Downtown Dog Lounge - We started contract bargaining

Downtown Dog Lounge
We started contract bargaining

Our union Downtown Dog Lounge Bargaining Team met with DDL ownership and Management on September 12, to start the process of contract negotiations. The team was able to make some initial proposals on union representation rights and non-discrimination practices as well as seniority and leaves of absence.

We will continue to bargain on October 3, 24 and 26.

Contract Action Team meeting

Join your coworkers to prepare for upcoming negotiations and how to win a fair contract!

Monday, September 25 @ 6pm
Contact a Bargaining Team member for Zoom meeting details. These details will also be sent to your email.

Providence Centralia Tech Unfair Labor Practice filed for PTO hours!

When we ratified our union contract in September 2021 we understood that we would be receiving 24 hours (prorated by FTE) of additional PTO hours in January 2023, like the Providence St. Peter Hospital Techs, to address the change from the Extended Illness Bank Program to PTO/ PTO Safe Sick Program.

In early 2023, we only received 16 hours of PTO. We asked PCH to correct this issue and they stated this was not our agreement. Given their position we filed an unfair labor practice (ULP) with the National Labor Relations Board (NLRB). The NLRB is still investigating the ULP.

We are holding firm that 8 hours (prorated by FTE) need to be added to our PTO banks. We will continue providing updates once we hear more from the NLRB. You can also contact our union representative Brandan Zielinski 206-436-6603 if you have further questions or workplace issues.

PCC - Bargaining Continues

We met with PCC representatives on September 6 & 7 and received multiple proposals from PCC management:

PCC’s Proposals:

• Increased deductibles and out-of-pocket maximums for the basic & premium healthcare plans, which could result in pay cuts for many of our coworkers.

• A wage scale that does not address increasing living costs and does not reflect our value.

PCC rejected multiple proposals from our member bargaining team, including:

Our Proposals:

• One wage scale for all PCCs

• Increased staff discount

• No-match letter protection

• Moving POS from group B to A

• Staffing minimums for each store

• Safety and de-escalation training

• We are disappointed PCC rejected our safety language pertaining to de-escalation, sexual harassment, stalking, violent customer interactions, and understaffing. 

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Take action to build power in your workplace:

• Discuss the bargain with your coworkers—it’s your right!

• Update your information online with our union UFCW 3000 to receive bargaining updates.

• Wear your union button!

• Attend your CAT meeting during the week of September to get all the latest updates!

• Your bargaining team wants to hear from you—look for bargaining team members in the store and share your feedback, or submit feedback online:

• Attend our next bargaining sessions: September 18 and 19. Bargaining will be held at the Sea-Tac Hilton right off the airport light rail station.

Planned Parenthood We’re in the room but Management is far away!

In an effort to make more progress than our previous virtual bargaining sessions, our fellow union workers traveled by bus, car, and airplane from afar to meet at the UFCW 3000 Des Moines office. Management joined us virtually via ZOOM to respond to the proposal we provided at our last bargaining session on July 31. The team will continue to encourage Management to meet in person for bargaining in hopes to get to an agreement that we can recommend to members.

We had a chance to review Management’s economic proposal and ask a lot of questions that needed answers before we responded with a counter proposal. The Employer’s proposal uses market analysis and proposes market adjustments based on job classification. Staff would see a one-time raise between 4% and 15%. A few staff members receive a one time bonus of 2% bonus. We are now researching the impacts of their proposal in order to present a counter-proposal before our next session on September 18 in hopes Management will be able to prep a response to start the day.

Management finally delivered their latest non-economic proposals. We were happy to see a proposal increasing bereavement leave from 3 to 5 days, but disappointed to see Management wants to start the bargaining process all over again in the Spring with a proposed contract that would expire in less than a year and that the “act of god” clause (also known as force majeure), which would allow HR to void the contract in the case of a power outage etc., is still included in Management’s proposal.

Finally, our team was willing to compromise on many of our original proposals for the sake of making some progress without compromising our position on many other things. We added a new article addressing vaccines and continue to push our proposal requiring PPE be covered by Planned Parenthood. We will not agree to a less than one-year contract or to any language allowing the contract to be negated for any reason. We’re satisfied with the progress we’ve made and look forward to the September 18 session.

Please reach out to our bargaining team or Union Representative Charlie King with any questions or concerns.

Mfused DISAPPOINTMENT DESPITE MEDIATION

Last week, we had our first union contract negotiating session with a mediator from the Federal Mediation & Conciliary Service (FMCS) present. Both sides agreed to request mediation, so that we could try to find some common ground and make progress towards an agreement despite ongoing mistrust and miscommunication.

