Planned Parenthood - Bargaining Continues

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The bargaining team met again on Monday September 18 at the UFCW 3000 Des Moines office. PPGHNAIK management joined us via ZOOM again.

Both sides made concessions on non-economic issues in the name of progressing toward an agreement. We have now reached a tentative agreement on the large majority of the non-economic articles in our contract. Since we provided the last proposal on economics, we await management’s response this Thursday. We are optimistic more progress will be made at our next bargaining session on Thursday September 21, 2023. 

Please reach out to your bargaining team or Union Representative Charlie King (206) 436-6518 with any questions or concerns.

Your Bargaining Team, left to right: Charlie King, Representative, Alison Deboise, Michele Avery, Melissa Grindstaff, Monalisa Bauman. Not pictured: Mollie Overby

PRMCE RNs A majority of nurses have pledged to strike!

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As many of you are aware, we recently organized strike education meetings at the Colby, Pacific, and Pavilion campuses on September 11 and 13. A significant majority of our fellow nurses have pledged their support for a potential strike if it becomes necessary. While striking is our last resort, it is crucial that we prepare ourselves for all possible scenarios.

PRMCE has demonstrated a willingness to engage in unfair labor practices, such as bargaining in bad faith. These practices only serve to hinder our progress in reaching a fair and just contract agreement. We need a contract that holds PRMCE accountable and provides clear guidelines on staffing, as the current situation is negatively affecting both our staffing levels and, ultimately, our patients' well-being.

On September 20, we will return to the bargaining table, hopeful that PRMCE will accept the tentative agreements from our expedited bargaining efforts. The following day, September 21, we are hosting a Community Townhall at 5pm at the Everett Labor Temple. At this event, we will update community members and fellow union members on our ongoing negotiations and the pressing staffing issues we face. Sharing our stories and building solidarity with others is essential to our fight for a fair contract.

We are also making strides in spreading awareness and garnering support. Yard signs will be distributed throughout the community and the state, and we are pleased to report that other Providence hospitals, like St. Peter Hospital (Olympia) and Sacred Heart (Spokane), are joining us!

To be part of our collective effort, you can get involved by distributing signs in your neighborhood. Please reach out to Anthony Cantu at (206) 436-6566 if you would like yard signs. Nurses have also written op-ed pieces in the Everett Herald! If you would like to write an op-ed and educate the community about our fight, please contact Anthony Cantu.

https://www.heraldnet.com/opinion/providence-everett-is-ignoring-nurse-staffing-crisis/

https://www.heraldnet.com/opinion/nurse-staffing-levels-at-providence-everett-a-concern-for-patients/

Our upcoming bargaining sessions will take place on September 26 and October 10 and 11. We eagerly anticipate PRMCE's response to our proposal.

For those of you who are passionate about making a difference and want to be at the forefront of positive change, we invite you to consider becoming a strike captain.Your involvement could have a lasting impact on our profession and the quality of care we provide. You can sign up for this role by visiting our strike pledge page: https://www.mobilize.us/ufcw3000/event/576988/. Also, mark your calendars for our upcoming strike captain meeting on September 19 at 8 pm via Zoom: https://www.mobilize.us/ufcw3000/event/575629/.

Our determination remains unwavering. Remember, it's our unity that will lead us to victory. Let's maintain our momentum, support one another, and ensure our voices are heard. Together, we are an unstoppable force for change!

PRMCE RN Bargaining Team: Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Bynum, Kristen Crowder 

Important Dates:
October 30, 2023: Contract Expires!
October 10 and 11: Negotiations with PRMCE
September 26: Negotiations with PRMCE
September 21: Community Townhall @ Everett Labor Temple, 2810 Lombard Ave Everett, from 5-6 pm
September 20: Negotiations with PRMCE

Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! (jotform.com)

Also encourage your coworkers to update their information: https://ufcw3000.org/update-your-information

Olympic Medical Center (ProTech and Support Services) - WORKING FOR BETTER WAGES

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Olympic Medical Center (ProTech and Support Services)
WORKING FOR BETTER WAGES

We had a productive day of bargaining on September 14 and continue to stay focused on compensation. Our Bargaining Team told Management what it’s going to take to keep the hospital sustainable. The hospital must pay competitive wages and premiums to retain and recruit workers.

Management said that they are offering “competitive” wages based on their research. Our Bargaining Team continues to challenge them on this. We have reviewed local wages and know that many workplaces have recently settled contracts or given market increases. Wages are constantly changing and our data shows this.

Darryl Wolfe dropped into our bargaining session and talked about the economic state of the hospital. Our Bargaining Team was very clear with him that workers are being stretched and competitive compensation is essential to the hospital’s success. Each member of the team spoke directly to Darryl, giving him examples of how wage disparities directly affect workers and patient care.

We are scheduling additional bargaining sessions and will keep you posted.

Wear a sticker to show Management that we stand in solidarity!
Stickers are available from Bargaining Team Members.

