How can we make our numbers work for us in 2026?

It was great to talk to so many nurses on Saturday and Sunday to address current issues and conditions that are priorities for the local unit members. Read through and be sure to participate in virtual union meetings on Wednesday and Thursday.

Staffing grid changes and break relief role (article and subsections under 8.2 pg. 16 and 10.7.1 pg. 31)

Per our last communication, we are aware that nurses are deeply upset, surprised about the break relief role being pulled from the grids on multiple units. We agree with you! It is not what we agreed to in negotiations. We agreed to the break relief role language with the intent that the break relief role would be in addition to the grid. Yes…we have it in the bargaining notes and many witnesses to the intent behind the collective bargaining agreement (CBA) language!

As expected, nurses want to take action regarding the changes to several units staffing grids, resulting in increased ratios at certain census points. Despite the democratic voting process, we are disappointed that such changes did result by a simple majority  (50% plus 1) threshhold. But it is a new year and we must move forward to push for what the CBA provides: the break-relief role in addition to the staffing grid. We are happy that 18 nurses have been recruited to continue or begin to participate as hospital staffing committee (HSC) members for the next 2 years. Safe care and nursing practice cannot be sacrificed and nursing practice to alleviate the hospital’s financial picture. Budget is just one element to consider in creating and approving plans. It will take concerted effort to address this issue, which is a huge dissatisfier. 

Because of the ongoing efforts at HSC and assignment despite objection (ADO) submissions, the vacancies have been reduced for PCT’s, and RN hiring has continued. Do you know a PCT or someone who wants to be a PCT? Use the referral program to learn about bonuses for referring employees that are hired from Overlake from your manager or HR. Cohorts have trained, then hired on. A cohort is about to graduate, and another is beginning in the Spring.

Reallocation of Surgical Services under article 9 Seniority, section 9.2 and subsections in your union contract pg 20-29

We communicated that the effects bargaining session with Overlake in late 2025 resulted in the employer acknowledging willingness to take our recommendations and attempt to mitigate some specific issues with the process. It is gratifying that the nurses continue to participate in individual and group discussions to arrive at understanding the specific problems that we described at the table and continue to do so since then. Your testimonies provided crucial engagement to gain Overlake’s openness. Since then, several of the interests have been embraced by the employer. We have made our desire known to Overlake for an additional session, sharing what the outstanding challenges are for the affected nurses. Ultimately, we not only want the nurses’ interests to be heard, but to translate into a compassionate and respectful implementation that retains staff. The outstanding issues remain:

• Leadership and educator vacancies persist in Surgical Services, posing barriers to a smooth, safe transition. The last we learned, recruitment efforts were in place.
• The necessity of a clear curriculum and training plan with confirmation of safety, competency and comfort with a new setting, peers, case types, unit (to name a handful of factors). Additionally, we continue to seek delayed implementation of call requirements for those who are new or returning to taking call. Every Overlake patient, nurse, and the employer would benefit from this approach in terms of quality and safety. We have received a “Bridge Training” plan on January 16 that generally describes what many nurses have requested.  It is posted on your WSNA local unit webpage.
• Addressing the difficulties with the appeals, shift swaps et al that have been occurring at the unit level. It is a positive thing for management to provide opportunity for shift swaps following the rebid process. While there are nurses who are succeeding in this, unit leadership needs to take a more active role. This means not laying this responsibility solely upon WSNA nurses who are charge and/or schedulers. This has resulted in a sense of divisiveness, potentially favoritism. This does not promote unity or trust.
• New issue: Specialty Coordinators who held a recruited position, not just an assigned role that the current contract describes, are left waiting to learn if they will continue in this unique role which requires significant specialized training and experience. Several had applied for their posted positions, interviewed, and were hired into the role as a position, not just an assignment. By taking the time and effort with a reallocation of this type and scale, we continue to assert that it will create a sense of being valued and respected by the employer, resulting in greater retention of these awesome nurses. And that benefits everyone! Stay tuned for updates as we progress through this process.

