Bargaining Day 5 Update

Going into today's meeting I was feeling a little disheartened with how our last sessions went. Things have been feeling a little entrenched and like there has been a lack of productive dialogue. Fortunately, today we were able to sit down with administration and talk through the issues. Everyone left the session feeling like we all had a better understanding of each party’s concerns and that we were able to start making meaningful progress.

In order to start moving things forward, we picked three topics that were important to both parties: break nurses, vacations, and pool differential and step increases.

While our initial Break Nurse language was rejected, when we were able to discuss the actual issues, we found we weren't so far apart. We want to make sure the Break Nurse role is outlined and protected. Admin emphasized the commitment they've made to the break nurse role and plan to maintain it moving forward but are hesitant to include language that doesn't allow for staffing adjustments in case of emergencies. Both parties recognized the role might change over the next few years and the administration wants to be able to make those changes without contract barriers. They are going to put together a proposal and bring it to us at the next session.

In our discussion about vacations, we made it clear that there is no appetite to decrease the maximum amount of vacation we can take. We also brought up the issues that some departments have had with the increase in lower FTE employees (0.3/0.45) and how it negatively impacted full-time employees' ability to take their vacations. We previously proposed increasing the number of nurses who could be off at a time, but admin expressed concerns at being able to have adequate staff with more employees off at a time. We had a frank and productive conversation with them about the importance of our vacations in recruiting and retaining nurses and they were receptive to that. We proposed some new language to try to address their concerns while also allowing all FTE nurses to get vacations in an equitable manner.

We, again, talked about pool nurse differential and step increases. Our conversations at the table were productive, revealing that there may have been inconsistencies and lack of clarity in how pool nurses have received step increases. We re-stated our position that the annual hours requirements for pool nurses are the only hour requirements we want, and that our previously proposed language that requires pool nurses provide more availability is beneficial to all parties. With the vibe shift, they seemed much more open and amenable to this conversation and are hoping to resolve this pool saga next session.

With 30 minutes left, they squeezed in their initial economic proposal, of 7%/3%/3% with slight increases to on-call pay and weekend and float premium. While this is short of what we want, they emphasized this was their initial offer, so we are optimistic we can get where we want to go.

We meet again next Friday, January 23, and will hopefully have more good news for you all then!

In Solidarity,

Isaiah Ray

Central Bargaining

Dates:
May 23
June 12
June 25

The contract has been extended while we are in negotiations.

If you would like to attend a bargaining session, please let us know!

A bargaining session communication will be sent to the bargaining unit nurses by email. Additionally, it will be posted to FB and the webpage.

Be sure to wear your WSNA blue shirt, I support My Bargaining Team pin and put up car sign of support.  Take pictures and send them to your unit rep, Laurie Robinson or Ryan Rosenkranz.

Bargaining Team

Stefani Gates-PACU
Karen Doiron- MOU
Brittney Lamb-ED
Sara Bergenholtz-ED
Edilia Perez-CVOR
Paul Molenaar-ED
Simon Morton-SOU
Isaiah Ray-ICU
Todd Avis-Case Management

PTO Donations for the Bargaining Team starts now!

Find your packet on the bulletin boards and send in your form. Donate 1 hour to 8 hours for your hard-working team. 

Forms must be completed and turned in from May 22 through June 5, 2025.         

Attention all bargaining unit nurses!

We have identified one BSN nurse who has not received their premium since beginning employment. We would like to collect backpay for this nurse.

Going forward, the employer would use the background check process to ensure the nurse has a nursing degree and would pay the premium from the start of work. For nurses who achieve a nursing degree after employment, the nurse would be responsible for submission.

What we need to know now is this: Check your pay slip and let Laurie Robinson Nurse Rep know if you are not receiving the premium by June 30, 2025.

8.10.2 Nursing Degree Premium Pay.

A nurse with a Bachelor’s degree in Nursing and/or Master’s degree in Nursing from an accredited college/university shall be paid a total premium of one dollar ($1.00) per hour for either or both such degrees. Such nursing degree premium pay will be effective the first (1st) full pay period after the date the nurse has provided the Hospital’s Human Resources Department documentation of the degree program to the Hospital’s satisfaction.

WSNA Membership

 If you are not a WSNA member please consider completing a membership application today! Just click on the link below.

YOU ARE WSNA

In solidarity,

Stephanie Gates- Co-Chair
Karen Doiron- Secretary
Simon Morton- Treasurer
Paul Molenaar- Membership 
Brittney Lamb- Grievance Officer
Isaiah Ray- Grievance Officer
Open- Chair