Next steps to win an agreement that invests in us as fronline workers.
It’s an opportunity to bargain economic increases in our contract, such as wages, premiums, differentials, and incentive pay to meet our needs now and to bring our wages up to competitive market rates. It’s not just a bonus; any contract provision attached to dollars is up for negotiation.
Under a reopener, we would not be negotiating elements of our contract that are not attached to economics. That means we will not be negotiating provisions such as New Employee Orientation language, holidays, discipline and grievance procedures, and others.
We are massively behind market rates when it comes to wages, and that is a fact. The question of whether this process is worth it is the guiding principle for our bargaining team. We will constantly ask ourselves when looking at Providence’s proposals — is this proposal worth bringing back to our co-workers for a vote? Is this proposal worth extending our contract for two more years? Is this proposal enough to be competitive and help us recruit and retain now?
No. If we reach an agreement, the agreement would have a built-in contract extension and we would not be going back to the table in 2023.
It means that all non-economic provisions will remain in place as written under our current contract. With a reopener, we are forgoing the chance to bargain them next year when our current contract is set to expire.
As we return to the bargaining table to negotiate an economic reopener, we have the opportunity to keep our vision alive — a vision where no one is left behind as the landscape of healthcare changes, and one where we get Providence Swedish back on track to lead the market.
We received a proposal from Providence Swedish that provides Swedish Service and Swedish-Edmonds Pro/Tech/Service workers year-for-year credit for past experience. While this will go a long way toward
Bargaining is moving forward toward a future where Providence Swedish can be the leader on retention and recruitment. We are focused on achieving pay and
Our second week of bargaining is underway, and we’ve made further progress toward meeting our economic needs. Our union bargaining team is consistently making sure
Ballard Critical Care Float RN, SEIU Healthcare 1199NW Executive Board Member
“We know that Swedish is not doing enough to recruit and retain healthcare workers. We delivered failing grade cards to CNOs across the system, sent emails demanding management listen to our concerns, attended unity breaks and have not stopped demanding management address the economic issues causing our co-workers to leave. We know Swedish can do the right thing and improve conditions so that we can recruit and retain — this is the opportunity for them to do it, and we will continue to take action until they do.”
Charge RN, Issaquah, SEIU Healthcare 1199NW Vice President
“Our contract is due to expire in 2023, but it’s clear that to remain at the top of the market and close the wage gap, we have to act now. What brought me to Swedish was its reputation as a world-class hospital and the chance to work with a topnotch care team, but turnover has led to rushed care and continued short staffing. It’s frustrating. The prospect of reopening wage negotiations early is a good thing! It’s going to help with our retention issues and ensure our units are safely staffed. We shouldn’t delay a fix to the crisis.”
EVS, Cherry Hill, SEIU Healthcare 1199NW Executive Board Member
“Unity is important to stand strong and if we have unity we have power. We are stronger together to hold management accountable so we can provide our patients with the best care. In order for us to provide the best care we need safe staffing and benefits for all.”