Workers should always check their paycheck to make sure that they are getting everything they are owed from their employer. Our member story this week is about Registered Nurse Elisabeth Meyer who noticed that her paycheck was missing premium pay for a nursing certification pay that she qualified for. Found out how as a union member she made sure she got what she was owed!
Read More
Now that we have solidified the language in our contract, the next step is contract enforcement. Nurses have already seen changes to staffing practices through the discontinuation of the co-caring model. We can achieve more changes to patient care and working conditions by standing united. It was through nurses advocating against the co-caring model in staffing committees and in their units that we were able to get rid of this poor model. The committees in our contract are the ingredients needed to create changes at PRMCE.
To learn more about getting involved or how nurses are enforcing contract language, join us via ZOOM on Monday, March 25 at 7:30pm to discuss next steps in growing our collective voice in the workplace! Join here>>
We will be also be providing an update about contract implementation questions like low census/incentive shifts, step progression, and staffing bonus.
Providence Regional Medical Center Everett
Next Steps for Inpatient Rehab
On March 12 we met with Providence Everett (PRMCE) Management about the future of Inpatient Rehabilitation at the Pacific Campus. PRMCE told us they plan on moving Inpatient Rehabilitation to an offsite location near South Everett/Lynnwood which will be managed by LifePoint. The new site will have 40 beds and is expected to open sometime in the late summer.
PRMCE plans on closing inpatient rehab at the Pacific Campus once the new site can take patients but does not know the exact date of when this will occur.
Under our contracts and federal law, RN, Tech, and Professional caregivers have the right to bargain over the effects of a unit closure. Additionally, PRMCE must provide caregivers with a 14 to 30-day notice of layoffs and current employees can bump existing employees (please refer to the seniority article 7.1).
While we do not have a set date for when the closure will occur, we will be setting a bargaining date to negotiate over the impact of the closure.
Join the closure discussion and work on proposals!
Tuesday, March 19 @ 6pm
Contact your Union Rep for Zoom details
Questions? Please contact Union Rep Jack Crow (Pro and Tech) @ 206-436-6614 or Union Rep Anthony Cantu (RN) @ 206-436-6566.
In December 2023, Providence issued a meal waiver to all members of the UFCW 3000 bargaining unit. As union members, we have the collective right to negotiate over the terms of this waiver. Earlier this year, we engaged in negotiations with Providence regarding the meal waiver language. Despite our reasonable proposal, Providence rejected our language. Furthermore, we informed Providence that, based on past practices and contractual agreements, they were not permitted to alter shift lengths.
However, in February 2024, Providence began informing members of their intention to implement changes to shift lengths. We believe Providence is sidestepping the bargaining process by unilaterally implementing these changes and acting in bad faith. Consequently, we are initiating unfair labor practice proceedings against Providence. We have issued a cease-and-desist letter to Providence and are demanding to return to the bargaining table to resolve this matter.
Given Providence's decision to proceed with extending shift lengths, we advise 10-hour and 12-hour shift workers to carefully consider their options. You may choose to accept an extended shift with two meal periods or opt to waive the second meal period and retain your current shift length. If you opt to waive the second meal period, you retain the right to revoke this decision at any time through your core leader.
However, we strongly advise against waiving the timing of your meal period, as you are entitled to 30 minutes of pay for late meal periods.
Recommendation:
ACCEPT means your shift length will remain the same.
OR
DECLINE means your shift will be extended and you will receive two meal periods as a 10 hour and 12-hour shift worker.
Recommendation:
DECLINE means if your meal period is not within the two-to-five-hour block then you should receive 30 minutes of pay. You can file a complaint with L&I if you are not paid accordingly.
We've reached a significant milestone: on February 21, we successfully ratified our contract!An overwhelming majority of nurses approved the contract. We will be communicating participation numbers via text message and will be hosting a Zoom meeting where we will debrief the contract agreement. This victory includes groundbreaking contract language aimed at helping staffing challenges, marking a historic achievement for nurses. From the outset of negotiations, our primary focus has been to tackle the pressing issues of staffing shortages and patient safety concerns head-on. Throughout the bargaining process, we actively engaged with our patients and community to underscore the urgency of our staffing crisis.
Following months of intense negotiations, we collectively decided to take bold action by organizing a strike. Notably, this marks the first time RNs at PRMCE have taken such action. Through our unified stance, we sent a powerful message to PRMCE. Our new contract has not only set a precedent but also shown PRMCE that we are willing to fight for better staffing.
