WhidbeyHealth Medical Center


The bargaining team needs you

Now is the time to collectively raise your voices in solidarity for a fair contract!

The nurses at WhidbeyHealth deserve a fair contract and respect.

To that end, the bargaining team needs your participation now:

  1. Speak to a member of the bargaining team listed below and ask to sign your comment card.
  2. Include a personal statement.
  3. Hand the card back to the bargaining team member as soon as you’re done (< 2 minutes of your time)
  4. Wear blue and join together to present the cards to the Board of Commissioners on Aug. 12 at 8 a.m. in rooms A/B in the lower level of the new wing of the hospital.

Contact the following team members to sign a card and learn more:
Gwen Parrick – Quality and Transformation, Day
Ann Bell – Primary Care Cabot, Variable shift
Bonnie Garcia – PACU, Variable shift
Dori Painter – ED, Variable shift
Jeremy Aaron – Hospice Care, Nights
Jessica Shaffer – ED, Variable shift
:aura Black – Inpatient Care Medical Surgical, Day
Lucy Sinette – ED, Nights
Luka Cobb – Hospice, Variable shift
May Meek – Home Health, Day
Michael Aube - Surgical Service, Variable shift
Sarah-Lyn Clark - Surgical Service

Reach out to WSNA Representative Terri Williams with any questions – twilliams@wsna.org , 206-516-9418.

Negotiations session nine update

Whidbey

Our negotiations session yesterday was not as positive as we had hoped. The Employer continues to only offer our nurses 0% wage increase and a one-year contract. Our last proposal to the Employer was a three-year contract with increases as follows:

2% 1/1/2020
3% 4/1/2021
4% 4/1/2022

CEO Ron Telles came to the Negotiations session from 1-2 p.m. and listened to about 20 nurses who expressed their frustration and feelings of being disrespected. Several comments included:

  • No wage increase is seen by nurses as disrespectful and unfair;
  • Nurses have tempered their expectations but 0% increase is unacceptable;
  • Nurses are the backbone of the hospital and treating them this way will not help with the Hospital’s much-needed turnaround;
  • Nurses at Whidbey Health make less than comparable hospitals in the area;
  • Nurse retention is very important, nurses are leaving the hospital to work places where they will feel more respected and be better paid;
  • There are limited numbers of people on the island, many nurses have left to work off island, with better wages and still live here;
  • Nurses are the best asset, retention needs to be encouraged, we need the resources to provide good patient care;
  • It feels like administration wants to fix the financial concerns on the back of the workers, which makes nurses feel unvalued.
  • We want a place to go to when we are sick, when our families are sick; we want this hospital to be successful;
  • The hospital is always working in the short term – they bring in travelers who have no commitment to or ownership in the hospital, and who end up making more money than us.


Ron’s message after the nurses spoke was not substantial. He stated he came to the session as CEO, to “Listen to Learn.” He also mentioned that 76% of the employees are not engaged and the reputation of the hospital needs to change. He ended with “I have listened. I have to respect the process.”

An hour later, management returned to the table and stated they were standing on their existing proposal of 0% wage increase and a one-year contract.

We agreed to a Tentative Agreement (TA) on a few small language items. We were given a proposal on Staffing and Staffing Committee language.

We are going to need all of our co-workers to work together in solidarity in the coming weeks, to wear blue on Fridays, wear your WSNA badge pulls and WSNA buttons. Car signs are being circulated by the Negotiation Team members – put one in your car, give one to a neighbor, ask merchants to display them at their businesses. Talk to each other about the importance of being strong and supportive to the cause. Watch for possible Unity meetings or some other type of activity. We will let you know the date of the next negotiation session.

PTO donations reminder: We are counting on your help since every negotiation session we attend is unpaid. Our only options are to use our PTO or take No Pay to attend negotiations. Please support your team and donate some PTO. Any amount helps. Per the agreement, one hour is the minimum you can donate. Thanks to those who have already made donations! And, the unit that raises the most PTO hours will get a prize based on donations by unit/number of nurses, so smaller units have a just as good a shot at winning!

Donation forms are being collected by Gwen Parrick, Local Unit Chair. She can be reached at rsgsparr@whidbey.com.

In Solidarity!

