Your WSNA negotiating team met with Kadlec management on Tuesday, January 13, and Wednesday, January 14, for the 15th and 16th days of bargaining.

During these sessions, a federal mediator from the Federal Mediation and Conciliation Service (FMCS) again joined the parties to help facilitate more productive communication.

On day one we expected management to respond to our latest Break Nurse and Safety proposals but instead were informed that they would refuse to respond until we responded to all open articles. The bargaining team worked on a comprehensive response noting all current TAs, all open articles both non-economic and economic articles and presented these updated proposals on at the end of the Tuesday session. On Wednesday we received management’s latest response to these proposals. Unfortunately, to quote the management lawyer we continue to be “miles apart” on key articles.

⚠️ Nurses Priority Issues

1. BREAKS & BREAK RELIEF

WSNA presented a focused, data-driven plan to institute Break Relief RNs in units with documented break compliance issues, using Kadlec’s own data. Our proposal calls for immediate break relief staffing in units currently below 80% compliance and establishes a clear process to pilot Break Relief RNs in any unit that falls below 85% compliance, recognizing that declining compliance is evidence that existing internal processes are not working. Management has continued to reject committing to actual break relief staffing, either in units with known compliance failures or through a pilot process tied to objective thresholds. Instead, they are asking for an additional nine months to “work on” fixing issues they claim they were not aware of, despite reporting hospital-wide break compliance rates of 94% or higher throughout 2025 without meaningfully reviewing unit-level data. WSNA has been clear that relying on cumulative percentages while ignoring individual unit failures does not solve the problem of missed breaks, it simply shields the employer from enforcement while nurses continue to go without legally required breaks.

2. SAFETY & WORKPLACE VIOLENCE 

🚨 Safety & Security Proposal – Update

• Our revised safety proposal continues to reinforce a shared commitment to a safe and secure care environment by requiring a consistent security presence in the Emergency Department, including during all hours the ED is open, allowing for emergency response when needed throughout the facility, and requiring internal monitoring of department time. If it monitoring demonstrates an inability of security staff to maintain a majority presence (75%) in the emergency department it will be reported to the Workplace Violence Committee to recommend additional security staffing.
• WSNA has maintained its proposal to establish a Weapons Detection pilot program through a letter of agreement, requiring implementation in the Emergency Department and Main Entrance within six months of contract ratification. Management continues to reject this proposal, asserting that their current security efforts are sufficient. Nurses do not share that assessment. Nursing staff consistently report that existing measures are largely reactive rather than preventative, responding to incidents after they occur instead of stopping weapons from entering the facility in the first place. WSNA is asking management to commit to a pilot program to objectively evaluate whether current efforts are truly adequate. If the pilot does not demonstrate a reduction in weapons entering the hospital or an improvement in staff safety, management would retain full discretion to discontinue the program at the conclusion of the pilot. Other Providence Level II facilities have already implemented weapons detection systems and determined that the investment is a meaningful and effective tool for preventing workplace violence.

3. WAGES, ECONOMICS and Benefits

• Current Management proposal is: 2.5% at ratification, 2.5% in the second year. 2.5% in the third year. 1% market adjustment for all grades and $0.50 adjustment for base through 16 grades.
• Current WSNA proposal is: 10% at ratification, 5% in the second year. 4% in the third year.
• Management’s legal counsel characterized the parties as “miles apart” and suggested that WSNA’s proposal indicates a lack of seriousness about reaching a deal. We strongly disagree. WSNA is serious about representing Kadlec nurses and advocating for wage increases that meaningfully recognize their value and allow them to withstand ongoing economic pressures. Nurses have experienced years of rising costs, increased workload, and erosion of benefits, and incremental increases that fail to keep pace with reality do not meet the moment. We urge management to focus less on dismissing our proposal and more on how they can live up to Erik Wexler’s recent stated commitment to investing in the workforce, revitalizing culture after several difficult years, and restoring the joy of practice. Those commitments must be reflected not just in words, but in wages that demonstrate respect and value for the nursing workforce..

