Providence Sacred Heart Tech ULP Strike FAQ

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Providence Sacred Heart Technical Unit Frequently Asked Questions

Next Monday April 22 at 2pm we will begin our Unfair Labor Practice Strike- for our patients, community, and each other. Updates will be sent via email and text before and during the strike to keep all Techs updated and answer questions. The best way to get our questions answered during the strike, is on the strike line itself.

Below are the top questions from Techs- please reach out to your Strike Captains and Union Representative Juanita Quezada with any questions. If you are interested in being a Strike Captain and taking a leadership role on the strike line, please join us for an in-person Strike Captain meeting tomorrow April 19 at 6pm at the UFCW 3000 Spokane Office.

FREQUENTLY ASKED QUESTIONS   

IF I AM WORKING AT 2PM WHEN THE STRIKE BEGINS, WHEN WOULD I JOIN THE STRIKE LINE? 

You should join the strike line as soon as you are able to give report and hand off your patient assignment in a safe manner. If there is no one who can take your assignment at 2PM on April 22, then you should work until the end of your shift and then hand off your assignment as you would normally and then join us on the picket line. Providence will likely communicate prior to the strike the plan for relieving Techs from shift, and UFCW 3000 has requested Sacred Heart’s plan for these hand-offs to ensure that they take place as smoothly as possible.  

IF I AM TOLD TO LEAVE MY SHIFT BEFORE 2PM ON APRIL 22 WHAT SHOULD I DO?

You should document who from management told you to leave your shift early and ask if you will be paid for the remainder of your shift. Then you should join the picket line. If you are relieved early, report this to your Union Rep.

WHEN DO I RETURN TO WORK? 

You will return to work on your next scheduled shift that begins after Tuesday April 30 at 8:30 pm. UFCW 3000 will also be requesting guidance from Providence and will keep members informed throughout the strike.  
 
Do i have to work on-call shifts during the strike?   
No. The reason for the 10-day notice is to give the Employer time to seek replacement workers during the strike to cover all shifts, including on-call.

WILL I LOSE MY JOB IF I GO ON STRIKE?   

You cannot be legally fired. You can be permanently replaced only if the strike is caused solely by economic issues and only after the actual hiring of a permanent replacement for your position. Our strike is called to protest unfair labor practices by the employer, and in this case the employer cannot legally hire a permanent replacement for you unless the NLRB determines that this was solely an economic strike. However, you may certain job protections if you engage in activity such as harassing those who choose to cross the picket line.  

CAN I RETURN TO MY SAME JOB AND SHIFT?   

Yes- during an Unfair Labor Practice Strike, your employer must offer you an unconditional return to work. In an economic strike, a “return to work” agreement is usually negotiated prior to the conclusion of any strike. We will insist, as part of the “return to work” agreement that each Tech is returned to their job, unit, and shift. If Techs stay unified in striking, we are more likely to prevail in negotiations for a “return to work” agreement.   

WHAT IF Providence LOCKS US OUT?  

If Providence chooses to lockout employees, they have to lockout all employees including non-members. Workers locked out by their employers are generally eligible for unemployment benefits. The Employment Security Department will determine eligibility for unemployment benefits on a case-by-case basis.  

CAN I GET UNEMPLOYMENT WHEN ON STRIKE? DO I ACCRUE PTO/EIB WHEN ON STRIKE?   

You will not accrue PTO or EIB while you are on strike. The Employment Security Department determines eligibility for unemployment benefits on as case by case basis for workers in a labor dispute.  

CAN I USE ACCRUED EIB OR PAID TIME OFF BENEFITS?  

Although an employer may not discriminate against strikers with respect to the use of paid time off during a strike, an employer is not required to allow strikers to use their accrued paid time or other benefits during a strike unless they are otherwise entitled to do so. If you submitted a vacation request before the strike and it was approved in accordance with Providence’s established policies, Providence must pay the paid time  benefits even though the approved paid time  occurs while you are on strike.   

WILL I STILL HAVE HEALTHCARE DURING THE STRIKE?  

Yes. There is a lag month under your health insurance plan that would keep your insurance through the end April.

WHAT IS MY STRIKE BENEFIT?   

Our Union Executive Board has approved strike fund benefits for members and non-members of:
$500/week for picketing a minimum of 20 hours a week,
$800/week for picketing a minimum of 32 hours or more a week,
$200/week “Respect the Line Benefit” for those who cannot join their colleagues on the strike line but respect the strike line and do not cross.
 
Since this is an 8-day strike, there is one additional day for Techs to have an opportunity to get enough hours to receive strike benefits. The Union will only pay one week of benefits and encourages everyone to picket at least 32 hours.
 
Our union also has a strike hardship fund to assist members whose families face difficult financial situations. If you are in a hardship position, please let the Union know so that you can apply for assistance. We are also working closely with other local labor unions and community organizations to coordinate resources for striking workers.

IS THERE PAPERWORK I NEED TO FILL OUT FOR MY STRIKE BENEFIT?  WHEN WILL I BE PAID?

To receive Union Strike Benefits, YOU will need to complete a W9 Form online or in-person at the Strike Sign-In Tent. Strike Checks will be mailed to the address listed on your W9 no later than the week of May 6. In order to not have a delay in receiving your check, please make sure to Sign In and Out on each shift, so that your hours are recorded accurately.

WHAT ARE MY PERSONAL OBLIGATIONS IF WE GO ON STRIKE?   

Do not cross the picket line! Our Strike Remains Strong when workers respect the picket line. Take your share of picket duty and/or strike activity. A strike is not a vacation; it is a very intensive, goal-oriented job. Pay attention and engaged on social media and any other communications from your team or UFCW 3000. Do not contribute to the rumor mill. Stay in contact with your colleagues. Help each other out in any way you are able. Discuss issues and continue a productive dialogue.   

HOW MANY WORKERS WILL IT TAKE FOR A STRIKE TO BE EFFECTIVE?   

A large active picket line is vital to a successful strike. Every Tech needs to participate to send a strong message to Providence. The more workers, family, and friends we have out on the line, the harder it is for people to cross it. Being at the picket is also the best way to get the latest information on how the strike is going and to show the community that workers are united in the strike.    

WHAT ARE THE CONSEQUENCES OF CROSSING THE PICKET LINE?   

