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.

Mason Health RN Contract Ratified!

Thank you to everyone who came out to vote on a new Union Contract Friday. The contract was approved by an overwhelming majority of Nurses and was ratified by the Hospital’s Board of Commissioners yesterday.

We appreciate our fantastic Bargaining Team who worked tirelessly to educate Management on the real issues and to help them understand that wages need to match Olympia hospitals to retain and recruit nurses.

For further information reach out to a Bargaining Team Member (Left to Right: Nancy Owenby, Megan Corbin, Tori Willis)

PRMCE Post-Ratification Meeting

Join us on Thursday, February 29, at 7:30 PM for a Zoom meeting. We'll dive into the nuances of the new contract language and touch on topics such as the meal waiver, participation in the Hospital Staffing Committee (HSC), strategies for further improving workplace conditions at PRMCE, and discuss voter turnout.

While our contract was ratified, we must ensure that our new contract is enforced and we hold PRMCE accountable!

Thursday, February 29 at 7:30 PM

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

PRMCE RN Contract votes set for February 20 & 21

We've achieved a significant milestone! On February 9, 2024, a tentative agreement was reached with PRMCE after ten months of negotiations and persistent advocacy. This marks a historic moment in our journey towards enhancing staffing levels and prioritizing patient safety.

Given the new language in our tentative agreement, we believe voting in-person is the best way to inform one another and ensure that we are prepared to enforce the collective bargaining agreement. We’ll also discuss opportunities for nurses to become stewards and actively engage in Hospital Staffing Committee. If you are on medical leave or on PTO outside of the State and cannot vote in-person, we encourage you to reach out to Anthony Cantu, union representative. This will allow us to review the tentative agreement with you and answer your questions.

The vote document will be available for all to read on February 16 on the UFCW 3000 PRMCE RN contract page: ufcw3000.org/find-your-contract/2015/2/12/providence-regional-medical-center-everett-rn-contract ▸

To vote for the tentative agreement, you must attend an in-person vote and be a union dues paying member in good standing. You can sign up to be a union member on the day of our vote or by calling Membership Services 1-866-210-3000 prior to the vote.

Our RN union Bargaining Team fully recommends a “YES” vote.

In-person vote information:

February 20: 7am-9am, 11am-2pm, 5-8pm @ Pacific Campus: CR Main Floor classroom / Colby Campus: Cascade Conference Room (MOB)

February 21: 7am-9am, 11am-2pm @ Pacific Campus: CR Main Floor classroom / Colby Campus: Cascade Conference Room (MOB)

Mason Health RNs Contract Vote Set

We are happy to announce that after months of bargaining for a new contract we have reached a tentative agreement. Details of the tentative agreement will be available at drop-in informational meetings on February 20 and 21. The vote will be held on February 23.

Our Bargaining Committee is fully recommending a yes vote.

Highlights of the tentative agreement include:

• Significant wage increases

• New wage scale competitive with Olympia hospitals

• Higher Differentials and Premium Pay

• Improvements to Earned Time and Sick Leave process

learn more about the changes to our contract:

Tuesday, February 20: 11am-2pm and 4pm-8pm
Ellinor & Pershing Meeting Rooms, Mason Health 901 Mountain View Drive, Shelton WA 98585

Wednesday February 21: 8:30am-12:30pm
Washington Room, Mason Health 901 Mountain View Drive, Shelton WA 98585

In person contract Vote on the new contract:

Friday February 23: 11am-2pm and 4pm-8pm
Ellinor & Pershing Meeting Rooms, Mason Health 901 Mountain View Drive Shelton WA 98584

For additional information reach out to one of our union Bargaining Committee member: Tori Willis, Megan Corbin, Nancy Ownby.

Mason Health RN Bargaining Update: Significant Progress Made

Bargaining Team: Nancy Ownby, Megan Corbin, Tori Willis

We have been working long hours this week, trying to reach agreement on a new contract that brings us up to the standards of other local hospitals and keeps us competitive over the next three years.

