Kaiser Hawaii Pharmacists 2019 Bargaining Survey

Surveys must be completed by Friday, June 28, 2019.

Now it is time for us to work together to negotiate your first contract under UNAC/UHCP, one that maintains what you currently have, restores and enhances retirement security, and creates a better work environment where you can provide the best care under the best conditions.

As we prepare to bargain, we need your feedback. We realize that some of the issues listed in this survey were discussed at length during the organizing campaign. And though we may have a general sense of where the group wants to go, completing the survey will help your negotiating team focus their efforts on what is most important to you and your colleagues.

In addition to listing bargaining issues we believe are important, we have allowed space for you to tell us about issues not on the list. We welcome this input.

Please take the time to complete this survey. And be sure to give us your home email address. We want to be able to communicate with you in a timely manner, especially what is happening at the bargaining table, and emailing is the quickest means. Thanks for your support.

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* YOUR NAME

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* YOUR HOME EMAIL ADDRESS

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* YOUR CELL PHONE NUMBER

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* YOUR AGE

< 35 Years

35-44 Years

45-54 Years

55-64 Years

> 65 Years

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* YOUR LOCATION

Dole

Float

Hawaii Kai

Hilo

Honolulu

Kailua

Kapolei

Kihei

Kona

Koolau

Lahaina

Lihue

Mapunapuna

Maui Lani

Moanalua

Nanaikeola

Waipio

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* YOUR WORK SETTING

Ambulatory Care

Inpatient

Outpatient

Other (please indicate)

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* YOUR TENURE WITH KP

< 5 Years

5-10 Years

11-15 Years

> 15 Years

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* YOUR STATUS

Full-Time

Part-Time

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* YOUR WILLINGNESS TO PARTICIPATE AS WE NEGOTIATE
I am willing to participate in the following ways:

Collecting home emails

Talking with co-workers by phone

Talking with co-workers in person

Attending meetings

Handing out flyers in the workplace

Being a point of contact for my department

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* WHAT IS THE BEST WAY TO INFORM YOU ABOUT BARGAINING?

Email updates

UNAC/UHCP Website updates

Text updates

Social Media

Flyers/Newsletters in the workplace

Mail at home

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* BARGAINING ISSUES:
Please rate the following bargaining issues as extremely important, very important, somewhat important, or not very important. It is essential that you make distinctions between issues. If you respond extremely important to every question we will not know what issues are relatively more important to you. Please reserve extremely important for those issues which are truly most important to you.

