PRMCE RNs - We have NOT reached a tentative agreement

Our last bargaining session with PRMCE was on May 11. Since that session we have not received a response from PRMCE for new bargaining dates. We are committed to continuing negotiations as soon as possible! Every day our staffing assignments get harder due to nurses resigning and hundreds of vacancies. Since the start of bargaining we have told the Hospital that we need to resolve this staffing crisis through competitive wages and better staffing language. The contract that our Union Bargaining Team proposed attempts to address retention and recruitment of nurses. We recognize the staffing issues we face at PRMCE need to be addressed with a comprehensive multi-action approach.

Below are a few of the proposals the RN team made in our last session. Some of these proposals the Hospital agreed to or proposed a lesser version of:

1. Hazard pay of $12 for emergent circumstances (like declared state of emergency)

2. Staffing: if a unit is staffed less than 90% of the unit’s staffing plan, the nurses on that unit will receive $5/hour premium

3. Break relief nurses for every unit

4. Internal equity: if a new employee is hired into a pay level greater than the  employee’s experience the entire pay range will be adjusted to reflect the placement of the new hire. Example: if the new hire should be on Step 4, but is placed on Step 8, Step 8 will become the new Step 4 and all nurses will have their wages increased to reflect the adjustment.

5. $3.00 Evening shift differential and $6.50 Night shift differential

6. For night shift nurses: after working on night shift for 24 months nurses would receive an additional $5.00 on top of the night shift differential. This is proposal is to recognize the longevity of night shift nurses.

7. $7 Standby pay

8. Increased premium for preceptors to $2.00 to train the nurses we desperately need.

9. Double time for standby on holidays

10. Added Veteran’s Day, Juneteenth, Dr. Martin Luther King Jr. Day to holiday list. PRMCE proposed cutting Presidents Day to allow Juneteenth.

11. Expanded holiday pay for Christmas Eve and Christmas Day for night shift nurses. Consistent with other contracts in the area we proposed expanded hours for holiday pay on Christmas eve and Christmas day from 7pm on 12/23 to 7AM on 12/26.

12. $800 Standby Bonus for nurses who work more than 500 standby hours each calendar year, $1100 standby bonus for nurses who work more than 800 standby hours in a half year, $1250 for nurses who work more than 1100 standby hours in a half year.

13. Proposed improvements to health insurance by reducing out of pocket cost.

14. Allowing union rep into employee lounges and to remain member of staffing committee

15. 40 hours (pro-rated by FTE) for education hours and increased education money

16. Additional PTO to honor longevity of nurses over 15 years

17. Wages

• Step increments between steps would be an average of 2.5%. Currently the step increments vary between step

• Increase base to Swedish’s base rate of $42.22 on June 1, 2023. The new wage table would range from $42.22 (Base)  80.55 (Step 35)

• November 1, 2023 8.25% increase

• 2024 5% increase

• 2025 6.5% increase

To clarify, we do NOT have a tentative agreement. These proposals have not been fully agreed to by the Hospital! As you can see, there are some areas that we have some agreement on, but differ drastically on wages, staffing, and other contract language. We need Providence to come back to the bargaining table immediately! Nurses deserve better NOW!

PRMCE DAY SIX BARGAINING UPDATE

PRMCE

DAY SIX BARGAINING UPDATE

Today our Nurse Bargaining Team stayed at the table until 10:30pm, and we were willing to negotiate all night working hard to ensure you get a contract that includes fair wages throughout the life of our contract, strong language around staffing to incentivize the hospital to prioritize safe staffing over profits. Providence continues to reject common sense language that will benefit the hospital and the community. Our Union Bargaining Team has prioritized creating a contract that focuses on recruiting and retaining staff, and now more than ever we need you to stand in solidarity with us and get ready to take Action!

Happy Nurses Week!

