Join our first Contract Action Team Meeting! This meeting is open to all bargaining unit members at Summit Pacific. We’ll discuss the bargaining process and the member surveys.
Friday, July 17 at 7PM
*Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
What do you want to include in your contract? Fill out your contract survey!
Our 1 year agreement with PCC was ratified on July 1, 2020. This agreement runs through December 31, 2020 for both grocery and meat contracts.
We won significant wage increases with full retro throughout the scale while maintaining our healthcare and securing our pension.
“Given restrictions on meetings and members dealing with an ongoing pandemic, we are glad to have reached this 1-year deal now so that members can get immediate raises and full back pay. We can all focus on fighting for a full 3-year contract in a few months when we can regroup in person.”
– Our Bargaining Team
We are set to begin bargaining our first contract with Summit Pacific! Your member led bargaining team will be:
Alicia Wood
Angi Swinhart
Barb Ford
Jeff Redmond
Kristen Frazier
We start bargaining in just a few weeks! Our first dates are: 7/24, 7/31, 8/7, and 8/17, and we will be adding more dates to the calendar.
What do you want to include in your contract? Fill out your contract survey by July 10!
During this round of negotiations we were able to win fair double time language for members working 10-hour shifts and, in addition, new “donning and doffing” language that provides eight minutes of paid time at the start and end of each shift to change in and out of hospital-required attire. However, the employer continues to make unacceptable wage proposals and has maintained their attacks on our affordable healthcare. We made clear to managament that if this behavior continues then we will have no choice but to bring our fight to the community.
Please join our upcoming Contract Action Team (CAT) meetings to get the latest updates and learn how we can win a fair contact. These meetings will be held virtually through Zoom.
CAT Meetings
Wednesday, July 1
8AM
6PM
Wednesday, July 15
8AM
6PM
*Contact your Union Rep or a Bargaining Team member for call-in details
We are happy to announce that the Harrison Medical Center Service & Dietary contract was ratified this afternoon by an overwhelming majority! We won substantial wage increases, new short-term personal leave, improved schedule posting language, as well as many other improvements.
We received Management’s economic proposals Wednesday. While we appreciate the effort they’ve made towards making sure our wages are comparable to surrounding hospitals, there are still areas for improvement.
We have proposed improvements to our Rest Between Shift language. We’d like to see Management value the rest and safety of all employees equally
Management is also evaluating our proposal to fully acknowledge and value our employees that work non-traditional hours. We hope they agree that evening and night shift workers make significant adjustments to family life, sleep schedules, and more.
Once we reach an agreement, we will be voting our contract by mail
Please update your information with us here.
We continue to bargain with Management to reach a settlement that meets our key goals of:
Wage Parity with Skagit Regional Hospital
Equity Adjustments for employees with years of service
Increases to Shift Differentials to match Skagit.
Although we have reached tentative agreements for some of our goals, our Bargaining Team continues to push for Equity Adjustments. We have also seen Management propose for a wage reopener in the 2nd year because of the financial impact of COVID 19. We’re scheduled to bargain again on Friday, June 26 and are looking to secure more dates in July.
“We look forward to bargaining with Management this week and reach a settlement that we can bring to our membership for ratification. We still need management to meet our main goals of Equity for our members who have given many years to this hospital.”
Cascade Valley Hospital Bargaining Team
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:
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.
