1. KHN Proactive Employee Relations: Our 5 Year Journey Dave Evans Employee Relations Manager Kettering Medical Center

2. Our Journey From Awareness to Preparedness

3. KHN P.E.R. Strategy Proactive: Continuously improving our primary relationships Preventive: Planning responses to counteract specific union activities

4. Our 5 Year Journey Where we’ve been: 5 years of learning Where we are: Aware and alert Where we want to be: Prepared to handle a union organizing campaign

5. From “That was then…” 2004—our year of awareness and discovery GDAHA and OHA seminars and national HR executive’s conferences Hospitals targeted by unions Network HR Strategic Planning Meeting Culture of Excellence

6. From “That was then…” 1.ABCs of a strategy 2.Senior leader buy-in 3.Corporate Campaign Preparedness 4.Supervisors and Nursing in the limelight 5.…to “this is now”

7. ’05—ABCs of our PER Strategy Chartered PER Committee Assessed our PER strengths Drafted a Philosophy Statement Jones-Day: just-in-time leader education Created Long term education plan 2004 EOS Union Vulnerability assessment Yearly process to review key HR policies Unite policies across Network

8. ‘06 Senior Leader Buy-in People philosophy approved by board Senior Leader Education on Corporate Campaigns by CHP Employee Engagement emphasis “Value Care/Value Nurses” SEIU flyers Examined vulnerabilities of bulletin boards Compared union contracts with KHN policies, practices and comp/benes

9. ’07 Corporate Campaign Preparedness Community Relations Advisory Council Enhance community relationships Minimize affects of Corporate Campaign Talking points for 5 focus areas: CEO Compensation/Tax-exempt Status Charity Care/Collections/3 rd Party Payors Nurse Safety/Engagement Community Involvement Religious and Social Culture Relations Created “5 Level Threat Assessment Tool” Refined EOS processes for improvement

10. ’08 Supervisors and Nursing Focus Landmark court decision of Nov. 2007 Supervisors: who are they at KHN? Plan to identify/empower supervisors C.N.A. steps up activity in Ohio C.N.A. stops CHP-SEIU special election Flyers to units: “seminar” on patient safety Ohio HB 346 Nurse Staffing bill passed Roger King: education for CNMs/DONs

11. “…this is now” Improve proactive employee relations Improve response plans for any union activity

12. Proactive Employee Relations Employee Opinion Survey Feedback Excellence for Life Communication

13. Employee Opinion Survey Yearly Employee Opinion Survey Employee Engagement Index Employee Feedback “You said…We did” Mid-year mini-survey to measure results

14. “Excellence for Life” Strategy to ensure organizational excellence “People” one of 5 Key Result Areas Employee rounding Employee Recognition and Reward Employee Thank you notes Retain our High Performers

15. Communication Quarterly Town Halls Grapevine Line KRA Communication Boards Staff Meeting Templates Corporate Integrity and HR

16. Current Response Plans People philosophy statement prepared Leaders updated on labor issues/event Union vulnerability assessments Continuous realignment of HR Policies Distribution and Solicitation Criteria Utilize labor relations consultants

17. Future Response Plans Quick Response Team formed & trained Leadership trained to respond EFCA awareness and readiness Supervisory Status Project Response plan drills

18. Top 10 elements of a strategy 1.Create a multidisciplinary PER Team 2.Implement strategy for great employee relations 3.Utilize knowledgeable consultants 4.Leadership drives strategy (not HR) 5.Network with other hospitals and experts

19. Top 10 elements of a strategy 5.Stay informed about labor unions and EFCA 6.Train leaders to respond safely and positively 7.Form and train a Quick Response Team 8.Conduct union vulnerability audits 9.Create a labor relations statement 10.Decide when to talk with employee about unions