MultiCare Auburn Medical Center RNs

Bargaining Team: Cory Larsen, Caroline Bellinger, Kathleen Vukelich

Our member Bargaining Team met with management on August 3 and 24 to kick-off negotiations.

We are frustrated that it took so long to get the employer to agree to these initial dates, which meant negotiations began only a few days before our contract was set to expire. We have signed an extension agreement to ensure that our contract remains in place, but we shouldn’t have had to wait so long to get this process started.

We presented our first proposal to the Employer on August 3, which included proposals to improve our existing language on issues regarding staffing, charge nurse assignments, accepting extra shifts, floating, and more. We also made a proposal to add the spot bonus incentive program to our contract.

The Employer provided a response to most of our proposals on August 24. While they did agree to some proposals that were already settled during the technical bargain, they pushed back on most everything else. For example, they wanted to strip out most of language that allows for members to report staffing concerns to administration without going through the staffing committee. While the staffing committing is a strong tool, we need to preserve alternative avenues for members who are not on the committee to have their concerns addressed.

Afterwards, we gave the Employer a comprehensive economic proposal. As we were crafting this proposal, we reviewed neighboring facilities such as Valley Medical Center who are direct competitors in the labor pool. Our proposal reflects the need to increase wages enough to ensure that management can easily attract and retain high quality staff at Auburn Medical Center.

We eagerly await the Employer’s response.

Our Bargaining Team will meet with management on August 24, then again September 8, 14, 22 and 29.

Planned Parenthood - Information Requested

We met with Management on Monday, August 16 for further contract negotiations. Even with the overwhelming support on the petitions we circulated, we are still far apart on economics. Our Bargaining Team has proposed both across the board and longevity increases as well as other economic improvements. Management has stated that giving more than small cost of living increases could have dire consequences for the Affiliate.

We have requested financial and other information from Management to substantiate these claims. Our Bargaining Team will review the information before we make a counter proposal. Our next bargaining date is scheduled for September 3.

“We need more information to assess the financial status of the Affiliate before we can make a comprehensive proposal.”

—Your Bargaining Team

Charlie King, PAC Rep - Tacoma; Monalisa Baumann, MA - Federal Way; Jennifer Morgan, PCC - Tacoma; Sage Alixander, Insurance Biller - Seattle; Mollie Overby, Community Outreach Educator

Join us for a virtual Contract Action Meeting to discuss our next steps at the bargaining table!

Monday, August 23 • 5:30 PM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

MultiCare Contracts Ratified!

We are excited to announce that UFCW 21 members at MultiCare voted to ratify their new contracts on Monday August 16!

Our new contract includes historic wage increases, significant wage scale restructure that puts more money in member’s pockets, protections against major increases to our health care costs, improved staffing language, and so much more. You should expect to see your new wage in the next few pay periods, but remember that they are effective back to May 23, which means you should expect to receive a sizable retro check as well.

Our Bargaining Team would like to thank the community who showed management that they will ALWAYS support health care workers. Community leaders showed up in numbers at our actions, speaking out against management’s behavior throughout this campaign and demanding a fair contract.

They will be happy to hear that MultiCare workers have just ratified one of our best contracts in years.

Providence St. Peter Hospital Tech - Only economic issues to settle!

On August 12th, we met with Providence St. Peter’s management. During this session we focused on obtaining tentative agreements on the remaining non-economic issues. We were able to get three tentative agreements on seniority, leaves of absence, and definitions. Now the only issues that remain are union membership, hours of work/overtime, EIB/PTO, health insurance, retirement plan, education, and wages/premiums.

Our next bargaining session will be on August 23rd and Providence has agreed to bargaining all night in order to reach an agreement on the remaining issues.

Providence has rejected our proposals for daily overtime, education reimbursement funds, detailing the health insurance Employer contributions within the contract, keeping the retirement as is for the life of the contract, increasing premium/differential pay, reinstating EIB/PTO plan, and placing caregivers on the corresponding wage step for their years of service. To move Providence on all of these issues, we need to take action with Providence Centralia! We will be planning a joint action where we will be presenting strike pledge cards. We need you all to sign online!

