MultiCare Auburn Medical Center Professionals - FIRST CONTRACT RATIFIED!

On Tuesday, December 10, following a series of well-attended vote meetings, our MultiCare AMC Professionals bargaining team are overjoyed to announce that our first ever union contract has been ratified!

This journey started before negotiations, and before winning our union election in the summer of 2023; through perseverance, dedication, and solidarity, we have transformed MultiCare Auburn Medical Center and are now proudly UNION REPRESENTED PROFESSIONALS!

So what are the next steps?

While we are awaiting the roll-out of our experience-audit forms from MultiCare, the Employer and our Union will review and format the new contract. Once finalized, it will be made available online & distributed throughout the hospital.

In the meantime, you can view vote materials on UFCW 3000's website:

View Contract Materials >>

Reach out to our Union Representative Ian Jacobson if you have questions about the contract, wages, or need union representation!  

CHI St. Joseph VMFH CommonSpirit DSS Virtual Health - Contract Ratified!

Our Virtual Health union bargaining team are overjoyed to announce that after a series of highly attended vote meetings on Monday, December 9, our 2024 contract has officially been ratified - with more than 98% of voters supporting the new Agreement!

Next Steps:

While we are awaiting our new wages to go into effect (the next full pay period), Division Support Services and UFCW will review and format the new contract, and once finalized, it will be made available online and distributed throughout the worksite!

Reach out to our Union Representative Aimee Oien if you have any questions about the contract, wages, or need representation.

Jefferson Healthcare RNs - BARGAINING UPDATE

On Monday December 2, we informed the hospital management team that we were sticking with our original proposal for strong wage increases, emphasizing that it is essential for Jefferson to provide wages that are both competitive and sustainable to meet the high cost of living. Our other proposals included increased Shift Differential, On-Call/Low Census Standby Pay, Weekend Differential, Charge Pay, Preceptor Pay as well as changes to Resource RN parameters and pay, PTO Maximum Accruals (specifically when PTO is denied and the nurse is close to reaching the maximum), and changes to PTO Cash out and Deferral options. We also responded on language regarding Holidays and Low Census Rotation.

We had an extensive discussion about scheduling. Although both teams have an interest in some self-scheduling practices, Management's initial proposal for scheduling was restrictive and unsustainable, particularly around weekend work. We expressed in great detail our concerns over this proposal. Management agreed to review their proposal and make revisions. We are currently working on a response to their revised proposal as well as our proposals for Healthcare and Pension and the Addendum for Surgical Services RNs.

Our previous proposals included adding per diems in the bargaining unit and we are continuing to talk to per diems about this to ensure we are representing their interests. Please seek out and encourage your per diem colleagues to fill out the Union Showing of Interest cards.

Our next bargaining session is scheduled for Tuesday December 10.

For additional information contact Bargaining Team Members: Robin Bridge, Emily Bishop, Chris Beatty, Michelle Grimmer, or Union Representative Kimberly Starkweather (206) 436-6515.

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MultiCare Auburn Medical Center RN & Case Manager RN Accretion - BARGAINING UPDATE - November 13, 2024

On Wednesday, November 13 our Auburn Medical Center RN and Case Manager RN bargaining team met with MultiCare to continue negotiations on our contracts at our fifth session with management.

After three sessions without a response to our initial proposal to welcome the Case Manager RNs into our union, we were excited to see that at our previous session management came prepared with a proposal on their placement on a wage scale & how years of nursing experience would factor into their union rates of pay.

However, management's proposal introduced some new challenges—for instance, the proposed Case Manager wage scales they presented differed from the wage scale in the main union contract; and although the wage scale for Case Managers appeared higher than that in the nursing contract, management later clarified that this is because Case Manager RN's years of clinical nursing experience are not counted one-for-one when figuring out where we would be placed on the wage scale. Additionally, MultiCare proposed a new set of premiums specific to Case Managers, such as shift differentials and a weekend premium, but at rates lower than those in the nursing contract. We ultimately felt that these differing wage rates, premiums, and experience calculations were designed to create a division between Case Managers and the rest of the RN unit. In response, we presented counterproposals in the afternoon that would align Case Manager compensation with the main nursing contract—ensuring that experience is recognized consistently, that wages are aligned more with the RN wage scale, and also rejected the proposed lower premium rates.