Crossing a picket line weakens workers’ power to win the change we need in negotiations, whether it be safe staffing, better compensation, or holding the employer accountable to follow labor law. It also erodes the camaraderie in the workplace, could prolong the strike and negatively impacts our efforts to work as a team once the strike is settled.   

WHO WILL TAKE CARE OF MY PATIENTS? WILL IT BE CONSIDERED ABANDONMENT?  

The facility received 10 days’ notice which will allow them to move patients to other facilities and to cease taking elective patients. Any patients remaining will be taken care of by managers and strike breakers (travel/contract workers and bargaining unit Techs who cross the picket line). Patients who would normally come to the facility may have to use other facilities.  

WILL A STRIKE AFFECT THE IMAGE OF TECHS IN A NEGATIVE WAY?  

No. We are professionals. We should demand reasonable management practices, a safe environment for both our patients and us and benefits that reflect our professional status. It is important to conduct ourselves in a professional manner and be informed. UFCW 3000 Techs have the support of the community and Local and State Elected Officials, and Labor organizations.  

HOW LONG WIIL THE STRIKE LAST?   

Our strike will start on Monday April 22 at 2pm and last until Tuesday April 30 at 8:30 pm. 

IF I AM NOT YET A MEMBER OF THE UNION, BUT AM IN THE BARGAINING UNIT, CAN I GO ON STRIKE?   

Yes. All Techs in the bargaining unit are represented by the Union. All employees, even new hires in their probationary period, have the legal right to strike and honor the picket line. Non-members within the bargaining unit have the same protection under the law as members do during a strike.   

WHAT ARE OTHER WORKERS ALLOWED TO DO OPENLY TO SUPPORT WORKERS ON STRIKE?  

All workers have the right to collective concerted union activity such as voicing their support and wearing buttons, stickers, or other visible solidarity. Please check www.ufcw3000.org/strike  for up-to-date information.  

CAN MY FRIENDS AND FAMILY JOIN THE PICKET LINE?   

Yes! Our fight is our friends’, families’, and communities’ fight. However, they will be required to abide by the same rules of conduct expected of all Techs.   Invite your family and friends to join the strike line and an evening solidarity Rally on Wednesday, April 24, at 7pm over in Cowley Park (next to the hospital at 7th & Division St.)

CAN OTHER UFCW 3000 MEMBERS NOT IN NEGOTIATIONS STRIKE? 

No. Members cannot strike while their contract is in effect. This includes other UFCW 3000 members in the Service and Maintenance Unit and at Holy Family. They may join in solidarity at Sacred Heart when they are off work.    

WHERE SHOULD I PARK DURING THE STRIKE?

You may park in public parking areas, street, or residential parking. We encourage everyone to carpool or utilize public transportation. No one should use employee parking during the strike.  

WHAT OPTIONS  WILL BE AVAILABLE FOR RESTROOMS?

In the event you need supplies or need a bio break, there will be restroom access at surrounding businesses and strike headquarters: Hampton Inn Spokane Downtown-South: 675 S. McClellan St., Spokane. Do not enter the Hospital to use the restroom or buy food.

WHAT CLOTHES SHOULD I WEAR ON THE STRIKE LINE?

Wear comfortable shoes and weather appropriate clothes or scrubs if possible. Gloves are encouraged for early morning and evening to keep warm. Wear UFCW yellow and blue- and have fun with it!

WHERE DO WE REPORT FOR STRIKE SIGN-IN/OUT?

Upon arrival, sign-in at the Tent on S. McCelellan St. and W 8th Ave. You must sign-in here when you arrive. When your shift is over, sign out at the tent or with a UFCW 3000 staff person on the strike line in order to receive Strike Benefits.

IS THERE ANYTHING I CAN DO TO HELP BEFORE WE GO ON STRIKE?   

Yes! Volunteer to be a strike captain and attend the Strike Captain Meeting on Friday April 19 at 6pm at the UFCW 3000 Spokane Office. You can also share the Community Pledge and Rally Information with friends and family- all info centralized at www.ufcw3000.org/strike.

WHAT HAPPENS AFTER WE STRIKE? 

We have requested bargaining dates during the 10-day strike notice period. Providence has declined, and up to this point has indicated that they have no intention of changing their minds. Our hope is to return to the table as soon as possible either during or after thestrike and use the power of our ULP strike to reach a contract agreement.  

Strike Hotline: 1-866-210-3000  


To Stay Updated and find additional information on the Community Rally and Rules for the Picket Line: www.ufcw3000.org/strike  

Providence Sacred Heart Service and Maintenance FAQ about ULP strike

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As you may know, there is scheduled to be a strike at Sacred Heart next week. This Unfair Labor Practice strike is over the Providence Sacred Heart Technical Unit Collective Bargaining Agreement and Providence committing several unfair labor practices that include making changes in the workplace without first negotiating and skirting the bargaining process by attempting to direct deal and coerce staff. This strike does NOT include the Service and Maintenance agreement. There has been some confusion due to emails Providence Sacred Heart management has sent that did not specify which departments are going on strike. All Technical staff will be out on a ULP strike beginning at 2pm on Monday, April 22, and continuing until 8:30pm on Tuesday, April 30.

There are questions around what Services and Maintenance staff should expect when the strike happens. Here are some common questions we have been asked.

Do I cross the Picket line?

Service and Maintenance employees are required to work their regularly scheduled shifts during the time that the technical staff are on strike per Article 13 of your contract. Service and Maintenance staff should not join the strike line while on lunches or breaks. If you would like to support the strike lines on your own personal non-work time, your fellow UFCW 3000 members in the Technical unit would really appreciate the show of solidarity!

How can we show solidarity while at work?

You should wear UFCW 3000 buttons and solidarity stickers, and blue or yellow scrubs. Get creative and please wear them each day! One of the most important things you can do is to share stories about what is happening in the hospital. Please keep your Union Rep informed on what is happening and if there are any stories that could make strikers feel empowered. Our job during the strike is to show solidarity- both visually and with our actions. If management instructs you to remove your buttons and/or stickers, you should comply with their request but report the incident to your Union Rep.

Can I be asked to do work outside of my normal duties?

One of the most powerful things you can do to affirm your scope of work is question and object to improper assignments that are changes to your normal working conditions. You also have a responsibility to provide good patient care and make sure no person is harmed. If management asks us to do something that you are uncomfortable with, is unsafe, or outside of our normal responsibilities- you have the right to object and state why.

