PRMCE - Grievance Update

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.

PRMCE RN Next Steps!

*Day Correction!
An earlier version of this notice read, "Tuesday, March 25". The correct day is Monday, March 25. Thank you for your patience.

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.

Contract Enforcement Meeting: March 25 @ 7:30pm 

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.

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.

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>>

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)

PRMCE RN We have reached a tentative agreement! We FULLY recommend a YES vote!

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.

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 

Let's review the highlights together: Monday, February 12, 2pm-3pm & 7:30pm-8:30pm >>

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

Providence Meal Waiver Update

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

Know your Rights! Providence Meal Waiver

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.

We will be holding a Zoom meeting on Monday, February 5, from 6 - 7 pm for all Providence members to ask questions about the meal waiver. Join the meeting at that time by clicking here:

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

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Health Care Rest Breaks & Meal Periods: Know Your Rights and Your Contract

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

*10 minutes is the WA State minimum. If your contract bargaining agreement (CBA) states 15 minutes, you should receive 15-minute rest breaks

• You must receive a paid rest break for every four (4) hours worked.

• You cannot waive your right to a rest break.

Meal Period: Your right to a meal period

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 >>

Relevant Laws:

• WAC 296-126-092

• RCW 49.12.480

PRMCE RN Negotiations & Upcoming Action

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.

Highlights of our 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

Meal Waiver Information:

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.

Upcoming actions:

• 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.

You can do two things now:

1. Sign in PRO on the legislation so legislators know where constituents stand on HB 2466 >>

2. If you'd be interested in writing written testimony so it's in the legislative record you can do that here >>

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:

1. 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.

2. 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.

PRMCE RN Negotiations are ongoing!

PRMCE RN Back to the table on January 22

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. 

PRMCE RN Let’s review survey results together on January 16!

In December, we sent out a survey to the entire bargaining unit, seeking your valuable insights to guide us in the upcoming mediation session with PRMCE. The response was overwhelming, with over 400 nurses sharing their perspectives. One key revelation from the survey is that resolving staffing issues is our top priority. However, the diversity of opinions on how to address this challenge highlights the complexity of our task.

Currently, we are diligently reviewing the survey results, paying special attention to the open-ended questions. Your responses are shaping the proposals we’ll be presenting during our mediation session. To ensure we hear all perspectives, we have scheduled an online meeting on January 16 from 8pm to 9pm. This gathering will serve as a platform to discuss the survey results and hear your thoughts on the potential proposals.

On January 22, we will be meeting with PRMCE management and a federal mediator. Our goal is to present a comprehensive proposal that addresses the staffing concerns of the bargaining unit. While the possibility of reaching an agreement during mediation exists, that decision will be made by our dedicated bargaining team. They will carefully weigh the survey results, your priorities, and potential workplace actions when determining the best course of action for the unit.

Whether we reach a deal or require additional mediation dates, your support is vital. Our solidarity is our strength, and together, we can achieve a contract that genuinely addresses our staffing issues. Let’s stay united and focused on the common goal of securing a better future for all of us.
— RN bargaining team 

Survey Results Review: January 16 from 8pm to 9pm 

One tap mobile: US: +12532050468,,89131758946# or +12532158782,,89131758946# 

Meeting URL: https://us02web.zoom.us/j/89131758946?pwd=WUwreTZqYmtNd01HYml6UlliTCtuQT09 

Meeting ID: 891 3175 8946 Passcode: 303568

PRMCE - Back to the Bargaining Table!

We will be bargaining on January 22, 2023! We're gearing up to head back to the bargaining table with PRMCE, and a federal mediator will be joining us. Before we step into mediation, our bargaining team will carefully analyze the survey results. These results shed light on the priorities and concerns of our bargaining unit.

Remember, the deadline to submit your survey responses is December 31, 2023. If you haven't already completed the survey, you can access it through the link below:

Come January, we'll be sharing a summary of the survey findings via Zoom ahead of our mediation session. Keep an eye out for the scheduled meeting date—we'll promptly share it with you.

Our goal on January 22, 2023, is to tackle the priorities highlighted in the survey. As representatives of the RN bargaining unit, our bargaining team holds the authority to potentially reach a tentative agreement on that day. This tentative agreement will then be subject to a vote. The team will carefully assess various factors, including the survey results, to ensure that any proposal aligns with the unit's priorities.

