We have reached an agreement with PRMCE regarding past experience recognition for Endoscopy Techs. All current employees will receive credit for their prior experience as Certified Medical Assistants effective the first full pay period following ratification of the Letter of Understanding and following the resume submission.
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We have reached an agreement with PRMCE regarding past experience recognition for Interventional Radiology Techs. All current employees will receive credit for their prior experience as Radiology Techs, effective the first full pay period following ratification of the Letter of Understanding and following the resume submission.
As this change affects the current Technical contract, it requires a vote. All Interventional Radiology Techs who are union members in good standing are eligible to vote online on:
October 29
Between 8:00 AM to 5:00 PM.
Eligible members will receive a voting link via email from SimplyVote at 8:00 AM on October 29.
We strongly recommend a "YES" vote!
We have reached an agreement with PRMCE regarding past experience recognition for Endoscopy Techs. All current employees will receive credit for their prior experience as Certified Medical Assistants effective the first full pay period following ratification of the Letter of Understanding and following the resume submission.
As this change affects the current Technical contract, it requires a vote. All Endoscopy Techs who are union members in good standing are eligible to vote online
October 30
Between 8:00 AM to 5:00 PM.
Eligible members will receive a voting link via email from SimplyVote at 8:00 AM on October 30.
We strongly recommend a "YES" vote!
On September 18, our Bargaining Team met with PRMCE Management to address the significant impacts of the case management restructure. We presented a comprehensive set of proposals to protect our working conditions, including improvements to scheduling, PTO bidding, floating, low census, and FTE reductions.
Read MoreWorkers should always check their paycheck to make sure that they are getting everything they are owed from their employer. Our member story this week is about Registered Nurse Elisabeth Meyer who noticed that her paycheck was missing premium pay for a nursing certification pay that she qualified for. Found out how as a union member she made sure she got what she was owed!
Read MoreOn July 31, Providence Everett case management leadership announced upcoming changes to the work schedules and FTEs for social workers and RNs working on the A or D wing. PRMCE claims that they need to adjust shifts to 8-hour durations (8am to 4:30pm) and modify FTEs to 1.0, 0.8, and 0.6.
Read MoreOn July 11, 2024, we met with Providence Everett (PRMCE) management and continued to negotiate over the closure of the inpatient rehab at the Pacific Campus.
There are ongoing discussions to gain clarity from Providence on the transfer of caregivers and the benefits that will be moving with the caregivers that choose to go to Lifepoint.
We recommend that each caregiver make their own decision regarding the job offer from Lifepoint based on their personal circumstances. If you do not accept a position at Lifepoint now, we are unsure if a position will be available for you in the future. Nonetheless, all Pro, Technical, and RN bargaining unit members have the option to take a vacant position at the Colby Campus using the bumping language in their contracts.
Moreover, we presented a counter proposal that maintained PTO/EIB cashout and other benefits for all laid-off employees.
We have an additional bargaining date set for July 17, 2024. On July 18 we would like to invite you to join a Zoom meeting to give an update and answer any questions you may have. As this closure and layoff has the potential to impact caregivers at both the Pacific and Colby campuses, all workers from both inpatient rehab and acute care are encouraged to attend.
If you have any questions, please contact Jack Crow (Pro and Tech Union Rep) or Anthony Cantu (RN Union Rep).
On June 13 and 14, we met with the PRMCE Management team to discuss the closure of the inpatient rehab unit and negotiate over the effects of this decision. During this meeting, Providence informed us that they plan to officially close the unit sometime in mid-October 2024. The current plan is to retain all PRMCE inpatient rehab employees until the official closure date. Employees who have accepted a position at the new rehabilitation facility in Lynnwood (Lifepoint/Providence Swedish Rehabilitation Unit) will transition to the new location after the PRMCE unit closes.
