We are relieved that the patient census appears to have stabilized and that nurses are finally getting a much-needed break from the intensity of the past six months.

The work of our Union never stops, and we continue to hold MultiCare accountable for following the contract. Keep reading to learn how to complete the holiday low census preference survey, receive updates on current grievances, and find out what is happening in the Hospital Staffing Committee.

Holiday Low Census Preference Survey

One of the growing pains of establishing a separate NICU contract has been examining past practices that may not align with the contract. This includes the holiday low census lottery. Our contract clearly defines the low census process and does not establish a different process for holidays.

At the same time, we want to ensure that nurses are represented fairly and that our contract works in the best interests of the entire bargaining unit. We raised the holiday low census process at Conference Committee and discussed the possibility of negotiating a memorandum of understanding (MOU) that would establish a different process for low census on contractual holidays.

We have also heard concerns from many nurses who are frustrated with the lottery system and believe it disproportionately affects night shift nurses.

We created a short survey to determine how most nurses would prefer to address holiday low census. This survey is not a vote to change the contract. The results will help guide the local unit officers as they consider what a potential MOU should include.

Any change would require negotiations with MultiCare, and the employer is not obligated to agree to an MOU. If WSNA and MultiCare reach a tentative agreement, all WSNA members in the bargaining unit would have an opportunity to vote on whether to approve or reject it.

Please complete the survey using the link below. The survey will close on September 25, 2026.

Take the survey now!

Grievance Updates

On August 28, we met with CNE Lori Chudnofsky for a grievance hearing regarding the two-hour minimum payment for mandatory education under Article 6.8 of the contract. The grievance involves NIRS training.

We explained that this training is exactly the type of situation the bargaining team discussed when negotiating this language. All nurses who attended the training should receive a minimum of two hours of paid time.

The employer’s response is due September 25, 2026. We will provide an update after we receive it.

We also have several grievances scheduled for hearings in the coming weeks. These include grievances regarding the employer’s failure to increase education funds to $750 and its use of performance improvement plans without allowing nurses to have Union representation. We will share updates as these grievances move through the process.

Hospital Staffing Committee Updates

The Hospital Staffing Committee met on Thursday, September 3, for its regular monthly meeting. The committee reviewed several Assignment Despite Objection forms (ADOs). Most were classified as unresolved, which allows WSNA to refer them to the Washington State Department of Health for further investigation.

While we are grateful that the census has dropped dramatically, the current relief from the staffing crisis is the result of lower patient census, not meaningful action by management. If the census doubled again tomorrow, MultiCare would be no better prepared to provide adequate staffing than it was two weeks ago.

We will continue holding MultiCare accountable for its failure to provide adequate staffing during the past six months.

We are also beginning the process of reviewing and voting on the NICU’s 2027 staffing plan. Changes secured in our most recent contract require approval from the NICU nurse members of the staffing committee before a proposed plan can move forward to the full Hospital Staffing Committee. This prevents management from unilaterally advancing a staffing plan, as it did last year.

Our priorities for the 2027 staffing plan include:

• Providing enough staff for nurses to receive uninterrupted meal and rest breaks without relying on break buddies
• Properly accounting for patient acuity when determining staffing needs

Please continue submitting ADOs whenever staffing levels are inappropriate or the staffing plan is not followed. These reports create a written record, strengthen our enforcement efforts, and have already been incredibly valuable.

Labor Day: Honoring the Power of Working People

As we head into Labor Day weekend, we remember that the rights and protections we have today were not given freely. Working people organized, stood together, and fought for them.

Our wages, benefits, workplace protections, and collective voice exist because generations of workers understood a simple truth: We are strongest when we act together.

Many nurses will spend Labor Day caring for patients instead of celebrating with family and friends. Whether you are working at the bedside or enjoying a well-earned day off, we hope you take pride in being part of that continuing labor movement.

Thank you for standing with your coworkers, speaking up, submitting ADOs, enforcing our contract, and building a stronger Union. The work continues because solidarity works.

In solidarity,
Crystal Anderson, Chair
Lauren Johnson, Co-Chair
Nicole Blackwell, Secretary/Treasurer
Randi Neff, Membership Officer

Questions or concerns, contact Jared at JRichardson@WSNA.org.