Jefferson Pro Tech Clinic Contract Ratified!

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Jefferson Pro Tech Clinic Contract Ratified!

On January 25 workers voted to ratify a contract that includes:

  • Wage increases for all job classifications!

  • Market Increases for jobs that were not

  • paid competitively!

  • $15 minimum wage!

  • Full Retro back to the expiration of the last contract!

  • One for one years of experience credit in the

  • life of the contract!

  • Temporary reduction of FTE language!

  • Increases to premiums!

  • And more…

Big Thank you to the Bargaining Team:

Robyn, Natalie, Kim, Kacie, Nell, Miychell, Monique!

St. Michael Medical Center RN - You’re Invited!

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What is a Contract Action Team?

It’s a group of bargaining unit members who regularly gather (usually monthly) to hear the latest updates regarding negotiations, plan actions to pressure management into a fair contract, and learn how to get their co-workers involved. Commonly referred to as CAT meetings, they are a great opportunity to stay involved and provide feedback to your bargaining team as they work to negotiate your contract.

Who is invited to CAT meetings? 

Any St. Michael Medical Center nurse who is part of the UFCW Local 21 bargaining unit is welcome to join CAT meetings! Having high involvement within your Contract Action Team is crucial in winning a strong contract, so we encourage everyone to attend if your schedule permits. Because of the sensitive nature about what we discuss, non-union management is not permitted to join our meetings.

See you there!

Your bargaining team: Anne Burns, Brett Moore, Cindy Franck, Kimberly Fraser McMillan, Michael Nord, Tammy Olson

St. Michael’s Medical Center (RN) February CAT Meeting

Monday, February 7

6:00PM

https://zoom.us/join

St. Michael’s Medical Center (RN) March CAT Meeting

Wednesday, March 9 

6:00PM

https://zoom.us/join

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Providence RadiantCare Management rejects wage placement based on experience

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On January 27, we met with Providence RadiantCare Management and reached an agreement on several non-economic articles. Management agreed to using job classification seniority in case of a lay-off, schedules can only be modified with mutual consent, and leaves of absence benefits cannot be changed during the life of the contract.

Most of our bargaining session focused on wages and compensation. Providence’s last proposal provides at least a 1.5% increase upon ratification. We believe the initial increase is not enough given that our unit has gone without a wage increase for almost two years and our wage rates are below the market. Providence continues telling us that they only consider clinic wage rates for our unit, but the reality is that Providence is competing with hospitals and clinics for caregivers. They should be looking at hospital and clinic rates!

Additionally, Providence told us that they are not interested in placing everyone at the appropriate wage rate commensurate to their experience. Under their proposal, a Radiation Therapist with two years of experience would be placed on the base step and a Radiation Therapist with six years of experience would be placed on Step 1. We told Management multiple times that many of us feel that there is an inequity in pay within our unit and their proposal will continue the inequity. We believe that we all deserve a competitive wage rate and caregivers with more experience should be paid more.

Our next bargaining session will be on February 1.

It is clear to us that in order to move them towards an equitable wage proposal, we will have to take collective action. Please continue wearing a sticker daily and stay tuned for future workplace actions.

Central Co-op - Bargaining Economics

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“Seattle Co-op workers are standing with our Tacoma comrades to improve wages, bring stability to the Co-op, and ensure a better future for us as workers and for our communities.”
— Chris Paine, Seattle Produce Department

The union bargaining committee met with Central Co-op leadership on Friday, January 21, and Wednesday, January 26, to continue negotiations. Central

Co-op agreed to language for more timely responses time to PTO requests, gender-neutral language throughout the contract, and some general language clean-up.

Central Co-op has given us an abbreviated explanation of their current financial situation, and then at our next session gave us a brief summary of leadership’s plans to improve the business with more details promised in March after the board meeting. We appreciated the transparency and dialogue as we address our concerns about the current direction of the Co-op.

Last Friday, Co-op leadership made their economic proposals, and while we were happy that they proposed no cuts to our health care, they also proposed a 3-year wage freeze. We responded with our own wage proposal that gives Tacoma better equity, a ratification bonus for Seattle, and will get us back to the bargaining table to go after better wages in 18 months instead of 3 years. We also proposed stronger language to ensure that current employees’ experience is recognized on the wage scale.

