After months of difficult negotiations, a powerful informational picket, and an overwhelming strike authorization vote, our Union Bargaining Team fought late into the night on October 8 and reached a tentative agreement on a new contract!
The Nominations are in, now it’s time to vote for who will represent you and your coworkers from Ballard, Central District, and Issaquah PCCs on the newly formed PCC Labor Management Advisory Committee (LMAC). Secure online voting will take place Wednesday, October 21 from 8am to 8pm. Every PCC store elects one LMAC representative, you may only vote on a nominee from your own store.
Following a series of highly attended vote meetings on Monday, October 5, union technical workers at St. Joseph Medical Center voted nearly unanimously to:
Reject CommonSpirit’s subpar contract offer
Authorize a STRIKE
“We set the stage and gave our comprehensive proposal letting the employer know that our priorities are to win wages that we deserve, improve our transportation benefits, win immigration protection language as well as ensuring the safety of our co-workers. We are eager to see what BDA’s response is on the 21. ” -Kota Owens, Bargaining Team Member
For the first time in history, on Tuesday, Sept 29, grocery store workers from across Washington State and North Idaho met at the same table to plan for our upcoming bargaining session with Kroger and Albertsons.
Our team met with the employer again today to continue bargaining. We have finally started discussing economics, focusing on health care and wages, which we know are our members’ top priorities. We've seen very little movement from the employer and know we need to start escalating.
Correcting the Record: Decades after Organizing Her Own Unit, Leslie Ball Is Still Fighting for Her Coworkers
Leslie Ball, a certified surgical technologist at St. Joseph Medical Center in Tacoma and a longtime UFCW 3000 Union Steward, has spent decades standing up for herself and her coworkers.
Her fight for better working conditions began in the late 1990s, when she received a 30-cent wage increase, which ended up only being a five-cent raise after her employer reduced her shift differential by a quarter. With years of experience and a deep understanding of the value surgical techs bring to the table, she knew a nickel wasn’t going to cut it. So she and a coworker, Gail Miller, started organizing their colleagues at St. Joe's despite warnings that previous organizing efforts had failed.
Within a year, they helped Radiology, Respiratory Therapy, Pharmacy, Physical Therapy, and other departments form the hospital’s first Technical Unit, which ratified its first contract in 1999.
Please lookout for a vote notice once we can confirm when the ratification vote will take place. Members will all have a chance to review the vote documents and ask questions, we will also hold a meeting to discuss this historic TA very soon. Also, please thank your Bargaining Team! They worked very hard.
We’re getting ready to head to the bargaining table, and we want to hear from you!
Join our Union Bargaining Team for a Bargaining Kick-Off Meeting to talk about the upcoming negotiations, review bargaining priorities, discuss the bargaining process, and answer questions.
This is your opportunity to get involved, share what matters most to you, and help shape our priorities as we prepare for bargaining.
Meeting ID: 821 3753 7914 Passcode: 251390
Get Involved!
Strong contracts are built when members stay informed and involved. Join us as we kick off bargaining and make sure Jefferson County members’ voices are heard at the table.
We look forward to seeing you and hearing from you!
Our Union Bargaining Team has reached a Tentative Agreement with Olympic Medical Center and is recommending a YES vote!
After ten sessions across six months of negotiations, our union Bargaining Team reached the difficult but necessary decision to call for a strike authorization vote.
We’ve come to management with contract language addressing our positions being overstaffed by agency & traveler employees. Management have come to us rejecting this proposal.
Our Bargaining Team is thrilled to announce that on September 22, 2026, an overwhelming majority of our members voted YES and approved the contract! We now have a ratified contract!
Our Union Bargaining Team has been working for several months on an agreement to transition Audiology Assistants and Pathologist Assistants into the existing UFCW 3000 Kaiser Permanente Pro Tech Optical Contract and we have reached a tentative agreement. The Bargaining Team fully recommends this agreement.
SEATTLE – Today the Seattle City Council passed Mayor Katie Wilson’s Fair Pricing and Transparency ordinance with no corporate amendments that open the door to algorithmic pricing or weaken enforcement, making Seattle home to the strongest ban on surveillance pricing in the country.
The employer joined us for two bargaining sessions on September 17 and 18. They have hired a new legal counsel who seemingly is trying to set a different, more collaborative tone with our union. We reached Tentative Agreements on several topics, including an Artificial Intelligence Memorandum of Understanding and an Inclusion Memorandum of Understanding to help protect some of our members who are part of marginalized communities.
