Children's Therapy Center - Bargaining Update - Looking ahead

On Wednesday, August 27, our bargaining team met with management for our first official day of negotiations on our first union contract and it was a really productive day!

We began our first bargaining day putting the finishing touches on what we would later present to the employer as our initial contract proposal. Our initial proposal primarily focused on some of the "non-economic" (may not directly relate to money) workplace protections and union rights we hope to win in this process, for instance:

Union Representation: This section establishes union stewards, who are one of us, elected by us, to help in grievance and investigatory matters like Weingarten meetings. A Weingarten meeting is an investigatory meeting conducted by management which could lead to discipline.

Just Cause: We also proposed just cause, which means that there needs to be progressive discipline, rather than the employer having the ability to fire us at-will. They have to document every infraction and we have an opportunity to dispute it if that discipline is unfair or goes against what the contract says.

Labor Management Committee: This is a committee where management has to hear our concerns about working conditions and the administration of the agreement.

Grievance Procedure: Grievance procedures are important to help us enforce our contract, whether related to discipline, scheduling, pay, etc.

After presenting our initial proposals to the employer, we spent the remainder of the day discussing and finalizing proposals to provide to the employer at our next session, including economics (wages, premiums, and more!).

We have scheduled our first Contract Action Team Meeting from 7:00 PM - 8:00 PM, where members of the bargaining team will be available (with the representative Ian Jacobson from the union).

Bargaining Team: Lindsey Gilbert, Mali Olson and Ronda Duluoz

"Day one down!!"

Wenatchee Regional Eye Clinic - Bargaining Update

Our bargaining team met with the employer on August 13 for a half-day session. We agreed on a couple of non-economics and will meet up again on September 16 & 17. After our session, we worked on our response to the employer's proposals.

"Negotiations are a fundamental part of the collective bargaining process, which helps maintain a balance of power in the workplace."

What's Next:

• Please register to attend the virtual meeting on Fridays at noon. Our team is excited to talk with you and hear your voice about what is happening in the workplace & questions or concerns you may have >>

• Monday September 15, please contact one of the bargaining team members to get your sticker for the day. Let's show our unity & solidarity!

• Want to take free online leadership training? Register at Volunteer Opportunities, Events, and Petitions Near Me · UFCW 3000 on Mobilize >>

Please reach out to your bargaining team or Becky Latzel, Union Representative, with any questions or concerns. (509) 340-7370

Bargaining Team: Martin Hernandez, Sarah Edwards, Cirri Cornelius

Bargaining Session

September 16 & 17

Grays Harbor Hospital - Bargaining Update

We continue to make progress towards a new collective bargaining agreement. We have spent countless hours talking about what wages in other hospitals look like, and management has finally started coming into bargaining with some proposals worth thinking about. They have indicated that they have no interest in increasing PTO accruals or subsidizing the cost of health benefits more than they currently do, but instead want to invest in some significant wage increases for many jobs that have fallen below market. We disagree on their assessment of pay for some jobs and have shared a lot of data with them. We have also shared personal stories illustrating the ongoing challenges of working short.

Our next bargaining session is scheduled for August 27.

We are holding a Contract Action Meeting immediately following bargaining:

Contract Action Meeting

August 27
6:00 PM
Duffy's Meeting Room

• 1605 Simpson Avenue

• Aberdeen WA 98520

For additional information, contact a bargaining team member or Union Representative Kimberly Starkweather (206) 436-6515.

Bargaining Team: Dan James, Eric Timmons, Janet Byrd, Ana Garcia, Debi Sturm, Bambi Shope

Saint Michael Medical Center RN - Bargaining Update

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

On Tuesday, August 19, our bargaining team met with management for our 17th joint bargaining session since April. In the morning, we were presented with a package proposal from the employer that unfortunately ties our efforts to establish break relief RNs for all shifts to dropping our proposed robust staffing ratios. We have not yet responded to this but feel we need to establish some solution to our staffing issues that goes beyond the basics of what the law requires.

In our previous bargaining session a few weeks ago, we made a large move and chose to move away from our proposal to get our bargaining unit on the Sound Variable Annuity Pension Trust and instead codify the employer match to our 401K in our contract. This also means accepting management's suggestion that RNs also have access to the alternative retirement plan provided by Common Spirit. We were frustrated this week that the counterproposal drafted by management to resolve this issue was vague and did not spell out the matching percentages they say they are willing to commit to.

