Join nurses, community, and patients at this candlelight vigil. Support nurses in their upcoming ULP strike for patient safety. Nurses are fighting for their community and patients. Show Providence we stand united!
November 16 at 5:30PM Vigil at the Drew Nielsen Neighborhood Park (Colby Ave & 13th St, Everett, WA 98201). Vigil begins at 6PM.
Contact: Anna Minard, aminard@ufcw3000.org, (206) 436-6587
PRESS CONFERENCE:
WHO: Providence nurses, union leaders, community allies
WHAT: Announcement of impending nurses strike at Providence Regional Medical Center Everett
WHEN: Monday, November 6, 11:00 AM
WHERE: UFCW 3000 Strike Headquarters – Everett Labor Temple, 2810 Lombard Ave, Everett, WA 98201
Everett, WA – Over 1,300 nurses at Providence Regional Medical Center Everett are set to walk out on an unfair labor practice strike at the hospital, where chronic understaffing continues to threaten the safety and wellbeing of patients and their nurses.
Nurses will hold a press conference at 11 a.m. on Monday (11/6) to announce strike dates and discuss the issues behind the strike. Speakers will include nurses, UFCW 3000 union leadership, and community allies supporting the nurses.
The UFCW 3000 union bargaining team and Providence management finished a final bargaining session today (Friday 11/3) at 5 p.m. without reaching a deal to address nurses’ core issue of patient safety, which is continually undermined by inadequate staffing levels at the hospital and the inability to recruit or retain qualified nurses.
Nurses at the hospital voted on October 19 to authorize a strike; the strike vote carried with 97% approval.
After many months of bargaining over a new union contract, Providence management has refused to address the staffing issues plaguing the busy hospital. Hundreds of nurses have left in a mass exodus in recent years; those remaining are demanding accountability from the hospital’s management to create a safer environment for nurses and patients.
Nurses primary demand is that hospital management engage in good-faith bargaining and come to mutual agreement on a contract that includes provisions to ensure safer staffing levels as well as transparency and accountability measures meant to renew community trust in the local hospital.
While striking is a last resort, dedicated nurses have been left with no other choice to address the unfair labor practices during bargaining and ongoing safety issues. Providence Everett nurses have been raising understaffing and safety concerns for years, and were instrumental in advocating for new statewide hospital staffing standards that were passed by the legislature in 2023.
Providence management has conceded that nurses’ wages are not competitive, meaning that staff continue to leave for better staffing levels and higher wages at other area hospitals, continuing the vicious cycle of low staffing.
The hospital is currently being sued for wrongful death after a patient became unresponsive in the ER lobby and died after allegedly waiting over 4 hours for medical attention.
ALERT: 10 Day Notice for our 5 day ULP Strike Given Today!
We are nurses, advocates for patient safety, and the backbone of Providence Everett (PRMCE). We made our position clear by an over 97% vote- that Providence had to either come to the table and in good faith consider our common-sense solutions to the major issues facing our coworkers and patients, or we were ready to engage in a ULP Strike.
Providence in bad faith dismissed previously agreed upon agreements solely based on our shift away from expedited negotiations. This not only hindered the bargaining process but also raised doubts about their commitment to engage in good-faith negotiations.
We interpret these actions as punitive measures on the part of Providence Everett, including the refusal to honor previously established tentative agreements from expedited bargaining. These punitive measures, in our view, constitute an unfair labor practice.
After a long day of bargaining the next step is clear: the time to stand up is now!
It's time to make our voices heard and demand that Providence bargain in good faith.
Today we gave our 10-day notice for a ULP strike. Our strike will start November 14 at 6 a.m.
In response to our efforts to rebuild trust and enhance patient safety within our community, Providence said: They are not interested.
In response to ensure safe staffing, Providence responded: They are not interested.
In response to fairly compensating us and to ensure we are leaders in the industry, Providence responded: They are not interested.
Our Bargaining Team has put forward comprehensive proposals, which included safe staffing accountability, night shift nurse longevity, community responsibility, competitive wage increases, recognition for years of experience, 12-month step progression, and retention bonuses. We made these suggestions to ensure that we can provide the best care possible for our patients.
Unfortunately, PRMCE rejected our common sense solutions and instead has committed unfair labor practices by not bargaining in good faith.
We urge all nurses at PRMCE to stand up for safe staffing and a contract that attracts and retains staff. Starting from November 14 at 6am, do not report to work, and join our ULP strike line. Sign up for a strike shift on ufcw3000.org/strike to ensure that our collective action is organized and effective.
