Summit Pacific Medical Center - Union Bargaining Team Holds the Line

Our Bargaining team is standing firm on a number of issues that Management wants us to bend on.

We’re fighting for:

• Educational Leave for Tech/Service

• On call pay comparable to surrounding hospitals

• Two hours’ notice if you don’t need to report to work

• Increasing PTO Accruals to account for holidays

• Creating one PTO Cap for all employees

• Allowing Cert pay for Tech/Service

• Double time for violation of rest between

On Wages, we have held at our earlier proposals. Today we drew a line in the sand about Management saving money by drawing out our bargain.

We have proposed that wage increases be effective January of 2021—no matter how long it takes us to ratify a contract!

Our Bargaining Team: Angi Swinhart—RN, Clinic; Barbara Ford—ED HUC; Alicia Wood—RN, ED

We’re still collecting stories about what matters to you in this contract. Contact our Bargaining Team so we can tell your story at the table!

Dynacare Labcorp - Bargaining Update

“We met with Management on Monday, January 11 and Friday, January 15 to continue negotiations for a new contract. Monday’s session was cut short due to unforeseen circumstance beyond the employer’s control. While we had hoped to reach a deal on Friday, we are disappointed to find that we are farther apart than expected in both wages and healthcare. We are faced with some difficult decisions for the next bargaining sessions but are committed to reaching a fair deal that addresses as many of your concerns as possible.” 

— Shelby Tyner 

Questions about the contract and bargaining? Contact your Bargaining Team members directly! Your Bargaining Team: Sam McVay, Steph Royce, Eli Lanczos, Shelby Tyner, Nancy Pyanowski, Fredel Albritton

Next Bargaining Dates: 

• January 20

• January 25

PCC - Bargaining Moves Forward

Our member-led bargaining team put forward some large proposals over two days of bargaining this week including:

• Securing our pension

• COVID Agreement to address safety and compensation

• Wages

• Other Economic Improvements

In previous bargaining sessions we have also proposed:

• Stronger safety language

• Improved bereavement leave

• Stronger Union leave language

• Improved consecutive day and rest between shift protections

• Increased notice in the event of a store closure

We also began a conversation around workforce development and training programs where our Union and PCC can collaborate for common benefit. Additionally, Management presented a proposal to roll out a pilot program for curbside delivery that we are reviewing.

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

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Contract Action Team (CAT) meetings are set for the last week of January!

Come to hear more about our proposals and plan actions. Contact your Union Rep for details:

Richard Waits (206) 436-6510
Edmonds, Ballard, Fremont

Shelly Fillippi (206) 436-6591
Kirkland, Bellevue, Issaquah

Lauren VanWormer (206) 436-6563
Bothell, Redmond

Derrick Edens (206) 436-6529
Columbia City, Central District, West Seattle, Burien

Bruce Le (206) 436-6540
Greenlake Village, Greenlake Aurora, View Ridge

MultiCare - Pandemic Safety Survey

Negotiations with MultiCare will begin as front-line healthcare workers continue to face significant hazards during the COVID-19 pandemic. While we are tasked with protecting our community from the virus, it’s the responsibility of MultiCare to enact preventive measures to minimize these hazards and maintain a safe working environment for healthcare workers.

Unfortunately, members at MultiCare spoke loud and clear in the bargaining survey, agreeing that the employer’s safety response to COVID-19 has been inadequate. An overwhelming 75% percent of bargaining survey respondents said that COVID-19 safety should be a major priority for the bargaining team, second only to wages. 

So today we are launching the MultiCare Pandemic Safety Survey, which is designed to provide the Bargaining Team with a complete assessment of the problem. We want to hear directly from you about where MultiCare has failed to protect employees, an opportunity to share your COVID-19 story.

This survey won’t take long and will help the team hold MultiCare accountable for their employee’s health and safety.

Ashley House BX - Getting Close to a Deal

We met with Management on January 12, 2021 to continue negotiations. Admin was responsive to reevaluating the callouts and PTO accrual at every LMC with the option to renegotiate enhancements to the PTO accruals. Additionally, we are exploring the implementation of a Training Fund partnership that would be a sustainable long-term benefit to the workforce at Ashley House. 

