Optum Care, Inc Everett Oncology Clinic Bargaining Update

Our Union Bargaining Team began our tenth negotiating session on October 8 still riding the momentum from Wednesday’s well-attended and highly energetic informational picket.
 
In our first meeting of the morning with Optum, we provided management with two documents to give both teams a clear picture of where negotiations stand. The first was what we believe to be the most up-to-date list of tentative agreements (items the parties have agreed to so far), and the second outlined the proposals which remain open for continued negotiation; some of which have been in the Employer’s court for responses since our first bargaining session together…
 
During that same joint session, management presented several counterproposals addressing full- and part-time designations, regular shift length, and other related FTE/scheduling parameters. Optum also presented us with an extensive proposal related to observed holidays- like how holiday work, pay, and time off is handled. Upon further review of this section, however, we noted that sections of our contract covering observed holidays and holiday pay had already been agreed to back in May. Furthermore, their proposal included language concerning salaried employees, even though there aren’t any salaried employees within our bargaining unit. Confused, we later raised these concerns to the Employer’s attention for further review and clarity.
 
As has happened at nearly every bargaining session since we brought Optum our initial wage proposal in February, we were told once again that because of another new step in the review and approval process (apparently still above the authority of the management team at the table) we would not be receiving a wage proposal today.
 
Our position on these persistent delays is clear: we are fed up. However, the strength and solidarity we demonstrated yesterday also made it clear that we are also more ready than ever to take action to win a fair contract!
 
To discuss ongoing negotiations with our bargaining team and strategize ways to build collective power, we strongly encourage all Optum Everett oncology clinic workers to attend our upcoming Unfair Labor Practice (ULP) training, details below:

Unfair Labor Practice (ULP) Training: Thursday, October 22 from 7pm – 8pm online via Zoom >>
 
STRIKE PLEDGE: If you haven’t yet added your name to the Strike Pledge you can do so here >>

“The momentum is as strong as ever; and we’re just feeling stronger than ever!” -Ashley Seidelman
 
Our Union Bargaining Team: Janis Laffin, RN; Molly Hugo, RN; Ashley Seidelman, Patient Care Coordinator

Recovery Cafe and UFCW 3000 Health Care Increase Discussion

In September, Recovery Cafe notified our Union that their health care costs have increased beyond 8% (as defined in 18.5 of our collective bargaining agreement) and that the Employer would like to reopen that article of the contract for negotiations. Because of our Union contract, we have the right to discuss any changes to the health care costs the Employer proposes.

This upcoming Monday, October 19, the Employer will meet with our Union to discuss potential cost sharing changes to the health care plan or alternative solutions. If you’re interested in participating in the health care committee, please reach out to your Union Rep Allison Hanley at (360) 409-0242 before the end of the day, Thursday, 10/15.

FEEST - Contract Vote Scheduled

Last week we were excited to announce that we reached a Tentative Agreement with FEEST! Your Bargaining Team unanimously recommends a YES vote to ratify this historic agreement. Here are just some of the historic wins we want to highlight:

• Wage Scale – A clearly defined wage scale that delivers 14-16% wage increases for members depending on classification over the life of the contract.

• Just Cause – We fought and won strong Just Cause protections for all our members. No one should be disciplined without cause and we enshrined that into our strong Union contract.

• Labor Management Committee – We fought and won for protected committee meetings where you can discuss workplace issues and concerns with management—free from retaliation.

• Discrimination and Harassment – Strong protections that create an interactive process to prevent and remedy any discrimination or harassment. With required training if anyone engages in the usage of negative stereotypes or microaggressions.

• Immigration – Required notification of ICE presence around the office if management becomes aware of any ICE activity.

• Reasonable Accommodations – An interactive process that requires management to consider how to accommodate members when they seek accommodations.

• Paid Time Off – Increase Paid Time Off for all members, with increasing time for each member as their seniority increases.

• The protected right to work from home – and for the LMC to advise management on what days it thinks should be worked in person.

Details of the Vote

The vote will be Wednesday, October 21, 2026, from 9am to 5pm. You will be voting electronically. After the vote we will announce if the contract has been ratified. As a reminder, your Bargaining Team unanimously recommends a YES vote.

Please reach out to a Bargaining Team member if you have questions or reach out to your Union Rep—David Trujillo, (206) 436-6606.

Bargaining Team: Erandy Flores, Noah Collier, Devan Rogers; Rep: David Trujillo; Negotiator: Robert Goldsmith.

EvergreenHealth Kirkland - Contract Vote Scheduled! Tentative Agreement Reached!

Your Bargaining Team has reached a Tentative Agreement with a recommended YES Vote!

Ratification Vote

Fri, Oct 16, 2026

• 6am-9am

• 10am-12pm

• 5pm-8pm

TAN 100

Tentative Agreement Highlights

• Year 1 Wage Increase: $1.00 added to each wage scale step, followed by a 3% across-the-board increase, plus step increases.

• Ghost Step Elimination: Eligible workers will have their step placement adjusted as the wage scale is revised to eliminate ghost steps.

• Ratification Bonus: $1,750 for bargaining unit workers at 0.6 FTE or above and $750 for workers below 0.6 FTE, subject to the agreement's eligibility requirements.

