Your bargaining team recommends a “YES” vote!

TERM: Contract will expire on December 31, 2024.

WAGES:
     4% (retroactive to 1/1/23)
     4% (1/1/24)

RATIFICATION INCENTIVE: Upon County implementation of this Agreement, employees in career service and TLT positions who were active employees on the date of Union ratification shall receive a one-time payment of $1000.

WORKPLACE ISSUES:

Non-Discrimination.  Added protections based on military status, status as a family caregiver, and honorably discharged veteran or who was discharged solely as the result of the person’s sexual orientation or gender identity or expression.

Standby Duty for Non-Exempt Employees.  No longer required to record all calls while on standby.

Deferred Compensation. New employees will be automatically enrolled in the Deferred Compensation Program according to the following terms: three percent (3%) of gross wages, inclusive of add-to-pays and overtime, will be withdrawn from each paycheck on a pre-tax basis with an option to also enroll in annual auto increases every January 1st.  While the open enrollment process will default to the auto-enrollment for deferred compensation, employees have the option to “opt out” at any time during open enrollment.  They may also opt out of the program at any other time after they have enrolled.

Parking.  Due to extreme recruiting and retention challenges facing Jail Health Services, nurses working the day shift in the jail will be eligible to park in the Goat Hill Garage and shall pay the “After-Hours” rate.  This benefit shall sunset on December 31, 2024, but may be extended by agreement of the parties into the next contract term if severe recruiting and retention challenges remain.  Current practices relating to employee parking at the CCFJC will continue through the term of this Agreement.  Otherwise, the parking rates have been updated to reflect the current rates.

Occupational Health Program Manager.  This new classification was added to the bargaining unit.

Employee Probation.  A probationary employee, regardless of what step they are placed on, will advance one (1) step upon successful completion of their probationary term, not to exceed the top step of the applicable wage range.

Holidays.  Formally recognized Juneteenth and Indigenous People’s Day as recognized holidays.

Holiday Pay for Non-Exempt Employees on Alternative Work Schedules.  Increased the number of holiday hours granted per year from 96 to 112 because of adding Juneteenth and Indigenous People’s Day as recognized holidays.

Sick Leave Payoff upon Retirement.  Previously, nurses who cashed out their sick leave (capped at 35% of accumulated sick leave) upon retirement and later returned to County employment would not have any remaining sick leave restored.  Now, such nurses will have their remaining sick leave restored.

Donated Leave.  New language creating the potential (with the County Executive’s approval) for employees to donate vacation or compensatory hours to nonprofits or to benefit the children of deceased employees.

Continuing Education Leave.  New language clarifying that requests for continuing education time off necessary to maintain licensure will be given priority.

Personal Protective Equipment (PPE).  New language requiring the County to make all reasonable  efforts to ensure that employees are supplied with the proper PPE required for their position. If the County is unable to provide the proper PPE, employees will also be permitted to use their own personal PPE on the job provided the PPE does not interfere with their duties, is appropriate for the workplace and complies with the County’s safety requirements.

Grievance Process. The deadline for advancing a grievance after the Step 3 response has been lengthened from 45 to 60 days.

Longevity Steps Working Committee.  During the life of the CBA the parties will convene to study this issue for the purpose of trying to align the Employer’s wage schedule with industry standard steps.  The result of this work is intended to become the foundation for the parties’ next contract negotiations.

Voting-in-person only

We will be voting Friday, August 11 at these locations:

• 0730-1300 Chinook Building room 124 (401 5th Ave, Seattle, WA 98104)
• 1500-1900 WSNA office (575 Andover Park West, Seattle, WA 98188)

During your contract Vote, you will have the opportunity to review the Tentative Agreement and ask your bargaining Team and WSNA Staff any questions that you may have.

Watch your email closely for important updates.

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.

In Unity,
Nicole Klein, Co-Chair
Sean Dumas, Co-Chair
Louise Peterson, Secretary/Treasurer