UFCW 3000 Member Story: Mackenzie Weiland

Mackenzie Weiland

Content Warning: This member story mentions abuse, violence, and sexual assault. If you or someone you know has been the victim of sexual assault and need help, call the National Sexual Sexual Assault Hotline at 1-800-656-4673.

Meet Mackenzie Weiland, a nurse practitioner who specializes in sexual and reproductive health. Mackenzie and her partner relocated to the Pacific Northwest from Atlanta, Georgia, at the end of 2021. Soon after, she got a job at Planned Parenthood and has been quick to put down roots in their new home:

“My partner and I are building a home in Everett and enjoying every bit of exploration and adventure in this awesome region of the country. We are avid sea kayakers, hikers, triathletes, dog fosters, microbrewery supporters, board game enthusiasts, and big-time foodies!”

Working in reproductive healthcare is more than just a career to Mackenzie—it’s a calling. In addition to being a nurse practitioner, she is a board-certified sexual assault nurse examiner (SANE):

“Sexual violence and advocacy work is my truest passion, and I continue to serve my community in this way. After my busy weeks in clinic at Planned Parenthood, I take call shifts as a full-scope forensic nurse in Snohomish County. In this role, I provide trauma-informed, person-centered, compassionate, and excellent forensic nursing care and services to survivors of all forms of violence including child abuse and neglect, physical assault, sexual violence and assault, domestic and interpersonal violence, and more.

Caring for my community in these ways is both a calling and a gift. The careful culmination of my skills, training, and passion are all in service to uplift others and create a braver, safer world for us all.”

Mackenzie further serves her community by teaching nursing students at Seattle University how to be SANE nurses and speaks at conferences to advocate for better care for victims.

While her work at Planned Parenthood is very rewarding to her, Mackenzie has come to understand how important it is to have a union on the job, although she didn’t always think so:

“In my naiveté, when I was first hired at Planned Parenthood, I was weary of the union aspect of the position. Having been employed for just over 1.5 years, I cannot imagine being a Planned Parenthood clinician without my union. I am lucky to work closely with Charlie King, my union representative, who has always made himself available to me and my coworkers. We communicate regularly, and his efforts to care for me and my team have made the biggest difference. […] Unfortunately, no healthcare center/system is perfect, and just knowing I have the full, unyielding support of my union behind me, and in strong solidarity with the folks I work alongside and for, I am able to continue to show up and provide excellent community care.

It is an honor to be a UFCW 3000 member with all of you rock stars. Thank you, each of you, for all you to do serve one another and our communities.”

Mackenzie is becoming more involved with her union but was unable to be on the bargaining committee for the new union contract because she had no extra time (see all of the above). That’s okay! Being in a union means that when we all step up as much as we can, we don’t have to do everything ourselves.

Ferry County Memorial Hospital (Service, Maintenance, and LPN) - FIRST CONTRACT RATIFIED!

Ferry County Memorial Hospital (Service, Maintenance, and LPN)
FIRST CONTRACT RATIFIED!

“So incredibly thankful for all of the hard work done and excited to serve our fellow co-workers! Thank you for coming and asking your questions and showing your support! If you still want to sign a membership application please find one of your bargaining team. We are STRONGER TOGETHER!” —Nykole Silrus, LPN

On August 30, our Bargaining Team spent from 6am until 7pm welcoming co-workers, answering questions, and getting staff signed up to become UFCW 3000 members. It was great to see the high percentage of turnout and the overwhelming support and positive conversation that were had throughout the day.

Our new contract includes but is not limited to:

• Grievance Process

• Progressive Discipline

• Seniority language

• Secure hours of work and scheduling

• Two Guaranteed wage increases each year

• Guaranteed Premium pay, Secured PTO and EIB

• Secured benefits

• Process to address issues and concerns with out fear of retaliation

We look forward to building on this first contract that has set a strong foundation for the future. View your contract online once all of the signatures have been received at: ufcw3000.org. Until then, please reach out to a Bargaining Team member or Union Rep Amy Radcliff @ 509-340-7370.

“Today was a great day for the employees of Ferry County Health. We have made history by establishing a union of hard-working people. Through our strong and ever growing membership we finally have a hand on the wheel for what happens with our careers going forward. It is our hope that the employees of Ferry County Health will be happier and even more productive. I look forward to the future with all of you. Thank you we did it!” —Chris Torres, Lab Tech non certified

Mariners (Retail) Update - Employee benefits and Unfair Labor Practice charges

Our fight continues for the reinstatement of subsidized parking and promotion of item benefits. Currently the results of the decertification vote are pending certification with the National Labor Relations Board (NLRB) while one of our ULPs is being resolved.  

