We, your bargaining team, met with management for our 6th session on June 5.

WAGES

Management continues to propose modifications to the wage table during year one. The good news is that Whidbey has continued to improve their across-the-board wage offer. The bad news is that the alterations to the step system would decrease the overall ability to improve wage earnings over the course of a nurse’s career at WGH. The hospital continues to propose that the first year increases not occur until October.

We countered with a proposal that does adjust some of the wage table, however, would retain that possibility of improving your wages over the course of a career at WGH as well as an overall percentage-based wage increase. We also continue to hold to retroactive wages to April 1.

HEALTHCARE

We continue to push for affordable and equitable healthcare benefits for nurses with families.  We note the significant disparity in benefits within the Whidbey and surrounding competitor hospitals. Our team came prepared with a presentation about this topic as well as examples of potential employees who didn’t accept positions because of the better benefits offered by other area competitors.  WSNA has also heard from nurses who are currently evaluating remaining at Whidbey considering the considerable cost of insuring their families. We heard about nurses who had to buy other, more affordable insurance for their families, and travel off island to seek healthcare. Affordable healthcare is vital to recruitment and retention of nursing staff.

RETIREMENT ACCOUNTS

We maintained our proposal that nurses be able to borrow from their retirement 401k retirement accounts to assist with the purchase of a home, home repairs/remodels, or other purchases that may require a loan. This is common practice to allow individuals to borrow their own money, and we understand that it would be fairly seamless for Whidbey to implement.

CHARGE NURSE

We continue to work towards securing language in the contract that limits the number of patients a charge may be assigned, if absolutely necessary, during a shift so that they can focus on being a resource for the unit and complete their charge nurse duties. We also continue to maintain our proposal that provides for a premium if there is no management in house (typically weekends), requiring the charge to take on more responsibilities.

ONGOING BARGAINING SCHEDULING

We continue to be frustrated and disappointed by Whidbey’s lack of reasonable availability that aids the parties in maintaining momentum and progress towards an acceptable agreement. Our next bargaining date is June 26 however, management is only available for 3 hours, from 2-5 pm. The next date after that is July 17 with no other dates currently scheduled in July. WSNA has consistently offered many dates to keep things moving at a reasonable pace.  If you would like to attend one of these sessions as an observer, please reach out to your nurse rep, Sara Frey.

EIB QUESTION

Have you had an adult child who had a condition that required you to take time off to care for them?  Please reach out to a member of your bargaining team or nurse rep with your experience working through the process of accessing EIB.  We are currently evaluating one of management’s proposals related to EIB and would like to hear from nurses who have used EIB for such a purpose.

In solidarity, Your bargaining team,
Luka Cobb
Gwen Parrick 
Laura Black
Ann Bell 
Bonnie Brady

Questions? Contact WSNA Nurse Rep Sara Frey, JD, BSN, RN, at sfrey@wsna.org