Northwest Center - MENTORSHIP PROGRAM APPROVED!

Northwest Center
MENTORSHIP PROGRAM APPROVED!

On October 23, a majority of members voted and approved a Mentorship Program memorandum of agreement negotiated by the UFCW 3000 Bargaining Team.

Thank you to everyone that participated in the voting process!

Highlights of the onboarding Mentorship Program include:

• Designated mentors for new employees

• Required shadowing, co-treating, and observations

• A time period to accomplish the mentorship requirements

• Compensation for onboarding mentors of $1750.00

• Compensation for Clinical Fellowship Mentors in the Speech Language Pathology discipline of $2,000.00

The final signed agreement will be available on our website soon and will go into effect as soon as implementation is possible. Our next bargaining sessions are on November 6 and 9. Our team is prepared to negotiate until we reach an agreement that can be recommended for a vote.

Questions or want to get more involved? Please contact a Bargaining Team member or Union Rep Ian Jacobson @ 206-436-6550.

PRMCE RNs From Scrubs to Strike: What's Next?

From Scrubs to Strike: What's Next?

On October 19, an overwhelming majority of nurses authorized a strike. This strike authorization gives our Registered Nurse UFCW 3000 Bargaining Team authority to issue a strike notice. It's crucial to understand that a strike isn't merely a work stoppage; it's a collective assertion of our rights and our commitment to the well-being of our patients.

With this strike authorization, we now possess considerable leverage. On November 3, we will return to the bargaining table -one final opportunity for PRMCE Management to show a genuine willingness to amend their proposals and avert a strike. Our objective extends beyond strike readiness; we are earnestly seeking a swift agreement on a fair contract that serves the best interests of our community and patients.  

As we approach the bargaining table on November 3, we insist that PRMCE engage in good-faith negotiations and make substantial improvements to their proposals. These improvements encompass areas such as: safe staffing accountability, night shift nurse longevity, community responsibility, competitive wage increases, recognition for years of experience, 12-month step progression, and retention bonuses.

Should a resolution not be reached on November 3, we will issue a strike notice.

From now until November 3, we will not remain silent. We are actively involved in community actions to shed light on the staffing crisis at PRMCE and the hospital's questionable bargaining practices. On October 25, we met with the leadership of North King and Snohomish County International Association of Firefighters (IAFF), who have pledged their support and readiness to take action. Furthermore, we are diligently finalizing strike logistics over the next couple weeks.

Preparing for the Strike:

Nurses who volunteer for strike duty for a minimum of 20 hours per week will be eligible for union strike benefits of $500. All nurses, including probationary nurses, nurse residents, and per diem nurses, are eligible to participate in the strike.

*Updates to Strike Benefits forms! We previously had shared that nurses need to complete a W4, I9, and share ID to receive Strike Benefits. We were able to simplify the process, with one single form (W9) and this also means it will not be taxed.

To receive Strike Benefits, nurses will need to complete a W9 form with Union Staff. We will be providing physical forms in the Hospital with the sections highlighted that need to be completed and signed. Originals must be returned into Union staff. We will be sending out days/times staff will be at both Hospital campuses.

*If you already completed the W4/I9, sorry for duplication! We will need you to complete the W9. Thank you!

To avoid delays in receiving your strike benefits, please complete your forms prior to the start of the strike. Strike checks for nurses will be mailed to the addresses on file with the union .

It is vital that your contact information, including your personal email, cell phone, and mailing address are up-to-date with the union so you receive important bargaining updates, strike information, and vote notices.Update your information here >>

UFCW 3000 maintains a hardship fund to assist members facing particularly challenging financial situations.

Upcoming Actions:

October 27: Strike Paperwork @ Colby campus cafeteria from 5:30am - 8am and 5pm - 8pm. In the Colby cafeteria & Pacific campus bistro from 11am - 2pm

October 29: Everett Canvass & Community Lawn Sign Distribution:11:00am - 2:00pm at the Milkhouse Coffee Company, 4405 Rucker Ave, Everett, WA 98203

October 30: Strike Paperwork @ Colby campus cafeteria and Pacific Campus bistro from 11am - 2pm 

October 30: Spooktacular Sign-Making Soiree from 4pm - 8pm. Join us for a strike sign making event on October 30, from 4pm - 8pm at the Snohomish County Labor Temple. Bring your children, family, and friends to our Spooktacular Sign-Making Soiree! You can learn about effective strike tactics against PRMCE, enjoy treats for your kids, and make your Strike Sign.

