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 firstname.lastname@example.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 email@example.com
We recommend a YES Vote!
You must be a member in good standing to vote.