On April 4, your WSNA Staff and Supervisor bargaining teams met jointly for session two of contract negotiations with the County. Our proposals reflected the survey data that came directly from all of you. The survey results continue to inform bargaining priorities that need to be addressed for the 2026-2027 contract bargaining cycle.

As promised, we presented a comprehensive economic proposal outlining wage steps and a general wage increase for each year of the contract. This was based on comparable market data for nurses in our area. On average, nurses at Seattle King County were only 0.5% behind in market wages in 2019. Fast forward to 2025, nurses at Seattle King County are, on average, 9.5% behind in market wages. While there is variation between the numerous classifications, the proposals we presented were backed by substantial data.

In addition to an across-the-board wage proposal, we also proposed implementing a wage scale that moves nurses up in pay for every year, instead of the current scale that stops at step 11. Adopting a wage scale that is consistent with industry standard is a top priority for these negotiations. Last year, the County agreed to convene a Longevity Steps Working Committee (the following references addendum G of the 2023-2024 contract on your local unit webpage) for the purpose of trying to align the Employer’s wage schedule with industry standard steps, and agreed that “The result of this work [was to] become the foundation for the parties’ negotiations of a successor contract.” Now is the time for the County to deliver on that promise and adopt a fair wage schedule that continues to compensate nurses for their experience as a nurse throughout their entire career, not just through step 11!

Our economic proposal presentation was followed by a robust discussion with the County. There was no response to our economic proposal during this bargaining session, and the County did not provide a timeline as to when they will make a proposal for this mandatory subject of bargaining. Something they did share, which the WSNA teams have heard in the past, is that the County considers compensation to include other factors, such as affordable health benefits. You may recall that we have repeatedly told the County that benefits do not pay the bills in our last full contract negotiations.

The County presented their comprehensive proposal, excluding economics. It addressed some of our proposals from the last session and described their priorities. There were items that were clarifying, and others that were substantial changes to the current contract language. The WSNA teams asked many questions and engaged in discussions regarding these proposals.

Our plan going forward is to:

1. Gain movement and reach tentative agreements where possible (ultimately securing a STRONG and FAIR contract)
2. Provide opportunities for the WSNA nurses to support their bargaining team in this fight for a strong and fair contract that both retains and recruits nurses
3. Engage the nurses with their bargaining teams early and often as this process continues

A call to action!

• This is the staff nurses’ contract and every one of you is affected by it. Contact Nurse Representative Tara Barnes tbarnes@wsna.org if you are not working on Friday, April 11 between noon and 5 pm, and want to show unified strength and support for your team by observing this virtual negotiation session on Microsoft Teams. We will share the pertinent information and guidelines to observe negotiations with the staff nurses who contact Tara or a bargaining team member prior to April 11
• Wear your “I support my bargaining team” stickers any day at work. It is your right to wear your union insignia.
• Read all negotiation updates and encourage your peers to do the same. Here is a link to a  video from your team on Instagram
• Follow us on https://www.instagram.com/phskc_staffnurses/
• If you are not yet a member, join today online. The majority of staff nurses understand very well the union difference and the importance of membership. Do not be distracted by union-busting tactics, such as communications you may receive by USPS, personal or work email, phone calls, texts or spontaneous home or work site visits. Membership strength is a crucial part of our bargaining strength!

In unity,

Elena Schensted NFP Columbia City PH Center, Chair
Stephen Lee RJC, Vice-Chair
Tami Nesler RJC, Grievance officer
Carolyn Clark KCCF, Grievance officer
Kiesha Garcia-Stubbs NFP Downtown PH Center, Grievance officer

WSNA Nurse Representative: Tara Barnes tbarnes@wsna.org