October 30: Contract Expires!

October 31: Attend the Strike Captain Meetings (open to all nurses) every Tuesday at 8pm >>

October 31: Strike Paperwork @ Colby cafeteria and Pacific bistro Campus at 11am - 2pm                 

November 1: ​Strike Paperwork @ Colby cafeteria and Pacific bistro Campus at 11am - 2pm 
​
November 2: Kaiser Permanente on Strike in Everett -join the line!

November 2: Strike Paperwork @ Colby cafeteria and Pacific bistro Campus at 11am - 2pm

November 3: Bargaining resumes with PRMCE

Forks Community Hospital - Memorandum of Understanding Vote Scheduled! Long Term Care LPNs and RNs

In order to acknowledge current practice in the long-term care department, Union Representative Naomi Oligari will be on-site at Forks Community Hospital from 10:00 AM to 12:00 PM on Thursday, November 9, to hold a vote on a Memorandum of Understanding.

As those of you receiving this notice are likely aware, at times, LPNs are compensated for acting in a charge capacity. Since current contract language does not acknowledge that LPNs can act in a charge capacity in long-term care, we will be recommending a “YES” vote on this MOU. Please stop by the conference room behind the cafeteria to cast your vote!

If there are questions, please contact Union Representative Naomi Oligari at (360) 662-1989.

WeTrain Washington is seeking a qualified Fishmonger Apprenticeship Instructor!

WeTrain Washington is seeking a qualified Fishmonger Apprenticeship Instructor! 

The Seattle Puget Sound Meatcutters and Fishmongers Apprenticeship Program is a partnership between UFCW 3000, the State of Washington Department of Labor and Industries (L&I), retail grocery employers, and South Seattle College. The goal of the Seattle Puget Sound Meatcutters and Fishmongers Apprenticeship Program is to share industry knowledge, skills, and techniques to develop Apprentices into highly skilled Journey Meatcutters and Fishmongers. This Fishmonger Apprenticeship program is the first of it's kind in the U.S.

The Fishmonger Apprenticeship Instructor will teach aspiring Fishmongers in the Seattle Puget Sound Region, specifically in Snohomish and Kitsap Counties. The new instructor will need to work approximately one day per week between January and August of 2024. The application deadline is November 10, 2023. 

Learn more about, and apply to the open Fishmonger Apprenticeship Instructor position here! >>

Providence St. Joseph Hospital RN update

Providence St. Joseph Hospital RN

Collective Action makes a difference

Mt. Carmel Hospital RNs delivered a petition for wage increases and Management Responds for both Mt. Carmel and St. Joseph Hospitals.

Collective Action does make a difference.

After Nurses at Mt. Carmel Hospital delivered a petition with super majority of signatures asking for a market analysis and as a result of the contract language nursing wages will be updated effective Sunday, October 22, 2023. As a result of wages being adjusted on Sunday, October 22, 2023, wage scales for effective first full pay period after August 1, 2024 will also be modified to account for the 2.75% ATB agreement.

Please keep an eye out for a communication from Administration with a revised wage scale.

Please reach out to your Union Representative with any questions or concerns

Providence Mt. Carmel Hospital Update - Strength in numbers

Providence Mt. Carmel Hospital Update
Strength in numbers

Mt. Carmel Hospital RNs delivered a petition for wage increases and Management responds for both Mt. Carmel and St. Joseph Hospitals.

Collective Action does make a difference.

After Nurses at Mt. Carmel Hospital delivered a petition with super majority of signatures asking for a market analysis and as a result of the contract language nursing wages will be updated effective Sunday, October 22, 2023. As a result of wages being adjusted on Sunday, October 22, 2023, wage scales for effective first full pay period after August 1, 2024 will also be modified to account for the 2.75% ATB agreement.

Please keep an eye out for a communication from Administration with complete revised wage scale.

QUESTIONS? Reach out to Union Rep Amy Radcliff @ 509-340-7370

Grocery East - Bargaining Update

“Me and my coworkers don’t expect to get rich working at Fred Meyer. We just don’t think we should have to make a choice between paying our utility bills or rent or mortgage. We deserve a better wage.” 

