Providence Radiant Care - Providence Proposes Merit Increases and No Wage Scale! We Demand a Wage Scale!

On December 7, we met for the third time with Providence’s negotiating team. In this session, we discussed the remaining non-economic articles like employment practices, seniority, definitions of contract terms, hours of work and overtime, and leaves of absence. Providence responded with language like other new contracts like the PCH Tech and Service contracts. 

A point of contract is that Providence rejected our proposal to implement job classification seniority. Their proposal is to implement bargaining unit seniority. Your seniority date and hire date are different. Your hire date never changes, but your seniority date begins when you enter the bargaining unit or when you move into a new job classification. Under bargaining unit seniority, a worker would retain their seniority even if they moved into a new job classification. This means a therapist with five years of bargaining unit seniority could be laid off instead of the new therapist with 15 years of bargaining unit seniority. We believe job classification seniority is more equitable and other Providence technical units use job classification seniority. 

We also proposed wages, benefits, and premium pay on December 7. We proposed that 1) all workers should receive a bonus for the lack of wage increase in the last year and to acknowledge our work during the pandemic 2) at least a 7% increase upon ratification of the contract 3) a competitive wage scale with 28 steps 4) annual anniversary date wage increases 5) annual cost of living increases 6) internal equity language to ensure new hires with the same experience as current employees do not get paid more than incumbents. 

Providence rejected our proposals and proposed to continue their current merit pay system. We voiced our concerns about merit pay. Providence told us that they do not have a metric to quantify merit and they believe workers should not reach the “maximum” on their pay ranges. We are extremely disappointed with Providence’s proposal given that we have made a lot of progress on non-economic issues. 

We will be responding on December 15 and reiterating that we need a wage scale and do not want a merit-based pay system! On December 16 at 5:45 PM, we will hold a Contract Action Team (CAT) meeting over Zoom to review bargaining and plan future workplace actions! If you have any questions, please talk to your bargaining team or Union Rep Erin McCoy emcccoy@ufcw21.org. 

In solidarity, your PRCS bargaining team: Branden Raftery (Lacey - Dosimetrist), Paul Lofing (Aberdeen - RT), Kelly Covington (Lacey - RN) Winter Everson (Lacey - RT) 

Tomlinson Linen members overwhelmingly ratified the contract!

On December 3, Tomlinson Linen members approved the contract! Members who did not receive a $1.42 wage increase in 2021 shall be receiving that increase and retroactive pay the first full pay period after December 3. Additionally, employees with five years or more of service shall be receiving an additional $50 in their Christmas bonus. In April 2022, all employees will receive a $ 0.65 increase and in April 2023 all employees will receive a $ 0.63 increase.

Our next step is for Tomlinson Linen to sign the contract and then we will print it in English and Spanish for all members.

If you have issues with your pay or workplace concerns, please reach out to Monica Smith 206-436-6524 or msmith@ufcw21.org.

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¡El 3 de diciembre, los miembros de Tomlinson Linen aprobaron el contrato! Los empleados que no hayan recibido un aumento salarial de $1.42 en 2021 estarán recibiendo ese incremento y pago retroactivo el primer periodo de pago completo posterior al 3 de diciembre. Adicionalmente los empleados con cinco años o más de servicio estarán recibiendo 50 dólares adicionales en su bono navideño. En abril de 2022, todos los empleados recibirán un aumento de $ 0.65 y en abril de 2023 todos los empleados recibirán un aumento de $ 0.63.

Nuestro siguiente paso es que Tomlinson Linen firme el contrato y luego lo imprimiremos en inglés y español para todos los miembros.

Si tiene problemas con su salario o inquietudes laborales, comuníquese con Monica Smith 206-436-6524 msmith@ufcw21.org.

Trios Health - New Three-Year Contract Ratified with Super Majority Vote

After five months of bargaining and countless hours of hard work and dedication put in by your Bargaining Team, and although we were not able to secure everything that we wanted this time around, we were able to recommend and ratify our new contract with competitive wage increases and get back some of the things that we lost in our last contract.

