Fresenius workers can see in Trevino’s story what solidarity looks like in action: Checking your check, speaking up when something's wrong, and stepping up to lead when your coworkers need you.
Read MoreOn February 12, we met for our seventh bargaining session with management to continue negotiations on our first contract. We received a response to our proposals from January 23 from the Employer at 10:30am and have been making steady progress.
After our discussion regarding inclement weather, the Employer came back with a proposal that addressed the majority of the concerns of the team from their previous proposal on the subject. We agreed to a 5% minimum increase in pay for those who obtain certification or licensing within the same covered discipline throughout their employment at CTC. This means if a Certified Occupational Therapy Assistant, Developmental Specialist, Speech-Language Pathology Assistant (or other positions) obtains their licensing while working at CTC, they will receive no less than a 5% increase. We also have had ongoing conversations surrounding the caseload calculator.
We presented management last time with our market analysis of wages, so they returned with publicly listed jobs that had information about wages and paid time off at other organizations. The Employer is insisting their "Total Compensation Package" (which includes paid time off and health care insurance amongst other benefits) is the reason why their competitors might pay more or less in wages than CTC. The way we see it is our health care costs are very high, we do not feel our wages are very competitive, and we are offered less in total time off than other employers. We have pointed out to CTC that the current compensation model has not attracted candidates to fill open positions, leaving CTC with more vacancies compared to similar employers. It is difficult to reconcile how all of these components factor into the "total compensation" offered by the Employer, and we are currently analyzing the information to inform our next response.
We spent the rest of the day working on a response, however, we were unable to finalize one before the end of the day. Our next meeting with the Employer is on February 27, and we will present our proposals in the morning.
Please join us for a Contract Action Team meeting on February 24 at 7pm to discuss our next steps in securing our first Union contract!
We began our ninth session on February 9 with MultiCare by receiving the Employer’s proposal, which included some tentative agreements on shift differentials for RNs and Technical CBAs (Service was already above market), but left a lot of outstanding issues, including Charge Nurses, Staffing and Low Census, amongst others.
Read MoreAs we make final preparations for bargaining—our ability to win a strong contract depends on having active, informed, and united Union Members in the workplace. We are working towards a strong and sustainable contract for all!
Read MoreStay informed! Stay involved! Our Union Nurse Bargaining Team will begin your contact negotiations on March 11. Attend the next bi-weekly Contract Action Team (CAT) Meeting on Tuesday, February 17 via zoom.
Read MoreOur Bargaining Team is excited to announce on February 11 our contract was overwhelmingly ratified by Union members!
Read MoreIn March we'll be back at the table, and we are ready to keep up the fight! You are encouraged to join our upcoming Contract Action Team meeting on Thursday, February 19 to hear more.
Read MoreOn Tuesday, February 10 and 11, our union Bargaining Team representing the newly organized healthcare workers at the Optum Everett Clinic met with Management for back-to-back in-person negotiations sessions.
Read MoreOur team was informed at 7:20am that the Employer negotiator was sick. However, the Employer provided us with a proposal early in the morning that allowed us to work throughout the day. We were able to compile a response that we will be ready to present to the Employer at our next session on February 18.
In the meantime, our team is working on preparing strike pledge cards for all of us to sign! While a strike pledge card is not binding (that would require a vote of the entire bargaining unit), it is a great sign to the Employer of our seriousness. It indicates that we are ready to escalate our fight to get a fair contract. The pledge cards will be sent out shortly, and we encourage all of you to sign and show our solidarity!
As this campaign is moving along, we feel like scheduling regular Contract Action Team meetings to keep everyone informed. The cadence of these meetings will be every two weeks, and the next one is scheduled for February 19 from 7pm to 8pm. Please join us!
Bargaining Team: Amy Myrtue Nelson, Kimberly Vetter, Sela Smith, Tammy Taylor, Callie Hills (not pictured)
On Wednesday, February 4, our Bargaining Team representing the newly-unionized Pediatric Transfer Center RNs at Mary Bridge met with MultiCare for our first day of negotiations on how our group will enter into the existing RN Union contract.
Nurses working in the Pediatric Transfer Center won our Union election—certifying that we will be represented members of UFCW Local 3000—in late summer 2025. Because we will be joining the existing RN contract which already covers the majority of workplace topics like wages, working conditions, hours of work and overtime, we will engage in bargaining over the acquisition of our department into the larger contract.
