Your fellow nurses on your WSNA bargaining team have been attempting to get a fair contract at Island Hospital over six bargaining sessions since September. During these sessions, Management has taken the positions on several issues that we believe could, among other things, negatively impact your working conditions at the hospital and your financial security. Here is where we are on the major issues.
WAGES:
Management is proposing to slash the wages of Home Health and Hospice nurses by 6.25% in the first year. Management is proposing that HHH nurses receive a .25% across-the-board increase in the second year and a .4% increase in the third year. For other nurses in the bargaining unit, Management is proposing 0% in the first year, .25% in the second year and .4% in the third year.
We believe that Management’s wage proposal does not reflect an appreciation of the hard work of ALL nurses at Island Hospital and is not consistent with recent settlements that WSNA has reached with other hospitals. Management’s proposal to slash the wages of Home Health and Hospice nurses by 6.25% in the first year of the contract will put them on a lower wage scale than all the other nurses in the bargaining unit. Other hospitals that have contracts with WSNA that cover Home Health and Hospice nurses pay HHH nurses the same as other nurses because they appreciate the hard work that these nurses do and the value of what they bring to the communities and to their hospitals. Island Hospital Management has a different perspective and thinks that HHH are worth less because they spend some time travelling on the Hospital’s behalf and as their job requires to treat patients in their homes.
Management asserts that its proposals are market-based and reflect a reasonable response to a “perfect storm” of healthcare economic conditions. However, if you look at the many recent WSNA contract settlements, you will find that WSNA Hospitals across the state have committed to wage increases going forward that are above what Management is proposing for nurses at Island Hospital. These hospitals face similar, if not the same, uncertainties with respect to health care reform; yet, they have managed to commit to wage increases above what Island is offering. With respect to Island Hospital’s 2012 financial outlook, the Anacortes American reported on November 30, 2011, that based on a review of the Hospital’s 2012 budget, the “Hospital expects more revenue in 2012.” Where does a 6.25% wage cut fit in with MORE revenue?
Furthermore, in justifying its proposal to slash wages of HHH nurses and despite claiming to want to meet the wages of the local market, Management points to “national averages” rather than what other WSNA hospitals in Washington are paying. So much for being competitive in the local market. Finally, why is the Hospital trying to save money disproportionately on the backs of a few nurses? A 6.25% wage cut is a significant wage cut for a person to absorb. The Hospital estimates that this wage cut will save them about $40,000 in 2012 in a budget that is nearly $80,000,000. That represents about five one-hundredths of one percent (.05%) of the Hospital’s reported 2012 budget. What group of nurses will Management try to single out next?
OVERTIME AND REST BETWEEN SHIFTS:
Management is also proposing to take away daily overtime pay when nurses have to stay beyond the end of their shift in Home Health, in the Oncology Cancer Care Center and in Cardio-Pulmonary. Rather than addressing the staffing issues that lead to the need for nurses to work beyond the end of the shifts, Management simply wants to make daily overtime cheaper.
WSNA has proposed language that increases the penalty for the Hospital when nurses do not get the agreed-upon rest between shifts. Obviously, adequate rest is important for the safety of nurses’ patients and the nurses themselves. Management has said “NO” to this proposal.
BENEFITS:
Your WSNA bargaining team has proposed language that retirement benefits and medical benefits will not be reduced during the life of the contract. We recognize that affordable, comprehensive health insurance and a retirement benefit that you can count on are important issues for Island Hospital nurses. Management has told you that they intend to maintain the level of benefits. Then why do they tell us flat-out “NO” to our proposal?
Management’s proposals will negatively affect your day-to-day working conditions as well as your pocket book. Now, more than ever, it’s important for nurses at Island Hospital to stand united. Stay tuned for how you can get involved in supporting your fellow nurses.
In Solidarity,
Your Fellow Nurses on Your WSNA Bargaining Team
