MultiCare - Salaried Float Pool and Mandatory floating

It has come to the Union’s attention that MultiCare has implemented a Salaried Regional Labor Pool and a new Mandatory In-House Floating Policy. 

The Salaried Regional Labor Pool was created last month, which provided salaried non-union workers significant incentives to perform our bargaining unit work. At no point did the Employer provide notice to the Union regarding this change. It is our position that such actions are violations of our contracts, which prohibit non-union workers from performing our work with only a few specific exceptions (per diem, travelers). We’re frustrated that management has decided to not only violate our contract, but also pay large incentives to the salaried workers that could have otherwise been paid to our members to work the extra shifts. 

We also have significant concerns about the Employer’s new Mandatory In-House floating policy, which will result in employees being mandated to float outside the limitations of our contracts. The employer has already admitted that this new policy will likely result in violations, and they seek to reach a special agreement to grant them flexibility. Despite their request for a special agreement, management has already implemented the program before we’ve even had a chance to meet and bargain over the policy.  

The Union sent cease and desist letters to MultiCare regarding both the Salaried Regional Labor Pool and Mandatory In-House floating policy; however, they have stated their intention to disregard our requests. Consequently, the Union has filed grievances against the Employer demanding that members be made whole for any lost hours/wages as a result of these violations. We’ve also informed the Employer that we reserve the right to file unfair labor practice charges with the National Labor Relations Board (NLRB) over their actions. 

While we understand and share the Employer’s concerns about the large patient census driven by the current surge in COVID-19, we firmly disagree that such conditions warrant violations of our contracts nor waive the Employer’s obligation to bargain over a change in our member’s working conditions before implementation. We are committed to working together with the utmost urgency to come to an agreement over these matters in a way that ensures the community continues to receive high quality care while, at the same time, honoring Management’s obligations under our contracts.

We are scheduled to meet with the Employer early next week to discuss these matters further.
 

Albertsons / Safeway Meat Warehouse - Tentative Agreement Reached! Vote Meeting Scheduled

Your bargaining committee reached a tentative agreement with Safeway on September 7. There are NO takeaways in this contract! 

This is a unanimously recommended offer that includes:

• Big wage increases in-line with other workers in the DC

• No healthcare cost increases.

• Secure retirement

• Other improvements

The full details of this recommended offer will be available for review at the ratification vote meeting. UFCW 21 members are encouraged to attend the meeting, ask questions, and vote on the contract. All members in good standing are eligible to vote.

Vote Meeting Scheduled!

Tuesday, September 14 

12PM - 2PM

Breakroom @ Work

Kaiser Alliance of Health Care Unions Bargaining Update

THURSDAY, SEPTEMBER 2, 2021 BARGAINING UPDATE

Progress on racial justice, safety and dispute resolution; KP digs in on destructive staffing and economic positions

With contract negotiations entering their final scheduled days next week, our bargaining team made progress on racial justice, patient and worker safety, and improving dispute resolution. But KP clung to destructive, unsustainable positions on economics and staffing. The final national bargaining sessions are next Wednesday, September 8, through Friday, September 10.

“It’s hard to understand what their strategy is, if any – but KP negotiators have painted themselves into a corner, leaving many, many issues unresolved while doubling down on proposals that will exacerbate the crisis in staffing, worker shortages, patient care, and morale. We have made it clear we will never agree to proposals that threaten workers and patients,” said Nate Bernstein, Healthcare Director of UFCW Local 7.
There were some bright spots of agreement. Labor and Management members of the Racial Justice subcommittee jointly recommended that Juneteenth be established as a paid holiday. They also recommended implementing processes and programs such as Belong@KP to address racial trauma/fatigue, funding citizenship assistance, and others. The labor side of the subcommittee recommended establishing a nonprofit organization dedicated to training underrepresented health care workers and the appropriate observance of Martin Luther King Jr. Federal Holiday.

The subcommittee on patient and worker safety reached consensus on adding language to the National Agreement on Just Culture, a recognition program for reporting of near misses, identifying and developing a communication process for emergency preparedness, and updating prevention of workplace violence. The group also recommended creation of a National Health, Safety and Well-Being Committee to ensure that Just Culture and Psychological Safety are integrated into current work streams.

There was also consensus on recommendations that could improve the speed and effectiveness of dispute resolution. The Problem and Dispute Resolution subcommittee recommended developing guidance or techniques for getting “unstuck” if groups find themselves at an impasse in the Issue Resolution process. They’ve recommended the guide be short, simple, and easily accessible for immediate reference.

