Unity Dinner
It’s free!

Wednesday, Oct. 25, 2017 at the Wilde Rover Irish Pub
5:30 p.m. cash bar, 6 p.m. dinner, 7 to 8 p.m. program

Learn about the new state staffing laws and earn free CEs while getting your food and drink on.

RSVP today!
Space is limited, so sign up before Oct. 20 to reserve your seat.
Call WSNA at 206-575-7979, ext. 0, or email: wsna@wsna.org.

Drinks, food, door prizes, and CEs, what’s not to love?!

This dinner is presented by your WSNA local unit officers. It is open to all Evergreen RNs. We encourage non-members to come and find out why they should be a part of WSNA.

The Wilde Rover Irish Pub is located at 111 Central Way, Kirkland, WA 98033.

You may have received a class certification notice regarding a class action lawsuit, Lee v Evergreen Hospital, Case No. 16-2-27488-9 SEA filed in November 2016. As many of you will recall, WSNA brought a successful missed rest breaks lawsuit against Evergreen which was settled in 2011, resulting in back pay checks, overtime for missed rest breaks and other advantageous terms for Evergreen’s nurses.

The new Lee case was not filed by WSNA. Since it seeks damages for missed rest and meal breaks for years long after our WSNA settlement, you are free to participate in the case. If you receive a notice regarding this case, please review it carefully and consult an attorney if you have any questions.

The Lee case is one of many based largely on WSNA’s series of landmark precedent setting legal victories in rest break cases, including its landmark victory in the State Supreme Court, Washington State Nurses Association v. Sacred Heart Medical Center. Now, many law firms that are not associated with WSNA have brought similar rest and meal breaks cases that seek to build on the success of WSNA’s precedent-setting victories.

If you have further questions, please email Terri Williams, MS, RN; WSNA Nurse Rep; twilliams@wsna.org

June 2017 Newsletter

On May 3, 2017, the Employer notified all employees including Registered Nurses that they were implementing a Voluntary Layoff Program. This Voluntary Program offers employees a financial incentive to voluntarily choose to end their employment with EvergreenHealth. WSNA met with Management today to discuss this layoff program. Until the voluntary process is completed, we will not know if RNs will be affected by an “involuntary” layoff.

The deadline for submitting the Voluntary Layoff Program Application Form to your Manager is Friday, May 12, 2017 by 5:00 p.m. Those who apply will be notified by May 23-26, 2017 as to whether or not they were selected. These layoffs will be effective June 30, 2017.

If there are to be any involuntary layoffs for RNs, WSNA will meet with Management again to continue discussion of the process. Management has stated they are committed to sustaining high levels of performance regarding quality, safety and patient experience and they will not be adjusting the direct patient-care staffing ratios.

Any questions can be directed to Terri Williams, MS, RN, WSNA Nurse Rep at twilliams@wsna.org or one of our Local Unit Officers listed in the "Officers & Nurse Rep" tab.

Join us for a CATERED Breakfast
When: Wednesday, May 10, 2017
Tim: 0600 – 0930
Where: Tan 100

It’s time to have fun, enjoy some quality time with your colleagues and celebrate nursing! Our WSNA Officers and Nurse Rep will be hosting the event for you!

Because this is a catered breakfast please RSVP, if possible. Email your RSVP to Clarise Mahler @ hapilark@gmail.com.

Don’t miss out on this fun opportunity with your co-workers.

In Solidarity!

Local Unit Officers:
Terry Jorgenson, RN; teamjorg@frontier.com; Sue Dunlap, MSN, RN; sadunlap1963@gmail.com; Merry Doty, RN; mkandcomp@hotmail.com; Debbie Pronk, RN; dppbee@gmail.com; Clarise Mahler, BSN, RN; hapilark@gmail.com; Cindy Collette, BSN, RN; cdclltt4@yahoo.com; and WSNA Nurse Rep: Terri Williams, MS, RN; twilliams@wsna.org

RN Residency and New to Specialty Training Loan Agreement

Vote was held April 25, 2017 and passed with a Yes Vote!

This MOU will now become part of our Contract. A copy of the MOU can be found on the WSNA webpage for EvergreenHealth at (include link)
Thank you to everyone who came out to take part in the vote.

In Solidarity!
Your Local Unit Officers

Calling all WSNA RNs.... VOTE! VOTE! VOTE!

Come to Vote on a New Memorandum of Understanding Concerning RN Residency Training Loan Agreements

When: Tuesday, April 25, 2017
Time: 1600 – 2000
Where: Tan 101

WSNA recommends a YES vote on this MOU!

