No new program was created for the inpatient PCAs. 

Over the last 2 weeks, SHARE has advocated for SHARE jobs to be included in incentive pay. In particular, SHARE members who work side-by-side RNs who are getting incentive pay, such as PCAs and Respiratory Therapists, should be included. SHARE and management leaders discussed the incentive pay at the Labor Management Partnership Council meeting earlier this month. SHARE Representatives like Kona Enders, PCA, argued that the incentive pay for PCAs would make sure patients get all the care they deserve, support RNs where they are stretched, and show respect for PCAs' role. The incentive would especially help where PCAs are working really short, like the EDs and some ICUs. Joel Masley, Respiratory Therapist at University, described in detail the staffing challenges he and his co-workers are facing: Respiratory Therapists play a critical role in treating COVID-19 patients, and the department cannot hire travelers because they cannot find any who have the critical care experience.

SHARE applauds Medical Center leadership for creating a temporary incentive program to encourage Respiratory Therapists to pick up extra shifts. At the same time, we urge management to include PCAs in the program for RNs, so as to create a unified team of caretakers on those units most struggling with coverage for COVID patients. SHARE believes that management made the wrong decision by not including the PCAs on those units.

Mass PFML Personal Medical Leave Now in Effect

As of January 1st, most SHARE members became eligible to take medical leave for themselves leave under the Massachusetts Paid Family Medical Leave (PFML). The PFML also now provides paid leave to care for certain military-related family leaves, and in the event of a birth, adoption, or foster care placement of a child..

The PFML is a new law in Massachusetts that is being paid for by payroll deductions that began last year. You can learn more on the Massachusetts PFML website, or find more information on the SHARE website, including answers to Frequently Asked Questions about PFML and Short Term Disability.

Additionally, as part of this program, paid family leave to care for a family member with a serious health condition will become available on July 1, 2021.

Member Spotlight: Anthony Baidoo

Radiologic Technologist, Marlborough Hospital, 12/28/2020

In the beginning of Covid-19, we did not have adequate PPE. The demand from COVID overshadowed the supply. It wasn’t that the hospital didn’t want to provide it- it is that the manufacturers had to catch up with the demand. So, we had to ration what we had. We had to reuse PPE or use UV lights to kill the germs. It’s better now that we know better about COVID than previous, and now management is prepared better than the previous. We, radiologic technologists, are also more mentally prepared and that is helpful. 

We were scared at first with the first lockdown for Covid-19. However, through persistence on the job, we came out of the darkness. The initial lockdowns made the cases go down so the workload reduced a bit, but now that it is picking up it is a different world that we’re going into. 

One day, I went with a colleague into a patient's room. There was a gentleman who came in for a Covid test. He was coughing and had a shortness of breath. We told him we were here to perform x-rays on his chest. He responded by saying “I regret telling you this, but I have to tell you that initially I didn’t think Covid-19 was real. But now with the way I feel I know it’s real.” I want to share this story so that people know it is real. You might survive, but there are others who might not. But if together we accept that, together we can overcome it. 

Click here to connect with more SHARE’d Stories

I have been a Radiologic Technologist for 10 years now. Before, I lived in Ghana where I was an accountant in a mining company. There, I was lucky to be elected a union leader. I learned that there is a difference between how they manage and what the employees want. Their job is to manage and save the company money and help make the most profit possible for the company. However, the union is able to give the workers a voice at the table as well. 

Before, there was not a union in Marlborough Hospital. Many of my coworkers did not understand what benefits there are to a union. However, I let them know that it is good, no matter how, because the union is a bigger force than individuals. The same way, we have brooms from individual palm fronds. When you get a lot of them you put them together you can use  them to sweep. If there is one, you can easily break it, but when you put them all together, you cannot break it.

There is a proverb in my country that explains this: one person’s hand cannot cover the whole sky. Only together can we really make a difference. This both explains the importance of unions and the importance of working together to defeat Covid-19. 

