MHS Covington Hospital Bargaining Update (All Units) - EMERGENCY WAGE INCREASE TALKS BEGIN

We are pleased to report that talks have begun with Management for emergency wage increases for all UFCW 21 represented positions at MultiCare’s Covington Medical Center.

While we are not scheduled to start contract negotiations until later next year, today’s tight labor market has resulted in recruitment and retention issues that require immediate action on wages in order to stay competitive with neighboring hospitals. This is further necessitated by the wage increases that we negotiated earlier this year at other UFCW 21 facilities such as Auburn Medical Center and Tacoma General Hospital.

With this in mind, we were happy to hear from the Employer in an email to the Union on December 21 that they wanted to begin talks to increase wages before contract negotiations.

While we will work to expedite the process, we must still ensure that any proposed changes to our wage scales are fair and equitable for all members. Furthermore, any proposed changes to our wage scales will also require a full vote of UFCW 21 members at Covington Medical Center before they can be implemented.

We have requested additional information from the Employer and are working as quickly as possible to conduct a comprehensive analysis of possible solutions.

We’re also making the necessary preparations to conduct an online membership vote swiftly after an agreement is reached. An online vote will require that we have an updated email address from you, so please update your contact information if you did not receive this notice via email at:

ufcw21.org/update-your-information

Stay tuned for additional updates soon!

Skagit Regional Health - Nominate Your 2022 Bargaining Team!

We are aiming to begin contract negotiations for SRH by early February and we need a strong team of leaders to represent the workforce. As health care workers during this pandemic we have a lot of leverage, but we know there are a lot of issues to address.

Bargaining Team members are able to:

• Represent the needs of all departments and job classes, not just their own

• Inspire their co-workers to take action to win a strong contract

• Communicate bargaining priorities and updates back to their co-workers

While we can’t have every department represented at the bargaining table, we will have representation from a wide range of departments. This year we will be conducting a democratic process to fill 7 seats on our Bargaining Team.

Nominations are open through January 7, but act soon to let us know your priorities!

Nominate yourself or a co-worker at: bit.ly/Skagit-BT22

Only members in good standing are able to participate on the Bargaining Team or vote on the contract. Need to join UFCW21? Fill out our membership application at: join.ufcw.org/join/21

Providence Regional Medical Center Everett (Pro) - Adding to our bargaining power

Our Bargaining Team met with Management for bargaining on Tuesday, December 21. While it was a shorter session, we were able to make some progress.

Earlier this month, ED Crisis counselors voted UNANIMOUSLY to join our bargaining unit and our contract. Management has agreed to bargain over their wages during these bargaining sessions.

We also were able to make progress on:

• Improvements to the step progressions in the wage scale

• Improvements to weekend differential where departments are required to work every other weekend

• PTO scheduling for Case Management

We expect more from Management on:

• Cost of living increases

• Licensure Pay

• Some outstanding market adjustments

Don’t miss out on important Union bargaining updates, benefits, and more. Keep your contact information up to date with our Union: ufcw21.org/update-your-information

Jefferson / Clallam Albertsons + Safeway Department Managers Overwhelmingly Ratify Wage Matrix

The results our online ratification vote are in, and members have overwhelmingly ratified the grievance settlement that guarantees that department heads get the currently bargained journeyperson wage increase while also having access to higher increases based on store volume.

Providence Centralia - President’s Day will continue to be a paid holiday in 2022

We previously reported that President’s Day would be replaced with Martin Luther King Jr. Day in 2022. We have heard from the bargaining unit and bargaining committee that this change would create scheduling issues and should be discussed at the bargaining table in 2022.

As so, President’s Day will remain a paid holiday in 2022 and Martin Luther King Jr. Day will not be a paid holiday.

If you have any questions, please reach out to your Union Representative, Erin McCoy (206) 436-6598.

Providence RadiantCare - Providence Proposes a Wage Scale!

On December 15, we met with Providence RadiantCare for our fourth session. We made it clear to Providence that we are not interested in their proposed merit system and wage ranges. After much discussion around the matter, Providence proposed a wage sale with 20 steps and annual increases. Unfortunately, the proposed increases for the first year are below 4% and the proposed wage rates are below other Providence hospitals like Centralia and Everett.

