This tentative agreement pioneers new staffing language, establishes first-ever staffing programs at our stores, secures strong wage increases, fully funds our healthcare plan with no benefit cuts, provides a pension we can count on, adds a major investment into our apprenticeship and training fund, and significantly boosts our bargaining power in the region and in the western U.S.
Read MoreOn June 12, we met with hospital management for our ninth bargaining session. At our last session, we presented proposals aimed at addressing the ongoing staffing crisis, including:
$5/hour staffing premium for nurses working below the staffing plan
$5/hour Charge RN premium for nurses carrying a patient load due to understaffing or working double charge assignments
Double-time pay for picking up vacant shifts after the schedule is posted
Incentives for vacant call shifts
Break relief RNs for all inpatient units—including the OR and Emergency Department
The hospital rejected every single one of these proposals.
When we asked management to explain why they turned down solutions designed by bedside nurses to fix a staffing crisis we live through every day, their response was insulting:
"You are asking for things that we do not think you need."
Let's be clear—hospital executives do not get to decide what nurses need to safely care for patients. Nurses do.
Our patients need more RNs and more support on the floors. The only way to get there is by recruiting and retaining nurses—not just offering flashy sign-on bonuses while ignoring the needs of the people already showing up every day.
Instead of investing in long-term staffing solutions, SMMC is choosing to underpay current staff and reject common-sense incentives. They're prioritizing temporary staff over the stability and experience that long-term nurses bring to the bedside.
SMMC must face the reality: you cannot fix staffing by ignoring the nurses doing the work.
We've made it clear: We need to be competitive—with St. Joseph's, with hospitals across Puget Sound, and even with Seattle, where many Kitsap nurses are now working for better pay and better conditions.
We're awaiting a response from management, and we hope they come back with a counterproposal that reflects what we know is needed—not what they think we can settle for.
Our next bargaining session is June 18.
June 25
8:30 AM - 6:00 PM
Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Meredith Francisco, Med Surg; Lindsey Gearllach, Obs; Tammy Olson, ICU
On Monday, June 9, and Tuesday, June 10, our union bargaining team representing the RNs at Providence Centralia officially kicked off 2025 contract negotiations with back-to-back sessions with management.
Read MoreOn Thursday, June 12, healthcare technical workers at Providence Centralia overwhelmingly ratified our new union contract following a series of highly attended vote meetings! After wrapping up negotiations in just five focused sessions with management, our bargaining team is proud of the work we accomplished at the table—and proud to share this win with all of you!
Finalizing the Contract: Our union and Providence will now work to finalize and sign the new agreement. Once complete, printed copies will be distributed throughout the hospital.
Access in the Meantime: Redlined versions of the full agreement—including updated contract language and new wages—will be uploaded to our union's website so everyone can check them out right away.
Wage Increases: Our new wages will go into effect at the start of the pay period following two pay periods from June 12; which means we should see the new rates take effect in mid-July, and increases will show up on our paychecks around the beginning of August.
Experience Audit:
Within forty-five (45) days from June 12, we will receive the experience review form from Providence—based on this timeline, we expect to see the audit form be available by July 27.
Once received, we have thirty (30) days to fill it out, by including all healthcare Tech experience!
Once the experience form is closed for new submissions, Providence will notify all of us our new proposed step placement within thirty (30) days thereafter!
If you have any questions about our new union contract, please reach out to our Union Rep Collin Greer @ 360-662-1982, or contact a member of our bargaining team!
Bargaining Team: Jennifer Frunz, Mammography Technologist; Jennifer Mullins, CT Technologist; Shauna Allen, Pharmacy Tech; Shea Carney, Respiratory Care Practitioner
On Tuesday, June 10 our negotiations were canceled by the Employer as they did not have time over the previous week to craft an economic counter proposal addressing wages, retirement, health insurance, and other benefits.
Read MoreProposed Change to Uniforms and Equipment-Non-Skid Shoe Reimbursement to a Captive Shoe Program. Cambio Propuesto al Artículo de Uniformes y Equipos – Reembolso de Zapatos Antideslizantes a un Programa de Zapatos Cautivos.