We are also continuing to bargain over other issues like:

  • Safety on the job and during this pandemic

  • Improving retirement

  • Clarify PTO cash outs

  • New and expanded leaves

  • A free shift meal

  • Severance for store closure

We will be bargaining next on February 16, stay engaged and wear your stickers and union gear!

Our Bargaining Team:
Gordon Greenwood III - Seattle, Veronica Armstrong - Tacoma, Sydney Stenquist - Seattle, Chris Paine - Seattle, Kate White - Tacoma, Anne-Marie Cavanaugh - Secretary Treasurer UFCW 367, Lauren Vanwormer - Union Rep UFCW 21, Andy Heyman - Bargaining Rep UFCW 21

Seattle Children’s Hospital - Our Wages are officially on the table

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Hear from our Bargaining Team about negotiations!
Thursday, February 3 @ 11 AM
>> RSVP HERE >> to get Zoom meeting details emailed to you.

“The nature of the COVID-19 pandemic has changed the status of our staffing. In some departments, the turnover is higher than 25%. A lot of employees are going on a traveling job because they’re underpaid and a lot more are needing to leave. We proposed competitive pay at SCH to fix this problem.”
-Tesfaldet Kidanemaria, Respiratory Therapist

Yesterday, January 25, our team met with Management for our fifth bargaining session. Management provided us with some counters to our non-economic proposals and we gave them the first half of our economics, which contained our initial wage and premium increase proposals.

It’s no secret that the hospital is currently experiencing a massive staffing crisis—a direct result from the criminally pitiful wages they pay us for the lifesaving work that we do. Day in and day out, each of us give our all to our patients, each other, and the hospital, going above and beyond by working longer hours, picking up extra shifts, and taking on duties outside of the roles we are paid for. We are specialized medical professionals, putting our lives on the line every day during this pandemic and giving up crucial time outside of work with our own families, all to keep the hospital functioning and make sure our patients get the care they need. But we are at a crossroads. We cannot continue to do this work unless there’s a significant change in how we are treated. We’ve heard our coworkers’ concerns over the last week and we know that Management’s wage proposals are nowhere near enough. The hospital needs to value us in the way that we value the kids we care for. We deserve better.

Getting out of this crisis will take bold action, so yesterday, we proposed historic, industry-leading wages for every single job classification. Unlike Management’s proposal (which would only bring us a little closer to the wages of other local hospitals), our wage proposal would skyrocket us to the top of the market immediately. We also proposed to get rid of the “ghost steps” in our current contract, to make sure we all see significant wage increases every year. In addition, since we strongly disagree with Management’s argument that our below market premiums and differentials don’t need to be increased, we also proposed industry-leading increases to all premiums and differentials. In particular, we proposed robust increases to the on-call/standby premium and raised the amount we receive when we are called into work. With top of the market wages and premiums, Seattle Children’s Hospital could recruit and retain new hires to fill the open positions as well as make it possible for those of us already here to stay long term.

Management’s stunned reaction at the table to our proposal shows us that we still have a long way to go. Our team is fighting hard at the table to convince them that these big changes are necessary, but we can’t win these much-needed wage and premium increases alone. We must stand together and demand that Management swiftly end the staffing crisis and provide the relief we desperately need.

Call Union Rep Christie Harris @ (206) 436-6606* today to ask how you can become more involved in what’s happening at the table and learn how you can join our upcoming Contract Action Team virtual meeting on February 3 @ 11 AM, where we can discuss the details of our economic proposal.

At our next bargaining session on Tuesday, February 1, we plan to offer the rest of our economic proposals on topics ranging from Time Away to overtime. Keep an eye out for the update afterward!

*Note: This is an office land line phone number and cannot receive text messages.

Bargaining Team: Matt Brabant - Respiratory Educator; Madison Derksema - Pharm Tech; Angela Ballard – Surgical Tech; Kellie Koenig - Ultrasound Tech; Ashley Strickland - Respiratory Transport; Tyler Schaffer - Anesthesia Tech; Tesfaldet Kidanemariam - Respiratory Therapist

Providence Sacred Heart - Wage Scale Revision

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Providence has proposed a revision to the wage scale for Phlebotomists at Sacred Heart that would have across the board increases to the wage scale.

