St. Joseph Medical Center Technical - CONTRACT RATIFIED!

On Tuesday May 2, members in the technical bargaining unit at St. Joseph Medical Center overwhelmingly voted to ratify their new collective bargaining agreement!

Our new contract includes some of the highest pay in the region, a completely revamped wage scale with no ghost steps, a historic $1.00/hr increase to standby pay, and much more. Other than our pay increases, which will go into effect no later than two pay periods after ratification, all provisions of our new contract are now in effect!

After contracts have been voted on and ratified by the membership, the process of review between the union and the employer begins. This is a process is to ensure all new changes are incorporated into the agreement. This can take time, but is necessary for accuracy, we will post the contract on our website as soon as the review process is finished. In the meantime, you can find a redlined version at ufcw3000.org!

EvergreenHealth Medical Center - Bargaining Continues

EvergreenHealth Medical Center
Bargaining Continues

On April 28, we bargained with EvergreenHealth Management and are continuing to propose changes that will strengthen our contract and improve working conditions. Management has not provided any response to our proposals.

Compensation and staffing are the primary focuses and are essential to retention and recruitment.

We need to make EvergreenHealth competitive with other local hospitals. Our next bargaining date is Monday, May 8.

EvergreenHealth Bargaining Team: Justy Hedrick, CT Scanning; Anna Hennager, Resp Therapy; Chris Dizon, Echocardiology; Desiree Huttinger, Cardiology; Kimberly Mitchell, Surgery/ Labor and Delivery; Jennifer Bradshaw, Mammography; Kevin Daly, Lab; David Dimalanta, Radiology; James Kerr, Surgery/OR

QUESTIONS? Reach out to one of our Bargaining Team members or Union Rep Jack Crow @ 206-436-6614.

Communication is key! If you know someone who is not receiving these updates, they can join the loop by going to: ufcw3000.org/update-your-information

Northwest Center Early Supports Union - Bargaining Begins!

Our Bargaining Team: 

Cassandra Villarreal, Kimberly Burns, Jenica Barrett

We met with Management for the first time and presented our first set of non-economic proposals that addressed our bargaining priorities, including recruiting and retaining qualified staff through:

• Manageable caseloads 

• Consistent job locations 

• Supportive time off 

• Equitable and transparent pay 

• Supportive onboarding and mentoring 

After presenting proposals, Management became very quickly overwhelmed and needed a break. Nevertheless we are committed to working towards a strong and equitable contract for all! 

Questions or to find out more about how you can show support, please contact Union Representative Ian Jacobson @ 206-436-6550.

“There were a lot of initial jitters in the room! I’m hopeful we can move to a more natural conversation with Management.”

— Jenica Barrett,Speech Language Pathologist

“It was an exciting first day of bargaining! We’re in for quite an adventure. It’s a privilege to negotiate on behalf of my colleagues and I will continue fighting for the contract we deserve.”

— Kimberly Burns, Physical Therapist

“This was my first time having a space that allowed me to speak equally to someone in a position superior to myself. While it is nerve-wracking, I feel empowered by my union team! I look forward to making progress on a fair contract now that we have a platform to both listen and be heard.”

— Cassandra Villarreal, Speech Language Pathologist

Follow us on our social media to stay up to date with bargaining!

Our advocacy paid off: Safer staffing is coming to Washington hospitals!

Download or print this update for your bulletain boards>>

Our bill to address safe staffing in hospitals, ESSB 5236, was passed by the House earlier this month — the last step in a lengthy legislative process that we, in coalition with SEIU Healthcare 1199NW, UFCW 3000, and the Washington State Nurses Association, helped move forward with our actions, stories, and willingness to use our collective voice to ensure safer care in our hospitals. When we fight, we win!

The bill landed on Gov. Inslee’s desk to be signed into law on April 20, 2023. As of today, our bill is law.

What’s next?

