Staffing Grievance

WSNA received the hospital step 3 response to the staffing grievance. We are shocked by the hospital’s response which stated in part:

• The contract “does not require SJMC to take any specific action when monthly staffing compliance falls below 80%.” 
  • We disagree.
• The contract “does not require SJMC to predict every absence or bring in travelers to prevent staffing deviation;  it acknowledges that staffing is dynamic and does not guarantee perfect coverage.”  
  • Nurses don’t expect “perfect coverage" and WSNA did not assert that but even when it is known there will be leaves or other staffing gaps, believe the hospital is not adequately planning for coverage or approving positions in a manner that allows management to meet the staffing plan. 
• “The CBA does not require continuous staffing measurement. It requires compliance with RCW 70.41.410–420, which requires hospitals to assign staff according to the staffing plan, document when assignments exceed the plan, and report monthly compliance.  The law does not require real‑time or continuous monitoring.”   
  • We disagree.  Per the DOH website/rules, “Hospitals are required to maintain compliance with their staffing plan THROUGHOUT each shift and must document every time its staffing is out of compliance."

This grievance is now pending arbitration. 

You can find WSNA's position on staffing here - https://www.wsna.org/news/2026/wsna-position-on-staffing.

Baylor Insurance

A grievance was filed on behalf of nurses who work a Baylor shift.  The method the hospital uses to pay Baylor nurses resulted some nurses, at higher pay steps, being put into a category of “highly compensated.” Their pay was then calculated as a 0.9 when they are only working 0.6 and gave the false impression they are making far more money than they actually are receiving. This caused these nurses to be placed in  a higher premium rate category for insurance. WSNA was able to reach agreement with the hospital that will resolve the matter through 2027.  The matter will likely need to be addressed in bargaining next year for future years beyond 2027. The settlement resulted in reimbursement of premiums for the affected nurses. We recovered $3248.76 in pay for the affected nurses. There is a change in the FTE designation but any impact on the reduction in FTE is addressed in MOU.  You can find the agreement here.

Are you missing your shift differential?

WSNA has become aware that nurses may be having their shift differential denied due to the minute-to-minute timekeeping or because of when they take a meal break. This primarily applies to individuals who work overlapping shifts but can apply in other situations.

10.1 Shift Differential - Nurses who work an overlapping shift shall receive shift differential for the entire shift if the majority of the hours worked occur during a shift with a designated shift differential. In the event of equal hours, shift differential will be split and paid according to applicable shifts.

 It does not matter when you take your break – you are entitled to your shift differential if your shift falls under the requirements listed in the contract. Incidental under time cannot be used to deny shift differentials.  Both of these situations are contract violations. We are waiting for the hospital to get back to us and have an extension on grievance timelines to hopefully resolve this matter without a grievance. PLEASE ALWAYS CAREFULLY CHECK YOUR TIMECARDS.  Please contact WSNA ASAP if you believe you have been shorted your shift diff. 

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