Objections can include any personal reason that you feel strongly about- including your licensure, patient safety, insufficient training, or that it’s not in your job description. You have the right to push back and encourage managers and replacement workers to do the additional tasks asked of you. However, you only refuse a task if it is an abnormally dangerous assignment.

You have the right to object- but if you refuse it may be considered insubordination. Your job is to object on why an assignment is improper, and if management insists on you doing the work, you should comply, document the scenario, and call our Union Rep if you have questions. If you feel unequipped or unsafe for any reason, report it to your Union Rep as well.

Scheduling, Overtime, Low Census, and all other provisions of our contracts remain in effect and should be adhered to. Please refer to your Union contract: ufcw3000.org/contracts

Do I have to come in on my days off and work extra shifts/hours?

No, after the schedule is posted, changes to the schedule can only be made with mutual consent. Out of support for your fellow UFCW 3000 members we ask that you consider not picking up any extra shifts.

7.8 Schedule Posting. Work schedules of shifts and days off (including call schedules) for a six (6) week period will be posted three (3) weeks in advance. After posting, the schedule may only be changed by mutual consent.

Can I be forced to take PTO or furloughed without pay?

Management may ask for volunteers to take unpaid time off or to use educational time– deciding to do so is up to you. They must continue to follow the Low Census process that is in your contract.

What else can we do to help?

Invite your family and friends to join the Techs on the strike line! Also, If you are not working at the time, you are invited to join Technical staff and community allies at an evening solidarity rally on Wednesday, April 24, at 7pm over in Cowley Park (next to the hospital at 7th & Division St.)

If you have any questions or concerns on the Service and Maintenance contract, please contact Union Representative Lenaya Wilhelm, 360-409-0556.

Find all the latest Union updates in one place: UFCW3000.org/strike >>

Grocery East Close -but not close enough!

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After three days of bargaining with the Employers, Albertsons/Safeway and Kroger, we made good progress towards an agreement. Our union member Bargaining Committee made major progress on key issues like wage escalators that help ensure we keep our wages above minimum wage and workers get raises when the minimum wage goes up. We will continue to fight to get the Employers to propose more money for Journeypersons so that we get the big raises we deserve, especially in the first year of the contract.

New bargaining dates are set with the Employers for April 29 and 30, which we hope will be productive. After these sessions we will take the Employers’ last offer to a vote of the membership on May 2 at the Spokane Doubletree hotel. This will either be a strike authorization vote if the Employers’ offer falls short, or it will be a ratification vote if the employer meets our demands and our Bargaining Committee recommends a yes vote.

Continue to get strike ready! Become a picket captain, sign strike pledge cards, attend Contract Action Team meetings and become a steward!

This vote is for the Spokane & Cheney stores only due to expired contracts. NE Oregon to be announced. Please reach out to your Rep with any questions about the vote.

Multicare Health System - Status Quo Has Got to Go

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Your union negotiations committee met with MultiCare on Thursday, April 11 and presented our wage proposal to management. Collectively, we’ve spent countless hours reviewing our current wages against what healthcare workers are earning across the region, and we strongly believe we’ve made a proposal which not only aims to bring in new talented staff, but to keep them at MultiCare.

But it’s not just about incentivizing people to come here, it’s about recognizing the hard work we do every day to keep MultiCare operating!

  • We keep our facilities CLEAN
  • We ensure our patients are SAFE, HEALTHY, and COMFORTABLE
  • We process thousands of labs and medications, perform diagnostic testing, and provide COUNTLESS life-saving treatments to the sick and vulnerable members of our community.

We also highlighted that much of our typical workflow over the past few years has involved training new-hires (who often received very large sign-on bonuses!) only to have these new-hires leave MultiCare and pursue their career elsewhere, likely for higher wages & better staffing conditions. We’ve stepped up to meet the demands of our community, and now we demand that MultiCare do the same for us!

“We simply cannot provide great patient care with this status-quo! Wages are too low, staffing levels are too low, and this isn’t going to be fixed if people can just drive down the street for better pay!” — Ryan Boyd, MRI Tech @ MultiCare Clinics

Join us, along with your friends, family, and MultiCare coworkers for a Union Family Day! RSVP NOW!
IBEW Local 76 Hall
3049 S 36th St
Tacoma, WA 98409
Saturday, May 4
11 AM — 2 PM

Contract Action Team Meetings:
Monday, May 6

MultiCare Health Benefits Story Collection

Downtown Dog Lounge - Vote scheduled

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After eight months of negotiations, our union Bargaining Team fully recommends a “YES” vote on our tentative agreement! Drop in to view the proposal and vote to have your voice heard.

South Lake Union
Friday, April 26 @ 2pm—5pm
1011 Mercer St, Seattle, WA 98102

Ballard
Friday, April 26 @ 8am—12pm
824 NW 46th St, Seattle, 98107

Macy’s - Tukwila Minimum Wage Increase Grievance

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Macy’s
Tukwila Minimum Wage Increase Grievance

Our union is filing a grievance against Macy’s for their failure to pay workers what they fought for and won earlier this year. Macy’s workers in Tukwila reported that they did not see their wages increase to what they should have above the city’s minimum wage. We gave Macy’s the chance to fix this problem on their own, but they refused. Our union will continue to enforce our contract through the grievance procedure.

If you have any questions, your pay has been fixed, or another economic piece of our new contract isn’t being followed, please reach out to Union Rep Tae Abraham @ 206-436-6631.

MultiCare Auburn Medical Center Professionals - Bargaining Update

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On Wednesday, April 10, your bargaining team met with MultiCare to continue negotiations on our first union contract. After nine suspenseful weeks of awaiting management’s response to our wage proposal—we finally have it in hand!

However, the suspense isn’t over yet. We did extensive market research and proposed wages, premiums, and differentials that we believe match the rates of some of the highest paid union professionals in the region, because we know MultiCare has aspirations to be the premier healthcare provider in the region!

But these aspirations don't seem to extend to the compensation we earn for the care we provide.

Even after just a quick review of their proposal, we were frustrated to see that the wage rates offered at the top end of their proposal are what some of our current coworkers are already being paid!

Furthermore, our proposal contained language which would honor existing employees' years of experience in our positions and compensate us accordingly. This recognition was unfortunately nowhere to be found in MultiCare's counter.

