Yes, that is a real quote.

Yesterday, 12/19/2025, your bargaining team met with management for session six of contract negotiations. This was the final bargaining session currently scheduled before our contract expires on 12/31. We entered the day hopeful that management would finally close the gap on the issues that matter most to NICU nurses. Instead, management made it clear they are unwilling to move on core priorities, including removing CANMs from the charge role, reinserting ratios into our contract, and securing meaningful protections for NICU staffing plans through the Hospital Staffing Committee.

We are actively working to secure additional bargaining dates before expiration. As of now, the next scheduled session is January 7. We will also hold another Rosie’s Round Up on 12/21 at 2000. Keep reading for a breakdown of what happened at the table.

Let’s Start With Some Good News

Our Case Managers have officially joined our union.

Our Case Managers voted unanimously to enter our bargaining unit and stand with us in the fight for safe working conditions and fair wages. We are excited to welcome our new members to the Union. Every RN who joins our unit strengthens our collective power. We look forward to bargaining Case Manager language into our contract thoughtfully and intentionally. We recognize that the Case Manager role is distinct from the NICU RN role, and we will ensure that both are addressed clearly and appropriately in contract language.

Now the Hard Truth

We did not reach a contract agreement. More concerning, this session made clear just how far apart we remain on our highest-priority issues. While we have made progress on some minor items, management has refused to move meaningfully on the following:

• Ratios
• Staffing Committee safeguards
• The use of CANMs to replace union charge nurses
• Per diem work requirements
• Wages

Management reinforced its position on staffing with a series of statements that raise serious concerns for NICU nurses. Below is why each issue matters.

Ratios

We had ratios when we were part of the Tacoma General bargaining unit. We lost them when our ability to use powerful collective tools was restricted. We want them back.

The evidence is overwhelming. Ratios save lives, reduce harm to patients and nurses, and save health systems money. Nursing is an evidence-based profession. We apply that standard to CAUTIs, CLABSIs, and hand hygiene, and we should apply it to staffing as well.

Hospital Staffing Committee Protections

Ratios and strong Hospital Staffing Committee protections go hand in hand. The quote at the top of this update makes management’s position clear. They view our current staffing plan as more than the minimum and have openly discussed reducing staffing in the future.

Management has repeatedly told us that staffing plans are “just a minimum” and that they would exceed them if needed. Experience tells us otherwise. Management consistently aims for the minimum, not more.

Under the current structure, management could change the NICU staffing plan through a vote where all management members vote together and a single staff member, including a non-RN, votes with them. If that happens, nurses would have no enforceable way to restore current staffing levels. That is unacceptable. We need and demand real Hospital Staffing Committee protections.

CANMs in the Charge Role

We respect our CANMs. That does not change the fact that MultiCare has systematically removed union work by assigning CANMs to charge roles.

This practice strips union nurses of hours, premiums, and professional development opportunities. It also removes the most experienced NICU RNs from a leadership role where their expertise directly benefits babies and families. Charge nurse work belongs with union nurses, every shift, every time.

Wages

Management’s most recent proposal offered 6.5 percent in year one, with an additional 2 percent for base through step two. This would place the beginning steps and steps 14 and above pennies ahead of St. Joe’s in year one. By year two, every step would fall behind. By year three, we would likely lag significantly depending on St. Joe’s next contract.

We reject the idea that being pennies ahead for one year is competitive, especially when management refuses to provide the staffing protections, charge nurse language, and Hospital Staffing Committee safeguards that nurses at St. Joe’s already have.

What Comes Next

This bargaining session made one thing clear. Escalation is necessary.

It is critical that every nurse signs the picket pledge and stays engaged with your bargaining team. If a picket date is announced, clear your schedule and show up. Bring your friends and family. We must show MultiCare the strength and solidarity behind NICU nurses.

Our next confirmed bargaining date is Wednesday, 1/7. We have also requested additional virtual bargaining time before Christmas to continue pushing for progress.

A Very Special Rosie’s Round Up

Sunday, 12/21, and Tuesday, 12/30
8:00 PM

Join us to talk, plan, and hear directly from your bargaining team.
Link: https://tinyurl.com/WSNARRNICU

Instagram: https://www.instagram.com/wsna_mbnicu/
Local Unit Home Page: https://www.wsna.org/union/multicare-mary-bridge-childrens-neonatal-intensive-care-unit
Contact a Nurse Rep: jrichardson@wsna.org

Wear your WSNA blue on every shift and help welcome our Case Manager colleagues into the Union. Together, we are stronger, and together, we will win the contract NICU nurses deserve.

In solidarity,
Your bargaining team
Crystal Anderson
Randi Neff
Michele Christianson
Rosie Robertson
Erin Pearson
Cameron Warriner

Questions? Contact WSNA Nurse Representative Jared Richardson, jrichardson@wsna.org.