Your participation and input through the survey is crucial. Let's work together to address our concerns and strive for an agreement that reflects our shared priorities.

For questions or to get more involved, please reach out to Union Rep Anthony Cantu at (206) 436-6566.

PRMCE RN Contract rejected.

Today, December 15, nurses have spoken and have rejected the tentative agreement by a 51% (463 out of 893 cast ballots) and have rejected strike authorization by a 47% (425 out of 893 cast ballots) meaning that we have not reached the necessary two-thirds threshold to authorize a strike.

We will be continuing our quest for improved staffing levels crucial to delivering the quality care our patients and community deserve. Since the beginning, our unwavering dedication to refining staffing language, amplifying our voices within the Hospital Staffing Committee, and aligning with staffing law guidelines has been steadfast.

Nurses have democratically voiced their opinion that the tentative agreement will not do enough to resolve our staffing challenges, but it is a step in the right direction. Our skepticism toward Providence’s resolve to address staffing issues is loud and clear.  

Every individual's commitment is crucial; we urge all to push forward in advocating for better working conditions and superior patient care.

Your invaluable insights are needed now more than ever. We seek your guidance on where to focus our attention for our next bargaining session. Your voices remain integral in charting our path forward in this ongoing journey toward improved working conditions and unwavering dedication to superior patient care.

What to expect for next steps: 

• UFCW will inform Providence that the contract was rejected and request bargaining dates to return to the bargaining table.

• A Union Survey will be sent out to all nurses to hear feedback on what you would like to see specifically improved in the contract offer.

• The Bargaining Team will meet to review the surveys and strategize on how best to address those issues

PRMCE RN Contract Votes set for December 15!

After almost eight months of negotiations, we have reached a tentative agreement with Providence Everett (PRMCE)! From the beginning our goal was to improve staffing to ensure our patients and community would receive the quality care we so desperately want to give them.

We are the first hospital in WA state to have binding mediation for unresolved chronic staffing issues and a staffing premium for RNs when their unit is staffed below the Hospital Staffing Committee’s staffing plan, which is created by nurses and nurse managers. 

We won language on market analysis triggers and a full contract opener 6 months earlier in April 2026, meaning we can get to the table as early as January 2026 to negotiate a new agreement and remain competitive with other hospitals.  

The tentative agreement is fully recommended by a majority of the bargaining team!  

Union members in good standing will have a choice to approve or reject the tentative agreement and approve or reject a strike via an online vote on December 15 from 6:30am to 8pm. All voting will occur online, and we will hold optional in-person meetings at the Colby and Pacific/Pavilion campuses: Colby Campus in the MOB Olympic Room from 6am to 9am; 11am-2pm; 5pm-8pm and at Pacific Campus in PAV 5 from 6am to 9am; 11am-2pm; 5pm-8pm.  

Please stop by so we can share how the new 12 month progression calculation positively affects your wage increases.  

On Friday December 15 at 6:30am you will receive a secure email with your unique log-in credentials. Because this is a secure online vote, it is important that your personal contact information is up-to-date with our Union!  Update your Personal Contact Information >> 

If you have not signed your UFCW 3000 Membership Application yet , please make sure that is done as soon as possible so you can vote! Go to join.ufcw.org/join/3000 

Join us for a Zoom meeting Monday December 11 from 6pm to 9pm to discuss and answer questions about the tentative agreement document.

"United, we've proven our strength to Providence. Let's enforce this contract, safeguard patient care, and keep our nursing family strong. Our solidarity is unwavering—we'll fight on, legislatively and in our workplace, ensuring patient safety and nurses’ well being.” Carrie Rimel Cath Lab RN

Frequently Asked Questions

Did we win a 3 year contract or 2.5 year contract? 

We won a 3 year contract expiring 10/30/2026 with the right to fully open the contract at 2.5 years, 90 days prior to April 30, 2026. This means the Union or PRMCE can open contract in January 2026 for bargaining and build a campaign up to potential strike after April 30, 2026. The entire contract will open including the No Strike Lockout article. It would be an Unfair Labor Practice for Providence to refuse to bargain with us after the contract is opened.  

