Welcome

We take care of you. It's time for MultiCare to take care of us.

Winning your Union election was a huge first step! Bargaining your first contract is underway- Check here for updates!

Bargaining Schedule

After months of shortening and cancelling sessions altogether, MultiCare's corporate team came to the table for the first several sessions in the new year. But at our last session, the corporate team stayed at the table for a TOTAL of 32 minutes, during which they doubled down on their low-ball wage offer.

The next bargaining session is May 9th. The cause of the lengthy gap is corporate’s scheduling requests, not ours. We’ve proposed weekly bargaining sessions, but corporate has refused, even canceling our Zoom bargaining session scheduled for April 16.

Proposals

Here are all the Union and Company proposals made in bargaining. This is an overview of all proposals. Please contact your bargaining committee for further questions.

*TA = Tentative Agreement

**CBA= Collective Bargaining Agreement

Article 1: Recognition

Overview: Recognition of the IAM as your union. View Full TA here.

Status: TA* reached Aug 8

History:

Union Proposed article: 7/30
Reached TA: 8/8

Article 2: Membership

Overview: This article outlines your union membership. MutliCare's anti-union proposal would weaken your union, your ability to enforce the contract, and the strength of your future contracts. An open shop allows workers to opt out of supporting the union, even though the union still represents them. This weakens union power by reducing resources, dividing the workforce, and making it harder to bargain strong contracts. In the long run, it undermines solidarity. This would give MultiCare more leverage and union members less.

Status: No TA

History:

Union proposed article: 7/30
MultiCare countered: 1/9
Union countered: 1/21

Article 3: Representation

Overview: This article outlines how union reps conduct certain business including how information is dispersed and how members are represented. The TA establishes union access, a union bulletin board, your right to shop stewards, and new hire introductory meeting. Read the full TA here.

Status: TA reached Feb 17

History:

Union proposed article: 8/8
MultiCare countered: 9/10
Union countered: 9/10
MultiCare countered: 1/21
Union proposed: 1/21

Article 4: Definitions

Overview: This article defines all of the job classifications that are represented by the contract Read Full TA here

Status: TA reached Jan 21

History:

Union proposed article: 9/10
MultiCare countered: 10/8
Union countered: 11/14
Reached TA: 1/21

Article 5: Seniority

Overview: Our proposal would give current members a fair chance to regain work hours if their schedules were cut due to workforce changes. Before offering an open position to the public, MultiCare would first be obligated to give affected employees the option to take positions that offers more hours— even if it doesn’t completely restore the employee's original position. This helps keep jobs within our team and supports those impacted by hour reductions.

Status: No TA

History:

Union proposed article: 9/24
MultiCare countered: 10/8
Union countered: 11/14
MultiCare countered: 1/21
Union countered: 1/21

Article 6: Discipline & Discharge

Overview: This article defines your protections against arbitrary or unfair termination or discipline and your right to union representation. Read the full TA here.

Status: TA reached Feb 17

History:

Union proposed article: 7/30
MultiCare countered: 9/24
Union countered: 11/14
MultiCare countered: 1/21
Union countered: 1/21

Article 7: Grievances

Overview: Grievances are formal complaints filed by union members when companies violate the CBA**. They are vital to allow union members to enforce their contracts. Read the full TA here.

Status: TA reached 1/21

History:

Union proposed article: 7/30
MultiCare countered: 8/8
Union countered: 8/23
MultiCare countered: 9/10
Union countered: 9/10
TA Reached: 1/21

Article 8: Safety & Security

Overview: Parkland has unique safety needs, and workers deserve a safe workplace. Our proposal does more to address your specific safety needs. Management's counteroffer would force Parkland to fall under the same safety policies as Good Samaritan.

Status: No TA

History:

Union proposed article: 8/23
MultiCare countered: 9/24
Union countered: 11/14
MultiCare countered: 1/21
Union countered: 1/21

Article 9: Hours of Work & Overtime

Overview: This article defined standards for working hours and overtime procedures. Corporate’s counteroffer is inadequate and significantly undervalues your time and skillset.

Status: No TA

History:

Union proposed article: 10/8
MultiCare countered: 12/9

Article 10: Leaves of Absence

Overview: This article defines the rules for leaves of absence and the protections for Parkland workers.

Status: No TA

History:

Union proposed article: 10/8

Article 12: Compensation

Overview: In this article, we proposed a fair and reasonable compensation package that included the raises and premiums you deserve. Corporate responded with very minimal increases for some positions and zero increases for LPNs. Corporate's wage increases don't even cover the raises you're owed. View the full table proposed by corporate at the bottom of this website.

Status: No TA

History:

Union proposed article: 12/9

Article 13: PTO/EIT

Overview: We proposed the same language as Good Sam for PTO/EIT.

Status: No TA

History:

Union proposed article: 12/9

Article 14: Benefits

Overview: The union submitted a formal request for information early on during negotiations regarding your benefits. Corporate did not respond to our request until Jan. 21st. MultiCare’s latest proposal included the elimination of their current “Pay-in-Lieu of Benefits” policy. This proposal would impact approximately 40% of our members, and it would result in wage decreases as high as 15% for those who are affected.

