PRMCE RN Back to the table on January 22

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On January 22 we will be mediating with PRMCE and a federal mediator. We have drafted a proposal based on the bargaining unit’s responses and feedback on the December survey. Our hope is that PRMCE will respond in a meaningful way to our proposal.

To keep everyone informed, we'll be hosting a Zoom meeting on January 22 at 2pm. During this session, we'll provide updates from the bargaining table and collectively brainstorm proposal concepts.
 
Meal  Waiver Update:We recommend that you DECLINE the two questions on PRMCE’s meal waiver. If you do not receive your meal period or receive a late meal period, you are supposed to be paid 30 minutes for every missed or late meal period. If you believe you have not been paid appropriately, please contact your union representative, Anthony Cantu. 

Downtown Dog Lounge - Another Tough Negotiation Session...

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Our DDL worker union team met with Elise and her lawyer on Thursday for negotiations. We moved closer to management on multiple issues, but they continue to hold out. We do have tentative agreements on the need for just cause in any discipline or termination of workers, as well as non-discrimination language. However, management is still playing hardball with important subjects. Talk to a member of our bargaining team today to get the full details.

Cascade Valley Hospital MSWs & Security Officers Bargaining Update

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Our Union Bargaining team: Lisa Warriax – MSW, Carl Ramirez – Security Officer

“With every session we are one step closer. MSWs and Security Officers stand united in our proposals, and together we are making progress. There’s no such thing a s snow day for our Bargaining Team!”

On January 4 the newly accreted Security Officers and MSW’s Bargaining Team at Cascade Valley Hospital met for the second bargaining session with the Employer. During this session, we gave compelling testimony about working conditions, we firmly pushed back on the Employer’s proposals around uninterrupted meal breaks and daily overtime, and the Employer made significant movement on wages for Security Officers.

We met for our third bargaining session on January 18, despite the challenges due to inclement weather. While the Employer continued to reject our proposal to give everyone an initial wage increase upon being placed onto a wage scale, the Employer did agree to audit past job experience to ensure we are being paid commensurate to our past job experience. We also made considerable progress with our protective gear proposal for Security Officers. The Employer told us they will be looking for a vendor to supply protective vest for each security officer.

We must continue standing united for pay which is commensurate to our experience and will retain and recruit Security Officers and MSWs. We will meet the Employer again in mid-February.

Mason General RN Contract - BARGAINING UPDATE

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We met with Mason General management on January 17 to continue negotiations on our contract!

Your Bargaining Team:

  • Is getting close to reaching an agreement on Extra Shifts language (which we feel very good about!)
  • Anticipates getting the employer a counter proposal on wages early next week!
  • Is awaiting some additional and important information from the employer in order to make a strong counter!

If you have questions about bargaining, reach out to our bargaining team!

If you have questions about anything else, please reach out to our union representative Naomi Oligario at (360) 662-1989.

Our Bargaining Team, Left to Right: Nancy Ownby (RN), Megan Corbin (RN), Tori Willis (RN))

PCC Contract Votes are Coming!

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We will be bargaining with the Employer on January 23 and 24...

If we do not reach a Tentative Agreement:

For a successor contract we will hold strike vote meetings on Friday, January 26 for all PCC workers in good standing. Members will be able to review the most recent offer from Management, ask the union member Bargaining Committee questions, and vote on whether to accept or reject the offer and vote to authorize a strike at PCC.

