In our last bargaining session, our team went from being disappointed in the Employer's response to becoming truly disheartened by what we see as Evergreen’s unwillingness to attempt to find solutions, including potential compromises, to the issues our nurses face. While there are a lot of issues still to be finalized, we’re focusing here on Evergreen’s – and WSNA’s – wage proposals, WSNA’s year-for-year credit for step increases proposal, one of Evergreen’s proposed takeaways: mandatory standby, and Evergreen’s one-sided characterization of its “staffing” proposals and our responses.

Management’s Inadequate Wage Proposal

Management came to our session with a counterproposal on wages that was part of a package, contingent upon us agreeing to takeaways. Evergreen’s proposal again ignored our concerns about “ghost steps,” which are years of service for which you do not move up on the wage scale.  Evergreen’s offer still doesn’t bring us to what we consider to be market wages. While we believe Overlake, Virginia Mason, Swedish (in Seattle), and Seattle Children’s are appropriate comps, Evergreen claims that UW Montlake and UW NW (which have different health and retirement benefit structures), Swedish Edmonds, Valley Renton, Prov Everett, as well as Seattle Children’s, Overlake, and Swedish (in Seattle), plus a Milliman survey, are appropriate comps. Evergreen’s spokesperson specifically said that they are not intending to match Overlake wages with their proposal.

Specifically, here's what the Employer proposed on wages, tied to our accepting takeaways:  In year one: a $1 raise to each current step, plus 4 percent, with no removal of ghost steps; In year 2: 4 percent and in Year three: 3 percent.  Evergreen’s proposal is for the increase to take effect upon ratification, without any retroactive compensation back to Nov. 1.

 In addition to bringing you to true market nurse wages, we are proposing that your year one increase be retroactive to November 1, 2023, with the elimination of ghost steps.

WSNA’s Year-for-Year Service Credit for Step Increases Proposal

We have also proposed that your step placement be adjusted to account for your years of service, rather than hours worked. The hours worked system for step increases penalizes nurses who work and/or have worked less than a 0.8 FTE. Instead, the Employer proposed waiting until early 2027 to give you year-for-year service credit and then only prospectively, not accounting for your prior service. We need the employer to step up on this issue and make it right. Other hospitals where WSNA-nurses work have agreed to proposals similar to ours.

One Evergreen proposed takeaway: mandatory standby

It is vital that you know that Evergreen seeks to change our current low census language to require mandatory standby when a nurse is low censused. We have a number of concerns about this, but one is that this requires a nurse to continue to pay a caregiver for children or elders, while only being paid an hourly rate of what essentially amounts to the cost of a latte.

Don’t be Fooled by Evergreen’s Characterization of its “Staffing” Proposals and WSNA’s Response

 WSNA has made multiple proposals related to improving staffing, including a contractual commitment to maintain WSNA RN voices through the Hospital Staffing Committee. WSNA has made counter-proposals seeking to meet Evergreen halfway on the Employer’s purported “staffing” proposals, but Evergreen continues to reject them. We are paying close attention to their attempts to staff in a manner we do not believe is best for patients and nurses.

It is more important than ever to be a WSNA member and be involved!

This contract campaign is now at the critical point where management and the community need to hear you and understand that what we are asking for in this contract is essential. Additionally, it should be important to the community this hospital serves, the community YOU serve.

Immediate Action Required: Build Our Power!

1. Sign the Petition: Sign the Petition. If you don't know about the petition, get in touch.
2. Join the Contract Action Team: We need Contract Action Team Members to help get information from the bargaining team to your coworkers and information from your coworkers back to the bargaining team. If you're interested, contact Samuel Scholl at sscholl@wsna.org.

Upcoming Events:

• WSNA Wednesdays – Wear your WSNA shirt to work on Wednesday! We will be working to get shirts out to you. Contact unit reps, CAT members, and local unit officers if you still don’t have a shirt. Better yet, ask your coworkers what sizes they need and help us get shirts to your coworkers!
• Next Bargaining Session - January 14. Plan to be there at 0900 in the TAN 250 Board Room
• Evergreen Board of Commissioners meeting Tuesday, January 21 - 1745 outside the TAN 250 Board Room

Check Your Membership Status

We are finding many people who, for whatever reason, thought they were WSNA members but are not. Emails and texts go out to everyone, but membership matters more than some realize. Your membership in WSNA builds power and shows you are actively supporting your union and are behind what we are all trying to accomplish.

Management must understand this fight is about more than wages; it’s about safe staffing, respect, and the ability to provide excellent care for our patients and ourselves. Your participation makes the difference. Together, we are powerful. Together, we will win.

In solidarity,
Your Bargaining Team
Theresa Blazer, Alicia O’Neall, Nikki Paulson, Sandy Gott, Ryan O’Neill Hawkins, Carol Flaming, Jaclyn Miller, Karen Lasota, Lexi Overa

Questions? Contact your WSNA Officers at localofficers@eh-nurses.com.