We were able to win respectful wage increases that will allow us to recruit and retain good nurses for our community. We also added new and increased competency premiums while maintaining our benefits.
“We achieved our overall goal to raise our wages to be competitive with comparable healthcare facilities.”
Forks Community Hospital RN Bargaining Team
Your Bargaining Team met with Managament again on June 18 and we were able to win an increase to our weekend premium pay, an agreement from the Medical Center to track CEDO hours, and cleaned up language regarding the medical center’s name change.
However, Management made an insulting economic counter-offer that fails to provide fair wage increases to ALL members with some receiving ZERO increases in the first year. Management has also continued their attacks on our affordable Union healthcare plan by demanding that we accept the Medical Center’s expensive healthcare. We feel that it’s indefensible for Management to demand healthcare concessions at a time when we are risking our health and safety everyday to protect our community through the COVID-19 pandemic.
Your Bargaining Team has made clear to Managament that we will fight to ensure that all members, regardless of classification or years of service, will receive a fair wage increase and shall maintain our affordable healthcare. We must prepare ourselves to take action against these unacceptable proposals and fight for the fair contract that we deserve!
“We demand fair wages for ALL members and are fighting to keep our affordable Union healthcare, which is more important now than ever!”
OUR PRO-TECH BARGAINING TEAM: Judy Shoesmith, Kain Mcleod, Connie Baker, Rob Shauger, Don Szabo, Ona Burkett, Sonja Hammes
Members at Conifer St. Joseph met with Management on Thursday to continue negotiations. We are disappointed that Management came to the table unprepared and refused to propose wage increases. Even though we presented Management all of our proposals, not much progress was made.
“We continue to fight for Fair Wages, Benefits, and Job Protection from unfair disciplinary actions. Let’s stand strong together and TAKE ACTION because we need a strong will to work at St. Joe’s!”
– Josie Talavera-Berg
Join us at the CAT meeting to learn more!
Monday, June 22
@ 5:30 PM via Zoom
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed and texted out.
If you are not able or willing to return when recalled, there are three different options:
-One time pass: places you on the bottom of the one-time recall list for reopening, this does not affect your seniority within Macy’s, when called back the second time must be able to return to work or the Employer will consider it your resignation. Macy’s will be keeping you on furlough, so your employment status is should not be changing in regard to unemployment insurance.
-Personal leave: 2-weeks of unpaid leave to give you time to prepare for the return to work. You would then return to work after the 2 week leave. You can access you vacation/sick bank and your PTOs as you will be considered “active.” This will change your status for unemployment insurance.
-Medical leave: You will need doctor’s certification and would be placed on active status and given medical leave. When medical leave is up, you will to return to work. You can access your vacation/sick bank and your PTOs as you will be considered “active.” This will change your status for unemployment as you will be active, however if you are a person who is “at risk” for COVID-19 or is sick with COVID-19, you may still be eligible for unemployment insurance. If you are not eligible you for unemployment insurance, you could be eligible for Washington State Paid Family Leave.
-Macy’s will provide PPE (personal protective equipment) to all members, including face masks and gloves (where needed).
-Macy’s needs to enforce social distancing and provide for the time and cleaning materials to sanitize the areas where we are working, while we are working.
-Macy’s will perform wellness checks of all employees before the start of their shifts, to help stop the spread in our workplaces.
-Members have the rights to refuse work that is not safe, with proper notification to management (contact your rep or shop steward).
-While the store gets back to normal volume, the stores are operating with temporarily reduced business hours. Full time will be guaranteed 28 hours, part time 10, recalled Flex workers will not be assigned shifts (as usual).
-Once the store returns to regular hours, or the agreement expires, the people will return to their hours options before the stores closed for the pandemic. If there are permanent staff/hours reductions those are subject to seniority.
-For returned to work members, Macy’s will pay up to two weeks leave for members required to self-quarantine due to or have been diagnosed with COVID-19.
-For draw vs commission Macy’s will clear possible deficits until agreement ends on August 1st.
-Our union contract has not changed; Macy’s still needs to follow it.
Bill Roberts
Bellingham Macy’s
(360) 419-4665
Teasha Karell
Alderwood Macy’s and Furniture Gallery
(206) 436-6510
Ariana Davis
Southcenter Macy’s and Furniture Gallery
(206) 436-6586
Monica Smith
Federal Way Commons Macy’s
(206) 436-6524
The bargaining team met with Chera and Geo for the first time on June 2 and begin negotiations for your first collective bargaining agreement. Based on the bargaining survey results, our discussions during the proposal meeting on May 4, and reviewing other local contracts, the team was able to submit our first proposal to the employer.
While this proposal was not comprehensive, and didn’t include our economic concerns, we did lay the foundations of a good contract and addressed the following:
Establishment of a Labor Management Committee, Discipline and Discharge, Holidays (scheduling & pay), Event and New Product Announcements, Harassment/Discrimination, Seniority & Layoffs, Leave of Absences, Transparent Job Postings, Grievance Procedure.
