Northwest Center - MENTORSHIP PROGRAM APPROVED!

Northwest Center
MENTORSHIP PROGRAM APPROVED!

On October 23, a majority of members voted and approved a Mentorship Program memorandum of agreement negotiated by the UFCW 3000 Bargaining Team.

Thank you to everyone that participated in the voting process!

Highlights of the onboarding Mentorship Program include:

• Designated mentors for new employees

• Required shadowing, co-treating, and observations

• A time period to accomplish the mentorship requirements

• Compensation for onboarding mentors of $1750.00

• Compensation for Clinical Fellowship Mentors in the Speech Language Pathology discipline of $2,000.00

The final signed agreement will be available on our website soon and will go into effect as soon as implementation is possible. Our next bargaining sessions are on November 6 and 9. Our team is prepared to negotiate until we reach an agreement that can be recommended for a vote.

Questions or want to get more involved? Please contact a Bargaining Team member or Union Rep Ian Jacobson @ 206-436-6550.

PRMCE RNs From Scrubs to Strike: What's Next?

From Scrubs to Strike: What's Next?

On October 19, an overwhelming majority of nurses authorized a strike. This strike authorization gives our Registered Nurse UFCW 3000 Bargaining Team authority to issue a strike notice. It's crucial to understand that a strike isn't merely a work stoppage; it's a collective assertion of our rights and our commitment to the well-being of our patients.

With this strike authorization, we now possess considerable leverage. On November 3, we will return to the bargaining table -one final opportunity for PRMCE Management to show a genuine willingness to amend their proposals and avert a strike. Our objective extends beyond strike readiness; we are earnestly seeking a swift agreement on a fair contract that serves the best interests of our community and patients.  

As we approach the bargaining table on November 3, we insist that PRMCE engage in good-faith negotiations and make substantial improvements to their proposals. These improvements encompass areas such as: safe staffing accountability, night shift nurse longevity, community responsibility, competitive wage increases, recognition for years of experience, 12-month step progression, and retention bonuses.

Should a resolution not be reached on November 3, we will issue a strike notice.

From now until November 3, we will not remain silent. We are actively involved in community actions to shed light on the staffing crisis at PRMCE and the hospital's questionable bargaining practices. On October 25, we met with the leadership of North King and Snohomish County International Association of Firefighters (IAFF), who have pledged their support and readiness to take action. Furthermore, we are diligently finalizing strike logistics over the next couple weeks.

Preparing for the Strike:

Nurses who volunteer for strike duty for a minimum of 20 hours per week will be eligible for union strike benefits of $500. All nurses, including probationary nurses, nurse residents, and per diem nurses, are eligible to participate in the strike.

*Updates to Strike Benefits forms! We previously had shared that nurses need to complete a W4, I9, and share ID to receive Strike Benefits. We were able to simplify the process, with one single form (W9) and this also means it will not be taxed.

To receive Strike Benefits, nurses will need to complete a W9 form with Union Staff. We will be providing physical forms in the Hospital with the sections highlighted that need to be completed and signed. Originals must be returned into Union staff. We will be sending out days/times staff will be at both Hospital campuses.

*If you already completed the W4/I9, sorry for duplication! We will need you to complete the W9. Thank you!

To avoid delays in receiving your strike benefits, please complete your forms prior to the start of the strike. Strike checks for nurses will be mailed to the addresses on file with the union .

It is vital that your contact information, including your personal email, cell phone, and mailing address are up-to-date with the union so you receive important bargaining updates, strike information, and vote notices.Update your information here >>

UFCW 3000 maintains a hardship fund to assist members facing particularly challenging financial situations.

Upcoming Actions:

October 27: Strike Paperwork @ Colby campus cafeteria from 5:30am - 8am and 5pm - 8pm. In the Colby cafeteria & Pacific campus bistro from 11am - 2pm

October 29: Everett Canvass & Community Lawn Sign Distribution:11:00am - 2:00pm at the Milkhouse Coffee Company, 4405 Rucker Ave, Everett, WA 98203

October 30: Strike Paperwork @ Colby campus cafeteria and Pacific Campus bistro from 11am - 2pm 

October 30: Spooktacular Sign-Making Soiree from 4pm - 8pm. Join us for a strike sign making event on October 30, from 4pm - 8pm at the Snohomish County Labor Temple. Bring your children, family, and friends to our Spooktacular Sign-Making Soiree! You can learn about effective strike tactics against PRMCE, enjoy treats for your kids, and make your Strike Sign.

