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June 10th
Today we met management once again for our next day of local Tech bargaining. Management claims to be tentatively optimistic that they will have a response by our next bargaining session.
We also tentatively agreed to management’s proposal to eliminate Article 18J, which covers requesting prepay for vacation. This language has become obsolete with the adoption of direct deposit. We had hoped this good-faith agreement would prompt management to bring some counters to the ten open labor proposals still on the table, but unfortunately, today felt like all retch and no vomit.
Our team closed the day by sharing how we’re feeling about bargaining now that we’re halfway through our sessions — particularly emphasizing our strong desire to see real movement on our proposals.
We would love to have observers join us, especially now that we’ve moved into financial discussions. If you’re able, please sign up and attend our next session at the KPB Building on June 24th. Click here to RSVP to be an observer.
And don’t forget to Red Up on Tuesdays to show your solidarity and remind management that we stand together: one voice, one future!
Also, it’s worth noting that our membership through the Business Line and Kaiser is doing well — successfully expanding and acquiring new healthcare systems across the country.
This is especially important to know because today we presented our comprehensive economic proposal, which includes a 23-step wage scale, adjustments to differentials — including the introduction of a weekend differential — and increased funding to our Tech Ed Fund.
Click Here to Watch Our Video Update!
May 23rd
n our most recent bargaining session, management continued to fall short on bringing forward proposals at the pace they should. Day five kicked off with zero counter-proposals from management — and that didn’t change, even after extra caucus time. Labor actually had to explain to management why a career ladder benefits Kaiser’s interests. This is something we already have in place, and we’re simply looking to expand it for all Techs.
We passed proposals for updated differential language, including a brand-new weekend differential, which is being advanced by all bargaining units. Meanwhile, management continues to stall on all economic proposals and refuses to make any decisions until they’ve seen our entire economic package. We’re hopeful that by the next session, we’ll have updated wage proposals covering all Techs, all wage steps, and longevity increases — but management won’t respond until every proposal is on the table.
We’ll be back at the bargaining table on June 10th, and we’d love to have you there! Sign up to be an observer and show your support as we move into critical economic proposals.
Below is a list of Tentative Agreements (TAs) we’ve already locked in, along with outstanding proposals from both Labor and Management, each waiting on counter-proposals.
Here are the current proposals so far with Tentative Agreements:
- Gender Neutral Contract Language: TA’d 4/1/25
- Article 5G Temporary Reassignments: TA’d 4/29/25
- Article 5H Thirteen Hour Ortho Techs BKMO: TA’d 4/29/25
- Article 7A Job Postings: TA’d 4/29/25
And the outstanding proposals from Labor:
- Contract Alignment
- Technical Employee Career Ladder
- Current Updated Differentials
- Weekend Differentials
- Bereavement
- BU Work Protections
- Staffing and Backfill Incentive
- Tech Ed fund covering licensure
- Vacation bank rollover
Outstanding proposals from Management:
- Article 2G Lead Tech selection language
- Article 7B Vacancies and Transfers
- Grievance procedures
- On-Call Availability updates
- Consecutive Day Pay Removal
- Vacation Prepay Removal
- Histology Thanksgiving language removal
Click here to check out our video update as well!
April 29th
The Tech bargaining team had a productive session today! We were able to secure four Tentative Agreements (TAs). The first three are simple contract cleanups; we agreed to remove Article 5 H and Appendix B (13-Hour Weekend Ortho Techs at BKMO) because they are no longer relevant, and we all agreed to modernize the language in 7A to reflect electronic job postings instead of physical bulletin boards.
Our biggest success today was something we've been trying to accomplish for the last three bargaining rounds, and we did it! We have a Tentative Agreement to add the word “Unforeseen” to our 5G Temporary Reassignment language! Management has been abusing this article for years to force employees to float all over the region, changing their schedules, their commutes, and disrupting clinics all over the area, instead of providing sufficient staff to provide the patient care we expect to provide. With the addition of this word, we can limit the frequency this article is used, and bring it back to its intended use to cover actual emergencies (ie: pandemics, floods, fires, system outages, etc) instead of forcing members to float last-minute to cover open shifts that are known well in advance.
We also finalized interests from both Management and Labor. Labor shared comprehensive wage studies that outlined where our Techs are hurting most. Several other proposals were shared on both sides, and we were able to start having real, in-depth discussions about the issues the Techs are seeing in the workplace every day. We heard about concerns from management, and we were able to determine that there is a shared interest in resolving these concerns. We are confident that we can make progress in finding ways to address these issues that will satisfy both sides.
April 15th
Management started with countering labor’s proposal regarding Article 5 language. We want to make sure our members are not being reassigned to another work location on a regular basis due to staffing deficiencies or lack of planning and backfill. Labor is interested in strengthening this language in order to provide work stability, increase retention of new hires, and decrease the amount of grievances filed due to violations by management. Management’s counter-proposal redlined most of our language changes, and after listening to their concerns and experiences, we proposed another version. Management will consider and discuss at the next session.
Labor then presented two proposals: to align the Tech Bargaining Unit contract dates with other bargaining units, which gives us the right to strike with the other units if we all chose to do so, and to officially accept a generic template for a Career Ladder program that would provide incentives for all techs for education and engagement. Management asked clarifying questions, then committed to discussing the numbers and financial impact in order to continue the discussion next session.
Next, management submitted a proposal regarding an amount of time an employee should be in a job code before moving to another internal position, in an interest to reduce turnover, expense, and wasted training time. Labor discussed it in a caucus, and reported to management that since this isn’t a subject that has been discussed with our membership, we first need to hear the thoughts of the tech group stakeholders before committing to a Tentative Agreement (TA). We will tentatively plan to answer next session.
Finally, management presented a list of LOU’s with an interest in reviewing them for sunsetting. We will be reviewing these periodically.
Before the final caucus of the day, we set an agenda for the next session with the express hopes to be able to reach some tentative agreements. Make sure to RSVP if you want to attend upcoming sessions as an observer.
April 1st and 2nd
We finished the first two days of bargaining. So far, we feel that management is working in
Partnership with us, but we still have a long way to go to get what we need for our Bargaining Unit.
On Day One we were able to share high level interests on both sides. There were several interests that were aligned between management and labor. Staffing, with a focus on retention and recruitment, remains our top priority, and we made it clear to Kaiser that they will have to open their wallets to achieve this. We were able to reach a Tentative Agreement (TA) for a more inclusive contract that contains gender neutral contract language.
On Day Two, we did deeper dives into interests from labor and management. Proposals were shared and countered. We feel like good progress is being made.