Petitions are being circulated for both Support Services and Pro Tech workers letting Management know we all stand together for a good contract. Ask a Bargaining Team member or Union Rep Aimee Oien 360-662-1981.

Virginia Mason Franciscan Health - 2022 overpayment settlement

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Find your contract and learn more about the settlement!

St. Anne: https://ufcw3000.org/find-your-contract/2015/2/11/highline-medical-center-contract

St. Joseph (Pharmacy): https://ufcw3000.org/find-your-contract/2015/2/11/st-joseph-hospital-contract

St. Joseph (Technical): https://ufcw3000.org/find-your-contract/2021/6/7/conifer-st-joseph-medical-center

St. Michael (Nurses): https://ufcw3000.org/find-your-contract/2015/2/11/harrison-medical-center-rn-contract

St. Michael (ProTech): https://ufcw3000.org/find-your-contract/2015/2/11/harrison-medical-center-pro-tech-contract

St. Michael (Service/Dietary): https://ufcw3000.org/find-your-contract/2015/2/11/harrison-medical-center-service-dietary-contract

Virtual Health: https://ufcw3000.org/find-your-contract/2018/12/13/virtual-health-contract
 
In October and November 2022, Virginia Mason Franciscan Health (VMFH) experienced a cyberattack and as a result shutdown Kronos (timekeeping software). To ensure that employees were paid on time, VMFH estimated the amount of pay based on employees’ FTE and estimated employee’s premium payments based on the amount of premium payments on the October 7, 2022 paycheck. 

On the November 4, 2022 paycheck, VMFH paid every affected employee the total of regular hours and premium pay earned for both the October 2-15, 2022 pay period and the October 16-29, 2022 pay period. Given this, many employees were overpaid and VMFH sought repayment from employees. 

Although VMFH can recoup the overpayment, they needed to negotiate with our union prior to implementing a repayment plan. Since they didn’t do so our union filed an unfair labor practice with the National Labor Relations Board (NLRB) and grievances for all bargaining units. Additionally, a demand to bargain over the repayment process. 

After months, we were able to settle the matter. Employees who were overpaid less than $2000 will repay the amount in four equal installments and employees who were overpaid more than $2000 will repay the amount in six equal installments. If you do not agree with the amount due, you can submit a written notice within ten business days of receiving the “repayment request” from VMFH. This request was sent on or around September 8 to your work email. 

If you have need help navigating through the process, please feel free to reach out to our union representative or the Member Resource Center (866) 210-3000. 

Northwest Center - Onward Economics

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Northwest Center
ONWARD-ECONOMICS

We are excited to share that this week our Union bargaining team presented a full Comprehensive Economic Proposal to Northwest Center. We feel proud of the unique and intentional language that we crafted that represents our workplace and the type of healthcare and services we provide to families in our community.

Our Economic Proposals include:

  • Market competitive wage scale, annual longevity increases, and cost of living increases

  • New premiums: mentorship, multilingual pay, certification and non-required licensure pay, wage premium in lieu of healthcare insurance, and more

  • Increases to PTO and scheduled breaks/holidays

  • Current healthcare plan with lowered premiums and more accessibility

  • Current retirement plan with increased Employer match contributions

  • Improvements to leaves of absence including parental Leave, compassion leave, family leave, jury leave, and more

  • Professional development including paid expenses for continuing education, educational leave time, tuition reimbursement program, and continued student loan contribution program

  • Grievance procedure to protect our rights and careers

“As we’ve been making proposals, we’ve learned so much about current policies! If you’ve never read the Employee handbook- you should read and learn about the benefits available to us now. One of things we are most proud about crafting is improvements to Compassion Leave at Northwest Center. We have proposed adding “Chosen Family” as a category of bereavement, to recognize and honor that we have meaningful relationships outside of the traditional family structure.” —Jenica Barrett and Kimmy Burns, UFCW 3000 Bargaining Team

Welcome to the Bargaining Team, Kaylee Ainge and Kirsten Syberg, Family Resource Coordinators! They will join the next session on September 19. We are excited to have Family Resource Coordinators perspective and voice at the table.

Our team is staying in close contact with our Union siblings at SEIU 925 Early Learning- please stay tuned for future solidarity actions we will take together!

Many of the improvements we are fighting for could positively impact other workers at Northwest Center! Pass the love and solidarity- Share our Social Media pages with five friends, family, or other coworkers at NWC!

Questions or to get more involved, please contact Union Rep Ian Jacobson @ 206-436-6550.

Providence Centralia Tech Unfair Labor Practice filed for PTO hours!

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When we ratified our union contract in September 2021 we understood that we would be receiving 24 hours (prorated by FTE) of additional PTO hours in January 2023, like the Providence St. Peter Hospital Techs, to address the change from the Extended Illness Bank Program to PTO/ PTO Safe Sick Program.

In early 2023, we only received 16 hours of PTO. We asked PCH to correct this issue and they stated this was not our agreement. Given their position we filed an unfair labor practice (ULP) with the National Labor Relations Board (NLRB). The NLRB is still investigating the ULP.

