Today, we’re just one month away from expiration. Unfortunately, management seems no more interested in reaching a deal with us than they did at our first session back in June. Yesterday, at our fourth bargaining session, hospital management doubled down on some of their worst ideas and presented a wage proposal that dramatically undervalues our roles at Virginia Mason. 

With only three sessions left before expiration, we know that we need to start putting pressure on them away from the negotiation table to achieve our goals for this contract. That pressure comes from every nurse in the hospital, but particularly per diems. Read on for details about what happened at the bargaining table and where we need your input on our next steps. 

Negotiation Summary

We made some brand new proposals during the first half of the day at our fourth session and used the afternoon to respond to a number of management’s proposals with our own counters. Though we made it clear to management that our proposals were aimed at finding common ground and reaching a deal, they seemed more interested in rejecting almost everything we presented. Here are the highlights:

We proposed better rules around healthcare coverage that would make it easier for part-time and per diem nurses to qualify for benefits. We also proposed a much longer notice period before management can make significant changes to  our healthcare plans, including the cost. Management hasn’t responded to this proposal yet.

We also proposed better pay around temporary unit closures. When a nurse’s home unit is closed for a number of days in a row, they should be getting the float premium for floating, even if they’re “temporarily reassigned” to another home unit. Management countered with language that’s actually a takeaway from our current practice – they proposed that nurses temporarily reassigned to the float pool wouldn't earn float premiums unless their unit has been closed for at least two weeks. That doesn’t exactly give us the impression they’re trying to find common ground with us.

We also proposed language designed to keep nurses at VMMC so our units can be fully staffed. Our proposals included rules that would force management to post additional Baylor shift positions in units that are consistently understaffed over weekends, a more equitable calculation method for PTO accruals, an additional Juneteenth holiday (which other CommonSpirit facilities already have), and updates to broad-based award amounts and qualifying rules. But VM had some counters of their own. Mostly, they were just rejecting our proposals and trying to push for current contract language. They don’t seem to recognize that the status quo at the hospital is unacceptable. So we need to use our power and make our voices heard. 

At the end of the day, management gave us another last minute proposal on wages. They rejected every single one of our proposed premium increases, updates to PTO processes, the addition of Juneteenth, and improvements to Baylor shift programs. They also proposed wage increases that don’t even keep pace with inflation: 2% in our first year, 2% in our second year, and 2% in our third year. It’s clear to us that, even after four sessions of bargaining, they still aren’t really listening. 

Bargaining Update Meetings

Now that all of our main proposals are on the table, it’s time to make things happen. Right now, the best way to get information is at our weekly Bargaining Updates. You can talk with your bargaining team and hear from them about the issues and actions surrounding this contract negotiation. They happen every Wednesday, 1800-1830 and 2000-2030. This week, we’ll cover the steps to take to hold management accountable when you miss a rest or meal break or are forced to work mandatory OT. If you work a ton of callback or get stuck answering calls on your meal breaks, you won’t want to miss this one.

Here’s the link: https://tinyurl.com/wsnaVM

Additionally, we have some other actions planned, but we don’t want word to get out yet. If you’re interested, reach out to our organizer Maia Hepburn at mhepburn@wsna.org for more details. 

Per Diem Call to Action!

We need to hear from per diem nurses and start organizing against management’s proposed takeaways. Right now, per diems do not have the same ‘just cause’ protections as everyone else in the union. Even though per diems are fully members of the bargaining unit, management doesn’t want you to get the same access to the grievance process if you are disciplined without just cause. In practice, this lets management come up with new requirements to be a per diem and pressure nurses into working far beyond what the contract actually requires. Nurses have already come forward about being required to work on holidays and weekends, including days where they haven’t identified any availability, and management has proposed putting those requirements in the contract permanently! We want our counter to their proposal to reflect what per diems want moving forward, so we’re setting up a few ways for per diem nurses to talk through the nuances of what’s going on now and weigh in about what’s most important to them:

First, we’re having an information session this Wednesday August 5 at 1830. Our lawyer will talk through ‘just cause’ protections and answer any questions you may have. Then she’ll want to pick your brain about your current availability requirements, what changes might make sense in each unit, and your highest priorities.

Here’s the link: https://teams.microsoft.com/meet/23777426160277?p=ePyBVBzjXCZNofP9Si.

Second, there will be a Mini-Survey about these issues. After our meeting next Wednesday, the bargaining team will want per diem’s thoughts on availability and work requirements so we can draft a proposal that reflects what’s most important to them. That survey will come out Thursday August 6.

There will be more actions in the coming month before contract expiration. And we’ll need you to show up and make your voice heard!

Minute-to-minute timekeeping - Are you being paid correctly for donning and doffing hospital required scrubs?

Based on some vague communication received from HR, WSNA is concerned that the hospital may not paying nurses for donning and doffing scrubs if you are required to change into scrubs prior to and after your shift. If you are in an area such as the OR or other units where hospital provided scrubs are required, and you must don (put on) those scrubs prior to the start of your shift and doff (remove) them after your shift ends, you are entitled to be paid up to 8 minutes before and 8 minutes after your shift for a total of 16 minutes and this time should be paid as overtime.  If you are provided time to change in and out of those scrubs after your shift starts and before it ends, you do not receive additional pay beyond your shift time. At all times, you should clock in before you change into scrubs and only clock out after you have changed out of your scrubs.  If you have been denied pay, please contact WSNA ASAP. You can find that information here: 

https://cdn.wsna.org/assets/local-unit-assets/virginia-mason-medical-center/VMMC-MOU-Actual_Timekeeping-9-20-2024.pdf

Need representation or have contract questions?
Contact Nurse Representative, Sara Frey at SFrey@wsna.org.

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