We look forward to building strength and unity within our facility so that we can show LifePoint that we will not be divided in our fight for a fair contract in the next negotiation.

Please reach out to your Bargaining Team or your Union Representative Austen Louden at (509) 340-7372 with any questions or concerns

Bargaining Team: Tami Ottenbreit (FBC); Milari Olexa (Med/Surg); Casey Nitta (ICU); Carol Goplen (Surgical Svcs); Stephanie Weibel (ED)

Our Bargaining Team meets to discuss bargaining priorities!

Our Bargaining Team met yesterday in person to discuss the path forward for a strong, successful, and united grocery store negotiation and further develop our initial bargaining proposals. In the room was a diverse group of members from different job classes, work locations, employers, and backgrounds. Our team is hands on and experienced, they understand the importance and gravity of the issues we all face and how we are stronger when we work together.

Our union Bargaining Team continued to focus on the priorities identified by thousands of members in the bargaining survey while they worked on our initial bargaining proposals. At the top of our discussions were wage increases―especially for those at the top of the scale, safety, staffing and scheduling, and how we can lift essential grocery store workers up through our contract negotiations. Top priorities include:

• Win higher wages, especially at the top of our pay scales

• Create more equity in pay between departments

• Protect our high-quality, low-cost health care plan

• Keep our pension funded and secure

• Improve store safety and training

• Improve recruitment and retention so we have the proper staff to help us get the work done

In 2019, successful contract negotiations resulted in the largest wage increases in our union’s history, improved safety language, stronger scheduling language, new workforce development and training language, maintained our health care benefits with no increase in costs, and perhaps the biggest win of all: secured and improved our retirement pension.

Thank you everyone for participating in an amazing bargaining kick-off! 

Workplace leaders and Union Reps visited over 250 of our union stores, handing out buttons and taking pictures with members. What happens in negotiations is important. If we want the Employers to Respect, Protect, and Pay us then we must be united and organized to win. Employers have shown over the last two years how much more they prioritize their record high profits over the safety and pay of essential workers. The only way we change that is through collective action. When we fight together, we win together.

The top things all members can do right now to help build for a successful contract negotiation:

• Wear your “Respect, Protect, Pay” button! Show we are united and focused to improve our workplaces and get higher pay. If you need a button, talk to one of your workplace stewards or leaders, or contact your Rep!

• Join your Contract Action Team to help organize and mobilize workers to fight for better pay and a better contract. Talk to a workplace leader or your Union Rep if you are interested.
  And join a Contract Action Team meeting this week >>

• Don’t miss important bargaining updates, actions, benefits, and more. Make sure your personal contact information is up to date with our union:
  ufcw21.org/update-your-information

• Join our private Facebook group UFCW 21 Grocery Store Workers 2022 tinyurl.com/2022grocerygroup

Our Union Bargaining Team:

Ames Reinhold, Metropolitan Market

Amy Dayley Angell, QFC

Aaron Streepy, Attorney

Budha Green, Safeway

Cliff Powers, Safeway

Cynthia Hill, Safeway

Caprii Nakihei, Safeway

Cosmo Villini, Safeway

Enrique Romero, Fred Meyer

Faye Guenther, UFCW 21 President

Heidi Odom, Fred Meyer

Jeannette Randall, Safeway

Jeff Alexander, Fred Meyer

Jeff Smith, Fred Meyer

J’Nee DeLancey, Town & Country

Joanna Clapham, Fred Meyer

Joe Mizrahi, UFCW 21 Secretary Treasurer

Kyong Barry, Albertsons

Maggie Breshears, Fred Meyer

Maroot Nanakul, Safeway

Naomi Oligario, Safeway

Richard Waits, Haggen

Roger Yanez, QFC

Sam Dancy, QFC

Sam Kantak, Teamsters 38 Secretary Treasurer

Shawn Hayenga, Metropolitan Market

Tammi Brady, Teamsters 38 President

Wil Peterson, Fred Meyer

PRMCE Tech - Management Proposes Economics

Our bargaining team met with management on Friday to receive management’s response to our economic proposal. While we did see a robust initial response, there’s still ground for management to meet our expectations. 

