Providence Centralia Hospital Technical - Celebrating Wins, but Still Holding The Line!

On Wednesday, May 28, our union bargaining team met with management for our fourth day of negotiations representing the Technical workers at Centralia Hospital. At yesterday's meeting, we held two joint-sessions with Providence, one in the morning and another in the afternoon. Across these two exchanges of proposals, we're feeling like serious progress has been made on achieving the contract PCH Tech workers deserve:

Progress on Non-Economic Proposals

We opened the day by presenting responses to a number of open non-economic Articles; key topics including:

• A new Workplace Safety article, to ensure stronger protections for workers and patients alike.

• Enhanced Bereavement Leave, recognizing the importance of time to grieve and heal.

• New shift assignment language, aimed at prioritizing union workers for pre-scheduled extra shifts before travelers or agency workers.

• Donning & Doffing clarification; workers who wear hospital scrubs should have appropriate (and paid!) time to do so.

• Bargaining team release time, reinforcing the importance of having our full union bargaining team present, prepared, and ready to represent coworkers at the table.

In our morning session, we also received Providence's second compensation proposal. While the employer made minimal movement on premiums and differentials; increasing the Preceptor Premium by just $0.25 and the 2026 across-the-board increase by .25%; their latest proposal on wage rates was far more encouraging:

Providence moved significantly closer to our union's wage rate proposals, in some cases offering rates that exceed hospitals in Olympia and Tacoma. This signals positive momentum. Our team did identify several classifications that are still falling short of market standards, and in the counter proposal we returned, we continued to push for equity across all positions.

Afternoon Session: Holding the Line on Key Economic Proposals

We responded to management's second wage proposal and highlighted our demand that all wage rates reflect competitive, market-based standards. We also held the line on key priorities, including:

• Shift incentives for staff who pick up extra shifts beyond their FTE

• Additional compensation for workers with multiple specialty certifications or advanced degrees.

What's Next?

Our team is eager to return to the bargaining table at our next scheduled session on Monday, June 2. Considering the progress made on May 28, we're hopeful that this momentum continues, and Providence continues this movement in the right direction!

Our Bargaining Team: Jennifer Frunz, Mammography Technologist; Jennifer Mullins, CT Technologist; Shauna Allen, Pharmacy Tech; Shea Carney, Respiratory Care Practitioner

"We're excited to see things moving in a positive direction. June 2 can't come soon enough! We're ready to keep the pressure on, and fight for real progress and the fair pay we deserve; in line with what neighboring hospitals are already offering!"

— Shauna Allen, Pharmacy Technician

Sign the strike pledge card: We need to show Providence we're ready to do what it takes to get what we deserve. Sign the strike pledge card or ask a fellow member to sign it if they haven't already.

Step up! We need department leaders to keep members engaged in the fight. Providence United — UFCW 3000

Organize, organize, organize: Know a worker who wants to join the union? Send them here.

Providence Mt. Carmel RN - Our Bargaining Team Met Strong Resistance from Providence the First Two Days of Bargaining

We just completed our first two days of negotiations with Providence. Our bargaining team came ready to bargain and gave a complete comprehensive proposal to Providence that included:

• Market wage increases that are competitive with Spokane Holy Family and will help us retain and recruit nurses to serve our rural community

• Paid education days like other Providence Hospitals

• Supplemental scheduling

• Premiums for nurses who are unable to move to newly awarded positions because Providence hasn't resolved their staffing crisis

• Sleep area for call staff required to stay on premises

• And more!

These sessions were not just hard; they were frustrating and at times deeply uncomfortable. Providence's attorney created an environment that made members of our team feel dismissed and disrespected. It quickly became clear that Providence doesn't see rural hospitals as deserving of the same standards or respect as our peers in urban hospitals.

"We walked away from the table deflated and discouraged. We don't feel like their attorney came prepared to bargain in good faith. We are hoping when we get back to the table it will be different. Now is the time to RALLY together, we must be prepared just in case it's not."

— Our bargaining team

We asked Providence for additional dates through the next few months; however, management claims they are only available to meet in person again on July 29, 30, and 31. Our bargaining team finds it difficult to believe that Providence is not available until the end of July, and this delay feels like a tactic to frustrate progress at the table.

Please watch for additional information on how you can get involved in fighting for a fair contract we all deserve.

United we stand, divided we beg.

If you have any questions, please reach out to our bargaining team or the Union Representative Lenaya Wilhelm at 509-340-7369.

Bargaining Team: Georgia Davenport, RN; Rebecca Landers, RN; Laura Swanson, RN

Central Washington Hospital - Mares Campus & EEG Techs Accretion Ratified!

After many long months working with management, we have accreted the Mares Campus and EEG Techs into the Central Washington Hospital Techs contract! We joined work sites into a mature contract at Central Washington Hospital. We maintained seniority for all, the accreted members gained a 403b retirement plan, the new members finally have a wage scale and all the job protections and security they have been waiting for, and so much more.