Unfortunately, we didn’t have the productive session that we were hoping for. We came with comprehensive non-economic counters and tentative agreements on some significant proposals (such as Labor/Management Committees, samples policies, and non-discrimination policies), but we didn’t even get a chance to present these to management. Mfused left the table after not receiving a redline counter to their management rights’ proposal. We’re disappointed, but hopeful that we can actually move forward at our next session with mediation on September 19.

Keep an eye out next week for upcoming action planning.

HOURS CUT FOR PRODUCTION

As we all know, Mfused management has been sending Production workers home early without pay or asking us not to come in on extremely short notice. At the start of our session, we asked for more information so

that we could try to get a clearer picture of why these changes in hours and workload are happening, if these changes are temporary or not, and what we can expect staffing levels and scheduled hours to look like in the future.

Management told us that supply chain issues, industry decline, and other uncontrollable circumstances led to work declining this summer, even though the summer typically sees an increase. We were told to expect work to decline again this winter, as production is historically slower at the end of the year. What we know is that Mfused has reduced the size of Production by declining to fill positions after workers have left, increased the Production workload for the workers remaining, stockpiled inventory, and then cut scheduled hours without bringing these changes to the negotiations or giving us enough time and information to plan for our financial security. We have filed Unfair Labor Practice charges to address this.

Everyone who has had their hours reduced should apply for partial unemployment benefits as soon as possible at: https://esd.wa.gov/unemployment.

Please reach out to one of us on the bargaining team or our Union Rep, Chris Arellano at 206-436-6526, if you have any problems when applying or questions about the process. We are here to support each other.

PRMCE RN Labor Day action report, Strike Education, and more!

On September 4 we took part in the Everett Labor Day march and block party. We spoke to other union members and they were eager to support us! Many have signed up to take and distribute yard signs in their neighborhoods! If you would like to help distribute yard signs, please contact Union Rep Anthony Cantu 360-436-6566. We will be distributing yard signs on September 21 to the surrounding neighborhoods near both campuses and during our community townhall at the Everett Labor Temple at 5pm.

On September 6 we held strike educational meetings at the Colby, Pacific, and Pavilion campuses. We had great conversations with nurses about what it means to strike and how we can grow our power in each unit. Since these meetings we have seen a surge in strike pledges! To keep everyone informed and engaged, we're hosting strike educational meetings at Providence Everett (Pacific/Pavilion and Colby campuses). These sessions are open to all, so drop in whenever you can. We'll have UFCW staff and fellow nurses ready to answer your questions.

September 11:

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

• Zoom Meeting from 5:30 – 6:30

September 13:

• Colby St Helens Room 7 – 9am, 11am – 1pm

• Zoom Meeting from  5:30 – 6:30

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of care we provide. You can sign up for this role by visiting our strike pledge page: https://www.mobilize.us/ufcw3000/event/576988/. Also, mark your calendars for our upcoming strike captain meeting on September 19 at 8 pm via Zoom https://www.mobilize.us/ufcw3000/event/575629/

After our multiple asks for additional bargaining dates, PRMCE has agreed to bargain with us on September 20. We hope that PRMCE will have a full counterproposal for us so we can effectively bargain.

To recap on our last bargaining session, Providence accepted a few of our previously agreed-upon tentative agreements. But, as expected, they didn't see eye-to-eye with us on most of our proposals. Our comprehensive plan covers both the economic and non-economic aspects that matter most to us. We're talking Staffing, Seniority, Compensation, Health and Safety, and a lot more. All these areas have one goal in mind – to enhance our working conditions and raise the bar for patient care standards.

Our determination remains unshakeable. Remember, it's our unity that will lead us to victory. So, let's keep the momentum going, support one another, and make our voices heard. Together, we're unstoppable!

Important Dates:

October 30, 2023: Contract Expires!
September 26: Negotiations with PRMCE
September 21: Community Townhall
@ Everett Labor Temple, 2810 Lombard Ave Everett, from 5-6 pm
September 20: Negotiations with PRMCE
September 13: Strike Educational Meetings

• Colby St Helens Room 7 – 9am, 11am – 1pm

• Zoom Meeting from  5:30 – 6:30 https://us02web.zoom.us/j/83887544549?pwd=dDlhb0JObDlXSm03NzZWWFFHMVNJZz09

September 11: Strike Educational Meetings

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

• Zoom Meeting from 5:30 – 6:30 https://us02web.zoom.us/j/81867677640?pwd=SzFUTXBxb3NrYnZsWEw3QjVXUXV0Zz09

Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! (jotform.com)

Also encourage your coworkers to update their information: https://ufcw3000.org/update-your-information

PRMCE RN Bargaining Team: Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder 

The Doctors Clinic - You're Invited!

