Providence St. Peter Hospital - Providence, We Want to Improve PTO/EIB, Not Reduce It! Shame on PSPH!

On December 15 and 16, we met with Providence and discussed EIB, leaves of absence, and union access. We were able to reach a tentative agreement on union access. This allows for a union representative to visit the Hospital in public areas and allows a union shop steward to attend new employee orientation in order to introduce members to the union.

Management is moving forward with the retirement of EIB and a new PTO plan which results in a lesser PTO accrual. We have demanded at the table that they hold off on this plan until we have an agreement at the table, but they have refused. We are taking legal action and will be informing the community about Providence’s plan to decrease time-off and extended illness time during a pandemic.

So far, we have agreements on about half of the contract and are starting to discuss economic issues like EIB/PTO, wages, and other benefits. We know that these articles will be very contentious! We must take action! We will be planning more public facing actions and involving the community and political groups around the Olympia area. Also we are working in coalition with other healthcare unions to hold Providence accountable for their lack of financial transparency around COVID-19 relief money.

Our next bargaining sessions are on January 19, 22, and 26. We will have a contract action team meeting with a bargaining update on January 4 @ 6:30 PM via Zoom and will discuss public facing actions.

In Solidarity, Your Tech Bargaining Team: Josh Wood (CT), Shapel Morgan (X-ray), Rae Lynn Korpi (RT), Colleen Castaneda (Cath Lab)

Lourdes Counseling Center - Lifepoint is Stalling

Lifepoint indicated to us that they will be attempting to eliminate the RN’s holiday pay premium at Lourdes Medical Center during their next bargain which is their rationale for not extending this double time premium for those working the actual holiday to our bargaining unit. We will be leafleting at Lourdes Medical Center next Tuesday, December 22, 2020 from 3:30-5:30 PM. We will be targeting nurses among others, letting them know that Lifepoint is coming for them next. The theme for this leafletting is “How Lourdes Stole Christmas.” Come get your picture taken with the Grinch!

We have worked hard at the bargaining table, but we are finding ourselves picketing and leafletting in mid-December due to the employers refusal to recognize safety and fair wages. We realize this is the week of Christmas, but we need to keep applying pressure on the employer. We wanted a fair contract far before now but unfortunately the employer has chosen to stall, delay, and prolong the inevitable all in an attempt to test the strength of our unity. 

Great showing from everyone at the pickets on December 14! Thank you to the staff who participated, including your friends and families in attendance. We also had support from a LMC RNs and Teamsters at the evening session. Morning crew—you knocked it out of the park with your interviews. It truly takes a village.

Please reach out to your bargaining team for more information or contact your Union Representative Austen Louden: 509-340-7371, Alouden@UFCW21.org

Our Bargaining Team: Jordan Cox, Pam Garland, Paul Knighten, Tim Orr

MultiCare - You’re Invited! MultiCare Kick-Off Event

We would like to invite you to the upcoming MultiCare Campaign Kick-Off Event on Tuesday, January 12. Negotiations are only a few weeks away and we want to share with you the results of the bargaining survey, introduce your Bargaining Team, and prepare everyone for what to expect throughout this process. We will also discuss what YOU can do to help the team win a fair contract!

This event will be held virtually through Zoom and, to be flexible with everyone’s schedule, will be held at both 7:30 AM & 6:30 PM on January 12.

We’d also like to thank everyone who completed the bargaining survey! We are working on analyzing the data and are excited to see what members want to see in their contract. This data will be used by the Bargaining Team to craft our proposals and prioritize the campaign. 

Seattle Children's Hospital Urgent Care - SCH Refuses to Extend Merit Increases to the Unit and Refuses to Add the Unit to the Technical Contract!