October 30: Contract Expires!

October 31: Attend the Strike Captain Meetings (open to all nurses) every Tuesday at 8pm >>

October 31: Strike Paperwork @ Colby cafeteria and Pacific bistro Campus at 11am - 2pm                 

November 1: ​Strike Paperwork @ Colby cafeteria and Pacific bistro Campus at 11am - 2pm 
​
November 2: Kaiser Permanente on Strike in Everett -join the line!

November 2: Strike Paperwork @ Colby cafeteria and Pacific bistro Campus at 11am - 2pm

November 3: Bargaining resumes with PRMCE

Forks Community Hospital - Memorandum of Understanding Vote Scheduled! Long Term Care LPNs and RNs

In order to acknowledge current practice in the long-term care department, Union Representative Naomi Oligari will be on-site at Forks Community Hospital from 10:00 AM to 12:00 PM on Thursday, November 9, to hold a vote on a Memorandum of Understanding.

As those of you receiving this notice are likely aware, at times, LPNs are compensated for acting in a charge capacity. Since current contract language does not acknowledge that LPNs can act in a charge capacity in long-term care, we will be recommending a “YES” vote on this MOU. Please stop by the conference room behind the cafeteria to cast your vote!

If there are questions, please contact Union Representative Naomi Oligari at (360) 662-1989.

Providence Mt. Carmel Hospital Update - Strength in numbers

Providence Mt. Carmel Hospital Update
Strength in numbers

Mt. Carmel Hospital RNs delivered a petition for wage increases and Management responds for both Mt. Carmel and St. Joseph Hospitals.

Collective Action does make a difference.

After Nurses at Mt. Carmel Hospital delivered a petition with super majority of signatures asking for a market analysis and as a result of the contract language nursing wages will be updated effective Sunday, October 22, 2023. As a result of wages being adjusted on Sunday, October 22, 2023, wage scales for effective first full pay period after August 1, 2024 will also be modified to account for the 2.75% ATB agreement.

Please keep an eye out for a communication from Administration with complete revised wage scale.

QUESTIONS? Reach out to Union Rep Amy Radcliff @ 509-340-7370

EvergreenHealth Monroe - Tentative Agreement Reached!

JOIN YOUR COWORKERS AND VOTE!
Wednesday November 1
7am—9am | 11am—2pm | 4pm—6pm
EvergreenHealth Monroe - Café Corner Meeting Room, 14701 179 Ave SE, Monroe, WA 98272

After several months of hard work our Bargaining Team is happy to announce that we have reached a tentative agreement. Our Bargaining Team is recommending a YES vote!

Highlights of the agreement include:

• Wage and market increases (totaling 7%-24%) that went into place May 7, 2023

• New market increases for Chemical Dependency Counselor/SUDP, Substance-use Disorder Pro Trainee, Mammo Tech

• Wage increases in January and July each year totaling 8% over the next two years

• (January 2024-2%, July 2024-2%, January 2025-2%, July 2025-2%)

• $1200 ratification bonus

• A new top step is added to the wage schedules at 1.5% above the current top step

• Shift Differential increases to $2.25 for second shift and $3.50 per hour for third shift

• Standby increases to $3.75

• Minimal changes to healthcare language

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

Providence St. Peter Palliative Care RN Unit - Memorandum of Understanding Ratified!

On Friday, October 20, our Memorandum of Understanding with Providence St. Peter Hospital was ratified! 100% of those voting voted “YES”, bringing us into the collective bargaining unit with our union siblings and guaranteeing our wages and working conditions.

Just as importantly, we now have a voice on the job as members of UFCW 3000, the Essential Workers’ Union!

If you have any questions or concerns about your union contract in general, please call Union Representative Brandan Zielinski at (206) 436-6603.

If you are called into an investigative meeting that may lead to discipline, you may decline to answer any questions without representation and call our Member Resource Center at (866) 210-3000 to arrange to have someone represent you. This number is also useful if you have experienced discipline such as suspension or termination and feel it may have been without just cause.