The Doctors Clinic
You’re Invited!

Join us to talk about our fight for a strong contract at The Doctors Clinic. Meet members of the Bargaining Team as well as the Union Rep and Negotiator from UFCW 3000. We will discuss our proposals and how we can get what we need.

Tuesday, September 12 @ 6pm

UFCW 3000 - Silverdale office, 3888 NW Randall Way #105, Silverdale WA 98383

-OR- contact a Bargaining Team member or Union Rep Naomi Oligario for Zoom meeting details to join online.

PCC - Contract Action Team meetings

PCC - Contract Action Team meetings

Monday, September 25 @ 2pm—3pm
Lynnwood Library, 19200 44th Ave. Lynnwood, WA 98036

Wednesday, September 27 @ 5pm—6pm
The Seattle Public Library: University Branch, 5009 Roosevelt Way NE, Seattle, WA 98105

Wednesday, September 27 @ 6pm—7pm
Kingsgate Library - Meeting Room, 12315 NE 143rd St, Kirkland, WA 98034

Wednesday, September 27 @ 2pm—3pm
The Seattle Public Library: Columbia City Branch, 4721 Rainier Ave S, Seattle, WA 98118

Thursday, September 28 @ 4pm—5pm
Bellevue Library, 1111 110th Ave NE, Bellevue, WA 98004

Tuesday, September 26 - Online Zoom Meeting @ 9am—10am
Contact a Bargaining Team member or your Union Rep for Zoom meeting details.

Join your coworkers to prepare for upcoming negotiations and how to win a fair contract! If you have any questions, call 1-800-732-1188 and ask to speak to your Union Rep.

Olympic Medical Center (ProTech and Support Services) - BARGAINING CONTINUES

Olympic Medical Center (ProTech and Support Services)
BARGAINING CONTINUES

Bargaining continued on Tuesday, September 5. We had discussions about job descriptions and wage disparities for Support Services workers and are trying to understand why some positions are paid at a higher rate which are essentially the same as other lower paid positions. Responses from Management did not specifically address our concerns.

We presented Management with a strong wage, premium, and benefits package for ProTech workers to retain current employees and recruit new ones to fill the huge staffing void. Management’s response was a modest increase to their previous proposal. They suggested we meet with the CEO, Darryl Wolfe, next session to review hospital finances.

This is unacceptable! We need to let Management know that we cannot and will not continue to work for less. We are working harder than ever, covering for multiple unfilled positions, adding stress to our work and our personal lives.

Support Services Workers: We are circulating a letter/petition to send Management. Talk to a Bargaining Team member or to Union Rep Aimee Oien.

Wear our sticker to show Management that we deserve a fair contract!

Everyone can get a sticker from a Bargaining Team member or Union Rep Aimee Oien @ 360-662-1981.

“Support Services is vital to OMC and their profits. We deserve a fair and livable wage and will fight as one until we get it.” —Deviney Blore

“We’re still miles apart, their last offer does not promote retention and recruitment.” —Josh Johnston

“Where OMC is at, there is no doubt we will continue to lose coworkers to neighboring hospitals worsening the financial situation and morale.” —Rob Elofson-Golbert

“OMC is asking us to take far less than they have given other contracts recently.” —Patty Wood

“It’s hard to provide excellence working for an organization that gives us less than minimum.”—Hector Pozernick

Bargaining Team: Back Row (L-R) Nancy Dahll, Kimberly Goss, Hector Pozernick, Cameron Van Winkle; Front Row (L-R) Cathy Macphail, Patty Wood, Mandy Beck, Jake Purvis, Josh Johnston, Deviney Blore, Terry Wray, Robert Elofson-Gilbertson (not pictured)

Ferry County Memorial Hospital (Service, Maintenance, and LPN) - FIRST CONTRACT RATIFIED!

Ferry County Memorial Hospital (Service, Maintenance, and LPN)
FIRST CONTRACT RATIFIED!

“So incredibly thankful for all of the hard work done and excited to serve our fellow co-workers! Thank you for coming and asking your questions and showing your support! If you still want to sign a membership application please find one of your bargaining team. We are STRONGER TOGETHER!” —Nykole Silrus, LPN

On August 30, our Bargaining Team spent from 6am until 7pm welcoming co-workers, answering questions, and getting staff signed up to become UFCW 3000 members. It was great to see the high percentage of turnout and the overwhelming support and positive conversation that were had throughout the day.

