After months of difficult negotiations, a powerful informational picket, and an overwhelming strike authorization vote, our Union Bargaining Team fought late into the night on October 8 and reached a tentative agreement on a new contract!
The Nominations are in, now it’s time to vote for who will represent you and your coworkers from Ballard, Central District, and Issaquah PCCs on the newly formed PCC Labor Management Advisory Committee (LMAC). Secure online voting will take place Wednesday, October 21 from 8am to 8pm. Every PCC store elects one LMAC representative, you may only vote on a nominee from your own store.
Following a series of highly attended vote meetings on Monday, October 5, union technical workers at St. Joseph Medical Center voted nearly unanimously to:
Reject CommonSpirit’s subpar contract offer
Authorize a STRIKE
“We set the stage and gave our comprehensive proposal letting the employer know that our priorities are to win wages that we deserve, improve our transportation benefits, win immigration protection language as well as ensuring the safety of our co-workers. We are eager to see what BDA’s response is on the 21. ” -Kota Owens, Bargaining Team Member
For the first time in history, on Tuesday, Sept 29, grocery store workers from across Washington State and North Idaho met at the same table to plan for our upcoming bargaining session with Kroger and Albertsons.
Our team met with the employer again today to continue bargaining. We have finally started discussing economics, focusing on health care and wages, which we know are our members’ top priorities. We've seen very little movement from the employer and know we need to start escalating.
Correcting the Record: Decades after Organizing Her Own Unit, Leslie Ball Is Still Fighting for Her Coworkers
Leslie Ball, a certified surgical technologist at St. Joseph Medical Center in Tacoma and a longtime UFCW 3000 Union Steward, has spent decades standing up for herself and her coworkers.
Her fight for better working conditions began in the late 1990s, when she received a 30-cent wage increase, which ended up only being a five-cent raise after her employer reduced her shift differential by a quarter. With years of experience and a deep understanding of the value surgical techs bring to the table, she knew a nickel wasn’t going to cut it. So she and a coworker, Gail Miller, started organizing their colleagues at St. Joe's despite warnings that previous organizing efforts had failed.
Within a year, they helped Radiology, Respiratory Therapy, Pharmacy, Physical Therapy, and other departments form the hospital’s first Technical Unit, which ratified its first contract in 1999.
Please lookout for a vote notice once we can confirm when the ratification vote will take place. Members will all have a chance to review the vote documents and ask questions, we will also hold a meeting to discuss this historic TA very soon. Also, please thank your Bargaining Team! They worked very hard.
We’re getting ready to head to the bargaining table, and we want to hear from you!
Join our Union Bargaining Team for a Bargaining Kick-Off Meeting to talk about the upcoming negotiations, review bargaining priorities, discuss the bargaining process, and answer questions.
This is your opportunity to get involved, share what matters most to you, and help shape our priorities as we prepare for bargaining.
Meeting ID: 821 3753 7914 Passcode: 251390
Get Involved!
Strong contracts are built when members stay informed and involved. Join us as we kick off bargaining and make sure Jefferson County members’ voices are heard at the table.
We look forward to seeing you and hearing from you!
Our Union Bargaining Team has reached a Tentative Agreement with Olympic Medical Center and is recommending a YES vote!
After ten sessions across six months of negotiations, our union Bargaining Team reached the difficult but necessary decision to call for a strike authorization vote.
We’ve come to management with contract language addressing our positions being overstaffed by agency & traveler employees. Management have come to us rejecting this proposal.
Our Bargaining Team is thrilled to announce that on September 22, 2026, an overwhelming majority of our members voted YES and approved the contract! We now have a ratified contract!
Our Union Bargaining Team has been working for several months on an agreement to transition Audiology Assistants and Pathologist Assistants into the existing UFCW 3000 Kaiser Permanente Pro Tech Optical Contract and we have reached a tentative agreement. The Bargaining Team fully recommends this agreement.
SEATTLE – Today the Seattle City Council passed Mayor Katie Wilson’s Fair Pricing and Transparency ordinance with no corporate amendments that open the door to algorithmic pricing or weaken enforcement, making Seattle home to the strongest ban on surveillance pricing in the country.