Additionally, our unfair labor practice (ULP) regarding the changes to the PTO plan will go to hearing in November. The National Labor Relations Board has found merit in our ULP, but Providence is contesting the ULP so we must go to hearing. Also the NLRB has found merit in our ULP regarding the elimination of stand-by pay when you are called into work for the RTs. We are awaiting the remedy from the NLRB and believe affected caregivers will receive back-wages.

We were also able to win extra shift bonus pay for the RTs and have requested that the same incentive apply to the rest of the technical unit. Providence is looking into extending the bonus and we will continue to pressure them!

If you have any questions about bargaining or have workplace concerns please reach out to Erin McCoy

Albertsons / Safeway Meat Warehouse - We Need Wages that Keep-Up But Management Falls Short

Your Union bargaining committee met with Albertsons/Safeway Management on August 10 & 11, to end the delay in bargaining due to changes in the pension.

We started out by letting Management know that since we last met, things have changed:

There is a nationwide shortage of workers due to the pandemic which is driving wages up,

Other union workers in the DC have settled their contracts with substantial wage increases. 

We were clear that we need to keep up with wages in our DC.

While there was some positive movement on some important items, our core issue of equal wages to other workers doing similar work, Management’s wage proposal fell short of what is a fair contract. We moved closer but aren’t there yet.

“Management’s wage proposal fell short, so we need to take action to show them that we are all serious about getting a fair contract before we bargain again on September 7!”

— Jimbo

It’s time to take action! Management needs to see and hear from you all that what they are proposing is unacceptable and needs to change. We will have UFCW 21 masks in the workplace soon! Mask-up and show your support for a fair contract.   

We will also be having online Zoom meeting with members of the committee and the union spokesperson.

Online Meetings

Monday, August 23 • 6PM
Tuesday, August 23 • 11AM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Providence Centralia - Union wage rates and benefits differ from Management's proposal

On August 5, we bargained with Providence Centralia. Although we have not met in more than a month, we were able to take the wins from the Providence Centralia Technical and Providence St. Peter’s Hospital bargaining tables and apply them to our unit’s bargain. Therefore, it is so important that we stand UNITED with our coworkers at PCH and PSPH. We were able to reach tentative agreements on Management rights, Union representation, Union membership, definitions, and leaves of absence.

The remaining articles are hours of work/overtime, rates of pay, premium pay, EIB/PTO, health programs, employment status, retirement plan, and duration of the agreement.

These articles are mostly all economic. Although we are close on a few issues within these articles the biggest differences between our proposals and Providence’s proposal are the following:

Hours of Work/Overtime

• UNION
  If you work beyond your scheduled work day or more than 40 hours in a week, you would receive daily and weekly overtime

• You will receive 1 ½ your rate of pay for hours worked beyond your FTE

• Caregivers will have two out of four weekends off in a month. Caregivers who usually have weekends off or who usually work weekends should not be affected

• PROVIDENCE
  Overtime only applies if you work more than 40 hours in a week

Rates of Pay

• UNION
  Year 1: Wage scale with 26 steps; everyone receives a 4.5% increase and in some cases caregivers will receive up to a 15% increase because their wage rates are below market
  Year 2 and Year 3: Everyone receives a 3% across the board increase (cost-of-living increase) and anniversary increase

• PROVIDENCE
  Year 1: 1.5% wage increase
  Year 2: wage scale with an increase to “minimum, midpoint, maximum” ranges
  Year 3: 1.5% wage increase and anniversary increase
  Year 4: 1.5% wage increase and anniversary increase

Premium Pay

• UNION
  Increases to all differentials

• PROVIDENCE
  No increases to any differentials

EIB/PTO

• UNION
  100% Employer-covered Employee only health insurance

• PROVIDENCE
  Continuing reduced PTO plan and will not bring back EIB

Health Programs

• UNION
  Continuation of current retirement plan

• PROVIDENCE
  Will not spell out the terms of the current plan and can change the plan from time to time

Retirement Plan

• UNION
  Continuation of current retirement plan

• PROVIDENCE
  Will not spell out the terms of the current plan and can change the plan from time to time

Duration

• UNION
  Contract expires in three years. Typically, Union contracts are three year agreements

• PROVIDENCE
  Contract expires in 2025

We have another bargaining session on August 10 where we will be digging deep on the remaining articles to come to an agreement. Providence has indicated that they wish to finalize the PCH Tech and PSPH Tech contracts this month but has not indicated that for our unit. It is important that we are not left behind and we get a similar contract to PCH Tech and PSPH Techs.