Our new contract includes but is not limited to:

• Grievance Process

• Progressive Discipline

• Seniority language

• Secure hours of work and scheduling

• Two Guaranteed wage increases each year

• Guaranteed Premium pay, Secured PTO and EIB

• Secured benefits

• Process to address issues and concerns with out fear of retaliation

We look forward to building on this first contract that has set a strong foundation for the future. View your contract online once all of the signatures have been received at: ufcw3000.org. Until then, please reach out to a Bargaining Team member or Union Rep Amy Radcliff @ 509-340-7370.

“Today was a great day for the employees of Ferry County Health. We have made history by establishing a union of hard-working people. Through our strong and ever growing membership we finally have a hand on the wheel for what happens with our careers going forward. It is our hope that the employees of Ferry County Health will be happier and even more productive. I look forward to the future with all of you. Thank you we did it!” —Chris Torres, Lab Tech non certified

Mariners (Retail) Update - Employee benefits and Unfair Labor Practice charges

Our fight continues for the reinstatement of subsidized parking and promotion of item benefits. Currently the results of the decertification vote are pending certification with the National Labor Relations Board (NLRB) while one of our ULPs is being resolved.  

Here is where we stand:  

• Subsidized Parking and Promotional Items Grievance
  An arbitration hearing date is set for Thursday, October 12​

• Subsidized Parking and Promotional Items ULP
  Currently under investigation and pending a hearing with the NLRB

• Decertification Election Process ULP
  Denied for review by the NLRB  

While this process moves through the arbitration and board hearing process, UFCW 3000 continues to vigorously enforce our Collective Bargaining Agreement. If you have any questions or believe there is a contract violation, please feel free to reach out to your union representative Dominick Ojeda at (206) 436-6586. 

Mariners (Retail) Collective Bargaining Agreement: Mariners Team Store 

PRMCE RN Back at the bargaining table

On August 28, we were back at the bargaining table. Providence accepted a few of our previously agreed-upon tentative agreements. But, as expected, they didn't see eye-to-eye with us on most of our proposals during the first half of the day.

In the second half of the day, we stood strong and presented our full proposal. This comprehensive plan covers both the economic and non-economic aspects that matter most to us. We're talking Staffing, Seniority, Compensation, Health and Safety, and a lot more. All these areas have one goal in mind – to enhance our working conditions and raise the bar for patient care standards.

Now, let's talk night shift nurses – an issue that hits close to home for many of us. We've come up with a solution by suggesting temporary incentives for those willing to make the switch. Day shift nurses will receive:

• $250 incentive per shift that a RN flips

• $300 incentive per Friday, Saturday, and Sunday per shift that a RN flips

• $1,800 prorated to a RN’s FTE for working either 32 hours via 8 hour night shifts or 48 hours via 12 hour night shifts

Our proposal for a retention bonus for our current night shift nurses didn't get the green light from PRMCE. We won't let that stop us from reproposing this bonus!

Now, mark your calendars because our next bargaining session is set for September 26th. This upcoming month is when we need all hands on deck! Together, we'll push forward and make strides.

On September 4, we're taking it to the streets! We'll be at the Everett Labor Day Block Party and rallying our union siblings to join us on September 21 for a community townhall. On September 21, we'll be handing out yard signs that folks can proudly display in their yards to show their unwavering support for our contract fight!

If you want to get involved and help distribute these yard signs in your community, then circle September 21st on your calendar or reach out to Anthony Cantu (360)436-6566. These signs will be ready to distribute starting September 18th!

Our strike pledge numbers continue increasing! To keep everyone informed and engaged, we're hosting strike educational meetings at Providence Everett (Pacific and Colby campuses). These sessions are open to all, so drop in whenever you can. We'll have UFCW staff and fellow nurses ready to answer your questions.

September 6

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pacific Main Floor Classroom 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

September 11

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

• Zoom Meeting from 5:30 – 6:30

September 13

• Colby St Helens Room 7 – 9am, 11am – 1pm

• Zoom Meeting from  5:30 – 6:30

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of care we provide. You can sign up for this role by visiting our strike pledge page:https://www.mobilize.us/ufcw3000/event/576988/. Also, mark your calendars for our upcoming strike captain meeting on September 5th at 8 pm via Zoomhttps://www.mobilize.us/ufcw3000/event/575629/

Our determination remains unshakeable. Remember, it's our unity that will lead us to victory. So, let's keep the momentum going, support one another, and make our voices heard. Together, we're unstoppable!