“We don’t cherry pick when it comes to patient safety”

— Trevor Gjendem

PRMCE DAY FIVE BARGAINING UPDATE

Today Our Union Bargaining Team had more productive conversations around staffing plans and movement within staffing language. Providence went from staffing ratios being a non-starter to having deeper conversations around what staffing should look like at Providence and we are anticipating language that both parties can agree on.

Our discussions around staffing included talking in great length about staffing committee language and the role that the committee will play in improving patient care and safety throughout the hospital. We had discussions around retention and Providence stated that retention is also a priority for them but have yet to commit to any language that supports retention.

“We want Providence to know we HEAR them and we want them to do better for Nurses and the community!”

— Kristen Crowder

PRMCE DAY FOUR BARGAINING UPDATE

PRMCE

DAY FOUR BARGAINING UPDATE

Today Providence came back with economic responses to our last proposals, including wages and responses to our staffing ratio language. It was clear from the Nurses who completed the Union Bargaining Survey that staffing and having confidence in administration to make efforts to adhere to staffing plans, is our number one priority. But Providence still has not countered or discussed with our Union Bargaining Team the staffing ratios that we proposed multiple times. We have reminded Providence that staffing ratios are a priority, and we are encouraging Providence to agree with our counter.

“Providence, DO BETTER!”

— Our Union Bargaining Team

Providence Regional Medical Center - RNs -Fighting for ratio language to protect our patients

Providence Regional Medical Center - RNs
Fighting for ratio language to protect our patients

On day 3 of bargaining, we discussed at length the importance of staffing ratio language to be included in the contract and what that would mean for Nurses and patients.

“Providence said ratio language was a non-starter. For Nurses, not having ratio language is a non-starter and your Bargaining Team will continue to fight for appropriate and safe staffing levels.”

—Carrie Rimel, RN, Bargaining Team

We have yet to hear back from Providence on the bulk of our economic proposals, but we will continue to negotiate in good faith with Providence. We will meet with Providence again May 9, 10, and 11 and will continue our discussions as a Bargaining Team surrounding their proposals to get nurses the best contract.

Providence Regional Medical Center Everett - Bargaining Economics

Providence Regional Medical Center - RNs
Bargaining Economics

On day two of bargaining, we proposed all of the economics, including retirement, health insurance, differentials, longevity, wage increases, and bonuses. Our goal is to attract and retain Nurses and ensure patients have the highest level of safety and care at this hospital.

We are awaiting Providence’s response to our economics, as well as our staffing ratio proposal and other non-economics and look forward to continuing to bargain in good faith during these expedited bargaining sessions.

“We have put everything out on the table, we are waiting for Providence to respond. Thanks to all that are wearing their yellow and blue. Seeing photos of you all standing in solidarity wearing yellow and blue shows Providence that we are UNITED.”

– Stephanie Sausman, RN, Bargaining Team

PRMCE RN Pro Tech We need a better incentive shift program!

Providence Everett RN, Pro & Tech

We need a better incentive shift program!

In March, we told Providence Everett that we wanted to modify the incentive shift letter of understanding (LOU) for the Pros, Techs, and RNs.

We believe that Providence Everett should count “safe sick” time towards our FTEs to qualify for the incentive shift program. This would be following state law and would make eligible more Pros, Tech, and RNs for these incentive shifts. Providence Everett has rejected our proposal and released the LOUs to all units even though we have not agreed to them!

At this time, we have not signed any LOU and will be working with all three bargaining units to create a better incentive program which increases staffing and benefits patients.

If your unit is offering an incentive shift, please let your union Rep know. Anthony Cantu (RNs) 206-436-6566 and Jack Crow (Pros and Techs) at 206-436-6614.

UFCW 3000 Member Story: Nurses at PRMCE Step Up

This #WorkerWednesday, we want to especially recognize three amazing UFCW 3000 members at Providence Regional Medical Center in Everett, WA.

Heidi, Kristen, and Trevor are all nurses who work at PRMCE. As frontline healthcare workers, they have seen first-hand the impacts of the staffing crisis on their work. Because of their dedication to providing the best possible care to their patients and their community, these amazing worker-leaders have been stepping up to advocate for safe staffing!

