Post Negotiations Updates
Posted Feb 24, 2026
It has been just over two weeks since we ratified our new contract. Since then, we have received many thoughtful questions and want to provide clear updates. Thank you to everyone who voted and to every nurse who continues to advocate for making the NICU a safe, strong, and sustainable place to work.
This contract was won through collective action. Now we turn to implementation and enforcement.
LPN/International RN Step Review
Management sent the step review request form to your work email last week. If you believe your prior LPN experience or international RN experience qualifies you for a step increase, you must complete the form by 3/23/2026.
After management receives the forms, they will notify you if additional documentation is needed. You will then have 30 days to submit the requested information. Approved resteps will take effect on 8/9/2026.
If you believe you qualify, submit the form. This language was negotiated to recognize your experience.
New Per Diem Scheduling Requirements
The changes to per diem scheduling requirements are now in effect. We have received many questions about how these changes will work as new schedules are created.
The Union’s role is to negotiate and enforce the contract. Management is responsible for operationalizing the contract. If you have questions about how scheduling will be implemented, please contact your scheduler directly.
The contract language is below:
5.10 Per Diem Nurse. A staff nurse who has completed the probationary period and who are subject to following availability requirements:
Per diem staff is required to work a minimum of 36 hours in a six (6) week period, including one (1) MHS recognized holiday per year.
One of the shifts each six-week period must be a weekend shift or a shift mutually agreeable between the employee and management based on department need. Weekend shift is defined in article 10.11.
Per diem staff that do not meet the required schedule may be terminated.
Per diem staff will follow unit scheduling guidelines.
Regularly scheduled staff may request per diem staff to cover one of their scheduled shifts, but only if the agreement does not result in premium or overtime pay, and only with approval of management.
If you believe the language is not being followed, contact us immediately so we can enforce the contract.
Pyramiding and Incentive Pay Plan
We have received substantial communication about the changes to the Incentive Pay Plan. The new contract includes the following language in the IPP MOU:
“The Employer will identify the incentive pay amount when communicating to Nurses that a shift is designated for incentive pay. The incentive pay amount will be offered as a flat dollar amount or an hourly rate (e.g. $200 or $20/hour).”
This language addresses the employer’s prior practice of offering 1.5x incentive pay and then relying on no pyramiding language to avoid paying any true additional incentive.
Understanding Pyramiding
No pyramiding or duplication of overtime is covered under an MOU in the contract.
Under most circumstances, nurses who receive a 1.5x premium such as incentive pay or daily overtime are not eligible to receive additional overtime pay until they have worked more hours over 40 hours in a work week than they worked while receiving 1.5x pay.
Under no circumstance can a nurse stack multiplicative premiums such as 1.5x or 2x. A nurse cannot receive 1.5x pay on top of 1.5x pay.
Examples When 1.5x Incentive Is Offered
- A 0.9 FTE nurse who picks up a shift would not receive additional pay if Article 8.7 scheduled day off already provides 1.5x pay, because multiplicative pay cannot be stacked.
- If a nurse picks up another shift in the same week, they would not receive additional 1.5x pay until they have worked more hours over 40 than they worked under 1.5x pay.
- A nurse who agrees to stay late for a 1.5x incentive would not receive additional pay if daily overtime already applies.
When incentive pay is offered as a flat dollar amount, either hourly or total, pyramiding language is not triggered, and the nurse receives the full incentive.
We have heard reports that management claims they cannot offer more than $20 per hour because of the union contract. That is not accurate. The contract requires incentive pay to be expressed as a dollar amount. It does not cap the amount. Management determines the incentive offered.
We will continue pressing the employer to increase incentives, so they will meaningfully address staffing needs. We need your continued documentation through ADOs to demonstrate where staffing falls short of the state-submitted staffing plan.
PTO Donations for the Bargaining Team
We are accepting PTO donations for the bargaining team through 3/6/2026. The team used dozens of hours of PTO to secure this contract for all of us.
If you are able to donate even one hour, it helps recognize the time and sacrifice that went into achieving these gains.
You can complete a donation form by using the link below.
Turn in completed PTO donation forms to a bargaining team member or email them to Jared at JRichardson@WSNA.org.
This contract is only as strong as our willingness to enforce it. Continue asking questions. Continue documenting unsafe conditions. Continue standing together.
That is how we protect what we won.
In solidarity,
Your bargaining team
Crystal Anderson
Randi Neff
Michele Christianson
Rosie Robertson
Erin Pearson
Cameron Warriner
Questions? Contact one of your officers, or Nurse Rep Jared Richardson, jrichardson@wsna.org.