We are holding firm that 8 hours (prorated by FTE) need to be added to our PTO banks. We will continue providing updates once we hear more from the NLRB. You can also contact our union representative Brandan Zielinski 206-436-6603 if you have further questions or workplace issues.

Planned Parenthood We’re in the room but Management is far away!

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In an effort to make more progress than our previous virtual bargaining sessions, our fellow union workers traveled by bus, car, and airplane from afar to meet at the UFCW 3000 Des Moines office. Management joined us virtually via ZOOM to respond to the proposal we provided at our last bargaining session on July 31. The team will continue to encourage Management to meet in person for bargaining in hopes to get to an agreement that we can recommend to members.

We had a chance to review Management’s economic proposal and ask a lot of questions that needed answers before we responded with a counter proposal. The Employer’s proposal uses market analysis and proposes market adjustments based on job classification. Staff would see a one-time raise between 4% and 15%. A few staff members receive a one time bonus of 2% bonus. We are now researching the impacts of their proposal in order to present a counter-proposal before our next session on September 18 in hopes Management will be able to prep a response to start the day.

Management finally delivered their latest non-economic proposals. We were happy to see a proposal increasing bereavement leave from 3 to 5 days, but disappointed to see Management wants to start the bargaining process all over again in the Spring with a proposed contract that would expire in less than a year and that the “act of god” clause (also known as force majeure), which would allow HR to void the contract in the case of a power outage etc., is still included in Management’s proposal.

Finally, our team was willing to compromise on many of our original proposals for the sake of making some progress without compromising our position on many other things. We added a new article addressing vaccines and continue to push our proposal requiring PPE be covered by Planned Parenthood. We will not agree to a less than one-year contract or to any language allowing the contract to be negated for any reason. We’re satisfied with the progress we’ve made and look forward to the September 18 session.

Please reach out to our bargaining team or Union Representative Charlie King with any questions or concerns.

PRMCE RN Labor Day action report, Strike Education, and more!

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On September 4 we took part in the Everett Labor Day march and block party. We spoke to other union members and they were eager to support us! Many have signed up to take and distribute yard signs in their neighborhoods! If you would like to help distribute yard signs, please contact Union Rep Anthony Cantu 360-436-6566. We will be distributing yard signs on September 21 to the surrounding neighborhoods near both campuses and during our community townhall at the Everett Labor Temple at 5pm.

On September 6 we held strike educational meetings at the Colby, Pacific, and Pavilion campuses. We had great conversations with nurses about what it means to strike and how we can grow our power in each unit. Since these meetings we have seen a surge in strike pledges! To keep everyone informed and engaged, we're hosting strike educational meetings at Providence Everett (Pacific/Pavilion and Colby campuses). These sessions are open to all, so drop in whenever you can. We'll have UFCW staff and fellow nurses ready to answer your questions.

September 11:

  • Colby St Helens Room 7-9 am, 11am – 1pm

  • Pavilion Classroom #4 7-9 am, 11am – 1pm

  • Zoom Meeting from 5:30 – 6:30

September 13:

  • Colby St Helens Room 7 – 9am, 11am – 1pm

  • Zoom Meeting from  5:30 – 6:30

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of care we provide. You can sign up for this role by visiting our strike pledge page: https://www.mobilize.us/ufcw3000/event/576988/. Also, mark your calendars for our upcoming strike captain meeting on September 19 at 8 pm via Zoom https://www.mobilize.us/ufcw3000/event/575629/

After our multiple asks for additional bargaining dates, PRMCE has agreed to bargain with us on September 20. We hope that PRMCE will have a full counterproposal for us so we can effectively bargain.

To recap on our last bargaining session, Providence accepted a few of our previously agreed-upon tentative agreements. But, as expected, they didn't see eye-to-eye with us on most of our proposals. Our comprehensive plan covers both the economic and non-economic aspects that matter most to us. We're talking Staffing, Seniority, Compensation, Health and Safety, and a lot more. All these areas have one goal in mind – to enhance our working conditions and raise the bar for patient care standards.

Our determination remains unshakeable. Remember, it's our unity that will lead us to victory. So, let's keep the momentum going, support one another, and make our voices heard. Together, we're unstoppable!

Important Dates:

October 30, 2023: Contract Expires!
September 26: Negotiations with PRMCE
September 21: Community Townhall
@ Everett Labor Temple, 2810 Lombard Ave Everett, from 5-6 pm
September 20: Negotiations with PRMCE
September 13: Strike Educational Meetings

September 11: Strike Educational Meetings

Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! (jotform.com)

Also encourage your coworkers to update their information: https://ufcw3000.org/update-your-information

PRMCE RN Bargaining Team: Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder 

Olympic Medical Center (ProTech and Support Services) - BARGAINING CONTINUES

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Olympic Medical Center (ProTech and Support Services)
BARGAINING CONTINUES

Bargaining continued on Tuesday, September 5. We had discussions about job descriptions and wage disparities for Support Services workers and are trying to understand why some positions are paid at a higher rate which are essentially the same as other lower paid positions. Responses from Management did not specifically address our concerns.