—Melissa Lozano, Richland Fred Meyer, Shoe Department Lead 

This week our union member bargaining team met to become more informed about our union pension, healthcare plan, and professional training fund.  Now we are ready to go out and educate and support our co-workers with this essential information. We are excited to fight to strengthen and protect our union benefits in bargaining. 

We also were briefed by the Director of WeTrain, our union’s first professional development training fund in the country for people working as meat cutters and in grocery stores.In contract negotiations, we are ready to push to expand this benefit to Eastern Washington, Idaho, and Oregon.  

Our committee discussed the proposed Kroger/Albertsons merger and the ways it would harm us as workers and consumers.Our union, in partnership with locals around the country, has been outspoken in our opposition to this proposed merger since it was announced over a year ago because it threatens jobs, communities and customers. We need Kroger and Albertsons executives to invest in us, not their pocketbooks.  

Join us by: 

• Coming to a 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

• Signing a Strike Pledge Card 

• Joining our Telephone Townhall on 11/15 at 4:30 PM (We’ll call you!) 

• Joining our Worker Research Committee, meeting on Monday, November 6 at 5:30 pm via Zoom!

  • >> Register here!

• Wearing a union button 

We plan to meet with the employers’ representatives at the end of November! 

EvergreenHealth Monroe - Tentative Agreement Reached!

JOIN YOUR COWORKERS AND VOTE!
Wednesday November 1
7am—9am | 11am—2pm | 4pm—6pm
EvergreenHealth Monroe - Café Corner Meeting Room, 14701 179 Ave SE, Monroe, WA 98272

After several months of hard work our Bargaining Team is happy to announce that we have reached a tentative agreement. Our Bargaining Team is recommending a YES vote!

Highlights of the agreement include:

• Wage and market increases (totaling 7%-24%) that went into place May 7, 2023

• New market increases for Chemical Dependency Counselor/SUDP, Substance-use Disorder Pro Trainee, Mammo Tech

• Wage increases in January and July each year totaling 8% over the next two years

• (January 2024-2%, July 2024-2%, January 2025-2%, July 2025-2%)

• $1200 ratification bonus

• A new top step is added to the wage schedules at 1.5% above the current top step

• Shift Differential increases to $2.25 for second shift and $3.50 per hour for third shift

• Standby increases to $3.75

• Minimal changes to healthcare language

Questions? Reach out to a Bargaining Team member or call Union Rep Jack Crow @ 206-436-6614.

Providence St. Peter Palliative Care RN Unit - Memorandum of Understanding Ratified!

On Friday, October 20, our Memorandum of Understanding with Providence St. Peter Hospital was ratified! 100% of those voting voted “YES”, bringing us into the collective bargaining unit with our union siblings and guaranteeing our wages and working conditions.

Just as importantly, we now have a voice on the job as members of UFCW 3000, the Essential Workers’ Union!

If you have any questions or concerns about your union contract in general, please call Union Representative Brandan Zielinski at (206) 436-6603.

If you are called into an investigative meeting that may lead to discipline, you may decline to answer any questions without representation and call our Member Resource Center at (866) 210-3000 to arrange to have someone represent you. This number is also useful if you have experienced discipline such as suspension or termination and feel it may have been without just cause.

Our Bargaining Team, from left to right:

Crystal Trabue, Palliative Care RN

Kara Evans, Palliative Care RN

Kim Brown-Rechner, Palliative Care RN

St. Anne Hospital (Pro-Tech) Vote Notice - Contract Vote Scheduled!

Join your coworkers and vote!
Thursday, November 2
6AM—9AM | 11AM—2PM | 4PM—7PM
St. Anne Hospital, Cedar 1 & 2 Conference Rooms

St. Anne Hospital (Pro-Tech) Vote Notice
Contract Vote Scheduled!

On Friday, October 20, our Union Bargaining Team reached a tentative agreement with Management at St. Anne’s Hospital for our successor contract! Highlights of our historic tentative agreement include:

• Wage Scales: For classifications with a 26-year wage scale, all "ghost steps" (years with a 0% increase) will be eliminated, and the scales will be shortened to 20 years. This means that most members will reach the top wage six years earlier as compared to our current scales.

