On April 4, your WSNA Staff and Supervisor bargaining teams met jointly for session two of contract negotiations with the County. Our proposals reflected the survey data that came directly from all of you. The survey results continue to inform bargaining priorities that need to be addressed for the 2026-2027 contract bargaining cycle.

As promised, we presented a comprehensive economic proposal outlining wage steps and a general wage increase for each year of the contract. This was based on comparable market data for nurses in our area. On average, nurses at Seattle King County were only 0.5% behind in market wages in 2019. Fast forward to 2025, nurses at Seattle King County are, on average, 9.5% behind in market wages. While there is variation between the numerous classifications, the proposals we presented were backed by substantial data.

In addition to an across-the-board wage proposal, we also proposed implementing a wage scale that moves nurses up in pay for every year, instead of the current scale that stops at step 11. Adopting a wage scale that is consistent with industry standard is a top priority for these negotiations. Last year, the County agreed to convene a Longevity Steps Working Committee, for the purpose of trying to align the Employer’s wage schedule with industry standard steps, and agreed that “The result of this work [was to] become the foundation for the parties’ negotiations of a successor contract.” Now is the time for the County to deliver on that promise and adopt a fair wage schedule that continues to compensate nurses for their experience as a nurse throughout their entire career, not just through step 11!

Our economic proposal presentation was followed by a robust discussion with the County. There was no response to our economic proposal during this bargaining session, and the County did not provide a timeline as to when they will make a proposal for this mandatory subject of bargaining. Something they did share, which the WSNA teams have heard in the past, is that the County considers compensation to include other factors, such as affordable health benefits. You may recall that we have repeatedly told the County that benefits do not pay the bills in our last full contract negotiations.

The County presented their comprehensive proposal, excluding economics. It addressed some of our proposals from the last session and described their priorities. There were items that were clarifying, and others that were substantial changes to the current contract language. The WSNA teams asked many questions and engaged in discussions regarding these proposals.

Our plan going forward is to:

1. Gain movement and reach tentative agreements where possible (ultimately securing a STRONG and FAIR contract) - We are back at the table on April 11
2. Provide opportunities for the WSNA nurses to support their bargaining team in this fight for a fair contract that retains and recruits nurses
3. Engage the nurses with their bargaining teams early and often as this process continues

Call to Action 

• Stay informed - Read all WSNA communications and status updates from the Employer
• Engage & Participate – Watch for important updates on how to support your Bargaining Team and fight for a Fair Contract
• Let your Bargaining Team know if you wish to be an Observer during negotiations
• Join the monthly virtual Lunch & Learn – Next meeting May 7 at 12:05 pm – 12:55 pm
• Mark your calendar for the upcoming Nurses Week Celebration on May 8
• Provide Input/Feedback to your Bargaining Team
• Follow on social media platforms
• Make sure you check out your WSNA webpage: https://www.wsna.org/union/seattle-king-county-health-dept-supervisors

Your Bargaining Team,
Nicole Klein, Local Unit Chair
Christopher Salatka, Local Unit Vice-Chair
Annie Roberts, Local Unit Secretary/Treasurer
Zerai Asgedom, Local Unit Grievance Officer

Questions? Contact your Bargaining Team Members or WSNA Nurse Representative Linda Burbank lburbank@wsna.org