We are very close to reaching a deal and feel confident that we can reach a recommended deal at our next bargaining date.

Other Concerns? Contact Your Union Rep, Nicholas Hefling; nhefling@ufcw21.org, Call or text 360-951-5801 or leave a message at 206-436-6564

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Get Ready to Vote! 

Voting will take place via Snail Mail. Please make sure we have your correct information by going to this link and updating your address and Contact info. 

Next Bargaining Date: 
February 3, 2021

Mason General RN - Back to The Table

We started our bargaining session Monday by telling your stories about why we voted 100% NO on Management’s last economic proposal. They returned with a disrespectful offer that did not address our full concerns. Our next bargaining date is Monday, January 18.

We are gearing up for more actions to support a respectful and fair economic package. Join us at a Union Contract Meeting on Tuesday, January 19 @ 5:30 PM. These meetings are where you have input in our bargaining team’s decisions!

RSVP for our contract meeting!

Summit Pacific Medical Center - Major Progress in Friday's Bargaining Session

On Friday, January 8, we got the employer to agree to several lingering issues.

• Recognition

• Preceptor Definition

• Non-Discrimination

• Union Security

• Union Access and Stewards

• Disciplinary Meetings & Personnel Files

• Low Census

• Seniority

• Leave without Pay

• Committees: Labor Management Committee, Nurse Staffing Committee, Safety Committee

• Innovative Work Schedules

• Schedule Posting

• Health Tests

• Duration of the Contract

• Split Shift Protections

• AND MOST IMPORTANTLY our renewed COVID-LOU; agreed to through the end of June 2021. Employees will not be required to use PTO for quarantine! Employer will now provide exposure information to members and the union. Minimum orientation requirements for float assignments.

“We started the new year off strong with a productive bargaining session!” 

– Barb & Alicia 

Major Issues still on the table! Sick leave, PTO, Wages, grievance procedure, bulletin boards, benefit eligibility

Your involvement is CRITICAL for our success at the table and winning a strong contract!

Help Us Win at the Bargaining Table! Share Your Stories:

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For more information, discussion, and ideas on how to get more involved - Come to the CAT Meeting! 

Thursday, January 14
7:00 PM

Kroger Bargaining Update: Employer Agrees to First Step toward Higher Pay for Pharmacy Techs

Kroger Bargaining Update: Employer Agrees to First Step toward Higher Pay for Pharmacy Techs

Since our last bargain in 2019, the UFCW 21 grocery store bargaining team has remained strongly committed to getting more members across the store onto comparable wage scales that would respect our work across all different departments. In this bargain we have proposed moving Clicklist and Pharmacy Techs to the Grocery A payscale as an important part of fair compensation for our work during the ongoing COVID crisis.

Today we reached an agreement with Kroger on a first step toward pay parity, when they agreed to a $1/hour raise for Pharmacy Techs from January – March 2021. We made it clear that this does not affect our existing proposals around hazard pay or bringing Clicklist and Pharmacy Techs onto the Grocery A scale and we will continue to push those.

“During this pandemic we have continued to serve our communities with added risk. We have been trying to get a higher wage that we deserve from Kroger for a long time now, this is definitely a win. We know this is only the first step and we are continuing to fight for higher wages, hazard pay and other premiums.” -Joanna Clapham, bargaining team member and Pharmacy Tech at Benson Plaza Fred Meyer 

A reminder of our top proposals to the employers:

• Reinstatement of Hazard Pay.

• Stronger enforcement of safety measures, including enforcement of masks and store capacity limits.

• Better notification to workers when COVID exposures occur.
  (Kroger has agreed!) ✔️

• Moving Clicklist and Fred Meyer Pharmacy Techs to the higher Grocery A scale (Kroger has agreed to a $1/hour increase for Pharm Techs Jan-Mar)

• Added pay including: Premiums for safety certifications, support for added childcare costs and compensation for off the clock hours after work spent keeping safe.

• Adding hours to the store to address increased need for sanitization and to enforce social distancing.

• Extending our previous agreement allowing for two week replacement pay for COVID infections and quarantine. (Kroger has agreed!) ✔️

Next bargaining date: Tuesday, January 19 
See the last Kroger bargaining update here 

We have also confirmed a first bargaining date with Albertsons/Safeway (January 22) and are continuing to pursue bargaining with other grocery employers. 

