The practice of “rounding” an employee’s timecard is being eliminated, and instead CHI Franciscan are converting their timekeeping systems to an “actual timekeeping” calculation- where employees are paid to-the-minute, rather than having the daily totals of their hours-worked rounded up or down to the nearest quarter-hour, respectively.
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St. Anne Hospital (Pro-Tech) Vote Notice
Contract Vote Scheduled!
On Friday, October 20, our Union Bargaining Team reached a tentative agreement with Management at St. Anne’s Hospital for our successor contract! Highlights of our historic tentative agreement include:
Wage Scales: For classifications with a 26-year wage scale, all "ghost steps" (years with a 0% increase) will be eliminated, and the scales will be shortened to 20 years. This means that most members will reach the top wage six years earlier as compared to our current scales.
Wage Increases: We secured some of the most substantial wage increases in recent memory, resulting in highly competitive wages that will help recruitment and retention at St. Anne’s. Exact wage increases vary by classification and wage step, so we urge you to attend the upcoming vote to learn the raise applicable to you should the contract be ratified.
Standby Pay: We've won a standard standby pay rate of $4.75 per hour (up from $4.00)! We’ve also made improvements to our excessive standby rate.
Holiday Callback Pay: Members who are called back to work while on standby during a holiday will receive double-time!
Ratification Bonus: Upon successful ratification of the contract, members will be entitled to a prorated ratification bonus of $1,250, calculated based on Full-Time Equivalent (FTE), with 0.9 FTE considered full-time for bonus purposes.
And that's just the beginning! There are many other improvements that will be shared with members during the vote.
Please mark your calendars for November 2, which is when we’ll conduct an in-person vote at the hospital to ratify our tentative agreement. Our Union Bargaining Team will be present to provide detailed explanations of the agreement's particulars, including your new wage structure. Your voice matters, and your participation in this vote is essential to shaping the future at St. Anne Hospital!
St. Anne Hospital Bargaining Team: Linda M Sanders, Carlos M Camacho Armas, Michelle A Grennan
Just moments ago, our Union Bargaining Team reached a tentative agreement with Management at St. Anne’s Hospital for our successor pro-tech contract! Our agreement includes the highest wages increases in recent memory along with several other contractual improvements.
We are now in the process of making preparations for the upcoming vote but wanted to share the good news before the weekend. We will provide more details about both the voting process and the tentative agreement early next week so stay tuned!
St. Anne: https://ufcw3000.org/find-your-contract/2015/2/11/highline-medical-center-contract
St. Joseph (Pharmacy): https://ufcw3000.org/find-your-contract/2015/2/11/st-joseph-hospital-contract
St. Joseph (Technical): https://ufcw3000.org/find-your-contract/2021/6/7/conifer-st-joseph-medical-center
St. Michael (Nurses): https://ufcw3000.org/find-your-contract/2015/2/11/harrison-medical-center-rn-contract
St. Michael (ProTech): https://ufcw3000.org/find-your-contract/2015/2/11/harrison-medical-center-pro-tech-contract
St. Michael (Service/Dietary): https://ufcw3000.org/find-your-contract/2015/2/11/harrison-medical-center-service-dietary-contract
Virtual Health: https://ufcw3000.org/find-your-contract/2018/12/13/virtual-health-contract
In October and November 2022, Virginia Mason Franciscan Health (VMFH) experienced a cyberattack and as a result shutdown Kronos (timekeeping software). To ensure that employees were paid on time, VMFH estimated the amount of pay based on employees’ FTE and estimated employee’s premium payments based on the amount of premium payments on the October 7, 2022 paycheck.
On the November 4, 2022 paycheck, VMFH paid every affected employee the total of regular hours and premium pay earned for both the October 2-15, 2022 pay period and the October 16-29, 2022 pay period. Given this, many employees were overpaid and VMFH sought repayment from employees.
Although VMFH can recoup the overpayment, they needed to negotiate with our union prior to implementing a repayment plan. Since they didn’t do so our union filed an unfair labor practice with the National Labor Relations Board (NLRB) and grievances for all bargaining units. Additionally, a demand to bargain over the repayment process.
After months, we were able to settle the matter. Employees who were overpaid less than $2000 will repay the amount in four equal installments and employees who were overpaid more than $2000 will repay the amount in six equal installments. If you do not agree with the amount due, you can submit a written notice within ten business days of receiving the “repayment request” from VMFH. This request was sent on or around September 8 to your work email.
If you have need help navigating through the process, please feel free to reach out to our union representative or the Member Resource Center (866) 210-3000.