We will share more detail about the proposals at our upcoming Contract Action Meeting on Tuesday, December 7.

“We’re trying to expedite bargaining to get increases in place soon. We have power in this moment as healthcare workers. Now is the time to get involved!”

Sign the Petition for Respect and Retention!

Your PRMCE Tech Bargaining Team: Maria Goodall, Vascular Ultrasound

Darryl Keffer, Respiratory

Rodney Powers, Diagnostic Imaging

Terryl Smith, Pharmacy Tech

Samaritan HealthCare - Bargaining Begins

On November 30, our Bargaining Team met with the Employer for our first Bargaining session. After a complete day the Union had given the Employer a complete comprehensive proposal.

Our next bargaining session is scheduled for December 13.

“As we look forward to the Employer’s response let Management know we are UNITED by encouraging your non-member colleagues to sign up today. All of our voices need to be heard.”

- Tammy Fisk, RN

Bargaining Team: (Clockwise from the top) Gloria Robbins, RN ER; Maureen Hatton, Union Rep; Tammy Fisk, RN OB; Russell Roden, RN Clinic; (Not pictured) Rachel Hunter, RN Med Surg Tech

For questions, please reach out to your Bargaining Team or Union Rep Maureen Hatton @ (509) 340-7370

PRMCE Tech - First Day of Bargaining!

Our union bargaining team met with management on Monday for the first of 5 scheduled bargaining dates and made good progress. We presented all of our proposals for language and economics. We were able to reach agreement on language for:

• Bereavement Leave—capturing policy language in our contract

• Department Closure on a Holiday—Whether a department is closed or under reduced staffing for a holiday, employees would have the choice whether or not to use PTO 

• Union Rep Access—Updated language for union reps during a state of emergency

We are awaiting a response to our economic proposals including wages, bonuses, and parking. Our next bargaining dates are December 3 and December 9.

Your PRMCE Tech Bargaining Team: Maria Goodall, Vascular Ultrasound

Darryl Keffer, Respiratory

Rodney Powers, Diagnostic Imaging

Terryl Smith, Pharmacy Tech

Seattle Children's Hospital - Bargaining Dates Scheduled

Bargaining at Seattle Children’s Hospital is just around the corner with December 14 confirmed as our first day of negotiations.

We have finalized our Bargaining Team and are working to schedule a proposal meeting prior to negotiations so that we can work on formalizing our proposed changes to the contract. As part of the process, we have requested that Management release the Bargaining Team for the proposal meeting so that we can effectively prepare for negotiations. While Management has agreed to release the Bargaining Team for a prep session, it took weeks of debate to fulfill such a simple request.

While not surprising, Management’s behavior even before our first meeting is a warning signal that shows us that we cannot expect them to be cooperative during negotiations. We have several critical issues to resolve such as ensuring that our wage scales are market competitive, addressing our staffing crisis, and fighting for fair and equitable treatment among many other important issues. If Management struggled to agree to a Bargaining Team prep session, we need to be prepared for a serious fight on everything else.

There are a few actions you can take to get ready:

The most impactful action would be to join your Contract Action Team (CAT) today by reaching out to a Bargaining Team member or your Union Representative Christie Harris. Having high involvement within your Contract Action Team is crucial in winning a strong contract. Attend regular CAT meetings to hear the latest updates regarding negotiations, plan actions to pressure Management, and get your co-workers involved. Our first meeting will be held virtually on December 6.

Sign up for a Steward training! Every department needs strong Stewards – both right now and between negotiations. In Steward training, you will learn your rights and protections and how to push back against unfair practices by Management. You will also learn how to represent a coworker in a disciplinary meeting and uphold your contract. To sign up for a training,go to: ufcw21.org/steward-training

We will be circulating Seattle Children’s Union buttons and stickers, as well as lanyards and more to your workplaces soon. Showing Union pride in the workplace shows Management that you are visible, you are unified, and it helps send a strong message to Management that you are ready to fight for a strong contract. We will be following up soon with days and times when everything is ready.

