On July 31, Providence Everett case management leadership announced upcoming changes to the work schedules and FTEs for social workers and RNs working on the A or D wing. PRMCE claims that they need to adjust shifts to 8-hour durations (8am to 4:30pm) and modify FTEs to 1.0, 0.8, and 0.6.
Read MoreUFCW 3000 has filed an unfair labor practice charge against all Providence hospitals for implementing shift length changes and not bargaining to an impasse with us over the meal waiver. Additionally, we have filed grievances since Providence changed work schedules without the caregivers' consent and have not been paying members for missed or late second meal periods.
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.
*"Question 1) I am voluntarily requesting to waive my second unpaid meal period if I am entitled to one." *
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.
*"Question 2) I am voluntarily requesting to take my unpaid meal periods at a time that may not be within a two-to-five-hour block of work." *
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.
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.
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 >>
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).
Our coalition’s WA Safe + Healthy team received great feedback from members who attended our first safe staffing training Oct. 19, where we covered an overview of staffing committees, charters, and a timeline of implementation for our safe staffing legislation.
We are looking forward to the next training in December! We’ll demystify what the staffing committee does and how it does its work. With our new staffing law starting to roll out, it’s our job to hold hospitals accountable and get the most out of this new law. Together in our coalition, members of SEIU Healthcare 1199NW, UFCW 3000 and WSNA are ready to do the work.
Join fellow union members from UFCW 3000, SEIU Healthcare 1199NW, and WSNA all across the state for this virtual training on Staffing Committees under our new Health Care Staffing Law (SB 5236).
By the end of this training, you will be able to discuss the purpose and development of a team charter, understand the key elements of the hospital staffing committee law, and articulate timelines and dates relevant to the hospital staffing committee. This training is open to all members and we hope to see you there!
We have been talking to legislators, and members have been fighting hard to raise the alarm about ongoing staffing issues at our facilities. Right now the spotlight’s on:
Providence Everett (UFCW 3000) – November 14-19, nurses went on an unfair labor practice strike at the hospital after voting to authorize a strike by 97%, with staffing the top concern at the bargaining table.
MultiCare Yakima Memorial Hospital (SEIU Healthcare 1199NW) – A month after holding a vigil, healthcare workers at MultiCare Yakima Memorial held an informational picket Nov. 15. They are fighting for wages that meet market standards to attract and retain experienced staff.
Virginia Mason Hospital (WSNA) – On Oct. 10, hundreds of nurses picketed outside Virginia Mason, calling for a fair contract that will improve staffing and reduce workplace violence.
Members are speaking out in the news! Here’s some of our latest coverage:
“Nurses can no longer stand by and take these unsafe assignments, come to work and be physically, mentally, emotionally abused,” said Kristen Crowder, labor & delivery RN at Providence Everett.
“Honestly, staffing is a revolving door,” said RN Trish Bowman. “I have a difficult time even knowing my own staff on my floor, people are leaving all the time.”
“I am so sick of having short staffing at work,” [Brad] Rathke said to the crowd Tuesday.
Providence Everett Nurses at their press conference announcing the strike
FOR IMMEDIATE RELEASE: November 6, 2023
Find a livestream video of the press conference here >>
Everett, WA – After bargaining with management at Providence Regional Medical Center Everett since April, UFCW 3000 nurses publicly announced an unfair labor practice strike at the hospital starting at 6:00 a.m. on November 14 and continuing until 6:00 a.m. November 19.
At a press conference this morning, nurses, union leadership, and community leaders spoke out about the need for a fair union contract for nurses in order to address chronic staffing shortages at the hospital.
Talks with Providence ended this past Friday night (11/3) without reaching a resolution. The union has given a 10-day strike notice to the hospital and reiterated a desire to come to a contract agreement, but only if Providence can cease committing unfair labor practices, come to the table, and in good faith consider practical long-term solutions to the serious safety issues nurses are raising.
Nurses were joined by local community leaders who made clear that the community supports its nurses and joins the call for Providence to bargain fairly.