For the most part, this results in a relatively more straightforward type of contract negotiations with the Employer. A direct example is the Memorandum of Understanding our team put together to present to MultiCare, which contained only five sections: seniority, PTO Requests and Accruals, floating and scheduling provisions within the Pediatric Transfer Center—and importantly—how our non-Union wages will be converted to placement on the Union contract wage scale. Unfortunately, this is where things seemed to get a bit more complicated in terms of management's position. In fact, placement on the wage scales remains the only piece we did not reach mutually agreed-upon language on.
While we proposed that placement would be based on credit for our years of nursing experience—with the important clarifier that this would not result in any decrease to our current wages if we're currently paid above where we would land on the Union scale based on experience—the Employer rejected the language that this placement would not decrease our wages. This theoretically opens up the possibility for a decrease in wages if our current rate is above that of the Union wage scale rate.
What's even more aggravating about this response is that MultiCare has agreed to follow a nearly identical process for several newly organized units across the past few years, meaning that what we are asking for is not anything more than what MultiCare has already agreed to for plenty of other unionized workers.
Unfortunately, our teams were not able to come to an agreement on our placement on the wage scales by the end of our scheduled session, and so we will now work to coordinate additional bargaining dates to continue these discussions. We're looking forward to winning a fair Agreement that respects our years of RN experience without compromising what we're already being paid by MultiCare.
Pediatric Transfer Center RN Bargaining Team: Kate Kersen, Megan Little
On Tuesday, February 3, 2026, our union Bargaining Team held a series of vote meetings regarding a Memorandum of Understanding (“MOU”) offering to begin negotiations on our union contract in the spring of this year- rather than late summer/fall, which falls closer to the current-expiration date of October 31.
Read MoreOur Bargaining Team is excited to announce that on February 5 our 2026-2029 contract was overwhelmingly RATIFIED by Union members!
Highlights include:
Market increase with retroactive pay to first full pay period after January 15, 2026
Increase in night shift differential
Additional call back language
"This agreement reflects the strength of our collective voice and the power of standing together."
For additional information, contact a Bargaining Team member or Union Rep Juanita Quezada, (509) 340-7407.
Bargaining Team: Monica Cacioppo, Pharm Tech; David Coomes, Surgical Tech; Rob Roy, Respiratory Therapist; Krystal Ramirez, Rad/CT Tech
Our Union Bargaining Team is committed to reaching an agreement that supports high-quality care, a sustainable workplace, and the long-term success of the organization. The Employer canceled our last session on January 27, and the only date offered was February 20. We continue to request more dates in February, but the Employer has nothing available.
Read MoreOn Monday, February 2, our Union Bargaining Team representing the pharmacists at St. Joseph Medical Center met with CommonSpirit Management for our eighth session of contract negotiations.
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Our Bargaining Team recommends a YES Vote!
After many bargaining sessions, our Bargaining Team is excited to announce we have reached a tentative agreement!
Union Boards coming to EVERY location!
Increase to Vacation and 401(k)!
Grievance Process extended!
And so much more!
"It's not about perfect. It's about effort. And when you bring that effort every single day, that's where transformation happens. That's how change occurs."
— Jillian Michaels
Tuesday, Feb 10
5pm - 7pm
Link to Zoom Meeting >>
Join us to learn about the tentative agreement and ask questions.
Online Voting Period: Wednesday, Feb 11, between 8am and 4:30pm. If you have not received your ballot in your email by noon, please reach out to your Union Rep or Membership Services at 206-436-6635.
You must be a member in good standing to vote. Not a member yet? No problem! You can:
Reach out to our Bargaining Team or Union Rep.
If you have any questions or concerns, please don't hesitate to reach out to your Bargaining Team or Union Rep Penny Cramer at 206-436-6559.
Bargaining Team: Jacqueline "Jaqi" Tang, Bellevue office; Linda Thomas, Olympia office
On Friday, January 23, before we met with the Employer, Bargaining Committee members attended the Board of Commissioners meeting and delivered a list of bargaining demands, to the Board of Commissioners. We then reviewed all proposals to ensure nothing was missed. With 60+ items still pending, we’re holding strong for a better contract.
In economics, the Employer has only moved 1.5% over the life of the contract. Some market adjustments were improved, but there is still a significant gap between their proposal and ours. We meet again on February 4, and we remain committed to making substantial progress while holding strong to our main bargaining goals we shared with the Board of Commissioners. They are:
Reduce the number of variables—Hospital asks for flexibility; workers need stability. The growing number of workers with variable status is alarming and concerning. Workers would rather leave SRH and seek opportunities that will provide that stability.