Tentative Votes for Friday, January 26:

8:00am — 12:00pm

West Seattle PCC: 2749 California Ave SW. Seattle, WA 98116

Burien PCC: 15840 1st Ave. South, Burien, WA 98148

Green Lake Village PCC: 450 NE 71st St. Seattle, WA 98115

Bothell PCC: 22621 Bothell Everett Highway, Bothell, WA 98021

Fremont PCC: 600 North 34th St. Seattle, WA 98103

Bellevue PCC: 11615 NE 4th St. Bellevue, WA 98004

Ballard PCC: 1451 NW 46th St. Seattle, WA 98107

View Ridge PCC: 6514 40th Ave NE. Seattle, WA 98115

2:00pm — 6:00pm

Columbia City PCC: 3610 South Edmunds St. Seattle, WA 98118

Central District PCC: 2230 E Union St. Seattle, WA 98122

Redmond PCC: 11435 Avondale Rd NE. Redmond, WA 98052

Edmonds PCC: 9803 Edmonds Wy. Edmonds, WA 98020

Issaquah PCC: 1810 12th Ave NW. Issaquah, WA 98027

Kirkland PCC: 430 Kirkland Wy. Kirkland, WA 98033

Greenlake PCC: 7504 Aurora Avenue N. Seattle, WA 98103

If we reach a Tentative Agreement:

If we reach a tentative agreement with PCC during bargaining on Tuesday 23 & 24 we will cancel the Strike Authorization Vote meetings on January 26 and reschedule the vote for a later date to give members time to review the contract offer and union Bargaining Committee recommendation.

Reach out to a Union Rep, Shop Steward, or Bargaining Team member with any questions.

Providence Meal Waiver Update

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In December 2023, Providence sent out a meal waiver to all UFCW 3000 represented employees. Providence is seeking to get employees to waive the timing of their first and second meal period, and waive their right to a second meal period if they are a 10 hour or 12 hour shift employee. Per the collective bargaining agreements, meal breaks should be administered per WA state law WAC 296-126-092  andRCW 49.12.480

RCW 49.12.480

  • 8 hour shift employee- 2 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift
     

  • 10 hour shift employee- 2 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift 
     

  • 12 hour shift employee- 3 paid rest breaks and one unpaid 30 minute meal period for every 5 hours worked with the first unpaid meal break between the second and fifth hour of the shift

If you do not receive your meal period or receive a late meal period, you are supposed to be paid 30 minutes for every missed meal period. If you believe you have not been paid appropriately, please contact your union representative.

UFCW 3000 is recommending that you deny Providence’s request to both questionson the meal waiver. Our position is that Providence cannot change the timing of the meal period without bargaining over this issue and by waiving your right to a second meal period you may be losing out on overtime pay.

We have demanded that Providence remove the timing question from the meal waiver and bargain with us over the confusing language in the meal waiver. We have not heard back from Providence but expect an answer this week.

Our recommendation is that you respond in the following way:

  1. Question 1: I am voluntarily requesting to waive my second unpaid meal period if I am entitled to one. DECLINE
     

  2. Question 2: I am voluntarily requesting to take my first and second (if applicable/not waived) unpaid meal period at a time that is different than between hours two through five of my work periods. DECLINE

If you have any questions, please reach out to your union rep: Anthony Cantu (Providence Everett RNs), Jack Crow (Providence Everett Pros and Techs), Madison Derksema (Providence St. Peter, Providence Radiant Care and Providence Centralia), Lenaya Wilhelm (Providence Holy Family and Sacred Heart), Juanita Quezada (Sacred Heart Tech), Amy Radcliff (Mt Carmel RN and St. Joes).

Mason General RN Contract - BARGAINING UPDATE

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Our team is working hard just to bring our contract up to the standards of other local hospitals:

  • Competitive Wages — Mason Health does not appear to see the need for any significant wage increases and is offering less than 4% in the first year.

  • Federally Recognized Holidays — Mason Health is not interested in any of the holidays we asked for and other hospitals already have.

  • Equitable Vacation/Earned Time — We are working to ensure that earned time is competitive with other hospitals.

  • Correcting the Definitions of Full-Time & Part-Time — We have proposed language which documents that full time for 12 hour nurses is 36 hours a week.

These are things we shouldn't have to fight with management about but our fight continues. We are bargaining next on Wednesday, January 17 and will not compromise on this contract.

For additional information, contact Union Representative Naomi Oligario at (360) 662-1989.

If someone you know is not receiving these updates, update your information.