To show our UNITED power, please sign onto the strike pledge card which we will be presenting to Providence later on in August!

>> CLICK HERE TO SIGN THE STRIKE PLEDGE CARD >>

Northwest Administrators out of state — out of touch

Northwest Administrators out of state — out of touch

Your Bargaining Team met with management again on Friday, July 23. Unfortunately, we were not able to reach an agreement as management continues to demand that the Union accept 0.00% wage increases for 2020 and 2021.

Management’s proposal would leave us behind the out of this world cost-of-living, which has only been accelerated by historic inflation rates. For the subsequent years management is offering only a combined 3.5% wage increase by 2023.

Management has tried to use out-of-state agreements to justify their proposal while simultaneously rejecting the Union’s Seattle area market data, which shows how out of touch with reality management proposal is. We reminded the employer that we’re bargaining in Seattle and the Union is not interested in reviewing out-of-state data.

We are meeting with the employer next on August 13.

Planned Parenthood Respect Petition Launched

King’s Command Foods - Contract Offer Rejected

King’s Command members voted on August 4 to reject the recommended contract offer. We will return to the bargaining table to continue negotiations. 

First, we need to hear from you! Join us at a contract meeting on Tuesday, August 10 @ 6AM in the break room to talk about next steps for our contract.

Jefferson County: Unprepared or Unwilling?

Unfortunately, our negotiations with Management today were short, as they did not have “the authority” to go beyond their first proposal offered to us 13 days ago.

Our Bargaining Committee has already offered a counterproposal to the Employer and we didn’t want to bargain against ourselves; so instead, we used the time to draft proposals for the County’s “Telecommuting Policy” and issues with FMLA leaves, which we will be presenting to them at our next bargaining session. When that is depends on when the Employer’s representatives have "the authority" to make us a counter offer beyond what they initially put on the table.

In the meantime, we are preparing to take action so stay tuned for the next bargaining update!

“We all have jobs to do, and it is surprising that the employer came to the table today unprepared to bargain with us.  What they gave us could have been delivered in an email!” —Susan O’Brien, Jefferson County Nurse Practitioner

PRMCE RN - Providence Everett RNs Overwhelmingly Ratify the Contract!

On July 23rd, the RN unit overwhelmingly voted to ratify the contract! We were able to win the highest pay increases since we organized! We will be working with Providence to finalize the agreement so both parties can sign the contract and we can post it onto our UFCW 21 website. In the meantime, you can access the “redline” agreement through the link below: 

Here are the details/ important dates of the new agreement: 

• On the August 20, 2021 paycheck: Effective the first full pay period following ratification, nurses will receive a three percent (3%) across the board increase. 

• September 2021: The Hospital will pay all bargaining unit nurses, pro-rated by their assigned FTE, a one-time bonus of $1,500 (minus applicable withholdings) effective the second full pay period following the date of ratification. Per diems will receive a pro-rated .25 FTE bonus.

• December 2021: Pandemic Appreciation Bonus-  The Hospital will provide a one-time bonus of $2,000 (pro-rated by assigned FTE) effective the first full pay period in December of 2021.

• January 2022: Effective the first full pay period six (6) months following ratification, nurses will receive a two percent (2%) across the board increase.

• February 2022: On the second pay period in February, 2022, an additional targeted increase of four and a half percent (4.5%) will be applied to Steps “Base” through “Step 20”. Nurses on Step 21 through 35 will receive a step increment increase of at least 2.5%. 

• December 2022: Legacy Bonus- An additional one-time bonus of $1,500 will, pro-rated by assigned FTE, be paid on the first full pay period in December of 2022 for all PRMCE RNs who are at that time on progression Steps 21 through 35.

• July 1, 2022: Third shift differential will increase to $5/hour 

• January 2023: Effective the first full pay one and one-half (1 ½) years following ratification, nurses will receive a two and three-quarter percent (2.75%) across the board increase. 

• April 2023: Effective the first full pay period following April 30, 2023, all employees on the active payroll will receive a (two and three-quarter percent) 2.75% increase.

