Kaiser Labor Job Positions are open - Apply now!

KAISER WORKERS, Come work with your Union: Kaiser Permanente Labor Positions NOW OPEN for January 2027!

UFCW3000 and the Alliance of Healthcare Unions, in partnership with Kaiser Permanente, invite you to apply to one of two open positions:
Contract Specialist – one year term and Alliance Partnership Representative (APR) – three-year term.

Both positions offer great opportunity to learn new skills and spend time doing meaningful work that has a direct impact on Kaiser workplaces.

If selected, you will be released from your current role. In your new role, you will continue to receive the same pay, benefits and seniority accrual, returning to your position after your contractual term.

Applications due by September 15. Both positions start January 2024.

APR JOB DESCRIPTION: Download job description here >>
To Apply: please email resume with KPWA APR Position in the subject line to: cmacphail@ufcw3000.org, mhatton@ufcw3000.org, Julie.kwiek@ahcunions.org, becky.t.peterson@kp.org 

CONTRACT SPECIALIST JOB DESCIPTION: Download job description here >>
To apply: Please fill out CONTRACT SPECIALIST Application here >>

MultiCare Women's Clinic & Urogynecology - Stop the Union Busting—No Wage Cuts at MultiCare!

Management has proposed cutting the wages of some workers who were hired above scale when they are placed into our Union wage scale. While management has proposed placing all workers on the wage scale at a rate of pay that reflects their years of service—which is good—this proposal to cut the wages of some workers is not fair and comes across as Union busting.

We have been working hard to achieve wage placement that creates wage equity without wage cuts. Let’s stand united for wage placements that are fair to everyone.

We are also excited to announce that we are having a Union Visibility Day at MultiCare: August 5th, 2026

Our message is clear:

Stop Union Busting—No Wage Cuts at MultiCare!

For more information, talk to Bargaining Team Members or Union Organizer Ondrea Shallbetter at (360) 409-0337.

Bargaining Team: Kristina Matushevskaya, Timeka Gist, and Violet Barkley.

“No member left behind—because when one of us moves forward, we all move forward together.”

— Timeka Gist

CommonSpirit St. Joseph Medical Center Technical Unit - Bargaining Update — INFORMATIONAL PICKET ANNOUNCED!

At our seventh session this contract cycle, our Union Bargaining Team representing the Techs at St. Joseph Medical Center found ourselves almost exactly where we were in our fifth and sixth sessions. After nearly two hours spent waiting on management’s counterproposals, we were again presented with a myriad of rejections, “held” articles—meaning their position had not changed since their previous iteration, which was often the iteration before that or simply existing contract language—and a quarter-of-one-percent (.25%) wage increase since their last proposal, totaling 2.50% in each year.

The Employer did, however, present new language in Article 9.4 regarding current contract language related to how experience credit granted to new hires for placement on the wage scale would trigger a “leapfrog” for current workers. When our team asked about the intent of the Employer’s addition to the Article, it seemed that both teams left with more questions than answers.

Beyond the aggravation caused by the Employer’s responses, we were also made aware of several more situations in which St. Joseph Medical Center management pulled bargaining unit members aside and questioned them about their Union activity and the potential for a serious labor dispute. We made it clear to the Employer at the bargaining table that this conduct is unacceptable, and we demanded that they put a stop to it.

We want to make it clear to all of our coworkers: your boss should not be questioning you about participation in our Union. If you or a coworker have been spoken to about anything related to ongoing negotiations or participation in Union activity, you are strongly encouraged to document the incident and call our Union Rep, Charlie King, at (206) 436-6518.

Our next bargaining date with the Employer is scheduled for August 12. We hope CommonSpirit uses the time between sessions to refocus its priorities on working with us toward a fair contract.

As we said in our previous update: nothing will change unless we take action together. Let’s show St. Joe’s management how unified we are.

Informational Picket

Wed, Aug 19, 2026
2pm - 4pm
St. Joseph Medical Center
1717 S J St
Tacoma, WA 98405

RSVP Now for Our Informational Picket >>

Contract Action Team Meeting

Tues, Aug 4
5:30pm - 6:30pm

Join Zoom Meeting >>
Meeting ID: 811 1026 4685
Passcode: 952476

Workers throughout the hospital have already signed the strike pledge card. If you have not yet, you can sign it by following the link below.

Sign the Strike Pledge >>

“Not sure what to say if I shouldn’t use profanity … this all just feels incredibly unserious.”

— Vanessa Giles, Certified Surgical Technologist

Bargaining Team: Michelle Gilmore, Respiratory Therapist; Monica Dewitt, Pharmacy Tech; Sissy Allison, Surgical Technologist; Chad Michels, Cardiovascular Technologist; Leslie Ball, Surgical Technologist; Vanessa Giles, Surgical Technologist.