Macy's Workers Launch ULP Strike on Martin Luther King Jr. Day

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Early yesterday morning, Macy’s workers at the Alderwood Mall location began an Unfair Labor Practice strike. Despite frigid temperatures, we took to the picket lines this MLK Day to stand up for ourselves, our colleagues, our families and our customers in the face of management’s blatant disrespect.
 
As you know, we have been in negotiations with Macy’s for close to a year now. Instead of coming to the bargaining table with thoughtful proposals that honor our contribution to this company’s success, Macy’s continues to undermine the process by repeatedly committing unfair labor practices, including bargaining in bad faith, changing working conditions unilaterally, and engaging in direct dealing while misleading workers about the most recent contract offer.
 
As of right now we plan to stay off the job indefinitely, picketing every day during Macy’snormalbusiness hours. We hope Macy’s will come back to the bargaining table to begin working on an agreement that isn’t riddled with takeaways and concessions. Macy’s workers deserve an agreement that protects us when we are at work, respects our time with the company and is something we can be proud of.

Macy’s most recent Last Best and Final offer just isn’t enough, offering:

  • The elimination of our personal day in honor of MLK day, reducing our amount of paid time off and disrespecting an important holiday.

  • Eliminating our hard-won wage scale—and without any guarantee that experienced workers will be paid above what new hires receive.

  • A rejection of our proposed safety language that would protect workers from discipline if we call mall security or the police in response to a violent situation.

  • Just $0.50 per year in General Wage Increases (GWI) to current workers, with low ratification bonuses of $300 for part-time workers and $600 for full-time workers.

  • Check out management’s Last Best and Final offer here >>

This insulting offer was made by a company that has recorded more than a billion-dollar annual profit margin. A company made profitable off the work of the people now walking the strike line.

We must continue to be prepared to go on strike at the other Macy’s locations, Bellis Fair Mall, Southcenter Mall and the Alderwood and Tukwila Furniture Galleries. Workers could strike any day at any of these locations, joining workers at Alderwood ON STRIKE!
 
In anticipation of a longer strike, our rank-and-file worker-led Executive Board approved more comprehensive strike benefits of:

  • $500/week for striking members who work 20 hours on the strike line.

  • $800/week for striking members who work 32+ hours on the strike.

  • $200/week Respect the Line Benefit for striking members who cannot join their coworkers on the strike line but respect the strike line and do not cross (for a maximum of 4 weeks).

To receive your strike benefit, sign in and out of your shift on the strike line, or if you are respecting the line, please email strike@UFCW3000.org to notify our union that you will be respecting the line but not walking the line.  All members receiving any type of Strike Benefit must have a completed W9 on file. If you haven’t already done so, please sign a W9 here >>

Join our next All Macy’s Member Call this Wednesday, January 17 at 5pm

https://us02web.zoom.us/j/88212637000 to discuss the strike and next steps.

Check out the Strike FAQ for some basic information >>

See you on the strike line soon, stay warm!

Macys: Important Update Meeting Tonight!

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Our member led Bargaining Committee had another tough session with the Employer. We want to update all members about this status and discuss next steps. We will be holding a zoom meeting Tonight: Sunday, January 14 at 7pm!

Tonight at 7pm join us by using this link: https://us02web.zoom.us/j/87833799645

Important action: How do YOU feel about Macy’s management trying to take away MLK Day as a holiday?

Record a short video telling us how you feel! It's fast and easy and will help us send a message to Macy's Management >>

MHS Auburn Medical Center (Pro) - Back to Negotiations!

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MHS Auburn Medical Center (Pro)
Back to Negotiations!

BARGAINING TEAM: Pharmacist Brent Kirshenbaum, Social Worker Marci Pindi (standing in), and Mental Health Technician Sandra Williams

Our Union Bargaining team has met will MultiCare a few times and exchanged proposals. Through commitment to the process and advocacy for coworkers, we have made some progress.