On December 11, the Bargaining Team met with Seattle Children’s Hospital. At the start of bargaining we reiterated to the Hospital that the Urgent Care MA’s wish to be added to the UFCW 21 Technical contract. We expressed to them that there are only 18 UC MA’s and the unit feels like we will be bullied into a weaker contract. Also we told them that we want the 3% merit increase like the rest of the non-union MAs and double time should also be extended to us. The team expressed the frustration of the unit and the low morale. The Hospital said they would look into extending double time for the UC MAs and would respond to us next week. But they said, they cannot agree to accreting the UC MAs to the Technical contract because our filing petition with the National Labor Relations Board (NLRB) identified the UC MAs as it’s own individual unit.

The reason we filed as a separate unit was because the Hospital was going to argue that we had to organize all the MAs at Seattle Children’s and not just Urgent Care MAs. We asked at the bargaining table if the Hospital would have argued that point if we filed an “accretion petition” instead of an “individual petition” and they refused to answer the question. Their silence is loud and clear! Yes they would have contested the “accreted petition,” which means that all MAs would have to organize. Instead of going down that path, we decided the most expeditious thing would be to file as an individual unit with the hope that they would add the UC MAs voluntarily to the Technical contract.

It is clear that they are refusing to add our unit to Technical contract, so our next option is to bargain a separate contract for our unit. Although this is not the most efficient option, it still gives us the opportunity to fight for good working conditions and wage increases! We will be looking at the Technical contract and WSNA’s contract to create a contract that meets our needs! This process can take anywhere from 10 to 12 months. In the meantime, the entire unit is considered union members, which means you have workplace rights under the NLRB. You can take part in concerted union activity, like wearing stickers, and can ask for union representation if you are disciplined or part of an investigation.

In this past session, we discussed two articles: union access/union business and union membership. We had a lot of conversation around these articles and had agreements around some items, but the Hospital proposed anti-union language which would weaken the strength of the unit.

Given these proposals from the Hospital, we need to start reaching out to other unions and community groups. We need to inform the public about the unfair treatment we are receiving from the Hospital since we unionized. SCH is hiding behind their good public image, so it is important we inform the public about their treatment towards their unionized caregivers!

We will be attending the Sno-Isle and King County Community Labor Council meetings to talk to union, community, and political groups. These meetings will be held over Zoom so you can join from home. In addition, we will reach out to religious organizations that are UFCW 21’s allies. If you are interested in participating, please contact the union negotiator, Evelyn Orantes-Fogel: eorantesfogel@ufcw21.org. Also if you have any other ideas or ties to worker friendly groups, please reach out to Evelyn or the Bargaining Team. Our next session will be on January 4. We will send an update out after our session.

In Solidarity, Your SCH Urgent Care Medical Assistant Bargaining Team: Wendy Rivas, Melissa Schultz, Angie Acevedo, and Laura Hollenbeck

PCC - Board Nominations Delivered!

Monday, we delivered our nominations to get our two workers Donna Rasmussen and Laurae McIntyre on the ballot for the PCC Board of Trustees election. Workers, community partners, and union staff collected over 3,300 signatures for each candidate over the last month.

PCC has been pushing back on our efforts through the whole process from delaying on providing relevant information about the process to kicking PCC workers and union reps that were gathering signatures out of the stores. We believe these actions violate workers’ rights under the law and our union contract. We have taken legal action including filing a grievances and Unfair Labor Charges.

Next steps include PCC verifying the signatures that we delivered and official nomination of Donna and Laurae at the first annual co-op member meeting of 2021. We anticipate administration will continue to put more roadblocks in our path. 

We begin bargaining our union contract on January 6. Through our bargaining process we will be demanding dedicated worker seats on the Board.

Ashley House BX - Bargaining Continues

Your Bargaining Team met with Management to continue negotiations on Monday, December 14. We have reached several agreements today on language issues and have began digging into wages.

“We had a productive conversation about wages and benefits today. We found some common ground but still have more work to do to reach an agreement. We are getting close!”  

