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Officers

Co-Chair

Kara Yates, RN

Medical FA3

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Co-Chair

Annika Hoogestraat, BSN, RN, CCRN, IBCLC

CICU and ECMO

(206) 250-9626

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Secretary/Treasurer

Lindsey Kirsch, RN

Urgent Care

(206) 790-4096

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Grievance Officer

Sam Forte, BSN, RN

OR

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Grievance Officer

AJ Nagal, BSN, RN

CCFP - Night Shift

(360) 504-8950

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Grievance Officer

Katie Podobnik, BSN, RN

Plastic Surgery

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Membership Officer

Therese Hill, BSN, RN

CCFP

(415) 271-0231

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Membership Officer

Emma Gordon, BSN, RN

Ambulatory - Orthopedics

(206) 992-3759

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Social Media Officer

Kelsey Gellner, BSN, RN

Urgent Care

(253) 279-8344

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WSNA staff contact

Latest update

Changes in PACU – Update

WSNA has filed an Association Grievance on behalf of the Children’s PACU Nurses and all affected. This grievance relates to the planned changes that were announced by PACU Leadership that are scheduled to take place on August 4. A Cease and Desist and Demand to Bargain has been submitted as well.

Nature of Grievance

On June 2, PACU Leadership announced a plan to make global and unilateral changes to the Nurses working conditions, including but not limited to: adjusting the staffing template, changes in shift lengths/hours, potential FTE changes to conform with changes, changes to preapproved PTO and changes to obligatory and voluntary call. These changes were not bargained, collaborative, processed through HSC and UBSC and are set to take place in an unreasonable and disregarding timeframe.

As you all know, WSNA met with SCH HR on June 4, to raise concerns about the planned changes and get some answers. Unfortunately, the response was insufficient. See below.

Start of response 

  1. Mandatory FTE Change
    • The language provided in the communication was not intended to be perceived as a mandatory change of FTE.
    • Going forward, Nurses may choose to keep their 0.9 FTE, and work two 10-hour shifts and two eight hour shifts per week, or they may request to flex to a 0.875 (only 1 extra shift per pay period) or up to a 1.0 (to be four 10 hour shifts or 5 eight hour shifts) in accordance with contract.
    • Pre-approved PTO – since time away has been approved through October, leadership has committed to working with individuals to support their pre-approved time away.
  2. Data for the change
    • I understand data was requested for the changes, and I believe that information is being compiled to share with the team.
  3. Factors driving the change:
    • Financial Crisis
      • Sam shared that there was information shared that this change was due to a ‘financial crisis’ however I was not able to verify that statement. However, these changes are partially being made to the high use of voluntary call shifts resulting in overtime. With the current staffing model and the high number of unexpected absences from staff, voluntary call is being utilized to cover gaps in staffing. With an adjustment shift lengths, there are more people on staff to allow for a better coverage model.
    • Tardies/Sick calls
      • As noted in the information above, this model would allow for better staff coverage when there are unexpected absences on the unit. This should also help reduce the amount of voluntary call, resulting in overtime, providing for better work/life balance while supporting patient needs. This change is not being made to manage an individual’s absenteeism concerns. Those are being addressed privately, and consistently, across the unit.
    • Operational efficiency
      • Seattle Children’s compares ourselves to 15 of our peers (pediatric hospitals) whom also see similar patients across the country.  While some of our peers are in a lower percentile, meaning they are more productive, staffing closer to demand, utilizing resources better, the goal set in our organization is 60% (or lower).  We want to be in the middle range in comparison to our peers.  The data pull is updated quarterly and currently it looks at last FY, which we have noted some minimal change from.  Current state we are ranked 9th out of 11 of our peers at 72.73% (with the goal of 60%).
  4. Below are shifts/start times for the new template. The number in each set below is spread out to ensure adequate coverage for the day, with the appropriate number of staff.
    • 0600x 10 hours
    • 0630x 10 hours
    • 0800x 8 hours
    • 0900x 8 hours
    • 0800x 10 hours
    • 0900x 10 hours
    • 1100x 8 hours
    • 1100x 10 hours
    • 1300x 8 hours
    • 1300x 10 hours
    • 1500x 12 hours
    • Nights 2000x10 hours

These changes need to be made to ensure we have more staff onsite to provide safe patient care.  Leadership has held several staff meetings to answer questions and hear feedback, along with providing opportunities for engagement in a private setting as well. Leadership will navigate the schedule closely and the template with the UBSC and schedulers with the goal of continuing collaboration and partnership.

End of response

Next steps include a Step 1 Grievance meeting with SCH. Stay tuned for upcoming updates from WSNA. Please continue to provide your feedback and submit ADOs. We are in receipt of your emails and appreciate each and every one of you for taking the time to submit them.

In solidarity,
Your Local Unit Officers

Questions? Contact your Local Unit Officers or WSNA Nurse Representative Linda Burbank lburbank@wsna.org

WSNA union news





Resources and tools

Document unsafe conditions

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.

Learn more

Representation rights

As a union member, you have the right to have a representative present in any meetings with management that could potentially lead to disciplinary action against you.

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.

Find out more about this crucial right and how to exercise it to ensure your fair treatment and protection.

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Continuing education offerings

Enhance your professional competency with WSNA's free online courses.

Earn CNE contact hours through topics like Cultural Humility, Telehealth Assessment, Workplace Violence Prevention, and more. Convenient and self-paced, our courses provide practical knowledge for your daily work. Expand your skills and stay up-to-date with the latest nursing practices.

Visit cne.wsna.org