"Despite what we feel are efforts to divide us, we feel more united than ever before!"

—Nicole Geff; Case Manager RN

Meanwhile for the RN contract, we also began our morning reviewing the latest set of proposals from management at our previous session. We are glad that in some areas of the contract we are making progress on getting to a final agreement with the employer, however many our highest priorities remain on the bargaining table as open issues for continued negotiation:

SAFETY:

• Maintaining free on-site parking, and working to secure language around transportation safety for nurses who have vehicles broken-into or damaged in the on-site garage.

STAFFING:

• Updating our contract language to reflect the new hospital staffing law in Washington State, and pushing for additional compensation for nurses who care for additional patients above what the hospital staffing plan permits.

WAGES:

• After receiving management's initial wage proposal at our last session—we were disappointed to see that their offer only provided a three percent (3%) increase in the first year of our 2024 contract—which doesn't even compete with the wages that nurses are earning in a number of Pierce County MultiCare hospitals.

We know that it would take more than twice that percentage—around 7.00%—to get us up to market with many other MultiCare nurses—so we hope management come to our next bargaining date on November 21 with a serious proposal that pays nurses at Auburn Medical Center for the lifesaving care we provide every day.

"Hopefully MultiCare find the rest of the budget for their next wage proposal!"

—Cory Larsen; RN

CONTRACT ACTION MEETING

To learn more about our ongoing negotiations, and to team up with our union siblings in the Service Unit with SEIU, join your bargaining team for a UNITY BREAK:

MultiCare Auburn Medical Center Cafeteria
Wednesday, December 11
7:30AM – 8:30AM

 

Multicare Women's Center Clinics - Pre-Bargaining Update

On the morning of November 20, our Women's Center Clinics bargaining team met to finalize proposals to kick-off negotiations with MultiCare. Now that we have won our union election, we are eager to enter the existing Clinics Collective Bargaining Agreement with UFCW Local 3000!

In order to prepare, we spent time reviewing wages, PTO, and a number of the articles in the existing contract to make sure that we are coming to our first day of negotiations with MultiCare stronger than ever. The terms of our bargain will mainly focus on how we are compensated on the union pay scales, and how the existing provisions of the union contract will impact our wages, hours, and working conditions.

After our review of the existing contract- and making sure our specific proposals matched the work we do at the Women's Center clinics- we provided availability to management through January 2025. We look forward to hearing back & getting to the bargaining table to fully realize our position as union members!

Once dates are set, we will continue to keep our coworkers in the loop throughout the process with bargaining updates after each session with the Employer.

"We're looking forward to moving forward! We feel stronger than ever before after seeing how high our unit's support for unionizing was. I think we're just feeling energized by the position we're in!"

—Liam Hughes, Medical Assistant @ Women's Center Sunrise; Carol Krings, Medical Receptionist @ Women's Center Puyallup

Northwest Administrators Bargaining Update

Our Union Bargaining Team met with Northwest Administrators Management for three joint sessions November 18-20. We have come to Tentative Agreements on almost all outstanding non-economic issues.

After our eighth pass at an economic package proposal Management has only been able to move from 1.25% increases on wages to 1.5% in each year. This is far less than the 3% each year we received in the last collective bargaining agreement!

We will have one more bargaining session on December 9th but have messaged to the Employer that we will be holding a vote on the offer that we receive by the end of that day.

If we cannot recommend the offer on the table by the end of that day, we will be recommending a NO vote. We do, however, hope Management will bring us an offer we can recommend.

PLEASE SAVE THESE DATES

pre-bargaining general membership update

December 5 at 6:00pm we will hold a Zoom meeting to discuss where we are in this process. Use this link to join the Meeting on Dec. 5 @ 6pm Meeting ID: 858 9205 3121 Passcode: 096731 >>

pre-contract vote meeting

December 12 at 6:00pm we will be holding a pre-vote meeting to discuss the offer prior to the contract vote. Use this link to join the meeting on Dec. 12 @ 6pm Meeting ID: 879 7252 0449 Passcode: 572147 >>

December 19 we will hold an online contract vote with details to be announced shortly.