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!
Read More"We at St. Joseph Hospital ratified our contract unanimously. We are delighted with our new contract!"
— Maegan George, Bargaining Committee Member
Congratulations to Saint Joseph's RNs who ratified their new three-year contract. RNs at St. Joseph Hospital will see an 11.5% wage increase over the next three years, as well as increased premiums and other benefits. We worked hard with Management to improve many aspects of our working lives and feel that this contract is moving in the right direction. We deserve a contract that reflects the hard work we all do every day, and we can only do that by staying involved and informed.
On Tuesday, July 16, your bargaining team met once again with the hospital for another joint negotiation session. As we move deeper into bargaining, we've begun identifying our top priorities—but we can't win the contract we deserve without nurses stepping up. We'll be discussing these priorities at our next Contract Action Team (CAT) meeting (date will be announced next week), and we need more nurses to get involved and show the hospital that we're united, organized, and ready to fight.
Incremental increases to charge/resource nurse premium pay over the life of the contract
New language confirming the intent that charge nurses should not carry patient loads—with a commitment from leadership to exhaust all other RN options first. This is a direct result of nurses demanding safe, manageable assignments.
Preserving our current PTO and EIB accrual rates—a win in the face of the hospital's push to move RNs onto a PTO/Sick bank with less accruals.
We also pushed the hospital hard on issues they continue to sidestep:
Establishing a break relief system that complies with the law and guarantees nurses real, uninterrupted breaks.
Basic safety measures to protect RNs on the job. Nurses deserve a workplace where their safety isn't up for debate.
Real incentives for mandatory call shifts that establish a more equitable system for call and incentives to cover vacant call shifts.
We're also preparing to launch a community action campaign—and we need your help spreading the word. Share our message with your friends, family, and neighbors. The more voices we have behind us, the louder we'll be.
| Hospital Proposals | UFCW 3000 Proposals |
|---|---|
| Wages: 5.25% two pay periods after ratification, 3.25% in 2025, 3.50% in 2026 | Wages: 13.75% in 2025, 5% in 2026, 5% in 2027 |
| Hospital Base rate: |
St. Joe's Base Rate: $46.02 (2025), $47.86 (2026), $49.77 (2027) |
| Rejected longevity and retention bonuses | Proposed longevity and retention bonuses |
| Rejected pension proposal and did not propose improvements to the 401k plan | Proposed that RNs maintain current CHI's 401k plan and Employer make contributions to a variable annuity pension plan, like the one St. Joe's Pharmacy and Jefferson Healthcare RNs currently have |
| Rejected understaffing premium | Proposed $5/hour understaffing premium |
| Rejected float premium for non-float pool nurses | Proposed float premium for non-float nurses floating within the hospital |
| Rejected staffing ratios | Proposed safe staffing ratios aligned with national nursing standards |
| Rejected incentive for picking up vacant shifts; offered 1.5x pay only for .9 FTEs+ picking up a shift on their day off | Proposed incentive for all vacant shifts that fall below 80% of the staffing plan |
| Rejected premiums for covering surgical tech or CV tech roles; proposed only $1 certification pay for RCIS or RCES. NEW Will be paid the higher wage rate if performing work of a higher paid classification. | Proposed $2–$5 premium for RNs covering surgical or CV tech shifts |
| Proposed security systems installed by May 2026 in new tower units | Proposed security systems by December 2025, aligned with the tower's expected opening |
| Rejected weapon detection systems in the Emergency Department | Proposed installing weapon detection in the Emergency Department |
| NEW Proposed mandatory navy blue scrubs $100 stipend | Rejected mandatory navy blue scrubs |
| Proposed mandatory call shifts and a $15–$20/hour bonus only after the final schedule is posted | Proposed $15/hour for picking up before the schedule posts, $20/hour after, and limits on mandatory call |
| Proposed 1.5x pay for .9 FTEs+ picking up shifts on days off | Proposed incentive 1.5x or 2x for all vacant shifts that fall below 80% of the staffing plan |
| NEW Proposed a 1-year pilot break relief assignment (not a position) for inpatient units only, including OR and ED | Proposed four dedicated break relief RN positions for all units within 21 days of ratification |
|
Tentative Agreements:
|
|
We have reached a thoroughly recommended tentative agreement with FCH regarding the new Overtime calculation method, which will be calculated by the minute instead of rounding.