Outside of the workplace, Kristen, Trevor, and Heidi have helped raise community awareness on the staffing crisis by appearing in the local papers & media. They’ve also organized coworkers & fellow union members to testify at city council meetings, sharing the perspective of essential workers with lawmakers.

Trevor, Heidi, Kristen…thank you for the work that you do to advocate for your coworkers while working hard to keep your patients and our communities safe & healthy!

Providence Everett, listen to your caregivers!

We are facing staffing issues across all units daily, and Providence refuses to listen to our staffing solutions! We will be sharing our stories with the community during our leaflet action:

Wednesday, August 24
10:30am - 12pm
Colby and Pacific Campus Entrances

UFCW 3000 Member Story: Gina Noel

Gina Noel, RN at Providence Regional Medical Center and proud UFCW 3000 member

Another week, another #MemberMonday! Today’s spotlight is on Gina Noel, who is a staff RN at Providence Regional Medical Center in Everett, WA.

Gina is an active leader in her workplace and has been ever since she became a UFCW 3000 member. Gina has participated in multiple Union actions, attended leader trainings, and even joined her fellow members in advocating for safe staffing legislation. She shared her story and the story of her coworkers with lawmakers, helping them better understand the realities of the healthcare staffing crisis and the challenges essential healthcare workers face day in and day out.

Gina recently joined her home floor's staffing committee and is a voice for her unit. While doing this work, Gina identified multiple floors that had no members present to speak on behalf of their particular units. Using social media, Gina and her coworkers organized Zoom meetings to recruit fellow nurses into their med tele & surge staffing committees, resulting in the most RN participation on this committee in years!

Gina — by encouraging your coworkers to get involved in advocating for the changes they need in their own workplaces, you have truly become a role model for leadership and initiative. Thank you for all that you do!

PRMCE RN - Providence Everett RNs Overwhelmingly Ratify the Contract!

On July 23rd, the RN unit overwhelmingly voted to ratify the contract! We were able to win the highest pay increases since we organized! We will be working with Providence to finalize the agreement so both parties can sign the contract and we can post it onto our UFCW 21 website. In the meantime, you can access the “redline” agreement through the link below: 

Here are the details/ important dates of the new agreement: 

• On the August 20, 2021 paycheck: Effective the first full pay period following ratification, nurses will receive a three percent (3%) across the board increase. 

• September 2021: The Hospital will pay all bargaining unit nurses, pro-rated by their assigned FTE, a one-time bonus of $1,500 (minus applicable withholdings) effective the second full pay period following the date of ratification. Per diems will receive a pro-rated .25 FTE bonus.

• December 2021: Pandemic Appreciation Bonus-  The Hospital will provide a one-time bonus of $2,000 (pro-rated by assigned FTE) effective the first full pay period in December of 2021.

• January 2022: Effective the first full pay period six (6) months following ratification, nurses will receive a two percent (2%) across the board increase.

• February 2022: On the second pay period in February, 2022, an additional targeted increase of four and a half percent (4.5%) will be applied to Steps “Base” through “Step 20”. Nurses on Step 21 through 35 will receive a step increment increase of at least 2.5%. 

• December 2022: Legacy Bonus- An additional one-time bonus of $1,500 will, pro-rated by assigned FTE, be paid on the first full pay period in December of 2022 for all PRMCE RNs who are at that time on progression Steps 21 through 35.

• July 1, 2022: Third shift differential will increase to $5/hour 

• January 2023: Effective the first full pay one and one-half (1 ½) years following ratification, nurses will receive a two and three-quarter percent (2.75%) across the board increase. 

• April 2023: Effective the first full pay period following April 30, 2023, all employees on the active payroll will receive a (two and three-quarter percent) 2.75% increase.

• Immediately in effect: 

  • Per diem differential and pay in lieu of PTO and EIB has increased to 15%. 

