2025-2027 Contract

Our 2025-2027 Contract is now in effect and posted to our local website! You can find it on our homepage. You can expect to see your Range Increase and 3% wage increase on your July 25, 2025 paystub.

Here are the highlights:

• 3% Wage increase July 1, 2025; 2% Wage increase July 1, 2026.
• RN 2 - One pay range increase from 68 N to 69 N.
• RN 3 - One pay range increase from 72 N to 73 N.
• MOU which provides an additional $1/hour to evening and night shift workers.
• Maintenance of the 24/7 MOU which pays a 5% premium to nurses in facilities such as ours. The takeaway is that it will not cover OT hours.
• Adding steps to the N1 Pay Scale which formerly didn't exist (ghost steps): Steps 14, 17 and 23.
• New language for Voluntary OT. Facilities will be required to offer OT shifts to all staff prior to agency. It designates that OT shifts can be offered to All classifications of RNs after a priority 24 hour window reserved for on-call nurses. Once the shift has been awarded to a FT or PT nurse, the shift cannot be taken away and given to an On Call or agency nurse.
• Kept current contract language 5.4B regarding availability for On Call nurses. (Avoided management's proposed changes).
• Increase in the L & I Risk Class Code from $500 to $750 (Article 41.32) which nurses qualify for on July 1 of each year.

Representation Rights 

Union members have the right to representation by a trained union representative at any meeting that could lead to discipline now or in the future. These representation rights are also known as Weingarten rights.

If your manager wants to chat or meet with you, nurses should always ask: could this meeting lead to discipline now or in the future? The same thing would apply if you were having a conversation with management and it starts to feel uncomfortable. Stop the meeting and ask, could this meeting lead to discipline now or in the future?

If the answer is yes, tell your manager you are happy to meet, but would like a reasonable amount of time to obtain union representation. Managers generally agree with this. Note: management is not allowed to pick your representative.

Should the manager does not allow you to reschedule and insists you answer questions, immediately reassert your rights and professionally state you will listen but cannot respond until you have union representation.

Knowledge is power. Understanding your rights and responsibilities during an investigatory interview can help ensure fair treatment. 

You should reach out to your WSNA Local Unit Officers or WSNA Nurse Representative Alle Machorro if you find yourself in this situation.

Inland Empire Nurses Association (IENA) Update 

Recently, two of our Spokane Veterans Home nurses attended the IENA Gala at the Davenport. Pictured above are Hardish Khinda and Yolanda Nischan. As a due paying member of our union, you are enrolled as a member of IENA. They offer events throughout the year to connect nurses throughout our region. Yolanda Nischan was just elected to serve as a member at large for their Board- congratulations Yolanda!

Questions? Contact your WSNA Nurse Representative Alle Machorro.