Lourdes Medical Center RN Tentative Agreement reached for contract extension and wage increases for all Nurses

In an attempt to address the immediate retention and recruitment issues at Lourdes Medical Center, our Bargaining Team and Administration met to discuss the possibility of extending the current contract with increases to compensation and some other changes.

After two long days of conversations, we were able to reach a tentative agreement that will close the gap in compensation with our geographic competitor. We believe the increases will help our hospital with retention and recruitment.

Our Bargaining Team worked hard and made sure that there were substantial economic increases, increases to PTO accrual, an addition step to the top of the scale, and premiums were increased in many areas including Charge Nurse, On-Call, Night shift differential, Preceptor, and a new SANE premium.

“Competitive wages are an absolute must to recruit and retain nurses. We believe this proposal achieves that goal and makes me very happy.” — Jennifer Powell RN

“It is great to be part of a Union that always has the members’ best interest in mind and supports our efforts in achieving those interest.” — Holly Kelly RN

“I feel accomplished and fulfilled in being part of a successful negotiation in this expedited process. It is a validation of our hard work, dedication, and the value we brought to the table as a team.” — Jessica Leon RN

Please join our Bargaining Team in voting YES!

December 27, 2023 any time between 6:30am to 8:00am and 11:00am to 2:00pm in the Carondolet Room next to the cafeteria.

A complete document of the contract and the new wage scale will be available at the vote along with our Bargaining Team to answer any questions and address any concerns you may have.

You must be a member in good standing to be eligible to vote. Please reach out to Union Representative Juanita Quezada with any questions at 509-340-7407.

LabCorp - Ho! Ho! Ho! LabCorp is Still On The Naughty List!

Our Bargaining Team: Nancy Pyanowski, Kyle Chrisman, Sam McVay, Lisa Magee, Matt Noll, Shelby Tyner, Deborah Gibby  

“We’re finding common ground on non-economic proposals, but LabCorp continues to offer wages and benefits that just aren’t competitive. We all need to get ready to take action and fight for the contract we deserve in the new year.” 
— Lisa Magee, Hematology

On Monday, we met with LabCorp to negotiate our union contract. We’re making progress on some of our non-economic proposals, including improvements to our union stewards and new hire orientation language. Management responded to our economic proposal (updated for the Seattle 2024 minimum wage) from last session. They walked back their proposed decreases to the percentages between steps and increased their base pay offer for some positions by 5¢ to 25¢. We’re frustrated by this small, slow movement, but we took an opportunity to try to come closer to agreement by sharing and compiling our market research. 

It’s no secret that LabCorp is struggling to hire and keep talented lab workers. We’re understaffed, overworked, and undervalued. Management acknowledges these issues, but we’re half a year into negotiations and they’re still not offering real solutions. We need LabCorp to put its money where its mouth is and come to the table with fair and competitive wages and benefits at our next session on Dec 18.

WHEN WE FIGHT, WE WIN

We’re going to give LabCorp the holiday present it deserves – our petition demanding fair pay! Hundreds of our union members have already signed their names but we need your help to get to 75% by next Monday, December 18. 

>> Sign the Petition!

Already Signed?
Find a coworker who hasn’t yet and talk to them about how important it is to stand together! Every single person makes a difference.

CAT MEETING – UPDATES & PLANNING JANUARY ACTIONS

Please join us this Sunday at 6:30 PM for a virtual meeting to learn more about what’s happening at the bargaining table. We’ll review the employer’s latest offer then discuss how we will engage our communities and coworkers to win a strong contract. All questions are welcomed and encouraged!

Sunday, December 17, 2023 
6:30 PM – 7:30PM

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

Your voices are wanted! 

Call Christie at (206) 436-6606 (landline) to discuss the different ways you can share your story. Use your strength to inspire and empower your coworkers!

>> For the latest bargaining updates, a copy of your contract, our Facebook and Slack, and more.

Isoray - How did negotiations go? What does a potential sale of the company mean? What are the impacts of a decertification petition?

A lot has happened over the past week. We met with the employer on December 7 and 8 to continue our fight for a first contract, which includes higher wages, more affordable healthcare, clear and fair treatment, seniority rights, a voice on the job, and more. On December 8, we were notified of a decertification petition filed in an attempt to eliminate our union, which we have worked hard to form. Then, the following Monday, December 11, we were informed of a potential sale of Isoray to GT Medical, which would be the second sale of Isoray within a year.

Our union bargaining committee is committed to continuing to fight for a contract that betters our lives and sets a minimum on what the employer must provide us. Even if a new company purchases Isoray, we want to make sure we have a voice on the job and in the process while the company changes ownership. Workers deserve to have a say in their future and a say over their working conditions and compensation, and that is exactly what a union helps to do.

On December 7 and 8, our Union Bargaining Committee came prepared to work together to find solutions to the concerns the company previously brought up regarding healthcare eligibility waiting periods in the union healthcare plan. Unfortunately, when we presented our proposal that addressed the waiting periods, Isoray rejected it, claiming that the company was not profitable and didn’t want to take on the additional expense.

We also presented a counterproposal on wages that included 10% increases between steps in certain job classifications, and set wages for years 2 and 3, with the potential for higher increases based on performance.

Now more than ever, it’s important to stand together through this process to ensure we keep our voice at the table.

Join our upcoming Zoom meeting on Monday, December 18, where we will discuss our most recent bargaining proposals, what happens if the company is sold, and the impacts of a decertification petition. Feel free to drop in any time between 5:30-7:30 pm.

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

If you have any questions or concerns, please reach out to your Bargaining Committee members or your Union Representative, Juanita Quezada, at 360-409-0557. Thank you for your continued support during this crucial time. Together, we will continue to fight for better wages, quality and affordable healthcare benefits, and improved working conditions.

Bargaining Committee: Ethan Black, Fernando Gonzalez Perez

Olympic Medical Center Support Services Tentative Agreement Reached! CONTRACT VOTE Scheduled

An earlier version of this vote notice read that the Port Angeles vote on Friday, December 22 ran from "11:00PM to 5:00PM". The correct time is 11:00AM to 5:00PM. Thank you for your patience!


Tentative Agreement Reached! CONTRACT VOTE Scheduled

After several months of bargaining, we have reached a tentative agreement. Highlights of the Tentative Agreement Include: 18% Wage Increases over 3 years, Bonuses, Differential and Premium Increases. Only members in good standing are eligible to vote.

Contract Vote Details:

Sequim: Thursday December 21 3:00pm to 5:30pm

Medical Services Building (MSB): Conference Room 840 N 5th Avenue Sequim WA 98382

Port Angeles: Friday December 22 8:00am-10:00am

PFS Building: 519 S. Peabody St. Basement Breakroom Port Angeles, WA 98362

Port Angeles: Friday December 22 11:00Am to 5:00pm

Olympic Medical Center: Fairshter Meeting Room 939 Caroline Street Port Angeles WA 988362

For additional information contact a Bargaining Team Member or our Union Representative Aimee Oien 360-662-1981

Cascade Valley Security Officers and MSWs - Successful First Day—More Dates Scheduled

BARGAINING TEAM: Carl Ramirez (Security Officer), Lisa Warriax (MSW)

“We received a wage proposal which gives us hope that Cascade Valley wants to engage in productive talks with us. We will keep going forward from here!”