At our virtual meetings this week, we will review and welcome your participation on these items:

• Active contract grievances (article 18): CCU staffing, Break relief role…the process continues!
• What issues are issues versus grievances? When in doubt, contact a local unit officer or Nurse Rep Tara Barnes tbarnes@wsna.org We can help determine if it is a grievance.
• Commonly occurring issues that result in investigatory meetings which may result in corrective action; representation rights, principles of progressive discipline and tests of just cause. An ounce of prevention is worth a pound of cure, as the saying goes.
• Assignment despite objection (ADO): the good, the bad, the ugly. When in doubt, fill one out https://www.wsna.org/union/ado
• 2026 union steward training: an amazing opportunity to build the union culture in your unit!
• WSNA Leadership Conference April 26-28 in Wenatchee!
• We will address any reallocation questions and share any fresh information we gain.
• Our collective actions on deck and what is to come.

Call to action!

We pivoted to a NEW solidarity petition launch on Friday the 16th. It takes just seconds to complete. We will share actions that utilize the petition as we progress toward our HIGH participation goal. Med/Surg/Tele units, CCU, ED, SSU and Labor and Delivery break room boards have this NEW petition posted, some areas were challenging to enter this weekend. Actively encourage your peers to sign on also to make this a reality! Overlake RNs are united for our patients and each other! – Fill out form

Stay tuned for how we will use this action with your participation. Our goal is for high participation!

Overlake’s “settlement program”

Pause if you have received an email regarding the following:

We learned on January 16 that Overlake has sent emails to nurses regarding a “settlement program” in response to a class action a suit brought by a group of Overlake employees through a private law firm.  We learned later that very evening that the law firm representing Overlake employees was not consulted regarding this, nor does it represent a legal settlement mutually acceptable to both parties. We communicated in 2025 that WSNA is not party to the suit, nor would we stand in the way of anyone who did participate. Using their own contracted firm, Overlake calculated and prepared payment for individuals whose pay was affected by the previous time clock rounding method and any missed breaks they determined that nurses missed with an additional 5%. We have no information about the method of calculation of these checks. If you receive an email from Overlake, ensure you read it and pause to consider that this “settlement program” that Overlake is offering is not as a result of a settlement between the class of Overlake employees and the employer. We understand that a paper check may have already been mailed to employees. By cashing the check, we understand it serves as a release from being paid again for the same time period of September 2020 through September 2025. Nurses are encouraged to pause and allow the law firm for the Overlake employees and the hospital to reconcile this matter. You can email the firm who did the calculations directly at Overlake@ey.com.

Join us at a union meeting with these virtual options:

Wednesday January 21 at 8am or 8pm

Thursday January 22 at 8am or 8pm

Microsoft Teams Need help?
Join the meeting now
Meeting ID: 268 870 302 802 89 
Passcode: CY3ig7C9 
Dial in by phone 
+1 206-485-2614,,291973800# United States, Seattle
(888) 313-0615,,291973800# United States (Toll-free)
Find a local number
Phone conference ID: 291 973 800# 

Questions?

Contact your WSNA local unit officers or Nurse Representative with questions. You can find contact info, your 2024-2027 union contract, and all communications to Overlake RNs on your WSNA webpage:

In unity,

Chris Birchem, Chair, OSS
Heidi Scharnitzke, Secretary, Labor and Delivery
Crissy Sekine, Treasurer, IMI
Katie Gugliotta, Grievance officer, ED
Brandon Yokoyama, Membership co-officer, ED
Michael Golembo, Membership co-officer, IMI

Tara Barnes, Nurse Representative, tbarnes@wsna.org

If you use social media, please join the private WSNA FB group https://www.facebook.com/groups/OverlakeRNs

And follow us on Instagram https://www.facebook.com/groups/OverlakeRNs