CBA Article 10

ARTICLE 10 COMPENSATION   (Nurse Salary Schedule)

10.1 “N1” Pay Range Assignments 

A. Effective July 1, 2013, each classification represented by the Union will be assigned to the salary range listed below of the “N1” Range Salary Schedule for Represented Nurses. 

1. Registered Nurse 1 48E 

2. Registered Nurse 2 54N 

3. Registered Nurse 3 58N 

4. Advanced Registered Nurse Practitioner 60N 

5. Nursing Care Consultant 60N 

6. Nursing Consultant, Institutional 60N 

7. Nursing Consultant, Public Health 60N 

8. Community Nurse Specialist 60N 

9. Nursing Consultation Advisor 64N 

10. Clinical Nurse Specialist 66N 

B. Effective July 1, 2013, all salary ranges and steps of the “N1” Range Salary Schedule will remain in effect until June 30, 2015, as shown in Appendix B. 

C. All employees who have been at Step T of the “N1” Range Salary Schedule for six (6) years or more will progress to Step U. 

10.2 Pay for Performing the Duties of a Higher Classification 

A. Nurses who are temporarily assigned the full scope of duties and responsibilities for more than thirty (30) calendar days to a higher-level classification whose range is less than six (6) ranges higher than the range of the former class will be notified in writing and will be advanced to a step of the range for the new class that is nearest to five percent (5%) higher than the amount of the pre-promotional step. 

B. Nurses who are temporarily assigned the full scope of duties and responsibilities for more than thirty (30) calendar days to a higher-level classification whose range is six (6) or more ranges higher than the range of the former class will be notified in writing and will be advanced to a step of the range for the new class that is nearest to ten percent (10%) higher than the amount of the pre-promotional step. 10.3 Establishing Salaries for New Nurses 

A. The salary of nurses in classes requiring licensure as a registered nurse will be governed by the “N1” Range Salary Schedule. 

B. A nurse’s experience as a registered nurse (RN) and/or licensed practical nurse (LPN), calculated as follows, will determine the placement of a nurse on the proper step within an “N1” range: 

1. RN experience will be credited year for year. 

2. Up to ten (10) years LPN experience will be credited at the rate of two (2) years LPN experience equals one (1) year of RN experience, for a maximum credit of five (5) years. 

C. In addition to Subsection B of this Section, for ARNPs hired on or after July 1, 2013, experience will be credited as follows: 

1. ARNPs with no experience will receive a ten percent (10%) increase on the salary scale for purposes of setting salary. 

2. ARNPs with experience will get credit for that experience plus ten percent (10%) increase on the salary scale for purposes of setting salary. 

10.4 Periodic Increases 

Nurses will receive periodic increases as follows: 

A. Nurses who are hired at the minimum step of the pay range will receive a two (2) step increase to base salary following completion of six (6) months of service, and an additional two (2) step increase annually thereafter, until they reach step K. After a nurse reaches step K, he or she will receive a one (1) step increase based on years of experience up to the maximum of the range. 

B. Nurses who are hired above the minimum step of the salary range will receive a two (2) step increase annually, on their hire date, until they reach step K. After a nurse reaches step K, he or she will receive a one (1) step increase based on years of experience up to the maximum of the range.

10.5 Salary Assignment upon Promotion 

A. Promotions for Registered Nurses 

1. Promotional increases for classes requiring licensure as a registered nurse (“N1” ranges) are calculated in the manner described below. 

2. A nurse who is promoted into or between classes that have pay range “N1” will advance to the step in the new range, as shown in the “N1” Range Salary Schedule, as described in Section 10.1, which represents the greater of (a), (b) or (c) below. 

a. Placement on the step which coincides with the nurse’s total length of experience as a registered nurse (RN) and/or licensed practical nurse (LPN). Experience will be credited as follows: 

i. RN experience will be credited year for year. 

ii. Up to ten (10) years LPN experience will be credited at the rate of two (2) years LPN experience equals one (1) year of RN experience, for a maximum credit of five (5) years. 

Or 

b. Placement on the step of the new range that is nearest to a minimum of five percent (5%) higher than the amount of the pre promotional step. The appointing authority may authorize more than a five percent (5%) increase, but the amount must be on a step within the salary range for the class. 

Or 

c. The appointing authority will advance a nurse who is promoted under any one or more of the following conditions to the step of the range for the new class that is nearest to a minimum of ten percent (10%) higher than the amount of the pre-promotional step. The appointing authority may authorize more than a ten percent (10%) increase, but the amount must be on a step within the salary range for the class. 

i. When the nurse is promoted to a class whose base range is six (6) or more ranges higher than the base range of the nurse’s former class.

ii. When the nurse is promoted over an intervening class in the same class series. 

iii. When the nurse is promoted from one class series to a higher class in a different series and over an intervening class in the new series, which would have represented a promotion. 

iv. When a nurse’s promotion requires a change of residence to another geographic area to be within a reasonable commuting distance of the new place of work. 

10.6 Demotion 

A nurse who voluntarily demotes to another position with a lower salary range maximum will be placed in the new range at a salary equal to his or her previous base salary. If the previous base salary exceeds the new range, the nurse’s base salary will be set equal to the new range maximum. 