  • Stand-by On Call pay has increased to $4.25

  • Float Pool/Resource Team pay has increased to $3/hour for Skill Level 1 and $4/hour for Skill Level 2 

  • Education Funds have increased to: FTE 0.8-1.0 $650; FTE 0.6-0.79 $450; FTE 0.3-0.59 $250; FTE 0.0-0.29 $200

Additionally we are still negotiating an “Extra Shift Bonus” (ESB) Letter of Understanding (LOU) with Providence. We have requested that Providence pay the bonus plus time and a half for each extra shift, provide retroactive pay to nurses from March 31, 2021 through present with the new LOU rates, include per diems, and count PTO hours towards nurses’ eligibility for the bonus. We have not signed an LOU which means if you pick up an extra shift please request that your manager put in writing that you will get 1.5 and the new bonus amount. We cannot grieve the extra shift bonuses since we do not have an LOU in place. 

We are also bargaining over Providence’s COVID-19 vaccination policy. It is our position that no one should wear stickers identifying whether they received the vaccine or not, caregivers who have not received the vaccine should not have their hours reduced, and caregivers who have not received the vaccine should go through regular COVID-19 testing. 

If you have any questions or believe Providence is not following the new collective bargaining agreement, please reach out to Anthony Cantu acantu@ufcw21.org. 

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Julie Bynum, Float Pool; Jenney Gannon, L&D; Madison Hamilton

PRMCE RN - We Have Reached an Agreement! Bargaining Committee Is Recommending a “YES” Vote! Online Vote on July 23!

We have been at the bargaining table since early October 2020 fighting for a competitive contract. After twenty-two bargaining sessions, we were able to reach a tentative agreement early morning on July 9! 

Late summer of 2020, Providence offered us a contract extension of one-year with a 1.5% and 2.5% wage increase by October 30, 2020, commencing discussion about eliminating EIB/ changing PTO, paid parking for nurses starting October 31, 2021. Nurses overwhelmingly voted to reject this proposal so we could fight for better wage increases and better staffing language. 

Throughout bargaining we made several proposals to retain our EIB/PTO, improve contract language, and increase the economics of our contract. Most of these proposals were rejected by Providence until we took a strike authorization vote! 

In our last two bargaining sessions, Providence made movement, but we prioritized our proposals and focused on proposals which would make Providence competitive with surrounding area hospitals. We were able to obtain wage increases like Swedish, hazard pay bonus, retention bonuses, and strong staffing language! 

Your bargaining team highly recommends a “YES” vote! 

Our tentative agreement includes: 

• $2000 pandemic pay 

• Total of a 15% wage increase for the life of the contract

• Legacy bonus 

• Increased education funds 

• Strong staffing language 

The full details of the agreement will be made available at our Zoom vote meetings on July 20 at 8PM - 9PM and July 21 at 7AM - 9AM. Union members in good standing will be able to vote online on Friday, July 23 from 12:01AM to 8PM. If you do not receive emails from UFCW 21, please update your contact information @ ufcw21.org/update-your-information.

If you need to update your email address on the day of the vote, please call the Member Resource Center 206-436-6570 or email your Union Rep Anthony Cantu—acantu@ufcw21.org.

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Julie Bynum, Float Pool; Jenney Gannon, L&D; Madison Hamilton

Providence Everett RN Vote Meetings 

Tuesday, July 20
8PM - 9PM

Wednesday, July 21
7AM - 9AM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

PRMCE RN - Providence Moves Away From EIB/PTO Takeaway!

On June 17, we met with Providence and made it clear to them that we want to see proposals which address staffing, recruitment, and retention. In the past few months, Providence has offered thousands of dollars in sign-on bonuses, incentive shifts, and flip shift bonuses without bargaining with the Union. These bonuses may help with staffing in the short term, but the reality is that by offering these bonuses they are diverting money away from our contract. This money should be allocated to increasing hourly rates and premiums on a permanent basis, not a temporary one! This is the basis of one of the unfair labor practices we filed with National Labor Relations Board. 

