We met with the Overlake negotiator, HR Director and HR Manager to engage in bargaining the effects of the reallocation upon affected nurses on November 25. Following communications from the employer, outreach from nurses and meeting with nurses, we had an interest-based discussion with Overlake to address their specific experiences and concerns. Thank you to the many nurses who provided this information to inform these negotiations.

The first group to bid for positions completed on November 24 wherein ranked choice bids were made by nurses participating. Additionally, comments regarding shift length, FTE and other concerns were part of the reallocation procedure. We understand that the surgical techs are currently bidding. The third group to bid will be OPR/PACU and PCU nurses. It is projected to be completed on December 19.

The focus of the discussion and our proposals include:

1. Lack of diversity of shifts, especially 8-hour shifts
2. Nurses with children and other family care commitments tell us they may self-select out of bidding entirely and take a layoff or simply resign from Overlake.
3. Nurses desire to maintain fitness for duty to provide safe care in surgical services may self-select out of bidding. The stamina and acuity required in perioperative care make shift diversity of paramount importance. Nurses are aware that there is extensive research with respect to working over 8-hour shifts, regardless of age of nurse, for practicing safely.
4. Lack of FTE options with a corresponding shift length that nurses can mentally and physically perform safely; selecting a lower FTE would mean an untenable increase to benefit premiums for family coverage. Bidding for a position that is beyond 8 hours carries risks for patient care and nursing practice. This troubling conflict is clear.
5. There was additional pressure of health benefits open enrollment closing before nurses were given an offer of a position they bid on. There has been no certainty if any adjustments to shift length, FTE or start times will occur following bidding completion; nurses may choose not to rebid and leave as a result.
6. Nurses will be eligible for unemployment if they do not take a bid position and stay through the implementation date in March 2026.

While we found this discussion productive and Overlake to be receptive to these interests, they did not make any counterproposals on Nov. 25. We came away with this understanding:

• Overlake will address the shift diversity and FTE options, but not until the bidding is completed on December 19. Be sure to include what you actually need in the comments section of your bids.
• Retirement contributions will not be affected if nurses stay through the implementation date in March 2026, as contributions are made prior to that. You can make direct inquiries to Human Resources for more specifics.
• Curriculum and education plan will be shared with nurses and WSNA.

What now?

The first group that bid (IPS/OPS) may follow the appeal process per the WSNA contract. It is recommended that nurses who want to appeal the bid decision do so within 10 days of the decision. This may be December 5, depending on when you received your bid decision. The OPR/PACU/PCU group should follow according to their bid decision dates. It is projected to be about December 29. Do not delay!

From the WSNA contract:

9.2.9 Reallocation Appeals

 A nurse who disagrees with a decision regarding reallocation staff assignments is encouraged first to discuss those concerns with the Director/Manager. If the issue is not resolved to the nurse's satisfaction, the nurse may request that the assignment be reviewed by an appeals committee under this Section. The request for review must be submitted in writing (within ten (10) weekdays of being informed of the decision) to the Vice President, Patient Care Services, and the Local Unit Chairperson, and must specifically identify the issue(s). The appeals committee will consist of the Vice President, Patient Care Services, a representative from the Human Resources Department, two'(2) Directors/Managers, and two (2) staff nurse members of the Conference Committee. The appeals committee will make its determination within ten (10) weekdays of receipt of the request. If the nurse disagrees with the determination of the appeals committee, the nurse may file a grievance within fifteen (15) weekdays from the date that the nurse was notified of the determination. (pg. 22-23 of your WSNA contract)

The current Vice President of Patient Care Services is David Winoker David.Winokur@overlakehospital.org . Your WSNA local unit chairperson is Chris Birchem lmh-ccb@comcast.net.

To file a grievance after appeal decision, contact Nurse Representative Tara Barnes tbarnes@wsna.org.

This struggle is real for so many. Your testimonies and engagement will continue to inform bargaining the effects of the reallocation. We anticipate returning to the bargaining table following bidding completion on December 19, even if individual appeals have not been received prior. Stay tuned and let us know if you want to join us at our next session, yet to be scheduled. Our goal is to mitigate the effects of the process upon the WSNA nurses, while asserting what the nurses need for their clinical practice at Overlake and their lives outside of work.

Please read all Overlake and WSNA communications. Contact us with any questions.

In unity,

Chris Birchem WSNA local unit chairperson lmh-ccb@comcast.net

Tara Barnes Nurse Representative tbarnes@wsna.org