Important Dates:

October 30, 2023: Contract Expires!
September 26: Negotiations with PRMCE
September 21: Community Townhall @ Everett Labor Temple, 2810 Lombard Ave Everett, from 5-6 pm
September 13: Strike Educational Meetings

• Colby St Helens Room 7 – 9am, 11am – 1pm

• Zoom Meeting from  5:30 – 6:30 https://us02web.zoom.us/j/83887544549?pwd=dDlhb0JObDlXSm03NzZWWFFHMVNJZz09

September 11: Strike Educational Meetings

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

• Zoom Meeting from 5:30 – 6:30 https://us02web.zoom.us/j/81867677640?pwd=SzFUTXBxb3NrYnZsWEw3QjVXUXV0Zz09

September 6: Strike Educational Meetings

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pacific Main Floor Classroom 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

September 4: Labor Day Block Party

from 11 am to 2 pm @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! (jotform.com)

Also encourage your coworkers to update their information: https://ufcw3000.org/update-your-information

PRMCE RN Bargaining Team
Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder 

Northwest Center Progress Continues

This week our Union Bargaining Team met with Northwest Center and continued important discussions on schedules and flexing hours, assignments to different teams, and the use of coaching and Performance Improvement Plans. We received counter proposals from leadership on remote work and caseloads and hope to be able to reach agreements on these topics at our next bargaining session on September 12.

We appreciate all of the feedback from coworkers during our Union meeting this week! It helped us to finalize our full Economic proposals to present in future sessions. We heard broadly that people are happy with the current healthcare plan and we will be prioritizing trying to make it more financially accessible for adding spouse/children/family and accessible for part-time employees.

Welcome to the bargaining team Kaylee Ainge and Kirsten Syberg, Family Resource Coordinators! They will take turns participating in future bargaining sessions on September 12 and 19. We are excited to have Family Resource Coordinators perspective and voice at the table.

Our team is staying in close contact with our Union siblings at SEIU 925 Early Learning- please stay tuned for future solidarity actions we will take together!

You’re invited!

Monday September 5, 11am – 2pm at Angle Lake Park in SeaTac, Join UFCW 3000 and our community at the annual MLK Labor Day Picnic! Bring a friend, your family, and kids. There will be food trucks with free food for union members, kids games, and a splash park. Hope to see you there!

Questions or to get more involved, please contact Union Representative Ian Jacobson, 206-436-6550.

Follow us on our social media to stay up to date with bargaining! Facebook and Instagram: Early Supports Union @earlysupportsunion

Providence St. Peter (PTAs and COTAs) - Prepare to take action in solidarity

Providence St. Peter (PTAs and COTAs)
Prepare to take action in solidarity

“It just seems unfair that we are putting forth efforts to negotiate in fairness, though Providence does not seem to be bringing a reasonable offer to the table...” —Heidi Ranger-Geh, Certified Occupational Therapist Assistant, Bargaining Team

Our Bargaining Team met with Providence St. Peter Management on Tuesday, August 29, to bargain over the specifics of our Memorandum of Understanding. We have continued to try to come to a compromise on the structure of a wage scale, our placement on it, and continuation of our educational stipend. We have made what we feel to be reasonable movement towards Management’s position on these matters but by and large have found the Employer’s willingness to meet us part of the way to be lacking.

We have heard that our new union siblings also attempting to get their Memorandum of Understanding negotiated so they may be added into the RN union contract have been facing similar struggles. We hope to coordinate actions soon with these Palliative Care and Case Manager RNs so that we can all show Management we deserve dignity, respect, and fair compensation for our labor.

Please speak with our Bargaining Team members or call Union Rep Brandan Zielinski @ 206-436-6603 if you have any questions.

Bargaining Team Members: Cynthia Miner, Certified Occupational Therapy Assistant; Heidi Ranger-Geh, Physical Therapy Assistant

Macy's Bargaining update and Next Steps

Our Union Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick, Nicole Hardin.

Our Union Bargaining Team met with Management again on August 24 and 25.

We were cautiously optimistic about these dates because it was the first time we met in-person since mid-July. We’ve found that in-person negotiations have been more fruitful, and we were anticipating this trend to continue.

We couldn’t have been more wrong. Macy’s started by passing a proposal that regressed to the terms of our June 27 bargaining date, throwing away the progress we had made through supposals over the past two months. This sudden reversal was a significant setback and suggested the Employer's readiness for a contentious round of negotiations.

The Employer’s latest proposal included:

GENERAL WAGE INCREASE
Years of Service 1-14: Year 1: 40¢, Year 2: 40¢, Year 3: 40¢
Years of Service 15+: Year 1: 50¢, Year 2: 40¢, Year 3: 40¢
$17 Minimum Wage (except Southcenter)

• Elimination of all wage scales, limiting the career growth of members,

• Elimination of most our holiday pay language, replacing it with the employer’s non-union holiday policy,

• REJECTED Union proposal to create a master safety committee,

• REJECTED Union proposal that employees will not be disciplined when calling mall security or the police,

• REJECTED Union proposal for better vacation accruals,

• REJECTED Union proposal for better deficit wipe-offs,

• REJECTED Union proposal for a more affordable healthcare option.