• Immediately in effect: 

  • Per diem differential and pay in lieu of PTO and EIB has increased to 15%. 

  • Stand-by On Call pay has increased to $4.25

  • Float Pool/Resource Team pay has increased to $3/hour for Skill Level 1 and $4/hour for Skill Level 2 

  • Education Funds have increased to: FTE 0.8-1.0 $650; FTE 0.6-0.79 $450; FTE 0.3-0.59 $250; FTE 0.0-0.29 $200

Additionally we are still negotiating an “Extra Shift Bonus” (ESB) Letter of Understanding (LOU) with Providence. We have requested that Providence pay the bonus plus time and a half for each extra shift, provide retroactive pay to nurses from March 31, 2021 through present with the new LOU rates, include per diems, and count PTO hours towards nurses’ eligibility for the bonus. We have not signed an LOU which means if you pick up an extra shift please request that your manager put in writing that you will get 1.5 and the new bonus amount. We cannot grieve the extra shift bonuses since we do not have an LOU in place. 

We are also bargaining over Providence’s COVID-19 vaccination policy. It is our position that no one should wear stickers identifying whether they received the vaccine or not, caregivers who have not received the vaccine should not have their hours reduced, and caregivers who have not received the vaccine should go through regular COVID-19 testing. 

If you have any questions or believe Providence is not following the new collective bargaining agreement, please reach out to Anthony Cantu acantu@ufcw21.org. 

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Julie Bynum, Float Pool; Jenney Gannon, L&D; Madison Hamilton

Providence Centralia Tech - Economics and Benefit Language Remains Unsettled!

On August 2, we met with Providence Centralia. As a team, we worked hard in the morning to analyze surrounding area hospital wages and determine if our wage proposal is reasonable. We determined that our proposed wage rates were slightly below other unionized hospitals, but above non-union hospitals. Given that, we did not change our wage scale, but made modifications in other parts of our proposal. 

We presented to Providence the following wage proposal: 

Year 1—Caregivers will be placed onto a 26 step wage scale based on their current hourly rate, with a guarantee that all caregivers would receive at least a 3.5% wage increase. Any caregiver whose years of service in their job classification at Providence does not correspond to their step placement will receive a two-step progression each year of the contract, until their years of service and step matches. 

Year 2 and 3—Caregivers would receive a 3% across-the-board increase and a 2% longevity step increase on their anniversary date. Any caregiver with 26 years of experience or more will receive a 3% across the board increase each year but will not receive a longevity step increase. 

Under Providence’s proposal, caregivers would receive a 1.5% increase in Year 1, an average of a 2% increase in Year 2, a 1.5% across-the-board increase and longevity step increase in Year 3, and a 1.5% across-the-board increase and longevity step increase in Year 4. Providence will also give two-step progression to caregivers whose years of service and step do not correspond starting in Year 2 of the contract. Also their wage scale stops at step 20 which means caregivers would top out faster under their wage scale. 

The difference between our proposal and Providence’s proposal is our wage table and annual wage increases. In most classifications, we are proposing base rates that are $2 to $5 more than their base rates. Additionally, their wage proposal is tied to accepting the elimination of EIB/reduction of PTO..

In order to move Providence to accepting our wage scale, we need to take action! We will be presenting strike pledge cards to Providence later in August to show them that we are willing to strike if they continue making the same PTO and wage proposal! 

Please sign a strike pledge card online and join us for an in-person meeting on August 9 from 6:30AM to 8:30AM and August 12 from 4PM to 6PM outside of the North Entrance at PCH near the physical therapy building to sign a strike pledge card and get a bargaining update! 

If you have any question please contact your union rep Erin McCoy. Our next bargaining session is on August 25. 

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

We’ve Reached a Tentative Agreement With MultiCare!

We’ve reached a Tentative Agreement with MultiCare!

The informational picket which was scheduled for Friday, 8/6, has been CANCELLED. Please stay tuned for vote details and reach out to your Bargaining Team members about this exciting development.

Bargaining Team: Alexis Dotts, Glen Steele, Gregg Barney, Heidi Strub, Jamie Fenton, Julianna Van Enk, Kelly Gusman, Kurtis Chaffin, Patricia Brown, Ryan Boyd, Sammy Bainivalu, Teri Kruse, Wanda Rodriguez-Ramos, Yvette Broeckel.

