Providence Meal Waiver and Shift Length Changes

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.

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 hours two through 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.

Track your late meal periods here >>

Olympic Medical Center Pro Tech Vote to Change Eligibility Time to Use Vacation Accruals

Olympic Medical Center Pro Tech

Vote to Change Eligibility Time to Use Vacation Accruals

We have a tentative agreement with OMC to shorten the number of months worked before employees are eligible to use accrued vacation.

This is a change to the current Pro Tech Contract so will require a vote of Union Members. Contract change votes scheduled:

Port Angeles: Monday, March 11, 2024 3:00pm-7:00pm

Olympic Medical Center in the Fairshter Meeting Room, 939 Caroline Street. Port Angeles, WA 98362

Sequim: Tuesday, March 12, 2024 8:00am-9:30am

Medical Services Building (MSB) in the Conference Room, 840 N 5th Avenue. Sequim, WA 98382

You must be a member in good standing to be eligible to vote.

If you have questions please contact Union Representative Aimee Oien at 360-662-1981

Make sure your personal contact information is up to date >>

Harbors Home Health & Hospice - Things are heating up!

Harbors Home Health & Hospice
Things are heating up!

“When it comes to our hardworking staff at Harbors Home Health- it’s quality over quantity. We should be focused on keeping people here. Recruiting new employees is really only a band-aid if you can’t incentivize them to stay!” —Michal Bishop, LPN

We met with the Employer on February 26 and 27 to continue negotiations on our contract. On Monday, while presenting our economic proposal - we presented the petition which a supermajority signed (in just 2 weeks time)!

Harbors responded to this by finally coming to the table proposing an actual increase to our wages, along with an all-new wage scale. The Employer’s new scale, however, offers significantly less growth in wages over time than our current scale does. We’re glad to see the pressure we’ve applied has started to convince Harbors of just how valuable we are - but we won’t let up yet.

Join us at our next bargaining update meeting
Tuesday, March 19 @ 4pm-6pm

Grays Harbor County
Hoqiuam Timberland Library, 420 7th Street, Hoquiam WA, 98550

Pacific County
Harbors Home Health Office, 600 Pacific Avenue S, Suite 1, Long Beach, WA 98631

If you have any questions about bargaining, please contact one of our Bargaining Team members, or reach out to your Union Rep Naomi Oligario @ 360-662-1989.

Cascade Valley Hospital - We Reached a Deal!

BARGAINING TEAM: Carl Ramirez (Security Officer), Lisa Warriax (MSW)

On February 22 and 26, our bargaining team met with the Employer for two intense and final bargaining sessions. During these sessions, the team asserted the bargaining unit’s priorities and came out victorious with a fully recommended tentative agreement. The tentative agreement is a huge win for security officers and MSWs, which includes wage increases for the newly accreted unit.

Highlights include:

• Just Cause standard must be used when administering discipline

• Access to the grievance procedure in case of contract violations or discipline

• Seniority language that protects employees’ original date of hire

• Defined premium rates and health benefits

• Lay-off procedure

• Labor management committee to discuss workplace issues

• Body Armor will be made available for Security Officers and higher quality footwear provided for incoming new hires

• $2 per hour Float pay when assigned to work locations in Skagit County

• Yearly longevity wage increases

• Across the board wage increases

• New and innovative language which allows members to resubmit their resume for initial placement on the wage scale

“This has been a long road with a steep learning curve, but our persistence has paid off! During a very dark time, being part of a union has been a light. We have a voice to fight.”

A contract ratification vote will be held on Wednesday, March 6, from 1:00 PM to 6:00 PM at the Pilchuck Conference room in Cascade Valley Hospital. To cast your vote, you must appear in person and be a union member in good standing. All members are encouraged to come learn about the new CBA and ask questions.

Your bargaining team recommends a “YES” vote!

Mason Health RN Contract Ratified!

Thank you to everyone who came out to vote on a new Union Contract Friday. The contract was approved by an overwhelming majority of Nurses and was ratified by the Hospital’s Board of Commissioners yesterday.