Our new contract includes:
Pay increases and ratification bonuses will be paid out on the second pay period following February 21 (April 12 paycheck)
12 month step progression on nurse’s anniversary dates
Step correction for nurses who are at the incorrect step compared to their years of service at PRMCE
One step for every year of nursing experience obtained prior to being hired at PRMCE
Step correction for nurses who did not receive their correct step upon hire
$500 Monthly Staffing Bonus for Understaffing
Longevity Bonus for Senior RNs
Night Shift Longevity Bonus
March 31, 2026 contract reopener
Extra shift incentive for vacant shifts
$1000 Ratification Bonus for all RNs
Increases to premiums
12 months needed to progress to next wage step
Year for year for past nursing experience
Chronic staffing issue can be resolved through binding mediation
Charge Nurses shall NOT take a patient assignment
Christmas Eve or December 26th holiday pay for night shift RNs
1.5x pay when not scheduled off on a day of significance
Break relief position will be posted 21 days post ratification
Discuss implementation plan for break relief nurses in a closed unit
Weekend pay for Sunday night shift
EIB may be used on the first day of absence or illness
Boarder premium pay
24 hours of admin pay for Hospital Staffing Committee chairs
We will need to stay active over the next few years to enforce our contract and continue advocating for our patients and community. If you would like to get active in a workplace committee or receive training as a union steward please contact Anthony Cantu 360-409-0544.
Given the new language in our tentative agreement, we believe voting in-person is the best way to inform one another and ensure that we are prepared to enforce the collective bargaining agreement. We’ll also discuss opportunities for nurses to become stewards and actively engage in Hospital Staffing Committee. If you are on medical leave or on PTO outside of the State and cannot vote in-person, we encourage you to reach out to Anthony Cantu, union representative. This will allow us to review the tentative agreement with you and answer your questions.
The vote document will be available for all to read on February 16 on the UFCW 3000 PRMCE RN contract page: ufcw3000.org/find-your-contract/2015/2/12/providence-regional-medical-center-everett-rn-contract ▸
To vote for the tentative agreement, you must attend an in-person vote and be a union dues paying member in good standing. You can sign up to be a union member on the day of our vote or by calling Membership Services 1-866-210-3000 prior to the vote.
Our RN union Bargaining Team fully recommends a “YES” vote.
February 20: 7am-9am, 11am-2pm, 5-8pm @ Pacific Campus: CR Main Floor classroom / Colby Campus: Cascade Conference Room (MOB)
February 21: 7am-9am, 11am-2pm @ Pacific Campus: CR Main Floor classroom / Colby Campus: Cascade Conference Room (MOB)
When negotiations commenced, our primary objective was to address the pressing issues of staffing shortages and patient safety concerns. Over the past few years, the deterioration of our staffing situation went unheeded by PRMCE despite us raising the alarm. Throughout the bargaining process, we ensured that our voices were heard. We talked with our patients and community to highlight the critical nature of our staffing crisis, culminating in the decisive action of a strike.
Following our “NO” vote in December, we returned to the negotiating table with a clear focus on addressing the areas of improvement identified through our survey. Through collective effort, we secured significant victories, including:
$500 Monthly Staffing Bonus for Understaffing
Longevity Bonus for Senior RNs
Night Shift Longevity Bonus
March 31, 2026 contract reopener
Extra shift incentive for vacant shifts
Ratification Bonus for all RNs
Increases to premiums
12 months needed to progress to next wage step
Year for year for past nursing experience
Chronic staffing issues can be resolved through binding mediation
Charge Nurses shall NOT take a patient assignment
Christmas Eve or December 26 holiday pay for night shift RNs
1.5x pay when not scheduled off on a day of significance
Break relief position will be posted 21 days post ratification
Discuss implementation plan for break relief nurses in a closed unit
Weekend pay for Sunday night shift
EIB may be used on the first day of absence or illness
Boarder premium pay
24 hours of admin pay for Hospital Staffing Committee chairs
Competitive wage scale
We’ve had some of the deepest conversations with each other and have come out stronger. On Monday, February 12 we will be holding a Zoom meeting from 2pm-3pm and 7:30pm to 8:30pm to review the highlights of our tentative agreement! We will follow up later this week with vote details.
The ENTIRE RN bargaining team recommends a YES vote!
Julie Bynum, Kristen Crowder, Trevor Gjendem, Kelli Johnson, Carrie Rimel, Stephanie Sausman, Juan Stout
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.
