On June 3, Macy’s publicly announced that our work gave the company its “strongest first-quarter in four years” -- and then executives turned around and offered our member-led Bargaining Team wage proposals that fall well short of a living wage.
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Wednesday , June 17 at 1pm at LinkedUnion 12601 W. Explorer Dr., Suite 200 Boise ID 83713
Read the Fully Recommended Settlement (FRS) Online >>
Gains Include:
Significant Wage Increases
Affordable Healthcare
Improvement in Vacation and Holidays
After nearly a year of negotiations, our Bargaining Team has reached a fully recommended tentative agreement with Recovery Cafe for our first contract! This is a momentous step in securing our core benefits and having job protections that are enforceable.
Key highlights in our first contract include:
“Just Cause” protections that set a grievance procedure for when members are disciplined or terminated
Guaranteed wage increases with backpay from July 2025 to when we ratify the agreement
A tenure-based wage scale that ensures wage increases based on seniority
A fully Employer-funded pension retirement plan at a 2.8% contribution rate
Protections on health care costs and introducing a new $200 per month maximum Employer-funded subsidy toward monthly premiums for members with dependents
And more improvements from the status quo
This first contract is a stepping stone for future negotiations and will be as strong as how we enforce it. We are also not done organizing! Our Union will be putting together a Labor Management Committee (LMC) to continue discussions with Recovery Cafe over an attendance policy. We also must stay organized to fight against unrealistic metrics for Recovery Specialists in our SODO Cafe!
Our Bargaining Team is recommending a “Yes” vote on the tentative agreement reached with Recovery Cafe. Our Union will be sending out a vote notice soon with the dates, times, and locations of a contract vote. Before the voting day, we will hold online contract walkthroughs where members can review the contract with the Bargaining Committee and Union staff, ask questions, and understand the agreement before the vote.
All members must be in good standing to be eligible to vote. Sign your union application to ensure you are in good standing before the vote: UFCW 3000 Membership Application.
If you have any questions, please reach out to one of your Bargaining Team members or our bargainer Dominick Ojeda: (360) 409-0595.
On Monday, our Union Bargaining Team met with Grand Central Bakery to provide our counterproposal to their first economic counter. We shared our counters on wages, scheduling, hours, holidays, healthcare, and retirement.
Read MoreIn the late hours of Friday, May 29, our Mason General RN bargaining team reached a final tentative agreement on our new union contract!
We encourage all nurses to attend one of the vote sessions below to read through the new Agreement, which includes wins such as:
Our Bargaining Team met with the Employer on May 20 and 26 virtually for half-day sessions. We devoted many hours crafting a comprehensive economic proposal designed to secure fair compensation and stable health care benefits for everyone. Unfortunately, we feel the Employer’s response leaves our core workplace realities unaddressed. While we want to remain optimistic about reaching a fair agreement, we feel like this is a delay tactic rather than a true step forward.
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“We may not have it all together but together we can have it all.” - Derek Howard, Engineer
We had a lot of productive discussions and the employer agreed to a quick turnaround for a bargaining session next Wednesday, June 3.
Wear your union buttons, stickers and union colors for solidarity with our Bargaining Team on June 2 and June 3.
Reach out to our union Rep Penny Cramer at 206-436-6559 if you have any questions.
Our Union Bargaining Team held our 11 and 12 bargaining sessions with MultiCare on May 19 and 26, respectively. On Tuesday afternoon, May 26, after a day of working with management to wrap up remaining issues, it became clear that despite our efforts, the Employer had already made up its mind on certain positions. Not only do these positions differ from what MultiCare has agreed to in the other two Union contracts within Capital Medical Center—but also from the existing UFCW 3000 contracts at Tacoma General, Mary Bridge, Auburn Medical Center, Covington Medical Center, and many more.
MultiCare’s position not only could weaken and undermine us as newly-organized Professionals at Capital Medical Center—but also has implications that could harm unionized workers across Washington State.
In response, our Union has urgently assigned a team of UFCW 3000 staff to reach out to every worker in this bargaining unit to discuss MultiCare’s position and its implications, and ensure that all Professionals at Capital Medical Center and beyond understand the next steps we may need to take.