Early this year we won our union election for Security Officers and MSWs. Our bargaining team met in the Fall and drafted proposals which would achieve parity with Skagit Regional, increase retention, and bolster recruitment efforts.

On December 12 we had our first bargaining session with the Cascade Valley’s management and had a successful day. Our proposal is for the existing Cascade Valley collective bargaining agreement to extend to security officers and MSWs. In addition, we proposed wage scales and other compensation for both classifications. Throughout an intense day of negotiations, we’ve already made headway, particularly in refining seniority language for both groups and establishing wage guidelines for Security Officers. Recognizing the significance of seniority in scenarios like job applicant tiebreakers, layoffs, and scheduling, we succeeded in establishing that our original date of hire with Cascade Valley would serve as our seniority date.

In our pursuit of equitable treatment, we firmly pushed back against the Employer’s proposals and stand united in advocating for wage parity. The battle for parity will continue in our upcoming sessions scheduled for January 4 and 18.

EvergreenHealth - Bargaining Continues

Bargaining has continued to be challenging but we have been making progress with the help of a federal mediator for the past two months. Management has started to understand that our coworkers are leaving and going to higher paying jobs. We have focused on economics that will make retention of current employees and recruitment of new employees a priority. Work/life balance has been another focus for us as we have proposed language on staffing, low census, rest between shifts and on-call. Patient safety has been at the forefront of all of our proposals.

Communication between managers and techs is essential for Evergreen to be a good place to work.

We worked late into the night Friday, December 8, and made some progress on economics. Our next mediation session is Friday, December 15.

For more information, talk to a bargaining team member or to Union Representative Jack Crow at 206-436-6614.

Mason Health RN - Bargaining Continues

Bargaining Team (Left to Right): Tori Willis, Megan Corbin, Nancy Ownby

We have been negotiating since the beginning of October and have made many proposals for competitive and equitable wages, premiums and benefits along with addressing fair distribution of work. Management has been receptive, but slow in responding. On December 4, 2023, we received an economic response. We are reviewing Management’s proposal package and will respond with a counter-proposal at our next session on December 13.

Nurses need to be valued for our essential work. Retention and recruitment should motivate Management to provide competitive wages and benefits. This is critical to ensuring the best care at Mason Health for our community.

We want this contract to reflect Mason Health’s Mission:

“United Community, Empowered People, Exceptional Health.”

For additional information, talk to a bargaining team member or to Union Representative Naomi Oligario (360) 662-1989.

Mfused - Finally Making Progress

Mfused
Finally Making Progress

We met with Mfused Management and a mediator to continue bargaining our first contract on November 3 and November 17. After months of slow and volatile negotiations, we feel like we’re finding more productive ways to communicate at the table and at work.

We have tentatively agreed to have:

  • A union-only bulletin board at work

  • Labor/Management and Safety Committees

  • Excused attendance due to unsafe commuting conditions

  • A 72-hour notice of required overtime

  • Eight paid holidays a year (including MLK Jr. day & Juneteenth)

  • One week Management deadline to respond to vacation requests (otherwise automatic approval)

  • Membership administration language

  • Plus other provisions

In one of our previous sessions, we proposed switching from the current Employer-provided healthcare provider to a Union Trust Plan. Mfused declined to change healthcare providers, but proposed improvements to their current plan including decreasing the monthly out-of-pocket cost to employees and offering an alternative plan at a different price.

We are holding strong for living wages and pay equity, and continuing to negotiate for the benefits, raises, paid time off, and just cause that we deserve.

Mfused has signaled they would like to reach a full tentative agreement (TA) by the end of the year. We are not against this; in fact, we welcome expediency but not at the cost of unnecessary compromise. We expect the Employer to make their best offers at our next bargaining session on Friday, December 15.

QUESTIONS? Reach out to your Steward Robbie Elkins or Union Rep Chris Arellano @ 360-409-0241.

PRMCE RN Contract Votes set for December 15!

After almost eight months of negotiations, we have reached a tentative agreement with Providence Everett (PRMCE)! From the beginning our goal was to improve staffing to ensure our patients and community would receive the quality care we so desperately want to give them.

We are the first hospital in WA state to have binding mediation for unresolved chronic staffing issues and a staffing premium for RNs when their unit is staffed below the Hospital Staffing Committee’s staffing plan, which is created by nurses and nurse managers. 

We won language on market analysis triggers and a full contract opener 6 months earlier in April 2026, meaning we can get to the table as early as January 2026 to negotiate a new agreement and remain competitive with other hospitals.  

The tentative agreement is fully recommended by a majority of the bargaining team!  

Union members in good standing will have a choice to approve or reject the tentative agreement and approve or reject a strike via an online vote on December 15 from 6:30am to 8pm. All voting will occur online, and we will hold optional in-person meetings at the Colby and Pacific/Pavilion campuses: Colby Campus in the MOB Olympic Room from 6am to 9am; 11am-2pm; 5pm-8pm and at Pacific Campus in PAV 5 from 6am to 9am; 11am-2pm; 5pm-8pm.  

Please stop by so we can share how the new 12 month progression calculation positively affects your wage increases.  

On Friday December 15 at 6:30am you will receive a secure email with your unique log-in credentials. Because this is a secure online vote, it is important that your personal contact information is up-to-date with our Union!  Update your Personal Contact Information >> 

If you have not signed your UFCW 3000 Membership Application yet , please make sure that is done as soon as possible so you can vote! Go to join.ufcw.org/join/3000 

Join us for a Zoom meeting Monday December 11 from 6pm to 9pm to discuss and answer questions about the tentative agreement document.

"United, we've proven our strength to Providence. Let's enforce this contract, safeguard patient care, and keep our nursing family strong. Our solidarity is unwavering—we'll fight on, legislatively and in our workplace, ensuring patient safety and nurses’ well being.” Carrie Rimel Cath Lab RN

Frequently Asked Questions

Did we win a 3 year contract or 2.5 year contract? 

We won a 3 year contract expiring 10/30/2026 with the right to fully open the contract at 2.5 years, 90 days prior to April 30, 2026. This means the Union or PRMCE can open contract in January 2026 for bargaining and build a campaign up to potential strike after April 30, 2026. The entire contract will open including the No Strike Lockout article. It would be an Unfair Labor Practice for Providence to refuse to bargain with us after the contract is opened.  

Will we receive EIB on day one of a regular illness? Yes, nurses can now use their EIB for an illness. You can choose to use your PTO or EIB for that day.

For the extra shift incentive, if a nurse picks up a shift and that puts the unit at 85% staffed, does everybody else who picked up an extra shift receive straight time?

No they will post for extra shift incentive after the final schedule has been posted. If anyone picks up an extra shift they will receive the extra shift incentive even if that puts the unit above 80% staff. The contract language we won is like Providence St. Peter and Providence Centralia. This staffing premium also applies to the float pool. 

View the Vote Document and Hospital Wage Comparison document here >>

Providence St. Peter Hospital - Physical Therapy Assistant and Occupational Therapist Assistant - Memorandum of Agreement Ratified!

Providence St. Peter Hospital - Physical Therapy Assistant and Occupational Therapist Assistant
Memorandum of Agreement Ratified!

Our union Bargaining Team is happy to announce our tentatively agreed memorandum of understanding (MOU) that brings us into the UFCW 3000 Professional and Technical collective bargaining agreement (CBA) was ratified by a vote of our members on Tuesday, December 5.