Throughout our discussions, it became clear that Providence and Lifepoint’s plans are still evolving. However, it appears they are committed to securing positions for all interested inpatient rehab caregivers and are negotiating with Lifepoint on wages and benefits. Providence confirmed that Lifepoint will match the current inpatient rehab caregivers’ wage rates, PTO accruals, continuing education funds, tuition reimbursement, and hire dates.
We also requested that Providence ask Lifepoint to delay the job offer acceptance deadline of June 21st, but Providence stated that Lifepoint cannot extend this date. We recommend that each caregiver make their own decision regarding the job offer from Lifepoint based on their personal circumstances. If you do not accept a position at Lifepoint now, we are unsure if a position will be available for you in the future. Nonetheless, all Pro, Technical, and RN bargaining unit members have the option to take a vacant position at the Colby Campus using the bumping language in their contracts.
Moreover, we presented a severance proposal that included PTO/EIB cashout and other benefits for all laid-off employees, but Providence rejected this proposal. We will likely be meeting with them again soon to present a counterproposal.
If you have any questions or concerns, please reach out to your bargaining team or union representatives, Jack Crow at 206-436-6614 or Anthony Cantu at 206-436-6566.
Our union Bargaining Team: Mary Brown, Daudette Catey, Allison Axelrod, Jane Warner, and Debbie Stevens
Our contract gives our Union the ability to file formal complaints—called grievances—on our behalf against PRMCE when PRMCE violates our contract. Prior to the grievance process, UFCW 3000 attempts to resolve these issues with PRMCE, but sometimes our positions differ too much. Despite its length, the grievance process stands as our best recourse in enforcing our contract when mutual agreement proves elusive.
Anniversary Wage Increases—PRMCE has failed to provide step increases to RNs based on their hire date. In the new contract, we secured language altering the frequency of step increases from every 1,872 hours worked or every 12 months, whichever comes later, to a yearly basis. During negotiations, PRMCE agreed to utilize a nurse’s hire date for this calculation. However, on the second full pay period following ratification, nurses whose hire dates fell within that period reported not receiving their step increase. We believe that PRMCE is in breach of Article 5.8 (Length of Service) and Article 9.1 (Wages). A grievance has been filed on behalf of all PRMCE RNs, demanding retroactive pay and the use of nurses’ hire dates to determine the effective date of their annual step increases. Our next step involves meeting with PRMCE in April to address this matter through the grievance process.
Extra Shift Incentive and Low Census—PRMCE has been low censusing RNs who are on incentive shifts prior to low censusing travelers and agency RNs. Under the new incentive shift language in Article 6.11, incentive shifts are identified as premium shifts and RNs on incentive shifts, in reverse sign up order, are supposed to be released first when no longer needed. While in Article 8.8 Assignment of Low Census, the low census order is travelers, agency, and then overtime/premium pay shifts. We contend that PRMCE has violated Article 8.8 by low censusing RNs on incentive shifts before travelers and agency RNs. A grievance has been lodged on behalf of all PRMCE RNs, requesting compensation for affected RNs who missed shifts due to being low censused out of order. Similar to the previous issue, our next step involves meeting with PRMCE in April to seek resolution through the grievance process.
Now that we have solidified the language in our contract, the next step is contract enforcement. Nurses have already seen changes to staffing practices through the discontinuation of the co-caring model. We can achieve more changes to patient care and working conditions by standing united. It was through nurses advocating against the co-caring model in staffing committees and in their units that we were able to get rid of this poor model. The committees in our contract are the ingredients needed to create changes at PRMCE.
To learn more about getting involved or how nurses are enforcing contract language, join us via ZOOM on Monday, March 25 at 7:30pm to discuss next steps in growing our collective voice in the workplace! Join here>>
We will be also be providing an update about contract implementation questions like low census/incentive shifts, step progression, and staffing bonus.
Join us on Thursday, February 29, at 7:30 PM for a Zoom meeting. We'll dive into the nuances of the new contract language and touch on topics such as the meal waiver, participation in the Hospital Staffing Committee (HSC), strategies for further improving workplace conditions at PRMCE, and discuss voter turnout.
