A Recent ULP (Unfair Labor Practice) Win for Investigatory Meetings
COVID End-Of-Life Visitation Policy Changes
Grievance Corner and MOU (Memorandum of Understanding) Updates
What’s the Buzz? Bargaining Unit Committees in Action
Photo Campaign: Self-Care Slam, Nursing Style
Our most recent unfair labor practice win: investigatory meeting disclosures#
Many nurses recently had accounts of being called into investigatory meetings (meetings which are by the request of Management and could possibly lead to discipline) without advanced notification of what the meeting was about. According to Weingarten Rights, the union representative has the right to be informed about the subject matter of the meeting, and to be able to consult privately with the employee before the meeting. Due to lack of disclosure around the issue being investigated by Management, this resulted in a limited ability on the part of the local unit offers and/or Nurse Rep to inform and counsel nurses who were being subject to discipline. For the nurses these meetings are already high stress, as many nurses were not made aware of the reason for the meeting until the meeting itself. A ULP (Unfair Labor Practice) was filed with the National Labor Relations Board, on behalf of WSNA Sacred Heart nurses, and we are pleased to announce that they have found merit to our complaints.
This charge is still in the settlement process; however, Management and HR should be disclosing the reason for an investigatory interview as well as the circumstances to help the nurse and their representative reasonably prepare and know of the issue in question prior to the meeting. If this is not occurring, please reach out immediately to an officer by calling the Voice-Tel line at 866 – 305-5612 or emailing Jaclyn Perkins BSN, RN, at email@example.com.
Successful lobby to change hospital policy: COVID end-of-life visitation#
Up until recently, hospital policy prohibited any visitors to end-of-life COVID patients, without exception. On the units caring for these patients, moral injury and burnout were at an all-time high, with nurses watching as patients died alone and without family to hold their hand and say final goodbyes.
Your officer team was able to make the case to management in August’s Conference Committee that this policy required re-examination and change — and they were successful. Together with Management, your officers were able to directly assist with the policy re-write, and now there is clear policy that allows patients at the end of their lives to safely have a limited number of visitors surround them for final goodbyes. This policy emphasizes both compassion and safety for staff and family and provides relief of the many fears nurses had about themselves dying alone of COVID-19.
Thank you to your officers who fought for this change! Callie Allen, RN, RNC, Alle Mocharro, BSN, RN, Rian Williams, RN, BSN, RNC, Clint Wallace, RN, BSN, CCRN, Darryl Anderson, RN, BSN, CCRN, Alyssa Boldt, RN, BSN, PCCN.
Grievance Corner and MOU (Memorandum of Understanding) update#
Update from the “Grievance Corner” - Grievance Officer, Darryl Johnson, BSN, RN — CICU.#
Association Group Grievance (All Affected) filed on behalf of the nurses in the Endoscopy Unit. Contract violation related to Seniority (4.11) and Schedule Posting (8.6). Grievance #20 – 08-0119
We have heard that Management has attempted to create a unit-based seniority system on this unit, that is not spoken to in the contract and erodes the current seniority language. This grievance is at Step 1.
Association Group Grievance (All Affected) filed on behalf of the nurses in the bargaining unit. Contract violation related to Open Positions Posted (9.10) and Float Pool (9.12). Grievance # 20 – 05-0070
We have heard that Management has allowed nurses outside of the bargaining unit to pick up extra shifts and work in supplemental positions without affording this right to the nurses in the bargaining unit first. Impacted units are CICU, SPU and ICU. This grievance is at Step 4.
Association Group Grievance (All Affected) filed on behalf of the nurses in the bargaining unit. Contract violation related to Available Open Shifts (8.13). Grievance # 20 – 08-0120.
We have heard that Management is accepting patient assignments and doing direct patient care without giving this work to the nurses in the bargaining unit first. Impacted units are CICU and the ER. This grievance is at Step 2.
Association Group Grievance (All Affected) filed on behalf of the nurses in the bargaining unit. Contract violation related to Article 6 Wages. Grievance # 19 – 02-0019
We have heard, and it was determined, that Management placed nurses inappropriately on the wage scale upon hire. The settlement reached during negotiations has yet to be fulfilled. This grievance is going to Mediation.
Resolved Grievances Congratulations SHMC Nurses on your recent “WINS!”
Association Group Grievance (All Affected) filed on behalf of the nurses in the bargaining unit. Contract violation related to Article 10 Paid Time Off and Article 11 Extended Illness Time. Grievance # 20 – 05-0066
We heard from you that the accrual rates to your PTO and EIT changed and were accumulating at a lesser amount. Congratulations on your win SHMC nurses! Those nurses who were impacted have seen retro time paid to them which was reflected on their Aug. 7 paycheck. Chantel LaTurner, RN from the 4th floor stood strong in assuring the nurses at Sacred Heart would prevail for this grievance.
