At session 9 on May 28, Management gave us a wage proposal that they believed brought Skagit up to the “average” wage in the area. You may recall that Management was wrong and actually ended up proposing very sub-average wages. We’ve spent too much time with very sub-average wages, so on Monday, the bargaining team passed a comprehensive economic proposal to Management that emphasized our above-average worth.

We passed a wage proposal that provided first year increases ranging from 12.16% to 15.98%, filled in all ghost steps (so that every nurse who is still on the scale gets an anniversary increase as well as the annual contract raise), and added two new steps at Step 29 and Step 30. We achieved these rates through a hybrid model of adding 9% to each step and then adding an additional $2.50. We proposed a 4.5% raise in the second year of the contract, and 4% in the third year. We hope and expect Management to counter at our next meeting on Monday, June 17.

We continue to demand premiums and differentials that are on par with Cascade Valley's, and a protective “me too” or “most favored nations” clause that says that, if Cascade Valley or any other facility Skagit builds or acquires has a higher wage or premium than we do, we get that same rate as well. We’re tired of handling the most acute cases and the spillover when other facilities are on divert, as well as bringing in 80% of the District’s revenue, but getting paid less for it.

Speaking of equality, we maintain our proposal that *all* nurses climb the wage scale annually on their anniversary, and not based on the number of hours they work. We have stuck it out at Skagit, and this proposal that gives year-for-year credit recognizes and honors the value of experienced, senior nurses.

We continue to reject Management’s retirement benefit takeaway which would pull health benefits from nurses who aren’t 62 and haven’t worked 20+ years by 2027.

We Met With Brian Ivie

Twenty-one nurses delivered our petition signed by over 70% of the bargaining unit! Nurses spoke, demanded respect, and asked Brian to take our words (and our demands at the table!) seriously. Question: are CEO wages average for the area? Asking for 620 friends.

What’s Next?

Sip ‘n’ Chat tonight (Thursday) from 1800-1900.

Come observe next Monday’s negotiations and see what’s at stake in this contract fight! Contract WSNA Organizer Crystal Doll for details and to coordinate at cdoll@wsna.org or (206) 334-8388.

It Takes A Village!

Once we do have a new contract, let’s build our momentum! Shortly after our contract is ratified, we will hold officer elections for new officers: union co-chair, membership officer (social media savvy is a big part of this role), treasurer, secretary, and a few grievance officers. We also need passionate and committed nurses to participate on the staffing committee, unit reps on every unit to be the liaisons and communicate concerns to your officers, as well as be the union 'voice' to their coworkers, and other committees and opportunities to advocate for nurses and our patients.  

Stay tuned for FAQ regarding Union roles and don’t hesitate to nominate yourself or a coworker for a role on our team!  We’ll train all new officers and advocates, and the bonus is working with a terrific group of nurses!

In solidarity, the WSNA bargaining team

Liz Rainaud   FBC  and WSNA local unit chair
Rachel Yates   Family Medicine and WSNA local unit treasurer
Kim McCann   FBC  and WSNA local unit membership officer
Kyla Malean  OR  and Negotiating team member
Lacey Bernick   PERI OP  and Negotiating team member

Organizer:  Crystal Doll   CDoll@wsna.org or at 206 334-8388
Nurse Representative: Sue Dunlap SDunlap@wsna.org