Kaiser Permanente - Our Contract Has Been Ratified!

We came together with thousands of our UFCW siblings to vote YES!

Our new four-year contract with Kaiser Permanente has been ratified by an overwhelming majority of votes! Because of our countless Solidarity Tuesdays, petitions, speaking out in our communities and in the news, we won a historic UFCW-wide contract that delivers:

• 21.5% ATB wage increases (plus additional increases for many Union members)

• Improved PSP formula

• Regional Equity

• Contract alignment across all of UFCW (nine separate expiration dates will be aligned into one common expiration date)

Additionally, at our local tables, we won:

• Premium and Differential Increases

• Increased Time for Grievance Filing

• Staffing Concern Documentation Process for Pharmacy

• Contract Language for Joint Committees on Career Ladders and Eyecare

This hard-fought victory was only possible because we stuck together with our KP siblings across our facilities, our locals, and our UFCW international. Together, we are over 12,000 strong, and we demonstrated our power at the bargaining table, on the strike lines, and at our workplaces to achieve this win.

What's Next?

Return to Partnership

Effective Monday, March 30, 2026, we will return to full participation in partnership activities, where we'll begin discussions on how we can reconstitute, clarify, and strengthen the Labor Management Partnership between the Alliance and all of its member unions and Kaiser Permanente. We'll keep you posted on what that will look like moving forward.

Local Bargaining Power

Another important change moving forward is that all issues that were previously handled nationally will now be included in local agreements. This means local Bargaining Committees will have greater control over the issues that most affect members in their facilities and regions, while still coordinating with other Alliance unions when needed.

Stay Ready, Stay United

This campaign was unlike any we've run before, and because of the strength and solidarity we showed this time around, we're only going to be that much stronger when we come back to the table in four years. Kaiser has shown that they are willing to go to extremes to keep us from getting the contracts we deserve. So stay ready, stay united, and stay connected with your coworkers and your KP siblings across facilities, locals, and the country. Together, we're more powerful than ever!

If you have any questions, please reach out to your Bargaining Committee Member, Steward, or Union Rep.

In Solidarity,

Your Kaiser Permanente Bargaining Committees

Mason General Hospital RN - Bargaining Update: First Two Days Underway!

On Thursday, March 19, and Monday, March 23, our Union Bargaining Team representing the Registered Nurses at Mason General Hospital met with management for our first two days of negotiations, following our agreement to open the contract for early negotiations. In preparation for our first two days, our team met on March 13 to review feedback from the bargaining surveys, identified our top contract priorities, and conducted a review of our current Collective Bargaining Agreement (CBA) to pinpoint areas for improvement.

Most importantly, we felt it was critical to work diligently to get most (if not all) of our proposals into management's hands as early into negotiations as possible in the hopes of reaching agreement and getting competitive wages implemented as soon as possible. During our first session, we provided Mason Gen with the vast majority of the proposals we expected to make throughout negotiations (in fact, the only outstanding item—which we presented on our second day with management—was to align the consecutive weekend pay to other proposals we'd already shared), including:

• Increases to the cross-trained RN premium—including additional compensation when cross-trained RNs are floated consistently during their normal FTE

• New language to reduce the inconsistency and inconvenience the L/C "call-blocks" create

• New language to require advance notice for nurses who are scheduled outside of their normal shift rotation, in conjunction with how Earned Time and other time-off may be submitted and used for these days

• And compensation proposals, like:

  • Wage scales designed to keep our wages competitive with Olympia-area rates

  • Premiums; Standby, Charge, Callback (minimum guarantees), and a new premium for nurses who come in on their time off to perform a PICC

Following this proposal on the 19th and into our session on the 23rd we exchanged proposals with the Employer—which included their responses to our initial proposals and counters to new proposals from their team. While the Employer didn't respond to our compensation proposals just yet, they did propose economic proposals of their own, including reference to the pay-in-lieu-of-benefits differential for part-time workers—which management later hinted at as giving way to a forthcoming proposal to remove the benefit entirely. This was concerning to our Bargaining Team of course, knowing that this benefit is utilized by RNs who likely retain their health insurance elsewhere, and removing this language would result in an RN paying for potentially duplicate health insurance premiums and suffering a reduction in pay at the same time!