Additionally, we continue to experience resistance from the employer on aspects of our proposals around workplace violence. Considering the rise in violence experienced in hospitals, and in particular the recent murder at Allenmore Hospital in Tacoma, we strongly believe that robust safety protocols are for the benefit of all of our coworkers, our patients, and the public in general. Yet this management responsibility continues to be viewed by the employer primarily through the lens of the cost of certain proposals. This raises the question for us: How much is our safety worth to Saint Michael Medical Center?

Please continue to share our community support letter on social media and sign it yourself if you haven't already: 

Community Letter of Support >>

We will return to the bargaining table on August 25 and have two more sessions scheduled in September.

Kaiser Permanente Pharmacy - Bargaining Update

We are negotiating with management for both a new National Agreement and a Local Contract for Pharmacy workers. Our bargaining team has met multiple times with management to find common interests that will ultimately lead to strong and enforceable agreements.

Nationally we are focused on sustainable wages and benefits for all employees at KP, as well as finding solutions to ongoing staffing problems, challenges working in partnership, and the future of AI and how it might change our jobs and the way we do business.

Locally we are continuing to push for equitable market adjustments for all Pharmacy workers at KPWA in addition to the national wage increases. We are trying to raise wages so that we are competitive to other employers in Washington.

We are also fighting for:

• Effective staffing conditions. We have created a new staffing concern form that can be submitted to address staffing issues.

• Fair mileage and paid travel time when floating.

• Wage equity for Eastern Washington Pharmacy Technicians.

• Parameters for internal transfers for employees changing locations.

• Infusion Tech designation.

We are bargaining for both the National Agreement and our Pharmacy Contract this week and will keep you posted on our progress.

For additional information, contact a bargaining team member.

Bargaining Team: Cesar Galloso, Jason Lindquist, Kay Halverson, JJ Benson, Krystal Krotzer, Mark Stewart

Kaiser Permanente Pro Tech Optical - Bargaining Update

We are negotiating with KP management for both a new National Agreement and a Local Contract for Pro Tech Optical workers. Our bargaining team has met several times with management to find common interests that will ultimately lead to strong and enforceable agreements.

Nationally we are focused on sustainable wages and benefits for all employees at KP, as well as finding solutions to ongoing staffing problems, challenges working in partnership, and the future of AI and how it might change our jobs and the way we do business.

Locally we are negotiating for:

• Market wages and premiums (to keep us competitive with other professional, technical, and optical workers in Washington State.)

• Improvements to the rebid and restructure language to make it simpler and more equitable.

• Process improvements for travel groups and floating between work locations.

• Recognition of all positions in the contract including any new positions.

We have discussed Specialty Certification Pay, how changes can be made to the list of certifications, and how people can access it. This is important because there are a number of jobs that qualify for Certification Pay but people either do not know about the pay or have difficulty accessing it.

We have an Education Committee that reviews all certifications and makes sure the list of certifications is updated and consistently applied. It is critical that we meet regularly with management to make sure this happens. Management has proposed eliminating this committee, but we know it rewards workers who take the time to upgrade their skills and provides additional compensation. They have also proposed getting rid of the Joint Labor Management Committee, which is critical to our ability to have ongoing communication with management, so they know what the issues are that we deal with every day and can work with us to change the things that just don't work.

We have let management know that we want a better KP and eliminating employee input and partnership is not the direction we need to go.

We are bargaining both the National Agreement and our Pro Tech Optical Agreement this week and will keep you posted on progress.

For additional information, contact a bargaining team member.

If someone you know isn't getting updates: Update Your Information >>

Bargaining Team: Nicole Merriam, Sarah Lau, Ashleigh Aufort, Chandra Allen, Vicki Kobeski, Juli Bell, Bryana Kolppa

Welcome to Our Union: Dreamclinic Massage Therapists Join UFCW 3000!

After a long, determined organizing effort that began in January, the massage therapists of Dreamclinic have officially won their union election—making history as the first group of massage therapists in Washington State to successfully organize.

This victory marks a powerful step forward not just for the workers at Dreamclinic, but for the broader massage therapy profession. These dedicated Licensed Massage Therapists (LMTs) have shown that when workers stand together, they can overcome challenges, advocate for their needs, and create lasting change.

The bargaining process will begin soon. In the coming weeks, bargaining surveys will be distributed so that every therapist's voice and priorities are heard as we prepare for negotiations.

"As massage therapists, we put all we can into the care and treatment of our clients. If we are giving 100%, our workplace and the people who profit off of us should be giving that back to us."