In response, our Bargaining Team mirrored this approach, dropping all the movement made during the supposal process just as the Employer had. They left us with no choice since we could not lock in our progress when they were unwilling to do the same.

We are disappointed with Macy’s actions, yet, our disappointment only strengthens our resolve to take whatever action is necessary to win a fair contract. That being said, our Bargaining Team has called for a second round of informational pickets.

September will become a month of action, as informational pickets are again set for Bellingham, Alderwood, and Southcenter. This time, they will span three consecutive Fridays. Our last round of pickets saw the strong showing of UFCW 3000 members and the community, but now it's time to demonstrate that our solidarity has grown even stronger. As we gear up for a potential labor dispute over the holidays, Macy’s will see that our unity remains unshakeable.

Contract Action Team Meetings:

Southcenter: Tuesday September 5, 12PM-1PM
Southcenter Mall Food Court 2800 Southcenter Mall, Seattle, WA 98188)

Alderwood: Tuesday September 5, 3PM-4PM
Elemental Pizza 3000 184th St SW #948, Lynnwood, WA 98037)

Bellingham: Thursday September 7, 1PM-2PM
Bellis Fair Mall Food Court One Bellis Fair Pkwy, Bellingham, WA 98226)

In addition to RSVP’ing to an informational picket, our Bargaining Team asks that you attend our next Contract Action Team Meetings to learn more about our next steps. During these meetings we will focus on planning for a possible strike over the holidays, including a Q&A session with the UFCW 3000 Negotiations Director.

Macy’s Informational Pickets Round 2 RSVP: bit.ly/macys-info-picket-23

Friday September 15: Bellingham Macy’s | 2:00PM – 4:00PM
50 E Bellis Fair Pkwy, Bellingham, WA 98226

Friday September 22: Alderwood Macy’s | 2:00PM – 4:00PM
18700 Alderwood Mall Pkwy, Lynnwood, WA 98037

Friday September 29: Southcenter Macy’s | 2:00PM – 4:00PM
500 Southcenter Mall, Tukwila, WA 98188

What's the Status of the Strike Authorization Vote?

We've chosen to delay the strike authorization vote and, in its place, arrange informational pickets, with an eye on early October for a potential vote.

This is because our Bargaining Team had requested information from the employer, but this request remained unfulfilled before our August 24 and 25 bargaining dates. The employer's inability to provide all the requested information made it difficult to fully evaluate the outstanding issues, leading to the decision to postpone the vote. However, the employer has committed to providing the information prior to our next set of bargaining dates, which will help our team make an informed decision about when and if a strike authorization vote is necessary.

ST. ANNE HOSPITAL (TECH) - BARGAINING CONTINUES

ST. ANNE HOSPITAL (TECH)
BARGAINING CONTINUES

“There have been bumps along the road, but today’s session was the most productive yet. We hope the positive momentum continues!” —Bargaining Team: Carlos Camacho, Linda Sanders, Michelle Grennan

Our Union Bargaining Team met with Management again on August 16 to continue negotiations for our successor contract. At this bargaining session our team passed across everything except our wage proposal, giving the Employer a lot to consider before we meet again on September 6. Our proposals included the following issues:

• Wage Premiums & Differential

• Recognition for Past Experience

• Equal Opportunity / Equity

• Harassment / Discrimination

• Union Access to Premises

• New Hire Orientation

• Preceptor

• Layoff / Recall

• Low Census

• Holiday Callback Pay

• Grievance Procedure

• Incentive Pay

• Bereavement Leave

• And more!

As we gear up to present our initial wage proposal, our team has been analyzing market data to ensure we create a competitive edge against neighboring facilities, including Harborview and Swedish Medical Centers. Though in past discussions the Employer has dismissed these facilities as unequal due to their larger scale, it remains a fact that some of our colleagues have moved to these neighboring facilities, located just a stone's throw away, for better compensation packages.

However, the positive nature of the conversations with the Employer thus far leads us to be cautiously optimistic that this momentum will continue. We meet again with the Employer on September 6 and 27.

PRMCE RN Let’s Stand Strong Together!

Our latest bargaining session took place on August 28, and we have some important updates to share. We initially engaged in expedited bargaining with the Hospital, but we realized that this approach wasn't yielding the results we need. Therefore, we transitioned to regular bargaining, and August 28 marked our first session.