We presented Management with a strong wage, premium, and benefits package for ProTech workers to retain current employees and recruit new ones to fill the huge staffing void. Management’s response was a modest increase to their previous proposal. They suggested we meet with the CEO, Darryl Wolfe, next session to review hospital finances.

This is unacceptable! We need to let Management know that we cannot and will not continue to work for less. We are working harder than ever, covering for multiple unfilled positions, adding stress to our work and our personal lives.

Support Services Workers: We are circulating a letter/petition to send Management. Talk to a Bargaining Team member or to Union Rep Aimee Oien.

Wear our sticker to show Management that we deserve a fair contract!

Everyone can get a sticker from a Bargaining Team member or Union Rep Aimee Oien @ 360-662-1981.

“Support Services is vital to OMC and their profits. We deserve a fair and livable wage and will fight as one until we get it.” —Deviney Blore

“We’re still miles apart, their last offer does not promote retention and recruitment.” —Josh Johnston

“Where OMC is at, there is no doubt we will continue to lose coworkers to neighboring hospitals worsening the financial situation and morale.” —Rob Elofson-Golbert

“OMC is asking us to take far less than they have given other contracts recently.” —Patty Wood

“It’s hard to provide excellence working for an organization that gives us less than minimum.”—Hector Pozernick

Bargaining Team: Back Row (L-R) Nancy Dahll, Kimberly Goss, Hector Pozernick, Cameron Van Winkle; Front Row (L-R) Cathy Macphail, Patty Wood, Mandy Beck, Jake Purvis, Josh Johnston, Deviney Blore, Terry Wray, Robert Elofson-Gilbertson (not pictured)

UFCW 3000 Member Story: Mackenzie Weiland

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Mackenzie Weiland

Content Warning: This member story mentions abuse, violence, and sexual assault. If you or someone you know has been the victim of sexual assault and need help, call the National Sexual Sexual Assault Hotline at 1-800-656-4673.

Meet Mackenzie Weiland, a nurse practitioner who specializes in sexual and reproductive health. Mackenzie and her partner relocated to the Pacific Northwest from Atlanta, Georgia, at the end of 2021. Soon after, she got a job at Planned Parenthood and has been quick to put down roots in their new home:

“My partner and I are building a home in Everett and enjoying every bit of exploration and adventure in this awesome region of the country. We are avid sea kayakers, hikers, triathletes, dog fosters, microbrewery supporters, board game enthusiasts, and big-time foodies!”

Working in reproductive healthcare is more than just a career to Mackenzie—it’s a calling. In addition to being a nurse practitioner, she is a board-certified sexual assault nurse examiner (SANE):

“Sexual violence and advocacy work is my truest passion, and I continue to serve my community in this way. After my busy weeks in clinic at Planned Parenthood, I take call shifts as a full-scope forensic nurse in Snohomish County. In this role, I provide trauma-informed, person-centered, compassionate, and excellent forensic nursing care and services to survivors of all forms of violence including child abuse and neglect, physical assault, sexual violence and assault, domestic and interpersonal violence, and more.

Caring for my community in these ways is both a calling and a gift. The careful culmination of my skills, training, and passion are all in service to uplift others and create a braver, safer world for us all.”

Mackenzie further serves her community by teaching nursing students at Seattle University how to be SANE nurses and speaks at conferences to advocate for better care for victims.

While her work at Planned Parenthood is very rewarding to her, Mackenzie has come to understand how important it is to have a union on the job, although she didn’t always think so:

“In my naiveté, when I was first hired at Planned Parenthood, I was weary of the union aspect of the position. Having been employed for just over 1.5 years, I cannot imagine being a Planned Parenthood clinician without my union. I am lucky to work closely with Charlie King, my union representative, who has always made himself available to me and my coworkers. We communicate regularly, and his efforts to care for me and my team have made the biggest difference. […] Unfortunately, no healthcare center/system is perfect, and just knowing I have the full, unyielding support of my union behind me, and in strong solidarity with the folks I work alongside and for, I am able to continue to show up and provide excellent community care.

It is an honor to be a UFCW 3000 member with all of you rock stars. Thank you, each of you, for all you to do serve one another and our communities.”

Mackenzie is becoming more involved with her union but was unable to be on the bargaining committee for the new union contract because she had no extra time (see all of the above). That’s okay! Being in a union means that when we all step up as much as we can, we don’t have to do everything ourselves.

Ferry County Memorial Hospital (Service, Maintenance, and LPN) - FIRST CONTRACT RATIFIED!

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Ferry County Memorial Hospital (Service, Maintenance, and LPN)
FIRST CONTRACT RATIFIED!