— Kristy Furbush, LPN

Our Bargaining Team: Rose Shrader, CNA; Kris Spencer, RN; Kristy Furbush, LPN; Jeff Stone, Maintenance

Questions or concerns? Ask your Bargaining Team or contact your Union Rep, Nicholas Hefling: Office Line 206-436-6564, Call/Text Mobile 360-951-5801, email nhefling@ufcw21.org

Summit Pacific Medical Center - Bargaining Team Fighting for All Workers

This Friday, we reached a tentative agreement on establishing our Labor Management Committee (LMC). This is a group of members that will meet at least quarterly with Management to address issues that come up between bargaining cycles. If you’re interested in joining any committees where we have won seats for union members, please let your rep, Nicholas, know.

The union is fighting for compensation for those of us who go above and beyond and receive additional education and certifications, but administration is denying our proposals to recognize exceptional skills and abilities. For example, they do not include tech/service workers in proposals around educational leave and certification pay. Our Bargaining Team will not back down.

Our Bargaining Team: Angi Swinhart—RN, Clinic; Kristen Frazer—Registration Specialist; Barbara Ford—ED HUC; Alicia Wood—RN, ED

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Our fight also continues to increase our PTO accruals to account for holidays. Share your story on how current PTO levels have impacted you. Your stories make a difference at the bargaining table!

Join an Emergency Contract Action Meeting on Wednesday, December 16! 

Bartell Drugs - Bartell’s Waffles on Rite Aid Assurances and Questions Hazard Pay and Other Economic Proposals

Our bargaining committee met with Bartell Drugs Management for bargaining on Friday, December 11. With COVID-19 cases exploding across the country we talked about:

• The increasingly dangerous COVID-19 conditions in our stores, with some customers breaking social distance at the checkstand and as we stock shelves,

• The continued security risks with aggressive shoplifting and from anti-maskers,

• The need for hazard pay as we deal with all of the above.

Bartell’s complained about our proposals’ price tag “in the middle of a pandemic”, but we know that Bartell’s continues to remain very profitable and will do even better when our stores become part of the national effort to vaccinate the country. Meanwhile we struggle to pay the rent, heat our homes, and feed our families.

“At work we raise funds for charities that Bartell’s low pay qualifies us for.” 

— Christina Common (Bartell Drugs Clerk and Union Bargaining Committee Member)

Moving Backwards on Rite Aid Assurances

When Bartell Drugs announced a possible sale to Rite Aid, the Union demanded information about it. Bartell’s sent a letter to the Union saying “its obligations under the Collective Bargaining Agreement will remain unchanged, including responsibilities owed for healthcare benefits, compensation, and other working conditions.”

So we were shocked on Friday when after we asked about an “FAQ” memo sent to employees about the Rite Aid sale, that the answers we got were that Bartell’s was “Not saying we won’t follow” the Union contract, but that “they don’t know what Rite Aid would do.” When we pressed them further about what that meant we were told that “I can only speak for Bartell’s and not Rite Aid,” and that they “don’t know who you will be dealing with at Rite Aid.”

These answers brought-up more questions for us. Most importantly, who should we be bargaining with Bartell and Rite Aid? When the sale was first announced our customers voiced their concern on social media prompting Rite Aid to issue a statement about how they wouldn’t change anything in our Bartell stores. If that was ever really the plan, it sure sounds like it might be changing. Rite Aid and Bartell’s needs follow through on what it promised to the employees and the community that made them a success.

Time to Get Engaged!

Clearly, we have a lot to fight for not just in these negotiations but in our industry as a whole. On Thursday, December 17 at 6 PM we will be having a Tele-Town Hall for Drug Store Workers in our union. Workers from Rite Aid and other drug stores will be joining us to talk about our common issues with COVID safety, the need for livable wages, and getting organized to take on the corporate greed of our employers. 

Since this is a Tele-Town Hall you will get a call to join, but just incase you miss it, or need to join later, the number to call is 888-652-5404, and the meeting code is 5549.

Dynacare Labcorp - Bargaining Continues

On December 11 we met to continue negotiations. We spent the day working on wages and some language proposals.

