Town & Country - COVID-19 LOU Extended

We have reached an agreement with Town & Country to extend our COVID-19 letter of understanding with some new improvements. This agreement provides members with special rights such as: 

• Appreciation pay at the rate of $2.00/hr until at least April 30 with the possibility of further extensions.

• If the Allied Employers (Safeway, Albertsons, Fred Meyer, and QFC) agree to pay its employees more, Town & Country agrees to pay the higher amount. 

• Town & Country agrees to notify the Union whenever managament identifies a COVID-19 positive test in a UFCW 21 represented worksite. 

• Employees who report to work and are subsequently sent home after failing a COVID-19 health screening shall be paid replacement pay for all hours lost during their scheduled shift.

• Employees who are diagnosed with COVID -19 or are required to quarantine because of an exposure shall be paid up to ten (10) days of replacement pay while they are unable to work.

This agreement shall remain in place for the remainder of the COVID-19 pandemic. Please contact your Union Representative at 1-800-732-1188 if you have any questions. 

Providence - Info Picket on May 5!

We have been at the bargaining table with Providence Everett, Centralia, and St. Peter’s Hospital for several months now and all we have seen from Providence is TAKEAWAYS and subpar contract language. It is time that we take our contract fight to the street and show the community and our patients how Providence treats its FRONTLINE WORKERS. 

At Providence Centralia, the Hospital proposed a 2% merit increase outside of contract negotiations for the Techs and Support Services units. We did not ask for a merit increase at the bargaining table, but as a team we agreed to the increase and view it as a recognition of our work during the pandemic. We still plan to fight for longevity step wage increases, annual wage increases, and competitive hourly wage rates! On top of that, Providence continues to propose language which would allow them to change policies during the life of the contract and has rejected some core standards we have in all union contracts like “just cause.” 

At Providence St. Peter’s, we asked the Hospital why they offered Centralia a 2% increase. The Hospital’s response was that Centralia has received a merit increase every year and St. Peter’s has not, therefore Centralia’s “status quo” is to receive a merit increase. This is statement is misleading! We have received merit increases every year except in 2020. While we are in contract negotiations, the Hospital cannot change policies or procedures and must continue all current practices, this is the “status quo,” but they can offer merit increases if they ask the Union. Their claim that their hands are tied is false! If they wanted to give us a merit increase like Centralia they could do so! On top of that, we have made a lot of movement at the table, but they continue proposing contract language which allows them to change policies during the life of the contract. We cannot agree to this weak contract language! 

At Providence Everett, we will have our next mediation sessions on April 12 and 16. We expect Providence to continue pushing back on our improvements to contract language and competitive wage increases. In addition, the Hospital continues to propose the elimination of EIB, reductions to PTO, mandatory paid parking, below market wage increases, and no increases to premium pay.

It is clear to all the bargaining teams that to win a good contract we need to pressure them with workplace actions! They need to see that we are willing to fight and will not agree to their bad deal! We will be holding an informational picket on May 5th at all three hospitals, including both campuses in Everett. You are allowed under the National Labor Relations Act to take collective action and not be retaliated against! We are asking that you stand on the picket line during your free time, meaning before/after your shift, during your lunch break, or on your day off. If you cannot attend because you are working, please have your family/friends attend the picket on your behalf! Family, friends, and the community are welcome to our picket! 

Please RSVP and share the RSVP link with your coworkers, including the nurses at PSPH and PCH! If you would like to distribute picket RSVP cards, please reach out to your Union Rep Erin McCoy 206-436-6598 (PCH/PSPH) or Anthony Cantu 206-436-6566 (PRMCE). 

In Solidarity, PCH Support Services and Tech Bargaining Team, PSPH Tech Bargaining Team, and PRMCE RN Bargaining Team

• Providence St. Peter’s (Olympia)
  Wednesday, May 5 @ 2-5pm
  413 Lilly Rd NE, Olympia, WA 98506

• Providence Everett (Colby Campus)
  Wednesday, May 5 @ 3-5pm
  1700 13th St, Everett, WA 98201

• Providence Everett (Pacific Campus)
  Wednesday, May 5 @ 3-5pm
  916 Pacific Ave, Everett, WA 98201

• Providence Centralia Hospital (Centralia)
  Wednesday, May 5 @ 2-5pm 
  914 S Scheuber Rd, Centralia, WA 98531

MultiCare Bargaining Update - Sign the petition!

