WSNA staff contact
WSNA staff contact
The Office of Financial Management is still in the process of putting the contract together. We hear that it will be ready for us to post soon. When this occurs, we will post it on your WSNA webpage and notify you.
- Article 3 Bid System: DVA will announce the posting by sending an email to WSNA on the first day of the posting.
- Article 7 Hours of Work: Low Census: Prior to implementing involuntary low census, all traveler and agency nurses shall be released from work on the unit unless the traveler or agency nurse possesses a unique skill which is required on the unit.
- Article 8 Overtime: The employer will not require any individual employee to work more than two (2) consecutive days of involuntary overtime unless emergent 24 conditions exist as determined by the Appointing Authority or designee. A day of overtime will be considered four (4) hours or more.
- Article 7 Vacation Leave: Annual vacation scheduling for the week in which the 4th of July, 16 Thanksgiving, Christmas and New Year’s Day will be approved on a seniority basis if there are no conflicting requests. If there are conflicting requests, then the same vacation period will not be granted to the same nurse annually so that equitable access exists in obtaining vacation time. The week will begin at 12:01 a.m. on the Sunday preceding the holiday.
- Article 41 Compensation: 4% July 1, 2023, and 3% July 1, 2024
- 41.18 Shift Premium for Registered Nurses and Related Classes: two dollars and fifty-cents ($2.50) per hour shift differential for evening shift and night shift work.
- 41.19: Supplemental Shift Premium for Nurses A: One dollar and fifty cents ($1.50) per hour during any hours assigned to work or while on paid leave for night shift for hours between 2:30 p.m. to 7:00 a.m. B: Four dollars ($4.00) per hour during any hours worked or while on paid leave from Friday midnight to Sunday midnight.
- MOU Institutional Premium: Employees who are assigned to a facility that provides direct care to residents, patients and/or clients and whose duties are required to be performed on location will receive a five percent (5%) premium pay for all hours actually spent working on location. Agency locations that are designated as 24/7 facilities under this MOU are listed in Attachment A to this Memorandum of Understanding and the agency shall determine which positions are eligible for this premium pay. The determination of position eligibility shall not be subject to the grievance procedure. For the purposes of this MOU holidays not worked and hours designated as vacation leave, sick leave, compensatory time, and exchange time shall not include the additional 5% premium. Employees in positions whose duties are not required to be performed on location and who are eligible for regularly scheduled telework shall not be eligible for this premium pay unless their telework agreement specifically requires them to work on location three or more days per week. This premium pay is added to the base salary and shall expire on June 29, 2025.
- Article 9.16: The Agency will reimburse eligible employees who provide proof of satisfactory completion of a course that was previously approved for tuition reimbursement. These education level courses may also include masters degree level courses or higher-level education.
- MOU Recognition and Retention Lump Pay: Effective July 1, 2023, bargaining unit employees will be eligible to receive a one-time lump sum payment of one thousand dollars ($1,000.00) if they meet the following condition: Was hired on or before July 1, 2022, and still employed on July 1, 2023 and did not experience a break in service. Employees who meet definition of an on-call or career seasonal employee are not considered to have a break in service.
- MOU COVID Booster Lump Pay: Employees who choose to be boosted, at a location of their choosing, and voluntarily provide their employer with proof of up-to-date COVID-19 vaccination, which must include any boosters recommended by the U.S. Centers for Disease Control (CDC) at the time proof is provided to the Employer, between January 1, 2023 and December 31, 2023, shall receive a one thousand dollar ($1,000) one-time lump sum payment. Payments will begin July 1, 2023
- Appendix C: Registered Nurses 2- 68N (2 ranges) and Registered Nurses 3- 72N (2 ranges)
If you have any questions, contact your Nurse Representative:
For Walla Walla Veterans Home:
Laurie Robinson RN, CEN
For Washington Soldiers Home and Washington Veterans Home
Janet Stewart, RN, BSN
(206) 735-6484 (mobile)
For Spokane Veterans Home
Allesondra Machorro, BSN, RN, CCRN
Pronouns: She, her, hers’
Apr 11, 2023
Mar 07, 2023
Nov 16, 2022
Sep 30, 2022
Sep 23, 2022
Sep 14, 2022
Supporting Nurses Health and Well-Being: The Path Forward
Supporting Nurses Health and Well-Being: The Path Forward will both celebrate nurses and address some of our most challenging issues.
WSNA names members to state staffing advisory committee
The advisory committee on hospital staffing will start by advising DOH on its development of the uniform hospital staffing plan form.
August 10, 2023
Wenatchee Valley Hospital RNs vote to join WSNA
WSNA will now represent about 100 registered nurses at the facility, which is part of Confluence Health.
July 27, 2023
MultiCare Good Samaritan Hospital nurses reach a tentative agreement
The agreement comes after nurses overwhelmingly voted by 95% to strike Wednesday night.
June 22, 2023
If you find yourself in a situation that you believe creates unsafe conditions for patients or for you, you should complete a Staffing Complaint / ADO Form as soon as possible.
By completing the form, you will help make the problem known to management, creating an opportunity for the problem to be addressed. Additionally, you will be documenting the facts, which may be helpful to you later if there is a negative outcome.
WSNA also uses your ADO forms to track the problems occurring in your facility. When you and your coworkers take the important step of filling out an ADO form, you are helping to identify whether there is a pattern of unsafe conditions for you or your patients at your facilities. This information is used by your conference committee, staffing committee, and WSNA labor staff to improve your working conditions.
As a union member, you have the right to have a representative present in any meetings with management that could potentially lead to disciplinary action against you.
If called into a meeting with management, read the following to management when the meeting begins:
If this discussion could in any way lead to my being disciplined or terminated, I respectfully request that my union representative be present at this meeting. Without representation present, I choose not to participate in this discussion.
Find out more about this crucial right and how to exercise it to ensure your fair treatment and protection.
Enhance your professional competency with WSNA's free online courses.
Earn CNE contact hours through topics like Cultural Humility, Telehealth Assessment, Workplace Violence Prevention, and more. Convenient and self-paced, our courses provide practical knowledge for your daily work. Expand your skills and stay up-to-date with the latest nursing practices.
Visit cne.wsna.org to access our courses and earn CNE contact hours.