Gwen Parrick rsgsparr@whidbey.com; Jeremy Aaron jaaron575@gmail.com; Laura Black tomnlaura@hotmail.com; Ann Bell anniebell66@gmail.com; Bonita Garcia bonniegarcia@hotmail.com; Dori Painter doripainter@gmail.com; Jessica Shaffer jessibaby1979@hotmail.com; Mary Meek mickeymousefan1308@att.net; Luka MacKay lukamackay@gmail.com; Lucylyn Sinette lucylyn.goense@gmail.com; Sarah-Lyn Clark sclark5186@yahoo.com; Michael Aube mmaubevt@yahoo.com


Questions? Contact WSNA Nurse Rep Terri Williams, MS, RN at twilliams@wsna.org.

We have a date!

Your Negotiations Team will be going back to the table with management on July 17. As you are aware, we are continuing to hold the Employer accountable for showing respect for the nurses and creating an environment for quality care. We are asking all nurses to wear blue on our negotiation date. CEO Ron Telles has agreed to be available for this session to speak with your team!

Stay tuned for updates after July 17.

PTO donations reminder: We are counting on your help since every negotiation session we attend is unpaid. Our only options are to use our PTO or take No Pay to attend negotiations. Please support your team and donate. Per the agreement, one hour is the minimum you can donate. Contact Gwen Parrick at gwensparrick@hotmail.com if you have any questions about the donations.

Thanks to those who have already made donations! The unit that raises the most PTO hours will get a prize (based on donations by unit/number of nurses, so smaller units have a just as good a shot at winning)!

In solidarity!
Gwen Parrick rsgsparr@whidbey.com; Jeremy Aaron jaaron575@gmail.com; Laura Black tomnlaura@hotmail.com; Ann Bell anniebell66@gmail.com; Bonita Garcia bonniegarcia@hotmail.com; Dori Painter doripainter@gmail.com; Jessica Shaffer jessibaby1979@hotmail.com; Mary Meek mickeymousefan1308@att.net; Luka MacKay lukamackay@gmail.com; Lucylyn Sinette lucylyn.goense@gmail.com; Sarah-Lyn Clark sclark5186@yahoo.com; Michael Aube mmaubevt@yahoo.com

Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)/ Danielle Franco-Malone, Legal Counsel for WSNA

Questions? Contact WSNA Nurse Representative Terri Williams at twilliams@wsna.org or 206-575-7979, ext. 3058.

WSNA grievance officer training (Free lunch event)

When: Friday, July 19 from noon-2:30 p.m.
Where: Bellevue Brewing Company, 1820 130th Ave N.E., Bellevue, 98005

This event is for you if:

  1. You are a WSNA elected officer or grievance officer who has not yet had this training (officers will learn how to attend investigatory meetings).
  2. You have already had grievance officer training and would like a refresher.
  3. You have lots of experience with the grievance process and are willing to share your knowledge and experience with those new to the role.
  4. You have an interest in advocating for your colleagues in investigations and would like to learn more.

Your colleagues need your advocacy and support!

RNs from multiple facilities will be attending and space is limited. You must preregister for this training.

Register today with WSNA Nurse Rep Terri Williams at twilliams@wsna.org. Include your name, contact info and where you work.

Please be on time as we have a lot to cover!

Questions? Contact Terri Williams at 206-575-7979, ext. 3058 or twilliams@wsna.org.

Negotiation session eight update

Your team met with management on Thursday, May 23. We continued to discuss many items including economics, successorship and the Staffing Committee.

The Employer continues their original offer of a zero percent wage increase with no other economic concessions and a one-year contract. They continue to state they are in a financial situation that is not improving. Per Lisa Sanford, on May 23, the hospital had twelve (12) days operating money.

We are committed to achieving the very best economic package we can that fairly compensates the Hospital’s nurses. We are exploring the possibility of a two-year contract with a wage “reopener” after the first year, that would allow the Union to reopen the Contract at the second year to bargain for another wage increase.

Regarding successorship, we again proposed language that would help protect nurses in the event that another entity buys WhidbeyHealth.

We reached only one tentative agreement (TA) during this session, regarding Article 2.1, which prohibits the hospital from advising employees on whether to join the Union.

Our next session, which was previously scheduled for May 29, has been postponed due to scheduling conflicts. Please watch for our notice of the next date.

In the meantime, your team will be back in touch with you regarding actions we are planning for the coming weeks. For instance, we will be asking all nurses to wear blue on our negotiation date. We are also ordering car signs and yard signs which will be shared with all that are interested in displaying them in the community. The WSNA Organizer, along with the Negotiation Team members will be reaching out to nurses regarding a few other ideas we have discussed to get the word out to the community in support of nurses, patient care and safety!