New wages and step placement will have an effective date of December 17, 2023. Members will see the pay changes on their January 5, 2024, paycheck. All working conditions and benefits not mentioned specifically in the M.O.U. are now covered by the UFCW 3000/Providence St. Peter Hospital Collective Bargaining Agreement for professional and technical workers.

QUESTIONS? Reach out to our Bargaining Team members or call Union Rep Brandan Zielinski @ 206-436-6603.

Our Providence St. Peter Bargaining Team: Cynthia Miner, Certified Occupational Therapist Assistant; Heidi Ranger-Geh, Physical Therapy Assistant

Olympic Medical Center (ProTech) - Contract Ratified

Olympic Medical Center (ProTech)
Contract Ratified

On November 30 and December 1, workers overwhelmingly voted YES to ratify a new Union Contract.

Highlights of the contract include:

  • 7% wage increase paid the first full pay period following ratification

  • Market increases for many jobs

  • 2024: 6% wage increase, first full pay period following March 31, 2024

  • 2025: 6% wage increase, first full pay period following March 31, 2025

  • $1000 bonus prorated based on FTE in each of 2024 and 2025

  • New Step 13 added in 2024 for all positions at 2% higher than Step 12

  • Shift differential: $3.00 Evening/$5.00 Nights

  • $4.00 standby

  • Callback/call-in on day off at two times the normal rate of pay

  • $3.25 lead pay

  • $4.50 weekend premium

  • LOU for hazardous drug mixing

  • $2.00 certification premium

For more information, contact Union Rep Aimee Oien @ 360-662-1981.

LabCorp - 2024 Seattle Minimum Wage

LabCorp
2024 Seattle Minimum Wage

“We dug into the pay scale and worked hard to make sure our proposals were equitable, competitive, and reflect the value of our work. We feel like we came up with a fair offer and now we’re looking ahead towards the actions we need to take to win.” —Shelby Tyner, Med Tech and Bargaining Team member

In September, LabCorp gave us their insulting opening economic proposal. In October, we stood together to demand better. We held our powerful first informational picket of the year outside Swedish Cherry Hill to start bringing our patients, providers, and community into our fight for fair and competitive wages.

At the end of October, Seattle announced its 2024 minimum wage rate: $19.97, up from $18.69. The 6.85% increase is a win for all of us working in the city and struggling to keep up with the rising costs of living and commuting. This increase meant LabCorp needed to give us a new economic proposal, as their offer would have put many positions below the 2024 minimum. It confirmed what we had already been telling them at the table: the wages they’re offering don’t meet our needs and LabCorp must do better if they want to recruit and retain great Lab workers.

In November, our economic negotiations were essentially reset. But despite an opportunity to come with a stronger offer, LabCorp simply bumped all positions that were under the new minimum rate to $19.97, compressing the scale. They maintained their offer of below-market raises, decreased percentages between steps, and higher health care costs.

While our wage proposal was already higher than the 2024 minimum, we made adjustments to reflect the new rate and gave it to LabCorp at our session on November 29.

LabCorp has told us to expect a full counter proposal to everything that is on the table at our next session on December 11. Join our next virtual Contract Action Team (CAT) meeting to discuss their counter and plan our next steps to win a fair contract!

Your VOICE matters!

It’s time for us to show LabCorp that we are brave, united, and will not be undervalued. We all deserve better so we are all signing our names to demand fair and competitive pay.

Join our CAT meeting Via Zoom

Sunday, December 17 @ 6:30 - 7:30pm
Contact a Bargaining Team member or Union Rep for meeting details. Details will also be sent your email.

Sign our petition now!form.jotform.com/232136709410348

ALREADY SIGNED? Talk to your coworkers, spread the word, and help us reach our goal of 75% union members standing together!

Find our union contract, membership application, Facebook, Slack, and more at: linktr.ee/labforce3000

Our LabCorp Bargaining Team: Lisa Magee, MLT; Deborah Gibby, Lab Assistant; Sam McVay, Client Services Rep; Shelby Tyner, Med Tech; Nancy Pyanowski, Dispatcher; Kyle Chrisman, Patient Services Tech; Matt Noll, Cytogenetics Tech; Union Rep Christie Harris

WhidbeyHealth Pro-Tech Contract Votes Scheduled

On November 28 and November 30 our Bargaining Team met again with the Employer to negotiate. While continuing to try to come to an agreement over economic issues, and in particular the wage scale, we were somewhat surprised that the Employer presented us with a Last, Best, and Final offer on all outstanding issues. This means that a vote on what that offer is will be forthcoming on Wednesday, December 13. While we had not expected to have to make this decision quite yet, we are recommending a “Yes” vote to ratify the offer.

Some of the highlights include:

  • Wage parity as of April 1, 2024: We secured agreement that WhidbeyHealth would recognize past experience for represented workers at 100%. Many of our more senior employees who may be in the middle of the wage scale would move up the scale if they have more years of experience in their job classification than the step they are on actually represents. This will happen in the coming year if we approve the contract.

  • Market adjustments of wage scales: When the mid-cycle wage bargain happened in 2022 the result was that many people further up the scale received increases that put them ahead of what workers earn at competing hospitals. This also resulted in workers on the earlier steps of the wage scale earning less than what workers earn at competing hospitals. Thus, management concentrated on increases at the lower steps in this bargaining cycle.

  • Ratification bonuses: If we ratify the contract with a “Yes” vote on Wednesday, December 13, we will receive $1,200 ratification bonuses pro-rated by FTE. For example if you are a .5, you will receive $600.

Contract Votes: Wednesday, December 13

Main Hospital Coupeville HEC Room C: 5:00am—8:00am, 12pm—2:00pm, 5:00pm—8:00

Clinic 1: Oak Harbor-Cabot Break Room: 3:30pm—4:30pm

Clinic 2: Oak Harbor -Goldie Conference Room: 2:30pm—3:00pm

Clinic: Freeland Break Room: 10:00am—10:30am

Clinic: Clinton Break Room: 9:00am—9:30am

We look forward to seeing you at the following times to discuss the offer and vote on it. Members in good standing are eligible to vote.

Our Union Bargaining Team: Jennifer MacNeill, Medical Technical Lead; Rosalie Nguyen, Pharmacy

PRMCE RN We have reached a tentative agreement!

After almost eight months of negotiations, we have reached a tentative agreement with Providence Everett (PRMCE)! From the beginning our goal was to improve staffing to ensure our patients and community would receive the quality care we so desperately want to give them. We identified that we could achieve this through staffing language, which would strengthen our voices on the Hospital Staffing Committee and supplement the staffing law’s guidelines (https://ufcw3000.org/safestaffing), and being competitive with other area hospitals.

It was through our collective actions we were able to pressure PRMCE to accept many of our staffing concepts, including a staffing premium. We went out on an unfair labor practice strike because PRMCE was not considering our proposals in good faith. PRMCE told us they would never agree to a staffing premium before or after a strike, but the power of our strike pressured them to agree to this and additional staffing language and incentives. We are the first hospital in WA state to have binding mediation for unresolved chronic staffing issues and a staffing premium for RNs when their unit is staffed below the Hospital Staffing Committee’s staffing plan, which is created by nurses and nurse managers.

Additionally, the third year of the contract was a major priority to assure we can recruit and retain nurses when other hospitals negotiate in 2025- and not have an exodus of nurses again.

