We wanted to share a comprehensive update on the economic proposals discussed with Jefferson Healthcare management at our fourth and fifth bargaining sessions on October 25 and November 1. Here’s where we stand:
Read MoreOn October 21, we held our third bargaining session with Jefferson Healthcare.Although we had additional sessions planned earlier in the month, they were canceled due to the lack of coverage for the nurses on our bargaining team.
During this session, the Union presented several new proposals, including:
Health Benefits and Pension
Many nurses have expressed that the current health insurance costs are unaffordable. Right now, RNs pay 20% of the health insurance premium plus $1.722 per compensable hour (up to 173 hours per month).
We proposed a switch to a flat weekly rate for health insurance:
PPO: $9/week for employee-only coverage and $23/week for family coverage
HMO: $5/week for employee-only coverage and $19/week for family coverage
This would eliminate the $1.722 per hour contribution.
Additionally, we proposed increasing the Employer's pension contribution to 2.8% of each nurse’s gross salary. Under the current pension plan (Sound Retirement Trust/Sound Variable Annuity Pension Trust), RNs become vested after five years of service and receive monthly retirement benefits for life. This benefit extends to their spouse after their passing. Jefferson Healthcare’s combination of a pension plan (with employer-only contributions) and a 457b plan (with employee and employer contributions) sets us apart from many hospitals that offer only a 401k or 457b plan, helping nurses retire with dignity.
Recognition for Per Diem RNs and LPNs
There has been interest in extending the benefits and protections of our collective bargaining agreement (CBA) to per diem RNs and LPNs. Currently, Jefferson Healthcare offers them similar benefits to FTE RNs and LPNs, but these can be revoked at any time.
By adding per diem staff to the CBA, they would have the same protections, including access to the grievance process for any contract violations. While per diem staff would be represented by the Union, they could choose whether to become dues-paying members. We encourage everyone to join, as union dues fund critical resources like legal fees, wages for bargaining committee nurses, and arbitration costs. Without dues, we would lack the power to enforce the CBA and protect RNs and LPNs.
Resource RN and Low Census
Resource RNs have encountered issues volunteering for low census. We proposed allowing Resource RNs to volunteer for low census and increasing the Resource RN premium to $5/hour, which aligns with other hospitals in the area.
We reached agreements on several important issues, including:
Workplace equity language
A streamlined payroll error correction process
Expanded paid sick leave, allowing it to be used for illness, vacation, holidays, or other leaves of absence
The Employer presented counterproposals to our staffing committee language and edits to existing articles, including:
Bridging PTO benefits
Partner units
Seventh consecutive day pay
However, they rejected an alternative way to resolve staffing issues, stating that the staffing committee (composed of nursing staff and management) should be sufficient to address problems.We believe that solutions like incentive pay and retention bonuses should be on the table when creating solutions for staffing, and we will continue to push for binding mediation to resolve these issues.
Between now and our next bargaining session on November 4, we will focus on crafting our economic proposal.We are reviewing wages and benefits at other area hospitals to craft a competitive proposal that will help retain and recruit nurses and LPNs.
Our RN Bargaining Team: Robin Bridge, Michelle Grimmer, Chris Beatty, and Emily Bishop
On October 3, we held our second bargaining session with Jefferson Healthcare management. The Hospital provided responses to some of our proposals, specifically on non-discrimination language and payroll errors. We’re making steady progress in these areas and expect to reach an agreement on these articles soon.
During this session, we also introduced new staffing language. In 2023, UFCW 3000, WSNA, and SEIU 1199NW worked together to improve staffing conditions for healthcare workers across Washington. Part of the new staffing law SB 5236 requires hospitals to have a staffing committee that meets quarterly. This committee, which includes nurses and support staff, plays a critical role in creating staffing plans and finding solutions to staffing challenges.
Our staffing proposal strengthens these responsibilities by including them in our contract. This ensures that nurses can address any violations of the staffing committee’s operations through the grievance process. The proposal also sets a clear framework for how acute and chronic staffing issues should be managed, including a mediation process to resolve staffing concerns.
