What’s in this newsletter:

• Committee Meetings
• Updates
• Grievances
• FMLA, work place accommodation 
• Bargaining Unit Meeting

Committee Meetings:

Conference Committee and the Hospital Staffing Committee did not meet in August.

Retirement benefits committee: 9/3/26 Submitted by Simon Morton, Officer and Resource

Plans are overall doing very well with growth at or above peers metrics. A new tax sheltered Roth option is going to be rolled out for 401k employees that expands the amount of tax sheltered contributions limit by utilizing a tax loophole that allows it. Unfortunately, the same loophole does not exist for 403b plans and bargaining unit members are not eligible.

All employees are recommended to review retirement progress, download the Fidelity app, set up two factor authentication (due to rise in scams and potential dangers of AI assisted fraud) and take advantage of free financial consultations offered by Fidelity.  

Benefits Committee: 7/15/26 submitted by Ann Francis, PCU

• The Skyrizi Pen, which has multiple uses, has increased in use and subsequently billing to insurance since 2022 with claims as much as 46K. There have been increases to WVMG.
• In September there will be a meeting to discuss insurance renewal (assuming in-house) Communications about open enrollment will begin this month.
• The are budgetary concerns for 2027given the costs of some drugs.
• If spouses of CWH employees have other insurance they must use it first before using insurance through CWH.
• The majority of CWH insurance policies are for “employees only” or “employee and dependent children.”
• There are state taxes for being “self-insured” and also federal taxes. 
• The point was made that the high-deductible HSA is a better option because, if you don’t use the money in your HSA, the deductible rolls over and there are also tax benefits with HSA. They recommended the CDHP option with the HSA account. This option is better if you have a lot of prescriptions. CDHP without and HSA can be a financial mistake for certain people and it should be explored/analyzed. 
• It looks like they are putting together an education module for CHESS.
• There is a recognition for the use of the LIVELY tool (A fee-free financial platform that provides digital tools to manage a HSA) In general, the committee recognized the need for better education for employees about available resources, improving education and outreach which their goal. 
• There are some AI modeling tools that can help employees better understand plan options. The committee realizes that a large proportion of the employees do not fully understand all the plans.
• Also of note, many employees sign up for benefits and do not use.

Other Updates:

WSNA is currently awaiting the employer's response to the proposed Memoranda of Understanding (MOUs) addressing changes to hours, call requirements, and Saturday work for nurses in CL/EP/IR at Central and OR/PACU at Mares.

The employer notified WSNA that it plans to change Mares Med/Surg/Rehab nurses’ schedules from 6 a.m.–6 p.m. and 6 p.m.–6 a.m. to 7 a.m.–7 p.m. and 7 p.m.–7 a.m. This is quite disheartening for both staff and patients as the patients care follows a tight schedule to ensure that both therapies and nursing care are delivered without disruption.

The 403b plan was rolled out to the Mares nurses once the MOU was ratified. WSNA has brought concerns of inconsistencies to the employer.  The employer have opened an ERISA (Employee Retirement Income Security Act) review to ensure compliance. This is expected be completed in October. 

Grievances:

Advanced to Arbitration: Oscopy Rest Between Shift, MBU and All Affected- Vacation Denials, Ratification Bonus- Resident nurses denied bonus. Once we are notified of an arbitration date, we will notify the grievants for next steps

*Disciplinary- There are four active grievances involving disciplinary action that a nurse has received. We keep these private

ED Pool nurses- Bargaining Unit nurses denied of shifts over travel nurses and the Incentive Bonus Program use has been discontinued in the ED. We meet for the step 2 grievance meeting this week. The response is due in 14 days.

Seniority- Denial of seniority for all campuses. Our RFI (Request for Info will not be available until next month) Our survey generated 25 nurses who have current seniority involving both Central and Mares. This grievance is in abeyance while we wait for the information request.

FMLA, Workplace Accommodations:

NEED A MEDICAL ACCOMMODATION, LIGHT DUTY, OR INTERMITTENT LEAVE?