We won stronger language on market analysis triggers and a full contract opener 6 months earlier in April 2026, meaning we can get to the table as early as January 2026 to negotiate a new agreement and remain competitive with other hospitals. We will join solidarity actions with other Providence Hospitals in 2025- and take that energy into our early 2026 negotiations.

The tentative agreement we reached on December 1st meets our goals and is recommended by a majority of our bargaining team!

We will be holding a Zoom meeting this Tuesday December 5 at 8pm to discuss and answer questions about the tentative agreement document and next steps.

We will be giving nurses a choice to approve or reject the tentative agreement and approve or reject a strike via an online vote on December 15 from 6:30am to 8pm. Similar to the strike authorization vote in October, all voting will occur online, and we will hold optional in-person meetings at the Colby and Pacific/Pavilion campuses.

Your voice is important, and we encourage you all to read through the tentative agreements below and vote online on December 15. Only members in good standing are eligible to vote.

Summary of tentative agreements:  

Full Tentative Agreement Redline on the PRMCE RN contract page at ufcw3000.org >>

Economic

  • Extra shift incentive: If a nurse’s unit is staffed at 80% or below then, full-time RNs (.9 – 1.0 FTE) who pick up an extra shift shall receive double time. Part-time nurses (.05 -.89 FTE) who pick-up an extra shift will receive 1.5 their regular rate of pay and will receive double time if they work above a .9 FTE. Per diem nurses who work more than 2 shifts per pay period shall receive 1.5 their regular rate of pay and double time if they work above a .9 FTE). The Employer can offer an incentive above this requirement, but this now the minimum incentive that nurses must receive when picking up an extra shift

  • President’s Day is swapped for Dr. Martin Luther King Day (MLK)

  • Christmas Day for Night shift RNs: The holiday will be defined as 6:30am on December 25th to 7am on December 26th

  • Holiday Substitute: Nurses can switch a holiday for a day of importance to them. Example: switching MLK Day for your birthday

  • Low Census: traveler RNs will censused before agency RNs

  • Weekend pay expanded- Nurses working Saturday and Sunday night will receive weekend pay for Sunday night

  • Twelve .9 FTE relief nurses will be hired to cover meal and rest breaks

  • Shift differential increased to $3 for evening shift and $5.25 for night shift

  • Low census standby increased to $4.75/ hour

  • Standby differential increased to $6.75/ hour

  • Relief charge nurse pay increased to $3/ hour

  • Intermittent night shift premium of 1.5 time regular rate of pay for non-night shift nurses who pick up a night shift

  • Preceptor pay increased to $2/ hour

  • Float pool pay increased to $5/ hour

  • Non-float pool pay increased to $2/ hour

  • EIB will now be paid out on day 1 of an illness

  • Health insurance premiums will not increase more than 10% on a blended average in 2024 or 2025

  • Bereavement leave shall increase to 40 hours of paid time for spouses, significant others, or children.

  • Professional development leave: 40 hours prorated by FTE

  • Continuing education increased to $700 for .75 - 1.0 FTE and $500 for .6 - .74 FTE

  • Tuition Reimbursement: Up to $5,250 for .75 FTE or more and up to $2, 625 for .74 FTE to .5 FTE

  • Wage increases

Two pay periods following ratification, the following wage scale will be implemented.

The new base rate of $43.91 aligns with Swedish Edmonds and the top of the scale exceeds Swedish Edmonds through June 2025.

Effective the first full pay period following 10/1/2024, nurses will receive a four percent (4%) across the board increase.

Effective the first full pay period following 10/1/2025, nurses will receive a four percent (4.5%) across the board increase.

  • For Nurses on the payroll upon ratification and who were also on the payroll on June 1, 2020, will be paid a bonus of $1,200, pro-rated by FTE (per diem will be counted as .25 FTE) on the second full pay period following ratification

  • For Nurses on the payroll ratification and who are also on the payroll on December 1, 2025, will be paid a bonus of $1,000, pro-rated by FTE (per diem will be counted as .25), less applicable withholdings, on the first full pay period following December 1, 2025

  • Year for year experience- All nurses will receive one step for one year of continuous experience. Nurses with 12 months or less shall be placed on the corresponding step on February 1st, 2024, according to their resume on file. 60 days from ratification, current nurses shall have the opportunity to resubmit their resumes to HR to adjust their wage steps. On March 1, 2024 nurses will be placed on the corresponding step based on their resume on file

  • Wage step increases- Wage step increases will now be calculated using 12 month increments versus 1872 hours. There will be a recalculation of wage step increases for all current nurses’ steps. Annually nurses will start advancing one additional step on their work anniversary after ratification. In 2026, nurses will progress through the remaining steps to reach the appropriate level. For instance, if a nurse, working at a .75 FTE, should be on wage step 14 based on a 12-month calculation, but is currently on wage step 10 due to the 1872-hour calculation, their wage steps will be recalculated. They will get two step wage increases in 2024 and 2025 and then be brought to their appropriate step in 2026

  • Modified Baylor Shift- Positions will be posted 30 days after ratification for positions which will work a .6 FTE only on the weekends. All weekend shifts will be paid at 1.5 regular rate of pay and additional shifts will be paid at straight time, unless overtime rules apply

  • Night shift differential- Night shift nurses, who have 24 months or more working on night shift, will receive an annual bonus of $1,500 (prorated by FTE) on January 1, 2025

  • Staffing Premium- Nurses working in a unit averaging at or below 85% staffing according to the plan will receive a $300 bonus (prorated by FTE) the following month. Per diems will receive this bonus prorated at .3 FTE. This will expire one year from ratification but can be revisited by the Hospital Staffing Committee

  • 2.5 year agreement- The Hospital and the Union have agreed to initiate contract renegotiation by or before April 30, 2026, allowing for negotiation closer to other area hospitals' contract expirations

  • Market Analysis  of wages will be conducted every September and the results will be shared with the Union. If there is a difference between the average of the current wage scale and the average wage of the market analysis the Hospital and Union will meet to discuss solutions, like wage increases or bonuses, to make PRMCE more competitive

Non-economic and Staffing

  • Union membership- New nurses will have 21 days to join the union or 14 days to opt out of union membership. Newly hired nurses who do not opt in or opt out of the union shall be removed from the schedule within 30 days of the union notifying PRMCE. If the nurse does not make an election within 90 days after PRMCE receives notice from the union the nurse shall be discharged. This language grants more time, when compared to the previous language, for new nurses to make a decision on union membership. Nurses may opt out of union membership and donate their union membership fee to a non-religious organization if their religion objects to them joining a labor organization. Personal emails shall be provided to the union, if available

  • Access to conference rooms on units- The Union representative shall have access to the conference rooms on the floor

  • Non-Discrimination language which reflects diversity, equity, and inclusion

  • Charge nurses and relief charge nurses shall generally not be expected to take a patient assignment. A charge nurse will only take a patient care assignment if it is mutually agreed upon and the charge nurse will use their professional judgment to determine if they should take a patient assignment

  • Updated Skill departments

  • Nurses can email the Hospital if they wish to accept a recall position

  • Discipline- Written warning will be removed after 18 months (about 1 and a half years), upon request, as long as the warning is not related to patient care violations. Coachings will be removed after 9 months, upon request

  • Staffing- The Hospital Staffing Committee members will be comprised of 50% or more nurses per SB 5236 staffing law and decisions must reach consensus  Subcommittees shall review CSIs for their units and make recommendations to the Hospital Staffing Committee