Will we receive EIB on day one of a regular illness? Yes, nurses can now use their EIB for an illness. You can choose to use your PTO or EIB for that day.

For the extra shift incentive, if a nurse picks up a shift and that puts the unit at 85% staffed, does everybody else who picked up an extra shift receive straight time?

No they will post for extra shift incentive after the final schedule has been posted. If anyone picks up an extra shift they will receive the extra shift incentive even if that puts the unit above 80% staff. The contract language we won is like Providence St. Peter and Providence Centralia. This staffing premium also applies to the float pool. 

View the Vote Document and Hospital Wage Comparison document here >>

PRMCE RN We have reached a tentative agreement!

After almost eight months of negotiations, we have reached a tentative agreement with Providence Everett (PRMCE)! From the beginning our goal was to improve staffing to ensure our patients and community would receive the quality care we so desperately want to give them. We identified that we could achieve this through staffing language, which would strengthen our voices on the Hospital Staffing Committee and supplement the staffing law’s guidelines (https://ufcw3000.org/safestaffing), and being competitive with other area hospitals.

It was through our collective actions we were able to pressure PRMCE to accept many of our staffing concepts, including a staffing premium. We went out on an unfair labor practice strike because PRMCE was not considering our proposals in good faith. PRMCE told us they would never agree to a staffing premium before or after a strike, but the power of our strike pressured them to agree to this and additional staffing language and incentives. We are the first hospital in WA state to have binding mediation for unresolved chronic staffing issues and a staffing premium for RNs when their unit is staffed below the Hospital Staffing Committee’s staffing plan, which is created by nurses and nurse managers.

Additionally, the third year of the contract was a major priority to assure we can recruit and retain nurses when other hospitals negotiate in 2025- and not have an exodus of nurses again.

We won stronger language on market analysis triggers and a full contract opener 6 months earlier in April 2026, meaning we can get to the table as early as January 2026 to negotiate a new agreement and remain competitive with other hospitals. We will join solidarity actions with other Providence Hospitals in 2025- and take that energy into our early 2026 negotiations.

The tentative agreement we reached on December 1st meets our goals and is recommended by a majority of our bargaining team!

We will be holding a Zoom meeting this Tuesday December 5 at 8pm to discuss and answer questions about the tentative agreement document and next steps.

We will be giving nurses a choice to approve or reject the tentative agreement and approve or reject a strike via an online vote on December 15 from 6:30am to 8pm. Similar to the strike authorization vote in October, all voting will occur online, and we will hold optional in-person meetings at the Colby and Pacific/Pavilion campuses.

Your voice is important, and we encourage you all to read through the tentative agreements below and vote online on December 15. Only members in good standing are eligible to vote.

Summary of tentative agreements:  

Full Tentative Agreement Redline on the PRMCE RN contract page at ufcw3000.org >>

Economic

• Extra shift incentive: If a nurse’s unit is staffed at 80% or below then, full-time RNs (.9 – 1.0 FTE) who pick up an extra shift shall receive double time. Part-time nurses (.05 -.89 FTE) who pick-up an extra shift will receive 1.5 their regular rate of pay and will receive double time if they work above a .9 FTE. Per diem nurses who work more than 2 shifts per pay period shall receive 1.5 their regular rate of pay and double time if they work above a .9 FTE). The Employer can offer an incentive above this requirement, but this now the minimum incentive that nurses must receive when picking up an extra shift

• President’s Day is swapped for Dr. Martin Luther King Day (MLK)

• Christmas Day for Night shift RNs: The holiday will be defined as 6:30am on December 25th to 7am on December 26th

• Holiday Substitute: Nurses can switch a holiday for a day of importance to them. Example: switching MLK Day for your birthday

• Low Census: traveler RNs will censused before agency RNs

• Weekend pay expanded- Nurses working Saturday and Sunday night will receive weekend pay for Sunday night

• Twelve .9 FTE relief nurses will be hired to cover meal and rest breaks

• Shift differential increased to $3 for evening shift and $5.25 for night shift

• Low census standby increased to $4.75/ hour

• Standby differential increased to $6.75/ hour

• Relief charge nurse pay increased to $3/ hour

• Intermittent night shift premium of 1.5 time regular rate of pay for non-night shift nurses who pick up a night shift

• Preceptor pay increased to $2/ hour

• Float pool pay increased to $5/ hour

• Non-float pool pay increased to $2/ hour

• EIB will now be paid out on day 1 of an illness

• Health insurance premiums will not increase more than 10% on a blended average in 2024 or 2025

• Bereavement leave shall increase to 40 hours of paid time for spouses, significant others, or children.