PRMCE RN - Positive Movement

Bargaining Team: Kristen Crowder, Kimball Conlon, Carrie Rimel, Stephanie Sausman, Tulena Lammers, Terry Pierce, Scott Ryan, and Juan Stout.

“Our team had many small wins while working toward our end goals: staffing and retention for nurses and patients in our community. We had many productive conversations to share perspectives on high-priority issues. Let’s keep up the pressure and support the Bargaining Team.”

This week, our team bargained on two back-to-back dates, July 27–28. We had highly productive sessions and made significant progress on language wins while narrowing proposals.

We continued deep discussions on staffing language, low census, meal and rest breaks, competitive wages, and licensure and education benefits. We met with Providence to discuss barriers to accessing our education benefits and how the process can be improved so more nurses can access their benefits. We reached a tentative agreement on language that assures leave and reimbursement requests will not be unreasonably denied and that nurses will be reimbursed up to the contractual benefit regardless of budgetary constraints. We also discussed ways to educate nurses and leadership about the application and approval process.

There were lengthy discussions regarding missed meal and rest breaks and how to best assure that nurses are actually receiving breaks. Providence believes that all nurses are reporting their received breaks accurately and believes that the two units with the highest percentage of missed breaks are the Emergency Department and Labor and Delivery. We are working to find solutions, but we need all nurses to report missed breaks to support our Bargaining Team’s efforts at the table.

We return to the bargaining table on August 31 and September 1.

Contract Action Team Meetings

• Tues, Aug 4, and Tues, Aug 18

• 8pm

Our team will share highlights and tentative agreements reached in our updates. Join us for the Contract Action Team meetings to dig into the details.

Note: Our team is being transparent about proposals throughout the bargaining process, and the final recommended agreement may not include these items.

Priorities We Highlighted This Week

• Competitive wages for recruitment and retention

• Improvements to staffing and Staffing Committee language

• Emergent Needs Coverage Pay

• Break relief solutions

• Improvements to the assignment of low census, including clarification and mitigation for excessive low census

• Low Census Standby will be offered to nurses placed on low census

• Improvements to Charge premium

• Pension plan in addition to the current 401k retirement plan

New Tentative Agreements Reached

• Definition of Christmas Eve nights and weekends for night-shift nurses

• Adding floats to Skills Departments and Units, Exhibit B

• Weekend premium moving from $4.00 to $4.20 on April 30, 2027

• Study prep time allowed outside of scheduled work time

• Immigration and ICE Enforcement MOU

• Nurse education and licensure

All updates can be found on our website! >>

Take Action

• Continue to wear your Yellow and Blue Union colors.

• We have the right to wear our Union bandanas, swag, and colors—let’s get creative and have fun with it.

• File with L&I for missed meal breaks: Healthcare Workers Complaint >>

Questions, or want to find out how you can get involved? Contact a member of the Bargaining Team or Union Rep Anthony Cantu at 206-436-6566.

St. Michael Medical Center Service and Dietary - We Proposed Historic Health Care Improvements

Bargaining Team: Susan Mayer, Cook; Pamela Reese, EVS.

On July 21, our Union Bargaining Team met with the Employer and received its response to our latest economic proposal. While the Employer’s offer was disappointing, the session still resulted in meaningful progress.

After reviewing the Employer’s proposal, our team returned to work and finalized a major health care proposal that we have been developing behind the scenes for weeks. If accepted by the Employer, this proposal would significantly reduce what workers pay for health insurance while also substantially lowering deductibles and other out-of-pocket costs.

The proposal would provide Service and Dietary workers with the same health insurance plan currently available to the Pro-Tech unit, the Sound Health & Wellness Trust, creating long-overdue parity between the two bargaining units.

The comparison below shows the potential savings under the proposed Sound Health & Wellness Trust.

Healthcare Cost Comparison		Biweekly Employee Premiums (each paycheck)				Deductible		Out-of-Pocket Maximums
		Employee Only	Employee + Child(ren)	Employee + Spouse	Family Plan	Individual	Family	Individual	Family
Sound Health & Wellness Trust	Kaiser HMO	$18.00	$26.00	$38.00	$46.00	$750	$1,500	$2,750	$5,500
	Premera PPO	$22.00	$34.00	$46.00	$50.00	$750	$1,500	$2,750	$5,500
Employer's Current Medical Plan Options	Integrated Core	$68.02	$192.26	$161.32	$277.59	$1,500	$3,000	$6,000	$12,000
	Integrated Basic	$20.00	$139.39	$114.84	$196.77	$2,500	$5,000	$6,600	$13,200
	Integrated HDHP	$0.00	$85.53	$72.40	$126.62	$3,400	$6,800	$6,450	$12,900
Sound Health & Wellness Trust premiums include medical, dental, and vision coverage and are the same for all eligible workers, regardless of hours worked. The Employer rates shown are full-time medical premiums only; dental and vision coverage cost extra. Part-time employees pay higher premiums under the Employer’s plans than the rates listed above.

