Meri Bukovinsky
CDU
208-739-3439
Meri Bukovinsky
CDU
208-739-3439
Jamie Woodall
FSED
(509) 572-1091
Jamie White
9RP
509-619-8085
Anita R. Dennis
PAU
(509) 781-3011
Deborah Langston
PAU
Jessica Cardenas
4RP
Crystal Rivera
ED
206-919-4388
Milari Romero
509-987-7352
Posted Oct 13, 2025
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:
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This is a positive sign and we’ll continue pressing to modernize this outdated system that hurts retention and recruitment.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.
Tentative Agreements (TAs):
While this represents some movement, our priority issues remain unresolved.
🛡 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.
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.
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!
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
Oct 10, 2025
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Apr 25, 2025
Save the date for the 2026 WSNA Union Leadership Conference.
If you find yourself in a situation that you believe creates unsafe conditions for patients or for you, you should complete a Staffing Complaint / ADO Form as soon as possible.
By completing the form, you will help make the problem known to management, creating an opportunity for the problem to be addressed. Additionally, you will be documenting the facts, which may be helpful to you later if there is a negative outcome.
WSNA also uses your ADO forms to track the problems occurring in your facility. When you and your coworkers take the important step of filling out an ADO form, you are helping to identify whether there is a pattern of unsafe conditions for you or your patients at your facilities. This information is used by your conference committee, staffing committee, and WSNA labor staff to improve your working conditions.
As a union member, you have the right to have a representative present in any meetings with management that could potentially lead to disciplinary action against you.
If called into a meeting with management, read the following to management when the meeting begins:
If this discussion could in any way lead to my being disciplined or terminated, I respectfully request that my union representative be present at this meeting. Without representation present, I choose not to participate in this discussion.
Find out more about this crucial right and how to exercise it to ensure your fair treatment and protection.
Enhance your professional competency with WSNA's free online courses.
Earn CNE contact hours through topics like Cultural Humility, Telehealth Assessment, Workplace Violence Prevention, and more. Convenient and self-paced, our courses provide practical knowledge for your daily work. Expand your skills and stay up-to-date with the latest nursing practices.