• Wage Increases: We secured some of the most substantial wage increases in recent memory, resulting in highly competitive wages that will help recruitment and retention at St. Anne’s. Exact wage increases vary by classification and wage step, so we urge you to attend the upcoming vote to learn the raise applicable to you should the contract be ratified.

• Standby Pay: We've won a standard standby pay rate of $4.75 per hour (up from $4.00)! We’ve also made improvements to our excessive standby rate.

• Holiday Callback Pay: Members who are called back to work while on standby during a holiday will receive double-time!

• Ratification Bonus: Upon successful ratification of the contract, members will be entitled to a prorated ratification bonus of $1,250, calculated based on Full-Time Equivalent (FTE), with 0.9 FTE considered full-time for bonus purposes.

• And that's just the beginning! There are many other improvements that will be shared with members during the vote.

Please mark your calendars for November 2, which is when we’ll conduct an in-person vote at the hospital to ratify our tentative agreement. Our Union Bargaining Team will be present to provide detailed explanations of the agreement's particulars, including your new wage structure. Your voice matters, and your participation in this vote is essential to shaping the future at St. Anne Hospital!

PCC Bargaining Team unanimously recommends a NO Vote!

After months of negotiations, we find ourselves at a crossroads with PCC. We entered these discussions with the goal of securing a fair and competitive contract. A contract that would provide living wages, across the board wage increases that keep pace with inflation and with no cuts or takeaways from our healthcare.

Collectively we have won several TA’s (Tentative Agreements) to improve our work life, but still find ourselves far apart from PCC on wages, board of trustees and a few other items. Our bargaining team believes we shouldn’t be punished for PCC’s financial decisions, and we expect to see a wage increase that rewards our labor as essential workers. 
 
Now is the time to stand together and vote NO on this contract to send a strong message to PCC and bring them back to the bargaining table with the knowledge that this current offer is unacceptable! 
 
We will be voting on the current proposal in the next few weeks and will be notifying all members as soon as the dates are set.

Make sure your personal contact information is up-to-date with the Union >>

EvergreenHealth Kirkland - Bargaining Continues

Although we have been making progress bargaining for wages that are equitable to surrounding hospitals, Management has announced they won’t move forward without the help of a mediator, so we are requesting mediation from PERC (Public Employment Relations Commission). We agree that mediation could expedite the process.

The ongoing fight is over wages.

Management initiated and implemented a wage increase earlier this year (6% for most jobs) and says they are unable to fund any additional across-the-board wage increases in 2023.

We recognize the financial challenges of the hospital and want to work with them, but something needs to be done to retain workers NOW! They recognize there is a problem as they are severely short-staffed and struggling to hire. They get it, but seem reluctant to make significant movement.

We are committed to getting a good contract, whatever it takes, and will let you know when we have additional bargaining dates.

For more information, talk to a Bargaining Team member or Union Representative Jack Crow.

Update your contact information!

St. Anne Hospital (Pro-Tech) - Tentative Agreement Reached

St. Anne Hospital (Pro-Tech)
Tentative Agreement Reached

St. Anne Hospital Bargaining Team: Linda M Sanders, Carlos M Camacho Armas, Michelle A Grennan

Just moments ago, our Union Bargaining Team reached a tentative agreement with Management at St. Anne’s Hospital for our successor pro-tech contract! Our agreement includes the highest wages increases in recent memory along with several other contractual improvements.

We are now in the process of making preparations for the upcoming vote but wanted to share the good news before the weekend. We will provide more details about both the voting process and the tentative agreement early next week so stay tuned!

Northwest Center Mentorship Program Online Vote Scheduled

ONLINE VOTE SCHEDULED FOR MENTORSHIP PROGRAM

We worked together with NWC leadership over the last two sessions to negotiate a paid Onboarding Mentorship Program memorandum of agreement that includes:

• Designated mentors for new employees

• Required shadowing, co-treating, and observations

• A time period to accomplish the mentorship requirements

• Compensation for mentors

• Compensation for Clinical Fellow mentors

This is language that will ultimately be part of our final contract, but that NWC has agreed to start implementing now.
 
Union members have the right to democratically vote on any changes and/or improvements at our workplace- and that is why we are holding an online vote on Monday October 23 to review and approve this new program.