Most of this information will be sent to the nurses by email and possibly postcards. If we don’t have your current correct email, please let Nurse Rep Terri Williams know. We may also send text messages, therefore, be sure we have your correct cell number.

PTO donations reminder: We are counting on your help since every negotiation session we attend is unpaid. Our only options are to use our PTO or take No Pay to attend negotiations. Please support your team and donate some PTO. Any amount helps. Per the agreement, one hour is the minimum you can donate. Thanks to those who have already made donations! And, the unit that raises the most PTO hours will get a prize based on donations by unit/number of nurses, so smaller units have a just as good a shot at winning!

Will you be a PTO donation ambassador? If you are interested, contact Gwen Parrick, Local Unit Chair at gwensparrick@hotmail.com.

In Solidarity!

Gwen Parrick rsgsparr@whidbey.com; Jeremy Aaron jaaron575@gmail.com; Laura Black tomnlaura@hotmail.com; Ann Bell anniebell66@gmail.com; Bonita Garcia bonniegarcia@hotmail.com; Dori Painter doripainter@gmail.com; Jessica Shaffer jessibaby1979@hotmail.com; Mary Meek mickeymousefan1308@att.net; Luka MacKay lukamackay@gmail.com; Lucylyn Sinette lucylyn.goense@gmail.com; Sarah-Lyn Clark sclark5186@yahoo.com; Michael Aube mmaubevt@yahoo.com


Questions? Contact WSNA Nurse Rep Terri Williams, MS, RN at twilliams@wsna.org.

Negotiation update seven

Thank you to all of the nurses who were able to attend the Unity Meeting on Monday, May 6! It was great to see you all.

With short notice, the Employer has cancelled our next (eighth) negotiations session, which was to take place on Tuesday, May 14. Our next scheduled session is Thursday, May 23.

The information below was shared with all who were able to drop by last week . If you have any questions, please contact one of your Negotiation Team members or Terri Williams, MS, RN; WSNA Nurse Rep.

Contract negotiations update

Economics:

  • Whidbey Health is offering a ZERO PERCENT wage increase with no other economic concessions, and a one-year contract.
  • The Hospital is in a dire financial situation. It is hemorrhaging money and something has to change if the Hospital is going to stay open.
  • We understand that the nurses did not get them into this mess – they did that all on their own. Nonetheless, it’s simply not going to be realistic to achieve an economic package on par with what we’ve won in past years.
  • While we recognize that the Hospital is in a bad financial situation, we also know that the nurses are the backbone of this Hospital and that if there’s going to be a turnaround, the nurses need to be on board.
  • We are committed to achieving the very best economic package we can that fairly compensates the Hospital’s nurses.


Successorship:

  • A key issue we are trying to achieve is language that protects Whidbey’s nurses if the Hospital is ever sold or acquired by another entity.
  • We have proposed language that would ensure the terms of your contract would not change if that were to occur.
  • The Hospital insists it has no plans to sell, but has refused to agree to this proposal.


We have made some modest improvements to other language items, including language that would:

  • Improve low census by providing that hours taken as paid PTO will count toward the 48-hour cap, as well as simplifying the low census language to make it easier to understand
  • Require the Hospital to offer open shifts to FTE nurses before per diems
  • Differentiate mere orientation from precepting duties that must be paid, and expand the entitlement to preceptor pay for precepting students
  • Ensure WSNA is able to meet with new nurses in orientation


We have several other language proposals that the Hospital has not agreed to, including language that would:

  • Strengthen the commitments around breaks and staffing
  • Ensure that Whidbey’s nurses have a stronger voice on the staffing committee
  • Protect the privacy of nurses’ information if it is subject to a Public Records Act request
  • Prohibit the Hospital from advising employees on whether to join the Union
  • Expand the circumstances when education time can be used


In Solidarity!

Gwen Parrick rsgsparr@whidbey.com; Jeremy Aaron jaaron575@gmail.com; Laura Black tomnlaura@hotmail.com; Ann Bell anniebell66@gmail.com; Bonita Garcia bonniegarcia@hotmail.com; Dori Painter doripainter@gmail.com; Jessica Shaffer jessibaby1979@hotmail.com; Mary Meek mickeymousefan1308@att.net; Luka MacKay lukamackay@gmail.com; Lucylyn Sinette lucylyn.goense@gmail.com; Sarah-Lyn Clark sclark5186@yahoo.com; Michael Aube mmaubevt@yahoo.com


Questions? Contact WSNA Nurse Rep Terri Williams, MS, RN at twilliams@wsna.org.

