Sam Dancy has been a union steward and workplace leader for nearly 30 years. Sam has served on the executive board of what was then UFCW Local 21 and, after the merger with Local 1439, he continues to serve on the executive board as a vice president of UFCW 3000. “I try to be a good steward and representative for my coworkers, union, and community,” is how Sam sees his work as a trade union activist.
Read MoreDuring the COVID-19 crisis workers have been encountering situations that may be considered unsafe work assignments. In the normal day-to-day operations at work, workers are generally required to comply with management orders and directives. Complying with management directives is considered part of your job duties and not doing so can lead to discipline. Employees covered under a Union contract should usually "obey now, and grieve later." But situations might be different when you are being asked to do something unsafe.
The following Q & A addresses a specific exception to the general rule that employees must obey orders and grieve them later.
If you are being asked to do something unsafe at work, you should call your Union Rep (call 1-800-732-1188 to be connected) or the Member Resource Center (1-866-210-3000). Due to the high volume of calls we are receiving you may be directed to voicemail, but someone will reach out to you as soon as they can. You can also email safety concerns to safetyreport@ufcw3000.org
*If you are not a member of UFCW 3000 and need support, contact us!
A: Because you are covered by a Union contract the answer is yes. Your Union contract includes a just cause provision. In this situation, just cause means you should not be disciplined for refusing to obey an unreasonable order. An order to perform a work assignment that is likely to cause serious bodily harm to an employee is not reasonable. To be covered by this exception, your fear of bodily harm must be objectively reasonable and not speculative.
A: Yes, there are state and federal laws that provide additional or separate protections. One example is OSHA (click here to read an OSHA summary).
A: It is always best to try to work with management to solve the problem. For example, you should explain to management why you feel the work assignment is unsafe or dangerous so that your employer has an opportunity to problem solve. You can also tell your supervisor you would be happy to accept the work assignment if it can be made safe to perform i.e., by providing you with adequate equipment or protective devices, adequate supplies, protective clothing, additional staffing, etc.
A: No, under most circumstances, you should stay on site and remain available to work safe assignments. If management sends you home, asks to meet with you to investigate the situation, or issues you any discipline, you should contact your union rep or the rep of the day immediately.
Liisa Luick shop steward and Bargaining Team member from Alderwood Macy’s!
Liisa Luick is a dedicated shop steward from Macy's at the Alderwood Mall where she has worked since 2008. She loves advocating for her coworkers and fellow union members, knows her contract, and makes sure that store management knows it too.
When Macy’s reopened after the COVID-19 lockdown ended, Liisa also stepped up to make sure that safety issues with the ongoing pandemic and short staffing coupled with the ever-increasing problem of unruly customers and organized retail theft were being addressed. She went on to be featured as a spokesperson for her coworkers in the local press and the New York Times to highlight these important safety issues.
Recently she helped organize leaflets at her store in support of members of UFCW Local 5 working at the San Francisco Macy's, who had been negotiating their contract for over 8 months! Liisa also flew to the Bay Area to join UFCW 5 members at the bargaining table in a show of solidarity at what would be the final negotiation session where Local 5 reached a tentative agreement.
Liisa brought her experience back to her coworkers and joined the bargaining committee for the Macy’s contract negotiations that have gotten underway. As a member of the committee, she knows that the Union’s power starts and ends with what members are willing to do to fight for a fair contract. Liisa and all the Macy’s stewards and leaders keep their coworkers organized and out at every action. Way to go Liisa!
FOR RELEASE: Sept. 13, 2021
SEATTLE -- The reality cannot be overstated: Washington hospitals are on the brink of a crisis, and without immediate and impactful action to retain and attract critical workers the state’s health care system could face an unprecedented collapse in capacity and care.
Hospitals across the state have warned of massive staffing shortfalls and collapses in capacity. Now the Washington State Nurses Association, SEIU Healthcare 1199NW, and UFCW 21 — who collectively represent 71,000 nurses and other healthcare workers — are urging hospitals to use the tools they have available to mitigate this crisis by retaining and adequately compensating current staff and filling under-staffed departments to ensure patient safety and access to care.
“Amid a fifth wave of COVID, spurred on by the Delta variant, and hospitals overflowing with patients who need critical care, our state health care workers continue to heroically perform their jobs a year-and-a-half into this pandemic,” said Julia Barcott, chair of the WSNA Cabinet and an ICU nurse at Astria Toppenish Hospital. “But nurses and other frontline workers are people, too. We’re losing overworked nurses to overwhelming burnout, the distress of working short-staffed, better-paying traveler nurse jobs and even for signing bonuses of up to $20,000 to move to a different hospital. We’re worried for our patients and the impact of the staffing crisis on the care they receive.”
This isn’t just a crisis for frontline workers, it’s also a public health crisis. Because hospitals were already understaffed well before the coronavirus pandemic hit, we are now seeing a new story every day about a regional hospital at maximum capacity. Without immediately addressing the shortage of staff and untenable workloads for frontline workers, there could be dire consequences to Washington’s health care infrastructure.
“Chronic understaffing is a disaster for patient care. Health care workers don’t want to see patients stuck in overflowing ICUs or being treated in ER hallways, or be forced to turn away ambulances at the door, but that’s the reality of health care right now,” said Faye Guenther, UFCW 21 president. “Hospitals need to immediately respond to this patient care crisis. That means focusing on meaningful, sustainable solutions that will recruit and retain qualified caregivers in every department.”
As many anti-vaccination activists falsely conflate the staffing crisis with looming vaccine deadlines for health care workers, it's important to understand that health care staffing shortages predate the coronavirus pandemic. As a result of years’ of staffing and management decisions, many hospitals already didn’t meet adequate staffing for average patient levels. COVID exacerbated this already strained infrastructure, and hospitals’ response to the pandemic has only worsened this preexisting crisis.
“What’s really driving this crisis is that hospitals have spent the last two decades balancing their budgets on the backs of health care workers and patients,” said Jane Hopkins, RN, executive vice president of SEIU Healthcare 1199NW. “COVID has been a stress test on our health care system, and we are seeing the system fail that test due to management’s choice to understaff. Retention bonuses for frontline workers who have stayed on the job, adequate pay for extra hours worked, and aggressive hiring to staff at full capacity would go a long way right now.”
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About SEIU Healthcare 1199NW
SEIU Healthcare 1199NW is a union of nurses and healthcare workers with over 30,000 caregivers throughout hospitals, clinics, mental health, skilled home health and hospice programs in Washington state and Montana. SEIU Healthcare 1199NW’s mission is to advocate for quality care and good jobs for all.
