The Presidents of SEIU 1199NW, UFCW 3000, and WSNA speak to the huge victory for patients, communities and nurses with the new Safe Staffing Law, the need for nurses and communities to hold hospital administrations accountable to the new law, and a much deserved celebration for this victory. Watch the Video:
The Presidents of SEIU 1199NW, UFCW 3000, and WSNA
Today Our Union Bargaining Team had more productive conversations around staffing plans and movement within staffing language. Providence went from staffing ratios being a non-starter to having deeper conversations around what staffing should look like at Providence and we are anticipating language that both parties can agree on.
Our discussions around staffing included talking in great length about staffing committee language and the role that the committee will play in improving patient care and safety throughout the hospital. We had discussions around retention and Providence stated that retention is also a priority for them but have yet to commit to any language that supports retention.
— Kristen Crowder
PRMCE
DAY FOUR BARGAINING UPDATE
Today Providence came back with economic responses to our last proposals, including wages and responses to our staffing ratio language. It was clear from the Nurses who completed the Union Bargaining Survey that staffing and having confidence in administration to make efforts to adhere to staffing plans, is our number one priority. But Providence still has not countered or discussed with our Union Bargaining Team the staffing ratios that we proposed multiple times. We have reminded Providence that staffing ratios are a priority, and we are encouraging Providence to agree with our counter.
— Our Union Bargaining Team
Our Bargaining Team: Paul Harris, ER Tech; Chris Young, Transport; Don Szabo, Lead Medical Imaging; Rob Shauger, CNA 8th floor; Angela Roberson, Heart and Vascular; Connie Baker, RT; Kain McLeod, Pharm Technician
Bargaining continues, but it is slow. We have made proposals that would protect all our coworkers and help us recruit and retain qualified workers. Management fails to listen to our concerns and address our needs. We are frustrated and disappointed that instead of seeking to find mutually beneficial solutions, they have threatened our union security and healthcare benefits. THIS IS UNACCEPTABLE! We work hard day in and day out taking care of patients and our community, but management proposes language that would harm us instead of strengthen us. Management needs to listen, and give us what we deserve; Better Pay, Better staffing and More Respect!
We believe it is vital that Management listens to our concerns and gives us the respect and support we deserve. We are asking for better pay, better staffing levels, and more respect at work. These are reasonable requests that would benefit not only us but our patients and the community we serve.
We need your support now more than ever—if you believe that it is time for Management to respect and protect us, please sign the petition calling on them to do the right thing at the bargaining table. Your voice is essential in helping us to achieve a fair and equitable contract that benefits everyone.
“The cost of living has gone up and their wage proposals are not competitive and keep us below the market.”
— Rob Shauger
“Inflation is not an imposition, it’s an opportunity to work more—don’t get more money, just work more—that’s Management theory.”
— Paul Harris
“Management continues to try and divide us by stating, ‘nurses are more valuable because their skillsets cover everyone.’ It’s time for them to recognize that we are all valuable for our skill to make the patient healthcare team, we all work hard to take care of our patients.”
— Connie Baker
Our Bargaining Team:
Vanessa Rosadino, Dietary Caterer
Christy Sammons, EVS Relief
Susan Meyer, Dietary Cook
Pam Reese, EVS Discharge
After many months of bargaining, we finally have a tentative agreement. We worked hard to get a contract that works for all! We won historic wage increases that can help recruit and retain qualified staff!
We also won:
New wage scales and job classifications
Filled in all ghost steps
Pay for call in advance of shift
Management will pay for certifications including food handler’s card!
Pandemic Language
And other great wins!
“We did it! We are DONE!!!”
— Pam Reese
“This is a historic contract. I have never seen such high percentages in my 20 years of working here! “
— Susan Meyer
“I am so happy for our new contract. We worked really hard and we got a successful contract and we encourage everyone to vote YES!”
— Vanessa Rosadino
“We worked really hard to get a contract that will help us recruit and retain new workers! “
— Christy Sammons
Please keep stay tune for more information about vote times so you can vote on your new contract!
If you have any questions, please reach out to your Bargaining Team.
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!
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
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 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?
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.”
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.
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.
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
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.
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 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.
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:
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)
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.”
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
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.
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)
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.
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.
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
“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
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.
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.