Here is where we stand:  

• Subsidized Parking and Promotional Items Grievance
  An arbitration hearing date is set for Thursday, October 12​

• Subsidized Parking and Promotional Items ULP
  Currently under investigation and pending a hearing with the NLRB

• Decertification Election Process ULP
  Denied for review by the NLRB  

While this process moves through the arbitration and board hearing process, UFCW 3000 continues to vigorously enforce our Collective Bargaining Agreement. If you have any questions or believe there is a contract violation, please feel free to reach out to your union representative Dominick Ojeda at (206) 436-6586. 

Mariners (Retail) Collective Bargaining Agreement: Mariners Team Store 

PRMCE RN Back at the bargaining table

On August 28, we were back at the bargaining table. Providence accepted a few of our previously agreed-upon tentative agreements. But, as expected, they didn't see eye-to-eye with us on most of our proposals during the first half of the day.

In the second half of the day, we stood strong and presented our full proposal. This comprehensive plan covers both the economic and non-economic aspects that matter most to us. We're talking Staffing, Seniority, Compensation, Health and Safety, and a lot more. All these areas have one goal in mind – to enhance our working conditions and raise the bar for patient care standards.

Now, let's talk night shift nurses – an issue that hits close to home for many of us. We've come up with a solution by suggesting temporary incentives for those willing to make the switch. Day shift nurses will receive:

• $250 incentive per shift that a RN flips

• $300 incentive per Friday, Saturday, and Sunday per shift that a RN flips

• $1,800 prorated to a RN’s FTE for working either 32 hours via 8 hour night shifts or 48 hours via 12 hour night shifts

Our proposal for a retention bonus for our current night shift nurses didn't get the green light from PRMCE. We won't let that stop us from reproposing this bonus!

Now, mark your calendars because our next bargaining session is set for September 26th. This upcoming month is when we need all hands on deck! Together, we'll push forward and make strides.

On September 4, we're taking it to the streets! We'll be at the Everett Labor Day Block Party and rallying our union siblings to join us on September 21 for a community townhall. On September 21, we'll be handing out yard signs that folks can proudly display in their yards to show their unwavering support for our contract fight!

If you want to get involved and help distribute these yard signs in your community, then circle September 21st on your calendar or reach out to Anthony Cantu (360)436-6566. These signs will be ready to distribute starting September 18th!

Our strike pledge numbers continue increasing! To keep everyone informed and engaged, we're hosting strike educational meetings at Providence Everett (Pacific and Colby campuses). These sessions are open to all, so drop in whenever you can. We'll have UFCW staff and fellow nurses ready to answer your questions.

September 6

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pacific Main Floor Classroom 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

September 11

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

• Zoom Meeting from 5:30 – 6:30

September 13

• Colby St Helens Room 7 – 9am, 11am – 1pm

• Zoom Meeting from  5:30 – 6:30

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of care we provide. You can sign up for this role by visiting our strike pledge page:https://www.mobilize.us/ufcw3000/event/576988/. Also, mark your calendars for our upcoming strike captain meeting on September 5th at 8 pm via Zoomhttps://www.mobilize.us/ufcw3000/event/575629/

Our determination remains unshakeable. Remember, it's our unity that will lead us to victory. So, let's keep the momentum going, support one another, and make our voices heard. Together, we're unstoppable!

Important Dates:

October 30, 2023: Contract Expires!
September 26: Negotiations with PRMCE
September 21: Community Townhall @ Everett Labor Temple, 2810 Lombard Ave Everett, from 5-6 pm
September 13: Strike Educational Meetings

• Colby St Helens Room 7 – 9am, 11am – 1pm

• Zoom Meeting from  5:30 – 6:30 https://us02web.zoom.us/j/83887544549?pwd=dDlhb0JObDlXSm03NzZWWFFHMVNJZz09

September 11: Strike Educational Meetings

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

• Zoom Meeting from 5:30 – 6:30 https://us02web.zoom.us/j/81867677640?pwd=SzFUTXBxb3NrYnZsWEw3QjVXUXV0Zz09

September 6: Strike Educational Meetings

• Colby St Helens Room 7-9 am, 11am – 1pm

• Pacific Main Floor Classroom 7-9 am, 11am – 1pm

• Pavilion Classroom #4 7-9 am, 11am – 1pm

September 4: Labor Day Block Party

from 11 am to 2 pm @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link PRMCE RN - I Promise to Take Action! (jotform.com)

Also encourage your coworkers to update their information: https://ufcw3000.org/update-your-information

PRMCE RN Bargaining Team
Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder 

Northwest Center Progress Continues

This week our Union Bargaining Team met with Northwest Center and continued important discussions on schedules and flexing hours, assignments to different teams, and the use of coaching and Performance Improvement Plans. We received counter proposals from leadership on remote work and caseloads and hope to be able to reach agreements on these topics at our next bargaining session on September 12.

