KRONOS and 8-hour shifts

Your officers met with management about the KRONOS time clocks and those employees who work 8 hour shifts. Reportedly from multiple departments, if you work 8 hours and miss BOTH your paid breaks, when you clock out the time station only gives you the option to choose ONE missed break – not two. There should be two break options (plus a missed lunch if applicable). We brought these concerns forward at last meeting and the payroll department was able to reproduce that on one of the clocks in the ED. This clock was replaced however the problem persists. We are also hearing reports that this occurs in the clinics where there are quite a few employees who only work 8 hours. The hospital is legally accountable in accurately reporting all monies spent and management is asking for our help with this issue.

On the screen when you clock in and out is the unique station number for that time clock. If you clock out and are NOT given the option for 2 breaks missed, please note the station number, the date and time you noticed this error and your name / department / shift to Payroll. A screen shot of the clock face is also helpful but the most important is the station ID number. Please cc Lisa-Marie Gustafson in HR ( LGustsafson@skagitregional.org ) and myself sdunlap@wsna.org . In addition, Nathan Wahl the ED manager is also working on this issue. Also please note that while WSNA is tackling this issue with the nurses, the 8 hour missed break may be an issue for our co-workers from other represented staff and non represented staff. EVERYONE who notices this problem should contact the above noted individuals. The more information and data we can provide on this problem, the easier and sooner we can get it resolved.

Contract Corner

There may be some confusion between scheduled standby and low census standby. So, we are here to help through that confusion!

Article 8.5 deals with standby and the initial paragraph outlines the pay that the nurse is entitled to while being at home but under obligation to the hospital. 8.5 Standby Pay. Nurses placed on stand-by status off hospital premises shall be compensated at the rate of Three Dollars and seventy-five cents ($3.75) per hour of stand-by duty. Stand-by duty shall not be counted as hours worked for purposes of computing overtime or eligibility for service increments or fringe benefits. The Employer shall continue its past practices with respect to the availability of paging devices.

Article 8.5.1 speaks directly to Scheduled Standby. 8.5.1 Scheduled Standby. Nurses called in to work from scheduled standby status shall continue receiving standby pay in addition to call back pay. This is most commonly seen in those departments that have to implement mandatory call like surgery or diagnostic imaging or endoscopy etc. These nurses are scheduled in advance for being on call. Those nurses will receive standby pay for the hours at home and then call back pay for the hours they actually work if they are called in.

Article 8.5.2 speaks to Low Census Standby. 8.5.2 Low Census Standby. Because nurses called to work from low census standby will be paid for their scheduled shift as if they had not been placed on standby, such nurses shall not receive standby pay for such shift. This is commonly seen in those departments who experience fluctuations in their patient census. Most often in the birth center where if there are no laboring moms, the nurses are asked to stay home on low census. But the expectation is that they remain on call and come in if needed. Those nurses if called in will be paid for their whole regular shift as if they worked the entire shift and do NOT receive the standby pay.

The key to the difference is really why you are asked to be at home but on call to the hospital. If it is related to low census then article 8.5.2 applies.

COVID update

Have we all had about enough of this pandemic? Well, it appears that we may be making some progress with the increased vaccinations and decreased acute illness. The hospital reported their overall census is down for inpatient COVID-positive patients. At the time of the conference committee, it was reported Skagit housed only 5 or 6 inpatient and none were ventilated. Management also reported that they have been experiencing single digit positive test results on the tests they are doing. In addition, the hospital has reported 60% of the employees are vaccinated currently. This is fantastic news and a tribute to the great care you all take of the community you serve as well as the care you give to each other.

PPE Update

We meet with the supply department every other week to look at burn rates and supply on hand of all the PPE items you need to do your work.

We heard about a supply of substandard gloves employed at the clinics. Mismatched and incorrectly sized was the initial complaint however a photo was submitted of a box where mold was discovered.