“So incredibly thankful for all of the hard work done and excited to serve our fellow co-workers! Thank you for coming and asking your questions and showing your support! If you still want to sign a membership application please find one of your bargaining team. We are STRONGER TOGETHER!” —Nykole Silrus, LPN

On August 30, our Bargaining Team spent from 6am until 7pm welcoming co-workers, answering questions, and getting staff signed up to become UFCW 3000 members. It was great to see the high percentage of turnout and the overwhelming support and positive conversation that were had throughout the day.

Our new contract includes but is not limited to:

  • Grievance Process

  • Progressive Discipline

  • Seniority language

  • Secure hours of work and scheduling

  • Two Guaranteed wage increases each year

  • Guaranteed Premium pay, Secured PTO and EIB

  • Secured benefits

  • Process to address issues and concerns with out fear of retaliation

We look forward to building on this first contract that has set a strong foundation for the future. View your contract online once all of the signatures have been received at: ufcw3000.org. Until then, please reach out to a Bargaining Team member or Union Rep Amy Radcliff @ 509-340-7370.

“Today was a great day for the employees of Ferry County Health. We have made history by establishing a union of hard-working people. Through our strong and ever growing membership we finally have a hand on the wheel for what happens with our careers going forward. It is our hope that the employees of Ferry County Health will be happier and even more productive. I look forward to the future with all of you. Thank you we did it!” —Chris Torres, Lab Tech non certified

PRMCE RN Back at the bargaining table

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On August 28, we were back at the bargaining table. Providence accepted a few of our previously agreed-upon tentative agreements. But, as expected, they didn't see eye-to-eye with us on most of our proposals during the first half of the day.

In the second half of the day, we stood strong and presented our full proposal. This comprehensive plan covers both the economic and non-economic aspects that matter most to us. We're talking Staffing, Seniority, Compensation, Health and Safety, and a lot more. All these areas have one goal in mind – to enhance our working conditions and raise the bar for patient care standards.

Now, let's talk night shift nurses – an issue that hits close to home for many of us. We've come up with a solution by suggesting temporary incentives for those willing to make the switch. Day shift nurses will receive:

  • $250 incentive per shift that a RN flips

  • $300 incentive per Friday, Saturday, and Sunday per shift that a RN flips

  • $1,800 prorated to a RN’s FTE for working either 32 hours via 8 hour night shifts or 48 hours via 12 hour night shifts

Our proposal for a retention bonus for our current night shift nurses didn't get the green light from PRMCE. We won't let that stop us from reproposing this bonus!

Now, mark your calendars because our next bargaining session is set for September 26th. This upcoming month is when we need all hands on deck! Together, we'll push forward and make strides.

On September 4, we're taking it to the streets! We'll be at the Everett Labor Day Block Party and rallying our union siblings to join us on September 21 for a community townhall. On September 21, we'll be handing out yard signs that folks can proudly display in their yards to show their unwavering support for our contract fight!

If you want to get involved and help distribute these yard signs in your community, then circle September 21st on your calendar or reach out to Anthony Cantu (360)436-6566. These signs will be ready to distribute starting September 18th!

Our strike pledge numbers continue increasing! To keep everyone informed and engaged, we're hosting strike educational meetings at Providence Everett (Pacific and Colby campuses). These sessions are open to all, so drop in whenever you can. We'll have UFCW staff and fellow nurses ready to answer your questions.

September 6

  • Colby St Helens Room 7-9 am, 11am – 1pm

  • Pacific Main Floor Classroom 7-9 am, 11am – 1pm

  • Pavilion Classroom #4 7-9 am, 11am – 1pm

September 11

  • Colby St Helens Room 7-9 am, 11am – 1pm

  • Pavilion Classroom #4 7-9 am, 11am – 1pm

  • Zoom Meeting from 5:30 – 6:30

September 13

  • Colby St Helens Room 7 – 9am, 11am – 1pm

  • Zoom Meeting from  5:30 – 6:30

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of care we provide. You can sign up for this role by visiting our strike pledge page:https://www.mobilize.us/ufcw3000/event/576988/. Also, mark your calendars for our upcoming strike captain meeting on September 5th at 8 pm via Zoomhttps://www.mobilize.us/ufcw3000/event/575629/

Our determination remains unshakeable. Remember, it's our unity that will lead us to victory. So, let's keep the momentum going, support one another, and make our voices heard. Together, we're unstoppable!

Important Dates:

October 30, 2023: Contract Expires!
September 26: Negotiations with PRMCE
September 21: Community Townhall @ Everett Labor Temple, 2810 Lombard Ave Everett, from 5-6 pm
September 13: Strike Educational Meetings

September 11: Strike Educational Meetings

September 6: Strike Educational Meetings

  • Colby St Helens Room 7-9 am, 11am – 1pm

  • Pacific Main Floor Classroom 7-9 am, 11am – 1pm

  • Pavilion Classroom #4 7-9 am, 11am – 1pm

September 4: Labor Day Block Party

from 11 am to 2 pm @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! (jotform.com)

Also encourage your coworkers to update their information: https://ufcw3000.org/update-your-information


PRMCE RN Bargaining Team
Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder 

Northwest Center Progress Continues

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This week our Union Bargaining Team met with Northwest Center and continued important discussions on schedules and flexing hours, assignments to different teams, and the use of coaching and Performance Improvement Plans. We received counter proposals from leadership on remote work and caseloads and hope to be able to reach agreements on these topics at our next bargaining session on September 12.