If you know someone that has not yet signed up to become a Union Member, please direct them to the UFCW3000.org website for more information or reach out to your bargaining team.

SOLIDARITY among the work sites was impressive from the start and grew stronger as we moved through the process! As one team we will have the strength to fight for a fair contract that we can all be proud of.

United We Stand. Divided We Beg.

Bargaining Team: Monica Meloy, Randi Eckhart, Jason Sherwood, Danna Joyner, & Bethany Sapp

If you have any questions or concerns reach out to our bargaining team or Union Representative, Amy Radcliff, (509) 340-7370.

"After a few long months bargaining has paid off and the accretion is complete! It has felt good to part of something bigger, knowing that my work was valued and that I had support if any issues arose! The experience proved that when we stand together real change is possible & we were the ones who made it happen!"

— Danna Joyner, GI Tech

"We are excited with the future at hand bringing in almost 100 new members to our union! The future is bright for Confluence Health employees and UFCW 3000. Thanks for all the hard work from everyone involved."

— Jason Sherwood, Nuclear Medicine Tech

St. Michael Medical Center RN - Bargaining Update

This Wednesday, May 21 our bargaining team met with leadership of Saint Michael Medical Center for what was our eighth bargaining session.

In the morning we presented ideas on how we might come to agreement on major outstanding economic issues, including:

• Staffing

• Charge Nurse duties

• Mandatory Call

• Open Call

• Break relief shifts

While we caucused after this, we began the process of crafting our next set of other economic items not addressed above such as wages and premium pay.

In the afternoon, management responded on the outstanding non-economic issues we do not have Tentative Agreements on already. This shrinking group of sections of the contract we need to respond to them on includes the Residency Program, precepting, and our proposed workplace violence prevention program.

"We have many Tentative Agreements, but we are still hoping for some more movement from management on major economic issues."

— Lindsay Gearrllach (OBS)

We're asking everyone to start wearing gold and blue UFCW 3000 swag on bargaining days! We'll be distributing bandanas and other items to show unity and solidarity.

Next Bargaining Dates

• June 12

• June 18

• June 26

Strike Pledge Card

If you haven't already, sign our Strike Pledge Card! >>

Contract Update Meeting

May 27
7:00 PM

If you are not receiving our bargaining updates or emails, please Update Your Information! >>

Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Meredith Francisco, Med Surg; Lindsey Gearllach, Obs; Tammy Olson, ICU

Providence Centralia Hospital Technical - Bargaining Update

Providence Centralia Hospital Technical
Bargaining Update

Working to Raise Wages at All Steps

On Thursday, May 8, our union bargaining team met with Providence Centralia management for our third session of contract negotiations. Today marked a notable step forward, as we received the employer’s first counter to our wage and compensation proposal.

We were cautiously optimistic in reviewing management’s response, as their initial proposal similarly addressed a few of the key priorities we’ve raised at the table—most notably, eliminating “ghost steps” on the wage scale, as well as providing an outline for an experience audit process to ensure Technical workers at PCH are paid at the rate which aligns with their years of experience.

But there’s still room for improvement: the employer’s counter showed little movement on premiums—aside from a proposed increase to evening and night shift differentials; rates for standby (on-call), lead and preceptor pay, and weekend shift differentials were proposed at the current rates in our CBA.

In response to the employer’s counter, our team got to work drafting a response of our own—carefully reviewing each job classification’s current pay, comparing these to the rates being earned by healthcare workers at other regional hospitals, and building a strong second proposal on compensation and wage rates. We presented this proposal to management in the afternoon, and in our response highlighted that while we recognize the employer’s movement toward increasing compensation, our position still stands that the high number of vacancies across many of our units proves that stronger action is needed to truly attract and retain technical workers from across the region—management must offer highly competitive compensation to make Providence Centralia the destination caregivers want to commute to—not away from.

Beyond our wage scale, we maintained a proposal to increase various premium rates and included changes to the structure of some existing premiums to incentivize career growth, and reward skill development for workers who hold additional certifications or bachelor’s or master’s degrees.

We’re looking ahead to our next-scheduled bargaining date on May 28 to continue negotiations and working toward a strong contract!

Bargaining Team: Jennifer Frunz, Mammography Technologist; Jennifer Mullins, CT Technologist; Shauna Allen, Pharmacy Tech; Shea Carney, Respiratory Care Practitioner

"Our focus is to win a contract that respects our hard work, addresses staffing, and makes Centralia a place Techs choose to stay!"

— Shea Carney, Respiratory Care Practitioner

Contract Action Team Meeting

May 15
7:00 PM – 8:00 PM

Take Action

• Sign the strike pledge card: We need to show Providence we’re ready to do what it takes to get what we deserve. Sign the strike pledge card >> or ask a fellow member to sign it if they haven’t already.