UFCW 21 Members Continue to Call for Hazard Pay

“We don't have the option to stay home and be ‘safe,’ we have to be in the stores, around customers without masks coughing on everything! They don't keep their distance from us and most of them laugh when asked to please not be so close. We deserve extra pay for putting ourselves at risk so the companies can make money.” -Terry Lake, shop steward at Auburn Fred Meyer 

ADD YOUR VOICE: Why is Hazard Pay important to you? https://www.videoask.com/fvc0fgc52

OUR KROGER GROCERY STORE BARGAINING TEAM

Maggie Breshears, Greenwood Fred Meyer
Sam Dancy, Westwood Village QFC
Amy Dayley Angell, Ballard QFC
Irene Garcia, Auburn Fred Meyer
Christina Harris, Lake City Fred Meyer
Robin Hillistad, N. Seattle QFC
Wil Peterson, Everett Fred Meyer
Jeff Smith, Snohomish Fred Meyer
Joanna Clapham, Benson Plaza Fred Meyer
Faye Guenther, President UFCW 21
Joe Mizrahi, Secretary Treasurer UFCW 21
Samantha Kantak, President Teamsters 38
Steven Chandler, Secretary Treasurer Teamsters 38
Tammi Bradey, Recording Secretary Teamsters 38
Jim McGuinness, Attorney

Employers and Lawmakers need to keep hearing from us!

Sign up if you are interested in taking action at your workplace for Essential Workers, Hazard Pay, and Safety.

MultiCare - Reminder! MultiCare Kick-Off Event

Quick reminder that you’re invited to the MultiCare Campaign Kick-Off Event tomorrow! Negotiations are only a few weeks away and we want to share with you the results of the bargaining survey, introduce your Bargaining Team, and prepare everyone for what to expect throughout this process. We will also discuss what YOU can do to help the team win a fair contract!

This event will be help virtually through Zoom and, to be flexible with everyone’s schedule, will be held at both 7:30AM & 6:30PM on January 12.

See you tomorrow! 

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UPDATE YOUR CONTACT INFO!

PCC - First Day of Bargaining Concluded

Our member-led Bargaining Team shared language proposals today including new contract language around improved safety in our stores. Each Bargaining Team member shared stories about safety concerns during this pandemic and every day. We are awaiting proposals from PCC. Our next bargaining dates are January 12 and January 13 when we look forward to hearing responses to our proposals.

Other proposals we presented today:

• Improved bereavement leave

• Stronger Union leave language

• Improved consecutive day and rest between shift protections

• Increased notice in the event of a store closure

Our Bargaining Team is committed to fighting for improved wages, retirement and training throughout this bargain as well as COVID specific protections like quarantine pay and hazard pay.

“We’re excited to start the conversation with PCC about improving employee safety and improving working conditions” 

— Your PCC Bargaining Team 

Left to right, top to bottom:

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

Make sure your information is up to date so you can receive important bargaining updates!

Providence Centralia - Providence Is “Not Interested” in Appreciating the Work of the Techs!

On January 5, we met and bargained with Providence. We presented the “holidays” article, which dictates holiday pay for the entire unit. In all the economic, monetary-related, articles we have proposed, our objective has been to memorialize or improve current practices. Providence has rejected our economic proposals and proposed very weak contract language which allows them to change practices at any time! We are now starting to discuss more economic proposals and anticipate that Providence will continue to reject our proposals if we do not take action!

Today, we told Providence that we believe that the entire Technical Unit deserves an extra shift bonus like the RN unit at PCH. The PCH RNs have been offered an additional bonus for picking up extra shifts during the COVID-19 pandemic.

Providence has offered a similar agreement to the Technical Unit at Providence Regional Medical Center Everett (PRMCE) and has proposed a similar bonus for the Respiratory Therapists at PCH and PSPH. While we are greatly appreciate that Providence has recognized the critical and dangerous work the Respiratory Therapists are doing during the ongoing pandemic, we are disappointed that Providence has failed to recognize the other Technical Unit members who work alongside Respiratory Therapy and the RNs. We believe that this is another attempt on Providence’s part to divide us and weaken our solidarity as we work to secure a fair first contract.

