Over the weekend, our union Bargaining Team made a significant breakthrough in negotiations with Management. While some differences remain, we are hopeful that Management will continue to make a good faith effort to close the gap on the remaining issues, and we anticipate reaching a tentative agreement in the coming days.
Read MoreWe joined hundreds of REI workers across the country taking joint action, standing up against REI’s anti-worker behavior. Management from all over our state was called in to run our store while workers were out on the strike line (with Scabby the Rat). We’ve shown REI that green vests are willing to strike and fight for respect. Our strength is in our solidarity and will get REI to come to the bargaining table in good faith and reach a fair first contract.
Read MoreOn May 28 our Union Bargaining Team met with SCH Management for our initial bargaining session. We discussed times of future bargaining dates and exchanged some initial non-economic proposals that included potential changes to:
Read MoreJust two days after an email from MultiCare’s CEO announced a new affiliation with Overlake Medical Center, & further confirmed MultiCare’s aspirations to become “the Pacific Northwest’s highest value system of health”- we cannot say we are surprised to learn that the line of a “commitment to invest” stops somewhere between “a network of primary, urgent and specialty care clinics” and us- their dedicated, hard-working, & committed staff.
Read MoreOn May 23, our union Bargaining Team met with Management and received their second set of economic proposals.
Read More
After three long days of negotiations, our bargaining team has made significant progress toward a new contract, but there remains much work to do. Management has continued to propose increases that we believe would result in more expensive healthcare costs while still not keeping up with inflation in their wage offer.
However, we believe that Zenith is beginning to understand that we will not accept a contract that includes such proposals and have made clear to them that we need better proposals to ensure livable wages and affordable benefits for us and our families. We hope that additional progress will be made over the weekend but are prepared to increase the pressure on them if we have to.
Keep an eye out for additional updates next week, and please reach out to a member of the bargaining team or your rep if you have any questions.
“We’ve made progress, but management needs to realize that when the economy changes, the contract needs to also.”
— Our Bargaining Team: Mitch Longoria, Terra Powell, and Laura Bomengen
We are happy to announce that the recommended tentative agreement, reached by our union bargaining committee, has been approved by an overwhelming majority of members!
The new contract, effective immediately and lasting for three years, brings several key benefits:
A wage scale with across-the-board wage increases for all members throughout the life of the contract.
A guaranteed .50 cent above the minimum wage when the minimum wage goes up (after six months of employment).
Reduced the amount of years it takes to get the 3rd and 4th week of vacation.
Increased break times.
Introduction of new language allowing the union steward and union representative to meet with new employees on paid time to provide information about the union.
Union leave for up to 3 months for union-related activities.
Thank you to all our members who participated in the voting process.
For any questions or concerns, please reach out to your Union Representative Jose Veliz at 360-409-0615.
¡Nos complace anunciar que el acuerdo tentativo recomendado, alcanzado por nuestro comité de negociación de la Union, ha sido aprobado por una mayoría de miembros!
El nuevo contrato, efectivo de inmediato y con una duración de tres años, trae varios beneficios clave:
Una escala salarial con aumentos salariales generales para todos los miembros durante la vigencia del contrato.
Un aumento garantizado de .50 centavos por encima del salario mínimo cuando este se incremente (después de seis meses de empleo).
Reducción del tiempo necesario para obtener la 3ra y 4ta semana de vacaciones.
Aumento del tiempo de descanso.
Los nuevos empleados podran reunirse con el delegado de la Union y representante de la Union en tiempo pagado para recibir información sobre la Union.
Permiso de ausencia de hasta 3 meses para asuntos relacionadas con la Union.
Gracias a todos nuestros miembros que participaron en el proceso de votación.
Para cualquier pregunta o inquietud, comuníquese con su Representante de la Union, José Veliz al 360-409-0615.
This is our first union negotiations since we became UFCW 3000 and our combined strength has helped us win a contract with record wages and major contract improvements. In the midst of a proposed grocery mega-merger, we’ve sent a clear message —We have power in our communities, we have a voice in our workplace, and we have a strong new contract that will be the backbone for our future.
