St. Michael Medical Center Bargaining Update - Sign The Strike Pledge Card Today!

St. Michael Medical Center

Bargaining Update - Sign The Strike Pledge Card Today!

Tuesday, July 7

Our Union Bargaining Team met with the Employer again on Tuesday, July 7, to continue negotiations for our next Union contract.

After more than a month of waiting for a response to our health care proposal, the Employer finally came back with a counterproposal. While we appreciate finally receiving a response, the numbers they proposed are not sufficient to keep up with projected increases in health insurance costs and would likely result in higher costs for workers.

Our Bargaining Team’s health care proposal was based on data provided by professional health care actuaries and is designed to ensure that the Employer bears the burden of projected cost increases instead of pushing those costs onto workers. Anything less increases the possibility that workers will pay more for their health care and our bargaining team believes any increases to workers is unacceptable, especially given the employer low offer on wage increases.

Frustrated but determined, our Bargaining Team got back to work and presented another comprehensive proposal for the Employer to review. Our proposal addresses many of the real needs workers are facing, including competitive market-based wages, affordable health insurance, and meaningful premium improvements. Our wage proposals did not make much movement, but they are in line with what the market is offering at other health care facilities and would help keep St. Michael competitive.

We stand by our proposals. They are realistic, data-driven, and necessary. The Employer, meanwhile, continues to act as if it can ignore the economic realities facing health care workers.

That became even more clear when the Employer sent back a second counterproposal later in the day. While they slightly increased their offer on health care, their movement on wages was minimal and insulting.

The Employer’s latest wage proposal is:

Year 1 (2026): 2.75%

Year 2 (2027): 2.50%

Year 3 (2028): 3.00%

Nothing will change until we take action. Many of your coworkers have already signed the Strike Pledge Card and are wearing Union stickers in the workplace. If you have not signed yet, now is the time!

Sign The Strike Pledge Card Today >>

Our next bargaining date with the Employer is July 16, and we have proposed additional dates for the Employer’s consideration.

"A hospital’s greatest asset is its people. A contract that fails to value them fails everyone."

— Lara Williams-Graham

"A big waste of time."

— Bryson Andrews

Bargaining Team: Robel Haile, Clinical Pharmacist; Bryson Andrews, ED Tech; Olivia Almeida, Respiratory Therapist; Merry Brandt-MacFann, CT Technologist; Lara Williams-Graham, Certified Surgical Technologist; Angela Roberson, EP Technologist; Rob Shauger, CNA.

Grand Central Bakery New Contract Ratified!

On July 3, members ratified our new contract at Grand Central Bakery! Our fight for a first contract gives us a stronger voice on the job and guaranteed protections and benefits. These protections and benefits go into effect right away, and management has informed our Union that wage increases should be reflected in your next paycheck, from July 2 onward.

We don’t need to wait to build power in other ways. If you’re interested in fostering an ongoing dialogue with management, join our Labor Management Committee! If you’re interested in enforcing the new contract and representing your coworkers in Weingarten meetings, become a Shop Steward!

Reach out to your Union Rep Chris Arellano at (360) 409-0241 for more information about getting involved.

We will continue building power in our workplace and with each other.

CommonSpirit St. Joseph Medical Center - Technical Unit Bargaining Update

CommonSpirit St. Joseph Medical Center Technical Unit
Bargaining Update

June 24

On Wednesday, June 24, our bargaining team met with CommonSpirit management for our fifth session of contract negotiations.

The conference room was very warm—nearly 80 degrees by the time we arrived at 8:30am—but our team was fired up even before the Employer’s counterproposals came later that morning. Given the recent unanimous strike vote and contract ratification by the Pharmacists at our hospital over the last two weeks, we spent our morning debriefing their negotiations, knowing their experience would give us insights into what we could expect at our own bargaining table.

Around 11am we received management’s “comprehensive” counterproposal. Comprehensive because technically it includes both economic and non-economic articles, but in quotations because there wasn’t much offered in the first place. Today’s proposals had so little movement that you would probably miss it if the Employer hadn’t read it to us:

• An increase of 0.25% from their last proposal toward wages in each year of our contract, totaling 2.25% across the board for all classifications.