This has been a complicated process, and we have dug deep into many internal hospital practices and policies. In the process, we have challenged management on many levels. We have made significant progress and are hoping we can get to a tentative agreement soon.

Stay tuned for additional information.

Need to update your contact information on file with the union? Click here >>

Mason Health RN Bargaining Update

“We feel that we have fulfilled our full workload for yesterday and today.” -Megan Corbin

Today we delivered an economic package proposal to management including significant increases to wages and premiums including Resource RN Differential, and BSN/MSN Premium. We are trying to find ways to make the wage scale more competitive with other nearby hospitals.

We have also proposed changes to the definition for full time and part time to be inclusive of 12 hour shifts (so three twelves per week equals full-time.) Management continues to fight us on this.

Other changes include redefining the clarification of longevity increases and Report Pay process, and a significant overhaul of Earned Time. We meet again with Management on January 29.

​For additional information reach out to a Bargaining Team Member. Our Union Bargaining Team: Tori Willis, Megan Corbin, Nancy Ownby.

Mason General RN Contract - BARGAINING UPDATE

We met with Mason General management on January 17 to continue negotiations on our contract!

Your Bargaining Team:

• Is getting close to reaching an agreement on Extra Shifts language (which we feel very good about!)
• Anticipates getting the employer a counter proposal on wages early next week!
• Is awaiting some additional and important information from the employer in order to make a strong counter!

If you have questions about bargaining, reach out to our bargaining team!

If you have questions about anything else, please reach out to our union representative Naomi Oligario at (360) 662-1989.

Our Bargaining Team, Left to Right: Nancy Ownby (RN), Megan Corbin (RN), Tori Willis (RN))

Mason General RN Contract - BARGAINING UPDATE

Our team is working hard just to bring our contract up to the standards of other local hospitals:

• Competitive Wages — Mason Health does not appear to see the need for any significant wage increases and is offering less than 4% in the first year.

• Federally Recognized Holidays — Mason Health is not interested in any of the holidays we asked for and other hospitals already have.

• Equitable Vacation/Earned Time — We are working to ensure that earned time is competitive with other hospitals.

• Correcting the Definitions of Full-Time & Part-Time — We have proposed language which documents that full time for 12 hour nurses is 36 hours a week.

These are things we shouldn't have to fight with management about but our fight continues. We are bargaining next on Wednesday, January 17 and will not compromise on this contract.

For additional information, contact Union Representative Naomi Oligario at (360) 662-1989.

If someone you know is not receiving these updates, update your information.

Lourdes Medical Center RNs - New union contract ratified

Lourdes Medical Center RNs
New union contract ratified

“We are glad we are finally competitive with the market!”

—Jennifer Powell, RN and Bargaining Team member

Our Bargaining Team: Jennifer Powell, Jessica Leon, and Holly Kelly

The new contract was overwhelming voted and approved on December 27 and it includes:

• Significant wage increases making Lourdes more competitive

• Additional Step 32 at the top of the scale

• Premium increases to:

• Charge Nurse Differential

• Night Shift Differential

• On-call Differential

• Preceptor Premium increase

• Increase PTO accrual for 5-15+ years of services

• Memorandum of understanding (MOU) compensation for SANE

• Two-year extension to the current contract: The new contract will now expire January 1, 2027.

QUESTIONS? Contact a Bargaining Team member or Union Rep Juanita Quezada @ 509-340-7407.

Providence St. Peter Hospital RN - Case Manager Rns Bargaining Update!

Our bargaining team met with management on Tuesday, December 12. While we have not come to a tentative agreement, we have made it clear, and management has grasped, that we have no interest in a wage scale that is different (and economically worse) than the existing RN scale. At this point, management has not agreed to any retroactive pay, and we still have not reached a consensus on where our years of experience would place us on the wage scale.

We appreciate the supermajority of our coworkers signing strike pledge cards! We will be holding another Contract Action Team meeting to discuss next steps and get your input. This will be held at the Olympia Center, located at 222 Columbia St. NW, Olympia, WA, 98501, on January 4 at 5:00 PM in Room 101.

Please reach out to us or Union Representative Brandan Zielinski (206 436 6603) with any questions.