KP clings to lower staffing and patient care standards
Stonewalling on staffing and patient care: Workers in every region, union, and department are in urgent need of adequate staff to provide KP members with the service and quality of care they deserve. In the face of this crisis, management members of the subcommittee stalled and derailed discussions. As a result, the group had very few joint recommendations.

While management was trying to run out the clock, labor subcommittee members crafted thoughtful recommendations to provide Alliance union members with information, structures, and processes to enable us to work with management on staffing solutions. Labor recommendations include new structures such as a Labor- Management Staffing Committees in every region, a national escalation process to resolve disputes, limits on the use of travelers, and timelines to hold management accountable for providing information.

KP economic proposals would make staffing and patient care even worse: KP negotiators clung to a discredited proposal to create a two-tier wage scale creating two classes of workers, current workers on a higher pay scale and new hires on a lower scale for their entire career. KP’s two-tier wage scale would undermine patient care, increase staffing shortages, and further harm exhausted workers. Given the current delta surges, many health care systems are acting fast and doing everything they can to recruit and retain staff, including offering sign-on bonuses, special incentives, and generous wage increases. KP chose this time of crisis to propose the worst contract terms in the history of partnership.

Local bargaining gridlock looms: KP local negotiators appear to have gotten a message to refuse to agree on almost everything, which is only creating a pile- up at the national table. “We will resolve first contracts that have lingered for years, we will address hundreds of unresolved local issues, we will find a solution to wage injustice in the Inland Empire and Kern, and we will raise standards in KP Washington where they are far below the rest of the enterprise,” said Alliance Executive Director Hal Ruddick.

Contract Action Team Mtg
Wednesday, September 8, 6:00 pm via zoom:

UFCW 21 Teletown Hall Monday,
September 13 at 6:30pm

Attendee Phone Number: 888-652-0384
Meeting ID: 6276

UNION SOLIDARITY TUESDAYS

Every Tuesday, wear your union gear to work to show KP we are united to protect our patients and each other. (Mondays if you’re in Colorado). Take a photo wearing your union gear and post it on social media with the hashtag #BestJobsBestCare. Remember to tag KP @KPThrive and your local union

TELL KP TO INVEST IN PATIENT CARE
AND HEALTHCARE WORKERS

Sign the petition!

After you sign it, share it co-workers and friends on social media.

Questions? Contact Union Representative Rhonda Fisher-Ivie, 206-436-6584

Kaiser Alliance of Health Care Unions Bargaining Update

TUESDAY, AUGUST 31, 2021

DAILY BARGAINING UPDATE
Parties Far Apart on Economics; Some Progress on Safety and Dispute Resolution

The first of three days of national bargaining started last week with both labor and management accepting the initial recommendations presented by the Patient & Worker Safety and Problem and Dispute Resolution subcommittees. However, the tone quickly changed when the issue of economics came up. The Alliance reviewed our proposals for good wages and benefit improvements, while KP is stuck on two-tier wages and 1% annual raises.

Alliance Executive Director Hal Ruddick reviewed the Alliance’s comprehensive economic proposal that includes good wage increases, increased tuition reimbursements and student loan repayment assistance, and raising standards in areas with lower benefits. KP negotiators have ignored the Alliance’s proposals and made only two proposals of their own: a 1% annual wage increase, and lower two-tier wages for new hires - even in the face of the staffing crisis.

“We’re at a crossroads in our 24 years of partnership,” Ruddick said. “We will not agree to this destructive two-tier proposal, and we’ve made that clear in every conversation. If KP continues on this concessionary path, it will lead to a multi-year labor war with all of KP’s unions.”

“Your problem isn’t our wages,” UNITE HERE president Eric Gill told Kaiser. “Your problem is your numbers - your wage study numbers. We don’t believe them.” KP has not demonstrated a credible rationale for lower wages and two-tier.

The first session of national bargaining will resume Wednesday morning where recommendations from the Staffing, Backfill, and Travelers and the Racial Justice subcommittees are expected. Each subcommittee is tasked with presenting all joint recommendations by Thursday, September 2, 2021.