We’ll celebrate our success at coalition victory parties around the state on May 11 from 6-8 p.m. RSVP to a Victory Celebration Here >>

• Seattle: Seattle Labor Temple, 5030 1st Ave. S

• Spokane: UFCW 3000 Office, 2805 N. Market St.

• Tri-Cities: SEIU 1199NW Office, 7525 W. Deschutes Pl Ste 2 Kennewick, WA 99336

• Tacoma: Shiloh Baptist Church, 1211 S I St.

• Mt. Vernon: UFCW 3000 Office, 1510 N 18th St.

• Everett: Snohomish County Labor Temple, 2810 Lombard Ave.

• Olympia: Washington State Labor Council, 906 Columbia St. SW (2nd floor)

We’ll distribute an implementation timeline, provide resources, and share information to help us enforce the new staffing law and ensure accountability.

“I’m very glad to see the nursing staff representatives on our staffing committees expanded to include CNAs and LPNs alongside RNs. I know ensuring strict enforcement of a new staffing law is going to take some work, but I’m excited to get started learning how we can use it to keep our patients safer, our hospitals accountable, and our jobs more sustainable.”

— Patricia Brown, LPN, Tacoma General, member of UFCW 3000

The new safe staffing law will:

• Strengthen accountability to hospital staffing plans set by staffing committees.

• Eliminate CEO veto power over those plans.

• Expand staffing committees to include LPNs, CNAs, and other direct patient care staff in addition to RNs.

• Reduce hospitals’ ability to pack staffing committees with people who impede plans.

• Create uniform reporting forms, which will mean that patients and healthcare workers will easily understand how many staff should be present.

• Require hospitals to report noncompliance to the Department of Health (DOH) and the Department of Labor & Industries (L&I).

• Allow DOH to issue corrective action plans that could require minimum staffing standards and fines.

• Expand meal and rest break laws to include all frontline staff.

• Close loopholes to make mandatory overtime laws fully enforceable.

• Allow L&I to issue escalating penalties for missed breaks.

• Funds the Washington State Institute for Public Policy to conduct a study of existing staffing plans.

Providence Regional Medical Center - RNs -Fighting for ratio language to protect our patients

Providence Regional Medical Center - RNs
Fighting for ratio language to protect our patients

On day 3 of bargaining, we discussed at length the importance of staffing ratio language to be included in the contract and what that would mean for Nurses and patients.

“Providence said ratio language was a non-starter. For Nurses, not having ratio language is a non-starter and your Bargaining Team will continue to fight for appropriate and safe staffing levels.”

—Carrie Rimel, RN, Bargaining Team

We have yet to hear back from Providence on the bulk of our economic proposals, but we will continue to negotiate in good faith with Providence. We will meet with Providence again May 9, 10, and 11 and will continue our discussions as a Bargaining Team surrounding their proposals to get nurses the best contract.

Providence Regional Medical Center Everett - Bargaining Economics

Providence Regional Medical Center - RNs
Bargaining Economics

On day two of bargaining, we proposed all of the economics, including retirement, health insurance, differentials, longevity, wage increases, and bonuses. Our goal is to attract and retain Nurses and ensure patients have the highest level of safety and care at this hospital.

We are awaiting Providence’s response to our economics, as well as our staffing ratio proposal and other non-economics and look forward to continuing to bargain in good faith during these expedited bargaining sessions.

“We have put everything out on the table, we are waiting for Providence to respond. Thanks to all that are wearing their yellow and blue. Seeing photos of you all standing in solidarity wearing yellow and blue shows Providence that we are UNITED.”

– Stephanie Sausman, RN, Bargaining Team

EvergreenHealth Monroe - Vote on wage increases

EvergreenHealth Monroe
VOTE ON WAGE INCREASES

After several months of bargaining, we are getting closer to reaching an agreement on a contract that will address our concerns and ensure EvergreenHealth Monroe is competitive with neighboring healthcare facilities.

While we are not finished with contract negotiations, our Union Bargaining Team believes that we urgently need wage increases to deal with our retention and recruitment issues. Management has agreed to pay their latest wage offer before we reach a settlement of the entire contract.