Contact: Anna Minard, aminard@ufcw3000.org, (206) 436-6587
PRESS CONFERENCE:
WHO: Providence nurses, union leaders, community allies
WHAT: Announcement of impending nurses strike at Providence Regional Medical Center Everett
WHEN: Monday, November 6, 11:00 AM
WHERE: UFCW 3000 Strike Headquarters – Everett Labor Temple, 2810 Lombard Ave, Everett, WA 98201
Everett, WA – Over 1,300 nurses at Providence Regional Medical Center Everett are set to walk out on an unfair labor practice strike at the hospital, where chronic understaffing continues to threaten the safety and wellbeing of patients and their nurses.
Nurses will hold a press conference at 11 a.m. on Monday (11/6) to announce strike dates and discuss the issues behind the strike. Speakers will include nurses, UFCW 3000 union leadership, and community allies supporting the nurses.
The UFCW 3000 union bargaining team and Providence management finished a final bargaining session today (Friday 11/3) at 5 p.m. without reaching a deal to address nurses’ core issue of patient safety, which is continually undermined by inadequate staffing levels at the hospital and the inability to recruit or retain qualified nurses.
Nurses at the hospital voted on October 19 to authorize a strike; the strike vote carried with 97% approval.
After many months of bargaining over a new union contract, Providence management has refused to address the staffing issues plaguing the busy hospital. Hundreds of nurses have left in a mass exodus in recent years; those remaining are demanding accountability from the hospital’s management to create a safer environment for nurses and patients.
Nurses primary demand is that hospital management engage in good-faith bargaining and come to mutual agreement on a contract that includes provisions to ensure safer staffing levels as well as transparency and accountability measures meant to renew community trust in the local hospital.
While striking is a last resort, dedicated nurses have been left with no other choice to address the unfair labor practices during bargaining and ongoing safety issues. Providence Everett nurses have been raising understaffing and safety concerns for years, and were instrumental in advocating for new statewide hospital staffing standards that were passed by the legislature in 2023.
Providence management has conceded that nurses’ wages are not competitive, meaning that staff continue to leave for better staffing levels and higher wages at other area hospitals, continuing the vicious cycle of low staffing.
The hospital is currently being sued for wrongful death after a patient became unresponsive in the ER lobby and died after allegedly waiting over 4 hours for medical attention.
As many of you are aware, we recently organized strike education meetings at the Colby, Pacific, and Pavilion campuses on September 11 and 13. A significant majority of our fellow nurses have pledged their support for a potential strike if it becomes necessary. While striking is our last resort, it is crucial that we prepare ourselves for all possible scenarios.
PRMCE has demonstrated a willingness to engage in unfair labor practices, such as bargaining in bad faith. These practices only serve to hinder our progress in reaching a fair and just contract agreement. We need a contract that holds PRMCE accountable and provides clear guidelines on staffing, as the current situation is negatively affecting both our staffing levels and, ultimately, our patients' well-being.
On September 20, we will return to the bargaining table, hopeful that PRMCE will accept the tentative agreements from our expedited bargaining efforts. The following day, September 21, we are hosting a Community Townhall at 5pm at the Everett Labor Temple. At this event, we will update community members and fellow union members on our ongoing negotiations and the pressing staffing issues we face. Sharing our stories and building solidarity with others is essential to our fight for a fair contract.
We are also making strides in spreading awareness and garnering support. Yard signs will be distributed throughout the community and the state, and we are pleased to report that other Providence hospitals, like St. Peter Hospital (Olympia) and Sacred Heart (Spokane), are joining us!
To be part of our collective effort, you can get involved by distributing signs in your neighborhood. Please reach out to Anthony Cantu at (206) 436-6566 if you would like yard signs. Nurses have also written op-ed pieces in the Everett Herald! If you would like to write an op-ed and educate the community about our fight, please contact Anthony Cantu.
https://www.heraldnet.com/opinion/providence-everett-is-ignoring-nurse-staffing-crisis/
Our upcoming bargaining sessions will take place on September 26 and October 10 and 11. We eagerly anticipate PRMCE's response to our proposal.
For those of you who are passionate about making a difference and want to be at the forefront of positive change, we invite you to consider becoming a strike captain.Your involvement could have a lasting impact on our profession and the quality of care we provide. You can sign up for this role by visiting our strike pledge page: https://www.mobilize.us/ufcw3000/event/576988/. Also, mark your calendars for our upcoming strike captain meeting on September 19 at 8 pm via Zoom: https://www.mobilize.us/ufcw3000/event/575629/.