Because it is a change to our contract, we will need to have the affected members vote on the change.

All affected members in good standing are encouraged to vote YES! on Wednesday, February 2 @ 6:30 AM – 7:30 AM in the L2 A/B classroom. You must be in good standing and present to vote.

You will be provided with the proposal at the vote.

Providence Holy Family Lab - Wage Scale Revision

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Providence has proposed a revision to the wage scale for Phlebotomy Lab Assistants that would have across the board increases to the wage scale.

Because it is a change to our contract, we will need to have the affected members vote on the change.

All affected members in good standing are encouraged to vote YES! on Tuesday, February 1, 2022 from 9:00 AM – 10:00 AM in the HEC2 room. You must be in good standing and present to vote.

You will be provided with the proposal at the vote.

Vote YES! on the proposed Phlebotomy Lab Assistant Wage Scale Revision

Tuesday, February 1, 2022

9:00 AM – 10:00  AM 

HEC2 room

Capital Medical Center Technical Service - NEGOTIATIONS COLLAPSE

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“We cannot have a deal unless the employer compensates us for the time worked without a raise since our contract was scheduled to expire in October.”

Bargaining Team: Adam Swigart, Julie Hinchcliff, and Maureen Ciglia

Your bargaining team met with management again on January 21 and 24 to continue negotiations for your successor contract.

We are disappointed to report that negotiations collapsed late into Monday night. While the union had made significant movement towards an agreement, the employer refused to make any meaningful changes to their proposal that would indicate that they were ready for a deal.

In fact, your bargaining team began our Monday bargaining session by informing the employer that we were ready to work into the night to reach an agreement. By mid-afternoon the employer stated that they didn’t feel that working into the night would be worth the effort, signaling that they did not care to reach a deal. Despite the management’s lack of enthusiasm, we continued discussions late into the evening. 

The major problem remains their proposed reduction of our Extended Illness Bank accruals and the removal of the day after Thanksgiving as a holiday. The union made proposals to mitigate the effects of such changes, however, we made clear that retro-pay back to scheduled expiration is the key to reaching a settlement on these issues. The employer responded with an insulting $275 ratification bonus instead of retro. MultiCare made explicitly clear to your bargaining team that they have no interest in paying employees at Capital Medical Center retro pay, even though they offered it to UFCW members at Tacoma General and Auburn Medical Center last year.

We did have informal talks about a higher ratification bonus, but it was nothing close to what we are owed for all the hours we’ve worked since our contract was originally scheduled to expire in October.

To make matters worse, the employer surprised your Bargaining Team by LOWERING their proposed across the board increase in the first year. Management’s excuse was that they needed to make such an adjustment to pay for other “improvements” they were offering since they had already exceeded their authority on the cost of our contract.

Your bargaining team felt strongly that we cannot accept an offer that cut our EIB accruals, removed a paid holiday, included a first year across the board increase that was lower than our last session, and included an insulting ratification bonus. 

We made clear to the employer that the Union’s movement towards the employer’s demands were not only contingent on retro-pay, but would also expire on Monday at 11:59PM. Since we failed to reach a deal, the union’s offer is now off the table and not available to the employer.   

We are working to enlist the assistance of a federal mediator, at which point we will schedule additional bargaining dates with management. 

Next Steps:

Stand up against MultiCare by reaching out to a Bargaining Team member or Union Representative to get “Keep your Hands off our PTO & EIB” stickers that you can wear in your workplace. 

Attend regular Contract Action Team (CAT) meetings to hear the latest updates regarding negotiations, plan actions to pressure management, and learn how to get your co-workers involved. Our next meeting is being held virtually February 2 @ 6:00PM

Capital Medical Center CAT Meeting

Wednesday, February 2 • 6:00PM

https://zoom.us/join

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Providence St. Joseph Hospital - Wage Scale Revision

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Providence has proposed a revision to the wage scale for Phlebotomy Lab Assistants that would have across the board increases to the wage scale.

Because it is a change to our contract, we will need to have the affected members vote on the change.

All affected members in good standing are encouraged to vote YES! on Tuesday, February 1 @ 12 PM – 1 PM in the DEC1 room. You must be in good standing and present to vote.

