Don’t miss out on the In-person Sip-n-Chat

When: April 17 (tomorrow) 5 – 8 p.m.

Where: Magnuson Café and Brewery

Why: Time to get together and connect!

Investigatory Meetings and Grievances

Investigatory Meetings FAQs

What is an investigatory meeting or interview?

An investigatory interview occurs when your manager or director questions you about any issues you're involved in that could possibly lead to disciplinary action. This could include matters like tardiness, overtime, or complaints from patients or peers, among others. https://www.wsna.org/union/representation-rights#what-is-an-investigatory-interview

When can a Nurse request a Union Representative (Union Rep)?

'A nurse may request the attendance of an Association representative during any investigatory meeting which the nurse believes may lead to disciplinary action.’ (Contract Article 5.3 Discipline and Discharge)

At the start of any such meeting, you should ask, "Could this meeting potentially lead to disciplinary action?" If the answer is "Yes," remember, you have the right to request representation. If the response is "No," stay alert to the meeting's direction. If it seems to shift towards disciplinary action, remember you have the right to invoke your Weingarten rights.

What are my Weingarten rights?

Under the Supreme Court's Weingarten ruling, you have specific rights during an investigatory interview:

1. You need to make an explicit request for union representation. You cannot be penalized for making this request.

2. Following your request, the employer has three choices:
   * Approve the request, pausing the questioning until your union representative arrives and has a chance to consult with you privately.
   * Deny the request and end the interview immediately.
   * Offer you the choice of continuing with the interview without representation or ending the interview.

3. If the employer denies your request for union representation and continues the interview, it's an unfair labor practice, and you can refuse to answer any further questions. You cannot be disci­plined for a refusal to answer questions without union representation.

Your statement of rights

As you enter a meeting with management, read the following statement (you may have this written on your RN badge):

"If this discussion could in any way lead to my being disciplined or terminated, I respectfully request that my union representative be present at this meeting. Without representation present, I choose not to participate in this discussion."

https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/weingarten-rights

Why should a Nurse request a Union Rep?

You need to take a repre­sen­ta­tive from WSNA in for meetings that could lead to disci­pline. While the repre­sen­ta­tive may not disrupt or obstruct the inter­view, manage­ment must allow the repre­sen­ta­tive to speak and provide you with assis­tance and counsel. In addition, the repre­sen­ta­tive should take detailed notes of what you say and what your manager says. Usually, these meetings are emotional for the RN involved. After walking out of the director’s or manager’s office, often the RN doesn’t remember all that was said, how it was said, and what was agreed to, etc. Having your WSNA repre­sen­ta­tive present can prevent later disputes about exactly what was said in the meeting. The repre­sen­ta­tive can also help you clarify confusing questions.

How can a Nurse request a Union Rep?

Reach out to your Local Unit Officers or WSNA Nurse Representative. https://www.wsna.org/union/seattle-childrens-hospital

Contract Article

5.3 Discipline and Discharge. No nurse shall be disciplined or discharged except for just cause. "Just cause" shall be construed to include the concept of progressive discipline; "due process" shall include a written performance improvement process counseling. All disciplinary and "corrective" actions shall be described in writing, and a copy shall be given to the nurse. Nurses shall be required to sign the written document for the purpose of acknowledging receipt. Progressive discipline and performance improvement processes shall not be applied when the nature of the offense requires immediate suspension or discharge. Verbal warning/coaching shall not be considered disciplinary. A nurse may request the attendance of an Association representative during any investigatory meeting which the nurse believes may lead to disciplinary action.

Grievances FAQs

What is a grievance?

According to Contract Article 16 Grievance Procedure, ‘A grievance is defined as an alleged breach of the terms and conditions of this Agreement.’

How long do I have to file a grievance?

Article 16.3 Grievance Procedure Step 1 provides, ‘…within twenty-one (21) calendar days from the date the nurse was or should have been aware that the grievance existed.’ If you are uncertain about a timeline, reach out to your Local Unit Officers or WSNA Nurse Representative.

How long is the process to complete a grievance?

 The Contract outlines grievance procedure and timelines under Article 16. However, there are a number of reasons that a grievance can take an extended period of time. For example, a grievance may be placed in abeyance while information is gathered, WSNA may be evaluating the option for a settlement, there may be delays in coordinating schedules for meeting dates, etc. Do not hesitate to reach out to your WSNA Nurse Representative if you have questions about your grievance or timelines.

What happens if I win/lose a grievance?

In brief, winning your grievance will likely result in a ‘remedy’ being granted. For example, if a Nurse was improperly disciplined the discipline could be reduced or removed from the Nurse’s personnel file.

Losing your grievance could lead to next steps. For example, WSNA may review the grievance for advancement to Arbitration; or the grievance could be the foundation for proposals made at future bargaining to improve the Contract.

https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf

Critical Care Transport Team 

WSNA wants to hear from you as soon as possible. Please complete the survey below regarding new base locations and potential changes to working conditions.

Take Survey

Why has the incentive plan been discontinued?

