PRMCE Union Grievance Newsletter June 2024

Through grievances, we can enforce our contracts and assert our rights! If you have experienced issues with your supervisor not following the contract language, please reach out to your RN union rep, Anthony Cantu, at (206) 436-6566, or Pro/Tech union rep Jack Crow at (206) 436-6614.

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Labor & Industries Meal Period Guidance

On July 1, L&I will begin to enforce compensatory damages for missed or untimely meal periods. As a result of this new rule, Providence has added more meal period questions to the Kronos time clock. We encourage you to do the optional training on the Kronos changes so you can correctly log your meal periods. If you do not receive appropriate compensation for untimely or missed meal periods, we encourage you to file a complaint with L&I here.

Additionally, we currently have an active grievance which is on Step 3 for Pros, Techs, and RNs. We are seeking compensation for missed and untimely meal periods. We are also looking into potential litigation over this matter.

An example from L&I guidance:
Jimmy works a 12-hour shift as a nurse in a regional hospital. On his last shift, Jimmy received only one hour-long lunch break at the fifth hour of his shift. Jimmy has not received compliant meal periods for this shift because he did not receive his second, 30-minute meal period and he worked more than five hours after his first meal period ended without starting that second meal period. The second meal period is a missed meal period. Jimmy must be paid 11 working hours for the time he worked and must also receive an additional 30 minutes of pay at his agreed wage rate because of the missed meal period.
Pay for Missed Break: 30 minutes
Pay for Additional Time Worked: None

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Meal Periods/Time Clock Rounding Class Action Lawsuit

Providence has appealed King County Superior Court’s decision on the class action lawsuit (Bennett et al v. Providence Health Systems) regarding missed pay for time clock rounding and missed second meal periods. This lawsuit covers all Providence hourly employees who were employed from September 2018 to May 2023. We will be keeping an eye on the Appellate Court’s decision, which likely won’t occur for several months.

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RN Contract Signature

We are working through finalizing the contract with PRMCE. We have found typos in the document they submitted to us and have asked them to correct the typos. Although the final contract has not been signed, we have a valid and enforceable agreement. Please refer to the redline in the meantime: ufcw3000.org/find-your-contract/2015/2/12/providence-regional-medical-center-everett-rn-contract

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RN Anniversary Wage Increases/Years of Service Step Progression

This grievance concerns RNs who did not receive their step increase between February 21, 2024, and March 2024 and did not receive an additional step. PRMCE responded to the grievance stating that they are working on providing retroactive pay to nurses owed step increases and are still getting their system in place to track additional step progressions. We find their answer unacceptable and are waiting to meet with PRMCE for Step 2.

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RN Low Census Extra Shift Incentive

PRMCE responded to our grievance and stated that the new extra shift incentive language allows them to cancel/low census incentive shift RNs prior to travelers/agency RNs. We strongly disagree with PRMCE and believe that incentive shift RNs should be low censused with premium shift RNs. We are awaiting Step 3 meeting dates.

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RN Low Census Index

PRMCE has not provided access to the low census index in every unit. The low census index tracks each nurse’s low census hours and helps determine the low census order. We are waiting for PRMCE’s response to our Step 2 meeting.

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RN FMC Per Diem Scheduling

We have filed a demand to bargain for FMC per diem RNs who have been told they can only pick up 12-hour shifts. We believe this is a change in employment conditions. Additionally, we filed a grievance for FMC RNs who are being excluded from incentive shift pay, even though they have worked two shifts in a pay period. We will be meeting with PRMCE on July 29 to bargain over these changes.

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Inpatient Rehab Closure

Providence has announced they will be closing inpatient rehab sometime in October 2024 and moving inpatient rehab services to an offsite Lifepoint/Providence facility. We are currently bargaining with PRMCE over the effects of this closure. Our next bargaining date is on July 17.

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RN Self-Scheduling

Providence announced that some units will be moving from templates to self-scheduling. We have demanded to bargain over the effects of this change and are awaiting a meeting date.

