December 22, 2025
Caregivers,
Sacred Heart Medical Center and Washington State Nurses Association met today, December 22, for its fifth bargaining session.
Chief Financial Officer Justin Voelker shared an informational presentation on the hospital's current financial situation. SHMC presented one counter proposal and six initial economic proposals to include wages, premiums, paid time off, and benefits. We continued discussions on non-economic proposals that were previously shared and are making progress.
Counterproposal on Article 4 - Definitions: VIEW HERE
- Charge Nurse definition: SHMC proposed to go back to current contract language, with one clarification that requires charge nurses be oriented to the role in accordance with the standards for Charge Nurse established by SHMC.
- Resident Nurse definition: Modified SHMC’s prior proposal that would have required resident nurses to work two years before transferring to another department or reducing their FTE. The proposal made by SHMC today would limit transfers for only one year and would allow Resident Nurses to make requests to reduce their FTE at any time.
- Nurse Fellow: Modified our prior proposal that would require fellows to work two years before transferring to another department or reducing their FTE. The proposal made today limits transfers for only one year and allows fellows to make requests to reduce their FTE at any time.
Proposal #1 Article 6 - Wages: VIEW HERE; VIEW WAGE SCALE
- SHMC’s first wage proposal included a .5% market adjustment to the current wage schedule and a 2% increase across the board during all three years of the contract. SHMC also proposed to fill in a ghost step at Step18. We are committed to paying market competitive wages to nurses. Like other hospitals across the country, SHMC is facing significant financial headwinds from state and federal budget cuts, and we must adapt to create sustainability for the future.
- We provided information on local market comparators to show that our initial proposal puts ahead of those hospitals. We did not agree that Puget Sound hospitals are the right comparators to look at for Spokane based on several factors including operational costs and cost of living.
- SHMC proposed sunsetting the part-time premium for waiving PTO, Extended Illness Time and Bereavement Time; only those current nurses who have elected the part-time premium in lieu of these time-off benefits would be able to do so in future years.
Proposal #1 Article 7 - Premium Pay: VIEW HERE
- SHMC proposed to increase the current night shift differential from $4.75 to $5.00 per hour on top of nurses’ base salary.
- Effective the first full payroll period following January 1, 2027, we proposed to increase the evening shift differential increase from $3.00 to $3.25 per hour on top of nurses’ base salary.
- We proposed Letter of Understanding (LOU) language to clarify the majority of hours worked, e.g., night or evening shift hours, controls when premiums will be applied.
- Effective January 1, 2027, we proposed to increase the preceptor premium from $2.00 to $2.25 per hour on top of their base salary.
- Float pool premium wording clarification to align with the arbitration and ensure the appropriate use and payment- improves consistency.
- Addition of Wound Ostomy Premium of $1.00 per hour (new premium) later in2026.
- We did not agree to WSNA’s proposals stacking certification and MSN pay, differentiating standby rates based on voluntary versus mandatory, adding a float differential anytime a nurse may be floated within their clinical float group, and a $1.00 differential for time spent with nursing students.
Proposal #1 Article 10 - Paid Time Off: VIEW HERE
- SHMC did not agree to WSNA’s proposal to add PTO days. We believe our PTO program is market competitive and provides nurses with excellent time-off benefits. This PTO is also consistent with what other caregivers receive at SHMC.
- SHMC proposed eliminating PTO cashout and transfer of PTO to EIT options. PTO is designed to ensure caregivers prioritize taking time off to prevent burnout.
Proposal #1 Article 11 - Extended Illness Time: VIEW HERE
- SHMC proposed current contract language, with one clarification that EIT can be use for approved leaves of absence, not just FMLA.
- SHMC did not agree to WSNA’s proposal allowing use of EIT on day one of illness or injury.
Proposal #1 Article 12 - Leave of Absence VIEW HERE
- SHMC proposed clarifying language, making clear that pay and benefits will be administered/provided in accordance with the type of leave of absence taken.
- Bereavement leave- increased hours available for bereavement leave to 40 hours in the event of the death of a spouse, domestic partner or child, and clarified the definition of immediate family members.
Proposal #1 Article 13 - Health Program VIEW HERE
- SHMC proposed to delete language relating to coverage of annual blood tests that are part of standard preventative care appointments.
