Tentative agreement reached for Providence

On our 26th day on strike, after nearly a week of intensive bargaining and mediation with Providence, our bargaining team has made the difficult decision to recommend a tentative agreement with PPMC for a ratification vote. Providence has told our bargaining team that this proposal is the most they will offer at this time, and they believe it will be acceptable to our membership. Our bargaining team believes that our members must weigh in with a formal vote for the process to move forward. As a democratic organization, we rely upon feedback and guidance from our members at critical times, and this is one of those times. We have not achieved all of our priorities in the tentative agreement that we’re putting forward. However, after consultation with other bargaining teams at other Providence hospitals, the consensus opinion is that a membership vote is the best way forward. Providence nurses across PPMC and workers across the system have demonstrated incredible and unprecedented unity throughout our 26 day (and counting) strike. And that continued unity in action will determine our path forward as a union, either with or without a settled contract agreement. Our strike will continue while our ratification vote is conducted. Here is a summary of the changes in our tentative agreement:

Tentative Agreement Summary Wages 2025 - 11% increases 2026 - 4% & fill in “ghost steps” (22-30) on wage scale 2027 - 4% Healthcare Benefit Navigator & Healthcare Workgroup Side Letter Staffing Side Letter on Staffing including commitments to explore universal acuity tool and establishing criteria for 1:3 assignments on specialty units. PTO No change Contract Alignment No alignment – 3-year contract for PPMC. Contract expirations remain unchanged at other Providence ministries. Additional Economic Changes Retention Bonus of $2500 for 0.9 FTE and prorated by FTE - 1 year after ratification. Raise Standby Rate for Low Census Standby to $8/hr Evening Shift Differential - $3.00/hr NOC Shift Differential $10.00/hr Per Diem Differential $5.00/hr Preceptor Differential $3.25/hr Float Pool Differential $3.00/hr

Contract Language Improvements "Grieve to Organize" contract language requiring enough PTO availability to ensure staff can use annual accrual Requires transparency with UBC over available PTO 1 hr at base pay as penalty for each missed rest or meal period - by end of shift attestation Updated Workplace Safety Language including access to PMAB trainings Job postings for vacant positions and patterns must be posted via email Allow for second meal period to be waived for 16-hour shift

"Housekeeping" Language Changes Clarified ONA Rep can present at New Employee Orientation Clarified Language regarding Sedgwick, Short Term Disability, and Oregon Paid Leave Clarified application of 3-Hour Minimum for Low Census Standby Clarified no-strike clause only applies to nurses covered by agreement Included MLK as Winter Holiday for Per Diem Staff Establish Maternity Float Pool Updated process for seniority list posting

And the revised wage scale:

Revised Wage Scale 2025 2026 2027

Resident $55.67 $57.90 $60.21

1 $58.07 $60.39 $62.81

2 $60.22 $62.63 $65.13

3 $62.17 $64.66 $67.24

4 $62.88 $65.40 $68.01

5 $65.32 $67.93 $70.65

6 $66.43 $69.09 $71.85

7 $67.02 $69.70 $72.49

8 $67.69 $70.40 $73.21

9 $68.24 $70.97 $73.81

10 $68.82 $71.57 $74.44

11 $69.43 $72.21 $75.10

12 $70.14 $72.95 $75.86

13 $70.69 $73.52 $76.46

14 $71.37 $74.22 $77.19 15 $71.96 $74.84 $77.83

16 $72.62 $75.52 $78.55

17 $73.19 $76.12 $79.16

18 $73.92 $76.88 $79.95

19 $74.60 $77.58 $80.69

20 $75.60 $78.62 $81.77

21 $76.63 $79.70 $82.88

22 $77.35 $80.44 $83.66

23 $81.12 $84.37

24 $81.81 $85.08

25 $79.33 $82.50 $85.80

26 $82.90 $86.21

27 $83.30 $86.63

28 $83.70 $87.04

29 $84.10 $87.46

30 $81.25 $84.50 $87.88