• Leaders in Action:
  May 31
  10:00 AM – 4:00 PM
  Olympia Labor Council Building
  How to Strike and Win >>

• Step up! We need department leaders to keep members engaged in the fight. Providence United – UFCW 3000 >>

• Organize, organize, organize: Know a worker who wants to join the union? Send them here >>

St. Michael Medical Center RN - Bargaining Update

On Thursday, May 8, our bargaining team returned to negotiations with the hospital and presented a comprehensive set of both economic and non-economic proposals. We are still apart on elements of our proposed workplace safety language. That said, we were able to tentatively agree on items such as:

• Enhanced new hire orientation language to better support incoming staff

• A shortened review window for per diems—from six months to three months—to assess eligibility for an FTE position

• Clearer language on paycheck errors, ensuring timely resolution

• Refined staffing committee language to align more closely with the staffing law SB 5236

Our economic package proposal was met with some familiar objections, particularly to our pension proposal, which management claimed would strain their ability to provide more significant wage increases. We reiterated that whether we're talking about a pension, a longevity bonus based on years of service, or staffing ratios with associated premium pay, all of these are designed to encourage retention of experienced RNs at SMMC.

We asked management directly: What do you propose to retain RNs?

In response to our proposal allowing RNs to access EIB after eight hours (instead of the current sixteen), management countered with language from the SMMC Professional and Technical Workers' contract that would significantly reduce the total amount of PTO we currently accrue. Their justification? It would allow for first-day use of all sick leave. This is not the trade-off we were looking for.

We're asking everyone to start wearing gold and blue UFCW 3000 swag on bargaining days! We'll be distributing bandanas and other items to show unity and solidarity.

Next bargaining dates

• May 15

• May 21

Sign our Strike Pledge Card >>

Next Contract Action Team Meeting

May 15
7:00 PM - 8:00 PM
Virtual via Zoom

"We need EVERYONE to sign the dang strike pledge cards to show management we are serious about getting the BEST contract possible!"

— Tammy Olson (ICU)

Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Tammy Olson, ICU; Lindsey Gearllach, Obs; Meredith Francisco, Med Surg

PRMCE Professionals - Bargaining Update — Wage Scale Overhaul Begins

On Monday, May 5, our union bargaining team representing the Professionals at Providence Everett returned to the table for our fourth session of contract negotiations with management.

Over the past several weeks, we've laid the foundation for these negotiations by presenting strong non-economic proposals focused on safety, equal opportunity, and critical workplace protections. At our most recent session prior to this one—April 8—we began the shift toward economic issues by introducing proposals related to wage premiums and differentials.

This week, we took a major step forward: our team presented Providence with our initial proposal on compensation and wage scales—a key priority for Professional workers across Providence Everett.

From the early stages of this process—dating back to our contract audit on January 8—it's been clear that our wage scale needs serious improvement, and we identified several high priorities:

• "Ghost steps": years of service with no pay increase

• Low progression between steps, often just 1.75% increase for each step

• Overall wage rates that fall below regional standards for comparable Professional roles—and fail to reflect the value of the skilled, life-saving work we do every day

Taking all of this into consideration, we delivered a comprehensive, forward-thinking proposal designed to correct these inequities, which includes:

• Clearer standards for recognizing prior relevant experience, ensuring new hires and current employees are fairly placed on the wage scale

• A restructured wage scale that removes all ghost steps, increases the percentage between steps (so members progress faster), and shortens the overall length of the scale—helping us reach top pay sooner

Management listened to our presentation and took the proposal under review. While they have not yet offered counters, we made it clear that our approach is both transparent and data-driven. We walked through the rationale behind each of our structural changes, because we believe there should be no mystery in our demands: we are calling for fair compensation.

Contract Action Team Meeting

May 14
6:30 PM - 7:30 PM
Teamsters Local 38 Union Hall

• 2601 Everett Ave

• Everett, WA 98201

"We are proud of the work we did to build a strong, evidence-based proposal. We feel like it represents the priorities of our coworkers, and the reality that our pay here is just too low... we're looking forward to keeping up the conversation and ensuring that we earn what we deserve!"

— Taylor Widener, Dietitian

Your bargaining team:

• Taylor Widener, Senior Dietitian

• Holly Gramse, Physical Therapist

• Sara Dillon, Senior Discharge Planner (Case Manager)

Take Action

• Sign the strike pledge card: Show Providence we're ready to do what it takes to get what we deserve. Sign the strike pledge card or ask a fellow member to sign it if they haven't already.

• Leaders in Action: "How to Strike and Win"
  May 31
  10:00 AM - 4:00 PM
  Labor Temple
  Register here

• Step up! We need department leaders to keep members engaged in the fight >>

• Organize: Know a worker who wants to join a union? Send them here >>

• Update your contact information: Click here >>