Incen­tive bargaining update
Throughout this pandemic the nurses have worked tirelessly to provide the kind of patient care that we would provide to our own family members. We under­stand that nurses are strug­gling to continue our optimism and a positive outlook that we will see an end to this situa­tion and can return to normal”. We recog­nize that the sacri­fices that have been made and continue to be made should be acknowl­edged and rewarded by the organi­za­tion that you work for. In that spirit, WSNA leader­ship approached Peace­Health with a demand to bargain.
On Thursday Sept. 10, WSNA leader­ship met with labor relations to discuss the intro­duc­tion of numerous initia­tives which included the following:

  1. Crisis Pay: CES 3 – Remove the current barriers to the CES 3 MOU to include:
    1. Lift the cap on shifts RNs can pick up.
    2. Allow per diem and relief RNs the choice to pick up CES 3 or call shifts.
    3. Remove restric­tions of RNs losing their CES 3 shifts (premium pay) and reverting them to straight time if the RN then tests positive for COVID-19 or is placed in quarantine.
  2. Reten­tion bonus: Reward nurses who have stayed with Peace­Health and continue their loyalty to their commu­nity and the organi­za­tion with a monetary recog­ni­tion of their service.
  3. Hazard pay: Recog­nize the complexity and psycho­log­ical toll nurses working with COVID-19 patients are burdened with by offering a differ­en­tial for their commit­ment to this patient population.

WSNA believes taking these steps not only is well deserved, but will also help keep the compas­sionate, highly skilled, and dedicated nurses who currently work at the bedside. We are eager to hear the response from PeaceHealth’s leadership.


Requesting reason­able accom­mo­da­tion: Your right to repre­sen­ta­tion
If you need to request reason­able accom­mo­da­tion for medical or religious reasons, you have the right to union representation.

  1. Send written commu­ni­ca­tion that you want to schedule an inter­ac­tive meeting to discuss your accommodation. 
  2. Contact one of the WSNA Officers or the Nurse Repre­sen­ta­tive to attend the meeting with you. 
  3. If your employer has stated that they are accom­mo­dating you but this no longer works for you, you can submit another written request. State that you would like to continue to discuss other accom­mo­da­tion options.
  4. If you receive a phone call from your manager or Human Resources, you have the right to request that they document what they are telling you verbally. If they refuse, you may email your manager and restate what you were told over the phone. Ask that they verify that the infor­ma­tion is mutually understood. 
  5. Your employer is required by law to meet with you if you have asked for a meeting regarding your requested medical or religious accom­mo­da­tion. If an employer were to refuse, you may submit a complaint to the Equal Employ­ment Oppor­tu­nity Commis­sion or the Washington state Human Rights Commis­sion. For more information
    1. Human Rights Commis­sion: https://​www​.hum​.wa​.gov/​f​i​l​e​-complaint
    2. EEOC (Seattle): https://​www​.eeoc​.gov/​f​i​e​l​d​-​o​f​f​i​c​e​/​s​e​a​t​t​l​e/location


Update on Unfair Labor Practice complaint

WSNA continues to wait for the NLRB to respond to the complaint we submitted in August for injunc­tive relief against taking nurses off the schedule. A griev­ance has been filed on behalf of all affected nurses. 

For additional questions, please contact WSNA Nurse Repre­sen­ta­tive Mara Kieval at mkieval@wsna.org.