Read More
Let’s get together and talk about the ongoing issues at Kaiser Permanente. Get an update on Local and National bargaining and find out what we can do together to create real change for us all.
For additional information contact your Union Representative, Aisha Womack 206-436-6584 or KP Contract Specialist JJ Benson 425-306-1357
Contract Proposal Meeting Scheduled
Read MoreOn Thursday, June 5, our union bargaining team met with Providence to keep up our fight for better wages, safe staffing, real workplace safety measures, a retirement we can count on, and a strong healthcare plan.
Despite a relatively productive day of discussions on the non-economic sections of our contract, this meeting marked the second session in a row without responses from the employer on our core issues.
Furthermore, management's non-economic proposals still haven't properly addressed some of our key demands. For instance:
Their proposal on Charge Nurse staffing did not guarantee that our Charge Nurses would be free from a dedicated patient assignment so they can ensure quality patient care and unit safety—without being stretched dangerously thin
Their workplace safety proposals ignored our demands for emergency distress beacon towers in the parking lot and a weapon detection system in the Emergency Department
They continued to reject language guaranteeing free on-site parking for nurses at PSPH; which at this time is simply maintenance of current practice
They refuse to ensure release from work duties for union bargaining team members; essential for ensuring consistent & meaningful representation at the bargaining table
We remain committed to fighting for a contract that recognizes the skill, professionalism, and dedication of every nurse. However, given the serious and ongoing safety concerns facing both staff and patients, we are deeply concerned by Providence's refusal to engage meaningfully with these proposals. We feel that these solutions are not just reasonable—they are necessary.
Lastly, despite a productive day of discussions with Providence on the non-economic sections of our contract, June 5 now marks the second session in a row without responses from the employer on our wages, safe staffing language, or retirement & health plan proposals.
We continue pushing for meaningful progress on the issues that matter most: safe staffing, real workplace safety measures, strong union rights, and protections that reflect the work we do every day. We remain committed to fighting for a contract that recognizes the skill, professionalism, and dedication of every nurse.
Your bargaining team: Mary Bloomberg, Surgical Acute RN; Haley Sweet, Neurology RN; Jacob Kostecka, PACU RN; Kelly Williams, Inpatient Psychiatry RN; Melanie Oakes, ED RN; Darlett Holm, SADU West RN; Andy Dusablon, PACU RN; Grace Kraege, ED RN; Julia Douglas, Sepsis RN; Ashley McBride, L&D RN Not Pictured: Mike Staley, SADU RN
June 12, 2025
8:00 PM - 9:00 PM
In Person: 906 Columbia St SW STE 330 Olympia WA 98502
Our bargaining team met with Sea Wolf management on June 3. Progress continued at a rapid clip as we reached Tentative Agreement on:
Our Recognition clause firmly establishing our union as the sole and exclusive representative of the non-supervisory workers at Sea Wolf Bakers
The employer's proposed Management Rights clause outlining their right to direct work and operations as long as it is within the parameters of the union contract
The 90-day introductory period for new hires
Successorship language, which details the process of the employer's responsibilities under the contract if Sea Wolf is sold to another owner
We also have come very close to agreed-upon language for a clear attendance policy, which will hold management to a defined process for treating us all equally. Last (but not least) we continued an open conversation with management about the structure of a potential wage scale and compensation overall.
Our next bargaining session will be June 10; after next week's session we will share details of another all-worker meeting to keep everyone updated and discuss next steps!
"We got a lot done and started an important discussion about compensation, though some of the conversations were more difficult than others."
— Miller
Bargaining Team: Frankie Hull, Delivery Driver; Sophia Cerreta, Savory & Bread Departments; Miller Hammond, Barista
After three days of voting across the Puget Sound area, grocery store workers at Fred Meyer, QFC, Albertsons, Safeway, Haggen and Saars voted to reject the latest contract and to authorize a strike by over 97%.
