On July 9, we met with management for the eighth time to get a new contract. We are deeply disappointed by Management’s approach to these negotiations and by their responses to our proposals. On critical issues, we are not making the progress that our nurses need, and our patients deserve. Because of this, we have proposed to bring in a mediator from the Federal Mediation and Conciliation Service to assist with the negotiations. We have a mediated session scheduled for August 5.

Alison Bradywood, Chief Nursing Officer, has recently sent communications to RNs regarding the WSNA/VM Negotiations. WSNA considers some of the information contained in her communications to be misleading and incomplete. For example:

CNO Bradywood on the expired contract: “WSNA did not request an additional extension [beyond July 9^th]” (7/12/21 email to VM RNs).

This simply is not true. In June, WSNA requested that the contract be extended indefinitely while the parties negotiate the contract. VM refused this request.

CNO Bradywood on when wage increases can go into effect: “Our proposal for wage increases cannot go into effect until we have a ratified agreement.” (6/28/21 email to RNs)

WSNA has consistently proposed that the wage increases be effective retroactively to the expiration date of the contract. Management has simply rejected this proposal and has insisted that there be no retroactive pay so that VM benefits by dragging its feet in negotiations. There is nothing preventing wages to be effective from the date of expiration other than Management’s unwillingness to do so. Management wants to hold wage increases over nurses’ heads to force us into accepting a contract that is not good for nurses and not good for patients.

CNO Bradywood on Management’s wage proposal: “Our new wage proposal includes a minimum increase of three percent for all nurses . . . to keep our wages competitive and attractive . . . and will recruit and retain nurses” (6/28/21 email to RNs).

CNO Bradywood later clarifies that the minimum “increase” is through combination of a wage increase of less than three percent and a one-time, lump sum payment. Lump sum payments are NOT “wage” increases and do nothing to build upon your wage rate. Management’s variable wage proposal provides different wage increases for ADNs, BSNs and MSNs. For example, under Management’s proposal, a step 1 MSN would receive a wage increase of .1%. That is NOT a typo: ONE-TENTH-OF-ONE-PERCENT! Expressed another way, a nickel per hour. ADNs are severely underpaid. Our staffing levels are terrible, with far too many unfilled shifts. Virginia Mason needs all the nurses we can get right now, ADNs, BSNs and MSNs, alike. Management has not stated that it is not able to pay for competitive increases. Rather, it simply chooses not to do so.

HERE IS WHERE WE ARE ON SOME OF THE NON-WAGE ISSUES.

STAFFING: We know that staffing is a critical issue and that our nurses are suffering, and patients are left with fewer nurses than they deserve. WSNA has made numerous proposals regarding staffing, including requiring Virginia Mason to maintain staffing levels that: ensure safe patient care and the safety of the nurses; allow nurses to receive meal and rest breaks and to utilize available time off from work; and allow nurses to meet their responsibilities under the Nurse Practice Act. Management’s response? “NO”, to each and every one of these proposals.

We proposed the Incentive Shift Premium be automatically offered for all holes in the schedule at the time the schedule comes out. We want to ensure that holes are filled quickly and that nurses have as much advance notice of open shifts as possible should they want to pick them up. Management’s response? “NO.”

We proposed that a Float Pool be sufficiently staffed to respond to emergent needs. Management’s response: “NO.”
Management did more than just say “NO” to these sensible proposals. They actually proposed to eliminate many of their current responsibilities to respond to staffing concerns and to allow them to reduce the Float Pool below its current levels!

VACATIONS: We proposed that Management allocate appropriate staffing resources so that 90% of vacation requests are granted. Management’s response: “NO.” Not only has Management refused to allocate more resources to much-needed vacation coverage, but has also proposed to redistribute the current, inadequate vacation allowance by shortening the length of vacations that will be granted and diminishing the role of seniority for many vacation requests. Management has also proposed that nurses’ granted vacations can be cancelled if they do not have enough accrued vacation because of low census!

FAIR SHARE OBLIGATIONS. Every other Seattle-area WSNA hospital requires nurses who derive benefits from a collective bargaining agreement to pay their fair share of the costs of being protected by a collective bargaining agreement. Management wants to weaken the collective voice of its nurses by refusing to agree to this industry standard.

HEALTH BENEFITS: WSNA has proposed to limit the cost of health insurance for nurses. Management says, “NO.”

What does it mean to have an expired contract at this point?

The Hospital is required to maintain the status quo while the bargaining process continues. This means that the Hospital not permitted to institute unilateral changes to existing terms and conditions of employment. The terms and conditions of the collective bargaining agreement continue, even though it is expired, with a few exceptions.

First, Article 19 “Uninterrupted Patient Care” has expired. This article limits the bargaining unit from engaging in certain concerted activities, such as striking, picketing, work slowdowns, etc., while the contract is in effect. These limitations no longer exist, and WSNA is permitted to organize such activities should the bargaining unit wish to do so.

Second, Article 18 “Management Rights” has also expired. Now that this article has expired, Management is much more limited in being able to unilaterally control day-to-day operations in the Hospital. If you find that Management wants to change something related to your working conditions, please contact your Nursing Representative, Michelle Moore. The Hospital cannot change working conditions unilaterally. If it does so, it may have committed an Unfair Labor Practice and be subject to prosecution by the National Labor Relations Board.

Third, how grievances under the contract are resolved could change. However, as noted above, your working conditions and protections cannot be unilaterally changed by the employer.

Please stay tuned for next steps as to how you can get involved to ensure that we get a fair contract that is good for our nurses and good for our patients.