WSNA nurses working in the department of public health have endured heavy challenges, not just during the previous contract negotiations, but since the pandemic in 2020. Frankly, public health nurses have always experienced uncertainty and stressors unique to this specialty.

First: We need your responses to a NEW survey about the "Return to Office" (RTO) initiative and any changes to alternative work schedules (AWS) or telecommuting policies in your department by August 7 when the survey closes. 

Has management changed the work location rules or scheduling practices in your department? Have you been told you can no longer complete charting work at home, that your alternate work schedule will be revoked, or that your whole team needs to report to the office? As recently as this week — nearly two months after the June 1 RTO date — nurses have reported learning about new RTO requirements and AWS changes that impact their departments. However, the County has insisted that the RTO shift had little or no impact on WSNA nurses and that it is complying with the AWS obligations in our contract. It's clear that the County's answers to WSNA's comprehensive requests for information are not aligned with what nurses are experiencing on the job, but we need your input to call out those inconsistencies and hold management accountable. Your survey submission will help us fill in the gaps and set the record straight. Do not delay! Submit your response today NEW survey for staff nurses in CHS, Prevention, Prof Svcs – Fill out form

Second, did you know that recruitment and retention for nurses who work in 24-hour facilities such as JHS and Juvenile Detention is significantly impacted by a variety of shift lengths being offered? At our quarterly meeting with the CCFJC nurses working with youth in detention, we brought forth a unanimous demonstration of support for 12-hour shifts. This small but mighty division of staff nurses have struggled with vacancies, short staffing, unfilled shifts for years! The nurses are uniting to show that offering 12-hour shift patterns will not only benefit the employer, but it will also benefit the youth and the nurses’ work life balance and safe practice. It decreases the need for agency, travelers, high turnover and OT pay. Stay tuned for updates to follow the nurses’ unified actions to improve working conditions!

Third, and very important to the nurses and their clients who seek to access public health services, see this article in the South Seattle Emerald where the WSNA president, Justin Gill: Justin speaks to the impacts upon patients, clients seeking to access healthcare in our state within the current (harsh and often unlawful) political environment. We have raised and discussed these deep concerns and continue to do so with the County: https://southseattleemerald.org/news/2026/07/21/fear-of-ice-is-changing-how-local-immigrants-seek-health-care

Nurses are encouraged to implement the Code Rainbow that has been shared with nurses and other employees working in sites impacted by these threats to healthcare access. You may also consider Constitutional Observer training which is offered by Seattle Indivisible regularly. It is crucial to be safe in your advocacy as well as have tools to advocate safely. This training is offered virtually every Tuesday at 7pm: https://www.mobilize.us/seattleindivisible/event/961955/

Fourth, the WSNA nurses working in Jail Health at KCCF and MRJC meet regularly with leadership. For months, we have reviewed the individual and trends of assignment despite objection (ADO) staffing concern forms with management. The nurses are specific and clear about the trouble spots that chronically show up as unfilled shifts, staffing deficits, missed breaks and the impact upon care and nursing practice. Management says they have approval for a staffing analyst within JHS but so far, the recruitment has not yielded any such analyst. The WSNA nurses are right to believe that improvements can be made now. Management has committed to convening a staffing group. We shall see. Stay tuned as we continue to seek resolution.

Questions about this email? Contact a local unit officer or Nurse Representative Tara Barnes tbarnes@wsna.org

Link to your WSNA local unit webpage with officer contact links, contract and communications https://www.wsna.org/union/seattle-king-county-health-dept-staff

We understand the new contract is still on track for a hearing at the King County Council this month. The contract transmittal process is nearly complete and we will notify the nurses when it becomes effective and publish the new contract on your WSNA webpage. Here is the link to the TA summary for your reference in the interim, which is available on your webpage under contract related documents