Essentia Pharmacists Negotiations Update: 3/20/2026

Essentia Health and UFCW Pharmacists completed Session One of contract negotiations over three days, March 17-19, 2026, using an Interest-Based Bargaining (IBB) approach. Both parties met in person and focused on identifying shared interests, ongoing challenges, and opportunities to improve pharmacy practice, engagement, and sustainability.

Opening and Shared Successes

• The parties began by acknowledging improvements since the last agreement, including: 
  • Expanded night pharmacist coverage.
  • Improved stroke and code response training.
  • Additional pharmacist FTE support.
  • Reduced technician turnover and enhanced technician support programs.
  • Improved training and mentorship for new pharmacists.
  • Scheduling improvements and effective Labor Management Committees (LMCs).

Contract Maintenance Items

• Agreement on updates to the Recognition Clause.
• Agreement on date and housekeeping changes.
• Several Letters of Understanding (LOUs) reviewed, with mutual agreement to remove or incorporate certain items directly into the contract, including: 
  • Preceptor workgroup language (removed)
  • Variable FTE postings (removed)
  • Holiday MOA to be incorporated into the contract
  • Shift bidding to remain as an LOU

Key Areas of Discussion

Pharmacy Practice and Decision-Making

• Productive discussion around ensuring pharmacists working in direct patient care have adequate and timely input on process changes.
• Product implementation, safety processes, and communication channels were discussed in depth.
• Both parties agreed on the need for clearer feedback loops, objective safety review processes, and improved frontline pharmacist engagement.

Workload, Burnout, and Engagement

• Burnout, increasing system complexity, and non-productive time (e.g., Workday administrative requirements) were key themes.
• The group discussed survey results around opportunities for continued improvement.
• Discussion emphasized the need for time, staffing, and structure to support meaningful pharmacist involvement.

Pharmacy Practice Subcommittee

• The group worked through establishing a Pharmacy Practice Subcommittee under the LMC to review clinical and operational practice changes

Leadership Presence and Staffing

• Continued discussion on management and leadership staffing on the floor, consistency, and transparency.
• Mutual acknowledgement of the value of leadership working alongside pharmacists.

Benefits and Leave

• Insurance benefits reviewed; comparison materials were provided.
• Discussion on education time, paid family medical leave, and seniority accrual during certain unpaid leaves.
• Agreement to continue evaluating these topics during economics.

Work Environment and Culture

• Discussion included scheduling transparency, vacation/PTO processes, training access, workplace appreciation, and physical work environment.
• Agreement to leverage LMCs for ongoing engagement and improvement efforts.

Next Steps

• Continue refining proposed contract language
• Further discussion on: 
  • Economics, including parking, education benefits, and practice expansion support.

Additional communication updates will be shared as negotiations progress.