Get connected to the campaign through social media!
https://www.instagram.com/schworkers/
https://www.facebook.com/groups/schtechsunion/

Hear from the Bargaining Team about negotiations and join our online Contract Meeting:

Monday, December 6
4:30 PM
Contact your Bargaining Team or Union Rep for Zoom meeting details. Details will also be emailed.

For questions, please contact your Union Rep Christie Harris @ (206) 436-6606

Jefferson HealthCare Pro Tech & Clinic - Management Must Do Better

Management needs to recognize the importance of reasonable wages to recruit and retain workers. We work short-staffed every day. People are continuing to leave Jefferson because they are receiving sub-standard wages.

NOT GOOD ENOUGH!

On November 15, CFO Tyler Freeman gave a full presentation of Jefferson’s financial state. 

Management has money but wanted us to know why they are proposing lower wage increases for many workers. 

They are proposing market increases for many job classes but other jobs would receive much less. 

NOT GOOD ENOUGH! 

Management would like to reduce the benefit which is currently up to 6 months of protected leave, meaning you would come back to your current position if you or a family member were temporarily disabled. Management’s proposal is to decrease the time significantly. 

NOT GOOD ENOUGH! 

Management is unwilling to provide the same premiums for security guards that everyone else has. Management has also threatened to outsource these positions. 

NOT GOOD ENOUGH!

The Union Bargaining Team wants management to recognize the hard work we all do every day! Stand together as we work to create a better workplace!.

For any questions, please reach out to any Bargaining Team member or Union Representative Ryan Degouveia at 360-662-1989.

“Clinic workers feel safer because of the mindfulness and responsiveness of the security people we have.”

—Kacie Starling RN

Our Jefferson Healthcare Pro Tech & Clinic Bargaining Team: Kacie Starling, Clinic RN; Nell Allen, Pharmacy Tech Specialist; Natalie Irwin, Physical Therapist; Kim Vasenda, CNA; Monique Samos, Patient Accounts Rep; Miychell Vereeke, Dental Assistant; Robyn Wentz, Surgical Tech; Ryan De Gouveia, UFCW 21; Cathy Macphail, UFCW 21

Macy's - Contracts Ratified

MACY'S CONTRACTS RATIFIED

With the flooding in Bellingham last week, voting took longer than was expected; but last night members in Bellingham showed up to vote, then counted all of the votes, and the results were clear; the new contracts for both the mall stores and the furniture galleries & clearance center have been ratified. Macy’s has said that they are moving forward with implementation of the new contract, so workers should see their raises and the retro in about a month.

Contact your union rep with any questions.

Have A Heart Tentative Agreement Reached

Have A Heart Tentative Agreement Reached

Bargaining Team Unanimously Recommends a YES Vote

Our bargaining team has reached a tentative agreement with management that includes some of the following Highlights:

• Wage Increases Each Year

• New Paid Holidays

• Improvements to Bonus Structure

• Improvements to Employee Discount

“Join us in Voting Yes for our Contract. We look forward to seeing everyone at the vote meetings.” - Have a Heart Bargaining Team

Our Union Bargaining Team: Jenna Burns, Ocean Shores; Devin Johansson, Greenwood; Zion Grae-El, Belltown; Joe Chaten, Skyway

Ratification Vote Meetings: Wednesday, December 8

Ocean Shores

Time 12:00-3:00pm

Employee Breakroom

Belltown

Time 2:00p -5:00pm

Employee Breakroom

Bothell

Time 2:00pm – 5:00pm

Employee Breakroom

Greenwood

Time 2:00pm – 5:00pm

Employee Breakroom

Skyway

Time 2:00pm – 5:00pm

Employee Breakroom

Only members in good standing are eligable to vote. If you have any questions please contact your Rep Tim Moisio 253-948-2262 or Ariana Davis 206-817-0034

Kaiser Spokane Pharmacy Techs Tentative Agreement Reached on local and national bargains

Kaiser Spokane Pharmacy Techs

Tentative Agreement Reached on local & national bargains!

