In March 2024, the Washington State Nurses Association (WSNA), acting on behalf of all nurses at Holy Family Hospital, filed a formal grievance concerning the hospital’s Family Maternity Center. Registered Nurse Haleigh Gibson spearheaded the action, addressing a policy that mandated all newly transferred supplemental nurses into an 18% availability category, irrespective of their preference and without proper contractual authorization.
The union’s investigation uncovered inconsistencies in the hospital’s approach, revealing multiple versions of a supplemental choice form being distributed. Some nurses received one form, others a different version, and some were not provided with any form at all. This inconsistent application led to discrepancies in premium pay rates, with Holy Family Hospital frequently resorting to retroactive payments to correct these errors, often months after a nurse’s hire date.
Driven by Article 22 of the nursing contract, WSNA pursued the grievance through several levels of hospital administration. The issue was initially raised with the Family Maternity Center manager before being escalated to senior leadership. Ultimately, the union representatives brought the grievance to a high-level meeting with Susan Scott, the chief hospital executive, the Chief Operating Officer (COO), and HR representatives. Throughout these discussions, Holy Family leadership demonstrated a commitment to finding a resolution, engaging in constructive communication and paving the way for a settlement that addresses the union’s grievance.
The proposed Memorandum of Understanding (MOU), contingent on a YES vote from the nursing unit, promises to bring clarity and contractual certainty regarding availability categories for supplemental nurses. Key improvements outlined in the agreement include:
- Introduction of a 16% Availability Category: Recognizing the unique roles of supplemental nurses, a new 16% availability option is introduced specifically for those working as nurse educators in nursing schools.
- Standardized Selection Form: Upon ratification, a single, standardized supplemental availability selection form will be incorporated into the contract appendix. Hospital management will be obligated to provide this form to all newly hired supplemental nurses within 14 calendar days of their start date, ensuring consistent and transparent communication from the outset.
- Mandatory Employer Review and System Transparency: Within 30 days of the agreement’s ratification, Holy Family Hospital will conduct a comprehensive review. Every current supplemental nurse will receive the standardized form to confirm their availability election is accurately documented and coded within the system. While this review is not intended to facilitate changes to existing availability selections (which are governed by Article 13.3 of the contract), it is designed to guarantee system-wide transparency and accurate record-keeping of each nurse’s chosen category.
Because this MOU introduces new contractual language, a vote from the entire WSNA bargaining unit at Holy Family Hospital is required. The union strongly recommends a YES vote. Voting YES will solidify and enhance the flexibility afforded to supplemental nurses in choosing their availability and prevent the hospital from unilaterally imposing availability categories. This agreement is designed to protect each nurse’s right to choose an arrangement that best suits their individual circumstances.
To ensure your voice is heard and your rights are protected, WSNA urges all nurses to vote YES on this agreement.
For any questions, please contact your WSNA Nurse Representative, Alle Machorro, at [email protected].
In Solidarity,
Martha Goodall WSNA Chair
Peggy Smith WSNA Co Chair
Tristan Twohig WSNA Grievance Officer
Teresa Wood WSNA Member at Large Officer
Emily Troyer WSNA Membership Officer
Eric Holden WSNA Secretary/ Treasurer
