Dec 23, 2009 - Retirement Update

• Holy Family Hospital management has decided to implement the new retirement program for nurses even though we are mid contract.  Your management has stated the changes are equivalent to the current plan.  WSNA is in strong opposition to this and has filed a grievance.
• The new retirement plan shifts all the investment risk onto the nurse and will not provide a defined, guaranteed benefit. 
• During this grievance process we ask you to follow management’s instructions.
• If you have any questions contact:

Debi Bessmer BSN,RN
WSNA Nurse Rep
dbessmer@wsna.org
1-800-231-8482 ext 3112

 

June 23, 2008

Your contract is now on your local unit website (right here - the link is at the top of the upper left-hand column).

Jim Favre has resigned. I am back as your WSNA nurse rep. I will also be sending out call for nomination for the staffing committees. Look for dates for local unit meetings to talk about the staffing committees and pick up your contracts. I will let you know as soon as I have them to hand out.

Carmen S. Garrison, BSN, RN
WSNA Nurse Representative

 

April 10, 2008 - Contract Ratified

The nurses at Holy Family have ratified the contract for the next 3 years, with an overwhelming majority Yes! vote.

Here is a summary of changes in the new contract:

TERM: 3 years.  Contract will expire on February 15, 2011.

WAGES: 3.5% (retroactive to 2/16/08); 3.5% (2/16/09); 3% (2/16/10)

STEPS: Step 18 increased by nearly 2% and steps changed to every other year from Step 18 through Step 30.  The effect of these step changes is that the 2/16/08 increase for nurses at Step 18 and higher will be anywhere from 5.6% to 9.3% depending on the nurse’s step.

 

PREMIUMS AND OTHER COMPENSATION:

Shift Differential:  The evening shift differential shall be increased from $2.00 to $2.25.  The night shift differential shall be increased from $3.00 to $3.50.  
               
Standby Pay:  Standby shall be increased from $3.25 to $3.50.  Holiday standby shall be increased from $4.00 to $4.50.

Charge Nurse/Assistant Coordinator Premium:  Increased from $2.00 to $2.25.

Certification Premium:  Increased from $.75 to $1.00 per hour.

Preceptor Pay:  New language stating that nurses who precept Senior Practicum Students shall receive preceptor pay.

 

WORKPLACE ISSUES:

Posted Schedules:  New language stating that posted schedules cannot be changed without the express consent of the affected nurse.

Job Postings/New Hires:  New language allowing, after 30 days notice to nurses, job postings to be listed on the intranet instead of being posted on paper in the Hospital.  New language prohibiting a newly hired nurse for applying for a transfer to another unit for 6 months after his/her first day of work.

Sick Leave Usage:  New language removing several limitations on the length of time sick leave can be used for a disability due to pregnancy or childbirth.

Health Leave:  New language clarifying that nurses who have been employed at least a total of twelve (12) months and have worked for at least 1,250 hours during the last twelve (12) months are entitled to a total of twelve weeks of unpaid leave during any twelve-month period to care for family members with serious health conditions.

Written Warnings:  New language stating that written warnings for discipline related discrimination, hostile environment or workplace violence are not subject to automatic removal from a nurse’s personnel file.

Sympathy Strike:  Current language prohibits nurses from striking during the life of the Agreement.  New language has been added clarifying that this prohibition also applies to strikes by nurses at Holy Family in support of other workers.

Grievance Procedure:  New language stating that if the Hospital misses its deadline at the last stage of a grievance proceeding, WSNA may take the case to arbitration.

Bargaining Unit Rosters:  Rosters will be sent to WSNA via email and includes nurses hourly rates of pay.

"Takeaways" Proposed by Management (but Defeated):

• Diluting the rest break language.
• Greatly reducing the rest-between-shift language and the penalties for missed rest.
• Reducing a nurse’s right to return to work from health/parenting leave from 2 years to 1 year.

Be sure to thank your negotiation team for their hard work and united effort:

• Martha Goodall
• Randy Jarvis
• Diana Dodson
• Michael Whitley
• Peggy Smith
• Sue Kelly
• Pat Murrill

April 1, 2008 - Contract Vote

Thursday, April 10, 2008

6:30 AM – 8:30 AM (Room 6)

& 3:00 PM – 5:00 PM (Room 4)

 

March 28, 2008 - Negotiations Update

We have a tentative agreement! Management agreed not to change the present contract language regarding rest breaks. A date and time for the vote will be scheduled soon.

 

February 22, 2008 - Negotiations Update

The hospital has agreed to extend the present contract (that had expired Feb 15, 2008) pending settlement through mediation and upon ratification.

We had a local unit meeting this week and had a good turn out of nurses. The nurses have asked that we have some meetings at different times so more nurses can attend so we are looking at those options. We will be scheduling another meeting.

We still do not have a mediation date but will update you as soon as one is scheduled. We will post a note on this website with updates so please check often.

 

February 11, 2008 - Negotiations Update

We have had three sessions with management at Holy Family. Negotiations have gone well; however, management has made a proposal to change the current contract language regarding rest breaks (article 7.5 Rest Period) and we cannot agree to their proposal. The current language clearly states that you get a 15-minute rest period in each four-hour work period.

7.5 Rest Period. A fifteen-minute rest period in each four-hour period shall be provided each nurse. Restrooms, lockers, and facilities shall be provided.

What the hospital wants to change is adding language that references the WAC codes. These laws allow for intermittent breaks; Therefore, the hospital could claim that every time you stop in your shift to sip a cup of coffee, use the rest room, stop for a chat with a coworker in the hallway, OR sit down at the nurses station, (for examples), could all add up to your 15-minute break. This would put no onus on the hospital to make sure that your unit is staffed to allow for breaks. Obviously, it is easier to get a coworker to be available for a minute or two while you run to the bathroom. If you take five (5) three-minute breaks do you feel more rested than if you take an uninterrupted 15-minute break? Do you think it is unreasonable to expect your employer to follow the present language of the contract? Are you even getting your breaks now? This is a staffing and safety issue. Adding this proposed language to our contract ensures that you are less likely to be able to get the few breaks you presently are able to take and most assuredly takes away our ability as your bargaining agent to fight for your missed breaks.

If you are missing your 15-minute rest periods you should be getting paid OT for the 15 minutes. Adding this proposed language to the contract will give the hospital the opportunity to deny compensation for missed rest periods. They will claim that you had enough incremental minutes throughout the day that add up to the 15 minutes/4 hours works. We believe this is going a step backward instead of forward.

The WAC are the minimal standards for employment under Washington State. Your contract offers more than what the WAC provides. We negotiate for better, not what the law already provides. Why would you even need a contract if they only had to provide the minimum standards of the law? The truth is, many of you have voiced that you do not have time throughout your shift to even take a 15-minute break (the WAC standard is 10 minutes and has a provision of intermittent breaks for health care workers). Again, this is a staffing issue! A patient safety issue! and a nurse safety issue!

There were two more sessions scheduled (February 11 and 15); however, Holy Family Hospital decided to move the rest of negotiations to mediation. The dates of the mediation have not been scheduled.

 

January 23, 2008 - Negotiations Update

We met with management and provided our comprehensive proposal. We have TA'd a few items. Management is working on their economic counter proposal. Our next session is scheduled for February 1, 2008.

Negotiations are going well.