Providence Centralia Tech - Providence Centralia Tech - Providence Makes a Wage Proposal, but It Is Still Not Enough!

On July 26, 2021 we met with Providence Centralia management. In our previous bargaining session on June 30, 2021, Providence proposed a 2% across the board wage increase (cost of living increase), but they did not propose a wage scale. In that session we told Providence that we deserved a wage scale like Providence St. Peter’s Techs and every union contract within the Providence system. 

In this bargaining session, Providence finally made a wage proposal which included a wage scale, but it is not enough. Providence is proposing: 

• Year 1 (2021)—1.5% across the board increase (no wage scale)

• Year 2 (2022)—employees will be placed onto a wage scale depending on their hourly rate and not based on years of experience

• Year 3 (2023) and Year 4 (2024) 1.5% across the board increase and an increase on your anniversary date

• Continuing the new PTO plan and eliminating EIB 

UFCW 21 is proposing: 

• Year 1 (2021)—All employees shall receive at least a 4.5% wage increase and will be placed on a competitive wage scale depending on their years of experience

• Year 2 (2022)—3% across the board increase and 2% increase on your anniversary date

• Year 3 (2023)—3% across the board increase and 2% increase on your anniversary date 

• Reinstating the 2020 PTO/EIB plan and a three-year contract which is the typical duration of a union contract 

We believe that their proposal is a step in the right direction, but it still does not consider how far behind we are compared to the surrounding hospitals or our individual job experience. 

Our strike authorization and other actions are the reason why we were able to obtain this proposal! We now need to fight for our EIB/PTO and a wage scale for all three years of the contract.

We are getting closer to an agreement, but the major hurdles we are facing are wages, EIB/PTO, and keeping benefits as is for the life of the contract.

In order to get passed these hurdles, we need you all to sign onto our strike pledge card to show Providence that we will strike over our PTO unfair labor practice and wages if we do not see improvements to their proposals. 

We will be planning an in-person action in August to present these strike cards along with St. Peter’s and community partners.

If you have any question please contact your union rep Erin McCoy. Our next bargaining sessions are on August 2 and August 25. 

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

Zenith American Solutions - New Contract Ratified!

Workers at Zenith American Solutions overwhelmingly voted YES to approve their new contract with the Hospital. The new contract includes:

• Strong wage increases across the board, including full retro pay

• Huge improvements to the health and wellness plans

• Movement onto, and fully funding of, the Variable Annuity Plan

• Language ensuring mutual respect from management. 

• An expansion of our leave opportunities.

• ...and much more!

The contract is in full force and effect as of July 26, 2021—March 31, 2024. 

The additional per hour healthcare charges will stop immediately! Workers can expect to see the wage increases and retro pay on their August 20 paycheck at the latest. 

Your Bargaining Team: Carlotta Bogdon, Sr. Fund Accounting Specialist; Debbie DeVore, Sr. Pension Processor; Sue Wehmeyer, Sr. Claims Processor. 

Questions about the contract? Contact the Bargaining Team or the Union Representative David Trujillo directly at 360-419-4665.

Lourdes Medical Center - First Contract Ratified!

On July 23, 2021 the Lourdes Medical Center service and Maintenance employees unanimously voted to ratify their first contract with LifePoint. After 10 months of bargaining, leafletting, picketing, we finally came to a tentative agreement that we were able to confidently bring forward to membership with a recommended yes vote.

The contract includes fair wages and benefits and the tools to build a safe and healthy working environment. This could not have been done without the hard work and dedicated leadership of the bargaining team.

This is a strong foundation that our Union can build on for years to come. 

Please contact your Union Representative Austen Louden at 509-340-7372 with any questions or concerns. 

Your Bargaining Team:

Isabella Amaro, NAC

Juanita Quezada, HUC/NAC

Aurora Lopez, ED Coordinator

Jordan Aviles, NAC

Maria Hinojosa, Central Processing

Sam Zoller, NAC

Kaiser Spokane Pharmacy Techs - Bargaining Economics

Last week our bargaining team reached new tentative agreements on Floating and incentives for employees to volunteer to travel to other Clinics for unexpected absences. We started important conversations on negotiating our wage scale and addressing wage inequities and credit for experience as a Pharmacy Tech. Our team is united that there should be one wage scale for all workers in Washington- this will allow us to retain and recruit staff in Spokane and know that our work is valued. 