In February, SCH Leadership notified WSNA of their intention to discontinue the incentive plan based on lower hospital census, improved RN staffing and hiring, and an anticipated ability to manage staffing needs without the incentive plan. SCH continued incentives for the Cath Lab in an effort to adequately staff the Unit and later reinstated double time incentives in the ICU based on ‘extraordinary circumstances and CICU patient surge…’.

WSNA requested that SCH provide data to support discontinuation of the incentive plan. Additionally, we asked to meet to discuss concerns that were raised by the local unit officers and RN members. Several meetings were held. At the April NCC, SCH provided information that served as the basis for the decision. Specifically, they reported that the RN vacancy rate had dropped drastically since March 2022, Traveler usage was down over 75%, filled FTEs were significantly increased, and staff turnover was down. The exact figures will be provided by SCH and placed in the NCC Meeting Minutes that will be placed on the WSNA webpage.

In order to determine the impact of SCH discontinuing the incentive plan, please complete an ADO if you are not receiving your rest and meal breaks, staffing is insufficient, acuity is too high, etc.

Contract Article

9.20 Staffing Incentive. The Employer may implement a staffing incentive to provide additional staffing resources during extended periods of high census or other operational challenges. The Employer will identify the specific unit and eligibility criteria prior to implementing any incentive. The Employer will notify the Association at least seven (7) days before implementation of the staffing incentive and offer at least two (2) times to meet prior to the scheduled implementation to hear and consider the Association's input. If the parties have not completed their discussions prior to the scheduled implementation, the Employer can implement its proposal but, upon request of either party, the discussions may continue for further refinement.

Nurse Conference Committee updates (Alert – new meeting minutes posted)

Reminder - You can now review the Nurse Conference Committee (NCC) Meeting Minutes to see what matters are discussed between your WSNA Local Unit Officers, WSNA Nurse Representative and SCH Leadership. These Minutes let you know what information is provided to Leadership, what requests are made by your WSNA Nurse Representative and Local Unit Officers and what commitments are made by SCH Leadership/Management.

Link to Nurse Conference Committee Meeting Minutes

Nursing Burnout & PTSD

https://www.wsna.org/news/2023/how-nurses-in-washington-state-got-a-bill-to-help-with-ptsd-claims

https://www.nursingworld.org/content-hub/resources/workplace/what-is-nurse-burnout-how-to-prevent-it/

Ambulatory and Regional Clinics – Clarifications and Updates

1. Resources - Ambulatory Local Unit Rep – Sara Buck, Local Unit Grievance Officer Katie Podobnik
2. Paycheck Errors
   * If you do not believe you have been paid correctly, we want to know.
   * Please check to ensure you are being paid your end of shift overtime.
   * If you are not being paid correctly, let your manager know.
3. Review NCC Meeting Minutes to see what Ambulatory issues have been discussed and addressed.

Know your Contract – Know your Rights (Resources)

1. Union Representation 
   a) https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf (Contract Article 5 and MOU page 60)
   b) https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/weingarten-rights
2. Personnel Files 
   a) https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf (Contract Article 5.4)
3. Retaliation
   a)https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf (Contract Article 5.8)
   b) https://www.lni.wa.gov/workers-rights/workplace-policies/termination-retaliation
4. Discrimination in the Workplace
   a) https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf (Preamble and Contract Article 5.1)
   b) https://www.lni.wa.gov/workers-rights/workplace-complaints/discrimination-in-the-workplace
   c)https://app.leg.wa.gov/rcw/default.aspx?cite=49.17.160

Do not hesitate to reach out to your WSNA Representative, Local Unit Officers or HR with any questions.

Workplace Violence and Workplace Safety

WSNA and your local unit officers are committed to making Seattle Children’s Hospital a safe place to work and receive care.

1. Explore rising healthcare workplace violence, laws, and safety measures, reflecting on your practice environment, and earn 1.0 CNE contact hours. https://www.wsna.org/news/2023/essentials-for-healthcare-workplace-violence-prevention
2. Reach out to your Local Unit Officers or WSNA RN Representative with any questions or issues.
3. Check out the new NCC Meeting Minutes for important updates.

Opportunities - Get involved and make a difference.

Interested in becoming a Local Unit Rep?

• Reach out to your local unit officers or your WSNA Organizer Zach Seikel at zseikel@wsna.org

Join your Unit Based Staffing Committee (UBSC)

• Reach out to your Hospital Staffing Committee Co-Chair Kara Yates at kara.e.yates@gmail.com

Join the SCH Safe Work Environment

• Reach out to Local Unit Officers Samantha Forte at samantha.r.lake@gmail.com or Lindsey Kirsch at lindseykirsch@earthlink.net

Don’t miss out on upcoming activities and events for the SCH Nurses

• @sch_wsna on Instagram
• @mywsna on Instagram
• https://www.facebook.com/WSNASeattleChildrens

ADOs

Documentation is important! Please complete your ADOs.

Contact your WSNA Local Unit Officers 

https://www.wsna.org/union/seattle-childrens-hospital

If you have any questions or concerns, don’t hesitate to contact your Local Unit Officers or WSNA Nurse Representative, Linda Burbank, at lburbank@wsna.org or via telephone at (206) 575-7979 ext. 3131.