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RN Biweekly Weekend Rotation

Around June 19, Providence announced RNs will be working weekends biweekly to be “compliant” with the weekend language in Article 8. Under the new contract, we changed the definition of a weekend but did not change weekend scheduling language: “The Medical Center will make a good-faith effort to schedule all regular full-time and part-time nurses for every other weekend off.” We believe Providence is misinterpreting this language. We will be having a discussion with Providence next week to resolve this issue. If our discussion is not productive, we will be taking necessary next steps like a grievance.

LabCorp - Contract Ratified!

Our Union Bargaining Team is excited to share that with more than 60% turnout, our members overwhelmingly voted YES to ratify our new contract yesterday!

This contract includes higher wages for every position, the elimination of ghost steps, 401k improvements, and expanded benefits plans starting in 2025. We’re proud that our unit came together to help raise the bar for laboratory professionals.

The $750 ratification bonus and new wage rates take effect on the second full pay period after ratification (early August). More information about the changes and how to make the most out of the new benefits plan to follow. The new wage scale, benefits plan summary, and the full redline agreement will continue to be available for members to access on our website.

If you have any questions, please contact your Union Rep Christie Harris at (360) 409-0620.

“We know that the fight doesn’t end here. Let’s use our momentum to continue to learn about our rights, enforce our contract, and build our union power!”

—Debby Gibby, Bargaining Team member & Senior Lab Assistant

Still fired up? Sign up for Steward or Leaders in Action trainings!

Be sure to check out our website for upcoming community events, member meetings, training opportunities, and union benefits programs.

Service Linen Contract Ratified! ¡Contrato De Service Linen Ratificado! Hợp Đồng Service Linen Được Phê Duyệt!

We are happy to announce that the recommended tentative agreement, reached by our union bargaining committee, has been approved by an overwhelming majority of members!
The new contract, effective immediately and lasting for three years, brings several key benefits:

• Yearly wage increases
• Longevity bonuses that recognize employees for their years of service
• Flexible scheduling (working up to 10 hours at straight time) changed from 3 days to 2 days
• Increased contribution by the employer for health insurance in 2025 & 2026
• Union leave for up to 9 months for union-related activities

Thank you to all our members who participated in the voting process.
For any questions or concerns, please reach out to your Union Representative Jose Veliz at 360-409-0615

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¡Nos alegra anunciar que el acuerdo tentativo recomendado, alcanzado por nuestro comité de negociación de la Unión, ha sido aprobado por una mayoría de miembros!
El nuevo contrato, efectivo de inmediato y con una duración de tres años, trae varios beneficios clave:

• Aumentos salariales anuales
• Bonos de longevidad que reconocen a los empleados por sus años de servicio
• Horario flexible (trabajando hasta 10 horas a tiempo regular) cambiado de 3 días a 2 días
• Aumento la contribución del empleador para el seguro de salud en 2025 y 2026
• Permiso de ausencia de hasta 9 meses para actividades relacionadas con la Unión

Gracias a todos nuestros miembros que participaron en el proceso de votación.
Para cualquier pregunta o inquietud, comuníquese con su Representante de la Unión, José Veliz al 360-409-0615.

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Chúng tôi rất vui mừng thông báo rằng thỏa thuận tạm thời được đề xuất, đạt được bởi ủy ban thương lượng của công đoàn, đã được phê chuẩn bởi đa số thành viên!
Hợp đồng mới, có hiệu lực ngay lập tức và kéo dài trong ba năm, mang lại một số lợi ích chính:

• Tăng lương hàng năm
• Tiền thưởng thâm niên công nhận nhân viên vì những năm phục vụ của họ
• Lịch làm việc linh hoạt (làm việc lên đến 10 giờ trong thời gian cố định) thay đổi từ 3 ngày xuống còn 2 ngày
• Tăng đóng góp của người sử dụng lao động cho bảo hiểm y tế vào năm 2025 và 2026
• Nghỉ phép công đoàn lên đến 9 tháng cho các hoạt động liên quan đến Union

Cảm ơn tất cả các thành viên đã tham gia vào quá trình bỏ phiếu.
Nếu có bất kỳ câu hỏi hoặc thắc mắc nào, vui lòng liên hệ với Đại diện Công đoàn của bạn, Jose Veliz, theo số 360-409-0615.