Sign the Petition!

It’s no secret that MultiCare has continuously failed to properly staff our departments, which reduces the quality of patient care and contributes to staff burnout. We have been sounding the alarm for years, but administration has refused to fix the problem.

Management’s recent wage proposal will only make matters worse. Their 1% /1% /1% wage proposal would make our wages so uncompetitive that the recruitment and retention of staff would be nearly impossible.

Join your co-workers by signing the MultiCare Staffing Petition and tell Management that we deserve better: bit.ly/mc-staffing

Bargaining Team: Alexis Dotts, Glen Steele, Gregg Barney, Heidi Strub, Jamie Fenton, Julianna Van Enk, Kelly Gusman, Kurtis Chaffin, Patricia Brown, Ryan Boyd, Sammy Bainivalu, Teri Kruse, Wanda Rodriguez-Ramos, Yvette Broeckel

Join the UFCW 21 MultiCare Facebook page for the latest updates: facebook.com/ufcw21multicare

Service Linen Supply Bargaining Begins

Service Linen Supply

Bargaining Commences!

On April 7, 2021 we met with Service Linen Supply and gave them our first proposal. The Company responded with takeaways to holidays, limiting union representative’s access to the plant, and no guaranteed “across-the-board” wage increases. The Company said they lost business due to the pandemic, but we believe that they can afford to give us competitive wage increases! We heard from you all that wages were a priority for this contract. The hourly minimum wage in Washington State is currently $13.69 and the least paid workers at the plant make $13.79. That is only ten cents above minimum wage! We need better wage increases to retain workers! Also we have worked through an entire pandemic without receiving hazard pay. The Company needs to recognize the hard work that we do and provide fair and competitive wage increases!

Our next bargaining session will be on May 12 and 14. In the meantime, we need to show the Company that we are willing to fight for competitive wage increases and will not accept any takeaways! We will be holding a sticker action later on in April. Please contact the Union Rep, Monica Smith (206)436-6524, if you have any questions.

In solidarity, Union Bargaining Team

Service Linen Supply

¡Empezamos negociaciones!

El 7 de abril de 2021 nos reunimos con Service Linen Supply y les dimos nuestra primera propuesta. The Company respondió con eliminaciones de días festivos, limitando el acceso del representante sindical a la planta, y sin aumentos salariales “a lo general” garantizados. ¡La Compañía dijo que perdieron negocio debido a la pandemia, pero creemos que pueden dar incrementos salariales competitivos! Escuchamos de todos ustedes que los salarios eran una prioridad para este contrato. El salario mínimo por hora en el estado de Washington es actualmente de 13.69 dólares y los trabajadores menos remunerados de la planta hacen 13.79 dólares. ¡Eso es sólo diez centavos por encima del salario mínimo! ¡Necesitamos mejores incrementos salariales para retener a los trabajadores! También hemos trabajado a través de toda una pandemia sin recibir pago adicional. ¡La Compañía necesita reconocer el arduo trabajo que hacemos y brindar incrementos salariales justos y competitivos!

Nuestra próxima sesión de negociación será el 12 y 14 de mayo. Mientras tanto, necesitamos demostrarle a la Compañía que estamos dispuestos a luchar por aumentos salariales competitivos y ¡no aceptaremos ningún tipo de eliminación del contrato! Estaremos realizando una acción de pegatina más adelante en abril. Póngase en contacto con el representante de la Unión, Monica Smith (206) 436-6524, si tiene alguna duda.

En solidaridad,

Equipo de Negociación de la Unión

Planned Parenthood - Contract Action Team Meeting - April 12 @ 7PM

Join us on Monday, April 12 @ 7PM for a virtual Contract Action Meeting! Bargaining begins later this month. At this meeting we will review the results of our bargaining survey and get input on our bargaining priorities.

Bartell Drugs - A Bad April Fools Joke?!?

While there was potential progress on securing our pension and health care for the future, Bartell Drugs/Rite Aid did not propose raises that recognize our work during this pandemic (still no hazard pay!), and during a time where safety and security is still uncertain.

The employer proposed:

• One $.10 raise in May at the top of the scale.

• One $.10 raise in January next year, 

  • But they are not even willing to guarantee that this raise would be on top of any increase of minimum wage.  

