Providence St. Peter Hospital RN - Progress Made: A Successful Day of Bargaining!

Providence St. Peter Hospital RN
Progress Made: A Successful Day of Bargaining!

On Wednesday, July 9, our bargaining team, representing registered nurses at Providence St. Peter Hospital, met with management for the eighth bargaining session of this contract cycle.

After more than a month since our last session, our team came prepared and eager to make meaningful progress. At the start of the day, nearly all outstanding proposals were with the Employer. Over the course of two morning meetings, we received their responses and had productive exchanges.

By the end of the day, we had traded both economic and non-economic proposals and we're encouraged by the progress made. We reached mutually aligned language on several key non-economic issues, including:

• Personnel File Protections: outlining a process for when verbal and written disciplines may be removed from an employee's file.

• Equal Opportunity Language: Strengthened protections against discrimination and harassment, including a defined process for feedback and accountability when concerns are raised.

As of the end of the session, only a few important non-economic Articles remain unresolved:

• Negotiations Release Time: A proposal to ensure that bargaining team members can be released to attend scheduled negotiations sessions; supporting full, effective representation at the table.

• Free Parking Protections: Language to preserve free employee parking for nurses at PSPH—reflecting current practice and preventing future rollbacks.

• Pre-Meeting Time for Committees: A proposal to allow 30 minutes of paid time for union members to meet prior to important worksite meetings, such as the Labor-Management and Hospital Staffing Committees.

• Steward Pay Protections: Contract language to ensure union stewards remain on paid time while attending grievance meetings or representing coworkers.

• Workplace Safety Measures: Proposals to enhance on-campus safety, including a weapon detection system at the Emergency Department entrance, and a particular focus on improvements to security in the hospital parking lot; which we feel are long overdue.

On the economic front, the Employer presented their second wage scale proposal, which included:

• An increase to wage rates for nurses at Step 25 & above (reflecting around a 1.75% - 3.5% increase for these steps, compared to the Employer's initial proposal)

• Removal of additional "ghost steps"—years where there is no wage increase, leaving only one remaining across their twenty-eight step proposal.

While we appreciate this movement, management's second proposal still brought no changes to any of the other components of our compensation; for example there are still no proposed increases to any of our workplace premiums or differentials.

Most concerning, however, was when we inquired about when we might expect a response to the safe staffing article our team presented back on April 29 (which included minimum nurse to patient ratios, the addition of break relief nurses, and an emergency department contingency staffing plan)—the Employer seemed to indicate that they'd forgotten about it entirely. Considering that this is a highly important issue for us and our coworkers—we're hopeful that bringing this article back to management's attention will result in meaningful responses.

We return to the bargaining table with management for back-to-back sessions on July 23 and 24. Despite some concerns about the Employer's responses, we feel that Wednesday's session was a productive step forward. We're proud of the progress made, and remain committed to pushing forward on issues like wages, workplace safety, and protections that honor and respect the work of all RNs at Providence St. Peter.

Tonight's Contract Action Team Meeting

Thursday, July 10
8:00 PM - 9:00 PM
906 Columbia St SW
- Olympia 98501

Looking Ahead... Next Contract Action Team Meeting

ThursdayJuly 24
8:00 PM - 9:00 PM
906 Columbia St SW
- Olympia 98501

"We made strong progress today! While there are still issues to work through, but it was great that we exchanged so many proposals and really landed on the same page as Providence on so many items... I'm excited about the direction we're heading and to keep this going at our next sessions!"

— Darlett Holm, RN

Your bargaining team: Mary Bloomberg, Surgical Acute RN; Jacob Kostecka, PACU RN; Darlett Holm, SADU West RN; Mike Staley, SADU RN; Ashley McBride, L&D RN; Julia Douglas, Sepsis RN; Grace Kraege, ED RN; Kelly Williams, Inpatient Psychiatry RN; Melanie Oakes, ED RN; Andy Dusablon, PACU RN; Haley Sweet, Neurology RN.

Sign the strike pledge card: We need to show Providence we're ready to do what it takes to get what we deserve. Sign the strike pledge card or ask a fellow member to sign it if they haven't already.

Step up! We need department leaders to keep members engaged in the fight. providence united — UFCW 3000

Organize, organize, organize: Know a worker who wants to join the union? Send them here.