Our Bargaining Team, from left to right:

Crystal Trabue, Palliative Care RN

Kara Evans, Palliative Care RN

Kim Brown-Rechner, Palliative Care RN

St. Anne Hospital (Pro-Tech) Vote Notice - Contract Vote Scheduled!

Join your coworkers and vote!
Thursday, November 2
6AM—9AM | 11AM—2PM | 4PM—7PM
St. Anne Hospital, Cedar 1 & 2 Conference Rooms

St. Anne Hospital (Pro-Tech) Vote Notice
Contract Vote Scheduled!

On Friday, October 20, our Union Bargaining Team reached a tentative agreement with Management at St. Anne’s Hospital for our successor contract! Highlights of our historic tentative agreement include:

• Wage Scales: For classifications with a 26-year wage scale, all "ghost steps" (years with a 0% increase) will be eliminated, and the scales will be shortened to 20 years. This means that most members will reach the top wage six years earlier as compared to our current scales.

• Wage Increases: We secured some of the most substantial wage increases in recent memory, resulting in highly competitive wages that will help recruitment and retention at St. Anne’s. Exact wage increases vary by classification and wage step, so we urge you to attend the upcoming vote to learn the raise applicable to you should the contract be ratified.

• Standby Pay: We've won a standard standby pay rate of $4.75 per hour (up from $4.00)! We’ve also made improvements to our excessive standby rate.

• Holiday Callback Pay: Members who are called back to work while on standby during a holiday will receive double-time!

• Ratification Bonus: Upon successful ratification of the contract, members will be entitled to a prorated ratification bonus of $1,250, calculated based on Full-Time Equivalent (FTE), with 0.9 FTE considered full-time for bonus purposes.

• And that's just the beginning! There are many other improvements that will be shared with members during the vote.

Please mark your calendars for November 2, which is when we’ll conduct an in-person vote at the hospital to ratify our tentative agreement. Our Union Bargaining Team will be present to provide detailed explanations of the agreement's particulars, including your new wage structure. Your voice matters, and your participation in this vote is essential to shaping the future at St. Anne Hospital!

EvergreenHealth Kirkland - Bargaining Continues

Although we have been making progress bargaining for wages that are equitable to surrounding hospitals, Management has announced they won’t move forward without the help of a mediator, so we are requesting mediation from PERC (Public Employment Relations Commission). We agree that mediation could expedite the process.

The ongoing fight is over wages.

Management initiated and implemented a wage increase earlier this year (6% for most jobs) and says they are unable to fund any additional across-the-board wage increases in 2023.

We recognize the financial challenges of the hospital and want to work with them, but something needs to be done to retain workers NOW! They recognize there is a problem as they are severely short-staffed and struggling to hire. They get it, but seem reluctant to make significant movement.

We are committed to getting a good contract, whatever it takes, and will let you know when we have additional bargaining dates.

For more information, talk to a Bargaining Team member or Union Representative Jack Crow.

Update your contact information!

St. Anne Hospital (Pro-Tech) - Tentative Agreement Reached

St. Anne Hospital (Pro-Tech)
Tentative Agreement Reached

St. Anne Hospital Bargaining Team: Linda M Sanders, Carlos M Camacho Armas, Michelle A Grennan

Just moments ago, our Union Bargaining Team reached a tentative agreement with Management at St. Anne’s Hospital for our successor pro-tech contract! Our agreement includes the highest wages increases in recent memory along with several other contractual improvements.

We are now in the process of making preparations for the upcoming vote but wanted to share the good news before the weekend. We will provide more details about both the voting process and the tentative agreement early next week so stay tuned!

PRMCE RNs Nurses overwhelmingly vote to authorize a strike!

“Today we showed that nurses are united for patients’ safety and safe staffing. Providence needs to improve their proposals and show that they care about their nursing staff and patients and the community.” - Our Union RN Bargaining Team 

Today we have taken a unified stance by unanimously authorizing a strike and voting against PRMCE’s latest proposal. We turned out for each other and our community- 97% of nurses who voted authorized a strike and voted down PRMCE’s proposal.  This strike authorization empowers our RN UFCW 3000 bargaining team to call for a strike if deemed necessary. It's important to recognize that a strike represents not just a pause in our work but a collective assertion of our rights and the well-being of our patients.