While our contract was ratified, we must ensure that our new contract is enforced and we hold PRMCE accountable!
Thursday, February 29 at 7:30 PM
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
We've reached a significant milestone: on February 21, we successfully ratified our contract!An overwhelming majority of nurses approved the contract. We will be communicating participation numbers via text message and will be hosting a Zoom meeting where we will debrief the contract agreement. This victory includes groundbreaking contract language aimed at helping staffing challenges, marking a historic achievement for nurses. From the outset of negotiations, our primary focus has been to tackle the pressing issues of staffing shortages and patient safety concerns head-on. Throughout the bargaining process, we actively engaged with our patients and community to underscore the urgency of our staffing crisis.
Following months of intense negotiations, we collectively decided to take bold action by organizing a strike. Notably, this marks the first time RNs at PRMCE have taken such action. Through our unified stance, we sent a powerful message to PRMCE. Our new contract has not only set a precedent but also shown PRMCE that we are willing to fight for better staffing.
Our new contract includes:
Pay increases and ratification bonuses will be paid out on the second pay period following February 21 (April 12 paycheck)
12 month step progression on nurse’s anniversary dates
Step correction for nurses who are at the incorrect step compared to their years of service at PRMCE
One step for every year of nursing experience obtained prior to being hired at PRMCE
Step correction for nurses who did not receive their correct step upon hire
$500 Monthly Staffing Bonus for Understaffing
Longevity Bonus for Senior RNs
Night Shift Longevity Bonus
March 31, 2026 contract reopener
Extra shift incentive for vacant shifts
$1000 Ratification Bonus for all RNs
Increases to premiums
12 months needed to progress to next wage step
Year for year for past nursing experience
Chronic staffing issue can be resolved through binding mediation
Charge Nurses shall NOT take a patient assignment
Christmas Eve or December 26th holiday pay for night shift RNs
1.5x pay when not scheduled off on a day of significance
Break relief position will be posted 21 days post ratification
Discuss implementation plan for break relief nurses in a closed unit
Weekend pay for Sunday night shift
EIB may be used on the first day of absence or illness
Boarder premium pay
24 hours of admin pay for Hospital Staffing Committee chairs
We will need to stay active over the next few years to enforce our contract and continue advocating for our patients and community. If you would like to get active in a workplace committee or receive training as a union steward please contact Anthony Cantu 360-409-0544.
Given the new language in our tentative agreement, we believe voting in-person is the best way to inform one another and ensure that we are prepared to enforce the collective bargaining agreement. We’ll also discuss opportunities for nurses to become stewards and actively engage in Hospital Staffing Committee. If you are on medical leave or on PTO outside of the State and cannot vote in-person, we encourage you to reach out to Anthony Cantu, union representative. This will allow us to review the tentative agreement with you and answer your questions.
The vote document will be available for all to read on February 16 on the UFCW 3000 PRMCE RN contract page: ufcw3000.org/find-your-contract/2015/2/12/providence-regional-medical-center-everett-rn-contract ▸
To vote for the tentative agreement, you must attend an in-person vote and be a union dues paying member in good standing. You can sign up to be a union member on the day of our vote or by calling Membership Services 1-866-210-3000 prior to the vote.
Our RN union Bargaining Team fully recommends a “YES” vote.
February 20: 7am-9am, 11am-2pm, 5-8pm @ Pacific Campus: CR Main Floor classroom / Colby Campus: Cascade Conference Room (MOB)
February 21: 7am-9am, 11am-2pm @ Pacific Campus: CR Main Floor classroom / Colby Campus: Cascade Conference Room (MOB)
When negotiations commenced, our primary objective was to address the pressing issues of staffing shortages and patient safety concerns. Over the past few years, the deterioration of our staffing situation went unheeded by PRMCE despite us raising the alarm. Throughout the bargaining process, we ensured that our voices were heard. We talked with our patients and community to highlight the critical nature of our staffing crisis, culminating in the decisive action of a strike.