We have scheduled a vote on the proposed mid-cycle wage increase so that our wages can be increased now. However, we have made it clear to Management that we are not done! We will continue to bargain for additional wages and other benefits and will schedule another vote once we have reached a complete agreement on our new contract.

Our Union bargaining team recommends a “YES” vote on this mid-cycle wage increase!

Tuesday, May 2
Drop in between 7AM—9AM or 3PM—7PM
EvergreenHealth Monroe - Cafe Corner (cafeteria), 14701 179th Ave SE, Monroe, WA 98272

Our Bargaining Team: Rosemary Holms-Mitchell, Substance Use Disorder Family Counselor; Patty Romero, Surgical Tech

Questions? Reach out to a Bargaining Team member OR call Union Rep Jack Crow @ 206-436-6614

Tri-Cities Community Health RN Bargaining Update

Tri-Cities Community Health RNs

Bargaining Continues

Our Union Bargaining Team met with the Employers’ over four very productive negotiation sessions. We have been discussing multiple proposals at the table but are focusing on: job security, working conditions, and compensation while making sure that we protect the benefits we currently have.

“We addressed multiple issues with responses from TCCH. We achieved Tentative Agreements on several articles. Building a brand-new 1st contract is an exciting but laborious experience.” — Karen Engel RN, Auburn campus

“I’m excited that finally us nurses will have a voice and hold management accountable. The union will help us establish a better work environment.” — Sophia Rubalcava RN, Court St. campus

“Nurses will finally have a voice. Being a bilingual nurse should be a benefit, however it feels like a punishment, managers would expect me to do many more responsibilities when I worked with 5 providers. Now I will be able to speak up and address my concerns for equitable treatment because I now have the union’s support.” — Hilda Torres RN, Court St. campus

Our next bargaining session will be May 11, 2023.

Please reach out to one of our Union Bargaining Team members or our Union Rep. Juanita Quezada at 509-340-7407 with any questions or concerns.

St. Joseph Medical Center (Technical) - Tentative Agreement Reached - Vote Schedule

St. Joseph Medical Center (Technical)
Tentative Agreement Reached
Vote Scheduled

Our Union Bargaining Team is excited to announce that we have reached a tentative agreement with the Employer on a new collective bargaining agreement!

The proposed agreement includes:

• A completely revamped wage scale with no ghost steps

• Historic wage increases for all job classifications

• Unprecedented $1.00/hr increase to standby pay

• Improved contract language on many important issues such as low census, preceptor, certification pay, grievances, discipline

• And much more!

More details, including copies of the entire proposed contract, will be available at the ratification vote:

Tuesday, May 2
8AM—10AM | 12PM—2PM | 4PM—6:30PM

St. Joseph Medical Center – Dining Room 3 (Cafeteria)
1717 S J St, Tacoma, WA 98405

Bargaining Team: Vanessa Giles (Surgical Tech), Kat Wood (Radiology Tech), Michelle Gilmore (Respiratory Therapist), Monica DeWitt (Pharmacy Tech), Sissy Allison (Surgical Tech)

Sunrise Dental - Bargaining Continues

Sunrise Dental
Bargaining Continues

After two bargaining sessions, Management says everyone is happy and nothing needs to be improved.

When our Bargaining Team proposed increasing the number of paid holidays, Management said they were not interested.

We deserve higher pay, but Management says:

“We are paying higher than the contract, so don’t need to change wages by very much.”

YOUR OPINION MATTERS!
Reach out and share your thoughts with your Union Rep.

