Kaiser Permanente - Our Contract Has Been Ratified!

We came together with thousands of our UFCW siblings to vote YES!

Our new four-year contract with Kaiser Permanente has been ratified by an overwhelming majority of votes! Because of our countless Solidarity Tuesdays, petitions, speaking out in our communities and in the news, we won a historic UFCW-wide contract that delivers:

• 21.5% ATB wage increases (plus additional increases for many Union members)

• Improved PSP formula

• Regional Equity

• Contract alignment across all of UFCW (nine separate expiration dates will be aligned into one common expiration date)

Additionally, at our local tables, we won:

• Premium and Differential Increases

• Increased Time for Grievance Filing

• Staffing Concern Documentation Process for Pharmacy

• Contract Language for Joint Committees on Career Ladders and Eyecare

This hard-fought victory was only possible because we stuck together with our KP siblings across our facilities, our locals, and our UFCW international. Together, we are over 12,000 strong, and we demonstrated our power at the bargaining table, on the strike lines, and at our workplaces to achieve this win.

What's Next?

Return to Partnership

Effective Monday, March 30, 2026, we will return to full participation in partnership activities, where we'll begin discussions on how we can reconstitute, clarify, and strengthen the Labor Management Partnership between the Alliance and all of its member unions and Kaiser Permanente. We'll keep you posted on what that will look like moving forward.

Local Bargaining Power

Another important change moving forward is that all issues that were previously handled nationally will now be included in local agreements. This means local Bargaining Committees will have greater control over the issues that most affect members in their facilities and regions, while still coordinating with other Alliance unions when needed.

Stay Ready, Stay United

This campaign was unlike any we've run before, and because of the strength and solidarity we showed this time around, we're only going to be that much stronger when we come back to the table in four years. Kaiser has shown that they are willing to go to extremes to keep us from getting the contracts we deserve. So stay ready, stay united, and stay connected with your coworkers and your KP siblings across facilities, locals, and the country. Together, we're more powerful than ever!

If you have any questions, please reach out to your Bargaining Committee Member, Steward, or Union Rep.

In Solidarity,

Your Kaiser Permanente Bargaining Committees

Mason General Hospital RN - Bargaining Update: First Two Days Underway!

On Thursday, March 19, and Monday, March 23, our Union Bargaining Team representing the Registered Nurses at Mason General Hospital met with management for our first two days of negotiations, following our agreement to open the contract for early negotiations. In preparation for our first two days, our team met on March 13 to review feedback from the bargaining surveys, identified our top contract priorities, and conducted a review of our current Collective Bargaining Agreement (CBA) to pinpoint areas for improvement.

Most importantly, we felt it was critical to work diligently to get most (if not all) of our proposals into management's hands as early into negotiations as possible in the hopes of reaching agreement and getting competitive wages implemented as soon as possible. During our first session, we provided Mason Gen with the vast majority of the proposals we expected to make throughout negotiations (in fact, the only outstanding item—which we presented on our second day with management—was to align the consecutive weekend pay to other proposals we'd already shared), including:

• Increases to the cross-trained RN premium—including additional compensation when cross-trained RNs are floated consistently during their normal FTE

• New language to reduce the inconsistency and inconvenience the L/C "call-blocks" create

• New language to require advance notice for nurses who are scheduled outside of their normal shift rotation, in conjunction with how Earned Time and other time-off may be submitted and used for these days

• And compensation proposals, like:

  • Wage scales designed to keep our wages competitive with Olympia-area rates

  • Premiums; Standby, Charge, Callback (minimum guarantees), and a new premium for nurses who come in on their time off to perform a PICC

Following this proposal on the 19th and into our session on the 23rd we exchanged proposals with the Employer—which included their responses to our initial proposals and counters to new proposals from their team. While the Employer didn't respond to our compensation proposals just yet, they did propose economic proposals of their own, including reference to the pay-in-lieu-of-benefits differential for part-time workers—which management later hinted at as giving way to a forthcoming proposal to remove the benefit entirely. This was concerning to our Bargaining Team of course, knowing that this benefit is utilized by RNs who likely retain their health insurance elsewhere, and removing this language would result in an RN paying for potentially duplicate health insurance premiums and suffering a reduction in pay at the same time!

Because the Employer has not yet formally proposed removing this benefit, our teams did not actively discuss this prospect across our first two sessions, but we are looking forward to continuing these conversations—and more—during future negotiations dates!

Bargaining Team: Nancy Ownby, RN; Megan Corbin, RN; Tori Willis, RN

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Uwajimaya - Progress Made but Still Fighting for Wages

Our Union has approached Uwajimaya bargaining with the goal of shaping an independent grocery contract that reflects the unique nature of meat cutting and wrapping at Uwajimaya. After months of bargaining, we have made considerable progress on securing our health care benefits and retirement.

However, there is still work to do.

"Uwajimaya's latest proposal still puts us below market on wages."