You will be provided with the proposal at the vote.

St. Michael Medical Center RN - Bargaining Begins!

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Your bargaining team met with management for the first time on January 19, kicking-off negotiations at St. Michael Medical Center! While our contract isn’t scheduled to expire until May, getting an early start on negotiations will increase the chances of reaching an agreement before expiration. 

Our initial proposal, which primarily focused on non-economic items, included:   

  • Improved language regarding Charge Nurses, 

  • Broader application of preceptor pay,

  • Modifications to CEDO, including fixes to low census standby,

  • Stronger protections for Per Diem nurses,

  • And much more!

Your Bargaining Team was also working to support House Bill 1868, which would implement new safe staffing standards across the state. A member of your team briefly stepped away from negotiations to testify in support of the proposed legislation, sharing with legislators the dangerous conditions that persist at St. Michael Medical Center. 

In addition to implementing safe staffing standards that protect you from dangerously high patient loads, the law would close loopholes to the existing overtime and rest break law and add additional enforcement mechanisms to ensure hospitals comply with the laws.

We are excited about the opportunities to improve our contract through negotiations; however, it is imperative that we simultaneously fight to improve the laws that will hold the hospital accountable for their failure to provide a safe working environment. You can help support HB 1868 by sending a letter of support to your legislator though this link: 

We are scheduled to meet with the employer again on February 3 with additional dates scheduled through March.

“As negotiations begin it is imperative that we support House Bill 1868, which would implement new safe staffing standards across the state.”

Your bargaining team: Anne Burns, Brett Moore, Cindy Franck, Kimberly Fraser McMillan, Michael Nord, Tammy Olson


CHI General Update - WAGES OVERWHELMINGLY APPROVED

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We are pleased to announce that members across CHI overwhelmingly voted to approve the proposed amendments to their contracts, which included earlier raises for all members along with a number of additional market increases! The approved wage increases will become effective on February 6, 2022.

These changes will affect the following units:

St. Anne Hospital (Pro-Tech)

St. Joseph Medical Center (Pro-Tech)

St. Michael Medical Center (Pro-Tech)

St. Michael Medical Center (Service & Dietary)

 Keep in mind that these changes are considered a mid-cycle amendment, meaning that we are still scheduled to start contract negotiations early next year. Stay tuned for more information as your contract nears its expiration.  

Seattle Children’s Hospital - IT’S NOT ENOUGH, WE WON'T BE FOOLED

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“Today, Management gave us a starting point to work from and although it is not close to where we want to be we know with your help we know we can get the strong wages we all deserve!”

-Angie Ballard, Surgical Tech

Yesterday, on Thursday, January 20, our Bargaining Team met with Management for our fourth negotiation session. We started the day by providing a set of strong counter proposals on a variety of non-economic topics then management gave us their economic proposal.

While at first glance Management’s proposal can seem promising, a closer look shows that it is still woefully lacking. They claim it would provide an average 8% wage increase on top of a 2.25% wage increase across the board increase Year 1, however this is misleading. The reality is that this “average” is extremely skewed by the fact that only a handful of positions, one’s that were left behind by Management in our last negotiations, would receive large wage increases; everyone else would only see meager increases. What’s even worse is that almost all of the increases they proposed, including the larger ones, would only serve to bring our wages to just below market for hospitals in the area and comparing us to non-specialty hospitals is like comparing apples and oranges. On top of all of this, they claim their focus on wages means we don’t need to the improve other economic elements of our contract (premiums, differentials, Time Away accruals, parking costs, insurance costs, etc) despite the fact that the hospitals they are comparing us to have better benefits in each of these areas.

We won’t be fooled. Seattle Children’s Hospital needs to do better. As specialty hospital we provide care which is unparalleled in the local area and requires additionally levels of training and competence compared to these non-specialty hospitals. As a result, we believe our wages, premiums, differentials, and other economic benefits should lead the market, rather than trail behind it.

In our next session on Tuesday, January 25, we plan to provide our robust economic counter to Management. This will include market and industry leading wages for all of us as well as substrative increases to the other economic elements of our contract Management wants to leave behind.