- We proposed “me too” language for health benefits. Nurses would have the same medical, dental and vision benefits as other caregivers at SHMC. WSNA had proposed significant changes to this Article, including no increases to premiums throughout the next contract term and requiring that SHMC use Premera Blue Cross instead of Aetna. We must respond to these proposals; we believe it is essential that medical, dental and vision benefits remain consistent for all caregivers who work at SHMC. We anticipate having many discussions about health benefits during these negotiations and both parties must find compromise.
- SHMC proposed to remove the language on the Flexible Benefits Program committee. This committee has not been meeting and the purpose for this committee has long passed.
- SHMC did not make any proposal that would modify or decrease nurses’ retirement benefits.
WSNA presented one proposal on Article 9 – Employment Practices. We will be reviewing this proposal ahead of our next bargaining session on Dec. 30.
As a reminder, the first proposals are a starting point for discussion and generally aren’t where we’ll ultimately land. Both parties understand that it’s a back-and-forth discussion where new ideas are explored, and counterproposals are offered to the other team.
Our goal is to reach a contract that is market competitive for our caregivers, ensures clinical and operational effectiveness, is financially sustainable, and serves our patients and communities.
This is a trusted process; we know it works, and we know we’ll have a contract at the end of bargaining.
Adam Richards
Chief Nursing Officer
Providence Sacred Heart Medical Center
December 16, 2025
Caregivers,
Sacred Heart Medical Center (SHMC) and Washington State Nurses Association (WSNA) met today for the fourth bargaining session on a new contract. .
The WSNA team presented new proposals for the following articles, which represented the remainder of their economic-related proposals:
- Article 10 – Paid Time Off
- Article 11 – Extended Illness Time
- Article 12 – Leave of Absence
- Article 13 – Health Program
Later in the day, WSNA also gave counterproposals for the following non-economic articles that SHMC had previously responded to during prior sessions:
- Article 4 – Definitions
- Article 5 – Association membership
- Article 8 – Hours of work
Previous proposals from SHMC can be found on our website.
We will be analyzing and carefully considering WSNA’s proposals as we prepare our counterproposals. Our next session is on December 22. We appreciate the continued conversations and look forward to meeting again on Monday.
Adam Richards
Chief Nursing Officer
Providence Sacred Heart Medical Center
December 4, 2025
Caregivers,
Providence Sacred Heart Medical Center and Washington State Nurses Association met for a third bargaining session on Wednesday, Dec. 3. Both parties have finished putting forth their initial proposals for non-economic articles, and we will continue to negotiate those changes during the upcoming sessions. In addition, WSNA presented its first economic proposals on wages and premium pay. We anticipate additional economic proposals will be made during our next scheduled session.
The proposals the SHMC team presented include:
Article 9 – Employment Practices:
- Low Census
- SHMC made a counterproposal on low census procedures. SHMC agreed to the WSNA team’s proposal on equitable rotation for low census (starting with the least senior nurse), and the order for “bump and float.” We countered WSNA’s proposal on maintenance of seniority lists for low census rotations to clarify procedures on how those lists are handled.
- SHMC also proposed a change in the maximum hours for mandatory low census. This increase was requested in response to our efforts to “staff up” to address unscheduled call outs; if we are consistently staffing up, there may be occasions where we need to low census.
- Article 9.5 – Reassignment/Layoff: We had a discussion on replacing the layoff language to create a simplified process that mirrors language in other contracts but would retain current contract language on severance and recall.
- Intra-Unit Transfers: We agreed to WSNA’s proposed language that would permit supplementals’ seniority to be considered for position transfers.
- Inter-unit Floating- We asked for some additional clarification regarding the intent of WSNA’s proposed language relating to inter-unit floating.
- Counterproposal to the Clinical Float Groups:
- Adding PACU to the 2S float group, and 2S to PACU; 6N/6S to 5S/4N, 4S,5N,7N,7S, as the patient populations are similar.
- Remove closed departments (e.g. Psychiatric Center for Pediatric and Adolescents).
- Adding DBDS (pre-post for pediatric patients only) to Pediatric Surgery Center
- Adding departments to the surgical float pool that were agreed upon in a Memorandum of Understanding (MOU).
- Adding Gamma Knife from agreed MOU.
- Removal of the language that prohibits psych nurses from floating functionally and nurses to float to psych group functionally because those nurses are able to take a functional assignment.
- Article 9.15.1 – Staffing Levels:
- Agreed to update language to reflect “Hospital Staffing Committee” which is the known nomenclature of the committee. SHMC did not agree with adding additional language about the committee’s responsibilities because those responsibilities are defined by state law.
- Article 9.17 – Hospital Staffing Committee:
- SHMC provided counter proposals that incorporate a MOU regarding the last CBA and defines the number of BU nurse members.
- SHMC did not agree to proposed language that would add additional requirements beyond those already in state law on staffing plan approvals.
- Mandatory Call:
- Added Hemodialysis from a previously agreed MOU.
- WSNA’s New Proposed 9.18.2- 9.18.2.1, - 9.18.2.2 and 9.18.2.3 on use of pre-scheduled mandatory call/overtime. SHMC did not agree to these provisions because state law specifically governs hospitals’ use of pre-scheduled mandatory call and overtime and provides a remedy.
Appendix B – Clinical Documentation nurses (Only applies to Clinical Documentation Specialists (CDS)
- Proposed language clarifying that nurses hired into CDS have a special skillset. If applicants are equal, then seniority applies.
- SHMC did not agree with WSNA’s proposals to modify CDS nurses’ time off plan. SHMC proposed current language.
Appendix A
- SHMC put forth a proposal that would change the current options for supplementals going forward. It would simplify and create clear options for supplementals’ scheduling and work requirements. The SHMC clarified that we have no intent to change work agreements for current supplementals. Changes would apply on a go-forward basis only for new supplementals.
You can view the proposals by clicking the attachments below. We have posted the proposals to the website.
- PSHMC_WSNA Unit_Article 9_Proposal No. 1_12.3.25
- PSHMC_WSNA Unit_Appendix A_Proposal No. 1_12.3.25_Final
- PSHMC_WSNA Unit_Appendix B_Proposal No. 1_12.3.25_Final
WSNA
As previously mentioned, WSNA put forth their first economic proposals on:
- Article 6 – Wages
- Article 7 – Premium pay
SHMC will review these proposals and continue discussions at our next bargaining session on Dec. 16. We have two additional dates set for Dec. 22 and 30. We’re working with WSNA to set additional sessions for January and February 2026. We appreciate the productive conversations that have been occurring at the table. We remain committed to reaching a deal that is fair for our nurses that reflects the high-quality work they do.
Adam Richards
Chief Nursing Officer
Providence Sacred Heart Medical Center
November 26, 2025
Caregivers,
The Providence Sacred Heart Medical Center and Washington State Nurses Association (WSNA) teams met for our second bargaining session on Tuesday, Nov. 25. It was a good session, and we’re pleased with the conversations that occurred. We’ve attached the proposals below.
SHMC’s team presented proposals for the following articles:
- Article 14 – Committees:
- Outlining a process for quorum and when it’s not met, canceling committee meetings.
- Article 15 – Grievance Procedures:
- Adding designee language to step one and lengthening timelines for both parties.
SHMC also made proposals and counterproposals on the following articles:
- Article 8 – Hours Worked:
- Updating the language on the basic workday and innovative schedules to reflect that 12-hour shifts are standard shifts.
- Modifying the weekend scheduling language to reflect that certain units’ pattern schedules don’t require nurses to work every other weekend.
- Adding clarifying language for scheduling mandatory call shifts that mirrors the process in the UFCW Technical Unit contract.
- Countering the WSNA’s team proposal on self-scheduling with language that would give unit-based councils the ability to make recommendations on a process for their unit in accordance with some general principles.
- Committing to following applicable law (which has been modified regularly by the legislature these last few years) for meal and rest breaks and negotiating a meal and rest break scheduling/waiver form that is consistent with the amendments to the law that take effect in 2026.
- Recognizing the importance of meal and rest breaks and proposing a standing agenda item for the Hospital Staffing Committee on this important topic.
- We did not agree with WSNA’s proposal which would require SHMC to hire break relief nurses for all units. That proposal has major economic and operational implications and needs to be evaluated in the context of other proposals on compensation and benefits that WSNA intends to make.
- Article 19 – Workplace Safety:
- We shared a counterproposal on Workplace Safety. We believe this counterproposal strengthens and expands the Workplace Violence Prevention Committee for nurses and commits to specific follow-up actions by the Medical Center in the event of an incident, such as enhancing our current process to increase transparency, communication and specifically feedback to staff members involved in WPV events. We are committed to reviewing new and innovative ways to ensure the safety of our staff through a collaborative approach that utilizes feedback from bedside nurses in the WVPC committee.
We also received proposals from the WSNA team on Article 9, Appendix B (Clinical Documentation Specialists) and the Addendum on Clinical Groups.
We’ll be reviewing WSNA’s proposals and working on our own additional proposals/counterproposals to discuss at our next bargaining session on Wednesday, Dec. 3. In the spirit of gratitude with Thanksgiving tomorrow, we’d like to say we are thankful for these conversations to collaborate on a contract that is fair and supportive for our nurses. You can view the proposals by clicking the attachments below. We have posted the proposals to the website.
- PSHMC_WSNA Unit_Article 8_Proposal No. 1_11.25.25_Final
- SHMC_WSNA Unit_Article 14_Proposal No. 1_11.25.25
- PSHMC_WSNA Unit_Article 15_Proposal No. 1_11.25.25
- PSHMC_WSNA Unit_Article 19_Proposal No. 1_11.25.25_Final
On behalf of the Sacred Heart leadership team, we wish you a happy Thanksgiving and hope you get the opportunity to surround yourself with people you love.
Adam Richards
Chief Nursing Officer
Providence Sacred Heart Medical Center
November 21, 2025
Caregivers,
Providence Sacred Heart Medical Center and Washington State Nurses Association (WSNA) met for their first bargaining session on Thursday, Nov. 20. We appreciated the engagement and discussion during this first session. Both parties shared some of their initial proposals and the WSNA team outlined their priorities for negotiations.
The Sacred Heart Medical Center team made proposals on two articles - Article 4 – Definitions and Article 5 – Association Membership. As promised, we have posted the proposals to the website. They can also be accessed by clicking the links below.
Article 4 – Definitions
- Proposed updating “Charge Nurse” and updating the section on “Nurse Resident”, to align with Practice Transition Accreditation Program (PTAP) accreditation through the American Nurses Credentialing Center and adding language that would help ensure Nurse Residents remain on their unit for at least two years. We also proposed a new definition for “Nurse Fellow”. (View Proposal)
Article 5 – Association Membership
- We responded to WSNA’s proposal regarding Local Unit Officer language and did not agree to WSNAs article to new add language for a new voluntary payroll deduction to the Political Action Committee. (View Proposal)
WSNA made proposals for Article 5 – Association Membership, Article 8 – Hours of Work, and Article 19 – Workplace Violence.
Again, we appreciated everyone’s engagement during today’s session and look forward to our next session on Tuesday, Nov. 25.
Adam Richards
Chief Nursing Officer
Providence Sacred Heart Medical Center
November 13, 2025
Caregivers,
Providence Sacred Heart Medical Center and the Washington State Nurses Association have agreed to a series of bargaining dates to begin our negotiations. The first session is a week from today. These are the dates that we will meet:
- Thursday, Nov. 20
- Tuesday, Nov. 25
- Wednesday, Dec. 3
- Tuesday, Dec. 16
- Monday, Dec. 22
- Tuesday, Dec. 30
Following each session, we’ll be sharing a recap of the topics that were discussed and links to proposals we have presented. These will also be posted to our website: Providence Sacred Heart Medical Center Labor Negotiation News.
As I previously described, I want to ensure that you know we are fully committed to negotiating in good faith, including addressing topics of mutual importance such as workplace safety, staffing levels, market competitive wages, and maintaining a sustainable ministry.
We are looking forward to our first session.
Sincerely,
Adam Richards
Chief Nursing Officer
Providence Sacred Heart Medical Center
October 23, 2025
Caregivers,
As Providence Sacred Heart Medical Center prepares to begin for negotiation sessions on a new contract with the Washington State Nurses Association, we'd like to take the time to let you know what you can expect from us.
We are fully committed to negotiating in good faith, including addressing topics of mutual importance such as workplace safety, staffing levels, market competitive wages, and maintaining a sustainable ministry. To enhance transparency through the process, we will provide timely updates following each session covering the topics that were addressed in each session, as well as future session dates.
In addition to email communication, we’re setting up a website where we will post the bargaining updates, as well as the current proposal. We’ll send you the link in our first bargaining update.
On behalf of the SHMC leadership team, I want to express that we are committed to working collaboratively and productively with the union bargaining team to reach a new agreement that is fair and supportive for our nurses. We are confident in the bargaining process and look forward to beginning these sessions.
Sincerely,
Adam Richards
Chief Nursing Officer
Providence Sacred Heart Medical Center
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