Providence St. Peter Palliative Care RN Unit - Tentative Agreement Reached!

On Wednesday, October 4, our Bargaining Team met with the Employer. After a few proposals and counterproposals, we were able to come to a Tentative Agreement with them on the terms of our Memorandum of Understanding! The agreement ensures everyone gets a raise in their placement on the wage scale once we hold a vote to ratify it. It also places us all on the existing UFCW 3000 union wage scale so that we will continue to get raises on our anniversary dates (of hire). Even better, it affords us the protections of the existing union contract and all the benefits within.

What’s next: We will be holding an in-person vote at Providence St. Peter Hospital on Friday, October 20, from 11:30 AM until 1:30 PM so that our coworkers can vote to ratify the Memorandum of Agreement. This will also be an opportunity to ask any questions you may have. We will send out a separate vote notice once we have determined what conference room we will be using.

"We have fought hard for this agreement—and are excited to join the other RNs at Providence St. Peter as members of UFCW 3000!"
—Kim Brown-Rechner, Palliative Care RN

Our Bargaining Team, from left to right:
Crystal Trabue, Palliative Care RN
Kara Evans, Palliative Care RN
Kim Brown-Rechner, Palliative Care RN

Macy’s - UNFAIR LABOR PRACTICE CHARGE FILED

Macy’s
UNFAIR LABOR PRACTICE CHARGE FILED

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

Last week, an attorney representing UFCW Local 3000 lodged an official complaint, known as an unfair labor practice (ULP) charge, against Macy's with the National Labor Relations Board (NLRB).

Our ULP charge asserts that Macy's violated the law by engaging in retaliatory actions and intimidation tactics against Liisa Luick, a dedicated member of our Union Bargaining Team, due to her active involvement in protected union activities. Liisa, who has long served as a Union steward, gained recognition in a 2022 New York Times article addressing issues within the store, participated in UFCW Local 5's negotiations during a potential Macy's strike in San Francisco, and has been a vocal member of our Bargaining Team.

Earlier this year, Liisa was unjustly suspended and did not return for weeks after calling the police for assistance, then subsequently subject to targeted surveillance by store Management. Management said Liisa violated company policy, however, after reviewing the policy, we don’t see where she violated the policy and why Macy's deemed their actions necessary—unless it was in retaliation for her Union involvement.

MACY’S BEHAVIOR HAS BEEN UNACCEPTABLE!

By voting to authorize an unfair labor practice strike, we can send a strong message to Macy's that workers are united in their resolve against Management's unlawful interference with the bargaining process. Please RSVP to the ULP strike authorization vote TODAY! Direct links are listed below in the text.

ULP Strike Authorization Vote: Friday, October 6, 2023

Southcenter: 8AM to 11AM & 2PM to 5PM at DoubleTree Suites by Hilton Hotel Southcenter (16500 Southcenter Pkwy, Seattle, WA 98188)
RSVP to attend the Southcenter vote: https://bit.ly/48BvRi4

Alderwood: 8AM to 11AM & 2PM to 5PM at Lynnwood Event Center (3711 196th St SW, Lynnwood, WA 98036)
RSVP to attend the Alderwood vote: https://bit.ly/3LLkhY2

Bellingham: 8AM to 11AM & 2PM to 5PM at Oxford Suites Bellingham (4051 Meridian St, Bellingham, WA 98226)
RSVP to attend the Bellingham vote: https://bit.ly/45fxNdd

WhidbeyHealth Medical Center (ProTech) - Bargaining Continues!

WhidbeyHealth Medical Center (ProTech)
Bargaining Continues!

“For the second bargaining session in a row, we saw nothing new from Management. They proposed inconsistent wage scale changes that we find disappointing.” - Jennifer MacNeill, Medical Technical Lead

Our Union Bargaining Team met with WhidbeyHealth Management on October 3 for a half-day bargaining session. Management provided a counter-proposal to our last economic proposal. While a number of issues are resolved or are closer to being resolved, wage scales continue to be a sticking point.

Our Bargaining Team has been advocating for “across-the-board” percentage wage increases across all steps and job classifications, whereas Management’s proposals have been inconsistent across steps as well as across job classifications. While their proposed market adjustments for wage rates are based on national data, we feel that our specific job market is unique. We also feel that a simple across-the-board raise for everyone would be the fairest idea.