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
| 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 |
You must receive a paid rest break for every four (4) hours worked.
You cannot waive your right to a rest break.
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 >>
During our meeting with PRMCE on January 22, we presented a comprehensive proposal based on the thorough feedback from nurses. This proposal encompasses retroactive pay dating back to December 15, 2023, across-the-board wage increases scheduled for 2025, heightened step increment percentages for steps 26 to 35, stronger staffing language, and clarifications addressing ambiguous language. We were encouraged that PRMCE came to the table willing to listen and even accepted some of our language proposals.
Clarified that charge nurse assignments are always voluntary
Extra shift incentive for all vacant shifts - a full-time or part-time nurse will receive double-time pay when picking up an extra shift beyond their FTE, and per diem nurses will receive 1.5 times pay for picking up more than two shifts in a pay period and double time if they work above a 0.5 FTE
Clarified Christmas day pay for night shift nurses
Clarified holiday substitute pay
Twelve break relief nurse positions will be posted within 21 days of ratification, and there will be a mandatory discussion about break relief nurses in closed units
Market analysis will include Level 2 trauma centers in Western WA, and a mandatory market adjustment if PRMCE RN wages fall below the market average
Boarder premium pay for ED nurses, along with limitations on border assignment makeup
Clarified EIB can be used on the first day of any illness or injury
Increased wage increments for Steps 26 through 35, given their overall across-the-board increases were below less senior RNs
Bonus for RNs who have been employed with PRMCE since December 31, 2001
Retro pay from December 15, 2023
$5/hour staffing premium for each nurse working two hours or more below the staffing plan
Increased the across-the-board increase in 2025 to 6%
January 1, 2026 contract reopener
Innovative staffing model like co-caring pilot must reach a consensus in the Hospital Staffing Committee prior to implementation
Our recommendation is that RNs DECLINE both questions on the meal waiver. If you receive a late first meal period or carry a phone with you during your meal period, you should receive 30 additional minutes of pay. These 30 minutes of additional pay may place you into overtime depending on the length of your shift. Additionally, we requested information several weeks ago about PRMCE’s meal period scheduling to determine if shifts will be extended or remain the same. We expect to have more information about shift lengths next week.
January 26 Ambulance Wait Times Bill In-person Capitol Meeting at 8am (see below)
January 28 Update Meeting 5pm-6pm - Click here to join >>
Update/Next Steps
Legislative Bills
Information on Meal Periods/Meal Waiver
Need Volunteers for Community/Media update
January 30 10am-2pm Olympia Lobby Day at the State Capitol (meet at Pritchard Building)
Early February Media Engagement
February 5- 9 Yellow and Blue Scrubs Week
February 9 Mediation with PRMCE
February 12 Mediation with PRMCE
Take Legislative Action for Ambulance Waiting Times and Unemployment Benefits for Striking Workers
In response to community concerns, particularly from firefighters and nurses, Rep. Mary Fosse (D-Everett) introduced HB 2466to address ambulance waiting times. The legislation would require a hospital accept a patient transferred by ambulance within 30 minutes of arrival or be responsible for reimbursing the ambulance service for costs over 30 minutes. Exceptions include extended patient surge and ER capacity due to damages (water damage or system outages) but NOT for staffing. We think this is a great bill to weigh in on.
The bill will be heard this Friday morning, January 26, in the House Health Care & Wellness Committee at the Capitol (Olympia) at 8AM. If you are interested in giving testimony in person, please email Tom Lambro, tlbambro@ufcw3000.org. It will be available online live on TVW's website and a recording will be available afterward.
UFCW 3000 is also prioritizing a bill to ensure workers who go on strike are able to file for Unemployment benefits. HB 1893 in the House and SB 5777 in the Senate are both quickly moving.The Senate bill passed the Labor Committee on January 16 and the House bill is scheduled to pass the House Labor Committee January 24 after which it will go to the full House. Weighing in directly with your own legislators will go a long way in ensuring we pass this in 2024. There are two quick ways you can do this:
Call the Legislative Hotline at 1-800-562-6000 and let the person who answers the phone know you are in strong support of SB 5777 and HB 1893.
You can also write to your own legislators directly! If you are not sure which district you live in you can find that here: https://app.leg.wa.gov/DistrictFinder/. After you fill in this form it will provide you with phone number and email to your legislators. If you are writing to your senator mention SB 5777 and to your two state representatives mention HB 1893.