While wages and benefits are vital to recruiting and retaining staff, the proposed staffing language acts as a safeguard, giving nurses and caregivers on the Hospital Staffing Committee real power and a strong voice in addressing staffing issues. The Hospital is currently reviewing this proposal.
Our next bargaining session is scheduled for October 7. By the end of the month, we plan to begin discussions on compensation, health insurance, and pension.
If you have any questions, please reach out to Ryan Degouveia. Don’t forget that you can still submit your bargaining survey and your Sound Health and Wellness feedback survey.
We will be holding another contract update/contract action meeting soon!
On September 20, our RN and Pro-Tech Clinic Bargaining Teams met with Jefferson Healthcare Management to present several initial proposals. These focused on including per diems in the bargaining unit, improving non-discrimination practices, and extending the timeline for filing grievances. We successfully reached an agreement to extend the grievance filing period to 30 days, giving caregivers more time to report potential contract violations without worrying about missing the deadline.
Read MoreCelene Regueira is a shop steward and Jefferson Healthcare Bargaining Committee member. She tells us about how she got involved in being a leader in her workplace and what that has meant over the years:
Read More
After several months of bargaining, Nurses at Jefferson voted YES to ratify their contract!
Highlights of the contract include:
Wage increases of 4%-15.8% in year one, 2.5% in year two, and 2.5% in year three
Retro pay from January 2, 2022 plus a $1300, ratification bonus prorated by FTE
One for one credit review to be completed within 60 days of ratification for past years of experience
Improved work schedule language and improved pay for working extra shifts
Clarification of restructure reassignment including role definitions
The Jefferson Board is meeting on June 22 to review and vote on this contract. When ratified by the board, Nurses should expect to see the wage increases as well as the retro and ratification bonus on checks by July 22.
BIG THANK YOU TO THE BARGAINING TEAM: Robin Bridge, Melanee Knudsen, Ben Schadler and Jeannette Hundley!
For additional information or to get more involved, contact Union Representative Ryan Degouveia at 360-662-1989.
Our bargaining committee has reached a tentative agreement with Jefferson on a new three year contract. We are very excited to tell you that the agreement includes the following:
Sustainable Wages Increases for all RNs and LPNs
Retro Pay from January 2 to Ratification
Contract Signing Bonus of $1300 (prorated)
Full Credit for relevant past experience (both new hires and current nurses!)
Bonus Shift Pay Improvements
Double time for work beyond a scheduled shift on holidays
Fully defined floating language
Improved Scheduling Process
ONLINE VOTE SCHEDULED
The full contract offer will be available during the online vote on Tuesday, June 7 from 6AM - 8PM. You will receive an email from UFCW 3000 via “SimplyVoting” with your unique login information.
You must be a member in good standing to vote.
Make sure your information is up to date!
In order to vote, everyone needs to make sure their personal email is up to date in our records. If you did not receive this announcement via email please visit ufcw21.org/update-your-information and update your information.
If you do not receive an email to vote on June 7, please reach out to Union Representative Ryan Degouveia at rdegouveia@ufcw21.org or 360-662-1989 no later than 7PM the on the date of the vote to provide an updated email address.
Join the contract information meeting to review the full contract changes. One meeting will be held in-person at the hospital, and the other online through Zoom.
IN-PERSON
Friday, June 3 • 8AM - 8PM
Jefferson Health Care (Hospital)
834 Sheridan Street Port Townsend, WA 98368
Cafeteria/Cafe
ONLINE
Monday, June 6
4PM - 8PM
https://zoom.us/join
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
It is important the union members attend one of the meetings to fully understand all of the changes to the contract and get your questions answered.
Jefferson Pro Tech Clinic Contract Ratified!
On January 25 workers voted to ratify a contract that includes:
Wage increases for all job classifications!
Market Increases for jobs that were not
paid competitively!
$15 minimum wage!
Full Retro back to the expiration of the last contract!
One for one years of experience credit in the
life of the contract!
Temporary reduction of FTE language!
Increases to premiums!
And more…
Big Thank you to the Bargaining Team:
Robyn, Natalie, Kim, Kacie, Nell, Miychell, Monique!