Contract Language that has been tentatively agreed to include:

  • Status Review: A process for part-time Employees to have a review of their FTE if continuously working over their assigned FTE

  • Evaluations: Requiring the Employer to maintain a system which provides for Employee evaluations on a probationary and annual basis

  • Recall: A process the Employer must follow to reinstate any Employee who has been laid off

  • Nondiscrimination: The absence or avoidance of discrimination, officially affirming a federal government policy of nondiscrimination in employment

Proposals we are still working on are:

  • Staffing: Working to address critical issues related to staffing levels, workload, and patient care

  • Floating: Establishing fair guidelines and restrictions for floating to other facilities

  • Preceptor: Clarifying the role and responsibilities of preceptors within our workplace along with a market competitive premium

  • Labor Management Committee (LMC): Establishing a committee to give workers a voice after contract negotiations is over.

Our Bargaining Team is working on other issues and will continue to focus on the above topics, as we reserve most economics proposals for later in the process. Other bargaining dates that have been confirmed include January 19, 24, 31, February 7 and 14; we will be requesting additional future bargaining dates from the Employer.

Throughout this negotiation process, we are committed to keeping everyone informed and engaged. We will schedule regular bargaining update meetings and disseminate important communications through multiple channels, including text and email.

engagement and involvement are vital

Staying informed and standing together as a union demonstrates our collective strength. It's important to remember that your unified efforts and voices have the power to shape the future of MultiCare Auburn Medical Center.

QUESTIONS? Contact Union Rep Ian Jacobson @ 206-436-6550.

Pacific Dental Alliance - Contract vote scheduled!

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Pacific Dental Alliance
Contract vote scheduled!

Our Bargaining Team reached a tentative agreement on a new three year contract and recommends a YES vote! The agreement includes:

  • Competitive wage increases

  • Ratification bonus

  • Continued health insurance through Sound Health & Wellness

  • New provision outlines bargaining during a Public Health Emergency

Full details of the contract offer will be available during our online vote on Thursday, January 18 @ 7am—5pm (drop in anytime)

You will receive an email from UFCW 3000 via “SimplyVoting” with your unique login information. All members in good standing are eligible to vote.

  • Make sure your information is up to date!
    To vote online on the proposals, make sure your personal email is up to date in our records. If you did not receive this announcement via email, go to: ufcw3000.org/update-your-information

  • If you do not receive an email to vote on January 18, please reach out to Union Reps Christie Harris @ 206-436-6606 or Charlie King @ 206-436-6518 to provide an updated email address.

Join the vote information meeting
It is important that members attend the Zoom meeting to get a full understanding of the Employer’s offer. Drop in and get your questions answered!

Tuesday, January 16 • 5—7pm
Contact a Union Rep for Zoom meeting details.

Grocery East Employer wage proposal way off the mark!

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Our Union Member Bargaining Committee met again this week. We continue to fight for wages that respect our work, maintaining and improving our healthcare, and improvements to our pension. While we know that cost of living is skyrocketing in Spokane and across the region, the Employer representative continued to argue that wages should remain lower than other grocery store wages in the State. We have a long way to go to get the wages and benefits we deserve.

However, we did reach several important Tentative Agreements:  

  • Safeway contributions of $0.03/hour to secure our retirement funding. 

  • Improved vacation accruals. We won vacation accruals based off the average of hours worked in the previous 12 months. This will help ensure that no worker gets less vacation per week than they normally work per week.  

  • Aligned notice of technological changes in the store with other UFCW 3000 grocery store contracts.  

  • Greater scheduling notice so people can plan their lives, changing initial notice from Thursday to Tuesday 6 pm in Safeway/Albertsons.  

While we made progress on many issues like vacation, retirement funding, and scheduling, we are still far apart on the most important issue- wages. 

The employer proposal included: 

  • A 5-year contract—Longer than usual until we can bargain a new agreement. 

  • $0.50 per year for the Journey Rates of pay—Lower than what workers got in California, Colorado, Oregon, and Western Washington. 

  • Paying less in healthcare contributions and reducing our plan reserves. 