On January 22 we will be mediating with PRMCE and a federal mediator. We have drafted a proposal based on the bargaining unit’s responses and feedback on the December survey. Our hope is that PRMCE will respond in a meaningful way to our proposal.
To keep everyone informed, we'll be hosting a Zoom meeting on January 22 at 2pm. During this session, we'll provide updates from the bargaining table and collectively brainstorm proposal concepts.
Meal Waiver Update:We recommend that you DECLINE the two questions on PRMCE’s meal waiver. If you do not receive your meal period or receive a late meal period, you are supposed to be paid 30 minutes for every missed or late meal period. If you believe you have not been paid appropriately, please contact your union representative, Anthony Cantu.
In December 2023, Providence sent out a meal waiver to all UFCW 3000 represented employees. Providence is seeking to get employees to waive the timing of their first and second meal period, and waive their right to a second meal period if they are a 10 hour or 12 hour shift employee. Per the collective bargaining agreements, meal breaks should be administered per WA state law WAC 296-126-092 andRCW 49.12.480
RCW 49.12.480
8 hour shift employee- 2 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift
10 hour shift employee- 2 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift
12 hour shift employee- 3 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift
If you do not receive your meal period or receive a late meal period, you are supposed to be paid 30 minutes for every missed meal period. If you believe you have not been paid appropriately, please contact your union representative.
UFCW 3000 is recommending that you deny Providence’s request to both questionson the meal waiver. Our position is that Providence cannot change the timing of the meal period without bargaining over this issue and by waiving your right to a second meal period you may be losing out on overtime pay.
We have demanded that Providence remove the timing question from the meal waiver and bargain with us over the confusing language in the meal waiver. We have not heard back from Providence but expect an answer this week.
Question 1: I am voluntarily requesting to waive my second unpaid meal period if I am entitled to one. DECLINE
Question 2: I am voluntarily requesting to take my first and second (if applicable/not waived) unpaid meal period at a time that is different than between hours two through five of my work periods. DECLINE
If you have any questions, please reach out to your union rep: Anthony Cantu (Providence Everett RNs), Jack Crow (Providence Everett Pros and Techs), Madison Derksema (Providence St. Peter, Providence Radiant Care and Providence Centralia), Lenaya Wilhelm (Providence Holy Family and Sacred Heart), Juanita Quezada (Sacred Heart Tech), Amy Radcliff (Mt Carmel RN and St. Joes).
In December, we sent out a survey to the entire bargaining unit, seeking your valuable insights to guide us in the upcoming mediation session with PRMCE. The response was overwhelming, with over 400 nurses sharing their perspectives. One key revelation from the survey is that resolving staffing issues is our top priority. However, the diversity of opinions on how to address this challenge highlights the complexity of our task.
Currently, we are diligently reviewing the survey results, paying special attention to the open-ended questions. Your responses are shaping the proposals we’ll be presenting during our mediation session. To ensure we hear all perspectives, we have scheduled an online meeting on January 16 from 8pm to 9pm. This gathering will serve as a platform to discuss the survey results and hear your thoughts on the potential proposals.
On January 22, we will be meeting with PRMCE management and a federal mediator. Our goal is to present a comprehensive proposal that addresses the staffing concerns of the bargaining unit. While the possibility of reaching an agreement during mediation exists, that decision will be made by our dedicated bargaining team. They will carefully weigh the survey results, your priorities, and potential workplace actions when determining the best course of action for the unit.
Whether we reach a deal or require additional mediation dates, your support is vital. Our solidarity is our strength, and together, we can achieve a contract that genuinely addresses our staffing issues. Let’s stay united and focused on the common goal of securing a better future for all of us.
— RN bargaining team
One tap mobile: US: +12532050468,,89131758946# or +12532158782,,89131758946#
Meeting URL: https://us02web.zoom.us/j/89131758946?pwd=WUwreTZqYmtNd01HYml6UlliTCtuQT09
Meeting ID: 891 3175 8946 Passcode: 303568
We will be bargaining on January 22, 2023! We're gearing up to head back to the bargaining table with PRMCE, and a federal mediator will be joining us. Before we step into mediation, our bargaining team will carefully analyze the survey results. These results shed light on the priorities and concerns of our bargaining unit.
Remember, the deadline to submit your survey responses is December 31, 2023. If you haven't already completed the survey, you can access it through the link below:
Come January, we'll be sharing a summary of the survey findings via Zoom ahead of our mediation session. Keep an eye out for the scheduled meeting date—we'll promptly share it with you.