The WSNA officers will be on hand to explain the Memorandum of Understanding. This MOU will become part of the Contract.

In Solidarity!

Your Local Unit Officers:
Terry Jorgenson, RN; teamjorg@frontier.com
Sue Dunlap, MSN, RN; sadunlap1963@gmail.com
Merry Doty, RN; mkandcomp@hotmail.com
Debbie Pronk, RN; dppbee@gmail.com
Clarise Mahler, BSN, RN; hapilark@gmail.com
Cindy Collette, BSN, RN; cdclltt4@yahoo.com
WSNA Nurse Rep: Terri Williams, MS, RN; twilliams@wsna.org

Don't miss the upcoming Washington State Nurses Convention May 3-5! At Convention, we’ll be diving deep into one the top issues for registered nurses today: Creating a Culture of Safety. Register today for early bird pricing and hotel discounts (through March 30). Some local units are sponsoring attendance at Convention. Check with your local unit officers.

Your Bargaining Unit Officers, WSNA Representative and Hospital Management have worked collaboratively to ensure the language of the Contract surrounding Low Census is followed correctly. You received a Postcard from WSNA on December 7, 2016 related to this issue.

The Employer has recently announced that the LaborWorkx system is now capable of tracking voluntary and mandatory low census hours separately. This change took effect January 1, 2017.

Your Mandatory Low Census (MLC) hours are limited to (48) hours per each designated six month period. Voluntary Low Census (VLC) hours do NOT count towards this limit. MLC must be assigned using the ROTATION LIST on each unit, regardless of whether you have or haven’t taken VLC.

During periods of low census, the Employer will assign Low Census (LC) in the following order:

1. To nurses working on a regularly scheduled day off and being paid at a rate of time and one half or higher;
2. Volunteers;
3. If no volunteers, MLC will be rotated equitably among all nurses working their regular scheduled shift with:

a. Agency and Per Diem Nurses first;
b. Then, the next nurse on the Rotation List.

• A traveling nurse who is employed on a contract basis for a defined period of weeks shall participate in the rotation of low census with other full-time and part-time employees;
• Nurses taking low census shall receive credited hours as provided in Section 4.8 on canceled hours of work for purposes of computing longevity steps, seniority, vacation and sick leave under this Agreement;
• It is the nurses’ option as to whether they use vacation pay for low census. If taken unpaid, it still counts as credited hours.

In Solidarity!
Your Local Unit Officers: Terry Jorgenson, RN, Debbie Pronk, RN, Sue Dunlap, RN, Merry Doty, RN, Clarise Mahler, BSN, RN, and Cindy Collette, BSN, RN; WSNA Nurse Rep: Terri Williams, MS, RN (twilliams@wsna.org)

In accordance with the Collective Bargaining Agreement (CBA) between WSNA and EvergreenHealth, one of the responsibilities of the Conference Committee (CC) is to review proposed nursing certifications for eligibility to receive the $1.25/hour certification premium pay. The most recent monthly Conference Committee meeting took place on Wednesday, 12/7/2016. During that meeting, we discussed the following two items with management:

Certification Pay:
The Conference Committee has recognized that some certifications designated for premium pay in varying nursing units have become obsolete for those units. Instead of simply eliminating those certifications and no longer providing premium pay, the CC has decided to designate these certifications as “bridge” certification for those units. Any nurse currently receiving premium pay for these certifications will be eligible to continue to receive premium pay for up to 3 years, provided they maintain their certification.

During that three year period, the nurse is encouraged to pursue certification in another area that is recognized as eligible for premium pay, but without the “bridge” designation, in their unit. In addition, the same process will apply to nurses who transfer units in the future. If a nurse has a certification that is eligible for premium pay in their prior unit but is designated as a “bridge” certification in their new unit, the nurse will remain eligible to receive premium pay for that certification for 3 years after their transfer, provided the certification does not lapse. At this time, there are only two RNs who will be immediately affected by this change. Changes will be implemented in January 2017. An email notification from management, with links to department site and list of approved certifications, will be sent out to all nurses this month.

Mandatory Suicide Prevention Training:
In response to the growing incidence of suicide in the state, the Washington legislature passed a law requiring that nurses and other health professionals complete mandatory six hours of continuing education in suicide assessment, treatment and management. Effective January 1, 2017, WA law (RCW 43.70.442) requires all Registered Nurses to complete this training.

