We began the morning planning member actions for upcoming sessions and launched a new Workplace Violence Survey. You should have received a text with the survey link QR codes will also be posted on units soon.
Your stories will be essential in proving that violence is not “part of the job.”

At midday, management presented their latest counterproposals.
We reached one tentative agreement (TA) on minor language improvements (including gender-neutral terms), but no substantive progress was made on key issues.
Management once again rejected proposals for:

• Dedicated Break RNs
• Enhanced Security Requirements
• Virtual RN language

💰 Economics

Wages and Advancement
Management again rejected our proposal to move to Anniversary-Date Step Advancement, but for the first time, they acknowledged interest in exploring how such a system could work and committed to analyzing its economic impact.
This is a positive sign  and we’ll continue pressing to modernize this outdated system that hurts retention and recruitment.

We did not respond at this session to management’s inadequate wage and differential proposals; those counter-responses will come in upcoming sessions.

⚠️ Cautious Progress

Tentative Agreements (TAs):

• Language allowing Unit Workgroups to define return-to-work timeframes

While this represents some movement, our priority issues remain unresolved.

⚠️ Our Priority Issues

🛡 Workplace Violence Protections
Our proposed LOU for enhanced security presence and weapons detection was rejected again.
Management claims to have spent “half a million dollars” on security improvements in recent years.
We acknowledge those efforts — but reactive spending isn’t enough.
We need proactive measures to prevent injuries and protect staff, not just reduce liability after incidents occur.

⏱ Meal and Rest Breaks

Management again rejected our Break RN proposal, insisting that “break buddies” are sufficient.
We pushed back, explaining that “break buddy” coverage doubles patient loads and fails to meet the staffing-law requirement to maintain safe staffing by census.

When asked to explain how a “team model” makes doubling patient loads safe, management stated that nurses “work as a team” and “respond to patient needs together.”
We asked the obvious question:

If we’re a team at all times, why does that change at break time and how can a nurse safely cover another’s full assignment while maintaining their own?

That question remains unanswered.

💬 Key Takeaways from Day 4

We are encouraged to see a possible pathway toward fixing the step advancement process, but our other priorities Break RNs, Workplace Violence Protections, and Economic Equity still demand sustained pressure.

Your stories and collective actions are what make progress possible.
Keep speaking up, keep sharing your experiences, and keep standing together.

In upcoming sessions, we’ll deliver a strong response to management’s inadequate wage proposal and continue fighting for a contract that protects nurses and patients alike.

The fight does not end here, it strengthens with every bargaining session, every hallway conversation, and every show of solidarity. Together, we will hold the line until we win a fair contract that respects our work and our community.

This is YOUR contract, and we need YOU!

Call to Action

• Complete the Workplace Violence Survey and share your stories! Take the survey now!
• Join the Local Unit Meeting October 15 at 530pm – 630pm & 745pm – 845pm in Conference Room Columbia 1/2 (virtual link)
• Wear your blue WSNA T-shirts every Wednesday to show management that you stand behind the negotiating team.  (If you need a blue T-shirt reach out to WSNA Organizer Ryan Rosenkranz (rrosenkranz@wsna.org)
• The negotiation team will be dropping off poster boards in break rooms with the comments from the break survey. These can be added with stories/comments or designs by unit staff. These will be displayed during a future contract negotiation.

 Staying Informed

• Stay informed - Read all WSNA communications and status updates from the Employer
• Engage and Participate – Watch for important updates on how to support your Bargaining Team and fight for a Fair Contract
• Let your Bargaining Team know if you wish to be an Observer during negotiations. Upcoming dates: October 23, 24, 27, 28
• Follow on social media platforms:
  • Facebook: www.facebook.com/kadlecrns
  • Instagram: @wsna_kadlec
• Make sure you check out your WSNA webpage: Kadlec Regional Medical Center - WSNA

In solidarity, Your WSNA Bargaining Team
Meri Bukovisnky- CDU, WSNA Chair
Crystal Rivera- ED, Member at Large
Milari Romero- ICU, Member at Large
Franklin Alvarez- 7RP
Andrew Blake- Cath Lab
Kelsi Duncan- NICU
Deborah Langston- PACU, Grievance officer
Anita Dennis- PACU, Grievance officer
Jamie White- 9RP, Secretary/Treasurer

Questions? Contact your Bargaining Team Members or WSNA Nurse Representative Jennifer Jackson jjackson@wsna.org