Providence Regional Medical Center Everett Technical Bargaining update
/On Thursday, May 15, our union bargaining team met with Providence Everett management to continue negotiations on our 2025 union contract.
Read MoreOn 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 MoreOn Wednesday, April 30, our union bargaining team representing the technical workers at Providence Regional Medical Center Everett (PRMCE) met with management for the first session of contract negotiations for the 2025 bargaining cycle.
To prepare for our first day, our team held a planning session on April 21 to review feedback from bargaining surveys submitted by our union siblings, and we used this input to conduct a comprehensive audit of our current Collective Bargaining Agreement (CBA) and identify areas for improvement. In addition, we've been collaborating closely with our coalition partners—SEIU 1199NW and WSNA—to research strong contract standards for healthcare workers both regionally and nationally. All of this groundwork has helped shape the proposals we're bringing to the table.
For this first session, we opened with proposals focused on several key non-economic articles—contract provisions that don't directly impact wages or benefits but are essential to protecting and improving our working conditions. Our initial proposals included:
Free on-site parking for PRMCE employees.
Priority access to extra shifts for bargaining unit members—before those shifts are offered to travelers or agency staff.
Stronger workplace safety protections, including comprehensive proposals to prevent and respond to incidents of workplace violence.
Later that afternoon, the employer responded to our opening proposals, and we engaged in a productive dialogue around the priorities we brought forward. While no tentative agreements were reached on day one, the conversation marked a constructive start, and we are already working on thoughtful responses to management's counterproposals.
As we continue preparing for upcoming sessions, our team also spent time reviewing union contracts at neighboring hospitals to inform our upcoming economic proposals—including competitive wage scales, shift differentials, and premiums that reflect the value and skill of technical workers in our region.
"We're looking forward to returning to the bargaining table soon to continue this work. Our goal is clear: secure a stronger contract that delivers real improvements in pay, protections, and working conditions for the dedicated technical workers at Prov Everett!"
— Cris Cassady, IR Technologist
Your bargaining team:
Maria Goodall, Vascular Technologist
Cris Cassady, IR Technologist
Terryl Smith, Pharmacy Technician
Noah Holland, Sr. Surgical Tech
Darryl Keffer, Respiratory Care Practitioner
Rodney Powers, Radiology Technologist
May 14
6:30 PM - 7:30 PM
Teamsters Local 38 Union Hall
2601 Everett 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.
Leaders in Action:
May 31
10:00 AM - 4:00 PM
Labor Temple
"How to Strike and Win"
Event details
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.
In anticipation of upcoming contract negotiations, join us at our next Contract Action Team meeting to discuss strategies to build collective power, get updates from the PRMCE Professionals Bargaining Team, and stand together in pursuit of increasing recruitment and retention, better working conditions, and improved benefits for Providence healthcare workers across Washington State!
CONTRACT ACTION TEAM MEETING
Wednesday, April 16
6:00 PM - 7:00 PM
In-Person:
Teamsters 38 Union Hall
2601 Everett Ave, Everett, WA 98201
Virtual (ZOOM):
Check email for link
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 the union? Send them here.
This year, over 10,000 workers at Providence hospitals across Western Washington—including PRMCE, Providence St. Peter, Providence Centralia, and Swedish—will be negotiating their union contracts. Here at PRMCE, the Professional and Technical units are currently bargaining.
Read More“It was clear the employer didn’t do their homework on the Case Management MOU—their expectations are completely out of touch with reality.” -Holly Gramse, Physical Therapist and member of our Union Bargaining Team.
Read MoreOn Tuesday, March 11, our union Bargaining Team for the Professionals at Providence Regional Medical Center Everett (PRMCE) joined management at the bargaining table for our first official day of negotiations for the 2025 contract cycle!