"We waited nine weeks to receive a proposal on wages, only to be disappointed by MultiCare's counter, which appears to only offer small increases to many of us!"
—Brent Kirshenbaum, Pharmacist, Bargaining Team Member

Join our upcoming Contract Action Team meetings to get details about our ongoing bargain, the proposal we got from management, and some events for MultiCare workers to make this an action-packed spring!

CONTRACT ACTION TEAM MEETINGS:

Thursday, April 18
11:30 AM - 12:30 PM
Cascade Training Room

Thursday, May 16
11:30 AM - 12:30 PM
Cascade Training Room

Mark your calendar and join UFCW members from Auburn Medical Center, Tacoma General, Allenmore, and many more for a spring kick-off with Union Family Day for MultiCare Workers.

Saturday, May 4
11 AM - 2 PM
IBEW Local 76 Hall
3049 S 36th St
Tacoma, WA 98409

Downtown Dog Lounge Bargaining Update: Tentative Agreement Reached!

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After 8 long months of bargaining with Downtown Dog Lounge, we have finally reached a tentative agreement fully recommend by our union worker bargaining team!

Bargaining began in September 2023 and your bargaining team has been working hard and focusing on our core issues: safety for dogs and humans, a livable wage, and regular maintenance to the facilities. While it has been a fight, DDL workers have remained strong knowing that winning this first contract is the first step in changing standards in the animal care industry.

This tentative agreement includes:

  • Additional holiday with pay

  • Grievance procedure

  • Just cause language

  • And much more…

Details will be sent out soon on voting times and locations. If you have any questions, contact your bargaining team or Union Representative.

The union bargaining team fully recommends a YES vote!

Bargaining team includes: Maribeth Fletcher, Ayla Gersdorf-Duncan, Judy Coy, and Elsie Hedberg.

Providence Sacred Heart Tech ULP Strike Notice Delivered: We Stand United 

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ULP Strike Notice Delivered at Sacred Heart: We Stand United 

After months of bargaining with Providence Sacred Heart in Spokane, Sacred Heart Medical Center technical workers voted overwhelmingly to REJECT Providence’s most recent contract offer and YES to authorize an unfair labor practice strike, with unprecedented voter turnout. 

“A supermajority of UFCW 3000 members showed up to vote. As an extension of our voices, we used our votes to reject the present contract offered by Providence and to authorize a strike, signaling it is time for Providence to hear us and find solutions to combat short staffing and retain experienced staff. We are a part of this community, and we will continue to fight to keep our community safe and healthy.” – Providence Sacred Heart Technical Unit Bargaining Team: Derek Roybal, Janelle Mathias, Craig Kistler, Lee Lidman, Joe Sikkila, Shane Sullivan, Miriam Critelli, Teresa Bowden, Angela Holmes, Holly Granly.

Today we delivered to a 10-day strike notice to Providence. Our union bargaining team has called for an Unfair Labor Practice Strike starting at 2:00pm on April 22 and lasting until April 30, with picketing outside the hospital every day between the hours of 5:30am - 8:30pm.

WE STRIKE BECAUSE:

We deserve better. Providence’s behavior at the bargaining table has shown us consistent disrespect. That disrespect of our rights and our bargaining process has extended to management committing unfair labor practices. Providence management implemented a change in working conditions, imposing schedule changes outside the bounds of our contract even as our union objected. They engaged in blatant direct dealing with union members outside of negotiations, skirting the bargaining process by attempting to coerce members into approving terms we had not agreed to. At the final hour they punitively revoked our access to the hospital for our contract vote the day before the vote. From the beginning, we had to fight just to keep our existing medical and dental guarantees on the table, which we only saved through relentless action and solidarity. Management’s insistence that we compare our compensation with a nearby hospital vanished when those workers negotiated significant improvements. Now Providence seems perfectly comfortable making many of us the lowest-paid workers in our field in our region, all while committing unfair labor practices throughout our negotiations. They even made the decision to take away snacks and drinks from employees utilizing the OR break room.

Our patients deserve better. Chronic short-staffing and perpetual on-call is running us ragged. Sacred Heart Medical Center is the only hospital of its kind in the region, yet instead of recognizing the unique specialty, skills, and services we provide, hospital leadership seems convinced they don’t have to invest in staff. We are a lifeline for the sickest patients in the Inland Northwest, and without a better contract we will continue to lose the technical staff required to offer the highest level of care. Our patients deserve the best care team possible, and we can’t achieve that if technical staff can work down the street for better pay, fairer treatment, a higher level of respect, and less demanding work. 

Our community is counting on us. If we allow Providence management to degrade the standards in our contract, to ignore our hard work and sacrifices, to set the bar as low as possible for how skilled technical workers are treated, we know it will have devastating impacts on our ability to retain our experienced staff and recruit new highly qualified technical staff. As our region’s only level II trauma center for adult and pediatric patients, Providence should be the regional leader in recruiting and retaining skilled staff. 

We stand united. Our unit has shown up to these votes in lockstep, with unprecedented turnout and unanimous or near-unanimous votes rejecting Providence’s offers and authorizing this unfair labor practice strike. We have come this far together. Walking a strike line is a last resort, and we don’t take it lightly, but we are ready to stand up for our patients, our community, and each other. Unfair labor practices are unacceptable, and the disrespect we’re facing at the bargaining table negatively impacts patient care. We have the support of 50,000 fellow UFCW 3000 members and our union’s community allies across Spokane.

We are inspired by our fellow Providence workers, including the 1,300+ nurses at Providence Regional Medical Center in Everett who went on strike in 2023 and demanded better for their patients and staff. Following their lead, we call on all Providence workers to keep organizing together in solidarity, in this contract fight and in your upcoming contract negotiations. Each time that we stand up to Providence’s corporate greed, we lay a foundation to envision what a more powerful voice could look like for workers and patients in our health care system and specifically within Providence Health & Services.

PROVIDENCE SACRED HEART STRIKE – TAKE ACTION: 

It’s time to send Providence a clear message that they need to do better, we expect better, and our patients deserve better. Join us in actions over the coming days and on the strike line starting on April 22 to ask Providence to be the leader our community and patients need. 

BEFORE WE STRIKE: 

CALENDAR: Join actions next week to help prepare for a successful strike! 