ONLINE VOTE MENTORSHIP PROGRAM
MONDAY OCTOBER 23: 5:00 AM – 5:00 PM

*On Monday, October 23, at 5:00am, you will receive a secure email from “Simply Voting” with your unique log-in credentials. If you don’t receive an email, please double check your junk/spam folder and email filters- and reach out to Union Representative Ian Jacobson at 206-436-6550.
 
Other topics discussed during our bargaining sessions include management rights, the duration of our contract, and how we bargain over changes in policies and working conditions mid contract. NWC Leadership has committed to giving us a full economic counter at our next bargaining sessions on November 6 and 9. Our team is prepared to negotiate until we reach an agreement that can be recommended for a Vote.

“We are excited that new coworkers will be more supported and that the mentors will be compensated for their time. We hope that this will make the Onboarding Process for Early Supports more cohesive and consistent for all new hires. Please join us in voting YES!”- Our Bargaining Team: Kirsten Syberg, Kimberly Burns, Kaylee Ainge, and Jenica Barrett
 

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! 

Follow us on our social media to stay up to date with bargaining!
Facebook:Early Supports Union& Twitter/X:@earlysupportsunion

PRMCE RNs Nurses overwhelmingly vote to authorize a strike!

“Today we showed that nurses are united for patients’ safety and safe staffing. Providence needs to improve their proposals and show that they care about their nursing staff and patients and the community.” - Our Union RN Bargaining Team 

Today we have taken a unified stance by unanimously authorizing a strike and voting against PRMCE’s latest proposal. We turned out for each other and our community- 97% of nurses who voted authorized a strike and voted down PRMCE’s proposal.  This strike authorization empowers our RN UFCW 3000 bargaining team to call for a strike if deemed necessary. It's important to recognize that a strike represents not just a pause in our work but a collective assertion of our rights and the well-being of our patients.

We are prepared to take this action in response to PRMCE's unfair labor practice, which involve bargaining in bad faith. Our initial step will be to request another bargaining session from PRMCE and if we are unable to reach a recommended offer on that date, we will issue a 10-day strike notice when we deem strategic. Federal law mandates this notice  to ensure that patient care remains unharmed. The mere act of strike authorization itself is a forceful message, compelling Providence to reevaluate their position and acknowledge our proposals.

Our primary demand is that PRMCE engage in good-faith bargaining and cease obstructing the negotiation process. The possibility of averting a strike rests on Providence's ability to present a contract agreement that meets our needs, including provisions for safe staffing accountability, night shift nurse longevity, community responsibility, competitive wage increases, recognition for years of experience, 12-month step progression, and retention bonuses.

During a ULP  strike, we will refrain from reporting to all of our assigned shifts and PRMCE is prohibited by law from hiring permanent replacements. We will strike for a designated amount of days and this will be communicated to all nurses and the Community in a 10 day notice that will include all logistical details and next steps.

All nurses are eligible to strike, including fellows, residents, per diem, and probationary nurses. Nurses who volunteer for strike duty for at least 20 hours per week will be eligible for Union strike benefits of $500. Strike checks will be mailed to nurses’ addresses on file. Additionally, UFCW 3000 maintains a hardship fund to assist members facing particularly challenging financial situations. It is crucial to ensure that your contact information, including email, cell phone, and address, is up to date with the Union to receive updates and vote notices >>

In the coming weeks, be prepared that PRMCE will likely  continue to send intimidating communications, hold meetings, send video messages, post for travel nurses, and put out public notices to the media. STAY UNITED- our participation and unity is what will win safer staffing for us, the next generation of nurses and our patients. It is vital to remember that we have the right to strike- and that our Community is standing with us. If you have questions or would like to sign up to be a Strike Captain on your unit, please notify Union Representative, Anthony Cantu, 206-436-6566.

Open Strike Captain meetings will be held every Tuesday night at 8pm over zoom until we reach an agreement- please join us!

It is important that we stand in solidarity and continue fighting for a contract which will improve staffing, patient safety, and the future of our profession

Why we strike: Q and A

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.

The initial step involves voting for strike authorization, allowing our nurse bargaining team to initiate a strike. Throughout negotiations, our team assesses the strike's potential impact. There might be instances where a strike is averted as our team deems a ratifiable contract agreement achievable. Strikes fall into two categories: economic and unfair labor practice (ULP). Economic strikes center around concerns like wage increases proposed by the Employer. In contrast, ULP strikes address issues such as the Employer's involvement in unfair labor practices, such as bargaining in bad faith.