	Extremely Important	Very Important	Somewhat Important	Not Very Important
Address workload	Address workload Extremely Important	Address workload Very Important	Address workload Somewhat Important	Address workload Not Very Important
More time available to spend with patients	More time available to spend with patients Extremely Important	More time available to spend with patients Very Important	More time available to spend with patients Somewhat Important	More time available to spend with patients Not Very Important
Ability to make independent practice decisions	Ability to make independent practice decisions Extremely Important	Ability to make independent practice decisions Very Important	Ability to make independent practice decisions Somewhat Important	Ability to make independent practice decisions Not Very Important
Appropriate backfill for short-term sick/leaves of absence	Appropriate backfill for short-term sick/leaves of absence Extremely Important	Appropriate backfill for short-term sick/leaves of absence Very Important	Appropriate backfill for short-term sick/leaves of absence Somewhat Important	Appropriate backfill for short-term sick/leaves of absence Not Very Important
More support staff available	More support staff available Extremely Important	More support staff available Very Important	More support staff available Somewhat Important	More support staff available Not Very Important
More work autonomy	More work autonomy Extremely Important	More work autonomy Very Important	More work autonomy Somewhat Important	More work autonomy Not Very Important
Policy against workplace bullying	Policy against workplace bullying Extremely Important	Policy against workplace bullying Very Important	Policy against workplace bullying Somewhat Important	Policy against workplace bullying Not Very Important
Protect bargaining unit work; limit how much managers work; posting of exempt vs. bargaining unit work	Protect bargaining unit work; limit how much managers work; posting of exempt vs. bargaining unit work Extremely Important	Protect bargaining unit work; limit how much managers work; posting of exempt vs. bargaining unit work Very Important	Protect bargaining unit work; limit how much managers work; posting of exempt vs. bargaining unit work Somewhat Important	Protect bargaining unit work; limit how much managers work; posting of exempt vs. bargaining unit work Not Very Important
Scheduling of work hours	Scheduling of work hours Extremely Important	Scheduling of work hours Very Important	Scheduling of work hours Somewhat Important	Scheduling of work hours Not Very Important
Ability to take breaks and meal periods	Ability to take breaks and meal periods Extremely Important	Ability to take breaks and meal periods Very Important	Ability to take breaks and meal periods Somewhat Important	Ability to take breaks and meal periods Not Very Important
Guarantee .5 part-time status (20 hours per week)	Guarantee .5 part-time status (20 hours per week) Extremely Important	Guarantee .5 part-time status (20 hours per week) Very Important	Guarantee .5 part-time status (20 hours per week) Somewhat Important	Guarantee .5 part-time status (20 hours per week) Not Very Important
Job security	Job security Extremely Important	Job security Very Important	Job security Somewhat Important	Job security Not Very Important
Protection from outsourcing of work	Protection from outsourcing of work Extremely Important	Protection from outsourcing of work Very Important	Protection from outsourcing of work Somewhat Important	Protection from outsourcing of work Not Very Important
Seniority for job bidding	Seniority for job bidding Extremely Important	Seniority for job bidding Very Important	Seniority for job bidding Somewhat Important	Seniority for job bidding Not Very Important
Seniority for promotions	Seniority for promotions Extremely Important	Seniority for promotions Very Important	Seniority for promotions Somewhat Important	Seniority for promotions Not Very Important
Seniority for granting/scheduling time off	Seniority for granting/scheduling time off Extremely Important	Seniority for granting/scheduling time off Very Important	Seniority for granting/scheduling time off Somewhat Important	Seniority for granting/scheduling time off Not Very Important
Seniority for lateral transfers within disciplines	Seniority for lateral transfers within disciplines Extremely Important	Seniority for lateral transfers within disciplines Very Important	Seniority for lateral transfers within disciplines Somewhat Important	Seniority for lateral transfers within disciplines Not Very Important
Additional paid education time	Additional paid education time Extremely Important	Additional paid education time Very Important	Additional paid education time Somewhat Important	Additional paid education time Not Very Important
Tuition/CEU reimbursement	Tuition/CEU reimbursement Extremely Important	Tuition/CEU reimbursement Very Important	Tuition/CEU reimbursement Somewhat Important	Tuition/CEU reimbursement Not Very Important
Across-the-board wage increases	Across-the-board wage increases Extremely Important	Across-the-board wage increases Very Important	Across-the-board wage increases Somewhat Important	Across-the-board wage increases Not Very Important
Wage grid to differentiate wage rate by length of employment	Wage grid to differentiate wage rate by length of employment Extremely Important	Wage grid to differentiate wage rate by length of employment Very Important	Wage grid to differentiate wage rate by length of employment Somewhat Important	Wage grid to differentiate wage rate by length of employment Not Very Important
Improve shift differential	Improve shift differential Extremely Important	Improve shift differential Very Important	Improve shift differential Somewhat Important	Improve shift differential Not Very Important
On-call pay	On-call pay Extremely Important	On-call pay Very Important	On-call pay Somewhat Important	On-call pay Not Very Important
Maintain current flex benefits	Maintain current flex benefits Extremely Important	Maintain current flex benefits Very Important	Maintain current flex benefits Somewhat Important	Maintain current flex benefits Not Very Important
Change current flex benefits	Change current flex benefits Extremely Important	Change current flex benefits Very Important	Change current flex benefits Somewhat Important	Change current flex benefits Not Very Important
Maintain current ETO/ESL	Maintain current ETO/ESL Extremely Important	Maintain current ETO/ESL Very Important	Maintain current ETO/ESL Somewhat Important	Maintain current ETO/ESL Not Very Important
Change current ETO/ESL	Change current ETO/ESL Extremely Important	Change current ETO/ESL Very Important	Change current ETO/ESL Somewhat Important	Change current ETO/ESL Not Very Important
Maintain current vacation bidding rules for FT	Maintain current vacation bidding rules for FT Extremely Important	Maintain current vacation bidding rules for FT Very Important	Maintain current vacation bidding rules for FT Somewhat Important	Maintain current vacation bidding rules for FT Not Very Important
Change current vacation bidding rules for FT	Change current vacation bidding rules for FT Extremely Important	Change current vacation bidding rules for FT Very Important	Change current vacation bidding rules for FT Somewhat Important	Change current vacation bidding rules for FT Not Very Important
Maintain current vacation bidding rules for PT	Maintain current vacation bidding rules for PT Extremely Important	Maintain current vacation bidding rules for PT Very Important	Maintain current vacation bidding rules for PT Somewhat Important	Maintain current vacation bidding rules for PT Not Very Important
Change current vacation bidding rules for PT	Change current vacation bidding rules for PT Extremely Important	Change current vacation bidding rules for PT Very Important	Change current vacation bidding rules for PT Somewhat Important	Change current vacation bidding rules for PT Not Very Important
Reinstate retiree health benefits	Reinstate retiree health benefits Extremely Important	Reinstate retiree health benefits Very Important	Reinstate retiree health benefits Somewhat Important	Reinstate retiree health benefits Not Very Important

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* OF THE BARGAINING ISSUES LISTED WHICH IS YOUR HIGHEST PRIORITY?

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* OF THE BARGAINING ISSUES LISTED WHICH IS YOUR SECOND HIGHEST PRIORITY?

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* OF THE BARGAINING ISSUES LISTED WHICH IS YOUR THIRD HIGHEST PRIORITY?

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* IF THERE IS SOMETHING ELSE YOU WOULD LIKE TO SEE ADDRESSED IN THIS CONTRACT, PLEASE WRITE IT HERE

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* YOUR PENSION
Answer yes or no to the following questions regarding your retirement plan

	Yes	No
Would you like to maintain your current pension plan and the KP supplemental savings plan?	Would you like to maintain your current pension plan and the KP supplemental savings plan? Yes	Would you like to maintain your current pension plan and the KP supplemental savings plan? No
Other (Provide Description Below)	Other (Provide Description Below) Yes	Other (Provide Description Below) No

If above you selected Other, please provide a description here.