Read More
On the early morning of July 18—following a nearly 24-hour bargaining session—your union bargaining team representing the Technical workers at Providence Everett is proud to announce that we have reached a tentative agreement on our new contract!
Vote meetings have been scheduled, and all PRMCE Techs are encouraged to attend!
Key wins in our new agreement include:
Wages & Pay Scale:
Significant & highly competitive wage increases across all job classifications!
Removed all "ghost steps"
No more minimum hours required to qualify for step increases!
EIB Day One: Access to our Extended Illness Bank on the first day of a qualifying illness or absence.
All new contract language about workers who travel between Colby & Pacific campuses; cases being canceled when we're already on our way to the hospital while on Standby; and addressing a "sunset" period for documented corrective actions or disciplines
"Our union bargaining team worked incredibly hard for this win—and it shows! We focused heavily on wages that will benefit everyone, and secured creative language to try to resolve ongoing workplace issues and address the challenges Techs at PRMCE face every day. We are very proud of the collaboration between our leadership team and members of our bargaining team. This agreement is worth checking out at our vote on July 30 & we unanimously recommend a yes vote!"
— Maria Goodall, Vascular Technologist
Bargaining Team: Maria Goodall, Vascular Technologist; Madison Derksema, UFCW 3000 Union Representative; Maureen Hatton, UFCW 3000 Healthcare Division Director; Brandan Zielinski, UFCW 3000 Lead Contract Negotiator; Noah Holland, Sr. Surgical Tech; Darryl Keffer, Respiratory Care Practitioner; Terryl Smith, Pharmacy Technician; Cris Cassady, IR Technologist; Rodney Powers, Radiology Technologist
Only UFCW 3000 union members in good standing are eligible to vote, and voting will be conducted in person only.
Pavillion:
7:00 AM - 9:30 AM
Classroom
Colby Campus:
10:00 AM - 2:30 PM
Rainer Conference Room
Not a member yet? Apply here >>
With an overwhelming supermajority, Dreamclinic LMTs have officially won our union election. This win was powered by our unity, our courage, and our belief that we deserve better. We stood together across clinics, shifts, and schedules and proved that we are strongest when we act as one.
Winning the election is just the beginning. Now, we come together to build a strong first contract that reflects our values and supports Dreamclinic:
Fair pay
Real breaks
Respect on the job
Safety & voice in our work
If you have any questions or want to get more involved, please reach out to Organizer, Ondrea Shallbetter @ (360) 409-0337 or oshallbetter@ufcw3000.org
Let’s Keep Up The Momentum!
Join Our Signal Chat and stay in touch!
Fill out your bargaining survey once available.
Together, we decide what comes next.
“We’ve Got Your Back!”
"After a unanimous YES vote, your union team at Mount Carmel is happy to announce our contract for 2025-2028 is a go and will be ratified! It wasn't the easiest process, but as a group, we are happy with the outcome."
— Rebecca Landers, Bargaining Committee Member
Congratulations to Mt. Carmel RNs who ratified their new three-year contract. RNs at Mt. Carmel will see an 11.5% wage increase over the next three years, new recognition for being SANE trained, increased premiums, new sleep accommodations for staff who must stay on duty at the hospital, and more. We worked hard with management to improve many aspects of our working lives and feel that this contract is moving in the right direction. We deserve a contract that reflects the hard work we all do every day, and we can only do that by staying involved and informed.
On July 16 and 17, we met again with the Lourdes Management Team and reached tentative agreements on several proposals. We continue to make headway on our economic proposals.
Read MoreOn Tuesday, July 15, healthcare professional workers at PRMCE overwhelmingly ratified our 2025 union contract following a morning of highly attended vote meetings. Our bargaining team is proud of the work we accomplished at the table—and proud to share this win with all of our coworkers.
Finalizing the Contract: Our union and Providence will now work to finalize and sign the new agreement. Once completed, printed copies will be distributed throughout the medical center.
Access in the Meantime: Redlined versions of the fully ratified Agreement (including updated language articles and wage scales) will be uploaded to our union's website so we can review and enforce our new contract in the meantime.
Wage Increases: Our new wages will go into effect two full pay periods following ratification (July 15).
If you have any questions about our new union contract, please reach out to our Union Rep Bruce Le at (206) 436-6614, or contact a member of our bargaining team!
