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Seattle Children's Hospital

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WSNA Winter Newsletter ~ News You Can Use

Scholarships to the 2024 Union Leadership Conference April 28 – 30 (WSNA Members)

Don’t miss WSNA’s premier labor training event at Campbell’s Resort on Lake Chelan. You’ll enjoy great trainings, networking, and loads of fun. Register here.

The year 2023 was an incredible year for labor, and WSNA nurses are a part of that. Across the state we have fought hard and won some amazing contracts. Join us as we celebrate our victories, get an update on the national and state labor scenes, learn how to be more effective leaders in our own workplaces, and strategize for what’s coming next.

Your WSNA Local Unit Officers are sponsoring 6 Bargaining Unit RNs for the upcoming Leadership Conference.

  • Includes payment of the registration fee ($150)
  • Includes reimbursement for a 3-night hotel stay at Campbell’s Resort in Chelan, WA. (Hotel reimbursement will occur after you attend the Conference.)
  • The first 6 RNs who respond will have the opportunity to attend.
  • This year’s theme will be your favorite Superheroes.
  • CNEs will be offered.

 Please email Lindsey Kirsch at lindseykirsch@earthlink.net if you are interested in attending.

Length of Service Adjustment Application, Timelines and FAQs

Length of Service Application Deadline – February 28, 2024

During the last contract negotiations, SCH and WSNA negotiated a process that permits nurses to request a review of their years of experience which may result in an upward adjustment to their step on the pay scale that appropriately reflects their years of experience as an RN. There are important process steps and timelines to follow so that eligible nurses will see these increases to their pay as outlined in the contract.

You should receive an email from SCH with the information and documents below.

Click on the link to find: key dates, process steps, the RN Length of Service Application and FAQs

Years of Service Application
View the FAQ

Nurse Conference Committee Updates (Alert – New Meeting Minutes Posted)

Reminder - You can now review the Nurse Conference Committee (NCC) Meeting Minutes to see what matters are discussed between your WSNA Local Unit Officers, WSNA Nurse Representative and SCH Leadership. These Minutes let you know what information is provided to Leadership, what requests are made by your WSNA Nurse Representative and Local Unit Officers and what commitments are made by SCH Leadership/Management.

View the November minutes
View the December minutes

Ambulatory and Regional Clinics – Clarifications and Updates

  1. Resources - Ambulatory Local Unit Rep – Sara Buck, Local Unit Grievance Officer Katie Podobnik
  2. WSNA Contract Articles for reference – Ambulatory Addendum D FAQs
  3. If I’m scheduled for a 6-hour shift, do I have to take lunch?
  • WSNA Contract Article 7.7 Meal/Rest Breaks
  • Per SCH Management – Yes. It is the law.
  1. What is overtime and when does it kick in?
  • WSNA Contract Articles 7.5 Contract Overtime, 7.6 Ten- and Twelve-Hour Shifts, Addendum A, B, C, D, F and H
  • Example provided by SCH Management - Clocking in and out is how ETM knows if you have worked over your scheduled shift length of time. All time beyond your total shift length is OT. Example: scheduled at 0800-1630. It is an 8-hour shift starting at 0800, with the 30-minute unpaid meal break. If you clock in at 0750 and leave at exactly 1620 then there is no OT. If you leave at 1621 or later, the result is OT for each minute beyond 8 hours.
  1. What are the lengths of shifts that nurses can work?
  • WSNA Contract Article 7.1 Work Day and Addendum D
  1. What about picking up a half day shift?
  • Per SCH Management - Ambulatory has the ability to post 4 hour block shifts to be picked up after the final schedule has been posted if there is a specific business need and the minimum par level for the work will not be met.
  • See (b) regarding overtime
  • Incentives may apply
  1. How far in advance does the schedule need to be posted?
  • WSNA Contract Article 7.4 Work Schedules

    7.4 Work Schedules. The Employer retains the right to change work schedules to maintain a safe and efficient operation. Four- or six-week work schedules, whichever is current practice in a unit, shall be posted fourteen (14) days prior to the beginning of the scheduled work period; as acceptable in collaboration with the Housewide Unit Based Staffing Committee, the schedules may be switched between four- and six-weeks. Except for emergency conditions involving patient care, low census conditions, and unplanned leaves, individual scheduled hours of work set forth on the posted work schedules may be changed only by mutual consent.
  1. Are meetings outside of my working hours paid OT? 
  • WSNA Contract Articles 7.5 Contract Overtime, 7.6 Ten- and Twelve-Hour Shifts, Addendum A, B, C, D, F and H
  • Hours worked beyond your shift are OT
  • If you attend a meeting on a day that you are not working and it does not exceed a 40-hour workweek, the meeting would not be overtime
  • According to SCH Management, Ambulatory staff meetings are not mandatory and therefore do not qualify for OT
  • Article 7.5 Contract Overtime provides that, ‘…All overtime must be approved by supervision.’
  1. My manager is asking me to change my working hours, what do I do if I don’t want to?
  • WSNA Contract Article 7.4 Work Schedules
  • Per SCH Management - We follow the WSNA contract and the ETM calendar. Most clinics have the RN team review the clinic schedule and sites of care that need to be covered for business need and then create a schedule for the manager to review before it is published.
  • Management should not be making changes to a posted schedule without mutual consent, or unless one of the ‘emergency conditions’ apply
  1. If I have unplanned OT, can I reduce my hours on another day to stay at my FTE?
  • WSNA Contract Articles 7.5 Contract Overtime, 7.6 Ten- and Twelve-Hour Shifts, Addendum A, B, C, D, F and H
  • Per SCH Management – Scenario: Wednesday clinic runs an hour over, so the RN is 1 hour over their FTE. They would like to come in an hour later the next day to stay within their FTE (the staffing is appropriate with the late start time)

    The RN would get an hour of OT due to working past the scheduled shift. For the next day consideration of a change to schedule, any changes to the final published ETM schedule need to be mutually approved by the manager and the nurse. If agreed upon, this could happen. 