Sound Health & Wellness Trust premiums include medical, dental, and vision coverage and are the same for all eligible workers, regardless of hours worked. The Employer rates shown are full-time medical premiums only; dental and vision coverage cost extra. Part-time employees pay higher premiums under the Employer’s plans than the rates listed above.

Furthermore, the Sound Health & Wellness Trust only requires 60 hours in a month to qualify for employee-only coverage or 80 hours in a month to qualify for dependent coverage. The plan costs the same for all workers, regardless of whether they are full-time or part-time.

Combined with market-based wage increases and improvements to shift, weekend, and other premiums, these health care changes would go a long way toward addressing the hospital’s ongoing recruitment and retention problems.

We left the meeting encouraged by management’s initial response to the proposal. While the Employer has not yet agreed to these changes, management expressed a willingness to continue the conversation. Our Bargaining Team is excited to keep pushing toward what could be a truly historic improvement for workers covered by this contract.

Next Bargaining Session

August 5

We look forward to receiving the Employer’s response to our proposed health care changes.

“I feel that this day is going to go down in history.”

— Susan Mayer

Labcorp Is Pushing Hard. What Do We Do? Stand Up and Fight Back!

Labcorp is extremely out of touch. The Employer is coming to us with very few solutions and very little movement, and it stormed out of our session. The Employer claims it has “come to the table in the spirit of trying to reach an agreement that provides fair compensation and a positive workplace for Labcorp workers.” Still, it called our wage proposals “crazy,” “insane,” and “unreasonable.”

Instead of its previously meager first-year offer of a 1.5% increase, the Employer is now offering a 1.75% increase. The Employer is also unwilling to commit to promptly fixing paycheck issues that have been widespread and ongoing, negatively affecting low-wage workers who are already struggling to make ends meet.

Labcorp UFCW 3000 members will start organizing a series of gradually escalating actions.

“We’re the first-place division, but they don’t want to compensate us for our hard work.”

— Lisa

“I’m sad and frustrated. They walked away from the table because we called them out on not being willing to bring solutions.”

— Sam

It is time for us to show the Employer that we are strong and willing to stand together. Please attend a Contract Action Team meeting at 7pm on Tuesday to hear more about bargaining and discuss future actions.

July 28, 2026 - 7pm Contract Action Team Meeting

• Meeting ID: 873 1725 6986

• Passcode: 169221

Negotiations will take place on Tuesday, July 28, 2026.

Bargaining Team: Shelby Tyner, Serenity MacLennan, Kyle Chrisman, Lisa McGee, Sam McVay, Grace Nagamatsu, Erin Vaughn, David Trujillo, Union Rep; and Cesar R Quiles-Borrero, Negotiator.

If you have questions or would like to get more involved in organizing a fair contract, please reach out to our Union Rep, David Trujillo, at 206-436-6606 or 1-866-210-3000, ext. 6606.

Trios Health RN - Bargaining Update

Trios Health RN
Bargaining Update

July 17, 2026

Our RN Bargaining Team began our second bargaining date with management eager to see responses to our initial set of proposals, after providing management with more than 15 pages of proposals at our first session on June 24.

Our excitement quickly turned to disappointment when the Employer let us know that it would not have economic proposals—wages, premiums, and other items—for us that day. These sections were excluded from the Employer’s responses.

Despite this, we got right to work once we received the Employer’s non-economic counterproposals and returned our own set of counters to the Employer by the end of the day.

We reached a few minor tentative agreements, including:

• Some contract-wide job title and benefits title updates

• Mirroring paycheck availability deadlines for direct deposit

We discussed the duration of our contract with the Employer throughout the day. We proposed a three-year agreement, while the Employer indicated that it would prefer to wait until more sections of the contract are agreed upon before reaching a formal agreement. The Employer hinted at a shorter or longer duration, depending on how negotiations progress.

We indicated that while our formal proposal is for three years, we are open to discussing the duration as negotiations continue.

Lastly, we brought it to the Employer’s attention that disqualifying nurses from bonus shift incentive pay because they called out sick during that period may violate Washington state protected sick leave laws. We look forward to hearing back from management on this at our next session.

Following our next session, we plan to announce our next Bargaining Update and Contract Action Team meeting. Stay tuned for future updates and look out for our next meeting!

“We appreciate the nurses stickering up on July 16! Your support at the hospital helps us support you at the bargaining table.”

— Tami Ottenbreit, OB RN

Bargaining Team: Tami Ottenbreit, OB RN; Stephanie Weibel, ER RN; Yesina Ellis, ICU RN; Holly Hurst, Med Surg RN; Karen Campbell, Surgery RN.

If you are interested in being a member of our Contract Action Team, call our Union Rep, Juanita Quezada, at (509) 340-7407.