Bargaining Team: Taylor Widener, Sr. Dietician; Holly Gramse, Physical Therapist; Sara Dillon, Sr. Discharge Planner (Case Manager)
Organize, organize, organize: Know a worker who wants to join a union? Send them here.
On July 16, we had our first bargaining session with Recovery Cafe. From the beginning, our intent with organizing was to be one bargaining unit – united in our issues and under one contract together. We’re looking forward to continuing negotiations with the goal of one contract for all of us.
Read MoreAfter many delays and the closure of nearly all the other drug stores on the former Northwest Employee Relations (NERI) multi-employer union contract, an agreement has been drafted between UFCW 3000, Ostrom's Drug, and Katterman's Pharmacy. The Letter of Understanding will allow (with a ratification vote of the members at both pharmacies) Katterman's Pharmacy employees to merge with the Ostrom's Drug union contract. This will replace the now-expired NERI contract and accept most of the terms of the Ostrom's Drug contract.
Most notably, the pension plan will change from the old legacy plan, the Sound Retirement Trust, to the current Sound Variable Annuity Pension. The new plan will allow newer members vesting credit if they have been with Katterman's less than five years so that they do not have to begin their vesting period again, and automatic vesting for those already past the five-year mark on the Sound Retirement Trust.
Most workers on the old pension voted in favor of this change in 2019 and moved over to the new plan in the following year. The variable annuity pension is structured in such a way to allow market trends to not have such dramatic impacts on pensions, as happened with many in the wake of the 2008 global financial crash.
July 23
Ostrom’s Drug, (on site): 10:00 AM - Noon
Katterman’s Pharmacy: 1:30 PM - 3:30 PM
Your Union Representative Aaron Bailey will be on site with the UFCW 3000 negotiator Daniel Cobb on July 23 to hold this ratification vote and answer any questions you may have. Aaron can be reached at 206-436-6631 if you have clarifying questions.
On Wednesday, July 9, our bargaining team, representing registered nurses at Providence St. Peter Hospital, met with management for the eighth bargaining session of this contract cycle.
After more than a month since our last session, our team came prepared and eager to make meaningful progress. At the start of the day, nearly all outstanding proposals were with the Employer. Over the course of two morning meetings, we received their responses and had productive exchanges.
By the end of the day, we had traded both economic and non-economic proposals and we're encouraged by the progress made. We reached mutually aligned language on several key non-economic issues, including:
Personnel File Protections: outlining a process for when verbal and written disciplines may be removed from an employee's file.
Equal Opportunity Language: Strengthened protections against discrimination and harassment, including a defined process for feedback and accountability when concerns are raised.
As of the end of the session, only a few important non-economic Articles remain unresolved:
Negotiations Release Time: A proposal to ensure that bargaining team members can be released to attend scheduled negotiations sessions; supporting full, effective representation at the table.
Free Parking Protections: Language to preserve free employee parking for nurses at PSPH—reflecting current practice and preventing future rollbacks.
Pre-Meeting Time for Committees: A proposal to allow 30 minutes of paid time for union members to meet prior to important worksite meetings, such as the Labor-Management and Hospital Staffing Committees.
Steward Pay Protections: Contract language to ensure union stewards remain on paid time while attending grievance meetings or representing coworkers.
Workplace Safety Measures: Proposals to enhance on-campus safety, including a weapon detection system at the Emergency Department entrance, and a particular focus on improvements to security in the hospital parking lot; which we feel are long overdue.
On the economic front, the Employer presented their second wage scale proposal, which included:
An increase to wage rates for nurses at Step 25 & above (reflecting around a 1.75% - 3.5% increase for these steps, compared to the Employer's initial proposal)
Removal of additional "ghost steps"—years where there is no wage increase, leaving only one remaining across their twenty-eight step proposal.
While we appreciate this movement, management's second proposal still brought no changes to any of the other components of our compensation; for example there are still no proposed increases to any of our workplace premiums or differentials.
Most concerning, however, was when we inquired about when we might expect a response to the safe staffing article our team presented back on April 29 (which included minimum nurse to patient ratios, the addition of break relief nurses, and an emergency department contingency staffing plan)—the Employer seemed to indicate that they'd forgotten about it entirely. Considering that this is a highly important issue for us and our coworkers—we're hopeful that bringing this article back to management's attention will result in meaningful responses.