• Year 2: 5% across-the-board wage increase, plus steps.

• Year 3: 4% across-the-board wage increase, plus steps.

• Additional Improvements: Standby and callback language, holiday scheduling and rotation, EIB payout, incentive pay, scheduling, and other workplace protections.

The complete Tentative Agreement and a full summary will be available at the vote.

Who Can Vote?

All EvergreenHealth Kirkland UFCW 3000 members in good standing are eligible to vote. Voting is in person.

Questions?

Contact a member of your Bargaining Team or your Union Rep.

Your Contract. Your Voice. Your Vote!

St. Michael Medical Center - Turn Up the Pressure; Don’t Lose That Momentum

Our Union Bargaining Team: Robel Haile (Clinical Pharmacist), Bryson Andrews (ED Tech), Olivia Almeida (Respiratory Therapist), Merry Brandt-MacFann (CT Technologist), Lara Williams-Graham (Certified Surgical Technologist), Angela Roberson (EP Technologist), Rob Shauger (CNA)

We’ve already voted down the Hospital’s latest offer and authorized our Bargaining Team to call for a strike! Our Bargaining Team is scheduled to resume negotiations with management on October 8. Help them support patient safety and improved staffing for the community and encourage everyone in your dept to sign the pledge to take action.

Wear Your Blue and Yellow on Thursday and don't forget to wear your stickers!

Filled out your strike pledge card! >>

Update: St. Joseph Medical Center Techs are not far behind us and are also holding a contract and strike authorization vote on October 5. Those caregivers know that the Employer’s weak proposals are just not good enough. Stay tuned for next steps.

For more information or to get involved as a contract action team member in your department, please reach out to a member of the Bargaining Team or Union Rep Ryan Degouveia, 360-662-1981.

North Seattle Food Connection - Bargaining Update

Today was a productive bargain! We were able to receive all of the Employer's economic and non-economic counter proposals and came to a lot of tentative agreements on non-economics. Some of the economic counter proposals were frustrating, but we are going to come back strong with a proposal of our own in October.

Stay tuned for some upcoming actions around the bargaining, including recurring Wednesday shirt days. We have another action plan we're excited to tell you about at our next Contract Action Team (CAT) meeting on 10/8 at Hellbent Brewery after work.

—Ash Wurtz

Whidbey Health Pro Tech/LPN - Contract Ratified!

We are happy to announce that on Monday, September 28 our new contract was overwhelmingly ratified by Union Members!

Highlights of the contract include:

• Wage Increases

• Increased Shift Differential

• More PTO Cashout Opportunities

• Additional Certifications eligible for Certification Pay

For additional information contact Union Rep Marilyn Faber (360) 419-4678 or a Bargaining Team Member.

Bargaining Team: Cassie Anderson, Jennifer MacNeill, Caitlyn Korkoskie.

North Valley Hospital - Bargaining Update #3

We had robust and productive conversations around the Employer's counterproposals and the Union's proposals. We were able to make several additional tentative agreements and continue making progress at the table.

We are continuing to work through our economic proposal. The conversations we engaged in have been helpful, and we will use what we learned to develop our counterproposals for our next session.

"Teamwork is the fuel that allows common people to achieve uncommon results."

— Andrew Carnegie

What's Next

Come Have Lunch with a Bargaining Team Member

Join us to connect with a member of the Bargaining Team, ask questions and hear the latest updates:

• Thursday, October 1, 12-2pm in the Recovery Room (First floor down the hall from Radiology) - with Megan

• Wednesday, October 7, between 1pm - 3pm in the EC Breakroom - with Tonya

• Friday, October 9, at 1-2:30pm in the Inservice Room - with Michelle

Times may change due to patient care needs

Bargaining Session #4

October 13

It's Not Too Late to Join Your Union! Join UFCW 3000 >>

Bargaining Team: Megan Vickers, Wound Care RN; Michelle Beattie, Radiology Technologist; Tonya Smith, ER MA-C/HUS.

Questions or Concerns? If you have questions or concerns about the contract or bargaining process, please reach out to a member of the Bargaining Team or our Union Rep, Becky Latzel, (866) 210-3000.

Kaiser Pro Tech/Optical and Pharmacy - Bargaining Update

Kaiser Permanente previously communicated the implementation dates and corresponding paycheck date for the ATB increases and Wage Scale Adjustments negotiated as part of the March 2026 Memorandum of Understanding (MOU). Those dates were March 15, 2026 for the Southern California, Hawaii, Northwest, Colorado, and Georgia markets, and March 22, 2026 for the Northern California, Mid-Atlantic, and Washington markets.

Upon further review, Kaiser will apply an effective date of March 9, 2026 for all ATB increases and Wage Scale Adjustments.

Because the previously communicated and implemented effective dates were March 15, 2026 or March 22, 2026, depending on the market, affected workers will receive retroactive pay covering the period from March 9, 2026 through the previously implemented effective date applicable to their market.

Workers in Washington will receive their retro pay on the November 20, 2026 paycheck.

For additional information contact Contract Specialist JJ Benson (425) 306-1357 or Union Rep Zach Gayner (360) 409-0598.