Dear MNA Members,

I want to take a moment to speak openly and from the heart about our communications and the role they play in our shared professional community.

The Montana Nurses Association represents nurses across our state who work in many different settings, communities, and roles. While we do not always agree on every issue or perspective, we do share many concerns that matter deeply to nurses and to the health of our communities. Such as workplace safety, professional respect, patient care, and the well-being of those who provide it and the well-being of our communities.

Our communications are intended to be informational in nature. They are meant to keep nurses aware of issues, events, and developments that may affect our profession or our communities, even when those topics do not resonate with every individual nurse. We understand that not every message will feel relevant or meaningful to everyone, and that is okay. If a particular update does not align with your interests or priorities, it is always acceptable to simply move past it.

At the same time, I want to be transparent about our limitations. At this time, we are not able to separate messages into multiple mailing lists. Local and statewide communications are integrated into one system, and we cannot tailor individual messages to fit each nurse's preferences. When there is a mandatory action item or a request that requires follow-up, we are careful to clearly state that within the message.

When nurses ask to be removed from our mailing list, we honor that request. However, doing so means removal from all local unit and statewide communications. We sometimes hear understandable frustration later when important information is missed, and I want to be clear that this is not a matter of exclusion, but of system (infrastructure) limitation.

I also want to acknowledge, and sincerely thank, the many nurses who have shared appreciation for staying informed, even when topics are complex or challenging. Your engagement and willingness to remain connected strengthens our collective voice.

I am equally grateful to those who have shared differing perspectives thoughtfully and respectfully. Healthy dialogue, even when we don't all agree, helps us listen better, learn from one another, and remain accountable to the diverse experiences of nurses across our state.

All voices are heard, valued, and part of the strength of this association.

Our intent is never to be divisive or political, but to communicate in good faith about matters that affect nursing and the people we serve. We approach this work guided by what we believe is right, rooted in our professional values, and grounded in respect for differing viewpoints.

Thank you for being part of the Montana Nurses Association, and for the care, professionalism, and commitment you bring to your work every day. Even when we don't all agree, we remain part of the same nursing community, and that matters.

With respect and appreciation,

Vicky Byrd, MNS, RN
CEO, Montana Nurses Association

Membership reminders....

MNA Application is now easier than ever.

Please visit https://www.mtnurses.org/about/join/ to fill out your application.

Please check your membership status.

If you fall into any of the below categories, you could qualify for the 'Professional Reduced Rate'  of $41.15/month.  Your rate will not automatically change.  You must let us know.

• You are a new graduate.  You must apply within the first six months after receiving your initial RN licensure, and this rate is good for one year.

• You are an RN in a full-time study program working towards a higher degree.  You will need to provide proof of enrollment, and you could receive this rate for up to 3 years.

• You are an RN 65+ years of age who is licensed and working.  You could receive this rate for the remainder of your employment.

If you are working in a collective bargaining position and move into a non-collective bargaining position, please contact the Montana Nurses Association to let us know.  Your membership dues will continue to be paid until you authorize them to be discontinued.  Please remember, only you can cancel your membership and membership payments.

To provide MNA with information on your status or to receive additional information on MNA membership, please e-mail Brandi Dearing, Brandi@mtnurses.org

We want to hear from Montana Nurses! Every two years, the Professional Development department at Montana Nurses Association sends out a learner needs assessment survey to all registered nurses and APRNs in Montana. The data gathered from this survey guides the content we include in our educational offerings. We also use this data to identify other needs of our nurses. For example, in our 2024 Learner Needs Assessment we saw a need for a Med-Surg Certification Review Course. Guided by that data, and in partnership with our colleagues at Bozeman Health, we were able to sponsor a live Medical-Surgical Certification Review Course in April 2025. This course was instructed by experienced faculty from The Academy of Medical Surgical Nurses and was attended by 26 nurses from all over the state. Another example was our Political Skills Series, a four-part series that provided the learners with an opportunity to explore the importance of legislative advocacy and the power of nurses to affect change using their voices. This series was developed based on a need that was identified from data in our 2024 Learner Needs Assessment and has become one of our most engaged with and positively received educational opportunities. This series is available free of charge for Montana nurses here.