The training was discussed at CC, with the Employer stating they were not going to provide the training to the RNs. Their reasoning was that it was not a Hospital mandate but a state mandate for maintaining licensure. We did clarify that Contract language, Article 12.7 Continuing Education, will reimburse the cost of tuition and up to 50% of your regular pay if taken on a day off.

The Nursing Commission has issued changes to the nursing continuing competency rules that can be found in WAC 246 840 220. This includes the mandatory 6-hour suicide prevention training requirement. You are not required to submit documentation unless the Nursing Commission audits your license for practice hours and continuing education. You should be keeping a log of practice hours and continuing education to document compliance with legal requirements for licensure in Washington. A current list of Model Programs for the 6-hour requirement for suicide assessment, treatment, and management (in-person and online) is posted on the Washington Department of Health website, doh.wa.gov. Search for “suicide prevention training.” For additional questions, please contact the NCQAC Call Center at 360.236.4700.

In Solidarity!
Your Conference Committee RN members: Terry Jorgenson, RN; Sue Dunlap, RN; Clarise Mahler, RN; Linda Larson, RN; Debbie Pronk, RN; Merry Doty, RN
And, Terri Williams, MS, RN; WSNA Nurse Representative twilliams@wsna.org

Important Points To Know!

Low Census

During periods of low census, the Employer will assign Low Census (LC) in the following order:

1. To nurses working on a regularly scheduled day off and being paid at a rate of time and one half or higher;
2. Volunteers;
3. If no volunteers, LC will be rotated equitably among all nurses working their regular scheduled shift with;
   1. Agency and Per Diem Nurses being scheduled off first;
   2. Then, the next nurse on the Rotation List.

Rotation List: A list of the number of low census hours for each nurse will be maintained and be available. The rotation list will be restarted each six (6) months. Nurses will not be required to take more than 48 hours of (Mandatory) low census from January 1 through June 30 and from July 1 through December 31. Voluntary LC is not included in this “cap” but should be recorded on the rotation list. Your unit may have two separate lists: One list for Voluntary LC and the other for Mandatory LC.

• Selection for low census is subject to skill, competence, ability and availability as determined by the Employer.
• A traveling nurse who is employed on a contract basis for a defined period of weeks shall participate in the rotation of low census with other full-time and part-time employees.
• Nurses taking low census shall receive credited hours as provided in Section 4.8 on canceled hours of work for purposes of computing longevity steps, seniority, vacation and sick leave under this Agreement.
• It is the nurses’ option as to whether they use vacation pay for low census. It can be unpaid and still counts as credited hours.

November 2016 Newsletter

Get out the vote!

WSNA and two of your co-workers (and Local Unit Officers) met with Nancee Hofmeister and Jessika Groce, HR on Monday, August 29th with regard to our request to meet to bargain an issue.

We discussed the major disruption and anxiety the idea of self-scheduling (doing away with your set pattern schedules) has had on your unit and moral. The PACU Unit Staffing Committee has already been formed and has been working on a plan which would allow all nurses (including those who were hired into “variable” shifts) set pattern schedules.

Nancee agreed that minimal disruption of staff to meet organizational needs is the goal. We all are looking forward to continued open dialogue regarding this issue. PACU nurses will “trial” the new plans from the PACU Unit Staffing Committee over the next two schedules. We are hopeful these plans will prove to work well and WSNA will be able to close the PACU Scheduling grievance and withdraw from Arbitration.

In Solidarity!
From your Local Unit Officers: Terry Jorgenson, RN, Debbie Pronk, RN, Sue Dunlap, RN, Merry Doty, RN, Clarise Mahler, BSN, RN, and Cindy Collette, BSN, RN
WSNA Nurse Rep: Terri Williams, MS, RN (twilliams@wsna.org)

Thank you for quickly taking part in the Survey Monkey regarding Nancee Hofmeister’s plan to change your set pattern schedules to electronic self-scheduling. 70% of you have completed the one-question survey over the last (3) days and 96.15% of you said No! Your voices have been heard! The survey is still open.

We are not in agreement with your CNO’s resolution to change your patterned schedules to self-scheduling. Rather than agreeing to change (4) variable shifts to set patterns to make those nurses whole, the Employer has made the decision to change the schedules for all forty (40) RNs on the unit! We agree with you that this will be a huge disruption to your work, family and life balance.

