Proposed Memorandum on Expanded Representation Rights #


Last year, an Arbitrator ruled that Seattle Children’s improp­erly denied a nurse WSNA repre­sen­ta­tion during a meeting at which manage­ment discussed accom­mo­da­tion of the nurse’s medical condi­tion. The Arbitrator ruled that the right of nurses at Seattle Children’s Hospital to the assis­tance of a WSNA repre­sen­ta­tive in meetings with manage­ment was not limited to inves­ti­ga­tory meetings that could lead to disci­pli­nary action. However, the Employer refused to comply with the Arbitrator’s ruling, and filed a lawsuit to nullify it – even though the collec­tive bargaining agree­ment specif­i­cally states that the Arbitrator’s decision shall be final and binding on all parties.”

WSNA has now succeeded in negoti­ating a proposed Memorandum of Under­standing that will guarantee nurses at Seattle Children’s Hospital the right to request that a WSNA repre­sen­ta­tive be present not only at inves­ti­ga­tory meetings that could lead to disci­pli­nary action, but also:

• Meetings sched­uled for the purpose of discussing reason­able accom­mo­da­tions under the inter­ac­tive process (such as discus­sions concerning reason­able accom­mo­da­tion of a nurse’s disability).
• Meetings sched­uled for the purpose of deliv­ering disci­pli­nary action to the nurse.
• Meetings sched­uled for the purpose of discussing changes to a nurse’s regular schedule.
• Any meeting a nurse is asked to attend with both a manager and a Human Resources repre­sen­ta­tive, except (a) meetings with multiple nurses such as training, depart­mental, and educa­tional meetings, and (b) witness inves­ti­ga­tion inter­views in which the nurse’s own conduct is not at issue, the nurse is given assur­ance that she or he will not be disci­plined as a result of the meeting, and the nurse is informed of the general subject matter of the meeting.
• If a nurse with at least one year of employ­ment at Seattle Children’s Hospital receives a nonper­former” or devel­oping performer” rating on an evalu­a­tion, the nurse may request a follow-up meeting with the manager to discuss the evalu­a­tion and may request the presence of a WSNA repre­sen­ta­tive.

The proposed Memorandum of Under­standing also provides that, as long as the need to meet is not urgent, the nurse will be allowed a reason­able amount of time (typically five business days) to arrange for union repre­sen­ta­tion before contin­uing the discus­sion.

WSNA recom­mends a YES vote on the proposed Memorandum of Under­standing, which will strengthen nurses’ rights to repre­sen­ta­tion. When you get called into the manager’s office, you don’t have to face the boss alone!

If you any questions, feel free to contact Travis Elmore, WSNA Nurse Repre­sen­ta­tive at 206 – 575-7979, ext. 3117 or telmore@wsna.org.

VOTE TO BE HELD ON MAY 2, 2018 FROM 1530 – 1930 IN MAIN Private OA.9.340

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In Solidarity, Edna Cortez, Chair­person — Auditing; Travis Elmore, WSNA Nurse Repre­sen­ta­tive at 1 800 231‑8482, ext. 3117 or telmore@wsna.org

We recom­mend a YES Vote!
You must be a member in good standing to vote.