We will continue to work towards a solution both parties can agree to, but are somewhat far apart on what wage scales should look like moving forward.

Our next bargaining session: Thursday, October 12

Bargaining Team: Jennifer MacNeill, Medical Technical Lead; Rosalie Nguyen, Pharmacy

If you have any questions, please call Union Rep Celia Ponce-Sanchez @ 360-409 0574.

PCC Bargaining Update

We believe that PCC should lead the grocery industry by having the best wages, safest stores and strongest benefits. As workers we are committed to making PCC the best grocery company to work at, to shop at, and to have in our communities through bargaining the best union contract possible.  

We have held numerous tabling events, informational pickets, customer leaflets, button ups, and delivered majority of signatures on the “PCC workers declaration of demands” petition to the employer. Our bargaining committee and coworkers continue to push PCC to be better. We are committed to keeping the pressure on PCC and preparing for a strike if necessary! Join us at our next Contract Action Team (CAT) meetings 10/16—21 or customer leaflets in October  

Over the last several months, our bargaining committee has made progress in improving our contract. We have tentative agreements that would: 

Remaining items include retirement, healthcare, and safety language; although we have not come to an agreement on these items the discussion has been positive.  

Despite good progress in many areas of bargaining, we remain apart from PCC on wages. Our wage proposal would make PCC workers the highest paid grocery store workers in the region, while also protecting our wage scale from being surpassed by the minimum wage. You can view PCC’s and our Unions wage proposal on the PCC contract  page here. Wage proposals will be updated soon. 

• Updating your information with our union UFCW 3000 to receive updates during the bargain update your personal contact information like email, address, and personal phone.

• Discussing the bargain with your coworkers—it’s your right! 

• RSVP to the next bargaining sessions: On October 19 and 20.

• Contact a union rep or steward to get more involved! 

Providence St. Peter Hospital (PTAs / COTAs) we delivered our petition

On Thursday, September 29, our Union Bargaining Team met with Management for our third bargaining session. In the morning we presented our joint petition asking PSPH to respect our demands for fair wages for ourselves, as well as the Case Manager and Palliative Care RNs who are currently in negotiations. We had over 140 signatures on this petition from PSPH workers, and RNs from different units showed up to voice their support. Unfortunately, we continue to be unable to get a tentative agreement from PSPH that addresses all of our priorities. Because of this, we will be holding a Contract Action Team meeting on Monday, October 9, to discuss what our next steps may be. The time and location of this meeting will be forthcoming.

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

UFCW 3000 Podcast Episode 8: So what's a union rep anyway?

I know I have a Union Rep, but who are they? What do they do? And what are my "Weingarten Rights" again? Michaela sits down with her Union Rep, Brandan, to hear more about his role and discuss rights on the job, meetings with management, and the many ways members can be involved in enforcing their contract and supporting each other. || UFCW 3000 members: you can look up your union contract and your Union Rep at https://ufcw3000.org/find-a-contract

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 Some movement but not enough!

Our third bargaining session on September 26 was both promising and frustrating. We want to keep you informed about the progress we've made, the challenges we face, and how we can continue to make a difference together.

Firstly, let's acknowledge our collective efforts, which have brought us significant headway in our discussions with Providence. We've reached tentative agreements on more than half of our proposals, and this achievement underscores the power of our unity and persistence.

However, there is still work to be done. Our core priorities revolve around ensuring patient safety through staffing language and securing competitive wage increases. Several critical items, including anniversary increase progression, staffing language, across-the-board increases/wage scale, premiums, internal equity pay, annual reviews of market wages, and recognition for years of experience, are still on the negotiation table.

Providence's recent preparation for a potential strike is a clear sign that our collective actions are making an impact. They are feeling the pressure. 

Our next bargaining sessions on October 10 and 11 offer us another opportunity to make progress. While there has been movement during our discussions, we are committed to achieving a contract which will ensure patient safety.

In addition to our negotiations, it's essential that we continue to share our stories with the community. We are actively seeking nurses who are willing to speak at community meetings and with the media to share our story, please see the meetings listed below. If you're interested in speaking at these events, please reach out to Anthony Cantu at (206) 436-6566.