“There have been bumps along the road, but today’s session was the most productive yet. We hope the positive momentum continues!” —Bargaining Team: Carlos Camacho, Linda Sanders, Michelle Grennan
Our Union Bargaining Team met with Management again on August 16 to continue negotiations for our successor contract. At this bargaining session our team passed across everything except our wage proposal, giving the Employer a lot to consider before we meet again on September 6. Our proposals included the following issues:
Wage Premiums & Differential
Recognition for Past Experience
Equal Opportunity / Equity
Harassment / Discrimination
Union Access to Premises
New Hire Orientation
Preceptor
Layoff / Recall
Low Census
Holiday Callback Pay
Grievance Procedure
Incentive Pay
Bereavement Leave
And more!
As we gear up to present our initial wage proposal, our team has been analyzing market data to ensure we create a competitive edge against neighboring facilities, including Harborview and Swedish Medical Centers. Though in past discussions the Employer has dismissed these facilities as unequal due to their larger scale, it remains a fact that some of our colleagues have moved to these neighboring facilities, located just a stone's throw away, for better compensation packages.
However, the positive nature of the conversations with the Employer thus far leads us to be cautiously optimistic that this momentum will continue. We meet again with the Employer on September 6 and 27.
On July 18 and July 26, our Union Bargaining Team met with the Employer’s team. We submitted proposals that would increase Union Representatives’ access to employees at the worksite. Increasing access to Union representation allows us to have our issues addressed right at the worksite. We also proposed increasing the timeline to submit a grievance. Increasing the timeline to file grievances gives us adequate time to investigate issues and file solid grievance in a timely manner.
We proposed language to protect Seniority during layoffs and low census for bargaining unit members. We also submitted language to prevent travelers from preempting students and new hires.
Management has yet to respond to our proposals. We expect to see progress on the Management side at our next bargaining session on August 6, 2023.
Join our next Membership meeting and learn about becoming more involved in bargaining as a Contract Action Team Member. Our next Membership Meeting will be August 9, 2023 at 6:00pm at the UFCW Des Moines office, 23040 Pacific Hwy S. Suite 101, Des Moines, WA
If you have questions or need assistance contact Union Representative Jack Crow at 206-436-6614
We are pleased to announce that members across CHI overwhelmingly voted to approve the proposed amendments to their contracts, which included earlier raises for all members along with a number of additional market increases! The approved wage increases will become effective on February 6, 2022.
These changes will affect the following units:
St. Anne Hospital (Pro-Tech)
St. Joseph Medical Center (Pro-Tech)
St. Michael Medical Center (Pro-Tech)
St. Michael Medical Center (Service & Dietary)
Keep in mind that these changes are considered a mid-cycle amendment, meaning that we are still scheduled to start contract negotiations early next year. Stay tuned for more information as your contract nears its expiration.
We are pleased to announce that, given today’s hyper-competitive labor market, we’ve come to an agreement with your employer to implement our 2022 wage increase months ahead of schedule along with some additional wage adjustments for select classifications that have fallen behind market.
These changes will affect the following units:
St. Anne Hospital (Pro-Tech)
St. Joseph Medical Center (Pro-Tech)
St. Michael Medical Center (Pro-Tech)
St. Michael Medical Center (Service & Dietary)
While we are not scheduled to begin contract negotiations for these units until next year, immediate action on wages was deemed necessary in order to retain and recruit staff.
However, the proposed wage increases must first be approved by a vote of membership before they can be implemented. We will be voting online via “SimplyVoting” on Thursday, January 20 from 6:00AM to 8:00PM. You will be receiving an email from UFCW 21 via “SimplyVoting” with your unique login information, along with all the details about the proposed changes to your contract.
In order to vote, everyone needs to make sure their personal email is up to date in our records. If you did not receive this announcement via email, please visit ufcw21.org/update-your-information and update your information. If you do not receive an email to vote on Thursday, January 20, then please reach out to your Union Representative no later than 5PM on the day of the vote to provide an updated email address.
Have Questions?
There will be virtual meetings the day prior to the vote to explain the proposed changes and answer questions. You can also reach out to your Union Representative to learn more about the proposed wage increases.
St. Joseph Medical Center
Wednesday, January 19
5PM – 6PM
St. Michael Medical Center
Wednesday, January 19
6PM – 7PM
St. Anne Hospital
Wednesday, January 19
7PM – 8PM
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
We are excited to announce that members at St. Anne Hospital overwhelmingly voted to approve the new Pro-Tech contract! Our new contract includes historic wage increases, new steps added to the wage scale, increased standby and weekend premiums, stronger safety committee language and more.
Members should expect to notice the wage increase and ratification bonus within the next two pay periods. If you have any questions, please reach out to Union Representative Ates Serifsoy at (206) 436-6569.