We understand how valuable your time is and appreciate your participation in this opportunity to guide our work for the next two years. It is our goal to provide continuing education for Montana's nurses on topics that are relevant across practice settings and at a time when they are of most value to our learners. Thank you for taking the time to let us know how we can best support you in your nursing practice. The 2026 Learner Needs Assessment survey can be found here or by scanning the QR code below.

Please reach out directly to kelly@mtnurses.org with any questions or thoughts on ways we can best support Montana nurses.

Kelly Hunt, MN, RN, CNL, NPD-BC

Director of Professional Development

Montana Nurses Association

Please visit MNAF - Montana Nurses Association to review detailed scholarship descriptions, eligibility requirements and submission forms.

 *Applications to be accepted through March 31st, 2026. Scholarships will be awarded in the Spring of 2026.

Click Here for More Information or to Register

In my time working with and advocating as a Labor Representative, I have come to realize a fundamental truth: You are the strength of your union.  As frontline workers, you are the ultimate troubleshooters—you don't just identify the cracks in the system; you are the change agents capable of fixing them. My role is to support you, but your solidarity is the source of your power. You all collectively are only as strong as the person standing next to you in the breakroom. When you engage, identify issues, and stand as one, you aren't just 'joining' a union—you are being the union. Your voice drives our mission, and your unity is the strength that can truly be a positive force for change.

The union is often spoken of as an outside entity, but in reality, the membership is the powerhouse that gives the union its life. Without your active participation, the union is merely a contract on a shelf. Your engagement is the electricity that keeps the lights on and the engine running. When a nurse stands alone, their voice might be dismissed, but when you stand together in solidarity, that voice becomes an undeniable force. Your power doesn't come from a central office; it radiates from the breakrooms, the nursing stations, and the bedside. A union is only as powerful as the commitment of its members to show up for one another. When you engage, you aren't just joining an organization—you are claiming your power.

This collective power is essential because you—the nurses doing the work—are the only ones qualified to set the agenda. Even with the best intentions, I am an outsider looking into your daily environment. What I might prioritize from an organizational or legal perspective may be worlds away from what you need to safely care for your patients. You are the eyes and ears of your union. You decide which issues are worth the fight and which changes will actually make your lives and the lives of your patients better. By bringing these matters forward for closer inspection, you drive the progress we make. Your solidarity is our strength, and your engagement is the only thing that can truly move the needle toward a better workplace. Stand up, get involved, and show them what happens when nurses move as one.

After a successful election for union representation, it is time to get ready for your first contract. The MNA Labor Team supports this journey by assisting with research, preparation, and negotiating at the table alongside your nurse bargaining team. Last summer, Big Sky Medical Center (Big Sky, MT) voted to unionize, and we are currently in the process of bargaining their facility's very first contract, aka collective bargaining agreement.

Building a Strong Campaign

A successful first-contract campaign mobilizes members (and potential members) by leveraging their creativity and workplace expertise. Most importantly, it provides the reassurance and encouragement needed to stick together.

Bargaining can be a stressful and emotional process. Active member input throughout the process is the only way a nurse's voice becomes truly powerful at the bargaining table. Nurse input drives your bargaining team with creating proposals and making sure your needs and wants make it into a contract. Always remember.....the first contract is not going to be the best, BUT it provides your bargaining unit with the foundation to build on!

Structure of a First-Contract Campaign

A robust campaign relies on four pillars: communication, member involvement, community outreach, and accountability tracking.

• Setting Priorities: On a first contract, MNA staff help develop a survey for all nurses in the bargaining unit. This gathers valuable input to set achievable goals---such as shift differentials, transparent wage scales, and clear language regarding scheduling. Your bargaining team may send out additional surveys during negotiations to gather more information to help them at the bargaining table, so make sure you participate so you provide all the input you can!