We appreciate all of the feedback from coworkers during our Union meeting this week! It helped us to finalize our full Economic proposals to present in future sessions. We heard broadly that people are happy with the current healthcare plan and we will be prioritizing trying to make it more financially accessible for adding spouse/children/family and accessible for part-time employees.

Welcome to the bargaining team Kaylee Ainge and Kirsten Syberg, Family Resource Coordinators! They will take turns participating in future bargaining sessions on September 12 and 19. We are excited to have Family Resource Coordinators perspective and voice at the table.

Our team is staying in close contact with our Union siblings at SEIU 925 Early Learning- please stay tuned for future solidarity actions we will take together!

You’re invited!

Monday September 5, 11am – 2pm at Angle Lake Park in SeaTac, Join UFCW 3000 and our community at the annual MLK Labor Day Picnic! Bring a friend, your family, and kids. There will be food trucks with free food for union members, kids games, and a splash park. Hope to see you there!

Questions or to get more involved, please contact Union Representative Ian Jacobson, 206-436-6550.

Follow us on our social media to stay up to date with bargaining! Facebook and Instagram: Early Supports Union @earlysupportsunion

Stopping the merger update

Since the day the proposed merger of Kroger and Albertsons was announced, our local unions and members have been taking action to protect our stores, our jobs, and our customers. Keeping you all informed during this process has been a priority. Thousands of you joined our Telephone Town Hall Update in May with members from the West Coast, the East Coast, and many states in between. Since May , members, community and allies across the country have been working hard as part of the “Stop the Merger Coalition" to convince the Federal Trade Commission (FTC) that this merger is a bad deal for everyone.

Here's a brief snapshot of what we've been doing to oppose the devastating proposed merger between Kroger and Albertsons:

• Getting the Word Out: spreading the word through social media, press releases, and community events. Members have been letting everyone know why this merger is a major problem, including a threat to jobs, competition, higher prices, and how it will hurt our local communities.

• Talking to Decision-Makers: advocating with policymakers in the federal government and state Attorneys General in California, Washington, Idaho, Colorado, Washington, DC, and many more to ensure they understand our concerns. UFCW Members are testifying, sharing stories, and making sure your voices are heard where it counts. The news coverage has been massive and important in getting our stories out to the public.

• Making Our Case: UFCW members are leading the fight to show federal and state policymakers that prioritizing the impact on grocery store workers is paramount to a thriving network of grocery stores in our local communities. Without workers’ lives being a primary consideration, the ones who benefit will be the Kroger and Albertsons executives. Albertsons owners already took nearly $4 billion out of the company and now are looking to cash in with a $146 million golden parachute.

• Taking It to the Streets: promoting rallies, petitions, and meetings. We're making sure our communities know what's at stake and getting them involved. We've joined forces with other groups like farmers, community allies, and consumer advocates who are also worried about this merger. The more people we have on our side, the stronger our message becomes.

Our fight isn't over. Your involvement is crucial to our success. For example, by adding your stories of harm from past mergers, we are forcing the FTC to take notice that the people who are hurt most by these mega-mergers are the workers and the communities they serve.

Take Action

The FTC has the power to block this merger. Take action now by sending a message to the FTC to let them know we stand united in opposition to the Kroger/Albertsons merger.
 
We'll keep you posted as the fight continues. In the meantime, talk to your Union Rep or Steward to learn how you can be more involved.

Town & Country LOU votes scheduled

We will be voting on two LOU’s regarding safety committees and a fish monger position. UFCW 3000 members in good standing are encouraged to attend a meeting, ask questions, and vote on the contract. Contact a Bargaining Team member or your Union Representative for any questions!

Thursday, September 14, 2023

9:00 AM–11:00 AM

1:00 PM – 3:00 PM

Vote meeting held @ store location

#208 (Bellevue) 4989 Lakemont Blvd SE Bellevue, WA 98006

Reps: Rhonda Fisher-Ivie, Mohamed Bonah

#211 (Ballard) 1400 NW 56th St. Seattle, WA 98107

Reps: Bruce Le, Aaron Bailey

#212 (Shoreline) 15505 Westminster Way N Seattle, WA 98133

Reps: Chris Crawford, Joshua Johnson

#215 (Bainbridge) 343 E Winslow Way Bainbridge Island, WA 98110

Reps: Tae Abranam, Sharra Oakley

#216 (Poulsbo) 20148 - 10th Ave. NE Poulsbo, WA 98370

Reps: Cynthia Hill, Scott Pattison

#217 (MillCreek) 15605 Main Street Bothell, WA 98012

Reps: Adrian Noel, Dacia Burley

Downtown Dog Lounge - I have the right to wear this bandana!