Under their proposal, workers would be initially placed onto the wage step which is closest to their current hourly rate with a guarantee of a 3% increase for LPNs and RTs and .5% increase for all other classifications. This placement language does not consider workers’ experience in their job classification or provide competitive wage increases. We told Providence that we need placement language which considers experience and looks at the market!

On January 11, we will be presenting our compensation counter proposal and a petition asking for monetary recognition for our work during the last year and a half. If you have not signed onto the petition, please sign-on as soon as possible! 

If you have any questions about bargaining or workplace issues, please reach out to your union representative, Erin McCoy 206-436-6598. . 

In solidarity, your PRCS bargaining team: Branden Raftery (Lacey - Dosimetrist), Paul Lofing (Aberdeen - RT), Kelly Covington (Lacey - RN) Winter Everson (Lacey - RT) 

Seattle Children’s Hospital Tech - Bargaining Begins!

Yesterday, December 14, our team met with management for a productive first bargaining session. We presented management with a flurry of non-economic proposals spanning nine different articles of our contract. These proposals came directly from feedback we heard from our coworkers and aim to address many of the issues we have all been facing at work. 

This included a robust Union Access language proposal, which would ensure that every new hire gets a chance to learn about their union and every worker will be able to be kept up to date on what is happening with their Union; a complete overhaul of our Equal Opportunity language, demanding the management be held accountable to upholding the values of equity they say they are committed to; a new parking and transit policy that would make commuting to and from work significantly more affordable; and several other strong proposals. Management also gave us their initial proposals, which our team has started to work on responses to. We hope to continue making progress on these language proposals in our next session so we can clear the way for our extremely important discussion about economic issues. Keep an eye out for more updates as we have more information to share our next session on Tuesday, December 21. 

We invite you to join our second virtual Contract Action Team meeting, where we will talk about what’s happening at the table in further detail and explain what workers can do to help support our efforts at the table, tomorrow on Thursday, December 16 @ 3:30PM. 

“We proposed some highly requested changes today and we are tentatively hopeful that management will cooperate in passing these desperately needed proposals.”

— Madison Derksema, Pharmacy Tech

Our SCH Tech bargaining team: Matt Brabant - Respiratory Educator, Madison Derksema - Pharmacy Tech, Angela Ballard – Surgical Tech, Kellie Koenig – Ultrasound Tech, Ashley Strickland – Respiratory Transport, Tyler Schaffer – Anesthesia Tech, Tesfaldet Kidanemariam – Respiratory Therapist 

Capital Medical Center Bargaining Update - MultiCare is failing our community

“MultiCare’s disrespectful behavior leaves us with no choice but to take action!”
-Bargaining Team: Adam Swigart, Julie Hinchcliff, and Maureen Ciglia

Your Bargaining Team met with Management again on November 17 and December 8 to continue negotiations for your successor contract.

After much delay, the Employer finally provided an economic counteroffer that included increases to wages and various differentials. It was not worth the wait. Management’s proposal not only fails to bring our wages to market standards, but it also fails to consider today’s historic inflation rate that has caused the price of everything from groceries to gasoline to skyrocket. 

MULTICARE’S CURRENT OFFER
Year 1 - 5.25%
Year 2 - 1.50%
Year 3 - 1.50%

MultiCare acknowledged in our meeting that LifePoint (your previous Employer) had a very different style of management that focused on depressing workers’ wages, which resulting in today’s uncompetitive wage scales. However, in the same breath, Management stated that they do not plan on fixing the problem with this contract, willing to maintain the status quo of low wages at Capital Medical Center for the next three years.

Your Bargaining Team challenged them by pointing out that we are in a staffing crisis that is in most part caused by wages. We also reminded them that we’re currently going through what is now being called the “Great Resignation,” with employees easily finding new jobs with significantly higher pay and oftentimes a hefty signing bonus. Failure to raise our wages to market competitive rates will likely lead to many employees looking for positions elsewhere.

To make matters worse, MultiCare has also maintained their demands for contractual takeaways. They continue to demand that we cut your Extended Illness Bank (EIB) accruals by about 40%, adopt a new PTO system that would negatively impact nearly 50 employees, and remove the day after Thanksgiving as a paid holiday.