We appreciate our fantastic Bargaining Team who worked tirelessly to educate Management on the real issues and to help them understand that wages need to match Olympia hospitals to retain and recruit nurses.

For further information reach out to a Bargaining Team Member (Left to Right: Nancy Owenby, Megan Corbin, Tori Willis)

Providence St. Peter Case Manager RNs MOU Ratified!

On Friday, February 23, a supermajority of Case Manager RNs voted to ratify our Memorandum of Understanding. This historic win, after nearly a year of bargaining, places us into the larger body of the Union bargaining unit with 1,100 other RNs at Providence St. Peter. It also assures us of the protections of all the provisions of the Union contract.

We want to thank our co-workers for standing in solidarity with us through what was a much lengthier process than we anticipated. If there are any questions, please reach out to Union Steward Mary Briles or call Union Representative Madison Derksema at (206) 436-6603.

Our Union Bargaining Team (left to right): Mary Briles, Case Manager; Melissa Macchiarella, Case Manager; [not pictured]: Alison Studeman, Case Manager

EvergreenHealth Monroe - Vote on proposed PTO increase

EvergreenHealth Monroe
Vote on proposed PTO increase

We have reached a tentative agreement with Management on an increase to PTO hours for all Employees. As this change will alter the collective bargaining agreement, we have scheduled a vote to review the changes.

You must be a Union Member in good standing to vote.

Our Bargaining Team recommends a “YES” vote!

Wednesday, March 6
11am—1pm and 4—6pm
EvergreenHealth Monroe - Café Corner Meeting Room, 14701 179th Ave SE, Monroe WA 98272

For additional information, contact Union Rep Jack Crow @ 206-436-6614.

Providence Sacred Heart Medical Center Techs CONTRACT & ULP STRIKE VOTE SCHEDULED

After more than 14 hours of negotiations on February 22, we find ourselves not making a lot of movement at the table with Providence. We entered these negotiations with the goal of securing a fair and competitive agreement.

Although Providence made small movement on the dental benefits guarantee elimination, they continue to propose the elimination of guaranteed language for dental that is currently protected by the contract and replacing it with a proposal that will slowly deplete the benefits employees currently have. The Bargaining Team feels that the latest proposal is not only disrespectful but will only further chip away at our benefits package. We will continue to push back at the bargaining table with Federal Mediation on March 18, 2024 against employer proposals like eliminating the guarantee the employer pays 100% of Dental Premium for full-time employees and at least 50% for dependents. We will also continue to push for significant movement on wage increases to help recruit and retain staff, which we believe would improve staffing and patient care.

It is an unfair labor practice for Management to coerce members or to interfere in Union activities. Please advise the bargaining team or Union Representative if you believe your manager has engaged in any type of this behavior.

“Providence Sacred Heart is known for treating high acuity patients and rarely transfer patients, patients usually come to us. We take care of our patients and Providence should do the same and take good care of their staff.” —Joe Sikkila, Respiratory Therapy

Contract Review Meeting: Tuesday, February 27 from 6pm-8pm:

We encourage members to join their bargaining team and co-workers at the UFCW 3000 office for a bargaining update meeting on February 27 from 6p-8p to get updates and learn about next steps.

Contract and ULP Strike Authorization vote: Friday, March 1

We will be holding a Strike Authorization Vote and a Contract Vote on Friday, March 1, 2024 from 8am-11am, 1pm-4pm, and 5pm-8pm at the UFCW 3000 office: 2805 N. Market Street, Spokane WA. Our Bargaining Team recommends a “NO” vote on Providence’s last proposal and a “YES” vote to authorize a strike. You must be a member in good standing to vote. The Bargaining Team will be on-hand to answer any question you may have. All changes to the contract, including the last employer package proposal will be available at the vote.

“We had a long intense bargaining on 2/22. We did our job and kept pushing thinking we would be able to meet in the middle to get a deal.” -Holly Granly Surgical Tech

“The lack of ability to retain/recruit skilled staff continues to degrade patient safety, patient health, and staff safety.” -Derek Roybal CV Tech

PRMCE Post-Ratification Meeting

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.