I have the right to wear this bandana!

I am protected by the National Labor Relations Act to engage in concerted activity with my coworkers, including wearing union insignias or paraphernalia.

Under Section 7 of the NLRA, I have “the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining”

Under Section 8(a)(1) of the NLRA, it is an unfair labor practice for an employer “to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7” of the NLRA.

Providence St. Peter (PTAs and COTAs) - Prepare to take action in solidarity

Providence St. Peter (PTAs and COTAs)
Prepare to take action in solidarity

“It just seems unfair that we are putting forth efforts to negotiate in fairness, though Providence does not seem to be bringing a reasonable offer to the table...” —Heidi Ranger-Geh, Certified Occupational Therapist Assistant, Bargaining Team

Our Bargaining Team met with Providence St. Peter Management on Tuesday, August 29, to bargain over the specifics of our Memorandum of Understanding. We have continued to try to come to a compromise on the structure of a wage scale, our placement on it, and continuation of our educational stipend. We have made what we feel to be reasonable movement towards Management’s position on these matters but by and large have found the Employer’s willingness to meet us part of the way to be lacking.

We have heard that our new union siblings also attempting to get their Memorandum of Understanding negotiated so they may be added into the RN union contract have been facing similar struggles. We hope to coordinate actions soon with these Palliative Care and Case Manager RNs so that we can all show Management we deserve dignity, respect, and fair compensation for our labor.

Please speak with our Bargaining Team members or call Union Rep Brandan Zielinski @ 206-436-6603 if you have any questions.

Bargaining Team Members: Cynthia Miner, Certified Occupational Therapy Assistant; Heidi Ranger-Geh, Physical Therapy Assistant

Macy's Bargaining update and Next Steps

Our Union Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick, Nicole Hardin.

Our Union Bargaining Team met with Management again on August 24 and 25.

We were cautiously optimistic about these dates because it was the first time we met in-person since mid-July. We’ve found that in-person negotiations have been more fruitful, and we were anticipating this trend to continue.

We couldn’t have been more wrong. Macy’s started by passing a proposal that regressed to the terms of our June 27 bargaining date, throwing away the progress we had made through supposals over the past two months. This sudden reversal was a significant setback and suggested the Employer's readiness for a contentious round of negotiations.

The Employer’s latest proposal included:

GENERAL WAGE INCREASE
Years of Service 1-14: Year 1: 40¢, Year 2: 40¢, Year 3: 40¢
Years of Service 15+: Year 1: 50¢, Year 2: 40¢, Year 3: 40¢
$17 Minimum Wage (except Southcenter)

• Elimination of all wage scales, limiting the career growth of members,

• Elimination of most our holiday pay language, replacing it with the employer’s non-union holiday policy,

• REJECTED Union proposal to create a master safety committee,

• REJECTED Union proposal that employees will not be disciplined when calling mall security or the police,

• REJECTED Union proposal for better vacation accruals,

• REJECTED Union proposal for better deficit wipe-offs,

• REJECTED Union proposal for a more affordable healthcare option.

In response, our Bargaining Team mirrored this approach, dropping all the movement made during the supposal process just as the Employer had. They left us with no choice since we could not lock in our progress when they were unwilling to do the same.

We are disappointed with Macy’s actions, yet, our disappointment only strengthens our resolve to take whatever action is necessary to win a fair contract. That being said, our Bargaining Team has called for a second round of informational pickets.

September will become a month of action, as informational pickets are again set for Bellingham, Alderwood, and Southcenter. This time, they will span three consecutive Fridays. Our last round of pickets saw the strong showing of UFCW 3000 members and the community, but now it's time to demonstrate that our solidarity has grown even stronger. As we gear up for a potential labor dispute over the holidays, Macy’s will see that our unity remains unshakeable.

Contract Action Team Meetings:

Southcenter: Tuesday September 5, 12PM-1PM
Southcenter Mall Food Court 2800 Southcenter Mall, Seattle, WA 98188)

Alderwood: Tuesday September 5, 3PM-4PM
Elemental Pizza 3000 184th St SW #948, Lynnwood, WA 98037)

Bellingham: Thursday September 7, 1PM-2PM
Bellis Fair Mall Food Court One Bellis Fair Pkwy, Bellingham, WA 98226)

In addition to RSVP’ing to an informational picket, our Bargaining Team asks that you attend our next Contract Action Team Meetings to learn more about our next steps. During these meetings we will focus on planning for a possible strike over the holidays, including a Q&A session with the UFCW 3000 Negotiations Director.