ACCEPTED SUBCOMMITTEE RECOMMENDATIONS

The Patient and Worker Safety subcommittee focused on broadening the concept of “health” to include not only physical health but also mental health and psychological safety. They presented four joint recommendations: (1) update the current section on Total Health to include psychological safety and mental health, (2) create a national committee to address psychological safety, Just Culture; and improve integration/collaboration across KP, (3) update the NA with the KP Well-Being Model that includes a holistic view of health, and (4) retain the 24/7 EAP line that’s temporary.

The Problem and Dispute Resolution subcommittee aims to clarify and improve partnership dispute resolution processes. The subcommittee’s joint recommendations included: (1) develop an easy- to-read accessible guide showing the purpose and pathway of the dispute resolution process, (2) develop an annual refresher for UBT’s and LMP Councils on how to use interest-based (IB) conversations in everyday interactions and problem solving, (3) provide just-in-time training for Issue Resolution participants, if needed, (4) develop internal capacity to train and facilitate Issue Resolution (IR), (5) provide targeted information and education to clarify how the IR process should be used.

PETITION ALERT:

TELL KP TO INVEST IN PATIENT CARE
AND HEALTHCARE WORKERS

Sign the petition!

After you sign it, share it co-workers and friends on social media.

Central WA Hospital update new double time now in place

Central WA Hospital New Double Time now in Place

Our union was able to bargain a new Double Time Pay MOU for all bargaining unit members at Central Washington Hospital!

The agreement will reward and provide incentives for employees working extra shifts. Approved Double Time shifts started 9/2/21 and it will be effective through 11/13/21. It may be extended after that date- we will keep everyone updated!

Double Time Pay:

1. All employees working double time at Managers/Directors/VP discretion will receive 2.0 x regular rate of pay (double time) for those approved double time shifts.

2. All employees working an extra shift more than 4 hours will receive 2.0 x regular rate of pay (double time) for those additional hours worked. Employees will need to clock out and clock back in using the special code for the additional shift. Double time does not apply to incidental overtime, only additional shifts.

3. The rest between shift and consecutive weekend premium pay (1.5 x regular rate of pay) will not be affected unless overridden by double time.

4. Mandatory call shifts will be paid at 1.5 x regular rate of pay.

5. Employees who have agreed to 2.0 x regular rate of pay (double time) shift but call in sick or call off during that pay period agree to voluntarily reduced the extra shifts to 1.5 x regular rate of pay (overtime).

6. Central Washington Hospital will follow the contract language regarding low census. All other articles of the contract remain in effect.

With a strong union, we can continue winning improvements for better staffing and retention. Not a member yet? Join UFCW21 here at bit.ly/centralWAhospital

Questions? Please contact your Steward or Union Representative Maureen Hatton at 509-340-7370.

Skagit Regional Health - Demand to Bargain Sent Regarding Vaccine Proclamation

Demand to Bargain Sent Regarding Vaccine Proclamation

UFCW21 is partnering with WSNA and CVHNA, the unions representing Nurses at Skagit and Cascade, to bargain over the effects of the Governor’s proclamation that requires healthcare workers to receive a COVID-19 vaccine or exemption by October 18. We are nearing an agreement that all three unions can support. We will update with details when a final agreement is reached.
 
Additionally, we have reached an agreement to reinstate the Extra Shift Incentives for Skagit and Cascade that were in place last Spring. The incentive will now be available for all classifications of workers at Skagit facilities.
 
Join our Zoom meeting to ask questions and talk about concerns regarding the proclamation.

Friday, September 10 @ 10:30AM

Contact your Bargaining Team or Union Rep Celia Ponce-Sanchez for registration and call-in details. Details will be also emailed out.

WhidbeyHealth - Shame on WhidbeyHealth!

We have been corresponding with WhidbeyHealth regarding the July 1, 2021 1.5% wage increase and 2020 retroactive pay. Our position is that the wage increases need to be implemented per the ratified contract agreement, but WhidbeyHealth’s position is that they will not provide wage increases until all language and wage scale discrepancies are resolved. For this reason, we filed a grievance and unfair labor practice with PERC. We are extremely disappointed with WhidbeyHealth’s position and believe that members need their wage increases and retroactive pay now! Members have been working understaffed through an entire pandemic and they deserve WhidbeyHealth to respect the ratified contract agreement! 

We are following up daily with management and expect to have a payout date by Monday, September 6.

Additionally, we are bargaining with WhidbeyHealth on a COVID-19 vaccine mandate letter of understanding. While we cannot change the Governor’s COVID-19 mandate, we can negotiate over the changes to workplace conditions. An example of a term we are negotiating: members who decline the vaccine will keep their seniority until the mandate is lifted or the caregiver receives the COVID-19 vaccine.