Superior Linen Contract Ratified! ¡Contrato De Superior Linen Ratificado! Hợp Đồng Superior Linen Được Phê Duyệt!

We are happy to announce that the recommended tentative agreement, reached by our union bargaining committee, has been approved by an overwhelming majority of members!
The new contract, effective immediately and lasting for three years, brings several key benefits:

• Yearly wage increases
• Additional wage increases that recognize longevity
• New lead pay
• Eligible for the additional floating holiday after 10 years of service instead of 15 years
• Increased the first break time to 15 minutes
• Introduction of new language allowing the union steward to meet with new employees on paid time to provide information about the union
• Increased contribution by the employer for health insurance in 2025 & 2026
• Union leave for up to 9 months for union-related activities

Thank you to all our members who participated in the voting process.
For any questions or concerns, please reach out to your Union Representative Jose Veliz at 360-409-0615

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¡Nos alegra anunciar que el acuerdo tentativo recomendado, alcanzado por nuestro comité de negociación de la Union, ha sido aprobado por una mayoría de miembros!
El nuevo contrato, efectivo de inmediato y con una duración de tres años, trae varios beneficios clave:

• Aumentos salariales anuales
• Aumentos adicionales de longevidad que reconocen a los empleados por sus años de servicio
• Nuevo pago de líder
• Elegible para el día festivo flotante adicional después de 10 años de servicio en lugar de 15 años
• El primer descanso aumento a 15 minutos
• Los nuevos empleados podrán reunirse con el delegado de la Unión en tiempo pagado para recibir información sobre la Unión
• Aumento la contribución del empleador para el seguro de salud en 2025 y 2026
• Permiso de ausencia de hasta 9 meses para actividades relacionadas con la Unión

Gracias a todos nuestros miembros que participaron en el proceso de votación.
Para cualquier pregunta o inquietud, comuníquese con su Representante de la Union, José Veliz al 360-409-0615.

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Chúng tôi rất vui mừng thông báo rằng thỏa thuận tạm thời được đề xuất, đạt được bởi ủy ban thương lượng của công đoàn, đã được phê chuẩn bởi đa số thành viên!
Hợp đồng mới, có hiệu lực ngay lập tức và kéo dài trong ba năm, mang lại một số lợi ích chính:

• Tăng lương hàng năm
• Thêm vào đó là việc tăng lương nhằm công nhận thâm niên
• Tiền lương lãnh đạo mới
• Đủ điều kiện để có ngày nghỉ phép linh hoạt bổ sung sau 10 năm phục vụ thay vì sau 15 năm
• Tăng thời gian nghỉ giải lao lần đầu lên 15 phút
• Giới thiệu ngôn ngữ mới cho phép đại diện Union gặp gỡ các nhân viên mới trong thời gian được trả lương để cung cấp thông tin về Union
• Tăng đóng góp của người sử dụng lao động cho bảo hiểm y tế vào năm 2025 và 2026
• Nghỉ phép công đoàn lên đến 9 tháng cho các hoạt động liên quan đến Union

Cảm ơn tất cả các thành viên đã tham gia vào quá trình bỏ phiếu.
Nếu có bất kỳ câu hỏi hoặc thắc mắc nào, vui lòng liên hệ với Đại diện Công đoàn của bạn, Jose Veliz, theo số 360-409-0615.

Bornstein Seafoods Bargaining Update Company Closure - Actualización De Negociaciónes Cierre De La Compania

On June 6 and 25, we met with Bornstein’s following the early closure of the last production line on May 30. Senior union bargaining committee members Monica Araujo, Oscar Mendoza, and Jose Collado joined us at negotiations with the company’s representatives to address the impact of the closure and layoffs, as well as to discuss potential benefits for employees who have shown dedication to the employer, particularly during the closure of operations.

Unfortunately, we are still very much apart when it comes to severance pay. However, progress has been made concerning vacation payouts and health and welfare benefits for affected employees. The company has informed us that they will provide a response to our last proposal by the end of the week.