Macy’s Informational Pickets Round 2 RSVP: bit.ly/macys-info-picket-23

Friday September 15: Bellingham Macy’s | 2:00PM – 4:00PM
50 E Bellis Fair Pkwy, Bellingham, WA 98226

Friday September 22: Alderwood Macy’s | 2:00PM – 4:00PM
18700 Alderwood Mall Pkwy, Lynnwood, WA 98037

Friday September 29: Southcenter Macy’s | 2:00PM – 4:00PM
500 Southcenter Mall, Tukwila, WA 98188

What's the Status of the Strike Authorization Vote?

We've chosen to delay the strike authorization vote and, in its place, arrange informational pickets, with an eye on early October for a potential vote.

This is because our Bargaining Team had requested information from the employer, but this request remained unfulfilled before our August 24 and 25 bargaining dates. The employer's inability to provide all the requested information made it difficult to fully evaluate the outstanding issues, leading to the decision to postpone the vote. However, the employer has committed to providing the information prior to our next set of bargaining dates, which will help our team make an informed decision about when and if a strike authorization vote is necessary.

ST. ANNE HOSPITAL (TECH) - BARGAINING CONTINUES

ST. ANNE HOSPITAL (TECH)
BARGAINING CONTINUES

“There have been bumps along the road, but today’s session was the most productive yet. We hope the positive momentum continues!” —Bargaining Team: Carlos Camacho, Linda Sanders, Michelle Grennan

Our Union Bargaining Team met with Management again on August 16 to continue negotiations for our successor contract. At this bargaining session our team passed across everything except our wage proposal, giving the Employer a lot to consider before we meet again on September 6. Our proposals included the following issues:

• Wage Premiums & Differential

• Recognition for Past Experience

• Equal Opportunity / Equity

• Harassment / Discrimination

• Union Access to Premises

• New Hire Orientation

• Preceptor

• Layoff / Recall

• Low Census

• Holiday Callback Pay

• Grievance Procedure

• Incentive Pay

• Bereavement Leave

• And more!

As we gear up to present our initial wage proposal, our team has been analyzing market data to ensure we create a competitive edge against neighboring facilities, including Harborview and Swedish Medical Centers. Though in past discussions the Employer has dismissed these facilities as unequal due to their larger scale, it remains a fact that some of our colleagues have moved to these neighboring facilities, located just a stone's throw away, for better compensation packages.

However, the positive nature of the conversations with the Employer thus far leads us to be cautiously optimistic that this momentum will continue. We meet again with the Employer on September 6 and 27.

Unsafe work requirements: Questions & Answers

UNSAFE WORK ASSIGNMENT Q & A

During the COVID-19 crisis workers have been encountering situations that may be considered unsafe work assignments. In the normal day-to-day operations at work, workers are generally required to comply with management orders and directives. Complying with management directives is considered part of your job duties and not doing so can lead to discipline. Employees covered under a Union contract should usually "obey now, and grieve later." But situations might be different when you are being asked to do something unsafe. 

The following Q & A addresses a specific exception to the general rule that employees must obey orders and grieve them later.

If you are being asked to do something unsafe at work, you should call your Union Rep (call 1-800-732-1188 to be connected) or the Member Resource Center (1-866-210-3000). Due to the high volume of calls we are receiving you may be directed to voicemail, but someone will reach out to you as soon as they can. You can also email safety concerns to safetyreport@ufcw3000.org

*If you are not a member of UFCW 3000 and need support, contact us!

Q:  I've been asked to perform a work assignment that I feel will threaten my personal safety and expose me to serious bodily harm.  Does my Union contract provide any protections for me?

A:  Because you are covered by a Union contract the answer is yes.  Your Union contract includes a just cause provision.  In this situation, just cause means you should not be disciplined for refusing to obey an unreasonable order.  An order to perform a work assignment that is likely to cause serious bodily harm to an employee is not reasonable.  To be covered by this exception, your fear of bodily harm must be objectively reasonable and not speculative.

Q:  Are there any specific laws that offer protection to workers who are asked to perform unsafe work assignments?

A:  Yes, there are state and federal laws that provide additional or separate protections.  One example is OSHA (click here to read an OSHA summary).

Q:  What should I say to my employer if asked to perform a work assignment that is likely to cause me serious bodily harm?

A:  It is always best to try to work with management to solve the problem.  For example, you should explain to management why you feel the work assignment is unsafe or dangerous so that your employer has an opportunity to problem solve.  You can also tell your supervisor you would be happy to accept the work assignment if it can be made safe to perform i.e., by providing you with adequate equipment or protective devices, adequate supplies, protective clothing, additional staffing, etc.     

