The 4^th of July is a time for reflection on freedom, unity, and the values that bind us together.  Thank you nurses for your spirit and dedication to the excellent work that you do. Stand Strong, Stand United.

To our Veterans: Because you served, we celebrate. Happy Independence Day!

2025-2027 Contract

Your 2025-2027 Contract is now in effect. It is currently going through the signature process.  As soon as it is signed and posted, we will let you know.  You can expect to see your Range Increase and 3% wage increase  on your July 25, 2025 pay.

Here are the Highlights:

• 3% Wage increase July 1, 2025; 2% Wage increase July 1,  2026.
• RN 2 - One pay range increase from 68 N to 69 N.
• RN 3 - One pay range increase from 72 N to 73 N.
• MOU which provides an additional $1/hour to evening and night shift workers.
• Maintenance of the 24/7 MOU which pays a 5% premium to nurses in facilities such as ours. The takeaway is that it will not cover OT hours.
• Adding steps to the N1 Pay Scale which formerly didn't exist (ghost steps): Steps 14, 17 and 23.
• New language for Voluntary OT. Facilities will be required to offer OT shifts to all staff prior to agency. It designates that OT shifts can be offered to All classifications of RNs after a priority 24 hour window reserved for on-call nurses. Once the shift has been awarded to a FT or PT nurse, the shift cannot be taken away and given to an On Call or agency nurse.
• Kept current contract language 5.4B regarding availability for On Call nurses. (Avoided management's proposed changes).
• Increase in the L & I Risk Class Code from $500 to $750 (Article 41.32) which nurses qualify for on July 1 of each year.

ADOs - Assignment Despite Objection (Staffing Complaint Forms)

If you find yourself in a situation that you believe creates unsafe conditions for patients or for you, complete the Staffing Complaint/ADO form as soon as possible.

Additionally, use this form to let us know when you have concerns about inadequate break coverage.

Do you have equipment problems? Workplace Violence? We'd like to hear about those too?

Find the ADO form at wsna.org/ado - click on the link below:

Submit an ADO

My Representational Rights

Union members have the right to union representation by a trained union representative at any meeting that could lead to discipline now or in the future. These representation rights are also known as Weingarten rights. 

The question to ask if your manager wants to chat or meet with you is, could this meeting lead to discipline now or in the future? The same thing would apply if you are having a conversation with management and it starts to feel uncomfortable. Stop the meeting and ask, could this meeting lead to discipline now or in the future?  

If the answer is yes, tell your manager you are happy to meet, but would like a reasonable amount of time to obtain union representation. Managers generally agree with this. Note: management is not allowed to pick your representative.

If the manager does not allow you to reschedule and insists you meet immediately assert your rights and professionally state you will listen but cannot respond until you have union representation.

Knowledge is power. Understanding your rights and responsibilities during an investigatory interview can help ensure fair treatment. 

Your WSNA Local Unit Officers or WSNA Nurse Representative is who you should reach out to if you find yourself in this situation. You can find our contact info at:

WSNA Nurse Representative Janet Stewart, JStewart@wsna.org