We are prepared to take this action in response to PRMCE's unfair labor practice, which involve bargaining in bad faith. Our initial step will be to request another bargaining session from PRMCE and if we are unable to reach a recommended offer on that date, we will issue a 10-day strike notice when we deem strategic. Federal law mandates this notice  to ensure that patient care remains unharmed. The mere act of strike authorization itself is a forceful message, compelling Providence to reevaluate their position and acknowledge our proposals.

Our primary demand is that PRMCE engage in good-faith bargaining and cease obstructing the negotiation process. The possibility of averting a strike rests on Providence's ability to present a contract agreement that meets our needs, including provisions for safe staffing accountability, night shift nurse longevity, community responsibility, competitive wage increases, recognition for years of experience, 12-month step progression, and retention bonuses.

During a ULP  strike, we will refrain from reporting to all of our assigned shifts and PRMCE is prohibited by law from hiring permanent replacements. We will strike for a designated amount of days and this will be communicated to all nurses and the Community in a 10 day notice that will include all logistical details and next steps.

All nurses are eligible to strike, including fellows, residents, per diem, and probationary nurses. Nurses who volunteer for strike duty for at least 20 hours per week will be eligible for Union strike benefits of $500. Strike checks will be mailed to nurses’ addresses on file. Additionally, UFCW 3000 maintains a hardship fund to assist members facing particularly challenging financial situations. It is crucial to ensure that your contact information, including email, cell phone, and address, is up to date with the Union to receive updates and vote notices >>

In the coming weeks, be prepared that PRMCE will likely  continue to send intimidating communications, hold meetings, send video messages, post for travel nurses, and put out public notices to the media. STAY UNITED- our participation and unity is what will win safer staffing for us, the next generation of nurses and our patients. It is vital to remember that we have the right to strike- and that our Community is standing with us. If you have questions or would like to sign up to be a Strike Captain on your unit, please notify Union Representative, Anthony Cantu, 206-436-6566.

Open Strike Captain meetings will be held every Tuesday night at 8pm over zoom until we reach an agreement- please join us!

It is important that we stand in solidarity and continue fighting for a contract which will improve staffing, patient safety, and the future of our profession

Why we strike: Q and A

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.

The initial step involves voting for strike authorization, allowing our nurse bargaining team to initiate a strike. Throughout negotiations, our team assesses the strike's potential impact. There might be instances where a strike is averted as our team deems a ratifiable contract agreement achievable. Strikes fall into two categories: economic and unfair labor practice (ULP). Economic strikes center around concerns like wage increases proposed by the Employer. In contrast, ULP strikes address issues such as the Employer's involvement in unfair labor practices, such as bargaining in bad faith.

The strike's main goal is to pressure the Employer to accept our proposals. In an economic strike, we stay on strike until a tentative contract agreement is achieved. Then, we resume work and vote on the agreement. During a ULP strike, we strike for a designated period. In both situations we will ask to engage in ongoing contract negotiations with the aim of securing a tentative agreement, and subsequently resume work and then hold a vote on the agreement.

Having an updated email, cell phone, and address is vital to making sure you receive updates and vote notices. Your address on file is where the Union will mail Strike benefit checks.

Make sure your contact information is updated with the Union! >>

FREQUENTLY ASKED QUESTIONS

WILL I RECEIVE PAY WHILE ON STRIKE?

The Executive Board of UFCW 3000 will vote on strike benefits for nurses who take part in strike duty. Strike benefits will not fully replace our wages but will help. They have approved strike benefits of $500 for nurses, members and non-members, who picket a minimum 20 hours a week. Our Union also has a hardship fund to assist members whose families face particularly difficult financial situations. Additionally, food assistance and other financial assistance may be available through community organizations and other unions. Notify your creditors prior to falling behind. Communicate your situation and explore options for reduced payments or refinancing. Prioritize your expenses, placing essentials like mortgage/ rent, utilities, insurance, car payments, gas, child support, and alimony at the top.

WHAT IF THE EMPLOYER LOCKS US OUT?

If the employer chooses to lockout nurses they have to lockout all nurses including non-union members. Workers locked out by their employers are generally eligible for unemployment benefits. The Employment Security Department will determine eligibility for unemployment benefits on a case by case basis.