The Union Member Bargaining Committee told the employer that their opening proposal was way off the mark from what we deserve. 

Our Union Member Bargaining Comittee continued to propose common sense proposals:   

  • Create Journey wage increases of multiple dollars over the life of the contract. 

  • Institute one wage scale for all UFCW 3000 Eastern Washington, Oregon and Northern Idaho and the same journey wage rate across all grocery scales. 

  • Gain ground on Puget Sound clerk wage rates, because cost of living is high everywhere! 

  • Create raises of multiple dollars for Journey Meat Cutters over the life of the contract, a proposed dollar premium for Head Meat Cutter, and new designation of Head Butcher Block.  

  • Increase the amount to $0.25 between steps so that every step sees an increase as the minimum wage increases with cost of living. 

  • Reduce the length of our wage scales so our coworkers can reach the Journey rate sooner.  

  • Maintain our strong healthcare plan and coverage and improve benefits without increasing employee premiums.  

  • Fund our pension and increase contributions and benefits for future earned benefits.  

  • Institute resort store pay premiums for Chelan, Leavenworth, Sandpoint and CDA. 

  • Create premiums for Person-In-Charge pay.

  • Make a quicker path to Journey for Meat Cutters that complete the Meat Apprenticeship program.  

  • Ensure full back pay to date of expiration. 

 We continued to fight for non-economic proposals including: 

  • Funding for workforce training so we can get the training we need and expand the meat cutters apprenticeship around the state of Washington, Oregon and Idaho.   

  • Worker Severance and Retention language to ensure that, in the event of any merger or sale of the companies, the company must retain workers for a set period and compensate workers fairly if they are laid off or terminated.   

 Next bargaining dates: February 8, 9, 15 and 16.  

Join us and show our unity in fighting for a strong contract!

More information:

Our PCC Bargain Continues

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We are preparing for a ULP strike if we are unable to reach a tentative agreement during our next bargaining session on January 23 and 24.

RSVP as soon as you can!

Next Bargaining dates are January 23 and 24 at the Federal Mediation and Consolatory Service office located at 2001 6th Ave #2500, Seattle, WA 98121. If you plan to attend bargaining, you must RSVP by January 15 to ensure you are on the list and can attend as an observer. You will need to RSVP with your name as it appears on your government ID and supply a valid email address. Upon arrival, you must present a government ID to check into the building. Bargaining begins at 9:00 AM.

>> Observe our next bargaining session with PCC!

Macy's races to the bottom with takeaways and federal labor law violations

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After 2 days of “so called” bargaining with Macy’s on January 4 and 9, Macy’s Management violated federal labor law yet again. It has become clear that Macy’s has no problem blatantly violating workers’ rights.

Macy’s once again refused to bargain in good faith over proposals to keep our co-workers and customers safe. This reckless disregard for basic respect and dignity at work is apparently the new Macy’s Management Plan. Macy’s entered these negotiations attempting to take away many secured benefits such as the attendance point system, MLK day, a guarantee above minimum wage, and a wage scale to address wage compression. In a chase to fix bad management, Macy’s seeks to gut its workers' wages, benefits, and safety to save a few dollars.

Yesterday, Macy’s sent another Last Best and Final offer after regressively bargaining between January 4 and January 9. Regressive bargaining is an illegal bargaining tactic when an Employer offers workers a worse proposal than what was previously on the table. We believe this is somewhere between the 3rd and 5th Last Best and Final offer from the employer, but who is counting?

In this Last Best and Final offer, the employer went backwards and put an offer on the table that is WORSE than what workers already rejected on October 7, 2023.

This newest version of the Last Best and Final includes:

  • A lower ratification bonus than the previously offered $1000 ratification bonus, now only a $300 ratification bonus for part time workers and $600 for full time workers.

  • Only $.50 per year General Wage Increases for the thereafter rate.