  • If minimum wage is greater than the $.10 raise to your wage rate on 1-1-22, then you would only get the minimum wage, NO MATTER HOW LONG YOU HAVE WORKED AT BARTELL’S!!!

“Just ten cents won’t pay the rent!” 

— Christina Common and Kia Haggerty

We will be bargaining again on April 21. Stay tuned for more details.  

Sign the hazard pay petition!

Our drugstore hazard pay petition, both on-line and on-paper, is adding more signatures everyday.  Now is the time to press the employer for the wages we deserve for working through this pandemic, and a living wage going forward.

Make sure your contact information is up to date!  

Grievance filed over KP pay issues — what you can do to support

We wanted to update all KP members about the problems many people are experiencing with their paychecks and KP’s recent demands for repayment of incorrect pay amounts.

Here’s what we’re doing right now: 

• We have sent a cease & desist letter to KP ordering them to immediately cease demanding any repayment of past wages they believe are incorrect, unless and until they offer all necessary information and can accurately document and verify the basis for their demands.

• We have filed a grievance over this issue and an extensive information request, including a request for a full audit to determine if members were under- or overpaid, a clear explanation of their basis for demanding repayments, and copies of all of their communication with staff over this issue.

• The National Alliance is involved in investigating and addressing this matter with KP at the national level.

• UFCW 21 is fully investigating this matter here in Washington with our Union Rep, UFCW 21 bargainer, and UFCW 21 legal team, and assessing our contractual and legal options to make sure everyone is protected from pay errors and any overreach on the part of KP.

Here’s what you can do right now to exercise your rights and support this grievance and each other: 

1. File a Workers’ Rights Complaint with the Washington State Dept. of Labor and Industries

1. Submit your experiences with any pay issues, including any documentation you have, to UFCW 21

We all deserve to be paid for our work, paid accurately and on time, and for any discrepancies to be well-documented and explained. This is unacceptable behavior from KP and we will be working together to make it right and hold them accountable if they continue to mistreat KP workers. 

Multicare Update - April 2, 2021

“Management shows how much they value our work. 1% won’t pay the rent!”

Your Bargaining Team: Alexis Dotts, Glen Steele, Gregg Barney, Heidi Strub, Jamie Fenton, Julianna Van Enk, Kelly Gusman, Kurtis Chaffin, Patricia Brown, Ryan Boyd, Sammy Bainivalu, Teri Kruse, Wanda Rodriguez-Ramos, Yvette Broeckel

Your Bargaining Team met with Management again on March 30 and finally received their economic counteroffer.

MultiCare’s counteroffer is downright insulting and fails to recognize both our current staffing crisis and the sacrifices healthcare workers have made throughout the COVID-19 pandemic. Their proposed wage increases would not go into effect until after contract ratification while the Union’s proposal would retroactively apply when the contract was originally scheduled to expire. Management also made clear that they have no interest in paying hazard pay either, outright rejecting our proposal.

We are also frustrated by MultiCare’s continued to push for the removal of President’s Day as a paid holiday in our contracts. You may have received a message from Management labeling their proposed change as a way to build “greater inclusivity and belonging within our organization”, make no mistake—this is a cost cutting measure. 

Management just does not want to pay its employee’s holiday pay on President’s Day and likely plans to open facilities that are commonly closed on the holiday. Your Bargaining Team is fiercely committed to defending our paid holidays, if we lose President’s day then what is next?

Your Bargaining Team will meet again with Management to continue negotiations on April 6, 13, 20 and 27.

You’re invited! Please join our next Contract Action Team meeting on Wednesday, April 7 at 7:30AM or 6:30PM. Hear the latest updates and have your questions answered directly from your Bargaining Team. 

Wednesday, April 7
7:30AM or 6:30PM

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

Safeway Meat Warehouse - Some Early Progress in Bargaining

On Tuesday your Union bargaining committee met with Albertsons/Safeway management for the first time to bargain the new Union contract. We made early progress with getting tentative agreements to:

Add new language limiting the amount of time that the Employer has to discipline members (10 working days)

Changing Funeral Leave to Bereavement Leave, which allows people to mourn without having to go to the funeral. This is important when family members live far away, or there isn’t formal funeral services.

