We got some much-needed rain last week, yet several issues remain HOT for Overlake RNs! Since there are several issues that require assessment by your WSNA officers at present, this update includes a crucial call to action you can take by signing our solidarity petition and mid-contract survey! Please take 5 minutes to read this newsletter. There are also articles or page numbers for each issue and helpful links to support Overlake RNs remain current and informed.

Staffing plan compliance and break relief Article 8 and 10.7 

Your Hospital Staffing Committee (HSC) meets every second Wednesday of the month. On August 13 and September 10, the CCU, South 4, South 5, West 4, East 4 and East 5 staffing plans are scheduled for their semi-annual review. Many nurses have contacted us with strong reactions about a break relief proposal that has been shared with some departments. We anticipate hearing specifics about Overlake’s proposal regarding the break relief role on every unit and shift. While the new language for the break relief role was gained in 2024, and it is encouraging that the employer has been working on it, Overlake nurses and your WSNA leaders are deeply concerned about what potential impacts would be, if adopted. We will keep you updated as we learn what the potential impacts are on staffing overall.

It is just as crucial that the nurse-to-patient ratio, support staff, and other resources remain stable. This means not pulling from the existing grid to achieve break relief. Both the contractual provisions for break relief and the approved staffing plan must be honored. If your department exceeds the nurse-to-patient ratio per your current grid and pulls the break relief role from your grid or other experimental practices (i.e.: care pairs), submit an assignment despite objection (ADO) every shift it is indicated. Your WSNA team did NOT agree in negotiations to pulling from the grid to provide break relief! You hold the power to raise the concern in the moment and easily document your objection with the online ADO form if it is not resolved on your shift. Always attempt to raise the concern within the chain of command in real-time. You are encouraged to submit the ADO after your shift quickly and easily at https://www.wsna.org/union/ado so that we can track the prevalence and review monthly at HSC and vote on whether each occurrence is resolved or not. Also, nurses do NOT need permission to submit ADOs, nor are they to be discouraged from doing so.

Grievance update

The CCU staffing plan grievance was heard at step 3 by the CNO and CPO. Next steps are pending as we evaluate options. We MUST be united to support these nurses and protect the integrity of staffing plans in CCU and ALL your approved staffing plans for 2025. Sign on in support in the link at the end of this newsletter.

Timekeeping Memorandum of Understanding - pg. 84 (to the minute clocking and pay)

It has been nearly 5 months since implementation of the new timekeeping system. There is no more rounding by the quarter hour. We continue to push for more clarity and adequate time (minutes) for nurses to make it to huddle, including where it is required to don and doff hospital scrubs in those departments. Make all efforts to clock in on time at a clocking station or work computer. We understand 100% this is not always possible in various areas. Donning and doffing should occur AFTER you clock in and before you clock out. Challenges? The employer has been unrealistic in some departments with this expectation, instead leaving it to each department to figure it out. We have offered to efficiently negotiate this necessary additional time to Overlake, to which they have not yet agreed. Nurses who are affected will be part of such negotiations. Answer the pertinent questions in the survey and stay tuned.

IPS/URT nurses unify to protect their working conditions

We met together with IPS and URT nurses in May and they took unified action around an intended change in working conditions. We met again with Surgical Services leadership and HR in July. It is clear that the implementation of this practice needed to be halted and instead work to evaluate what needs to happen to operationalize ANY change in working conditions in a manner consistent with safe patient care, nursing practice and your union contract. The nurses deserve adequate, timely and clear communication regarding this change. If you have been assigned to a SPU case in the OR without adequate orientation and confirmation of competency and comfort, submit an ADO every time. This helps us ensure that the employer is not forcing through a process in an unsafe manner. This is also addressed in the survey.

MultiCare-Overlake off-site Emergency Department (OCED)

The employer notified WSNA that they are working on opening an off-site Emergency Department in Lynnwood this Fall. We anticipate discussing effects of this change with Overlake to include these staff nurses in your local unit. Make no mistake, it has NOT been agreed that any ED nurses will float from the main campus to the OCED or vice-versa. All terms must be negotiated between Overlake and WSNA, in coordination with the ED nurses themselves. If you have received other information regarding this, please contact a local unit officer or WSNA nurse representative.