Our union’s overwhelming support for a strike should serve as a wake-up call to these corporations as we continue to fight for better wages, better staffing, and better stores. As these results show, we’re past tired of waiting.
— Kevin Flynn, Marysville Albertsons, referencing the workers impacted by strike authorization votes taking place in Colorado and Southern California this week.
Our member-led bargaining team returns to the table late next week, June 12 and 13.
• Review your budget and look for ways to save.
• Contact your steward or union rep and learn how to become a strike captain.
• Keep your eyes peeled for strike schedules and W9s to make sure you qualify for strike benefits.
After months of negotiations, it is time to vote on Zenith's final offer to us. Our coworker-led bargaining team is recommending a 'NO' vote on the employer offer and a 'YES' vote for an unfair labor practice strike authorization.
We believe the company has committed unfair labor practices, and the company’s last final offer doesn’t come close to being market competitive, and the additional healthcare costs mean more money out of our hard-earned wages. The work we do for this company must be respected. It is apparent from the company's latest offer that our work is not valued.
June 12
6:00 PM
We invite you to attend the virtual informational meeting on Thursday, June 12, at 6:00 PM to hear the complete offer and ask any questions you may have. The bargaining team will be present to answer any questions. You should receive an email with the vote document and vote instructions by 8:00 PM June 12.
If you do not receive the vote email, please contact Union Representative Mark Hansen at 509-340-7406.
If you have any questions, please reach out to your bargaining team or Union Representative, Mark Hansen 509-340-7406.
On Wednesday, May 28, our union bargaining team met with management for our fourth day of negotiations representing the Technical workers at Centralia Hospital. At yesterday's meeting, we held two joint-sessions with Providence, one in the morning and another in the afternoon. Across these two exchanges of proposals, we're feeling like serious progress has been made on achieving the contract PCH Tech workers deserve:
We opened the day by presenting responses to a number of open non-economic Articles; key topics including:
A new Workplace Safety article, to ensure stronger protections for workers and patients alike.
Enhanced Bereavement Leave, recognizing the importance of time to grieve and heal.
New shift assignment language, aimed at prioritizing union workers for pre-scheduled extra shifts before travelers or agency workers.
Donning & Doffing clarification; workers who wear hospital scrubs should have appropriate (and paid!) time to do so.
Bargaining team release time, reinforcing the importance of having our full union bargaining team present, prepared, and ready to represent coworkers at the table.
In our morning session, we also received Providence's second compensation proposal. While the employer made minimal movement on premiums and differentials; increasing the Preceptor Premium by just $0.25 and the 2026 across-the-board increase by .25%; their latest proposal on wage rates was far more encouraging:
Providence moved significantly closer to our union's wage rate proposals, in some cases offering rates that exceed hospitals in Olympia and Tacoma. This signals positive momentum. Our team did identify several classifications that are still falling short of market standards, and in the counter proposal we returned, we continued to push for equity across all positions.
We responded to management's second wage proposal and highlighted our demand that all wage rates reflect competitive, market-based standards. We also held the line on key priorities, including:
Shift incentives for staff who pick up extra shifts beyond their FTE
Additional compensation for workers with multiple specialty certifications or advanced degrees.
Our team is eager to return to the bargaining table at our next scheduled session on Monday, June 2. Considering the progress made on May 28, we're hopeful that this momentum continues, and Providence continues this movement in the right direction!
Our Bargaining Team: Jennifer Frunz, Mammography Technologist; Jennifer Mullins, CT Technologist; Shauna Allen, Pharmacy Tech; Shea Carney, Respiratory Care Practitioner
"We're excited to see things moving in a positive direction. June 2 can't come soon enough! We're ready to keep the pressure on, and fight for real progress and the fair pay we deserve; in line with what neighboring hospitals are already offering!"
— Shauna Allen, Pharmacy Technician
Sign the strike pledge card: We need to show Providence we're ready to do what it takes to get what we deserve. Sign the strike pledge card or ask a fellow member to sign it if they haven't already.