But we still have big issues, in fact the big issues, ahead of us. We need to stand together as we bargain over our wages, healthcare, and retirement program. 

“We made some early progress. But make no mistake, we all need to focus on the total economic package, especially our wages!” 

– Jimbo 

Make sure you and your coworkers stay updated, especially if we need to take action! Follow the link below to update any contact information to make sure you stay informed and ready.

Cascade Specialty Pharmacy - CONTRACT RATIFIED!

On Wednesday, March 31, union members at Cascade Specialty Pharmacy voted to ratify their new three-year contract! Our new contract includes a revamped wage scale and new 401k retirement plan with a 100% employer matching contribution of up to 6% of your total compensation.

The contract requires management to have the 401k plan set-up and ready to go no later than August 1, 2021. We highly encourage all members to participate in the new retirement plan when available.

Participation in the plan will not only ensure that you are maximizing your benefits package but will also be a huge investment in your future. Save for retirement today and thank yourself tomorrow!

If you have any questions, please contact your Union Rep Aimee Oien @ 360-662-1981

PCC Update - PCC Misses the Mark on Economics

Yesterday our Bargaining Team received a response from PCC on wages and other economics. We believe PCC’s wage proposals are inadequate, not reflective of our work and unacceptable. 

“Though we are honored to serve as your Bargaining Team, this contract fight belongs to us ALL. Management does not appreciate what it’s like to work in the stores day in and day out. They do not understand that our struggle is about providing for ourselves, our families, and our community. That’s why we’re bringing our demands to the stores on April 14 - We hope you will add your voice.” 

– 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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Let PCC know we deserve better! Join us at an informational picket on April 14:

Kroger Bargaining Update

Yesterday the Bargaining Teams for UFCW 21 and Teamsters 38 met with Kroger to bargain over our working conditions and hazard pay throughout the pandemic.

We were able to agree to an extension of our original COVID LOU that included benefits like quarantine pay through the end of April. The extension includes new improvements of notification to our union of COVID cases with 24 hours and to members within 8 hours when possible, increases to mask and face shield availability, and increased training for workers assigned to work as a vaccine “observer”. Kroger committed to meeting again in late April.

“Today was an important first step but we know there is still a lot of work to do to win better pay for Essential Workers.” 
-Kroger Bargaining Team 

We are happy to win improvements to our current agreement but are still committed to fighting for:

• Reinstatement of $2 per hour Hazard Pay.

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

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

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

• Extending the premium pay of an extra $1 per hour for Pharmacy workers beyond April 8.

Join the fight to demand that Kroger, Fred Meyer and QFC put our safety & communities before profits.

Sign the Strike pledge card today>>

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
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

Summit Pacific Medical Center - Progress with Meditation but Major Issues Still on the Table

We had another productive mediation session on Wednesday where we were able to narrow down our economic package. However, management still has some proposals on the table that we don’t agree with:

» Denying longevity increase if you have received discipline in the last year

» Limiting the cases we can take to arbitration to only terminations

» Overreaching management rights clause

These topics are critical to a fair union contract. We are working to schedule our next mediation session to hear a response from management.

YOUR BARGAINING TEAM: Angi Swinhart, Barbara Ford, Jessee Bednarik, Michael Granstrom

PCC - PCC Still Silent on Economics

On Monday, we made progress in getting PCC to back off some of their bad proposals around our grievance procedure. We’re still waiting for PCC to respond to our proposals for wage and premium increases. Instead of an economic response, PCC proposed making us take home our own aprons to wash. 

“We want to bring home the bacon, not our dirty apron.” 

– PCC Bargaining Team 

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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• Share your story on what increasing the staff discount means for you:

• RSVP to an info picket:

• Join us for a PCC only telephone town hall on March 30 @ 6:30 PM to hear the latest bargaining update:

Tuesday, March 30
6:30 PM
Call: 888-231-5462
Meeting ID: 5821

• Wear your button to support Donna and Laurae for the PCC Board of Trustees! Elections start April 8. 

Need a button? Contact your shop steward!

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Our next bargaining date is March 30.

Providence - Moving Towards an Info Picket!

On March 16 we met with Providence Centralia Hospital (PCH) and on March 19 we met with Providence St. Peter’s Hospital (PSPH) to continue bargaining for a first contract. Throughout the bargaining process, both bargaining committees have been making proposals that are very similar to one another. Both PCH and PSPH are facing the same workplace issues and are dealing with the same kind of pushback at the bargaining table. This is the reason why PSPH and PCH workers must stand UNITED! 