Read MoreThrough conference committee we have highlighted retention and recruitment issues throughout the Technical unit. Providence heard our suggestions and has proposed changes to Respiratory Care Practitioner (RCP) job titles and classifications. Specifically, the Employer is proposing to:
Read MoreKristen Crowder works as a Registered Nurse at Providence Regional Medical Center Everett and is an active leader within the hospital as a shop steward, a member of Providence Everett bargaining team, the Hospital Staffing Committee, and an advocate on the RN Conference Committee.
Read MoreWe have reached an agreement with PRMCE regarding past experience recognition for Endoscopy Techs. All current employees will receive credit for their prior experience as Certified Medical Assistants effective the first full pay period following ratification of the Letter of Understanding and following the resume submission.
Read MoreWe have reached an agreement with PRMCE regarding past experience recognition for Interventional Radiology Techs. All current employees will receive credit for their prior experience as Radiology Techs, effective the first full pay period following ratification of the Letter of Understanding and following the resume submission.
As this change affects the current Technical contract, it requires a vote. All Interventional Radiology Techs who are union members in good standing are eligible to vote online on:
October 29
Between 8:00 AM to 5:00 PM.
Eligible members will receive a voting link via email from SimplyVote at 8:00 AM on October 29.
We strongly recommend a "YES" vote!
We have reached an agreement with PRMCE regarding past experience recognition for Endoscopy Techs. All current employees will receive credit for their prior experience as Certified Medical Assistants effective the first full pay period following ratification of the Letter of Understanding and following the resume submission.
As this change affects the current Technical contract, it requires a vote. All Endoscopy Techs who are union members in good standing are eligible to vote online
October 30
Between 8:00 AM to 5:00 PM.
Eligible members will receive a voting link via email from SimplyVote at 8:00 AM on October 30.
We strongly recommend a "YES" vote!
On September 18, our Bargaining Team met with PRMCE Management to address the significant impacts of the case management restructure. We presented a comprehensive set of proposals to protect our working conditions, including improvements to scheduling, PTO bidding, floating, low census, and FTE reductions.
Read MoreWorkers should always check their paycheck to make sure that they are getting everything they are owed from their employer. Our member story this week is about Registered Nurse Elisabeth Meyer who noticed that her paycheck was missing premium pay for a nursing certification pay that she qualified for. Found out how as a union member she made sure she got what she was owed!
Read MoreOn July 31, Providence Everett case management leadership announced upcoming changes to the work schedules and FTEs for social workers and RNs working on the A or D wing. PRMCE claims that they need to adjust shifts to 8-hour durations (8am to 4:30pm) and modify FTEs to 1.0, 0.8, and 0.6.
Read MoreOn July 11, 2024, we met with Providence Everett (PRMCE) management and continued to negotiate over the closure of the inpatient rehab at the Pacific Campus.
There are ongoing discussions to gain clarity from Providence on the transfer of caregivers and the benefits that will be moving with the caregivers that choose to go to Lifepoint.
We recommend that each caregiver make their own decision regarding the job offer from Lifepoint based on their personal circumstances. If you do not accept a position at Lifepoint now, we are unsure if a position will be available for you in the future. Nonetheless, all Pro, Technical, and RN bargaining unit members have the option to take a vacant position at the Colby Campus using the bumping language in their contracts.
Moreover, we presented a counter proposal that maintained PTO/EIB cashout and other benefits for all laid-off employees.
We have an additional bargaining date set for July 17, 2024. On July 18 we would like to invite you to join a Zoom meeting to give an update and answer any questions you may have. As this closure and layoff has the potential to impact caregivers at both the Pacific and Colby campuses, all workers from both inpatient rehab and acute care are encouraged to attend.
If you have any questions, please contact Jack Crow (Pro and Tech Union Rep) or Anthony Cantu (RN Union Rep).
On June 13 and 14, we met with the PRMCE Management team to discuss the closure of the inpatient rehab unit and negotiate over the effects of this decision. During this meeting, Providence informed us that they plan to officially close the unit sometime in mid-October 2024. The current plan is to retain all PRMCE inpatient rehab employees until the official closure date. Employees who have accepted a position at the new rehabilitation facility in Lynnwood (Lifepoint/Providence Swedish Rehabilitation Unit) will transition to the new location after the PRMCE unit closes.