“We presented Management with a creative wage proposal that will bring job classes up to competitive market rates and help resolve recruitment and retention issues. Management was open to our creative ideas. We look forward to their response at the next session.”

— Nancy Pyanowski

Your Bargaining Team: Steph Royce, Eli Lanczos, Fredel Albritton, Nancy Pyanowski, Tambra Graham, Shelby Tyner and Sam McVay

Next Steps:

• We will be outside James Tower on Saturday, December 19 with treats to greet any graveyard shift members—You ‘doughnut’ want to miss it!

• Next Bargaining Date: December 18, 2020

• Ask your Bargaining Team for ways to help us win!

Providence Centralia Hospital Support Service - Providence Ignores Our Demands and Will Eliminate EIB January 1!

On December 9, we met and bargained with Providence. In our last bargaining session, we made a proposal to keep our EIB/PTO, but Providence has not responded! Instead, they presented their new PTO plan which would eliminate EIB. Our position is that Providence should not implement the new plan until we bargain over PTO/EIB and it is a change to the status quo. Under the National Labor Relations Act, employers cannot change policies or procedures, the “status quo,” after a workplace has unionized. Because of this, we have demanded that Providence not implement their new PTO plan until we reach a contract agreement!

Their new PTO plan will 1) freeze your EIB accrual 2) reduce your PTO accrual rate, especially for employees with 10 years or more of service 3) your PTO will also be used for sick time 4) their short term disability plan provides wage replacement only if you are on medical leave and doesn’t apply if you are on leave for a family member. In addition, WA State Paid Family Medical Leave (PFML), which Providence is calling “short term disability” is a state-run program which all Centralia employees can currently use for 12 weeks with partial wage replacement and use their EIB to reach 100% wage replacement. Providence is selling this program as an additional benefit, but the reality is that all employees can access this program and employees are paying into the PFML program.

In addition, we exchanged proposals around recognition of the bargaining unit, union access, grievance procedure, no strike/no lockout, and management rights. 

We will go more in-depth about bargaining at our “Contract Action Team” meeting on Monday, December 14 @ 5:30 PM via Zoom. Furthermore, we will be planning a banner action in Centralia and a financial transparency petition, in order to hold Providence accountable for receiving COVID-19 relief money and not distributing that money to caregivers. If you have any questions or wish to participate in these actions, please contact your Union Rep, Erin McCoy: emccoy@ufcw21.org or 206-436-6598

In Solidarity, Your Support Service Bargaining Team: Necole Moore, EVS; KayCee Grimm, Lab; Kim Jorgenson, ED HUC; Aaron Green, Kitchen; Laura Norton, Endo Tech

Providence Centralia Hospital Tech - Providence Ignores Our Demands and Will Eliminate EIB January 1!

On December 8, we met and bargained with Providence. We made a proposal to keep our EIB/PTO and Providence presented their new PTO plan which would eliminate EIB. Our position is that Providence should not implement the new plan until we bargain over PTO/EIB and it is a change to the status quo. Under the National Labor Relations Act, employers cannot change policies or procedures, the “status quo,” after a workplace has unionized. Because of this, we have demanded that Providence not implement their new PTO plan until we reach a contract agreement!

Their new PTO plan will 1) freeze your EIB accrual 2) reduce your PTO accrual rate, especially for employees with 10 years or more of service 3) your PTO will also be used for sick time 4) their short term disability plan provides wage replacement only if you are on medical leave and doesn’t apply if you are on leave for a family member. In addition, WA State Paid Family Medical Leave (PFML), which Providence is calling “short term disability” is a state-run program which all Centralia employees can currently use for 12 weeks with partial wage replacement and use their EIB to reach 100% wage replacement. Providence is selling this program as an additional benefit, but the reality is that all employees can access this program and employees are paying into the PFML program.

In addition, we reached agreement on five contract articles: recognition, union access, grievance procedure, no strike/no lockout, and separability. 