Step up! We need department leaders to keep members engaged in the fight. Providence United — UFCW 3000
Organize, organize, organize: Know a worker who wants to join the union? Send them here.
We just completed our first two days of negotiations with Providence. Our bargaining team came ready to bargain and gave a complete comprehensive proposal to Providence that included:
Market wage increases that are competitive with Spokane Holy Family and will help us retain and recruit nurses to serve our rural community
Paid education days like other Providence Hospitals
Supplemental scheduling
Premiums for nurses who are unable to move to newly awarded positions because Providence hasn't resolved their staffing crisis
Sleep area for call staff required to stay on premises
And more!
These sessions were not just hard; they were frustrating and at times deeply uncomfortable. Providence's attorney created an environment that made members of our team feel dismissed and disrespected. It quickly became clear that Providence doesn't see rural hospitals as deserving of the same standards or respect as our peers in urban hospitals.
"We walked away from the table deflated and discouraged. We don't feel like their attorney came prepared to bargain in good faith. We are hoping when we get back to the table it will be different. Now is the time to RALLY together, we must be prepared just in case it's not."
— Our bargaining team
We asked Providence for additional dates through the next few months; however, management claims they are only available to meet in person again on July 29, 30, and 31. Our bargaining team finds it difficult to believe that Providence is not available until the end of July, and this delay feels like a tactic to frustrate progress at the table.
Please watch for additional information on how you can get involved in fighting for a fair contract we all deserve.
United we stand, divided we beg.
If you have any questions, please reach out to our bargaining team or the Union Representative Lenaya Wilhelm at 509-340-7369.
Bargaining Team: Georgia Davenport, RN; Rebecca Landers, RN; Laura Swanson, RN
Though some of our contracts don’t expire until later this year— including those of us in Fred Meyer GM and in Teamsters 38— and though many of us are covered under interim agreements, our fellow grocery workers at Kroger and Albertsons will take strike authorization votes following a disappointing final bargaining session with the employers from May 19 to 21.
Read MoreWe started by presenting a non-economic proposal—focused on cleaning up outdated and unclear contract language. Management reviewed our proposal and returned with a few tentative agreements (TAs) where we were able to find common ground.
Read MoreAs the time to reach a deal came down to the wire, the companies acted with no urgency. They made our team wait for hours between proposals, and when they did pass something back, they only moved an inch here and there. Their posture at the table spoke volumes: They don’t value our work, and they don’t think we’re ready to fight for what we deserve. We’re happy to prove them wrong.
Our bargaining team unanimously recommends a NO vote on the contract and a YES vote to authorize a strike so corporate knows they can’t push us around.
Read More
This Wednesday, May 21 our bargaining team met with leadership of Saint Michael Medical Center for what was our eighth bargaining session.
In the morning we presented ideas on how we might come to agreement on major outstanding economic issues, including:
Staffing
Charge Nurse duties
Mandatory Call
Open Call
Break relief shifts
While we caucused after this, we began the process of crafting our next set of other economic items not addressed above such as wages and premium pay.
In the afternoon, management responded on the outstanding non-economic issues we do not have Tentative Agreements on already. This shrinking group of sections of the contract we need to respond to them on includes the Residency Program, precepting, and our proposed workplace violence prevention program.
"We have many Tentative Agreements, but we are still hoping for some more movement from management on major economic issues."
— Lindsay Gearrllach (OBS)
We're asking everyone to start wearing gold and blue UFCW 3000 swag on bargaining days! We'll be distributing bandanas and other items to show unity and solidarity.
June 12
June 18
June 26
If you haven't already, sign our Strike Pledge Card! >>
May 27
7:00 PM
If you are not receiving our bargaining updates or emails, please Update Your Information! >>
Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Meredith Francisco, Med Surg; Lindsey Gearllach, Obs; Tammy Olson, ICU
On Thursday, May 15, our union bargaining team met with Providence Everett management to continue negotiations on our 2025 union contract.
Read MoreOn Friday, May 16, our union bargaining team met with management for the fifth day of contract negotiations in this cycle.
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.