The employer joined us for two bargaining sessions on September 17 and 18. They have hired a new legal counsel who seemingly is trying to set a different, more collaborative tone with our union. We reached Tentative Agreements on several topics, including an Artificial Intelligence Memorandum of Understanding and an Inclusion Memorandum of Understanding to help protect some of our members who are part of marginalized communities.
Join your Bargaining Team and coworkers for an update on the current bargaining campaigns on Tuesday, Sept 22, 5:30-6:30pm. We will give updates on the St. Michael and St. Joseph bargaining and how we can build power together. Please show your support for your bargaining teams by wearing your union swag with pride every day, but especially today, September 18, for our next bargaining session.
Any questions can be addressed to Charlie King at 360-409-0606 or a Bargaining Team Member.
On Tuesday, September 1, UFCW 3000 Service & Dietary members at St. Michael Medical Center voted UNANIMOUSLY to ratify our new three-year collective bargaining agreement!
Read More
Bargaining Team: Susan Mayer, Cook; Pamela Reese, EVS.
On July 21, our Union Bargaining Team met with the Employer and received its response to our latest economic proposal. While the Employer’s offer was disappointing, the session still resulted in meaningful progress.
After reviewing the Employer’s proposal, our team returned to work and finalized a major health care proposal that we have been developing behind the scenes for weeks. If accepted by the Employer, this proposal would significantly reduce what workers pay for health insurance while also substantially lowering deductibles and other out-of-pocket costs.
The proposal would provide Service and Dietary workers with the same health insurance plan currently available to the Pro-Tech unit, the Sound Health & Wellness Trust, creating long-overdue parity between the two bargaining units.
The comparison below shows the potential savings under the proposed Sound Health & Wellness Trust.
| Healthcare Cost Comparison | Biweekly Employee Premiums (each paycheck) | Deductible | Out-of-Pocket Maximums | ||||||
|---|---|---|---|---|---|---|---|---|---|
| Employee Only | Employee + Child(ren) | Employee + Spouse | Family Plan | Individual | Family | Individual | Family | ||
| Sound Health & Wellness Trust | Kaiser HMO | $18.00 | $26.00 | $38.00 | $46.00 | $750 | $1,500 | $2,750 | $5,500 |
| Premera PPO | $22.00 | $34.00 | $46.00 | $50.00 | $750 | $1,500 | $2,750 | $5,500 | |
| Employer's Current Medical Plan Options | Integrated Core | $68.02 | $192.26 | $161.32 | $277.59 | $1,500 | $3,000 | $6,000 | $12,000 |
| Integrated Basic | $20.00 | $139.39 | $114.84 | $196.77 | $2,500 | $5,000 | $6,600 | $13,200 | |
| Integrated HDHP | $0.00 | $85.53 | $72.40 | $126.62 | $3,400 | $6,800 | $6,450 | $12,900 | |
| Sound Health & Wellness Trust premiums include medical, dental, and vision coverage and are the same for all eligible workers, regardless of hours worked. The Employer rates shown are full-time medical premiums only; dental and vision coverage cost extra. Part-time employees pay higher premiums under the Employer’s plans than the rates listed above. | |||||||||
Sound Health & Wellness Trust premiums include medical, dental, and vision coverage and are the same for all eligible workers, regardless of hours worked. The Employer rates shown are full-time medical premiums only; dental and vision coverage cost extra. Part-time employees pay higher premiums under the Employer’s plans than the rates listed above.
Furthermore, the Sound Health & Wellness Trust only requires 60 hours in a month to qualify for employee-only coverage or 80 hours in a month to qualify for dependent coverage. The plan costs the same for all workers, regardless of whether they are full-time or part-time.
Combined with market-based wage increases and improvements to shift, weekend, and other premiums, these health care changes would go a long way toward addressing the hospital’s ongoing recruitment and retention problems.
We left the meeting encouraged by management’s initial response to the proposal. While the Employer has not yet agreed to these changes, management expressed a willingness to continue the conversation. Our Bargaining Team is excited to keep pushing toward what could be a truly historic improvement for workers covered by this contract.
August 5
We look forward to receiving the Employer’s response to our proposed health care changes.
