In the ongoing negotiations for a new contract at Skagit Regional Health (SRH), the Union Bargaining Team, represented by members of UFCW 3000, has shown an unwavering commitment to enhancing labor conditions and protecting the rights of healthcare professionals. This article delves into the current state of union negotiations, the progress made, and the united front that union members are presenting against the challenges being faced.
Union Representation and Bargaining Team
The Union Bargaining Team consists of an experienced group dedicated to fighting for a fair contract. This team includes Marilyn Faber as the Union Representative and members like Cindy Tjaden, Isabel Contreras, Kalisa Dolph, and several others who work diligently to represent their colleagues at SRH. Their aim is to ensure that all personnel receive the support and representation they deserve in their roles.
Progress Made in Negotiations
Over three recent meetings with SRH management, positive strides have been taken in terms of non-economic aspects, which are crucial for the overall improvement of employees’ working conditions. These aspects pave the way for ensuring better job security, work-life balance, and a supportive workplace environment. Notably, the Union has made substantial progress in advocating for a strong union identity and governance structure that echoes the principles of Equity, Diversity, and Inclusion.
Despite the initial hurdles faced, including interruptions and technical difficulties during sessions, the Bargaining Team remains optimistic. As Annalise Pasillas noted, “Every step gets us closer to the contract we deserve.” This sentiment echoes the perseverance of the team and highlights the collaborative spirit of the members.
Significant Tentative Agreements
Several tentative agreements have been reached that are noteworthy:
Early Bargaining Sessions: Initiating bargaining discussions 90 days before the contract expiration illustrates a proactive approach.
Strengthened Union Language: The union is advocating for stronger language that enhances their collective ability to operate effectively.
Equity, Diversity, and Inclusion: Including impactful language related to these values acknowledges the diverse workforce and promotes a culture of acceptance and understanding.
Shop Steward Duties: Improved provisions will enable shop stewards to perform their duties more effectively across the hospital and clinics.
Access to the Collective Bargaining Agreement (CBA): Employees will now have direct access to their CBA via the hospital intranet, promoting transparency and awareness.
- Clarified Meal and Rest Breaks: Proposed adjustments will enhance flexibility for staff and ensure adherence to new laws protecting their rights.
Workplace Challenges
However, the bargaining process hasn’t been without its challenges. The employer has shown resistance to certain union requests, particularly in limiting access for union representatives and refusing to negotiate changes to job descriptions. This creates an environment where the union must consistently advocate for its rights and the rights of its members, reminding both management and employees of the importance of fair representation in the workplace.
The union team has firmly stated its position against any takeaways during this negotiation cycle, emphasizing the importance of maintaining existing benefits and working conditions. This steadfast stance demonstrates the collective unity of the union members, highlighting the necessity of standing firm against management attempts to limit their rights.
Call to Action for Union Members
As negotiations proceed, it is crucial for all members of UFCW 3000 to rally around their Union Bargaining Team. This unity manifests not just in support through words, but also in visible actions, such as wearing union colors at the workplace. The next bargaining sessions scheduled for October and November are critical, and attendance at events like the Contract Action Team (CAT) meeting on October 9, 2025, is encouraged.
The meeting, held at the UFCW 3000 office, offers an open forum for members to engage, voice concerns, and strategize on collective actions. It’s an opportunity to reflect on progress, discuss future objectives, and reaffirm commitment to negotiating a fair contract.
Conclusion
The negotiation process at Skagit Regional Health, spearheaded by the UFCW 3000 Bargaining Team, represents a vital movement towards improved working conditions and greater representation for healthcare workers. The progress made thus far is a testament to both the dedication of the Bargaining Team and the collective spirit of union members.
As this journey continues, the union stands to reinforce the importance of solidarity and the essential role it plays in securing a fair and equitable work environment. Now more than ever, it’s crucial for all members to engage actively in the process, ensuring their voices are heard and their rights protected. The commitment to keeping the momentum going is clear: Keep Pushing! Keep Moving! Keep Fighting! Together, they will strive towards achieving the contract that not only meets but exceeds the expectations of all members at Skagit Regional Health.