Furthermore, there is a disagreement between the Union and the employer regarding the circumstances of the facility’s early closure. Currently, the union is actively exploring all legal options in this matter.

We know that you have a lot of questions around your 401k benefits and vacation banks. We have reached out to Principal Financial, the 401k administrator, and are planning to have a meeting so that they are able to provide you all with any options available to you.

If you have any questions regarding your 401k benefit, vacation pay, need assistance with job search, or anything else, please feel free to contact us. You can reach out to union representative Ryan Conejo Sauno at (360) 202-9263 or Director of Packing/Processing Kristina Storm at (360) 630-0983.

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El 6 y 25 de junio, nos reunimos con Bornstein Seafoods después del cierre inesperado de la última línea de producción el 30 de mayo. Los miembros de la union que fueron parte del comité de negociación, Mónica Araujo, Oscar Mendoza, y Jose Collado nos acompañaron en las negociaciones con los representantes de la compania para hablar sobre el impacto del cierre y los despidos, y para discutir posibles beneficios para los empleados que han mostrado dedicación al empleador, especialmente durante el cierre de operaciones.

Desafortunadamente, todavía estamos muy distantes en el pago por despido. Sin embargo, si se llego un poco mas a un acuerdo sobre los pagos de vacaciones y los beneficios del Seguro medico para los empleados afectados. La empresa nos ha informado que nos dara una respuesta a nuestra propuesta para el final de esta semana.

Además, hay un desacuerdo entre la Union y el empleador con respecto a las circunstancias del cierre del 30 de mayo que habian notificado que seria el 19 de junio. Actualmente, la Union está explorando activamente todas las opciones legales en este asunto.

Sabemos que tienen muchas preguntas sobre sus beneficios de 401k y sobre las vacaciones. Nos hemos comunicado con Principal Financial, el administrador de 401k, y estamos planeando una reunión para que puedan darles todas las opciones disponibles.

Si tienen alguna pregunta sobre su beneficio de 401k, pago de vacaciones, necesitan ayuda con la búsqueda de empleo, o cualquier otra cosa, no duden en llamarnos. Pueden comunicarse con el representante Ryan Conejo Sauno al 360-202-9263 o con la Directora de Empaque/Procesamiento Kristina Storm al 360-630-0983.

LabCorp Tentative Agreement Reached! Contract Vote Reminder

Our LabCorp Union Bargaining Team is excited to announce that we have finally reached a tentative agreement with the company. While this was not a quick or easy process, we’re proud of the hard work our members put in to pushing LabCorp towards a fair contract. We saw more members than ever before engaging their coworkers, demanding better, and taking action together, and it shows in our agreement.

Our Bargaining Team fully recommends a YES vote!

This tentative agreement has some big wins and big changes, including:

• Wage increases for all classifications (averaging 11% in the first year and 15% over the life of the contract, with a guarantee that no one will receive less than 5% upon ratification)

• Elimination of ghost steps (no more skipped anniversary raises)

• Shortened the total number of years it takes to reach the top of the scale

• Increased 2nd and 3rd shift differentials

• $750.00 ratification bonus

• Healthcare & Benefits expansion beginning January 1, 2025

  • Eliminated eligibility waiting period for new hires

  • More plan options and more medical carrier options

  • HRA, HSA, and FSA options

  • Telehealth (MDLIVE) coverage

  • Premium reductions via Annual Wellness Screenings

  • New voluntary benefits and support services, incl. wellness programs, accident & critical illness insurance, adoption assistance, recovery support, fitness reimbursement, reproductive health and parenting services, and more

  • Employee stock purchase plan

  • 401k improvements, incl. 5% company matching, all contributions 100% vested, and immediate eligibility

  • Tuition reimbursement

  • No takeaways to union PTO, sick leave, or bereavement

  • No additional costs for benefits until the end of 2024

• Monthly allowance for members who work from home

• Parking for couriers at James Tower

• Improved language for company communications regarding errors on paychecks, applying for short-term disability, medical premium repayment options, and changes in work schedules

• Improved language regarding union membership, new hire orientation, and union stewards

“It was a tough fight, but we won some of the highest wage increases in LabCorp union history. Our Bargaining Team members recommend voting YES!” —Kyle Chrisman, PST Specialist

Online CONTRACT VOTE: Tuesday, June 25 @ 5:00am — Wednesday June 26 @ 5:00pm

Members will need to have their personal email address on file with the union in order to receive the online vote email with their unique log-in information to vote on the agreement. Please update your contact information ASAP at ufcw3000.org/update-your-information >>

If you have questions or don’t receive the online vote email, you can contact your union Rep. Christie Harris at 360-409-0620.