Our determination remains unwavering. Remember, it's our unity that will lead us to victory. Let's maintain our momentum, support one another, and ensure our voices are heard. Together, we are an unstoppable force for change!
PRMCE RN Bargaining Team: Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Bynum, Kristen Crowder
Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! (jotform.com)
Also encourage your coworkers to update their information: https://ufcw3000.org/update-your-information
On August 6 we handed out over 200 leaflets to the community at the Everett Farmers' Market! Community members we spoke to at the Farmers' Market were extremely supportive of our fight for better staffing at Providence Everett. Many people shared stories with us about long waits in the emergency room and Providence’s predatory medical billing practices. From our conversations, the community wants PRMCE to increase nurse staffing and to decrease medical costs.
When we first began bargaining, we proposed that PRMCE make charity care more accessible for our patients and PRMCE rejected our proposal. Although in expedited negotiations we cannot revisit this topic since it is off the table, we can propose this concept if we move to “incremental” negotiations.
Incremental bargaining means that we would reset negotiations and would be able to make new proposals or repropose language from our expedited negotiations. While this may delay reaching a tentative agreement by October 2023, this might be our only option going forward given PRMCE’s unwillingness to agree to our economic and staffing proposals.
We have a tentative negotiation date of August 28. We are currently waiting for the PRMCE management to confirm the date.
Regardless of expedited or incremental negotiations we will continue holding actions and preparing to strike to show PRMCE we are serious about our proposals. On August 22 at 8pm via Zoom we will be holding a strike captain training, please join us if you are willing to be a leader in your unit/department.
Show PRMCE that we are serious about our proposals and are willing to strike!If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! (jotform.com)
Also encourage your coworkers to update their information: https://ufcw3000.org/update-your-information
Our Union PRMCE RN Bargaining Team: Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder
As you can see below PRMCE’s proposal keeps RNs wage rates behind Overlake through August 2024 and Swedish Edmonds through February 2025. Overlake and Swedish Edmonds will renegotiate their wages in 2024 and 2025 meaning the PRMCE RNs will be even more behind these two hospitals in 2024, 2025, and 2026
On August 1, we had our ninth bargaining session since April 2023. Our Union Bargaining Team made a proposal which would ensure that PRMCE no longer lags behind other hospitals, like Swedish-Edmonds, and Overlake. The proposal also establishes a way to contractually enforce the new hospital Safe Staffing law that protects our patients and community.
We are disappointed that Providence does not see the value in our proposals and continues to reject our staffing language and wage proposals.
We are working with a federal mediator to secure more bargaining dates. We are still interested in bargaining in good faith, whether that is continuing with expedited bargaining or commencing incremental bargaining.
The most important thing we can do now is stand united and spread the word to the community and patients. Please join us at one of the actions below:
September 21 Community Townhall
@ Everett Labor Temple 5pm-6pm - 2810 Lombard Ave. Everett
Late August to September: Strike educational meetings for nurses
August 27 Community Outreach @ Everett Farmers Market: 10:30am-12pm (meet at the corner of Pacific and Wetmore)
August 17 AquaSox Union Solidarity Night Leaflet:
6pm-7pm (free tickets will be available to the game after the action, please RSVP with Anthony Cantu 206-436-6566)
August 16 Community Townhall @ Everett Labor Temple:
5-6pm - 2810 Lombard Ave Everett
August 6 Community Outreach @ Everett Farmers Market:
10:30am to 12pm (meet at the corner of Pacific and Wetmore)
If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! >>
As you can see below PRMCE’s proposal keeps RNs wage rates behind Overlake through August 2024 and Swedish Edmonds through February 2025. Overlake and Swedish Edmonds will renegotiate their wages in 2024 and 2025 meaning the PRMCE RNs will be even more behind these two hospitals in 2024, 2025, and 2026
Jim O’Brien
Union contracts often have provisions for overtime above what the law requires and additional premium pay for being assigned extra responsibilities and job duties. Unfortunately, employers don’t always pay what was agreed to in the Union contract, so it’s up to rank-and-file union workers and stewards to enforce the contract and hold the employer accountable.