Following our “NO” vote in December, we returned to the negotiating table with a clear focus on addressing the areas of improvement identified through our survey. Through collective effort, we secured significant victories, including:
$500 Monthly Staffing Bonus for Understaffing
Longevity Bonus for Senior RNs
Night Shift Longevity Bonus
March 31, 2026 contract reopener
Extra shift incentive for vacant shifts
Ratification Bonus for all RNs
Increases to premiums
12 months needed to progress to next wage step
Year for year for past nursing experience
Chronic staffing issues can be resolved through binding mediation
Charge Nurses shall NOT take a patient assignment
Christmas Eve or December 26 holiday pay for night shift RNs
1.5x pay when not scheduled off on a day of significance
Break relief position will be posted 21 days post ratification
Discuss implementation plan for break relief nurses in a closed unit
Weekend pay for Sunday night shift
EIB may be used on the first day of absence or illness
Boarder premium pay
24 hours of admin pay for Hospital Staffing Committee chairs
Competitive wage scale
We’ve had some of the deepest conversations with each other and have come out stronger. On Monday, February 12 we will be holding a Zoom meeting from 2pm-3pm and 7:30pm to 8:30pm to review the highlights of our tentative agreement! We will follow up later this week with vote details.
The ENTIRE RN bargaining team recommends a YES vote!
Julie Bynum, Kristen Crowder, Trevor Gjendem, Kelli Johnson, Carrie Rimel, Stephanie Sausman, Juan Stout
On February 2, we met with PRMCE management to bargain over the language in the meal waiver. During the meeting, one key concern we addressed was the current challenge of short staffing, leading to delays or missed meal periods for many employees. In response to this issue, we urged Providence to formulate a plan that ensures all receive their breaks promptly.
To address these concerns effectively, we proposed several modifications to the meal waiver language. Our proposal included incorporating educational elements on meal periods, providing the option to waive a second meal period for eligible individuals, waive the timing of meal breaks, and introducing the choice between a 12.5-hour shift (with two meal periods) or a 13-hour shift (with two meal periods) for 12-hour shift staff.
Despite presenting our proposal, Providence has not yet responded to our proposal.
If you have already signed the meal waiver or feel pressured to do so, please be aware that you have the option to withdraw your waiver. Additionally, we encourage you to reach out to our union representatives, Anthony Cantu (RN) and Jack Crow (Pro and Tech), for guidance and support. Alternatively, you can contact the Washington Department of Labor and Industries.
For your convenience, we have prepared guidelines to meal periods, which you can download below:
“We have a right to meal periods and PRMCE should be working to establish a plan. Staff should be able to take their breaks on time and have safe working conditions.” — Cali Drake, RN 8N
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 >>
During our meeting with PRMCE on January 22, we presented a comprehensive proposal based on the thorough feedback from nurses. This proposal encompasses retroactive pay dating back to December 15, 2023, across-the-board wage increases scheduled for 2025, heightened step increment percentages for steps 26 to 35, stronger staffing language, and clarifications addressing ambiguous language. We were encouraged that PRMCE came to the table willing to listen and even accepted some of our language proposals.