Providence made several package proposals. Package proposals require us to agree to the entirety of Providence’s proposal.
In one of their package proposals, they withdrew their proposals around EIB/PTO which is a huge win! But all their package proposals included paid parking and the most they proposed was a 7.75% wage increase over three years. 

If you did not vote to authorize the strike or have not signed a strike pledge card, please sign the card online. Our next mediation sessions are June 24 and 25. If you have any questions please reach out to Anthony Cantu, union representative. 

Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Jenney Gannon, L&D; Madison Hamilton

PRMCE RN - Strike Authorization Vote Notice

On May 24, we met with the Hospital for our seventh mediation session. In our last session on May 10, we presented to Providence a 7% across-the-board wage increase each year of the contract plus increases to our premiums and improvements to contract language, including staffing language. Providence responded with minimal movement on wage increases. While our wage increases would apply to all nurses for every year of the contract, Providence’s wage proposal is about 5.25% less than our proposal the first year, about 5% less than our proposal the second year, and part of their third-year proposal would only apply to nurses between base step to step 20 and a bonus for step 30 to step 35. Providence may say that their overall wage proposal is 17%, but that is incorrect. 

Fun fact: Under our current pay scale, we have 2% step increments in between each step. This means that every year we receive an across-the-board wage increase plus our anniversary step increase of 2%. Providence is including the 2% wage increment in their overall calculation which is deceptive. Their overall wage proposal is less than 6% for three years. 

Additionally, Providence continues to propose eliminating EIB, reducing PTO, and mandatory paid parking for all bargaining units including OPEIU, Pros, and Techs. 

While we have been at the bargaining table, Providence has been offering bonuses and incentives to RNs for flipping shifts, sign-on bonuses, and extra shift incentives. Some of these bonuses are as high as 20 thousand dollars. The Hospital has not negotiated with us over most of these bonuses. This is money that could have been reallocated to current nurses for retention bonuses or increases to our base rates! The Hospital is also interfering with your right to act together to report unsafe staffing events.

Given Providence’s disrespectful proposal and unfair labor practices regarding the bonuses, we are calling for a strike vote on June 2. We believe our strike will be a ULP strike based on the Hospital’s conduct described above. For us to go on strike, we must approve it! We will be voting online via an email from SimplyVote from 12am to 9pm. All members in good standing are eligible to vote. If you were unable to vote during our last electronic vote, please update your information online @ ufcw21.org/update-your-information. 

We will be holding strike education vote meetings on May 25 at 8pm, June 1 at 8am and 8pm via Zoom where nurses can ask questions. Our next mediation sessions will be on June 17 and 25. 

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Jenney Gannon, L&D; Madison Hamilton

Upcoming Strike Education Vote Meetings 

June 1 • 8am

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

May 25 and June 1 • 8pm

Register for this meeting for call-in details.

PRMCE - Bargaining Committee Recommends a “No” Vote on March 11!

Back in Spring/Summer of 2020, Providence approached us with a proposal to extend the contract for a year, provide a 4% across-the-board increase for 2020, have all nurses pay for parking as of 2021, and potentially eliminate EIB. At that time, we took this proposal to a vote and an overwhelming majority of the RN unit voted down this proposal. We told Providence loud and clear that we thought their proposal was a bad deal!

We then went to the bargaining table to fight for better wage increases and no take-aways! 

Since October 2020, we have been bargaining with Providence and have made little progress around improving contract language. Providence has also proposed to eliminate EIB, reduce PTO, and provide below market wage increases. We believe it is now time to send a clear message to Providence that they need to take our proposals seriously and that the RN unit deserves better wage increases to recruit and retain nurses! 

The committee is recommending a “NO” vote on Providence’s latest proposal! 

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We will be voting online via “Simply Vote” on Thursday, March 11 from 12 AM to 11:59 PM.