We return to the bargaining table with management for back-to-back sessions on July 23 and 24. Despite some concerns about the Employer's responses, we feel that Wednesday's session was a productive step forward. We're proud of the progress made, and remain committed to pushing forward on issues like wages, workplace safety, and protections that honor and respect the work of all RNs at Providence St. Peter.
Thursday, July 10
8:00 PM - 9:00 PM
906 Columbia St SW
- Olympia 98501
ThursdayJuly 24
8:00 PM - 9:00 PM
906 Columbia St SW
- Olympia 98501
"We made strong progress today! While there are still issues to work through, but it was great that we exchanged so many proposals and really landed on the same page as Providence on so many items... I'm excited about the direction we're heading and to keep this going at our next sessions!"
— Darlett Holm, RN
Your bargaining team: Mary Bloomberg, Surgical Acute RN; Jacob Kostecka, PACU RN; Darlett Holm, SADU West RN; Mike Staley, SADU RN; Ashley McBride, L&D RN; Julia Douglas, Sepsis RN; Grace Kraege, ED RN; Kelly Williams, Inpatient Psychiatry RN; Melanie Oakes, ED RN; Andy Dusablon, PACU RN; Haley Sweet, Neurology RN.
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.
A tentative agreement with Providence Saint Joseph’s is in place. Your bargaining committee members, Maegan George and Michelle Fisher, endorse the proposal and recommend a Yes vote. On July 17, we will have a ratification vote.
Read More
After two full months of bargaining, despite challenges and difficult conversations with management, our bargaining team persevered and has reached a tentative agreement with Providence Mt. Carmel. On July 16, we will have a contract ratification vote. Please join the bargaining team at the vote and have any questions you may have answered. All documents will be provided at the time of the vote.
July 16, 2025
4:00 PM - 8:00 PM
HEC
UFCW 3000 members in good standing are encouraged to attend the vote meeting, read the documents, ask questions, and vote on the contract. Reach out to your Union Representative, Lenaya Wilhelm, at 866-210-3000, Ext. 7369, with any questions or concerns.
On Wednesday, July 2, our Bargaining Team met with Saint Michael Medical Center Management for another joint bargaining session. In the morning we worked on responses to nearly all of the economic items on the table.
Read MoreOn July 1, 2025, after a nearly 24-hour bargaining session, your union bargaining committee representing the Professionals at Providence Everett is proud to announce that we have reached a tentative agreement on our new contract!
Read More
We have been bargaining over wages and premiums. Management has proposed a different wage increase percentage for every job, and some jobs have various percentages depending on the step. For some steps and jobs, the increases are significant, and for other steps and jobs the proposed increases are low. We are continuing to propose competitive wages that can retain and recruit, keeping the hospital fully staffed.
Management is claiming (again) that they are interested in being average or "in the middle" for pay as compared to other local hospitals. This has been their stated goal for several contract cycles, but we know how challenging it is to constantly be understaffed. We carry the load as the hospital continues to undercut employees.
Monday, July 7
6:00 PM
Duffys
1605 Simpson Avenue
Aberdeen 98520
For additional information, contact a bargaining team member or Union Representative Kimberly Starkweather at (206) 436-6515.
Bargaining Team: Dan James, Eric Timmons, Janet Byrd, Ana Garcia, Debi Sturm, Bambi Shope.
Bargaining has begun! Fighting for fair wages, premiums, and much more! If we want a strong contract, we must show the employer that we stand together! Now's the time to be unified!
Bargaining Team: Nicole Arnzen, Shanelle Cox, & Joseph Goodman
On Thursday, June 26 and Friday, June 27, we met with the Lourdes management team and made our proposals. The team was receptive and provided us with proposals, counter proposals, and tentative agreements. Our next bargaining session is July 16 & 17.
If you have any questions, concerns, or would like to join your Union, please contact a bargaining team member or your Union Representative, Juanita Quezada at (509) 340-7407.
Our Planned Parenthood Bargaining Team is excited to share that last week, we had our first negotiations session for a successor collective bargaining agreement. After initially proposing dates in April, we were finally able to meet with Planned Parenthood’s management team
Read MoreWe’ve been steadily working through non-economic proposals, going back and forth on contract language that needed cleaning up or clarification. We’ve reached a few Tentative Agreements (TAs) so far.
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.