We appreciate all of the feedback from coworkers during our Union meeting this week! It helped us to finalize our full Economic proposals to present in future sessions. We heard broadly that people are happy with the current healthcare plan and we will be prioritizing trying to make it more financially accessible for adding spouse/children/family and accessible for part-time employees.

Welcome to the bargaining team Kaylee Ainge and Kirsten Syberg, Family Resource Coordinators! They will take turns participating in future bargaining sessions on September 12 and 19. We are excited to have Family Resource Coordinators perspective and voice at the table.

Our team is staying in close contact with our Union siblings at SEIU 925 Early Learning- please stay tuned for future solidarity actions we will take together!

You’re invited!

Monday September 5, 11am – 2pm at Angle Lake Park in SeaTac, Join UFCW 3000 and our community at the annual MLK Labor Day Picnic! Bring a friend, your family, and kids. There will be food trucks with free food for union members, kids games, and a splash park. Hope to see you there!

Questions or to get more involved, please contact Union Representative Ian Jacobson, 206-436-6550.

Follow us on our social media to stay up to date with bargaining! Facebook and Instagram: Early Supports Union @earlysupportsunion

Providence St. Peter (PTAs and COTAs) - Prepare to take action in solidarity

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Providence St. Peter (PTAs and COTAs)
Prepare to take action in solidarity

“It just seems unfair that we are putting forth efforts to negotiate in fairness, though Providence does not seem to be bringing a reasonable offer to the table...” —Heidi Ranger-Geh, Certified Occupational Therapist Assistant, Bargaining Team

Our Bargaining Team met with Providence St. Peter Management on Tuesday, August 29, to bargain over the specifics of our Memorandum of Understanding. We have continued to try to come to a compromise on the structure of a wage scale, our placement on it, and continuation of our educational stipend. We have made what we feel to be reasonable movement towards Management’s position on these matters but by and large have found the Employer’s willingness to meet us part of the way to be lacking.

We have heard that our new union siblings also attempting to get their Memorandum of Understanding negotiated so they may be added into the RN union contract have been facing similar struggles. We hope to coordinate actions soon with these Palliative Care and Case Manager RNs so that we can all show Management we deserve dignity, respect, and fair compensation for our labor.

Please speak with our Bargaining Team members or call Union Rep Brandan Zielinski @ 206-436-6603 if you have any questions.

Bargaining Team Members: Cynthia Miner, Certified Occupational Therapy Assistant; Heidi Ranger-Geh, Physical Therapy Assistant

ST. ANNE HOSPITAL (TECH) - BARGAINING CONTINUES

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ST. ANNE HOSPITAL (TECH)
BARGAINING CONTINUES

“There have been bumps along the road, but today’s session was the most productive yet. We hope the positive momentum continues!” —Bargaining Team: Carlos Camacho, Linda Sanders, Michelle Grennan

Our Union Bargaining Team met with Management again on August 16 to continue negotiations for our successor contract. At this bargaining session our team passed across everything except our wage proposal, giving the Employer a lot to consider before we meet again on September 6. Our proposals included the following issues:

  • Wage Premiums & Differential

  • Recognition for Past Experience

  • Equal Opportunity / Equity

  • Harassment / Discrimination

  • Union Access to Premises

  • New Hire Orientation

  • Preceptor

  • Layoff / Recall

  • Low Census

  • Holiday Callback Pay

  • Grievance Procedure

  • Incentive Pay

  • Bereavement Leave

  • And more!

As we gear up to present our initial wage proposal, our team has been analyzing market data to ensure we create a competitive edge against neighboring facilities, including Harborview and Swedish Medical Centers. Though in past discussions the Employer has dismissed these facilities as unequal due to their larger scale, it remains a fact that some of our colleagues have moved to these neighboring facilities, located just a stone's throw away, for better compensation packages.

However, the positive nature of the conversations with the Employer thus far leads us to be cautiously optimistic that this momentum will continue. We meet again with the Employer on September 6 and 27.

PRMCE RN Let’s Stand Strong Together!

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Our latest bargaining session took place on August 28, and we have some important updates to share. We initially engaged in expedited bargaining with the Hospital, but we realized that this approach wasn't yielding the results we need. Therefore, we transitioned to regular bargaining, and August 28 marked our first session.

While we were prepared for an outright rejection of our previously agreed-upon tentative agreements, we managed to make some headway. Hospital management accepted a few of our proposals. For instance, they agreed to eliminate the use of written warnings for progressive discipline if the incident occurred 18 months or more in the past.

However, there's still much ground to cover. We've presented a comprehensive proposal that spans both economic and non-economic aspects. Our proposal touches on crucial areas such as Staffing, Seniority, Compensation, Health and Safety, and more – all designed to improve our working conditions and patient care standards.