Vote documents (including the Highlights summary, benefits plan summary, and full redline changes) will be available for you to review online and at the drop-in contract Q&A meetings prior to the vote.

DROP-IN CONTRACT Q&A MEETINGS: Saturday, June 22

ONLINE only: 9:00am—10:00am & IN-PERSON+ONLINE 1:00pm—3:00pm @ 23040 Pacific Hwy S, Des Moines. Zoom Meeting ID: 712 328 6135. Reach out to your Union Rep or a member of your Bargaining Team if you have questions about the agreement and can’t make it on Saturday.

Service Linen - Contract Vote Scheduled

Bargaining Team has reached a Tentative Agreement and recommends a YES vote!

Tuesday, June 25, 9:30 am - 1pm Service Linen Cafeteria

Your Union Bargaining Team is very proud of the hard work and unity achieved in this bargaining round. After many negotiating dates, we finally reached a tentative agreement with the company. This was not an easy process, but one that required all our departments to unite in one voice to achieve our priorities.

This new agreement includes the following wins:

• Wage increases

• Longevity Bonuses

• Employer agreed to pay more for the Healthcare coverage cost

• Lowering the days of flexible scheduling from 3 to 2 days

• New union leave that allows for up to 9 months leave for union-related activities

You may attend at any time during the polling times to vote on the tentative agreement. The full tentative agreement will be available to review at the vote. All members in good standing are eligible and encouraged to vote on the tentative agreement.

If you have any questions, please reach out to your union representative, Jose Veliz 360-409-0615

¡El equipo de negociación ha llegado a un acuerdo tentativo y recomienda votar SÍ!

martes 25 de junio, 9:30 am – 1:00 pm Cafetería de Service Linen

Su equipo de negociación sindical está muy orgulloso de todo el trabajo y la unidad logrados en esta ronda de negociación. Después de muchas negociaciones, finalmente llegamos a un acuerdo tentativo con la empresa. Este no fue un proceso fácil, pero requirió que todos nuestros departamentos se unieran en una sola voz para lograr nuestras prioridades.

Este nuevo acuerdo incluye los siguientes logros:

• Aumentos salariales

• Bonos de longevidad

• El empleador acordó pagar más por el costo de la cobertura médica

• Bajando los días de horario flexible de 3 a 2 días

• Nuevo permiso de ausencia para asuntos de la Union que permite hasta 9 meses de permiso para actividades relacionadas con el sindicato

Puede asistir a cualquier momento durante el horario de votación para votar sobre el acuerdo tentativo. El acuerdo provisional completo estará disponible para su revisión en la votación. Todos los miembros que estén al día con sus obligaciones de la Unión son elegibles y se les anima a votar sobre el acuerdo provisional.

Si tiene alguna pregunta, comuníquese con su representante, José Veliz 360-409-0615

Đội ngũ đàm phán đã đạt được thỏa thuận tạm thời và khuyến nghị bỏ phiếu ĐỒNG Ý!

hứ Ba, ngày 25 tháng 6, 9:30 sáng - 1:00 chiều Căng-tin Service Linen

Đội ngũ đàm phán của công đoàn rất tự hào về sự nỗ lực và đoàn kết đạt được trong vòng đàm phán này. Sau nhiều buổi thương lượng, chúng ta cuối cùng đã đạt được thỏa thuận tạm thời với công ty. Đây không phải là một quá trình dễ dàng, mà đòi hỏi tất cả các phòng ban của chúng ta phải thống nhất một tiếng nói để đạt được những ưu tiên của chúng ta.