Join your Bargaining Team and coworkers for an update on the current bargaining campaigns on Tuesday, Sept 22, 5:30-6:30pm. We will give updates on the St. Michael and St. Joseph bargaining and how we can build power together. Please show your support for your bargaining teams by wearing your union swag with pride every day, but especially today, September 18, for our next bargaining session.
Any questions can be addressed to Charlie King at 360-409-0606 or a Bargaining Team Member.
Welcome to our Union! As we transition from winning our vote for recognition to bargaining our first contract – it is vital that we stay united, transparent, and communicative throughout the process.
Read MoreOn Thursday, May 8, our bargaining team returned to negotiations with the hospital and presented a comprehensive set of both economic and non-economic proposals. We are still apart on elements of our proposed workplace safety language. That said, we were able to tentatively agree on items such as:
Enhanced new hire orientation language to better support incoming staff
A shortened review window for per diems—from six months to three months—to assess eligibility for an FTE position
Clearer language on paycheck errors, ensuring timely resolution
Refined staffing committee language to align more closely with the staffing law SB 5236
Our economic package proposal was met with some familiar objections, particularly to our pension proposal, which management claimed would strain their ability to provide more significant wage increases. We reiterated that whether we're talking about a pension, a longevity bonus based on years of service, or staffing ratios with associated premium pay, all of these are designed to encourage retention of experienced RNs at SMMC.
We asked management directly: What do you propose to retain RNs?
In response to our proposal allowing RNs to access EIB after eight hours (instead of the current sixteen), management countered with language from the SMMC Professional and Technical Workers' contract that would significantly reduce the total amount of PTO we currently accrue. Their justification? It would allow for first-day use of all sick leave. This is not the trade-off we were looking for.
We're asking everyone to start wearing gold and blue UFCW 3000 swag on bargaining days! We'll be distributing bandanas and other items to show unity and solidarity.
May 15
May 21
Sign our Strike Pledge Card >>
May 15
7:00 PM - 8:00 PM
Virtual via Zoom
"We need EVERYONE to sign the dang strike pledge cards to show management we are serious about getting the BEST contract possible!"
— Tammy Olson (ICU)
Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Tammy Olson, ICU; Lindsey Gearllach, Obs; Meredith Francisco, Med Surg
Join your coworkers at a monthly Contract Action Team meeting—Let’s stay organized to win a strong contract this year.
Read MoreOn Monday, May 5, our union bargaining team representing the Professionals at Providence Everett returned to the table for our fourth session of contract negotiations with management.
Over the past several weeks, we've laid the foundation for these negotiations by presenting strong non-economic proposals focused on safety, equal opportunity, and critical workplace protections. At our most recent session prior to this one—April 8—we began the shift toward economic issues by introducing proposals related to wage premiums and differentials.
This week, we took a major step forward: our team presented Providence with our initial proposal on compensation and wage scales—a key priority for Professional workers across Providence Everett.
From the early stages of this process—dating back to our contract audit on January 8—it's been clear that our wage scale needs serious improvement, and we identified several high priorities:
"Ghost steps": years of service with no pay increase
Low progression between steps, often just 1.75% increase for each step
Overall wage rates that fall below regional standards for comparable Professional roles—and fail to reflect the value of the skilled, life-saving work we do every day
Taking all of this into consideration, we delivered a comprehensive, forward-thinking proposal designed to correct these inequities, which includes:
Clearer standards for recognizing prior relevant experience, ensuring new hires and current employees are fairly placed on the wage scale
A restructured wage scale that removes all ghost steps, increases the percentage between steps (so members progress faster), and shortens the overall length of the scale—helping us reach top pay sooner
Management listened to our presentation and took the proposal under review. While they have not yet offered counters, we made it clear that our approach is both transparent and data-driven. We walked through the rationale behind each of our structural changes, because we believe there should be no mystery in our demands: we are calling for fair compensation.
May 14
6:30 PM - 7:30 PM
Teamsters Local 38 Union Hall
2601 Everett Ave
Everett, WA 98201
"We are proud of the work we did to build a strong, evidence-based proposal. We feel like it represents the priorities of our coworkers, and the reality that our pay here is just too low... we're looking forward to keeping up the conversation and ensuring that we earn what we deserve!"
— Taylor Widener, Dietitian
Taylor Widener, Senior Dietitian
Holly Gramse, Physical Therapist
Sara Dillon, Senior Discharge Planner (Case Manager)
Sign the strike pledge card: Show Providence we're ready to do what it takes to get what we deserve. Sign the strike pledge card or ask a fellow member to sign it if they haven't already.
