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Posted Jul 2, 2025

Central Bargaining Day 8 Update
On June 20, management offered an 8%, 3%, and 3% wage proposal but have not agreed to eliminating the “ghost steps” in the wage scale which force nurses at certain steps to wait two years until they receive a step increase. We believe that management’s insistence on maintaining ghost steps impedes recruitment and retention efforts as many hospitals have started to move away from this practice.
Management's proposed Pool Nurse terms require individuals to:
- Schedule for open shifts, completing 72 hours quarterly.
- Work one holiday annually.
- Float as part of a regular rotation.
- In return, Pool nurses will receive a 15% differential on all hours.
- Step increases will occur after 1275 hours worked, with a limit of one step increase per year."
We have not agreed on this as we want to ensure clarity with some additional language, but we are very close. This may settle the current grievance we have as well.
A Tentative Agreement (TA) has been reached on Low Census Days. Under this agreement, mandatory low census hours will be capped at ninety-six (96) hours annually for both full-time and part-time employees.
As we said, this was a very short session, but we were able to hear management’s additional proposals. Our next sessions are July 25 and 31!
T-Shirts
XL and XXL T-shirts will be available next week during our rounds!
Hospital Staffing Committee
Changes to the staffing plan will be voted on at the next meeting. Management wants to slightly change ED grid to flex with patient census. We as the WSNA committee members are not in favor of any staffing changes that would worsen ratios. Due to the most recent staffing law, any changes to ratios must be greater than 50% voting yes. Half of the voting members are staff nurses, so standing together means they cannot change it. Dr. Jones is no longer able to veto, which is great!
One other change that we are pushing for is mother baby is supposed to be on what’s called the A1 standard. While we mostly meet those standards, when there are none to very few patients on that unit we are understaffed according to that standard. So, we will recommend that change.
A lot of discussion in staffing committee ADOs about level loading. This continues to be an issue, especially with mid shift changes due to rapid ICU census change as an example. This has been escalated to upper management. Middle management was able to help give background and more information, but unable to offer a solution.
We had one ADO about a pregnant nurse not wanting to take a COVID patient. Legally, this situation would require a doctor’s note. Same if a staff member was immunocompromised and being assigned patients with a highly contagious condition. They need a doctor’s note if they are unable to care for a specific patient population or condition.
CNO Kelly Allen mentioned that in 2027 they will want to start introducing virtual nurses.
Sometime soon, Ascom One should be replacing rover phones.
Conference Committee
It came to the officers’ attention that a nurse, who had been considering transitioning into a Retired Pool status, that a position needed to be located on a unit that the nurse has achieved competencies. It has been the expectation of the nurses that the employer should value nurses who have dedicated their work to Confluence and wish to continue to offer their experience and work in the Retired Pool status. The employer made it clear that they wanted to ensure that nurses who moved into this role would maintain competencies and would need to reach out to a department manager to secure a position.
Benefits Committee
This is a quarterly meeting and will meet next on Wednesday, July 16 at 0800. If you would like to be a part of this committee or are curious about the process, please plan on attending! We would like to see two nurses on this committee, one primary and one alternate. This meeting will be held on Wednesday, July 16 at 0800 in the Administrative Conference Room 3 or if you would like a virtual option, please email Brianna Winstanley for the link Brianna.Winstanley@confluencehealth.org.
Grievances
ED Low Census
This grievance was filed for a low census implementation that resulted in the changing of the ED’s hospital staffing plan. This grievance has been withdrawn at step 2 after reaching a settlement with the employer.
- WSNA will withdraw their proposed remedy for back pay and PTO restoration.
- The current staffing plan will be followed.
- Kelly Allen and Brittney Lamb will develop a proposal to address Emergency Department RN floating standards, low census protocols, and a training plan for nurses needing additional support regarding tasks not routinely performed. This proposal will be sent prior to the July 2025 Nurse Staffing Committee meeting so it can be voted on during the meeting.
RBS Oscopy
This grievance involves the change in working conditions in the Oscopy Unit. Nurses have been told that they must create their schedule that would not lead to a potential for RBS or waive. This has been moved for arbitration review.
Open Officer Positions
Sadly, we say goodbye to Karen Doiron from her position as Secretary. Karen was a wonderful asset to our bargaining unit, and we are sorry to see her leave. Karen has taken an educator position on MOU! This leaves two open positions and if you are interested in either, please reach out to an Officer.
WSNA Membership
If you are not a WSNA member please consider completing a membership application today! Just click on the link! https://wsnaonlineapplicationportalwsnaprod.powerappsportals.com/
YOU ARE WSNA
In solidarity,
Open- Chair
Stephanie Gates- Co-Chair
Open- Secretary
Simon Morton- Treasurer
Paul Molenaar- Membership
Brittney Lamb- Grievance Officer
Isaiah Ray- Grievance Officer

Previous updates
Central Bargaining Day 6 and 7 Update
Jun 18, 2025
May 2025 Newsletter
May 21, 2025
Central Bargaining Day 4 Update
Apr 25, 2025
2025 April Newsletter
Apr 02, 2025
Bargaining Day 3
Mar 27, 2025
Bargaining Day 2
Mar 04, 2025
WSNA union news
Resources and tools
Document unsafe conditions
If you find yourself in a situation that you believe creates unsafe conditions for patients or for you, you should complete a Staffing Complaint / ADO Form as soon as possible.
By completing the form, you will help make the problem known to management, creating an opportunity for the problem to be addressed. Additionally, you will be documenting the facts, which may be helpful to you later if there is a negative outcome.
WSNA also uses your ADO forms to track the problems occurring in your facility. When you and your coworkers take the important step of filling out an ADO form, you are helping to identify whether there is a pattern of unsafe conditions for you or your patients at your facilities. This information is used by your conference committee, staffing committee, and WSNA labor staff to improve your working conditions.
Representation rights
As a union member, you have the right to have a representative present in any meetings with management that could potentially lead to disciplinary action against you.
If called into a meeting with management, read the following to management when the meeting begins:
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.
Find out more about this crucial right and how to exercise it to ensure your fair treatment and protection.
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Enhance your professional competency with WSNA's free online courses.
Earn CNE contact hours through topics like Cultural Humility, Telehealth Assessment, Workplace Violence Prevention, and more. Convenient and self-paced, our courses provide practical knowledge for your daily work. Expand your skills and stay up-to-date with the latest nursing practices.