WSNA and Saint Luke’s Rehabil­i­ta­tion Insti­tute entered into a Memorandum of Under­standing memori­al­izing agreed-upon measures addressing some of the challenges nurses face in the midst of the COVID-19 crisis. WSNA will continue to address issues related to the COVID-19 with Provi­dence as the situa­tion evolves.

Below are the key provi­sions of the COVID-19 MOU:

  • If a part-time or full-time nurse works in a depart­ment which has been shut down, or the nurse is placed on low-census due to COVID, and that nurse cannot do their job from home, or be reassigned within their facility, SLRI will pay paid admin­is­tra­tive leave until April 30, 2020, provided that the nurse remains avail­able to work for SLRI during the shutdown or low census period. If there is not a reassign­ment oppor­tu­nity avail­able within the facility for the nurse, SLRI may offer to the nurse the oppor­tu­nity to work at SHMC or PHFH provided that the nurse has, or can be provided, the appro­priate training and orien­ta­tion for the assign­ment. If the nurse refuses such oppor­tu­nity, the nurse will not receive paid admin­is­tra­tive leave for that period of low census. 
  • A nurse who SLRI does not permit to work due to probable exposure to COVID-19 while at work will be placed in paid admin­is­tra­tive leave status during any quaran­tine period required by the Hospital. 
  • A nurse who self-quaran­tines based on concern of social/​community exposure to COVID-19 shall have immediate access (e.g. no waiting period) to EIT or other paid time off accruals if the nurse has avail­able paid time off benefits. 
  • SLRI will create an 80-hour Paid Emergency Time Off bank for benefits-eligible nurses that will remain in place for use by or before May 31, 2020; 
  • Benefits-eligible nurses who have either already utilized all of their PTO/EIT, or have not been employed long enough to have accrued enough PTO to cover a long-term illness, may use, through May 31, 2020, up to 80 hours of Paid Emergency Time Off to be utilized to cover additional time off neces­sary for recovery from the illness or injury; 
  • Benefits-eligible nurses who have either already utilized all of their PTO/EIT, or have not been employed long enough to have accrued enough PTO to cover their own COVID-19 illness, may use, through May 31, 2020, up to 80 hours of Paid Emergency Time Off to be utilized for their own COVID-19 related illness and recovery. After all paid time is exhausted for these nurses, if there is a need for contin­uing leave and the nurse does not have access to Provi­dence-provided short-term disability benefits, SLRI will provide nurses with income replace­ment in an amount equal to 65% of pay until they can return to work; 
  • Benefits-eligible nurse who are not ill, but cannot work for a variety of other reasons related to the COVID outbreak, for example, daycare or elder­care needs, may use PTO and EIT without any waiting period, should the nurse have this time in his or her bank. The nurse may also use their Paid Emergency Time Off to supple­ment this time through May 31, 2020. 
  • For a nurse working extra shifts (part time nurses) and overtime (full time nurses), the SLRI will consider additional incen­tive and/​or extra shift pay, as neces­sary, beyond incen­tive pay or extra shift bonuses already provided for in the collec­tive bargaining agree­ment. WSNA will receive notice of any additional incen­tive, and, on request, SLRI will bargain with WSNA over the additional incentive.

We will continue to address COVID-19 issues as they evolve.