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PeaceHealth St. John Lab Pros Get Resistance at the June 28th Bargaining Table

On June 28th, the Lab Professionals at PeaceHealth St. John in Longview, Washington had their latest in a months long series of negotiations for their next union contract. As has happened in the past several sessions, management has refused to bargain on required issues and are denying our members the ability to receive living wages. The Lab Professionals are facing historically low wages for their position relative to the market, which means that staffing levels have been low enough to potentially harm the future of patient care. This is a problem that many of our members have seen in their own fight for safe staffing, and the St. John workers are facing a particularly acute case. 

The best thing you can do to support these workers is to come out to the July 2nd picket at PeaceHealth St. John Medical Center, 3-5pm (1615 Delaware St, Longview, WA 98632) so you can show management the community is behind us. 

Click Here to RSVP for the Picket


OFNHP Position

Employer Position

Fair Wage Increase Comparable to the Bellingham PeaceHealth Lab

  • 15% raise May 1, 2023
  • 6% raise May 1, 2024
  • 5% raise May 1, 2025
  • 4.5% raise July 1, 2023
  • 3% raise May 1, 2024
  • 3% raise May 1, 2025

Fair Scheduling

  • We won the schedule our members deserve! Please see the attachment.

 

Safe Staffing

  • A safe staffing ratio which includes minimum staffing per shift and 1.5x pay when we are staffed unsafely. Our patients deserve safe staffing.

 

  • Rejected any minimum staffing safe staffing language in the contract. Proposed a quarterly staffing committee. The employer has yet to bring evidence that staffing committees are successful at PeaceHealth.

Improve PTO

  • Same PTO accrual rate to management.
  • Rejected.

Restore Union Member Voice in the Workplace

  • Remove the Employer Rights article and restore equal voice for union members and management in the workplace.

 
  • Rejected.

Fair Discipline Procedure

  • A right to a union representative when you receive discipline.
  • A disciplinary procedure focused on coaching and improved timelines for discipline.

 

  • Rejected.
  • Rejected.

Position Transfers

  • Fair process to apply for vacant positions which emphasized opportunities for current staff.

 
  • Rejected.

 

Overtime and Distribution of Additional Shifts

  • Restore fair overtime calculation and pay so your overtime is not taken away from you.

 

 

  • Rejected.

 

 

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