Important events over the next 10 days:
November 4-13: Union Staff will be at Colby Campus or Pavilion Bistro Campus daily from 5am– 8am & 11am- 2pm to assist with strike paperwork and strike shift sign up
November 6: Press Conference at 11am @ Strike Headquarters: 2810 Lombard St. Everett 98201
November 7: Strike Picket Making Party from 4 – 6pm @ Strike Headquarters: 2810 Lombard St. Everett 98201
Leaflet grocery stores by PRMCE from 3-5pm Grocery Store Leaflet (RSVP with Rep Anthony Cantu)
8pm Strike Captain Meeting via Zoom w/ ULP Training https://us02web.zoom.us/j/81373254464pwd=aVV0d3Q1YlhGaHByeVRycGV3QkF2QT09
Nov 8: Telephone Town Hall Strike Q&A with UFCW 3000 President and Nurses at 7:30pm (You will receive a call from UFCW 3000 at 7:30pm, just pick up the phone!)
November 11: Neighborhood leaflet @ 11am (RSVP with Anthony Cantu)
November 14: 1st day of the ULP Strike @ 6AM
To receive strike benefits including emergency family resources, 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 to Union staff. Come to the Colby Campus or Pavilion Bistro Campus daily from 5am– 8am and 11am –2pm.
Our commitment to patient safety and our colleagues is unwavering, and it's time for PRMCE to take action that aligns with our priorities of providing above standard and safe care to our community. We will strike for what is right, and we will prevail!
Let's strike, united and unyielding, on November 14th, and together, we will ensure that our community and our patients’ voices are heard!
In an attempt to address the immediate retention and recruitment issues at Trios Health the Bargaining Team and Administration met to discuss the possibility of extending the current contract with an increase to compensation and some other small changes. After two long days of conversations, we were able to reach a tentative agreement that will close the gap in compensation with our geographic competitor which we believe will help make our hospital the most desired place to work in the region.
Our Bargaining Team worked hard to make sure that everyone got substantial economic increases and that premium pays were also increased in many areas including Charge Nurse, On-Call, Night shift differential, Preceptor and PRN differential.
Monday, November 13
7am—11am
Care Center Conference room, 3rd Floor
A complete document of the contract and the new wage scale will be available at the vote with our Bargaining Team to answer any questions and address any concerns you may have. You must be a member in good standing to vote. For questions, please reach out to your Union Rep Juanita Quezada @ 509-340-7407.
Our Trios Health Bargaining Team (L—R): Union Rep Juanita Quezada; Holly Hurst, Med Surg RN; Jamie Bezotte, ER RN; Tamara Ottenbreit, Birthing Center RN; Keishi Nitta, ICU RN; Not pictured: Stephanie Weibe,OR RN
Bargaining Team: Pharmacist Brent Kirshenbaum, Social Worker Brittany Owen, and Mental Health Technician Ramona Strassburg (stand-in)
“I am excited about being a part of the bargaining process and to advocate for my fellow healthcare professionals.”
—Brittany Owen, Social Worker
Your Union Bargaining Team has met with MultiCare a few times and exchanged proposals. Through their commitment to the process and advocacy for their coworkers, we have made some progress.
Contract language that has been tentatively agreed to include:
Status Review: a process for part-time employees to have a review of their FTE if continuously working over their assigned FTE.
Evaluations: requiring the employer to maintain a system which provides for employee evaluations on a probationary and annual basis.
Recall: a process the employer must follow to reinstate any employee who has been laid off.
Nondiscrimination: the absence or avoidance of discrimination, officially affirming a federal government policy of nondiscrimination in employment.
Important proposals we are still working on are:
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.
Preceptor: clarifying the role and responsibilities of preceptors within our workplace along with a market competitive premium.
Labor Management Committee: establishing a committee to give workers a voice after contract negotiations are over.
Our Bargaining Team is working on other issues and will continue to focus on the above issues as we reserve most economic proposals for later in the process. Other bargaining dates that have been confirmed include November 2 and 9; we will be requesting additional future bargaining dates from Management.
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.
Your 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 do not hesitate to reach out to your dedicated Union Representative Ian Jacobson at 206-436-6550.