MultiCare cannot place the blame on LifePoint when MultiCare is the one refusing to offer fair wage increases, when MultiCare is proposing benefit takeaways, and when MultiCare is refusing to invest in Capital Medical Center. So long as they continue this behavior, MultiCare will continue to fail our community.

We will meet with the employer again on December 20 and are working to schedule additional dates into the new year.

Next Steps:

• Stand up against MultiCare by reaching out to a Bargaining Team member or Union Representative to get “MultiCare is failing our Community” stickers that you can wear in your workplace.

• Sign the online petition demanding a fair contract! https://bit.ly/CMC-Petition

• Attend regular Contract Action Team (CAT) meetings to hear the latest updates regarding negotiations, plan actions to pressure management, and learn how to get your co-workers involved. Our next meeting is being held virtually TONIGHT, December 15 @ 6 PM.

  
  CMC Contract Action Team Meeting
  Wednesday, December 15 @ 6 PM
  Contact your Bargaining Team or Union Rep for Zoom details. Details will be emailed out.

Kaiser Permanente - Contracts Ratified!

All three UFCW 21 Kaiser Permanente Washington contracts were ratified this week.

Eastern Washington Pharmacy voted December 6 to join the Pharmacy membership and approve Spokane Specific Agreements.

Western Washington Pro Tech Optical and Pharmacy contracts were voted online and ratified on December 8.

Alliance National Agreement was ratified in all three contracts!

Highlights include:

• Four Year Agreement with wage increases each year and additional 2% bonuses in years three and four.

• Improvements to Premiums

• Improved contract language-Education, Seniority, Rebid & Layoff, Staffing and Labor Management Committees

• Increase in Retiree Medical Benefits from $350 for each year of service to $1000 for each year

• Higher Funding of the Ben Hudnall Memorial Trust

• Changes to the Pensions for all Western Washington Optical and Pharmacy Workers with additional employer contributions

• New National Agreement language which addresses:

  • Staffing

  • Racial Justice

• Patient and Worker Safety

• Problem and Dispute Resolution

• Additional Information will be made available.

Welcome, Spokane Pharmacy Techs to UFCW21!

Please reach out to your Union Representative for any questions or needed support:
Western Washington
Rhonda Fisher-Ivie
Union Representative
(206) 436-6584

Eastern Washington
Maureen Hatton
Union Representative
(509) 340-7370

Christina Delgado
UFCW 21 Contract Specialist
(425) 623-7073

Bargaining Team: Tiffany Yeates and Jackie McFarlen, Union Stewards Spokane Clinics

Capital Medical Center - Healthcare Amendments Ratified

We are pleased to report that members at Capital Medical Center unanimously voted to approve the proposed changes to our healthcare plans!

Members at Capital Medical Center will now pay what other MultiCare employees pay for healthcare, saving many families hundreds of dollars each month on premiums costs. Most importantly, these savings were achieved without removing or reducing other plan benefits such as deductibles, co-pays, network coverage, and out of pocket maximums.

If you have any questions regarding these changes, please contact Union Representative Ian Jacobson at (206) 436-6550.

WhidbeyHealth - All Workers Deserve a Wage Increase and Retention Bonus

A few weeks ago WhidbeyHealth proposed increasing current employees below $18/hour to $18/hour and changing the base rate for all classifications to $18/hour. Your bargaining committee reviewed the proposal and identified that this would result in wage compression. For example, a Housekeeper II at Step 8 would be earning the same as a Housekeeper II at Step 0-7.

As a committee, we decided that we could agree to increasing current employees to $18/hour, but we must begin to bargain over wages for the rest of the bargaining unit immediately to address the wage compression. Per the CBAs, we are supposed to go back to the bargaining table in June 2022 for the Pro/Tech/LPN unit and October 2022 for the Service/Support unit. Our request to Whidbey is that we go to the bargaining table in January 2022 for both units.

