Our Bargaining Team is working on a new contract. So far, Management has been receptive to proposals regarding staffing, equity and workplace safety. We received a proposal from them addressing Earned Time and Sick Leave and are preparing to respond next week. We have started to discuss economics and in particular, Wages. We know this is at the top of everyone’s list of priorities.
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On June 13 and 14, we met with the PRMCE Management team to discuss the closure of the inpatient rehab unit and negotiate over the effects of this decision. During this meeting, Providence informed us that they plan to officially close the unit sometime in mid-October 2024. The current plan is to retain all PRMCE inpatient rehab employees until the official closure date. Employees who have accepted a position at the new rehabilitation facility in Lynnwood (Lifepoint/Providence Swedish Rehabilitation Unit) will transition to the new location after the PRMCE unit closes.
Throughout our discussions, it became clear that Providence and Lifepoint’s plans are still evolving. However, it appears they are committed to securing positions for all interested inpatient rehab caregivers and are negotiating with Lifepoint on wages and benefits. Providence confirmed that Lifepoint will match the current inpatient rehab caregivers’ wage rates, PTO accruals, continuing education funds, tuition reimbursement, and hire dates.
We also requested that Providence ask Lifepoint to delay the job offer acceptance deadline of June 21st, but Providence stated that Lifepoint cannot extend this date. We recommend that each caregiver make their own decision regarding the job offer from Lifepoint based on their personal circumstances. If you do not accept a position at Lifepoint now, we are unsure if a position will be available for you in the future. Nonetheless, all Pro, Technical, and RN bargaining unit members have the option to take a vacant position at the Colby Campus using the bumping language in their contracts.
Moreover, we presented a severance proposal that included PTO/EIB cashout and other benefits for all laid-off employees, but Providence rejected this proposal. We will likely be meeting with them again soon to present a counterproposal.
If you have any questions or concerns, please reach out to your bargaining team or union representatives, Jack Crow at 206-436-6614 or Anthony Cantu at 206-436-6566.
Our union Bargaining Team: Mary Brown, Daudette Catey, Allison Axelrod, Jane Warner, and Debbie Stevens
After months of negotiations, our union Bargaining Team (Tai and Kyzaiah) has reached a full tentative agreement with Hood Famous .
Read MoreWe had our first meeting with the Employer on June 12, to share concerns over retention and the current economic situation and how that has affected our membership.
Read MoreAfter two months of bargaining, and significant work to beat back management’s proposed takeaways, our member lead bargaining team is pleased to announce that we have reached a tentative agreement for a new three-year contract.
Read MoreWe must show LabCorp our readiness to take decisive action if we fail to reach an agreement. We believe the Employer has engaged in unfair labor practices throughout the bargaining process, including, but not limited to making unilateral changes to your working conditions following the expiration of the contract, spying on union activity, and taking measures to prohibit employees from even talking about the union. Therefore, our Bargaining Team has scheduled a vote for the following week on June 25 & 26.
Read MoreResponses to the union bargaining survey have been carefully reviewed by our union Bargaining Team and we have started the process of exchanging proposals with Mason Management.
Read MoreOur team met with management on Tuesday (6/3) and continued to discuss non-economic issues such as layoff protections, seniority, temporary employees, low census and more. While there is still much to be done, we were pleased with the pace of negotiations and are hopeful that management will continue to display the same collaborative attitude we saw today.
Read MoreAfter eight months of constant battle and momentous efforts by our bargaining team and the unification of our entire membership, we have finally settled our contract with Providence Sacred Heart. Our members’ efforts and commitment have yielded the best contract we have seen for our collective bargaining unit. This is a small victory in the greater war for recognition of our efforts and skills, and our value as caregivers to our families and community.
Read MoreOur bargaining committee was excited to share the Tentative Agreement we reached with Harbors Home Health & Hospice at our three vote meetings on Friday, May 31. Judging from the vote results, we feel that our coworkers were excited about the offer as well—which is now in full force and effect after members voted overwhelmingly in support to ratify the new contract.
Read MoreMultiCare management spent this week trying to divide and confuse us, releasing their sub-par wage proposal and trying to convince workers that it’s just good enough to keep us quiet.
We are spending this week and next preparing for action.