Know Your Rights & Responsibilities

 Do you have a medical condition, injury, disability, migraine disorder, or other health condition affecting your ability to work?

STEP 1: NOTIFY YOUR EMPLOYER

 Employee Responsibilities

✅ Inform your supervisor, HR, Employee Health, or Leave Coordinator

✅ Explain that you need assistance because of a medical condition

✅ You do NOT need to use legal terms like "ADA" or "reasonable accommodation"

Example:

"I have a medical condition that is affecting my ability to perform my job, and I need to discuss accommodations."

STEP 2: PROVIDE MEDICAL INFORMATION

Healthcare Provider

May provide:

✔ Work restrictions

✔ Functional limitations

✔ Need for intermittent absences

✔ Expected duration

Recommended accommodation

STEP 3: INTERACTIVE PROCESS

 Employee + Employer Work Together

The employer should:

✅ Discuss job duties

✅ Review restrictions

✅ Explore accommodation options

✅ Consider alternatives

✅ Respond promptly

The employee should:

✅ Participate in discussions

✅ Provide requested information

✅ Communicate changes in restrictions

POSSIBLE OUTCOMES

LIGHT DUTY

Examples:

• Reduced lifting

• Modified assignments

• Administrative work

• Education/discharge support

• Temporary alternative duties

 OR

MODIFIED WORK SCHEDULE

Examples:

• Changed start/end times

• Longer meal or restroom breaks

• Reduced hours

• Temporary schedule adjustments

 OR

 INTERMITTENT LEAVE

May be appropriate for medical conditions examples:

• Chronic medical condition flare-ups

• Chronic migraines

• Certain autoimmune disorders

• Other qualifying chronic conditions

Leave may be taken periodically when symptoms prevent working. Washington PFML recognizes certain chronic conditions that cause recurring episodes of incapacity.

 OR

 PAID FAMILY & MEDICAL LEAVE (PFML)

Potentially available when a healthcare provider certifies a qualifying serious health condition.

Examples may include:

• Recovery from injury

• Chronic migraine condition

• Severe IBS symptoms

• Other qualifying medical conditions

Administered through Washington Employment Security Department

EMPLOYER CANNOT SIMPLY IGNORE THE REQUEST

✅ Must engage in the interactive process

✅ Must consider reasonable accommodations

✅ Must maintain medical confidentiality

✅ Must assess available options before denying a request

REMEMBER

ASK EARLY • DOCUMENT EVERYTHING • KEEP COPIES

 Save:

• Accommodation requests
• Medical documentation
• Emails and correspondence
• PFML paperwork
• Meeting notes

If your request is denied, ask for the reason in writing and contact your WSNA Nurse Representative for assistance.

Bargaining Unit Meetings:

To provide a predictable schedule for the members of the bargaining unit, we will be offering a monthly meeting. This will be the 3rd Wednesday each month and we will alternate in-person and virtual. This will provide members with the opportunity to provide information regarding safety, education, grievances and contract issues. Members are encouraged to ask questions and share concerns as well as to stay involved. 

September 16, 2026 6:30pm-8:30pm in Conference Room A and B and on Teams.

Microsoft Teams meeting 
Join: https://teams.microsoft.com/meet/222806265768076?p=1AUkj2mqwGBEQcAgGb 
Meeting ID: 222 806 265 768 076
Passcode: zJ2id7pG 
Dial in by phone 
+1 206-485-2614,,863630479# United States, Seattle 
(888) 313-0615,,863630479# United States (Toll-free) 

Contact an Officer or Nurse Representative for questions or concerns:

YOU ARE WSNA

In solidarity,
Stefanie Gates- Chair
Isaiah Ray- Co-Chair
Megan Baute- Secretary
Simon Morton- Treasurer
Paul Molenaar- Membership 
Brittney Lamb- Grievance Officer
Todd Avis- Grievance Officer
Sara Eskew- Communication and Education Officer

Laurie Robinson Nurse Representative
lrobinson@wsna.org

Jenny Galassi Nurse Organizer
jgalassi@wsna.org