Sara Frey, JD, BSN, RN Send email 206-575-7979, ext. 3039
WSNA Nurses Unite for Safe Staffing!
Nurses at the bedside know that staffing levels have reached crisis levels due to burnout, moral injury and hospitals’ failure to take action to retain nurses. But even before the pandemic, so many of us were stretched to the limit, forced to take too many patients and work long shifts without a break. We need more than a quick fix – we need action to ensure safe staffing now and in the future.
Get answers to the most frequently asked questions, find links to the best resources, and see the latest updates from WSNA related to COVID-19. Information is changing constantly, and we're updating this page on an ongoing basis.
Late last week WSNA received a proposal from Management for a retention bonus of $5000 for a 2‑year commitment. This amount would be prorated based on your FTE. For instance, if you are a 0.6 FTE, you would receive $3000 in exchange for agreeing to remain at the UW for 2 years. The agreement does not appear to include per diems even though they have a 4- shift per month requirement and are an invaluable part of the RN workforce at UWMC.
Your WSNA team met with management on Thursday, Oct. 21 and proposed a $10,000 bonus for a 1 year commitment. These are the same terms UWMC is offering as sign-on bonuses to new nurses. We included per diems, pro-rated based on their shift obligation. We asked that a 0.8 FTE and above be considered full-time and not pro-rated. We also included a pro-rated payback in case circumstances in a nurse’s life change. We included language about extenuating circumstances such as military deployment, layoffs, etc. where a nurse would not be required to pay back the bonus.
Management responded with the same $5000 amount and 2‑year commitment, no money for per diems, full payback if separating, etc. They did accept a few items that we had proposed such as layoffs and extenuating circumstances language.
Your WSNA bargaining team members feel this amount is not sufficient to increase retention and that you deserve more! The fact is, nurses have enticing choices around the Puget Sound region. We will be considering the UWMC’s response but would like to hear from you. We are committed to solidifying this as soon as possible and have arranged to meet again on Thursday the 28th in an effort to reach a final agreement. Thanks for all of your dedication and hard work!
Questions and comments? Please contact one of your WSNA officers or your WSNA Nurse Representative. Contact information is in the ribbon above.
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.
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.