We are still reviewing the concerns brought to our attention during the proposal meeting, both economic & non-economic, and are crafting proposals that we hope to pass to the employer soon.
Please join us for our Contract Action Team (CAT) meeting on Tuesday, June 23 at 5pm! At this meeting we will provide a detailed update on the status of negotiations, get direct member feedback on current and forthcoming proposals, and answer any questions you may have. For details on how to RSVP call your Union Representative, Ariana Davis (206) 436-6586
Our new contract was ratified on June 12 with a 100% “YES” vote! Our Bargaining Team worked hard to reach an agreement with a HISTORIC $1.26/hr wage increase, full retro pay back to contract expiration, significant money into our 401k retirement plans, and no take-aways.
Talk to one of your Bargaining Team members or Union Representative for more information about our new contract.
After meeting to bargain over the healthcare plan, Central Co-op and the Union reached an agreement to switch to the UFCW National Fund Healthcare plan. The Co-op has sent information to the new provider to make sure that the change takes place by July 1st. The new plan has no cost increases to workers and provides the same level of benefits as previously provided.
The next step is for the Fund prepare detailed benefit books for all eligible workers. They will be sent out as soon as they are printed.
Anytime there is a switch in healthcare plans and providers, questions and concerns always arise. Be sure to talk to your manager, shop steward, or union representative, Ariana Davis 206-436-6586 when they do.
“We are working together to fight for a fair contract that benefits both our members and the community.”
Our Bargaining Team
Your Bargaining Team met with Management for the first time on June 10. After reviewing your bargaining surveys, looking at opportunities for contract improvements, and discussing the hazards we face with COVID-19, the team submitted our first proposal to Management.
Our initial proposal included a stronger safety committee, new mandatory overtime language, fair overtime for ALL members, reimbursements for license/certification renewal, and successorship language that would protect our contract through future mergers or acquisitions.
The team is currently working on an economic proposal, which will include market competitive increases, that we hope to present within the next few bargaining sessions. We return to the bargaining table next Wednesday, June 17.
COVID-19 Information: Keep your family, workplace, and community safe. Find coronavirus updates and resources on our website
“Our name might have changed but our Union still stands strong for a fair contract!”
OUR PRO-TECH BARGAINING TEAM: Judy Shoesmith, Kain Mcleod, Connie Baker, Rob Shauger, Don Szabo, Ona Burkett, Sonja Hammes
Your Bargaining Team met with Management again on June 9 and made additional progress towards a fair contract. We were able to maintain successorship language, which protects our contract from future mergers or acquisitions, and reached an agreement to discuss the placement of Union bulletin boards at the new Silverdale Hospital.
However, we still have significant obstacles to overcome before we reach an agreement with the Medical Center. Management continues to demand that we forfeit our Union healthcare, has rejected our requests for fair double-time language, and we remain far apart on wage increases that ensure ALL positions at St. Michael Medical Center remain market competitive.
If you have any questions, please attend next week’s Contract Action Team meeting or contact your Union Rep Aimee Oien @ 360-662-1981.
CAT ZOOM MEETING
June 17th @ 6:00PM
*Contact a Bargaining Team member or your Union Representative for more call-in details
We’ve been meeting with Management for two days, and while we have been able to secure some improvements to our contract like protections for evening and night shift workers who are selected for jury duty, Management is refusing to budge where it matters most to our day to day lives.
We’ve been advocating for solutions to the problem of schedule changes after the schedule has been posted on the 20th of each month. Management has not been willing to offer concrete solutions that we can enforce.
Additionally, we have been advocating to make sure that longevity increases go into effect on the employee’s anniversary date. Currently, the wage increase doesn’t go into effect until the 1st full pay period afterwards. That means that someone could be missing out on almost 2 weeks’ worth of their contractual raise! Management has demonstrated the ability to make this change, but they say it’s an “administrative burden”.
Have you been having issues with schedule changes?
Your story will help us win improvements to our contract. Tell us here:
Members at King’s Command Foods in Kent, WA overwhelmingly voted YES to a 6-month contract extension that includes improvements to the contract.
Improvements:
50 cent wage increases for every single union member for the life of the extension.
6-month extension from May 1, 2020-November 1, 2020.
Full retroactive pay back to May 1, 2020.
No takeaways
Other:
MOU on COVID-19 safety procedures and commitment to follow CDC/OSHA guidelines
Members can expect their wage increases and retro pay on their 6/19/20 paycheck!
Early Progress
Your bargaining committee has now met twice with Filson representatives in contract negotiation talks.
We have now presented both our economic and “non-economic” proposals. These have included improvements to vacation and holidays, a wage scale to more fairly give workers credit for their years of service, and proposing a 401(k) retirement program with employer participation.
We are pleased to report that there has been progress on issues like having shop stewards and reps being able introduce new workers to the rights that union workers have on the job, making it easier for workers to get holiday pay even if they are out sick, and workers having access to more vacation sooner than previously allowed.