You will be receiving an email from “Simply Vote” with your unique login information. If you do not receive an email from UFCW 21 or “Simply Vote,” by March 10, please update your information online or email your union rep, Anthony Cantu (acantu@ufcw21.org) 

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In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Jenney Gannon, L&D; Madison Hamilton

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We will have vote meetings on March 2 and March 9 @ 8PM via Zoom to go over Providence’s last proposal. 

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out. 

PRMCE RN - Providence Proposes to Eliminate EIB and Reduce PTO!

In our past bargaining session, we finally received an economic proposal from Providence. Their proposal would eliminate EIB, reduce PTO, require nurses to pay for parking, and provide higher wage increases to future new hires. We expected Providence to propose the elimination of EIB, but did not expect the other proposals. 

In 2019, Providence proposed a similar plan to eliminate EIB and replace it with a short-term disability (STD) plan which would use a combination of the State’s short-term disability program and Providence’s STD that would not cover a nurse’s time-off for a family members’ illness. The different Providence units authorized a strike vote due to this proposal and now we are seeing that proposal at the bargaining table. 

In addition, Providence proposed below market wage increases! While we made the argument at the bargaining table that we need better wages to retain and recruit nurses, Providence said they would rather focus their attention on recruiting nurses than investing in their current workforce. 

We believe this economic proposal along with the lack of movement on contract language is disrespectful to the RN bargaining unit. Providence needs to hear from all nurses that this proposal will not do and we need better wage increases and contract language with no takeaways! 

As so, we are moving forward with a contract vote to show Providence that we are not interest in their proposal! Although we will still be bargaining with Providence and may potentially use a mediator in our next sessions, we believe we need to send out a clear message to Providence! As a committee, we are recommending a “NO” vote on the current contract proposal. 

We will be voting electronically on March 11 (online voting between 12AM to 11:59PM). We will be emailing out a link to the vote. If you do not receive emails from UFCW 21, please email Anthony Cantu acantu@ufcw21.org so we can update your contact info so you may vote. 

We will have vote meetings on Tuesday March 2 and March 9 at 8PM via Zoom to discuss the contract proposal and walk through the voting process.. 

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Jenney Gannon, L&D; Madison Hamilton

PRMCE - Providence Has No Response to Our Wage Proposal!

On February 10, we met with Providence for a couple of hours. At this point, we have made most of our economic proposals, but have yet to hear a counterproposal from Providence.

We have proposed generous wage increases and improvements to EIB/PTO. At other Providence bargaining tables, Providence has proposed to eliminate EIB and implement a short-term disability plan which is a combination of WA Paid Family Medical Leave and an employee-only illness plan. This same plan was proposed by Providence at the Professional-Technical bargaining table in 2019 and that unit voted to go on strike rather than accept their proposal.

We believe we will see that same proposal, low wage increases, and no improvements to contract language in their counterproposal. In anticipation to this proposal, we must mobilize! The bargaining committee has discussed voting down Providence’s terrible proposal, if it includes low wage increases and eliminating EIB.

We ask that you talk to your co-workers about signing onto the financial transparency petition and potentially voting down Providence’s offer. The petition will show Providence that the RN unit is closely following bargaining and we will be holding them accountable to their “core values.” Also this petition is being signed onto by Providence St. Peter’s and Centralia, who are also in negotiations.

Our next sessions are on February 17, 23 and March 8, 9. If you have any questions about bargaining, please reach out to the bargaining committee or your Union Rep, Anthony Cantu—acantu@ufcw21.org or 206-436-6566.  

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Jenney Gannon, L&D; Madison Hamilton

PRMCE RN - Providence Rejects Better Scheduling Language!

On January 20, we met with Providence. We proposed increases to annual wage increases, shift differentials, certificate pay, weekend pay, stand-by pay, and callback pay. In the past year, short-staffing has been rampant throughout the Hospital. It is clear to us that Providence is having difficulty hiring and retaining nurses.

