On Friday, March 14, our Union Bargaining Team for the Technical workers at Providence Centralia Hospital met management at the bargaining table for our first day of negotiations for the 2025 contract cycle!
Read MoreIn the face of mass dismissals in the public and private sectors, plus a new federal administration bent on stripping away workers’ rights, it can be hard to know how best to protect ourselves, our families, and our communities. But in an article for The Chronicle, Steven Trifft, an environmental services worker at Providence Centralia Health Center, lays out a pretty convincing path forward…
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On September 30, 2024, we had our third bargaining session with Providence. We talked about wages and year-for-year experience that will help us to retain and recruit top talent. We continue to talk about other issues with an open dialogue. These bargaining sessions are moving quickly, and we are optimistic about the outcome.
“We are happy with the tone of our employer, who has shown us thoughtfulness with their proposal and seeing the needs of our bargaining unit. Join us in wearing your Union stickers and colors to show solidarity!”
— Your Bargaining Team: Dorys Sanders, Steven Tifft, Candice Hubbard, Brionna Stone, and Kim Jorgenson
One of the most powerful tools we have is to share our stories. If there is an issue you care deeply about or would like to have addressed at bargaining, please think about how you have been impacted and reach out to a member of the bargaining team or Union Representative Ryan DeGouveia at (360) 662-1982
On September 23, 2024, we had our second bargaining date with Providence and have passed several proposals. We were able to teach tentative agreements around recognition, union roster, meeting rooms in order to gain access and support the unit, and a few others. We are looking forward to our next session that will be around compensation.
Read MoreLast week on August 15, we had our first bargaining session with Providence and came to the table prepared to pass many initial proposals. We shared with hospital Leadership our concerns around hours and wages and the difficulties many of us face around having to make decisions between necessities like housing, food, and transportation.
Read MoreIn 2020 we organized our Union to address wage inequity, safety, and respect on the job… And stood together with our coworkers to win a strong first Union contract in 2021. We did this through our collective action and were able to achieve a wage scale, job protections, grievance procedure, and a solid base to build on in the future.
Read MoreUFCW 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.
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.
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.
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.
UFCW 3000 is working with Providence to address the Meal Waiver situation. We consider the language in the meal waiver to be a direct negotiation with employees since Providence is asking you to waive rights outlined in our contracts. We want to ensure that you receive appropriate compensation for missed or late meal periods and that your contract is not negatively impacted.
For shifts of 11 hours or more: If your shift length is 11 hours or more, you are entitled to two 30-minute meal periods. If you are currently only receiving one 30-minute meal period and have not waived your second meal period, you may be entitled to compensation. Additionally, the employer may extend your shift based on the language in the CBA and past practices in order to accommodate your second meal period.
It is your right to waive the second meal period, but you may miss out on overtime pay for missing your second meal period if you choose to waive it. While we recommend not waiving your second meal period, the decision to do so is ultimately yours.
In the meantime, if you have any questions, please reach out to your union rep:
Anthony Cantu (Providence Everett RNs): 206-436-6566
Jack Crow (Providence Everett Pros and Techs): 206-436-6614
Madison Derksema (Providence St. Peter, Providence Radiant Care, and Providence Centralia): 206-436-6603
Lenaya Wilhelm (Providence Holy Family and Sacred Heart): 509-340-7369
Juanita Quezada (Providence Sacred Heart Techs and Providence St. Mary): 509-340-7407
Amy Radcliff (Providence Mt. Carmel and St. Joseph): 509-340-7370
| Shift Length | Rest Breaks | Meal Period |
|---|---|---|
| 4-5 hour shift | 10 min* x1 | 0 |
| 8-hour shift | 10 min* x2 | 30 min x1 |
| 10-hour shift | 10 min* x2 | 30 min x1 |
| 12-hour shift | 10 min* x3 | 30 min x2 |
| 16-hour shift | 10 min* x4 | 30 min x2 |
You must receive a paid rest break for every four (4) hours worked.
You cannot waive your right to a rest break.
A meal period cannot be substituted for breaks: Any employee who works more than four (4) hours gets their breaks as outlined above, and any scheduled meal period.
You are entitled to a 30-minute uninterrupted meal period when working more than five hours. The first meal period must be between the second and fifth hour worked. If you work 11 hours or more during the day, you must receive a second meal period no later than five (5) hours after the end of your first meal period.
Interrupted Mealtime: If you are required to stay on duty during a meal break you are still entitled to 30 total minutes of mealtime, excluding interruptions, plus 30 minutes of pay. Time spent performing the work task is not considered part of the meal period. The entire meal period must be paid no matter the number of interruptions. For example, if you received a 30-minute meal break but had to answer your work phone throughout then you should be paid 30 minutes for your meal period and receive a total of 30 minutes (non-consecutive) mealtime.