Celebrate Nurses Week by joining us at the WSNA Unity Drop-In Meeting

May 6 from 11 a.m. to 3 p.m. in the Education Room A
May 6 from 3 to 8 p.m. in the Education 1 Room

  • Negotiations are contentious and progressing slowly with no acceptable economic proposals presented:
    • Stagnate 0% wage
    • 1-year contract with no successorship
    • CEO received generous salary and bonuses
  • This is your chance to have your voices heard regarding issues that will affect your wages, safety, benefits and workplace conditions for years.
  • Meet your negotiating team, WSNA attorney and WSNA representatives and express any concerns.
  • Join us in unity to help make decisions regarding ongoing contract negotiations and help plan for future actions.


In solidarity,

Gwen Parrick, RN, Quality, Local Unit Chair/ Jeremy Aaron, RN, Home Hospice, Local Unit Grievance Officer/ Laura Black, RN, Med Surg, Local Unit Grievance Officer/ Doreen Painter; RN, ED/ Jessica Shaffer, RN, ED/ Lucylyn Sinette, RN, Med Surg/ Michael Aube, RN, OR/ Sarah Clark, RN, OR/ Mary Meek, RN, Home Health/ Luka Cobb, RN, Home Hospice/ Bonnie Garcia, RN, PACU/ Ann Bell, RN, PACU/ Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)/ Danielle Franco-Malone, Legal Counsel for WSNA,
Will Nesper, RN, WSNA Nurse Organizer


Questions? Contact WSNA Nurse Representative Terri Williams at
twilliams@wsna.org or (206) 575-7979, ext. 3058

Our negotiation team met with WhidbeyHealth hospital management for our sixth session on April 12

The Employer again came to the table with no further movement regarding their financial package, which remains a 0% wage increase and a one-year contract – even though we are aware the outgoing CEO will be receiving tens of thousands of dollars as an exit package.

We did reach tentative agreements on:

  • Low Census language – to simplify and improve language around how nurses can be low censused.
  • Preceptor language - to clarify what constitutes orientation v. what constitutes precepting (requiring payment of premium)

We are continuing to push on the following important issues:

  • Successorship language in case WhidbeyHealth is ever sold. Would ensure any new owners would be bound by the CBA and that all your contractual rights continued to be honored.
  • Staffing language to insure patient safety and breaks with regard to fatigue
  • Workplace Violence language to ensure the Hospital takes adequate steps to prevent and respond to violence against nurses

Stay tuned for information regarding a local unit meeting in the next few weeks.

PTO donations reminder: We are counting on your help since every negotiation session we attend is unpaid. Our only options are to use our PTO or take No Pay to attend negotiations. Please support your team and donate. Per the agreement, one hour is the minimum you can donate. Thanks to those who have already made donations!

Will you be a PTO donation ambassador? Local Unit Chair Gwen Parrick reports that she hasn't heard from anyone regarding acting as an ambassador. If you are interested, contact her at gwensparrick@hotmail.com.

Also, the unit that raises the most PTO hours will get a prize (based on donations by unit/number of nurses, so smaller units have a just as good a shot at winning)!

Session #7 will take place Thursday, April 18. We have tentative future dates on May 14 and May 26. Stay tuned!

In solidarity!

Gwen Parrick, RN, Quality, Local Unit Chair/ Jeremy Aaron, RN, Home Hospice, Local Unit Grievance Officer/ Laura Black, RN, Med Surg, Local Unit Grievance Officer/ Doreen Painter; RN, ED/ Jessica Shaffer, RN, ED/ Lucylyn Sinette, RN, Med Surg/ Michael Aube, RN, OR/ Sarah Clark, RN, OR/ Mary Meek, RN, Home Health/ Luka Cobb, RN, Home Hospice/ Bonnie Garcia, RN, PACU/ Ann Bell, RN, PACU/ Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)/ Danielle Franco-Malone, Legal Counsel for WSNA

Our negotiation team met with hospital management for our fifth session on March 27

Our team had scheduled their day as any other, meeting at 8 a.m. and expecting to meet with management around 9:30. We were notified by the employer, at the last minute the evening before, that they would not be ready to meet until 1:30 p.m. They gave no further movement regarding their financial package, which remains a 0% wage increase and a one-year contract.