Monday 4/15 @ 7pm: Media and Social Media Training via Zoom 
Join Zoom Meeting: https://us02web.zoom.us/j/82384326981?pwd=SnpRTW5Ub1AzeS9OeGlPK2twaExQZz09  

Tuesday 4/16 @ 6pm: Picket Sign-Making Party
@ UFCW 3000 Office: 2805 N Market St, Spokane, WA 99207. Come make a sign and also pick up community support signs to share with local businesses.  

Wednesday 4/17 @ 11am: Press Conference
@ UFCW 3000 Office: 2805 N Market St, Spokane, WA 99207. Invite family and friends to join us! 

Wednesday 4/17 @ 7pm: Telephone Town Hall call with Providence workers statewide 
Providence Sacred Heart workers will receive a call at the phone number on file with the union inviting you to join this call at 7 pm. If you miss the call or do not receive a call, you can join the meeting anytime by calling (888) 652-0386 and entering Meeting ID 7911  

Friday 4/19 @ 6pm: Strike Captain Meeting
@ UFCW 3000 Office: 2805 N Market St, Spokane, WA 99207. Are you interested in helping to be a leader on the line? Come join us for training on roles, how to lead, and what to expect.

Monday 4/22 @ 2pm: UNFAIR LABOR PRACTICE STRIKE BEGINS
Picketing at the hospital will occur daily from 5:30am – 8:30pm through 4/30. 

*Additional communications will be sent out answering frequently asked questions, as we prepare logistically for the Strike. Stay up to date at www.ufcw3000.org/strike. 

Franz Outlet Stores - Strike Authorization Vote Notice​

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We have been in Union contract negotiations with Franz since January, fighting for wage increases that would align more closely with what bakery employees are paid at Safeway and Fred Meyer stores. Unfortunately, Franz has repeatedly rejected our proposals as they don’t agree that we deserve to be paid the same as grocery store workers.

We are now bringing in a federal mediator to help the parties reach an agreement, but we will need to take NOW action to show Franz that our frustration is more than just talk! To that end, we will be conducting an online STRIKE AUTHORIZATION VOTE on Friday April 19, showing Franz that we find their offer unacceptable and are willing to take collective action to secure a fair contract.

While authorizing a strike does not mean that we’ll walk off the job the next day, but it does authorize our bargaining team to call a strike if necessary. We will also reach out to the Teamsters, who drive Franz trucks, to seek their support in our fight for a fair contract. Their support could be instrumental in building leverage towards a fair contract since Franz cannot operate without their truck drivers.

Franz Strike Authorization Vote
Friday, April 19 from 12:00AM – 5:00PM
Online through “Simply Voting”

We will be voting online via “SimplyVoting” on Friday, April 19 from 12:00AM to 5:00PM. You will be receiving an email from UFCW 3000 via “SimplyVoting” with your unique login information. Your Union Representative will also be making visits to the workplace to provide additional information regarding the vote. In order to vote, everyone needs to make sure their personal email is up to date in our records. 

If you did not receive this announcement via email, please visit this page and update your information. If you do not receive an email to vote on Friday, April 19, then please reach out to Union Representative Tae Abraham 206-436-6631 to provide an updated email address.

Providence Sacred Heart PROV MISSED THE MARK AGAIN Contract and Strike Reauthorization vote

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After months of bargaining with Providence to secure a new contract that reflects the respect we deserve and the care our patients need, we were met with another disappointing proposal from the Hospital. A Proposal that Providence said was them putting their best offer forward. A proposal that would make many of us the lowest paid workers in our field in the region. A Proposal that doesn't adequately address safe staffing by improving our retention and recruitment of healthcare workers.

We are the lifeline for Spokane and the greater Inland Northwest community. Providence Sacred Heart is the only trauma 2 and pediatric hospital in Washington State and has the only stroke thrombectomy center, nuerointerventional center, adult congenital heart program, and transplant center in the Inland Northwest.

Providence should be the leader in recruitment and retention in Spokane and should recognize the unique specialty, skills, and services we provide to the community.

From the very first moment of bargaining, Providence has been laser focused on deteriorating standards in our contract by attempting to bully our unit to give up our Union Healthcare benefits and committing multiple potential Unfair Labor Practices along the way. We stood together and were successfully able to protect our Dental benefits through the life of the agreement and we are standing  together and fighting  back against Providence breaking labor law.  

Next, the Hospital came to the table with a song and dance about how they wanted to address specific areas in our contract that were behind market, to maintain Sacred Heart Medical Center as the leader in the Spokane area, while at the same time attempting to pin our wages to the lowest comparable in the area. After the same neighboring hospital settled their contact with significant gains, Providence came back to the table arguing that we shouldn’t look at that comparison. It’s clear to us that Providence is prepared to make whatever argument, flip flopping all the way, just to pay us less. We find that unacceptable.

Many of us have worked through the pandemic, worked short staffed for months or years, taken endless hours of call, sacrificing our time, energy, bodies, and our families to care for our patients and community all while making Providence profitable. Our wages and standards have fallen behind others, and we still did our job. Providence’s last proposal does not recognize us for our hard work, skills, and commitment to our community and to Providence.

We still have work to do. Its time to send Providence a clear message that they need to do better, we expect better, and our patients deserve better. Join us at the Contract vote this Thursday to reject Providence’s latest offer and re-authorize a strike.

CONTRACT VOTE AND STRIKE RE-AUTHORIZATION VOTE

Thursday, April 11 from 7am to 8pm
@ Hampton Inn & Suites- Spokane Downtown South, 675 S Mcclellan Street. Spokane, WA 99204 in the Rockwood Retreat Room 3

Please help pass the word- the Vote will be held at a NEW location- the Hampton Inn Downtown Spokane, right across from the Hospital.

Our union Bargaining Team is recommending a NO vote on the contract proposal and a YES vote to re-authorize a strike. Any time there are significant changes to the proposal we must re-vote. All members in good standing are encouraged to vote. To receive the union strike pay benefit, you must complete a W9 form before we go on strike >>

“Our team showed up today and worked very hard to come up with competitive comprehensive proposals that involved very creative movement and was met with a lack of creative ideas from the employer. I continue to feel that my career choice is very unappreciated by this employer. I cannot in good conscience recommend a yes vote on the employers’ latest proposal.” – Angela Holmes Surgical Tech

“Providence needs to do the right thing chose to show that they care about the health of the community and surrounding areas and take action to recruit and retain the talented and experience caregivers that have made us the leaders in acute care. Profits and shareholders should never be given priority over patients and employees.” – Derek Roybal

“My perception is that Management had no intention of moving towards a fair contract that would help with retention and recruitment of highly qualified staff to care for our community. Join us in voting NO on the contract and Yes on strike Authorization on Thursday. Providence needs to Do better and Providence need to BE better.” – Joe Sikkila

PCC Nominations for the new Labor Management Committee are open!