Because the Employer has not yet formally proposed removing this benefit, our teams did not actively discuss this prospect across our first two sessions, but we are looking forward to continuing these conversations—and more—during future negotiations dates!

Bargaining Team: Nancy Ownby, RN; Megan Corbin, RN; Tori Willis, RN

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Skagit Regional Health - Bargaining Update

Bargaining Team: Marilyn Faber, Union Rep; 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)

On March 13, 2026, our team met with the Hospital to discuss topics that are viable for our contract campaign. All conversations around these topics were held on multiple sidebars. A sidebar is a discussion between two to three Bargaining Team members (usually the lead negotiators and a small group of their team members). The conversation takes place away from the bargaining table and is off the record. They are often used to clarify questions or share information.

The following topics were covered on those sidebars:

• Clinic Maintenance—we are asking that this classification be created and incorporated into the wage scale.

• Donning and Doffing (D&D)/Grace Period—we have asked for more flexibility around D&D and further clarification of the grace period to avoid situations created by the inability to navigate the current punch-in and out system.

• Interpreters—we have informed the Hospital that we do not want to lose any bargaining-unit positions. Still, we are willing to work with SRH to create greater flexibility around the languages needed for interpretation.

• Credit for current workers—we have identified that some of our coworkers did not receive the proper placement on the wage scale based on their experience. We have asked the Hospital to create a window after ratification for workers to submit evidence and ask for credit recognition.

• Variables—this is a topic where we have been extremely straightforward with the Hospital from day one: the current system must change. We have asked the Hospital to work with us to create a path to minimize the number of variables.

• Social Worker of the Day (Non-Hospice)—we submitted a demand for bargaining on this, and the Hospital confirmed they have stopped this practice. They are finding out more information on the intent.

• Hospice MOU—we are working with the Hospital to incorporate the Hospice Aid and Spiritual Counselors into the existing Hospice Social Worker MOU. In addition, we explained in depth the reason we are asking for parity for these two classifications.

• Rest and Meal Periods—we are working with the Hospital to create an improved system that aligns with current law, specifically regarding the availability of waivers for eight-hour workers and the ability to combine paid breaks with unpaid breaks. We are committed to ensuring that the Hospital follows the law and makes the necessary changes to the current system.

In addition to the topics covered in the sidebars, we turned in our last non-economic set of proposals. At this point, the Employer has all our proposals in their hands. We expect they will return with their counterproposals on the next bargaining day, March 26, 2026.

We are holding nothing back on our side—the only thing holding back the ratification of this contract at this point is the Employer! We are even willing to work late into the night to push this through.

Take Action—Sign the Petition >>

We encourage everyone to stay informed and keep showing your unity in the workplace!

The most important action at this moment is for all of us to sign the Community and Worker petition for competitive wages and safe, stable scheduling. Please take a moment to sign and share with all your coworkers, family, and friends! Our goal is to deliver the petition to the Board of Commissioners this month.

Our next bargaining date is March 26 and will be joined by a mediator for dates in April.

If you have questions or would like to get more involved in organizing a fair contract, please reach out to your Union Rep, Marilyn Faber, at 1-866-210-3000, EXT. 4678.

Oympic Medical Center Pro-Tech - Bargaining Update

Your OMC Pro-Tech Bargaining Team met for the first day of negotiations. Although the session looked different than expected because members of the management team were out sick, your Bargaining Team made the most of the time and stayed focused on the work ahead.

Rather than lose valuable time, the Bargaining Team used the day to work together on a strong and comprehensive proposal package. This gives us the opportunity to come back to the table at our next session ready to present management with clear priorities and thoughtful proposals that reflect the needs and concerns of Pro-Tech workers.

Our Bargaining Team remains committed to pushing forward and making every bargaining day count. We will continue to keep members updated as negotiations move ahead.