Macy's - One Nickel is a "Big Move"?

On September 1, Macy’s gave us a comprehensive counter proposal including wages.

Spoiler alert! We were underwhelmed. Macy’s increased their wage proposal by just $0.05. They told us that based on their other economic proposals, they thought that this was a “big move.”

There was small progress on other things, but Macy’s continues to stand by:

• It’s ridiculous Reliability Attendance policy,

• Eliminating the wage scales that get associates to the top rates of pay, and

• Taking away credit for past Macy’s experience when rehired.

On healthcare, Macy’s proposed a drastic premium increase for the Platinum levels of coverage. When we dove into the numbers to make a counter proposal, we ended up having more questions than answers, which we are now waiting for before we can move ahead.

“Macy’s might think that we are just numbers on a spreadsheet; but they need to know that we are real people trying to survive. Their wage proposal won’t even cover half of how much rent has increased!”

- Brenda Eaden, Tukwila Macy’s Furniture Gallery

Those of us who have been through many bargains with Macy’s know that change only comes from when Macy’s workers take action!

• Tell Macy’s their offer makes them unreliable! Take our Macy’s Reliability Survey and tell Macy’s they need to change their offer.

https://bit.ly/MacysSurvey2021

Get ready to take action when we present management with the results of the survey. Spoiler Alert! It’s not looking good for the boss.

Providence St. Peter Hospital Tech - We Have Reached an Agreement! Your Bargaining Team Fully Recommends a “YES” Vote!

After twenty hours of bargaining on August 30, we reached a tentative agreement with Providence St. Peter’s! After fourteen months at the bargaining table and eighteen months after unionizing, we were able to obtain a great first contract for the Tech unit. Our contract has a wage scale, longevity step increases, annual across-the-board wage increases, health insurance benefits, retirement benefits, and other job protections. The next step is for our unit to ratify the contract agreement. The full details of the agreement will be available in-person during our contract vote. 

We will be holding a vote meeting in the next few weeks to go over the highlights of the agreement and to answer any questions. A follow-up update will be sent out next week with the vote date/location and vote meeting dates. 

If you have any questions, please contact your union rep Erin McCoy or the bargaining team. 

In Solidarity, Your Tech Bargaining Team: Josh Wood (CT), Shapel Morgan (MRI), Rae Lynn Korpi (RT), Colleen Castaneda (Cath Lab)

Providence Centralia Hospital Support Services - We Have Reached an Agreement! Your Bargaining Team Fully Recommends a “YES” Vote!

Late night on August 27 we reached a tentative agreement with Providence Centralia! After eleven months at the bargaining table and thirteen months after unionizing, we were able to obtain a great first contract for the Service unit. Our contract has a wage scale, longevity step increases, annual across-the-board wage increase, health insurance benefits, retirement benefits, and other job protections. The next step is for our unit to ratify the contract agreement. The full details of the agreement will be available in-person during our contract vote. 

We will be holding a vote meeting in the next few weeks to go over the highlights of the agreement and to answer any questions. A follow-up update will be sent out next week with the vote date/location and vote meeting dates. 

If you have any questions, please contact your union rep Erin McCoy or the bargaining team. 

In Solidarity, Your Support Services Bargaining Team: Necole Moore, EVS; KayCee Grimm, Lab; Kim Jorgenson, ED HUC; Aaron Green, Kitchen; Laura Norton, Endo Tech

MultiCare Auburn Medical Center RNs Bargaining Update

MultiCare Auburn Medical Center RNs: Bargaining makes some progress

“Our bargaining sessions do not appear to be a major priority on the Employer’s schedule” ― Our Bargaining Team: Cory Larsen, Kathleen Vukelich, Caroline Bellinger

We met with the Employer again on August 24 hoping for a more productive meeting than we’ve had in the past. Unsurprising, we were disappointed.

While the Employer did provide their first economic counteroffer, they have still failed to respond to a number of our other proposals that were provided to them over a month ago. This only adds to our frustration with Management after their delays on getting dates scheduled in the first place. The Mary Bridge nurses, whose contract was scheduled to expire the same day as ours, have had double the bargaining dates as we have had. Are we not a priority to MultiCare?