Be on the lookout—we will be in touch.
In the meantime, attend our Contract Action Team meeting to learn more about ongoing negotiations and strategies to build power to win a strong first Union contract!
Thursday, May 28
7pm - 8pm
Zoom
Meeting ID: 857 7757 1974 / Passcode: 412935
Join Zoom Meeting >>
“There are crucial issues on the table that we have worked diligently to reach an agreement with MultiCare on, and all we have gotten back from the Employer is a continuous digging in of its heels. It feels like it might be time for us all to take a stand. We need to show MultiCare they cannot use us as a precedent, make an example of us, or undermine our Union by treating us differently from the other thousands of workers across Thurston, Pierce, and King Counties.”
Our member-led Bargaining Team returned to the table on May 26 with a mediator, which PCC requested, and we still have NO DEAL!
“The Employer says they won’t offer backpay unless our demands are reasonable. There is nothing reasonable about asking your staff to lowball their own worth.” — Connor Burk, Central District PCC
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Going into our fifth bargaining day with CommonSpirit for the Pro-Tech-Support contract, we knew it was time to bring a bold proposal forward to management. Recapping our session on May 11, when we received management’s initial economic responses (which would continue to sink our wages at SMMC far below market rates throughout 2029), we reflected on the progress we have made so far on the non-economic sections of our contract. We wrapped up all but a handful of articles in just our first few days and decided that now might be a good time to strategize around our key priorities:
A contract that rises to current health care union contract standards
A contract that values the lifesaving work we perform
A contract that guarantees strong competitive wages for all job classes throughout the next several years
And lastly—doing all of this as quickly and productively as we can because we know our union siblings at the Medical Center are relying on our work at the table to secure the raises desperately needed to recruit and retain talented workers, and of course, to keep up with the increasing cost of living in our region.
To this end, our team gathered all the open items we had on the table, including non-economics, pay premiums and differentials, health insurance benefits, and wages, and built a comprehensive package proposal. This proposal must be accepted or rejected by the Employer in its entirety; otherwise, we have the ability to revert to our previous iteration of each proposal. We feel confident that this package will (a) illustrate to the Employer our dedication to reach an Agreement sooner rather than later, and (b) meet the expectations and needs of our coworkers stated above.
Because this package proposal took several hours to compose, it was only ready to bring to management in the late afternoon, and therefore we did not get a formal response before concluding negotiations for the day. That said, we are eager to return to the bargaining table on June 9 and look forward to continuing the fight for all Professional, Technical, and Clinical Support health care workers at St. Michael Medical Center!
To learn more about ongoing negotiations and discuss strategies to stand together for a fair contract, join our next Contract Action Team meeting.
Tuesday, May 26
4pm - 5pm
Zoom
Meeting ID: 863 0290 8542
Join Zoom Meeting >>
Bargaining Team: Robel Haile, Clinical Pharmacist; Bryson Andrews, ED Tech; Olivia Almeida, Respiratory Therapist; Merry Brandt-MacFann, CT Technologist; Lara Williams-Graham, Certified Surgical Technologist; Angela Roberson, EP Technologist; Rob Shauger, CNA
We started off our seventh bargaining session with Optum on May 21 disappointed that while we expected to hold our eighth session tomorrow (Friday, May 22), Management let us know beforehand that they would need to cancel, keeping just our first of the two days to continue working on our first union contract.
Read MoreOn Thursday, May 21, our member-led Bargaining Team met with the Employer for our second bargaining where we presented our economic proposals. These included:
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All across-the-board (ATB) increases for KPWA workers should appear on the June 19, 2026 paycheck. The ATB increases and wage scale adjustments are being implemented as agreed in the Memorandum of Understanding from March 9, 2026, which stated that implementation may take up to 120 days. While Kaiser is making every effort to include market adjustments on the June 18 check, some more complex changes will require more time and will appear on the July 17 check.
