St. Anne Hospital Pro-Tech - Contract Ratified!

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We are excited to announce that members at St. Anne Hospital overwhelmingly voted to approve the new Pro-Tech contract! Our new contract includes historic wage increases, new steps added to the wage scale, increased standby and weekend premiums, stronger safety committee language and more.

Members should expect to notice the wage increase and ratification bonus within the next two pay periods. If you have any questions, please reach out to Union Representative Ates Serifsoy at (206) 436-6569.

St. Anne Hospital Pro-Tech - Tentative Agreement Reached

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We are pleased to announce that your Bargaining Team finally reached an agreement with St. Anne Hospital. The tentative agreement includes:  

  • Historic wage increases and ratification bonus for ALL members,

  • Increased standby and weekend premiums,

  • Two additional steps added to the wage scale,

  • Stronger Safety Committee language, 

  • Improved language regarding schedule posting, recognition of past-experience, report pay, certification pay and more!

Now it’s time to vote to approve your new contract! Due to the current health crisis we will be conducting the ratification vote through mail-in ballots. We will be sending out a vote packet with your ballot and details about the proposed changes to the mailing address we have on file. Please reach out to your Union Representative if you do not receive your vote packet by October 21. 

We will be holding contract vote meetings to explain the tentative agreement via Zoom on Monday, October 26 from 8AM – 9AM, 12PM – 1PM, and 5PM – 6PM. Instructions to join will be included in your vote packet. 

St. Anne Hospital Pro-Tech - Getting Closer to a Deal

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“We were surprised by the remarkable progress made today.”

OUR BARGAINING TEAM: Michelle Grennan, Kimberly Matson, and Miroslava Dashkel.

We would like to thank everyone who attended last week’s Contract Action Team (CAT) meeting! At this meeting we discussed how negotiations have progressed slower than expected because of how unprepared the Employer has been and their unwillingness to move on most issues. As a group we worked on an action plan to pressure Management to take contract negotiations seriously and work with us towards a fair agreement.

Then your Bargaining Team returned to negotiations the next day and were shocked by a sudden change in Management’s attitude. The Employer seemed to have come to the table looking to come to a deal soon, which was a drastic change from what we’ve experienced throughout this bargain. 

In fact, we made remarkable progress at this session as we moved much closer, and even won some tentative agreements, on outstanding issues including wage increases and premium pay. We are significantly closer to a deal!

Your Bargaining Team will meet again with the Employer on September 30. We are cautiously optimistic about our next meeting and are prepared to follow through with the action plan discussed at last weeks CAT meeting if Management returns to their old pattern of delay.  

St. Anne Hospital Pro-Tech - CHI Franciscan Isn't Doing Enough

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Your Bargaining Team met with Management again on September 1. While we were able to make additional progress on wages, the Employer has displayed little interest in our other proposals that address issues such as pandemic safety, certification pay, and more.

The outbreak at St. Michael (Harrison) Medical Center in Bremerton was an outrageous affirmation of our warnings that CHI Franciscan isn’t doing enough to protect workers and community. We understand that the same issues that led to the outbreak in Bremerton are not unique and, if nothing is done to fix the problems here, another outbreak could easily happen at St. Anne Hospital. We have demanded enhanced safety language in our contract that would ensure workers voices are heard throughout this crisis, unfortunately, Management has rejected the proposed safety changes. We are severely disappointed, but not surprised, that CHI Franciscan cares more about economics than the health and safety of their community. 

Furthermore, we have made a certification pay proposal that would create a clearly defined list of certifications that would qualify for the premium. We’ve heard from members that it has been difficult to qualify for certification pay because our contract gives Management too much authority to decide who deserves the premium. This proposal, which the Employer has rejected, would take that power away from Management and finally establish clarity and equality around certification pay. 

Your Bargaining Team will resume negotiations with the Employer on September 16 & 25.

“Safety before profits! CHI needs to do more to protect their employees and the community.”

OUR BARGAINING TEAM: Michelle Grennan, Kimberly Matson, and Miroslava Dashkel.

St. Anne Hospital Pro-Tech - Bargaining Continues

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“We are very disappointed with the lack of movement from the Employer.”

OUR BARGAINING TEAM: Michelle Grennan, Kimberly Matson, and Miroslava Dashkel.

Your Bargaining Team met with Management again on August 5 and 10. Unfortunately, very little progress was made towards an agreement.  

Management has begun to drag their feet as they refuse to make any meaningful movement on outstanding issues. They have outright rejected many of our proposals such as reimbursements for maintaining licensure, a clearly defined process for receiving certification pay, and a new COVID-19 hazard premium. 

Furthermore, they haven’t moved much on their original economic package that, while generous to some, includes wage DECREASES for others. When confronted about the wage reductions for some members Management claims it was never their intention, however, they continue to include it in their economic proposals!

We will have no choice but to take action if the Employer continues this behavior when we return to negotiations on September 1.

St. Anne Hospital Pro-Tech - Bargaining Begins

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“We are working together to fight for a fair contract that benefits both our members and the community.”

Our Bargaining Team

Your Bargaining Team met with Management for the first time on June 10. After reviewing your bargaining surveys, looking at opportunities for contract improvements, and discussing the hazards we face with COVID-19, the team submitted our first proposal to Management. 

Our initial proposal included a stronger safety committee, new mandatory overtime language, fair overtime for ALL members, reimbursements for license/certification renewal, and successorship language that would protect our contract through future mergers or acquisitions. 

The team is currently working on an economic proposal, which will include market competitive increases, that we hope to present within the next few bargaining sessions. We return to the bargaining table next Wednesday, June 17.

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