For the past year, we’ve called on Kaiser Permanente to partner with us to address the staffing crisis. We’ve told KP management that increasing pay is a key part of fixing the staffing crisis. KP refuses to reopen our contract to address ATB raises to reflect the dramatic change in inflation, the labor market, employee morale, and staffing shortages that have occurred since 2021. KP says they will not make the changes needed to address the current staffing crisis and does not acknowledge how conditions have changed since two years ago. KP’s response does not reflect partnership or a commitment to employees. Kaiser Permanente executives continue to bury their heads in the sand about what our members are experiencing.
At a time when the CDC is calling on healthcare systems like Kaiser Permanente to take immediate steps to address worker burnout, KP refuses to honor our contributions.
In a recent Alliance survey:
95% said the staffing crisis is affecting patient care and access.
90% said the staffing crisis has increased stress and impacts our mental health.
Increasing wages and improving working conditions were the top two solutions to address the staffing crisis.
Our survey results showed what many of you already know - the staffing crisis at KP is dire and demands an urgent comprehensive response. And yet Kaiser Permanente refuses to take tangible actions to address the staffing crisis with wage increases and improved working conditions.
We must continue to push KP at the national level and at the front lines to do the right thing and WAGE UP! If we want to be competitive and provide the care and service our patients deserve, KP needs to act now! Join us and call on KP to Wage Up, Staff Up, and Partner Up, today.
Our Alliance-KP National Agreement calls for a 2% lump sum effective this October, based on earnings in the prior 26 pay periods. As is unfortunately typical of KP’s flawed HR connect system, it is taking KP a long time to calculate the correct payments. KP has told us you should expect to see your lump sum on either November 10 or November 17 depending on the pay period cycle in your region.
The lump sum will be based on actual earnings during the 26 pay periods of the prior contract year, including base pay, overtime pay, differentials, sick and vacation pay, etc. The calculation does not include bonus and benefit payments. It is based on actual earnings, not FTE status, so employees
On November 3, we will be in negotiations with PRMCE. By the end of that day, we hope to either reach a mutually acceptable agreement, but in the absence of one we will be prepared to issue a 10-day strike notice. We are holding an emergency bargaining update meeting on November 3 at 8pm after negotiations with the Employer via Zoom for strike captains. The meeting is open to all nurses who wish to join us!
Meeting ID:814 0844 3293Passcode:000410
One tap mobile: +12532158782,,81408443293#
We previously shared that nurses need to complete a W4 form , I9 form, and share identification documents to receive Union Strike Benefits. We have now been able to simplify the process to one single W9 form! This also means the benefit will not be taxed.
To receive Union 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 form. We apologize for the inconvenience.
Our contract was ratified on October 26, 2023, and it includes improved wages, benefits and working conditions.
“The past 6 months of bargaining has been a humbling experience. Bargaining Team members were both inspiring and dedicated. Their commitment to establishing labor rights for our bargaining unit, most of whom we have never formally met, is to be commended. We represented a diverse bargaining unit during this process, and I am proud of every individual that shared their personal story with me or my team members. It is your testimony that inspired the changes we fought for. I could not be prouder to be a part of a Bargaining Team that genuinely argued for equality and equity for our entire unit. I am honored to be a part of this process and to have colleagues that are TRULY aligned with labor rights.” —Melissa Grindstaff, Bargaining Team
“As a Planned Parenthood employee and UFCW member for the last 12 years, this was my first contract negotiation, and I learned so much! It was fascinating to see how negotiations worked from the inside and how to manage the dynamics of the process both virtually and in person. I enjoyed not only being able to provide my colleagues with information about how negotiations were going, but also being able to be a sounding board about their concerns as things progressed. I am eternally grateful for the passion, knowledge, and support of everyone who served on the Bargaining Team!” —Michel Metcalf, Bargaining Team
“Thank you to all my coworkers who bravely and vulnerably shared their stories in effort to win new and Improved benefits, safeguards and fairer pay. This new contract builds upon all the hard fought victories of years past since we unionized in 1985. When we talk, we realize we are not alone. We are stronger together asking for what we need to do our work and serve our patients, to thrive not just survive.” —Alison Deboise, Bargaining Team
Please reach out to a Bargaining Team member or contact Union Rep Charlie King @ 206-436-6518 with any questions or concerns.
UFCW 3000 is a union that runs on democracy. Our Executive Board of over 40 members like you, and our union's top three officers (President, Secretary Treasurer, and Recorder), are all elected by the membership. Similarly, each member gets the opportunity to vote on their contract, which governs their wages, benefits, and working conditions.