Additionally, we believe it is divisive and unfair that they are offering non-union employees a retention bonus and not union employees. Given that, we are proposing that all bargaining unit employees receive a retention bonus! We are also asking WhidbeyHealth to provide sign-on bonuses to new hires in order to recruit new staff and reject that the base rates for new hires increase to $18/hour. Increasing the base rates will create a greater wage compression for current employees. We believe the better approach is for WhidbeyHealth to provide sign-on bonuses. Until this date, WhidbeyHealth has not approached us with any sign-on bonuses for any union classifications.

WhidbeyHealth needs to acknowledge the work that current employees have done in the past year and a half during a pandemic and must respect us as workers! We need wage increases for ALL and bonuses which will retain and recruit staff!

PRMCE Tech - Bargaining Continues

Our Bargaining Team met with Management on Thursday, December 9 for our third bargaining session. In the spirit of expedited bargaining, we are making a lot of progress on our language and economic proposals. We scheduled 5 bargaining dates for this contract and we are hopeful to wrap up negotiations within that timeframe if progress continues. There are still areas for Management to improve their economic offer, and we are awaiting their response to our latest economic proposal.

We’ve made progress on:

• Increases to differentials

• Improvements to step progressions in the wage scale

• Increases to education funds

We expect more from Management on:

• Cost of living increases

• Market Adjustments

Our next bargaining sessions are January 18 and January 26.

Sign the Petition for Respect and Retention!
https://bit.ly/Providence-United21

Your PRMCE Tech Bargaining Team:
Maria Goodall, Vascular Ultrasound
Darryl Keffer, Respiratory
Rodney Powers, Diagnostic Imaging
Terryl Smith, Pharmacy Tech

UPDATE YOUR CONTACT INFO! ufcw21.org/update-your-information

PRMCE Professionals - Management Responds on Economics

Our bargaining team met with management on Wednesday to receive a response to our economic proposals. 

We’ve made progress on:

• Market adjustments for many positions

• Education development funds

• Tuition Reimbursement

We expect more from management on:

• Cost of living increases

• Licensure pay

• Weekend differential

• Some outstanding market adjustments

• Bonuses

We were also able to reach a tentative agreement on Bereavement Leave updating our contract to reflect PRMCE’s policy, allowing for additional leave for certain family members.

Be sure to sign the retention and appreciation petition!

“We’re encouraged by the progress we saw at the bargaining table today, but still need management to respect our key issues.”

Our PRMCE Professionals Bargaining Team: Deb Anderson, Medical Lab; Sara Dillon, Case Management; Emily Conner, Nutrition

Town & Country Markets - Resolving Safety Issues

In 2019, we won new safety language for the first time ever in our contract to establish a Master Safety Committee to address issues that are coming up in the workplace safety committees or problems that are not getting resolved.

We recently met with Town & Country Markets and discussed the safety issues that our members had brought up.

• Outdated policies and procedures

• Damaged gloves in the Deli

• No band aids in the first aid kits

• Request for more in depth trainings

After meeting in our Master Safety Committee, Town and Country Markets were able to resolve some of the top concerns.

The next Master Committee meeting is in January, and we want to hear from you! If you have any safety concerns or would like more training on safety, fill out this quick survey: bit.ly/Safety-Survey21

If you are interested in getting more involved in your union, sign up for leadership training: ufcw21.org/steward-training

Providence Radiant Care - Providence Proposes Merit Increases and No Wage Scale! We Demand a Wage Scale!

On December 7, we met for the third time with Providence’s negotiating team. In this session, we discussed the remaining non-economic articles like employment practices, seniority, definitions of contract terms, hours of work and overtime, and leaves of absence. Providence responded with language like other new contracts like the PCH Tech and Service contracts. 

A point of contract is that Providence rejected our proposal to implement job classification seniority. Their proposal is to implement bargaining unit seniority. Your seniority date and hire date are different. Your hire date never changes, but your seniority date begins when you enter the bargaining unit or when you move into a new job classification. Under bargaining unit seniority, a worker would retain their seniority even if they moved into a new job classification. This means a therapist with five years of bargaining unit seniority could be laid off instead of the new therapist with 15 years of bargaining unit seniority. We believe job classification seniority is more equitable and other Providence technical units use job classification seniority. 

