Our Planned Parenthood Bargaining Team is excited to share that last week, we had our first negotiations session for a successor collective bargaining agreement. After initially proposing dates in April, we were finally able to meet with Planned Parenthood’s management team
Read MoreWe’ve been steadily working through non-economic proposals, going back and forth on contract language that needed cleaning up or clarification. We’ve reached a few Tentative Agreements (TAs) so far.
Read MoreJust a few weeks ago, we voted overwhelmingly to authorize a strike. The success of that vote armed our member-led bargaining team with the power to win an agreement that fixed the low-ball, takeaway offer from Kroger and Albertsons that prompted the strike vote in the first place.
Read MoreOn Tuesday, June 24, our bargaining team met with management for another joint session. In the morning, we were able to provide a counterproposal on the subject of excessive heat and breaks, and also came to tentative agreement regarding an attendance policy that will allow for equitable treatment of our coworkers.
In the afternoon, management presented a comprehensive counterproposal regarding all economic items: a wage scale based on months/years of service, health insurance, paid time off, retirement, etc.
Our next bargaining session will be July 8!
July 1
4:00 PM
Fremont Public Library
This will be for all of our UFCW 3000 coworkers at Sea Wolf to attend and discuss next steps in our contract campaign and get more details of the proposals!
During recent contract negotiations for the Professional Technical, Business Office, Service & LPNs Unit, Mason Health agreed to bargain the inclusion of Surgery Techs into the existing contract.
Read MoreOur union bargaining team met again with Fresenius management on Friday to continue contract negotiations. Fresenius did not make any counter proposals to what we proposed last session, but we pushed forward and made proposals on:
Read MoreWe have reached a fully recommended tentative agreement with FCH that will prevent a wage freeze. On June 30, we will have a ratification vote to make the CBA adjustments based on this agreement.
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On June 16 & 17, our union bargaining team representing the Professional workers at Prov. Everett met with management for two full days of back-to-back contract negotiations: marking our sixth and seventh sessions in this contract cycle.
On Monday, Providence presented its first official counter to our wage scale proposal. While their offer still falls short of what workers at nearby medical centers are earning, our team noted significant movement towards changes to our wage scale structure that our team highlighted in our initial proposal, back on May 5, for instance, Providence's proposal:
Eliminates all ghost steps in the wage scale
Raises the step increases between each level on the wage scale and reduces the number of steps on our scale- with no loss of overall wage growth (which results in more money, sooner!)
While this was a meaningful first step, a closer look at the proposed rates confirmed there is more work ahead. Our bargaining team got to work immediately, drafting a new wage scale counter, which we returned to Providence the morning of Tuesday, June 17—holding strong to our position that the Professional workers at PRMCE shouldn't earn lower wages than surrounding Medical Centers bargained with their union three years ago...
Tuesday the 17: Building Momentum
Following our second wage scale proposal, our team noted a shift in the momentum at the table from the Employer- and the next few proposal exchanges brought positive movement from Providence, and even resulted in agreements on several important items, including:
An increase to the premium in-lieu-of benefits for Per Diem employees and Professionals with an FTE of less than .49 at PRMCE
A new Inclement Weather Article, outlining a clear process for approved time off when weather prevents safe travel to the Medical Center
Expanded Bereavement Leave protections, providing more flexibility for time to grieve and heal—including extending these benefits to Per Diem employees
On the afternoon of Tuesday the 17th, Providence returned to the table with their second wage scale proposal, which included increased rates of pay compared to their initial offer. While this movement was a positive sign, our bargaining team noted that the proposed wages would still leave us trailing behind our largest competitor—a gap that must be closed.
This is shaping up to be a critical moment for Union Professionals at Providence Everett, that this is going to take all our collective strength, unity, and solidarity to push Providence to offer the wages we rightfully deserve. If you haven't yet signed our Strike Pledge Card, take a moment now to add your name before our next-scheduled bargaining day on June 30, and mark your calendar to attend our next Contract Action Team meeting:
"This week showed real movement from Providence—but their wages still aren't cutting it. The fight's not over, and it's going to take all of us standing together to win what we're worth."
— Sara Dillon, Sr. Discharge Planner (Case Manager)
Bargaining Team: Taylor Widener, Sr. Dietician; Holly Gramse, Physical Therapist; Sara Dillon, Sr. Discharge Planner (Case Manager)
June 25, Wednesday at 6:00 PM – 7:00 PM
2810 Lombard 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.
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 Tuesday, June 17 our bargaining team met with management for another joint session. After the last few sessions of discussion around economic proposals, they were able to provide us with their initial comprehensive economic proposal. The highlight of their proposal was a wage scale that would guarantee increases in pay based on months of service, with the seventh tier being the top of the scale after 60 months. We also had lengthy conversations about our tipping proposal and the concept of a surcharge, but have not yet come to agreement on these subjects.
In our counterproposal, which we passed at the end of the day, we addressed retirement, sick leave, paid time off, wages, scheduling, holidays, breaks, and other benefits.
We look forward to coming closer to an agreement next Tuesday, June 24 when we will receive another counterproposal from management, and another update will be forthcoming after that session!