Providence told us that they “are not interested” in offering an extra shift bonus for the frontline Technical Unit members who work tirelessly with Respiratory Therapists and RNs to provide critical, lifesaving care to patients. Providence has the resources to take care of its workers, but only if we hold them accountable. We ask you to stand with us, and sign a petition and demand that Providence does the right thing: Protect the Frontline, and not their bottom line!

Above is the link to our petition and we will distributing paper copies of the petition. If you are interested in collecting signatures please contact your union rep Erin McCoy (206)436-6598 or emccoy@ufcw21.org. PSPH and PRMCE will be collecting signatures as well and we will be presenting our petition towards the end of the month. Our next contract action team/bargaining update meeting will be held later on in the month via Zoom..

In Solidarity, Your Tech Bargaining Team: Jen Mullins, Rad Tech; Jamie Freeman, RT; Verity Olsen, Pharmacy Tech; Kathleen Spencer, RT; Jen Frunz, Mammo Tech

Kroger Bargaining Update: Hazard Pay needed now more than ever

Today the Bargaining Teams for UFCW 21 and Teamsters 38 met with the employers for both Fred Meyer and QFC to bargain over our working conditions and hazard pay throughout the pandemic.  

“Today we had a chance to share stories about working through a pandemic. We shared that now, during some of the most dangerous times of the pandemic, safety enforcement has decreased in the stores and hazard pay is more important than ever. Stores are struggling with mask enforcement and social distancing because there are too many customers in the stores and not enough staff. We told the employer that every day we come to work we put ourselves and our family at risk.”

- Wil Peterson and Maggie Breshears 

Our proposals to the employers included: 

• Reinstatement of Hazard Pay.

• Stronger enforcement of safety measures, including enforcement of masks and store capacity limits.

• Better notification to workers when COVID exposures occur.

• Moving Clicklist and Fred Meyer Pharmacy Techs to the higher Grocery A scale

• Added pay including: Premiums for safety certifications, support for added childcare costs and compensation for off the clock hours after work spent keeping safe.

• Adding hours to the store to address increased need for sanitization and to enforce social distancing.

• Extending our previous agreement allowing for two week replacement pay for COVID infections and quarantine.

The employer agreed to an extension of for extra COVID leave, as well and more prompt notification of workplace COVID infections. They will continue to analyze other proposals and we expect a full response when we meet again on January 19.

Why is Hazard Pay important to you?

Our Kroger Grocery Store Bargaining team 

Maggie Breshears, Greenwood Fred Meyer
Sam Dancy, Westwood Village QFC 
Amy Dayley Angell, Ballard QFC
Irene Garcia, Auburn Fred Meyer
Christina Harris, Lake City Fred Meyer
Robin Hillistad, N. Seattle QFC 
Wil Peterson, Everett Fred Meyer
Jeff Smith, Snohomish Fred Meyer
Joanna Clapham, Benson Plaza Fred Meyer
Faye Guenther, President UFCW 21
Joe Mizrahi, Secretary Treasurer UFCW 21
Samantha Kantak, President Teamsters 38
Steven Chandler, Secretary Treasurer Teamsters 38
Tammi Bradey, Recording Secretary Teamsters 38
Jim McGuinness, Attorney 

Kroger agrees to meet with our Bargaining Team

Kroger leadership has agreed to begin negotiations with our Grocery Store Bargaining Team on January 5, 2021, after months of prolonged pressure and actions from grocery store workers, our communities, and our union leadership. Our bargaining teams’ message is clear:

• Essential grocery store workers need hazard pay now. We see now, more than ever how fundamental our grocery store workers are to the health and prosperity of our communities during a crisis. Whether it is a snowpocalypse or a pandemic, everyone relies on grocery store workers for food and supplies. It’s time to recognize and respect that essential work requires essential pay.

• Enforce the safety measures mandated by the State and the CDC including sanitizing workstations and surfaces, controlling and enforcing occupancy limits on overcrowded stores, providing PPE for workers, and mandating PPE for customers in the stores.

• Notify workers immediately when there is a COVID exposure and allowing workers to quarantine with pay. Workers should not have to choose between a paycheck and our health and safety (and the health and safety of the entire store).