About WSNA
WSNA is the leading voice and advocate for nurses in Washington state, providing representation, education and resources that allow nurses to reach their full professional potential and focus on caring for patients. WSNA represents more than 19,000 registered nurses for collective bargaining who provide care in hospitals, clinics, schools and community and public health settings across the state.
About UFCW 21
UFCW 21 is working to build a powerful union that fights for economic, political and social justice in our workplaces and our communities. We represent over 45,000 workers in retail, grocery stores, health care, and other industries in Washington state.
The Department of Health has issued a document with more information and Frequently Asked Questions about the state proclamation requiring health care workers and public employees to be vaccinated against COVID-19. We maintain our right to bargain over the impacts of this proclamation on health care workers and we continue to support vaccination as a key tool in fighting the spread of COVID-19 which is once again stressing our health care system to the limit. If you have any questions about how this proclamation affects you that aren’t answered by these documents, contact your Shop Steward or Union Rep.
Find the full FAQ document from the Washington State Department of Health here.
What documentation do I need to provide to prove my vaccination status?
If you work in a health care setting, you must provide proof of full vaccination against COVID-19 to the operator of that health care setting. Acceptable proof includes one of the following:
CDC COVID-19 Vaccination Record Card or photo of the card
Documentation of vaccination from a health care provider or electronic health record
State Immunization Information System record
WA State Certificate of COVID-19 Vaccination from MyIRmobile.com
Can I attest to being vaccinated in lieu of showing proof?
No. Personal attestation is not an acceptable form of verification of COVID-19 vaccination.
Is there any way to opt out of vaccination?
If you are entitled under applicable law to a disability-related reasonable accommodation or sincerely held religious belief accommodation, then you are exempt from the proclamation. If you are not entitled to an accommodation, then there is no way for a Health Care Provider to opt out of the vaccination requirement in the proclamation.
What happens if I can’t get the vaccine because I was infected with COVID-19 just prior to starting work?
If you are unable to comply with the requirement to be fully vaccinated by October 18 because (a) you were infected with COVID-19 in the weeks immediately preceding the deadline or (b) you had an adverse reaction to the first dose of the vaccine, talk the operator of the health care setting where you are working about their reasonable accommodation process.
Do private employers have to bargain with their unions since this is a government requirement?
Affected employers with workers represented by a union are to address the impacts of this proclamation in accordance with the provisions of any collective bargaining agreement between the parties.
FOR IMMEDIATE RELEASE
Mon., Aug. 9, 2021
CONTACT:
Amy Clark,
SEIU Healthcare 1199NW
amyc@seiu1199nw.org
425-306-2061
Ruth Schubert
Washington State Nurses Association
rschubert@wsna.org
206-713-7884
Anna Minard
UFCW 21
aminard@ufcw21.org
206-436-6587
Seattle, Wash.— The Washington State Nurses Association, SEIU Healthcare 1199NW and UFCW 21 issued the following joint statement on COVID-19 vaccination requirements for health care workers:
“As unions representing nurses and health care workers in Washington state, the Washington State Nurses Association, SEIU Healthcare 1199NW and UFCW21 support science-based public health directives on COVID-19 vaccination requirements for frontline health care workers, with medical and religious exemptions. We stand firmly behind vaccination as the best way to save the lives of patients, family members and members of our communities.
At the same time, we fully expect employers to bargain with us over this change to working conditions.
We are facing an extraordinary staffing crisis in our hospitals and continue to advocate for reasonable deadlines and options for frequent testing as well as masking, as required in all health care facilities, for those who are unvaccinated. These provisions mirror those included in mandates in other states that allow health care workers to stay on the job caring for all of us through this ongoing crisis.
We also know that while the vaccines are incredibly effective, they do not replace PPE, universal masking or other infection control measures. We will continue to demand universal access to N95 masks and push employers to improve ventilation in facilities where needed.”
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About SEIU Healthcare 1199NW
SEIU Healthcare 1199NW is a union of nurses and healthcare workers with over 30,000 caregivers throughout hospitals, clinics, mental health, skilled home health and hospice programs in Washington state and Montana. SEIU Healthcare 1199NW’s mission is to advocate for quality care and good jobs for all.
About WSNA
WSNA is the leading voice and advocate for nurses in Washington state, providing representation, education and resources that allow nurses to reach their full professional potential and focus on caring
Washington State Department of Labor & Industries released updated requirements for Washington employers on June 30, 2021, recognizing the new phase of reopening we are in after the COVID-19 pandemic. If your employer is not following the state requirements for COVID safety in your workplace, talk to your Shop Steward or Union Rep right away, or submit a safety report with your name, workplace, contact information, and description of the safety issue to safetyreport@ufcw21.org.
Businesses in Washington state are able to open at full capacity and have fewer requirements to follow to protect employees from COVID-19.
Both OSHA and L&I continue to recognize COVID-19 as a workplace hazard for unvaccinated individuals. Employers have an obligation to provide a safe and healthy workplace and assess the level of hazard to determine if additional steps should be taken to protect workers who are not fully vaccinated. Updated rules and guidance detail the changes employers need to know.
Employers must:
Ensure unvaccinated employees wear a mask while working indoors.
Verify vaccination status before lifting employee mask requirements, and be able to show the process used for verification.
Keep employees with possible or confirmed cases of COVID-19 from working around others.
Provide handwashing facilities and supplies.
Train employees to recognize and respond to workplace hazards, including COVID-19.
Assess recognized hazards, including COVID-19, as part of the ongoing requirement to provide a safe and healthful workplace and, where appropriate, take additional steps to protect unvaccinated employees.
Notify employees in writing within one business day if someone they had close contact with tests positive for COVID-19 (without disclosing the person’s identity).
Report COVID-19 outbreaks of 10 or more employees at workplaces or worksites with more than 50 employees to L&I within 24 hours.
Masks and face coverings
Employers must provide cloth face coverings or a more protective mask to employees, free of charge, when use of a mask is required.
Employers may still require or encourage mask use, regardless of employee vaccination status.
Employees have the right to wear a mask or other protective equipment, regardless of their vaccination status, as long as it doesn’t create safety issues.
Industries where masks are still required for all workers
Health care (long-term care, doctor’s offices, hospitals)
Public transportation (aircraft, trains, buses, road vehicles)
K-12 schools, childcare facilities and day camps in locations where children are or are expected to be present
Correctional facilities
Homeless shelters
Verifying worker vaccination status
Employers must be able to show the process used to verify employee vaccination status. They do not need to keep an actual copy of the employee’s vaccination records.
Acceptable types of verification include:
Vaccine card or photo of vaccine card.
Documentation from a health care provider.
State immunization information system record.