WhidbeyHealth (Service and Support) - Onward to Economics

WhidbeyHealth (Service and Support)
Onward to Economics

Our Bargaining Team: Liz Latiff, Health Unit Coordinator; Marilyn Faber, Patient Financial Services

On February 22, our Bargaining Team met with Management for our second bargaining session. Both sides of the table presented proposals on multiple non-economic issues and came to tentative agreements on many of these. Throughout the process our Team felt that genuine progress was made.

Some items we are still in discussion about include:

• Lead assignments and how they are determined

• Remote and hybrid work

• Assignment of mandatory overtime

In our next session on Thursday, April 4, we will be delving into economics, including wages.

As Bargaining Team members, we feel it is important to get involved, and are learning about the process throughout these sessions! We take pride in the fact that we are at the table to represent all of our service and support co-workers.

We encourage our Union siblings to reach out to us to ask if there are questions about the bargaining process, or call Union Rep Celia Ponce-Sanchez @ 360-419 4678.

“We made movement today and feel that Management is listening to our proposals on these issues…” -Marilyn Faber, Patient Financial Services, Bargaining Team member

“As a first-time Bargaining Team member I regret not getting involved sooner in past contract bargains and am realizing now that knowledge is power!” -Liz Latiff, Health Unit Coordinator, Bargaining Team member

MultiCare Health Systems We proposed improvements to our contract and benefits

“MultiCare doesn’t do enough to honor employees who demonstrate excellence, a core MultiCare value, by working extra hours above their FTE. Our Negotiating Committee is determined to address this through improvements to our union contract.” — Julianna Van Enk – Pharmacist Tacoma General Hospital

We met with the Employer again on February 12 and 15. Our union Negotiations Committee proposed additional improvements on staffing language, PTO/EIT, bereavement leave, and proposed to add three new holidays to our Union contract (MLK, Juneteenth, Veterans Day). We also proposed significant improvements to the MHS healthcare plan, which has only gotten more expensive with worse coverage.

Proposed improvements include:

• Lower premium rates

• Bring back Healthy@Work discount

• Improve pharmaceutical coverage to non-MHS Rx

• Expand the First Choice Health Network (FCHN)

• Guardian Nurses

• Improved vison coverage

We also made a proposal around free parking, like the SJMC Tech have in their contract, but MultiCare refused the proposal. When asked why it was an issue since parking is currently free, MultiCare responded that they have considered charging workers for parking in the past and want to retain the option in the future. This is alarming and makes it even more important to win the language. We have secured an extension of the contract until March 31, 2024. Our next bargaining date is on March 1, 2024.

1. Sign up for a Contract Action Team meeting on March 5

2. Sign and share the petition, We Stand United for a Fair Contract at MultiCare

3. Join the Facebook Group, MultiCare Workers United for a Fair Contract

Stay up to date on all-things MultiCare bargaining and take action >>

PRMCE RN Contract Ratified!

Contract Ratified!

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.

Know your Rights! Providence Meal Waiver>>

Conifer St. Joseph & Conifer St. Elizabeth Union Meeting!

Wednesday, February 28
6:30 – 7:30pm
Online via Zoom 
All members welcome! 

We’re holding a bargaining kick-off meeting for all Conifer St. Joseph and St. Elizabeth members on Wednesday February 28th from 6:30 to 7:30pm. Join us online via Zoom to meet your team, get an introduction to collective bargaining, and share your goals for upcoming contract negotiations. Questions and discussion are welcome. 

Didn’t receive an email invitation? Update your contact information here. 

If you have any concerns about accessibility or using Zoom, please contact your Union Representative, Ian Jacobson, at 360-409-0587. 

Willapa Harbor Hospital - Contract Vote Scheduled

WILLAPA HARBOR HOSPITAL
CONTRACT VOTE SCHEDULED

We are happy to announce that we have reached a tentative agreement on a new contract! Our Union Bargaining Team fully recommends this tentative agreement.

Highlights include:

• Significant wage increases for all Nurses

• Increases to premiums and differentials » Increased tuition reimbursement

• Increased Employer retirement Contribution

• Vacation scheduling language improvements

To vote you must be a union member in good standing.