    Scenario: There is a CNO drop-in session, I would like to attend after work, but it would make the day 10-hours. How is this handled?

    The meeting will be scheduled in ETM with the hours needed to cover the entire time of the day.
  • For the second scenario, if the CNO drop-in session was voluntary and the nurse would still be within a 40-hour work week, management could code it as straight time.
  1. How far in advance can a manager adjust my schedule?
  • WSNA Contract Article 7.4 Work Schedules
  1. Contract changes as of August 1, 2023 (Addendum D)

    Work Period; Overtime Pay. The work period for overtime computation purposes shall be a defined seven (7) day period. Nurses who work in excess of forty (40) hours during this seven (7) day work period, or in excess of ten (10) hours in a day, will be paid for the excess work hours at the rate of one and one-half (1 1/2) times their regular pay rate. Starting August 1, 2023, if a nurse works in excess of their scheduled shift of under ten (10) hours, the nurse will be paid for the excess work hours in accordance with Section 7.5 Contract Overtime. Starting August 1, 2023, if a nurse works in excess of their scheduled shift of ten (10) or more hours, the nurse will be paid for the excess work hours in accordance with the appropriate Addenda at the end of this Agreement.

    If you do not believe you have been paid correctly, we want to know.
  2. Review NCC Meeting Minutes to see what Ambulatory issues have been discussed and addressed (see above)

Know your Contract – Know your Rights (Resources)

Parental and Pregnancy Leave

https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf (Contract Article 13)

https://lni.wa.gov/workers-rights/leave/pregnancy-parental-leave

https://paidleave.wa.gov/

Use of Paid Sick Leave

https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf (Contract Articles 11 and 13)

https://paidleave.wa.gov/

 FMLA

https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf (Contract Article 13)

https://www.dol.gov/agencies/whd/fmla

Domestic Violence Leave

https://cdn.wsna.org/assets/local-unit-assets/seattle-childrens-hospital/Seattle-Childrens-Contract-2022-2025.pdf (Contract Articles 11 and 13)

https://lni.wa.gov/workers-rights/leave/domestic-violence-leave

Do not hesitate to reach out to your WSNA Representative or HR with any questions.

WSNA has received reports that SCH is questioning RN members about their sick time usage. Your contract and the law outline your rights. WSNA has reached out to SCH with concerns about how they are engaging with members. If you feel that management is questioning you inappropriately regarding use of sick time, being harassing or retaliatory, please reach out to your Local Unit Officers or WSNA Nurse Rep.

Workplace Violence and Workplace Safety

WSNA and your Local Unit Officers are committed to making Seattle Children’s Hospital a safe place to work and receive care.

  1. Check out https://www.wsna.org/news/2023/news-outlets-are-listening-to-psych-nurses-at-seattle-childrens to see the media coverage on SCH Workplace Violence and the Pediatric Mental Health Crisis
  2. Check out the new NCC Meeting Minutes for important updates 
    https://www.wsna.org/government-affairs/legislative-session


A Candlelight Vigil to remember

On December 12, WSNA held a Candlelight Vigil aimed to shine light on workplace violence, unsafe working conditions at Seattle Children’s Hospital and the pediatric mental health crisis. It provided a platform for the SCH Nurses to bring awareness to these critical issues, share their valuable stories and vocalize the need for change. The Vigil was supported by the nurses, WSNA, political leaders and community members. It was covered by local media outlets which resulted in widespread visibility. A special ‘thank you’ to each and every person that chose to come out on that cold evening to support these important causes.

Safe Staffing and the new Staffing Law

Check out important information about Safe Staffing and the new staffing law at https://www.wsna.org/nursing-practice/safe-nurse-staffing

Introducing the new Hospital Staffing Committee (HSC) Staff Members:

Opportunities - Get involved and make a difference

Interested in becoming a Local Unit Rep?

  • Reach out to your Local Unit Officers or your WSNA Organizer Zach Seikel at zseikel@wsna.org

 Join your Unit Based Staffing Committee (UBSC)

 Join the SCH Safe Work Environment

 Don’t miss out on upcoming activities and events for the SCH Nurses

  • @sch_wsna on Instagram
  • @mywsna on Instagram

Thank you, SCH Nurses, for supporting the Providence Everett Nurses’ Strike

ADOs

Documentation is important! Please complete your ADOs.

Contact your WSNA Local Unit Officers

If you have any questions or concerns, don’t hesitate to contact your Local Unit Officers or WSNA Nurse Representative, Linda Burbank, at lburbank@wsna.org or via telephone at (206) 575-7979 ext. 3131.