Our union bargaining team met again with Fresenius management on Friday to continue contract negotiations. Fresenius did not make any counter proposals to what we proposed last session, but we pushed forward and made proposals on:
Read MoreWe have reached a fully recommended tentative agreement with FCH that will prevent a wage freeze. On June 30, we will have a ratification vote to make the CBA adjustments based on this agreement.
Read More
On June 16 & 17, our union bargaining team representing the Professional workers at Prov. Everett met with management for two full days of back-to-back contract negotiations: marking our sixth and seventh sessions in this contract cycle.
On Monday, Providence presented its first official counter to our wage scale proposal. While their offer still falls short of what workers at nearby medical centers are earning, our team noted significant movement towards changes to our wage scale structure that our team highlighted in our initial proposal, back on May 5, for instance, Providence's proposal:
Eliminates all ghost steps in the wage scale
Raises the step increases between each level on the wage scale and reduces the number of steps on our scale- with no loss of overall wage growth (which results in more money, sooner!)
While this was a meaningful first step, a closer look at the proposed rates confirmed there is more work ahead. Our bargaining team got to work immediately, drafting a new wage scale counter, which we returned to Providence the morning of Tuesday, June 17—holding strong to our position that the Professional workers at PRMCE shouldn't earn lower wages than surrounding Medical Centers bargained with their union three years ago...
Tuesday the 17: Building Momentum
Following our second wage scale proposal, our team noted a shift in the momentum at the table from the Employer- and the next few proposal exchanges brought positive movement from Providence, and even resulted in agreements on several important items, including:
An increase to the premium in-lieu-of benefits for Per Diem employees and Professionals with an FTE of less than .49 at PRMCE
A new Inclement Weather Article, outlining a clear process for approved time off when weather prevents safe travel to the Medical Center
Expanded Bereavement Leave protections, providing more flexibility for time to grieve and heal—including extending these benefits to Per Diem employees
On the afternoon of Tuesday the 17th, Providence returned to the table with their second wage scale proposal, which included increased rates of pay compared to their initial offer. While this movement was a positive sign, our bargaining team noted that the proposed wages would still leave us trailing behind our largest competitor—a gap that must be closed.
This is shaping up to be a critical moment for Union Professionals at Providence Everett, that this is going to take all our collective strength, unity, and solidarity to push Providence to offer the wages we rightfully deserve. If you haven't yet signed our Strike Pledge Card, take a moment now to add your name before our next-scheduled bargaining day on June 30, and mark your calendar to attend our next Contract Action Team meeting:
"This week showed real movement from Providence—but their wages still aren't cutting it. The fight's not over, and it's going to take all of us standing together to win what we're worth."
— Sara Dillon, Sr. Discharge Planner (Case Manager)
Bargaining Team: Taylor Widener, Sr. Dietician; Holly Gramse, Physical Therapist; Sara Dillon, Sr. Discharge Planner (Case Manager)
June 25, Wednesday at 6:00 PM – 7:00 PM
2810 Lombard Ave
Everett WA 98201
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 >>
Organize, organize, organize: Know a worker who wants to join a union? Send them here >>
Our bargaining team continues negotiations with Fresenius management, who came in-person after two virtual sessions. We came ready to work; however, management took a different approach.
Read MoreOn June 12, we met with hospital management for our ninth bargaining session. At our last session, we presented proposals aimed at addressing the ongoing staffing crisis, including:
$5/hour staffing premium for nurses working below the staffing plan
$5/hour Charge RN premium for nurses carrying a patient load due to understaffing or working double charge assignments
Double-time pay for picking up vacant shifts after the schedule is posted
Incentives for vacant call shifts
Break relief RNs for all inpatient units—including the OR and Emergency Department
The hospital rejected every single one of these proposals.
When we asked management to explain why they turned down solutions designed by bedside nurses to fix a staffing crisis we live through every day, their response was insulting:
"You are asking for things that we do not think you need."
Let's be clear—hospital executives do not get to decide what nurses need to safely care for patients. Nurses do.
Our patients need more RNs and more support on the floors. The only way to get there is by recruiting and retaining nurses—not just offering flashy sign-on bonuses while ignoring the needs of the people already showing up every day.
Instead of investing in long-term staffing solutions, SMMC is choosing to underpay current staff and reject common-sense incentives. They're prioritizing temporary staff over the stability and experience that long-term nurses bring to the bedside.
SMMC must face the reality: you cannot fix staffing by ignoring the nurses doing the work.
We've made it clear: We need to be competitive—with St. Joseph's, with hospitals across Puget Sound, and even with Seattle, where many Kitsap nurses are now working for better pay and better conditions.
We're awaiting a response from management, and we hope they come back with a counterproposal that reflects what we know is needed—not what they think we can settle for.
Our next bargaining session is June 18.
June 25
8:30 AM - 6:00 PM
Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Meredith Francisco, Med Surg; Lindsey Gearllach, Obs; Tammy Olson, ICU
On Monday, June 9, and Tuesday, June 10, our union bargaining team representing the RNs at Providence Centralia officially kicked off 2025 contract negotiations with back-to-back sessions with management.
Read MoreOn Thursday, June 12, healthcare technical workers at Providence Centralia overwhelmingly ratified our new union contract following a series of highly attended vote meetings! After wrapping up negotiations in just five focused sessions with management, our bargaining team is proud of the work we accomplished at the table—and proud to share this win with all of you!