Leaders in Action: "How to Strike and Win"
May 31
10:00 AM - 4:00 PM
Labor Temple
Register here
Step up! We need department leaders to keep members engaged in the fight >>
Organize: Know a worker who wants to join a union? Send them here >>
Update your contact information: Click here >>
On Wednesday, April 30, our union bargaining team representing the technical workers at Providence Regional Medical Center Everett (PRMCE) met with management for the first session of contract negotiations for the 2025 bargaining cycle.
To prepare for our first day, our team held a planning session on April 21 to review feedback from bargaining surveys submitted by our union siblings, and we used this input to conduct a comprehensive audit of our current Collective Bargaining Agreement (CBA) and identify areas for improvement. In addition, we've been collaborating closely with our coalition partners—SEIU 1199NW and WSNA—to research strong contract standards for healthcare workers both regionally and nationally. All of this groundwork has helped shape the proposals we're bringing to the table.
For this first session, we opened with proposals focused on several key non-economic articles—contract provisions that don't directly impact wages or benefits but are essential to protecting and improving our working conditions. Our initial proposals included:
Free on-site parking for PRMCE employees.
Priority access to extra shifts for bargaining unit members—before those shifts are offered to travelers or agency staff.
Stronger workplace safety protections, including comprehensive proposals to prevent and respond to incidents of workplace violence.
Later that afternoon, the employer responded to our opening proposals, and we engaged in a productive dialogue around the priorities we brought forward. While no tentative agreements were reached on day one, the conversation marked a constructive start, and we are already working on thoughtful responses to management's counterproposals.
As we continue preparing for upcoming sessions, our team also spent time reviewing union contracts at neighboring hospitals to inform our upcoming economic proposals—including competitive wage scales, shift differentials, and premiums that reflect the value and skill of technical workers in our region.
"We're looking forward to returning to the bargaining table soon to continue this work. Our goal is clear: secure a stronger contract that delivers real improvements in pay, protections, and working conditions for the dedicated technical workers at Prov Everett!"
— Cris Cassady, IR Technologist
Your bargaining team:
Maria Goodall, Vascular Technologist
Cris Cassady, IR Technologist
Terryl Smith, Pharmacy Technician
Noah Holland, Sr. Surgical Tech
Darryl Keffer, Respiratory Care Practitioner
Rodney Powers, Radiology Technologist
May 14
6:30 PM - 7:30 PM
Teamsters Local 38 Union Hall
2601 Everett Ave
Everett, WA 98201
Sign the strike pledge card: We need to show Providence we're ready to do what it takes to get what we deserve. Sign the strike pledge card or ask a fellow member to sign it if they haven't already.
Leaders in Action:
May 31
10:00 AM - 4:00 PM
Labor Temple
"How to Strike and Win"
Event details
Step up! We need department leaders to keep members engaged in the fight.
Organize, organize, organize: Know a worker who wants to join a union? Send them here.
On May 8, we're heading back to the bargaining table to present our counterproposal in response to the hospital's comprehensive economic and non-economic offer. Unfortunately, the hospital's proposal showed little movement—especially on our staffing priorities. In our response, we'll reinforce the urgent need for real staffing guardrails to protect both nurses and patients.
While we haven't been at the table the past few weeks, we've kept the momentum going in the community. Just recently, the Kitsap Sun reported on our ongoing efforts to win a strong contract.
As we continue bargaining, we need your support to show the hospital that we are united and serious about achieving meaningful change. That's why we're asking everyone to wear UFCW 3000 gear or yellow and blue scrubs to work on May 8. A strong visual message of unity helps build power at the table.
After the May 8 bargaining session, we'll hold a Contract Action Team (CAT) and bargaining update meeting. Please join us to hear the latest and find out how you can stay involved in the fight for better staffing and a fair contract.
Dockside first contract bargaining has begun! After preparing proposals based on our survey answers in early April, our bargaining team met with representatives from management for our 1st session last week.
Read MoreWe presented two major economic proposals today: a revised wage scale, and a comprehensive staffing article—both crafted to raise standards at PSPH and recognize the skill, experience, and dedication of our nurses.
Read MoreFrom April 28 to 30, our member-led Bargaining Team yet again sat across the table from Albertsons and Kroger. We presented data to the companies showing that they have made record profits over the last five years—and yet their CEOs keep slashing staffing to fatten their own wallets and line the pockets of their investors.
Read MoreOur bargaining team has had multiple bargaining sessions with management but we haven’t received a response on any of our economic proposals. We have however received some proposals from management:
Read More“After intense negotiations we have reached a tentative agreement pending a vote by the Union members. We didn’t get everything we wanted, but positive changes to come!”