Late Mealtime: If you are not given time to have a 30-minute mealtime, you must be paid for your time worked plus 30 minutes. Paying employees 30 minutes for the meal period does not absolve the employer’s responsibility to give you a late 30-minute unpaid mealtime when practicable.
The above is a general guideline to meal periods and rest breaks. For more in-depth information please contact your union representative OR download the Health Care Guide to Meal and Rest Breaks >>
In December 2023, Providence sent out a meal waiver to all UFCW 3000 represented employees. Providence is seeking to get employees to waive the timing of their first and second meal period, and waive their right to a second meal period if they are a 10 hour or 12 hour shift employee. Per the collective bargaining agreements, meal breaks should be administered per WA state law WAC 296-126-092 andRCW 49.12.480
RCW 49.12.480
8 hour shift employee- 2 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift
10 hour shift employee- 2 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift
12 hour shift employee- 3 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift
If you do not receive your meal period or receive a late meal period, you are supposed to be paid 30 minutes for every missed meal period. If you believe you have not been paid appropriately, please contact your union representative.
UFCW 3000 is recommending that you deny Providence’s request to both questionson the meal waiver. Our position is that Providence cannot change the timing of the meal period without bargaining over this issue and by waiving your right to a second meal period you may be losing out on overtime pay.
We have demanded that Providence remove the timing question from the meal waiver and bargain with us over the confusing language in the meal waiver. We have not heard back from Providence but expect an answer this week.
Question 1: I am voluntarily requesting to waive my second unpaid meal period if I am entitled to one. DECLINE
Question 2: I am voluntarily requesting to take my first and second (if applicable/not waived) unpaid meal period at a time that is different than between hours two through five of my work periods. DECLINE
If you have any questions, please reach out to your union rep: Anthony Cantu (Providence Everett RNs), Jack Crow (Providence Everett Pros and Techs), Madison Derksema (Providence St. Peter, Providence Radiant Care and Providence Centralia), Lenaya Wilhelm (Providence Holy Family and Sacred Heart), Juanita Quezada (Sacred Heart Tech), Amy Radcliff (Mt Carmel RN and St. Joes).
When we ratified our union contract in September 2021 we understood that we would be receiving 24 hours (prorated by FTE) of additional PTO hours in January 2023, like the Providence St. Peter Hospital Techs, to address the change from the Extended Illness Bank Program to PTO/ PTO Safe Sick Program.
In early 2023, we only received 16 hours of PTO. We asked PCH to correct this issue and they stated this was not our agreement. Given their position we filed an unfair labor practice (ULP) with the National Labor Relations Board (NLRB). The NLRB is still investigating the ULP.
We are holding firm that 8 hours (prorated by FTE) need to be added to our PTO banks. We will continue providing updates once we hear more from the NLRB. You can also contact our union representative Brandan Zielinski 206-436-6603 if you have further questions or workplace issues.
On June 8 we reached a tentative agreement with Providence Centralia Management! Last bargaining cycle in 2019, Providence proposed taking away some of our benefits, which resulted in us bargaining for almost a year and authorizing a strike. This time around, Providence made no proposals to reduce or eliminate any of our benefits. In fact, we were able to win additional annual leave! We made it clear to Providence that in order to retain and recruit nurses we needed a competitive wage scale.
We were able to win between 3% and 14% wage increases for nurses in the first year of the contract! We believe with the new wage scale, multiple annual increases, increases to premiums and annual leave, and enforceable staffing language, the Hospital will be able to retain and recruit nurses.
We will be holding in-person vote meetings on June 21 from 6AM-9AM, 11AM-2PM, and 4PM-8PM at the Peppermill Inn at 1233 Alder St. Centralia WA 98531. On the day of the vote, we will review the full tentative agreement and answer questions. If you have any questions, please reach out to the bargaining team or your union Rep.
We previously reported that President’s Day would be replaced with Martin Luther King Jr. Day in 2022. We have heard from the bargaining unit and bargaining committee that this change would create scheduling issues and should be discussed at the bargaining table in 2022.
As so, President’s Day will remain a paid holiday in 2022 and Martin Luther King Jr. Day will not be a paid holiday.
If you have any questions, please reach out to your Union Representative, Erin McCoy (206) 436-6598.
On October 7, the Providence Centralia Techs unanimously approved their first contract! About fifteen months after organizing, we were able to obtain a great first contract with competitive wage increases and job protections.
Our next step is for both parties to sign the contract, which usually takes one to two months. Then we will distribute paper copies of the contract and post it on our website at: ufcw21.org.