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* PART-TIME PHARMACISTS
If you are a part-time pharmacist, please answer the following questions

	Yes	No
If possible, would you want your official FTE status to change to reflect your average work hours per week? (20 hours is .5 FTE; 24 hours is .6 FTE; 30 hours is .75 FTE; 32 hours is .8 FTE; 36 hours is .9 FTE)	If possible, would you want your official FTE status to change to reflect your average work hours per week? (20 hours is .5 FTE; 24 hours is .6 FTE; 30 hours is .75 FTE; 32 hours is .8 FTE; 36 hours is .9 FTE) Yes	If possible, would you want your official FTE status to change to reflect your average work hours per week? (20 hours is .5 FTE; 24 hours is .6 FTE; 30 hours is .75 FTE; 32 hours is .8 FTE; 36 hours is .9 FTE) No
If possible, would you want the option of working in another area pharmacy if enough hours are not available in your home pharmacy?	If possible, would you want the option of working in another area pharmacy if enough hours are not available in your home pharmacy? Yes	If possible, would you want the option of working in another area pharmacy if enough hours are not available in your home pharmacy? No

How many hours per week do you work, on average?

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* MANAGERS WORKING AS STAFF

	Agree	Disagree
Do not limit how much my manager works	Do not limit how much my manager works Agree	Do not limit how much my manager works Disagree

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* MANAGERS WORKING AS STAFF

	Never	Infrequently	In Emergency Situations Only
How much should my manager work online performing bargaining unit work?	How much should my manager work online performing bargaining unit work? Never	How much should my manager work online performing bargaining unit work? Infrequently	How much should my manager work online performing bargaining unit work? In Emergency Situations Only

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* YOUR JOB
For each issue please indicate if you are very satisfied, satisfied, or dissatisfied.

	Very Satisfied	Satisfied	Dissatisfied
Your job	Your job Very Satisfied	Your job Satisfied	Your job Dissatisfied
Your wages	Your wages Very Satisfied	Your wages Satisfied	Your wages Dissatisfied
Your benefits in general	Your benefits in general Very Satisfied	Your benefits in general Satisfied	Your benefits in general Dissatisfied
Having policies that balance family and work	Having policies that balance family and work Very Satisfied	Having policies that balance family and work Satisfied	Having policies that balance family and work Dissatisfied
Your job security	Your job security Very Satisfied	Your job security Satisfied	Your job security Dissatisfied
Your workload	Your workload Very Satisfied	Your workload Satisfied	Your workload Dissatisfied
Your current work schedule	Your current work schedule Very Satisfied	Your current work schedule Satisfied	Your current work schedule Dissatisfied
Your relationship with coworkers	Your relationship with coworkers Very Satisfied	Your relationship with coworkers Satisfied	Your relationship with coworkers Dissatisfied
Your relationship with your manager	Your relationship with your manager Very Satisfied	Your relationship with your manager Satisfied	Your relationship with your manager Dissatisfied
Getting recognition for a job well done	Getting recognition for a job well done Very Satisfied	Getting recognition for a job well done Satisfied	Getting recognition for a job well done Dissatisfied

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* YOUR NAME

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* YOUR HOME EMAIL ADDRESS

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* YOUR CELL PHONE NUMBER

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* YOUR AGE

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* YOUR LOCATION

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* YOUR WORK SETTING

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* YOUR TENURE WITH KP

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* YOUR STATUS

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* YOUR WILLINGNESS TO PARTICIPATE AS WE NEGOTIATEI am willing to participate in the following ways:

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* WHAT IS THE BEST WAY TO INFORM YOU ABOUT BARGAINING?

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* OF THE BARGAINING ISSUES LISTED WHICH IS YOUR HIGHEST PRIORITY?

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* OF THE BARGAINING ISSUES LISTED WHICH IS YOUR SECOND HIGHEST PRIORITY?

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* OF THE BARGAINING ISSUES LISTED WHICH IS YOUR THIRD HIGHEST PRIORITY?

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* IF THERE IS SOMETHING ELSE YOU WOULD LIKE TO SEE ADDRESSED IN THIS CONTRACT, PLEASE WRITE IT HERE

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* YOUR PENSIONAnswer yes or no to the following questions regarding your retirement plan

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* PART-TIME PHARMACISTSIf you are a part-time pharmacist, please answer the following questions

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* MANAGERS WORKING AS STAFF

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* MANAGERS WORKING AS STAFF

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* YOUR JOBFor each issue please indicate if you are very satisfied, satisfied, or dissatisfied.

* YOUR WILLINGNESS TO PARTICIPATE AS WE NEGOTIATE
I am willing to participate in the following ways:

* YOUR PENSION
Answer yes or no to the following questions regarding your retirement plan

* PART-TIME PHARMACISTS
If you are a part-time pharmacist, please answer the following questions

* YOUR JOB
For each issue please indicate if you are very satisfied, satisfied, or dissatisfied.