At the PCH table, we were able to obtain one tentative agreement on the “Labor Management Committee” article. The labor-management committee provides a space for workers and management to come together and try to solve workplace issues like job assignments and staffing. We also made our economic proposal, which included competitive wage increases, premium pay, a retirement plan, and health insurance coverage. We expect the Hospital will respond in the same manner as they did with PSPH Techs. They offered the PSPH Techs no guaranteed wage increases (only merit increases) and no longevity steps. In all our union contracts with Providence, we have annual wage increases plus longevity step increases which are dependent on your years of service. We believe that if Providence responds this way, we should take their proposal to a vote just like PSPH! This will show Providence that we stand UNITED against their lackluster economic proposal. 

At the PSPH table, we spent most of the time on two articles: leaves of absence and seniority. We have moved away from some of our previous positions to show Providence we are prioritizing other articles like compensation and PTO/EIB. We also presented our financial transparency petition at the table and Providence was outraged by our show of solidarity! The point of our petition is to demand transparency on how they spend their money to better understand the resources they are devoting to us and how much more they can spend on wages! Providence may say that they provided “extra shift bonuses” to us, but this was only available to respiratory therapists (RTs). Also, they provided “pandemic pay,” but this pay has been inaccessible for most workers and it was only offered for a short period of time. 

We need to take public action to bring light to Providence’s treatment of frontline workers and move Providence at the bargaining table! Our next step is to have an informational picket at Providence St. Peter’s, Centralia, and Everett. We will be holding this informational picket on May 5. We will be holding picket training meetings on April 7 and 28. Please attend one of these meetings to learn your rights! If you have any questions, please contact your Union Representative Erin McCoy (206) 436-6598.

Picket Training  

Wednesday, April 7 @ 6:30 PM
Wednesday, April 28 @ 6:30 PM

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

Draper Valley Farms - We have reached an agreement! We recommend a “YES” vote! / ¡Hemos llegado a un acuerdo! ¡Recomendamos un voto “SÍ”!

En diciembre de 2020, Draper Valley Farms pidió iniciar negociaciones y ofrecieron mayores aumentos en comparación con contratos pasados. Nosotros identificamos un par de temas en el contrato para corregir y propusimos mejores aumentos para trabajadores con varios años de servicio. La Compañía rechazó nuestra propuesta salarial de longevidad, pero estaban dispuestos a agregar más dinero a los aumentos salariales anuales. A pesar de estar decepcionados por la falta de interés de la Compañía por los pasos de longevidad, creemos que el trato que obtenemos es bueno. Conseguimos mejores incrementos salariales que el contrato pasado sin pelear ni negociar durante meses. 

Durante esta pandemia, hemos trabajado duro, y creemos que este acuerdo contractual refleja nuestro trabajo. El comité de negociación recomienda un voto “SÍ” el 30 de marzo. 

Comité de negociaciones:

Ralph Orozco, Kulwinder Kaur, Nicaury Brisman, Petra Cavazos

Horario de la votación: 

Martes 30 de Marzo 

8:45 AM - 1:45 PM
Processing Center
1000 Jason Ln,
Mt Vernon, WA 98273

4:00PM - 5:30 PM
Distribution Center
413 Jacks Ln,
Mt Vernon, WA 98273

Back in December 2020, Draper Valley Farms asked to begin bargaining and offered higher wage increases compared to past contracts. We identified a couple of issues with the contract and proposed longevity wage increases and additional premium pay. The Company rejected our longevity wage proposal but were willing to add more money to annual wage increases. Although we are disappointed by the Company’s lack of interest in longevity steps, we believe that the deal we obtain is good. We were able to get higher wage increases than the past contract without fighting or negotiating for months. 

During this pandemic, we have worked hard, and we believe that this contract agreement reflects that hard work. The bargaining committee is recommending a “YES” vote on March 30. 