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

Lourdes Medical Center RN Tentative Agreement reached for contract extension and wage increases for all Nurses

In an attempt to address the immediate retention and recruitment issues at Lourdes Medical Center, our Bargaining Team and Administration met to discuss the possibility of extending the current contract with increases to compensation and some other changes.

After two long days of conversations, we were able to reach a tentative agreement that will close the gap in compensation with our geographic competitor. We believe the increases will help our hospital with retention and recruitment.

Our Bargaining Team worked hard and made sure that there were substantial economic increases, increases to PTO accrual, an addition step to the top of the scale, and premiums were increased in many areas including Charge Nurse, On-Call, Night shift differential, Preceptor, and a new SANE premium.

“Competitive wages are an absolute must to recruit and retain nurses. We believe this proposal achieves that goal and makes me very happy.” — Jennifer Powell RN

“It is great to be part of a Union that always has the members’ best interest in mind and supports our efforts in achieving those interest.” — Holly Kelly RN

“I feel accomplished and fulfilled in being part of a successful negotiation in this expedited process. It is a validation of our hard work, dedication, and the value we brought to the table as a team.” — Jessica Leon RN

Please join our Bargaining Team in voting YES!

December 27, 2023 any time between 6:30am to 8:00am and 11:00am to 2:00pm in the Carondolet Room next to the cafeteria.

A complete document of the contract and the new wage scale will be available at the vote along with our Bargaining Team to answer any questions and address any concerns you may have.

You must be a member in good standing to be eligible to vote. Please reach out to Union Representative Juanita Quezada with any questions at 509-340-7407.

Mason General RN Bargaining Begins!

Our Bargaining Team has met twice with Management and exchanged non-economic proposals that clarify the low census process, clean up the definition of full time, part time, transfers, notice and report process, as well as many other proposals to clean up contract language and make it more understandable. So far, Management seems to have heard what our interests are.

We have multiple meeting dates set up through the rest of October, and still need to work through economic proposals, including premiums & benefits- and specifically wages!

Our next session is scheduled for October 24.

For additional information, reach out to a Bargaining Team Member or our Union Representative Naomi Oligario at 360-662-1989

Make sure your personal contact information is up to date! Go to ufcw3000.org/update-your-information

Tri-Cities Community Health RNs Ratify First Contract

The Bargaining Team would like to thank everyone that showed up to vote YES on our new 3 year contract.

Our bargaining team is excited to announce that on June 21, 2023 Tri Cities Community Health workers made history with Ratifying their First contract by a Unanimous vote. The new contract guarantees two wage increases each year of the contract, annual merit bonuses, a competitive wage scale, job security, Grievance process, Continuing Education reimbursement, Union Security, Equality and fairness from now on.

We now have a voice that will be heard by All! Reach out to our Bargaining Team or Union Rep. Juanita Quezada at 509-340-7407 if you have any questions or concerns and to learn how you can get involved.

Tri-Cities Community Health RN Bargaining Update

Tri-Cities Community Health RNs

Bargaining Continues

Our Union Bargaining Team met with the Employers’ over four very productive negotiation sessions. We have been discussing multiple proposals at the table but are focusing on: job security, working conditions, and compensation while making sure that we protect the benefits we currently have.

“We addressed multiple issues with responses from TCCH. We achieved Tentative Agreements on several articles. Building a brand-new 1st contract is an exciting but laborious experience.” — Karen Engel RN, Auburn campus

“I’m excited that finally us nurses will have a voice and hold management accountable. The union will help us establish a better work environment.” — Sophia Rubalcava RN, Court St. campus

“Nurses will finally have a voice. Being a bilingual nurse should be a benefit, however it feels like a punishment, managers would expect me to do many more responsibilities when I worked with 5 providers. Now I will be able to speak up and address my concerns for equitable treatment because I now have the union’s support.” — Hilda Torres RN, Court St. campus

Our next bargaining session will be May 11, 2023.

Please reach out to one of our Union Bargaining Team members or our Union Rep. Juanita Quezada at 509-340-7407 with any questions or concerns.