WILL I STILL HAVE HEALTHCARE BENEFITS DURING THE STRIKE?

There is a lag month under your insurance plan that would keep your insurance through the end of the month.

HOW LONG WOULD A STRIKE LAST?

The duration of a strike is a strategic decision made by the bargaining team. The 10-day notice given to the Employer would likely be for a 3 or 5 day ULP Strike. The key to a successful strike is a united work force and support from our allies and the patients in the community.

I AM A REPRESENTED BY UFCW 3000, DO I HAVE TO STRIKE? HOW MANY WORKERS WILL IT TAKE FOR A STRIKE TO BE EFFECTIVE?

A large active picket line is vital to a successful strike. Every nurse needs to participate—members of UFCW 3000 or not—to prevent the facility from operating as usual. The more nurses we have out on the line, the harder it is for people to cross it. Being at the picket is also the best way to get the latest information on how the strike is going and to show the community that healthcare workers are united in the strike.

WHAT IF I CHOOSE NOT TO STRIKE? WHAT ARE THE CONSEQUENCES OF CROSSING THE PICKET LINE?

There are no sanctions imposed on nurses who cross the picket line or choose not to strike. Crossing a picket line will undermine our attempts as nurses to provide a better framework for the future growth of our profession and achieve our negotiating goals. It also erodes the camaraderie in the workplace, prolongs the strike, and negatively impacts our efforts to work as a team once the strike is settled.

WILL I BE REQUIRED TO NOTIFY MY MANIGER IF I DECIDE TO STRIKE?

No, you will not be required to individually notify your manager. Our Union will be providing strike notice to the Hospital if our bargaining committee decides to invoke a strike. If you feel compelled to give them an answer tell them, “Yes I will be striking and standing with my bargaining team’s decision to strike.”

ADD YOUR NAME: Pledge to Support Nurses on Strike!

I pledge to support striking nurses and will refrain from seeking care at PRMCE during the strike! - Add your name!

MHS Auburn Medical Center (Professional) - Negotiations Begin Tomorrow!

MHS Auburn Medical Center (Professional)
Negotiations Begin Tomorrow!

BARGAINING TEAM: Pharmacist Brent Kirshenbaum, Social Worker Brittany Owen, and Mental Health Technician Sandra Williams

Our Union Bargaining team is excited to announce that negotiations with MultiCare begin tomorrow, October 19, for the first Professional contract at Auburn Medical Center! Our team has already met to review the issues and have drafted our initial proposal to present to the Employer.

Key points in the proposal include:

• Union Recognition with Successor Language: Ensuring a strong Union and ensuring our recognition remains intact in the event of an unlikely sale of AMC

• Preceptor: Clarifying the role and responsibilities of preceptors within our workplace along with a market competitive premium

• Staffing: Working to address critical issues related to staffing levels, workload, and patient care

• Floating: Establishing fair guidelines and restrictions for floating to other facilities

• Seniority: Safeguarding the principles of seniority in employment decisions such as layoff, rebids, promotions, scheduling, and much more

• Grievance Procedure: Defining a clear, fair, and effective process for addressing violations of our contract

• Labor Management Committee: Establishing a committee to give workers a voice after contract negotiations are over.

Our Bargaining Team is working on other issues, but our initial proposal will focus on the above issues as we reserve most economics proposals for later in the process. Other bargaining dates that have been confirmed include October 19, 26, 27, November 2 and 9.

Throughout this negotiation process, we are committed to keeping you informed and engaged. We will schedule regular bargaining update meetings and disseminate important communications through multiple channels, including text and email.

Engagement and involvement in this process are vital. Staying informed and standing together as a union demonstrates your collective strength. It's important to remember that your unified efforts and voices have the power to shape the future of MultiCare Auburn Medical Center.

If you have any questions, concerns, or would like to discuss the negotiations further, please reach out to Union Rep Ian Jacobson @ 206-436-6550.

The Doctor’s Clinic - We Need Wage Increases!

We continually have to explain to Management that the 6% they contribute to the 401K does not pay the rent or put food on the table. Although these benefits are valuable, the job market has become too competitive for Management to ignore. We are the people who work directly with patients every day—we are the reason The Doctor’s Clinic is successful.

