What: Contract Vote

When: May 12
Times: 0600-0800, 1100-1300, 1400-1600, 1800-2000

Where: PACCR Insight Room

We are having a vote to approve the new contract Wednesday May 12, Florence Nightingale’s birthday. Your Negotiations Team recommends a YES vote. Please see a summary of changes at the bottom of this email. Full copies will be available for review at the vote. The Negotiation Team members and your WSNA attorney will be available to answer any questions you may have.

To celebrate Nurses’ Week your WSNA officers ordered "We are WSNA" water bottles for every nurse. Please come pick yours up at the vote. While the water bottles are for all nurses, you must be a member of WSNA in good standing to vote. If you are not already a member, now is the best time to join so you can vote on your new contract. We are stronger together.

WSNA – Summary of Negotiation Changes with Overlake Hospital

Ratification – May 12, 2021

• 4% increase effective May 10, 2021; 3.75% effective May 9, 2022; 3.5% effective May 8, 2023;
• PTO remains intact;
• Improved short rest language – the shift following a rest of fewer than 10 hours is paid at 1.5x unless 2x is required (previously, only the hours that overlapped a full 12 hours between shifts were paid at 1.5x);
• Improved stand-by rates: 0-50 hours, $4.50; 50-100 hours, $4.75; 100+ hours, $5.50;
• Nurses can access EIB after 1 shift off effective June 21, 2021;
• Any per diem nurses who are hired on or before ratification will have the same 3-shift and holiday commitment; any per diem nurses who are hired after ratification will include one weekend shift in their 3-shift commitment;
• The Hospital will now hire 12 break nurses (up from 8) at a variety of FTEs, and meal and rest break issues will now be a standing agenda item at every Staffing Committee meeting;
• MLK Day is now a recognized holiday (in lieu of President’s Day);
• Per diem nurses hired after ratification will have the same dues commitment as full-time and part-time RNs;
• Greatly improved bereavement leave – “immediate family” expanded to include a family member of the employee or their spouse, i.e. spouse, state-registered domestic partner, child, father, mother, stepfather, stepmother, mother-in-law, father-in-law, grandparent, grandchild, brother, sister, stepsister, stepbrother, sister-in-law, brother-in-law, son-in-law, and daughter-in-law. Nurses can have up to an additional two calendar weeks either unpaid or with PTO at the nurse’s choice.
• Full-time and part-time RNs can receive up to twenty-four hours from scheduled shifts unpaid for personal leave;
• Local union officers will now be paid up to 2 hours a week for attending investigatory meetings;
• The Hospital will compensate bargaining team members for up to seven shifts per bargaining team member;
• Performance evaluations: nurses will be evaluated their first, second, and third years, and then every other year after that;
• For night nurses, the Hospital will make reasonable efforts to avoid scheduling a Sunday night shift immediately following the nurse’s regularly scheduled weekend off;
• If a nurse asks, HR will provide information on leaves, including eligibility requirements and other benefits;
• W3 will now be a short-stay and/or observation unit, classified as telemetry under functional units.