Your WSNA negotiating team met October 23 and 24 for the fifth and sixth day of bargaining.

Over these two days, your WSNA bargaining team met with management several times, exchanging proposals and counterproposals. While we acknowledge that some incremental progress has been made, we remain deeply concerned by management’s continued unwillingness to engage in meaningful discussions on the issues that matter most to nurses.

After six full bargaining sessions, we are not yet encouraged that resolution will be timely, collaborative, or guided by the needs and experiences of staff. Too often, management’s responses reference only the “potential” financial impacts to the organization while disregarding the very real, immediate impacts nurses face every day: staffing shortages, missed breaks, unsafe workloads, and financial strain from years of stagnant wages.

This WSNA Negotiation team remains committed to fighting for a fair agreement that values the nurses who make Kadlec strong.

⚠️ Cautious Progress

Tentative Agreements (TAs): We have had some agreements on clarifying language and slight improvements, but we have had no significant movement on our priorities.

• Language allowing Unit Workgroups to define return-to-work timeframes
• Added language to prevent personal leaves not being “unreasonably” denied
• Added “Great” grandparent and grandchildren under bereavement leave to prevent denial
• Per diem commitments will be a subject for discussion under the unit “workgroup on scheduling” language

⚠️ Our Priority Issues

Wages and Advancement

On Thursday, WSNA presented our updated wage proposal and maintained our position that grade advancement must occur by anniversary date rather than through accumulated hours. This ensures that nurses move through the wage scale based on their experience and commitment not the number of hours that are not fully representative of experience or ability.

On Friday, management responded with a counterproposal offering: A total of just 7% over three years.

• 2.5% increase at ratification
• 2.25% increases in each of the following two years

After announcing reductions to retirement benefits, Providence’s response shows a clear pattern: they’re asking you to give more while taking more. Their offer does little to keep pace with inflation, the rising cost of living, or the growing demands placed on bedside nurses.

Providence likes to talk about “easing your way” but cutting into retirement and offering below-market raises doesn’t ease the burden on caregivers; it deepens it. Nurses are the foundation of this hospital, and we deserve wages and benefits that reflect our skill, dedication, and the realities of the work we do every day.

🛡 Workplace Violence Protections

WSNA again presented our proposal for enhanced security measures, including the installation of a weapons detection system at facility entry points. Unfortunately, management once again denied the proposal in full and failed to provide any meaningful counteroffer.

Their only response was to suggest that the recent incident in which an individual brought a multi-foot sword into the hospital would not have been prevented by such a system, also stating:

“It’s not like he was brandishing the weapon.”

This response is deeply concerning. Rather than acknowledging the serious vulnerabilities in facility security, management continues to minimize both the incident and the very real fear experienced by staff when weapons are able to enter a healthcare environment unchecked.

Healthcare facilities are inherently high-stress and emotionally charged settings. The data is clear: healthcare workers are five times more likely to experience workplace violence than employees in any other industry. This risk is not hypothetical it is daily reality for nurses and other caregivers who deserve to feel safe while performing their duties.

Our proposal for a weapons detection system is not about optics it is about prevention, safety, and reassurance for staff and patients alike. WSNA will continue to advocate for concrete security improvements, not dismissive explanations, until nurses have the protections they need and deserve.

⏱ Meal and Rest Breaks

WSNA continues to stand firm on our proposal to establish dedicated Break RN positions to ensure nurses can take their legally required rest and meal periods without compromising patient care or relying on unsafe “buddy” systems.

In response, management presented a counterproposal that completely removed all of our language establishing a defined break relief process. Instead, they offered a single sentence stating that Kadlec would provide missed rest and meal break data broken down by unit to the Staffing Committee.

If management already tracks this data, why hasn’t it been shared before now?
And if the Staffing Committee is truly the venue where break coverage solutions are supposed to be developed, why has management blocked any discussion for any break coverage except the break-buddy model that nurses continue to report as ineffective and unsafe?

Providing data without action is not a solution. Nurses need a real, consistent process that guarantees break coverage and compliance with the law not another spreadsheet showing how often the system fails.

💬 Key Takeaways from Day 5-6

WSNA will continue to push for a safe working environment, a break system that achieves properly staffed planned uninterrupted breaks and competitive wages with meaningful economic recognition for the nurses who keep Kadlec running.

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.

⚠️ Recent and Upcoming Actions

Local Unit Meeting completed 10/15/2025

If you were not able to attend you can review the PowerPoint slides under the “Featured files” on the Kadlec WSNA landing page.

Negotiation Observers and Speakers about Breaks.

If you want to come and show your support as we talk to management about the difficulties nurses are experiencing taking breaks in this facility or are willing to share your own story please reach out to our Organizer Ryan Rosenkranz rrosenkranz@wsna.org

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!
• 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)

 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 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