The contract expired yesterday, March 31. Since WhidbeyHealth is a public entity, we are covered by an "Evergreen year" concept. This means the contract automatically renews (rolls over) for one year. Therefore, all your rights and benefits remain intact.

We have pushed hard at each negotiation session to get language in the contract for successorship. Our proposal would offer protection for the bargaining unit if the hospital were ever purchased by another entity. That purchaser would be required to work with the union and keep the collective bargaining agreement. We continue to press on this important issue.

PTO donations reminder: We are counting on your help since every negotiation session we attend is unpaid. Our only options are to use our PTO or take No Pay to attend negotiations. Please support your team and donate. Per the agreement, one hour is the minimum you can donate. Thanks to those who have already made donations!

Will you be a PTO donation ambassador? Local Unit Chair Gwen Parrick reports that she hasn't heard from anyone regarding acting as an ambassador. If you are interested, contact her at gwensparrick@hotmail.com.

Also, the unit that raises the most PTO hours will get a prize (based on donations by unit/number of nurses, so smaller units have a just as good a shot at winning)!

Join your negotiation team members and co-workers at the Town Hall Meeting tonight, April 1:

Time: 5:30-7:30 p.m.
Where: Educ Conf Rooms A-B

In solidarity!

Gwen Parrick, RN, Quality, Local Unit Chair/ Jeremy Aaron, RN, Home Hospice, Local Unit Grievance Officer/ Laura Black, RN, Med Surg, Local Unit Grievance Officer/ Doreen Painter; RN, ED/ Jessica Shaffer, RN, ED/ Lucylyn Sinette, RN, Med Surg/ Michael Aube, RN, OR/ Sarah Clark, RN, OR/ Mary Meek, RN, Home Health/ Luka Cobb, RN, Home Hospice/ Bonnie Garcia, RN, PACU/ Ann Bell, RN, PACU/ Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)/ Danielle Franco-Malone, Legal Counsel for WSNA

Whidbey negotiation update: session four

Our WSNA Negotiating Team of RNs from WhidbeyHealth met with hospital management on March 20, 2019, for our fourth session.

After waiting all this time, management came back with a proposal for 0% wage increases and a 1-year contract, plus no consideration for our other premiums. This is extremely disappointing and we expressed our shock and outrage to Management.

Management also repeated that there is not a staffing problem at this Hospital, despite the staffing concerns we have repeatedly raised.

We have reached agreement on some articles but still have a long way to go. When pressed, management was forced to acknowledge that overtime continues to be a problem in the MAC and have backed off their proposal to remove the overtime premium.

PTO DONATIONS: We need your help! We nurses on the WSNA Bargaining Team are using our own PTO or taking No Pay to attend negotiations. Please donate as much PTO as you can, but 1 hour is the minimum you can donate.

Will you be a PTO Donation Ambassador? We are asking for nurses to be their unit’s PTO Donation Ambassador, to go out and help secure PTO donations to help our negotiating team members get some compensation for missed hours. Contact Local Unit Chair Gwen Parrick if you are interested at: gwensparrick@hotmail.com.

Also, the unit that raises the most PTO hours will get a prize! (based on donations by unit/number of nurses, so smaller units have just as good a shot at winning!)

In solidarity:

Gwen Parrick, RN, Quality, Local Unit Chair

Jeremy Aaron, RN, Home Hospice, Local Unit Grievance Officer

Laura Black, RN, Med Surg, Local Unit Grievance Officer

Doreen Painter; RN, ED

Jessica Shaffer, RN, ED

Lucylyn Sinette, RN, Med Surg

Michael Aube, RN, OR

Sarah Clark, RN, OR

Mary Meeks, RN, Home Health

Luka Cobb, RN, Home Hospice

Bonnie Garcia, RN, PACU

Ann Bell, RN, PACU

Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)

Danielle Franco-Malone, Legal Counsel for WSNA

Negotiations update: session three

Our team of WSNA registered nurses from WhidbeyHealth met with the management team for our third session on Wednesday, March 13.

We were able to get a TA (Tentative Agreement) on a few articles, including new language that would give FTE nurses first opportunities for open shifts in all units. Per Diem nurses would have the opportunity after FTEs (management could schedule Per Diems for up to two shifts per schedule without first offering the shifts to FTEs).

