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Chris Birchem

East 5





Cassie Bundick

South 3


Membership Officer

Caine Ballew

Cardiac/Stroke Float

WSNA staff contact

Latest update

We heard you!

We have heard your questions about WSNA’s wage proposals in contract negotiations. This provides more information – we encourage you to come ask additional questions and pick up a blue WSNA T-shirt from 11 am-2 pm on Thursday at the Inspiration Room and from 10 am-2 pm on Friday at the Insight Room in the PACCAR, to wear on Fridays, starting April 12!

WSNA made an initial wage proposal to Overlake (on March 14) as well as a counter-proposal (on April 2) responding to Overlake’s initial proposal (on April 2). WSNA’s proposals aim to reflect several factors, including:

  • wages at comparable hospitals (“comps”): Seattle Children’s, Virginia Mason, and Swedish First Hill, all of which are located in Seattle
  • the high cost of housing – both homes and rentals – in Bellevue, even compared to nearby Seattle
  • the cost of commuting (58% of Overlake WSNA nurses live outside Bellevue, Seattle, Kirkland, Newcastle, Mercer Island, Redmond, Issaquah, and Sammamish; nurses live in places like Everett, Renton, Bothell, Lynwood, and Kent)

With our initial wage proposal on March 14, we presented data showing that Overlake is, on average across all steps, 7.1% behind the averages of Swedish, Seattle Children’s, and Virginia Mason. We previously presented, on the first day of negotiations, information on the cost of living in Bellevue and the locations from which Overlake nurses commute. On March 14, WSNA proposed: a 14% across the board increase effective May 2024, a 7% across the board increase effective May 2025, and a 7% across the board increase effective May 2026. We also proposed to eliminate “ghost steps,” instead averaging the year two increase over the first and second years.

On April 2, Overlake countered on wages with an unacceptable proposal, considering the data above: 5% effective on ratification, 4% effective the first full pay period one year after ratification, and 3% effective the first full pay period two years after ratification. Overlake’s comps included Seattle Children’s, Virginia Mason, and Swedish First Hill as well as UW, Providence Everett, MultiCare Good Sam, and Evergreen. Seattle Children’s, Virginia Mason, and Swedish First Hill demonstrate the highest Seattle-Bellevue area hospital nurse wages. Prov Everett and Good Sam are not true comps as they are in lower cost-of-living cities (Everett and Puyallup). The Evergreen wages Overlake presented are from 2023, not 2024 so also are not true comps. Further, even using Overlake’s comps, their proposed wages are less than the comps at ten of the higher steps.

In the afternoon on April 2, our team presented a wage counter, which continues to reflect the principles described above:

  • a 12% across the board increase effective May 2024
  • a 6.5% across the board increase effective May 2025
  • a 6.5% across the board increase effective May 2026.

We also provided Overlake with data showing Bellevue home values are significantly above even Seattle home values, and Bellevue rents are also higher than Seattle. We await a counterproposal on wages from Overlake.

While we are not using the CPI index, to provide some context, the BLS 12-month CPI index for Seattle-Tacoma-Bellevue as of February 2024 was 4.3%. The BLS does not produce a CPI index only for Bellevue. (Note, that same link reveals the 12-month CPI index as of February 2023 was higher, at 8%.) Overlake nurses received a $5 across-the-board increase in January 2023 after a request from WSNA and a contractual increase of 4% in May 2023, totaling an average 13% increase.

Thank you for signing the petition and stickering up on negotiation days. Please remember to continue stickering up – our next three scheduled days are April 18, 23, and 25.

Questions? Contact any negotiation team member or contact your WSNA Nurse Representative Tara Barnes at tbarnes@wsna.org.

Resources and tools

Document unsafe conditions

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.

Learn more

Representation rights

As a union member, you have the right to have a representative present in any meetings with management that could potentially lead to disciplinary action against you.

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.

Find out more about this crucial right and how to exercise it to ensure your fair treatment and protection.

Learn more

Continuing education offerings

Enhance your professional competency with WSNA's free online courses.

Earn CNE contact hours through topics like Cultural Humility, Telehealth Assessment, Workplace Violence Prevention, and more. Convenient and self-paced, our courses provide practical knowledge for your daily work. Expand your skills and stay up-to-date with the latest nursing practices.

Visit cne.wsna.org to access our courses and earn CNE contact hours.

Visit cne.wsna.org