Your new wage increases will go into effect the first full pay period following October 7.
If you have any workplace or disciplinary issues, please reach out to your Union Rep Erin McCoy, 206-436-6598 (landline), or the Membership Resource Center, 206-436-6570.
You can find more information about your Union rights, Shop Steward training, free college, Union discounts, and how to sign a Union membership application at: ufcw21.org/new-members.
Welcome to UFCW 21, PCH Techs, and congratulations on winning your first contract!
Bargaining Team: Jennifer Frunz, Kathy Spencer, Jennifer Mullins
On September 15, the Providence Centralia Support Service overwhelmingly approved their first contract! About fourteen months after organizing, we were able to obtain a great first contract with competitive wage increases and job protections.
Our next step is for both parties to sign the contract and then we will distribute the contract, and post the contract on www.ufcw21.org. This process usually takes about one to two months. Your wage increases will go into effect the first full pay period following September 15, 2021, which starts on September 26.
If you have any workplace or disciplinary issues please reach out to Erin McCoy (Union rep) or the Membership Resource Center at 206-436-6570.
Find more information HERE about your union rights, shop steward training, free college, union discounts, and how to sign a union membership application!
Welcome to UFCW 21 PCH Support Service and congratulations on winning your first contract!
We reached a tentative agreement with Providence Centralia on September 8! The next step is for you to vote on the agreement. We will be going over the agreement on October 4 over Zoom. The full agreement and your wage rate will be available during the in-person vote on October 7 during the time slots listed. The contract must be ratified by a simple majority of voters on October 7. You cannot submit an absentee vote or electronic vote and cannot vote outside of the time slots listed.
Please reach out to our Bargaining Team or Union Rep Erin McCoy if you have any questions.
Contract Vote Meeting via Zoom
Monday, October 4
4:30 PM - 5:30 PM
Contact our Bargaining Team or Union Rep for details
Vote on your contract in-person
Thursday, October 7
6:30 AM - 9:30 AM
11 AM - 2 PM
4 PM - 7 PM
Peppermill Inn
1233 Alder St
Centralia, WA 98531
Late night on September 8, after seventeen hours of bargaining, we reached a tentative agreement with Providence Centralia! After eleven months at the bargaining table and thirteen months after unionizing, we were able to obtain a great first contract for the Tech unit.
Our contract has a wage scale, longevity step increases, annual across-the-board wage increase, health insurance benefits, retirement benefits, and other job protections.
The next step is for our unit is to ratify the contract agreement. The full details of the agreement will be available in-person during our contract vote.
We will be holding a vote meeting in the next few weeks to go over the highlights of the agreement and to answer any questions. A follow-up update will be sent out next week with the vote date/location and vote meeting dates.
If you have any questions, please contact your union rep Erin McCoy or the Bargaining Team.
We reached a tentative agreement with Providence Centralia on August 27. The next step is for you to vote on the agreement.
We will be going over the agreement on September 13 via Zoom. The full agreement and wage rate will be available during the in-person vote on September 15. The contract must be ratified by a simple majority of voters. You cannot submit an absentee vote or electronic vote.
PCH Support Services Vote Meeting via Zoom
Monday, September 13
4:30PM - 5:30PM
Contact the Bargaining Team or Union Rep for call-in details. Details will also be emailed out.
In-Person Vote @ Peppermill Inn
Wednesday, September 15
6:30AM - 9:30AM
11AM - 2PM
4PM - 7PM
1233 Alder St
Centralia, WA 98531
If you have any questions, please contact your union rep Erin McCoy or the bargaining team.
Our Support Services Bargaining Team: Necole Moore, EVS; KayCee Grimm, Lab; Kim Jorgenson, ED HUC; Aaron Green, Kitchen; Laura Norton, Endo Tech
Late night on August 27 we reached a tentative agreement with Providence Centralia! After eleven months at the bargaining table and thirteen months after unionizing, we were able to obtain a great first contract for the Service unit. Our contract has a wage scale, longevity step increases, annual across-the-board wage increase, health insurance benefits, retirement benefits, and other job protections. The next step is for our unit to ratify the contract agreement. The full details of the agreement will be available in-person during our contract vote.
We will be holding a vote meeting in the next few weeks to go over the highlights of the agreement and to answer any questions. A follow-up update will be sent out next week with the vote date/location and vote meeting dates.
If you have any questions, please contact your union rep Erin McCoy or the bargaining team.
In Solidarity, Your Support Services Bargaining Team: Necole Moore, EVS; KayCee Grimm, Lab; Kim Jorgenson, ED HUC; Aaron Green, Kitchen; Laura Norton, Endo Tech
We are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