Our Bargaining Team has reached a tentative agreement on a new three year contract and recommends a YES vote! We are excited to announce that the new agreement includes:
COMPETITIVE WAGE INCREASES each year of the agreement
Full retro to November 1, 2021
Plus market increases for several job classifications
One for one past experience credit starting in year three
Certification pay process improvements
Security guard premium improvements
New temporary reduction of FTE language
And more!
Full details of the contract offer will be available during the online vote on Tuesday, January 25 @ 6am-8pm. You will receive an email from UFCW 21 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote.
TO VOTE ONLINE, make sure your information is up to date! In order to vote on proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, please update your email at: ufcw21/update-your-information.
If you do not receive an email to vote on Tuesday, January 25, please reach out to Union Representative Ryan Degouveia at rdegouveia@ufcw21.org or 360-662-1989 to provide an updated email address.
Join the vote information meeting on Monday, January 24 via Zoom. It is very important that members attend the meeting to get a full understanding of the Employer’s offer and have your questions answered.
Jefferson Healthcare Vote Information Meeting on Zoom
Monday, January 24
Drop in @ 4-5pm and 7-8pm
Zoom details to join the meeting will be mailed and emailed.
After 16 weeks of bargaining we have reached a tentative contract agreement which includes:
Competitive wage increases for every job including market increases for jobs below market
Full retro from 11.1.21
One for one credit for past experience process to bring people up to their correct wage level
Premium Improvements including Shift Differential for Security Guards
Process for a temporary reduction of FTE when needed
Improved scheduling language
And more…
Your bargaining team recommends a “YES” vote!
Additional information regarding the vote, including location and times will be sent when confirmed. Please make sure we have your updated contact information so we can send you the details.
For additional information, please reach out to any Bargaining Team member or Union Representative Ryan Degouveia at 360-882-1989.
Our Jefferson Healthcare Pro Tech & Clinic Bargaining Team: Karen Starling, Clinic RN; Nell Allen, Pharmacy Tech Specialist; Natalie Irwin, Physical Therapist; Kim Vasenda, CNA; Monique Samos, Patient Accounts Rep; Miychell Vereeke, Dental Assistant; Robyn Wentz, Surgical Tech; Ryan De Gouveia, UFCW 21; Cathy Macphail, UFCW 21
Our bargaining team met with management on December 28 to continue negotiations and worked into the early morning the following day. Although we were able to make some movement, we were disappointed with management’s economic proposal.
Management is proposing to cut into our medical leave by stripping away the protections that allows you to return to your position after recovering from a medical or maternal leave. A prospect that is even more unthinkable in the time of COVID.
They want to take away shift differential pay for day shift employees and some evening shift employees based on the timing of your shifts. This coming at a time when nearly everyone is already working well past their FTE due to staffing shortages and are feeling the emotional exhaustion and burnout that is hitting harder than ever.
Management says they want to raise wages to be competitive in the market but seem fine leaving those who have put in the most time with Jefferson Healthcare behind by offering multiple wage proposals where nurses would make less money in each following year than they did the previous year.
Jefferson is telling us that this is the best they can do. This is unacceptable and NOW is the time to let them know that we will not stand for takeaways in our contract. We have worked hard to serve our community and patients during this unprecedented crisis, and it is unreasonable for Jefferson to expect us to do that and do it while they take even more from us than the last two years already have.
Sign the Petition for Respect and Retention!
https://bit.ly/jeffersonrn22
Please contact any of the Bargaining Team Nurses for details: Ben Schadler, RN ICU; Melanee Knudson, RN FBC; Jeannette Hundley, RN Surgical Services; Robin Bridge, RN ED
Update Your Contact Info
https://www.ufcw21.org/update-your-information
Management needs to recognize the importance of reasonable wages to recruit and retain workers. We work short-staffed every day. People are continuing to leave Jefferson because they are receiving sub-standard wages.
NOT GOOD ENOUGH!
On November 15, CFO Tyler Freeman gave a full presentation of Jefferson’s financial state.