PAY US COMPETITIVE WAGES!

Management claims we have very little turnover, but we know we are often working short. The result is ongoing staffing problems. There are many job postings, particularly for MAs. Competitive wages and premiums will help us recruit and retain workers.

There are problems within some clinics. We are asking for a Labor Management Committee to create a dialogue between workeArs and Management, to address these issues.

The ball is in Management’s court. We are waiting for a response to our economics.

We meet with Management this Friday, October 20. For additional information, contact a Bargaining Team member or Union Representative Naomi Oligario at (360) 662-1989.

Our Bargaining Team (Left to Right): Alec Andren, Terri Dumont, Anna Snyder, Katy Turek

Please make sure your contact information is up to date!

North Valley Hospital (RN, Hospital/Clinics) - Contracts Ratified!

North Valley Hospital (RN, Hospital/Clinics)
Contracts Ratified!

On October 16, 2023, members came out and voted unanimously to ratify new three-year contracts for both the RN and Hospital/Clinic.

The new contracts include:

• New wage scales, a 3.5 % increase across the board increase in year two and 3% across the boards in year three

• Higher nighttime premium

• Retirement match increase

Please reach out to our Bargaining Team or Union Rep Amy Radcliff if you have any questions @ 509-340-7370.

Make sure your contact information is updated with the union for the latest updates!

ufcw3000.org/update-your-information

Our North Valley Bargaining Team (L—R): Jason Daniels, RN; Michelle Beatie, Radiologist; Tonya Smith CNA/HUS; Meagan Vickers, RN; and Amy Radcliff, Union Rep

Trios Health - Expedited Bargaining Begins Soon at Trios!

Trios Health contract conversations will be taking place on November 1, 2023, and November 2, 2023, to discuss expedited bargaining at Trios Health with the potential to receive increased wages and some other changes to the contract prior to the expiration on July 31, 2023.

Several of your coworkers will be at the table representing the RNs at Trios Health along with Management and LifePoint Representative.

We will be sending an update with more information after we meet with Management.

Please reach out to the Bargaining Team or your Union Representative, Juanita Quezada, with any questions or concerns at (509) 340-7407.

Our Bargaining Team: Tamera Ottenbreit, RN, OB; Casey Nitta, RN, ICU; Stephanie Weibel, RN, Surgical/ER; Holly Hurst, RN, Med. Surg; Jamie Bezotte RN, ER

Please make sure your contact information is up to date!

PRMCE RN Online Strike Authorization Vote October 19!

Online Contract Vote to reject Providence's latest proposal and authorize a Strike: October 19 from 6:30am to 8:30pm

On Thursday, October 19 at 6:30am, you will receive a secure email with your unique log-in credentials. Because this is a secure online vote, it is important that your personal contact information is up-to-date with our Union!

Update your Personal Contact Information >>

Only members is good standing are eligible to vote. If you have not signed your UFCW 3000 Membership Application yet , please make sure that is done as soon as possible! 

Link to UFCW 3000 Membership Application >>

We will also review the Employer's proposal in person on the Colby and Pacific campuses on the same day as the online contract vote, October 19 from 6:30am to 8:30pm.We will have copies of the Employer's proposal on hand as well as Bargaining Team members and Union staff to help answer questions before you cast your online vote. Please Join us!

While we recognize that negotiations can be challenging, we urge our members to consider these issues carefully. Our Bargaining Team recommends a "NO" vote on Providence's last proposal, and also recommends a "YES" vote to authorize a strike. This is not a decision to be taken lightly, but it is necessary to secure the best possible terms.

We believe that together, we can find a solution that benefits our healthcare workers, our patients, and our community. Let's continue to advocate for what is fair and just while maintaining the highest standards of patient care.