We also proposed wages, benefits, and premium pay on December 7. We proposed that 1) all workers should receive a bonus for the lack of wage increase in the last year and to acknowledge our work during the pandemic 2) at least a 7% increase upon ratification of the contract 3) a competitive wage scale with 28 steps 4) annual anniversary date wage increases 5) annual cost of living increases 6) internal equity language to ensure new hires with the same experience as current employees do not get paid more than incumbents. 

Providence rejected our proposals and proposed to continue their current merit pay system. We voiced our concerns about merit pay. Providence told us that they do not have a metric to quantify merit and they believe workers should not reach the “maximum” on their pay ranges. We are extremely disappointed with Providence’s proposal given that we have made a lot of progress on non-economic issues. 

We will be responding on December 15 and reiterating that we need a wage scale and do not want a merit-based pay system! On December 16 at 5:45 PM, we will hold a Contract Action Team (CAT) meeting over Zoom to review bargaining and plan future workplace actions! If you have any questions, please talk to your bargaining team or Union Rep Erin McCoy emcccoy@ufcw21.org. 

In solidarity, your PRCS bargaining team: Branden Raftery (Lacey - Dosimetrist), Paul Lofing (Aberdeen - RT), Kelly Covington (Lacey - RN) Winter Everson (Lacey - RT) 

Tomlinson Linen members overwhelmingly ratified the contract!

On December 3, Tomlinson Linen members approved the contract! Members who did not receive a $1.42 wage increase in 2021 shall be receiving that increase and retroactive pay the first full pay period after December 3. Additionally, employees with five years or more of service shall be receiving an additional $50 in their Christmas bonus. In April 2022, all employees will receive a $ 0.65 increase and in April 2023 all employees will receive a $ 0.63 increase.

Our next step is for Tomlinson Linen to sign the contract and then we will print it in English and Spanish for all members.

If you have issues with your pay or workplace concerns, please reach out to Monica Smith 206-436-6524 or msmith@ufcw21.org.

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¡El 3 de diciembre, los miembros de Tomlinson Linen aprobaron el contrato! Los empleados que no hayan recibido un aumento salarial de $1.42 en 2021 estarán recibiendo ese incremento y pago retroactivo el primer periodo de pago completo posterior al 3 de diciembre. Adicionalmente los empleados con cinco años o más de servicio estarán recibiendo 50 dólares adicionales en su bono navideño. En abril de 2022, todos los empleados recibirán un aumento de $ 0.65 y en abril de 2023 todos los empleados recibirán un aumento de $ 0.63.

Nuestro siguiente paso es que Tomlinson Linen firme el contrato y luego lo imprimiremos en inglés y español para todos los miembros.

Si tiene problemas con su salario o inquietudes laborales, comuníquese con Monica Smith 206-436-6524 msmith@ufcw21.org.

Trios Health - New Three-Year Contract Ratified with Super Majority Vote

After five months of bargaining and countless hours of hard work and dedication put in by your Bargaining Team, and although we were not able to secure everything that we wanted this time around, we were able to recommend and ratify our new contract with competitive wage increases and get back some of the things that we lost in our last contract.

We look forward to building strength and unity within our facility so that we can show LifePoint that we will not be divided in our fight for a fair contract in the next negotiation.

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

Bargaining Team: Tami Ottenbreit (FBC); Milari Olexa (Med/Surg); Casey Nitta (ICU); Carol Goplen (Surgical Svcs); Stephanie Weibel (ED)

Our Bargaining Team meets to discuss bargaining priorities!

Our Bargaining Team met yesterday in person to discuss the path forward for a strong, successful, and united grocery store negotiation and further develop our initial bargaining proposals. In the room was a diverse group of members from different job classes, work locations, employers, and backgrounds. Our team is hands on and experienced, they understand the importance and gravity of the issues we all face and how we are stronger when we work together.