Q:  Should I leave work if my employer insists that I perform the unsafe work assignment?

A:  No, under most circumstances, you should stay on site and remain available to work safe assignments.  If management sends you home, asks to meet with you to investigate the situation, or issues you any discipline, you should contact your union rep or the rep of the day immediately.

PRMCE RN Let’s Stand Strong Together!

Our latest bargaining session took place on August 28, and we have some important updates to share. We initially engaged in expedited bargaining with the Hospital, but we realized that this approach wasn't yielding the results we need. Therefore, we transitioned to regular bargaining, and August 28 marked our first session.

While we were prepared for an outright rejection of our previously agreed-upon tentative agreements, we managed to make some headway. Hospital management accepted a few of our proposals. For instance, they agreed to eliminate the use of written warnings for progressive discipline if the incident occurred 18 months or more in the past.

However, there's still much ground to cover. We've presented a comprehensive proposal that spans both economic and non-economic aspects. Our proposal touches on crucial areas such as Staffing, Seniority, Compensation, Health and Safety, and more – all designed to improve our working conditions and patient care standards.

We also did an analysis of all Level 2 trauma hospitals across Washington. Surprisingly, we've discovered that Providence Sacred Heart Medical Center (Spokane), PeaceHealth St. Joseph’s Medical Center (Bellingham), Tacoma General, St. Joseph’s Medical Center (Tacoma), Kadlec Regional Medical Center (Richland), and PeaceHealth Southwest Medical Center (Vancouver) – all Level 2 trauma hospitals – are paying their nurses more than their surrounding Level 3 trauma hospitals.

We are the sole Level 2 trauma hospital in the state that's receiving less compensation than our neighboring Level 3 trauma hospitals. This disparity is impacting our ability to attract and retain talented nurses, especially when they're being lured by smaller patient loads and higher compensation at Level 3 facilities.

Our proposal includes language on staffing and compensation changes that are designed to prevent nurse burnout and to ensure we continue attracting skilled nursing professionals to our team. We're also addressing the pressing issue of night shift nurse shortages by suggesting temporary incentives for those willing to switch to the night shift. PRMCE agreed to our night flip shift incentive but rejected our retention bonus for night shift nurses. Day shift nurses who switch from day shift to night shift will receive $250 per night shift worked. Read the Letter Of Understanding >>

Our next bargaining session will be on September 26. During this time, we'll not only focus on the negotiations but also on raising awareness within our community about the potential for a strike if PRMCE remains unresponsive to our staffing proposals.
If you haven't already done so, we encourage you to sign the strike pledge at PRMCE RN - I Promise to Take Action! (jotform.com). Let's stay united and committed to ensuring our voices are heard and our concerns are addressed.
We're in this together, and together we can make a difference!

Join us:

September 4 Everett Labor Day Block Party
11am to 2pm meet @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

September 5 at 8 pm Strike Captain Training via Zoom
If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain: https://www.mobilize.us/ufcw3000/event/576988/

The Doctors Clinic - Making progress towards a strong contract

The Doctors Clinic
Making progress towards a strong contract

We want a better place to work and on Friday, August 25, we bargained over changes to the contract that will vastly improve The Doctors Clinic. Our Bargaining Team feels strongly that Management needs to be more transparent and willing to work with us.

We have proposed changes to the contract language on staffing to allow all of us to give input on our schedules and workload. We have also proposed a Labor—Management Committee to work through problems as they come up. We have discussed additional hours, job postings, floater rotators, the safety committee, the layoff process, Union Stewards, discipline, and the grievance process.

Everything we are working on helps Management be better partners and allows us to have a say in the process. We are bargaining again September 19 and 21 and will be focusing on wages, and benefits.

“There has been a breakdown in communication between us, the employees, and Management, and we believe the contract should foster better communication.” —Anna Snyder, Bargaining Team

If you need additional information reach out to a Bargaining Team member or Union Rep Naomi Oligario @ 360-662-1989.

Stay in the loop! Update your information and go to:
ufcw3000.org/update-your-information

Puget Sound Labor Agency Tentative Agreement Reached Contract Vote Scheduled

After meeting for one more bargaining session on July 7, the Union Bargaining Team has finalized the details of a tentative agreement! Improvements to the collective bargaining agreement include:

• Significant across the board wage increases all four years of the agreement.

• Addition of unpaid parental leave up to six weeks.

Secure Online Vote:

Friday, September 8

from 9:00AM — 4:00PM.

A unique log-in and password will be emailed to you at 9AM on September 8, make sure your personal email is up-to-date with the Union, contact Union Negotiator Daniel Cobb at 206-436-6577 if you have questions!