However, there is good news to report. Management’s first economic response was not bad, especially considering that an initial economic offer from an employer is usually insultingly low. Their proposal would put our wage scale at about market standard, slightly above the RN scale at a neighboring hospital. This is a surprising initial offer, but your Bargaining Team is pushing for a contract that will remain competitive over the next couple years.

Our Bargaining Team will meet with Management again on September 8, 14, 22 and 29.

Contract Action Team Meeting!

Join your Bargaining Team at our first virtual Contract Action Team (CAT) meeting on September 8 at 6:30pm. Hear the latest from negotiations, have your questions answered, and learn how you can help us win a fair contract.

September 8, 2021 6:30PM

Northwest Administrators Members vote NO

Providence Centralia Tech - No Deal Reached! Next Bargaining Session on September 8!

On August 25 we met with Providence Centralia. We were able to reach tentative agreements on union membership, leave of absence, and management rights. We spent the rest of the day working on a proposal around wages, EIB/PTO, premium pay, retirement, health insurance, hours of work/overtime, education fund, and employment practices. 

Providence provided us with a comprehensive proposal which included: 

• Wages—Placement onto the wage scale and 2.5% wage increase in Year 1; 2% wage increase in Year 2 and an anniversary wage increase; 2% wage increase in Year 3 and an anniversary wage increase 

• Elimination of EIB/ reduced PTO program which is currently in place

• Ability to change health insurance and retirement plan from time to time 

• Education funds of $400 or $300 depending on your FTE

• No daily overtime

Our proposal included:

• Wages—Placement onto a competitive wage scale and a guaranteed 3.5% wage increase in 2021; 3% wage increase, anniversary wage increase, and two-step progression increase if your years of experience do not reflect your wage step in 2022; 3% wage increase, anniversary wage increase, and two-step progression increase if your years of experience do not reflect your wage step in 2023

• Reinstatement of the 2019 EIB/PTO 

• Health insurance and retirement cannot be change for the life of the contract 

• Education fund of $400 or $300 depending on your FTE plus three days of time off

• Daily overtime for all caregivers

As you can see the biggest differences between our proposals are wages, EIB/PTO, daily overtime, health insurance, and retirement plan. Given these differences we were not able to reach a deal on August 25.  In order to win better wage scale placement, better wage increases, and a better PTO plan we need everyone to sign a strike pledge card. 

This past week the National Labor Relations Board (NLRB) found merit in our unfair labor practice (ULP) surrounding the changes to PTO! We will be going to hearing around this issue in November since Providence has taken the position that their changes were announced and therefore not illegal. We believe we have evidence which proves our point. This ULP would be our striking issue! 

Next step is to sign onto the strike pledge and we will be at the bargaining table again on September 8. If you have any questions, please contact the bargaining team or Erin McCoy. 

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

Providence St. Peter Hospital (Tech) - No Deal Reached

On August 23, we met with Providence St. Peter’s. The Union Bargaining Team started the day drafting a wage proposal. We had to rethink and cost-out our proposal which took about six hours. While Providence may say that we wasted their time and hardly made movement, the reality is that our wage proposal is quite modest and we take drafting proposals very seriously.

Our proposal places everyone onto the wage scale depending on half your years of experience and a guarantee of a

6% wage increase upon ratification,

3% wage increase/ anniversary step increases/two-step progression for employees whose years of service do not match their wage step in 2021, and a 3% wage increase/ anniversary step increases/placement on the appropriate wage step dependent on your years of experience in 2022.

Our wage proposal takes into consideration the market and the two years of wage increases we have not received. Additionally, we have held that our EIB/PTO plan from 2019 must be reinstated. Our ULP around the PTO plan has moved to hearing since Providence believes there is no violation.

Meanwhile, Providence continues to propose eliminating EIB/a reduced PTO plan for employees with 10 years or more of service; a 4% guaranteed wage increase in 2021 and a two-step progression for employees whose years of service do not match their wage step, 1.5% wage increase in 2022,

1.5% wage increase in 2023; no increases to premiums; the ability to increase health insurance premiums; the ability to change the retirement plan;

$300 to $400 in education fund depending on your FTE.

Although we are getting closer to a deal you can see that wages and EIB/PTO are the biggest hurdles we are facing. During our session we had more than 10 community leaders join us and tell Providence that we need a fair contract now! We believe this action has shown Providence that we have the support of our community and patients.

We hope that we will get closer to a deal at our next session on Monday, August 30.

If you have any questions, please contact our Bargaining Team or Union Rep Erin McCoy @ 206-436-6598.