Bonney Lake, Olympia, Tacoma
Kristina Wood 206-436-6598

Auburn, Federal Way, Kent, Lakewood, Maple Valley, Renton, SeaTac, Tukwila
Christie Harris 206-436-6606

Gig Harbor, Sequim, Poulsbo, Silverdale
Ryan Degouveia 360-662-1989

Arlington, Bothell/Mill Creek, Everett, Marysville, Monroe, Shoreline, Ballard, Bellevue, Carnation, Issaquah, Redmond
Jack Crow 206-436-6614

Lynnwood
Celia Ponce-Sanchez 360-419-4678

Sunrise Dental Bargaining Team: Mark Jafari, Accountant; Linda Thomas, Dental Assistant

PRMCE RN Pro Tech We need a better incentive shift program!

Providence Everett RN, Pro & Tech

We need a better incentive shift program!

In March, we told Providence Everett that we wanted to modify the incentive shift letter of understanding (LOU) for the Pros, Techs, and RNs.

We believe that Providence Everett should count “safe sick” time towards our FTEs to qualify for the incentive shift program. This would be following state law and would make eligible more Pros, Tech, and RNs for these incentive shifts. Providence Everett has rejected our proposal and released the LOUs to all units even though we have not agreed to them!

At this time, we have not signed any LOU and will be working with all three bargaining units to create a better incentive program which increases staffing and benefits patients.

If your unit is offering an incentive shift, please let your union Rep know. Anthony Cantu (RNs) 206-436-6566 and Jack Crow (Pros and Techs) at 206-436-6614.

VMFH St. Joseph Medical Center (Technical) - Bargaining Continues

VMFH St. Joseph Medical Center (Technical)
Bargaining Continues

Our Union Bargaining Team met with St. Joseph Medical Center Management again on March 2, 17, 24, 28 and 30 to continue negotiations for our successor contract.

We continue to make remarkable progress this bargaining cycle with many important issues resolved in record time. Tentative agreements include improved language on:

• Union Rep access to the medical center

• New hire orientation (NEO)

• Preceptor

• Discipline / personnel files

• Donning & doffing

• Layoff

• Low Census

• Shift differential

• Certification pay

• Bereavement leave

• Grievance

• Successorship

• And much more!

However, we have yet to reach an agreement on wages, healthcare, standby/call, and other differentials. Wages are the biggest hold up because we are working on designing an entirely new wage scale that eliminates ghost steps (years with a 0% increase) and enables members to get to the top of the wage scale earlier in their career.

While the Employer has agreed conceptually to our proposal, we remain apart on the scale cadence (increases between steps, how members progress up the scale). There are significant implications with the proposed changes to our wage scale and our Bargaining Team wants to thoughtfully review each proposal from the Employer to ensure that everyone will receive a fair market competitive wage increase.

While we hoped to have an agreement before contract expiration (April 1), the complexities of the proposed scale changes have caused necessary delays in the process. In the meantime, we have signed a contract extension agreement through the end of this month to ensure that all our contractual benefits and protections continue as we move forward with negotiations.

We also continued to discuss the concerning developments regarding the mass exodus of anesthesiologist and the impact on our members ability to work. Unfortunately, we have not received any firm answers from the Employer on how this issue will be resolved. Our Bargaining Team will continue challenging Management on this issue until we have the answers we need.

We are scheduled to meet with the Employer again tomorrow for a marathon session. It is possible that we’ll have a tentative agreement and subsequent vote after tomorrow, however, that will only happen if the offer on the table meets the needs of all bargaining unit members.

“We are fighting to ensure that EVERY member will receive a fair wage increase with our new contract!”

—St. Joseph Medical Center Bargaining Team: Vanessa Giles (Surgical Tech), Kat Wood (Radiology Tech), Michelle Gilmore (Respiratory Therapist), Monica DeWitt (Pharmacy Tech), Sissy Allison (Surgical Tech)

Lourdes Counseling Center - Per Diem - Tentative agreement reached

Lourdes Counseling Center - Per Diem
Tentative agreement reached

There will be a vote for all per diem employees to review and vote on our new contract Tuesday, April 18 @ 11am—1pm in the large conference room.

Our contract includes job security, guaranteed wage increases each year, grievance process, and more!

All documents will be available at the vote and Union Reps will be there to answer any questions you may have.