Our goal on January 22, 2023, is to tackle the priorities highlighted in the survey. As representatives of the RN bargaining unit, our bargaining team holds the authority to potentially reach a tentative agreement on that day. This tentative agreement will then be subject to a vote. The team will carefully assess various factors, including the survey results, to ensure that any proposal aligns with the unit's priorities.
Your participation and input through the survey is crucial. Let's work together to address our concerns and strive for an agreement that reflects our shared priorities.
For questions or to get more involved, please reach out to Union Rep Anthony Cantu at (206) 436-6566.
Today, December 15, nurses have spoken and have rejected the tentative agreement by a 51% (463 out of 893 cast ballots) and have rejected strike authorization by a 47% (425 out of 893 cast ballots) meaning that we have not reached the necessary two-thirds threshold to authorize a strike.
We will be continuing our quest for improved staffing levels crucial to delivering the quality care our patients and community deserve. Since the beginning, our unwavering dedication to refining staffing language, amplifying our voices within the Hospital Staffing Committee, and aligning with staffing law guidelines has been steadfast.
Nurses have democratically voiced their opinion that the tentative agreement will not do enough to resolve our staffing challenges, but it is a step in the right direction. Our skepticism toward Providence’s resolve to address staffing issues is loud and clear.
Every individual's commitment is crucial; we urge all to push forward in advocating for better working conditions and superior patient care.
Your invaluable insights are needed now more than ever. We seek your guidance on where to focus our attention for our next bargaining session. Your voices remain integral in charting our path forward in this ongoing journey toward improved working conditions and unwavering dedication to superior patient care.
What to expect for next steps:
UFCW will inform Providence that the contract was rejected and request bargaining dates to return to the bargaining table.
A Union Survey will be sent out to all nurses to hear feedback on what you would like to see specifically improved in the contract offer.
The Bargaining Team will meet to review the surveys and strategize on how best to address those issues
After almost eight months of negotiations, we have reached a tentative agreement with Providence Everett (PRMCE)! From the beginning our goal was to improve staffing to ensure our patients and community would receive the quality care we so desperately want to give them.
We are the first hospital in WA state to have binding mediation for unresolved chronic staffing issues and a staffing premium for RNs when their unit is staffed below the Hospital Staffing Committee’s staffing plan, which is created by nurses and nurse managers.
We won language on market analysis triggers and a full contract opener 6 months earlier in April 2026, meaning we can get to the table as early as January 2026 to negotiate a new agreement and remain competitive with other hospitals.
The tentative agreement is fully recommended by a majority of the bargaining team!
Union members in good standing will have a choice to approve or reject the tentative agreement and approve or reject a strike via an online vote on December 15 from 6:30am to 8pm. All voting will occur online, and we will hold optional in-person meetings at the Colby and Pacific/Pavilion campuses: Colby Campus in the MOB Olympic Room from 6am to 9am; 11am-2pm; 5pm-8pm and at Pacific Campus in PAV 5 from 6am to 9am; 11am-2pm; 5pm-8pm.
Please stop by so we can share how the new 12 month progression calculation positively affects your wage increases.
On Friday December 15 at 6:30am you will receive a secure email with your unique log-in credentials. Because this is a secure online vote, it is important that your personal contact information is up-to-date with our Union! Update your Personal Contact Information >>
If you have not signed your UFCW 3000 Membership Application yet , please make sure that is done as soon as possible so you can vote! Go to join.ufcw.org/join/3000
Join us for a Zoom meeting Monday December 11 from 6pm to 9pm to discuss and answer questions about the tentative agreement document.
"United, we've proven our strength to Providence. Let's enforce this contract, safeguard patient care, and keep our nursing family strong. Our solidarity is unwavering—we'll fight on, legislatively and in our workplace, ensuring patient safety and nurses’ well being.” Carrie Rimel Cath Lab RN
We won a 3 year contract expiring 10/30/2026 with the right to fully open the contract at 2.5 years, 90 days prior to April 30, 2026. This means the Union or PRMCE can open contract in January 2026 for bargaining and build a campaign up to potential strike after April 30, 2026. The entire contract will open including the No Strike Lockout article. It would be an Unfair Labor Practice for Providence to refuse to bargain with us after the contract is opened.
For the extra shift incentive, if a nurse picks up a shift and that puts the unit at 85% staffed, does everybody else who picked up an extra shift receive straight time?