On Tuesday, October 24, the top officers, President Faye Guenther, Secretary Treasurer Joe Mizrahi and Recorder Maria Milliron, and the rest of the Executive Board were sworn in to a new term. Under their leadership, our union is helping to lead the way in partnering with many other locals, community organizations, elected officials, and others to advance our rights and benefits and improve and enforce laws at the local, state, and federal levels. We are also excited and looking forward to pursuing the goals in our UFCW 3000 Strategic Plan for building a stronger union.
Kim Cordova, President of UFCW Local 7 was our special guest to help with the swearing-in process. Local 7 and Local 3000 have been staunch allies through many fights and we thank Kim for helping us out!
Event Info: Everett Canvass/Lawn Sign Distribution: 11:00 am - 2:00 pm PDT - Milkhouse Coffee Company, 4405 Rucker Ave, Everett, WA 98203.
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.
Event Info: Spooktacular Sign-Making Soiree: 4 pm to 8 pm at the Snohomish County Labor Temple, 2810 Lombard St., Everett, WA 98201.
Event Info: Every Tuesday at 8 pm via this link:https://www.mobilize.us/ufcw3000/event/575629/
Let's start talking about RN Contract Bargaining! Join UFCW 3000 union reps and nurses from Prov Everett for a ZOOM call and get an update on current hospital grievances, the upcoming contract bargaining campaign, and best practices on how to get involved to set nurses up for success!
This year, over 10,000 workers at Providence hospitals across Western Washington—including PRMCE, Providence St. Peter, Providence Centralia, and Swedish—will be negotiating their union contracts. Here at PRMCE, the Professional and Technical units are currently bargaining.
Kristen Crowder works as a Registered Nurse at Providence Regional Medical Center Everett and is an active leader within the hospital as a shop steward, a member of Providence Everett bargaining team, the Hospital Staffing Committee, and an advocate on the RN Conference Committee.
Workers striking at PeaceHealth Hospital in Vancouver WA are the latest healthcare workers whose employers have left them no choice but to strike as they fight for a fair contract. Their top issue is safe staffing—just like UFCW 3000 nurses at Providence Everett, Kaiser Healthcare workers across the country and at SEIU 1199 NW in Washington State, and many others. Healthcare workers and workers in general have reached a breaking point with corporate, executive, and investor greed that has put our families and communities in crisis. UFCW 3000 stands in Solidarity with the Oregon Federation of Nurses and Health Professionals AFT Local 5017, their members, and anyone engaged in this fight!
To find out more The Columbian has a good article about this strike.
On October 26, our Bargaining Team met with Management for our TENTH negotiation session.
Management reviewed our proposal on economics, and they disregarded our efforts to find a compromise. We are under market at the beginning steps of the wage scales to attract new talent and be safely staffed. It’s frustrating that we were only given three hours for negotiations today because of Management’s time zone conflicts.
Our next bargaining session has been pushed from November 9 to November 28 due to WhidbeyHealth’s administration conflicts.
Wear your union swag, as your wages and benefits depend on your participation. Find Jennifer in the Lab or the next time our Union Rep Celia is on site on November 6 for more information.
If you have any questions about the bargaining process, please contact our Union Rep Celia @ (360) 419-4678.
Our Bargaining Team met with Management once again on Monday, October 23. We have continued to trade proposals, with our side of the table trying to get as much experience recognized on the existing RN wage scale for purposes of placement.
Since 100% credit for nursing experience would mean very healthy raises for those of us with multiple decades in this field, it has continued to be a challenge to get a tentative agreement we can present for a vote. Management has given us variations on two ideas, one which would credit 50% of our experience and place us on the existing scale, and another which creates a second wage scale just for Case Managers. This second option does not appeal to us, because the top steps of the wage scale are lesser than those of the existing RN scale, even though they are offering to place us further along the scale.
As you will know by the time this reaches you, we will have met with as many of you as we can to discuss this. We hope to get a strong sense of how we all feel we should proceed before we schedule another bargaining session. Please reach out to a Bargaining Team member or Union Rep Brandan Zielinski @ 206-436-6603 with any questions.
Bargaining Team (L—R): Mary Briles, Case Manager RN; Melissa Macchiarella, Case Manager RN; (not pictured: Alison Studeman, Case Manager RN)
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.
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.
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.
*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.
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
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.
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
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.
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!
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!
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.
