We had our last bargaining session on Tuesday before the contract expires this Friday. We are still far apart on key issues and have now 3 additional dates set for the month of June.

We’ve seen Bianca’s email with its selective information. We’ll get to the actual facts later in this update, but we strongly encourage anyone who is able to attend  every Sip ‘n’ Chat on Thursday evenings as we take questions and provide transparent and accurate information on the current “state of the union”.

Management came to us with a wage proposal “package” on Tuesday which not only contained their wage increase proposal but many other key contract provisions, including take-aways. Management’s wage proposal came up a little bit to 9% the first year (still less than Cascade at some steps), and 3% each of the second and third years. Management shared that it believed this proposal brought its wages right up to the average of local hospitals (including Prov Everett’s wages *after* its additional 4% raise this upcoming October). That sounded very, very not right to us. Upon closer review, Management was relying on wrong and old data to make its proposal and to convince us that it was adequate.  Long story short: this was an inadequate proposal and Management was very confident and comfortable relying on its wrong information.

Bianca’s statement that nurses receive between a 1-4% increase each year with longevity increases is more misinformation. Given the “ghost steps” in the wage scale, some senior nurses would see a 0% longevity increase a few times. The average longevity increase is 2.23% and let’s be perfectly clear – every one of the hospitals that both WSNA and the Management are reviewing has wage scales with longevity steps – and Management’s proposal still falls short.

In an effort to prioritize the wages, we have proposed the same premiums and differentials as Cascade Valley (except for $.25 more on the certification pay) – and Management has refused to even give us the same. We proposed the exact same float language with a float differential that Cascade Valley has, and management refused. We also proposed a “me too” clause, meaning that if Cascade Valley negotiates higher wages, differentials, or any other economic improvements, we get the same benefits. Our hospital brings in 80% of  the District’s revenue and we take high acuity patients; why should we take less? We refuse to be second-class nurses.

And let’s spend a minute on the Management’s hot take on “equality.” We have proposed that all RNs move up the wage scale annually. This is in line with many other hospitals – and Management acknowledges that this is the trend amongst hospitals (Prov Everett just negotiated this) – but this shows us that Skagit is not serious about retention. Being serious about retention means paying your nurses what they would make if they left Skagit and went to work at a nearby hospital which would pay based on the nurse’s years of experience. Skagit needs to stop devaluing part-time and per diem nurses.

Management still has “takeaways” on the table – cutting off the retirement benefits and wanting to increase the number of times Management can mandatorily low census nurses, and wanting to decrease nurses’ FTE by up to 0.2 without layoff protections. But – tell us more about your commitment to retention.

All in all, way too little and way too wrong.

The Contract Expires on Friday

Bianca’s update is correct that the terms of the contract still apply after expiration of the contract.  We also have the option of extending the contract while we are in negotiations. There are pro’s and con’s to each option.  We addressed this issue on tonight’s Sip ‘n’ Chat: we are choosing to let the contract expire because it expands our options for actions we can take.

Come See for Yourself!

Negotiation dates for June have been set so we are currently reserved for the following: June 11, June 17, and June 24.

*Come observe* - contact WSNA Organizer Crystal Doll at cdoll@wsna.org or at 206 334-8388 for details and to reserve your spot.

*Also* - stay tuned for a local unit meeting, date and time TBD!

Action Items – What Every WSNA Nurse Needs to Do!

The response to the petition has been tremendous – and we know that there are nurses out there who need to sign. Contact WSNA Organizer Crystal Doll at cdoll@wsna.org or at 206 334-8388 to get a copy to sign and to get your coworkers to sign. In the words of our FBC coworkers, now is the time to push! Here’s what we need to do:

1. Make sure you’re a dues-paying member!  We’ve found that many mistakenly think they are already WSNA members and are then shocked to find out they are not! If you’re unsure if you’re a member or you need to become one, contact WSNA Nurse Rep Sue Dunlap SDunlap@wsna.org or apply here.
2. Sign the Petition!  Contact any one of the bargaining team members or WSNA Organizer Crystal Doll at cdoll@wsna.org or at 206 334-8388 to get a blank signature page.  We need EVERYONE’s signature.
3. Attend Sip ‘n Chat every Thursday at 6 pm.  Virtual meeting, so via computer, tablet, smart phone or even dial in for land line phones!
4. Come be an observer!  Experience things first-hand and also show your support for the team at the table!

We are united in our cause!  (And we start our activists REALLY young! 😊Special shoutout to Oakland Garcia and thanks to mum Wynter Garcia for the photo!)

Liz Rainaud   FBC  and WSNA local unit chair
Jessica Magner  Urgent Care and WSNA local unit co-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