PRMCE Union Grievance Newsletter June 2024

/
Through grievances, we can enforce our contracts and assert our rights! If you have experienced issues with your supervisor not following the contract language, please reach out to your RN union rep, Anthony Cantu, at (206) 436-6566, or Pro/Tech union rep Jack Crow at (206) 436-6614.

Labor & Industries Meal Period Guidance

On July 1, L&I will begin to enforce compensatory damages for missed or untimely meal periods. As a result of this new rule, Providence has added more meal period questions to the Kronos time clock. We encourage you to do the optional training on the Kronos changes so you can correctly log your meal periods. If you do not receive appropriate compensation for untimely or missed meal periods, we encourage you to file a complaint with L&I here.

Additionally, we currently have an active grievance which is on Step 3 for Pros, Techs, and RNs. We are seeking compensation for missed and untimely meal periods. We are also looking into potential litigation over this matter.

An example from L&I guidance:
Jimmy works a 12-hour shift as a nurse in a regional hospital. On his last shift, Jimmy received only one hour-long lunch break at the fifth hour of his shift. Jimmy has not received compliant meal periods for this shift because he did not receive his second, 30-minute meal period and he worked more than five hours after his first meal period ended without starting that second meal period. The second meal period is a missed meal period. Jimmy must be paid 11 working hours for the time he worked and must also receive an additional 30 minutes of pay at his agreed wage rate because of the missed meal period.
Pay for Missed Break: 30 minutes
Pay for Additional Time Worked: None

Meal Periods/Time Clock Rounding Class Action Lawsuit

Providence has appealed King County Superior Court’s decision on the class action lawsuit (Bennett et al v. Providence Health Systems) regarding missed pay for time clock rounding and missed second meal periods. This lawsuit covers all Providence hourly employees who were employed from September 2018 to May 2023. We will be keeping an eye on the Appellate Court’s decision, which likely won’t occur for several months.

RN Contract Signature

We are working through finalizing the contract with PRMCE. We have found typos in the document they submitted to us and have asked them to correct the typos. Although the final contract has not been signed, we have a valid and enforceable agreement. Please refer to the redline in the meantime: ufcw3000.org/find-your-contract/2015/2/12/providence-regional-medical-center-everett-rn-contract

RN Anniversary Wage Increases/Years of Service Step Progression

This grievance concerns RNs who did not receive their step increase between February 21, 2024, and March 2024 and did not receive an additional step. PRMCE responded to the grievance stating that they are working on providing retroactive pay to nurses owed step increases and are still getting their system in place to track additional step progressions. We find their answer unacceptable and are waiting to meet with PRMCE for Step 2.

RN Low Census Extra Shift Incentive

PRMCE responded to our grievance and stated that the new extra shift incentive language allows them to cancel/low census incentive shift RNs prior to travelers/agency RNs. We strongly disagree with PRMCE and believe that incentive shift RNs should be low censused with premium shift RNs. We are awaiting Step 3 meeting dates.

RN Low Census Index

PRMCE has not provided access to the low census index in every unit. The low census index tracks each nurse’s low census hours and helps determine the low census order. We are waiting for PRMCE’s response to our Step 2 meeting.

RN FMC Per Diem Scheduling

We have filed a demand to bargain for FMC per diem RNs who have been told they can only pick up 12-hour shifts. We believe this is a change in employment conditions. Additionally, we filed a grievance for FMC RNs who are being excluded from incentive shift pay, even though they have worked two shifts in a pay period. We will be meeting with PRMCE on July 29 to bargain over these changes.

Inpatient Rehab Closure

Providence has announced they will be closing inpatient rehab sometime in October 2024 and moving inpatient rehab services to an offsite Lifepoint/Providence facility. We are currently bargaining with PRMCE over the effects of this closure. Our next bargaining date is on July 17.

RN Self-Scheduling

Providence announced that some units will be moving from templates to self-scheduling. We have demanded to bargain over the effects of this change and are awaiting a meeting date.