Now more than ever, our Bargaining Team needs your help to win a strong contract. We need stand together and show Management that it will take more than just inadequate wage increases to fix the massive staffing crisis we are facing!

You and your coworkers can get more involved by coming to our Contract Action Team (CAT) meetings where we discuss what’s happening at the table in more detail and talk about the upcoming actions we are planning. Our next meeting is this coming Monday, January 24 at 4:30PM, RSVP to join the Zoom meeting at: https://bit.ly/SCH-CAT

To learn more about how you can stay informed and help our team at the table please call you Union Rep Christie Harris at (206) 436-6606 and follow our Instagram page @schworkers.

Hear from our Bargaining Team about negotiations! RSVP to get Zoom meeting details emailed to you!
Monday, January 24
4:30 PM
https://bit.ly/SCH-CAT

Bargaining Team: Matt Brabant - Respiratory Educator; Madison Derksema - Pharm Tech; Angela Ballard – Surgical Tech; Kellie Koenig - Ultrasound Tech; Ashley Strickland - Respiratory Transport; Tyler Schaffer - Anesthesia Tech; Tesfaldet Kidanemariam - Respiratory Therapist

PRMCE Professionals • Tentative Agreement Reached Bargaining Team Unanimously Recommends a Yes Vote

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On January 19, 2022 our bargaining team reached a tentative agreement on our contract. This expedited bargaining process has been successful and resulted in big wins for the professionals without any takeaways. 

The three-year agreement includes:

  • Significant across the board wage increases

  • Market adjustments for most classifications

  • Improvements to step progressions on the wage scales

  • Bonus upon ratification and one year later

  • Increases to education funds and tuition reimbursement

  • Improvements to grievance procedure

  • Improvements to Bereavement Leave

  • New language in case of department merger or restructure

  • New BSN pay provision

  • AND NO TAKEAWAYS!

“We feel like this contract acknowledges the hard work healthcare workers have put in through the pandemic. Management really stepped up throughout these negotiations to show appreciation for PRMCE professionals in this contract. We believe these gains will help with retention and recruitment, and we encourage everyone to vote YES.”

Our PRMCE Professionals Bargaining Team: Deb Anderson, Medical Lab; Sara Dillon, Case Management; Emily Conner, Nutrition

Full details of the contract offer will be available during the online vote on Wednesday, February 2 from 6AM - 8PM. You will receive an email from UFCW 21 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote. 

TO VOTE ONLINE, make sure your information is up to date! In order to vote on proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, please update your email @ ufcw21/update-your-information.

If you do not receive an email to vote on Wednesday, February 2, please reach out to Union Representative Anthony Cantu at acantu@ufcw21.org or 206-436-6566 to provide an updated email address.

Have Questions? 

Full details of the offer will be available at an online vote meeting Friday, January 28. Drop in from 10AM - 12PM and from 5:30PM - 7:30PM

Friday, January 28

10AM - 12PM • 5:30PM - 7:30PM

https://zoom.us/join

Contact your Bargaining Team or Union Rep for call-in details. Details will be also mailed and emailed out.

PRMCE Technical - Tentative Agreement Reached Bargaining Team Unanimously Recommends a Yes Vote

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On January 18, 2022 our bargaining team reached a tentative agreement on our contract. This expedited bargaining process has been successful and resulted in big wins for our bargaining unit without any takeaways.

  • The three-year agreement includes:

  • Competitive wage increases, including market adjustments for many classifications

  • Bonus upon ratification and one year later

  • Improvements to step progressions in the wage scale

  • Increases to education funds

  • Increases to evening and night shift differentials

  • Increases to Standby Pay 

  • Increases to Preceptor Pay

  • Improvement to Bereavement Leave

  • Improvements to grievance procedure

  • New Standby bonus for excessive standby hours

  • AND NO TAKEAWAYS

“We’re happy to have bargained early to implement wage increases before the expiration of our contract. This contract will help our hospital retain the team we have and recruit so that we can provide the best level of care. We fought hard to make sure that everyone’s voices were heard and encourage you to vote YES on this offer. Alone we can do so little; together we can do so much.”

