Nurses: A Voice to Lead #


May 6 6 – 10 a.m
LOCATION: From Goethals, R into EMS entrance, immediate R
Catering by Nena
European Desserts & Appetizers


May 10 5:30 – 6:30 p.m. or 7:30 – 8:30 p.m.
May 12 5:30 – 6:30 p.m. or 7:30 – 8:30 p.m.

Contact your WSNA Nurse Repre­sen­ta­tive if you need the link.


  • The Contract
  • ADOs
  • Griev­ances
  • Nomina­tions for new Officers
  • Officer training
  • Action planning
  • Future Meetings
  • Open questions

Missed Breaks/​Mandatory OT #

With your support, WSNA has been successful in strength­ening the laws in Washington State around manda­tory overtime, manda­tory call, and missed breaks in recent years. It is impor­tant that you get your breaks, report manda­tory overtime and manda­tory call that isn’t truly emergent! Please document missed breaks and report manda­tory OT and missed breaks on an ADO form.

Here are the breaks you are entitled to under the WSNA contract:

5.1 Workday. A standard workday shall consist of eight (8), ten (10), or twelve (12) hours work to be completed within eight and one-half (8½), ten and one-half (10½), or twelve and one-half (12½) consec­u­tive hours, respec­tively, with a thirty (30) minute meal period on the nurse’s own time if the nurse is relieved of duties during this period. If the nurse is not relieved of duties or may not leave the unit for the meal period, this shall be paid time. Nurses working eight (8) or ten (10) hour workdays shall receive two (2) fifteen (15) minute rest breaks spaced appro­pri­ately apart. Nurses working twelve (12) hour shifts shall receive three (3) fifteen (15) minute breaks spaced appro­pri­ately apart.

5.2 Rest and Meal Periods. Rest periods of fifteen (15) minutes for each four (4) hour work period shall be provided. A period of thirty (30) minutes within each shift shall be provided for a meal period or other functions at the discre­tion of the nurse. The Employer shall also provide restrooms, lockers and atten­dant facil­i­ties and shall provide adequate facil­i­ties for meal breaks. When neces­si­tated by the workload, nurses may take the first rest period in conjunc­tion with meal periods. A private and secure space which can be used for lacta­tion shall be provided in multiple locations.

Go to https://​secure​.lni​.wa​.gov/​w​a​g​e​c​o​mplaint/#/ to file a complaint or to find out more about filing a complaint with the Washington State Depart­ment of Labor and Industries.

ADO Form/​Online Staffing Complaint form – Use it! #

This online staffing complaint/​ADO form was devel­oped by a coali­tion that included WSNA, other unions and WSHA repre­sen­ta­tives. Completing the form serves many purposes, including data tracking, bring issues to light, supportive documen­ta­tion, and discus­sion tool to make things better. It is not punitive. ALL STAFFING PLANS MUST BE POSTED ON UNIT
This form is to be completed for issues including but not limited to:

  • The unit is not staffed according to its staffing plan or if mid-shift staffing adjust­ments are inadequate.
  • Missed breaks or earned time denied
  • Equip­ment issues
  • Workplace safety concerns
  • Concerns with working conditions
  • System Failures

If you have reason to complete this form, you first should speak with your manager or charge nurse for that shift in order to try to resolve the concern as quickly as possible. They should escalate in real time if they cannot fully address your concerns. When you complete the online form, you are encour­aged to include your manager’s name and email.

After you complete the form a copy of the submitted form immedi­ately goes to you, the WSNA chair and co-chair, WSNA Rep, staffing committee co-chairs, and your manager, provided you have entered his or her email. The Nurse Staffing Committee will review the complaint at their next meeting if it is a staffing concern. The Nurse Confer­ence Committee will review the complaint at their next meeting if it is of other concern.

Find the staffing complaint form at wsna​.org/ado.

Your Weingarten Rights #

Under the Supreme Court’s Weingarten decision, when an inves­ti­ga­tory inter­view occurs, the following rules apply:

  • Rule One: The employee must make a clear request for union repre­sen­ta­tion before or during the inter­view. The employee cannot be punished for making the request.
  • Rule Two: After the employee makes the request, the employer must choose among three options. The employer must either:
    • Grant the request and delay questioning until the union repre­sen­ta­tive arrives and has a chance to consult privately with the employee.
    • Deny the request and end the inter­view immediately.
    • Give the employee a choice of either having the inter­view without repre­sen­ta­tion or end the interview.
  • Rule Three: If the employer denies the request for union repre­sen­ta­tion and continues to ask questions, it commits an unfair labor practice and the employee has the right to refuse to answer. The employer may not disci­pline the employee for such a refusal.

What to do if you are called into a meeting?
First ask: What is the purpose of this meeting?” Then make the following state­ment: If this meeting could in any way lead to my being disci­plined or termi­nated, or affect my working condi­tions, I respect­fully request that my union repre­sen­ta­tive be present at this meeting. Without repre­sen­ta­tion present, I choose not to partic­i­pate in this discus­sion I under­stand that there are many of you that may be afraid to make this bold state­ment to your manager; but these are your rights. If you have a gut feeling that the meeting you are going to attend seems unusual, please go with your gut feeling. Give one of your officers or the WSNA Rep a call and let’s talk.

Thank you for being a WSNA Member!