Read More
Bartell Drugs members unanimously voted to ratify their new contract yesterday! We’ll carry our momentum into our next negotiations with our fellow Rite Aid members in the fall and enforcing our contract every day at work. Physical and electronic copies of the signed agreement will be available soon. If you have any questions about the new contract, please reach out to union Rep Tae Abraham at 360-409-0603.
“Negotiations were often frustrating, but we’re doing everything we can to ensure a better future for our members. I’m proud of how we’ve supported each other through the bankruptcy and I’m hopeful for what’s to come.” – Dani Fisher, Service Associate & Bargaining Team Member
Soon after we started renegotiating our union contract, Rite Aid declared bankruptcy. While we navigated store closures and reduced hours, our bargaining team worked to reach a 1-year agreement for Bartell Drugs members that maintains our benefits, improves our grievance procedures, and includes raises for those that didn’t qualify for 2024 minimum wage increases. The short-term contract aligns our expiration date with our fellow UFCW 3000 Rite Aid members and lets us go back to the table together after the bankruptcy is settled to continue fighting for the better wages, benefits, and in-store safety we need.
Becoming a union steward is a great way to support your coworkers and enforce your rights on the job. Interested in going through the shop steward training? Reach out to your union Rep!
On Thursday, May 16, our Union Negotiating Committee met with MultiCare to continue contract negotiations, however, we’re not sure MultiCare showed up for the same reason. We do not believe that Management are bargaining in good faith. They are not taking this process seriously, nor do we feel that concerns about our staffing, our wages, and the well-being of ourselves and our families are being considered in Management’s proposals.
“Three percent is BS. That’s not even enough to cover inflation for this year.” —Rafael Diaz
We feel that MultiCare is trying to drag this out, perhaps to exhaust us, and defeat us, but we are not giving in. We will show MultiCare that we will stand together to win a fair contract.
WE ARE: 2000 WORKERS, 9 CONTRACTS & ONE FIGHT!
Nuestro equipo de Negociación: Christina Britton & Arcelia Benavidez
El 13 de mayo, nuestro Comité de Negociación de la union llegó a un acuerdo tentativo con la Gerencia de Tomlinson Linen y recomienda que voten SÍ!
Cuando comenzamos las negociaciones, la prioridad era asegurar una compensación justa por el arduo trabajo que hacemos cada día, el pilar del éxito de Tomlinson.
Estamos contentos de compartir los detalles del acuerdo con ustedes durante nuestra votación en persona:
Aquí hay algunos aspectos del acuerdo:
Aumentos salariales competitivos
Reducción de la elegibilidad para 3 y 4 semanas de vacaciones
Mejorar el tiempo de descanso
Orientación de la union pagada de 30 minutos para nuevos empleados
Garantía de salario mínimo más 50 centavos
Puede asistir a cualquier hora de votación para votar sobre el acuerdo tentativo. El acuerdo tentativo completo estará disponible para su revision. Todos los miembros en regla son elegibles y se les anima a votar sobre el acuerdo tentativo.
Our Union Bargaining Committee: Christina Britton & Arcelia Benavidez
On May 13 our union Bargaining Team reached a tentative agreement with Tomlinson Linen Management and recommends a YES vote!
When we first started negotiations, the priority was to secure fair compensation for the hard work we put in every day — the backbone of Tomlinson’s success.
We’re excited to share the details of the agreement with you during our upcoming vote:
Here are some highlights of the agreement:
Competitive wage increases
Reduced eligibility for 3rd and 4th week vacation
Improved break times
30 minute paid union orientation for new employees
$0.50 above minimum wage guarantee
You may attend any vote time during the polling times to vote on the tentative agreement. The full tentative agreement will be available to review at the vote. All members in good standing are eligible and encouraged to vote on the tentative agreement.
On May 13, many members at NW Administrators were dismissed from work early due to a system outage. UFCW 3000 is currently investigating the situation and has requested additional information from Management to determine the extent of the problem. While we wait for that information, it is important that you are aware of the following:
You are entitled to a minimum of 4 hours pay for any day on which you report to work and are dismissed early. If you were dismissed before completing 4 hours of work, you should be paid for a minimum of 4 hours.