Read MoreIn April a survey was sent out to all Conifer St. Michael Medical Center UFCW 3000 members regarding compensation, benefits, and working conditions in preparation for our upcoming Union contract negotiations. The response rate was remarkably strong! Unsurprisingly, of folks’ top three issues in responses, wages were the most commonly recognized area where workers would like to see improvement. The next two top issues in the responses were affordability of health insurance and enhancement of vacation/PTO benefits.
Read MoreOver the weekend, our union Bargaining Team made a significant breakthrough in negotiations with Management. While some differences remain, we are hopeful that Management will continue to make a good faith effort to close the gap on the remaining issues, and we anticipate reaching a tentative agreement in the coming days.
Read MoreWe joined hundreds of REI workers across the country taking joint action, standing up against REI’s anti-worker behavior. Management from all over our state was called in to run our store while workers were out on the strike line (with Scabby the Rat). We’ve shown REI that green vests are willing to strike and fight for respect. Our strength is in our solidarity and will get REI to come to the bargaining table in good faith and reach a fair first contract.
Read MoreOn May 28 our Union Bargaining Team met with SCH Management for our initial bargaining session. We discussed times of future bargaining dates and exchanged some initial non-economic proposals that included potential changes to:
Read MoreJust two days after an email from MultiCare’s CEO announced a new affiliation with Overlake Medical Center, & further confirmed MultiCare’s aspirations to become “the Pacific Northwest’s highest value system of health”- we cannot say we are surprised to learn that the line of a “commitment to invest” stops somewhere between “a network of primary, urgent and specialty care clinics” and us- their dedicated, hard-working, & committed staff.
Read MoreOn May 23, our union Bargaining Team met with Management and received their second set of economic proposals.
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After three long days of negotiations, our bargaining team has made significant progress toward a new contract, but there remains much work to do. Management has continued to propose increases that we believe would result in more expensive healthcare costs while still not keeping up with inflation in their wage offer.
However, we believe that Zenith is beginning to understand that we will not accept a contract that includes such proposals and have made clear to them that we need better proposals to ensure livable wages and affordable benefits for us and our families. We hope that additional progress will be made over the weekend but are prepared to increase the pressure on them if we have to.
Keep an eye out for additional updates next week, and please reach out to a member of the bargaining team or your rep if you have any questions.
“We’ve made progress, but management needs to realize that when the economy changes, the contract needs to also.”
— Our Bargaining Team: Mitch Longoria, Terra Powell, and Laura Bomengen
We are happy to announce that the recommended tentative agreement, reached by our union bargaining committee, has been approved by an overwhelming majority of members!
The new contract, effective immediately and lasting for three years, brings several key benefits:
A wage scale with across-the-board wage increases for all members throughout the life of the contract.
A guaranteed .50 cent above the minimum wage when the minimum wage goes up (after six months of employment).
Reduced the amount of years it takes to get the 3rd and 4th week of vacation.
Increased break times.
Introduction of new language allowing the union steward and union representative to meet with new employees on paid time to provide information about the union.
Union leave for up to 3 months for union-related activities.
Thank you to all our members who participated in the voting process.
For any questions or concerns, please reach out to your Union Representative Jose Veliz at 360-409-0615.
¡Nos complace anunciar que el acuerdo tentativo recomendado, alcanzado por nuestro comité de negociación de la Union, ha sido aprobado por una mayoría de miembros!
El nuevo contrato, efectivo de inmediato y con una duración de tres años, trae varios beneficios clave:
Una escala salarial con aumentos salariales generales para todos los miembros durante la vigencia del contrato.
Un aumento garantizado de .50 centavos por encima del salario mínimo cuando este se incremente (después de seis meses de empleo).
Reducción del tiempo necesario para obtener la 3ra y 4ta semana de vacaciones.
Aumento del tiempo de descanso.
Los nuevos empleados podran reunirse con el delegado de la Union y representante de la Union en tiempo pagado para recibir información sobre la Union.
Permiso de ausencia de hasta 3 meses para asuntos relacionadas con la Union.
Gracias a todos nuestros miembros que participaron en el proceso de votación.
Para cualquier pregunta o inquietud, comuníquese con su Representante de la Union, José Veliz al 360-409-0615.
This is our first union negotiations since we became UFCW 3000 and our combined strength has helped us win a contract with record wages and major contract improvements. In the midst of a proposed grocery mega-merger, we’ve sent a clear message —We have power in our communities, we have a voice in our workplace, and we have a strong new contract that will be the backbone for our future.
Read MoreWe are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
