Got a question about the contract?

Wondering where it has been?

WSNA has been working diligently to finalize your contract. We realize this is taking more time than usual and because of this, wanted to provide you with real time communication to keep you up to date. Below are the most common questions we are hearing.

How can I get a current copy of the contract?
The contract is not out yet because the final details are still being polished. During negotiations WSNA and Providence agreed that the new Safe Sick Leave law requirements would need to be integrated into the contract. This process has been more drawn out than we had hoped. We are waiting for Providence’s response to our proposed language on the integration. We can assure you we feel this work is close to being done, and we are hopeful the contract will be posted online soon. When this happens, we will do our best to ensure everyone has access to an electronic copy.

I see PTO Safe Sick on my accruals now. What happened?
A recent change in state law requires that employers provide safe and sick leave for its employees. Recently, many of you noticed the Providence moved a portion of your banked PTO hours into a separate “PTO Safe Sick” bank. The purpose for doing this is simply to track compliance with the new state law. This movement does not change the amount of total PTO (PTO plus PTO Safe Sick) that you accrue. The accrual is the same as before. Further, you can use PTO Safe Sick for the same purposes as you can use for PTO, such as for vacation, a sick day or for low census. This is up to you! If you have requested time off for a vacation but have been told that you cannot use PTO Safe Sick hours for the vacation, let your Nurse Rep know. This may constitute a grievance.

Who accumulates PTO-Safe Sick?
All nurses, including supplemental nurses, accumulate PTO-Safe Sick leave at a rate of 1 hour for every 30 hours worked. These hours are not in addition to the PTO hours that you already accrue. PTO hours are just tracked separately as a subset of PTO.

Is my accrual less now?
No, your accrual for PTO remains the same.

Are the PTO-Safe Sick accruals capped?
PTO-Safe Sick leave continues to accrue throughout the year. However, no more than 108 hours of PTO-Safe Sick leave may be carried over to the following calendar year. Hours above 108 hours may be cashed out.

If I use PTO-Safe Sick, can those absences be held against me for purpose of discipline?
No. Providence may require verification for use of PTO-Safe Sick Leave for absences of more than three (3) days. Providence cannot adopt or enforce any policy that counts the use of PTO-Safe Sick Leave as an absence that may lead to or result in discipline against the nurse.

I noticed Sacred Heart is now tracking absences. Why are they just now doing this?
Sacred Heart has always tracked absences of nurses. However, it is important to note that time taken for purposes of PTO-Safe Sick Leave can not be used against you for purposes of discipline under a absenteeism policy.

Can I use PTO-Safe Sick for my vacation?
Yes! You sure can. You use it for any purpose for which you can use your PTO. They are interchangeable. The contract further specifies that:
Nurses may take PTO-Safe Sick Leave or any of the following as well:

(i) to care for themselves or a family member for the following reasons: mental or physical illness, injury, or health condition; to accommodate the employee’s need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee’s need for preventive medical care; and
(ii) When the employee’s place of business has been closed by order of a public official for any health-related reason, or when an employee’s child’s school or place of care has been closed for such a reason; and
(iii) For absences that qualify for leave under the domestic violence leave act, chapter 49.76 RCW.

For purposes of this section, “family member” means any of the following:
(a) A child, including a biological, adopted, or foster child, stepchild, or a child to whom the employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of age or dependency status;
(b) A biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child, or a parent-in-law;
(c) A spouse;
(d) A registered domestic partner;
(e) A grandparent;
(f) A grandchild; or
(g) A sibling.

If there are any questions around this, or you feel management is not following to the contract, let your Nurse Rep know.


In a WIN for Nurses SHMC confirms they have no plans to reprocess PPE using cancer causing chemicals!

Thank you to all of the nurses who took the time to email us information about SHMC’s plan to reprocess PPE using ethylene oxide. The EPA has concluded that ethylene oxide is carcinogenic to humans and that exposure to ethylene oxide increases the risk of lymphoid cancer and, for females, breast cancer. Reports from nurse members gave WSNA the evidence needed to send a cease and desist letter to Providence demanding them to stop this form of reprocessing and to seek alternatives that are FDA approved. We are happy to report SHMC management has communicated they are not currently utilizing reprocessed masks, including those masks reprocessed using ethylene oxide. They have opted to use Battelle Memorial Institute which is FDA approved and employs hydrogen-peroxide as the reprocessing agent.

If you hear any reports or receive any information that SHMC is changing its commitment on the use of ethylene oxide please let your officers and nurse representative know immediately.

Congratulations SHMC nurses on your unified win!

UNITED WE STAND.
Jaclyn Perkins BSN, RN jperkins@wsna.org