💰 Wage Advancement Update

• Members should disregard management’s communications that attempt to divide support for the proposed wage advancement by anniversary year. While this issue currently affects approximately 30% of the bargaining unit, it is a fight that impacts every nurse. The existing hour-based advancement system is antiquated and can affect any member at any time, whether due to a life event that limits your ability to meet annual hour thresholds, a decision to move to a PRN or part-time position, or changes in workload or role over the course of your career. Management’s effort to frame this as an issue for “only some nurses” is a deliberate attempt to weaken collective support. If this proposal were not meaningful, they would not be working so hard to divide us. This is about fairness, predictability, and valuing experience and saving money at nurses’ expense is not an acceptable alternative.

📣 Upcoming Action – Mark Your Calendar

WSNA is planning a critical bargaining unit action on January 26, 2026, from 8:30–10:30 on the sidewalks in front of Kadlec on Swift BLVD. The bargaining team will begin stagging prior to the picket and we will have childcare available and a place to warm up if needed in the Doris Roberts Gallery at the Richland Library (ENTER THROUGH THE SIDE GALLERY DOOR not the main entrance). You do not have to start at the library and you can go straight to the picket line on Swift BLVD in front of the hospital.

We are asking every bargaining unit member to plan now to attend and be involved, regardless of the format. Your presence sends a clear message about how serious nurses are about winning a contract that protects both caregivers and patients.

❓ What Is an Informational Picket?

An informational picket is a lawful, peaceful action where nurses gather outside of work hours to inform the public and community about issues affecting patient care, nurse safety, and working conditions. It is not a strike and nurses continue to work their scheduled shifts but it is a powerful way to make our concerns visible and to show that Kadlec nurses are united and engaged in the fight for a fair contract. By standing together, holding signs, and speaking with the public, nurses send a clear message that these issues matter and that meaningful solutions are needed at the bargaining table.

Call to Action

• PICKET SIGN MAKING PARTY TBD! Be on the lookout for a text message and email with details. DON’T FORGET TO SIGN A PICKET PLEDGE! Contact WSNA Organizer Ryan Rosenkranz (rrosenkranz@wsna.org) for any questions.
• Be Prepared for Escalation
  Wage progress often comes only when management feels pressure. Staying engaged now ensures we are ready for next steps if needed, including informational pickets or a strike vote.
• 💙 Show Solidarity Every Wednesday! Wear your blue WSNA T-shirts every Wednesday to show management that you stand behind the negotiating team.  (If you need a blue T-shirt reach out to WSNA Organizer Ryan Rosenkranz (rrosenkranz@wsna.org)
• Stay Informed and Share Accurate Information
  Read bargaining updates carefully and help correct misinformation on units. Management’s contradictory messaging thrives when nurses aren’t up to date.

 Staying Informed

• Stay informed - Read all WSNA communications and status updates from the Employer
• Engage and Participate – Watch for important updates on how to support your Bargaining Team and fight for a Fair Contract
• Let your Bargaining Team know if you wish to be an Observer during negotiations.
• Upcoming dates: Bargaining will resume in January
• Follow on social media platforms:
  • Facebook: www.facebook.com/kadlecrns
  • Instagram: @wsna_kadlec
• Make sure you check out your WSNA webpage: Kadlec Regional Medical Center - WSNA

In solidarity,

Your WSNA Bargaining Team
Meri Bukovisnky- CDU, WSNA Chair
Crystal Rivera- ED, Member at Large
Milari Romero- ICU, Member at Large
Franklin Alvarez- 7RP
Andrew Blake- Cath Lab
Kelsi Duncan- NICU
Deborah Langston- PACU, Grievance officer
Anita Dennis- PACU, Grievance officer
Jamie White- 9RP, Secretary/Treasurer