Many nurses have asked how negotiations are going. Would you like an opportunity to come and observe a negotiation session? If so, sign up on the date you wish to attend. Sign-ups will be on a first-come, first-served basis. Due to space limitations, we can have up to ten observers per session.

You must review and agree to follow the WSNA guidelines for open negotiations. Once you have signed up for one of the dates below, you will receive a copy.

Location:

Holiday Inn

4260 Mitchell Road

Bellingham, WA 98226

The upcoming dates and times are:

March 11, 1300-1700 <10 slots to sign up>

March 14, 0800-1700 <10 slots to sign up>

March 15, 0800-1700 <10 slots to sign up>

What is an investigatory interview?

An investigatory interview is when you are questioned by your manager or director about any issue that you are involved with that could possibly lead to disciplinary action.

This can include tardiness, overtime, patient complaints, peer complaints, etc. You should ask at the beginning of the meeting, “Is this a meeting that can lead to disciplinary action?” If the answer is yes then you have the right to ask for representation. If the answer is no and they indicate you don’t need a representative, listen carefully to their questions. If it starts to feel like it could lead to discipline, you have the right to invoke your Weingarten or representation rights.

What are my representation rights?

Under the Supreme Court’s Weingarten decision, when an inves­ti­ga­tory inter­view occurs, the following rules apply:

1. The employee must make a clear request for union representation before or during the interview. The employee cannot be punished for making this request. (Note: Do not ask the employer, “Do I need union representation?” It is up to you to make the statement that you want union representation. Remember, management is not an appropriate representative, so if they offer you the nursing supervisor or someone else to sit with you, that is not adequate.
2. After the employee makes the request, the employer must choose among three options. The employer must either:
   1. Grant the request and delay questioning until the union representative arrives and has a chance to consult privately with the employee; or
   2. Deny the request the end the interview immediately; or
   3. Give the employee a choice of: 1) Having the interview without representation; or 2) Ending the interview.
3. If the employer denies the request for union representation and continues to ask questions, this is an unfair labor practice, and the employee has the right to refuse to answer. The employee cannot be disciplined for refusing to answer questions without union representation.

Questions? Contact WSNA Nurse Representative Hanna Welander at hwelander@wsna.org.