Don't forget to share our podcast with your friends and family >>

For those of you who are passionate about making a difference and want to be at the forefront of positive change, consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of care we provide.

Sign up for this role on our strike pledge page >>

As we move forward, remember that our determination remains unwavering. It's our unity and resolve that will lead us to victory. Let's maintain our momentum, support one another, and ensure that our voices are heard. Together, we can win a contract which will benefit nurses and our patients!

​In solidarity,

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

Also, mark your calendars for our upcoming strike captain meeting on October 3 at 8pm via Zoom and in-person at the Everett Labor Temple >>

Important Dates to Remember:

• October 30, 2023 - Contract Expires!

• October 16 - Meeting with Legislatures

• October 11 - Meeting with Trades Union

• October 10 and 11 - Negotiations with PRMCE

September 2023 Update: Upcoming Trainings on Our New State Staffing Law – JOIN US!

Union health care workers fought hard for a new staffing law in Washington, and we celebrated together when it passed. Now we’re preparing for the first stages of successful implementation. To get the most out of this statute and hold hospital management accountable for safer staffing, it’s going to require knowledgeable and empowered nurses and other health care workers in every department, on every shift, at every hospital. Here’s how we’re going to get there, together:​

• September 1, 2023: 

  The state Hospital Staffing Advisory Committee has been established and will meet monthly. Among its first tasks is development of a uniform hospital staffing plan form. This committee comprises health care workers and hospital representatives.

• January 1, 2024

  Staffing committees must be established under the new law. These will include RNs, LPNs, CNAs,and other direct patient care staff. 50% of the voting members must be nursing staff.

• July 1, 2024

  New staffing committee charters—covering processes for meetings, attendance, electing co-chairs, reviewing complaints, etc.—must be filed with Dept of Health (DOH). Proposed staffing plans are due to hospital management.

• January 1, 2025:

  Every hospital must submit a final staffing plan to DOH.

• July 1, 2025:

  Hospitals must implement the new approved staffing plans by this date, and begin reporting noncompliance to DOH whenever they fail to meet at least 80% compliance that month.

GET EDUCATED – GET INVOLVED!

Joint SEIU 1199NW / UFCW 3000 / WSNA Trainings in 2023-24:
All trainings will be online, relevant to where we are in the statewide rollout of the staffing law, and whenever possible will be recorded and shared for those who cannot attend live. Contact a representative or organizer from your union to learn more about signing up!

• October 19, 2023: In-depth training for current staffing committee co-chairs and members. Current staffing committee members! RSVP for this training here:

• December 2023: Training for all interested members on everything you need to know about staffing committees and the new staffing law

• February 2024: Training on negotiating your best possible staffing plan

• Late 2024: Training on compliance and accountability through your staffing committee

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MEMBERS ARE SAYING:

“The safe staffing bill has many tools we can use to help immensely with safe staffing. I am deeply passionate and excited to learn more and to get to work, and I invite all my fellow healthcare workers to join me.”

—Craig M. White, RN/PCCN, Providence Everett

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“My coworkers and I spent a lot of energy advocating for this law to pass, so we’re certainly going to learn how to enforce it to the fullest. The big hospitals have a lot of money and a lot of resources to figure out the staffing models they think are best, and we’ll need to match that with knowledge of the law and union power.”

—Edna P. Cortez, RN, Seattle Children’s

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“We know that our unity is our strength in every challenge we face, and the work it will take to successfully implement our safe staffing bill is no exception. Working together across all three of our healthcare unions is how we’re going to kickstart a culture of safety in our hospitals and hold our employers accountable to ensure compliance. As a member of SEIU Healthcare 1199NW, I’m proud to continue working collaboratively with my WSNA and UFCW 3000 siblings to create a united front and tackle the next piece of our implementation plan: healthcare workers’ education.”

—Callie Allen, RN, MultiCare Valley Hospital, Spokane Valley

LabCorp After LabCorp's unacceptable wage proposal - we're taking action!

Last week, we received LabCorp Management’s first economic counterproposal. We had proposed substantial cost of living adjustments and base wage increases for all positions that would put us on par with the University of Washington, LabCorp’s biggest competitor in our area. LabCorp offered base wage increases between 1% and 5%, proposed changing (and for most positions, reducing) percentages between Steps, rejected market adjustments to premiums and differentials, and proposed increasing healthcare costs for every plan option.