  • Binding Mediation- Chronic staffing issues existing within the same category for at least 90 calendar days can be moved to binding mediation one time per year. A mediator will hear solutions from the Hospital and the Union and then make a recommendation on a solution. The solution will be sent to the Hospital Staffing Committee on whether or not to adopt the solution

  • The Hospital will review exit interviews, adverse events, and retention interviews

  • MOU Collaborative Approach to Full Staffing- Commitment from Providence to staff the right staff, in the right place, at the right time. And timeline/process for working together through the Hospital Staffing Committee

    • One year from ratification RN turnover goal is set to 15%. First Year RN Turnover: Over 25% top priority department, between 20-24% “at risk dept”, between 16-19% "watch list dept”, at 10% or below “share best practices”. Whenever a department is at 20%+ FYTO, a process is triggered to identify root causes for turnover and immediate solutions for retention

    • Innovative staffing models, like the co-caring model, require approval by consensus from the Hospital Staffing Committee

    • The Hospital will pay nurse techs for clinical hours  

    • Adoption of the Healthy Work Environment (HWE) standard: skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, authentic leadership, and workplace violence

    • Hospital Staffing Committee and Subcommittees will meet to review the open positions in units, review retention interview data and exit interview data, review, adjust, and employ tactics for retention and recruitment

    • Core leaders and nurse volunteers will visit job fairs and schools to recruit nurses

Nurse Zoom Meeting
Tentative Agreement Q&A and next steps
Tuesday December 5 at 8:00 pm via zoom

*Join us to ask questions about the tentative agreements, what are the next steps if the contract is not approved, and any other questions you may have. We hope to see you there!

Join Zoom Meeting:

https://us02web.zoom.us/j/81373254464?pwd=aVV0d3Q1YlhGaHByeVRycGV3QkF2QT09
Meeting ID: 813 7325 4464
Passcode: 757437

CONTRACT VOTE
Friday December 15- online and in person meetings at Hospital

*As soon as rooms are confirmed, we will email the times and locations of in-person meetings

Strike Benefits:

Strike Benefits checks were mailed on Monday 11/27 to all nurses who picketed 20+ hours and completed a W9. A second batch of checks will be sent this Monday 12/4 for nurses that forgot to sign in/out on at least one shift and had a "miss punch". We gave credit for these shifts and fixed the hours- and Union Leadership made the decision to pay out strike benefits to all nurses who picketed for 16+ hours. This makes sure there is a buffer to get the most people strike benefits and take into account any issues with sign in.

If you would like to confirm the status of your strike benefit check or would like to request additional financial hardship assistance, please email Kendra Valdez at kvaldez@ufcw3000.org

Macy’s as bargaining continues, Macy’s workers prepare for a Bigger Strike!

Workers stepped up to send a message to Macy’s of worker power and courage through your 3-day Unfair Labor Practice Strike. Workers are showing the company that we are not going to tolerate the continued violation of labor law or proposals that, if accepted, would gut our contract.

Our next bargaining date is just a couple weeks away on December 18. We are hopeful that Macy’s will come to the bargaining table in good faith prepared to make progress on an agreement that addresses some of our core concerns around wages, safety, holidays and more. If we do come to a tentative agreement with Macy’s, we will hold a ratification vote on December 20. If we are unable to come to an agreement that addresses some of our core issues, we will be holding a strike authorization vote on December 20.

Get Prepared for an Even Bigger Strike:

Attend a Contract Action Team meeting:

  • December 11 @ 12-1pm: Alderwood: Elemental Pizza (3000 184th St SW #948, Lynnwood, WA 98037)

  • December 13 @ 12-1pm: Bellingham: Bellis Fair Mall Food Court (One Bellis Fair Pkwy, Bellingham, WA 98226)

  • December 15 @ 12-1pm: Southcenter: Southcenter Mall Food Court (2800 Southcenter Mall, Seattle, WA 98188)

Talk to your steward or your rep about signing a Strike Vote Pledge starting next week to authorize a strike if we don’t get a fair deal.

When will I receive my Strike Benefit?

We’re currently processing the sign-in sheets to record everyone’s hours on the picket line. Checks for those who meet the criteria of 20 hours for the strike benefit will be mailed next week.

A complete W-9 form is required to receive the strike benefit, and failure to complete the form will delay your strike benefit to be processed. Complete the W-9 online here: macysunited.com/strike

Will I lose attendance credits for participating in the ULP Strike?

No. Macy’s is prohibited from deducting attendance credits for your missed shifts during the ULP strike, as it would constitute an unfair labor practice.

However, it’s possible that Macy’s attendance software will automatically deduct attendance credits from your bank. If this occurs, it will be the responsibility of management to manually restore any lost attendance credits. If you experience any issues with lost attendance credits, please report them to a UFCW 3000 Rep or call the Member Resource Center at 1-866-210-3000.

Check out Macy’s Workers in the news!

REUTERS! Macy's workers in Washington state to strike for three days from Black Friday Nov 22 (Reuters) - More than 400 Macy's (M.N) workers in Washington state are planning a three-day strike from Black Friday through Sunday, alleging unfair labor practices and demanding better wages, according to UFCW Local 3000's website. 

On Labor: Recap. Nearly 400 Macy’s workers in Washington state began a three-day strike on Black Friday, protesting alleged unfair labor practices and refusal to agree to a new contract. The workers, represented by UFCW 3000, are calling for increased wages and better worker protections. Negotiations with the retail giant stalled recently over issues surrounding shoplifters. In October, 96% of workers voted in favor of the strike. 

CBS Texas: As Black Friday shoppers hit the stores, one major retailer will have no one at their registers because hundreds of union workers at Macy's locations in the state of Washington are going on strike for three days. 

Retail News: Macy’s staff in Washington on three-day strike from Black Friday 

Workers at US department store chain Macy’s in Washington state are planning to launch a three-day strike from Black Friday (24 November 2023) through to the following Sunday, labor union UFCW Local 3000 has announced. 

GUARDIAN: ‘They’ve worked us to death’: Macy’s workers to strike on Black Friday Four hundred workers in Washington state to strike, alleging the company – which pays millions to executives – is not playing fair We would like them to share some of those profits so we can have a liveable wage,” said Azia Domingo, who has worked at Macy’s in Tukwila, Washington, for 21 years. “Macy’s CEO gets $11m per year while a lot of his workers rely on food banks, and some can’t even afford to see doctors because of the low wages and the expensive healthcare.” 

GUARDIAN: Macy’s workers launch Black Friday strike in Washington state About 400 workers walk out in dispute over allegedly unfair labor practices and failure to agree to a new contract. “We are on an unfair labor practice strike because Macy’s intimidated and retaliated against me for calling security and 911 about a thief,” one employee, Liisa Luick, said during a rally outside Southcenter. “Macy’s has not bargained in good faith throughout this process, frustrating our ability to get to a fair contract.” 

FOX13: Washingtonians expected to spend more this year, Macy's employees plan to protest. Get ready for a major shake-up at Macy’s…in a nod to the Thanksgiving Day Parade, they’ll march around with giant inflatable balloons and have musical performances…Liisa: ‘It’s gonna be kinda nuts’...staff has major safety concerns the company refuses to address. Liisa: ‘Retail theft is really ratcheted up, and as such, it reflects on our safety, and this is really where it springs from.’..[Bellevue] Police going undercover in plains clothes to catch shoplifters in the act…” 

KIRO-TV: Macy’s workers to strike Black Friday across Washington over ‘unfair’ labor practices “When workers ask that store safety just be a topic that they can talk about in future meetings with management, Macy’s even says no to that,” Joe Mizrahi, Secretary-Treasurer of UFCW 21, said on Friday. “Macy’s workers would much rather be inside the store helping customers this Black Friday. But instead they’ll be out here (at the Southcenter Mall) on one of the busiest shopping days of the year.” 

