Unions reach resolution with CHI Franciscan

WSNA is working hard with our partners at UFCW 21 and SEIU 1199NW Health­care to keep our members safe. Thanks to all our nurses who responded to our COVID-19 survey, filled out ADOs and contacted WSNA. We were able to take real time reports of your concerns directly to the manage­ment. We hope to reach similar resolu­tions like this one with other employers across the state to ensure the safety and well being of workers on the front lines. We need to take care of the nurses and front­line health care workers that take care of us.

DATED this 15th day of March, 2020: 

The Washington State Nurses Associ­a­tion, SEIU 1199NW Health­care Union, and United Food and Commer­cial Workers Union (Unions) and CHI Franciscan (Employer) hereby enter into the following Memorandum of Agree­ment in response to ongoing health concerns presented by the COVID-19 virus.


A. The parties share a mutual interest in assuring the health and safety of patients, clients, families, staff and the community.

B. Nurses and other health­care workers are on the front lines in the delivery of essen­tial health services to patients in need.

C. The decisions of all parties should be guided by the Center for Disease Control and other public health agencies.

D. The parties wish to work together to take reason­able steps to protect patients, clients, families and staff from unnec­es­sary exposure to commu­ni­cable diseases including COVID-19.


1. A nurse or health­care worker who the Employer does not permit to work due to exposure to Covid ‑19 disease while at work shall be placed in paid leave status during any required quaran­tine period. Paid leave status may be a combi­na­tion of L&I Workers Compen­sa­tion and employer paid admin­is­tra­tive leave. The combi­na­tion of which will ensure the employee will experi­ence no loss of pay or accrued time off until such time as the Employer permits the employee to return to work. An employer repre­sen­ta­tive will be avail­able to assist employee with coordi­na­tion of federal, state and employer benefits as may be applicable.

2. A nurse or health­care worker who self-quaran­tines based on concern of social exposure to COVID-19 shall have access to extended illness bank on day 1 until the employee is able to return to work.

3. During the quaran­tine period described in both situa­tions above, the health­care worker is required to partic­i­pate in the Employer’s monitoring process. If criteria is met to return the employee to work, in accor­dance with CDC guide­lines, and the employee nonethe­less refuses to return to work, the rights set forth in paragraphs 1 and 2 will no longer apply.

4. A nurse or health­care worker who travels to a foreign country on the CDC’s high risk list, will need to be quaran­tined for 14 days when they return. EIB would not be applic­able and the nurse or health­care worker would need to use PTO or other benefits avail­able under statu­tory rights.

5. A nurse or health­care worker who is unable to work due to being part of the CDC’s at-risk group (older than 60 or with an under­lying medical condi­tion) may request an accom­mo­da­tion. If a workplace accom­mo­da­tion cannot be granted, the employee will be granted a leave of absence and have access to accrued time off benefits. If the employ­ee’s paid time off accruals exhaust during the leave, Employer will work on a case by case basis with the employee to ensure appro­priate contin­u­a­tion of medical benefits until the employee is deemed eligible to return to work by the Employer.

6. When possible, telework or alter­na­tive assign­ments may be provided as an accom­mo­da­tion for nurses or health­care workers who are in an at-risk group identi­fied by CDC guidelines.

7. The Employer will provide all nurses or health­care workers who have been exposed, such as treating a patient who was not confirmed, but later is to have COVID-19 with written notice within eight (8) hours of known exposure. The written notice will include: the date of exposure, assess­ment of exposure risk and Employer decision on whether to permit the nurse or health­care worker to work or placed on paid leave.

8. Nothing in this agree­ment is intended to prevent employees from accessing other state benefits for which they may qualify, including but not limited to unemploy­ment compen­sa­tion insur­ance, paid family and medical leave, or workers compensation.

9. No less than weekly, the Employer will provide the Union with the number of its repre­sented nurses or health­care workers who have been exposed and the leave status of the employee.