• Professional development leave: 40 hours prorated by FTE

• Continuing education increased to $700 for .75 - 1.0 FTE and $500 for .6 - .74 FTE

• Tuition Reimbursement: Up to $5,250 for .75 FTE or more and up to $2, 625 for .74 FTE to .5 FTE

• Wage increases

Two pay periods following ratification, the following wage scale will be implemented.

The new base rate of $43.91 aligns with Swedish Edmonds and the top of the scale exceeds Swedish Edmonds through June 2025.

Effective the first full pay period following 10/1/2024, nurses will receive a four percent (4%) across the board increase.

Effective the first full pay period following 10/1/2025, nurses will receive a four percent (4.5%) across the board increase.

• For Nurses on the payroll upon ratification and who were also on the payroll on June 1, 2020, will be paid a bonus of $1,200, pro-rated by FTE (per diem will be counted as .25 FTE) on the second full pay period following ratification

• For Nurses on the payroll ratification and who are also on the payroll on December 1, 2025, will be paid a bonus of $1,000, pro-rated by FTE (per diem will be counted as .25), less applicable withholdings, on the first full pay period following December 1, 2025

• Year for year experience- All nurses will receive one step for one year of continuous experience. Nurses with 12 months or less shall be placed on the corresponding step on February 1st, 2024, according to their resume on file. 60 days from ratification, current nurses shall have the opportunity to resubmit their resumes to HR to adjust their wage steps. On March 1, 2024 nurses will be placed on the corresponding step based on their resume on file

• Wage step increases- Wage step increases will now be calculated using 12 month increments versus 1872 hours. There will be a recalculation of wage step increases for all current nurses’ steps. Annually nurses will start advancing one additional step on their work anniversary after ratification. In 2026, nurses will progress through the remaining steps to reach the appropriate level. For instance, if a nurse, working at a .75 FTE, should be on wage step 14 based on a 12-month calculation, but is currently on wage step 10 due to the 1872-hour calculation, their wage steps will be recalculated. They will get two step wage increases in 2024 and 2025 and then be brought to their appropriate step in 2026

• Modified Baylor Shift- Positions will be posted 30 days after ratification for positions which will work a .6 FTE only on the weekends. All weekend shifts will be paid at 1.5 regular rate of pay and additional shifts will be paid at straight time, unless overtime rules apply

• Night shift differential- Night shift nurses, who have 24 months or more working on night shift, will receive an annual bonus of $1,500 (prorated by FTE) on January 1, 2025

• Staffing Premium- Nurses working in a unit averaging at or below 85% staffing according to the plan will receive a $300 bonus (prorated by FTE) the following month. Per diems will receive this bonus prorated at .3 FTE. This will expire one year from ratification but can be revisited by the Hospital Staffing Committee

• 2.5 year agreement- The Hospital and the Union have agreed to initiate contract renegotiation by or before April 30, 2026, allowing for negotiation closer to other area hospitals' contract expirations

• Market Analysis  of wages will be conducted every September and the results will be shared with the Union. If there is a difference between the average of the current wage scale and the average wage of the market analysis the Hospital and Union will meet to discuss solutions, like wage increases or bonuses, to make PRMCE more competitive

Non-economic and Staffing

• Union membership- New nurses will have 21 days to join the union or 14 days to opt out of union membership. Newly hired nurses who do not opt in or opt out of the union shall be removed from the schedule within 30 days of the union notifying PRMCE. If the nurse does not make an election within 90 days after PRMCE receives notice from the union the nurse shall be discharged. This language grants more time, when compared to the previous language, for new nurses to make a decision on union membership. Nurses may opt out of union membership and donate their union membership fee to a non-religious organization if their religion objects to them joining a labor organization. Personal emails shall be provided to the union, if available

• Access to conference rooms on units- The Union representative shall have access to the conference rooms on the floor

