On November 8, your WSNA officers met with Management to discuss topics raised for the quarterly WSNA Conference Committee meeting, and we wanted to send you an important update.

We had heard there was a lot of confusion around Contingency Shifts, how they were implemented on the various units in terms of being awarded, workflow expectations (should a nurse pick up), as well as the duration for how long contingency shifts would be offered.  It’s our understanding, these shifts were born from the much-needed staffing backfill which occurred during the COVID pandemic.  The challenge is, by law, anything that has to do with wages, hours and working conditions must be bargained at all times.

Because of this, we were forced to raise the issue during Conference Committee, and we were sure to communicate we felt the process of contingency shifts was working for staff. The nurses enjoyed the extra work and cash flow, but it needed to be bargained which would end in the form of an MOU (Memorandum of Understanding) becoming a permanent part of the WSNA contract.

Upon raising the issue at Conference Committee, we were told by management the need for contingency was no longer there, and that there was no need to bargain an MOU because the shifts would be going away.  We were told the ending of contingency was a recent discussion leadership was having.  We promptly communicated we did not want to see contingency go away, and that we did feel it did great things to bolster staffing.  Despite our encouragement, and showcasing of the good it did, management maintained their position to eliminate contingency all together.

What does this mean for you? There is still incentive pay afforded by your WSNA contract.  (See article 9.4 Overtime and 9.9 Call-in Pay which both speak to double time).  Overtime must be mutually agreed upon by the nurse and management, and for callback, only those units who have call as a condition of employment should expect to be put on standby.  For other units, it must be on a voluntary basis.

Fill out ADOs (Assignment Despite Objection) forms – With the elimination of contingency shifts, we worry this may bring more pressure and stress to the conditions of staffing.  For example, anytime a situation is unsafe, or you are being asked to work above your matrix, or there was potential harm which could have occurred to a staff member or patient, we advise all nurses to fill out ADO forms.  ADO forms are legal documents, which indicate you have raised your voice to end an unsafe situation, but despite your efforts the assignment continued.  All ADO forms are taken to the Staffing Committee for review, follow-up, and documentation of trends. Unless a nurse fills out an ADO, your team of WSNA nurses on Staffing Committee, as well as management, have no idea an unsafe situation occurred. Be sure to fill them out!

To view the form or begin the process use the link below:

Feel free to share this code broadly! Remember, if it’s not documented… it didn’t happen.

Questions? You can contact a Local Unit Officer, or your WSNA Nurse Representative Jaclyn Smedley BSN, RN at jsmedley@wsna.org

WSNA Local Unit Officers:

• Janine Lawrence ICU RN – WSNA Local Unit Chair redcremesoda2007@gmail.com
• Amy Gifford ICU RN – WSNA Vice Chair amygifford12@msn.com
• Katy Schmidt ICU RN- WSNA Local Unit Sec/Treasurer katherine.b.schmidt@gmail.com
• Trina Partain Same Day Surgery RN – WSNA Local Unit Grievance Officer Rtkzmpartain@yahoo.com

 Not getting WSNA Emails? Reach out to Jaclyn Smedley Nurse Rep to find out why!

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