SHARE Member Spotlight: Samantha Roy

Patient Access Services Rep, 12/12/20

For a Patient Access Service Representative in the Cardiology/Vascular Surgery department, all scheduling calls are urgent. Oftentimes, people can be agitated just because they have just had a bad experience with another person. When people are angry, it is helpful to be patient and to do as much as you can for them. When you answer the phone and have a bad attitude, it is not helpful to the patient. When you are happy on the phone you can feel them smile on the phone. I like to treat people the way I want to be treated. It definitely has its ups and downs, but I try my best to help people in the best way possible.  

Sometimes, the patients calling have cancer or are caring for a loved one who has cancer, it can be hard to tell them about not having an appointment available ASAP. I usually just try to ask a lot of questions to ask how they are doing and making them feel heard. It is really nice to know that someone cares no matter what. When you are sick, you don't want to be transferred to ten different people, but we just try to fix it and make it as easy of a process possible.  

In the beginning of the pandemic, it was difficult to get people scheduled because of the change in phone systems and how quickly everything happened. We used to not have computers or access at home, so it was an adjustment. Also, we have to now ask patients to get tested before coming in and that can be really difficult for patients who have Alzheimer’s or any other kind of disability. Although the process has become a bit more complicated, I like being home and I get to still talk to my coworkers, my friends, on phone or on Zoom. Also, it is much healthier that we are all at home and can stay safe. My son is twelve and he's online too. He's working back-and-forth with the process, too. It has been an adjustment, but we are adjusting together and staying safe together. It is just much healthier to be home and be safe. It is just the way of life right now and is the safest way.  

I am used to changes, though. In the beginning of my career, we used to use paper and then the system changed. The experience of getting used to a new system was quite hectic. I often book up to eighty appointments a day.  

When booking appointments during Covid-19, a patient was trying to get her heart monitor and she could not come to the hospital to pick it up. She ordered it and UPS, due to the pandemic, sent it late and it was broken. She had to return it and then she was told she was going to get another one. Unfortunately, due to the delay she had to go to the ER because of her inability to monitor herself. I followed up with her and made sure that she was seen by our doctors and checked in with her to make sure that she was okay. I made sure that she knew that I was there for her and if she needed anything she could always call. I wanted to make sure that she had someone to call and talk to especially because she had no one.  

I always think that if my mom called someone and did not get the help that she needed, I would be mad. I want to make sure that I don’t do that to anyone and not make anyone angry. Even if I don’t have much time, I want to do as much as possible for whoever I am speaking to and make sure they are able to reach who they need to reach. If I can fix it, I am going to try to fix it. It might take longer, but it should be done right the first time. Sometimes patients will call and they accidentally have reached the wrong person. I try to make sure that I do whatever I am able to do — either connect them with the right office or give them the number myself — especially for patients who don’t know how to look that up themselves.  

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I am glad to be a part of this union; it feels great to have someone that I can text for advice and have someone be there for us and to support us. I saw a letter from the union about letting us work from home and that is so important in case any of us gets sick at this time. The support is huge so that I can do the best at my job especially during Covid-19.  

I try to let everyone around me know that they can call the union if they are having issues. It feels good to be there for other people at work and outside of work. I like to follow my heart and just do what I feel is right as a first responder. As I say, I’m Sam-I-Am. I know who I am, and I like to do what feels right.  

Happy Holidays from SHARE

SHARE Blog Digest: COVID Vaccine, 2021 Dues, Member Spotlights, Cushing-Gavin Award, and More . . .

We hope you’re keeping safe and well through all of this snow! (Learn more about our negotiated inclement weather policy here if you work at the Medical Center, by the way.) There are plenty of fresh posts on the SHARE blog if you’re looking for a cozy fireside read . . . or if, like most of us, you’re working to help keep Central Mass healthy right now, and you’re reading this during your break. Here’s a quick roundup . . .  

Hazard Pay 

Congress is currently on the “precipice” of a new stimulus package agreement, according to current news reports. The details are still being worked out, but the deal is likely to include stimulus checks for individuals and families. The SHARE Executive Boards recently urged Massachusetts lawmakers in the U.S. Senate to provide hazard pay to healthcare workers. 