Management cannot compel you to use annual leave to cover the time lost following dismissal. If you already put in for annual leave for the lost hours and would prefer to take the time as unpaid, you should inform your manager as soon as possible in writing of this decision.
Likewise, you cannot be compelled to work “make up” time later in the week as a result of this early dismissal. The contract allows for simple leave without pay in these situations, and the absence cannot be counted against you for attendance purposes. If you feel that Management is pressuring you to work additional hours, please contact your Rep Jack Crow at 206-436-6614.
Finally, it appears that some impacted union members were allowed to continue working on tasks which were not directly impacted by the outage. If you were dismissed despite notifying your Manager that there was available work which you could complete, please reach out to your rep so that we can assess the situation.
If you have questions, or have additional information you would like to share, please contact your Rep Jack Crow at 206-436-6614.
On Thursday, May 9, our Union Bargaining Committee was eager to meet with MultiCare Management to continue negotiations on our nine contracts. We kicked the day off feeling refreshed & confident from the overwhelming support we’ve seen from our coworkers over the last week —a highly attended Union Family Day on May 4, and outstanding participation in Union Solidarity Day on May 8 (we gave out around 1,000 MultiCare Workers United buttons!)
And it seems that we may not be the only ones who noticed the growing solidarity in our workplaces…
At Thursday’s bargaining session, MultiCare came to the table and moved closer to our positions on a few of the proposals we’ve been passing back and forth- for example, discussions on Extra Shifts, and making a very reasonable counter proposal on Changing Time (donning/doffing)- which we later agreed to add to the contract!
While this exchange of proposals with MultiCare was encouraging (and felt like we were really bargaining!), it did not extend to many of the items that matter most to us, such as our wages and our health insurance benefits. In fact, we agreed that it is nessessary to remind Management, once again, why the proposals we’ve continued to put forward on the Health Insurance Plan are so important. We made it as clear as we could by breaking down the issues we’re facing into “categories” like affordability, access, and network. We broke down these categories further by sharing personal stories about how MultiCare’s benefit plans have negatively impacted us and our families.
Management’s movement on Thursday was a good start, but to win the wages, benefits, and workplace protections we need, we have to turn up the heat!
Mark your calendars:
After two days of voting the final results are in!
Kelly Campbell, View Ridge PCC, Front End 1248 points
Emily Wiesenberger, Issaquah PCC, Health and Beauty 1029 points
Scott Shiflett, Redmond PCC, Meat Dept 963 points
Scott Norman, west Seattle PCC, Receiver 939 points
Marlin Hathaway, Greenlake Village PCC, Beer and Wine 903 points
Quil Freitas, West Seattle PCC, Clerk 898 points
Scott Jue, Central District PCC, Receiver 808 points
Chloe Jett, Bellevue PCC, Beer and Wine 789 points
Emily Dawson, West Seattle PCC, Produce 785 points
Kerry Hudson, Burien PCC, Front End 731 points
Oscar Cea Figueroa, Redmond PCC, Deli 699 points
Gabriella von ins, view ridge PCC, Front End 670 points
Jayne Sonesen, PCC Fremont, Meat 668 points
Bert Decoy, Redmond PCC, Deli 655 points
Nellie Demeerleer, Ballard PCC, Front End 613 points
Nich Fallon, Issaquah PCC, Produce 602 points
Miles Gensoli, PCC Fremont, Produce 593 points
Andrew Shustov, Bellevue PCC, Cheese 588 points
Cina Ebrahimi, view ridge PCC, Grocery 575 points
Jackson jones, Kirkland PCC, Meat dept. 574 points
Thnley Gyatso, PCC Fremont, Produce 562 points
Kris Jamison, Kirkland PCC, deli 511 points
Chris Maraslo, PCC Ballard, Grocery 448 points
Christopher Trebaol, Bellevue PCC, Produce 412 points
William Chiang, Bothell PCC, Deli 395 points
We will now forward the top 10 names over to the GMC where they will decide the five to be appointed to the Labor Management Committee (LMC). The GMC will be meeting on May 14 but have until August 4 to make their final decision.
