Your negotiating team reached several tentative agreements, including updates to preceptor language, expanded bereavement leave (now including pregnancy loss and stillbirth), use of comp time before vacation, and retiree medical benefits (remaining at requiring10 years of service with a $550 Employer contribution, and removal of the age 60 requirement).

On wages, discussion is still being had. The employer has proposed annual increases of 2.5%, 2.5%, and 2% over the contract, along with an additional 4% adjustment that would bring PHN 1, 2, and 3 classifications up to a 6.5%% increase effective January 1, 2026.

Effective dialogues around bilingual pay were ongoing. The employer is proposing that the premium apply only when nurses are performing interpretation or translation work, and would require certification (with the initial certification paid for by the employer). There is some movement toward flexibility based on program need, but details are still being worked through.

Workplace safety remains a major focus. The employer has proposed updates including access to a remote safety device.. However, there are still important conversations happening about expectations, reporting, and the role of the safety committee.

Safety concerns in the OTP setting were discussed at length. Management proposed removing doors in certain dosing areas, while nurses raised concerns about privacy and safety. Alternatives, such as louvered doors, maintaining some private spaces, and creating safer exit options are still under active discussion.

We will continue working through these issues and advocating for solutions that support both nurse safety and patient care. Our next bargaining session is scheduled for April 8.

Once a Tentative Agreement is reached, it will be time to schedule the vote!

Only members in good standing will be able to vote on the contract.

Not a member? Join today!

Questions? Comments? Contact one of your WSNA officers or your nurse rep, Jaclyn Smedley BSN, RN at jsmedley@wsna.org