Bargaining Committee:

Ralph Orozco, Kulwinder Kaur, Nicaury Brisman, Petra Cavazos

Vote Information: 

Tuesday, March 30

8:45 AM - 1:45 PM
Processing Center
1000 Jason Ln,
Mt Vernon, WA 98273

4:00PM - 5:30 PM
Distribution Center
413 Jacks Ln,
Mt Vernon, WA 98273

Lourdes Medical Center - Bargaining Continues

After 5 months of bargaining the Employer has finally agreed to a wage progression scale with guaranteed annual increases.  Although this is an achievement, we have a lot of work ahead on the rates of that scale.

The Union will be working on a response to the Employer’s wage proposal and will be prepared to exchange our counter at the next bargaining date April 13, 2021.

Please reach out to your Bargaining Team or Austen Louden Union Representative (509)340-7372 with any questions or concerns. 

Your Bargaining Team:

Isabella Amaro, NAC

Juanita Quezada, HUC/NAC

Aurora Lopez, ED Coordinator

Jordan Aviles, NAC

Maria Hinojosa, Central Processing

Sam Zoller, NAC

Cascade Specialty Pharmacy vote deadline extended

Due to the current health crisis, we decided to host a mail-in vote to ensure that members can safety vote on their proposed contract. We mailed out ballots on March 4, unfortunately, it has come to our attention that the postal service is experiencing delays and ballots are not arriving as quickly as anticipated. As a result, we are extending the deadline to return your ballots by one week to ensure that everyone has an opportunity to have their voice heard.

NEW VOTE DEADLINE:
WEDNESDAY MARCH 31, 2021 @12PM

NOTE: Ballots must be received, not postmarked, by the deadline.

Please reach out to Union Representative Aimee Oien at (360) 662-1981 with any questions.

Multicare Update - March 19, 2021

“After exhaustive market research, we have passed to management our comprehensive wage proposal, which includes fair wage increases for all members.”

Your Bargaining Team: Alexis Dotts, Glen Steele, Gregg Barney, Heidi Strub, Jamie Fenton, Julianna Van Enk, Kelly Gusman, Kurtis Chaffin, Patricia Brown, Ryan Boyd, Sammy Bainivalu, Teri Kruse, Wanda Rodriguez-Ramos, Yvette Broeckel

Your Bargaining Team met with Management again on March 16. At this session we gave Management a number of our economic proposals after weeks of little movement from MultiCare.

Our proposals included: 

• Wage Proposal: Significant wage increases for ALL members, which were proposed after your Bargaining Team conducted extensive research of industry wages throughout the Seattle/Tacoma region. 

• Hazard Pay: Healthcare workers have risked their own health and safety during this pandemic and deserve to be compensated for their risk. City Councils have started to recognize this risk for grocery workers, now it is time for MultiCare to recognize ours. 

• Workforce Development and Training: We brought in experts to craft a workforce development proposal that would ensure that our members have the support they need to access the many underutilized continuing education benefits at MultiCare.

We also made a proposal to address the divisive proposal that Management made earlier in negotiations regarding the clinics. As you may recall, we reluctantly agreed to MultiCare’s proposal to immediately raise the wages of some clinic Medical Assistants (MA) but not others, promising Management that we would make a future proposal to fix the problem. 

That proposal came today, proposing a historic wage increase for MAs that would ensure that everyone is being paid a fair and equitable wage, which still includes further raises for those who already received one. 

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You’re invited! Please join our next Contract Action Team meeting on Wednesday, April 7 at 7:30AM or 6:30PM. Hear the latest updates and have your questions answered directly from your Bargaining Team. 

Wednesday, August 19
6:00 PM

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

Tell the Bargaining Team about the staffing issues in your department, please spend 5-10 minutes to complete the MultiCare Staffing Survey.

Join the UFCW 21 MultiCare Facebook Page for the latest updates! 

Bartell Drugs - Burien Bartell Members Take Action!

With hazard pay ordinances for grocery workers passing in cities across the country and right here in Western Washington, workers at the Burien Bartell Drugs took action and 100% signed a print version of our Drugstore Worker Hazard Pay Petition!  With their union representative Tae Abraham, they went to the store director today and presented the petition, asking that it be passed along to corporate Bartell/Rite Aid.  

Workers signing the petition are telling stories about the dangers of working during the pandemic and dealing with the increasingly dangerous problems of aggressive theft and threats in their stores due to income inequality.  Drugstore workers deserve hazard pay!

Follow the link below to sign the petition online to join the movement demand fair treatment from the national chain employers!