We will go more in-depth about bargaining at our “Contract Action Team” meeting on Monday, December 14 at 5:30 PM via Zoom. Furthermore, we will be planning a banner action in Centralia and a financial transparency petition, in order to hold Providence accountable for receiving COVID-19 relief money and not distributing that money to caregivers. If you have any questions or wish to participate in these actions, please contact your Union Rep, Erin McCoy: emccoy@ufcw21.org or 206-436-6598

In Solidarity, Your Tech Bargaining Team: Jen Mullins, Rad Tech; Jamie Freeman, RT; Verity Olsen, Pharmacy Tech; Kathleen Spencer, RT; Jen Frunz, Mammo Tech 

PCC - Bargaining Dates Scheduled

PCC finally responded to our request for bargaining dates. We have scheduled our initial bargaining dates with PCC for:

• January 6

• January 12 & 13

• February 23 & 24

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Make sure your information is up to date so you can receive important bargaining updates!

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As a reminder, we have PCC COVID Meetings tomorrow:

• Friday, 12/11 @ 10am

• Friday, 12/11 @ 6:30pm

RSVP for login info!

MultiCare - First Day of Bargaining is Now Confirmed!

UPDATE YOUR CONTACT INFO!

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This week we confirmed with MultiCare that January 27 will be our first day of bargaining, followed by February 1, 8, 10, 16, 22, and 26. 

With only a few weeks until bargaining, it is imperative that we prepare for a fierce fight with the employer as we work to address our concerns including, but not limited to, the dangerous staffing levels throughout the MultiCare System, COVID-19 safety issues that have even resulted in fines from the state, and wages that must be increased to remain market competitive with other regional healthcare facilities.    

It’s not too late to complete your bargaining survey!

As we move closer to the first day of bargaining, one of the best things you can do to prepare for negotiations is to fill out your bargaining survey. The information collected from the surveys help us identify and prioritize the issues that matter most to members, which will guide the proposal making process. We are also conducting bargaining team nominations through the survey, so don’t forget to nominate a co-worker you know will represent you at the table and fight passionately for a fair contract!

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If you haven’t already, the online survey is due on Friday, December 11 and only takes a few minutes to complete.

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If you have any questions, please contact your Union Representative Emily Kongchunji @ 206-436-6518 or Kent Tse @ 206-436-6512

PRMCE - Providence Says We Are “Unprepared!” Providence, You Are Unresponsive!

On December 7, we met with Providence and expected that they would have thoughtful counterproposals. Instead, they responded with current contract language and called us “unprepared.” We were more than prepared and take bargaining seriously. After all this is OUR union contract, which affects OUR workplace, livelihood, and families.

Providence has responded to several contract proposals with current contract language. With these proposals, they are signaling that they intend to do what they proposed back in springtime. They want to essentially extend the contract with current language and provide a wage increase. The reality is that this is not a suitable solution.

We currently have several open and past grievances around language interpretation like management rights, definitions, employment practices, seniority, hours of work and overtime, compensation, and nursing education/license. Given this, we need to change current contract language to avoid future grievances. We don’t agree with Providence that the status quo is working. It clearly is not!

We currently have made many thoughtful proposals and hope Providence starts listening that current contract language will not due!

We will have our next contract action team meeting on December 15 @ 8PM where we will be talking about bargaining more in-depth. Also we will be launching a financial transparency petition at Providence Centralia, St. Peter’s, and Everett to hold Providence accountable. We will also have a banner action in the next two months to stand in solidarity with the other hospitals during bargaining.

If you want to participate in these actions or need more car signs, please contact your union rep, Anthony Cantu—acantu@ufcw21.org or 206-436-6566.   

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Bill Hisaw, OR; Jenney Gannon, L&D; Madison Hamilton

Dynacare LabCorp - LabCorp Union Members Deserve Better!