“I feel that this day is going to go down in history.”
— Susan Mayer
Friday, June 26
We met with the Employer again on Friday, June 26, to continue negotiations toward a new contract. This came one day after our Pro-Tech Union siblings had an unproductive bargaining session of their own, which they described as a “big waste of time.”
Unfortunately, our bargaining session was not much different.
While the parties exchanged several proposals throughout the day, very little progress was made, especially on economics. The Employer’s current wage proposal for all workers is:
2.25% in year one
2.25% in year two
2.00% in year three
What makes this especially frustrating is that the Employer has continued to ignore many of our key economic proposals, including proposals to improve premiums such as shift differential, lead pay, and weekend premium. Our Union Bargaining Team took the time to carefully develop these proposals because they directly impact members’ lives and reflect the real challenges workers are facing. Having those priorities dismissed or left unanswered is unacceptable.
The day ended early because several members of management’s team needed to leave early. This has now happened during the last two bargaining sessions. Our Bargaining Team continues to come prepared and ready to bargain, but it is frustrating when management does not show the same urgency to reach a fair agreement.
Our technical UFCW 3000 Union siblings both here and at St. Joseph Medical Center, who have the same contract expiration date, also bargained this last week and experienced a similar lack of progress. Our Bargaining Team is working to coordinate with their team to discuss how we can work together to win fair contracts for all units, keep Virginia Mason Franciscan Health facilities competitive with the market, and set standards that will recruit and retain high-quality staff.
We encourage everyone to join our next virtual Contract Action Team (CAT) Meeting on July 9 at 4pm, where we will announce the next steps in this campaign.
July 9, 2026
4pm
Our Bargaining Team:
Vanessa Rosadino, Dietary Caterer
Christy Sammons, EVS Relief
Susan Meyer, Dietary Cook
Pam Reese, EVS Discharge
After many months of bargaining, we finally have a tentative agreement. We worked hard to get a contract that works for all! We won historic wage increases that can help recruit and retain qualified staff!
We also won:
New wage scales and job classifications
Filled in all ghost steps
Pay for call in advance of shift
Management will pay for certifications including food handler’s card!
Pandemic Language
And other great wins!
“We did it! We are DONE!!!”
— Pam Reese
“This is a historic contract. I have never seen such high percentages in my 20 years of working here! “
— Susan Meyer
“I am so happy for our new contract. We worked really hard and we got a successful contract and we encourage everyone to vote YES!”
— Vanessa Rosadino
“We worked really hard to get a contract that will help us recruit and retain new workers! “
— Christy Sammons
Please keep stay tune for more information about vote times so you can vote on your new contract!
If you have any questions, please reach out to your Bargaining Team.
Today members at St. Michael Medical Center ratified the proposed addition of a 12-hour schedule agreement for the new Dietary Unit Host position. This new memorandum of understanding (MOU) will only affect members classified as Dietary Unit Hosts and DOES NOT enable the medical center to utilize the 12-hour schedule with any other positions. Thank you to everyone who participated in the vote and made your voice heard!
If you have any questions please reach out to your Union Representative Ryan Degouveia at (360) 662-1989
We are happy to announce that the Harrison Medical Center Service & Dietary contract was ratified this afternoon by an overwhelming majority! We won substantial wage increases, new short-term personal leave, improved schedule posting language, as well as many other improvements.
We met with Management on May 19 and made progress on outstanding issues such as ensuring new hires receive adequate training, addressing harassment in the workplace, and reassurances that our contract will withstand any future mergers.
We remain apart on wages and are still fighting for wage increases that will both retain workers and attract new hires by having increases in every year of our contract. We are committed to fighting for a fair contract that invests in our future and ensures that wages at Harrison Medical Center are competitive with other employers in the region, that we have reliable costs for our healthcare and are treated with dignity and respect at work.
If you have any questions, please contact your Union Rep Ryan Degouveia @ 360-662-1989.
“We, the essential workers during the COVID-19 pandemic, deserve a fair contract with wage increases that invest in our future.”
Harrison Service & Dietary Bargaining Team
“Please join us for our first virtual Contract Action Team meeting next Tuesday May 19 @ 7:30pm!”