  • Eliminating our guarantee of $0.20 above minimum wage for all workers and only offering modest protection to keep our wages above minimum wages going forward and only for New Hires

  • A proposal which would result in an immediate pay cut for almost every Macy’s worker at South Center

  • Eliminating our wage scales all together

  • Eliminating MLK day

  • Rejecting our proposal to call Security or the Police when confronted with violence or an emergency at work.

It looks like to us Macy’s believes that their own workers are only worth minimum wage (although would likely pay less if legally possible), do not deserve basic safety protections, do not deserve a meaningful wage scale, and should take major cuts with the elimination of our wage scale, MLK day, and lowering a guaranteed above minim wage starting rate.

Our bargaining Committee is meeting Friday, January 12, 2024, to discuss next steps and what our response to the employer should be. 

Help continue to prepare for a ULP strike and keep the pressure on Macy’s by signing up for your strike schedule, get picket captain trained and make sure you and your coworkers have completed a W9 form to receive strike pay.

PRMCE RN Let’s review survey results together on January 16! 

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In December, we sent out a survey to the entire bargaining unit, seeking your valuable insights to guide us in the upcoming mediation session with PRMCE. The response was overwhelming, with over 400 nurses sharing their perspectives. One key revelation from the survey is that resolving staffing issues is our top priority. However, the diversity of opinions on how to address this challenge highlights the complexity of our task.

Currently, we are diligently reviewing the survey results, paying special attention to the open-ended questions. Your responses are shaping the proposals we’ll be presenting during our mediation session. To ensure we hear all perspectives, we have scheduled an online meeting on January 16 from 8pm to 9pm. This gathering will serve as a platform to discuss the survey results and hear your thoughts on the potential proposals.

On January 22, we will be meeting with PRMCE management and a federal mediator. Our goal is to present a comprehensive proposal that addresses the staffing concerns of the bargaining unit. While the possibility of reaching an agreement during mediation exists, that decision will be made by our dedicated bargaining team. They will carefully weigh the survey results, your priorities, and potential workplace actions when determining the best course of action for the unit.

Whether we reach a deal or require additional mediation dates, your support is vital. Our solidarity is our strength, and together, we can achieve a contract that genuinely addresses our staffing issues. Let’s stay united and focused on the common goal of securing a better future for all of us.
— RN bargaining team 

Survey Results Review: January 16 from 8pm to 9pm 

One tap mobile: US: +12532050468,,89131758946# or +12532158782,,89131758946# 

Meeting URL: https://us02web.zoom.us/j/89131758946?pwd=WUwreTZqYmtNd01HYml6UlliTCtuQT09 

Meeting ID: 891 3175 8946 Passcode: 303568

Providence Sacred Heart Medical Center Techs Back to bargaining

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“On January 9 our Bargaining Team went back to the bargaining table with Management. While we are encouraged by the movement that Management finally made in many areas for the first time we still have a lot of work to do.” — Janelle Mathias Pharmacy Tech. Bargaining Team member and Steward.

We will be back to the table with Management on January 17 to continue conversations on Compensation, Medical, Dental and Vision Benefits, Credit for experience and a few other outstanding items.

Please reach out to the Bargaining Team or our Union Representative Juanita Quezada 509-340-7371 with any questions or concerns.

We don’t want to but we will.

We are standing strong for each other, our patients, and our communities: Sign the pledge to join my Providence Sacred Heart Medical Center Tech co-workers on the strike line >>

Grocery East Bargaining Update

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Our union member Bargaining Committee had our second bargaining session with the Employers to fight for a safer workplace, maintain and strengthen our benefits, and improve wages.

Over the two days of bargaining, we came to several Tentative Agreements:

  • Greater Workplace Safety. We secured an agreement for a Master Safety Committee, which will allow us to raise safety issues that are not being addressed at the store level, up to the corporate Management level. We also established yearly walk-through trainings for emergency situations, including natural disasters and active shooter situations.

  • Increases to Leaves of Absences for personal illness/pregnancy from 6 months to 9 months.

  • The ability to keep our information updated so that we can get critical information about our wages, benefits and working conditions.

