Our RN Bargaining Teameam: Robin Bridge, Michelle Grimmer, Emily Bishop, and Chris Beatty

We proposed our economic proposal to Jefferson Healthcare management at our fourth bargaining session on November 4. Here’s a summary of the key points:

Session Highlights from November 4

Bridging Benefits:Jefferson Healthcare proposed changes affecting bridging benefits for employees who leave and rejoin the bargaining unit within 24 months. We’re carefully reviewing these changes to ensure they won’t reduce benefits.

Nine-Hour Shifts (Article 8.1):We discussed incorporating nine-hour shifts into the work period article, aligning the contract with current practices in certain departments.

Meal and Rest Periods (Article 8.8):We rejected management’s proposal to remove language from Article 8.8, which protects meal and rest periods. The recent passage of SB 5236, supported by UFCW 3000, WSNA, and SEIU 1199NW, strengthens Washington state’s enforcement of meal and rest periods. The law directs the Department of Labor and Industries (L&I) to establish a healthcare division to monitor these breaks and seek compensation for missed or late meal periods. Including these protections in our contract is essential for upholding our right to breaks and educating caregivers on their legal rights.

Wage Increases:We based our wage proposal on research from nearby hospitals to establish competitive pay across all steps, aiming to attract and retain quality staff. We proposed rates that would place us slightly above St. Michael’s Medical Center.
Premiums & Differentials: We proposed increases to standby and shift differentials to ensure fair compensation for specialized roles and schedules.

Additional Shift Bonus:We introduced new language to classify all vacant shifts as bonus shifts. This would provide a bonus plus 1.5x or 2x pay for taking on extra shifts, promoting better staffing coverage.

PTO Enhancements: To support RNs, we proposed:

Starting PTO accrual on day one for new hires.

Increasing the frequency of PTO cash-outs, allowing RNs to avoid their maximum accrual by cashing out more often.

November 13 Session

On November 13, the Employer responded to our economic proposal with the following counterpoints, based on wages and premiums at WhidbeyHealth and Olympic Medical Center:

Wage Increases: The Employer rejected our proposal and suggested an average across-the-board wage increase of 10% over the contract duration (2024-2027). While the base step would receive about an 8% wage increase upon ratification, the top steps of the scale would receive about a 4% increase upon ratification. While $3 may place RNs above Olympic Medical Center and WhidbeyHealth right now, both of these hospitals will start contract negotiations in the next few months and their wage scales will change. It is unlikely that the Hospital’s proposal will keep us ahead of Olympic Medical Center or St. Michael Medical Center. We disagree with the Hospital’s decision to exclude St. Michael Medical Center in the list of hospitals they used to create their wage scale. 

PTO: The Employer declined our request to increase the PTO cash-out frequency.

Premiums: The Employer rejected increases to callback pay, preceptor pay, night shift differential, and weekend differential, citing that Olympic Medical Center’s premiums are above the market.

Health Benefits and Pension: The Employer agreed to absorb the $1.72 per compensable hour charge, which would increase take-home pay for each RN. However, they declined our request to switch to a flat weekly health insurance premium, opting to maintain the current 80/20 premium split. Additionally, they rejected our proposal to increase the pension contribution—a disappointing outcome, as a pension offers lifetime monthly payments upon retirement, providing more security than a 457b plan, which is solely a savings account.

We made counterproposals on scheduling, partner units, PTO cancellation, and low census. Notably, we proposed making FBC a standalone unit so FBC RNs can receive cross-trained RN pay. The Employer has suggested a self-scheduling system, but we believe their version leaves too much discretion with management and will lead to inequity. Our counter proposal maintains current language, with slight modifications to allow nurses to collaborate on shift schedules and submit them as a group.

Grievance Update  

We’ve filed grievances for missed meal periods and situations where RNs did not receive bonus shift pay when an extra shift was canceled. Addressing these issues is crucial to upholding contract rights and ensuring fair treatment for all caregivers.

Next Steps & Upcoming Meetings 

We will be responding to the Employer’s economic counter and working hard toward an agreement that supports RN retention and recruitment. Our next sessions with Jefferson Healthcare are scheduled forDecember 2nd, December 10th, and December 11th. Additionally, we invite all members and per diem caregivers to an in-person contract update meeting on Friday,November 22nd, at 4:30 pmat the Manresa Castle Ballroom. This is an opportunity to get detailed updates, ask questions, and share your feedback. We look forward to seeing you there!

Meal Period Online Complaint: https://secure.lni.wa.gov/HealthcareWorkersComplaint/#/

Contract Update Meeting Friday,November 22, at 4:30 pmat the Manresa Castle Ballroom