Our next bargaining session is scheduled for August 12 and we are scheduling additional dates in August. 

National Negotiations begin on August 13 for future Across the Board wage increases and to address benefits through the Alliance of Health Care Unions such as Retiree Medical, Education, and our Healthcare.

“We are excited about the agreements we have reached so far and are looking forward to discussing wages and equity for our experience and dedication with Kaiser.” 

– Jackie McFarlen and Tiffany Yeates, Bargaining Team

For questions, please reach out to the Bargaining Team or Union Representative Maureen Hatton, 509-340-7370.

Jefferson County - Bargaining Begins!

In our first bargaining session on July 21 for the new union contract, our Bargaining Team met with the Employer and proposed: 

• Improvements to vacation and bereavement leave

• New holidays for Juneteenth and Christmas Eve

• Extending seniority protections for extended leaves

• Improvements to Longevity Pay

• Wage increases and wage scale adjustments that recognize the economic realities we all live under as County Employees 

While Management did make an initial proposal that was better than previous bargains and shared things in common with our proposals, we are far apart on the amounts, especially when it comes to wages. 

“While it was encouraging that we had similar ideas, the wage increases Management proposed were so far below our own, it was hard not to have hard feelings about it.”

—Tim Weissman

Cascade Valley Hospital - 100% YES! Cascade Valley Hospital Members Unanimously Ratify New Wages

Members at Cascade Valley Hospital unanimously ratified a new wage scale. The new agreement includes bringing CVH employees up to the same wage scales as Skagit Valley Hospital with additional market increases for some positions. The new rates will go into effect in the second pay period following this ratification.

For members hired before April 9, 2018 there is an agreement to participate in an equity review. If you feel you were misplaced on the wage scale, complete the equity review form on Epicor within 30 days. Contact your bargaining team or rep for assistance.

Your Bargaining Team: 

Kathleen Blackstock, CNA

Linda Deeter, Anesthesia Tech

Pammy Hammond,CNA

Robin Schultz, Pharmacy Tech

Providence St. Peter Tech - PSPH Proposes Union Wage Rates!

On July 22, we met with Providence St. Peter’s to discuss the open articles in our first contract: wages, hours of work, definitions, union membership, definitions, seniority, retirement, health insurance, EIB/PTO, leaves of absence, and employment education. 

In our last bargaining session on June 22, Providence proposed a wage scale on the second year of the contract and a 1.5% across the board wage increase (cost of living increase) for the first and third year of the contract. We have made a lot of progress around most of these issues except for EIB/PTO and wages. While this is progress, we believe this is still not enough! We believe that to retain and recruit workers we need higher annual across the board increases, a wage scale from year one, and for our experience to be recognized when we are placed onto the wage scale. 

Currently Providence is proposing that we would be placed onto the wage step which is closest to our current hourly rate. For example, a respiratory therapist currently earning $35.20 with ten years of experience would be placed onto their scale at Step 4. A newly hired respiratory therapist with eight years of experience would be place on Step 8 under their proposal which means that the current respiratory therapist with ten years of experience would be earning less than that newly hired employee who has eight years of experience. 

We told Providence that this is unfair and will worsen turnover. We are proposing that current employees have their years of experience in their job classification recognized! 

One big win we had during the session is that Providence agreed to our higher base rates! But the higher base rates would not go into effect until Year 2 of the contract. Additionally, Providence proposed to continue their current PTO plan and keep EIB frozen. 

We are getting closer to an agreement, but the major hurdles we are facing is wages, EIB/PTO, and keeping benefits as is for the life of the contract. 

In order to get passed these hurdles, we need you all to sign onto our strike pledge card to show Providence that we will strike over our PTO unfair labor practice and wages if we do not see improvements to their proposals. 

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

Sign the Pledge Card!

https://bit.ly/Prov-Strike-Pledge

Join our Contract Action Team meeting!

Tuesday, July 27 

6:00PM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.