Read More“After intense negotiations we have reached a tentative agreement pending a vote by the Union members. We didn’t get everything we wanted, but positive changes to come!”
Read MoreThis three-year agreement, effective through March 31, 2028, includes across-the-board wage increases each year—with retroactive pay for the first increase back to April 1. We also secured a higher night shift premium, increased 401(k) contributions, and longer rest breaks.
Read MoreOn Tuesday, April 29, our Bargaining Team met with Management for our third bargaining session. We are excited to report we reached further Tentative Agreements on:
Read MoreOur bargaining team is made up of coworkers across different stores and departments. Once our fellow union members at Safeway, Fred Meyer, and QFC reach an agreement, we will begin formal negotiations with Met Market that will build off of their contract. We know we can continue raising the grocery industry standard and believe Met Market should be that industry leader.
Read MoreTheorem first contract bargaining has begun! After preparing proposals based on our discussions and survey answers in March, our bargaining team met with a representative from ownership for our 1st session in mid-April.
Read MoreOur Providence Centralia Hospital Technical unit bargaining team met with the Employer on Tuesday, April 22 for our second day of union contract negotiations.
Read MoreOur union Bargaining Team was able to reach a tentative agreement with Management on a new contract. The Bargaining Team is recommending a yes vote on the contract offer, which includes:
Read MoreOur amazing bargaining team has begun negotiations for a new contract. There's a lot to talk about since KP recently decided to restructure and rebid several positions. We understand that KPWA has been facing challenges. We hope management will partner with us in creating contract language that will be sustainable for retention and recruitment of great employees.
Thanks to all our coworkers for filling out surveys!
Having reviewed the results of surveys, we have been working directly with management to thoroughly explain what's important to KP employees.
We know that compensation, staffing, and working conditions are at the top of everyone's list and we are developing proposals and contract language that gets to the heart of the problems we face every day.
Our first bargaining sessions have been centered on the processes we use when there needs to be operational adjustments (like rebids).
We have several bargaining sessions planned to address all these concerns with management.
As a reminder, we bargain over local contract language like seniority, layoff and restructure, hours of work and schedules, as well as local economics such as premiums and differentials. At national bargaining, we will talk about wages, health benefits, and all the things that live in the National Agreement.
Bargaining Team: Nicole Merriam, Sarah Lau, Ashleigh Aufort, Chandra Allen, Vicki Kobeski, Juli Bell, Bryana Kolppa.
On Tuesday, April 22, our bargaining team met with management for our second bargaining session.
The employer was able to provide us some responses on non-economics and we were able to reach tentative agreements on:
Monthly employee roster lists to be provided to our union
Access to the workplace for our union representative
An introduction to our union during employee onboarding
Leaves of absence for union business
Safety and equal protection from unlawful harassment
Just cause for workplace discipline
We were also able to provide them with our initial economic proposals, covering retirement, wages, healthcare, and other benefits. We still expect to continue working through non-economic items next week in bargaining but wanted to give the employer a chance to digest these ideas for future sessions.
"It felt like things moved slowly today, but when we reviewed our tentative agreements it was surprising how much we had accomplished."
— Sophia Cerreta, Savory & Bread Departments
Our bargaining team (left to right): Sophia Cerreta, Savory & Bread Departments; Frankie Hull, Delivery Driver; Miller Hammond, Barista; Haley Rydberg, Bread & Pastry Departments
We 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.
Correcting the Record: Decades after Organizing Her Own Unit, Leslie Ball Is Still Fighting for Her Coworkers
Leslie Ball, a certified surgical technologist at St. Joseph Medical Center in Tacoma and a longtime UFCW 3000 Union Steward, has spent decades standing up for herself and her coworkers.
Her fight for better working conditions began in the late 1990s, when she received a 30-cent wage increase, which ended up only being a five-cent raise after her employer reduced her shift differential by a quarter. With years of experience and a deep understanding of the value surgical techs bring to the table, she knew a nickel wasn’t going to cut it. So she and a coworker, Gail Miller, started organizing their colleagues at St. Joe's despite warnings that previous organizing efforts had failed.
Within a year, they helped Radiology, Respiratory Therapy, Pharmacy, Physical Therapy, and other departments form the hospital’s first Technical Unit, which ratified its first contract in 1999.
Jenny C., a transporter at Providence Sacred Heart Medical Center in Spokane, knows what it looks like when management hopes a problem will just go away.
Jenny has watched the facility's transport elevators malfunction for more than a year, filing report after report after each incident she witnessed. Supervisors did not appear to take these complaints seriously.