Jim O’Brien works at the Pacific Campus for Providence Regional Medical Center in Everett. Recently Jim and other nurses have been assigned up to 5 nursing students to train (in nursing it is known as “clincal precepting” and nurse trainers are known as “preceptors”) while still carrying full patient loads. Jim and his fellow nurses had concerns about caring for patients while training 5 nursing students at the same time, and while reviewing the RN contract for Providence Everett he discovered that there was a premium clinical precepting that the Employer was not paying.
Jim and his union rep contacted his manager to request the premium for all the nurses in Jim’s unit. Management quickly agreed to pay the premium going forward and is conducting an audit with the Union to make all the nurses whole for the missed pay.
Way to go Jim! When everyone makes sure to enforce our union contract, we all benefit.
This #WorkerWednesday, we want to especially recognize three amazing UFCW 3000 members at Providence Regional Medical Center in Everett, WA.
Heidi, Kristen, and Trevor are all nurses who work at PRMCE. As frontline healthcare workers, they have seen first-hand the impacts of the staffing crisis on their work. Because of their dedication to providing the best possible care to their patients and their community, these amazing worker-leaders have been stepping up to advocate for safe staffing!
Outside of the workplace, Kristen, Trevor, and Heidi have helped raise community awareness on the staffing crisis by appearing in the local papers & media. They’ve also organized coworkers & fellow union members to testify at city council meetings, sharing the perspective of essential workers with lawmakers.
Trevor, Heidi, Kristen…thank you for the work that you do to advocate for your coworkers while working hard to keep your patients and our communities safe & healthy!
Gina Noel, RN at Providence Regional Medical Center and proud UFCW 3000 member
Another week, another #MemberMonday! Today’s spotlight is on Gina Noel, who is a staff RN at Providence Regional Medical Center in Everett, WA.
Gina is an active leader in her workplace and has been ever since she became a UFCW 3000 member. Gina has participated in multiple Union actions, attended leader trainings, and even joined her fellow members in advocating for safe staffing legislation. She shared her story and the story of her coworkers with lawmakers, helping them better understand the realities of the healthcare staffing crisis and the challenges essential healthcare workers face day in and day out.
Gina recently joined her home floor's staffing committee and is a voice for her unit. While doing this work, Gina identified multiple floors that had no members present to speak on behalf of their particular units. Using social media, Gina and her coworkers organized Zoom meetings to recruit fellow nurses into their med tele & surge staffing committees, resulting in the most RN participation on this committee in years!
Gina — by encouraging your coworkers to get involved in advocating for the changes they need in their own workplaces, you have truly become a role model for leadership and initiative. Thank you for all that you do!
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
On March 11 and 12, the Nurses at Providence Everett and the Technical Workers at Providence St. Peter’s overwhelmingly voted to reject Providence’s latest proposal! While Providence Everett RNs are fighting for improvements to an existing contract, Providence St. Peter’s is fighting for a first contract for the Technical unit.
Providence is proposing to retire the EIB program, reduce PTO for more senior employees, and offering below market wage increases at both bargaining tables. We have notified Providence that both units are not interested in their latest proposal. Providence Centralia is also bargaining a first contract for the Service and Technical units and will be prepared to vote down if they receive the same proposals.
Back in 2019, the Providence units all stood together and fought to keep their EIB/PTO by taking workplace actions together and a strike authorization vote across the state. It is clear to our four bargaining teams that we need to take UNITED action once again!
We will be bargaining with Providence St. Peter’s on March 19 and April 6 and will be going to mediation with Providence Everett on April 12 and April 16.
Please join one of our meetings to find out more and hear about our next steps. Contact your Bargaining Team or Union Rep, Anthony Cantu (PRMCE) and Erin McCoy (PSPH), for call-in details. Details will also be emailed out.
