Cost of Living vs. Wages: The Island Irony

WSNA has consistently highlighted the disconnect between the high cost of living on San Juan Island and the wages offered by PeaceHealth. While facilities like Bellingham, Vancouver, and Longview—where living expenses are lower—receive higher wages, San Juan nurses continue to be offered less. Management’s stance contradicts their own concerns about recruitment and retention.

To address this, we proposed a fair and competitive wage structure that reflects the real cost of living and supports recruitment and retention:

• Year 1: 16% increase (Base = $48.26/hour)
• Year 2: 4.75% increase
• Year 3: 4% increase
  Additionally, we proposed:
• Eliminating ghost steps
• A single wage scale for both hospital and clinic nurses

Prioritizing Nurse Safety

Safety continues to be a pressing issue. On Day 1 of negotiations, our team proposed expanding voluntary education benefits to include trainings improving the health and safety of nurses, and improving care giver satisfaction. Management swiftly rejected this common-sense proposal.

We also raised the long-standing issue of 24/7 security at PIMC. Nurses have advocated for years, yet management still offers the same excuse: difficulties in staffing security positions. While we understand the recruiting challenge, it does not justify leaving staff vulnerable.

Our solution:
If no security personnel are available, the Administrator on Call (AOC) should be physically present during those shifts to fulfill security duties. This ensures that someone is always accountable for staff safety.

We’re awaiting management’s response on this proposal at our next bargaining session: June 17, 2025.

Off-Island Emergency Medical Coverage

Several San Juan Island employers already provide emergency air transport insurance for their employees, including:

• San Juan County
• Kings Market & Marketplace
• Roche Harbor Resort
• Luxel
• EMS

We believe PeaceHealth nurses deserve the same. We proposed that the employer cover emergency transportation insurance for Airlift Northwest, Life Flight, and Island Air Ambulance for nurses requiring off-island medical treatment.

Management’s Current Proposals – A Step Backward

Despite our efforts, management is proposing the following wages and takeaways:

• $4/hour raise in Year 1, followed by 3% in Year 2 and 2% in Year 3 — less than St. Joseph's, even though San Juan has higher living costs
• Replacing percentage-based shift differentials with fixed-dollar premiums that won’t keep up with inflation
• Changing PTO accrual: eliminate the 600-hour cap and replace it with a cap of 1.5x the accrual rate
• Limiting Article 7.9 (Work on Day Off) to only apply to .9 FTE or higher

It’s Time to Take Action

If we want meaningful change, we must stand together and show management that we’re serious. We’ve printed support signs for display in homes, businesses, car windows—anywhere you can think of. Help us get the word out!

Contact your WSNA bargaining team member to get your signs and help spread the message.

Show Your Solidarity

On bargaining days, wear your WSNA t-shirts, stickers, and union gear. Let’s remind management: We’re united, we’re strong, and we demand a fair contract.

We are back at the table Tuesday and Wednesday June 17 and 18

Need a shirt? Reach out to any of our bargaining team members.

In Solidarity,
Your WSNA Bargaining Team
Lesley Preysz – ED
Morgan Timmons – ED
Julie Bielau – PACU
Zanna Cochran – Clinic
Chris Wachholz – Per Diem

Questions? Contact a member of your bargaining team or WSNA Nurse Representative Barbara Friesen, bfriesen@wsna.org.