Action alert - We need you!

It’s time for our nurses to take the next step in showing support for our contract campaign. Our team has been fighting hard at the table for you—but as you can see, we are not making the progress that we need to be making. We need your help- we are only as strong as our collective actions.

 We are asking every nurse to sign their love letter describing what they love about working at Sacred Heart and what breaks their heart. Nurses can sign their love letters during scheduled cafeteria time, during rounding, or by connecting with a steward, bargaining team member, or our WSNA Nurse Rep. If you’re on leave or unable to connect with a leader, contact amachorro@wsna.org

Bargaining Update

We met with management for our tenth session of contract negotiations on February 10, 2026. You may remember we received multiple proposals from the Employer on February 5 which gave us a tight window to respond to. Let’s refresh some of the proposals given to our Union from the Employer (read full day 9 update here)

Previous proposals from the employer

Wages

• Only increased their Year 1 proposal by 1% (our union had proposed 12% previously in Year 1) the hospital came in at a mere 4.5%
• Rejected (again) the Union’s proposal to get rid of ghost steps in the wage scale. Nurses get more experienced every year they are a nurse and they should get compensated for it on the step scale. Wages should not stay stagnant while nurses move up the steps. We have told management this, but so far they have not agreed to remove the ghost steps.

Premiums

Rejected proposals to increase:

• Weekend premium
• Charge premium
• Float premium
• Cert premium
• Rejected adding a BSN premium
• Rejected stacking ed and cert premiums

Discipline

• Rejected (again) WSNA’s proposal to reduce disciplinary file time to 18 months
• Re-proposed delaying grievance timelines

What did we send back on Day 10?

The parties were able to reach a tentative agreement (TA) on Article 4, Definitions. This is our first TA in the bargaining process and is a good first step to reaching an overall contract. In this Article we agreed on language that would clarify the roles of nurse resident and nurse fellow. 

Article 6

• We proposed across the board raises of 11.5% starting on January 1, 2026, and another 5.5% raise starting in year 2 of the contract on January 1, 2027, and another 5.5% raise starting in Year 3 of the contract on January 1, 2028.
• We continue to propose adding steps to the wage scale, and the Hospital keeps refusing to do so. Our most experienced nurses are so incredibly valuable to our hospital and we want their experience to be recognized! That’s why we are fighting to add more steps to the wage scale.
• The Hospital continues to try and remove part-time nurses ability to receive compensation in lieu of certain benefits, a benefit that we know part-time nurses enjoy and utilize. We continue to say NO to that proposed takeaway.
• We also continue to fight for new nurses to be placed on the step scale according to their total years of nursing experience, rather than according to the confusing formula that is in place now.

Article 7

• We are fighting for a BSN premium, the ability to stack education and certification premiums—we know this will benefit the hospital, patients, and nurses alike, and it’s a no-brainer for the Hospital. Why won’t they agree to this?
• We are also continuing to fight for increases to night shift differential, preceptor pay, stand-by pay, and other important premiums.

Article 10 and 11 (proposed as a package)

• We proposed, again, that nurses should be able to access their EIT immediately, without having to first burn their PTO. Nurses should not be penalized if they have to use sick time! We urged the Hospital to think about the negative effects this has on nurses.
• We re-proposed adding Christmas Eve as a holiday—it’s a holiday for scheduling purposes, we should get paid time and a half for working it!
• We continue to insist that nurses should not have to use their PTO if they cannot work because their unit or department is closed! This is a no-brainer to us and we are frustrated that the Hospital has yet to agree to this, or articulate a valid reason why they keep disagreeing to it.

Cafeteria time this Friday!

Leaders will be in the back of the cafeteria tomorrow Friday 2/13 from 9a-12p with our WSNA blue T-shirts, scrub caps (see photos below), campaign buttons (see photos below), and our NEW love letters for nurses to sign in support of negotiations. Come grab swag and sign your letter!

Did you recently complete Steward Training? Stop by to grab a packet of love letters to help nurses on your unit sign theirs!

How else can I help?

1. Attend our after bargaining union meetings- Our team following each bargaining session will hold a virtual meeting for nurses to get real-time updates from that day. Meetings held at 6pm and 8pm on bargaining dates. Bring a colleague!

2. Become a Steward- Are you comfortable with your contract? Are you someone with whom your colleagues ask questions about our union or contract? Step up your game and help us strengthen our Union at Sacred Heart. One hour training provided on an individual basis- sign up today.

3. Provide a meal- we have had nursing units turn out to provide breakfast or lunch for our bargaining team. It’s a kind gesture and a way to say thank you to our team.

4. Be an observer- sign up today to observe our contract negotiations. Half day and full day sign up available. Next sessions include 20 and February 24. This is our bargaining team’s most pressing ask- we are over 2,000 strong at Sacred Heart and we want our bargaining room to be filled with HUNDREDS of nurse observers. We do not have a limit on who can attend. Read below from Alex Inks, a 3S nurse who has observed multiple sessions with our team!

Mark that calendar: 

Upcoming bargaining dates 

Questions? Contact a member of our bargaining team, a local union officer here, or email our WSNA Nurse Rep Alle Machorro amachorro@wsna.org.

Want more information about Steward Training? Contact Jenny Galassi, 206-707-2948.