Management has money but wanted us to know why they are proposing lower wage increases for many workers.
They are proposing market increases for many job classes but other jobs would receive much less.
NOT GOOD ENOUGH!
Management would like to reduce the benefit which is currently up to 6 months of protected leave, meaning you would come back to your current position if you or a family member were temporarily disabled. Management’s proposal is to decrease the time significantly.
NOT GOOD ENOUGH!
Management is unwilling to provide the same premiums for security guards that everyone else has. Management has also threatened to outsource these positions.
NOT GOOD ENOUGH!
The Union Bargaining Team wants management to recognize the hard work we all do every day! Stand together as we work to create a better workplace!.
For any questions, please reach out to any Bargaining Team member or Union Representative Ryan Degouveia at 360-662-1989.
“Clinic workers feel safer because of the mindfulness and responsiveness of the security people we have.”
—Kacie Starling RN
Our Jefferson Healthcare Pro Tech & Clinic Bargaining Team: Kacie Starling, Clinic RN; Nell Allen, Pharmacy Tech Specialist; Natalie Irwin, Physical Therapist; Kim Vasenda, CNA; Monique Samos, Patient Accounts Rep; Miychell Vereeke, Dental Assistant; Robyn Wentz, Surgical Tech; Ryan De Gouveia, UFCW 21; Cathy Macphail, UFCW 21
The union bargaining team met with management on Wednesday and exchanged proposals. Some of the proposals addressed:
Rest Between Shifts
Shift Differentials
Interpreter Pay (our Bargaining Team proposed a higher premium)
Lead Pay
Consecutive Days
Temporary Assignments
Weekend Work
Preceptor
Management agreed with us on some of our proposals including new language on Lactation Breaks and extending the Memorandum of Understanding for a Dietary Task Force.
Our next scheduled session is November 11 but are hoping to meet sooner to address management’s unimpressive wage proposal. The team agrees that the compensation package is woefully lacking and does not reflect the amazing work and commitment that workers have shown to the hospital and community during this unprecedented crisis.
For additional information, please reach out to any Bargaining Team member or Union Representative Ryan Degouveia at 360-882-1989.
Our Jefferson Healthcare Pro Tech & Clinic Bargaining Team: Karen Starling, Clinic RN; Nell Allen, Pharmacy Tech Specialist; Natalie Irwin, Physical Therapist; Kim Vasenda, CNA; Monique Samos, Patient Accounts Rep; Miychell Vereeke, Dental Assistant; Robyn Wentz, Surgical Tech; Ryan De Gouveia, UFCW 21; Cathy Macphail, UFCW 21
We met with Management on Tuesday, October 26, and gave them our counter proposals. Their proposals have concentrated on the two “R” s, Recruitment and Retention, and we agree with these areas of focus.
We have included a third “R”, Restructure, as we work through these negotiations.
Their initial wage proposal, designed to make for better Recruitment, only brought us to a little above the average of the hospitals they feel are our “market” and still behind 3 of the 6 hospitals, hardly competitive. Our proposal will make us above average and more likely to attract nurses to work here.
For the Retention part we refined their offer to better recognize our past experience when hiring and to allow for an appeal process for those that feel that they are at an incorrect wage step.
We are trying to strengthen the Restructure process to give the hospital greater ability to cover the swings in acuity and census that we see every day, by defining Helper-Float RNs, Cross Trained RNs and to compensate us if we are floated outside the areas specified in the Restructure Letter of Understanding.
The hospital presented us with a counter proposal to a scheduling proposal we had given them in an attempt to improve the scheduling process, especially in the ACU.
Please contact any of the Bargaining Team nurses for details.
Our Jefferson Healthcare RN Bargaining Team: Ben Schadler, RN ICU; Melanee Knudson, RN FBC; Jeannette Hundley, RN Surgical Services; Robin Bridge, RN ED; Ryan DeGouveia, UFCW 21; Cathy Macphail, UFCW 21
Last week the Union RN Bargaining Team made a full economic proposal which included sustainable across the board wage increases and significant improvements to premiums. The team also proposed strong contract language that would better define floating and cross-training. Other contract language would promote improved scheduling.