• Non-Discrimination language which reflects diversity, equity, and inclusion

• Charge nurses and relief charge nurses shall generally not be expected to take a patient assignment. A charge nurse will only take a patient care assignment if it is mutually agreed upon and the charge nurse will use their professional judgment to determine if they should take a patient assignment

• Updated Skill departments

• Nurses can email the Hospital if they wish to accept a recall position

• Discipline- Written warning will be removed after 18 months (about 1 and a half years), upon request, as long as the warning is not related to patient care violations. Coachings will be removed after 9 months, upon request

• Staffing- The Hospital Staffing Committee members will be comprised of 50% or more nurses per SB 5236 staffing law and decisions must reach consensus  Subcommittees shall review CSIs for their units and make recommendations to the Hospital Staffing Committee

• Binding Mediation- Chronic staffing issues existing within the same category for at least 90 calendar days can be moved to binding mediation one time per year. A mediator will hear solutions from the Hospital and the Union and then make a recommendation on a solution. The solution will be sent to the Hospital Staffing Committee on whether or not to adopt the solution

• The Hospital will review exit interviews, adverse events, and retention interviews

• MOU Collaborative Approach to Full Staffing- Commitment from Providence to staff the right staff, in the right place, at the right time. And timeline/process for working together through the Hospital Staffing Committee

• One year from ratification RN turnover goal is set to 15%. First Year RN Turnover: Over 25% top priority department, between 20-24% “at risk dept”, between 16-19% "watch list dept”, at 10% or below “share best practices”. Whenever a department is at 20%+ FYTO, a process is triggered to identify root causes for turnover and immediate solutions for retention

• Innovative staffing models, like the co-caring model, require approval by consensus from the Hospital Staffing Committee

• The Hospital will pay nurse techs for clinical hours  

• Adoption of the Healthy Work Environment (HWE) standard: skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, authentic leadership, and workplace violence

• Hospital Staffing Committee and Subcommittees will meet to review the open positions in units, review retention interview data and exit interview data, review, adjust, and employ tactics for retention and recruitment

• Core leaders and nurse volunteers will visit job fairs and schools to recruit nurses

Nurse Zoom Meeting
Tentative Agreement Q&A and next steps
Tuesday December 5 at 8:00 pm via zoom

*Join us to ask questions about the tentative agreements, what are the next steps if the contract is not approved, and any other questions you may have. We hope to see you there!

Join Zoom Meeting:

https://us02web.zoom.us/j/81373254464?pwd=aVV0d3Q1YlhGaHByeVRycGV3QkF2QT09
Meeting ID: 813 7325 4464
Passcode: 757437

CONTRACT VOTE
Friday December 15- online and in person meetings at Hospital

*As soon as rooms are confirmed, we will email the times and locations of in-person meetings

Strike Benefits:

Strike Benefits checks were mailed on Monday 11/27 to all nurses who picketed 20+ hours and completed a W9. A second batch of checks will be sent this Monday 12/4 for nurses that forgot to sign in/out on at least one shift and had a "miss punch". We gave credit for these shifts and fixed the hours- and Union Leadership made the decision to pay out strike benefits to all nurses who picketed for 16+ hours. This makes sure there is a buffer to get the most people strike benefits and take into account any issues with sign in.

If you would like to confirm the status of your strike benefit check or would like to request additional financial hardship assistance, please email Kendra Valdez at kvaldez@ufcw3000.org. 

PRMCE RN We return to the bargaining table!

On November 30 and December 1 we will return to the bargaining table with Providence Everett (PRMCE) management. We will be using a federal mediator to facilitate the bargaining process and we will continue reiterating that PRMCE bargain in good faith so we can reach an agreement which addresses the staffing needs of our community.

Our strike has shown PRMCE that we stand united with the community, elected officials, labor unions, and patients in our demands for better staffing standards. We will be holding a Zoom meeting after our mediation session on December 1 to inform everyone about our progress at the bargaining table and next steps.

Please join us Friday December 1 from 8pm-9pm via Zoom

Additionally, if you completed 20 hours or more of strike duty and filled out your W9 form you should be receiving your strike benefit via mail by December 1st. If you have follow up questions about your strike benefit or where to submit your missing W9 form in-person, please reach out to Union Representative Anthony Cantu, 206-436-6566.