QUESTIONS? Please contact Union Rep Juanita Quezada @ 509-340-7407.

EvergreenHealth Kirkland - UFCW 3000 Bargaining Team Meets With Evergreen Management!

It’s time for change. We feel unappreciated, underpaid and understaffed. 

Our Union Bargaining Team met Friday, March 31 and made initial non-economic proposals. Management did not respond to any proposals made, but committed to review. 

We are scheduled to bargain again on April 12. The Bargaining Team is now focused on fine-tuning economic proposals in anticipation of our next session. 

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Meet Our Union Bargaining Team:

Front Row: Kim Mitchell, Labor and Delivery Surg Tech; Justy Hedrick, CT Tech; Desiree Huttinger, Cardiology Tech; Back Row: Jack Crow, UFCW 3000 Rep.; Jennifer Bradshaw, Mammo Tech; David Dimalanta, Rad Tech; Chris Dizon, Echo Tech; James Kerr, OR Surg Tech. Not Pictured: Anna Hennager, Respiratory Care; Kevin Daly, Lab Med Tech

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“If you have any issues, come to me and I will do my best to bring your thoughts to the Bargaining Team. I’m always willing to facilitate ideas.”

— DAVID DIMALANTA, Surg Tech, 8 years

“I wanted to be on the Bargaining Team because I want to help my team. We started to fall apart when we went through Covid. We need to focus more on retention. The hospital could do a better job and that is what I am hoping for.”

— JUSTY HEDRICK, CT Tech, 5 years

“Now is such an important time. There are so many things that we need, and I wanted to be on the Bargaining Team to make sure our department is represented. I didn’t want to let my coworkers down.”

— DESIREE HUTTINGER, Cardiology Tech, 12 years

“I was on the Bargaining Team last contract, and it was a lot of fun. I never realized how much goes into it. It helped me to have a better understanding of the contract itself.”

— ANNA HANNAGER, Respiratory Care Practitioner, 7 years

“I come from Wyoming and Idaho, and I cannot stress enough how much better the benefits are in Washington than over there. That has a lot to do with the Union and the market that we are in. Having a say in how you’re treated at work through the Union helps tremendously. If you come from a right to work state, like Wyoming or Idaho, it’s hard to get any kind of concession from Management on anything. That’s why I am here. I have experienced the other side of the coin. The Union makes a difference.”

—  KEVIN DALY, Lab Med Tech, 12 years 

“I want to be involved in making changes and improving things at Evergreen. I don’t want to just be a grumbling voice. I want to feel like when I go home at the end of the day that I was able to give good patient care. I don’t always feel that. It is something that has been an issue the last couple of years.”  

— JENNIFER BRADSHAW, Mammography Tech, 17 years 

“I feel proud to say I am a healthcare worker. But I have seen and experienced first-hand how important it is to have representation and make sure everyone is treated fairly. That’s why I wanted to be a part of the Bargaining Team.”

—  KIM MITCHELL, Labor and Delivery Surg Tech, 2 years

“I’ve been in this field for 14 years now, and I’ve been around enough hospitals to know what works and what doesn’t. I joined the Bargaining Team because I was hoping to influence some of those positive changes for the hospital.”

—  CHRIS DIZON, Echo Tech, 2 years

“There hasn’t been a surg tech on the Bargaining Team for the last two contracts and it’s time we had someone. A lot of folks don’t understand what goes into our job, and they don’t understand the responsibilities that go into our position.”

—   JAMES KERR, OR Surg Tech, 8 years

Washington State House Passes Safe Staffing Bill — Next Up, the Governor’s Desk!

Today the House passed the healthcare staffing bill (ESSB 5236), the final legislative hurdle in a long process, to begin addressing the ongoing hospital staffing crisis this legislative session. The bill now heads to the governor’s desk.

We would not have gotten this bill through the Legislature without the countless members like you who sent in selfies, signed in “pro” on bills, contacted your legislators, testified in hearings, and so much more. The voices of healthcare workers at the bedside pushed the State Senate to go farther down the path toward safe staffing than ever before.