After months of bargaining and organizing together for a first contract, your Spokane Pharmacy Tech Bargaining Team has reached a tentative agreement with Kaiser on a local collective bargaining agreement and a National Agreement through the Alliance of Health Care Unions. We are very excited to tell you that these agreements include the following:

• The Western Washington Wage Scale

• Maintain Your Current Retirement Plan

• COMPETITIVE ACROSS THE BOARD WAGE INCREASES each year and bonuses through the Performance Sharing Program 3% 2021; 3% 2022; 2% + 2% bonus 2023; 2% + 2% bonus 2024

• Additional Step Wage Increases each year

• Retiree Medical $1,000 per year of service

• Education Benefits locally and Nationally

• New Premiums, Benefits, and Differentials

• Just Cause Protections and Grievance Procedure

• Specific language to address Spokane issues including on-call shifts, floating, vacation requests and so much more!

The full details of the offer will be made available during our In-Person vote meetings on December 6. You must be present in-person and a member in good standing to be eligible to vote on the contract.

Kaiser Spokane Pharmacy Tech Vote Meetings Monday December 6, drop-in 7-10AM & 5–8PM

UFCW 21 Spokane Office: 2805 N. Market St., Spokane, WA 99207

Please contact Union Representative Maureen Hatton with any questions, 509-340-7370.

Kaiser Pro Tech Optical Tentative Agreement Reached on local & national bargains

Kaiser Pro Tech Optical

Tentative Agreement Reached on local & national bargains!

Our Bargaining Team has reached a tentative agreement with Kaiser on a new four-year local collective bargaining agreement for Pro Tech Optical and a National Agreement through the Alliance of Health Care Unions. We are very excited to tell you that these agreements include the following:

• COMPETITIVE WAGE INCREASES each year of the agreement and continued bonuses through the Performance Sharing Program 3% 2021; 3% 2022; 2% + 2% bonus 2023; 2% + 2% bonus 2024

• INCLUDES FULL RETRO PAY BACK TO October 1, 2021

• Increase Retiree Medical from $350 per year of service to

• $1,000 per year of service

• Improvements to Certification Pay and access to Education Funds

• And so much more!

Full details of the contract offers will be available during online vote on Wednesday, December 8 from 6AM to 8PM. You will receive an email from UFCW 21 via “SimplyVoting” with your unique login information.

to vote online Make sure your information is up to date!

In order to vote on both proposals, 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 December 8, please reach out to Union Representative Rhonda Fisher-Ivie at rfisherivie@ufcw21.org or 206-436-6584 no later than 5PM on the day of the vote to provide an updated email address.

PRMCE Professionals First Day of Bargaining

PRMCE Professionals

First Day of Bargaining

Our Union Bargaining Team met with Management for the first of five bargaining dates and made good progress. We have all of our proposals on the table for language and economics. We were able to reach tentative agreements on:

• Adding department restructure language to our contract

• Improved bumping language for medical lab

• Union rep access during state of emergency

• Improved new employee orientation language

• Improved union leave language

• Improved contract language to reflect gender neutrality

We are awaiting a response to our economic proposals including wages, bonuses, and parking. Our next bargaining date is December 8.

Our Union Bargaining Team: Deb Anderson, Medical Lab; Sara Dillon, Case Management; Emily Conner, Nutrition

Don’t miss out on important union bargaining updates, benefits, and more. Keep your contact information up to date with our Union: ufcw21.org/update-your-information

Providence Radiant Care - Making Progress!

In our second bargaining session with Providence Radiant Care on November 17, we reached tentative agreements on nine articles. We agreed on the preamble, recognition of the bargaining unit, union membership, union representative matters, management rights, grievance procedure, no strike/no lock-out, labor management committees, and successorship. 

