On Wednesday, July 2, our Bargaining Team met with Saint Michael Medical Center Management for another joint bargaining session. In the morning we worked on responses to nearly all of the economic items on the table.
Read MoreWe’ve been steadily working through non-economic proposals, going back and forth on contract language that needed cleaning up or clarification. We’ve reached a few Tentative Agreements (TAs) so far.
Read More
On June 26, we met with SMMC management for our eleventh bargaining session, where the hospital presented what they called a "comprehensive counterproposal." While there was some movement on break relief RNs, bereavement leave, preceptor pay, and float pay, management's wage proposal and response to staffing remain deeply disappointing.
The hospital proposed a wage increase of 5.25% upon ratification—a number that still leaves SMMC RNs behind St. Joseph's pay rates. Despite repeatedly hearing from RNs that unsafe staffing is driving burnout and turnover, the hospital offered no real solution on staffing. In fact, when we presented our staffing proposal again, management responded with deafening silence.
They continue to insist that they're "staffing above the matrix" and claim that contractual guardrails are unnecessary. We strongly disagree. Every day, RNs are working below matrix staffing levels due to chronic short staffing, floating to other units to fill gaps, or taking full assignments as charge nurses—sometimes doing both at once. This is not safe. This is not sustainable.
The hospital's message is clear: They're not listening.
Instead of offering meaningful fixes, they've doubled down on targeting specific departments. For instance, their latest proposal would restrict scrub privileges to only Emergency Department RNs—and they've rejected any kind of ED premium despite the high-intensity work and constant short staffing in the ED.
We are at a critical moment in negotiations. While there's been some progress, we are still far from winning what RNs need most: fair wages and enforceable staffing protections. Competitive contracts at Multicare and Providence include understaffing premiums and stronger staffing language—and SMMC RNs deserve no less.
If we want to win the contract we need, we need to show we're ready to fight for it. One way to take action right now:
Sign the strike pledge card >>
Let management know we're united and serious about what's at stake—our safety, our patients, and our profession.
The strike pledge card is to show our commitment to winning the best contract possible—your signature indicates that if we have to reject an offer on the table in the future by a vote, you will also vote to authorize a strike.
Together, we can win the contract we deserve.
Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Meredith Francisco, Med Surg; Lindsey Gearllach, Obs; Tammy Olson, ICU
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