— Marco, LMT

"Massage therapists are literally the heart and soul of this industry and we deserve to be treated as such. It is my hope that organizing and stepping into the power of our collective voice not only helps us support our longevity at Dreamclinic, but also further opens the door to help shift industry standards around how massage therapists are treated by their employers."

— Will, LMT

UFCW 3000 is proud to welcome these history-makers to our union family. This victory is proof that when workers unite, they have the power to shape the future of their industry—and this is only the beginning.

North Valley Hospital - Wound Care Tech Vote Ratification!

On August 11, we are excited to announce that members unanimously ratified the addition of two new job descriptions, wage scales, and certification pay for Wound Care Tech I & II!

For questions about our contract or concerns, please reach out to Becky Latzel, Union Representative, (509) 34-7370.

"Unity is strength…when there is teamwork and collaboration, wonderful things can be achieved."

Providence Centralia Hospital RN - CONTRACT RATIFIED! Say Goodbye to Ghost Steps!

On Tuesday, August 12, following highly attended vote meetings at Providence Centralia Hospital, our RN bargaining team is proud to announce that we have overwhelmingly ratified our new union contract!

What's Next?

• 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 review and enforce our new contract right away.

• Wage Increases: Our new wages will go into effect on the first full payroll period following ratification (August 12!)

• LPN Experience Audit: Now that our CBA is officially in place, look out for a notification from Providence (this will come to your work email!) that the LPN experience form is published—this will be within 45 days from yesterday (at the latest, September 26). You will have 30 days once it's published to fill it out and submit to receive 2:1 credit on the new wage scale.

If you have any questions about our new union contract, please reach out to our Union Rep Collin Greer at 360-662-1982, or contact a member of our bargaining team!

Bargaining Team: Alicia Howard, ED RN; Jeannette Wrzesinski, PCU RN; Amanda Coleman, Outpatient Surgery RN; Angela Lamb, L&D RN

Capital Medical Center RN - Bargaining Update – August 6 Session

On August 6, we met with Capital Medical Center management to exchange proposals on retirement plans, wages, meal periods, and health insurance.

Health Insurance

Over the past few years, health insurance premiums have risen sharply—especially for part-time nurses, who can pay more than $300 a month for coverage. We believe nurses should not bear these costly increases. Our proposal ensures:

• No premium costs for full-time and part-time nurses for "employee-only" coverage.

• No increases in premiums for the life of the contract.

Retirement Security

We also proposed locking in contribution levels for both the 401(k) and a defined pension plan. Under the pension plan, Capital would contribute a percentage of gross wages each month to a pension trust, providing vested participants with a guaranteed monthly benefit for life. Vesting requires five years of service with a participating employer. Kaiser Permanente, St. Joseph Pharmacy Techs, and Jefferson Healthcare RNs already benefit from this program. We believe retiring with dignity is essential—and a pension plan helps retain experienced nurses and attract new ones.

Wages

The employer has not yet responded to our retirement or health care proposals but is expected to do so at our next session on September 10. This past session, management proposed a 24-step wage scale similar to the scales at CMC Techs, Auburn RNs, and Mary Bridge RNs. Our bargaining team countered with a 30-step wage scale that eliminates "ghost" steps and shortens the progression. While we do not agree with their proposed annual increases, shortening the scale offers potential benefits for nurses' wage growth.

Looking Ahead

We are closely watching our union siblings' negotiations at Providence St. Peter, and our goal is to secure a contract that keeps us competitive with St. Peter and other Multicare hospitals in the South Puget Sound region.

Stay United

Until our next bargaining session, it's critical we show our unity and determination to win a competitive contract that improves staffing. Join us to pick up union swag:

Union Swag Pickup

August 12 (Tomorrow!)
7:00 PM - 8:30 PM

August 29
6:30 AM - 7:30 AM & 11:00 AM - 1:00 PM

For questions, reach out to your bargaining team or Union Rep, Kimberely Starkweather at 206-436-6515.

Lourdes Counseling Center - Contract RATIFIED!

On August 8 we're excited to announce that members ratified our contract that includes historic wage increases for all job classifications! We came together to address recruitment and retention. Our bargaining team is proud of the work we've done and committed to continuing the work throughout the next three years.

What's next:

• Finalizing the Contract: Our union and Lourdes Counseling Center will now work to finalize and sign the new Agreement. Once completed, printed copies will be distributed and available online.

• Wage Increases: Our new wages are in effect as of August 10! (First full pay period after ratification)

Please reach out to your bargaining team or your Union Representative, Juanita Quezada (509) 340-7407, if you have any questions or concerns.