While we were prepared for an outright rejection of our previously agreed-upon tentative agreements, we managed to make some headway. Hospital management accepted a few of our proposals. For instance, they agreed to eliminate the use of written warnings for progressive discipline if the incident occurred 18 months or more in the past.

However, there's still much ground to cover. We've presented a comprehensive proposal that spans both economic and non-economic aspects. Our proposal touches on crucial areas such as Staffing, Seniority, Compensation, Health and Safety, and more – all designed to improve our working conditions and patient care standards.

We also did an analysis of all Level 2 trauma hospitals across Washington. Surprisingly, we've discovered that Providence Sacred Heart Medical Center (Spokane), PeaceHealth St. Joseph’s Medical Center (Bellingham), Tacoma General, St. Joseph’s Medical Center (Tacoma), Kadlec Regional Medical Center (Richland), and PeaceHealth Southwest Medical Center (Vancouver) – all Level 2 trauma hospitals – are paying their nurses more than their surrounding Level 3 trauma hospitals.

We are the sole Level 2 trauma hospital in the state that's receiving less compensation than our neighboring Level 3 trauma hospitals. This disparity is impacting our ability to attract and retain talented nurses, especially when they're being lured by smaller patient loads and higher compensation at Level 3 facilities.

Our proposal includes language on staffing and compensation changes that are designed to prevent nurse burnout and to ensure we continue attracting skilled nursing professionals to our team. We're also addressing the pressing issue of night shift nurse shortages by suggesting temporary incentives for those willing to switch to the night shift. PRMCE agreed to our night flip shift incentive but rejected our retention bonus for night shift nurses. Day shift nurses who switch from day shift to night shift will receive $250 per night shift worked. Read the Letter Of Understanding >>

Our next bargaining session will be on September 26. During this time, we'll not only focus on the negotiations but also on raising awareness within our community about the potential for a strike if PRMCE remains unresponsive to our staffing proposals.
If you haven't already done so, we encourage you to sign the strike pledge at PRMCE RN - I Promise to Take Action! (jotform.com). Let's stay united and committed to ensuring our voices are heard and our concerns are addressed.
We're in this together, and together we can make a difference!

Join us:

September 4 Everett Labor Day Block Party
11am to 2pm meet @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

September 5 at 8 pm Strike Captain Training via Zoom
If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain: https://www.mobilize.us/ufcw3000/event/576988/

The Doctors Clinic - Making progress towards a strong contract

The Doctors Clinic
Making progress towards a strong contract

We want a better place to work and on Friday, August 25, we bargained over changes to the contract that will vastly improve The Doctors Clinic. Our Bargaining Team feels strongly that Management needs to be more transparent and willing to work with us.

We have proposed changes to the contract language on staffing to allow all of us to give input on our schedules and workload. We have also proposed a Labor—Management Committee to work through problems as they come up. We have discussed additional hours, job postings, floater rotators, the safety committee, the layoff process, Union Stewards, discipline, and the grievance process.

Everything we are working on helps Management be better partners and allows us to have a say in the process. We are bargaining again September 19 and 21 and will be focusing on wages, and benefits.

“There has been a breakdown in communication between us, the employees, and Management, and we believe the contract should foster better communication.” —Anna Snyder, Bargaining Team

If you need additional information reach out to a Bargaining Team member or Union Rep Naomi Oligario @ 360-662-1989.

Stay in the loop! Update your information and go to:
ufcw3000.org/update-your-information

EvergreenHealth Kirkland - Management’s math doesn't add up

During our bargaining session on Wednesday, August 23, we engaged in discussions with Management regarding strategies to enhance our competitive stance in terms of wages compared to other local hospitals.

In particular, we suggested the concept of eliminating the initial two steps of our wage scale, subsequently adjusting the positions of most members along the scale. This idea aimed to establish a more attractive entry wage and to ensure substantial wage progression for existing members. Regrettably, Management displayed limited interest and ultimately declined to entertain our proposition.

Our objective remains the retention of current staff and the effective recruitment of new members to address the significant staffing issues at EvergreenHealth Kirkland. Management has consistently reiterated that the challenges in recruitment are prevalent across the industry, not exclusive to Evergreen.

However, we shared our extensive research on wages with Management and told them that our review of wages showed that Evergreen was paying below the market standard. We highlighted that our analysis revealed Evergreen's compensation rates to be below the median for numerous job roles, particularly when contrasted with wages offered by Seattle hospitals.

Management countered that they had already given a wage increase in 2023 and that no additional funding is budgeted for our wage increase this year. They frequently cite the 6% wage hike that was instituted in January for most job classifications.