A hard copy or electronically signed self-attestation from the employee.
Resources
L&I’s COVID-19 guidance includes resources from the Centers for Disease Control (CDC), Department of Health (DOH) and U.S. Occupational Safety and Health Administration: www.Lni.wa.gov/CovidSafety.
DOH Secretary of Health Order: www.doh.wa.gov/Portals/1/Documents/1600/coronavirus/Secretary_of_Health_Order_20-03_Statewide_Face_Coverings.pdf
We are continuing to hold regular Telephone Town Hall calls for members to get important updates, ask questions, and come together to plan how we can keep each other safe and fight for fairness at work.
All you have to do is pick up the phone when it rings between 6:30 - 6:40pm on Monday, or if you don’t receive a call, just use the call-in number and Meeting ID above.
All you have to do is pick up the phone when it rings between 7:30 - 7:40pm on Monday, or if you don’t receive a call, just use the call-in number and Meeting ID above.
Chris Vincent, a veteran produce worker at Bakerview Fred Meyer, helped organize co-workers to send emails and give public comment at multiple City Council meetings. Upon hearing of the victory, Vincent offered words of celebration:
The Northwest Central Labor Council, led by Secretary-Treasurer Michele Stelovich, and Whatcom County Jobs With Justice, led by Betsy Pernotto, provided crucial support to UFCW21, engaging Council Members and mobilizing supporters to send messages of support and provide comments at several meetings.
Speaking before Council on March 8, the Labor Council’s Stelovich lauded frontline grocery workers:
The Whatcom County DSA also mobilized supporters to speak up for grocery workers at multiple Council meetings.
The Northwest Grocery Association and Fred Meyer sent representatives to Council to speak against the ordinance, but there was little opposition, otherwise.
The City Council’s action last night was the culmination of a nearly year-long campaign by Bellingham grocery workers to demand continuation of hazard pay, after Albertsons and Kroger discontinued it last Spring. Members and community supporters held multiple protest actions to educate the public and sent hundreds of messages to City Council once the issue moved into the legislative arena in February.
Throughout the campaign, UFCW 21 members have also emphasized the need for improved COVID safety in their workplaces.
City Council Member Lisa Anderson shepherded the hazard pay ordinance to victory over several months, never backing down in the face of the grocery industry’s legal threats and misinformation.
The hazard pay ordinance covers workers at companies that employ at least 500 employees worldwide and at least 40 in Bellingham. At these companies, hazard pay will be required at stores that are over 10,000 sq. ft. and primarily sell groceries for offsite consumption or which are over 85,000 sq. ft., with 30% or more of their floor space devoted to groceries.
These Bellingham City Council members voted against grocery workers: Gene Knutson and Pinky Vargas
"I am overwhelmed by the opportunity I have that hundreds of thousands who lost their lives did not. I am thrilled to protect my family, friends, and vulnerable patients. Cheers to a step towards ending this pandemic! Thank you, Lord. Thank you science!"
Roy: “It’s over with!”
Andre: “I’m happy I got the shot, I feel so much better!”
"My decision was easy. I do it for my family, friends, patients, coworkers, community and then me."
“I did it. Covid shot received!”
UFCW 21 members thanked Seattle Fire workers who provided vaccinations at a UFCW 21 vaccine event.
“I was hesitant at first. But being a primary care nurse puts me on the front lines of a battle we have been losing up to now. I got vaccinated because I don’t want to be a Covid victim, and I do want to be there for my patients.”
Roxanne: “I want to help end this and I want to protect my family and friends. And I want to hug people again!”
Robert: “I want to live! I want to be able to continue working and helping people at the grocery store. I can’t do that if I’m sick.”
"Got the first dose. Piece of cake. No reaction here. Get second dose in early January. Happy Camper. I am grateful and Thankful. Thanks to all who made this possible. This makes me so happy that this turning point will lead to the end of the pandemic. I am hopeful that everyone that wants a vaccine will get one soon. The more people that say yes and get the vaccine, the sooner the end will be of this awful virus affecting so many lives."
Many UFCW 21 members have already been vaccinated to protect against COVID-19. Many other members have questions about eligibility, how to find accurate vaccine information, and what we can do as a union to advocate for our right to vaccine access. Here’s the basics:
There are multiple options for people seeking vaccines in Washington State. UFCW 21 is working closely with partners at the city, county, and state level, along with our employers and our health care trust, to make free vaccines accessible to all members as quickly as possible. Here are the main ways you can get vaccinated right now:
Through your union: Speak with your Union Rep for information about vaccine appointments available to you through the union. We have held vaccination events at our union hall, and are working with partners across the state to make appointments available to UFCW 21 members at pop-up vaccination clinics, mass vaccination sites, and in our workplaces so members can access vaccines at convenient locations and times. If you have questions or need help, you can also contact us by email at vaccine@ufcw21.org.
Through your employer: Your employer may be able to vaccinate staff at work, either through a pharmacy or clinic in the workplace or a vaccination event on-site. We have worked with many employers to ensure that everyone gets access. If your employer is vaccinating people at work and you have any questions or concerns about the process, contact your Union Rep.
Through a city, county, or state-run mass vaccination site:
King County: Sign up here to be put on the notification list for available vaccines in Seattle and King County at sites in Rainier Beach, West Seattle, and at Lumen Field (formerly called CenturyLink Field) - Anyone who lives or works anywhere in King County can sign up through this form
Southern and Eastern WA: Click here to learn more about vaccination sites in Kennewick, Ridgefield, Spokane, and Wenatchee
Through a vaccine provider near you: Anyone who is eligible for a COVID vaccine can make an appointment at a provider in your area. This tool collects all available vaccine appointments in one place:
UFCW 21 members on the Sound Health & Wellness Trust can contact our Guardian Nurse service for assistance making COVID vaccine appointments by calling (877) 362-9969 and selecting option 2 (8am - 5pm).
You can also contact your Union Rep (just call our main office at 1-800-732-1188 to be connected to your Union Rep) or email vaccine@ufcw21.org.
KING COUNTY: Anyone who lives or works anywhere in Seattle or King County can call the Seattle Customer Service Line at 206-684-2489 from Monday through Saturday, between 8 a.m. - 5 p.m. for assistance. In-language assistance is available over the phone.
STATEWIDE: Call the state COVID hotline at 1-800-525-0127, then press #. You can request help making a vaccine appointment.