MultiCare Auburn Medical Center RNs

Bargaining Team: Cory Larsen, Caroline Bellinger, Kathleen Vukelich

Our member Bargaining Team met with management on August 3 and 24 to kick-off negotiations.

We are frustrated that it took so long to get the employer to agree to these initial dates, which meant negotiations began only a few days before our contract was set to expire. We have signed an extension agreement to ensure that our contract remains in place, but we shouldn’t have had to wait so long to get this process started.

We presented our first proposal to the Employer on August 3, which included proposals to improve our existing language on issues regarding staffing, charge nurse assignments, accepting extra shifts, floating, and more. We also made a proposal to add the spot bonus incentive program to our contract.

The Employer provided a response to most of our proposals on August 24. While they did agree to some proposals that were already settled during the technical bargain, they pushed back on most everything else. For example, they wanted to strip out most of language that allows for members to report staffing concerns to administration without going through the staffing committee. While the staffing committing is a strong tool, we need to preserve alternative avenues for members who are not on the committee to have their concerns addressed.

Afterwards, we gave the Employer a comprehensive economic proposal. As we were crafting this proposal, we reviewed neighboring facilities such as Valley Medical Center who are direct competitors in the labor pool. Our proposal reflects the need to increase wages enough to ensure that management can easily attract and retain high quality staff at Auburn Medical Center.

We eagerly await the Employer’s response.

Our Bargaining Team will meet with management on August 24, then again September 8, 14, 22 and 29.

Planned Parenthood - Information Requested

We met with Management on Monday, August 16 for further contract negotiations. Even with the overwhelming support on the petitions we circulated, we are still far apart on economics. Our Bargaining Team has proposed both across the board and longevity increases as well as other economic improvements. Management has stated that giving more than small cost of living increases could have dire consequences for the Affiliate.

We have requested financial and other information from Management to substantiate these claims. Our Bargaining Team will review the information before we make a counter proposal. Our next bargaining date is scheduled for September 3.

“We need more information to assess the financial status of the Affiliate before we can make a comprehensive proposal.”

—Your Bargaining Team

Charlie King, PAC Rep - Tacoma; Monalisa Baumann, MA - Federal Way; Jennifer Morgan, PCC - Tacoma; Sage Alixander, Insurance Biller - Seattle; Mollie Overby, Community Outreach Educator

Join us for a virtual Contract Action Meeting to discuss our next steps at the bargaining table!

Monday, August 23 • 5:30 PM

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

MultiCare Contracts Ratified!

We are excited to announce that UFCW 21 members at MultiCare voted to ratify their new contracts on Monday August 16!

Our new contract includes historic wage increases, significant wage scale restructure that puts more money in member’s pockets, protections against major increases to our health care costs, improved staffing language, and so much more. You should expect to see your new wage in the next few pay periods, but remember that they are effective back to May 23, which means you should expect to receive a sizable retro check as well.

Our Bargaining Team would like to thank the community who showed management that they will ALWAYS support health care workers. Community leaders showed up in numbers at our actions, speaking out against management’s behavior throughout this campaign and demanding a fair contract.

They will be happy to hear that MultiCare workers have just ratified one of our best contracts in years.

Providence St. Peter Hospital Tech - Only economic issues to settle!

On August 12th, we met with Providence St. Peter’s management. During this session we focused on obtaining tentative agreements on the remaining non-economic issues. We were able to get three tentative agreements on seniority, leaves of absence, and definitions. Now the only issues that remain are union membership, hours of work/overtime, EIB/PTO, health insurance, retirement plan, education, and wages/premiums.

Our next bargaining session will be on August 23rd and Providence has agreed to bargaining all night in order to reach an agreement on the remaining issues.

Providence has rejected our proposals for daily overtime, education reimbursement funds, detailing the health insurance Employer contributions within the contract, keeping the retirement as is for the life of the contract, increasing premium/differential pay, reinstating EIB/PTO plan, and placing caregivers on the corresponding wage step for their years of service. To move Providence on all of these issues, we need to take action with Providence Centralia! We will be planning a joint action where we will be presenting strike pledge cards. We need you all to sign online!

Additionally, our unfair labor practice (ULP) regarding the changes to the PTO plan will go to hearing in November. The National Labor Relations Board has found merit in our ULP, but Providence is contesting the ULP so we must go to hearing. Also the NLRB has found merit in our ULP regarding the elimination of stand-by pay when you are called into work for the RTs. We are awaiting the remedy from the NLRB and believe affected caregivers will receive back-wages.