WSNA has advanced this Grievance to Step 4 - Arbitration. In addition, we have demanded that the Employer Cease and Desist this unilateral change to the PACU Registered Nurses’ hours and working conditions. We consider this a subject of bargaining and have given the Employer notice that we want to meet.

WSNA filed a Grievance for PACU and All Affected Nurses regarding variable schedules. We had been advised that the last five new hires had been hired into “variable positions”. These nurses did not have set patterns to their schedules as did the rest of the staff. We were also told that all new hires were going to be “variable positions” in the future. The Collective Bargaining Agreement does not include the term “variable” and doesn’t support RNs being treated differently than others, which is seen as disparate treatment.

During the Grievance Process, several of the variable position nurses plus a couple of PACU nurses who had set pattern schedules attended the Step Three meeting to discuss the pitfalls of not having a set pattern. The “remedy” requested for this Grievance was that the latest newly hired nurses with variable positions would be given a set pattern schedule and that no variable positions be hired in the future.

The Step 3 response from Nancee Hofmeister, CNO was received on Friday, August 5, 2016. Your CNO has not agreed with our requested remedy but has stated, “In an effort to resolve the grievance and balance the needs of the staff with the needs of the department, we will move to electronic self-scheduling for all of the nurses in PACU.” She also states that the grievance response will be shared with all of the nurses in PACU. Please watch for that letter and let us know if you have any questions.

Due to this decision that has been made by your CNO, we are concerned regarding the impact this may have on our bargaining unit members, especially your unit.

Please take part in this one question survey as soon as possible but no later than Wednesday, August 17, 2016.

Your WSNA Local Unit Officers plan to host a free dinner for the RNs. Along with the dinner, WSNA staff will present a class for a free CE. If you haven’t received a Doodle Poll invitation in your home email, use this link to get to the Poll. Indicate your interest in attending by marking your available dates. Under Comments, write the CE topic (listed on Poll) you would like to learn.

In Solidarity!

Your Local Unit Officers and WSNA Nurse Rep, Terri Williams, MS, RN

The Staffing Committee needs your input. Now is the time to offer your input, opinions and suggestions for Safe Staffing!

Be a part of the solution! Join us this Thursday to let us know what is working for your unit and what is not working. We need details to share with Management when we meet with them again on July 6, 2016. In addition, we’ll be there to hear any other concerns or issues (besides Staffing) that you may want to share with your Officers. This is your opportunity to make a difference.

Date: Thursday, June 30, 2016
Drop-In Times: Between 1400 - 1900
Location: Tan 117

We will have other information to share with you and giveaways! Join Us!

From: Your Local Unit Officers and other RNs representing you on the Staffing Committee and Terri Williams, MS, RN, WSNA Nurse Rep twilliams@wsna.org.

This is Your Opportunity to Make a Difference
Safe Staffing = Safe Patients & Safe Nurses

The Safe Staffing Committee met on June 6, 2016 and, among other topics, discussed the Staffing Plan that will be presented for approval to the CEO in just a few months. You are represented on this Committee by representatives from many of the units, the Local Unit Officers, and WSNA Nurse Rep, Terri Williams. HR and Management are also on this Committee.

The primary responsibility of the Staffing Committee is “the development and oversight of an annual patient care unit and shift-based nurse staffing plan, based on the needs of patients, to be used as the primary component of the staffing budget.” (WA RCW 70.41.420)

The Committee members representing you need your input. Now is the time to be heard by offering your input, opinions and suggestions for SAFE STAFFING on your unit!

Factors that are considered in the development of this plan include:

• Census, including total number of patients on the unit on each shift - including discharges, admissions, transfers;
• The architecture and geography of the unit - including placement of rooms, nursing stations, med room, etc.;
• Level of intensity of all patients and nature of the care to be delivered;
• Level of experience and specialty certification or training of nurses providing care;
• Staffing guidelines published by national nursing professional associations and organizations;
• The need for specialized or intensive equipment;
• Skill mix; and
• In addition, hospital finances & resources may be taken into account.

Be a part of the solution! Join us on Thursday, June 30th to let us know what is working for your unit and what is not working. We want to have details to share with Management when we meet with them again on July 6, 2016. In addition, we’ll be there to hear any other concerns or issues (besides Staffing) that you may want to share with your Officers.

Date: Thursday, June 30, 2016
Drop-In Times: Between 1400 - 1900
Location: Tan 117

If you will not be on campus that day or can’t drop-in between these hours, email your input/suggestions/opinions for nurse-to-patient ratios, along with your rationale, to: Terry Jorgenson, RN; Co-Chair, teamjorg@frontier.com or Terri Williams, MS, RN; WSNA Nurse Rep twilliams@wsna.org.