These articles provide workers with irrevocable rights and an avenue to fight contract violations and workplace issues. For example, the successorship article guarantees that Providence provides 60 days’ notice prior to any sale, merger, or transfer of Radiant Care. At which time, the Union would send a demand to bargain over the effects of the sale to the new employer and Providence. This gives workers a voice during the sale process and ensures that you are given the opportunity to negotiate your contractual benefits with the new employer. 

Additionally, we proposed five more articles which cover workplace conditions like hours of work/overtime, seniority, employment practices, definition of full-time and part-time employees, and leaves of absence. Providence will be responding to our counterproposal during our next bargaining session on December 7. Also we plan to make our compensation proposal on December 7. 

At other bargaining tables, it has taken us about five to seven sessions to reach agreement on nine articles. We are hopeful that this is an indicator that Providence is willing to compromise on non-economic matters so we can start discussing compensation/ benefits. 

We will go into more bargaining details and next steps at our Contract Action Team (CAT) meeting on November 30 from 5:30 PM - 6:30 PM via Zoom. If you have any questions, workplace issues, or are called into a disciplinary meeting, please contact Erin McCoy 206-436-6598 (landline). 

Bargaining Dates: 

December 7 and December 8 (cancelled by Providence), awaiting January bargaining dates

In solidarity, your PRCS bargaining team: Branden Raftery (Lacey - Dosimetrist), Paul Lofing (Aberdeen - RT), Kelly Covington (Lacey - RN) Winter Everson (Lacey - RT) 

Three Rivers Hospital - Contract Ratified

On November 12, 2021, members voted unanimously to ratify a new 3-year agreement with Three Rivers Hospital.  As of November 1, 2021 RNs will see a significant increase in compensation and no takeaways to their current contract.

Thanks to everyone who showed up to the vote and a big welcome to the new members that joined.

If you have any questions or concerns, please contact your bargaining team Zach Riggle RN and Rose Holder RN or contact your union representative Maureen Hatton at 509-340-7370. 

Jefferson County - Contract Ratified

On Friday, November 12, Jefferson County members ratified the new union contract. We are now asking the Employer to process the pay raises and retroactive pay as soon as possible, as well as working on the finalized version of the document to be submitted to the Jefferson County board for final approval.

If you have any questions please contact Ryan Degouveia at (360) 662-1989.

UFCW21 Kaiser Update - TENTATIVE AGREEMENT REACHED!

After months of local and national bargaining, Informational Picketing and Leaflets, and negotiating last week through the night - UFCW21 and all Union Members in the Alliance of Health Care Unions reached a Tentative Agreement on all contracts!

In Local negotiations for both Pro Tech Optical and Pharmacy, our Bargaining Team won additional improvements in premiums and staffing and contractual language, with NO TAKEAWAYS. We secured improvements for Optical and Pharmacy’s Sound Health Retirement Pension- with a guarantee to increase contribution rates to a percentage of salary during the life of the contract. Other highlights include increasing Retiree Medical for all KPWA UFCW21 members from $350 to $1000 for every year of service and Strong Across the Board Wage increases and bonuses each year of the contract. We will continue partnering with SEIU and OPEIU to advocate for improvements to our healthcare in KPWA.

Additionally, the newly organized Spokane Pharmacy Techs won a historic contract including the Western Washington wage scale, maintaining their current retirement, new premiums and benefits, and an accretion allowing them to unite in strength and solidarity with hundreds of UFCW21 Pharmacy members in Western Washington.

In the next couple of days, UFCW21 will send out a vote notice to all members with dates and times of votes in December.

Please update your contact information- so that you receive all notices and can participate in meetings and the Online Vote in Western Washington. Spokane Pharmacy Techs will have an in-person Vote Meeting in Spokane. Go to: ufcw21.org/update-your-information

Read the full bargaining update from Alliance at: ufcw21.org/s/alliance-update-we-did-it.pdf

2022 Grocery Store Worker Negotiations Kick Off

Grocery Store Workers have continued to show up for our customers and communities through some of the hardest conditions and circumstances imaginable. It’s time to celebrate our dedication to each other and kick-off this negotiation cycle united and strong.

