Nurses at Kadlec Regional Medical Center to picket Jan. 26
Nurses at Kadlec Regional Medical Center in Richland, Wash., have dealt with patients who bring in guns, knives, razor blades, small blowtorches, and even a cane sword without being stopped. They have found people sleeping in the hallways or who have overdosed. They have been assaulted, and visitors have threatened to kidnap or kill them.
The nurses want a contract that offers more workplace violence prevention, along with other measures to improve patient and nurse safety and retain nurses.
The Washington State Nurses Association (WSNA), which represents 1,054 nurses at the hospital, will be holding an informational picket from 8:30 to 10:30 a.m. Jan. 26 outside the hospital so nurses can share their concerns with the community.
WSNA has proposed proactive security measures, including a weapons detection system at two entrances and a consistent, increased security presence, especially in high-risk areas like the Emergency Department.
While management has agreed to strengthened Workplace Violence Committee language, they have rejected security enhancements as “extreme and unreasonable.”
Since Oct. 1, 2025, nurses have filed 109 incidents of workplace violence with the union.
In a recent survey of Kadlec nurses, one ER nurse said, “I’ve been punched in the face, spit on, shoved into walls, kicked and most recently a chair was swung at me. All of these incidents have injuries, some which required me to miss work. We have found weapons on visitors and patients – some ED staff carry bullet proof plates in their backpacks because we have no screening or law enforcement in triage.”
Other priority issues:
Breaks and break relief
Ensuring nurses get full, uninterrupted meal and rest breaks remains one of WSNA’s highest priorities at the bargaining table. Prior to the involvement of a mediator, management refused to engage in any meaningful discussion about break relief and repeatedly rejected proposals to add break relief RNs. Instead, management insisted on a nine-month review process that would continue to “study” missed breaks, with no commitment to real remedies, only the possibility of future recommendations.
WSNA has found that units where nurses frequently miss breaks also have the highest turnover rates. For example, the overall turnover for RNs for the 12-month period ending August 2025 was 12.75%, but the rate in the ICU was 21.41%.
“Breaks and lunches in the ICU do not happen,” said an ICU nurse. On a recent Saturday, we had three codes. We can’t take a break with this kind of trauma. We need break nurses.”
Wages
Kadlec nurses are calling for wage structures that retain experienced nurses and recognize years of service, not just hours worked. Currently, nearly 50% of Kadlec nurses have five years or less experience, a clear signal of retention challenges.
Kadlec’s outdated hour-based wage advancement system disproportionately penalizes nurses who work part time, take leaves, or adjust schedules due to life events, meaning nurses with many years of service can earn less than less-experienced nurses simply because they work fewer hours at Kadlec. Nurses are demanding a fair, predictable advancement system based on experience and longevity, which supports retention, stabilizes the workforce, and ultimately improves patient care.
WSNA has made it clear that nurses need meaningful across-the-board increases that keep pace with inflation and cost of living, along with fair and transparent wage progression, so experience and years of service are properly recognized.
The next bargaining session is Jan. 21.