Your team recommends a yes vote! #

As more fully outlined below, the Tenta­tive Agree­ment includes many signif­i­cant improve­ments, including wage increases, a BSN premium, increased shift differ­en­tials, and workplace violence language. This Agree­ment includes trade­offs including the require­ment of 0.75 FTE to be full-time benefits eligible for new hires after Jan. 1, 2020. All existing Multi­Care employees are grand­fa­thered in to maintain this benefit at 0.6 FTE. We also agreed to their proposal of sharing the cost of monthly medical premium increases. We reluc­tantly agreed to these proposals in order to secure compet­i­tive wage increases, ensuring that Good Samar­itan nurses will remain at the front of the market even as we face an uncer­tain economic future as employers grapple with the impacts of COVID-19.

A total of ten and a half percent over three years (3.5%-3.5%-3.5%): Despite these uncer­tain economic times, nurses will keep their compet­i­tive market wages with a total of 10.5% in wage increases over three years, with 3.5% increases each year of the contract. The first year’s increase is retroac­tive to the date of contract expira­tion, April 1, 2020. Art. 8.1.

New longevity step: New step at 31 to be added, with an increase of .5% step 30, so that nurses at Step 30 don’t have to wait two years until their next step increase. Art. 8.1.

New BSN/​MSN/​MN/​PhD premium: New certi­fi­ca­tion premium of $1/​hour for RNs with a BSN, MSN, MN, or PhD. Art. 9.6.1.

Increased shift differ­en­tial premium: Evening shift differ­en­tial increased from $2.50 to $2.75, and night shift differ­en­tial increased from $4.25 to 4.50. Art. 9.1.

Extended weekend premium: The weekend premium will now cover all shifts that begin prior to 11:01pm on Sunday, instead of ending at 11pm. Art. 9.9.

Low Census: Your team fought hard to ensure that staff and per diem RNs will not be sent home before travelers. We also bargained for language ensuring more trans­parency and account­ability when there are exces­sive amounts of low census. Art. 6.6.

Floating: Your team fended off language that would have allowed for house-wide floating and convinced manage­ment to maintain current contract language. Art. 6.7.

Higher starting pay for former LPNs: LPNs will have more of their experi­enced recog­nized when their starting step is deter­mined. Art. 8.4.1.

Per Diem nurses: While manage­ment insisted on bringing Good Sam in line with all other Multi­Care facil­i­ties’ 15% premium for per diems and nurses who receive a wage premium in lieu of benefits, all affected nurses will receive a 1% cash bonus each year of the contract, and per diem nurses will get other new benefits, like new educa­tion time and funds. Arts. 4.6, 8.5, 13.2, 13.4. The require­ments for per diems to be avail­able a total of four shifts per month (including two weekends) is now in the contract, ensuring that manage­ment cannot unilat­er­ally change the require­ments. Art. 4.6.

Health Care: Current nurses retain full time benefits at .6 FTE and above. Newly hired nurses going forward will qualify for full time benefits at .75 FTE. Art. 11.1. Part-time nurses’ premiums will paid at one half the full time premium for the RN only plan. Cost increases to medical going forward will be shared on a 50/50 basis with a maximum of $50 per month. Dental benefits and premiums will be the same offered to non-repre­sented employees. Existing nurses grand­fa­thered in from new .75 FTE require­ment; future part-time nurses working at least 16 hours per week will receive half the cost of the premiums for the RN only plan. Art. 11.1.

Staffing: We fought to retain the right to vote before any changes to the staffing matrix, in addition to the staffing plan. Art. 14.4.

Workplace violence preven­tion: New language ensuring workplace violence preven­tion, including anti-retal­i­a­tion language for making reports of workplace violence. Art. 14.3.1. Requires signage on each unit stating the Hospital’s No Toler­ance for Violence Policy.

Educa­tion: Increased educa­tion allowance from $500 to $550, which can now be used for member­ship dues in profes­sional organi­za­tions like AWHONN and the ENA. Art. 13.4 & Add. 9. New $100 and 2 hour alloca­tion for per diems. Art. 13.2, 13.4. More trans­parency into denials of requests for educa­tion leave. Art. 13.2.

Bereave­ment: Expanded bereave­ment leave for more family members (step-parents, step-siblings, step-parents, step-grand­par­ents, step-grand­chil­dren now included). Art. 12.5.

New Washington State Paid Family Leave: Estab­lishes Nurses right to choose whether to access PTO and EIT accruals or new Washington State Paid Family Leave. Nurses will be able to top off State Paid Family Leave with PTO or EIT to 100% of regular wages. Taxes will be paid by nurses and the employer per the new law. Art. 12.12.

Residency agree­ment: Change from one-year commit­ment to two-year commit­ment.

Bulletin boards: Removed require­ment to obtain prior approval from manage­ment before posting items to bulletin board.

Contract Vote Information #

When:

Monday, July 20, 2020

Times and Locations:
6:30 ‑9 a.m. in the Baker Confer­ence Room
11 a.m. — 1 p.m. in the Family Birth Center Confer­ence Room
6:30 — 9 p.m. in the Baker Confer­ence Room

Masks will be required in each voting location along with a 6 ft. social distancing require­ment. Addition­ally, no more than 10 people will be allowed inside of the room where the VOTE takes place.


You must be a WSNA member in good standing to cast a VOTE!


Your Negoti­ating Team: Cheryll Howe — Family Birth, Dawn Morrell – Cath Lab, Aaron Bradley – Pallia­tive Care, Christina Swan – Family Birth, Mindy Thornton – ER, Heidi Kennedy – ICU, Qona Johnson – Pulse Cardiac, Adrienne Berg – PCU, Anne Landen – ER, Jorie Gliane – Float Pool

Questions? Contact Travis Elmore, WSNA Nurse Repre­sen­ta­tive at 1 800 231‑8482 ext. 3117 or telmore@wsna.org