• Rejection of any increase to premiums or differentials (lead pay, certification premium, preceptor pay, standby/on-call, and so on).

Beyond the Employer’s underwhelming offer on compensation, their proposal maintained some takeaways:

• A proposal to eliminate the 15% pay-in-lieu-of-benefits wage differential for workers who opt out of health and welfare benefits (Section 9.5).

• A proposal to modify the full- and part-time FTE definition as it applies to cost-sharing for health insurance premiums. This would result in workers currently considered full-time eventually paying a larger portion of monthly premiums (Section 12.1).

After receiving the proposal and moving to a conference room with a slightly lower temperature, our team continued strategizing around next steps and how to build power to win a strong contract. Ultimately, we decided it was best to return our own counterproposals at the start of our next bargaining session, rather than that afternoon. We suspect that many of the discussions we have at the table are being forgotten in the time between sessions. We look forward to returning to the bargaining table on July 16 and getting our own counterproposals to management first thing in the morning.

To get more information about ongoing negotiations and to discuss strategies to build power to win a strong union contract, join our next Contract Action Team meeting.

Contract Action Team Meeting

• Tuesday, July 14

• 5:30pm - 6:30pm

• Zoom Meeting

• Join Zoom Meeting >>

• Meeting ID: 860 5668 2841

• Passcode: 442907

If you haven’t already, sign our STRIKE PLEDGE CARD to show management we are ready to stand together:

Sign the Strike Pledge >>

And sign up to be an ACTION NETWORK LEAD to keep your coworkers informed and ready throughout bargaining:

Contract Action Network Sign-Up >>

Bargaining Team: Michelle Gilmore, Respiratory Therapist; Monica Dewitt, Pharmacy Tech; Vanessa Giles, Surgical Technologist; Chad Michels, Cardiovascular Technologist; Sissy Allison, Surgical Technologist

Recovery Cafe - First Contracts Ratified at Recovery Cafe

On June 29, members ratified both of our new contracts at Recovery Cafe. Our fight for a first contract gives us a stronger voice on the job and guaranteed protections and benefits. Recovery Cafe will follow up soon with information about the implementation timeline for wages, back pay, and other guaranteed benefits.

But we don’t need to wait to build power in other ways. We need members interested in joining our Labor Management Committee and in becoming Stewards. Follow up with your Union Rep Chris Arellano at (360) 409-0241 for more information about getting involved.

We will continue building power in our workplace, for our members, and with each other.

Seattle Children’s Hospital

The Seattle Children’s Hospital MA Conference Committee met with Management Tuesday, 6/9/26. We discussed a number of concerns including a staffing complaint, changes to what holidays people can be required to work, changes to how many union members can take PTO on a single day, policies around patient behavioral health, and Weingarten rights. We want all members to feel comfortable asserting their Weingarten rights and to know that if members are asked questions they feel can lead to discipline, they have the right to have a union representative or steward present. Please make sure you assert your Weingarten rights when necessary and make sure your coworkers know their rights too!
 
The Urgent Care MA Committee consists of Wendy Rivas, Joey Martin, Lynnzey Ward, and David Trujillo (Union Rep 206-436-6606). Please reach out to us if you have any questions.

UFCW 3000 - Know Your Rights >>

Trios Health - Bargaining Update

Trios Health
Bargaining Update

Our bargaining committee met with the Employer for our first bargaining session and began discussions on the priorities members identified for this bargaining cycle. These priorities include retention and recruitment, on-call provisions, wage increases, a three-year contract, and other proposals aimed at improving working conditions.

During this session, we presented our proposals and discussed these important issues with the Employer. This meeting marked the beginning of the bargaining process and gave both parties the opportunity to outline their priorities. We are now awaiting the Employer’s response and anticipate receiving it during our next bargaining sessions on July 16 and 17.

Our bargaining committee remains committed to advocating for a fair contract that reflects the value of your work. We will continue to keep you informed as negotiations move forward.

“We are working hard to represent all members of the Union and are committed to bringing the concerns of all to the bargaining table. We have submitted our initial proposal and are waiting for a response. Please join us on July 8. Thank you for your support.”