KGMI RADIO: Local Macy’s workers to strike on Black Friday Macy’s Workers United said on their website that over 14,000 customers signed a pledge to not shop at Macy’s during the strike. 

Bellingham Herald: Bellingham Macy’s to strike on Black Friday; Bellis Fair employees calling for change “I’ve been at the Bellis Fair Macy’s for 19 years,” Christina Verkist said in the release. “I’m in home goods, and my customers count on my knowledge of the products. But because they cut down on workers, I’m alone a lot in my department. With the threats we face from shoplifters, Macy’s needs to improve security, and we deserve better pay. The price of everything is up but my pay is not. Most of the time I can’t afford to fill up my gas tank. We hope customers will shop elsewhere while we are on strike for safer stores and better pay.” 

Lynnwood Times: Macy’s workers to strike on Black Friday throughout Washington “Now we are afraid to call 911 when safety issues come up because we worry we will get in trouble, or even lose our jobs,” Luick said. “Workers don’t feel safe in our store, and now they are scared of retaliation, so they’ve stopped calling for help when they see a threat. Macy’s needs to step up and make our stores safer for workers and customers. I’m asking our customers to shop elsewhere this holiday while we are on strike.” 

Lynnwood Times: Macy’s workers launch strike on Black Friday at Alderwood Mall. [YouTube vid link]. “For the longest time we didn’t have enough Assets Protection [personnel] in the store,” Kaleen told the Lynnwood Times. “There are a good amount of times we don’t have any on the store and no response just because there are so many thieves in the store.” She shared how one of their female coworkers was “beat up” by three visitors to the mall and workers stood by afraid to call 911 for the fear of being fired. Lynnwood City Councilman George Hurst joined Macy’s workers on their strike for better wages and a safe working environment. He shared with the Lynnwood Times that Macy’s policy discouraging employees to call 9-1-1 is of great concern. 

Newsbreak (DC): Hundreds of Macy's Workers Across Washington Set To Go On Strike on Black Friday! In an unprecedented move, over 400 Macy's workers in Washington are set to strike on Black Friday, citing Unfair Labor Practices ("ULP"). 

Edmonds News: Macy’s workers plan to strike starting on Black Friday at state’s busiest stores Hundreds of Macy’s workers Friday announced a countdown to an Unfair Labor Practices (ULP) strike at some of the busiest stores in Washington, including Alderwood Mall in Lynnwood, Bellis Fair Mall in Bellingham and Southcenter Mall in Tukwila. Striking workers will kick off picket lines on Black Friday — Nov. 24 — with a Macy’s Striking Workers Parade at Southcenter Mall, according to a news release from macysunited.com

KOMO TV:  Macy's workers in western Washington plan Black Friday strike over safety concerns, low wages:  “This is what we feel is necessary to stand up for what is right and what we deserve,” Azia Domingo, who has worked at Macy’s in Southcenter Mall for 21 years. "This is unknown territory for a lot of us, but the time is now. We need to fight for what is right.”...."Macy’s makes billions of dollars a year in profit while many employees are struggling to make ends meet, that’s unacceptable."' Employees said they're hoping customers will support them by not shopping at Macy’s during the strike, which kicks off with a rally outside Macy’s at Southcenter Mall Friday at 9 a.m. For more information on the strike, click here

NBC, Fox News, KNDU / KNDO (Tri-Cities): Seattle-area Macy's workers strike on Black Friday. “2 main reasons for this strike: Safety concerns and low pay…been working with Macy’s since February to get a resolution…’Macy’s, first of all, isn’t even keeping up with inflation, which is leading to things such as short staff, us being stretched thin, which is making us more vulnerable’…It’s not just Macy’s employees leading this charge…It’s scary to take a leap of faith like this, but she feels, it’s worth it.” 

KCPQ FOX 13 TV: Local Macy's employees go on strike during busiest shopping weekend of the year: "Macy’s, first of all, isn’t even keeping up with inflation, on top of, we don’t feel safe in our stores, which is leading to short staff, us being stretched thin, which is making us more vulnerable," said Azia Domingo…..”"To see the community, to see the other unions, to see politicians, to see moms and dads, our customers out there supporting us, this is amazing. And this gives us the strength to stand together and fight.” 

KING 5 TV: Macy's workers striking in Lynnwood, Tukwila and Bellingham over 'unfair labor practices': “We’re tired of being frightened and endangered at work,” said Mary Stephen who works at the Alderwood Mall Macy’s in Lynnwood, “My hope is that it doesn’t last very long and we can come to a fair solution for all of us for safety, better affordable healthcare and better pay.” (YouTube mobile,, and another horizontal) 

KING 5 TV: Youtube horizontal w/Azia. “She recalled when shootings happened…When we asked the department store to specifically provide its safety policy and whether employees are suspended for calling help, Macy’s said it had no further comment.” 

KIRO News Radio:  Washington Macy’s workers strike for higher wages, better crime protection: Liisa Luick, who has worked at the Macy’s in Lynnwood for more than 15 years, says there’s no clear safety procedures in place, and employees are left virtually on their own.“Macy’s intimidated and retaliated against me for calling security and 911 about a thief,” she says. “Macy’s has not bargained in good faith throughout this process, frustrating our ability to get to a fair contract. Macy’s has also attempted to restrict our ability to talk with our union representatives about workplace issues and bargaining.” 

New York Times: Black Friday Isn’t What It Used to Be: ….“Many retailers now make a point of staying closed on Thanksgiving. (Employees at some Macy’s stores in Washington State used Black Friday to make a statement about their working conditions. More than 400 sales associates went on strike over issues they say they’re facing, including theft in stores and low wages.)” 

Seattle Times: Seattle-area Macy’s workers strike for better protection from crime 

“Some accountant in New York has figured out that it costs them less to just let people steal product than it does for them to have a perception of there being safety issues in their stores,” says Joe Mizrahi, UFCW 3000 secretary-treasurer. Macy’s has “financial incentive to pretend like there’s not a problem.” Yasmina Grainat, 55, who was picketing at Alderwood with other members of United Food & Commercial Workers Local 3000, which represents around 400 workers at the state’s three unionized Macy’s stores: Alderwood, Southcenter and in Bellis Fair mall in Bellingham and others say Macy’s management does too little to deter the thieves or protect staff. Employees say they’re not allowed to interfere with thieves, or aid colleagues, but are told to report incidents to store security…“When I call security, no one picks up the phone,” says Grainat, who adds that the stress is too much at a job that pays a 23-year veteran just $20.73 an hour.“We need them to respect us.” 

Cascadia Daily News: Macy’s employees strike on Black Friday weekend over safety, wages Union workers urge public to go elsewhere on nation's busiest shopping days 

Outside Bellis Fair mall, a worker barked into a megaphone, “Their 50 cent. Won’t pay rent,” striking union employees and community members replied in a call-and-response chant. Debbie Walk, who has worked for Macy’s in Bellingham for at least eight years, said it was “ridiculous” that employees were having to bargain for the right to call the police when they felt a situation was unsafe. “We’re seeing a lot of retail theft and they don’t seem to be doing enough to stop it,” said Walk, who works in the retailer's fine jewelry department. “We feel unsafe a lot of times.” 