10.7 Transfer 

A transfer is defined as a nurse-initiated move of a nurse from a position to another position within or between agencies in the same class or a different class with the same salary range maximum. Transferred nurses will retain their current base salary. 

10.8 Reassignment 

Reassignment is defined as an agency-initiated move of a nurse within the agency from one position to another in the same class or a different class with the same salary range maximum. Upon reassignment, a nurse retains his or her current base salary. 

10.9 Reversion 

Reversion is defined as voluntary or involuntary movement of a nurse during the trial service period to the class the nurse most recently held permanent status in, to a class in the same or lower salary range, or separation placement onto the Employer’s internal layoff list. Upon reversion, the base salary the nurse was receiving prior to promotion will be reinstated. 

10.10 Elevation 

Elevation is defined as restoring a nurse to the higher classification, with permanent status, which was held prior to being granted a demotion or to a class that is between the current class and the class from which the nurse was demoted. Upon elevation, a nurse’s salary will be determined in the same manner that is provided from promotion in Section 10.5 of this Article. 

10.11 Part-Time Employment 

Monthly compensation for part-time employment will be pro-rated based on the ratio of hours worked to hours required for full-time employment. In the alternative, part-time nurses may be paid the appropriate hourly rate for all hours worked. 

10.12 Callback 

A. Work Preceding or Following a Scheduled Work Shift 

Overtime-eligible scheduled nurses will be notified prior to their scheduled quitting time either to return to work after departing the worksite or to change the starting time of their next scheduled work shift. 

1. Lack of such notice for such work will be considered a callback and will result in a penalty of three (3) hours of pay at the basic salary in addition to all other compensation due. This penalty will apply to each call. 

2. The Employer may cancel a callback notification to work extra hours at anytime but cancellation will not waive the penalty cited above. 

B. Work on Scheduled Days Off or Holidays 

The Employer may assign nurses to work on a day off or holiday. Overtime-eligible nurses will be notified of such assignments at least prior to the nurses’ normal quitting times on their second workday preceding the day off or holiday (except Sunday when it is within the assigned work shift). 

1. If the Employer does not give such notice, affected nurses will receive a penalty payment of three (3) hours pay at the basic salary in addition to all other compensation due. 

2. The Employer may cancel work assigned on a day off or holiday. However, if the Employer does not notify affected nurses of such cancellation at least prior to their normal quitting times on their second work day preceding the day off or holiday work assignment, affected nurses will receive a penalty payment of three (3) hours pay at the basic salary. 

These provisions will apply to nurses on paid leave status. 

C. A nurse who is receiving standby pay is not entitled to callback penalty pay if required to return to work after departing the worksite or is directed to report to duty prior to the starting time of his or her next scheduled work shift. 

10.13 Shift Premium for Registered Nurses and Related Classes 

A. For purposes of this Section, the following definitions apply: 

1. Evening shift is a work shift of eight (8) or more hours which ends at or after 10:00 p.m.

2. Night shift is a work shift of eight (8) or more hours which begins by 3:00 a.m. 

B. Registered nurses 1-3 and related job classes requiring licensure as a registered nurse, licensed practical nurse 1-3, mental health licensed practical nurse 2-4, and psychiatric security nurse will receive one dollar and fifty cents ($1.50) per hour shift differential for evening shift and night shift work under the following circumstances: 

1. Regularly scheduled evening and night shift nurses are entitled to shift premium for all hours worked. 

2. Regularly scheduled day shift nurses are not entitled to shift premium unless: 

a. The nurse’s regular or temporary scheduled work shift includes hours after 6:00 p.m. and before 6:00 a.m. where no overtime, schedule change pay, or callback compensation is received. Shift premium is paid only for those hours actually worked after 6:00 p.m. and before 6:00 a.m. 

b. The nurse is temporarily assigned a full evening or night shift where no overtime, schedule change pay, or callback compensation is received. Shift premium is paid only for all evening or night shift hours worked in this circumstance. 

3. Nurses regularly scheduled to work at least one (1), but not all, evening and/or night shifts are entitled to shift premium for those shifts. Additionally, these nurses are entitled to shift premium for all hours adjoining that evening or night shift, which are worked. 

C. Part-time and on-call nurses will be entitled to basic shift premium under the following circumstances: 

1. For all assigned hours of work after 6:00 p.m. and before 6:00 a.m. 

2. For assigned full evening or night shifts, as defined above in Subsection B.2. 

D. In cases where shift premium hours are regularly scheduled over a year, agencies may pay shift premium at a monthly rate that is equal for all months of the year. Monthly rates will be calculated by dividing twelve (12) into the amount of shift premium a nurse would earn in a year if the hourly rules in Subsection B.2 were applied.

E. When a nurse is compensated for working overtime during hours for which shift premium is authorized in this Section, the overtime rate will be calculated using the “regular rate.” 

F. Nurses eligible for shift premium for their regularly scheduled shifts will receive the same proportion of shift premium for respective periods of authorized paid leave and for holidays not worked which fall within their regularly scheduled shift. 