If you have questions, reach out to your Bargaining Team.

Bargaining Team: Josh Johnston, Jake Purvis, Sandra Caudill, Hector Pozernick

Olympic Medical Center Home Health - Bargaining Update

Our Bargaining Team had a productive first day at the table, presenting management with a non-economic proposal package and beginning work on economic issues.

Day two looked different than expected because management was out sick. Even so, the Bargaining Team used the time to develop a comprehensive proposal package to present at the next session.

We remain focused, prepared, and committed to moving this process forward. We will continue to keep members updated as bargaining progresses.

If you have questions, please reach out to the Bargaining Team: Justin Parks, Tilly Richards, Danielle Green

Covington Medical Center Service, Technical, and RN - Bargaining Update Session #11, February 26

As we are working to move some clinic workers into the hospital contract, we have had to expand our bargaining to include people who currently fall under the clinic contract. The reason for this move is that several departments are operating under the hospital license, and it was determined they should be under the applicable hospital contract. This is beneficial to all members because we can bargain some of the more favorable terms from the clinic contract into the hospital contracts. We are working diligently to make sure that the affected clinic workers do not lose any rights or benefits by moving contracts, while strengthening the hospital contracts at the same time.

Bargaining on Thursday, February 26 felt productive. We received the Employer's response at 9:35am and worked the rest of the day to come back with responses. As mentioned previously, the clinic contract differs from the hospital contract, and we made sure to capture the terms (including premiums) that we wanted to carry over. At the end of the day, we left everything in their court and are awaiting responses on our next bargaining day: March 13.

It's good to see buttons and stickers popping up everywhere around the hospital! If you don't have yours yet, please see a Bargaining Team member or your Union Rep.

Next Contract Action Team (CAT) Meeting

Thursday, March 19: Three Options

• 6am Zoom

• 11am - 2pm in-person: Conference Room 2 (third floor of the clinic side)

• 6pm Zoom

Come visit with your Rep, Penny, and get updates on how you can support your Bargaining Team and win a fair contract!

Skagit Regional Health and Cascade Valley Hospital - Bargaining Update: Continuing the Fight for a Fair Contract

Over the last six months, your Bargaining Teams have continued working hard to secure a comprehensive contract and dignified monetary compensation for all your work and commitment. They have faced numerous hurdles, including negativity from the Employer, which has led to back-to-back meetings to expedite the process. The Employer has been unwilling to find common ground on topics that your Bargaining Teams have identified as crucial for the well-being of every worker at Skagit Regional Health. An aggressive Employer wants to take away privileges and practices that have endured for years. An Employer who is short-sighted to workers' needs and continues making decisions that affect workers' personal life stability. Your Bargaining Teams are still standing strong and even more energized to escalate this fight.
 

Last week, we presented all the research we spent almost 100 hours on collectively to the Employer, as requested. The Employer assured us that the information we presented shed light on the need to consider and review their market proposal and that he would get back to us last week. Last Thursday, when we advised that we are still waiting for their response as changes were expected, the Employer's attorney said, "That is unlikely. We will review, but our proposal is not likely to change." The Employer promised to review and respond in good faith but threw that away.

One of your Bargaining Team members expressed the following:

"After the Employer's recent email and yesterday's bargaining session, negotiations remain ongoing, and nothing is final. The Employer indicated they are unlikely to include the market research we provided. We know many of our members are struggling, and we are bargaining with that reality front and center. We remain committed to securing a contract that delivers real economic stability. Our unity is our power."

While we are ready to return to the table on the 13th, 26th, and 27th (CVH), it is time for us to show SRH our collective power. As Ashley P. (Bargaining Team and UFCW 3000 executive member) stated:

"We stand firm in our economics because fair pay isn't a request—it's what we deserve."

Let's make some noise about what we deserve.

Graydon H. (Bargaining Team member) reminds us, with his words, that we are still hungry and eager:

"A strong contract isn't rushed—it is built with time, unity, and unwavering determination."