May 2016 Newsletter

Conference Committee

• Joint meeting to foster improved communication between nursing staff and Employer;
• Up to seven (7) representatives of the nursing staff plus the WSNA Local Unit Chairperson and the WSNA Nursing Representative;
• Five representatives of the Employer;
• Meets first Wednesday/monthly at 0730;
• Hours spent in attendance at the Conference Committee shall be paid at the nurses’ applicable rate of pay.

We’re looking for (3) additional RNs to sit on this committee. If you’re interested in joining the Conference Committee, contact your WSNA Nurse Rep at twilliams@wsna.org.

2016-2018 Contract

Please take a moment to peruse the Contract, download it to your phone and bookmark it on your computer! Let us know if you have any questions.

Congratulations to Your Newly Elected Local Unit Officers

Chair: Terry Jorgenson, RN (PACU)
Secretary: Clarise Mahler, RN (CCU)
Treasurer: Cindy Collette, BSN, RN (MRM-Perinatology)
Grievance Officers: Sue Dunlap, BSN, RN (Home Health)
Merry Doty: RN (Float Pool)
Debbie Pronk: RN (PACU)

We extend a heartfelt Thank You to the out-going Officers, Gerrianne Nicholls and Aurea Herman for their time, hard work and efforts representing the Bargaining Unit. They will continue to volunteer with the Local Unit as Unit Reps.

Please welcome your new Officers!

WSNA has been notified by the Employer that they will be using a two-step process to implement the changes to the RN wage grade/step tables in accordance with the agreements reached in bargaining. The changes will be processed as followed:

1. The 2% increase for all nurses will be in effect at the start of the current pay period starting 2/14. This increase will appear for the first time on the paycheck issued 3/4/2016.
2. The retro pay, back to 11/8/2015 (start of the first pay period after 11/1/2015), will be on the paycheck for the next pay period, which starts 2/28. That paycheck will be issued 3/18/2016.

In Solidarity!

Your Local Unit Officers: Terry Jorgenson, RN (Chair); Cindy Collette, RN (Secretary/Treasurer); Grievance Officers: Sue Dunlap, RN; Aurea Herman, RN and Gerrianne Nichols, RN

WSNA Nurse Representative: Terri Williams, MS, RN - 206.575.7979, ext. 3058 -- twilliams@wsna.org

When you provide your Manager with your “available” dates to work on your next schedule, if you are not needed on any of those dates, you do not need to provide any additional dates. You have fulfilled your contractual obligation when you give your initial availability. If you want to volunteer for other dates to work, that is your option, but it is not mandatory. The actual Contract language is pasted below.

Addendum 3: Per Diems

…Per diem nurses are required to be available to work at least twenty-four (24) hours per calendar month, with the understanding that per diem nurses shall not be required to make themselves available to work more than twenty-four (24) hours per month .

Addendum 1: Evergreen Home Care Services – Per Diems
17. Per Diem Nurses (Addendum 3) Per diem nurses are required to be available to work at least forty (40) hours per calendar month, including two (2) weekend shifts within those forty (40) hours.

WSNA Nurse Representative Terri Williams, MS, RN - 206.575.7979, ext. 3058. twilliams@wsna.org

It’s time to elect your WSNA Local Unit Officers! You may submit your own name or you may nominate another nurse. In order to be a candidate on the ballot, one must be a WSNA member in good standing and be willing to run for a position. We are seeking nominations for:

Chair
Co-Chair
Secretary
Treasurer
Grievance Officer(s)

Send your nominations for Officer Positions to twilliams@wsna.org no later than February 22, 2016.
State name of the RN being nominated and the Position for which they are being nominated.

Ballots will be mailed to all members following the close of the nomination period.

In Solidarity!
Your Current Local Unit Officers: Terry Jorgenson, RN (Chair); Cindy Collette, RN (Secretary/Treasurer); Grievance Officers: Sue Dunlap, RN; Aurea Herman, RN; and Gerrianne Nichols, RN
WSNA Nurse Representative: Terri Williams, MS, RN; 206.575.7979, ext. 3058. twilliams@wsna.org

We held a vote on Monday, February 8th, 2016 with a great turnout of RNs casting their vote and giving their support and encouragement for our negotiation efforts.

This Contract was approved by our RN membership by an overwhelming majority!