10.14 Supplemental Shift Premium for Nurses 

For the classes of registered nurse 1-3 and related job classes requiring licensure as a registered nurse, supplemental shift premium will be paid in the amounts and under the conditions described below. Nurses may qualify for one or both of these supplemental shift premiums: 

A. One dollar ($1.00) per hour during any hours assigned to work or while on paid leave from 11:00 p.m. until 7:00 a.m. 

B. Three dollars ($3.00) per hour during any hours worked or while on paid leave from Friday midnight to Sunday midnight. 

C. Supplemental shift premiums are payable regardless of employment status and/or whether the work was prescheduled. 

D. Supplemental shift premiums are not payable during hours other than those specified. 

10.15 Standby 

A. A nurse is in standby status while waiting to be engaged to work by the Employer and both of the following conditions exist: 

1. The nurse is required to be present at a specified location or is immediately available to be contacted. The location may be the nurse’s home or other specific location, but not a work site away from home. When the standby location is the nurse’s home, and the home is on the same state property where the nurse works, the home is not considered a work site. 

2. The agency requires the nurse to be prepared to report immediately for work if the need arises, although the need might not arise. 

B. Standby status will not be concurrent with work time. 

C. When the nature of a work assignment confines a nurse during off duty hours and that confinement is a normal condition of work in the nurse’s position, standby compensation is not required merely because the nurse is confined.

D. Overtime-eligible nurses on standby status will be compensated at a rate of seven percent (7%) of their hourly base salary for time spent in standby status. 

E. Overtime-exempt nurses will be compensated twenty-five dollars ($25.00) for each day or portion thereof spent in standby status. A day is defined as a twenty-four (24) hour period beginning on the first hour a nurse is assigned standby status. 

F. Nurses dispatched to emergency fire duty as defined by RCW 38.52.010 are not eligible for standby pay. 

10.16 Relocation Compensation 

A. The Employer may authorize lump sum relocation compensation, within existing budgetary resources, under the following conditions: 

1. When it is reasonably necessary that a person make a domiciliary move in accepting a reassignment or appointment; or 

2. It is necessary to successfully recruit or retain a qualified candidate or nurse who will have to make a domiciliary move in order to accept the position. 

B. If the nurse receiving the relocation payment terminates or causes termination of his or her employment with the State within one (1) year of the date of employment, the State will be entitled to reimbursement for the moving costs which have been paid and may withhold such sum as necessary from any amounts due the nurse. Termination as a result of layoff or disability separation will not require the nurse to repay the relocation compensation. 

10.17 Salary Overpayment Recovery 

A. When an agency has determined that a nurse has been overpaid wages, the agency will provide written notice to the nurse that will include the following items: 

1. The amount of the overpayment, 

2. The basis for the claim, and 

3. The rights of the nurse under the terms of this Agreement. 

B. Method of Payback 

1. The nurse must choose one of the following options for paying back the overpayment: 

a. Voluntary wage deduction, 

b. Cash, or 

c. Check.

2. The nurse will have the option to repay the overpayment over a period of time equal to the number of pay periods during which the overpayment was made. 

3. If the nurse fails to choose one (1) of the three (3) options described above, within the timeframe specified in the agency’s written notice of overpayment, the agency will deduct the overpayment owed from the nurse’s wages. This overpayment recovery will take place over a period of time equal to the number of pay periods during which the overpayment was made. 

4. Any overpayment amount still outstanding at separation of employment will be deducted from their final pay. 

C. Appeal Rights 

Any dispute concerning the occurrence or amount of the overpayment will be resolved through the grievance procedure in Article 36 of this Agreement. 

10.18 Dependent Care Salary Reduction Plan 

The Employer agrees to maintain the current dependent care salary reduction plan that allows eligible nurses, covered by this Agreement, the option to participate in dependent care reimbursement program for work-related dependent care expenses on a pretax basis as permitted by federal tax law or regulation. 

10.19 Pre-tax Health Care Premiums 

The Employer agrees to provide eligible nurses with the option to pay for the nurse portion of health premiums on a pre-tax basis, as permitted by federal tax law or regulation. 

10.20 Medical/Dental Expense Account 

The Employer agrees to allow insurance eligible nurses, covered by this Agreement, to participate in a medical and dental expense reimbursement program to cover co payments, deductibles and other medical and dental expenses, if nurses have such costs, or expenses for services not covered by health or dental insurance on a pre-tax basis, as permitted by federal tax law or regulation. 

10.21 Voluntary Separation Incentives – Voluntary Retirement Incentives 

Agencies will have the discretion to participate in a Voluntary Separation Incentive Program or a Voluntary Retirement Incentive Program, if such program is provided for in the 2013 - 2015 operating budget. Such participation must be in accordance with the program guidelines. Program incentives or offering of such incentives are not subject to the grievance procedure in Article 36.

10.22 Assault Benefits 

The Employer will follow the provisions of RCW 72.01.045 and agency policy with respect to employees of the Department of Social and Health Services who are victims of assault by residents, patients or juvenile offenders. 

© Paul Vilja 2017