These are crazy and unusual times we are living in. However it is VERY impor­tant to remember that the contract must be followed by the employer even in this pandemic situa­tion. There are two situa­tions that recently have come up that we need every nurse to be aware of.

#1 CONSEC­U­TIVE WEEKEND PAY Article 7.11

“…all time worked on the second weekend shall be paid for at the rate of one and one-half (1 ½ ) times the nurses straight-time hourly rate of pay…unless the nurse volun­tarily agrees to work on the weekend either at the time of hire or there­after, …” Please be clear with your sched­uler that you would be working a consec­u­tive weekend at the appro­priate premium. Please follow that up with an email to the sched­uler and keep a copy for your records that states … in follow up to our conver­sa­tion, I will be working ______ at the consec­u­tive weekend premium pay per contract article 7.11”. Similarly if you decline the premium pay you should follow it up with an email to have the infor­ma­tion in a written format.

Consec­u­tive weekend pay is something you as members voted to have in the contract AND your manage­ment repre­senting the hospital also agreed to this article in the contract. This is a JOINT and agreed upon contract. We are hearing that nurses are being told if they accept the assign­ment they are automat­i­cally waiving the benefit. This is NOT what the contract states.

#2 Nurses who are 8/80 or 8/40 job codes Article 7.5

Nurses who are regularly employed in this job code normally work 8 hour shifts and have overtime for anything over 8 hours. If you are asked to float to another unit to help out during this Covid-19 Pandemic, please note that you should not be expected to work overtime without the appro­priate compen­sa­tion. If you are agree­able to working a 12 hour shift WITHOUT the over 8 hours overtime, that needs to also be a mutually agree­able change and cannot be imple­mented unilat­er­ally. The article reads “…shall receive a premium pay rate of time and one-half their regular rate of pay for time worked in excess of their sched­uled shift of at least 8 hours…” **PLEASE NOTE** Your hired job code must reflect the 8/80 or 8/40 category for this appli­ca­tion.

The article also states that all overtime… must be autho­rized by the employer.“ This is also true so it is the nurses respon­si­bility to make sure it is known you will be claiming overtime over 8 hours of work. They must know and approve the shift in advance.

Your contract can be found online using the Contract link at the top of this page.

#3 ADO – Assign­ment Despite Objec­tion

Your online WSNA form is not only for staffing issue but all other things that are disrup­tive to your work. That would include but not limited to

  • Inade­quate support staff
  • Malfunc­tioning equipment
  • Lack of PPE
  • High acuity patients and not staffed to acuity level.

These forms can be completed on your smart phone from the comfort of your own sofa! And the instant you hit SEND” the form arrives in your local unit chairs email box as well as your Nurse Rep email box as well as the Staffing Committee Co-chair. There will be no reper­cus­sions for filling this out and your local unit team will be able to respond quickly to any concerns that you may have. Check out the form at: www​.wsna​.org/ado.

As always feel free to reach out to any of the team members for further infor­ma­tion or questions. You may also email your nurse rep Sue Dunlap at sdunlap@wsna.org .

Liz Rainaud MSN, RN – Local Unit Chair:
Jessica Googe RN — Secre­tary
Hannah Guy BSN RN Treasurer
Kristi Perez RN CMSRN Secre­tary / Griev­ance Officer
Alice Riddle RN — Member­ship
Cheryl Pedersen RN – Griev­ance Officer
Rachel Yates RN – Co-Member­ship