When we asked if they seriously thought this economic proposal would fix their staffing problems, they emphasized that this was only their opening offer. We found this insulting and disappointing after months of discussion about the financial struggles we’re all facing and the difficulty LabCorp continues to have recruiting and retaining skilled, dedicated workers.

Because of the hard work of us and our coworkers around the country, LabCorp made record profits during the Covid-19 pandemic. We don’t expect LabCorp to singlehandedly fix the rising costs of housing, childcare, gas, or groceries—but we do expect our employer to pay us fair and competitive wages, provide accessible and affordable healthcare, and proactively support our continuing education. It’s good business sense. It’s best for our patients. It’s the right thing to do.

We deserve better, and we’re going to fight for it!

*UFCW 3000 LabCorp Workers’ Informational Picket has been rescheduled for October 19 from the previous date of October 12!

UFCW 3000 LabCorp members will be outside of James Tower at Swedish Hospital Cherry Hill Campus on October 5 and October 19* to educate our communities, providers, and patients about our fight. All of us need to show up and stand united to win the contract we deserve. We return to the bargaining table in mid-October. Let’s show LabCorp that together, we’re an unstoppable force for change!

LEAFLETING & SIGN-MAKING @ JAMES TOWER: THURSDAY, OCTOBER 5 - 6:30AM-8:30AM / 11AM-1PM / 3PM-5PM

Swedish Hospital Cherry Hill Campus: 550 17th Ave, Seattle, WA 98122

On our day off or on our breaks, we’ll be outside James Tower to share our stories with the community, make picket signs, and get excited about the next actions. Can’t make it? Share your picket sign message or LabCorp-themed chant with us on Slack, Facebook, at work, or with our Union Rep.

INFORMATIONAL PICKET @ JAMES TOWER: OCTOBER 19* from 11AM-1PM

Swedish Hospital Cherry Hill Campus: 550 17th Ave, Seattle, WA 98122

We’re taking action and holding our first informational picket of the year to show LabCorp that workers and the community stand united. Let’s send LabCorp a powerful message about our determination to win a fair contract.

Sign the petition for fair wages —and ask your co-workers to sign!

Event-leafleting calendar and community postcards coming soon!

Interested in sharing your story (or your department’s story) on our labor podcast, on our social media, or in an op-ed? Reach out to our Union Rep, Christie Harris.

PRMCE RN Getting Closer!

We had some promising developments from our recent bargaining session with the Hospital's management team. Our third regular bargaining meeting, held in person on September 26, allowed us to engage in productive conversations regarding compensation and staffing – two critical aspects of our negotiations.

In response to our comprehensive proposal submitted on September 20, the Hospital has offered an improved wage package. However, it still falls short of what we see at other hospitals like Swedish Edmonds by the year 2025. While this is progress, we must continue to fight!

During this session, we made significant headway, reaching tentative agreements on more than half of our proposals. This is a testament to our collective strength and determination. Our key priorities remain centered on staffing language that ensures patient safety and competitive wage increases.

As we move forward, there are several critical items still on the table for discussion, including union membership, anniversary increase progression, staffing language, across-the-board increases/wage scale, premiums, internal equity pay, annual reviews of market wages, and recognition for all years of experience. We must stand firm in our commitment to securing the best possible outcomes.

Our public actions and our strike pledge have had a significant impact on PRMCE's willingness to engage in more reasonable proposals. We are making progress, but we will not let up on our actions until we achieve a contract that truly serves our and the community’s best interests.

There’s hope that we may reach a deal on October 10 or 11. But we will not relent until we secure a great contract that honors our dedication, hard work, and commitment to patient care.

Stay united, stay informed, and stay strong! Together, we can achieve the fair contract we deserve.

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

The Doctor's Clinic We want a fair and equitable contract!

“Labor Management Committees work for the employer and the employees.” —Alec Andren, Bargaining Team

We bargained with TDC Management on September 19 & 22. We have given them strong contract proposals that will raise wages and improve working conditions for everyone.

Management has responded to some of our proposals but they have still not given us a full economic proposal. We have been very clear with Management that wages at TDC are below other healthcare clinics and hospitals in the area.