This week Management prefaced their proposal with a statement about the importance of “recruitment and retention.”
Management presented their economic “package” this week that seemed to emphasize recruitment with seemingly little regard to retention. Management’s proposal would increase wages for some pay rates significantly and others would receive less than a 2% increase in the first year. The lowest increases would include those nurses currently at or near the top of the pay scale. This proposal from Management did little to improve premiums and in no way addressed the huge staffing issues that have significantly impacted all nurses.
Management has also made a proposal to eliminate contract language for Medical Leave, which currently allows for up to six months of leave protecting the employee’s specific position (shift, FTE.) They are proposing to replace this leave with language deferring to state/federal leave laws (i.e. FMLA.) Most state and federal leave does not exceed 12 weeks. This is a huge reduction! Where is the respect Jefferson?
Please share this information with coworkers! Our next bargaining session is scheduled for Tuesday, October 19!
Our Jefferson Healthcare RN Bargaining Team: Ben Schadler, RN ICU; Melanee Knudson, RN FBC; Jeannette Hundley, RN Surgical Services; Robin Bridge, RN ED; Ryan DeGouveia, UFCW 21; Cathy Macphail, UFCW 21
Our team of RNs from Jefferson have met with Management and started trading proposals.
Nurses have worked hard this last several months, short staffed and constantly being redeployed. The recent Covid surge has been challenging as well as the recent restructure of ACU/ICU and FBC/ED.
The first proposals exchanged have been mostly non-economic changes to language including Non-Discrimination, distribution of Contracts and Job Descriptions, Use of Per Diems, release for Jury/Witness Duty, Discipline and Discharge. We are working on other language changes to improve our contract. In the coming weeks we are scheduled to meet each week to negotiate over these and other, more pressing issues, including total compensation, scheduling and benefits.
Future Bargaining Dates:
October 5
October 12
October 19
October 26
Our Jefferson Healthcare RN Bargaining Team: Ben Schadler, RN ICU; Melanee Knudson, RN FBC; Jeannette Hundley, RN Surgical Services; Robin Bridge, RN ED; Ryan DeGouveia, UFCW 21; Cathy Macphail, UFCW 21
After a difficult year and a half of fighting Covid on the front lines, our Bargaining Team is now fighting for a fair contract. Everyone has been hard at work crafting proposals that will improve wages and working conditions.
The first few sessions, the team has been addressing non-economic contract language. Proposals have addressed Non-Discrimination, Employee Handbooks/Policies, Union Application and Contract distribution, Jury/Witness Duty, Discipline and Grievance Procedures. In the coming weeks we are meeting to address the issues that are most important to you. We have scheduled the following dates and will add to as needed.
Future Bargaining Dates:
September 29
October 6
October 13
October 27
Our Jefferson Healthcare RN Bargaining Team: Karen Starling, Clinic RN; Nell Allen, Pharmacy Tech Specialist; Natalie Irwin, Physical Therapist; Kim Vasenda, CNA; Monique Samos, Patient Accounts Rep; Miychell Vereeke, Dental Assistant; Robyn Wentz, Surgical Tech; Ryan De Gouveia, UFCW 21; Cathy Macphail, UFCW 21;
On July 13, after four bargaining sessions we have reached an agreement on the restructure of the emergency department, acute care unit, intensive care unit, and family birth center. When Jefferson Healthcare Center (JHC) announced the restructure in April 2021, they planned on implementing monthly mandatory call shift for ED, FBC, ACU, ICU. Under the RN contract and Pro/Tech/Clinic contract, JHC has the ability to implement a restructure, but we have the ability to bargain over the effects of the restructure. Prior to going to the bargaining table, we heard the opposition to the restructure and that mandatory call shifts would force many to resign from JHC.
At the table, we tried to stop the restructure and told JHC that their mandatory call shifts would result in a mass exodus and that their cross-training plan was not well thought out. Unfortunately we were unable to stop the restructure. But after presenting our arguments and submitting many letters to management, we were able to win better conditions for the restructure. The restructure will begin August 1, 2021, but JHC’s restructure plan will be rolled out through several months.