• A clear and equitable plan for vaccine rollout to grocery store workers who are on the front lines.

• Fair pay equity for all departments and job classes. Workers in every department worked hard before this crisis and have continued to work selflessly and with great risk to ourselves and our families throughout this pandemic.

In the coming weeks we hope our other grocery store employers will decide to put safety and respect over profits and greed for the benefit of our grocery store workers and communities.

Keep on the lookout for the Billboard-mobile! Our roving billboard is driving all over Washington State calling for HazardPay and safer grocery stores, if you see it in the wild take a photo and share it!

Meet our Grocery Store Bargaining team! 

Maggie Breshears, Greenwood Fred Meyer

Sam Dancy, Westwood Village QFC

Amy Dayley Angell, Ballard QFC

Irene Garcia, Auburn Fred Meyer

Christina Harris, Lake City Fred Meyer

Robin Hillistad, N. Seattle QFC

Wil Peterson, Everett Fred Meyer

Jeff Smith, Snohomish Fred Meyer

Joanna Clapham, Benson Plaza Fred Meyer

We continue to update ufcw21.org/covid with important resources like;
What to do if there is a positive or suspected case of COVID in the workplace, Resources for refusing unsafe work assignments, COVID FAQs, Grocery Store Report, and Washington State DOH reporting.

Mason General RN - Mason General RNs Reject Management's Proposals

On Monday, January 4, RNs at Mason General Hospital voted on the employer’s most recent contract offer.

Members unanimously voted NO to reject the offer!

This outcome shows Management that their current offer is not good enough and we know that they can and should do better! 

We’ll be back to the bargaining table on January 11 and look forward to continuing to stand together to get a FAIR CONTRACT!

We will be texting out details for our next Contract Action meeting to discuss next steps.

Skagit & Cascade Valley Hospital - COVID-19 Improvements Reached with Management

As we continue to be overrun by new COVID cases in our hospitals, our Union bargained improvements to our contract including incentive shifts and premium pay for direct care staff.

Extra Shift Pay

This Paragraph 12 shall only apply to the “Tech” classifications listed in Appendix H in SRH CBA and equivalent job titles in the CVH collective bargaining agreement and the following classifications: Medical Assistant Certified; Medical Assistant Certified Lead; Medical Assistant Registered; Patient Registration Specialist; C.N.A.; L.P.N.; Unit Assistant I & II; Lab Assistant; Lab Assistant Lead; Medical Technologist; Medical Technologist Lead; Microbiology Lead Technologist; Environmental Services Technician; Environmental Services Lead; Medical Laboratory Technician; and M.S.W, ED Tech and Mental Health Assistants.

Employees listed above who pick up extra shifts during this time shall receive an additional $110 for 12 hour shifts and $85 for 10 hours shifts and $60 for 8 hour shifts above and beyond the employees current FTE. Employees do not qualify unless they work all of their scheduled hours within the applicable pay period.  Employees with 0.9 FTE and above must work in excess of their FTE to qualify for this premium. Employees with less than a 0.9 FTE are eligible for $60 per each extra shift of 8 hours or more worked in addition to their normally scheduled shifts per pay period.  Eligible shifts will be awarded according to Article 8.2.1 of the UFCW CBA.

COVID Premium Pay

All work performed by employees floated to a location that is under a different collective bargaining agreement shall be paid and subject to their home contract, except that employees who float from one acute care hospital to another, or to or from a Skagit Regional Health clinic to or from Cascade Valley Hospital or to a COVID-19 Testing Site will receive a premium of $2.00 per hour of floating, and may be eligible for mileage based on Employer’s mileage policy.

These changes will be in effect from December 14 through April 30, 2021 or until the Governor lifts the State of Emergency and my be extended by mutual agreement.

BARGAINING TEAM: Rob Carlile, Pharmacy Tech; Debbie Cheeseman, UA1; Wille Davenport, Radiology; Linda Deeter, Anesthesia Tech; Lisa Fritz, SSAII; Mary Winter, EVS

Northwest Administrators - Bah Humbug Union Members Get Scrooged by Management; Management Proposes Lumps of Coal in their Wage Package.

