41 Days

Yesterday your bargaining team met with management for day four of negotiations, and one number was on our mind: 41. That is how many days remain until December 31, when our contract expires. We went into day four with clear eyes and a strong sense of purpose, ready to do the work it will take to win the fair contract NICU nurses deserve.

MultiCare’s lead negotiator was ill, so we had to end the joint session earlier than planned. As nurses we understand illness, and we wish them a quick recovery. Before we broke, we received the employer’s full economic counterproposal and several non-economic counters. We also passed multiple counterproposals of our own and then used the rest of the day to map out our strategy for the weeks ahead.

Employer Economic Proposals

The employer responded to our wage proposal, which would make us competitive with hospitals like St. Joe’s and Auburn Medical Center, with an offer that would leave Mary Bridge NICU RNs several dollars behind those facilities.

They proposed across-the-board wage increases of 5 percent in year one and 2 percent in years two and three. That structure does not close the gap between the bottom and top of the wage scale. Our hybrid wage proposal, which combines a percentage increase with a flat dollar amount, spreads raises more fairly across all 25 steps and better addresses recruitment and retention.

The employer also rejected most of our proposals to increase premiums and differentials. They countered charge pay at $3.50, which is ironic given that they continue to reject our proposal that charge nurses remain WSNA bargaining unit members.

We recognize that this is MultiCare’s first economic proposal and we expect to see movement. However, they need to understand the true value of NICU nurses and pay accordingly. We want a contract that recruits and retains nurses and makes the NICU a place where you can build a full career.

Employer Non-Economic Proposals

The employer made some movement on the definition of per diem nurses. They agreed to remove language that would have allowed termination if a per diem nurse missed three consecutive scheduled days. They also changed the weekend shift requirement from one per month to one per six weeks, which aligns with current scheduling practices on the unit.

They agreed to increase continuing education pay to $750 per calendar year, prorated by FTE. They declined our proposal to treat per diem nurses as a 0.2 FTE for the purposes of that benefit.

We reached agreement on language that protects your right to participate in non-WSNA collective actions, such as community pickets, on your own time without fear of discipline.

We also reached agreement on aspirational staffing language. The employer will make good faith efforts to staff in a way that allows nurses to take breaks, use PTO, and avoid assigning patients to charge nurses. While this language does not force specific staffing levels, it gives us leverage if poor practices become routine.

At the same time, the employer rejected many important proposals, including:

• Having bargaining unit nurses serve as charge nurses instead of CANMs
• Ensuring experience parity for international nurses
• Establishing a racial justice committee
• Ensuring LPN experience parity
• Increasing the required posting time for open positions
• Defining the NICU support RN role
• Increasing severance pay
• Expanding bereavement leave to include more family members
• Strengthening protections for WSNA members in the Hospital Staffing Committee

We see serious contract improvements that still need to be made, and we will continue to press for them.

Our Counterproposals

Even with a shortened session, your bargaining team came prepared and moved quickly. We passed several non-economic counterproposals, including:

• Adding Lactation Consultants to the recognition article so Lactation Nurses are explicitly recognized as WSNA members in the contract
• A “mini package” that aligns notice requirements for resignation and layoff recall, with the employer choosing whether both are set at two weeks or both at three weeks
• Language clarifying that break buddies are not the primary practice for providing break relief

We continue to build a comprehensive package that improves your working conditions, strengthens your rights, and respects your professionalism.

What Comes Next

We have three negotiation dates scheduled in December:

• December 3
• December 10
• December 18

We need visible, vocal support from the unit as we move into these final weeks. When nurses stand together, we bargain from a position of strength.

If you would like to come and observe negotiations in person, please email WSNA Organizer Sam at SScholl@WSNA.org. Seeing nurses in the room reminds MultiCare that they are not negotiating with a small team at a table. They are negotiating with the entire NICU.

Forty-one days is not a long time, but it is enough time to win a better contract if we stay united, stay informed, and stand up together. Your bargaining team is committed to fighting for the contract you deserve. We need you with us, every step of the way.

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.