Thanks to everyone who voted – your voice matters! And, thanks to everyone that spoke with their colleagues who were non-members and educated them on the importance of membership. We had two non-members come to the vote to Join and others who left with Membership Forms. We also had four RNs step up to become reps for their units. RNs are standing up and stating that everyone receiving raises, increased benefits and the security of having a Collective Bargaining Agreement should join WSNA and become a member today.

The reason that we held off so many of the employer’s proposed takeaways is a direct result of the amount of member engagement we had and our membership numbers.

Never Forget: Together we bargain! Divided we beg!

Watch for upcoming news regarding Local Unit Officer elections and your chance to be a Unit Rep for your area!

WSNA/EvergreenHealth RN Contract

General Vote Summary

February 8, 2016

** Ratification Vote Scheduled **

Monday, February 8th
Voting Times: 0600-0900 and 1400-1630
Room: B212, Green Elevators

A summary of the Tentative Agreement will be available on this page prior to the vote

At the voting session, you will have an opportunity to ask questions of your RN Negotiation Team, WSNA Nurse Representative Terri Williams, and the Attorney who represented the nurses.

Criteria to vote:
• You must be a WSNA member “in good standing.” This means any past dues must be paid in full and those who join as a member at the vote must pay 3 months dues in advance. Additionally, “Fair Share” fee payers are not members and so are ineligible to vote.
• You must bring some form of identification with you to vote - your RN badge will suffice.
• One person, one vote, in person only. There is no voting by mail, email or proxy.

For any questions, contact WSNA Nurse Representative Terri Williams at twilliams@wsna.org or 206-575-7979, ext. 3058.

After seven sessions, WSNA and the Employer have seen a degree of moving forward on numerous issues. WSNA and the Employer are not in agreement regarding our key issues, including Economics, PTO/EIB, and changes to Per Diem language.

PTO/EIB
The vast majority of WSNA area hospitals have Sick and Annual Leave and with good reason. It allows nurses who are sick to stay home. Under Management’s proposal, nurses will now have to use time that could have been used for vacation and will not be able to use some of their “sick” leave unless they miss more than (16) consecutive hours of work. This is especially hard for part time nurses.

Also, nurses will never know how much time they actually have for vacation because they must guess how many days they will be sick to plan accordingly. Imagine that you have a vacation planned or that you or your family members go through a rough period and you end up taking time off for illness, you may not have enough accrued PTO for your planned vacation; and we certainly don’t want anyone coming to work sick.
These are some of the reasons why nurses at Evergreen have consistently rejected Managements dangerous PTO/EIB proposals. They know, as do the vast majority of WSNA nurses around the area, that accessible sick leave is important.

With PTO/EIB, the nurses will lose other benefits. For example, the following Articles/language will be deleted:

• Article 9.2 - Personal Holiday,
• Article 11.6 - Sick Leave Conversion to Vacation,
• Article 11.6.1 - Conversion of sick leave to cash.

The only Hospital within the Seattle area with PTO/EIB is Overlake. Other WSNA covered hospitals, such as Virginia Mason, University of Washington, Seattle Children’s, and Northwest continue to have Vacation and Sick Leave – for good reasons! Non-WSNA hospitals, Swedish and Harborview, also continue to have Vacation and Sick Leave. The majority of WSNA hospitals within the state do not have PTO/EIB.

Lastly, PTO/EIB is not compatible with maintaining and balancing personal and work life.

Economics
Management is proposing an additional half percent increase (in year (3) of the Contract) across the board. If HCAHPS scores are over a certain percentage. In essence, pitting this non-guaranteed wage increase on the Hospital meeting nursing communication performance targets.

We can only assume that Management believes that Evergreen nurses have all the tools and staffing support for the Hospital to meet these goals. Meanwhile, nurses inform us about staffing problems at Evergreen.

Management fails to recognize that nurses are professionally driven and that, given the proper tools and support, provide exemplary care. Other area WSNA hospitals understand this. They guarantee full wage increases for the life of their contracts while facing similar Medicare and Medicaid reimbursement constraints as Evergreen.

We fear that Management’s dangerous “new idea” approach to compensation will give Evergreen nurses yet another reason to look elsewhere for employment where they may earn a better wage and can count on guaranteed, full wage increases.

In addition, the Hospital’s economics proposal is conditioned on WSNA acceptance of the new language on PTO/EIB!