There are three approved vaccines for COVID-19: one made by the company Pfizer (sometimes called the Pfizer-BioNTech vaccine), one by the company Moderna, and one made by the company Johnson & Johnson (sometimes called Janssen). Currently, the Pfizer vaccine is authorized for people ages 16+ and the Moderna and Johnson & Johnson vaccines are authorized for ages 18+. There are more vaccines in late-stage trials and in earlier phases of development and testing. On April 13, the CDC recommended states pause in administering the Johnson & Johnson vaccine while they evaluate it further, and Washington State vaccine providers have complied.
There is a lot of information out there about COVID vaccines. We encourage members to look at the verified scientific information about these vaccines and be thoughtful about the sources of the information you rely on for a decision like this. Getting vaccinated is a choice, but it is a choice that affects your health and safety and our whole community, and it can help bring an end to a global health crisis.
Here are some places to start:
Our local and our international union feel strongly that essential workers have served our communities throughout this crisis and many of us are facing high risk of exposure at work, whether from the public or from close contact with coworkers. We have been advocating at the federal and local level from the very beginning of vaccine prioritization discussions for priority vaccine access for all frontline workers, including those in health care, grocery stores, meatpacking and food processing, and any other frontline essential workers.
Our state has formed a partnership with companies, organizations, and unions that have the expertise to help ramp up our state’s ability to vaccinate people safely and quickly. We will ensure frontline workers have a voice in the broader plan for vaccination throughout this process, along with our role ensuring a high level of training and coordination.
KIRO 7: Intense lobbying underway to move essential workers up in vaccine line (12/10/20)
NW News Network: Teachers, grocery workers, prison guards and oldest Americans may be next in line for COVID vaccine (12/22/20)
KING 5: Union wants Washington grocery store workers vaccinated as soon as possible (1/4/2021)
Q13: Confusion over Washington state vaccine timeline grows (1/15/21)
KING 5: Washington starts COVID-19 vaccine Phase 1B with lower age threshold and adds more mass vaccine sites (1/18/21)
MyNorthwest: Gov. Inslee unveils public-private partnership to ramp up vaccine distribution statewide (1/18/21)
Public Health Insider: One Million Shots and Counting: A Tribute to the Community Partners Who Helped Us Get Here (4/7/21)
NEW April 8, 2021: The proclamation protecting high-risk workers has been updated in the face of increased vaccination of Washington’s population, the length of the COVID-19 pandemic, and updates to the CDC’s categories of at-risk people. The information on this page has been updated to reflect the new modifications to these protections.
Workers who are covered by this proclamation are called “high risk employees,” and the term means anyone defined by the Centers for Disease Control as being more likely to get severely ill from COVID-19, as outlined on the CDC’s website listing risk factors and medical conditions that current science says may make someone more likely be hospitalized, need intensive care, require a ventilator to breathe, or even die if they were to contract COVID-19. Click the button below for the CDC’s list of these conditions.
In Washington State, your employer is required to provide accommodations to you at work that protect you from risk of exposure to COVID-19 if you are a high-risk employee and you request accommodations. These accommodations can include, but are not limited to:
telework
alternative or remote work locations
reassignment
social distancing measures
If your employer determines that an alternative work arrangement is not feasible for you, they must permit you to use all your available accrued leave options or unemployment insurance, in any sequence and at your discretion, and they cannot retaliate against you for doing so. If you use up your paid time off, your employer still cannot permanently replace you at work for exercising your rights under this proclamation.
Effective April 23, 2021, your employer can require medical verification to confirm you are covered under these protections. According to the Governor’s new order, they are required to follow the same interactive process required by state and federal disability laws, which means you should have a reasonable amount of time to respond. You or your employer can start the process of providing medical verification as soon as April 9, 2021, but your employer can’t mandate that you start this process before April 23, 2021.
Also effective April 23, 2021, your employer does not have to maintain your employer-related health insurance benefits unless you are otherwise eligible for Family Medical Leave Act (FMLA) status or an extension of your benefits is covered by your contract or other condition of employment.
If your employer wishes to terminate your health benefits or change your alternative work arrangement, they must give 14 days notice in writing. They are still required to utilize all available options for alternative work assignments to protect you from exposure to COVID-19 if you are a high-risk worker and you request protections. These protections are in effect for both public- and private-sector workers. There are no exceptions.
If you would like to exercise your rights under this proclamation, and your employer doesn’t allow you to do so, connect with your Union Rep for help.
Worker successfully made the case for some updates to our state’s unemployment insurance system, and that has included making high-risk workers’ eligibility for unemployment insurance during public health emergencies like the COVID-19 pandemic part of state law. Thank you to the workers who fought for these protections and the lawmakers who listened. Read more about this state law here.
As of April 4, 2021, an unemployed person who has left work voluntarily and is high risk or lives with someone who is high risk is eligible for unemployment benefits in our state. Speak with your Union Rep to discuss your options for workplace accommodations that will protect you and unemployment insurance benefits if you are on leave.
Scroll down for a list of answers to Frequently Asked Questions on our state’s high-risk worker protections and a list of health conditions that may put you at higher risk for serious COVID-19 complications.
Governor Inslee’s modification of the original proclamation (April 8, 2021)
Governor Inslee’s extension of the proclamation (July 29, 2020) - This extension will be rescinded as of April 23, 2021
Governor Inslee’s memo clarifying the extension of the proclamation (July 29, 2020) - This memo will be rescinded as of April 23, 2021
Governor Inslee’s original proclamation protecting high-risk workers (April 13, 2020)
CDC’s list of conditions that may put you at increased risk for severe illness from COVID-19 (revised March 29, 2021)
No. There are no exclusions. Regardless of your job, if your health care provider determines you are a high-risk employee, your employer must offer you accommodations and protections under this proclamation.
Your employer can require medical verification from a health care provider who assesses your medical condition, vaccination status, and the circumstances of your job or workplace to determine whether you are high risk and whether you can return to the workplace with additional accommodations to protect you from exposure. If your employer is not accepting documentation you think is sufficient, contact your Union Rep for support.
No. Providing your employer with documentation of your status as a high-risk employee does not give a health care provider the right to share further information about your health with your employer, unless you have given them explicit permission to do so. (If you signed a document releasing your medical information, check carefully to see what it allows your provider to share.) Sharing medical information without your consent could be a violation of the Health Insurance Portability and Accountability Act (HIPAA), and if it happens you should contact your Union Rep to determine next steps that protect your privacy and your right to accommodations.
No, you have a say in what accommodations are safe for you. The governor’s proclamation says decisions about this “cannot be left solely to the employer.” Again, if your employer is not offering acceptable accommodations, talk to your Union Rep.
You may be able to choose leave instead of telework, but it’s not a guarantee. You should request what you think is safe and fair, and get support from your Union Rep to make it happen if your employer refuses to accommodate you. The state has asked employers to be flexible with employees and respect requests for leave, and gives you a say in what you consider safe. Your employer may be able to argue that telework is appropriate.
If your medical provider has verified that you are a high-risk employee and should not return to the workplace, your employer cannot require you to return by threatening to terminate your position, and they must continue to provide you with accommodations that protect you against exposure to COVID-19.
You can use any accrued leave you have, including vacation, sick, compensatory time, exchange time, personal holiday, or federal Emergency Paid Sick Leave. You can also use Unemployment Insurance during your time away from work, even though your employer is not allowed to permanently replace you.
When you file for unemployment, your employer should provide the state’s Employment Security Department with appropriate documentation to support your unemployment claim. If you need help applying for unemployment, contact your Union Rep or get in touch with our partners at the Unemployment Law Project.
No. Under this proclamation, workers in high-risk categories are allowed to use accrued leave or unemployment insurance in any order and at your discretion. Your employer cannot force you to use up your accrued leave before you file for unemployment.
The CDC has altered the way they categorize the risk factors and medical conditions that can put people at increased risk for severe illness if they were to contract COVID-19. There is no longer a distinction between “at increased risk” or “might be at increased risk.” Instead, they list all health conditions or health histories that current science says may contribute to a person’s higher risk of COVID complications, and they provide links to the science they rely on to make these decisions. The CDC list is regularly updated, and includes a link at the top of the page so you can see the last time they made an edit to their list. As of April 13, 2021, here are some of the health conditions that are included:
Cancer or a history of cancer
Chronic lung or kidney disease
Dementia or other neurological conditions
Diabetes
Down syndrome
Heart conditions
HIV
Weakened immune system (being immunocompromised)
Liver disease
Body Mass Index over 25 (being overweight or obese)
Pregnancy
Sickle cell disease or thalassemia
Being a current or former smoker
Solid organ or blood stem cell transplant
Stroke or cerebrovascular disease
Substance use disorders (such as alcohol, opioid, or cocaine use disorder)
We have said from the beginning of our COVID-19 vaccine discussions that essential workers should not be pitted against each other for access to lifesaving COVID-19 vaccines. During the initial rollout of a limited supply of vaccine, we have been heartened to see Governor Inslee’s vaccination planning be guided by science and focused on equity. Essential workers like health care workers and food-supply-chain workers who have been maintaining our critical infrastructure must be prioritized in vaccine rollout, alongside older people who are most vulnerable to severe COVID-19 complications. Black, Indigenous, People of Color (BIPOC) communities who have been hardest hit by COVID-19 must be given equitable access that acknowledges the reality of this pandemic and the ways it has disproportionately impacted them. Those continue to be the guiding principles of Washington State’s vaccine program.
Unfortunately, President Biden announced yesterday a major federal disruption to our state’s science- and equity-based vaccine program in an attempt to force teachers back into the classroom.
“Essential grocery store workers, food processing workers, and agricultural workers have spent a full year on the front lines of this pandemic and continue to face daily risks to our health and safety just to keep our communities fed,” said Samuel Dancy, QFC worker and UFCW 21 member. “We are still waiting for access to vaccines, and I was expecting any day to see the opening of our state’s next phase, which would start vaccinating me and my coworkers alongside teachers and childcare workers. I’m disappointed to learn President Biden is trying to prioritize vaccinations for teachers over all other workers.”
“We pushed back against former President Trump when his COVID response was anti-science, and we will do the same with President Biden. The risks faced by grocery store workers and other essential workers over the past year have been enormous, and with new COVID variants arriving those risks have not abated. In addition, we know that one of the reasons BIPOC communities have been so heavily impacted by COVID is that people of color are overrepresented in dangerous front-line essential work. Governor Inslee led with science and equity and we call on the Biden administration to do the same thing,” said Faye Guenther, UFCW 21 President.
UFCW 21 condemns this move from the Biden administration and we will do whatever we can to keep our members and all essential front-line workers in line for COVID-19 vaccines as soon as possible. We look forward to working with our labor and community allies to do exactly that.
PCC agrees to extend $4 per hour hazard pay to all PCC workers in all stores through June, 5th 2021, expanding on the Hazard Pay ordinances won by UFCW 21 workers in Seattle and Burien.
We have a commitment from PCC to bargain over extending this agreement, including hazard pay, at least 30 days before it expires.
The agreement provides for Quarantine Pay for workers who get diagnosed with COVID 19 as well as other safety provisions.
PCC will begin a curbside pickup program that captures work for union members instead of giving it away to the gig economy.
We also reviewed our continued commitment to discuss new technologies in the stores before implementation.
Your PCC Bargaining Team:
Atsuko Koseki, Edmonds Deli
Greg Brooks, Fremont Meat
Keith Allery, Greenlake Village Deli
Quinn Ráo, Ballard Front End
Scott Shiflett, Redmond Meat
Yasab Pfister, Burien Front End
Covered workers & employers: Workers at grocery stores operating in the City of Seattle whose employers have more than 500 employees worldwide
For the purposes of this ordinance, grocery stores must be over 10,000 sq ft in size or over 85,000 sq ft with 30% of sales floor area dedicated to groceries
Amount: $4/hour for every hour worked in Seattle
Date this ordinance went into effect: February 3, 2021 at 12:01 am
How did we get this hazard pay?
UFCW 21 members have been fighting for months and months to get the hazard pay we deserve. In grocery stores, many employers paid hazard pay for a short time at the beginning of the COVID pandemic, then took it away even though the risk of COVID exposure didn’t go away (in fact, it got a lot worse during the COVID spikes this winter). After all these actions, including petitions, filing grievances, and bargaining with employers, Seattle grocery workers went to the City Council and brought up the idea of the city taking this step since employers weren’t. Seattle City Council heard from many grocery store workers and received over 800 emails from workers and community supporters in favor of a hazard pay ordinance, and at least one city council member mentioned seeing workers in UFCW 21 buttons at his local grocery store, and many council members said hearing directly from grocery workers about the importance of hazard pay was key to their decision to support it. (See the video above!)
Why doesn’t my city council pass hazard pay?
Maybe they will! It only happens when we organize. We’ve already seen Burien City Council answer the call and pass a hazard pay ordinance, cities and counties in California have passed hazard pay ordinances as well, and we look forward to organizing anywhere that workers want to fight for this. Sign up for future trainings on hazard pay here—just check the appropriate box on that form.
What counts as hazard pay? Is this on top of overtime, existing hazard pay, and/or tips?
Employees must receive at least $4 per hour in hazard pay. Hazard pay is in addition to compensation, bonuses, commissions, and tips.
Can they cut my compensation to pay for this?
Employers cannot reduce other compensation because of this ordinance.