Please reach out to your union rep with any questions you may have about the vote.
Our Union Bargaining Team (L-R): Marci Pindi. Social Worker; Ramona Strassburg,Mental Health Technician; (Not Pictured: Brent Kirshenbaum,Pharmacist)
“It was a nice change to be able to pass proposals back & forth today, it felt productive! However- I didn’t like hearing that they’re not planning to move much on their wage proposal…” —Marci Pindi, Social Worker, Bargaining Team member
Our Bargaining Team met with MultiCare Management on May 8, to continue negotiations on our first Union Contract.
Throughout this process, we have felt increasingly frustrated about Management’s approach to working towards a collective bargaining agreement (CBA) with us; for the most part, rejecting our proposals time and time again, or holding their position with little to no change for weeks (or even months) at a time.
While we’re not sure we can confidently say that this pattern has changed entirely, we are feeling very positive about the work achieved at the bargaining table on May 8. We’ve come to agreements with Management on some issues like shift differentials (evening & nights), the minimum guaranteed hours we’re paid when we’re called into work (On-Call), and memorializing our participation in the MHS Gainsharing Plan.
This progress is encouraging, but we still have a fight ahead of us on some of our highest priorities, considering management confirmed that they have not increased their wage scale proposal at all.
Are MultiCare feeling the pressure? We think so! However, we need to stand together now more than ever to make sure management understand that our wages need to reflect the life-saving care we provide every day.
Join our next Contract Action Team meeting:
Thursday, May 16 @ 11:30am—12:30pm
MultiCare Auburn Medical Center, Cascade Training Room
Last Friday, our bargaining team met with LabCorp for the first time after our informational picket at Swedish First Hill to continue negotiations. Meditation helped us make movement on many of the final outstanding language pieces, and LabCorp promised us a comprehensive non-economic counter at our next session on Monday May 13. At the end of the day, LabCorp gave us their latest economic counter, which is summed up below.
| Union Proposals | LabCorp Counterproposals |
|---|---|
| 11% - 14% increases to base wages (over what members are currently making) | 1% - 6.29% increases to base wages (over the wage rates listed in the 2021 contract) |
| 5% COLA increases for 2024 and 2025 | 2% COLA increase for 2024 and 2025 |
| Eliminating Ghost Steps & getting members to the top of the scale faster | ✅ |
| Lower monthly healthcare premium costs | Higher monthly premiums, higher out-of-pocket maximums, and higher co-pays |
| Expansion of covered benefits to match non-union plans (e.g. HRA, optional insurance, LifeWorks, adoption assistance, 401k improvements) | ❌ |
| Tuition reimbursement coverage for union employees | ❌ |
| Telehealth coverage for union employees | ✅ |
| Reduced wait for new employee healthcare coverage | ✅ |
| Market increases to premiums and differentials | Extra 0.25¢ for third shift differential only |
| Lead pay included in PTO accrual | ❌ |
| Market increases for per-diem pay in lieu of benefits | ❌ |
LabCorp’s new wage scale proposal only increases each step by 0.75% - 1.5% over their last proposal from March (which moved up by less than 1% from their December proposal!). We are almost a year into negotiations. Members have waited too long for the raises they’re due for management to be passing back and forth incremental pieces of paper. We’re here to bargain in good faith and work together to find creative solutions to serious workplace issues. LabCorp knows they must make meaningful improvements to their wages, premiums, and benefits if they want to be competitive in the Western Washington market. We’ve already been patient enough for the fair contract and fully staffed labs we deserve! LabCorp needs to step up and come prepared to reach an agreement.
If you feel like we do, and believe that we’ve been patient long enough, sign the strike pledge card, come to a union meeting, raise your voice, and talk to your coworkers about taking action to win a fair contract.
DROP-IN CONTRACT ACTION TEAM MEETINGS
Wednesday May 15 from 7:30am-9:00am @ Swedish First Hill
Wednesday May 15 from 5:30pm-7:00pm @ Swedish First Hill
Details for virtual meetings and in-person strike information sessions to come soon!