UFCW 3000 Member Story: Penelope DeMeerleer

Penolope DeMeerleer at the Edmonds’ PCC educating customers about the fight for a fair contract.

Penelope DeMeerleer works at the Ballard PCC and has jumped headfirst into stewardship. She traces her enthusiasm for organizing with her coworkers back to her time working as an advocate focused on empowering children born with disabilities. Penelope has worked as a grocery clerk in the front end of the store checking out customers for over a year now. As contract negotiations started this year she knew that PCC workers had a lot on the line for their future.

Better wages, staffing levels (or a premium for when staff is so low that everyone has to work harder), and transportation options are just some of the issues on the table for these essential food chain workers. While they have made progress on important working condition issues and better leave of absence language, they still have a long way to go.

Penelope knows that workers showing solidarity in PCC stores is the key to winning at the bargaining table and has been eager to talk to her coworkers about getting active. So she is making sure Ballard PCC union members have the latest bargaining updates and are participating in actions such as the leaflet action at PCC Edmonds (pictured above).

EvergreenHealth Kirkland - Management’s math doesn't add up

During our bargaining session on Wednesday, August 23, we engaged in discussions with Management regarding strategies to enhance our competitive stance in terms of wages compared to other local hospitals.

In particular, we suggested the concept of eliminating the initial two steps of our wage scale, subsequently adjusting the positions of most members along the scale. This idea aimed to establish a more attractive entry wage and to ensure substantial wage progression for existing members. Regrettably, Management displayed limited interest and ultimately declined to entertain our proposition.

Our objective remains the retention of current staff and the effective recruitment of new members to address the significant staffing issues at EvergreenHealth Kirkland. Management has consistently reiterated that the challenges in recruitment are prevalent across the industry, not exclusive to Evergreen.

However, we shared our extensive research on wages with Management and told them that our review of wages showed that Evergreen was paying below the market standard. We highlighted that our analysis revealed Evergreen's compensation rates to be below the median for numerous job roles, particularly when contrasted with wages offered by Seattle hospitals.

Management countered that they had already given a wage increase in 2023 and that no additional funding is budgeted for our wage increase this year. They frequently cite the 6% wage hike that was instituted in January for most job classifications.

It's worth noting that numerous emails sent to employees during January referred to this increment as a "market increase," implying that Management had conducted research on wage trends at neighboring hospitals and concluded that a 6% increase was sufficient. We believe this adjustment falls short of addressing the issue, as evidenced by the continued departure of Evergreen staff for better-paying alternatives.

Management has asked for mediation, and our team is currently reviewing this option. While our next bargaining dates are not yet set, we'll inform you as soon as we decide on the mediator and our schedule. Meanwhile, reach out to your Union Steward to get "Our Retention Needs Attention" stickers to wear at work, demonstrating our united support for a fair contract.

Stay in the loop and update your information!
ufcw3000.org/update-your-information

For additional information contact Union Rep Jack Crow @ 206-436-6614.

UFCW 3000 Podcast Episode 6: Honey, Listen! …To the Rest of Kristina’s Story

Kristina was Michaela’s first interview here on the podcast, but they didn’t get to the full story of Kristina’s union journey. What happens when you become a full-time union rep? And what if it doesn’t work out like you planned? Kristina talks about her time as a union rep, why it was not actually a great fit for her, and how it impacted her returning to work as an even more educated and empowered shop steward.

UFCW 3000 union shop steward Michaela is always ready to answer fellow members’ questions about their union. She’s also a devoted murder podcast listener. Put those interests together, and she decided to start a union podcast to get all her coworkers’ questions and her own questions answered, and to meet as many people as possible who could share what it means to be a part of UFCW 3000. (No murder on this podcast, only solidarity!)

*The information shared on this podcast is offered by rank and file union member leaders of UFCW 3000. There may be inaccuracies or misstatements shared, as members will be speaking from the lenses of their perspectives and life experiences. While members are doing their best to share good information, we can make no claims to 100% accuracy and this podcast should not be construed as legal advice.

PRMCE RN Weekly Update

On August 22, we came together for a strike captain training session held over Zoom. During the session, we went over the fundamentals of a strike and the vital roles that strike captains play. Our goal is to spread awareness and educate our fellow nurses throughout September and October. To make this happen, we need dedicated strike captains for every unit and every shift.

If you're passionate about making a difference and being a driving force for positive change, we encourage you to consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of healthcare we provide. You can sign up for this role by visiting our strike pledge page: 

>> Sign-Up to be a Strike Captain!

Also, mark your calendars for our upcoming strike captain meeting on September 5 at 8:00 PM via Zoom.