Management continues to fall short of the mark in other areas that are of great importance to our bargaining team, such as safe staffing, workplace violence and successorship to protect nurses' working conditions in the event the hospital changes ownership. We are holding firm on all of these areas since they are very important to patient safety and nurse safety.

Management also made a proposal to take away the Memo of Understanding that offers a premium to MAC nurses who work at least (30) minutes beyond their shift. We are waiting to hear from MAC nurses as to their thoughts on this proposal.

Management still has not made any economic proposals.

We again discussed precepting and orienting. Thank you to those of you who shared your understanding of the difference in these two concepts. We would like to hear from more of you, though. Please contact one of the negotiation team members or the WSNA nurse rep.

Our next bargaining session with the employer will take place on Wednesday, March 20.

We encourage all Whidbey RNs to stay involved and let us know if you have ongoing questions or concerns. Your priorities are the driving force behind our negotiations, and we are striving to persist until we reach an agreement that is fair and deserving.

In solidarity:

Gwen Parrick, RN, Quality, Local Unit Chair
Jeremy Aaron, RN, Home Hospice, Local Unit Grievance Officer
Laura Black, RN, Med Surg, Local Unit Grievance Officer
Doreen Painter; RN, ED
Jessica Shaffer, RN, ED
Lucylyn Sinette, RN, Med Surg
Michael Aube, RN, OR
Sarah Clark, RN, OR
Mary Meeks, RN, Home Health
Luka Cobb, RN, Home Hospice
Bonnie Garcia, RN, PACU
Ann Bell, RN, PACU
Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)
Danielle Franco-Malone, Legal Counsel for WSNA

Negotiations update: session two

Our team of WSNA registered nurses from WhidbeyHealth met with the management team for our second session on Friday, March 1.

We have now presented our full proposals – including economics (wage increases, premiums, differentials, etc.). After two sessions, management has presented us with one partial proposal which included only particular wording changes, which spoke towards:

  • Limiting WSNA bulletin boards
  • Limiting WSNA representatives' ability to visit the premises
  • Limiting WSNA's ability to use meeting rooms

In response to our proposals, among other items, management has said NO to:

  • Workplace violence language that would help reduce the risk of workplace violence and ensure that any incidents are handled appropriately
  • New language related to the Nurse Staffing Committee to ensure nurses have a strong voice when it comes to staffing
  • Successorship language that would protect nurses if the hospital were ever sold
  • Making low census rotation and floating more equitable
  • Ensuring PTO is afforded all the protections now required by state law
  • Protecting nurses' private information from Public Records Act disclosure
  • Language to strengthen and expand precepting

We spent time attempting to discuss the difference between Precepting and Orienting. If any nurses would like to share their understanding regarding the meanings of “precepting” and “orientation,” please fee feel to share with one of the team members listed below.

Our next bargaining session with the employer will take place on Wednesday, March 13.

We appreciate the support from all of the registered nurses that have reached out and demanded a fair contract and safe working conditions. These principles will continue to be the driver behind our priorities as a team.

In solidarity,

Gwen Parrick, RN, Quality, Local Unit Chair
Jeremy Aaron, RN, Home Hospice, Local Unit Grievance Officer
Laura Black, RN, Med Surg, Local Unit Grievance Officer
Doreen Painter; RN, ED
Jessica Shaffer, RN, ED
Lucylyn Sinette, RN, Med Surg
Michael Aube, RN, OR
Sarah Clark, RN, OR
Mary Meeks, RN, Home Health
Luka Cobb, RN, Home Hospice
Bonnie Garcia, RN, PACU
Ann Bell, RN, PACU
Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)
Danielle Franco-Malone, Legal Counsel for WSNA

Negotiations update – session one

Our team met with the Employer on Wednesday, Feb. 20 for our first session and presented our opening proposal. The Employer didn’t respond to our proposal or make any proposals of their own.

The team highlighted and discussed our opening offer and spent time explaining and discussing why we see a need for certain changes to ensure fair treatment of nurses. We’ve proposed some cleaning up of old, ambiguous language as well.

A few highlights of our proposal include:

  • Ensuring that we have a voice on the Nurse Staffing Committee. Educate yourself on the new, updated staffing law;
  • Language expanding protections and ability to use PTO, to reflect changes in WA’s paid sick leave law;
  • Workplace violence language to address this statewide/nationwide issue affecting our nurses.