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

Important upcoming meetings:

Online Strike Captain Meeting: October 17 at 8pm
Click here to launch meeting >>

In Person Q&A and Proposal Review: October 19

Join us in-person to ask questions about Providence’s proposal and ULP strikes. We will be at the Colby and Pacific campuses handing out ULP stickers and yellow bandanas to show Providence we stand united against their proposal!
Colby Campus in MOB Pilchuck from 6am to 9am; 11am-2pm; 5pm-8pm
Pacific Campus in PAV 5 from 6am to 9am; 11am-2pm; 5pm-8pm

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After 20 hours of negotiations on October 10, Providence Everett put forward a proposal which did not fully address our priorities and places us behind nurses at Swedish (Providence) Edmonds in 2025 and 2026.Throughout our negotiations, we have clearly stated to Providence that our priorities are to obtain competitive wage increases, staffing language, recognition of past experience, and length of service adjustments. This is a crucial issue, as it affects not just our current staffing conditions but also our ability to retain and recruit talented nurses in the future.

In expedited bargaining from April to September 2023, Providence Everett introduced higher across-the-board pay raises than their proposal from the early hours of October 11. As we shifted to the regular bargaining process on September 26, we encountered punitive actions on the part of Providence Everett. These punitive measures encompassed the refusal to honor previously established tentative agreements. We view this as an unfair labor practice (ULP). By dismissing these agreements solely on the grounds of our shift away from expedited negotiations, it not only frustrated the bargaining process but also cast doubts on their willingness to engage in good faith bargaining.

We need further action to move Providence towards a proposal which will retain and recruit nurses. We are recommending authorizing a ULP strike and voting down Providence’s last proposal. Below is a summary of the key differences between our proposals and Providence's proposal:

Our Community is standing in solidarity with us!
Sign and Share the Community Pledge to Support Nurses on Strike! >>

IAFF Local 46 (City of Everett Firefighters) / Pilchuck UniSer WEA / Teamsters 38 / SPEEA / Machinists District 75 / Sheet Metal Local 66 / ILWU Local 32 / LiUNA Local 292 / OPEIU Local 8 / SEIU 1199NW / WSNA / WFSE 1020 (Everett Community College)  /  Snohomish County DSA / Seattle NOW

Everett City Councilmembers:
Mary Fosse (District 1) / Paula Rhyne (District 2) / Brenda Sonecipher (At Large) / Judy Tuohy (At Large) / Don Schwab (District 3) / Liz Vogeli (District 4)

Snohomish County Councilmembers:
Jared Mead / Nate Nehring / Sam Low / Megan Dunn / and Strom Peterson / State Senator June Robinson.

State Legislator
State Senator June Robinson

PRMCE RN Online Contract Vote Scheduled: Vote no on Providence’s proposal on October 19!

After more than 20 hours of negotiations on October 10, we find ourselves at a crossroads with Providence Everett. We entered these discussions with the goal of securing a fair and competitive agreement. We believed that such an agreement would include measures like competitive wage increases, staffing premium pay, recognition of past experience, and length of service adjustments, among others.

We achieved a significant milestone in addressing persistent staffing challenges by embracing a pioneering language on binding arbitration. This innovative approach empowers both the dedicated nurses of Providence Everett and the mediator to collaboratively devise resolutions for longstanding staffing issues, with the mediator's decision being legally binding. This breakthrough is poised to usher in a new era of effective staffing solutions, ultimately breaking free from the cycle of inaction.

However, the proposal put forward by Providence does not fully address our priorities and places us behind nurses at Swedish Edmonds. This a crucial issue, as it affects not only our current conditions but also our ability to retain and recruit talented nurses in the future.

Our proposal, on the other hand, seeks to put us on a more equal footing with other hospitals and provides fair and necessary benefits, such as a staffing premium for those working in understaffed units.

In expedited bargaining, Providence Everett introduced higher across-the-board pay raises than their proposal from the early hours of October 11. As we shifted to the regular bargaining process, we encountered punitive actions on the part of Providence Everett. These punitive measures encompassed the refusal to honor previously established tentative agreements. We view this as an unjust labor practice. By dismissing these agreements solely on the grounds of our shift away from expedited negotiations, it not only impeded the bargaining process but also cast doubts on their willingness to engage in good faith bargaining.

Below is a summary of the key differences between our proposals and Providence's proposal:

Online Contract Vote to reject Providence's latest proposal and authorize a Strike: October 19 from 6:30am to 8:30pm

On Thursday, October 19 at 6:30am, you will receive a secure email with your unique log-in credentials. Because this is a secure online vote, it is important that your personal contact information is up-to-date with our Union!