“Macy’s is not the first or last strike in Washington,” Mizrahi said. “Providence nurses and hospital staff and now Macy’s employees are demanding CEOs share the wealth made off of their hard work.” 

Everett Herald: Macy’s employees strike on Black Friday at Alderwood Mall 

Protesters in Lynnwood called for better wages and safety measures. Staff at other Macy’s stores picketed in Bellingham and Tukwila. 

Thailand Post: Employees at Macy’s in Washington state will go on strike for 3 days, starting on Black Friday 

KIRO 7 TV: Southcenter Macy’s employees go on strike, seeking more work rights 

They chanted loudly with signs in hand. From dawn to dusk, workers at the Macy’s in Southcenter Mall were calling attention to their fight for better rights Friday. Domingo and her colleagues want more safety measures in place after a Macy’s Alderwood employee said she was retaliated against for calling 911 when she witnessed someone shoplifting. 

The UFCW 3000 said she was put on unpaid leave because of it. “What we are asking from Macy’s is to provide a clear, concise policy on what to do when a security threat arises and when we can call 911,” Domingo added. “We don’t feel safe in our stores. This leads to short staff, us being stretched thin, and creating more of a security threat because there’s not enough coverage.” 

Mother Jones: On Black Friday, Unions Are Striking For a Better Deal It’s been a historic year for labor action—and it’s not over yet. Retail workers are walking out during  the busiest shopping day of the year, Black Friday, leveraging a weekend of huge profits for retailers to demand better pay and working conditions….In Washington, about four hundred Macy’s employees from three different stores went on strike, beginning their picket at 3:00 AM on Black Friday. Their union, the United Food and Commercial Workers, says that Macy’s isn’t doing enough to address safety threats like violent shoppers and shoplifting, and that pay is not keeping up with the cost of living. “Workers don’t feel safe in our store, and now they are scared of retaliation so they’ve stopped calling for help when they see a threat,” explained sales associate Liisa Luick in a release from UFCW 3000. Azia Domingo, who has worked for Macy’s for 21 years, said, “Macy’s is making billions of dollars and paying their CEO $11 million a year, but most of us workers are struggling to make ends meet…We shouldn’t have to question whether we can afford to have health insurance and go to the doctor.” 

Wall Street Journal Editorial: A Labor Strike Over Shoplifting Seattle-area Macy’s workers say thieves jeopardize their safety, and the union walked out. Ms. Luick says workers at her store “frequently observe shoplifting and even occasional violence,” and “the lack of security affects our customers too.” But when she called 911 about “a repeat shoplifter that even law enforcement was familiar with,” Macy’s suspended her without pay “for nearly three weeks,” she wrote in a letter to the Everett Herald last week. Now Macy’s workers “are afraid to call the police because we worry we’ll get in trouble or even lose our jobs,” she Said. Macy’s declined to respond to Ms. Luick’s claims but said “our top priority is to ensure the safety of our colleagues and customers in-store.” UFCW Local 3000 said it filed an unfair labor practice charge against Macy’s over its treatment of Ms. Luick and that the company “eventually provided back pay.” Ms. Luick isn’t alone in worrying about crime. “Shoplifters and even violent customers are constant threats to our security,” wrote Nicole Hardin, who has worked at the Macy’s cosmetics counter for more than 15 years. Yasmina Grainat, another longtime employee, told the Seattle Times that the stress of dealing with thieves isn’t worth her $20.73 hourly wage. 

BNN (Hong Kong) Macy’s Workers Strike Over Shoplifting Safety Concerns. The strike action taken by the Macy’s workers is not just about their individual stores; it is a reflection of a larger issue permeating the retail industry. Employees in retail environments are increasingly exposed to threats stemming from shoplifting and retail crime, raising questions about the responsibility of employers in ensuring staff safety. This strike is a call for better security measures and a safer work environment, pushing the conversation about employee safety into the spotlight. 

ZMG’s Veuer (online news wire). Disseminated across TX Macy's Workers Plan Black Friday Strike Over Wage Disparities. (video) 

NPR: It's peak shopping — and shoplifting — season. Cops are stepping up antitheft tactics (more about cops) / There's been a noticeable pushback against shoplifting this year. "We have these 'Chanel girls' that come in and steal thousands of dollars in Chanel," says Jeanne Peterson, who works at the fragrance counter at the Southcenter Macy's, near Seattle. "They will show their pepper spray or they will spray you. What we've been trained to do is to let them come behind the counter and let them take what they want to take."In a statement to NPR, Macy says, in part, that "our top priority is to ensure the safety of our colleagues and customers in-store."....But Kathy Henderson says that's not how it feels for salespeople like her. She says Macy's suspended her because she briefly pulled back on a box of perfume when a shoplifter tried to take it. Asked why she should care whether someone gets away with the company's merchandise, she says it's because it's just so hard to live with, day after day. "It's total anxiety," Henderson says. "If we hear a loud noise or if there's a whole bunch of people talking loud or whatever, it's like PTSD." 

Mention in WA State Standard story on holiday retail workers 

Op-Eds and Letters to the Editor  

Everett Herald: Comment: Retail workers are essential; treat them as such (Liisa Luick) 

Retail workers face low wages, short-staffing and threats from shoplifters that stores are ignoring.  

Mt Lake Terrace News: Letter to the editor: Macy’s needs to support its workers (Janet Bates) 

That’s why we are united with the power of our union UFCW 3000, ready to strike during the busiest shopping days of the year around Black Friday. We hope our customers and the community will stand with us until Macy’s corporate shows us they care about more than their profits.  

Everett Herald LTE: Back Macy’s workers efforts for better pay  (Daniel Vargo) 

So, if you see workers like me united with the power of our union UFCW 3000 holding signs outside Macy’s Alderwood in the upcoming weeks, I hope you will support our fight against Macy’s unfair labor practices and for better pay and improved safety for workers and customers at our stores. 

Everett Herald LTE: Pay, safety are major concerns for Macy’s workers (Nicole Hardin) 

To make it even tougher, Macy’s management doesn’t take our safety seriously. Shoplifters and even violent customers are constant threats to our security. But Macy’s hasn’t provided safety procedures, and workers who called for help have been retaliated against by management.  

South Seattle Emerald: Macy’s Profits Surge While Workers Struggle: Hundreds of Employees Plan Black Friday Strike (Azia Domingo). These days, it’s rare to find workers who stay at their jobs in retail businesses for very long. The pay is low, the schedules can be tough on a family, and working on your feet and engaging with customers all day can be incredibly draining….I’ve worked at Macy’s over 21 years…The majority of us are living paycheck to paycheck…I stopped getting health insurance through my job because the premiums and copays were so high. I have 3 children…Meanwhile, Macy’s is paying its CEO $11 million a year, and the company’s profits were more than $2 billion in the past two years combined — even more than before the pandemic.  

PCC Bargaining Update

Our PCC Bargaining Team met to strategize and discuss next steps after our successful NO vote on PCC’s last proposal that took place in November. With wage proposals that hardly account for inflation and still no pathway for workers to be permanently on the Board of Trustees, we still find ourselves apart. New bargaining dates have been set for December 11 and 14, we are hoping to come to an agreement at these sessions but if we are unsuccessful we will hold actions at various PCC locations!