Status: No TA

History:

MultiCare proposed article: 1/9

Article 15: Management Rights

Overview: Proposed by MultiCare, this article outlines the employer's retained authority to manage the business, even when a union is present. Corporate’s proposal makes it very clear that they want to have absolute authority over you and your career.

Status: No TA

History:

MultiCare proposed article: 1/9

Article 16: General Provisions

Overview: This article overview that once the contract is ratified, both sides agree they negotiated fully and won’t renegotiate unless both agree to do so. Read the full TA here.

Status: TA reached Feb 17

History:

MultiCare proposed article: 1/9

Article 17: No Strike/ No Lockout

Overview: This article outlines that after the contract is ratified workers will not participate in work stoppages nor will MultiCare corporate lock workers out of the facility. Read the full TA here.

Status: TA reached

History:

MultiCare proposed article: 1/9
TA reached 3/7

Article 18: Duration

Overview: This article definesthet length of the contract. Once the contract expires, you begin negotiations for your second contract.

Status: No TA

Appendix A: Wages

Overview: We've proposed wage increases of 6% at year two and 6% at year three. Management has not responded to our proposal.

Status: No TA

History:

Union proposed article: 12/9
MultiCare countered: 2/6
Union countered: 3/7

ULPs Filed

What is a ULP?

Status Quo (Withholding Raises)

Bargaining in Bad Faith

An Unfair Labor Practice (ULP) is a complaint filed against an employer or union when an employee's rights have allegedly been violated under the NLRA.

Several ULPs have been filed against MultiCare because of their alleged action at Parkland. The ULP process is lengthy, membership solidarity is vital to hold corporate accountable.

Bargaining in Bad Faith

Status Quo (Withholding Raises)

Bargaining in Bad Faith

MultiCare sent out an email to employees where they admitted to purposely delaying negotiations to intentionally frustrate workers. Although they removed the email update, the law requires them to issue an apology and post a notice affirming they will not do it again, as their actions violate employees' legal right to unionize and bargain in good faith.

ULP filed 1/28/2025

Learn more

Status Quo (Withholding Raises)

Employers have an obligation to maintain status quo during bargaining. MultiCare's corporate team chose to withhold raises for Parkland.

ULP filed on 10/21/2024

Learn more

Employee Interrogations

Bargaining Nomination Interference

Status Quo (Withholding Raises)

Employers are not allowed to question employees about their union support. MultiCare management did.

ULP filed on 10/17/2024

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Bargaining Nomination Interference

Employers are not allowed to interfere in union elections or nominations. MultiCare chose to make coercive statements during bargaining committee nominations.

ULP filed on 5/15/2024

Learn More

Weingarten Violations

Bargaining Nomination Interference

Union members have the right to request union representation during investigatory meetings with management. MultiCare management ignored this.

ULP filed on 8/7/2024

Learn more

Site Access Denial

Employers are not allowed to interfere in protected concerted activity; including access for union reps or organizers to communicate with employees. MultiCare denied access.

ULP filed on 5/8/2024

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Voter Polling

Site Access Denial

Employers are not allowed to question employees about their union support. MultiCare management did.

ULP filed on 3/26/2024 (dropped post-election)

Learn More

Contact us

Beth Bergeon

I'm Beth Bergeon, your IAM representative. I am thrilled to be teaming up with workers at MultiCare to negotiate a strong first contract! Shoot me any comments, questions, or concerns you have— I'm here for you!

Contact Me

Mellissa Montgomery-Demyan

I'm Melissa, your IAM Organizer. I am here to support your efforts to fight for and win a strong first contract! If you have any questions or need more info, don't hesitate to reach out!

Contact Me:

Email: melissa@iam160.com

Phone: 206-747-0988

Welcome

We take care of you. It's time for MultiCare to take care of us.

SAVE THE DATE - MAY 5

Media Attention

Getting the Word Out

The Pierce County Labor Council Stands with Parkland

Bargaining Schedule

Bargaining Schedule

Proposals

ULPs Filed

What is a ULP?

Status Quo (Withholding Raises)

Bargaining in Bad Faith

Bargaining in Bad Faith

Status Quo (Withholding Raises)

Bargaining in Bad Faith

Status Quo (Withholding Raises)

Status Quo (Withholding Raises)

Status Quo (Withholding Raises)

Employee Interrogations

Bargaining Nomination Interference

Status Quo (Withholding Raises)

Bargaining Nomination Interference

Bargaining Nomination Interference

Bargaining Nomination Interference

Weingarten Violations

Bargaining Nomination Interference

Bargaining Nomination Interference

Site Access Denial

Site Access Denial

Site Access Denial

Voter Polling

Site Access Denial

Site Access Denial

Your Bargaining Committee

Previous Webinars

Webinar 1: The Bargaining Process & Why It's Taking So Long

Webinar 2: ULPs & How We Fight Back

Presentation: We Can't Do It for You

Corporate's Wage Proposal

Previous flyers

Contact us

Beth Bergeon

Mellissa Montgomery-Demyan

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