Finalizing the Contract: Our union and Providence will now work to finalize and sign the new agreement. Once complete, printed copies will be distributed throughout the hospital.
Access in the Meantime: Redlined versions of the full agreement—including updated contract language and new wages—will be uploaded to our union's website so everyone can check them out right away.
Wage Increases: Our new wages will go into effect at the start of the pay period following two pay periods from June 12; which means we should see the new rates take effect in mid-July, and increases will show up on our paychecks around the beginning of August.
Experience Audit:
Within forty-five (45) days from June 12, we will receive the experience review form from Providence—based on this timeline, we expect to see the audit form be available by July 27.
Once received, we have thirty (30) days to fill it out, by including all healthcare Tech experience!
Once the experience form is closed for new submissions, Providence will notify all of us our new proposed step placement within thirty (30) days thereafter!
If you have any questions about our new union contract, please reach out to our Union Rep Collin Greer @ 360-662-1982, or contact a member of our bargaining team!
Bargaining Team: Jennifer Frunz, Mammography Technologist; Jennifer Mullins, CT Technologist; Shauna Allen, Pharmacy Tech; Shea Carney, Respiratory Care Practitioner
Let’s get together and talk about the ongoing issues at Kaiser Permanente. Get an update on Local and National bargaining and find out what we can do together to create real change for us all.
For additional information contact your Union Representative, Aisha Womack 206-436-6584 or KP Contract Specialist JJ Benson 425-306-1357
On Thursday, June 5, our union bargaining team met with Providence to keep up our fight for better wages, safe staffing, real workplace safety measures, a retirement we can count on, and a strong healthcare plan.
Despite a relatively productive day of discussions on the non-economic sections of our contract, this meeting marked the second session in a row without responses from the employer on our core issues.
Furthermore, management's non-economic proposals still haven't properly addressed some of our key demands. For instance:
Their proposal on Charge Nurse staffing did not guarantee that our Charge Nurses would be free from a dedicated patient assignment so they can ensure quality patient care and unit safety—without being stretched dangerously thin
Their workplace safety proposals ignored our demands for emergency distress beacon towers in the parking lot and a weapon detection system in the Emergency Department
They continued to reject language guaranteeing free on-site parking for nurses at PSPH; which at this time is simply maintenance of current practice
They refuse to ensure release from work duties for union bargaining team members; essential for ensuring consistent & meaningful representation at the bargaining table
We remain committed to fighting for a contract that recognizes the skill, professionalism, and dedication of every nurse. However, given the serious and ongoing safety concerns facing both staff and patients, we are deeply concerned by Providence's refusal to engage meaningfully with these proposals. We feel that these solutions are not just reasonable—they are necessary.
Lastly, despite a productive day of discussions with Providence on the non-economic sections of our contract, June 5 now marks the second session in a row without responses from the employer on our wages, safe staffing language, or retirement & health plan proposals.
We continue pushing for meaningful progress on the issues that matter most: safe staffing, real workplace safety measures, strong union rights, and protections that reflect the work we do every day. We remain committed to fighting for a contract that recognizes the skill, professionalism, and dedication of every nurse.
Your bargaining team: Mary Bloomberg, Surgical Acute RN; Haley Sweet, Neurology RN; Jacob Kostecka, PACU RN; Kelly Williams, Inpatient Psychiatry RN; Melanie Oakes, ED RN; Darlett Holm, SADU West RN; Andy Dusablon, PACU RN; Grace Kraege, ED RN; Julia Douglas, Sepsis RN; Ashley McBride, L&D RN Not Pictured: Mike Staley, SADU RN
June 12, 2025
8:00 PM - 9:00 PM
In Person: 906 Columbia St SW STE 330 Olympia WA 98502
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:
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.
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.
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.
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
We started by presenting a non-economic proposal—focused on cleaning up outdated and unclear contract language. Management reviewed our proposal and returned with a few tentative agreements (TAs) where we were able to find common ground.
Read MoreAfter 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.
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
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.
June 12
June 18
June 26
If you haven't already, sign our Strike Pledge Card! >>
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
On Thursday, May 15, our union bargaining team met with Providence Everett management to continue negotiations on our 2025 union contract.
Read MoreOn Friday, May 16, our union bargaining team met with management for the fifth day of contract negotiations in this cycle.
Read MoreWe focused on economics Friday as we bargained with management. Their initial wage proposal did not align with other local hospitals. Our response was a market-competitive proposal that takes into account the rising cost of living and the challenges of retaining and recruiting workers. We talked about differentials and premiums, along with the role of preceptor, student coordinator, and the importance of paying wages that recognize past experience.
Read MoreOn Thursday, May 15 our Bargaining Team met for our seventh joint bargaining session with Saint Michael Medical Center. In the morning, we passed our fourth comprehensive economic proposal to management for consideration.
Read MoreOn May 13 and 14, our RN Bargaining Team met with Providence St. Peter Hospital management for an eventful series of negotiations. These back-to-back sessions began with management presenting their initial economic counteroffer and concluded with our team making our final new proposals on retirement and healthcare.
Read MoreAfter many long months of working with the Employer we have reached a tentative agreement on the accretion of the Mares Campus & EEG Techs.
Read MoreWe 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.