Providence St. Peter RN - We're at the Table. Real Solutions Are Not.

On Thursday, June 5, our union bargaining team met with Providence to keep up our fight for better wages, safe staffing, real workplace safety measures, a retirement we can count on, and a strong healthcare plan.

Despite a relatively productive day of discussions on the non-economic sections of our contract, this meeting marked the second session in a row without responses from the employer on our core issues.

Furthermore, management's non-economic proposals still haven't properly addressed some of our key demands. For instance:

• Their proposal on Charge Nurse staffing did not guarantee that our Charge Nurses would be free from a dedicated patient assignment so they can ensure quality patient care and unit safety—without being stretched dangerously thin

• Their workplace safety proposals ignored our demands for emergency distress beacon towers in the parking lot and a weapon detection system in the Emergency Department

• They continued to reject language guaranteeing free on-site parking for nurses at PSPH; which at this time is simply maintenance of current practice

• They refuse to ensure release from work duties for union bargaining team members; essential for ensuring consistent & meaningful representation at the bargaining table

We remain committed to fighting for a contract that recognizes the skill, professionalism, and dedication of every nurse. However, given the serious and ongoing safety concerns facing both staff and patients, we are deeply concerned by Providence's refusal to engage meaningfully with these proposals. We feel that these solutions are not just reasonable—they are necessary.

Lastly, despite a productive day of discussions with Providence on the non-economic sections of our contract, June 5 now marks the second session in a row without responses from the employer on our wages, safe staffing language, or retirement & health plan proposals.

We continue pushing for meaningful progress on the issues that matter most: safe staffing, real workplace safety measures, strong union rights, and protections that reflect the work we do every day. We remain committed to fighting for a contract that recognizes the skill, professionalism, and dedication of every nurse.

Your bargaining team: Mary Bloomberg, Surgical Acute RN; Haley Sweet, Neurology RN; Jacob Kostecka, PACU RN; Kelly Williams, Inpatient Psychiatry RN; Melanie Oakes, ED RN; Darlett Holm, SADU West RN; Andy Dusablon, PACU RN; Grace Kraege, ED RN; Julia Douglas, Sepsis RN; Ashley McBride, L&D RN Not Pictured: Mike Staley, SADU RN

Contract Action Meeting (CAT)

June 12, 2025
8:00 PM - 9:00 PM
In Person: 906 Columbia St SW STE 330 Olympia WA 98502

Providence Meal Waiver and Shift Length Changes

UFCW 3000 has filed an unfair labor practice charge against all Providence hospitals for implementing shift length changes and not bargaining to an impasse with us over the meal waiver. Additionally, we have filed grievances since Providence changed work schedules without the caregivers' consent and have not been paying members for missed or late second meal periods.

Given Providence's decision to proceed with extending shift lengths, we advise 10-hour and 12-hour shift workers to carefully consider their options. You may choose to accept an extended shift with two meal periods or opt to waive the second meal period and retain your current shift length. If you opt to waive the second meal period, you retain the right to revoke this decision at any time through your core leader. However, we strongly advise against waiving the timing of your meal period, as you are entitled to 30 minutes of pay for late meal periods.

*"Question 1) I am voluntarily requesting to waive my second unpaid meal period if I am entitled to one." *

Recommendation: ACCEPT means your shift length will remain the same or DECLINE means your shift will be extended, and you will receive two meal periods as a 10-hour and 12-hour shift worker.

*"Question 2) I am voluntarily requesting to take my unpaid meal periods at a time that may not be within a two-to-five-hour block of work." *

Recommendation: DECLINE means if your meal period is not within the two-to-five-hour block, then you should receive 30 minutes of pay. You can file a complaint with L&I if you are not paid accordingly.

>> Track your late meal periods here!

>> If you feel that you have been coerced into signing the meal waiver by Providence, we strongly encourage you to file a complaint with L&I.

Providence St. Peter Hospital RN - Grievance Update

Providence St. Peter Hospital RN - Grievance Update

Being a union member at PSPH means that we have a stronger voice and the right to collectively bargain with our employer.

