Time clocks/Kronos

• Access from home - WSNA has been in contact on a regular basis with VMMC since the inability to access timecards and schedules started. To date, the hospital has not been able to correct the issue but continues to advise WSNA that they are working on a fix. We have been assured that nurses are not expected to come to the hospital on a day off for scheduling or timecards. Please be sure to let your manager know if you need help with either. Be sure to check the accuracy of your timecards when you are at work. If your manager tells you that you need to come in on a day off, please contact WSNA right away so that can be addressed.
  
• Clocking in and out for meals - The hospital will soon require nurses to clock in and out for meals. You do NOT clock out for 15-minute breaks. Clocking in and out should not affect your shift differential, overtime or any other contract pay provision. Please carefully check your timecards to be sure you have not been shorted any pay as a result of clocking out for meals.  Also, incidental overtime or undertime is not punishable under our minute-to-minute timekeeping rule. You have the right to a full 30 -minute uninterrupted meal before you clock back in.

Negotiations Survey 

The survey is out! We would like to see 100% participation. We want to hear about what you would like to see in the next contract, what is working well, what needs improvement, what issues you have experienced while working at VMMC over the past 2.5 years.  You can find the survey by using the link or QR code below.

WSNA Leadership Conference and Sponsorships

It is Leadership time! Now more than ever, unions need strong leaders like you. At Leadership, you’ll learn and grow, with some costume-party fun thrown in. Don’t miss this opportunity to connect with colleagues, deepen your leadership knowledge, and prepare for the challenges and victories ahead.! Date and location - April 26–28, 2026, at the Wenatchee Convention Center.

Your WSNA officers are offering a limited number paid opportunities to attend.  We are encouraging those who want to participate on the negotiation team or be unit stewards or officers to submit their request. Please reach out to Hannah Collins-Lewis at hcollinslewis@gmail.com if you are interested.

Grievances

There are currently a significant number of grievances - 30 at last count including those pending arbitration. There are also pending Unfair Labor Practice (ULP) charges as well.  Note - This is not an all-inclusive list of the pending grievances and arbitrations.

• Representation - not honoring nurses Weingarten Rights - nurses have the right to have WSNA present for investigatory meetings and management must clearly respond when asked if a meeting is investigatory.
• Direct dealing - The hospital also cannot individually bargain with a nurse over their wages, hours and working conditions.
• Baylor Pay - nurses are not receiving their Baylor pay as a result of incidental undertime related to Actual Timekeeping.
• Callback pay - nurses not being correctly paid callback pay when working on call and they miss a meal.
• Step increase - many nurses are missing their step increases or did not receive their step increases on their anniversary. Please contact WSNA if you are missing a step increase and/or back pay for a delayed increase.
• FAIRE training being moved to Tacoma
• OR "Bubble" List
• Mandatory overtime and rotating shifts
• Per Diem Holiday requirement - this is not a contract requirement.
• WSNA insignia clothing - nurses being told to remove WSNA insignia clothing

Are you interested in participating and representing your peers in your bargaining unit?

Open positions include: bargaining team member, staffing committee representative, safety committee representative, workplace violence committee representative, treasurer, membership steward (connects with new members, attends New Hire Orientation) If yes, please contact WSNA Chair Hannah Collins-Lewis at hcollinslewis@gmail.com.

Weingarten Rights 

When you are asked to meet with your manager for an investigatory meeting, you have the right to a WSNA representative. You need to ask your manager, "is this an investigatory meeting and could what we discuss, lead to discipline now or in the future?"  If the answer is yes, you need to say, "I would like to contact my union rep to attend with me and will listen but can't answer questions until I have the opportunity to secure representation. Beware of responses such as "this is an awareness finding conversation," "I must investigate now and refuse to answer," or "let me get a nurse to come in with you from the floor." Beware of phone calls where a manager is asking you to explain something - even those can be investigatory meetings.

• When you ask about the nature of a meeting, management:
  • must respond yes or no as to the nature of the meeting (investigatory or something else) and not provide some cryptic response about awareness, a "chat," or some other response.
  • must allow you reasonable amount of time to contact and arrange for a rep
  • cannot pick someone to represent you. WSNA has trained individuals who are able to attend meetings and WSNA decides who those individuals are.
• Contact WSNA right away if you believe your rights have been violated.

Questions? Comments? Contact one of your WSNA officers or your nurse rep, Sara Frey.  sfrey@wsna.org