Update your Personal Contact Information >>

Only members is good standing are eligible to vote. If you have not signed your UFCW 3000 Membership Application yet , please make sure that is done as soon as possible! 

Link to UFCW 3000 Membership Application >>

We will also review the Employer's proposal in person on the Colby and Pacific campuses on the same day as the online contract vote, October 19 from 6:30am to 8:30pm. We will have copies of the Employer's proposal on hand as well as Bargaining Team members and Union staff to help answer questions before you cast your online vote. Please Join us!

While we recognize that negotiations can be challenging, we urge our members to consider these issues carefully. Our Bargaining Team recommends a "NO" vote on Providence's last proposal, and also recommends a "YES" vote to authorize a strike. This is not a decision to be taken lightly, but it is necessary to secure the best possible terms.

We believe that together, we can find a solution that benefits our healthcare workers, our patients, and our community. Let's continue to advocate for what is fair and just while maintaining the highest standards of patient care.

Online Emergency Strike Captain Meetings:

October 12 at 8pm
All nurses whether a strike captain or not are encouraged to attend! 
Click here to launch meeting >>

October 17 8pm
Strike Captain Meeting 
Click here to launch meeting >>

“We made significant movement and Providence at the last minute told us that operationally they cannot agree to a staffing premium. We couldn’t disagree more with Providence. A staffing premium along with our other proposals are vital for resolving Providence’s operational issues.”- Our RN Bargaining Team: Julie Bynum, Juan Stout, Stephanie Sausman, Carrie Rimmel, Kelli Johnson, Kristen Crowder, Trevor Gjendem

Planned Parenthood Tentative Agreement Reached!

Our Union Bargaining Team is Unanimously Recommending a YES vote.

The proposed contract includes wage increases for ALL staff paid retroactively to June 1, 2023 as well as another wage increase on June 1, 2024, increase to vacation, additional Holidays, additional bereavement days, Reimbursement for screenings and vaccinations, new equity review language and staffing language as well as maintaining Health Care, PTO and Retirement.

This is a two-year contract that will expire on May 31.2025. This will give us time to enforce our contract and build a foundation of Strength and Solidarity for when we return to the table in early 2025.

Online Contract Vote: 5:00am to 5:00pm on October 26, 2023

On October 26 at 5AM you will receive an email with your unique log-in credentials and a link to all vote materials and secure ballot. The vote will be held online from 5:00am to 5:00pm on October 26, 2023. All members in good standing are eligible to vote. This will be the only way that you can vote so make sure your personal contact information is up-to-date before the online vote begins!

Update your personal contact information! >>

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Bargaining Team on-site visits!

Our Union Rep and Bargaining Team will be on-site at several different locations October 23, 24, and 25 to help answer any questions you might have about the proposal.

October 23: 9:30am-11am at Olympia
October 23: 1-3pm at Bremerton
October 23: 9:30-11am at Lynnwood
October 23: 1-3pm at Everett
October 24: 9:30-11am at Tacoma
October 24: 1-3pm at Puyallup
October 24: 9:30-1pm at Central District/Admin
October 25: 9:30-11am at White Center
October 25: 1-2pm at Federal Way
October 25: 11am-12pm at Bellevue
October 25: 1-2 pm at Northgate

We will also hold a zoom Q&A on October 25 from 3:00pm and 5:00pm for those members that we were not able to speak with while we were out in work sites. If you wish to join the online Bargaining Team Q&A ask our Union Rep or check the emailed version of this bargaining update.

We thank you for your patience and hard work and we look forward to answering any questions you may have. Please reach out to one of our Bargaining Team members or our Union Representative Charlie King at 206-436-6518.

Mason General RN Bargaining Begins!

Our Bargaining Team has met twice with Management and exchanged non-economic proposals that clarify the low census process, clean up the definition of full time, part time, transfers, notice and report process, as well as many other proposals to clean up contract language and make it more understandable. So far, Management seems to have heard what our interests are.

We have multiple meeting dates set up through the rest of October, and still need to work through economic proposals, including premiums & benefits- and specifically wages!

Our next session is scheduled for October 24.

For additional information, reach out to a Bargaining Team Member or our Union Representative Naomi Oligario at 360-662-1989

Make sure your personal contact information is up to date! Go to ufcw3000.org/update-your-information