Our team proposed that we meet regularly for Labor Management Meetings, to work through issues as they come up. Management responded by saying this is unnecessary, they respond when people come to them with concerns. Is that right? Do your issues and concerns always get addressed and resolved?

We are bargaining again Wednesday September 27.

For additional Information reach out to a Bargaining Team member or to Union Representative Naomi Oligario 360-662-1989.

Make sure your personal contact information is up to date>>

Planned Parenthood Bargaining Update

Our Bargaining Team met with PPGHNAIK Management for a second time in less than a week on Thursday, September 21. Although PPGHNAIK Management joined us via ZOOM again, our Bargaining Team was able to be together in person at the UFCW 3000 Des Moines office.  

Management came to the table in the morning with a very similar proposal to what they gave at the prior session with very little change.  Our Bargaining Team spent hours trying to come up with a counter to the Employer’s morning proposal that we thought would create a fair and equitable wage scale. However, Management came back at the end of the day with their LAST, BEST, and FINAL which included once again a wage range and not a wage scale. We are assessing the impact that Management’s proposals will have on our futures and what our next steps will be. 

Please reach out to our Bargaining Team or Union Representative Charlie King with any questions or concerns.

Our Union Bargaining Team: Charlie King, Representative, Michele Avery, Mollie Overby, Melissa Grindstaff, Monalisa Bauman, Alison Deboise. 

Macy’s ULP STRIKE AUTHORIZATION VOTE NOTICE

After months of negotiations with Macy’s, our Union Bargaining Team has called for a ULP Strike Authorization Vote to be held on Friday October 6. This is after the Employer served our team with their “last, best, and final offer,” triggering the requirement for a vote. Macy’s latest offer includes:

Making matters worse, we have reviewed some of the employer’s actions during the course of negotiations with our attorneys and have determined that Macy’s has committed illegal unfair labor practices (ULPs). In response, UFCW Local 3000 plans to file charges against Macy’s with the National Labor Relations Board.

ULP Strike Authorization Vote: Friday, October 6, 2023

Southcenter: 8AM to 11AM & 2PM to 5PM at DoubleTree Suites by Hilton Hotel Southcenter (16500 Southcenter Pkwy, Seattle, WA 98188)

Alderwood: 8AM to 11AM & 2PM to 5PM at Lynnwood Event Center (3711 196th St SW, Lynnwood, WA 98036)

Bellingham: 8AM to 11AM & 2PM to 5PM at Oxford Suites Bellingham (4051 Meridian St, Bellingham, WA 98226)

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WHAT HAPPENS AFTER A STRIKE IS AUTHORIZED?

If members vote to authorize an unfair labor practice strike, our bargaining team will be granted the authority to initiate a strike when they determine it is necessary. It is important to note that this authorization does NOT automatically trigger a strike on the following day, nor is it the intention of our bargaining team to do so.

After the vote, we will schedule bargaining dates with the employer to see if they are willing to offer improved terms now that they know our team has the right to call for a strike at any time. However, if the employer remains unwilling to provide significantly better terms, the bargaining team will announce a strike date. Plenty of notice will be given to both members and the employer prior to the start of the strike.

Grocery East Bargaining Update!

Our Union Bargaining Team: Josh Frans SWY 1799, Tresa Fairbanks SWY 3255, Vanessa Evans SWY 1473, Katrina Keffer FM 214, Amanda Bowerman SWY 1494, Shelly Clark SWY 1470, Frankie Roessner SWY 1242, Jeff Yergens SWY 3255, Joyce Laffelmacher ALB 265, James Perez SWY 502, Stephen Bunting SWY 2248, Ann Jennings SWY 1630, Vanessa Roessner ROS 126, Melisa Lozano FM 486, Kim Bristlin SWY 1159, Clayton Bennett ALB 206, Ross Cook SWY 3288, Jeff Terpening SWY 3255

As union members, every three years we get to bargain a legally binding contract that sets our wages, benefits and working conditions. Now we are starting the process of bargaining a new contract for the next three years.

“We are ready to fight for a strong contract with livable wages, better training and staffing, safety, and strong benefits!” —Vanessa Roessner (Rosauers 126) & Jeff Terpening (Safeway 3255)

This week, our Union Bargaining Team met for a full day of planning and preparation to get ready to bargain a strong contract for Grocery workers in Eastern Washington and Idaho. We spent the day discussing the bargaining process, going over the results of the Union Bargaining Survey, and preparing proposals that reflect what we need in order to make our workplaces and jobs stronger. Things like higher wages, our pension, corporate merger concerns, pandemic language and workplace safety protections.