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Nominations for the new Labor Management Committee are open!

As a democratic union, we know that when we all come together and actively participate in the decision-making processes that have direct impacts on our workplace then we win better outcomes, safer workplaces, and a more fulfilling work environment. One crucial way we can have direct impact is through the election of PCC workers to the Labor Management Committee (LMC), which will play a key role in representing our collective interests and ensuring a fair and respectful work environment for all.

The LMC's purpose is to study and make recommendations on important matters to the PCC Board of Trustees or Leadership Team. These recommendations will cover various issues that are important to workers and members at PCC like, profit sharing structures for unionized staff, fostering understanding of the co-op's business and financial model, workplace enhancements and improvements, staff training needs, productivity improvements, financial performance, and the member/shopper experience. 

Our participation in this election is vital to ensuring that the voices and concerns of PCC workers are addressed. By electing five representatives who truly understand and advocate for our needs, we can work together to create a stronger and more inclusive workplace for everyone. Read more about the LMC in our union contract FRS (page 23) here.

Are you interested in nominating yourself or a co-worker for the Labor Management Committee? 

The best potential candidates should fit the following criteria:

  1. You are a PCC employee in good standing.

  2. You can represent diverse ethnic groups, backgrounds, and positions within PCC.

  3. You are willing to commit the time needed to the LMC (3 year term) to have the greatest impact for co-workers.

Once all the nominations are in, we will hold a democratic online vote to choose the five new LMC members!

The deadline to submit LMC nominations is April 27, 2024 at midnight.

Nominate yourself or a co-worker for the LMC here>>

Make sure you can participate in the vote! Once all the nominations are in, we will hold a democratic online vote to choose the five new LMC members! You are encouraged to learn about the candidates, and to cast your vote. Your vote matters, and your involvement in this process will help to strengthen our union and build a better future for all of us. To participate in the online vote make sure your personal contact information is up-to-date, go to ufcw3000.org

Join the next Contract Action Team Meeting

4/15, 4/17, 4/18, 4/22, 4/24, 4/25 @ 6pm via zoom >>
Meeting ID: 871 1956 3836 Passcode: 095974 
Contract Action Team (CAT) meetings are a time for us to get together, talk about workplace issues and our plans for the future! If you have questions about nominations for the LMC wring those questions to the next CAT meeting!

PRMCE - Grievance Update

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Our contract gives our Union the ability to file formal complaints—called grievances—on our behalf against PRMCE when PRMCE violates our contract. Prior to the grievance process, UFCW 3000 attempts to resolve these issues with PRMCE, but sometimes our positions differ too much. Despite its length, the grievance process stands as our best recourse in enforcing our contract when mutual agreement proves elusive.

Anniversary Wage Increases—PRMCE has failed to provide step increases to RNs based on their hire date. In the new contract, we secured language altering the frequency of step increases from every 1,872 hours worked or every 12 months, whichever comes later, to a yearly basis. During negotiations, PRMCE agreed to utilize a nurse’s hire date for this calculation. However, on the second full pay period following ratification, nurses whose hire dates fell within that period reported not receiving their step increase. We believe that PRMCE is in breach of Article 5.8 (Length of Service) and Article 9.1 (Wages). A grievance has been filed on behalf of all PRMCE RNs, demanding retroactive pay and the use of nurses’ hire dates to determine the effective date of their annual step increases. Our next step involves meeting with PRMCE in April to address this matter through the grievance process.

Extra Shift Incentive and Low Census—PRMCE has been low censusing RNs who are on incentive shifts prior to low censusing travelers and agency RNs. Under the new incentive shift language in Article 6.11, incentive shifts are identified as premium shifts and RNs on incentive shifts, in reverse sign up order, are supposed to be released first when no longer needed. While in Article 8.8 Assignment of Low Census, the low census order is travelers, agency, and then overtime/premium pay shifts. We contend that PRMCE has violated Article 8.8 by low censusing RNs on incentive shifts before travelers and agency RNs. A grievance has been lodged on behalf of all PRMCE RNs, requesting compensation for affected RNs who missed shifts due to being low censused out of order. Similar to the previous issue, our next step involves meeting with PRMCE in April to seek resolution through the grievance process.

WhidbeyHealth - Service and Support Negotiations Update

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Our Union Bargaining Team met with the Employer on last Thursday, April 4, during which Whidbey Health presented its comprehensive economic proposal. They were able to share the improvement in the financial stability of the organization and their commitment to retention and recruitment of the workforce.

The Employer included proposals for the Professional and Technical units that encompassed wage parity for years of experience and market wage increases at the beginning of the scales to attract new talent.Our team will review their proposals in detail in the next few days as we prepare to counter their proposal with fair wages and other economic items. We believe there is room for improvement and look forward to meeting with them again to negotiate a fair contract in good faith.

Our Bargaining Team: Liz Latiff, Health Unit Coordinator; Marilyn Faber, Patient Financial Services.

Kaiser Permanente WA Pro Tech, Optical, & Pharmacy WAGE INCREASES Online VOTE scheduled

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Our union Bargaining Teams have reached a tentative agreement on mid-contract wage increases and are recommending a yes vote!

ONLINE VOTE SCHEDULED: Thursday, April 18, 2024 from 7am-5pm

On Thursday morning you will receive an email with your unique log-in credentials so you can review the wage increase proposal and vote. You must be a member in good standing to be eligible to participate in union votes, make sure your personal email is up-to-date use the QR code or visit ufcw3000.org >>

ONLINE INFORMATION MEETINGS:

Drop-in vote meetings to review the wage increase proposal and ask questions: Monday, April 15 from 5:30pm-6:30pm and Tuesday, April 16 from 12pm-1pm and 5:30pm-6:30pm

If you do not receive an email to vote on April 18, please contact union Rep Lauren VanWormer 206-436-6584 or Contract Specialist Rep JJ Benson 425-306-1357.

