Introducing the new WSNA nurse representative for SCH RNs, Sydne James, BSN RN

I have been an RN since 2008. My clinical nursing was in Step Down, outpatient dialysis and hospice. I started working at WSNA as a nurse organizer and became a nurse rep in 2018. I love being an advocate for nurses and am excited to represent the nurses at SCH. I look forward to hearing from each and every one of you as to what your work issues are and your ideas of how things could be better. I am also excited to speak to nurses who are interested in learning more about WSNA at SCH and who may want to get involved. There are many ways to participate and contribute and grow the nurses’ power at SCH.

We are looking for unit representatives. These are the “go to” WSNA nurses on each unit and training will be provided. The more unit reps we have, the stronger our union. If you want to be a unit rep or want more information, contact WSNA officers Edna Cortez, ednapcortez722@gmail.com or Kara Yates, kara.e.yates@gmail.com.

COVID at SCH impacts WSNA RNs

We have been asked by some RNs if changes at SCH are allowed within the provisions of your CBA.
Your retirement 401(a) plan – The employer has announced that from August 28, 2020 - Feb 8, 2021 the employer discretionary contribution will be zero. The employer will continue to match 25% of your contribution up to a maximum of one percent on your contribution of four percent. This is allowed per your CBA.

Mandatory furlough – The employer has instituted a mandatory projected low census program, also known as the mandatory furlough in SCH communications. This program is in effect now through Feb 28, 2021. 1.0 FTE hourly employees must take at least 40 hours (pro-rated by FTE) of projected low census. Time on standby unemployment during this time will count toward the required hours. This is allowed per your CBA, article 6.7.

WSNA has many concerns with this program and asked SCH many questions. It is too many to list them all here. If your questions about this program are not sufficiently answered by your manager or HR, please contact any officer or the nurse rep. We have learned that SCH will count voluntary leave taken since June toward the required hours. We have also learned that as long as the nurse codes the time off as low census, the time will be counted toward no pay hours.

Childcare center closure – The employer has announced closure of the childcare center in June 2021. This is devastating news to nurses, MDs and other SCH workers. Because this is not addressed in your CBA, it is at the discretion of the employer and they are allowed to do so. This does not mean that employees must simply accept this and cross their fingers that they will find alternative arrangements by next year. Stay tuned for more information on this topic as to how you can make your voice heard to maintain this vital resource for your family, or that of your coworkers if you do not yourself use this service.

Who do I contact about this?

Concern Contact

Grievance Corner

When does a problem become a grievance? Problems are grievances when they relate to a provision of the CBA, or collective bargaining agreement (contract). A formal grievance filed by WSNA on behalf of a nurse must refer to the article(s) of the contract that has been violated.

WSNA will always work with the employer to settle issues at the lowest level, which often means avoiding filing a grievance. This is preferred, as it is quicker than the grievance process, and the nurse often has more control in the outcome. Sometimes this is not possible and so the association files a grievance on behalf of the affected nurse(s). Currently we have several open grievances. Here are the details of one such grievance.

Association grievance for violation of the COVID MOU (Memorandum of Understanding: this grievance was not filed on behalf of any one nurse, but rather the Association. The union states that the employer violated the MOU by informing represented RNs that they would lose benefits’ eligibility if a reduction of hours caused a nurse to fall below a 0.6 FTE because of participation in the SharedWork program or due to a temporary standby unemployment layoff.

Nothing in the MOU gives the employer the discretion to unilaterally decide and declare that RNs who drop below a 0.6 FTE will no longer be eligible for Employer-paid health benefits. This is a change in working conditions and therefore a mandatory subject of bargaining. WSNA pointed this out to SCH and insisted that they “cease and desist” saying this immediately. Further, the union asked that the employer to send a correction notification to all bargaining unit RNs by July 8, 2020, notifying them of the continued benefits. Had they done so, WSNA would have withdrawn the grievance. They did not and we met with HR and SCH attorney on July 27 to argue the grievance. The employer has 14 days to respond.

WSNA Officers

Co-Chair – Edna Cortez, PACU

Co-Chair – vacant

Secretary/Treasurer – Lindsey Kirsch, Pediatric Transport Control

Grievance Officer – Diane Gates, PICU

Grievance Officer – Samantha Forte, Acute Care Float

Grievance Officer – Maria Sixto, Airlift Northwest

Grievance Officer – Doris Taylor, Gastroenterology Clinic

Membership Officer – Kara Yates, Medical FA3

Staying informed

WSNA updates specific for SCH RNs are always found on the WSNA SCH webpage, wsna.org/union/seattle-childrens-hospital. However, email is the best way to get prompt, up-to-date information on the latest news and information that affects you at work.

Do you have ideas for the WSNA SCH newsletter? Contact your WSNA Nurse Rep Sydne James, sjames@wsna.org.