>> Strike Captain Meeting RSVP

Now, let's talk about why this matters. A strike isn't just a halt in our work; it's a collective stand for our rights and the well-being of our patients. According to federal law, we have the right to strike, but we must give the hospital a 10-day notice to ensure patient care isn't compromised.

The prospect of a strike isn't just a last resort; it's a powerful tool that can drive change. It forces Providence to reconsider its stance and acknowledge our proposals. The mere threat of a strike can be as influential as the strike itself, but for it to be effective, we must show that we are united and ready to take action.

This unity is why signing the strike pledge is so critical. It shows our commitment and solidarity as nurses who are dedicated to making a difference. Additionally, participating in the strike authorization vote further strengthens our stance. You can sign the pledge here:

>> Sign Our Strike Pledge!

This week members from Everett City Council, Snohomish County Council, and State Representative Mary Fosse delivered a letter to Kristy Carrington, Chief Executive of PRMCE, and expressed their support for our cause. Their recognition of the importance of patient safety through our union contract is a testament to the significance of our efforts.

We return to the bargaining table on August 28. We've already secured several tentative agreements, but Providence has indicated they will be resetting their proposals. This shows a lack of genuine collaboration and a disregard for addressing the staffing challenges we face daily. Our staffing proposals empower nurses to collaboratively address enduring staffing challenges alongside PRMCE Management. They involve binding third-party mediation to resolve long-standing staffing-related issues that Management has failed to address, ensuring consistent consultations between the Chief Nursing Officer and nurses to efficiently allocate resources for staffing and patient safety initiatives, and establishing accountability mechanisms should PRMCE fail to adhere to the agreed-upon staffing plans.

In addition, we are proposing:

1. Establishing permanent incentives for those who take up extra shifts.

2. Introducing an hourly premium for nurses in units that are 90% understaffed.

3. Shortening the time required to move to the next wage step, benefiting all nurses, especially per diem nurses.

4. A flip shift incentive for those day shift nurses picking up night shifts.

5. Recognizing the experience of current nurses and adjusting our wages accordingly.

6. Competitive wage increases that reflect our dedication.

We anticipate that Providence will continue bombarding us with communications in the coming weeks, but we must stay focused. Our aim is clear – improving patient safety by addressing the staffing challenges head-on. This goes beyond mere wage increases; it's about creating a sustainable solution that benefits our patients.

Our determination remains unshakeable. We will continue organizing actions and getting ready for a potential strike. On Sunday, August 27, from 10:30 AM to 12:00 PM, we will be leafleting at the Everett Farmers Market. Join us at the corner of Pacific and Wetmore as we engage with the community and amplify our message.

Upcoming Dates to Remember:

• October 30, 2023 - Contract Expires!

• September 21 - Community Townhall @ Everett Labor Temple, 2810 Lombard Ave Everett, from 5:00-6:00 PM

• September - Strike educational meetings for nurses at PRMCE and over Zoom

• September 4 - Labor Day Block Party from 11:00 AM to 2:00 PM @ Mission Building Courtyard on the corner of Wetmore & Pacific Ave, followed by a march to Block Party @ Everett Labor Temple, 2810 Lombard Everett, WA 98201

• August 28 - Bargaining with PRMCE Management

• August 27 - Everett Farmers Market 10:30 AM to 12:00 PM (meet at the corner of Pacific and Wetmore)

Show PRMCE that we are serious about our proposals and are willing to strike! If you have not already signed the strike pledge, please click on the link below!

>> Sign Our Strike Pledge!

Also encourage your coworkers to update their information.

>> Share this Link with Coworkers to Update Their Information!

PRMCE RN Bargaining Team
Trevor Gjendem, Juan Stout, Carrie Rimel, Kelli Johnson, Stephanie Sausman, Julie Byum, Kristen Crowder.

Providence St. Peter Palliative Care RNs Bargaining Begins!

We met with Providence St. Peter for our first day of negotiations- and felt positive throughout the first few hours- but as the day went on, we were left feeling a bit deflated. PSPH agreed the entire contract would apply to Palliative Care RNs, including the current wage scale! Unfortunately, we disagree on where on the existing wage scale we would be placed.

Both parties made movement on wage scale placement proposals- but we are still being undervalued by 25% by PSPH. We are awaiting potential dates for our next bargaining session from management.

If you have any questions, please reach out to your bargaining team or our Union Representative Brandan Zielinski (206) 436 6603.

“They’re telling me I have 28 years of experience, and yet I got my 30-year pin in the mail last month?!” —Doyla Doty, Palliative Care RN

Keep your personal contact information up-to-date to be sure you receive updates on bargaining, union benefits, bargaining surveys, as well as contract vote information. >>