Harrison Medical Center Pro-Tech Bargaining Team
CHI Harrison Medical Center Service & Dietary + Pro-Tech Contract Action Team Meeting
Tuesday, May 19 - 7:30PM
RSVP to get call join info
PRO-TECH UPDATE
Your Bargaining Team met with Management again on May 5, 12, and 14. We have come to agreements with the employer to improve language regarding schedule posting, promotions, new hire orientation, and safety.
However, we are still fighting the employer to protect our Union healthcare, maintain successorship language that has protected our contract through recent mergers, create a member driven emergency preparedness team, and fair wage increases that keep Harrison Medical Center market competitive. Our next bargaining dates are June 5, 12, and 14.
If you have any questions, please contact your Union Rep Aimee Oien @ 360-662-1981.
BARGAINING TEAM: Judy Shoesmith, Kain Mcleod, Connie Baker, Rob Shauger, Don Szabo, Ona Burkett, Sonja Hammes
SERVICE & DIETARY UPDATE
Your Bargaining Team met with Management on May 8 and achieved improvements on schedule postings, new hire orientation, safety, and won a new short-term personal leave benefit.
However, we continue to fight Management to maintain successorship language that has protected our contract through recent mergers, ensure adequate training for new hires, job positing transparency, create a member driven emergency preparedness team, and fair wage increases that keep Harrison Medical Center market competitive. Our next bargaining date is May 19.
If you have any questions, please contact your Union Rep Ryan Degouveia @ 360-662-1989.
BARGAINING TEAM: Bobby Harris, Susan Mayer
PRO-TECH UPDATE
Your Bargaining Team met with Managament on April 23, 25, and 28. We are committed to fighting for a fair contract that maintains our Union healthcare and ensures our contract survives any future mergers or acquisitions.
We have also made proposals to address issues regarding scheduling time off, easier access to education and professional meetings, improved safety language, and market competitive wages that keep up with the rising cost of living. Our next bargaining date is May 5.
If you have any questions, please contact your Union Rep Aimee Oien @ 360-662-1981.
“Although we met virtually, we are standing together for a fair contract.”
Harrison Medical Center Pro-Tech Bargaining Team
Judy Shoesmith, Kain Mcleod, Connie Baker, Rob Shauger, Don Szabo, Ona Burkett, Sonja Hammes
SERVICE & DIETARY UPDATE
Your Bargaining Team met with Management on April 13, 20, and 27. We submitted our initial proposals that aim to strengthen language regarding scheduling, increased transparency of job postings, stronger safety committees, maintaining healthcare costs, and market competitive wages that keep up with the rising cost of living. Our next bargaining date is May 8.
If you have any questions, please contact your Union Rep Ryan Degouveia @ 360-662-1989.
“Our first couple of bargaining dates were productive and we are looking forward to getting a contract that we can all be proud of!”
Harrison Medical Center Service & Dietary Bargaining Team
Bobby Harris, Susan Mayer, Bill A Lieseke
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.
Correcting the Record: Decades after Organizing Her Own Unit, Leslie Ball Is Still Fighting for Her Coworkers
Leslie Ball, a certified surgical technologist at St. Joseph Medical Center in Tacoma and a longtime UFCW 3000 Union Steward, has spent decades standing up for herself and her coworkers.
Her fight for better working conditions began in the late 1990s, when she received a 30-cent wage increase, which ended up only being a five-cent raise after her employer reduced her shift differential by a quarter. With years of experience and a deep understanding of the value surgical techs bring to the table, she knew a nickel wasn’t going to cut it. So she and a coworker, Gail Miller, started organizing their colleagues at St. Joe's despite warnings that previous organizing efforts had failed.
Within a year, they helped Radiology, Respiratory Therapy, Pharmacy, Physical Therapy, and other departments form the hospital’s first Technical Unit, which ratified its first contract in 1999.
Jenny C., a transporter at Providence Sacred Heart Medical Center in Spokane, knows what it looks like when management hopes a problem will just go away.
Jenny has watched the facility's transport elevators malfunction for more than a year, filing report after report after each incident she witnessed. Supervisors did not appear to take these complaints seriously.