Thỏa thuận mới này bao gồm những thành tựu sau:

• Tăng lương

• Tiền thưởng thâm niên

• Công ty dụng đồng ý trả thêm chi phí bảo hiểm y tế

• Giảm số ngày làm việc linh hoạt từ 3 xuống 2 ngày

• Chế độ nghỉ công đoàn mới cho phép nghỉ lên đến 9 tháng để tham gia các hoạt động liên quan Union

Bạn có thể tham dự bất cứ lúc nào trong thời gian bỏ phiếu để bỏ phiếu cho thỏa thuận dự kiến. Toàn bộ thỏa thuận tạm thời sẽ có sẵn để xem xét tại thời điểm bỏ phiếu. Tất cả các thành viên đang trong tình trạng tốt đều đủ điều kiện và được khuyến khích bỏ phiếu cho thỏa thuận tạm thời.

Nếu bạn có bất kỳ câu hỏi nào, vui lòng liên hệ với đại diện công đoàn của bạn, Jose Veliz, qua số điện thoại 360-409-0615.

Conifer St. Michael Medical Center Bargaining Update

On June 6, 2024, our opening letter requesting bargaining dates with Conifer Revenue Cycle Solutions was sent. On June 13, Local 3000 received a response from Conifer saying that the Employer considers “this request to be overly premature”, and that “Conifer does not understand the reasons for beginning negotiations so early”. Well, it is because we are hoping to secure a new Collective Bargaining Agreement as soon as we can! As such, we were not able to set bargaining dates in June or July, but have secured August 28 for our first day of bargaining. Meanwhile, we do have a request out for September bargaining dates and look forward to getting to the bargaining table. As stated in our previous update, the current Collective Bargaining Agreement expires October 31, 2024.

Union Representative Ryan Degouveia has assembled a Bargaining Team of our coworkers and we will be holding an open virtual meeting for all workers at Conifer St. Michael on June 25 between 5:30PM and 6:30PM. We hope to have an open and frank conversation about folks’ top priorities. As our Silverdale office is in the process of moving, this will be online-only via Zoom. Details will be forthcoming via text message very soon!

Should you have any questions or wish to be involved in building workplace solidarity to win a strong contract, Union Representative Ryan Degouveia can be reached at 360-662-1982.

Make sure your personal contact information is up to date so you don’t miss important bargaining information and union benefits!

Update your information here >>

Kaiser Permanente Pro Tech, Optical, & Pharmacy: Wage Increases Coming Soon!

Hooray! Wage Increases in Upcoming Paychecks

Kaiser UFCW 3000 membership ratified historic mid-contract wage increases for all members on April 19. Management gave word that those increases have been processed in HRConnect and we anticipate your new wage to be in your next paycheck coming on 6/21/2024.

Please note: The retroactive pay will not be on this same paycheck. The retroactive pay for all hours worked (from the effective date until now) will be coming in either of the the next two pay periods: 7/5/24 or 7/19/24.

The wage increases ranged from 5% to 9% depending on job classification. To understand your new wage, multiply your current wage by 1.05, 1.06, or 1.09:

e.g. $30.00 x 1.05 = $31.50
       $25.60 x 1.09 = $27.90

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

Contract and rep information:

• Pro-Tech & Optical

• Pharmacy Contract & Rep

Know someone who is not getting updates?
Send them to update the contact information we have on file here.

Central Washington Hospital Bargaining Update

After two full days of bargaining, our Bargaining Team has given a complete comprehensive proposal including economic and non-economics. We've made positive progress and secured some non-economic tentative agreements. We're having lots of constructive conversations and look forward to our upcoming bargaining sessions on July 9 & 10.

“After five other contract negotiations I feel supported by our Union and heard by our Employer. So far, this has been a positive experience!” —Monica Meloy, Steward & bargaining team member

“Learn from yesterday, live for today, hope for tomorrow. The important thing is not to stop questioning.” —Albert Einstein

If you have a new coworker or know someone who is not a member in good standing have them fill out a membership application. If you have questions you can talk to a Bargaining Team member or our union Rep. Amy Radcliff at 509-340-7370.

Now is the time to show we are untied. Make sure you have completed a membership application >>