ESSB 5236 reflects a compromise between SEIU Healthcare 1199NW, UFCW 3000, the Washington State Nurses Association and the Washington State Hospital Association. The final compromise will strengthen accountability to staffing plans and allow for corrective action by state agencies if necessary up to and including enforcing safe staffing standards on hospitals. It represents a meaningful step toward safe staffing.

The final bill:

• Strengthens accountability to hospital staffing plans. If hospitals fall below 80 percent compliance with their staffing plans, they are required to report noncompliance to the Department of Health (DOH) and the Department of Labor & Industries (L&I). Noncompliant hospitals will be assigned a corrective action plan by L&I and DOH, which may include elements like safe staffing standards set by L&I that the hospital will have to follow.

• Expands meal and rest break laws to include all frontline staff, closes loopholes to make mandatory overtime laws fully enforceable, and ensures hospitals follow the law. If there are more than 20 percent of breaks missed in a month, L&I will issue escalating penalties.

• Funds the WA State Institute for Public Policy to conduct a study of existing staffing plans to establish what’s actually happening in WA hospitals and compare them to elsewhere. This study would set a baseline understanding of the staffing crisis in WA by a credible, nonpartisan source, and provide a benchmark against California and professional association standards for staffing levels, which is critical for continued work to ensure safe staffing in Washington.

After the Governor signs the bill, we will turn to implementation and enforcement. We will be reaching out about plans to educate members – particularly members of staffing committees – on the elements of the bill.

UFCW 3000 Member Story: St. Michael Medical Center Bargaining Team

Susan Mayer, Pamela Reese, Vanessa RosaDino, and Christy Sammons

The bargaining team at Saint Michael Medical Center has been meeting with the Employer for over a month to negotiate a new contract working conditions for themselves and their coworkers. The bargain is now well into the economic parts of the agreement, and the committee is learning fast that their employer, Catholic Health Initiatives, needs to not just hear from them, but from everyone working at St. Michael Medical Center.

So, Susan, Pamela, Vanessa, and Christy are talking to their coworkers and collecting stories to share at the bargaining table about what would make their workplace better, and what effect of management’s proposals would have; because an injury to one is an injury to all.

EvergreenHealth Kirkland and Clinics - Bargaining Begins

EvergreenHealth Kirkland and Clinics
Bargaining Begins

After months of trying to schedule dates to negotiate for our new contract, we have confirmed that our first bargaining session with Management will be on Friday, March 31. Additional dates scheduled for bargaining are April 12 and April 28.

Our Bargaining Team is busy reviewing the contract and writing proposals. We heard loud and clear that workers want competitive wages and benefits, improved staffing and a voice in the workplace!

Stay tuned!
Look out for upcoming meeting information for updates on our contract negotiations.

If you are not receiving bargaining updates, scan or go to: ufcw3000.org/update-your-information

EvergreenHealth Kirkland and Clinics Bargaining Team: Jennifer Bradshaw, mammography; Chris Dizon, echocardiology; Kevin Daly, laboratory; David Dimalanta, radiology; Desiree Huttinger, cardiology; Anna Goodsell Hennager, respiratory; Justine Hedrick, CT scanning; James Kerr, surgery/OR; Kimberly Mitchell, labor and delivery

Questions? Please contact Union Rep Jack Crow @ 206-436-6614.

Northwest Center - We’re Excited for bargaining to begin!

Northwest Center
We’re Excited for bargaining to begin

United in our determination to better advocate for ourselves, our families and kiddos, we are excited to join UFCW 3000 union. With an eye toward having a larger voice on issues and ways to deliver the best care to our families and kiddos.

Last week we had our first meeting as a Bargaining Team to commence writing proposals for our very first contract. We worked on language that will help us get higher wages, better benefits, foster a safe and healthy working environment, improve safe staffing standards, and conditions that will reduce burnout and ensure safe, manageable work.