Save the date! Tuesday, December 19 from 1pm—3pm

  • Columbia City PCC 3610 S Edmunds St, Seattle, WA 98118

  • Issaquah PCC 1810 12th Ave NW, Issaquah, WA 98027

  • Green Lake Village PCC 450 NE 71st St, Seattle, WA 98115

  • Edmonds PCC 9803 Edmonds Way, Edmonds, WA 98020

  • Redmond PCC 11435 Avondale Rd NE Suite 101, Redmond, WA 98052

  • Central District PCC 2230 E Union St, Seattle, WA 98122

Join your coworkers and be heard, even if we come to a deal!

Observe open bargaining on Dec. 11 & 14. RSVP here >>

Stay informed! Visit the PCC Contract page here >>

Harbors Home Health & Hospice - Bargaining begins!

Harbors Home Health & Hospice
Bargaining Begins!

Our Harbors Home Health Bargaining Team (L—R): Shelbie Graff, RN; Sarah Schimelpfenig, RN; Michal Bishop, LPN

On November 20 & 21, we met with Management to begin exchanging contract proposals across the table.

While we still have a way to go on reaching to a final agreement - we’ve already exchanged numerous proposals with Harbors - spanning workplace issues like access to union representation, probation & transfer status employees, job posting & hiring practices, and even some economics!

We have provided our availability throughout the month of December to Harbors and are looking forward to joining Management again for future discussions.

Should you have any questions, please reach out to a Bargaining Team member.

If you would like to participate in a Contract Action Team (CAT) meeting, please reach out to Union Rep Naomi Oligario @ 360-662-1989.

Our Union Member Bargaining Team Make Proposals to Improve Lives at Work, Kroger and Albertsons Propose Takeaways

Our Union Member Bargaining Team Made Proposals to Improve Our Lives at Work, Kroger and Albertsons Propose Takeaways

After preparing for months, our union member bargaining committee had our first bargaining sessions with the employer to negotiate a new contract. Kim Bristlin (Safeway 1159), one of the many grocery store workers on our bargaining committee, started our first session by sharing how the costs of living is up everywhere and that we need a new contract that respects the work we do to support our customers, our communities, and our stores.

Here’s a quick round up of the two days of negotiations. As a reminder, the way the bargaining process works is that our committee makes proposals, the employer makes proposals, and we work back and forth to try to come to an agreement. Typically we work on non-economic proposals first, and economics (like wages) next. Every member staying informed and involved during bargaining will help win the best improvements. In the end, you as union members will be the one to vote – that is part of being in our democratic union.

We made some big proposals to make our workplaces better including:
  • Funding for workforce training for career pathways and development
  • Greater workplace safety including a Master Safety Committee and in-store training for emergency situations.
  • Union-led New Hire Orientations so our co-workers understand their union rights and benefits.
  • Successorship language which would require a new employer to keep the union contract and the staff if the company is sold or merged.
  • Worker severance and retention so if our company is sold or merged we keep our jobs for a period of time, and are compensated fairly in the event of lay-offs or store closure.
  • Allow workers to accept tips.
  • Improve vacation accruals and lower qualifying threshold for vacation.
  • A 2-week scheduling notice so we can better plan our lives.
  • Add Presidents Day as an additional holiday.
  • Increase Leave of Absence time.
  • Expand past experience credit for prior service.
  • And other updates to our contract including moving Eastern Oregon workers onto the Spokane Healthcare Trust.
We also already won some early victories with tentative agreements on:
  • Prior notification and bargaining over temporary J-1/Guest Workers.
  • Allow for more union leave for union stewards.
  • Greater Bereavement benefit so we can get time off work to grieve a family member even if there is no formal funeral service.
Unfortunately, Kroger and Albertsons proposed major takeaways on our first days of negotiations.

They proposed:
  • Elimination of overtime after 8 hours.
  • After a global pandemic, elimination of contractual sick leave banks.
  • Adding more management to do our work.
  • Elimination of weekly hour guarantees that protect our ability to get healthcare.
  • Refusal to recognize past experience at hiring.

Kroger and Albertsons need to stop proposing takeaways and respect our work by investing in us.
 

Here are three things you can do to take action and show your support for the bargaining team:

1. Come to a Contract Action Team Meeting!

Spokane, UFCW 3000 office
December 5 from 5:30 – 6:30 PM
2805 N. Market St.
 
Tri-Cities, UFCW 3000 Office
December 6 from 5:30-6:30 PM
2505 Duportail St, Suite D
Richland, WA 99352-4079
 
Wenatchee, UFCW 3000 Office
December 6 from 5:30-6:30 PM
330 King St, Suite 4

Yakima, UFCW 3000 office
December 7 from 5:30- 6:30 PM
507 S. 3rd St

2. Sign a Strike Pledge Card – please contact your store steward or Union Rep to add your name!
3. Wear a union button!
 

More information:
  1. To help Stop the Merger, go to nogrocerymerger.com
  2. For information about your healthcare (Rehn):
    1. >> ufcwhealth.com
    2. Phone: 800-872-8979
  3. For Pension Questions  (Zenith):
    1. 800-225-7629
    2. >> soundretirementtrust.com
 

Northwest Center - Close to finish line

Northwest Center
Close to finish line

On November 27, our Bargaining Team met with Northwest Center leadership and presented a full economic counter, making significant progress towards reaching an agreement on a contract. We stressed the importance of providing market competitive wages and breaks and time off work. Two important tentative agreements reached include outside employment and on our Grievance Procedure - which is the process that will enforce our legally binding Union contract. For example, if a member is disciplined unfairly, terminated without just cause, or paid incorrectly, our grievance procedure will allow the Union to fight for back pay or challenge unjust discipline.

“Leadership has agreed to a lot of our language and even shared that some of the policies they may consider implementing company wide. It feels wonderful to have an impact far beyond our department. We’re not running out of steam yet and plan to keep pushing for wages that meet market standards and make us competitive! We’re so close to the finish line!” — Our Bargaining Team: Jenica Barrett, Kimberly Burns, Kaylee Ainge, and Kirsten Syberg

Our next bargaining session is on December 12, and our Team is prepared to negotiate until we reach an agreement that can be recommended for a Vote.

Please join us for an Early Supports Union Meeting on zoom!

This is a great opportunity to learn more about our Early Supports Union and meet with your Bargaining Team. We will share updates on what happened in negotiations (give a live update if we are still at the table), discuss next steps, hear feedback, and answer questions. Hope to see you there!

December 12 • 7pm
Contact a Bargaining Team member or Union Rep Ian Jacobson for details to join.
OR call in at 253-215-8782 and use the same Meeting ID and Passcode

Questions or to get more involved, please contact a Bargaining Team member or Union Rep Ian Jacobson @ 206-436-6550.

C.C. Filson Vote Passes!

Layoff Severance And Amendments to Collective Bargaining Agreement (CBA) Vote Passes!

If you were affected by the layoff and want more information regarding unemployment UFCW 3000 will be holding a meeting on December 7 from 10am-3pm at the UFCW 3000 Des Moines office, 23040 Pacific Hwy S. Suite 101 Des Moines, WA 98198-7268.

If you have any questions or concerns, please call Union Rep Jose Veliz @ 360-409-0615.