Your WSNA Collective Bargaining Agreement (CBA) allows you to file a grievance when your employer violates, or fails to follow, the contract. Article 18 Grievance Procedure defines ‘grievance’ and spells out the grievance process.

Grievances can be an effective tool. However, it can be a lengthy process to go through all of the grievance steps and arbitration (if needed). Thus, we have language in the WSNA Contract that states it is our desire that ‘grievances be adjusted informally whenever possible and at the first level of supervision.’

• 18.1 Grievance Defined. A grievance is defined as an alleged breach of the terms and conditions of this Agreement. It is the desire of the parties to this Agreement that grievances be adjusted informally wherever possible and at the first level of supervision.
• https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Contract-2026-2029.pdf

In an effort to comply with that specific term of the WSNA Contract, your Local Unit Officers and WSNA Nurse Rep do the following:

• Meet with Human Resources (HR) every other week to discuss issues that have been raised by the WSNA nurses and work to resolve them outside of the grievance process
• Meet with Leadership/Management for Nurse Conference Committee (NCC) every six weeks to address concerns brought forward by the WSNA nurses and work to resolve them outside of the grievance process (see Article 15.1 Conference Committee)
• Encourage WSNA nurses to escalate issues up their chain of command and via the proper channels to get resolution

At any given time, WSNA is filing, settling and/or arbitrating grievances. Below are a couple of status updates related to active WSNA grievances.

PACU Association Grievance 

(filed June 12, 2025)

Nature of Grievance

On June 2nd, 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 announced 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. Status update:

• After we filed the grievance, it’s our understanding that the PACU Manager primarily responsible for these changes was terminated by Seattle Children’s Hospital
• HR requested to work collaboratively to resolve outstanding issues to the extent possible, while simultaneously moving through the grievance process (there was a period where the grievance was placed on hold as we were getting information from the employer)
• Currently, a Step 3 Grievance meeting is being coordinated with PACU Nursing Staff, WSNA and Children’s 
• The next collaborative meeting with HR, PACU Leadership, PACU Nurses and WSNA is scheduled for October 7 at 11 am. Prior to that meeting, WSNA wants to hear from the PACU Nurses directly. Please complete the PACU Grievance Survey by October 5. This will inform our advocacy for next steps and highlight current priorities (e.g. 12-hour shifts, FTE reductions/increases, low census, mandatory call, obligatory ‘O’ call, staffing, time off, and traveler usage)

Link to Survey for PACU Nurses Only

• On September 23, Deanna Finch (Interim Senior Director, Perioperative Services) gave an update in the collaborative meeting noting there is a change in PACU Leadership, and they want to ‘face issues head on’. Deanna stated she has an open-door policy and wants to improve the environment of the PACU and support the staff. She went on to say they are looking for forward progress and want staff engagement, and ‘a different tone’ on Managements’ part. Deanna stated they are trying to determine what an 'ideal state' is for the PACU and do work that includes charge nurses, frontline nurses and UBSC members

Accommodations/Leave Association Grievance

(filed September 25, 2026)

Nature of Grievance

Seattle Children's Hospital has created and perpetuated barriers to WSNA nurses accessing, navigating and obtaining accommodations and leaves. Status update:

• Step 1 Grievance meeting date pending
• WSNA seeking information from impacted nurses
• WSNA to submit a Request for Information (RFI) to employer regarding accommodations/leave

The more you know, the better you can advocate for, and strengthen, your bargaining unit! YOU ARE WSNA. 

https://www.wsna.org/union/representation-rights

We invite you to join your monthly Virtual Nurse Rep/Officer Pop-up to share any concerns that you have and stay up to date on important issues. Keep an eye out for the next meeting date (TBD).

Questions - Contact your Local Unit Officers or WSNA Nurse Rep Linda Burbank at lburbank@wsna.org.