The strike's main goal is to pressure the Employer to accept our proposals. In an economic strike, we stay on strike until a tentative contract agreement is achieved. Then, we resume work and vote on the agreement. During a ULP strike, we strike for a designated period. In both situations we will ask to engage in ongoing contract negotiations with the aim of securing a tentative agreement, and subsequently resume work and then hold a vote on the agreement.

Having an updated email, cell phone, and address is vital to making sure you receive updates and vote notices. Your address on file is where the Union will mail Strike benefit checks.

Make sure your contact information is updated with the Union! >>

FREQUENTLY ASKED QUESTIONS

WILL I RECEIVE PAY WHILE ON STRIKE?

The Executive Board of UFCW 3000 will vote on strike benefits for nurses who take part in strike duty. Strike benefits will not fully replace our wages but will help. They have approved strike benefits of $500 for nurses, members and non-members, who picket a minimum 20 hours a week. Our Union also has a hardship fund to assist members whose families face particularly difficult financial situations. Additionally, food assistance and other financial assistance may be available through community organizations and other unions. Notify your creditors prior to falling behind. Communicate your situation and explore options for reduced payments or refinancing. Prioritize your expenses, placing essentials like mortgage/ rent, utilities, insurance, car payments, gas, child support, and alimony at the top.

WHAT IF THE EMPLOYER LOCKS US OUT?

If the employer chooses to lockout nurses they have to lockout all nurses including non-union members. Workers locked out by their employers are generally eligible for unemployment benefits. The Employment Security Department will determine eligibility for unemployment benefits on a case by case basis.

WILL I STILL HAVE HEALTHCARE BENEFITS DURING THE STRIKE?

There is a lag month under your insurance plan that would keep your insurance through the end of the month.

HOW LONG WOULD A STRIKE LAST?

The duration of a strike is a strategic decision made by the bargaining team. The 10-day notice given to the Employer would likely be for a 3 or 5 day ULP Strike. The key to a successful strike is a united work force and support from our allies and the patients in the community.

I AM A REPRESENTED BY UFCW 3000, DO I HAVE TO STRIKE? HOW MANY WORKERS WILL IT TAKE FOR A STRIKE TO BE EFFECTIVE?

A large active picket line is vital to a successful strike. Every nurse needs to participate—members of UFCW 3000 or not—to prevent the facility from operating as usual. The more nurses we have out on the line, the harder it is for people to cross it. Being at the picket is also the best way to get the latest information on how the strike is going and to show the community that healthcare workers are united in the strike.

WHAT IF I CHOOSE NOT TO STRIKE? WHAT ARE THE CONSEQUENCES OF CROSSING THE PICKET LINE?

There are no sanctions imposed on nurses who cross the picket line or choose not to strike. Crossing a picket line will undermine our attempts as nurses to provide a better framework for the future growth of our profession and achieve our negotiating goals. It also erodes the camaraderie in the workplace, prolongs the strike, and negatively impacts our efforts to work as a team once the strike is settled.

WILL I BE REQUIRED TO NOTIFY MY MANIGER IF I DECIDE TO STRIKE?

No, you will not be required to individually notify your manager. Our Union will be providing strike notice to the Hospital if our bargaining committee decides to invoke a strike. If you feel compelled to give them an answer tell them, “Yes I will be striking and standing with my bargaining team’s decision to strike.”

ADD YOUR NAME: Pledge to Support Nurses on Strike!

I pledge to support striking nurses and will refrain from seeking care at PRMCE during the strike! - Add your name!

CC Filson Layoffs Update

On Wednesday, October 18, we had a meeting with Filson's representatives to discuss their recent announcement of a workforce reduction.

During the meeting, the Employer presented their rationale for the decision to outsource manufacturing to a third party. They also shared their initial proposal, which included severance pay and some amendments to the current collective bargaining agreement.

In response, we requested additional information and are continuing discussions regarding severence and healthcare coverage options for those affected by the layoffs.

Our next meeting with the company is scheduled for Thursday, October 26. We will continue to keep you updated throughout this process. If you have any questions or concerns, please don't hesitate to reach out to your union representative, Jose Veliz at 360-409-0615.