Elena Schensted
Columbia PH Center
Posted Jul 17, 2025
We met with the County on July 16 for session thirteen. Here is where we now stand.
We continue to hold steadfast on negotiating longevity step increases that continue after year 10. We pared back our asks, but the County did not modify their offer. They’ve rejected our proposal for longevity steps, which would be comparable to the market for nurses in our area and they made no improved proposal to the cost-of-living increases.
The County continues to refuse to agree to language allowing discrimination to be grieved. In contrast, a super majority of contracts of County employees include the ability to grieve discrimination and some include the ability to seek arbitration. Arkia from the office of equity, inclusion and belonging (OEIB) attended and heard our union perspective.
We had discussion explaining why the limit on comp time accrual should be increased from 40 to 80 hours, just like it is for 51/67 (76%) of other unions at the County which have any kind of comp time. 40 hours made sense at one point during the pandemic. If we are so well staffed now, it doesn’t make sense for nurse’s comp time to be capped anymore.
We had discussion around WSNA’s proposal to allow nurses to supplement their state PFML leave with their own accrued leave, so as to be able to reach 100% of their regular wages.
The County proposed a new method of compensating nurses using their bilingual services. It is a guaranteed increase in pay. The system would designate all roles as bilingual desired, required, or neither. Those with desired designation would get an additional $1/hour. Those with the required designation would get an additional $2/hour.
We appreciated that the county recognized the need for more compensation to be provided to those with bilingual skills. AND we have voiced how important it is that this new compensation method be implemented equitably, especially considering our unique and dynamic roles in the community.
It upholds the commitment to support consistent break relief, in addition to a non-punitive experience around reporting missed breaks. Clearly, there is a ways to go. Here is where YOU come in 😊.
Sign the petition demanding a fair contract with step increases throughout your career, a fair wage increase, and continuation of the parking benefit at KCCF . Encourage your staff nurse peers to sign on ASAP because we need ALL the nurses to stand together on these crucial proposals. Do NOT delay. Sign it today!
Submit an ADO every time staffing, safety, or resources are inadequate
Document missed breaks every shift. This helps us fight for consistent, legal break coverage.
See our video update from two sessions last week https://www.instagram.com/p/DMJ8j_cxrtU/
and follow us on Instagram https://www.instagram.com/phskc_staffnurses/
Our next session is July 30. Want to observe? Contact your nurse rep Tara Barnes tbarnes@wsna.org
In solidarity,
Your negotiations team
Elena Schensted, CHS at Columbia City PH clinic
Stephen Lee, Jail Health at MRJC
Evie Devera, CHS at Downtown PH clinic
Tami Nesler, Jail Health at MRJC
Carolyn Clark, Jail Health at KCCF
Kiesha Garcia-Stubbs, CHS at Downtown PH clinic
Jul 14, 2025
Jun 27, 2025
Jun 11, 2025
Jun 02, 2025
May 22, 2025
May 16, 2025
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.
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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