We met with the County on July 16 for session thirteen. Here is where we now stand.

• No economic movement from the County 

We continue to hold steadfast on negotiating longevity step increases that continue after year 10. We pared back our asks, but the County did not modify their offer. They’ve rejected our proposal for longevity steps, which would be comparable to the market for nurses in our area and they made no improved proposal to the cost-of-living increases.

• We had a robust discussion on discrimination proposal

The County continues to refuse to agree to language allowing discrimination to be grieved. In contrast, a super majority of contracts of County employees include the ability to grieve discrimination and some include the ability to seek arbitration. Arkia from the office of equity, inclusion and belonging (OEIB) attended and heard our union perspective.

• Comp time

We had discussion explaining why the limit on comp time accrual should be increased from 40 to 80 hours, just like it is for 51/67 (76%) of other unions at the County which have any kind of comp time. 40 hours made sense at one point during the pandemic. If we are so well staffed now, it doesn’t make sense for nurse’s comp time to be capped anymore.

• Paid Family Medical Leave (PFML) 

We had discussion around WSNA’s proposal to allow nurses to supplement their state PFML leave with their own accrued leave, so as to be able to reach 100% of their regular wages.

• Bilingual pay and new system

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

We appreciated that the county recognized the need for more compensation to be provided to those with bilingual skills. AND 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.

• We did gain a new tentative agreement (TA) on rest and meal break language

It upholds the commitment to support consistent break relief, in addition to a non-punitive experience around reporting missed breaks. Clearly, there is a ways to go. Here is where YOU come in 😊.

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 staff 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!

Submit an ADO every time staffing, safety, or resources are inadequate

Document missed breaks every shift. This helps us fight for consistent, legal break coverage.

See our video update from two sessions last week https://www.instagram.com/p/DMJ8j_cxrtU/

and follow us on Instagram https://www.instagram.com/phskc_staffnurses/

Our next session is July 30. Want to observe? Contact your nurse rep Tara Barnes tbarnes@wsna.org

In solidarity,

Your negotiations team

 Elena Schensted, CHS at Columbia City PH clinic
Stephen Lee, Jail Health at MRJC
Evie Devera, CHS at Downtown PH clinic
Tami Nesler, Jail Health at MRJC
Carolyn Clark, Jail Health at KCCF
Kiesha Garcia-Stubbs, CHS at Downtown PH clinic