We are pleased to announce that your Bargaining Team finally reached an agreement with St. Anne Hospital. The tentative agreement includes:
Historic wage increases and ratification bonus for ALL members,
Increased standby and weekend premiums,
Two additional steps added to the wage scale,
Stronger Safety Committee language,
Improved language regarding schedule posting, recognition of past-experience, report pay, certification pay and more!
Now it’s time to vote to approve your new contract! Due to the current health crisis we will be conducting the ratification vote through mail-in ballots. We will be sending out a vote packet with your ballot and details about the proposed changes to the mailing address we have on file. Please reach out to your Union Representative if you do not receive your vote packet by October 21.
We will be holding contract vote meetings to explain the tentative agreement via Zoom on Monday, October 26 from 8AM – 9AM, 12PM – 1PM, and 5PM – 6PM. Instructions to join will be included in your vote packet.
“We were surprised by the remarkable progress made today.”
OUR BARGAINING TEAM: Michelle Grennan, Kimberly Matson, and Miroslava Dashkel.
We would like to thank everyone who attended last week’s Contract Action Team (CAT) meeting! At this meeting we discussed how negotiations have progressed slower than expected because of how unprepared the Employer has been and their unwillingness to move on most issues. As a group we worked on an action plan to pressure Management to take contract negotiations seriously and work with us towards a fair agreement.
Then your Bargaining Team returned to negotiations the next day and were shocked by a sudden change in Management’s attitude. The Employer seemed to have come to the table looking to come to a deal soon, which was a drastic change from what we’ve experienced throughout this bargain.
In fact, we made remarkable progress at this session as we moved much closer, and even won some tentative agreements, on outstanding issues including wage increases and premium pay. We are significantly closer to a deal!
Your Bargaining Team will meet again with the Employer on September 30. We are cautiously optimistic about our next meeting and are prepared to follow through with the action plan discussed at last weeks CAT meeting if Management returns to their old pattern of delay.
Your Bargaining Team met with Management again on September 1. While we were able to make additional progress on wages, the Employer has displayed little interest in our other proposals that address issues such as pandemic safety, certification pay, and more.
The outbreak at St. Michael (Harrison) Medical Center in Bremerton was an outrageous affirmation of our warnings that CHI Franciscan isn’t doing enough to protect workers and community. We understand that the same issues that led to the outbreak in Bremerton are not unique and, if nothing is done to fix the problems here, another outbreak could easily happen at St. Anne Hospital. We have demanded enhanced safety language in our contract that would ensure workers voices are heard throughout this crisis, unfortunately, Management has rejected the proposed safety changes. We are severely disappointed, but not surprised, that CHI Franciscan cares more about economics than the health and safety of their community.
Furthermore, we have made a certification pay proposal that would create a clearly defined list of certifications that would qualify for the premium. We’ve heard from members that it has been difficult to qualify for certification pay because our contract gives Management too much authority to decide who deserves the premium. This proposal, which the Employer has rejected, would take that power away from Management and finally establish clarity and equality around certification pay.
Your Bargaining Team will resume negotiations with the Employer on September 16 & 25.
“Safety before profits! CHI needs to do more to protect their employees and the community.”
OUR BARGAINING TEAM: Michelle Grennan, Kimberly Matson, and Miroslava Dashkel.
“We are very disappointed with the lack of movement from the Employer.”
OUR BARGAINING TEAM: Michelle Grennan, Kimberly Matson, and Miroslava Dashkel.
Your Bargaining Team met with Management again on August 5 and 10. Unfortunately, very little progress was made towards an agreement.
Management has begun to drag their feet as they refuse to make any meaningful movement on outstanding issues. They have outright rejected many of our proposals such as reimbursements for maintaining licensure, a clearly defined process for receiving certification pay, and a new COVID-19 hazard premium.
Furthermore, they haven’t moved much on their original economic package that, while generous to some, includes wage DECREASES for others. When confronted about the wage reductions for some members Management claims it was never their intention, however, they continue to include it in their economic proposals!
We will have no choice but to take action if the Employer continues this behavior when we return to negotiations on September 1.
“We are working together to fight for a fair contract that benefits both our members and the community.”
Our Bargaining Team
Your Bargaining Team met with Management for the first time on June 10. After reviewing your bargaining surveys, looking at opportunities for contract improvements, and discussing the hazards we face with COVID-19, the team submitted our first proposal to Management.
Our initial proposal included a stronger safety committee, new mandatory overtime language, fair overtime for ALL members, reimbursements for license/certification renewal, and successorship language that would protect our contract through future mergers or acquisitions.
The team is currently working on an economic proposal, which will include market competitive increases, that we hope to present within the next few bargaining sessions. We return to the bargaining table next Wednesday, June 17.
COVID-19 Information: Keep your family, workplace, and community safe. Find coronavirus updates and resources on our website
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