On July 16, we met with the County for our 10^th bargaining session. A few notable highlights:

• No movement from the County on Longevity Steps

We continue to hold steadfast on negotiating longevity step increases that extend beyond year 10. In the spirit of negotiations, we modified our proposal. However, the County did not accept our offer, nor did they provide a counterproposal for us to consider. Instead, the County rejected our proposal for longevity steps, a wage scale model that would be market comparable for nurses in the area.

They maintained their inadequate proposal for the cost of living increases. As you may recall, the County proposed a generic formula that was used in calculating the cost of living (COLA) increase in our 2025 extension MOA, which limits the wage increases to between 2% and 4% for each year of the contract.

• We had a robust discussion about discrimination complaints being grieved

The County refuses to agree to contract language that will allow nurses to grieve discrimination. The County has taken this position, despite a super majority of County contracts containing language that allows employees to grieve discrimination. Some of which include the ability to take the discrimination complaint to arbitration. Arkia Northern-Dickens, Equity Inclusion and Belonging Manager (EIBM), was present and engaged in dialogue where we shared our concerns and perspective.

• Paid Family Medical Leave (PFML) 

We discussed WSNA’s proposal which would give nurses the choice to supplement their WA State PFML with their own accrued leave, allowing them to be paid 100% of their regular wages.

• Bilingual pay and a new system

The County proposed a new method to compensate nurses who provide bilingual services. It is a guaranteed increase in pay. The system would designate all roles as bilingual desired, required, or neither. Those with a desired designation would get an additional $1/hour. Those with the required designation would get an additional $2/hour.

We appreciate that the County recognizes the need for additional compensation for this skill set. We have voiced how important it is that this new compensation method be implemented equitably, especially considering our unique and dynamic roles in the community.

What can the nurses do to take action?

Sign the petition demanding a fair contract with step increases throughout your career, a fair wage increase, and continuation of the parking benefit at KCCF. Encourage your nurse peers to sign on ASAP because we need ALL the nurses to stand together on these crucial proposals. Do NOT delay. Sign it today!

Also,

• Join us! Next bargaining date is July 30 (virtual session) 😊 Let your bargaining team know if you wish to be an Observer during negotiations.
• Join the monthly virtual Lunch & Learn – Next meeting August 6 at 12:05 pm – 12:55 pm
• Stay informed - Read all WSNA communications and status updates from the Employer
• Engage and participate – Watch for important updates on how to support your Bargaining Team and fight for a Fair Contract
• Provide Input/Feedback to your bargaining team

Your Bargaining Team,

Christopher Salatka, Local Unit Vice-Chair
Annie Roberts, Local Unit Secretary/Treasurer
Zerai Asgedom, Local Unit Grievance Officer

Questions? Contact your Bargaining Team Members or WSNA Nurse Rep Linda Burbank lburbank@wsna.org