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Washington State Nurses Association Contract Negotiation Updates

The Washington State Nurses Association (WSNA) represents registered nurses at the University of Washington Medical Center (UWMC). The current collective bargaining agreement between UW and WSNA expires on June 30, 2015. The parties began negotiations for a successor agreement on May 12, 2015.

Andrew Berg
Assistant Director, UW Labor Relations (Lead Negotiator)
Carla Brannen
Nurse Manager, Operating Room, UWMC
Becky Hammontree
HR Consultant, UWMC
Leslie Hampton
Associate Director, Professional Development, PFCC, Patient Care Services, UWMC
A.J. Hartman
Communications Specialist, UW Labor Relations
Anthea Kuah
Senior Compensation and Labor Relations Analyst, HR Compensation
Dorthea McMahon
Interim Associate Director, PCS Central Resources and Staffing, UWMC
Keri Nasenbeny
Assistant Administrator, Patient Care Services UWMC
Grace Parker
Chief Nursing Officer and Senior Associate Administrator, UWMC
Christine Sampson
Assistant Administrator, Women and Infant Services, Patient Care Services, UWMC
Patty Van Velsir
HR Consultant, UWMC

Negotiations Recap for November 3, 2015

Current What-If Package, 11/3/2015

  1. Economics:
    • 3% across the board for year one, effective upon ratification.
    • 2% across the board, effective 7/1/16.
    • 0.5% across the board, effective 1/1/17.
    • $200 lump sum payment upon ratification for BU members above .6 FTE.
    • $100 lump sum payment upon ratification for BU members at or below .6 FTE.
    • New top step, effective upon ratification.
  2. On-Call:
    • MOU, attached as attachment A.
    • List of eligible departments, attached as attachment B.
  3. Staffing:
    • Previous staffing proposal, attached as attachment C.
  4. Union Security:
    • Maintain existing contract language.
    • Either party has option to reopen this article after Supreme Court Friedrich decision.

What-If Package Attachments


Negotiations Recap for October 13, 2015

This recap details the 12th session for the renewal of the collective bargaining agreement between UWMC and WSNA, which expired as of July 1, 2015. This was the second session to be facilitated by a State-appointed mediator.

Discussion of Outstanding Issues

The parties worked through the mediator to discuss the issues that remain outstanding, and exchanged “what-if” scenarios in an effort to make progress on the matters of staffing, mandatory on-call, union membership, and wages.

Next Steps

The parties agreed to meet again to continue negotiations on November 3. Since the contract has expired, the previous contract will remain in effect until the parties negotiate a successor agreement. Similar to the approach used across the University and in prior contract negotiations, UW has proposed not to make wage increases apply retroactively, meaning wage increases would not begin before the new contract goes into effect.


Negotiations Recap for September 17, 2015

This recap details the 11th session for the renewal of the collective bargaining agreement between the UW and WSNA, which expired as of July 1, 2015. This was the first session to be facilitated by a State-appointed mediator.

Introduction to Mediation

The parties were joined by a mediator from the Public Employment Relations Commission (PERC) to help facilitate the remainder of contract negotiations. Both parties outlined their priorities and discussed the remaining issues with the mediator. The primary areas on which the parties remain apart are:

Wages

  • UW’s Most Recent Position – UW proposes a 3 percent general wage increase in the first year of the contract and 2 percent in the second year, with an additional step added to the top of the pay range.
  • WSNA’s Most Recent Position – WSNA proposes a 3 percent general wage increase in the first year of the contract and 4 percent in the second year, with an additional step added to the top of the pay range.

Union Membership

  • UW’s Most Recent Position – UW proposes to maintain existing contract language, allowing nurses to have the option to join WSNA or opt out.
  • WSNA’s Most Recent Position – WSNA proposes to require union membership for new nurses.

Staffing

  • UW’s Most Recent Position – UW has agreed to new language regarding staffing goals, but proposes maintaining existing contract language on the ability to grieve staffing plans.
  • WSNA’s Most Recent Position – WSNA proposes removing existing language that exempts staffing plans from the grievance process.

On-Call

  • UW’s Most Recent Position – UW proposes maintaining existing contract language and making no changes to where mandatory on-call currently exists.
  • WSNA’s Most Recent Position – WSNA proposes removing on-call staffing from several units.

Next Steps

The parties will meet again to continue negotiations at a later date that is still being determined. Since the contract has expired, the previous contract will remain in effect until the parties negotiate a successor agreement. Similar to the approach used across the University and in prior contract negotiations, UW has stated that it does not intend for wage increases to be applied retroactively, meaning wage increases would not begin before the new contract goes into effect.