Over the past several weeks, your WSNA Officers and Nurse Representative have been in conversations with Providence HR involving topics specific to two new MOUs (Memorandums of Understanding) which would become part of your WSNA contract: A Recognition and Referral Bonus MOU, and a Temporary Shift Incentive MOU which financially incentivizes nurses who voluntarily move from days/evenings to nights for a period of time.

Over the course of the past month, we have had concerns on the amount of bonus Providence was initially offering in their Bonus MOU proposal. Your officers felt an approach to recognize nurses based on years of service would be a better fit, beginning with a bonus of 10K as the top tier. The officers felt nurses in other hospitals were securing as much, if not more, so this number would help retain the skilled and talented body of nurses Sacred Heart currently has.

Our ask was rejected, and Providence held firm on their initial $1,000 offer, based on FTE. This did not satisfy us. Therefore, another attempt was made to ask Providence to increase their number to what other markets were bearing, seeing that the mandate deadlines were approaching, and staffing has been in dire crisis. Your WSNA nurse rep and officer team conducted a staffing survey where stories were collected in an effort to show management the acute working conditions being managed by their frontline caregivers. We felt that, by painting a graphic picture, it would move Providence to a place of true recognition for Sacred Heart nurses. Coupled with the survey results, a counter was sent, asking for a match on what other units (Kadlec, in Richland Tri-Cities) secured. Our efforts and rationale sought to retain skilled nurses at SHMC versus risk losing them to other competing offers, but our efforts fell on deaf ears.

On Oct. 5, 2021, Providence communicated their offer of $1,000 remained and would be their best and final offer. There would not be room for movement. A vote put forth to the bargaining unit was considered by the officers but ultimately, WSNA advised that the Cabinet on Economic & General Welfare authorized WSNA to enter into MOUs as necessary with employers during the duration of the current coronavirus pandemic emergency, provided such MOUs are deemed to be in the best interests of the affected nurses and that local unit officers are consulted during the process of negotiations prior to the execution of such MOUs.

We are not satisfied with the amount finalized in the MOU. We feel the nurses of Sacred Heart are worthy of more. We are ready to keep this topic a high priority of conversation, with the ultimate goal being staff retention and, by extension, staff safety and quality patient care, both of which are inextricably linked.

The end total does not match the sacrifices you have made. However, the WSNA officers did prevail on other gains to the MOUs highlighted below.

Recognition and Referral Bonus MOU

• Full-time and part-time nurses employed on or before June 26^th 2021 are eligible for $1,000 pro-rated bonus based on FTE. A comparison of actual hours worked vs position FTE will be conducted, and the greater of the two will be used to determine the bonus amount. This will reflect true hours worked and recognize our valiant staff who have been working much higher hours than their budgeted FTE. Please double check your paycheck to ensure this was carried out.
• Half will be paid after execution of MOU, and the other half in December.
• Caregivers on FMLA will be included.
• Per diem nurses who have worked an average of 20 hours a week or greater will receive a bonus amount.
• Referral bonuses are available to staff who help recruit new hires who are eligible for their hired role, from $1000-$7500. This includes any staff role in any department.

Temp Shift Incentive (Days/eves to nights)

• Designated for a period of time on all inpatient units.
• RNs may work 12, 6, or 2 week assignment to cover vacancies or planned absences.
• Lump sum received: $5,000 for 13 weeks, $2,000 for 6 weeks, $500 for 2 weeks.
• 48 hours rest between previously held schedule and former assignment upon return.
• For RNs with more than 24 hours of unscheduled absences, the bonus will be prorated for time completed.
• Nurses who agree to a temporary incentive shift prior to expiration of MOU will be allowed to carry those shifts out and receive the full incentive amount.

We stand with you in unity always.

Questions? Contact your nurse rep, Jaclyn Smedley BSN, RN at jsmedley@wsna.org.