If you or a coworker did not receive this notice, update your contact information at: ufcw3000.org/update-your-information

VOTE DETAILS
Wednesday February 28 @ 3pm — 7pm
Willapa Harbor Hospital — Cedar Conference Room, 800 Alder St, South Bend, WA, 98586

For additional information reach out to a Bargaining Team Member or Union Rep Madison Derksema @ 206-436-6603.

Discovery Behavioral Health - Contract Ratified

Our Bargaining Team, (L—R): Patrick Hart, Case Manager; Lenora Johnson, Case Manager; Heather Hammett, Administrative Assistant

“This new agreement is a positive step forward for our agency!” ­­—Lenora Johnson, Case Manager and Bargaining Team member

On February 14, our new Union contract was ratified! Our Union Bargaining Team thanks all of our coworkers for turning up to vote in favor of the tentative agreement!

If there are any questions about the new contract please ask any of our Union Bargaining Team members or call Union Rep Naomi Oligario (360) 662 1989.

Providence St. Peter Case Manager RNs - Tentative Agreement Reached - Our RN Bargaining Team fully recommends a YES vote

Providence St. Peter Case Manager RNs
Tentative Agreement Reached
Our RN Bargaining Team fully recommends a YES vote

Our Bargaining Team (L–R): Alison Studeman, Case Manager; Melissa Macchiarella, Case Manager; Mary Briles, Case Manager

“This tentative agreement will set a precedent for recognition of all types of previous nursing experience in the upcoming 2025 contract bargain in addition to placing Case Managers on the union wage scale now.”—Mary Briles, Case Manager RN

On February 15, our Union Bargaining Team met with Management, and after nearly a year of bargaining reached a tentative agreement!

We were able to win all provisions of the current nursing contract for all RN Case Managers. We fought tirelessly to be placed onto the existing RN wage scale for UFCW 3000 members. We were able to get Management to agree to recognize all years of nursing experience, including all subacute areas of nursing practice.

We will be holding the ratification vote on Friday, February 23. In order to vote you will need to fill out a union membership application at the vote.

Contract vote details
Friday, February 23 @ 11am—2pm
Providence St. Peter Hospital, Nisqually Conference Room

Directions to the Nisqually Conference Room:

• Upon entering the main entrance of the hospital, head right and travel past the information desk until you see the “Main Elevators” wall. You will have passed Starbucks on your left hand side.

• Take the “Main” elevator to Floor 2 (Café Level).

• Exit left off the elevator on the 2nd Floor. Turn right at the entrance to Cabrini’s (Café). Continue on this main corridor, through the cafeteria, off to the left, then right and go down the hall until you can turn right, then take the first left, then go right past the Lab and the Nisqually Room is at the end of the hallway.

Providence Sacred Heart Technical Bargaining Update

We met with the Employer again on Tuesday, February 6, 2024 and although the Employer moved off of the Medical benefits guarantee elimination, they continue to propose the elimination of guaranteed language for dental that is currently protected by the contract. The Employer stated that they want us to have the same benefits as non-represented employees, and not the same benefits as other represented employees such as your RNs and Service & Maintenance co-workers. The bargaining team feels there was minimal movement made and we have a long way to go. We will continue to push back at bargaining table on February 22, 2024 against Employer proposals like eliminating language in Article 13.6, that guarantees the employer pays 100% of Dental Premium for Full-Time employees and at least 50% for dependents. We will also continue to push for significant movement on wage increases to help recruit and retain staff, which we believe would improve staffing and patient care.

We have had reports of Management bringing around a bargaining update that shows what the Employer’s last proposal was. We have been told that it is not posted and only being shown by Management.

WHY? We believe that what they are showing employees is only a partial proposal that does not show the proposal to eliminate language in Article 13.6.

It is an unfair labor practice for Management to coerce members or to interfere in Union activities. Please advise your bargaining team or Union Representative if you believe your manager has engaged in any type of this behavior.