KAISER PRO TECH/OPTICAL & PHARMACY TAKING ACTION GETS RESULTS, TENTATIVE AGREEMENT ON WAGE INCREASES!

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“Together we showed how strong we are as a Union and what we can accomplish when we come together!” —Jeannette (JJ) Benson

As KP WA UFCW3000 members, alongside the thousands of workers in the Alliance of Healthcare Unions, we let management know that enough is enough. As a result of your ongoing action over the last two years including petitions, postcards, and, most recently, the demand letter —Management has agreed to market rate adjustments, resulting in wage increases for UFCW members!

On Tuesday, April 2, our union team from Pro Tech Optical and Pharmacy along with Leaders from the Alliance of Healthcare Workers met with Management and successfully negotiated for mid-contract wage increases. These increases will be in addition to the contractual increases ratified in 2021.

Union Members will have an opportunity to review and discuss the tentative wage increases and vote. Additional information with dates and times will be sent soon. All members in good standing are encouraged to vote, make sure your current contact information, including your personal email address are up to date!

Update your information ahead of the vote: ufcw3000.org/update-your-information

“I appreciate giving feedback and seeing something happen as a result.” —Vicki Kobeski

Card Kingdom - Defend our contract

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Card Kingdom
Defend our contract

After workers came together to discuss a broken PTO system, we came to an agreement with Card Kingdom that benefited both the Employer and union members. There has not been the same movement on our grievance against the Employer’s current practice of giving only one raise a year. We’ve provided numerous opportunities for Card Kingdom to fulfill the raises they agreed to during negotiations, but unfortunately, they have decided to maintain their position contrary to the contract.

Contracts that have two raises a year are standard in many of the industries our union represents. Workers on these scales earn a cost-of-living adjustment (COLA) and receive a raise on their anniversary date until they reach the top of the scale. This is the wage scale we fought for and gained at the table. Our contract must be followed as negotiated.

During the Union’s most recent conversation with the Employer’s legal counsel, they denied any wrongdoing, falsely accused the union of deception, and indicated they had no interest in a reasonable settlement short of an arbitrator’s order.

We cannot rely on arbitration to be the only mechanism to ensure our contract is followed. Becoming a shop steward is a great way to help build union power and as we head towards arbitration, we will be holding regular union meetings to discuss how to help enforce our union contract.

LabCorp - Join our info picket!

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LabCorp Update
Join our info picket!

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

“Mediation feels like its working, and we’re making good progress on closing our open language proposals. But we know what we’re doing is clearing the way for our real battle: wages and benefits. We know that we must fight to win a fair contract, and we’re ready to. It’s time to act.” – Kyle Chrisman, Patient Service Techician

Last week, we met with LabCorp to continue negotiating our union contract. This was our second session with a federal mediator from FMCS, and it was as productive as the first. However, LabCorp’s economic proposal is still a far cry from solving our short staffing crisis. LabCorp has made it clear that they want to pay the bare minimum for labor while patient samples continue to be shipped out, draw sites are closed daily, and crucial positions remain unfilled. So join us on the picket line next Friday and tell LabCorp we demand better!

Informational Picket

Friday, April 12 @ 12pm—2pm
Swedish First Hill (at the park on Broadway and Marion)
Scan to RSVP or go to: mobilize.us/ufcw3000/event/613424/

We need you there! We’ll be providing shuttles from James Tower to the picket line on First Hill and back, so please join us when you’re on your break, off-the-clock.

What’s an informational picket? Workers walk, carry picket signs, chant, and share leaflets to let our community, patients, and providers know what we’re fighting for and how they can help support us.

Is it similar to a strike? No. Staff scheduled to work should go to work. Patients scheduled for care should go and get their care. The specific purpose of the action is to communicate the issues we have at the table with the public.

Is it legal? Yes. It’s not just legal, it’s our right as union members!

Who can picket? Everyone. By everyone, we mean EVERYONE: you (all off-the-clock LabCorp members), your family, friends, neighbors, colleagues, patients, allies, and pets!

Can I get in trouble if my manager doesn’t like it? No. It is illegal for supervisors to question or discipline any staff for talking about or participating in an info picket. The National Labor Relations Act protects your participation in this type of union activity – even if you’re on probation!

What if I can’t make it? Get a friend, neighbor, or coworker to stand in your place. Every single person makes a difference!

Upcoming Drop-in CAT Meetings:

Wednesday April 3
8:30am—10:30am @ Swedish First Hill, basement lab

Thursday April 4
8:30am—10:30am @ Swedish Cherry Hill, cafeteria
5:30pm—7:30pm @ Swedish First Hill, basement lab

Saturday Morning April 6
2am—4am @ Swedish Cherry Hill, cafeteria

Looking for a virtual meeting? Please reach out to Union Rep Christie Harris @ 206-436-6606 with your preferred days and times and we’ll work on setting one up.

For our member meeting calendar, a copy of your contract, updates, and more, visit our Member Info Hub: linktr.ee/LabForce3000/

Multicare Health System - Will MultiCare Address Our Health Insurance Plan Concerns?

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“It’s beginning to feel a lot like groundhog day! We’re trying to make progress & movement here, and we just keep getting back rejected proposals from MultiCare…” — Danene Flower, Cardiology Tech

Our bargaining team have made numerous proposals to MultiCare across numerous bargaining dates— among other things, our proposals have focused on strengthening our job protections, increases to premiums and differentials to meet the market, and clearer ways to utilize our health insurance benefits.

We understand that throughout the bargaining process, we may not achieve the exact contract language we propose; but what we do not understand is why MultiCare continue rejecting many of our proposals in their entirety—often without a counter-proposal, or even a conversation from management about why these things may be of significant importance to us.

As a primary example: we have been honest with MultiCare & we have told them directly that we believe their health insurance plan is broken, and needs repair! Our proposals include:

  • A continuation of the Healthy@Work Wellness Program, as it was administered previously

  • An expansion to MultiCare’s pharmacy network, to allow us easier access to our prescribed medications in a timely & convenient manner

  • Expanding their in-network options, so we may seek providers where we choose to seek care

  • Expansion of benefit eligibility for our spouses, children, & families, as well as expansion of benefits which are offered to the participants on our plan

  • Expansions to the Vision coverage afforded by our plan, including testing & hardware costs

  • Refine Health Savings Account (HSA) funding for High Deductible Plan participants

  • The addition of Guardian Nurses, who serve as a resource (and sometimes even a cost-saving measure!) for us, in navigating our health, wellness, and the all-too-often complicated system of healthcare & health insurance.