Our union Bargaining Team continued to focus on the priorities identified by thousands of members in the bargaining survey while they worked on our initial bargaining proposals. At the top of our discussions were wage increases―especially for those at the top of the scale, safety, staffing and scheduling, and how we can lift essential grocery store workers up through our contract negotiations. Top priorities include:

• Win higher wages, especially at the top of our pay scales

• Create more equity in pay between departments

• Protect our high-quality, low-cost health care plan

• Keep our pension funded and secure

• Improve store safety and training

• Improve recruitment and retention so we have the proper staff to help us get the work done

In 2019, successful contract negotiations resulted in the largest wage increases in our union’s history, improved safety language, stronger scheduling language, new workforce development and training language, maintained our health care benefits with no increase in costs, and perhaps the biggest win of all: secured and improved our retirement pension.

Thank you everyone for participating in an amazing bargaining kick-off! 

Workplace leaders and Union Reps visited over 250 of our union stores, handing out buttons and taking pictures with members. What happens in negotiations is important. If we want the Employers to Respect, Protect, and Pay us then we must be united and organized to win. Employers have shown over the last two years how much more they prioritize their record high profits over the safety and pay of essential workers. The only way we change that is through collective action. When we fight together, we win together.

The top things all members can do right now to help build for a successful contract negotiation:

• Wear your “Respect, Protect, Pay” button! Show we are united and focused to improve our workplaces and get higher pay. If you need a button, talk to one of your workplace stewards or leaders, or contact your Rep!

• Join your Contract Action Team to help organize and mobilize workers to fight for better pay and a better contract. Talk to a workplace leader or your Union Rep if you are interested.
  And join a Contract Action Team meeting this week >>

• Don’t miss important bargaining updates, actions, benefits, and more. Make sure your personal contact information is up to date with our union:
  ufcw21.org/update-your-information

• Join our private Facebook group UFCW 21 Grocery Store Workers 2022 tinyurl.com/2022grocerygroup

Our Union Bargaining Team:

Ames Reinhold, Metropolitan Market

Amy Dayley Angell, QFC

Aaron Streepy, Attorney

Budha Green, Safeway

Cliff Powers, Safeway

Cynthia Hill, Safeway

Caprii Nakihei, Safeway

Cosmo Villini, Safeway

Enrique Romero, Fred Meyer

Faye Guenther, UFCW 21 President

Heidi Odom, Fred Meyer

Jeannette Randall, Safeway

Jeff Alexander, Fred Meyer

Jeff Smith, Fred Meyer

J’Nee DeLancey, Town & Country

Joanna Clapham, Fred Meyer

Joe Mizrahi, UFCW 21 Secretary Treasurer

Kyong Barry, Albertsons

Maggie Breshears, Fred Meyer

Maroot Nanakul, Safeway

Naomi Oligario, Safeway

Richard Waits, Haggen

Roger Yanez, QFC

Sam Dancy, QFC

Sam Kantak, Teamsters 38 Secretary Treasurer

Shawn Hayenga, Metropolitan Market

Tammi Brady, Teamsters 38 President

Wil Peterson, Fred Meyer

PRMCE Tech - Management Proposes Economics

Our bargaining team met with management on Friday to receive management’s response to our economic proposal. While we did see a robust initial response, there’s still ground for management to meet our expectations. 

We will share more detail about the proposals at our upcoming Contract Action Meeting on Tuesday, December 7.

“We’re trying to expedite bargaining to get increases in place soon. We have power in this moment as healthcare workers. Now is the time to get involved!”

Sign the Petition for Respect and Retention!

Your PRMCE Tech Bargaining Team: Maria Goodall, Vascular Ultrasound

Darryl Keffer, Respiratory

Rodney Powers, Diagnostic Imaging

Terryl Smith, Pharmacy Tech

Samaritan HealthCare - Bargaining Begins

On November 30, our Bargaining Team met with the Employer for our first Bargaining session. After a complete day the Union had given the Employer a complete comprehensive proposal.

Our next bargaining session is scheduled for December 13.

“As we look forward to the Employer’s response let Management know we are UNITED by encouraging your non-member colleagues to sign up today. All of our voices need to be heard.”

- Tammy Fisk, RN

Bargaining Team: (Clockwise from the top) Gloria Robbins, RN ER; Maureen Hatton, Union Rep; Tammy Fisk, RN OB; Russell Roden, RN Clinic; (Not pictured) Rachel Hunter, RN Med Surg Tech

For questions, please reach out to your Bargaining Team or Union Rep Maureen Hatton @ (509) 340-7370