It's worth noting that numerous emails sent to employees during January referred to this increment as a "market increase," implying that Management had conducted research on wage trends at neighboring hospitals and concluded that a 6% increase was sufficient. We believe this adjustment falls short of addressing the issue, as evidenced by the continued departure of Evergreen staff for better-paying alternatives.

Management has asked for mediation, and our team is currently reviewing this option. While our next bargaining dates are not yet set, we'll inform you as soon as we decide on the mediator and our schedule. Meanwhile, reach out to your Union Steward to get "Our Retention Needs Attention" stickers to wear at work, demonstrating our united support for a fair contract.

Stay in the loop and update your information!
ufcw3000.org/update-your-information

For additional information contact Union Rep Jack Crow @ 206-436-6614.

PRMCE RN Weekly Update

On August 22, we came together for a strike captain training session held over Zoom. During the session, we went over the fundamentals of a strike and the vital roles that strike captains play. Our goal is to spread awareness and educate our fellow nurses throughout September and October. To make this happen, we need dedicated strike captains for every unit and every shift.

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of healthcare we provide. You can sign up for this role by visiting our strike pledge page: 

>> Sign-Up to be a Strike Captain!

Also, mark your calendars for our upcoming strike captain meeting on September 5 at 8:00 PM via Zoom.

>> Strike Captain Meeting RSVP

Now, let's talk about why this matters. A strike isn't just a halt in our work; it's a collective stand for our rights and the well-being of our patients. According to federal law, we have the right to strike, but we must give the hospital a 10-day notice to ensure patient care isn't compromised.

The prospect of a strike isn't just a last resort; it's a powerful tool that can drive change. It forces Providence to reconsider its stance and acknowledge our proposals. The mere threat of a strike can be as influential as the strike itself, but for it to be effective, we must show that we are united and ready to take action.

This unity is why signing the strike pledge is so critical. It shows our commitment and solidarity as nurses who are dedicated to making a difference. Additionally, participating in the strike authorization vote further strengthens our stance. You can sign the pledge here:

>> Sign Our Strike Pledge!

This week members from Everett City Council, Snohomish County Council, and State Representative Mary Fosse delivered a letter to Kristy Carrington, Chief Executive of PRMCE, and expressed their support for our cause. Their recognition of the importance of patient safety through our union contract is a testament to the significance of our efforts.

We return to the bargaining table on August 28. We've already secured several tentative agreements, but Providence has indicated they will be resetting their proposals. This shows a lack of genuine collaboration and a disregard for addressing the staffing challenges we face daily. Our staffing proposals empower nurses to collaboratively address enduring staffing challenges alongside PRMCE Management. They involve binding third-party mediation to resolve long-standing staffing-related issues that Management has failed to address, ensuring consistent consultations between the Chief Nursing Officer and nurses to efficiently allocate resources for staffing and patient safety initiatives, and establishing accountability mechanisms should PRMCE fail to adhere to the agreed-upon staffing plans.

In addition, we are proposing:

1. Establishing permanent incentives for those who take up extra shifts.

2. Introducing an hourly premium for nurses in units that are 90% understaffed.

3. Shortening the time required to move to the next wage step, benefiting all nurses, especially per diem nurses.

4. A flip shift incentive for those day shift nurses picking up night shifts.

5. Recognizing the experience of current nurses and adjusting our wages accordingly.

6. Competitive wage increases that reflect our dedication.

We anticipate that Providence will continue bombarding us with communications in the coming weeks, but we must stay focused. Our aim is clear – improving patient safety by addressing the staffing challenges head-on. This goes beyond mere wage increases; it's about creating a sustainable solution that benefits our patients.

Our determination remains unshakeable. We will continue organizing actions and getting ready for a potential strike. On Sunday, August 27, from 10:30 AM to 12:00 PM, we will be leafleting at the Everett Farmers Market. Join us at the corner of Pacific and Wetmore as we engage with the community and amplify our message.

Upcoming Dates to Remember:

• October 30, 2023 - Contract Expires!

• September 21 - Community Townhall @ Everett Labor Temple, 2810 Lombard Ave Everett, from 5:00-6:00 PM

• September - Strike educational meetings for nurses at PRMCE and over Zoom

• September 4 - Labor Day Block Party from 11:00 AM to 2:00 PM @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

• August 28 - Bargaining with PRMCE Management

• August 27 - Everett Farmers Market 10:30 AM to 12:00 PM (meet at the corner of Pacific and Wetmore)

Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link below!

>> Sign Our Strike Pledge!

Also encourage your coworkers to update their information.

>> Share this Link with Coworkers to Update Their Information!

PRMCE RN Bargaining Team
Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder.