This week we were finally able to get a settlement, after 9 months, with the County about the Critical Shift with vacation and sick time accrual. Here are the highlights. For the complete MOU please click on the MOU button.

• The Agreement shall be retroactively applied to all “critical shift” hours worked that have been designated as Critical Shifts in the time entry reason code from the effective date of the Critical Shift Pay Incentive Agreement.
• The County agrees to add a paid leave accrual component to the Critical Shift Incentive Pay Agreement.
• Comprehensive leave eligible employees that work “critical shift” hours under (40) in an FLSA workweek will use TRC 031 with reason code “critical shift” and accrue paid sick and vacation leave on those hours.
• Critical shift hours worked over (40) in an FLSA workweek will not accrue sick and vacation leave and employees must continue to use TRC 185 to record these critical shift hours.

In solidarity

Your Staff Officers - Tyler Breier, Chair; Tami Nesler and Carolyn Clark, Grievance Officer

Questions? Contact WSNA Nurse Representative Michelle Moore at mmoore@wsna.org.