We continued to trade proposals over important contract language items, including:

  • Funding for Workforce Training, so we can get the training we need and expand the Meat Cutters Apprenticeship Program around the state of Washington.

  • Worker Severance and Retention language to ensure that, in the event of any merger or sale of the companies, the Employer must retain workers for a set period and compensate workers fairly if there are lay offs or terminations.

  • Allowing workers to accept tips from customers.

We also proposed the following IMPROVEMENTS to our contract:

  • Improve vacation accruals and lower qualifying threshold for vacation. We proposed vacation accruals be based off the average of hours worked in the previous 12 months. This will help ensure that no worker gets less vacation per week than they normally work per week. Additionally, we proposed to lower the threshold to qualify for vacation from 1000 hours to 800 hours worked in a year.

  • Increased scheduling notice so we can better plan our lives.

  • Add Presidents Day as an additional holiday.

  • Align past experience credit among all contracts so workers can claim more hours upon hire.

We proposed the following UPDATES to our contract:

  • Align notice of technological changes in the store with other UFCW 3000 grocery store contracts.

Finally, we made a comprehensive economic proposal that would:

  • Create Journey wage increases of multiple dollars over the life of the contract.

  • Institute one wage scale for all UFCW 3000 Eastern Washington, Oregon and Northern Idaho and the same journey wage rate across all grocery scales.

  • Gain ground on Puget Sound clerk wage rates, because the cost of living is high everywhere!

  • Create raises of multiple dollars for Journey Meat Cutters over the life of the contract, a proposed dollar premium for Head Meat Cutter, and new designation of Head Butcher Block.

  • Increase the amount between steps from $0.10 above minimum wage and $0.05 between steps to $0.25 and above the minimum wage and between steps so that every step sees an increase as the minimum wage increases with cost of living.

  • Reduce the length of our wage scales so our coworkers can reach the Journey rate sooner.

  • Maintain our strong healthcare plan and coverage and improve benefits without increasing employee premiums.

  • Fund our pension and increase contributions and benefits for future earned benefits.

  • Institute resort store pay premiums for Chelan, Leavenworth, Sandpoint and CDA.

  • Award $800 longevity bonuses for workers with more than 10 years of service.

  • Create premiums for short staffing & Person-In-Charge pay.

  • Make a quicker path to Journey for Meat Cutters that complete the Meat Apprenticeship program.

  • Ensure full back pay to date of expiration.

Next bargaining dates: January 10, 11 and 12

Join us and show our unity in fighting for a strong contract!

Cascade Valley Security Officers and MSWs - Bargaining Update

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On December 12, we had our first bargaining session for Security Officers and MSWs where we made a lot of great progress with seniority language for both groups and received a wage proposal for Security Officers which strengthened our position on wage parity.

Our team met again with the Employer at the bargaining table on January 4 for our second bargaining session. While the Employer made significant movement on wages for Security Officers, they rejected our other proposals around daily overtime, compensation, and safety. We remain united and continued to firmly push back on the employer's proposals. We gave compelling testimony about working conditions and we feel confident that the Employer will consider our testimony when they respond to our proposal on January 18.

The further we go, the more confident we are in the process. It felt great to be given the opportunity to vocalize our concerns around staffing and workload and the reality of the situation. Having a voice in our workplace is powerful.
—Our Bargaining Team: Lisa Warriax – MSW; Carl Ramirez – Security Officer

We will meet the employer back at the table on January 18 and are ready to continue our fight for fair wages and a safe workplace.

Macy's - No Deal—New Date Scheduled

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Late into the night on Thursday, January 4, our Union Bargaining Team met with Macy's at the Federal Mediation and Conciliation Service's (FMCS) office in downtown Seattle.

We were unable to reach an agreement with management on a new contract, but talks were very productive. The employer finally engaged in serious negotiations, with ideas being exchanged between the parties about what an agreement may look like—marking a departure from their behavior in recent months.

Unfortunately, negotiations hit a pause when key employer stakeholders became unavailable, prompting the parties to end for the day. To keep the momentum toward an agreement going, we have scheduled another bargaining date for next Tuesday, January 9, to continue talks with the employer.