We also did an analysis of all Level 2 trauma hospitals across Washington. Surprisingly, we've discovered that Providence Sacred Heart Medical Center (Spokane), PeaceHealth St. Joseph’s Medical Center (Bellingham), Tacoma General, St. Joseph’s Medical Center (Tacoma), Kadlec Regional Medical Center (Richland), and PeaceHealth Southwest Medical Center (Vancouver) – all Level 2 trauma hospitals – are paying their nurses more than their surrounding Level 3 trauma hospitals.

We are the sole Level 2 trauma hospital in the state that's receiving less compensation than our neighboring Level 3 trauma hospitals. This disparity is impacting our ability to attract and retain talented nurses, especially when they're being lured by smaller patient loads and higher compensation at Level 3 facilities.

Our proposal includes language on staffing and compensation changes that are designed to prevent nurse burnout and to ensure we continue attracting skilled nursing professionals to our team. We're also addressing the pressing issue of night shift nurse shortages by suggesting temporary incentives for those willing to switch to the night shift. PRMCE agreed to our night flip shift incentive but rejected our retention bonus for night shift nurses. Day shift nurses who switch from day shift to night shift will receive $250 per night shift worked. Read the Letter Of Understanding >>

Our next bargaining session will be on September 26. During this time, we'll not only focus on the negotiations but also on raising awareness within our community about the potential for a strike if PRMCE remains unresponsive to our staffing proposals.
If you haven't already done so, we encourage you to sign the strike pledge at PRMCE RN - I Promise to Take Action! (jotform.com). Let's stay united and committed to ensuring our voices are heard and our concerns are addressed.
We're in this together, and together we can make a difference!

Join us:

September 4 Everett Labor Day Block Party
11am to 2pm meet @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

September 5 at 8 pm Strike Captain Training via Zoom
If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain: https://www.mobilize.us/ufcw3000/event/576988/

The Doctors Clinic - Making progress towards a strong contract

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The Doctors Clinic
Making progress towards a strong contract

We want a better place to work and on Friday, August 25, we bargained over changes to the contract that will vastly improve The Doctors Clinic. Our Bargaining Team feels strongly that Management needs to be more transparent and willing to work with us.

We have proposed changes to the contract language on staffing to allow all of us to give input on our schedules and workload. We have also proposed a Labor—Management Committee to work through problems as they come up. We have discussed additional hours, job postings, floater rotators, the safety committee, the layoff process, Union Stewards, discipline, and the grievance process.

Everything we are working on helps Management be better partners and allows us to have a say in the process. We are bargaining again September 19 and 21 and will be focusing on wages, and benefits.

“There has been a breakdown in communication between us, the employees, and Management, and we believe the contract should foster better communication.” —Anna Snyder, Bargaining Team

If you need additional information reach out to a Bargaining Team member or Union Rep Naomi Oligario @ 360-662-1989.

Stay in the loop! Update your information and go to:
ufcw3000.org/update-your-information

EvergreenHealth Kirkland - Management’s math doesn't add up

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During our bargaining session on Wednesday, August 23, we engaged in discussions with Management regarding strategies to enhance our competitive stance in terms of wages compared to other local hospitals.

In particular, we suggested the concept of eliminating the initial two steps of our wage scale, subsequently adjusting the positions of most members along the scale. This idea aimed to establish a more attractive entry wage and to ensure substantial wage progression for existing members. Regrettably, Management displayed limited interest and ultimately declined to entertain our proposition.

Our objective remains the retention of current staff and the effective recruitment of new members to address the significant staffing issues at EvergreenHealth Kirkland. Management has consistently reiterated that the challenges in recruitment are prevalent across the industry, not exclusive to Evergreen.

However, we shared our extensive research on wages with Management and told them that our review of wages showed that Evergreen was paying below the market standard. We highlighted that our analysis revealed Evergreen's compensation rates to be below the median for numerous job roles, particularly when contrasted with wages offered by Seattle hospitals.

Management countered that they had already given a wage increase in 2023 and that no additional funding is budgeted for our wage increase this year. They frequently cite the 6% wage hike that was instituted in January for most job classifications.

It's worth noting that numerous emails sent to employees during January referred to this increment as a "market increase," implying that Management had conducted research on wage trends at neighboring hospitals and concluded that a 6% increase was sufficient. We believe this adjustment falls short of addressing the issue, as evidenced by the continued departure of Evergreen staff for better-paying alternatives.

Management has asked for mediation, and our team is currently reviewing this option. While our next bargaining dates are not yet set, we'll inform you as soon as we decide on the mediator and our schedule. Meanwhile, reach out to your Union Steward to get "Our Retention Needs Attention" stickers to wear at work, demonstrating our united support for a fair contract.

Stay in the loop and update your information!
ufcw3000.org/update-your-information

For additional information contact Union Rep Jack Crow @ 206-436-6614.