What if my employer is already paying hazard pay?
If an employer is already offering hazard pay, that extra pay can count toward the $4/hour hazard pay they are obligated to pay.
When is this paid out and where will it show up on my paycheck? Can they just give us a one-time bonus instead?
This $4/hour hazard pay must be paid out on your regular payday and itemized separately on your paycheck so you can see that you received it.
Do employers have to notify us about this hazard pay?
Your employer must post written notice of the rights established by this ordinance at all worksites covered by the ordinance within 30 days of its effective date, which was February 3, 2021. They also have to give you an updated “Notice of Employment Information” telling you your job title and your wage rate.
What’s the expiration date on this hazard pay?
There is no set date of expiration; employers need to pay this for the duration of the city’s COVID “civil emergency” proclaimed by the Mayor last March. We don’t know yet when the city will declare the civil emergency over.
What if I don’t see any hazard pay on my next paycheck?
If you get paid for hours worked anytime after 12:01 a.m. on February 3, you believe your employer is covered by this ordinance, and you don’t see a record of hazard pay on your paycheck, contact your Union Rep immediately. The city can investigate employers who don’t pay you the correct amount and force them to pay you, with interest, for the pay you missed. We have had several successful cases in recent years where workers have been compensated thousands of dollars in back pay they were owed. We take enforcement of workers’ rights very seriously.
Why weren’t all essential workers included in this ordinance?
UFCW 21 will continue to fight for hazard pay for all essential workers through contract bargaining, workplace organizing, and public actions. When it comes to the legislative process, we recognize that lawmakers, community leaders, the business lobby, voters, and other interest groups are all going to influence what we can achieve. In the case of the grocery industry, elected officials and the public have been receptive to hazard pay legislation because of the very clear connection between the enormous COVID-related profits that large grocery stores are making and the high COVID risk that workers face. We will continue to pursue hazard pay for all essential workers through all available avenues.
I heard that they might close stores or cut hours because hazard pay passed. Is that true, and is there anything we can do about it?
The big grocery companies that are subject to this ordinance have been making windfall profits because of COVID. They have funneled billions to their shareholders since the start of the pandemic. Yet the workers taking the risk to make all those profits possible saw very little reward. Any employer threatening to cut hours or close stores is doing this in a misplaced effort to bully us into submission, not because they don’t have enough money.
During the pandemic, grocery workers have been designated essential workers because grocery stores are essential to the health and well-being of our communities. We are confident that the public and elected officials in the Puget Sound region will stand with us if these companies attempt bully tactics like retaliatory store closures or hours cuts that would jeopardize safety.
Your union contract has language in it about hours and hours reduction. We need to continue to enforce our contracts and our right to hours under our contracts. Work with your shop steward or union rep if you believe hours are being cut at your store
We have the right to push back against intimidation from these companies. Recently, Kroger announced the closure of two stores in Long Beach, California, after Long Beach City Council passed a hazard pay ordinance. Here's what the president of our UFCW International Union said about the store closures:
“Kroger closing these stores is truly outrageous conduct and a ruthless attempt to create a chilling effect that will discourage other cities from doing what is right and enacting hazard pay mandates that recognize the threat these workers face from COVID-19.
“Let us be very clear, this is not how you treat frontline essential workers that face daily and worsening exposure to COVID-19. America’s grocery workers will not be silenced in the face of these shameless scare tactics. Major grocery chains across the country have already agreed to new hazard pay agreements and Americans strongly support hazard pay in recognition of the ongoing risks these grocery workers are facing. Kroger does not have the right to ignore laws designed to protect workers and the public during this escalating health crisis.
“As America’s largest food and retail union, UFCW will use every tool available to ensure that Kroger follows the law and that our state and federal leaders hold companies accountable for flagrantly choosing to evade these vital workplace laws.”
-Marc Perrone, UFCW International President
Read the full statement here>>
We know that whenever we organize, we build power. When we win, management gets scared, and sometimes their first reaction is to lash out. But we can stand strong, stand together, and not be intimidated by any pushback from our employers. Getting hazard pay into the pockets of grocery store workers was never going to be easy, but the impact of this win is bigger than just the folks in Seattle and California who won it first. In fact, Trader Joe’s has already announced they’re extending the $4 hazard pay to all their employees, nationwide. Workers made that happen.
In the coming days, we know employers might try to intimidate workers into ending our fight for hazard pay. Here are some ways to push back.
No employer shall, as a result of this ordinance going into effect, take steps to reduce employee compensation so as to prevent, in whole or in part, employees from receiving hazard pay at a rate of four dollars per hour for each hour worked in Seattle in addition to those employees’ other compensation.
No employer or any other person shall take any adverse action against any person because the person has exercised in good faith the rights protected under this ordinance. Such rights include, but are not limited to, the right to make inquiries about the rights protected under this ordinance; the right to inform others about their rights under this ordinance; the right to inform the person's employer, the person’s legal counsel, a union or similar organization, or any other person about an alleged violation of this ordinance; the right to file an oral or written complaint with the Agency or bring a civil action for an alleged violation of this ordinance; the right to cooperate with the Agency in its investigations of this ordinance; the right to testify in a proceeding under or related to this ordinance; the right to refuse to participate in an activity that would result in a violation of city, state or federal law; and the right to oppose any policy, practice, or act that is unlawful under this ordinance.
“Adverse action” means reducing compensation, garnishing gratuities, denying a job or promotion, demoting, terminating, failing to rehire after a seasonal interruption of work, threatening, penalizing, retaliating, engaging in unfair immigration-related practices, filing a false report with a government agency, or otherwise discriminating against any person for any reason prohibited by Section 100.050. “Adverse action” for an employee may involve any aspect of employment, including compensation, work hours, responsibilities, or other material change in the terms and conditions of employment. “Adverse action” also encompasses any action by the employer or a person acting on the employer’s behalf that would dissuade a reasonable person from exercising any right afforded by this ordinance.
Your union contract has language in it about hours and hours reduction. We need to continue to enforce our contracts and our right to hours under our contracts. Work with your shop steward or union rep if you believe hours are being cut at your store
For media inquiries contact Joe Mizrahi, Secretary Treasurer UFCW 21
During the COVID pandemic, grocery store operators have reaped billions of dollars in windfall profits as a direct result of the shift to at-home meal preparation, but they have failed to compensate workers for the added risks and burdens of working on the frontline during the pandemic. The pandemic has intensified in recent months and new variants will increase the risk, but most grocery workers have not received hazard pay in over 6 months.
Last night, thanks to the hard work, testimony, and actions of UFCW 21 members, we won $5/hour Hazard Pay for grocery store workers in Burien at large grocery stores.