Benefits Committee has launched, pg. 83

As a result of gaining contract language in 2024, WSNA nurses and other employees have begun to meet with Overlake to address the affordability and access to quality healthcare benefits. The purpose is to bring the frontline workers’ voices to the table PRIOR to open enrollment. We look forward to the results that may come from having a seat at the table (we have 3 slots for appointments of WSNA members. One is not yet filled). Nurses have overwhelmingly communicated that affordable, quality, accessible health care remains a high priority. Contact us if you want to participate in the Benefits committee and stay tuned!

Conference Committee article 17.1

Occurs next on August 14 and the  second Thursday every month. Here we discuss the various issues that are coming up or recurring with Overlake. Every item in this newsletter has been discussed with Overlake at one or several Conference Committee meetings or in correspondence and information requests…. some for several months. We will continue to have a dialogue about the contractual concerns with these various issues and anything that comes up. While we endeavor to always resolve issues at the lowest possible level, if it is determined a violation of the contract has taken place, we follow the grievance procedure in article 18 of your contract.

Article 9.7 Low Census woes

While the mandatory low census (MLC) had been at an unprecedented high for few months and may be on the decline, we have become aware and notified the employer of several issues with correct implementation per the contract. These have included: MLC out of rotation, not following contractual order correctly, low censusing and leaving the unit short later in the shift, late notice of low census. Always raise with your manager and speak up if these occur and notify a local unit officer or the Nurse Representative if this has continued to occur within the last month within the survey.

Article 10.7 and 10.7.1 Break Relief

Attest! Attest! Attest 100% accurately each time you clock out regarding missed rest and meal breaks! This is literally the best way to capture the true prevalence of missed breaks. It has been an uphill battle to show the employer that nurses are not consistently able to take their breaks in accordance with the law and our contract. Did you know that the compliance rates from UKG show that most nursing units are 88-98% compliant with nurses getting breaks for the past quarters? Each of you hold the power in this in your hands when you clock out each shift. Not only do you have a right to these breaks, you have a right to be paid if you miss them. Overlake has communicated that they are in support of nurses attesting accurately. On that we can agree. While nurses are encouraged to let the charge or manager nurse know they are unable to take breaks, attesting accurately regarding your rest and meal breaks is each nurse’s superpower and no one can take it from you! Let us be clear, you do not need permission to clock missed breaks. Putting barriers in place does not fulfill Overlake’s duty to adhere to your contract or the law. Contact a local unit officer or your Nurse Representative if you are receiving any push back for attesting accurately that you are missing breaks in the survey below.

Article 8.7 Education leave and pay

Denied pay for education time? In the survey, tell us the date, your name and unit so we can evaluate the scope of the issue. In the meantime, appeal any denial of pay for education, including required pre-work. Notify a WSNA officer or email Nurse Rep Tara Barnes if you are still denied.

Our call to action. The time is now!

It takes 5-10 minutes to sign the solidarity petition and take the mid-contract survey of 21 questions (not all are required and no nurses’ names are shared with the employer). The purpose is to gain understanding about the scope and breadth of the issues about your working conditions 

Your local unit officers,
Chris Birchem, Chair, OSS
Heidi Scharnitzke, Secretary, Labor and Delivery
Crissy Sekine, Treasurer, IMI
Brandon Yokoyama Membership officer, ED
Stacey Alvarez, Grievance officer, ED
Katie Gugliotta, Grievance officer, ED

Link to the 2025 approved staffing plans for Overlake RN’s: https://doh.wa.gov/sites/default/files/hospital-policies/OverlakeNS.pdf

Link to your full WSNA contract: 
https://cdn.wsna.org/assets/local-unit-assets/overlake-hospital-medical-center/Overlake-contract-2024-2027.pdf

Follow us on the private FB group https://www.facebook.com/groups/OverlakeRNs If you don’t belong to the private FB group, follow the link and select JOIN so an administrator can admit you!

Or on Instagram https://www.instagram.com/wsna_overlake/

Questions about this newsletter? Contact a local unit officer or Nurse Representative Tara Barnes tbarnes@wsna.org