We are currently drafting our economic proposal and plan to present it to the Employer at our next session.

Stay tuned for further updates. Our next session is scheduled for Friday, March 1.

In Solidarity!

Gwen Parrick, RN, Quality, Local Unit Chair
Jeremy Aaron, RN, Home Hospice, Local Unit Grievance Officer
Laura Black, RN, Med Surg, Local Unit Grievance Officer
Doreen Painter; RN, ED
Jessica Shaffer, RN, ED
Lucylyn Sinette, RN, Med Surg
Michael Aube, RN, OR
Sarah Clark, RN, OR
Mary Meeks, RN, Home Health
Luka Cobb, RN, Home Hospice
Bonnie Garcia, RN, PACU
Ann Bell, RN, PACU
Terri Williams, MS, RN, WSNA Nurse Rep (twilliams@wsna.org)
Danielle Franco-Malone, Legal Counsel for WSNA

It’s that time again! Are you ready?

Our negotiation team is in place and ready to meet with the employer to make sure we continue to have a strong contract with all of the rights and benefits we deserve. The team has taken part in our first prep session and scheduled for our second prep which will be with the WSNA attorney, Danielle Franco-Malone.

Our priorities have been set by your responses to the negotiations survey and ongoing feedback from RNs regarding issues and concerns about our current contract. We will continue to work for a safe working environment and conditions that allow RNs to deliver the safest and most effective patient care.

Our first session at the table is scheduled for Wednesday, Feb. 13, 2019. Stay tuned for updates as each session continues.

In Solidarity!

Gwen Parrick, RN, LU Chair; Quality
Laura Black, RN, LU Grievance Officer
Jeremy Aaron, RN, LU Grievance Officer
Dori Painter, RN and Jessica Shaffer, RN; ED
Michael Aube, RN and Sarah Clark, RN; OR
Ann Bell, RN and Bonnie Garcia, RN; PACU
Luka MacKay, RN; Hospice Care
Mary Meek, RN; Home Health
Lucylyn Sinnette, RN; Med Surg

And Terri Williams, MS, RN; WSNA Nurse Rep, twilliams@wsna.org / 206-575-7979, ext. 3058.

Preparations for WSNA contract negotiations are underway!

The WSNA local unit officers and leadership team are preparing for contract negotiations. Your input and participation are vital in getting the best possible contract for WhidbeyHealth RNs. Here’s how you can be involved.

The survey will be available until Dec. 3.

  • Consider becoming a member of the negotiating team – we need nurses at the table to voice the interests for everyone!
  • Continue to watch the WhidbeyHealth homepage and your email for updates and information.
  • Update your contact information with the WSNA Membership Department at membership@wsna.org or by phone at 206-575-7979.

Questions? Contact one of our Local Unit Officers or WSNA Nurse Representative Terri Williams, MS, RN at 206-575-7979, ext. 3058.

WSNA's Position Statement on influenza vaccinations

Our stance is that RNs can make the decision as to whether or not they want to receive the flu vaccine. If the nurse refuses immunization, we agree with the CDC recommendation of wearing a mask in patient care (6 ft from patients) areas only. Breakrooms, hallways, parking lots, cafeteria, etc. are not considered patient care areas.

WSNA's position on mandatory influenza vaccinations and strategies to address influenza

WSNA is committed to advocating for the health of nurses, patients and the communities they serve. Because of this commitment, WSNA strongly recommends that all nurses and other health care providers be vaccinated against all influenza viruses. WSNA strongly supports and urges voluntary efforts that aim for 100 percent vaccination rates, including annual education and implementation of comprehensive influenza vaccination programs for all health care providers.

WSNA supports enforcement of existing federal and state regulations to ensure that all employers meet the Centers for Disease Control (CDC) andOccupational Health and Safety Administration (OSHA) requirements for influenza prevention.