No they will post for extra shift incentive after the final schedule has been posted. If anyone picks up an extra shift they will receive the extra shift incentive even if that puts the unit above 80% staff. The contract language we won is like Providence St. Peter and Providence Centralia. This staffing premium also applies to the float pool.
View the Vote Document and Hospital Wage Comparison document here >>
After almost eight months of negotiations, we have reached a tentative agreement with Providence Everett (PRMCE)! From the beginning our goal was to improve staffing to ensure our patients and community would receive the quality care we so desperately want to give them. We identified that we could achieve this through staffing language, which would strengthen our voices on the Hospital Staffing Committee and supplement the staffing law’s guidelines (https://ufcw3000.org/safestaffing), and being competitive with other area hospitals.
It was through our collective actions we were able to pressure PRMCE to accept many of our staffing concepts, including a staffing premium. We went out on an unfair labor practice strike because PRMCE was not considering our proposals in good faith. PRMCE told us they would never agree to a staffing premium before or after a strike, but the power of our strike pressured them to agree to this and additional staffing language and incentives. We are the first hospital in WA state to have binding mediation for unresolved chronic staffing issues and a staffing premium for RNs when their unit is staffed below the Hospital Staffing Committee’s staffing plan, which is created by nurses and nurse managers.
Additionally, the third year of the contract was a major priority to assure we can recruit and retain nurses when other hospitals negotiate in 2025- and not have an exodus of nurses again.
We won stronger language on market analysis triggers and a full contract opener 6 months earlier in April 2026, meaning we can get to the table as early as January 2026 to negotiate a new agreement and remain competitive with other hospitals. We will join solidarity actions with other Providence Hospitals in 2025- and take that energy into our early 2026 negotiations.
The tentative agreement we reached on December 1st meets our goals and is recommended by a majority of our bargaining team!
We will be holding a Zoom meeting this Tuesday December 5 at 8pm to discuss and answer questions about the tentative agreement document and next steps.
We will be giving nurses a choice to approve or reject the tentative agreement and approve or reject a strike via an online vote on December 15 from 6:30am to 8pm. Similar to the strike authorization vote in October, all voting will occur online, and we will hold optional in-person meetings at the Colby and Pacific/Pavilion campuses.
Your voice is important, and we encourage you all to read through the tentative agreements below and vote online on December 15. Only members in good standing are eligible to vote.
Full Tentative Agreement Redline on the PRMCE RN contract page at ufcw3000.org >>
Extra shift incentive: If a nurse’s unit is staffed at 80% or below then, full-time RNs (.9 – 1.0 FTE) who pick up an extra shift shall receive double time. Part-time nurses (.05 -.89 FTE) who pick-up an extra shift will receive 1.5 their regular rate of pay and will receive double time if they work above a .9 FTE. Per diem nurses who work more than 2 shifts per pay period shall receive 1.5 their regular rate of pay and double time if they work above a .9 FTE). The Employer can offer an incentive above this requirement, but this now the minimum incentive that nurses must receive when picking up an extra shift
President’s Day is swapped for Dr. Martin Luther King Day (MLK)
Christmas Day for Night shift RNs: The holiday will be defined as 6:30am on December 25th to 7am on December 26th
Holiday Substitute: Nurses can switch a holiday for a day of importance to them. Example: switching MLK Day for your birthday
Low Census: traveler RNs will censused before agency RNs
Weekend pay expanded- Nurses working Saturday and Sunday night will receive weekend pay for Sunday night
Twelve .9 FTE relief nurses will be hired to cover meal and rest breaks
Shift differential increased to $3 for evening shift and $5.25 for night shift
Low census standby increased to $4.75/ hour
Standby differential increased to $6.75/ hour
Relief charge nurse pay increased to $3/ hour
Intermittent night shift premium of 1.5 time regular rate of pay for non-night shift nurses who pick up a night shift
Preceptor pay increased to $2/ hour
Float pool pay increased to $5/ hour
Non-float pool pay increased to $2/ hour
EIB will now be paid out on day 1 of an illness
Health insurance premiums will not increase more than 10% on a blended average in 2024 or 2025
Bereavement leave shall increase to 40 hours of paid time for spouses, significant others, or children.
Professional development leave: 40 hours prorated by FTE
Continuing education increased to $700 for .75 - 1.0 FTE and $500 for .6 - .74 FTE
Tuition Reimbursement: Up to $5,250 for .75 FTE or more and up to $2, 625 for .74 FTE to .5 FTE
Wage increases
Two pay periods following ratification, the following wage scale will be implemented.
