Health Benefits Grievance Meeting
Posted May 16, 2025
Date: May 20, 2025
Time: 10 am
Location: Via Microsoft Teams
Many of us have experienced significant increases in out-of-pocket costs under the new health insurance plan—including higher deductibles, copays, reduced prescription coverage, and limited provider access and more. These changes have placed an unsustainable financial burden on nurses and our families. In response, we have filed a grievance over the employer’s unilateral switch to the Aetna plan, which we believe violates our collective bargaining agreement by failing to provide comparable coverage and by bypassing the required bargaining process.
We’re already feeling the impact: one nurse’s life-sustaining medication copay has doubled to over $2,000 a month—an expense she cannot afford even with manufacturer assistance. Another nurse, who previously paid nothing for her child’s inhaler under the old plan, now faces a $20 charge for every refill. Another nurse’s child with autism lost access to 100% covered therapy and is now only covered at 80% after meeting a $3,300 deductible. Others have been forced to leave trusted providers or switch pharmacies due to sudden network limitations.
There are many more examples. If you’ve been impacted, make your voice heard. Reach out, speak up, and get involved. This is about more than just benefits — it’s about protecting our patients, our families, and our future.
To attend and/or provide examples email: kruchert@wsna.org.
When facing issues at work, whether they involve contract violations or concerns about management's actions, it's important to take the right steps before pursuing formal grievance procedures. Here’s a quick guide to help you understand what to do first:
Know the Contract Language and Your Rights
The first step is to be familiar with the contract language or the law that may be violated. If you're unsure, use the "Control + F" feature to search for specific terms in the contract that apply to your situation. This will help you quickly identify any possible violations.
Trust Your Instincts
If something doesn’t seem right, it’s important to trust your instincts. Whether it’s a policy change, a staffing issue, or any other concern, feeling that something is off is often a signal that further investigation is needed.
Reach Out to Your Union Steward or Representative
Once you have identified a potential violation, contact your union steward or representative to discuss your options. They are here to guide you through the process and ensure that your rights are protected.
Attempt to Resolve the Issue Informally
Before moving forward with a formal grievance, we always try to resolve the issue informally with management. This step can often lead to the quickest and most effective solutions. A conversation with management can help clarify misunderstandings and find a resolution without the need for a formal grievance.
What is the Grievance Procedure?
🔹 Step 1 – Grievance Meeting with Manager & HR
After informal efforts to resolve the issue have been made, the formal grievance process begins here.
The union and the nurse meet with Management and HR to discuss the issue, contract violations, and seek a resolution.
🔹 Step 2 – Escalation to Next-Level Management
If unresolved at Step 1, the grievance moves to the next level of management.
Additional meetings may occur to continue resolution efforts.
🔹 Step 3 – Senior Management Review
Further review and evaluation occur with senior leadership.
The union continues to advocate on behalf of the nurse for a fair resolution. Additional meetings may occur to continue resolution efforts.
🔹 Step 4 – Final Employer Response
Senior leadership issues a final written response.
This concludes the internal grievance process.
🔸 Next Step: Arbitration Review Panel
If the grievance remains unresolved, the union may present the case to an Arbitration Review Panel, which determines if the grievance will proceed to binding arbitration.