WSNA continues to hear from nurses who are not being paid correctly. Nurses continue to report that they find it difficult to get resolution and it is taking far too long.  Nurses are receiving incorrect information such as certain WSNA positions are not eligible for BSN pay - FALSE. Individuals doing payroll telling nurses they don't get standby pay when called in - FALSE.  We are seeing nurses suddenly stop receiving certification pay when they have submitted their current certification, failure to receive step increases, an instance of a step decrease, an instance of paying part of hours at one step and the rest at another step, failure to pay missed breaks correctly, missing Baylor pay with payroll making up rules about how Baylor pay works (it is covered by the contract), etc.

If you believe you have a pay issue you should reach out to WSNA at the same time you reach out to VM administration. Please also strongly consider filing a wage complaint with Labor and Industries. You may be entitled to damages in certain circumstances.

Know your contract. Know your rights. 

Virginia Mason needs to pay their employees correctly and when mistakes are made, those errors should be corrected in a timely manner including the issuance of back pay.

Weingarten Rights

WSNA also continues to hear from nurses who are being called into investigatory meetings and are at times, being misled about the nature of the meeting saying things like "it is an awareness conversation."

An investigatory meeting is any time you are asked why you did or didn't do something, why you said something, etc., and whatever is discussed, could lead to disciplinary action.  Even probationary employees and nurses in a residency are entitled to a rep.  Management cannot pick a representative for you. If you have already spoken to a manager and were given a document at or following the meeting, you should reach out to your union rep ASAP to determine if it is discipline.

If you are called to a meeting, you need to ask, "Is this an investigatory meeting and could what we discuss lead to discipline?" You have rights (Weingarten) when it comes to investigatory meetings.  If a manager refuses to answer with a yes or no, you should state you would like a union representative and will attend the meeting, however, you will not respond to questions until you have an opportunity to arrange for a rep to attend with you.  If the answer is yes, it is investigatory and could lead to discipline, you are entitled to a rep. If the answer is no, then you can proceed. Know your rights! Exercise your right to representation!

Questions? Comments? Contact or one of your WSNA officers or your nurse rep, Sara Frey.  sfrey@wsna.org