The UWMC-NW WSNA bargaining team met with management for our final scheduled session on Friday, July 18. While management made some movement, what they offered is still far from acceptable.

Here’s what they brought to the table:

• Removed all ghost steps
• Slightly increased a few premiums (which affect a small portion of staff)
• Proposed just 5% in raises over two years

We remain far apart on wages, and management continues to reject our demand for a dedicated break relief role.

We held the line on your priorities:

Management tried to prioritize laying off full-time nurses before travelers during low census. We told them absolutely not—and they backed off. That’s a win we secured by standing firm.

We agreed to accept the small premium increases, but these only benefit a limited group of nurses. We’re fighting for raises and premiums that benefit everyone—like improved NOC and weekend differentials.

We countered with 5% and 4% raises over two years—a competitive but fair proposal. We understand they don’t want to be the wage leader, but UWMC must at least keep up with other area hospitals.

Management claims they’re meeting the staffing law—we need to prove they’re not:

If you’re buddy-breaking, short-staffed, or missing CNAs or secretaries—file an ADO. It’s our strongest tool to push back and demand safe staffing and dedicated relief nurses. Until they start getting fined, they won’t take this seriously.

We Took This Message to the UW President’s Office

On Thursday, July 17, nurses from UWMC-NW and Montlake met virtually with the UW President’s Office—Chief of Staff Margaret Shepherd and AVP of Labor Relations Banks Evans—after the outgoing President was unavailable.,

We followed up on our testimony at the Board of Regents meeting and spoke directly about the ongoing challenges we face:

• We’re 7% behind other area hospitals on wages, and the gap keeps growing—especially after Swedish’s recent agreement.
• Nurses are buddy breaking, which can leave a single nurse covering up to 8 patients—an unsustainable and exhausting practice.
• Staffing shortfalls from LTCC and threats to flexible scheduling will hurt recruitment, retention, and our ability to maintain any work-life balance.

We felt heard—but being heard is not the same as being valued.

Since then, we’ve learned that Brad Simmons is serving as interim CEO of UW Medical Center. We’ve requested a meeting through the UW President’s Office, as Simmons’ contact information is not listed publicly. We will keep you updated on whether that meeting request is honored.

It would be unacceptable for leadership to refuse a conversation with the very people who care for patients every day.

What’s Next? Tell Management This Contract Won’t Fly

To drive the message home, we’re holding an advisory vote on management’s current offer. The vote opens:

Tuesday, July 29 at 8 p.m.
Voting will happen electronically via your personal email.

• Make sure your personal email is updated here
• Watch for voting instructions
• VOTE NO

Other ways you can support: 

• Download and Print Car Signs and distribute to your family, friends, neighbors, and local businesses. Click here to download Car Signs
• Wear your “I Support my bargaining team” Stickers and Buttons on Friday.
• Stay informed by reading all WSNA communications and follow us on social media here. Don’t get WSNA emails updates? Follow this guide to whitelist newsletter@wsna.org.

Negotiation Dates:

April 8**
April 14 NW Team
April 17 NW Team
April 23** at UW Gateway Building
April 25** Virtual at NW Campus
May 12**
May 15**
May 22**
June 3**
June 18
June 30
July 15
July 18

In solidarity,

Your bargaining team

You can contact WSNA Northwest Nurse Representative Stephenie Troftgruben at stroftgruben@wsna.org.