We were also able to win extra shift bonus pay for the RTs and have requested that the same incentive apply to the rest of the technical unit. Providence is looking into extending the bonus and we will continue to pressure them!

If you have any questions about bargaining or have workplace concerns please reach out to Erin McCoy

Albertsons / Safeway Meat Warehouse - We Need Wages that Keep-Up But Management Falls Short

Your Union bargaining committee met with Albertsons/Safeway Management on August 10 & 11, to end the delay in bargaining due to changes in the pension.

We started out by letting Management know that since we last met, things have changed:

There is a nationwide shortage of workers due to the pandemic which is driving wages up,

Other union workers in the DC have settled their contracts with substantial wage increases. 

We were clear that we need to keep up with wages in our DC.

While there was some positive movement on some important items, our core issue of equal wages to other workers doing similar work, Management’s wage proposal fell short of what is a fair contract. We moved closer but aren’t there yet.

“Management’s wage proposal fell short, so we need to take action to show them that we are all serious about getting a fair contract before we bargain again on September 7!”

— Jimbo

It’s time to take action! Management needs to see and hear from you all that what they are proposing is unacceptable and needs to change. We will have UFCW 21 masks in the workplace soon! Mask-up and show your support for a fair contract.   

We will also be having online Zoom meeting with members of the committee and the union spokesperson.

Online Meetings

Monday, August 23 • 6PM
Tuesday, August 23 • 11AM

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

Providence Centralia - Union wage rates and benefits differ from Management's proposal

On August 5, we bargained with Providence Centralia. Although we have not met in more than a month, we were able to take the wins from the Providence Centralia Technical and Providence St. Peter’s Hospital bargaining tables and apply them to our unit’s bargain. Therefore, it is so important that we stand UNITED with our coworkers at PCH and PSPH. We were able to reach tentative agreements on Management rights, Union representation, Union membership, definitions, and leaves of absence.

The remaining articles are hours of work/overtime, rates of pay, premium pay, EIB/PTO, health programs, employment status, retirement plan, and duration of the agreement.

These articles are mostly all economic. Although we are close on a few issues within these articles the biggest differences between our proposals and Providence’s proposal are the following:

Hours of Work/Overtime

• UNION
  If you work beyond your scheduled work day or more than 40 hours in a week, you would receive daily and weekly overtime

• You will receive 1 ½ your rate of pay for hours worked beyond your FTE

• Caregivers will have two out of four weekends off in a month. Caregivers who usually have weekends off or who usually work weekends should not be affected

• PROVIDENCE
  Overtime only applies if you work more than 40 hours in a week

Rates of Pay

• UNION
  Year 1: Wage scale with 26 steps; everyone receives a 4.5% increase and in some cases caregivers will receive up to a 15% increase because their wage rates are below market
  Year 2 and Year 3: Everyone receives a 3% across the board increase (cost-of-living increase) and anniversary increase

• PROVIDENCE
  Year 1: 1.5% wage increase
  Year 2: wage scale with an increase to “minimum, midpoint, maximum” ranges
  Year 3: 1.5% wage increase and anniversary increase
  Year 4: 1.5% wage increase and anniversary increase

Premium Pay

• UNION
  Increases to all differentials

• PROVIDENCE
  No increases to any differentials

EIB/PTO

• UNION
  100% Employer-covered Employee only health insurance

• PROVIDENCE
  Continuing reduced PTO plan and will not bring back EIB

Health Programs

• UNION
  Continuation of current retirement plan

• PROVIDENCE
  Will not spell out the terms of the current plan and can change the plan from time to time

Retirement Plan

• UNION
  Continuation of current retirement plan

• PROVIDENCE
  Will not spell out the terms of the current plan and can change the plan from time to time

Duration

• UNION
  Contract expires in three years. Typically, Union contracts are three year agreements

• PROVIDENCE
  Contract expires in 2025

We have another bargaining session on August 10 where we will be digging deep on the remaining articles to come to an agreement. Providence has indicated that they wish to finalize the PCH Tech and PSPH Tech contracts this month but has not indicated that for our unit. It is important that we are not left behind and we get a similar contract to PCH Tech and PSPH Techs.

To show our UNITED power, please sign onto the strike pledge card which we will be presenting to Providence later on in August!

>> CLICK HERE TO SIGN THE STRIKE PLEDGE CARD >>