Skagit Regional Health Bargaining Team: Marilyn Faber, Union Rep; Celia Ponce-Sanchez, Union Rep; Kendra Valdez; 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; Cesar R Quiles-Borrero, Negotiator

Cascade Valley Hospital Bargaining Team: Bruce Le, Union Rep; Tia Hafner; Carl Ramirez; Calley Woodworth; Rana Rennels; 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 Skagit Regional Health Union Rep, Marilyn Faber, at 1-866-210-3000, EXT. 4678 or Cascade Valley Hospital Union Rep, Bruce Le, at 1-866-210-3000, EXT. 6614.

MultiCare Capital Medical Center Professionals - Bargaining Update Session #7

February 18

Bargaining felt flat. We waited until 10:30am for the Employer to show so we could get them the proposal we'd worked on at our previous session—only to learn that their finance team wouldn't be present, so we couldn't get a response on economics from them. This has been the second time in a row that the Employer could not be there for bargaining or did not have the appropriate mix of people to give full responses to our proposals. Additionally, the Employer left mid-afternoon (which has happened before) despite us working to provide a list of topics we wanted to focus on in the next round of proposals. We had these dates scheduled far in advance and would appreciate more notice as issues arise.

That being said, we presented our counterproposals in the morning and then spent the rest of the day comparing and contrasting our proposals, the Employer's proposals, and the existing Capital Medical Center union contracts to get a thorough analysis of how to move toward mutual agreement on our contract language.

At our last session, we started rolling out strike pledge cards and by the end of the day we had the majority of members signed up.

Our next bargaining dates are March 2 and March 30.

What Workers Are Saying

"Bargaining is adults and Professionals coming to the table to work it out together."

— Roger

"We need action, we are spinning our wheels waiting for the Employer to get to work."

— Tammy

"Remember the MultiCare values, particularly, kindness, respect and collaboration. Also, do not forget about joy."

— Kimberly

MultiCare has over time made us feel like second class citizens, we are forming a union so we can be equal to everyone else!

Contract Action Team Meeting

March 5 @ 7pm and every two weeks after!

Dreamclinic - Bargaining Update—Employer Pushes Back on Basic Contract Rights

Dreamclinic
Bargaining Update—Employer Pushes Back on Basic Contract Rights

"We're not trying to take away the good things we love about our clinics or make huge changes; we are trying to create a more successful Dreamclinic for all workers and our clients!" — Erin Burgan, LMT

"The employee handbook is not enforceable—the Employer may change anything at will. We are simply asking for a transparent and fair set of guidelines for everyone." — Ross Honaker, LMT

"The Employer says they want to collaborate with us but their actions say they don't want us to have a seat at the table where our voices can be heard. So many of our proposals will cost them nothing." — Marianne Brennan, LMT

On February 20, we finally met with the Employer for our first in-person and almost full day of bargaining since January 13. We continue to negotiate in good faith, offering thoughtful proposals, but the Employer is pushing back against the most basic worker contract rights and protections including:

• NO! Wage scale or annual wage step increases in the contract

• NO! Worker legal rights in the contract

• NO! Seniority

• NO! Safety and Labor Management Committees

• Refusing to provide all requested information to inquire in the Trust benefits including health insurance

What's Next

Join us to learn what's happening at the bargaining table and review the proposals. Bring your questions and your thoughts!

Bargaining Update Meeting

Monday, March 2 at 10am
Join Zoom Meeting >>
Meeting ID: 337 759 5508

Bargaining Update Meeting

Thursday, March 5 at 4:30pm
Join Zoom Meeting >>
Meeting ID: 337 759 5508

Our Bargaining Team meets with the Employer:
March 17 and 31 for half-day sessions

Happening Now

Update your information >>

Support our bargaining process by signing the petition >>

Bargaining Team: Erin Burgan, LMT; Ross Honaker, LMT; Marianne Brennan, LMT

Please reach out to your Union Rep, Christie Harris, with any questions or concerns: (206) 436-6523.