Below is a summary of the agreement:
Training: All nurses will be cross-trained for three weeks, and may request an additional three weeks of training. ACU shall cross-train to ICU, ICU shall cross-train to ACU, ED shall cross-train to FBC, and FBC shall cross-train to ED. Nurses shall only be asked to perform basic nurse functions if they have not demonstrated competency in their secondary unit. Nurses may also communicate to the charge RN or supervisor about concerns if they do not feel safe performing tasks in their secondary unit.
Work Schedules: Employees will submit their preferred shift patterns to the scheduler before the schedule is drafted. The Employer will use reasonable efforts to honor the work schedule submitted. Employees shall be scheduled to their primary unit and will not be scheduled into their secondary unit.
Resource RN: A new position shall be created called the “Resource RN.” The Resource RN shall have competency in three out of the four departments (FBC, ED, ACU, ICU). They shall be scheduled to multiple units or just one unit during a shift. They will not be subject to low census and will receive a $4 differential for all hours worked.
On-Call: On-call shifts shall be voluntary. The Employer shall post an on-call shift schedule by the 20th of the month, two months prior to the month being scheduled.
Extra Shift Incentive: Until October 31, 2021, if an employee picks up a shift beyond their scheduled shifts after the final schedule is posted, the employee will be paid at time and one-half (1 1/2) for all hours worked on the extra shift, as long as the employee works the rest of their scheduled shifts that week. If an employee works an extra shift beyond their scheduled shifts that becomes open within 12 hours of the shift, the employee may be paid, at the employer’s discretion, at double (2x) for all hours worked on the extra shift, as long as the employee works the rest of their scheduled shifts that week.
Resignation: Any non-probationary employees who resign due to the restructure because they did not receive a comparable position as defined as a position with a change in shift (day, evening, or night), or an FTE change of less than .2, shall receive Employer-paid COBRA coverage through November 1, 2021. Also employees who have a sign-on bonus and did not receive a comparable position, shall not be penalized for resigning.
If you have any questions about the restructure agreement, please reach out to your union rep, Ryan DeGouveia 360-662-1989. Our next step is to prepare for regular contract negotiations. We have sent out bargaining surveys to each unit and are anticipating starting negotiations in early September. If you are interested in being part of contract negotiations, please contact Ryan.
On June 28, 2021 we had our second session with Jefferson Healthcare Center (JHC) regarding the restructure of the ED, ACU, ICU, and FBC. Currently JHC is proposing that all nurses must be cross-trained to another unit: ACU/ICU, ED/FBC. This means that nurses will be floated to a secondary unit if there is low patient volumes in their primary unit.
We have proposed that cross-training should be voluntary, call should be voluntary and caregivers who volunteer for call should receive an incentive of $100 (day shift) or $150 (evening/night shift), $4 float premium for floating to secondary unit, $1 pay for CNAs who read telemetry monitors, separate charge nurse for ICU and ACU, the ability to submit preferred work schedules, healthcare coverage through December 1, 2021 for caregivers who resign due to the restructure, and a minimum of three weeks of cross-training with additional training if requested by the nurse.
We believe our proposals are fair and equitable and keep patient and caregiver safety at the forefront. JHC has opposed all of our monetary proposals and told us at the bargaining table they understand employees will leave due to the restructure, but this is what is best for JHC. It is clear that if we do not take public facing action, JHC will move forward with their restructure plan as is.
We are asking you all to write a letter to JHC Commissioners expressing how this restructure will hurt staffing and the community and wear a sticker!
Please send your letters to
jbuhler@jeffersonhealthcare.org;
mready@jeffersonhealthcare.org;
mdressler@jeffersonhealthcare.org;
kkolff@jeffersonhealthcare.org;
bmccomas@jeffersonhealthcare.org
...and copy charrison@jeffersonhealthcare.org and ttoner@jeffersonhealthcare.org
Our next bargaining date is scheduled tentatively for July 13 or 14. If you have any questions, please contact your union rep Ryan Degouveia.
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