Our PRMCE Professionals Bargaining Team: Maria Goodall, Vascular Ultrasound; Darryl Keffer, Respiratory; Rodney Powers, Diagnostic Imaging; Terryl Smith, Pharmacy Tech

Full details of the contract offer will be available during the online vote on Wednesday, February 2 from 6AM - 8PM. You will receive an email from UFCW 21 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote. 

TO VOTE ONLINE, make sure your information is up to date! In order to vote on proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, please update your email @ ufcw21/update-your-information.

If you do not receive an email to vote on Wednesday, February 2, please reach out to Union Representative Anthony Cantu at acantu@ufcw21.org or 206-436-6566 to provide an updated email address.

Have Questions? 

Full details of the offer will be available at an online vote meeting Monday, January 31. Drop in from 7AM - 9AM and 5:30PM - 7:30PM

Monday, January 31

7AM - 9AM • 5:30PM - 7:30PM

https://zoom.us/join

Contact your Bargaining Team or Union Rep for call-in details. Details will be also mailed and emailed out.

Providence Everett ED Crisis Counselors - Tentative Agreement Reached!

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On January 19, 2022, our PRMCE Professionals Bargaining Team reached a tentative agreement on our contract. Emergency Department Crisis Counselors are eligible to vote on this contract as a newly organized unit. This is the culmination of a lot of hard work, and we encourage everyone to participate.

The three year agreement includes:

  • Wages to match Transition Planner II

  • Additional compensation for fully licensed crisis counselors

  • Bonus upon ratification and one year later

  • Full benefits of a union contract!

    We’re happy to welcome the ED Crisis Counselors to our union! We feel like this contract acknowledges the hard work healthcare workers have put in through the pandemic. Management really stepped up throughout these negotiations to show appreciation for PRMCE Professionals in this contract. We believe these gains will help with retention and recruitment, and we encourage everyone to vote YES.”

- Our PRMCE Professionals Bargaining Team: Deb Anderson, Medical Lab; Sara Dillon, Case Management; Emily Conner, Nutrition

Full details of the contract offer will be available during the online vote meeting on Wednesday, January 26, drop in from 4PM- 5PM.

Full details of the offer will also be available during the online vote on Wednesday, February 2 from 6AM - 8PM. You will receive an email from UFCW 21 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote. 

TO VOTE ONLINE, make sure your information is up to date! In order to vote on proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, please update your email at: ufcw21/update-your-information

If you do not receive an email to vote on Wednesday, February 2, please reach out to Union Representative Anthony Cantu at acantu@ufcw21.org or 206-436-6566 to provide an updated email address.

Join the online vote meeting to review the contract offer and ask questions!
Wednesday, January 26
Drop in 4PM - 5PM
https://zoom.us/join 
Contact your Bargaining Team or Union Rep for meeting details. Details will also be emailed out.

Capital Medical Center Technical Service - BREAKTHROUGH!

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Your Bargaining Team met with management again on January 10 to continue negotiations for your successor contract.

We are excited to report that we’ve made significant process in negotiations with management having a sudden change of heart. At the end of our last session, management surprised us by making an economic proposal that ceded to a significant portion of the Union’s economic demands, which would bring Capital Medical Center employees up to market competitive wages. 

For the last few months your Bargaining Team has been showing MultiCare comprehensive data that shows that our wages are far behind what other hospitals are paying, justifying our proposals for large increases. Your Bargaining Team also expressed frustration that MultiCare has been willing to give employees at other facilities significant wage increases but not Capital Medical Center, as if we are not a priority to MultiCare. You also make this clear by wearing stickers in the workplace that informed patients that “MultiCare is Failing our community.”

They listened… but we’re not done yet.  

While historic wage increases are on the table, MultiCare is still proposing to cut your Extended Illness Bank accruals by about 40%. We warned management that if they want a deal anytime soon, their proposal must be withdrawn, or we will be forced to take further action. We know the community will not stand for MultiCare’s attack on healthcare workers EIB, especially in the middle of a pandemic, no matter the wage increases being offered.

We will meet with the employer again on Friday, January 21 and it is possible that we’ll have an agreement. However, this will be contingent on MultiCare withdrawing their EIB proposal. In the meantime, please continue to wear your union stickers at work and tell your manager what you think about their EIB proposal. 