As we work hard to bargain better wages and working conditions for union members, we received reports from the membership that LabCorp has extended COVID related bonuses and incentives for extra shifts ONLY to Non-Union staff. UFCW 21 has not only asked for these monetary bonuses for Union members but have made several other proposals during Negotiations that LabCorp continues to refuse.  

We have proposed: 

• Significant market adjustments to several job classes currently below market—LabCorp said NO 

• Incentive pay for OT shifts—LabCorp said NO

• Incentive pay for last minute schedule changes—LabCorp said NO

• Hazard pay for Union Staff—LabCorp said NO

• Across the Board increases of 11.5% over the life of the contract—LabCorp offered 4.5% 

“These are classic techniques used by companies to bust up the union and it’s going to fail! We demand to be treated fairly, just like  other employees at LabCorp. These sneaky moves by LabCorp are  deceptions designed to divide us. We will bring this up next week in negotiations. We Will NOT stand for this! Let’s get fired up and ready to fight for what we deserve!” 

— Eli Lanczos

Let’s show Management their tactics will not work and that we are 100% united for fair Wages! 

You can help by signing the petition here or reach out to your Bargaining Team and Union Stewards for a paper copy to sign by December 10, 2020!

In Unity, Your Bargaining Team; Steph Royce, Eli Lanczos, Fredel Albritton, Nancy Pyanowski, Tambra Graham, Shelby Tyner and Sam McVay

Summit Pacific Medical Center Bargaining Update

PCC — PCC Workers Close to Qualifying for Co-Op Board Nominations, COVID Response Still Lacking in Stores

Signature Deadline Approaches to Nominate Workers to the Board 

It’s time for a worker voice on the PCC Board of Trustees! Despite PCC management’s insistence on blocking efforts to support workers running for the board, co-op members have responded very positively to PCC workers and our community allies at Washington CAN, as we gather signatures to put Donna Rasmussen (View Ridge) and Laurae McIntyre (Fremont) on the ballot for the board of trustees. For more info on Donna and Laurae and why they’re running, click here.

If you have not yet signed a petition for both of your co-workers, do so now! The deadline is approaching quickly, and we’ll need to gather enough verified signatures to achieve our goal. Petitions are available in all PCC stores, and signature gatherers will be visiting stores again this week. Once you sign, connect with friends and family who are PCC members—you can print a petition for each candidate, get signatures from all the co-op members you know, and then mail them, with signatures, to UFCW 21 offices. Deadline for mailing petitions with signatures is Dec 7, 2020.

Print a Petition for Laurae | Print a Petition for Donna

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COVID at Your Store? 

PCC workers, like many grocery store workers, have been reporting an uptick in COVID-19 cases in stores. Last week UFCW 21 sent a demand to bargain over the effects of this most recent surge in COVID-19 cases, including over hazard pay, and sent a formal request for information on how PCC plans to comply with the newest guidelines and requirements. It is more important than ever that we enforce our right to safety in the workplace. There are very clear requirements and guidelines on what employers need to do to keep us safe, including notifying all close contacts of a worker with COVID or suspected COVID, allowing everyone to safely quarantine, and following CDC protocols to clean, sanitize, and disinfect the workplace. More info here:

When there is a positive or suspected COVID case in your workplace

If you are pressured or even asked to continue working after an exposure to COVID-19, you should contact your Union Rep immediately.

If you are out of paid leave and facing illness or quarantine, work with your Shop Steward or Union Rep to make sure you are compensated for your time. No one should be forced to choose between safety and a paycheck.

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Bargaining Begins Soon 

Our Bargaining Team: Atsuko Koseki, Edmonds Deli; Greg Brooks, Fremont Meat; Keith Allery, Greenlake Village Deli; Quinn Ráo, Ballard Front End; Scott Shiflett, Redmond Meat; Yasab Pfister, Burien Front End

As outlined last week, our member-led bargaining team met on November 23 to analyze bargaining surveys and prepare for the bargain. The team began crafting proposals around safety and pension improvements and is ready to begin bargaining. We have requested bargaining dates from PCC multiple times, and they have yet to respond with when they can meet us at the table. Keep an eye out for online Contract Action Team meetings in the weeks ahead!