Association Group Grievance (All Affected) filed on behalf of the nurses in the bargaining unit. Contract violation related to Low Census and Layoff (9.4 in its entirety) Grievance # 20 – 05-0063
We heard from you that Supplemental nurses were canceled out of turn by Management. Congratulations on your win SHMC nurses! Those Supplementals who were determined to be wrongfully canceled, received retro payment for their lost shifts. Sarai Samonsen, MSN, RN, CPN, from 3S raised this issue, and stood by this grievance in securing this win.
Association Group Grievance (All Affected) filed on behalf of the nurses in the bargaining unit. Contract violation related to Supplemental Nurses and Part Time Nurses Time Off (10.12) Grievance # 20 – 02-0020
We heard from in lieu nurses that their unpaid time off was not being applied evenly throughout the hospital. It was determined this was, in fact, true. An MOU was reached as means to settlement of this grievance improving contract language and securing more benefits for the nurses! Congratulations on your win SHMC nurses! Stephanie Othmer, RN, from the ER, held strong and championed this most recent win.
** Any grievances that are filed for a nurse individually are considered sensitive and not disclosed here. WSNA in partnership with the WSNA Local Unit Officers work daily to maintain workplace justice and equality. Never hesitate to reach out if a situation feels wrong and you would like to speak with your nurse representative or Local Unit Officers.Reach Jaclyn Perkins, BSN, RN, WSNA Nurse Rep at firstname.lastname@example.org. To reach a Local Unit Officer, call Voice Tel – 1 – 866-305‑5612.
NEW MOUs (Memorandum of Understanding) hot off the press!
If you have not read or viewed the new language added to your contract, go to www.wsna.org. Click on Union News and Contracts. Scroll down to the Providence Sacred Heart Medical Center listing to find your Local Unit webpage. The document library on this page holds all of your valuable contract language.
New MOUs have been added since June:
COVID-19 Medical Cost Coverage SHMC MOU
COVID MOU SHMC signed
10.11 Supplemental and Part-Time Nurses Unpaid Time Off MOU
Currently seeking clarifications from Management on the process staff must go through from COVID-19 exposure to returning to work.
Asking for clarification on pay code process if exposures were work-related. Also seeking clarification on what options are available for caregivers out of work who have no PTO/EIB.
Seeking answers regarding nursing testing priorities and turnaround times, so as to minimize time off work.
Some of you asked questions regarding the Testing Our Heroes informed consent. We have asked those questions and are awaiting responses from management.
Have reviewed DOSH requirements and have forwarded union concerns regarding compliance to management.
Workplace Violence Committee The Workplace Violence task force is currently focusing on adapting our new contract language into action. We are working to improve interdepartmental communications and safeguards, including developing safety plans with a toolkit and checklist for both prevention and aftercare. We are connecting with EPIC advisors to enhance documentation between ED, tower and psych, as well as developing a consistent WPV reporting process with feedback.
Delegates to the Spokane Labor Council Two of WSNA Sacred Heart delegates to the Spokane Labor Council, (Jessica Lewellen, RN-BC and Katie Martes, RN, BSN) attended the general body meeting most recently. The Spokane Regional Labor Council is a body of delegates from unions all across the Spokane region who come together in solidarity to forward the goals and betterment of Unions and their members.
The SRLC is asking for support in monetary contributions from its affiliated unions (including WSNA) to produce a special edition of the magazine The Labor World in this trying political time in order to reach out to union members and provide insight and support regarding candidates and the current political climate.
The Washington State Labor Council is asking for help in filling out postcards to send to Labor households in anticipation of the upcoming elections and to encourage union households to vote. Please consider signing up to help with this as it is meant to be from labor members to labor households. Please contact Tina Morrison (Secretary for the SRLC) at email@example.com if you are willing to help with this important project and note how many cards you are able to fill out. Each card only takes a minute or so to complete.
If you are interested in becoming more involved in labor activities, want to learn more about your labor rights, or simply want to connect with labor-minded individuals, please consider joining the Young Emerging Labor Leaders (YELL), Spokane! We are a group of individuals who have a passion for labor and have fun socializing together. If you are interested in becoming a member of this group or receiving updates on YELL, Spokane activities please email Katie Martes, RN, BSN at firstname.lastname@example.org.
We want to hear from you! Snap a photo of you with your WSNA swag on, wearing blue or holding messages of encouragement, doing something you love or in a place that is special to you. Upload that photo to Instagram with the hashtags #nursesattheheart and show us your sweet kickin’-it-back style! Be sure to include your message of encouragement to your fellow RNs in the body of the post. Mountaintops, beaches, painting, candles and tea – give others ideas on how they can take care of their spirits during this crazy time. By participating in this fun campaign, you are giving WSNA permission to utilize your selfie for future publications. You might find your awesome picture and messages featured in our next newsletter!
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.