Retirement is Key
There are still big issues ahead, wages, making sure we maintain our affordable health care, and having a secure retirement program, an issue that we are determined to get solved in these negotiations. When we meet with the Employer again it will be their turn to respond. Stay tuned for more updates.
"Having a retirement program is important so we can see to our basic needs and enjoy a reasonable life after work." —Jared Othieno
“We can’t retire on Social Security alone.” —Regina Hill
Our new contract was ratified on May 28 by an overwhelming “YES” vote! Our Bargaining Team worked hard to reach an agreement with substantial wage increases, maintenance of benefits, a commitment to discuss staffing concerns, and no take-aways. Talk to one of your Bargaining Team members or Union Representative for more information about our new contract.
Click on the links below for the following:
Update Your Contact Information
New Contract
New Wage Scale
Members at St. Joseph met with Management this past week to continue making progress towards securing a fair contract. While some progress was made on language issues, the fight for fair wages is just starting! We have your backs at the bargaining table, now let us stand together and finish strong!
“Negotiations are moving too slowly. We feel disrespected that Conifer is not taking this process seriously. The managers at the table are mostly from out of state and are out of touch with the daily issues we face at work. We had to fight for bargaining dates in May and continue to fight for more dates in June. Let’s show them that we are serious and united!”
Terri Ross, Bargaining Team Member
We have a plan to win and we need you to help us execute it! Join us on Thursday, June 4 @ 5pm for our virtual CAT meeting using Zoom.
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed and texted out.
Next Bargaining Dates
St. Joseph: 6/18, 7/7-7/8
St. Elizabeth: 6/24-6/25
The St. Elizabeth Bargaining Team met with Management to continue progress on securing a fair contract on May 19, and the St. Joseph Bargaining Team were at the table on May 20 and 21 for the first two bargaining sessions. We have made some progress but are still working to resolve the issues that matter most to us all. We will have a full report at the CAT meeting scheduled for May 26.
“We had a difficult day today, but we remained strong on the issues that mattered most to us, and we are committed to seeing this through. We have an action planned that will show Management we are united and ready to fight. Join us for the CAT meeting at 5PM on May 26 for more details.”
Colleen McKee, Bargaining Team Member
“I look forward to working alongside my fellow members to secure a contract that is fair and competitive with the market.”
Josie Talavera-Berg, Bargaining Team Member
Join our upcoming Zoom CAT meeting - MAY 26 • 5PM - 6PM
Have more questions about negotiations or the action planned? Come ask the Bargaining team!
Upcoming bargaining dates for St. Joseph: 5/27 and 5/28
We met with Management on May 19 and made progress on outstanding issues such as ensuring new hires receive adequate training, addressing harassment in the workplace, and reassurances that our contract will withstand any future mergers.
We remain apart on wages and are still fighting for wage increases that will both retain workers and attract new hires by having increases in every year of our contract. We are committed to fighting for a fair contract that invests in our future and ensures that wages at Harrison Medical Center are competitive with other employers in the region, that we have reliable costs for our healthcare and are treated with dignity and respect at work.
If you have any questions, please contact your Union Rep Ryan Degouveia @ 360-662-1989.
“We, the essential workers during the COVID-19 pandemic, deserve a fair contract with wage increases that invest in our future.”
Harrison Service & Dietary Bargaining Team
“Please join us for our first virtual Contract Action Team meeting next Tuesday May 19 @ 7:30pm!”
Harrison Medical Center Pro-Tech Bargaining Team
CHI Harrison Medical Center Service & Dietary + Pro-Tech Contract Action Team Meeting
Tuesday, May 19 - 7:30PM
RSVP to get call join info
PRO-TECH UPDATE
Your Bargaining Team met with Management again on May 5, 12, and 14. We have come to agreements with the employer to improve language regarding schedule posting, promotions, new hire orientation, and safety.
However, we are still fighting the employer to protect our Union healthcare, maintain successorship language that has protected our contract through recent mergers, create a member driven emergency preparedness team, and fair wage increases that keep Harrison Medical Center market competitive. Our next bargaining dates are June 5, 12, and 14.
If you have any questions, please contact your Union Rep Aimee Oien @ 360-662-1981.
BARGAINING TEAM: Judy Shoesmith, Kain Mcleod, Connie Baker, Rob Shauger, Don Szabo, Ona Burkett, Sonja Hammes
SERVICE & DIETARY UPDATE
Your Bargaining Team met with Management on May 8 and achieved improvements on schedule postings, new hire orientation, safety, and won a new short-term personal leave benefit.
However, we continue to fight Management to maintain successorship language that has protected our contract through recent mergers, ensure adequate training for new hires, job positing transparency, create a member driven emergency preparedness team, and fair wage increases that keep Harrison Medical Center market competitive. Our next bargaining date is May 19.
If you have any questions, please contact your Union Rep Ryan Degouveia @ 360-662-1989.
BARGAINING TEAM: Bobby Harris, Susan Mayer
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.