Providence Regional Medical Center Everett - Staffing Update • November 10, 2022

The staffing problem at Providence Everett continues to worsen. This past month it culminated with a sentinel event in the emergency department. This event, along with others can be avoided with proper staffing!  

Time and time again in nurse staffing committee, nurses have made staffing suggestions to the Hospital administration. Instead of taking into consideration our recommendations, they have ignored us, cancelled additional meetings needed to review the many CSIs submitted, and are now planning to restructure the Staffing Steering Committees which will favor the Hospital. 

Enough is enough! Providence needs to be held accountable and answer our questions about staffing. We have submitted a detailed information request to the Hospital to better understand the factors which lead to the sentinel event in the emergency department. 

Providence has failed to resolve our staffing problems and is failing the community and patients. 

We call on Providence Everett to be transparent and collaborate with nurses in staffing committee! Our patients deserve better! We need safe staffing conditions now! 

We will be following up with next actions in the next two weeks. In the meantime, our most effective tool is to file a CSI form or file a DOH complaint. We highly encourage you to use these avenues to report staffing issues.  

Samaritan Health RN Wage Scale Change vote

Samaritan Health RN Wage Scale Change vote

Samaritan Health has proposed a mid-contract improvement to our current wage scale for all RNs.

Because it is a permanent change to our contract, we will need to have members in good standing vote on the change.

All members are encouraged to vote YES on Monday, November 14, 2022 any time between 10am–12pm in Room 405.

You will be able to ask any questions and will be provided with the proposal at the vote.

Please reach out to our Union Representative Amy Radcliff at 509-340-7370 with any questions or concerns.

UFCW 3000 Member Story: Nurses at PRMCE Step Up

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

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

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

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

Providence Everett - Management finally responds to Union proposed incentives and retention bonus!

Providence Everett Medical Center
Management finally responds to Union proposed incentives and retention bonus!

For several months, we have been asking Providence to focus on improving staffing through incentives. In July, we proposed to Providence Everett Management three incentives to help with retention and recruitment. We proposed: 1) a flip shift incentive which would give day/evening shift employees time-and-a-half for every hour worked during a temporary night shift assignment; 2) an extra shift incentive for any employee who works beyond their assigned FTE; 3) an $8,000 retention bonus, split in two payments, for all employees who have been employed since July 1, 2022.

Providence finally responded to our proposal on October 3. They responded with an extra shift incentive only for RNs, Discharge Planners, Transition Planners, Respiratory Therapists, CT Techs, MRI Techs, Medical Lab Techs, Medical Techs ASCP, Senior Medical Techs, Surgical Techs, and Sterile Processing Techs. These employees who are assigned a 0.9 FTE or below would receive time-and-one-half pay for shifts beyond their FTE and employees who are assigned above a 0.9 FTE would receive double time pay for shifts beyond their FTE.

While we recognize Providence’s effort to alleviate staffing problems with this incentive, we do not believe this is sufficient. The incentive is only for a portion of employees. It is important that all nurses, professionals, and techs be included!

We will be discussing the incentives with your Bargaining Committee and responding to Providence. Please reach out to your Union Rep or Bargaining Committee for questions or comments.

Capital Medical Center RN Bargaining Update

Capital Medical Center

There is Still work to be done

We had another bargaining session with management on September 22. Overall we have made great progress and feel like Management has come a long way. However, while a lot of things are promising there is still some work to be done before we can settle a contract that is equitable for everyone. Between the last two bargaining sessions we have discussed economics, staffing, safety, and made a lot headway on some of those issues but Management still needs some more nudging. 
Join us in signing this petition and let Management know that we are united for a strong contract.  

Sign our Petition: United for Strong Contract!>>

“We as nurses are compassionate about safety, our concerns were heard after a hard fight leading to an agreement around safe staffing.” 
–Bonnie Verellen and Carol Cairone  

“Management is trying to take away pay from those who work on-call. Individuals on-call already have a family work life balance burden and now management is trying to reduce pay. We Deserve Better!” –Cindy Dixon and Elisabeth Hildebrand.