• Strategic Communication: Your team will establish a plan for how---and how often---nurses receive updates. This includes everything from one-on-one conversations and meetings to emails, social media, text messages, flyers, and more!.

• Member Involvement: Use the creative energy of your nurse peers as a resource. Create opportunities for members to contribute ideas for proposals, slogans, or events. Don't forget to connect with other unions in your area! For example, we received a meaningful letter of support from the Big Sky Ski Patrol union (which even includes two of our own Local #64 nurses). Small actions make BIG impacts!

• Public Relations: Relationships with the media should begin long before bargaining starts. By developing clear talking points and key messaging early, you ensure a professional image that garners community support.

Keep it manageable! These campaigns don't have to be massive to be effective. Utilize your MNA resources for support, stay organized, and focus on the strength of your collective voice.

Many will agree that life can be stressful, and sometimes circumstances make things rather unpleasant. There are so many factors that influence us as the individuals that we are and shape the way in which we react to situations and how we interact with others. The digital age has only ramped this up, at times, barraging us with data and information both from our personal and professional lives. Social unrest and political division also add to life stressors.

In the labor business, it is not unusual for an employer and their nurses to have differing interests. It doesn't mean conflict needs to ensue or the relationship needs to deteriorate into an adversarial one. Unfortunately, sometimes that happens, and it's super-hard to get the relationship back on track.

The negotiation process isn't always tense or conflictual, though sometimes it does end up that way. It's not unusual for one party or the other or perhaps both parties to get into a negative headspace. That tiny little voice keeps reliving past conflicts and is just sure "they are out to get us". Proposals are read and re-read, trying to find the "gotcha". So much energy and so much time go into the negativity, and the team dynamic can erode into a dysfunctional one; then it is really hard to get the job done effectively, and more importantly, the relationship suffers.

A very wise RN on one of the teams I participated in once asked both parties to go into interactions with each other with a positive presumption of intent. That was a very valuable lesson. A positive presumption of intent means the parties turn off that nasty little voice and presume the other party is entering the interaction with good intent. This is easier said than done.

I have asked other teams to try this approach as well. Seek to understand, ask more questions, come right out and inquire about things that may be left unsaid. There is always that single question which one must ask themselves and their teammates-  what don't we know? There are so many factors that go into our individual make-ups, so many factors involved in communication and emotion, which can all lead us down the rabbit hole, and as a resultant a chasm of understanding occurs.

Life is sometimes short; if we can let more roll off our collective backs and can drill down to the real core of an issue and deal with it without the cloud of negative intent and harboring old angst and anger, we will all be better for it.

I am using more mindfulness and relaxation with my teams these days, and it is working really well. Change is not easy nor instant. Focus on the positive and remember folks- we rise up together for the greater good. We might have to cry it out, or yell it out, or hug it out, but remember, don't sweat the small stuff and remain united!

Nurse Unions are built on the basic principle of solidarity, where each nurse member's voice contributes to the collective strength of the workforce. This strength is not just a result of membership numbers; it is also the result of effective, informed local unit officers/leaders. Understanding the roles of union officers and representatives is crucial for nurse members to fully benefit from their union.

Local Unit Union Officer positions are not just titles; they are pivotal roles that ensure the successful operation of the union, the enforcement of nurse workers' rights, and the representation of nurse members and their interests. All nurse members should be aware of what union officers/leaders do on a state and local level and how their decisions impact the day-to-day work life of employees. Understanding the responsibilities and functions of union leadership enables and empowers members to make informed decisions, participate effectively in union activities, and hold leaders accountable.

In this article, we'll explore why it's important for nurse union members to understand these roles and how being an active, informed participant can enhance the union's power to protect and advance nurse workers' rights.

When nurses understand the roles of officers and representatives, they can make more informed decisions about officer/leader and union actions. It allows nurse members to advocate for themselves and the larger workforce more effectively.