Thanks to all the members and allies who contacted Burien City Council in support of this ordinance, as well as those who testified in favor of Hazard Pay by sharing their heartfelt stories and fears. Thank you to those on the Burien City Council who took a stand to champion essential workers, Mayor Jimmy Matta, Deputy Mayor Krystal Marx, Councilmember Pedro Olguin, Councilmember Cydney Moore, and Councilmember Kevin Schilling.
“The big-name grocery stores are making record profits during one of the worst pandemics in history, and they are doing it on the broken backs of their employees.” Sean Murphy, Safeway
“I am fearful every day for myself and my loves ones, our health and safety are put in danger every time I step into work.” Maria Dirdala, Safeway
The effective date of the law is still being determined due to a special council session on Monday, February 8, but the progressive majority on the council has indicated they want it to go into effect as soon as possible.
Our union’s success in passing this ordinance builds on the hard work we have done to pass Initiative 1433 Statewide Sick Leave in 2016, to pass Washington State Paid Family and Medical Leave in 2017, to pass Uninterrupted Meal/Rest Breaks and close the mandatory overtime loophole for health care workers in 2019, and to raise the minimum wage!
For media inquiries contact Joe Mizrahi, Secretary Treasurer UFCW 21
During the COVID pandemic, grocery store operators have reaped billions of dollars in windfall profits as a direct result of the shift to at-home meal preparation but have failed to compensate workers for the added risks and burdens of working on the frontline during the pandemic. The pandemic has steadily gotten worse while grocery workers have not received hazard pay in over 6 months.
Today, thanks to the hard work, testimony, and actions of UFCW 21 members, we won $4/hour Hazard Pay for grocery store workers throughout Seattle at grocery companies with 500 or more employees worldwide. Thanks to Seattle City Councilmember Teresa Mosqueda for her leadership in bringing forward this ordinance, the over 800 UFCW 21 members and allies who contacted Seattle City Council in support of this ordinance, as well as all the members and community allies who testified before the Seattle City Council in favor of Hazard Pay by sharing their heartfelt stories and fears. The effective date, pending signature from the Mayor, is February 3, 2021.
“I am grateful the council recognized the risks grocery store workers face during this extraordinary crisis. Thank you to our communities for hearing our stories and helping us get our voices out. Now, thanks to our hard work together, Seattle has won hazard pay for essential front line grocery store workers. This is a victory for Seattle workers, and I hope other cities follow Seattle's lead.” - Maggie Breshears, Greenwood Fred Meyer
Our union’s hard work in passing this ordinance builds on the hard work we have done to pass Initiative 1433 Statewide Sick Leave in 2016, to pass Washington State Paid Family and Medical Leave in 2017, to pass Uninterrupted Meal/Rest Breaks and close the mandatory overtime loophole for health care workers in 2019, and raising the minimum wage!
Seattle City Council approves $4 per hour mandatory pay boost for grocery workers during COVID-19 pandemic (Seattle Times)
Seattle City Council passes bill requiring $4 an hour in hazard pay for grocery store workers (Seattle P-I)
Labor helps win hazard pay for Seattle grocery clerks, seeks wider adoption (Q13)
City Council Passes Mosqueda’s Hazard Pay for Grocery Store Workers Bill (Seattle City Council News Release)
Seattle approves extra ‘hazard pay’ for grocery workers (Associated Press)
Seattle City Council approves bringing $4/hour hazard pay back for grocery workers (KING 5)
Seattle City Council Passes Hazard Pay Bill for Local Grocery Store Workers (Eater Seattle)
“Hazard pay is recognition that we are still risking our health and our lives to ensure people are able to eat. Throughout this whole pandemic, we’ve been a front line and I can see burnout happening in real time. I’ve come to work already crying, already shaking with anxiety over having to deal with unmasked customers and bus patrons on top of the taxing work. Everyone I talk to is at their wit’s end. If these pandemic conditions are to continue as the virus mutates, we deserve hazard pay. We’ve deserved it for a long time.” -Tori Nakamatsu-Figaroa, Uptown Metropolitan Market
“Hazard pay is important to me because fellow coworkers and I have to clean the protective barriers, surfaces, etc. What do they think we're cleaning!? The answer is we're cleaning COVID! It is outrageous that employees are not receiving hazard pay as of now. I have a fellow coworker who had a breakdown today because a customer was repetitively coughing on our video game cases, and we receive absolutely no compensation for cleaning up after customers. This has made me very angry.” -Björn Olson, Greenwood Fred Meyer
“I work in Clicklist [grocery pickup] and I am responsible for caring for my 95-year-old grandmother. I am so afraid that I will unknowingly pass Covid-19 on to her. I take all the responsible actions in making sure I use latex gloves and double-mask for extra measure. I am in small living quarters with her, and if I was to pass this on to her it would most likely be a death sentence for her. That is an incredibly large burden on my shoulders. My fellow co-worker, also in Clicklist, passed it on to her mother and sadly her mother passed away. I feel as though I’m looking at my future and the end to my grandmother's life. The risk I'm taking by working at Fred Meyer and serving the community is not being acknowledged by my employer. The burden is high and the pay is low.” -Cindy Wilbur, Fred Meyer
“Hazard pay is needed for grocery workers. We work around the public every day, risking our health to feed our families. I am a single mother of 2 small children that are at risk because I am at risk. I struggle to pay my babysitter, who basically raises my children because I am working 40+ hours just to barely survive, on top of risking not only my health but my children’s health. Kroger is making massive increases in profit while I barely scrape by.” -Hilary T.E. Williamson, QFC
“My husband and I both work at Metropolitan Market grocery. I am on leave of absence for health reasons and to help care for our child while they are distance learning. We are currently relying solely on my husband's income and a few assistance programs to get by. I've also lost my insurance due to sheltering. Hazard pay would be so helpful to offset my lack of income and help us keep on top of bills and rent. It would also help my husband and coworkers feel as though they're valued as essential workers and that their sacrifice at this time isn't going without notice.” -Holly Jansma, Metropolitan Market
Dear UFCW 21 members,
At the start of a new year, we find ourselves looking back and looking forward. 2020 was an intense year for most of us, and we face 2021 still in the grip of a public health and economic crisis, alongside a reckoning on racial oppression and an assault on our democracy.
But we also face this new year together, as a union of over 46,000 working people. Many UFCW 21 members put their lives on the line in 2020 to show up for work and keep our communities fed, supplied, and cared for. Thousands of you newly joined us in 2020, making our union stronger in the face of challenges. We have grieved together, celebrated together, and stood side by side fighting for fair pay and safe working conditions.
