We met in the morning last Friday, February 21, to further discuss the package proposals from management, and we have another Tentative Agreement on a few items:

• Increasing continuing education funds to $750, which is NOT prorated to each nurse’s FTE.
• Compensating up to 100% of pay for attending approved educational offerings on a scheduled day off from a nurse’s CE fund.
• Tier Two Per Diem Nurse who is required to be available to work 60 hours per month, one-weekend shift per month, one holiday in summer, and one holiday in winter. To compensate for this additional requirement, nurses will not only get a 20% premium (instead of 17% for tier one) but just cause for Tier Two Per diem nurses.

We discussed their second package proposal from the last session which we also have a Tentative Agreement on that includes:

• No enforcement of the BSN requirement
• No enforcement of any MOU Residency and Training Agreement(s) which would require nurses to pay back their training costs.
• A one-time $2,000 bonus for all nurses who complete their BSN program and receive their degree within 3 years of hire or 3 years of ratification.
• A 0.9 Baylor Position for both the day shift and night shift that would include Friday day shifts as a Baylor Weekend shift.
• Added language that clarifies how a mid-shift Baylor would be paid.

Unfortunately, the management team was NOT willing to reinstate the Incentive Pay MOU as is and they continue to assert that it is no longer needed despite record high patient census and some units still continuing to utilize some sort of shift incentive at least 75% of all shifts. They stated they were concerned with misuse and that nurses were strategically waiting for the highest level of incentive before signing up for shifts. We were adamant that the rules stated in the MOU protect both nurses and management from misuse, but they declined to continue to discuss it further. We are disappointed that the Board of Commissioners did not support our request to renew the Incentive MOU rules that govern incentive pay for extra shifts.

Vacation Scheduling

We had a detailed discussion about prime time vacation scheduling and inability of nurses to get vacation. We still have an outstanding proposal on vacation allotment per floor per shift. Management has previously refused to engage on this subject, and we hope that our discussions today will lead the management team to consider our proposal.

Other Upcoming Events

• Monday, 2/24 at 8 PM: Bargaining Update: “Nightcap with negotiators” on Teams. Come join us on the Teams call to get updates on the most recent session and ask your questions.

Monday meeting link

• Thursday, 2/27 at 8 AM: Bargaining update: “Breakfast with bargainers” on Teams. Come join us on the Teams call to get updates on the most recent session and ask your questions.

Thursday meeting link

• Next Bargaining Session: 3/5 at 9 AM (or drop in on a break): Join the extended bargaining team in Tan 250 Board room. We anticipate both WSNA and the Employer presenting counter proposals, and hopefully making progress to an agreement.  Please come be part of this important bargaining date.  Even if it’s just dropping in, it makes a huge difference!

Social Media and Upcoming Events

Social media: Keep an eye on social media for updates. If you have something to say and are willing to make a quick video clip we want to hear from you!

Follow up on Instagram, Facebook, or our web page

https://www.instagram.com/wsna_evergreen/

https://www.facebook.com/groups/evergreenrns

https://www.wsna.org/union/evergreen-healthcare

Check Your Membership Status

Your membership in WSNA builds power and shows you are actively supporting your union and are behind what we are all trying to accomplish.

Online membership form

We cannot slow down! We all need all WSNA nurses to join in and stand up to remind Evergreen that high-quality patient care relies on high-quality nurses. Your participation makes the difference. Together, we are powerful. Together, we will win.

WSNA Wednesdays

Wear your WSNA shirt to work on Wednesday! If you still don't have a shirt, contact unit reps, CAT members, and local unit officers. Better yet, ask your coworkers what sizes they need and help us get shirts to them!

IMPORTANT – if you are told not to wear your T-shirt at work, ask if it would lead to discipline if you don’t change into a scrub top. If you are told it would lead to discipline, change into a scrub top, but write down who said that, where you were, and when it happened.  If you see anyone wearing anything but scrub tops in clinical areas, note when and who it was. If, for example, your department had custom t-shirts made and they are worn to work in clinical areas, and you are not allowed to wear a WSNA shirt, take note of it and contact Bret Percival at BPercival@wsna.org or send a brief text to 206-471-0876. (Email is preferred for documentation and tracking.)

In solidarity,

Your Bargaining Team
Theresa Blazer, Holly Baker, Alicia O’Neal, 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