Per Diems
Current Contract language, Addendum 3 - Per Diem Nurses, requires these nurses to be available to work at least (24) hours per calendar month. One of the reasons nurses work per diem is because they do not want to work an FTE position. The continued adding of hours to work, availability gets further and further away from what a per diem nurse should be. Per diem nurses should not be utilized to handle staffing issues – that focus should be on core staff. We want to keep the great, hard-working per diems we have at Evergreen. Adding to their availability will only make other area hospitals more attractive to them.

Your Negotiation Team is working hard and diligently for you! If you have any questions, don’t hesitate to reach out to one of the team members or the WSNA Nurse Rep Terri Williams. We are always interested in staff input during the negotiation process.

In Solidarity!
Terry Jorgenson, RN (teamjorg@frontier.com); Sue Dunlap, RN (sadunlap1963@gmail.com); Aurea Herman, RN (aureaherman@gmail.com); Becky Brandt, RN (rnauntb.becky@yahoo.com); Beth Selander, RN (beth.selander@comcast.net); Charlotte Hingle, RN (marianbeckham13@gmail.com); Cindy Collette, BSN, RN (cdclltt4@yahoo.com); Clarise Mahler, RN (hapilark@gmail.com); Lexi Overa, RN (lexi.rn@hotmail.com); Linda Larsen, RN (lindabike@comcast.net); Lisa Traynor, RN (62hummingbird@gmail.com); Merry Doty, RN (mkandcomp@hotmail.com); Sheila Page, RN (sheilapagejm@comcast.net); Theresa Blazer, RN (tmblazer@hotmail.com).

Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)
Mike Sanderson, WSNA Legal Counsel

Your Negotiations Team met with Management for their fifth and sixth sessions on November 12th and 20th. Although we have reached a tentative agreement on a couple of issues, movement has been very slow.

The major issues continue to include:
PTO/EIB replacing Vacation/Sick Leave;
Wage increases being tied to PTO/EIB acceptance;
Taking away the Personal Holiday (related to PTO);
A portion of wage increases are being tied to how well you connect with patients (HCAHPS);
Changes to work hours for Per Diems;
Extending probationary periods;
Changes that will negatively affect overtime;
And more…

Our future Negotiation dates are scheduled for December 9th, January 14th and January 29th. Stay tuned for more details after our session on December 9th.

In Solidarity!

Your Negotiation Team, Local Unit Officers and WSNA Nurse Rep, Terri Williams, MS, RN (twilliams@wsna.org)

Your Negotiations Team met with Management for their third and fourth sessions on November 4th and 5th. We have reached a tentative agreement on a couple of issues but are having slow movement on the major issues, including: PTO and EIB; new probationary periods that will include long term employees; and negative changes to overtime. Management has stated they intend to bring an economic proposal to the table at the next session.

We have only one additional Negotiation session scheduled which will take place on Friday, November 20, 2015. We are working with Management to set future dates. Stay tuned for another update after our session on the 20th.

In Solidarity!

Your Negotiations Team:
Sue Dunlap, RN (sadunlap1963@gmail.com)
Terry Jorgenson, RN (teamjorg@frontier.com)
Beth Selander, RN (beth.selander@comcast.net)
Becky Brandt, RN (rnauntb.becky@yahoo.com)
Cindy Collette, BSN, RN (cdclltt4@yahoo.com)
Clarise Mahler, RN (hapilark@gmail.com)
Theresa Blazer, RN (tmblazer@hotmail.com)
Linda Larsen, RN (lindabike@comcast.net)
Sheila Page, RN (sheilapagejm@comcast.net)
Lexi Overa, RN (lexi.rn@hotmail.com)
Lisa Traynor (62hummingbird@gmail.com)
Merry Doty, RN (mkandcomp@hotmail.com)
Aurea Herman, RN (aureaherman@gmail.com)
Charlotte Hingle, RN (marinabeckham13@gmail.com)
And….
Terri Williams, MS, RN; WSNA Nurse Rep (twilliams@wsna.org)

Your Negotiations Team met with Management yesterday for their second session of Negotiations. As our first update stated, WSNA had presented our proposal and Management had committed to issuing their proposal at Tuesday’s meeting – which they did. There are lots of issues in play and management has come to the table with some serious take-aways including:

• Changing your Vacation & Sick Leave to Paid Time Off (PTO) and EIB (Extended Illness Bank)
• New probationary periods - even for long term employees
• Negative changes to overtime
• And more…

Our next two Negotiation sessions are scheduled for November 4th and 5th. Stay tuned for another update after those sessions!