The new base rate of $43.91 aligns with Swedish Edmonds and the top of the scale exceeds Swedish Edmonds through June 2025.
Effective the first full pay period following 10/1/2024, nurses will receive a four percent (4%) across the board increase.
Effective the first full pay period following 10/1/2025, nurses will receive a four percent (4.5%) across the board increase.
For Nurses on the payroll upon ratification and who were also on the payroll on June 1, 2020, will be paid a bonus of $1,200, pro-rated by FTE (per diem will be counted as .25 FTE) on the second full pay period following ratification
For Nurses on the payroll ratification and who are also on the payroll on December 1, 2025, will be paid a bonus of $1,000, pro-rated by FTE (per diem will be counted as .25), less applicable withholdings, on the first full pay period following December 1, 2025
Year for year experience- All nurses will receive one step for one year of continuous experience. Nurses with 12 months or less shall be placed on the corresponding step on February 1st, 2024, according to their resume on file. 60 days from ratification, current nurses shall have the opportunity to resubmit their resumes to HR to adjust their wage steps. On March 1, 2024 nurses will be placed on the corresponding step based on their resume on file
Wage step increases- Wage step increases will now be calculated using 12 month increments versus 1872 hours. There will be a recalculation of wage step increases for all current nurses’ steps. Annually nurses will start advancing one additional step on their work anniversary after ratification. In 2026, nurses will progress through the remaining steps to reach the appropriate level. For instance, if a nurse, working at a .75 FTE, should be on wage step 14 based on a 12-month calculation, but is currently on wage step 10 due to the 1872-hour calculation, their wage steps will be recalculated. They will get two step wage increases in 2024 and 2025 and then be brought to their appropriate step in 2026
Modified Baylor Shift- Positions will be posted 30 days after ratification for positions which will work a .6 FTE only on the weekends. All weekend shifts will be paid at 1.5 regular rate of pay and additional shifts will be paid at straight time, unless overtime rules apply
Night shift differential- Night shift nurses, who have 24 months or more working on night shift, will receive an annual bonus of $1,500 (prorated by FTE) on January 1, 2025
Staffing Premium- Nurses working in a unit averaging at or below 85% staffing according to the plan will receive a $300 bonus (prorated by FTE) the following month. Per diems will receive this bonus prorated at .3 FTE. This will expire one year from ratification but can be revisited by the Hospital Staffing Committee
2.5 year agreement- The Hospital and the Union have agreed to initiate contract renegotiation by or before April 30, 2026, allowing for negotiation closer to other area hospitals' contract expirations
Market Analysis of wages will be conducted every September and the results will be shared with the Union. If there is a difference between the average of the current wage scale and the average wage of the market analysis the Hospital and Union will meet to discuss solutions, like wage increases or bonuses, to make PRMCE more competitive
Union membership- New nurses will have 21 days to join the union or 14 days to opt out of union membership. Newly hired nurses who do not opt in or opt out of the union shall be removed from the schedule within 30 days of the union notifying PRMCE. If the nurse does not make an election within 90 days after PRMCE receives notice from the union the nurse shall be discharged. This language grants more time, when compared to the previous language, for new nurses to make a decision on union membership. Nurses may opt out of union membership and donate their union membership fee to a non-religious organization if their religion objects to them joining a labor organization. Personal emails shall be provided to the union, if available
Access to conference rooms on units- The Union representative shall have access to the conference rooms on the floor
Non-Discrimination language which reflects diversity, equity, and inclusion
Charge nurses and relief charge nurses shall generally not be expected to take a patient assignment. A charge nurse will only take a patient care assignment if it is mutually agreed upon and the charge nurse will use their professional judgment to determine if they should take a patient assignment
Updated Skill departments
Nurses can email the Hospital if they wish to accept a recall position
Discipline- Written warning will be removed after 18 months (about 1 and a half years), upon request, as long as the warning is not related to patient care violations. Coachings will be removed after 9 months, upon request
Staffing- The Hospital Staffing Committee members will be comprised of 50% or more nurses per SB 5236 staffing law and decisions must reach consensus Subcommittees shall review CSIs for their units and make recommendations to the Hospital Staffing Committee
Binding Mediation- Chronic staffing issues existing within the same category for at least 90 calendar days can be moved to binding mediation one time per year. A mediator will hear solutions from the Hospital and the Union and then make a recommendation on a solution. The solution will be sent to the Hospital Staffing Committee on whether or not to adopt the solution
The Hospital will review exit interviews, adverse events, and retention interviews
MOU Collaborative Approach to Full Staffing- Commitment from Providence to staff the right staff, in the right place, at the right time. And timeline/process for working together through the Hospital Staffing Committee
One year from ratification RN turnover goal is set to 15%. First Year RN Turnover: Over 25% top priority department, between 20-24% “at risk dept”, between 16-19% "watch list dept”, at 10% or below “share best practices”. Whenever a department is at 20%+ FYTO, a process is triggered to identify root causes for turnover and immediate solutions for retention
Innovative staffing models, like the co-caring model, require approval by consensus from the Hospital Staffing Committee
The Hospital will pay nurse techs for clinical hours
Adoption of the Healthy Work Environment (HWE) standard: skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, authentic leadership, and workplace violence
Hospital Staffing Committee and Subcommittees will meet to review the open positions in units, review retention interview data and exit interview data, review, adjust, and employ tactics for retention and recruitment
Core leaders and nurse volunteers will visit job fairs and schools to recruit nurses
*Join us to ask questions about the tentative agreements, what are the next steps if the contract is not approved, and any other questions you may have. We hope to see you there!