OREGON LABCORP UNION ELECTION VICTORIES!
More than 400 lab professionals at LabCorp across seven Legacy Health facilities in Oregon voted YES to unionize last Friday! Despite facing a tough (and expensive!) anti-union campaign, these workers won their union elections with the Oregon Federation of Nurses & Health Professionals – AFT Local 5017 (OFNHP) by an overwhelming 86% majority. We’re excited to support each other and coordinate our fights for a better future for LabCorp workers, and to work together to grow our LabCorp union power.
WORKDAY TIMEKEEPING ISSUES
Issues with Workday were brought to our attention, and we asked LabCorp while we were at the table to address it. Management said they advised supervisors to be careful and to review Workday submissions diligently while they try to resolve the problem. Please continue to check your paystubs thoroughly and reach out to a member of our bargaining team or our Union Rep if you need help ensuring your pay is correct.
Union Rep Christie Harris @ (206) 436-6606 (landline)
We finally got Back to the table on May 9, which is nearly a month after our last session and nine days after our return to work from our successful Stike. Unfortunately, today during negotiations no ground was gained. We return to contract negotiations on May 28 and May 29.
“Providence made it clear that they have never perceived themselves to be ahead or a leader in the local market, nor do they want to be. Our bargaining team’s determination is unyielding in the face of corporate greed.” – Providence Sacred Heart Technical Unit Bargaining Team: Derek Roybal, Janelle Mathias, Craig Kistler, Lee Lidman, Joe Sikkila, Shane Sullivan, Miriam Critelli, Teresa Bowden, Angela Holmes, Holly Granly.
Today we call on every one of our coworkers who found themselves moved by our unity and collective power, to join us in stepping up and volunteering to be a union steward in your dept and shift.
Over the next couple of weeks we will be expanding our workplace leaders throughout the hospital and invite you to join us for Union Steward training virtually or in-person. NOW is the time to show that we are continuing to organize for retention, recruitment, and patient care for our community.
Please rsvp to Jackie Williams at jwilliams@ufcw3000.org.
In Person at the UFCW 3000 Spokane Office: 2805 N Market St., Spokane, WA 99205
Join Zoom Meeting
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Meeting ID: 871 3188 1290
Passcode: 893823
Join Zoom Meeting
https://us02web.zoom.us/j/83378239210?pwd=QWM1MkpsM1dZZzNrSUpKQVV2Tmhjdz09
Meeting ID: 833 7823 9210
Passcode: 540340
Thank you with deepest gratitude to all of the community members, co-workers and patients who supported us during the strike. We plan to send out complete list with our next updates
After over a year of fighting, last night Deep Roots workers ratified their first contract and the first first contract in the piercing and tattoo industry in WA state! Our momentum should lead us to win even more in our next negotiations and enforce our contract every single day at work. Becoming a union steward is a great way to support your coworkers and enforce your rights on the job. Interested in going through the shop steward training? Reach out to your union rep Dominick Ojeda at 360-409-0595.
Some physical copies of your contract should be out in the workplace already, but signed agreements will be available online and in person soon. Starting this upcoming Monday, May 13, many of the economic benefits in your contract should start. If you have any questions or see a discrepancy, reach out to your union rep immediately.
We are all stronger when threaded together!
"If there are others who feel as we do–that they are overlooked, disrespected, considered replaceable, and underpaid–we encourage them to contact a union. We are all stronger when threaded together!"
El 2 y 3 de mayo nos reunimos a seguir con las negociaciones con la compañía. Desafortunadamente, al fin de los dos días, aún no llegamos un acuerdo.
Sus acciones del primero de mayo afectaron la negociación de una manera positiva. La compañía sabe que estamos unidos y cuáles son nuestras prioridades. Aunque aún no tenemos un acuerdo, estamos más cerca.
“Nosotros no vamos a aceptar un contrato que no sea justo. Pero es importante recordar que no solo estamos luchando por más dinero. Hay muchos temas por discutir, como los beneficios del seguro médico, horas extras y tiempo de descanso.” —Maria Miroy, Miembro del Equipo de Negociación
Los invitamos a la próxima reunión del equipo de acción contractual, donde tendremos una actualización más detallada!