Local Unit Union Presidents, Co-Presidents, and Vice Presidents

The Local Unit president is the primary representative of the union and its members. They often serve as the face of the union in meetings, negotiations, and public statements. Presidents may delegate authority, but not the responsibilities of the President. The vice president acts as the deputy to the president and assumes their duties in the absence of the president.

Normal duties of the president and/or vice president include, but are not limited to the following:

• Broad agenda items identified by members for surveys, meeting agendas, PCC/LMC

• Mentor and support less experienced nurses and help to educate them on any union representation

• Negotiate and help enforce your contract

• Assist with nurse member lists and list maintenance

• Help create and maintain open communication with unit reps and union leaders

• Assist in effectively distributing internal communications

• Assist and maintain the New Nurse Outreach Program to welcome newly hired nurses

• Oversee local unit meetings

Local Unit Union Treasurer

The Local Unit Treasurer is responsible for overseeing all financial matters of the union. This includes budgeting, tracking expenses, and ensuring proper financial record-keeping.

Normal duties of the Treasurer include, but are not limited to the following:

• The treasurer has direct fiduciary responsibility for managing the local unit bank account and its expenditures honestly. Treasurer's duties may include:

• Maintaining possession of the local unit checkbook and banking records

• Serves as co-signatory with the president on all financial instruments and checks

• Filing necessary LM reports with the Department of Labor, if required.

• Reporting at membership meetings and making information available to all members

Local Unit Union Secretary, Communications Officer, or Media Officer

The Local Unit secretary is responsible for maintaining records of all union meetings, including minutes, agendas, and any official correspondence. They often handle internal communications, including notifying nurse members about meetings, events, and important decisions.

Normal duties of the Treasurer include, but are not limited to the following:

• The secretary is responsible for taking minutes that accurately record all actions of membership and executive board meetings.

• At meetings, the secretary should provide access to minutes from the previous meeting and report on any official correspondence the union has received.

• Assist in creating and maintaining member lists and all communications with members

• The secretary may enlist assistance from individual department representatives to help convey messaging.

Local Unit Union Department Representative

The Local Unit Department Representative is responsible for being the voice and liaison between the nurses in their specific unit and the Local Unit Officers and MNA Labor Representative.

MNA Union Labor Representative

The Labor Representative is the primary liaison between union nurse members, officers, and the facility leadership. The labor representative is often the first point of contact for nurses with issues or grievances in the workplace. Labor representatives help resolve disputes by representing members in informal or formal grievance procedures and often assist in resolving workplace conflicts. The primary concern for labor representatives is to help ensure that the terms of the collective bargaining agreement are upheld by management and that nurses are not being exploited or mistreated. They are regularly present in the facilities and local units they represent, meeting with members, listening to concerns, and maintaining a presence to ensure that nurse workers' rights are respected.

MNA Union Legal Counsel

MNA legal counsel provides legal advice to the MNA and its staff on a variety of issues, such as labor law, contract interpretation, and grievance procedures.

Understanding local unit union leadership positions is more than just learning about job descriptions; it's about recognizing the impact these roles have on shaping the future of nurse workers' rights. When union nurses are informed and actively engaged, the union itself becomes a more powerful, accountable, and effective force for change! Being educated regarding leadership roles helps nurse members navigate the union structure, participate in decision-making processes, and hold leaders accountable. This helps ensure that the needs and voices of the workforce are prioritized.

Responsibility does not fall solely on the shoulders of local unit union leaders; every nurse plays an integral role in strengthening their union through active involvement. Educating ourselves on the duties and responsibilities of local unit union officers and representatives greatly contributes to building a more dynamic, transparent, and unified locals.

So, I challenge all nurses to take the next step, attend a union meeting, ask questions, get to know your leadership team, and stay informed about the issues that affect you. When union nurses understand the power within the roles in union leadership, they unlock the potential for greater solidarity and collective action! This ensures that your local unit union and your association continue to serve their core purpose: protecting the rights and improving the lives of its nurses!

MNA thanks all of the Approved Provider Units we work with for their commitment to advancing and promoting quality nursing practice through continuing nursing education.