While these developments are encouraging, it's important to understand that there is no guarantee of reaching an agreement next week. A strike may still be necessary to achieve a fair agreement, and we must be prepared for that possibility.

The upcoming Tuesday meeting will determine our next steps: either reaching an agreement and scheduling a ratification vote or, failing to do so, start signing-up for strike schedules.

We will keep everyone informed as this situation unfolds and as bargaining progresses.

PCC Preparing to be Strike Ready

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PCC workers are preparing for a possible strike if we are unable to reach a tentative agreement during our next bargaining session on January 23 and 24. If we do not reach an agreement that is recommended by our Bargaining Committee on January 23 and 24, then we plan to hold a strike authorization vote on January 26. At this vote workers will be able to review PCC’s most recent offer, vote to accept or reject the offer, as well as vote on whether to authorize a strike or not.

As part of our preparation for a possible strike PCC workers met last Thursday at 6pm virtually, including members of our bargaining team, to discuss how we can best prepare for a possible strike. We discussed what a strike could be like, the importance of having Strike Picket Captain trainings at our next round of Contract Action Team (CAT) meetings, strike benefits and more. Our Bargaining Committee plans to hold regular Thursday virtual open meetings at 6pm going forward. Feel free to drop by and ask any questions or share any ideas you have about the bargain, the contract and strike authorization votes and more.

Next Steps:

Preparándonos para la Huelga 

Los trabajadores de PCC estamos preparándonos para una huelga posible si no podemos lograr un acuerdo tentativo durante la próxima sesión de negociaciones del 23 y 24 de enero. Si no logramos el acuerdo recomendado por el comité de negociaciones, tenemos planeado una votación de autorización de huelga el día 26 de enero en donde los trabajadores podrán revisar la oferta más reciente de PCC, votar por aceptar o rechazar la oferta, y además votar por hacer huelga o no. Como parte de la preparación para la posible huelga, los trabajadores de PCC, incluidos los miembros de nuestro comité de negociaciones, nos reunimos virtualmente el jueves pasado a las 6pm para hablar de la mejor manera de prepararnos para la posible huelga. Hablamos de cómo podría ser la huelga, de la importancia de realizar capacitaciones de Capitanes de Piquete de Huelga durante la próxima ronda de reuniones del Equipo de Acción por el Contrato (CAT por sus siglas en inglés), de las prestaciones en caso de huelga, y de otros temas más. Nuestro comité de negociaciones tiene planeado realizar de aquí en adelante reuniones abiertas por medio virtual todos los jueves a las 6pm. Se les invita asistir a las reuniones y hacer cualquier pregunta o compartir cualquier idea que tengan acerca de las negociaciones, el contrato, el voto de autorización de huelga y más. 

Los Próximos Pasos:  

Asista a nuestra próxima reunión de Preguntas y Respuestas (Q&A) este jueves, 4 de enero a las 6pm

La próxima semana, del 8 al 12 de enero se le invita asistir a las reuniones del Equipo de Acción por el Contrato (CAT) donde vamos a repasar la capacitación de Capitanes de Piquete de Huelga. Este taller ayudará a los trabajadores de PCC a estar mejor preparados para la huelga y permitirá tiempo para repasar todas las preguntas que puedan tener. 

Las próximas fechas de Negociación son el 23 y 24 de enero en la oficina del Servicio Federal de Mediación y Conciliación ubicada en el 2001 6th Ave #2500, Seattle, WA 98121. Si piensa asistir a estas negociaciones tiene que confirmar su asistencia para el 15 de enero en el. Para garantizar que esté en la lista y que pueda asistir como observador tiene que confirmar su asistencia (RSVP) con el nombre que aparece en su credencial de identificación emitida por el gobierno y tiene que incluir una dirección válida de correo electrónico. Cuando llega debe presentar su Identificación emitida por el gobierno para registrar su entrada al edificio.