If you have not already done so please join your coworkers in signing the strike pledge

We encourage members to join their bargaining team and co-workers at the UFCW 3000 office for a bargaining update meeting to get updates and hear about next steps on February 27. We will also be holding a Strike Authorization Vote on March 1, 2024:

Bargaining Update Meeting

February 27

• 6pm - 8pm

Strike Authorization Vote

March 1, 2024

• 8am - 11am
• 1pm - 4pm
• 5pm - 8pm

UFCW 3000 office

2805 N. Market Street, Spokane, WA

As a member of your bargaining team, we are working very hard to bring our co-workers a contract we feel is fair and protects our benefits.

—Angela Holmes, Surgical Tech

We should not only be compared to local hospitals but also to Hospitals of similar size and services. We need to have competitive wages that reflect the work we do.

—Lee Lidman, IR CV Tech

Better wages lead to better staffing, which leads to better patient care. We have been working additional shifts for over 2 years. If the employer put that additional incentive pay into the wage scale, we would be able to recruit and retain experienced staff.

—Joe Sikkila, Respiratory Therapy

Northwest Center Early Supports - History Made

Northwest Center Early Supports
History Made

“We did it!!! It was so awesome to see everyone in person together today and we look forward to future conversations together about how we can make NWC the best place to work and serve families.” —Our Bargaining Team: Jenica Barrett, Kimberly Burns, Kaylee Ainge, and Kirsten Syberg

Today we overwhelmingly voted in favor and ratified our first Union Contract—and one of the first Union contracts for Early Supports workers in the country. We are excited about the foundational language and groundwork this sets for the next 3 years- and hope that it will help us retain and recruit staff, improve working conditions, and advocate for ourselves and the families we serve.

If you did not complete your Union membership application today, please take a moment to join your coworkers by completing the application online: https://join.ufcw.org/join/3000

Next Steps: As of today, our new contract, rights, and benefits go into effect. Within the next week, NWC Leadership will release a survey to gather information regarding wage enhancements. Please respond as soon as possible, so that the process of determining wage placement can move forward in a timely manner.

Please join us for our first Know Your Rights Meeting! We will discuss our rights to representation, new job protections, scholarship opportunities, other benefits, and how we would like to meet going forward.

Know Your Rights- Early Supports Union Mtg

Wednesday, February 28 @ 5pm
Contact a Bargaining Team member for Zoom details

If you have questions or would like to get more involved, please reach out to Union Rep Ian Jacobson @ 206-436-6550.

Contract page
https://ufcw3000.org/find-your-contract/2023/6/13/northwest-center

Follow us on our social media!
Facebook: Early Supports Union & Twitter/X: @earlysupportsunion

PRMCE RN Contract votes set for February 20 & 21

We've achieved a significant milestone! On February 9, 2024, a tentative agreement was reached with PRMCE after ten months of negotiations and persistent advocacy. This marks a historic moment in our journey towards enhancing staffing levels and prioritizing patient safety.

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.

In-person vote information:

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)

Mason Health RNs Contract Vote Set

We are happy to announce that after months of bargaining for a new contract we have reached a tentative agreement. Details of the tentative agreement will be available at drop-in informational meetings on February 20 and 21. The vote will be held on February 23.

Our Bargaining Committee is fully recommending a yes vote.

Highlights of the tentative agreement include:

• Significant wage increases

• New wage scale competitive with Olympia hospitals

• Higher Differentials and Premium Pay

• Improvements to Earned Time and Sick Leave process

learn more about the changes to our contract:

Tuesday, February 20: 11am-2pm and 4pm-8pm
Ellinor & Pershing Meeting Rooms, Mason Health 901 Mountain View Drive, Shelton WA 98585

Wednesday February 21: 8:30am-12:30pm
Washington Room, Mason Health 901 Mountain View Drive, Shelton WA 98585

In person contract Vote on the new contract:

Friday February 23: 11am-2pm and 4pm-8pm
Ellinor & Pershing Meeting Rooms, Mason Health 901 Mountain View Drive Shelton WA 98584

For additional information reach out to one of our union Bargaining Committee member: Tori Willis, Megan Corbin, Nancy Ownby.