Day #3 of negotiations is complete. We spent a lot of time discussing clinical groups to ensure that the floating expectations are appropriate from a nurse training and patient safety standpoint. For example, we proposed to have NICU removed from the L&D float group because the babies treated in these groups have vastly different medical issues. We have made some good progress in making sure the clinical groups make sense, but we have a bit more work to do.

We spent part of the day discussing the importance to the community of having well-trained and well-compensated SANE nurses to conduct sexual assault examinations. We have heard terrible stories about victims waiting far too long for an examination and about nurses performing exams who do not feel adequately trained for the work that they do. We communicated to Management the specialized treatment needed for the patients who have experienced such a tragic event and the detailed protocols that are necessary to collect and preserve evidence. We proposed that SANE nurses receive a stipend for each exam that they perform and that they are paid when called to testify. We believe this approach is necessary to incentivize and reward nurses who perform this taxing, emotionally draining and much-needed service to the community. While we believe that Management is hearing our concerns, we do not think that their proposal to provide paid time for SANE training goes far enough.

Regarding staffing, we proposed to hold Management accountable for staffing within and according to the matrix and to eliminate the “buddy” system. We countered on wages and pushed Management to increase its 7.3% proposal for the first year. Your WSNA bargaining team remains committed to fighting for fair compensation to fix our recruiting and retention problems and not to rely on Band-Aids for staffing.

Incentive MOU UPDATE –

Nurses are asking if the incentive MOU is still in place, and we wanted to respond to those concerns. In the middle of October, WSNA approached management and asked if they would be interested in renewing the MOU, but for weeks our inquiries went ignored. Despite our efforts to follow up. During the first week of Nov, Management did approach us, only this time, were persistent we sign the MOU right away. Your WSNA team of officers had noticed that nurses were being denied incentive pay, when in the event they called in sick within the pay period in which they earned their incentive pay. Management position is, UNLESS a nurse uses PTO Safe Sick for ALL replacement hours when they need to call in ill, any and all incentive pay within the pay period earned would be denied. Meaning if they used regular PTO or EIT to cover their time away they would no longer be considered "eligible" for the incentive pay per management. Thus, your WSNA team of officers approached management when they asked to renew the MOU and proposed language to be included that would make eligibility terms clear to the nurses. Our proposal was rejected by management, and they followed up saying they would follow the law.

We feel nurses should have clear answers and not be misled when they come in to work extra, sacrificing their family time and energy. Because of this, the incentive MOU still has not been renewed, and your WSNA Negotiating Team is discussing the best path forward for our nurses.

ACTION! Right now, your negotiating team is proposing a healthy compensation package to include competitive yearly wage increases for the life of the contract. We have made multiple proposals to enhance safe staffing.

Click here to fill out this short questionnaire and tell management how issues with recruitment and retention have impacted you!

Questionnaire deadline is 9 a.m. on Nov. 29.

SAVE THE DATE for the next Local Unit meeting! Dec 1, 2022, at the Spokane Labor Council. 510 S. Elm. 0800-0900, 1330-1430, 1600-1700, 2000-2100.

We will answer your questions and discuss what is occurring at the table. It’s time to put the nurses of Sacred Heart into ACTION!

Questions? Contact your officers or WSNA Nurse Representative Jaclyn Smedley, jsmedley@wsna.org.