Providence St. Peter Hospital - Providence Proposes to Retire EIB

On December 2, we met with Providence and discussed in depth EIB/PTO. Providence told us that they have been retiring EIB at other hospitals, but amongst hospitals that are represented by UFCW 21 only one in Eastern Washington has agreed to a similar plan.

The Hospital’s proposed EIB/PTO plan would decrease the overall hours of PTO and freeze EIB indefinitely. In addition, the Hospital would supplement Washington State’s Paid Family Medical Leave (PFML) to ensure all workers receive 100% wage replacement for 8 weeks while on a medical leave. WA State PFML is a state run program which provides wage replacement to workers while on medical leave. Funds for this program come from workers and employers. Currently all techs are being deducted a couple of dollars from each paycheck for this program. UFCW 21 helped draft and advocated to pass this law in order to provide wage replacement to workers who did not have a short-term disability plan or extended illness bank. This program was not supposed to replace EIB, but nonetheless employers like Providence have taken the position that they no longer want to provide EIB since WA PFML provides a similar benefit.

As so, we are comparing the current EIB/PTO plan to Providence’s proposal in order to see the differences between both plans. We asked several questions about the proposed plan, but it is clear that Providence still is figuring out the framework and procedures of the new plan. Given this, we need to ensure we understand this plan before we even consider retiring EIB.

We will be holding a Contract Action Team meeting via Zoom on December 16 at 6:30 PM to discuss Providence’s EIB/PTO proposal. In addition, we will be launching our financial transparency petition in December which mirrors the legislation we are advocating for in Olympia. Also we will be launching a social media campaign to inform the public about our contract negotiations and we will have a banner action on December 11. If you have any questions about bargaining or want to participate actions please contact the Bargaining Team or Erin McCoy emccoy@ufcw21.org.

Your Bargaining Team: Josh Wood (CT), Shapel Morgan (X-ray), Rae Lynn Korpi (RT), Colleen Castaneda (Cath Lab)

Ashley House BX - More Work to Be Done

Your Bargaining Team met with Management again on December 1 and 2. Today was a productive day and we had some in depth discussions and reached some agreements, but more work needs to be done to secure a new contract.

We have made proposals that include:

• Increases to PTO accruals

• Bereavement leave that recognizes alternative families

• Increased Premiums for non-licensed Staff

• Restoring Maintenance departments Holiday schedule

• Increases to annual COLA raises

• Pull incentives

• Orientation/Training premium

• Requirements around accessing PTO Accruals

• Updated definitions for Part-time and Per-diem staff

• Certification and licensing bonus for certain requirements

• Lowered requirements for pay in-lieu benefit for returning per-diem staff

Our Bargaining Team: Rose Shrader, Kris Spencer, Kristy Furbush, Jeff Stone

Questions or concerns? Contact your Bargaining Team or call your Union Rep, Nicholas Hefling @ 206-436-6564 or Call/Text 360-951-5801

Next bargaining date is December 14.

Ashley House BX - Negotiations Begin

On Monday, November 30, we met with Management to begin negotiations. We reviewed the survey results and conversations we had with you and made proposals that address the issues that matter most to the membership. 

We meet again December 1 and 2. 

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“We made strong proposals and we are not asking for anything unfair; I’m looking forward to Management coming back with reasonable responses tomorrow. I feel encouraged by the fact that we have assembled a great team that is united and looking out for ALL our best interests. 

Ashley House is the best job I’ve ever had and these improvements will make it even better!”

—  Jeff Stone, Maintenance Lead

Our Bargaining Team: Rose Shrader, Kris Spencer, Kristy Furbush, Jeff Stone

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Questions or concerns? Reach out to your Bargaining Team members or call your Union Rep, Nicholas Hefling @ 206-436-6564 or Call/Text 360-951-5801