“We’ve seen a breakthrough in negotiations, historic wage increases are suddenly on the table”

Bargaining Team: Adam Swigart, Julie Hinchcliff, and Maureen Ciglia

Next Steps:

Stand up against MultiCare by reaching out to a Bargaining Team member or Union Representative to get “Keep your Hands off our PTO & EIB” stickers that you can wear in your workplace. 

Tell your manager what you think about MultiCare’s proposal to cut your EIB accruals by about 40%.

Attend regular Contract Action Team (CAT) meetings to hear the latest updates regarding negotiations, plan actions to pressure management, and learn how to get your co-workers involved. Our next meeting is being held virtually January 19 @ 6:00PM

Capital Medical Center CAT Meeting
Wednesday, January 19 • 6:00PM

Central Co-op - UFCW 367 & 21 Members Stand Together to Improve Working Conditions and Benefits

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Today we met with Central Co-op management for the first time and made initial proposals for:

  • Increased PTO time, and prompt responses to time off requests

  • New Holidays and new Holiday Language to offer premium pay for the first time

  • New and expanded leaves and protections

  • New Safety and Vaccination language including paid time-off for recovery from COVID or vaccination

  • A free meal for all shifts of 5 hours or more

We also talked about:

  • Interim Positions

  • Clarifying PTO payout

  • Scheduling and Staffing Issues

We are expecting to hear responses from management at our next bargaining session on January 21, 2022.  We will also be discussing the Co-op’s finances so that we can make proposals for wages, retirement, and healthcare.

“For management to take our proposals seriously we need to send a clear message of solidarity.”

—Veronica Armstrong
Tacoma Store Receiver

We will have stickers for us to wear in a show of unity for a fair contract soon! Please keep an eye out for distribution in our stores. 

Your bargaining team,

Gordon Greenwood III - Seattle, Veronica Armstrong - Tacoma, Sydney Stenquist - Seattle, Chris Paine - Seattle, Kate White - Tacoma, Anne-Marie Cavanaugh - Secretary Treasurer UFCW 367, Lauren Vanwormer - Union Rep UFCW 21, Andy Heyman - Bargaining Rep UFCW 21

Jefferson HealthCare Pro Tech Clinics - Tentative Agreement Reached

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Our Bargaining Team has reached a tentative agreement on a new three year contract and recommends a YES vote! We are excited to announce that the new agreement includes:

  • COMPETITIVE WAGE INCREASES each year of the agreement

  • Full retro to November 1, 2021

  • Plus market increases for several job classifications

  • One for one past experience credit starting in year three

  • Certification pay process improvements

  • Security guard premium improvements

  • New temporary reduction of FTE language

  • And more!

Full details of the contract offer will be available during the online vote on Tuesday, January 25 @ 6am-8pm. You will receive an email from UFCW 21 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote.

TO VOTE ONLINE, make sure your information is up to date! In order to vote on proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, please update your email at: ufcw21/update-your-information.

If you do not receive an email to vote on Tuesday, January 25, please reach out to Union Representative Ryan Degouveia at rdegouveia@ufcw21.org or 360-662-1989 to provide an updated email address.

Join the vote information meeting on Monday, January 24 via Zoom. It is very important that members attend the meeting to get a full understanding of the Employer’s offer and have your questions answered.

Jefferson Healthcare Vote Information Meeting on Zoom
Monday, January 24
Drop in @ 4-5pm and 7-8pm
Zoom details to join the meeting will be mailed and emailed.

MHS Covington Medical Center (Service, Technical & RN) WAGES UNANIMOUSLY APPROVED!

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UFCW Local 21 members at Covington Medical Center unanimously voted to approve their proposed wage increases yesterday, Thursday, January 13,

The proposed increases will become effective Sunday, January 16; however, the Employer has warned that the Kronos outage could cause a slight delay in member’s seeing the difference in their paycheck.

Now we must prepare for contract negotiations later this year, which will be another opportunity to further increase wages and work on solutions to other workplace issues.

One of the best things you can do to prepare for upcoming negotiations is to sign up for a Steward training! In Steward training, you will learn your rights and protections and how to push back against unfair practices by management. You will also learn how to represent a coworker in a disciplinary meeting and uphold your contract.

To sign up for a training, go to: ufcw21.org/steward-training