First COVID Vaccinations Administered at UMass Memorial 

SHARE members who care directly for COVID patients have been among the first to receive the new vaccine, and the early reports are good. Marlborough hospital X-Ray Technologist Mitz DeSouza says, “It was a happy environment at the hospital yesterday -- everyone getting the vaccine seemed was optimistic.” Read more about his experience here. 

SHARE member Sabrine Aakil describes her experience as a Lab Technician during COVID.

SHARE Members Making a Difference 

The SHARE’d Stories spotlight focused recently on Medical Lab Technician Sabrine Aakil; she describes her experience processing COVID-19 test results for ED patients at Marlborough Hospital. Also, SHARE’s first Frontline Leader Fellow, Kona Enders, gives her report on her experience observing and participating in the day-to-day work of our union.

2021 Dues Rates Announced 

Dues are an investment that union members make in themselves and their co-workers. AFSCME, SHARE’s parent union, has announced dues rates increases for the upcoming year. The 2021 regular weekly dues rate for SHARE members will be $9.60. That is an increase of eighteen cents per paycheck, or a little less than ½ cent per hour. For members working 20 hours/week, the 2021 weekly rate will be $7.19. The new rates will be reflected in the January 7 paycheck. Read more . . .  

Janet Wilder, SHARE Lead Organizer, Wins Cushing-Gavin Award 

And finally, we couldn’t be more pleased to announce that our own Janet Wilder is this year’s Labor Leader recipient of the Cushing-Gavin Award, which represents a crowning achievement of a life’s work of labor activism. Janet used the opportunity in her acceptance to describe the work of the unsung heroes on the frontlines our hospital, and to describe the value of Labor and Management forging strategic partnerships. During the event, UMass Memorial Senior VP and Chief Human Resources Officer Bart Metzger admired Janet for doing everything in her power to argue “relentlessly” for collaboration between management and staff . . . and for having “no compunction” about keeping management honest if they get lazy in their commitment to partnership. And MIT Management Professor explained that he’s observed “remarkable” work coming from Janet and SHARE over the years. Congratulations, Janet, and to everyone in the SHARE community! 

First COVID Vaccinations Administered at UMass Memorial

As the U.S. enters its third wave of the Coronavirus and Massachusetts continues to deal with its current active outbreak, UMass Memorial received its first batch of the new COVID-19 vaccine, and SHARE is hearing good reports. Mitz DeSouza, X-Ray Technologist at Marlborough Hospital, had this to say about his experience:

I took the COVID vaccine because it’s very important to me — we are all vulnerable, not only because I am working with COVID positive patients, but even if I wasn’t taken care of patients with the virus, we are all exposed.   

I have been waiting for this.  I did my own research about the vaccine, and even talked with our ED doctors at the Hospital. I felt very encouraged. Everything went well, no side effects, my shoulder felt less sore than the flu shot. It’s been more than 24 hours already, and I’ve had not side effects. I got it before my work shift, and went to work my work right after.  

It was a happy environment at the hospital yesterday –everyone getting the vaccine seemed was optimistic. We had the ED staff there, radiology techs, nurses and coworkers who have the direct contact with COVID patients. We have been so scared about COVID and I was very happy to finally get vaccinated.  I encourage other coworkers to get it. 

You can learn more about the latest data and scientific findings about COVID-19, including research into the vaccines and other therapies, at covidactnow.org

Kona Enders, SHARE's First Frontline Leader Fellow

This month we welcomed our first SHARE Frontline Leader Fellow, Kona Enders. Kona has worked as a PCA on 3 West at the University campus for seventeen years, where she has long been recognized as a strong advocate for her patients and coworkers. She’s served as a union Rep for most of that time, and recently joined the Labor Management Partnership Council. Here, Kona writes about her recent time observing and participating in the day-to-day work of our union . . .