Through the bargaining process, our members have fought to improve our workplaces by bargaining for strong benefits, better pay, and robust safety procedures. We also have the right to make our voices heard and build power by organizing around workplace issues, organizing non-union workers into our union, and participating together in community and political actions, such as advocating for safer staffing through legislation and in our contract. Over the past several months, PSPH has allegedly violated our contract in a number of ways. Below is a summary of the grievances we have filed against these violations. If you have any additional questions or have been affected by one of these violations, contact the MRC at (866) 210-3000.

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PSPH RN et al. Work on Day Off Premiums

Filed November 9, 2023 Step 1 Meeting: March 21, 2024

In 2022, our union bargaining team negotiated improvements to the Incentive Shift Letter of Understanding (LOU) and moved that LOU into the body of the PSPH RN Contract as Article 9.16. Those improvements included immediate access to time and a half pay or double time, dependent on RN’s FTE, for picking up an extra shift. This change was implemented to further incentivize picking up extra shifts and protecting RNs from loss of all premium pay in the event the RN missed a shift due to illness.

This was a huge win.

Recently, members noticed that the new Work On Day Off language is being challenged both directly and through timekeeping errors. We have discovered that time and a half pay and double-time pay (OT/DT) are subject to additional approval by Kronos timekeepers and that this has led to multiple errors resulting in RNs getting paid less than the contractual rate. This includes the appropriate rate of pay based on FTE worked being erroneously denied due to illness and additional premiums such as Charge, Preceptor, Certification Pay, and Overtime or Double Time rates not being included as an RN’s regular rate of pay as established in the contract.

A group grievance has been filed on behalf of all PSPH RNs to ensure that Providence follows the contract and compensates RNs for any and all lost wages and premiums. We are currently working to set grievance meeting dates.

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PSPH RN et al Work on Day Off Shift Requests

Filed December 21, 2023 Step 1: TBD

When our union bargaining team negotiated changes to the Incentive Shift LOU in 2022, one of the most important changes was the removal of the bidding process. On the 21st day of the scheduling period, FTE RNs are able to select open shifts according to the language in the CBA. The goal was for us to remove the chaos of the “bidding” process that accompanied the original Incentive Shift LOU. We believe the new language changed that.

Nurses noticed that we were not being notified timely if approved for the extra shifts as selected. Instead, the Employer has reverted to the previous practice, and we believe they are “screening” shift selections for the “cheapest” RN requesting the shift. If this is true, it would be a violation of our union contract and in direct contradiction of the conversations the PSPH RN bargaining team had with management during contract negotiations in 2022.

We have filed a grievance demanding that PSPH honor the language they agreed to in bargaining and immediately ensure that requesting or selecting extra shifts will be based on a first-come, first-serve basis as intended. Meeting dates have been requested, and we will report back with news and updates.

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PSPH RN et al Team Leader Pay

Filed November 2, 2023. Step 1 TBD

RNs in several units noticed they were being offered “Team Leader Pay” premiums for assuming partial Charge RN or precepting duties. This premium is not in the CBA and has not been negotiated with the Union.

Our Union filed a grievance not only to stop this practice and to ensure the Employer follows its own policies regarding appointed assignments. The Employer ceased the practice once the grievance was filed, but we have requested to meet in order to address concerns that Charge duties are being assigned piecemeal to multiple RNs to avoid paying Charge Premium. We are also exploring filing an Unfair Labor Practice charge for creating a new premium without first negotiating with us.

If you believe your unit is also being affected, please contact your union representative Madison Derksema or MRC directly with concerns. We are committed to holding the Employer accountable and ensuring RNs are paid the correct premium pay!

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PSPH RN West SADU Mandatory OT

Filed January 23, 2024 Step 1/Bargaining Date TBD

RNs working in Surgery West have been notified they will be “scheduled late” on a rotational basis in violation of the Washington State RCW regarding Mandatory Overtime.

Our Union filed a grievance on behalf of impacted RNs and have issued a demand to bargain over scheduling changes and implementing call in accordance with the CBA.

We have requested bargaining dates from the employer and will work to keep you all updated as we work through this process.

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As all of the grievances above progress updates will be sent including information on the grievance meetings, next steps, and any potential resolution. In the meantime, please contact your union representative Madison Derksema or MRC directly with issues or concerns.