All week union members, leaders, and Reps have been visiting each of our 200+ union stores handing out buttons, bargaining information, and taking pictures in workplaces as part of our strategy to get as many members involved, informed, and activated as possible! It’s time for employers to Respect, Protect, and Pay essential grocery store workers!

We are prepared and ready  

Preparations for next year’s contract negotiations have begun. Union grocery store workers are more involved and active than ever before as we partner with Teamsters Local 38 here in Washington and other UFCW locals across the Western U.S. Together we are the power of over 100,000 grocery store workers. 

Employers have shown over the last two years how much they prioritize their record high profits over the safety and pay of essential workers. The only way we change that is by making them change through collective action. When we fight together, we win together. 

When we fight we win  

Our Union Bargaining Team will build targeted contract proposals, based on the priorities set by the membership around everything from wages to better safety language, then take those proposals to the Employer's representatives at the bargaining table in early 2022. The Employer will also make proposals to our Bargaining Team. Often times these are proposals to cut our contract benefits and take away gains we have fought for and won in past contracts.  

In 2019, successful contract negotiations resulted in the largest wage increases in our union's history, improved safety language, stronger scheduling language, new workforce development and training language, maintained our health care benefits with no increase in costs, and perhaps the biggest win of all: secured and improved our retirement pension.  

This contract negotiation our union bargaining team, made of rank-and-file union members from diverse workplaces, will continue to focus on the priorities identified by thousands of members in the bargaining survey: 

• Win higher wages, especially at the top of our pay scales  

• Create more equity in pay between departments   

• Protect our high-quality, low-cost health care plan 

• Keep our pension funded and secure  

• Improve store safety and training  

• Improve recruitment and retention so we have the proper staff to help us get the work done 

Providence Radiant Care - Bargaining Commences!

On November 11, we had our first bargaining session with Providence Radiant Care. The parties agreed to ground rules for the bargaining process, which includes introducing all proposals, e.g. wages/compensation, by December 7.  Providence proposed in our first session a package proposal which included sixteen articles covering workplace conditions and benefits, but did not include compensation. Providence told us that they are interested in reaching a deal quickly and wanted to avoid bargaining for more than a year like we did for the newly organized units at Providence Centralia Hospital (PCH) and Providence St. Peter’s Hospital (PSPH). 

Providence said that they were proposing language from the new PCH and PSPH contracts, but when the bargaining team reviewed the proposal, we found that they only proposed subsections of articles or proposed weaker language. For example, under the health benefits article Providence proposed, they would offer the same plans that the majority of Providence employees receive to Radiant Care employees. Under the PCH and PSPH contracts, we have detailed information about the health plans, Providence must notify us of any plan changes, and Providence cannot increase premiums by more than 10%. All of this was missing from their proposal. 

This is just one example of how their package proposal fell short. With a package proposal, you must accept the entire proposal. Given that, we rejected Providence’s package proposal and responded with our own package proposal which covers recognition, union membership, management rights, union access, grievance procedure, successorship, labor management committee, and strikes/lockout. 

We agree that reaching a deal sooner rather than later is beneficial, but we cannot agree to a subpar deal. We deserve competitive wage increases and quality contract language like PSPH and PCH. We hope that Providence will take this into consideration and will accept our package proposal in our next session. 

Our next bargaining session is on November 17. We will be holding a contract action team meeting to go over bargaining details on November 30 from 5:30 PM - 6:30 PM via Zoom. If you have any workplace issues or questions, please reach out to Erin McCoy (union representative) 206-436-6598.

Bargaining Dates: 

November 17, December 7, December 8  

In solidarity, your bargaining team: Branden Raftery (Lacey - Dosimetrist), Paul Lofing (Aberdeen - RT), Kelly Covington (Lacey - RN) Winter Everson (Lacey - RT)