All KPWA Units:
ATB check date: June 19, 2026
Other Wage Adjustments check date: June 19, 2026
Retro pay will be calculated according to the Memorandum of Understanding. It states that ATBs and wage scale adjustments will be effective the first pay period after a complete comprehensive package containing all bargained terms (including any MOUs) was tentatively agreed to by the parties. The first pay period after the March 9, 2026 tentative agreement began March 22, 2026. Retro pay will be paid effective back to that date as soon as administratively possible—typically two to three pay periods following the initial ATB wage scale adjustment check.
For more information, contact Union Rep Zach Gayner at (206) 436-6584 or Contract Specialist JJ Benson at (425) 306-1357.
Join Us for Our Bargaining Kick-Off Meeting: Wednesday, June 10 from 3:30pm – 5:30pm at Linkletter
Let’s come together, share ideas, and build the strength we need to win a fair contract for OMC Service members
Read MoreWe are encouraged that the Employer has heard us and is actively working on their economic response including health insurance. We are scheduled to meet with the Employer on June 10 and 11 and hopefully we can reach an agreement.
Read MoreWe are disappointed to announce that after a ten-hour bargaining day at our tenth bargaining session, CommonSpirit leadership still failed to present an offer we could recommend our workers ratify.
As such, the following vote has been scheduled so we can share the Employer’s proposed offer — and to be clear, we unanimously recommend voting NO on the Employer’s offer, and voting YES to authorize a strike.
Read MoreWe have been made aware of potential unfair labor practices, which are currently being reviewed. Training on how to identify them will be provided at the next CAT meeting, which will be on May 28 at 6:00pm (link below).
Read MoreProvidence Centralia Hospital Service Unit members will vote on the Tentative Accretion MOU covering Operating Room Assistants, Senior Electronic Imaging Assistants, and Supply Chain Technicians.
This MOU brings these classifications into the UFCW 3000 Service Unit Collective Bargaining Agreement. The agreement includes language addressing seniority, PTO balances, already-approved PTO requests, wage step placement, and step progression.
Read MoreWe organized at Recovery Cafe to safeguard our coworkers from retaliatory management and arbitrary policies, for guaranteed and predictable wage increases, and to better this organization for staff and the members we serve. After nearly a year of negotiations, we can see our progress toward those goals nearly ready for a ratification vote. Our bargaining committee met with Recovery Cafe on May 12 for a half day of negotiations.
After weeks in between sessions, our bargaining committee focused on our top priorities to get us to a deal: health care and wages. Our team met before our last session to put together a proposal around dependent coverage on health care that would cap the maximum amount our coworkers would have to pay to have their families on the Employer's insurance. Recovery Cafe responded by supposing a $300 contribution toward health care costs for dependents, while introducing a new cost share for the platinum health care plan at 85 percent covered by the Employer and 15 percent covered by workers.
We don't agree that the way forward is to take money from other coworkers to offset dependent health care costs. To get toward this goal, we did what's called a package proposal: combining many articles together to trade some proposals the Employer wants for some proposals our Union bargaining committee wants. Our package proposal maintains the existing health care cost sharing, introduces a $500 contribution from the Employer toward dependent coverage, responds with a reasonable wage counter, and includes us agreeing to nearly every other article the Employer has proposed.
While we hoped the Employer came prepared to continue negotiations after reviewing our package proposal, they were not ready to respond to our most important articles and needed to break for the day.
At the end of the session, the Employer then proposed an attendance policy. Because we are in a Union, we have the ability to negotiate before any attendance policy is implemented. The Employer's intent is to treat our discussion over the attendance policy separately from our contract negotiations. We hope to get to a deal on our contract first and then continue discussions with Recovery Cafe regarding the proposed attendance policy.
We have set another bargaining date with Recovery Cafe for June 2 with the explicit goal to get to a deal that we can feel proud of, to serve as the foundation for future negotiations.
May 28
7pm
Meeting ID: 822 3510 5335
Passcode: 437517
Join our next contract action team meeting on May 28 at 7pm on Zoom to discuss some of the tentative agreements we have and the next steps toward a contract vote.
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.
