We met with the County virtually for our fourth bargaining session on April 23 in a joint session with the Supervisor and Staff nurse teams. While the County had promised us an economic offer, what we got was a partial economic proposal. The County proposed a generic formula that was used in calculating the cost of living (COLA) increase in our 2025 extension MOA, which limits the wage increases to between 2% and 4% for each year of the contract. Importantly, the County failed to respond to our proposal for a market standard wage scale with 31 steps. We were informed that analysis is ongoing with respect to our proposal and that the County hopes to have a response when we meet again in May. We are disappointed that the County was not prepared to respond to what we have made clear is a top priority.  Time is very short to make progress on this top priority issue, as the County budgetary process is occurring right now. Tick…tock!

We were able to make progress by coming to some tentative agreements (TAs):

• Article 21.3 Regarding notice to WSNA if the County discontinues or restarts emergency medical leave.
• New Article 17 Giving the nurse the choice of type of leave to use for care of a child that is consistent with the Washington Family Care Act, which provides this already.
• Article 14.4 Clarification-only: special duty pay does not include certain premiums.
• Article 16.4 Clarification-only: use of accrued leave will be available for use in the first pay period following accrual.

We had in-depth discussions but are not quite at TAs yet about:

• Article 6.10 Bilingual premium increase and expansion. We continue to gain clarity on process, eligibility, testing, approval, and other nuanced conditions to attain and maintain premium pay. Until we have responses to pertinent information about how the County’s proposal would impact specific nurses who are currently receiving bilingual premium, we cannot agree.
• Article 10.7 We proposed that conversion of overtime to comp time ought not be limited at the end of each year, and any hours in excess of the existing cap could be used in the first three months of the following year. The County needs more nurses picking up overtime in those months during the Winter holidays and Flu season. The nurses need to be able to use that comp time. We see this as a win-win that we will continue to pursue at the next session.

The County made no additional reference to any other economic proposals, including the reduced parking rate for KCCF nurses at Goat Hill. KCCF nurses know all too well the significant value and safety of this contractual benefit. Our position has not changed.

Take a look at your Contract and MOA 2025 Extension:

Call to Action

• Stay informed - Read all WSNA communications and status updates from the Employer
• Engage and Participate – Watch for important updates on how to support your Bargaining Team and fight for a Fair Contract
• Let your Bargaining Team know if you wish to be an Observer during negotiations. We will be sharing upcoming negotiation dates once they are confirmed. 😊
• Join the monthly virtual Lunch & Learn – Next meeting May 7 at 12:05 pm – 12:55 pm
• Mark your calendar for the upcoming Nurses Week Celebration on May 8
• Provide Input/Feedback to your Bargaining Team
• Follow on social media platforms
• Make sure you check out your WSNA webpage: https://www.wsna.org/union/seattle-king-county-health-dept-supervisors

Come Celebrate Nurses Week on May 8!

Your Bargaining Team,

Nicole Klein, Local Unit Chair
Christopher Salatka, Local Unit Vice-Chair
Annie Roberts, Local Unit Secretary/Treasurer
Zerai Asgedom, Local Unit Grievance Officer

Questions? Contact your Bargaining Team Members or WSNA Nurse Representative Linda Burbank lburbank@wsna.org