RN Biweekly Weekend Rotation

Around June 19, Providence announced RNs will be working weekends biweekly to be “compliant” with the weekend language in Article 8. Under the new contract, we changed the definition of a weekend but did not change weekend scheduling language: “The Medical Center will make a good-faith effort to schedule all regular full-time and part-time nurses for every other weekend off.” We believe Providence is misinterpreting this language. We will be having a discussion with Providence next week to resolve this issue. If our discussion is not productive, we will be taking necessary next steps like a grievance.

Know your Rights! Providence Meal Waiver

/

UFCW 3000 is working with Providence to address the Meal Waiver situation. We consider the language in the meal waiver to be a direct negotiation with employees since Providence is asking you to waive rights outlined in our contracts. We want to ensure that you receive appropriate compensation for missed or late meal periods and that your contract is not negatively impacted.

For shifts of 11 hours or more: If your shift length is 11 hours or more, you are entitled to two 30-minute meal periods. If you are currently only receiving one 30-minute meal period and have not waived your second meal period, you may be entitled to compensation. Additionally, the employer may extend your shift based on the language in the CBA and past practices in order to accommodate your second meal period.

It is your right to waive the second meal period, but you may miss out on overtime pay for missing your second meal period if you choose to waive it. While we recommend not waiving your second meal period, the decision to do so is ultimately yours.

We will be holding a Zoom meeting on Monday, February 5, from 6 - 7 pm for all Providence members to ask questions about the meal waiver. Join the meeting at that time by clicking here:

In the meantime, if you have any questions, please reach out to your union rep:

  • Anthony Cantu (Providence Everett RNs): 206-436-6566

  • Jack Crow (Providence Everett Pros and Techs): 206-436-6614

  • Madison Derksema (Providence St. Peter, Providence Radiant Care, and Providence Centralia): 206-436-6603

  • Lenaya Wilhelm (Providence Holy Family and Sacred Heart): 509-340-7369

  • Juanita Quezada (Providence Sacred Heart Techs and Providence St. Mary): 509-340-7407

  • Amy Radcliff (Providence Mt. Carmel and St. Joseph): 509-340-7370

Health Care Rest Breaks & Meal Periods: Know Your Rights and Your Contract

Shift Length Rest Breaks Meal Period
4-5 hour shift 10 min* x1 0
8-hour shift 10 min* x2 30 min x1
10-hour shift 10 min* x2 30 min x1
12-hour shift 10 min* x3 30 min x2
16-hour shift 10 min* x4 30 min x2

*10 minutes is the WA State minimum. If your contract bargaining agreement (CBA) states 15 minutes, you should receive 15-minute rest breaks

  • You must receive a paid rest break for every four (4) hours worked.

  • You cannot waive your right to a rest break.

Meal Period: Your right to a meal period

A meal period cannot be substituted for breaks: Any employee who works more than four (4) hours gets their breaks as outlined above, and any scheduled meal period.

You are entitled to a 30-minute uninterrupted meal period when working more than five hours. The first meal period must be between the second and fifth hour worked. If you work 11 hours or more during the day, you must receive a second meal period no later than five (5) hours after the end of your first meal period.

Interrupted Mealtime: If you are required to stay on duty during a meal break you are still entitled to 30 total minutes of mealtime, excluding interruptions, plus 30 minutes of pay. Time spent performing the work task is not considered part of the meal period. The entire meal period must be paid no matter the number of interruptions. For example, if you received a 30-minute meal break but had to answer your work phone throughout then you should be paid 30 minutes for your meal period and receive a total of 30 minutes (non-consecutive) mealtime. 

Late Mealtime: If you are not given time to have a 30-minute mealtime, you must be paid for your time worked plus 30 minutes. Paying employees 30 minutes for the meal period does not absolve the employer’s responsibility to give you a late 30-minute unpaid mealtime when practicable.

The above is a general guideline to meal periods and rest breaks. For more in-depth information please contact your union representative OR download the Health Care Guide to Meal and Rest Breaks >>

Relevant Laws:

PRMCE RN Pro Tech We need a better incentive shift program!