— Aaron, Uwajimaya Bargaining Team Member

Uwajimaya has a vision for growth. At the bargaining table, they said that they want to double their stores in the next few years. Their current wage proposals would not only put us behind on wages compared to the market, they don't want to pay retro on those wages either. How do their most recent proposals make us feel about their growth strategy?

They've also proposed language that would limit our Union's jurisdiction for new stores. Uwajimaya wants to stand out from the rest of their union grocery competitors by lowering wages and limiting our ability to grow power. We're not going to let that happen!

While we've made a lot of progress bargaining so far, core issues are still on the table. So, what's next?

We're gearing up for a campaign—to win an agreement that reflects the value, tenure, and hard work we bring to Uwajimaya. Join our contract action team meeting to discuss our Union's plan of action to win!

Bargaining Team: Ashley Toshi, Uwajimaya Renton; Jesse Marlar, Uwajimaya Seattle; Aaron Powers, Uwajimaya Bellevue

Skagit Regional Health - Bargaining Update

Bargaining Team: Marilyn Faber, Union Rep; Cindy Tjaden; Isabel Contreras; Kalisa Dolph; Britney Myers-Fuller; Ashley Price; Briana Hovsepian; Graydon Hingey; Michael Koenig; Annalise Pasillas; Elizabeth Major; Alina Delano; Micheal Schwartz; Daniel Booker (Hospice of the Northwest)

On March 13, 2026, our team met with the Hospital to discuss topics that are viable for our contract campaign. All conversations around these topics were held on multiple sidebars. A sidebar is a discussion between two to three Bargaining Team members (usually the lead negotiators and a small group of their team members). The conversation takes place away from the bargaining table and is off the record. They are often used to clarify questions or share information.

The following topics were covered on those sidebars:

• Clinic Maintenance—we are asking that this classification be created and incorporated into the wage scale.

• Donning and Doffing (D&D)/Grace Period—we have asked for more flexibility around D&D and further clarification of the grace period to avoid situations created by the inability to navigate the current punch-in and out system.

• Interpreters—we have informed the Hospital that we do not want to lose any bargaining-unit positions. Still, we are willing to work with SRH to create greater flexibility around the languages needed for interpretation.

• Credit for current workers—we have identified that some of our coworkers did not receive the proper placement on the wage scale based on their experience. We have asked the Hospital to create a window after ratification for workers to submit evidence and ask for credit recognition.

• Variables—this is a topic where we have been extremely straightforward with the Hospital from day one: the current system must change. We have asked the Hospital to work with us to create a path to minimize the number of variables.

• Social Worker of the Day (Non-Hospice)—we submitted a demand for bargaining on this, and the Hospital confirmed they have stopped this practice. They are finding out more information on the intent.

• Hospice MOU—we are working with the Hospital to incorporate the Hospice Aid and Spiritual Counselors into the existing Hospice Social Worker MOU. In addition, we explained in depth the reason we are asking for parity for these two classifications.

• Rest and Meal Periods—we are working with the Hospital to create an improved system that aligns with current law, specifically regarding the availability of waivers for eight-hour workers and the ability to combine paid breaks with unpaid breaks. We are committed to ensuring that the Hospital follows the law and makes the necessary changes to the current system.

In addition to the topics covered in the sidebars, we turned in our last non-economic set of proposals. At this point, the Employer has all our proposals in their hands. We expect they will return with their counterproposals on the next bargaining day, March 26, 2026.

We are holding nothing back on our side—the only thing holding back the ratification of this contract at this point is the Employer! We are even willing to work late into the night to push this through.

Take Action—Sign the Petition >>

We encourage everyone to stay informed and keep showing your unity in the workplace!

The most important action at this moment is for all of us to sign the Community and Worker petition for competitive wages and safe, stable scheduling. Please take a moment to sign and share with all your coworkers, family, and friends! Our goal is to deliver the petition to the Board of Commissioners this month.

Our next bargaining date is March 26 and will be joined by a mediator for dates in April.

If you have questions or would like to get more involved in organizing a fair contract, please reach out to your Union Rep, Marilyn Faber, at 1-866-210-3000, EXT. 4678.

Oympic Medical Center Pro-Tech - Bargaining Update

Your OMC Pro-Tech Bargaining Team met for the first day of negotiations. Although the session looked different than expected because members of the management team were out sick, your Bargaining Team made the most of the time and stayed focused on the work ahead.

Rather than lose valuable time, the Bargaining Team used the day to work together on a strong and comprehensive proposal package. This gives us the opportunity to come back to the table at our next session ready to present management with clear priorities and thoughtful proposals that reflect the needs and concerns of Pro-Tech workers.

Our Bargaining Team remains committed to pushing forward and making every bargaining day count. We will continue to keep members updated as negotiations move ahead.

If you have questions, reach out to your Bargaining Team.

Bargaining Team: Josh Johnston, Jake Purvis, Sandra Caudill, Hector Pozernick