At the last bargaining session with Management, our Bargaining Team was presented with a wage proposal that was funded by our own retirement money.  While Management throughout the organization received a wage increase, they are asking us to pay our own raise by reducing what they pay for our retirement contribution by 5 cents. We continue to hear that Management needs a cost neutral first year of their proposal. 

Giving raises to Management is not cost neutral and expecting us to subsidize our own wage increase is Grinchful.

Stay tuned for upcoming events we can all participate in and ask one of your Bargaining Team members on how you can get involved in winning a fair contract. If you have any questions, please contact your Union Representative Cathy Macphail @ 206-436-6584.

“Management’s proposal to us is not acceptable and we will be bringing union members together via Zoom in the New Year!”

— Bargaining Team

BARGAINING TEAM: Chris Covey, Jennifer Harris, Iva Johnson, Katrina Kromm, Lulu Morgan, Grace Tsuchikawa

Ashley House BX - We are Very Close

On December 12, we met with Ashley House Management to continue negotiations. We are very close but there are a few key proposals we are still fighting for!

So far, we have reached agreements that include:

• New process for Union Orientation 

• Updated Per diem and Part-time employee definitions

• A bonus for keeping certifications and licenses Current

• A Pull bonus after 5 occurrences per year

• Training bonus 

• Moving CNAs on the same schedule for Recognition of past experience as Nursing staff

• Wage increases with top of scale bonus

• Maintenance Staff—Restored to past practice for Holiday Leave

• Limits of mandatory PTO use 

• New Bereavement leave options 

• More time to file a grievance

• Increase participants in the LMC

We Need Your Help!

• We are still fighting for: 

• PTO

• Healthcare

• Retirement contributions

Our Bargaining Team: Rose Shrader, CNA; Kris Spencer, RN; Kristy Furbush, LPN; Jeff Stone, Maintenance

Questions or concerns? Ask your Bargaining Team or contact your Union Rep, Nicholas Hefling: Office Line 206-436-6564, Call/Text Mobile 360-951-5801, email nhefling@ufcw21.org 

Next Bargaining Date: January 12

Dynacare Labcorp - Management Came to the Table Unprepared

We met with Management on December 18 to continue negotiations. We reached some agreements on language issues and got closer on some proposals, but we are still apart on:

• Wages

• Healthcare

• Pandemic Response

“Once again Management came to the table unprepared. After giving them a comprehensive new wage proposal at our last session, we are frustrated that Management did not come to the table with a response today.”

— Eli Lanczos

LabCorp Members Take Action!

Bargaining team members met with graveyard shift members at the early hours of Saturday morning to get their input and update them on negotiations. Turn out was great and graveyard shift is united with us for a fair contract!

Happy Holidays! Your Bargaining Team: Steph Royce, Eli Lanczos, Fredel Albritton, Nancy Pyanowski, Shelby Tyner and Sam McVay

Next Bargaining Dates: January 6, 11, 15

Willapa Harbor - Bargaining Team Unanimously Recommends a “Yes” Vote!

We were able to win respectful wage increases that keep us on par with area hospitals. We were also able to win a new bilingual premium and improvements to vacation scheduling language and retirement contributions while maintaining our benefits.

We will be voting on this recommended agreement by mail! Members in good standing are able to vote on these proposals. Please make sure your mailing address is up-to-date. You will receive the vote document with the full proposals in the mail along with your ballot and voting materials. 

We will be having vote meetings via Zoom to answer questions about the proposals. These are rolling meetings, members can join the meeting at any time.

Summit Pacific Medical Center - Community Petition Delivered to the Board of Commissioners!

On Friday, December 18, one of our community members and union supporters presented a petition of support for our bargain with 105 signatures from our community.

Our Bargaining Team spoke at the meeting as well about safety and wage concerns at Summit.

We plan to continue sharing our stories at the table and at future board meetings!

At the bargaining table we got more of the same from Management. They continue to claim they want to recognize people who go above and beyond, but instead of offering incentives for folks who do good work, they’d rather permanently punish anyone they might arbitrarily discipline for any reason.

Our Bargaining Team: Angi Swinhart—RN, Clinic; Barbara Ford—ED HUC; Alicia Wood—RN, ED