Providence Meal Waiver and Shift Length Changes

In December 2023, Providence issued a meal waiver to all members of the UFCW 3000 bargaining unit. As union members, we have the collective right to negotiate over the terms of this waiver. Earlier this year, we engaged in negotiations with Providence regarding the meal waiver language. Despite our reasonable proposal, Providence rejected our language. Furthermore, we informed Providence that, based on past practices and contractual agreements, they were not permitted to alter shift lengths.

However, in February 2024, Providence began informing members of their intention to implement changes to shift lengths. We believe Providence is sidestepping the bargaining process by unilaterally implementing these changes and acting in bad faith. Consequently, we are initiating unfair labor practice proceedings against Providence. We have issued a cease-and-desist letter to Providence and are demanding to return to the bargaining table to resolve this matter.

Given Providence's decision to proceed with extending shift lengths, we advise 10-hour and 12-hour shift workers to carefully consider their options. You may choose to accept an extended shift with two meal periods or opt to waive the second meal period and retain your current shift length. If you opt to waive the second meal period, you retain the right to revoke this decision at any time through your core leader.

However, we strongly advise against waiving the timing of your meal period, as you are entitled to 30 minutes of pay for late meal periods.

Question 1: I am voluntarily requesting to waive my second unpaid meal period if I am entitled to one.

Recommendation:
ACCEPT means your shift length will remain the same.
OR
DECLINE means your shift will be extended and you will receive two meal periods as a 10 hour and 12-hour shift worker.

Question 2: I am voluntarily requesting to take my unpaid meal periods at a time that may not be within hours two through five-hour block of work.

Recommendation:
DECLINE means if your meal period is not within the two-to-five-hour block then you should receive 30 minutes of pay. You can file a complaint with L&I if you are not paid accordingly.

Track your late meal periods here >>

Providence St. Peter Case Manager RNs MOU Ratified!

On Friday, February 23, a supermajority of Case Manager RNs voted to ratify our Memorandum of Understanding. This historic win, after nearly a year of bargaining, places us into the larger body of the Union bargaining unit with 1,100 other RNs at Providence St. Peter. It also assures us of the protections of all the provisions of the Union contract.

We want to thank our co-workers for standing in solidarity with us through what was a much lengthier process than we anticipated. If there are any questions, please reach out to Union Steward Mary Briles or call Union Representative Madison Derksema at (206) 436-6603.

Our Union Bargaining Team (left to right): Mary Briles, Case Manager; Melissa Macchiarella, Case Manager; [not pictured]: Alison Studeman, Case Manager

Providence St. Peter Case Manager RNs - Tentative Agreement Reached - Our RN Bargaining Team fully recommends a YES vote

Providence St. Peter Case Manager RNs
Tentative Agreement Reached
Our RN Bargaining Team fully recommends a YES vote

Our Bargaining Team (L–R): Alison Studeman, Case Manager; Melissa Macchiarella, Case Manager; Mary Briles, Case Manager

“This tentative agreement will set a precedent for recognition of all types of previous nursing experience in the upcoming 2025 contract bargain in addition to placing Case Managers on the union wage scale now.”—Mary Briles, Case Manager RN

On February 15, our Union Bargaining Team met with Management, and after nearly a year of bargaining reached a tentative agreement!

We were able to win all provisions of the current nursing contract for all RN Case Managers. We fought tirelessly to be placed onto the existing RN wage scale for UFCW 3000 members. We were able to get Management to agree to recognize all years of nursing experience, including all subacute areas of nursing practice.

We will be holding the ratification vote on Friday, February 23. In order to vote you will need to fill out a union membership application at the vote.

Contract vote details
Friday, February 23 @ 11am—2pm
Providence St. Peter Hospital, Nisqually Conference Room

Directions to the Nisqually Conference Room:

• Upon entering the main entrance of the hospital, head right and travel past the information desk until you see the “Main Elevators” wall. You will have passed Starbucks on your left hand side.

• Take the “Main” elevator to Floor 2 (Café Level).

• Exit left off the elevator on the 2nd Floor. Turn right at the entrance to Cabrini’s (Café). Continue on this main corridor, through the cafeteria, off to the left, then right and go down the hall until you can turn right, then take the first left, then go right past the Lab and the Nisqually Room is at the end of the hallway.