For too long our wages have been falling behind. The cost of housing, groceries, and other living expenses are skyrocketing. Despite what the Employer may think, the cost of living is going up in all our communities and we deserve wage increases that will make these livable jobs.

We also discussed upcoming actions and brainstormed ways to show the Employer that we are serious about winning a fair contract. There are a few things we can do today to help build strength and momentum: wear a Union button, add your contact information to the phone tree, sign the Stand Together Pledge Card, and join one of the Contract Action Team meetings where we can talk about the negotiations process, ask questions, and plan next steps!

Upcoming Contract Action Team Meeting:

October 25 | 5:30-6:30 in Tri Cities-Wenatchee: UFCW 3000 office: 330 King St, Suite 4

October 26 | 5:30-6:30 in Spokane: UFCW 3000 office: 2805 N. Market St.

October 27 | 5:30-6:30 in Yakima: UFCW 3000 office: 507 S. 3rd St

Join the next Grocery Store Worker Telephone Townhall call on October 23! (all you have to do is pick up when we call)

UFCW 3000 Podcast Episode 7: It’s your hospital, it’s your health care, it’s your community

“Nurses are mad, and we are telling you this is not normal. This should never be normal.” Kelli and Trevor, nurses at the Providence Medical Center in Everett, Washington, speak with Michaela about their ongoing contract negotiations. What does it look like to take your fight for safer staffing at work to the city council, the local newspaper, the state capitol? Kelli, Trevor, and many of their coworkers have spent years now speaking up publicly about staffing issues at their hospital, the impacts of the staffing crisis on their patients, and what needs to be done to fix the problem. Their contract negotiations, including staffing language and compensation that would recruit and retain more nurses, are still going on and could potentially lead to a strike this fall if management can’t come to the table with a fair deal for nurses AND their patients.

Looking for more? Here are some articles about these nurses and the fight for safe staffing: https://www.heraldnet.com/news/providence-nurses-conditions-at-everett-hospital-still-dire-or-worse/ - https://www.heraldnet.com/news/we-are-drowning-at-vigil-providences-everett-nurses-mourn-mission/

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 - Community Outreach is Key!

Bargaining continues, and we need to stay strong and united. On September 20, we returned to the bargaining table with high hopes. Unfortunately, our efforts to reach a tentative agreement on previously agreed-upon articles from expedited bargaining were met with rejection from the Hospital's Management team. It's clear that they lack urgency in reaching an agreement, and we believe they're bargaining in bad faith.

However, on September 21, we took our cause to the community. Community organizations, other unions, and the media joined us at the Everett Labor Temple. The community showed tremendous support for our fight, and they're ready to distribute yard signs and stand with us on the picket line if it comes to that. Building solidarity with others is crucial in our fight for a fair contract.

If you or your family are part of an organization, attend a place of worship, or own a business, please let us know so we can provide you with signs to distribute. Also, please share our podcast with your relatives and friends:

>> Listen to and Share the Podcast

To get involved in our collective effort and distribute signs in your neighborhood, contact Anthony Cantu at (206) 436-6566.

Our upcoming Bargaining sessions are scheduled for September 26, and October 10 and 11. We eagerly await PRMCE's response to our proposal.

For those of you who are passionate about making a difference and want to be at the forefront of positive change, consider becoming a strike captain. Your involvement could have a lasting impact on our profession and the quality of healthcare we provide. Sign up for this role on our strike pledge page:

>> Take the Strike Pledge

Also, mark your calendars for our upcoming strike captain meeting on October 3 at 8:00 PM via Zoom:

>> Sign up for Upcoming Strike Captain Meetings

Our determination remains unwavering. Remember, it's our unity that will lead us to victory. Let's maintain our momentum, support one another, and ensure our voices are heard. Together, we are an unstoppable force for change!
 

Important Dates to Remember:

September 26, 2023 - Negotiations with PRMCE
October 10, 2023 - Negotiations with PRMCE
October 11, 2023 - Negotiations with PRMCE
October 30, 2023 - Contract Expires!