Also from your feedback in bargaining surveys and contract action team meetings, we have heard that wages and proper staffing are the two things we should be fighting for. Until this date, Providence has continued to pushback on our contract changes. Our goal is to win better contract language which gives us the opportunity to give feedback to Management regarding staffing, unit restructures/mergers, and scheduling.

Providence will not agree to our language unless we pressure them. One way to pressure them is through legislation in Olympia. UFCW 21 along with other healthcare unions are lobbying to pass a financial transparency bill which forces hospitals to be transparent with their finances. We have launched a financial transparency petition to support this bill and are using this petition to hold Providence accountable for the COVID-19 government relief money they received in 2020.

We are asking that you please sign onto this petition and take a stand with Providence caregivers from Centralia and St. Peter’s. We will have a contract action team meeting to discuss bargaining on January 26 at 8pm.

If you have any questions, please contact your Union Rep, Anthony Cantu—acantu@ufcw21.org or 206-436-6566.

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Jenney Gannon, L&D; Madison Hamilton

PRMCE - Providence Says We Are “Unprepared!” Providence, You Are Unresponsive!

On December 7, we met with Providence and expected that they would have thoughtful counterproposals. Instead, they responded with current contract language and called us “unprepared.” We were more than prepared and take bargaining seriously. After all this is OUR union contract, which affects OUR workplace, livelihood, and families.

Providence has responded to several contract proposals with current contract language. With these proposals, they are signaling that they intend to do what they proposed back in springtime. They want to essentially extend the contract with current language and provide a wage increase. The reality is that this is not a suitable solution.

We currently have several open and past grievances around language interpretation like management rights, definitions, employment practices, seniority, hours of work and overtime, compensation, and nursing education/license. Given this, we need to change current contract language to avoid future grievances. We don’t agree with Providence that the status quo is working. It clearly is not!

We currently have made many thoughtful proposals and hope Providence starts listening that current contract language will not due!

We will have our next contract action team meeting on December 15 @ 8PM where we will be talking about bargaining more in-depth. Also we will be launching a financial transparency petition at Providence Centralia, St. Peter’s, and Everett to hold Providence accountable. We will also have a banner action in the next two months to stand in solidarity with the other hospitals during bargaining.

If you want to participate in these actions or need more car signs, please contact your union rep, Anthony Cantu—acantu@ufcw21.org or 206-436-6566.   

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Bill Hisaw, OR; Jenney Gannon, L&D; Madison Hamilton

PRMCE - The Hospital Recognizes Our Staffing Complaint Forms!

On October 28, 2020, we met with the Hospital. We have spent the last two bargaining sessions talking about staffing. In this past session, the Hospital told us they would recognize our CSI staffing complaint form—available on ufcw21.org/csi. Their position has changed since our last bargaining session. Also, we talked about PPE with the Chief Nursing Officer and she has promised to ensure that all nurses are able to receive more than one mask during their shift if the nurse requests one. 

As for our proposals, the Hospital has rejected a majority of our proposals except for recognizing gender identity in the non-discrimination article. We discussed the parameters of professional development under the education funding article. We want to ensure nurses are not being denied funding for relevant courses and we are trying to increase available funding. 

Bargaining is going slowly, but we hope they will start hearing our demands to change language, which currently does not benefit the Hospital or the nurses. One way to pressure the Hospital, is by taking part in our car sign action. If you have not received a car sign, please contact the bargaining team or Anthony Cantu, Union Rep @ 206-436-6566. 

In addition, we currently have a 30-day contract extension which expires on November 30, 2020. During a contract extension we are not able to call for a strike, picket, or work stoppage, but we can take other actions like a car sign action. We will continue extending the contract as long as we are making progress at the bargaining table. 

Our next contract action team meeting will be on November 10, 2020 @ 8 PM via Zoom. Our next bargaining sessions are on November 13 and 17.   

OUR RN BARGAINING TEAM: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Bill Hisaw, OR; Jenney Gannon, L&D; Madison Hamilton