https://us02web.zoom.us/j/81373254464?pwd=aVV0d3Q1YlhGaHByeVRycGV3QkF2QT09
Meeting ID: 813 7325 4464
Passcode: 757437
*As soon as rooms are confirmed, we will email the times and locations of in-person meetings
Strike Benefits checks were mailed on Monday 11/27 to all nurses who picketed 20+ hours and completed a W9. A second batch of checks will be sent this Monday 12/4 for nurses that forgot to sign in/out on at least one shift and had a "miss punch". We gave credit for these shifts and fixed the hours- and Union Leadership made the decision to pay out strike benefits to all nurses who picketed for 16+ hours. This makes sure there is a buffer to get the most people strike benefits and take into account any issues with sign in.
If you would like to confirm the status of your strike benefit check or would like to request additional financial hardship assistance, please email Kendra Valdez at kvaldez@ufcw3000.org.
On November 30 and December 1 we will return to the bargaining table with Providence Everett (PRMCE) management. We will be using a federal mediator to facilitate the bargaining process and we will continue reiterating that PRMCE bargain in good faith so we can reach an agreement which addresses the staffing needs of our community.
Our strike has shown PRMCE that we stand united with the community, elected officials, labor unions, and patients in our demands for better staffing standards. We will be holding a Zoom meeting after our mediation session on December 1 to inform everyone about our progress at the bargaining table and next steps.
Additionally, if you completed 20 hours or more of strike duty and filled out your W9 form you should be receiving your strike benefit via mail by December 1st. If you have follow up questions about your strike benefit or where to submit your missing W9 form in-person, please reach out to Union Representative Anthony Cantu, 206-436-6566.
Watch the strike round-up slideshow! >>
This morning, 11/19, we return to work with the hope that Providence will engage in meaningful bargaining and really listen to the solutions we are demanding. If you have any issues with your return to work, call your Union Representative Anthony Cantu or the Member Resource Center at 1-888-210-3000.
Throughout the ten-day strike notice period and throughout the ULP strike, Providence chose not to negotiate. But now, with our ULP strike concluded, they've expressed an interest in returning to the bargaining table. This time, as we resume negotiations, a federal mediator will join us to facilitate a fair and productive process.
While we await the negotiation date, it's essential to plan our next steps and reflect on the impact of our ULP strike. Join us for a strike captain meeting on Tuesday, November 21st, at 8 pm to debrief the strike and discuss next steps.
If you completed 20 hours of strike duty and filled out your W9 form completely, your strike benefit check will be sent by Friday November 24 via regular mail to your address. If you did not complete your W9 form, please fill it out and arrange a time to submit your form in-person to UFCW staff. >>
“We are not going let our community suffer—that’s not what we’re here for. Providence has to step up. They need to understand: all that we ask is that you come to the table with open minds, open hearts, open ears, open eyes. Let’s get this done so we can get back to work.” -Juan Stout, bargaining team member
“We all could have made the decision to believe Providence when they said the best they could do is what we’ve been experiencing for the past year and a half, and that that’s what they wanted for us in the future. We disagree. They can do better and we need them to do better.” -Kelli Johnson, bargaining team member
Our journey is far from over. Together, let's persist, let's continue to stand united, and let's keep pushing until we secure the changes we're fighting for.
Debrief Strike- lessons learned, feedback, what went well and could be improved in future
Discuss Next Steps
We are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