WSNA believes a hospital-by-hospital approach to mandatory vaccinations is poor public policy. It lacks consistency and adequate protection for patients and health care workers. WSNA believes that any vaccination policy is only one component of a comprehensive influenza prevention policy and should only be enacted as a result of federal or public health regulation. WSNA believes that any such regulation must include the following core components:

  • The policy must cover all health care settings and health care workers. This includes all settings such as hospitals, long-term care facilities, adult boarding homes, outpatient clinics, etc. Health care workers must include those licensed and unlicensed who work in close proximity to patients, (e.g. nurses, emergency responders, physicians, housekeeping personnel, health care secretarial staff, etc).
  • Employers must ensure that appropriate protection and safety measures are in place to provide a safe workplace environment for nurses and health care workers.
  • Employers must ensure that influenza vaccines are available and offered to every health care worker annually at convenient times and locations. The employer must not discriminate against or discipline nurses for the appropriate use of sick time.
  • If a declination form is required for vaccination, the nurse must be able to sign the form confidentially; that is, the nurse must not be required to divulge personal health information or declare the reason(s) for refusal of a vaccine. The employer must not discriminate against or discipline a nurse for opting out.
  • The employer must comply with CDC and OSHA Guidelines must be used for prevention, protection, and safety of nurses and patients.

In solidarity!

Gwen S. Parrick, BSN, RN; Chair
gwensparrick@hotmail.com

Kathy Cox, RN; Secretary/Treasurer
cxgeokat@yahoo.com

Laura A. Black, RN; Grievance Officer
tomnlaura@hotmail.com

Jeremy Aaron, BSN RN; Grievance Officer
jaaron575@gmail.com

Terri Williams, MS, RN; WSNA Nurse Rep
twilliams@wsna.org

Update - staffing issues at WhidbeyHealth

Nursing care requires continuous patient assessment, critical thinking, expert nursing judgment, advocating on behalf of our patients and educating patients and their families. These activities are the essence of nursing care and are critical factors in avoiding preventable complications, injuries and avoidable deaths.

When staffing levels are too low, RNs are frequently forced to compromise the care they give to their patients. Unsafe nurse staffing is a dangerous practice that leads to medical errors, poorer patient outcomes and nursing injuries as well as burnout. Ensuring safe nurse staffing must continues to be a top priority for all nurses.

In 2017, the Washington state legislature passed the Patient Safety Act, addressing this top issue of safe staffing. The bill creates greater transparency and accountability for nurse staffing plans and the work of nurse staffing committees in hospitals. The new bill holds hospitals more accountable for staffing in order for YOU to deliver safe, high quality care to their patients.

Among other amendments and additions to the law, the following three require the RNs to take part in this accountability. The law now requires the Employer to:

  • Allow a nurse to report to, and file a complaint with, the staffing committee any time the nurse personnel assignment is not in accordance with the adopted staffing plan;
  • Allow nurses who may disagree with the shift-to-shift adjustments in staffing levels to submit a complaint to the staffing committee;
  • Require staffing committees to develop a process to examine and respond to submitted complaints, and to determine if a complaint is resolved or dismissed based on unsubstantiated data.

The “process” mentioned above is the Assignment Despite Objection (ADO) form. We strongly suggest that you complete an (ADO) form regarding any staffing concerns and issues. These are utilized for real-time tracking efforts, in addition to discussing them with management at both the monthly Staffing Committee and Conference Committee.

To read more regarding other aspects of the new Staffing Law that affect you, click here.

There is also language in the Bargaining Agreement (Contract) that supports this:

19.1 Staffing. The parties agree to cooperate in an effort to insure an appropriate relationship between patient care needs and staffing levels. These shall be appropriate subjects for WGHWSNA Conference Committee consideration. A nurse questioning the level of staffing on her/his unit shall communicate this concern to her/his immediate supervisor who will utilize available management resources to attempt to resolve the situation. When appropriate, the nurse should use appropriate forms to document the situation, a copy to be given to the supervisor, and the nurse to receive a written response. Standards established by the Centers for Medicare/Medicaid and Washington State Department of Health (“DOH”) shall be considered relevant criteria for determining appropriate staffing levels.

If you have any questions, please contact one of your Local Unit Officers or your WSNA Nurse Rep.


In Solidarity!

Gwen S. Parrick, BSN, RN; Chair; gwensparrick@hotmail.com 360-239-3786

Kathy Cox, RN; Secretary/Treasurer; cxgeokat@yahoo.com 360-632-3718

Laura A. Black, RN; Grievance Officer; tomnlaura@hotmail.com 360-672-9305

Jeremy Aaron, BSN RN; Grievance Officer; jaaron575@gmail.com 502-525-0860

Terri Williams, MS, RN; WSNA Nurse Rep; twilliams@wsna.org 206-575-7979 x3058 (Fax 206-575-1908)