What's Next

Bargaining Update Meeting

July 8
6pm - 7:30pm

Update Your Contact Information

Help us make sure you receive the latest bargaining updates and important communications by taking one minute to update your contact information. Update Your Information >>

Upcoming Trainings

• Intro Shop Steward Training (Online) · UFCW 3000 >>

• Steward Training: How to Represent Co-Workers in Investigatory Meetings (Online) · UFCW 3000 >>

Bargaining Team: Kelsey Webb, Karen Campbell, Tami Ottenbreit, Holly Hurst, Yesenia Ellis

Please reach out to our Bargaining Team or your Union Rep, Juanita Quezada, at (509) 340-7407, if you have any questions or concerns.

OMC Service - Our Bargaining Team Pushes Forward on Member Priorities

OMC Service
Our Bargaining Team Pushes Forward on Member Priorities

Our Bargaining Team met with Olympic Medical Center on June 29 and continued advancing proposals that reflect the priorities members have been raising. Our Team came prepared and focused on language that protects seniority, strengthens job posting and transfer rights, and addresses scheduling concerns for Service workers.

Our Union passed proposals that would improve monthly status reports to the Union, strengthen new hire orientation access, and protect seniority rights in job openings, transfers, layoffs, recalls, promotions, and shift changes. Our Team also proposed language to address variable shifts, including protections against being scheduled for day, evening, and night shifts in the same workweek.

What Our Team Proposed

Protect seniority — Seniority should matter when it comes to layoffs, recalls, transfers, shift changes, promotions, and job vacancies when qualifications are equal.

Improve job posting rights — Our Union proposed that regular job openings be posted internally before being posted externally, giving current workers the first opportunity to apply.

Address work rotation and variable shifts — Our Team proposed protections so workers are not scheduled to work day shift, evening shift, and night shift in the same workweek. The proposal also protects workers from being required to rotate between day shift one week and night shift the following week.

Strengthen benefits and leave language — Our Union also passed proposals around lead pay, vacation scheduling, paid sick leave carryover, bereavement leave, and expanding the definition of immediate family to include family members such as niece, nephew, aunt, uncle, and first cousin.

What We Are Still Fighting For

Our Bargaining Team is continuing to fight for language that respects Service workers' work, protects seniority, creates fair access to job opportunities, improves transparency, and gives workers more stability in their schedules.

Next Bargaining Session

July 14, 2026

Stay United and Stay Ready

The strength of this campaign comes from members standing together. Our Team will continue to bring member priorities to the table and fight for a contract that protects OMC Service workers.

Stay united, stay engaged, and stay ready.

St. Michael Medical Center Service & Dietary - Bargaining Update

St. Michael Medical Center Service & Dietary
Bargaining Update

Friday, June 26

We met with the Employer again on Friday, June 26, to continue negotiations toward a new contract. This came one day after our Pro-Tech Union siblings had an unproductive bargaining session of their own, which they described as a “big waste of time.”

Unfortunately, our bargaining session was not much different.

While the parties exchanged several proposals throughout the day, very little progress was made, especially on economics. The Employer’s current wage proposal for all workers is:

• 2.25% in year one

• 2.25% in year two

• 2.00% in year three

What makes this especially frustrating is that the Employer has continued to ignore many of our key economic proposals, including proposals to improve premiums such as shift differential, lead pay, and weekend premium. Our Union Bargaining Team took the time to carefully develop these proposals because they directly impact members’ lives and reflect the real challenges workers are facing. Having those priorities dismissed or left unanswered is unacceptable.

The day ended early because several members of management’s team needed to leave early. This has now happened during the last two bargaining sessions. Our Bargaining Team continues to come prepared and ready to bargain, but it is frustrating when management does not show the same urgency to reach a fair agreement.

Our technical UFCW 3000 Union siblings both here and at St. Joseph Medical Center, who have the same contract expiration date, also bargained this last week and experienced a similar lack of progress. Our Bargaining Team is working to coordinate with their team to discuss how we can work together to win fair contracts for all units, keep Virginia Mason Franciscan Health facilities competitive with the market, and set standards that will recruit and retain high-quality staff.

We encourage everyone to join our next virtual Contract Action Team (CAT) Meeting on July 9 at 4pm, where we will announce the next steps in this campaign.