In solidarity,

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

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:

>> PRMCE RN - I Promise to Take Action! 

>> Also, encourage your coworkers to update their information!

St. Michael Medical Center - Questions About the Overpayment Settlement?

Come Talk to a Rep About the Overpayment Settlement!

On September 26, our UFCW union rep and MRC rep will be at the SMMC cafeteria to answer questions about the overpayment settlement.

Tuesday, September 26

• 6:00 AM to 8:00 AM  

• 11:00 AM to 1:00 PM  

• 6:00 PM to 8:00 PM

Read about the settlement on your contract page: 

>> St. Michael Medical Center RN
>> St. Michael Medical Center Pro-Tech
>> St. Michael Medical Center Service & Dietary

Providence St. Peter Hospital RN - Fighting for Fairness, Wages—and Most Importantly—RECOGNITION!

Our Bargaining Team met with Management for most of the day on Thursday, September 21, 2023. While negotiations were not entirely unproductive, we continue to struggle to reach an agreement. The Employer has yet to offer a deal that would put case manager & utilization review RNs at 100% credit on the existing union pay scale. Some of us, as we know, have between two to four decades of experience both inside hospitals and in-home healthcare. The last proposal from PSPH would recognize only 50% of that experience at best, and in some cases it appears they would prefer not to include nursing experience outside a hospital setting. We are closer to agreement with them about what a minimum immediate wage increase would look like, however, with offers on both sides’ various proposals ranging from 2.5% to 3.25%.

We will continue to bargain in good faith but have not yet established our next joint session with the employer. We will also continue to demand our experience be recognized! We deserve a chance to vote on our Memorandum of Understanding and join our union siblings already covered by the RN union contract!

“Our experience, and our dedication to providing the highest quality of nursing care is vital to our patients, and indispensable to the operations of Providence St. Peter Hospital!”

—PSPH Case Manager Bargaining Committee

Bargaining Team, left to right: Alison Studeman, Case Manager RN; Melissa Macchiarella, Case Manager RN; Mary Briles, Case Manager RN.”

Still Diverging on Wages but Making Progress at the Table

As PCC grocery workers, we believe that the co-op needs to be a leader of high standards in the grocery industry. This includes treating co-op workers with dignity and respect and having the best union contract possible, with industry-leading wages, safety and benefits. As workers and co-op members, we are committed to making PCC the best grocery company to work at, to shop at, and to have in our communities. 

Through numerous tabling events, informational pickets, customer leaflets, button ups, and by delivering the PCC Workers Declaration of Demands to management with nearly 80% of workers signed on in support, our bargaining committee and coworkers continue to push PCC to be better.  

Over the last several months, our bargaining committee has made major progress in improving our contract. We have tentative agreements that would do the following:  

• Increase the night time premium 

• Improve the worker caucus committee 

• Add language to allow more accesses to hours for those that want them 

• Add premium pay after 8 consecutive days work in Grocery (similar to the Meat contract)  

• Improve vacation scheduling 

• Expand access to protected leave of absence 

• Improve bereavement leave 

• Secure orca cards in the contract and cap the worker expense at $20 

• Prevent demotions except in cases of just cause 

• Dedicate money to a workforce training fund and more

Remaining items include retirement, health care, and safety language; although we have not come to an agreement on these items, the discussion has been positive.  

With respect to wages: Despite good progress in many areas of our union contract, we remain apart on wages. PCC’s most recent wage proposal is simply not enough to meet our needs. Our wage proposal would make PCC workers the highest-paid grocery store workers in the region, while also protecting our wage scale from being surpassed by the minimum wage. You can view PCC’s wage proposal on the PCC contract page.

Next Bargaining Date Wednesday September 27

Our strength comes from worker engagement, take action to build power in our workplace! 

• Attending a CAT meeting during the week of September 25 to get all the latest updates! See the schedule of upcoming Contract Action Team meetings on ufcw3000.org >>

• Updating your information with our union UFCW 3000 to receive updates during the bargain update your personal contact information like email, address, and personal phone >>

• Discussing the bargain with your coworkers—it’s your right! 

• Our Union Bargaining Team wants to hear from you! Look for them in the store and give them your feedback, or use this online form >>

• Contact a union rep of steward to get more involved!