» 14 de mayo: Reunión del equipo de acción contractual en Renton Library – 100 Mill Ave S, Renton, WA 3pm - 5pm
» 4 de junio: Sesión de negociación de Service Linen
» 5 de junio: Sesión de negociación de Service Linen
On May 2nd and 3rd, we met with the company to continue with negotiations. Unfortunately, by the end of the two days, we still have not reached an agreement.
However, our May 1st action was a positive influence. The company knows that we are united and what our priorities are. Despite not having reached an agreement yet, we are getting closer.
"We are not going to accept a contract that is not fair. But it's important to remember that we are not just fighting for more money. There are many issues to discuss, such as medical insurance benefits, overtime, and break times." —Maria Miroy, Union Bargaining Team Member
Join us at the next contract action team meeting where we will have a more detailed update!
» May 14: CAT Meeting at Renton Library – 100 Mill Ave S, Renton, WA 3pm - 5pm
» June 4: Service Linen Bargaining Session
» June 5: Service Linen Bargaining Session
Vào ngày 2 và 3 tháng 5, chúng tôi đã gặp gỡ với công ty để tiếp tục đàm phán. Thật không may, đến cuối hai ngày, chúng tôi vẫn chưa đạt được thỏa thuận.
Tuy nhiên, hành động của chúng tôi vào ngày 1 tháng 5 đã có ảnh hưởng tích cực. Công ty biết rằng chúng tôi đoàn kết và ưu tiên của chúng tôi là gì. Mặc dù vẫn chưa đạt được thỏa thuận, nhưng chúng tôi đang gần hơn.
"Chúng tôi sẽ không chấp nhận một hợp đồng không công bằng. Nhưng quan trọng là phải nhớ rằng chúng tôi không chỉ đấu tranh vì tiền bạc nhiều hơn. Có nhiều vấn đề cần thảo luận, như lợi ích bảo hiểm y tế, làm thêm giờ và thời gian nghỉ giải lao." - Maria Miroy, Thành viên nhóm đàm phán của công đoàn
Hãy tham gia cùng chúng tôi tại cuộc họp tiếp theo của nhóm hành động hợp đồng, nơi chúng tôi sẽ có cập nhật chi tiết hơn! Renton Library – 100 Mill Ave S, Renton, WA 3pm - 5pm
» Ngày 14 tháng 5: Cuộc họp của Nhóm Hành
động Hợp đồng tại Renton Library.
» Ngày 4 tháng 6: Buổi đàm phán với Service Linen
» Ngày 5 tháng 6: Buổi đàm phán với Service Linen
Bargaining Team: Dani Fisher, Trevor Peterson (former), MaryGrace Diaz (former)
“Negotiations were often frustrating, but we’re doing everything we can to ensure a better future for our members. I’m proud of how we’ve supported each other through the bankruptcy and I’m hopeful for what’s to come.” —Dani Fisher, Service Associate & Bargaining Team Member
Soon after we started renegotiating our union contract, Rite Aid declared bankruptcy. While we navigated store closures and reduced hours, our bargaining team has worked to reach a 1-year agreement for Bartell Drugs members that maintains our benefits, improves our grievance procedures, and includes raises for those that didn’t qualify for 2024 minimum wage increases. The short-term contract aligns our expiration date with our fellow UFCW 3000 Rite Aid members and lets us go back to the table together after the bankruptcy is settled to continue fighting for the better wages, benefits, and in-store safety we need. Our Bartell Bargaining Team unanimously recommends a YES vote!
Voting will be done via secure online balloting beginning Monday, May 20 at 6:00PM to Tuesday, May 21 at 6:00PM. You will need to have a you personal email address up to date with the union in order to get the email with your unique link to vote on the agreement. Make sure you update your contact information at: ufcw3000.org/update-your-information >>
Vote documents including the Highlights summary and full redline will be available for you to review. If you have questions or would like to talk more about the details of the agreement, please reach out to a Bargaining Team member or our Union Representative, Tae Abraham, at 360-409-0603.
We are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