PSPH Techs
Contract Action Team Meeting
March 22 @ 6:30 PM
Picket Captain Training
April 7 @ 6:30 PM
Picket Captain Training
April 28 @ 6:30 PM
PRMCE RNs
Picket Captain Training
April 6 and April 13 @ 8 PM
Members of our union have been providing quality care to COVID-19 patients since the first case arrived in Washington. We are asking our fellow union members to stay strong, asking the public to support public health guidelines like staying home, and asking our employers and the government for safety and support. Here are a few of our stories.
Stories collected by UFCW 21 member Wil Peterson
Kimball Conlon, a registered nurse in Providence Regional Medical Center-Everett's Emergency Department, was literally a first responder when the country's first coronavirus case was identified in Washington. As part of the Biological Evaluation Safety Team that faced a mysterious, rapidly unfolding crisis in January, she quickly learned the importance of remaining cool under unimaginable pressure.
Her primary goal is ensuring that she protects her patients and colleagues. "If we remember our training, we’ll get through this," she said. "I will do everything I can to prevent the spread of transmission.”
Union intervention, she added, has been a valuable resource. "The Union is sort of being the vigilant ones for the membership – making sure that hospitals and grocery stores are doing everything they need to do to protect workers," Kimball said. "They've been good at disseminating information and expressing support for members."
"I know that people are frustrated by what they see as a lack of support from the hospital," Kimball said of hospital employers. "But they can only do what they can do with the information that's given from our government." Fortunately, she said, the Centers for Disease Control is helping matters by releasing new details about the coronavirus. This information, which repeatedly recommends precautionary measures, provides guidelines that Kimball strongly endorses.
"I think that if people who feel sick can stay home, stay home. Use good hand sanitation," Kimball said. "Don’t add to confusion by spreading misinformation. I think we need to rely on what we know."
Despite current fears and concerns generated by the pandemic, Kimball remains cautiously optimistic about lessons that can be learned for dealing with future crises. "We need to allow ourselves grace, and the powers that be grace," she said. "Let's try to get through this, and then say, 'What can we do better?'"
Dealing with the coronavirus is a new experience for UFCW 21 member Jacob Kostecka, too, a registered nurse at Providence St. Peter Hospital in Olympia. He said his county – Thurston – reported its first case earlier this week. “There is no treatment for this, other than supportive care. So if people come in, all we can do is our best. In some ways, we just have to accept that it’s here and live our lives.”
But prior to the first case, social panic was already evident at the hospital. Masks and toilet paper are in short supply, he said, in some cases because of theft. Remaining items are now locked up. “It’s devastating to us because we’re in desperate need of them. It’s a challenge for care providers to get what we need,” Jacob said. “The shortage will only get worse as the pandemic continues.” Further complicating matters, Jacob added, is receiving confusing and conflicting information from the Federal Government about how best to deal with the pandemic.
Another challenge is trying to provide quality care while dealing with inadequate staffing, said Jacob, who compared the crisis to a slow-moving train wreck. “We’re all gonna get hit. This is not going away.”
Jacob said he believes the Union’s role is to push for meetings with Gov. Jay Inslee and to ask Providence to cover any healthcare insurance and pay shortages of healthcare workers who lose wages because of the crisis. “The Union and the administration need to work cooperatively together for the best possible outcome for our staff and our patients,” he said. “And I believe we can do that.”
As a registered nurse who works in Interventional Radiology Services at Providence Regional Medical Center-Everett, Matthew Skews has limited contact with patients. But he’s well aware of the challenges faced by other nurses in higher-volume areas during the coronavirus pandemic.
Staffing is an issue, Matthew said, which is increasing as the nurse-patient ratio escalates. “One thing we, as professionals, can do is care for patients under any circumstances – that’s just what we do. But don’t make us do it short-staffed,” said Matthew, who referenced state legislation designed to protect nurses from experiencing fatigue. “That’s where we need the help.” Masks, gloves and other supplies necessary to help protect nurses and patient also are in short supply, he added. "We’re not sure if what’s there is enough."
The cumulative effect of these shortages creates both frustration and exhaustion for Matthew. “Frequently we’re finding ourselves trying to keep up and catch up with what’s happening,” he said.
Linda Filippi has worked as an RN for the last 9 years and for many years as a CNA before that. She knew Prov Everett when, in her words, it came a lot closer to living up to its mission.
Read MoreWe 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.