Clarified that charge nurse assignments are always voluntary
Extra shift incentive for all vacant shifts - a full-time or part-time nurse will receive double-time pay when picking up an extra shift beyond their FTE, and per diem nurses will receive 1.5 times pay for picking up more than two shifts in a pay period and double time if they work above a 0.5 FTE
Clarified Christmas day pay for night shift nurses
Clarified holiday substitute pay
Twelve break relief nurse positions will be posted within 21 days of ratification, and there will be a mandatory discussion about break relief nurses in closed units
Market analysis will include Level 2 trauma centers in Western WA, and a mandatory market adjustment if PRMCE RN wages fall below the market average
Boarder premium pay for ED nurses, along with limitations on border assignment makeup
Clarified EIB can be used on the first day of any illness or injury
Increased wage increments for Steps 26 through 35, given their overall across-the-board increases were below less senior RNs
Bonus for RNs who have been employed with PRMCE since December 31, 2001
Retro pay from December 15, 2023
$5/hour staffing premium for each nurse working two hours or more below the staffing plan
Increased the across-the-board increase in 2025 to 6%
January 1, 2026 contract reopener
Innovative staffing model like co-caring pilot must reach a consensus in the Hospital Staffing Committee prior to implementation
Our recommendation is that RNs DECLINE both questions on the meal waiver. If you receive a late first meal period or carry a phone with you during your meal period, you should receive 30 additional minutes of pay. These 30 minutes of additional pay may place you into overtime depending on the length of your shift. Additionally, we requested information several weeks ago about PRMCE’s meal period scheduling to determine if shifts will be extended or remain the same. We expect to have more information about shift lengths next week.
January 26 Ambulance Wait Times Bill In-person Capitol Meeting at 8am (see below)
January 28 Update Meeting 5pm-6pm - Click here to join >>
Update/Next Steps
Legislative Bills
Information on Meal Periods/Meal Waiver
Need Volunteers for Community/Media update
January 30 10am-2pm Olympia Lobby Day at the State Capitol (meet at Pritchard Building)
Early February Media Engagement
February 5- 9 Yellow and Blue Scrubs Week
February 9 Mediation with PRMCE
February 12 Mediation with PRMCE
Take Legislative Action for Ambulance Waiting Times and Unemployment Benefits for Striking Workers
In response to community concerns, particularly from firefighters and nurses, Rep. Mary Fosse (D-Everett) introduced HB 2466to address ambulance waiting times. The legislation would require a hospital accept a patient transferred by ambulance within 30 minutes of arrival or be responsible for reimbursing the ambulance service for costs over 30 minutes. Exceptions include extended patient surge and ER capacity due to damages (water damage or system outages) but NOT for staffing. We think this is a great bill to weigh in on.
The bill will be heard this Friday morning, January 26, in the House Health Care & Wellness Committee at the Capitol (Olympia) at 8AM. If you are interested in giving testimony in person, please email Tom Lambro, tlbambro@ufcw3000.org. It will be available online live on TVW's website and a recording will be available afterward.
UFCW 3000 is also prioritizing a bill to ensure workers who go on strike are able to file for Unemployment benefits. HB 1893 in the House and SB 5777 in the Senate are both quickly moving.The Senate bill passed the Labor Committee on January 16 and the House bill is scheduled to pass the House Labor Committee January 24 after which it will go to the full House. Weighing in directly with your own legislators will go a long way in ensuring we pass this in 2024. There are two quick ways you can do this:
Call the Legislative Hotline at 1-800-562-6000 and let the person who answers the phone know you are in strong support of SB 5777 and HB 1893.
You can also write to your own legislators directly! If you are not sure which district you live in you can find that here: https://app.leg.wa.gov/DistrictFinder/. After you fill in this form it will provide you with phone number and email to your legislators. If you are writing to your senator mention SB 5777 and to your two state representatives mention HB 1893.
On January 22 we will be mediating with PRMCE and a federal mediator. We have drafted a proposal based on the bargaining unit’s responses and feedback on the December survey. Our hope is that PRMCE will respond in a meaningful way to our proposal.
To keep everyone informed, we'll be hosting a Zoom meeting on January 22 at 2pm. During this session, we'll provide updates from the bargaining table and collectively brainstorm proposal concepts.
Meal Waiver Update:We recommend that you DECLINE the two questions on PRMCE’s meal waiver. 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 or late meal period. If you believe you have not been paid appropriately, please contact your union representative, Anthony Cantu.
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.