/

Providence Everett RN, Pro & Tech

We need a better incentive shift program!

In March, we told Providence Everett that we wanted to modify the incentive shift letter of understanding (LOU) for the Pros, Techs, and RNs.

We believe that Providence Everett should count “safe sick” time towards our FTEs to qualify for the incentive shift program. This would be following state law and would make eligible more Pros, Tech, and RNs for these incentive shifts. Providence Everett has rejected our proposal and released the LOUs to all units even though we have not agreed to them!

At this time, we have not signed any LOU and will be working with all three bargaining units to create a better incentive program which increases staffing and benefits patients.

If your unit is offering an incentive shift, please let your union Rep know. Anthony Cantu (RNs) 206-436-6566 and Jack Crow (Pros and Techs) at 206-436-6614.

PRMCE Professionals | Welcome to UFCW 3000 - Tentative Agreement Approved

/

PRMCE Professionals | Welcome to UFCW 3000!
Tentative Agreement Approved

On September 20, the newly accreted classifications in the Professional unit at PRMCE approved the tentative agreement! You will be placed onto the existing Professional wage scale based on your years of relevant experience in your job classification. Placement onto the wage scale will result in a 6.0% - 25.0% increase for employees!

All the current provisions of the Professional collective bargaining agreement (CBA) will apply to the newly accreted Professionals. Your union contract gives you a voice in your workplace and protects your benefits/wages. Additionally as a union member, you have the right to request for union representation if you are called into an investigatory meeting.

If you have any questions about your contract or experience workplace issues, please contact your Union Rep Sharra Oakley 206-436-6614.

Please join us at one of our virtual new member meetings! learn more about your union rights and receive union dues credit. Scan the QR code to sign up or go to: ufcw21.org/new-members

PRMCE Professionals • Tentative Agreement Reached Bargaining Team Unanimously Recommends a Yes Vote

/

On January 19, 2022 our bargaining team reached a tentative agreement on our contract. This expedited bargaining process has been successful and resulted in big wins for the professionals without any takeaways. 

The three-year agreement includes:

  • Significant across the board wage increases

  • Market adjustments for most classifications

  • Improvements to step progressions on the wage scales

  • Bonus upon ratification and one year later

  • Increases to education funds and tuition reimbursement

  • Improvements to grievance procedure

  • Improvements to Bereavement Leave

  • New language in case of department merger or restructure

  • New BSN pay provision

  • AND NO TAKEAWAYS!

“We feel like this contract acknowledges the hard work healthcare workers have put in through the pandemic. Management really stepped up throughout these negotiations to show appreciation for PRMCE professionals in this contract. We believe these gains will help with retention and recruitment, and we encourage everyone to vote YES.”

Our PRMCE Professionals Bargaining Team: Deb Anderson, Medical Lab; Sara Dillon, Case Management; Emily Conner, Nutrition

Full details of the contract offer will be available during the online vote on Wednesday, February 2 from 6AM - 8PM. You will receive an email from UFCW 21 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote. 

TO VOTE ONLINE, make sure your information is up to date! In order to vote on proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, please update your email @ ufcw21/update-your-information.

If you do not receive an email to vote on Wednesday, February 2, please reach out to Union Representative Anthony Cantu at acantu@ufcw21.org or 206-436-6566 to provide an updated email address.

Have Questions? 

Full details of the offer will be available at an online vote meeting Friday, January 28. Drop in from 10AM - 12PM and from 5:30PM - 7:30PM

Friday, January 28

10AM - 12PM • 5:30PM - 7:30PM

https://zoom.us/join

Contact your Bargaining Team or Union Rep for call-in details. Details will be also mailed and emailed out.

Providence Everett ED Crisis Counselors - Tentative Agreement Reached!

/

On January 19, 2022, our PRMCE Professionals Bargaining Team reached a tentative agreement on our contract. Emergency Department Crisis Counselors are eligible to vote on this contract as a newly organized unit. This is the culmination of a lot of hard work, and we encourage everyone to participate.