PRMCE RN We walked the line to ensure safe staffing!

We Walked the Line to Ensure Safe Staffing – Our Community, Patients and Co-workers stood with us 

Over the last five days over a thousand nurses, family, friends, labor unions, elected officials, and community have walked the picket line with us to demand that Providence consider our common-sense staffing proposals in good faith.  

Over the last five days, one thing is for sure: Providence has heard us loud and clear. 

Watch the strike round-up slideshow! >>

This morning, 11/19, we return to work with the hope that Providence will engage in meaningful bargaining and really listen to the solutions we are demanding. If you have any issues with your return to work, call your Union Representative Anthony Cantu or the Member Resource Center at 1-888-210-3000. 

Throughout the ten-day strike notice period and throughout the ULP strike, Providence chose not to negotiate. But now, with our ULP strike concluded, they've expressed an interest in returning to the bargaining table. This time, as we resume negotiations, a federal mediator will join us to facilitate a fair and productive process. 

While we await the negotiation date, it's essential to plan our next steps and reflect on the impact of our ULP strike. Join us for a strike captain meeting on Tuesday, November 21st, at 8 pm to debrief the strike and discuss next steps. 

If you completed 20 hours of strike duty and filled out your W9 form completely, your strike benefit check will be sent by Friday November 24 via regular mail to your address.  If you did not complete your W9 form, please fill it out and arrange a time to submit your form in-person to UFCW staff. >>

“We are not going let our community suffer—that’s not what we’re here for. Providence has to step up. They need to understand: all that we ask is that you come to the table with open minds, open hearts, open ears, open eyes. Let’s get this done so we can get back to work.” -Juan Stout, bargaining team member 

“We all could have made the decision to believe Providence when they said the best they could do is what we’ve been experiencing for the past year and a half, and that that’s what they wanted for us in the future. We disagree. They can do better and we need them to do better.” -Kelli Johnson, bargaining team member 

Our journey is far from over. Together, let's persist, let's continue to stand united, and let's keep pushing until we secure the changes we're fighting for. 

Strike Captain Meeting (& open to all nurses!)- Tuesday 11/21 8pm via zoom 

• Debrief Strike- lessons learned, feedback, what went well and could be improved in future 

• Discuss Next Steps 

UFCW 3000 Podcast Episode 10: Voices from the strike line at Providence

It's our first STRIKE EPISODE! UFCW 3000 member and self-taught podcast host Michaela (plus Episode 1 guest Kristina) drove out to both picket lines at Providence Regional Medical Center in Everett, where nurses have been out on an unfair labor practice strike since 6AM on Tuesday 11/14. Hear directly from these striking nurses about what's at stake in their fight for a fair contract that respects their dedication and supports safe patient care for their community. To hear more from Providence Everett nurses, check out Episode 7: “It’s your hospital, it’s your health care, it’s your community” for Michaela's interviews with nurse bargaining team members.

UFCW 3000 union shop steward Michaela is always ready to answer fellow members’ questions about their union. She’s also a devoted murder podcast listener. Put those interests together, and she decided to start a union podcast to get all her coworkers’ questions and her own questions answered, and to meet as many people as possible who could share what it means to be a part of UFCW 3000. (No murder on this podcast, only solidarity!)

*The information shared on this podcast is offered by rank and file union member leaders of UFCW 3000. There may be inaccuracies or misstatements shared, as members will be speaking from the lenses of their perspectives and life experiences. While members are doing their best to share good information, we can make no claims to 100% accuracy and this podcast should not be construed as legal advice.

PRMCE RN Plans for our return to work

Our ULP strike will end on Sunday November 19 at 6am. You should receive a message from your supervisor with instructions on your return to work if you are scheduled to work on November 19th. 
 
If your November 19 shift start time is before 6am, please report to work at 6am. If your November 19 shift end time is between 6am to 7am, please report to work at 6am unless your supervisor tells you otherwise. 
 
We encourage you to join us from 4am to 6am to help walk nurses back to work and finish our ULP strike strong.We stand united and will continue to be united until PRMCE bargains in good faith and we reach a contract which addresses the staffing needs of our patients and community! 
 
We will send out a bargaining update on Sunday November 19 with details of our next steps.