CAT Meeting

July 9, 2026
4pm

Downtown Dog Lounge - Memorandum of Understanding Extension Vote Scheduled; Our Bargaining Team Recommends a YES Vote!

Downtown Dog Lounge
Memorandum of Understanding Extension Vote Scheduled; Our Bargaining Team Recommends a YES Vote!

Our Downtown Dog Lounge Bargaining Team has reached a proposed Memorandum of Understanding extension with management and recommends a YES vote to approve the agreement. This MOU extension continues the agreement previously reached between Downtown Dog Lounge and UFCW Local 3000. Members will have the opportunity to review the MOU, ask questions, and vote on whether to approve the extension.

MOU Extension Vote

July 13, 2026
12pm - 2pm
Downtown Dog Lounge - South Lack Union Break Room
Downtown Dog Lounge - Ballard Break Room

Our Bargaining Team will be available during the vote to review the MOU extension, answer questions, and provide members with the information needed before voting.

For questions, contact your Union Rep.

We Are the Union. Together, We Win.

St. Michael Medical Center Professional-Technical-Clinical Support - Bargaining Update - A Big Waste of Time

We met with the Employer again on Thursday, June 25. All proposals were in the Employer’s court for response. Our Bargaining Team came prepared and hopeful that real progress could be made.

Unfortunately, the Employer was not ready to present proposals until 1:30pm. When they finally did meet with us, we were disappointed and frustrated to learn that they only had non-economic responses. They cited a lack of approval from higher management as the reason they could not respond to key economic proposals.

On economics, the Employer specifically pointed to a lack of approval to provide a meaningful response on health care, an issue we have still not received any counterproposal on. At this point, even if the Employer provided a counterproposal on all other economic issues, it would be extremely difficult for our Bargaining Team to respond without first receiving answers about the future of our health care costs.

Therefore, the Employer’s proposal on wages from our last session still stands:

• 2.50% in year one

• 2.50% in year two

• 2.25% in year three

What little the Employer did counter made almost no meaningful progress and did not address the issues that matter most to workers. The Employer continues to hold firm to its proposal to force workers to wear specific scrub colors by job classification, at workers’ own expense. They also proposed lopsided language that would treat members of our bargaining unit inequitably when it comes to recognizing experience, depending on job classification. And they continue to reject our reasonable safety proposal to increase security presence in the Family Birth Center.

Our Bargaining Team was able to quickly respond to the limited proposals the Employer did pass. But after only a few hours of actual bargaining, the Employer stated that they still did not have the approvals needed to provide further responses. As a result, we ended the day early, even though bargaining had already started late.

Our technical UFCW 3000 Union siblings at St. Joseph Medical Center, who have the same contract expiration date, also bargained this week and experienced a similar lack of progress. Our Bargaining Team is working to coordinate with their team to discuss how we can work together to win fair contracts for both units, keep Virginia Mason Franciscan Health facilities competitive with the market, and set standards that will recruit and retain high-quality staff.

We encourage everyone to join our next virtual Contract Action Team (“CAT”) Meeting on July 1 at 4pm, where we will announce the next steps in this campaign.

“The Employer came totally unprepared to be productive in bargaining.”

— Merry Brandt-MacFann

“They wasted our time and came back unprepared. So let’s be prepared and have everybody join our CAT Meeting at 4pm on July 1!”

— Rob Shauger

“When we bargain with the Employer, we are pulling resources from the hospital because our shifts need to be covered. So when management isn’t ready to bargain, it is just a waste of those resources.”

— Angela Roberson

• CAT Meeting

• July 1

• 4pm

• Zoom

Bargaining Team: Robel Haile, Clinical Pharmacist; Bryson Andrews, ED Tech; Olivia Almeida, Respiratory Therapist; Merry Brandt-MacFann, CT Technologist; Lara Williams-Graham, Certified Surgical Technologist; Angela Roberson, EP Technologist; Rob Shauger, CNA

Ron’s Super 1 Hayden Meat Contract Vote Scheduled!

Wednesday July 15 at 1pm at Ron’s Super 1 Hayden, 240 W. Hayden Ave, Hayden Idaho 83835

Read the FRS document >>