In Solidarity! Your Negotiations Team:

Terry Jorgenson, RN (teamjorg@frontier.com)
Beth Selander, RN (beth.selander@comcast.net)
Becky Brandt, RN (rnauntb.becky@yahoo.com)
Cindy Collette, BSN, RN (cdclltt4@yahoo.com)
Clarise Mahler, RN (hapilark@gmail.com)
Theresa Blazer, RN (tmblazer@hotmail.com)
Linda Larsen, RN (lindabike@comcast.net)
Sheila Page, RN (sheilapagejm@comcast.net)
Lexi Overa, RN (lexi.rn@hotmail.com)
Lisa Traynor (62hummingbird@gmail.com)
Merry Doty, RN (mkandcomp@hotmail.com)
Aurea Herman, RN (aureaherman@gmail.com)
Charlotte Hingle, RN (marinabeckham13@gmail.com)

And….
Terri Williams, MS, RN; WSNA Nurse Rep (twilliams@wsna.org)
Mike Sanderson, WSNA Legal Counsel

On Monday, October 12, 2015, your Local Unit Officers, WSNA Nurse Rep and WSNA Attorney met with Management and their Attorney to begin the Negotiations process for a new Collective Bargaining Agreement.

Our team presented them with our proposal. Management has committed to giving us a response at our next meeting on October 20, 2015. Stay tuned for updates after that session.

Many thanks to your Officers and co-workers who have volunteered to serve on the Negotiations Team!

In Solidarity!

Your Team:
Terry Jorgenson, RN (teamjorg@frontier.com); Sue Dunlap, RN (sadunlap1983@gmail.com); Aurea Herman, RN (aureaherman@gmail.com); Becky Brandt, RN (rnauntb.becky@yahoo.com); Beth Selander, RN (beth.selander@comcast.net); Charlotte Hingle, RN (marianbeckham13@gmail.com); Cindy Collette, BSN, RN (cdclltt4@yahoo.com); Clarise Mahler, RN (hapilark@gmail.com); Lexi Overa, RN (lexi.rn@hotmail.com); Linda Larsen, RN (lindabike@comcast.net); Lisa Traynor, RN (62hummingbird@gmail.com); Merry Doty, RN (mkandcomp@hotmail.com); Sheila Page, RN (sheilapagejm@comcast.net); Theresa Blazer, RN (tmblazer@hotmail.com).

Terri Williams, MS, RN; WSNA Nurse Rep (twilliams@wsna.org)
Mike Sanderson, WSNA Legal Counsel

September 2015 Newsletter

YOUR VOICE HAS BEEN HEARD!

Your Local Unit Officers and WSNA Nurse Rep Terri Williams have been contacted by many nurses regarding the excessive amount of texts and robo-calls they have been receiving regarding working extra shifts. This issue was taken to the Conference Committee last week.

You can opt-out of the Everbridge Staffing List by emailing the Department Staffing Office and ask to be taken off the list. You will no longer receive Everbridges for staffing but will remain on the system for all other hospital emergency messages.

If you have any other concerns, contact one of your Local Unit Officers:
Terry Jorgenson, RN – Chair teamjorg@frontier.com
Cindy Collette, BSN, RN – Secretary/Treasurer cdclltt4@yahoo.com
Sue Dunlap, RN – Grievance Officer sadunlap1963@gmail.com
Gerrianne Nicholls, RN – Grievance Officer gvnicholls@comcast.com
Aurea Herman, RN – Grievance Officer aureaherman@gmail.com
Susan Burnham, RN – Grievance Officer

Terri Williams, MS, RN, WSNA Nurse Rep twilliams@wsna.org - 206-575-7979 x. 3058

After more than 6 years of representing the wonderful WSNA nursing staff at Evergreen, I am stepping into a new role at WSNA as the Nursing Practice and Policy Specialist. Please watch for further updates about this new role in the Washington Nurse. Terri Williams will be assuming the role of your Nurse Representative. Terri has previously been with WSNA for 3 years as a Nurse Representative. I’d like to extend a big thank you to your officers, unit reps and committee members for their hard work in helping me to represent you at your facility. I know that together with Terri, they will continue to do a great job representing you. As always, WSNA is your resource for any questions related to your contract as well as any topic covered under wages, hours and working conditions.

Sincerely, Sara Frey sfrey@wsna.org (206) 575-7979 ext. 3039

Contact information for Terri Williams: twilliams@wsna.org (206) 575-7979, ext. 3058