Our Bargaining Team (Left to Right): Frankie Hull, Delivery Driver; Sophia Cerreta, Savory & Bread Departments; Miller Hammond, Barista; [Not pictured]: Haley Rydberg, Bread & Pastry Departments
On June 13 we had our first bargaining date, and we came prepared with lots of proposals ready to pass across the table. The employer, however, came with none.
Read MoreOur bargaining team continues negotiations with Fresenius management, who came in-person after two virtual sessions. We came ready to work; however, management took a different approach.
Read MoreOur union member bargaining team reached a Tentative Agreement and recommends a YES vote to accept the proposal from the employers.
“This is the ninth time I’ve sat at this table—this contract allows us to majorly build our power in the region” —Jeff Smith, Fred Meyer GM
Read MoreThis tentative agreement pioneers new staffing language, establishes first-ever staffing programs at our stores, secures strong wage increases, fully funds our healthcare plan with no benefit cuts, provides a pension we can count on, adds a major investment into our apprenticeship and training fund, and significantly boosts our bargaining power in the region and in the western U.S.
Read MoreOn June 12, we met with hospital management for our ninth bargaining session. At our last session, we presented proposals aimed at addressing the ongoing staffing crisis, including:
$5/hour staffing premium for nurses working below the staffing plan
$5/hour Charge RN premium for nurses carrying a patient load due to understaffing or working double charge assignments
Double-time pay for picking up vacant shifts after the schedule is posted
Incentives for vacant call shifts
Break relief RNs for all inpatient units—including the OR and Emergency Department
The hospital rejected every single one of these proposals.
When we asked management to explain why they turned down solutions designed by bedside nurses to fix a staffing crisis we live through every day, their response was insulting:
"You are asking for things that we do not think you need."
Let's be clear—hospital executives do not get to decide what nurses need to safely care for patients. Nurses do.
Our patients need more RNs and more support on the floors. The only way to get there is by recruiting and retaining nurses—not just offering flashy sign-on bonuses while ignoring the needs of the people already showing up every day.
Instead of investing in long-term staffing solutions, SMMC is choosing to underpay current staff and reject common-sense incentives. They're prioritizing temporary staff over the stability and experience that long-term nurses bring to the bedside.
SMMC must face the reality: you cannot fix staffing by ignoring the nurses doing the work.
We've made it clear: We need to be competitive—with St. Joseph's, with hospitals across Puget Sound, and even with Seattle, where many Kitsap nurses are now working for better pay and better conditions.
We're awaiting a response from management, and we hope they come back with a counterproposal that reflects what we know is needed—not what they think we can settle for.
Our next bargaining session is June 18.
June 25
8:30 AM - 6:00 PM
Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Meredith Francisco, Med Surg; Lindsey Gearllach, Obs; Tammy Olson, ICU
On Monday, June 9, and Tuesday, June 10, our union bargaining team representing the RNs at Providence Centralia officially kicked off 2025 contract negotiations with back-to-back sessions with management.
Read MoreOn Thursday, June 12, healthcare technical workers at Providence Centralia overwhelmingly ratified our new union contract following a series of highly attended vote meetings! After wrapping up negotiations in just five focused sessions with management, our bargaining team is proud of the work we accomplished at the table—and proud to share this win with all of you!
Finalizing the Contract: Our union and Providence will now work to finalize and sign the new agreement. Once complete, printed copies will be distributed throughout the hospital.
Access in the Meantime: Redlined versions of the full agreement—including updated contract language and new wages—will be uploaded to our union's website so everyone can check them out right away.
Wage Increases: Our new wages will go into effect at the start of the pay period following two pay periods from June 12; which means we should see the new rates take effect in mid-July, and increases will show up on our paychecks around the beginning of August.
Experience Audit:
Within forty-five (45) days from June 12, we will receive the experience review form from Providence—based on this timeline, we expect to see the audit form be available by July 27.
Once received, we have thirty (30) days to fill it out, by including all healthcare Tech experience!
Once the experience form is closed for new submissions, Providence will notify all of us our new proposed step placement within thirty (30) days thereafter!
If you have any questions about our new union contract, please reach out to our Union Rep Collin Greer @ 360-662-1982, or contact a member of our bargaining team!
Bargaining Team: Jennifer Frunz, Mammography Technologist; Jennifer Mullins, CT Technologist; Shauna Allen, Pharmacy Tech; Shea Carney, Respiratory Care Practitioner
On Tuesday, June 10 our negotiations were canceled by the Employer as they did not have time over the previous week to craft an economic counter proposal addressing wages, retirement, health insurance, and other benefits.
Read MoreProposed Change to Uniforms and Equipment-Non-Skid Shoe Reimbursement to a Captive Shoe Program. Cambio Propuesto al Artículo de Uniformes y Equipos – Reembolso de Zapatos Antideslizantes a un Programa de Zapatos Cautivos.
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Let’s get together and talk about the ongoing issues at Kaiser Permanente. Get an update on Local and National bargaining and find out what we can do together to create real change for us all.
For additional information contact your Union Representative, Aisha Womack 206-436-6584 or KP Contract Specialist JJ Benson 425-306-1357
Contract Proposal Meeting Scheduled
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.