Competitive salaries and benefits—Fair wages to retain current workers and recruit new ones, and we want to be people's destination, not just their stepping stones. We deserve more than 2% wage increase!
Union access—We want the same access as other Unions.
Floating/mileage—Our workers deserve proper compensation every time they have to travel to other clinics/hospitals or serve facilities that are part of the joint ventures contracts.
Cease and desist—Managers/supervisors shall not call spouses or significant others to get workers who are not on call.
Fair opportunities for per diems—They deserve the chance to review their outside experience and be compensated accordingly. They are not seat-fillers; they are an essential part of the services we provide.
One company/one pay scale—We all work for the same company; do the same work, we shall earn equally.
Stay involved: wear the stickers, and ask everyone you know to sign the petition. Next Bargaining Dates: February 4, 12 and 26.
"No one should need food banks while working full-time. Fair wages are a must. Struggling to pay basic bills? That's why we're fighting for better wages. Hard work shouldn't mean hardship. We're demanding fair pay for all!"
— Ashley Price
Bargaining Team: Cindy Tjaden; Isabel Contreras; Kalisa Dolph; Britney Myers-Fuller; Ashley Price; Briana Hovsepian; Graydon Hingey; Michael Koenig; Annalise Pasillas; Elizabeth Major; Alina Delano; Micheal Schwartz; Daniel Booker, Hospice of the Northwest; Marilyn Faber, Union Rep; Celia Ponce-Sanchez, Union Rep; Kristina Storm, Union Director, Cesar R Quiles-Borrero, Negotiator
If you have questions or would like to get more involved in organizing a fair contract, please reach out to your Union Rep, Celia Ponce-Sanchez, at 1-866-210-3000, EXT. 4678.
We presented a comprehensive response to the Employer's proposal and had limited discussions in the morning. When the Employer returned late in the afternoon to provide a response, we were able to reach several tentative agreements (TAs), including agreements on some shift differentials, PTO cash out, and other strong contract language. We are expecting a comprehensive reply to all of our proposals from the Employer on our next bargaining date.
Curious about what is happening during bargaining and want to get involved? We are having two Contract Action Team meetings on February 4 at either 7am or 7pm to discuss how bargaining is going and how we should move forward. It will be hosted by the new Union Rep, Penny Cramer. Our Bargaining Team will go over how bargaining has gone up until now and have conversation on how we can work together to get the best contracts possible for all of us. In the future we will work to have a regular cadence of these meetings to make sure people are well informed about future actions.
Next bargaining dates: Feb 6, 9, 13, 20, 26
Union Rep Penny Cramer will be visiting hospital floors on Tuesday, February 2, from 9:30am until 5:30pm and is available for discussions about bargaining and any contract issues.
In a strong Union, there's you and I. TOGETHER we can do so much. Together WE can win a strong contract with better wages, competitive benefits, and safe working conditions. In solidarity."
— Faith Soriano
On January 28, 2026 we became aware that Trios had incorrectly implemented the contractual salary schedule advancements that should have occurred the first full pay period following January 1, 2026.
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Our Bargaining Teams are working with Kaiser management to finish local bargaining for both Pharmacy and Pro Tech Optical contracts.
National bargaining unresolved issues include:
Wages and retro pay: Currently, Kaiser has not agreed to retroactive pay.
Contract alignment: All contracts should expire on the same date.
Staffing: Landing on staffing language to make sure we deliver the level of care our patients deserve continues to be a challenge.
We need to send a strong message to management to return to the national bargaining table.
Last Chance! Sign the Petition >>
For additional information, contact a Bargaining Team member or your Union Rep.
Aisha Womack, Union Rep: 206-436-6584
JJ Benson, Contract Specialist: 425-306-1357
Pharmacy Bargaining Team: Cesar Galloso, Jason Lindquist, Kay Halverson, JJ Benson, Krystal Krotzer, Mark Stewart
Pro Tech Optical Bargaining Team: Nicole Merriam, Sarah Lau, Ashleigh Aufort, Chandra Allen, Vicki Kobeski, Juli Bell, Bryana Kolppa
Great News! We have reached a tentative agreement for a new contract with Providence Swedish Rehabilitation Hospital!
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.