10. Duration of this agree­ment is no later than when the Franciscan Regional Disaster Plan is inactivated.

Temporary Assignment Incentive — System-wide Labor Pool #

March 15, 2020

In response to the devel­oping COVID-19 situa­tion across the south Sound, an incen­tive (“Tempo­rary Assign­ment Incen­tive”) has been created to encourage employees in defined job classi­fi­ca­tions to volun­teer for tempo­rary assign­ments at other acute care CHI Franciscan locations experi­encing staffing short­ages (“Secondary Hospital”). The incen­tive will be in place through no later than when the Franciscan Regional Disaster Plan is inactivated.

An employee in an eligible position who volun­teers and is assigned to a Secondary Hospital will be leased to the entity. Associ­ated labor costs incurred while working at the Secondary Hospital will be paid by the hospital where the employee is employed (“Employer Hospital”) and charged back to the Secondary Hospital through a lease agree­ment process. The charge back will be invis­ible to the employee, who will experi­ence no change in employer status, base pay, service credit, or other related terms of employ­ment. Employees who volun­teer for reassign­ment as described above will receive their regular rate of pay, plus Tempo­rary Assign­ment Incen­tive, for all hours worked at the Secondary Hospital. All policies and CBA require­ments relating to pay, premiums, and benefits covering the employee at the Employer Hospital remain in effect for the employee during their tempo­rary assign­ment at the Secondary Hospital.

Unit manager approval from Employer Hospital is required before an employee is autho­rized to partic­i­pate. The employee will be required to commit to a full week assign­ment at the Secondary Employer and will be removed from their regular schedule at Employer Hospital for the duration of the commit­ment. Employee will be guaran­teed hours at no less than their regular FTE at the Secondary Hospital. The employee will receive mileage reimburse­ment for the number of miles traveled between their facility of employ­ment and the Secondary Hospital where assigned. In the event the need for work at the Secondary Hospital dimin­ishes during the commit­ment period, the employee will be returned to the schedule at their Employer Hospital without loss in hours. 

Defined job classifications: #




· Pharma­cist

· CT Technologist

· Respi­ra­tory Therapist

· Telemetry Tech

· Certi­fied Nursing Assistant

Assignment Incentive – paid in addition to base, regular rate of pay: #

· RN — $10.00 per hour

· CT Tech — $10.00 per hour

· Respi­ra­tory Tech — $10.00 per hour

· Per diem RN; CT Tech or Respi­ra­tory Tech: 1.5x pay

· Telemetry Tech — $5.00 per hour

· CNA — $5.00 per hour

Pay Process for Temporary Incentive Payment: #

1. An employee temporarily assigned to a Secondary Hospital will be unable to use the timeclock at the Secondary Hospital and must manually document all shifts worked on the Kronos paper Excep­tion Log. 

2. The KRONOS Excep­tion Log entry must include shift date, in punch time, out punch time, number of hours for the applic­able shift, and Tempo­rary Assign­ment Incen­tive” noted in the explanation/​comments section. 

3. The employee must send, scan or fax the excep­tion log to their regular manager at their Employer Hospital by the Sunday immedi­ately following their tempo­rary assignment.

4. The local HR timekeeping depart­ment is respon­sible for processing all Tempo­rary Assign­ment Incen­tives. The Tempo­rary Assign­ment Incen­tive for FTE employees will be paid using the Shift Bonus $ pay code and will be visible in Kronos. For per diem RN’s the overtime pay will be processed in Kronos to generate the appro­priate pay.

a. In depart­ments that perform their own timekeeping, the manager and/​or depart­ment editor will not have access to the pay code for Tempo­rary Assign­ment Incen­tive. They must enter applic­able shift and relevant edits for the on-loan employee and fax the approved Excep­tion log to the local HR Timekeeper, who will apply the pay code and process the timecard. 

b. In depart­ments that utilize local HR Timekeeping services, the manager must approve/​sign the excep­tion log and fax it to the local HR depart­ment timekeeper for processing of all excep­tion log entries.

Questions? Contact WSNA Nurse Repre­sen­ta­tive Barbara Friesen at bfriesen@wsna.org or 206 – 575-7979, ext. 3056.