Providence St Peter Techs
Summit Pacific Medical Center RNs, Techs, and Service
Providence Centralia Techs and Service
Lourdes Medical Center Service
Seattle Children’s Hospital Medical Assistants
Metropolitan Market Mercer Island
PCC Central District
14 QFC ClickList locations
Kaiser Pharmacy workers
We will win these at bargaining tables, through our city councils and state legislature, through outreach in the press, and directly in our communities and workplaces by speaking up for what we know is right, caring for each other so we can stay in the fight, and standing together in solidarity as a union family.
If you have questions or concerns, do not hesitate to reach out. Join us at the Winter General Membership Meetings, check out all the resources on our union website at UFCW21.org, call us at 1-800-732-1188, and get involved however you can. If you need help, you can always file a safety report at safetyreport@ufcw21.org or reach the Rep of the Day at (206) 436-6578.
In solidarity, Faye & Joe
Faye Guenther, President, UFCW 21
Joe Mizrahi, Secretary-Treasurer, UFCW 21
If you are not a UFCW 21 member and have questions about your safety at work, text a UFCW 21 organizer at: 803-820-2121
Conspicuous signage at entrances and throughout the store with occupancy limits, policy on face coverings, six-foot physical distancing guidelines, and instructing customers to stay home if they are experiencing symptoms of COVID-19
6-foot distance markers in checkout lines and other high-traffic areas to maintain 6 feet of physical distancing
6-foot physical distance is maintained and enforced between all workers and all customers in all interactions at all times
Where strict 6-foot distancing is not feasible for a specific task, physical barriers (e.g., plexiglass shields) and other measures like limiting staff or customers in an area, or staggering break times and work times are used
Building occupancy is limited to appropriate level required by state or county regulations – As of 11/16/2020: 25% of building occupancy according to fire code, not including staff
Contactless payment systems, automated ordering, and pickup or delivery are used wherever possible
Cloth facial coverings are worn by every employee not working alone on the jobsite unless their exposure level dictates a higher level of protection
Reusable cloth face coverings are used when risk for transmission is low
Disposable masks are required when risk for transmission is medium, e.g. stocking produce around customers during store hours
Face coverings are cleaned or replaced after use or when damaged or soiled, are not shared, and are properly stored and discarded
Other personal protective equipment (PPE) is provided such as face masks, gloves, goggles, face shields as appropriate/required for
All workers are screened for COVID-19 symptoms at the beginning of each shift
Employees who feel or appear sick or have any symptoms of COVID-19 are immediately sent home
Employer completes all necessary steps when a positive or suspected positive COVID-19 cases is identified in the workplace
This includes notifying all close contacts of the positive or suspected positive worker(s) and allowing positive or suspected positive worker(s) to stay home and recover and all close contacts to stay home and quarantine for 14 days, regardless of whether close contacts are symptomatic
This also includes cordoning off areas where someone with probable or confirmed COVID-19 worked, touched surfaces, or spent any prolonged amount of time and following all CDC protocols to clean, sanitize, and disinfect the workplace before reopening them
A site-specific COVID-19 Supervisor is designated by the employer for the individual store
Worksite COVID-19 Supervisor monitors health of employees
Worksite COVID-19 Supervisor enforces COVID-19 job site safety plan
Handwashing required when arriving at work, taking breaks, using the bathroom, before and after eating/drinking/using tobacco products, and after touching contaminated surfaces
Frequent and adequate handwashing maintained throughout the day
Workers get breaks to wash hands regularly
Handwashing facilities have clean and hot or tepid water, soap, and paper towels and these are kept stocked
Hand sanitizer (with at least 60% alcohol) provided for workers and customers
Housekeeping schedule with frequent cleaning and sanitizing and an emphasis on surfaces that are regularly touched (“high touch” surfaces)
Sanitize and disinfect high touch surfaces frequently (e.g., restrooms, checkout counters, shopping cart handles, door handles)
Operating hours allow enough time to thoroughly clean, sanitize, and disinfect facilities between shifts
Increase frequency of washing utensils
Disposable gloves available and used for shared tools
Employee equipment including handhelds/wearables, scanners, radios, other tools are properly cleaned and disinfected before and after use
Fitting rooms (if available) are disinfected by an employee with appropriate supplies and PPE after each new customer use
Any items used by customers in fitting room and not purchased are removed from inventory and stored for no less than 24 hours
IN KING COUNTY: A designated sanitation worker is designated at all times to continuously clean and sanitize commonly touched surfaces according to CDC guidelines
IN KING COUNTY: There is a way to sanitize shopping carts and basket handles (can be with available wipes for customers or workers who sanitize between each use)
Business does not serve customers or visitors who aren’t wearing face coverings
Individuals with medical conditions or disabilities are exempt from this requirement and are not required to carry proof of the condition or disability
Employer should offer to provide accommodation such as curbside pickup, delivery, or non-peak hour shopping for these customers
Customers must wear a face covering anytime they are not seated, and if seated anytime they are not eating
If seated dining is permitted by the state/county at the time, customers may remove face coverings to eat and drink, but must wear face coverings when sitting and not eating
As of 11/16/2020: All common/congregate seat areas and indoor dining facilities must be closed
Employer has a written plan addressing physical distancing, protective equipment, hygiene, cleaning, communication, screening, and disinfection of contaminated areas onsite and available to regulators
Employer notifies local health department within 24 hours if 2 or more employees develop confirmed or suspected COVID-19 within a 14-day period, or if employer suspects COVID-19 is spreading in the workplace
Employer cooperates with public health authorities in investigation of suspected and confirmed cases and outbreaks
Employer cooperates with infection control measures including isolation, quarantine, and environmental cleaning
Employer complies with all public health authority orders and directives
Employer fully complies with Washington’s High-Risk Workers Protection proclamation
All workers are trained in the language they understand best about:
Signs & symptoms of COVID-19
How to prevent COVID-19 transmission
The employer’s COVID-19 policies (these must inform workers about the steps being taken in the workplace to establish social distancing, increased handwashing, and to prevent the spread of the virus
Handwashing length, duration, and frequency
Appropriate PPE use
Safe use of chemicals used to clean, sanitize, and disinfect
Workers who refuse to perform unsafe work do not suffer adverse action as long as their work refusal meets certain requirements (Refer to our UFCW 21 Q&A on unsafe work assignments here)
Note: Where there is a contradiction between these documents and one requirement is stricter than another, the stricter requirement should be enforced.
Shopping in a grocery store or have friends and family who might help hold grocery store employers accountable for a safe workplace and shopping experience? Fill out a Grocery Store Report at GroceryStoreReport.com
We are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