“It’s thrilling to start making this dream a reality! It’s empowering to take all this knowledge we have and finally put it down in a contract that works for us! We’re changing how birth to three services are represented - and being a part of that change is exhilarating!” - Jenica Barrett, Speech Language Pathologist, Bargaining Team

"It’s inspiring to work with such a passionate group of people and I can’t wait to see what we accomplish together!" - Kimmy Burns, Physical Therapist, Bargaining Team

"I’m excited to stand together in uplifting our collective voice and making a positive change!" - Cassie Villarreal, Speech Language Pathologist, Bargaining Team

UFCW 3000 Member Story: Holly Purcell

Holly Pursell with her family in Port Angeles

Planned Parenthood medical assistant Holly Purcell in her own words about working at her clinic in Port Angeles:

“I have always been a big supporter of Planned Parenthood.  They helped me with some of my healthcare needs when I was younger and living out on the East coast. Their mission and work are so valuable and offer a much-needed service to many people across the country. When I saw that Planned Parenthood had a job posting for a medical assistant in 2017, I knew I had to apply. I’ve been working for Planned Parenthood ever since and enjoy my job tremendously. It’s such a rewarding feeling knowing that you are helping your community. The Port Angeles team is small but mighty! It consists of myself, a medical receptionist, a clinician, and a health center manager. We have all been working together for a long time and we treat each other like family. They have been there for me during some of my toughest times.”

Holly and her husband have loved and fostered many children since marrying in 2012 and have adopted 3 of them, creating their family. Their family enjoys their many pets which include a cat, two lizards, three dogs, and five fish. Wow!

St. Joseph Medical Center Technical - Bargaining Continues

“Progress at the bargaining table has moved at unprecedented speed! However, important issues such as call/standby remain unresolved.”

Our Bargaining Team: Vanessa Giles (Surgical Tech), Kat Wood (Radiology Tech), Michelle Gilmore (Respiratory Therapist), Monica DeWitt (Pharmacy Tech), Sissy Allison (Surgical Tech)

Our Union Bargaining Team met with St. Joseph Medical Center management again on February 22, 23 and March 2 to continue negotiations for our successor contract.

Understanding the need for swift action to stay competitive, contract negotiations began earlier than ever before. The employer, in their own proposals, quickly demonstrated that they shared our Bargaining Team’s sense of urgency to make changes to help recruit and retain high quality staff.

That doesn’t mean that we can only focus on wages and overlook the other important issues we face for the sake of speed. The Bargaining Team has been working to address other issues such as low census, the overuse of travelers, posting of FTE’s where needed, our slow grievance process, and much more.

We have made significant progress on the above issues, which is why our Bargaining Team decided to give management our initial economic proposal on February 23. We crafted our proposal after conducting a comprehensive market analysis that included a review of competitors such as MultiCare Tacoma General, Providence St. Peters, UW Valley Medical Center, and Swedish Medical Center.

One of the major factors considered was MultiCare’s move to eliminate all ghost steps (years with 0% increases) during their last round of negotiations. This has made it difficult for St. Joseph Medical Center to recruit and retain staff when healthcare workers know they can move down the street and get paid higher, years earlier than under our current wage structure. Thankfully, the employer agreed with our Bargaining Team’s assessment and has agreed with our proposal to eliminate all ghost steps! However, management’s plan to eliminate ghost steps is different from the Union’s, so more time will be needed to reconcile our differences.

We have also been holding management accountable to the concerning exodus of Anesthesiologist, which are required for many departments to function. Our Bargaining Team has brought the issue up at EVERY bargaining session with management reassuring us that the issue is being handled and that there is nothing to worry about. However, we haven’t seen any substantive changes that indicate that the issue has been resolved, so we will continue to discuss this issue at the bargaining table until we are confident the hospital has a good plan to handle the matter.

Our Bargaining Team will meet with management again on March 17, 24, 28 and 30 with our contract scheduled to expire on April 1. Stay tuned for further updates as bargaining progresses.