My Fellowship Report

by Kona Enders

Thank you all so much for giving me the opportunity to participate in this Fellowship with the SHARE Union. When I was asked to do the Fellowship some time last year, I was a little bit hesitant, nervous, and didn’t know what to expect. But after encouragements from management and SHARE (especially staff organizers Will, Deb and Janet), I decided to accept the Fellowship. Because of COVID-19, my first concern was how and where I was going to do the Fellowship . . . and with whom. The SHARE Staff assured me that they will guide me through the process and not to be nervous. Glad they did, because I was very nervous coming on board.

Kona Enders with SHARE staff organizer Will Erickson

What was really enlightening about the Fellowship was been invited to all of these very important collaborations between HR Business Partners, management and SHARE. They are all working together to make sure SHARE employees have a say in decision-making about their jobs and families during these changing times. Mostly importantly, all of the organizations have been working together to find jobs for people who had to change their hours, or even move to completely different jobs in order to manage family and school schedules, too, during these changing times. I also got an inside look at how SHARE worked toward a better solution for everyone to be approached about the flu shots with a fair process.

I have gained valuable insight into how the organization runs and functions over the past two months. Because you gave me the opportunity to listen-in and speak in some of the Zoom meetings, I had the chance to observe numerous aspects of how the Union works in our communities, hospitals, management . . . how to problem solve with our members and most certainly always been there to support and care for everyone especially during this difficult times. The entire staff at SHARE was extremely welcoming and helpful to me at all times.

I had the opportunity to attend UBT’s which I really like because the managers and staff are working together to make work flows better in their departments at both campuses with the guidance of SHARE.

I’m especially excited about my A3 project that I’m working on with Will [Erickson, SHARE Organizer and Process Improvement coach]. He and I are working to help us be safe on the floor and keep our patients safe by having all the necessary supplies and equipment in every room to better care for each patient.

I learned a lot during my Fellowship with SHARE. We covered the following things and more:

1. Going to Zoom meetings

2. Labor Management meetings with UMass Memorial and Marlboro Hospitals

a. Working on PCA’S staffing at Marlboro hospital

b. Finding release times and funds for share members to go for training

c. Advocating for child care

d. Working with HR Business Partners and Managers to get flexible schedule and hours for members because of COVID and School

3. Medical Center briefings with SHARE - finding a fair process with flu shots for all employees

a. Addressing issues with the process of mandating staff on a short notice at CCU

4. Care Giver Survey results from floors

a. What does the result mean?

b. What’s next for the organization?

5. Phone Organizing with new members

a. Phoning new members to sign membership cards

b. Phoning old members about the Engagement Survey results

6. Educating new employees about their pension program

7. Organizing and attending UBT meetings

a. Mangers and members working together to make work flow in their various departments

b. Everyone needs to be heard

8. Lakeside Learning events once a week in person with Janet, AJ and Jameal (training sessions with new members of the SHARE organizing staff to talk about values, skills, and labor history)

a. The process of organizing a Union

b. The process of problem solving for members in our Union

c. Encouraging our members to have a say at work

d. Dealing with criticism as a Union

e. The Basics of De-Escalation.

9. Re-imagining the Idea System/Idea Huddle

10. Surveying PCA’s and One-to-Ones to prepare for the second surge

11. Working towards organizing the PCA committee at the University Campus with Management and HR Business Partners.

12. Working on A3 form with Will

a. Finding the root cause of the problem, missing essential equipment and supplies needed in every room on the floor

b. Finding a solution to the problem by including a list on the assignment sheets for all shifts

13. Share working on the process of clarifying Short Term Disability for Open Enrollment

14. “Fireside Chats” with members

I might not have absorbed everything during the past two months, but I had a wonderful experience. Special thanks to UMass Memorial Administrators, my Nursing Manager, and to SHARE for the privilege and words of encouragement and guidance throughout this training. Thanks again for this once-in-a-lifetime opportunity.

Thanks to all for your help!

K. Enders

Kona Enders, PCA 3 West (11/09/20)

Read more from Kona in the SHARE’d Stories project, where she recently recounted her experience working on the front line caring for COVID-positive patients.