If you find substandard or defective equipment or PPE – please save the box it came in and give to your supervisor. They will escalate directly to materials management and address the problem. In addition, this will be brought to the daily COVID huddle and flagged to alert all staff. A super easy way to do this is to snap a quick photo of the problem item with the container information and email that to your supervisor with a cc to myself for all WSNA represented employees. I will follow up at the bi-weekly meetings as well.

The state has issued new guidance for PPE as we move towards better supply and hospitals do not face supply challenges any longer. View the document on the website. Please note this is the new standard that DOSH and DOH are holding employers accountable to.

WSNA and your officer continue to fight for the health and safety of our patients and most critical, the health and safety of the workers.

PPE questions? Please contact Sue Dunlap Nurse Representative at sdunlap@wsna.org.

Staffing Committee update

The staffing committee continues to represent the nurses at the monthly meeting. Recently, management has had to submit a plan to the department of health with regards to the staffing committee and in that plan, management has indicated they will be reviewing 100% of the submitted staffing concern forms.

Both the Nurse Staffing Committee (NSC) or the Nurse Conference Committee (NCC) are involved in all matters that effect the nurse’s ability to provide safe efficient care. Safe for the patients and safe for each other. The contract and the Law are not silent on this issue. All changes in the staffing matrix, changes in the staffing plan and changes in the care model MUST be brought to either the NSC or the NCC (article 19). That is to allow for input into the plan, trouble shoot any potential problems, and most importantly, allow for input from all of you who are at the bedside doing the work. The next time your manager announces a change in how things are going to be done with regards to these items, you as a staff nurse will be empowered to ask if these changes have been vetted through one of these committees already.

Again, here are the staffing committee members for each department. If your department does not have a representative, please let one of the officers or Sue Dunlap know. Full training is provided for this committee. Please note this committee is also to be paid time and you MUST be relieved of work duties to attend.

Negotiations update

Can you believe that we will be heading into negotiations for a new contract yet again? It is that time! Your officers will be representing you at the table however we would also like to solicit members who may be interested in doing this with the team. Particularly if you are working in a department that is not represented by one of the officers.

If you have never participated in something like this it is really a great learning experience. Please note that the time you spend at the table is generally volunteer time. We do obtain some compensation through PTO donations and management has been supportive in helping to make that happen. You will learn a TON about the contract and what rights you have because of that agreement. Please reach out to Sue Dunlap if you are interested at all.
Currently the officers are working to put together a survey that we will be sending out and asking for your input on the major items you would like to see improved upon with this next contract cycle. Please stay tuned and watch for that announcement with the link to the survey and complete this for us.

Convention:

It is time yet again for the WSNA convention and we have a GREAT lineup of speakers this time around including Dr Danielson who was featured as leaving his place of employment for issues related to racial inequity. We will also be hosting a panel of your peers to discuss lessons learned from covid and you will hear about the experiences of your co-workers around the state. To view the agenda and learn more about the Convention, visit https://nurseconventionwa.org.

Since the convention will be virtual this year rather than in person, your local unit officers have agreed to sponsor and reimburse every single Skagit nurse who wishes to attend and submits a receipt with verification of attendance. You will be issued a full refund upon completion of the convention and receive the associated CEU hours as well. Because of our move to a virtual convention, we’re able to offer registration for the low price of $50 for WSNA members (with promo code - ask your officers or Nurse Rep for the code if you are a member), or $100 for nonmembers. The convention is April 28 – 29 so remember to register and request the time off if you need to. We really hope to see you there!

Liz Rainaud, MSN, RN – Local Unit Chair:
Jessica Googe, RN – Local Unit Secretary
Hannah Guy, BSN RN – Local Unit Treasurer
Kristi Perez, RN CMSRN – Local Unit Grievance Officer
Cheryl Pedersen, RN – Local Unit Grievance Officer
Rachel Yates, RN – Local Unit Co-Membership

Questions? Contact WSNA Nurse Representative Sue Dunlap at sdunlap@wsna.org.