UFCW 3000 Podcast Episode 6: Honey, Listen! …To the Rest of Kristina’s Story

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Kristina was Michaela’s first interview here on the podcast, but they didn’t get to the full story of Kristina’s union journey. What happens when you become a full-time union rep? And what if it doesn’t work out like you planned? Kristina talks about her time as a union rep, why it was not actually a great fit for her, and how it impacted her returning to work as an even more educated and empowered shop steward.

UFCW 3000 union shop steward Michaela is always ready to answer fellow members’ questions about their union. She’s also a devoted murder podcast listener. Put those interests together, and she decided to start a union podcast to get all her coworkers’ questions and her own questions answered, and to meet as many people as possible who could share what it means to be a part of UFCW 3000. (No murder on this podcast, only solidarity!)

*The information shared on this podcast is offered by rank and file union member leaders of UFCW 3000. There may be inaccuracies or misstatements shared, as members will be speaking from the lenses of their perspectives and life experiences. While members are doing their best to share good information, we can make no claims to 100% accuracy and this podcast should not be construed as legal advice.

PRMCE RN Weekly Update

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Sign-Up to be a Strike Captain!

On August 22, we came together for a strike captain training session held over Zoom. During the session, we went over the fundamentals of a strike and the vital roles that strike captains play. Our goal is to spread awareness and educate our fellow nurses throughout September and October. To make this happen, we need dedicated strike captains for every unit and every shift.

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of healthcare we provide. You can sign up for this role by visiting our strike pledge page: 

>> Sign-Up to be a Strike Captain!

Also, mark your calendars for our upcoming strike captain meeting on September 5 at 8:00 PM via Zoom.

>> Strike Captain Meeting RSVP

Now, let's talk about why this matters. A strike isn't just a halt in our work; it's a collective stand for our rights and the well-being of our patients. According to federal law, we have the right to strike, but we must give the hospital a 10-day notice to ensure patient care isn't compromised.

The prospect of a strike isn't just a last resort; it's a powerful tool that can drive change. It forces Providence to reconsider its stance and acknowledge our proposals. The mere threat of a strike can be as influential as the strike itself, but for it to be effective, we must show that we are united and ready to take action.

This unity is why signing the strike pledge is so critical. It shows our commitment and solidarity as nurses who are dedicated to making a difference. Additionally, participating in the strike authorization vote further strengthens our stance. You can sign the pledge here:

>> Sign Our Strike Pledge!

This week members from Everett City Council, Snohomish County Council, and State Representative Mary Fosse delivered a letter to Kristy Carrington, Chief Executive of PRMCE, and expressed their support for our cause. Their recognition of the importance of patient safety through our union contract is a testament to the significance of our efforts.

We return to the bargaining table on August 28. We've already secured several tentative agreements, but Providence has indicated they will be resetting their proposals. This shows a lack of genuine collaboration and a disregard for addressing the staffing challenges we face daily. Our staffing proposals empower nurses to collaboratively address enduring staffing challenges alongside PRMCE Management. They involve binding third-party mediation to resolve long-standing staffing-related issues that Management has failed to address, ensuring consistent consultations between the Chief Nursing Officer and nurses to efficiently allocate resources for staffing and patient safety initiatives, and establishing accountability mechanisms should PRMCE fail to adhere to the agreed-upon staffing plans.

In addition, we are proposing:

  1. Establishing permanent incentives for those who take up extra shifts.

  2. Introducing an hourly premium for nurses in units that are 90% understaffed.

  3. Shortening the time required to move to the next wage step, benefiting all nurses, especially per diem nurses.

  4. A flip shift incentive for those day shift nurses picking up night shifts.

  5. Recognizing the experience of current nurses and adjusting our wages accordingly.

  6. Competitive wage increases that reflect our dedication.


We anticipate that Providence will continue bombarding us with communications in the coming weeks, but we must stay focused. Our aim is clear – improving patient safety by addressing the staffing challenges head-on. This goes beyond mere wage increases; it's about creating a sustainable solution that benefits our patients.

Our determination remains unshakeable. We will continue organizing actions and getting ready for a potential strike. On Sunday, August 27, from 10:30 AM to 12:00 PM, we will be leafleting at the Everett Farmers Market. Join us at the corner of Pacific and Wetmore as we engage with the community and amplify our message.

Upcoming Dates to Remember:

  • October 30, 2023 - Contract Expires!

  • September 21 - Community Townhall @ Everett Labor Temple, 2810 Lombard Ave Everett, from 5:00-6:00 PM

  • September - Strike educational meetings for nurses at PRMCE and over Zoom

  • September 4 - Labor Day Block Party from 11:00 AM to 2:00 PM @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

  • August 28 - Bargaining with PRMCE Management

  • August 27 - Everett Farmers Market 10:30 AM to 12:00 PM (meet at the corner of Pacific and Wetmore)


Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link below!

>> Sign Our Strike Pledge!

Also encourage your coworkers to update their information.

>> Share this Link with Coworkers to Update Their Information!

PRMCE RN Bargaining Team
Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder.