The information shown here is a demo, for educational purposes only. The data is compiled from publicly available sources and may be incomplete, inaccurate, or out of date — always verify against the original. This is not legal, financial, or employment advice.
The information shown here is a demo, for educational purposes only. The data is compiled from publicly available sources and may be incomplete, inaccurate, or out of date — always verify against the original. This is not legal, financial, or employment advice.
Washington State Nurses Association
WA·Effective 2026-01-01 → 2029-12-31
Counterparty
Washington State Nurses Association
Scope
registered nurse
State
Washington
WA
Dates
2026-01-01
→ 2029-12-31
Source
DRAFT-Redline-Collective-Bargaining-Agreement-SCH-and-WSNA.pdf
Status
Through 2029-12-31
01 — Short Summary
The 2026–2029 collective bargaining agreement between Seattle Children's Hospital and Washington State Nurses Association covers registered_nurse in WA.
02 — Wages
Starting Wage
Top of Scale
Steps to Top
p.27Effective Date
p.25Across-the-Board Increases
p.25first full pay period after ratification
03 — Premium Pay
Night Differential
Charge Nurse Pay
On-Call Pay
Callback Pay
Certification Premium
p.29proof submitted and approved; nurse maintains certification; only one premium regardless of number of certifications
04 — Benefits & Leave
PTO / Annual Leave
p.32Annual leave will not accrue beyond this cap unless Employer was unable to schedule time off
Paid Holidays
p.32New Year's Day, Martin Luther King Day, President's Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day, Christmas Day
Sick Leave
Health Insurance
p.34Subject to specific plan eligibility requirements; coverage begins first of month following hire or first of month following 30 days of continuous employment depending on hire date
Jury Duty
p.37Nurses subpoenaed for proceedings not involving the Employer receive unpaid release time
Education Leave
p.39Nurse must receive prior approval from nursing professional development; recertification funded only if funds remain at year end
05 — Staffing
Rest Between Shifts
Mandatory Overtime
p.22When mandatory overtime is appropriate in accordance with the law, volunteers sought first; if insufficient volunteers, reasonable overtime may be assigned equitably in accordance with law; overtime must be approved by supervision; Employer and Association agree overtime should be minimized
Floating
p.18Employer retains right to change daily work assignment shift-by-shift; nurses will not be required to perform tasks for which they are not qualified; float order: (1) Float Pool nurses/specific float position holders, (2) Volunteers
Low Census
p.18Nurses may (1) use paid leave, (2) access paid leave, or (3) take unpaid time off; partial low census days of 4 hours allowed; nurses on low census may be asked to be on call; if called in from on call paid 1.5x for 3 hours then straight time
Staffing Committee
p.42HSC (Housewide/Hospital Staffing Committee), DSCs (Division Staffing Committees), and UBSCs (Unit-Based Staffing Committees) exist; committees have access to staffing data; all staffing committees prohibited from addressing wages, discipline, hours, or other CBA subjects; WSNA Local Unit Officer may attend as unpaid observer; time spent on required committee attendance is paid at appropriate contract rate
06 — Seniority & Job Movement
Seniority Definition
p.13from most recent date of hire; per diem, non-bargaining unit time, and unpaid leaves excluded; previous seniority bridged upon return within one year
Layoff
p.14Employer shall notify bargaining unit at least 30 days prior to implementation of layoff
Recall
p.16recall rights last 18 months from date of layoff
07 — Grievance & Discipline
Grievance Steps
Arbitration
p.48Association submits in writing within 14 calendar days of Step 3 written reply
Just Cause
p.49employer retains right to discharge nurse deemed incompetent based on reasonably related established job criteria exercised in good faith
Mediation
p.49both parties must mutually agree; neither party may require mediation; may run concurrently with arbitration processing
08 — Union & Management Rights
Union Security
p.4employees hired prior to August 1, 2004 – voluntary; new hires – mandatory by 60th day; religious objection exemption available
Stewards
p.6Union stewards and local unit officers; grievance investigation unpaid, during nonworking times only
Management Rights
p.49rights shall not be exercised so as to violate any specific provisions of this Agreement
09 — Training & Development
Continuing Education
p.46required annually; may include inservice education applying to area of nurse's practice
Professional Development Fund
p.46annual budget no less than $150,000 for educational and professional activities; allocated to each unit
Preceptor Program
p.45orientation program combining instructional conferences, floor and/or shift work
10 — No-Strike