The three year agreement includes:

  • Wages to match Transition Planner II

  • Additional compensation for fully licensed crisis counselors

  • Bonus upon ratification and one year later

  • Full benefits of a union contract!

    We’re happy to welcome the ED Crisis Counselors to our union! We feel like this contract acknowledges the hard work healthcare workers have put in through the pandemic. Management really stepped up throughout these negotiations to show appreciation for PRMCE Professionals in this contract. We believe these gains will help with retention and recruitment, and we encourage everyone to vote YES.”

- Our PRMCE Professionals Bargaining Team: Deb Anderson, Medical Lab; Sara Dillon, Case Management; Emily Conner, Nutrition

Full details of the contract offer will be available during the online vote meeting on Wednesday, January 26, drop in from 4PM- 5PM.

Full details of the offer will also be available during the online vote on Wednesday, February 2 from 6AM - 8PM. You will receive an email from UFCW 21 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote. 

TO VOTE ONLINE, make sure your information is up to date! In order to vote on proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, please update your email at: ufcw21/update-your-information

If you do not receive an email to vote on Wednesday, February 2, please reach out to Union Representative Anthony Cantu at acantu@ufcw21.org or 206-436-6566 to provide an updated email address.

Join the online vote meeting to review the contract offer and ask questions!
Wednesday, January 26
Drop in 4PM - 5PM
https://zoom.us/join 
Contact your Bargaining Team or Union Rep for meeting details. Details will also be emailed out.

Providence Regional Medical Center Everett (Pro) - Adding to our bargaining power

/

Our Bargaining Team met with Management for bargaining on Tuesday, December 21. While it was a shorter session, we were able to make some progress.

Earlier this month, ED Crisis counselors voted UNANIMOUSLY to join our bargaining unit and our contract. Management has agreed to bargain over their wages during these bargaining sessions.

We also were able to make progress on:

  • Improvements to the step progressions in the wage scale

  • Improvements to weekend differential where departments are required to work every other weekend

  • PTO scheduling for Case Management

We expect more from Management on:

  • Cost of living increases

  • Licensure Pay

  • Some outstanding market adjustments

Don’t miss out on important Union bargaining updates, benefits, and more. Keep your contact information up to date with our Union: ufcw21.org/update-your-information

Tentative Agreement Reached contract votes scheduled: Providence PRMCE • Centralia • St. Peter • St. Mary

/
2020 0114 - PRMCE - Centralia - Saint Pete - Saint Mary - Vote Notice.jpg

Providence PRMCE • Centralia • St. Peter • St. Mary

Tentative Agreement Reached

contract votes scheduled

After months of negotiations working in coalition with UFCW 21, SEIU 1199NW and WSNA, dozens of actions across the state and connecting with our communities about our issues, our Bargaining Team has reached a tentative agreement and recommends a YES VOTE! Now the time has come to make your voices heard again. Come to a vote meeting to review the full details of your proposed new contract, get questions answered, and vote.

PRMCE Pro-Tech
01/21/20
6:00am – 9:00am 11:00am – 2:00pm 5:00pm – 9:00pm
Colby Campus Olympic Conference Room
1700 13th St, Everett, WA 98201

01/21/20
6:00am – 9:00am 11:00am – 2:00pm
Everett Labor Temple Room 106
2810 Lombard Ave Everett, WA 98201

St. Peter’s RN
01/23/20
6:00a – 9:00a 11:00a – 2:00p 5:00p – 9:00p
Nisqually Conference Room 413
Lilly Rd NE, Olympia, WA 98506

Centralia RN
01/22/20
6:00a – 9:00a 11:00a – 2:00p 5:00p – 9:00p
Koreski Conference Room
914 S Scheuber Rd, Centralia, WA 98531

St. Mary’s RN
01/23/20
5:30pm – 8:30pm

01/24/20
11:00am – 2:00pm 4:00pm-6:00pm
Mother Joseph Room A & B
401 W Poplar St, Walla Walla, WA 99362

*These votes are open to all active-member UFCW 21 Providence Workers. Active members are eligible to vote at whatever time is most convenient.