Your bargaining team drafted thoughtful proposals to catch MultiCare’s attention—and yet, we feel that this dialogue is not happening!

Service Linen - Fair Wages For Everything We Do

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Service Linen
Fair Wages For Everything We Do

Our Union Bargaining Team met last week with Service Linen Management, during which we discussed improving our contract with more holidays, wages, vacation time, and immigrant worker protection language. There is a big gap between what we need to feel valued and appreciated as employees at Service Linen and what Management believes we deserve.

Management must understand laudably and clearly that we need more pay and benefits and that every person who works at Service Linen expects more from the company. We are ready to hear back from them on April 9. We are ready to make our voices heard! Wear your buttons, “More Pay!”

“We need to be strong and support each other, we cannot let our guard down now. We need to stay united, until we win. We all deserve a raise, we work too hard! ­—Godofredo Santos Cordova, Bargaining Team, Soil Department

“Your support, participation, and being informed about what is happening at the table are key to winning better wages and benefits. Keep wearing your buttons -we want more pay!” —Maria Miroy, Bargaining Team Member, Garment Department

“Our goal is to get good wages for all, vacation, healthcare, and fair treatment. The only way we can make it happen is together, all departments from washers to garments, soil and housekeeping. Even when we speak many languages and come from different backgrounds, we heard what you need, we need our employer to listen too. We all work very hard and need more pay to live with dignity during this time when everything is too expensive.” —Asha Hirsi, Bargaining Team Member, Housekeeping Department

Sueldos justos por todo lo que hacemos

Nuestro equipo se reunió la semana pasada con la gerencia de Service Linen, durante la cual discutimos cómo mejorar nuestro contrato con más días festivos, salarios, tiempo de vacaciones y lenguaje de protección de los trabajadores inmigrantes. Existe una gran brecha entre lo que necesitamos para sentirnos valorados y apreciados como empleados de Service Linen y lo que la gerencia cree que merecemos.

La gerencia debe comprender de manera loable y clara que necesitamos más salarios y beneficios y que cada persona que trabaja en Service Linen espera más de la empresa. Estamos listos para recibir noticias suyas el 9 de abril. ¡Estamos listos para hacer oír nuestra voz! ¡Usa tus botones, “más pago!”

“Necesitamos estar fuertes y apoyarnos entre nosotros, no podemos bajar la guardia. Tenemos que estar unidos, hasta la victoria. Nos merecemos un aumento de sueldo, trabajamos demasiado duro! —Godofredo Santos Cordova, Equipo negociador, Departamento de Textiles sucios

Su apoyo, participación y mantenerse informados de lo que sucede en la mesa de negociaciones es clave para ganar mejores sueldos y beneficios. Siga poniéndose sus botones- queremos mas pago! —Maria Miroy, Equipo negociador, Departamento de textiles

“Nuestra meta es obtener buenos sueldos para todos, vacaciones, seguro medico, y trato justo. La única manera que podemos lograrlo es juntos, todos los departamentos desde los que lavan, cuelgan, sortean, reciben la ropa sucia, y los que limpiamos. Aunque hablamos varios idiomas y venimos de diferentes lugares, escuchamos lo que todos necesitan, y ahora necesitamos que nuestro empleador nos escuche también. Todos trabajamos duro y ocupamos mas pago para vivir con dignidad durante esta época que todo esta carísimo.” —Asha Hirsi, Equipo negociador, Departamento de Limpieza

Lương công bằng cho mọi công việc chúng ta làm

Nhóm đàm phán của Liên đoàn chúng tôi đã gặp ban quản lý của Service Linen vào tuần trước, trong đó chúng tôi đã thảo luận về việc cải thiện hợp đồng của chúng tôi với nhiều ngày lễ hơn, mức lương cao hơn, thời gian nghỉ phép và ngôn ngữ bảo vệ công nhân nhập cư. Có một khoảng cách lớn giữa những gì chúng tôi cần để cảm thấy được đánh giá và đánh giá cao như những nhân viên tại Service Linen và những gì ban quản lý tin rằng chúng tôi xứng đáng.

Ban quản lý phải hiểu rõ rằng chúng tôi cần được trả lương và phúc lợi cao hơn và mỗi người làm việc tại Service Linen đều mong đợi nhiều hơn từ công ty. Chúng tôi sẵn sàng chờ đợi phản hồi từ họ vào ngày 9 tháng 4. Chúng tôi sẵn sàng để tiếng nói của chúng tôi được nghe! Hãy đeo nút, "Lương cao hơn nữa!"

“Chúng ta cần phải mạnh mẽ và hỗ trợ lẫn nhau, chúng ta không thể để lơ là bây giờ. Chúng ta cần phải đoàn kết, cho đến khi chiến thắng. Tất cả chúng ta đều xứng đáng được tăng lương, chúng ta làm việc quá chăm chỉ!” —Godofredo Santos Cordova, Nhóm đàm phán, Bộ Đất đai

“Sự ủng hộ, sự tham gia và việc được thông tin về những gì đang diễn ra tại bàn đàm phán là chìa khóa để chiến thắng mức lương và phúc lợi tốt hơn. Hãy tiếp tục đeo nút - chúng tôi muốn lương cao hơn!” —Maria Miroy, Nhóm đàm phán, Bộ May mặc

“Mục tiêu của chúng tôi là để đạt được mức lương tốt cho tất cả mọi người, kỳ nghỉ, chăm sóc sức khỏe và được đối xử công bằng. Cách duy nhất chúng ta có thể làm điều đó là cùng nhau, tất cả các phòng ban từ nhân viên giặt đến nhân viên làm quần áo, vệ sinh và nhân viên dọn dẹp. Ngay cả khi chúng ta nói nhiều ngôn ngữ và đến từ các nền văn hóa khác nhau, chúng tôi đã nghe được những gì bạn cần, chúng tôi cũng cần nhà tuyển dụng của chúng tôi lắng nghe. Chúng ta đều làm việc rất chăm chỉ và cần được trả lương cao hơn để sống một cuộc sống đáng sống trong thời điểm mà mọi thứ quá đắt đỏ." —Asha Hirsi, Nhóm đàm phán, Bộ Dọn dẹp và Bảo trì