Throughout our discussions, it became clear that Providence and Lifepoint’s plans are still evolving. However, it appears they are committed to securing positions for all interested inpatient rehab caregivers and are negotiating with Lifepoint on wages and benefits. Providence confirmed that Lifepoint will match the current inpatient rehab caregivers’ wage rates, PTO accruals, continuing education funds, tuition reimbursement, and hire dates.
We also requested that Providence ask Lifepoint to delay the job offer acceptance deadline of June 21st, but Providence stated that Lifepoint cannot extend this date. We recommend that each caregiver make their own decision regarding the job offer from Lifepoint based on their personal circumstances. If you do not accept a position at Lifepoint now, we are unsure if a position will be available for you in the future. Nonetheless, all Pro, Technical, and RN bargaining unit members have the option to take a vacant position at the Colby Campus using the bumping language in their contracts.
Moreover, we presented a severance proposal that included PTO/EIB cashout and other benefits for all laid-off employees, but Providence rejected this proposal. We will likely be meeting with them again soon to present a counterproposal.
If you have any questions or concerns, please reach out to your bargaining team or union representatives, Jack Crow at 206-436-6614 or Anthony Cantu at 206-436-6566.
Our union Bargaining Team: Mary Brown, Daudette Catey, Allison Axelrod, Jane Warner, and Debbie Stevens
Our contract gives our Union the ability to file formal complaints—called grievances—on our behalf against PRMCE when PRMCE violates our contract. Prior to the grievance process, UFCW 3000 attempts to resolve these issues with PRMCE, but sometimes our positions differ too much. Despite its length, the grievance process stands as our best recourse in enforcing our contract when mutual agreement proves elusive.
Anniversary Wage Increases—PRMCE has failed to provide step increases to RNs based on their hire date. In the new contract, we secured language altering the frequency of step increases from every 1,872 hours worked or every 12 months, whichever comes later, to a yearly basis. During negotiations, PRMCE agreed to utilize a nurse’s hire date for this calculation. However, on the second full pay period following ratification, nurses whose hire dates fell within that period reported not receiving their step increase. We believe that PRMCE is in breach of Article 5.8 (Length of Service) and Article 9.1 (Wages). A grievance has been filed on behalf of all PRMCE RNs, demanding retroactive pay and the use of nurses’ hire dates to determine the effective date of their annual step increases. Our next step involves meeting with PRMCE in April to address this matter through the grievance process.
Extra Shift Incentive and Low Census—PRMCE has been low censusing RNs who are on incentive shifts prior to low censusing travelers and agency RNs. Under the new incentive shift language in Article 6.11, incentive shifts are identified as premium shifts and RNs on incentive shifts, in reverse sign up order, are supposed to be released first when no longer needed. While in Article 8.8 Assignment of Low Census, the low census order is travelers, agency, and then overtime/premium pay shifts. We contend that PRMCE has violated Article 8.8 by low censusing RNs on incentive shifts before travelers and agency RNs. A grievance has been lodged on behalf of all PRMCE RNs, requesting compensation for affected RNs who missed shifts due to being low censused out of order. Similar to the previous issue, our next step involves meeting with PRMCE in April to seek resolution through the grievance process.
Now that we have solidified the language in our contract, the next step is contract enforcement. Nurses have already seen changes to staffing practices through the discontinuation of the co-caring model. We can achieve more changes to patient care and working conditions by standing united. It was through nurses advocating against the co-caring model in staffing committees and in their units that we were able to get rid of this poor model. The committees in our contract are the ingredients needed to create changes at PRMCE.
To learn more about getting involved or how nurses are enforcing contract language, join us via ZOOM on Monday, March 25 at 7:30pm to discuss next steps in growing our collective voice in the workplace! Join here>>
We will be also be providing an update about contract implementation questions like low census/incentive shifts, step progression, and staffing bonus.
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