Theorem Cannabis - Bargaining Update

Theorem bargaining team, Haily Nowak and Chloe Casey, cooking up TAs!

Our union bargaining team met with management last week to continue negotiating for our first contract. We proposed an entire draft contract at our first session and in May, Theorem responded to these articles:

• Recognition (defining our unit positions and protecting bargaining unit work)

• Union Security (defining membership, dues processes, and safeguarding our union)

• Union Representation (securing union stewards, bulletin boards, access to our Rep, time off for union business, and new hire orientation)

• Labor Management Committee (creating a protected space to collaboratively address non-contract workplace issues)

• Discipline & Discharge (protecting job security and preventing unfair treatment through just cause and progressive discipline)

• Grievance & Arbitration (creating a process for addressing contract violations)

Theorem also made a Management Rights proposal. After going back and forth on these in June, we're excited to share that we reached three tentative agreements (TAs), securing strong contract language on Recognition, Union Representation, and Labor Management Committee!

We're hopeful that at our next meeting on July 9, we'll make progress on the rest of the non-economics (including Health & Safety and Employment Practices, which includes provisions on job promotions & openings and anti-discrimination). We have also asked management to commit to making an economics counterproposal on July 24, so we can keep pushing forward and win a fair first contract with the wage increases we deserve.

Questions or concerns about work? Want to get more involved with our union? Contact a member of our bargaining team or our Union Rep, Allison Hanley, at (206) 818-6954.

REI - Bargaining Update

We had productive days of bargaining on June 6, 16, and 17. We reached a new tentative agreement on Health & Safety, securing additional workplace protections around protective equipment, safety training, closing shifts, and indoor temperatures. We received REI's initial counters on Training & Onboarding, Labor Management Committee, and Grievance & Arbitration, and we also got much closer on Job Promotions & Vacancies, Technology & Data, and Inclement Conditions.

Our team is looking ahead towards economics as all of us keep demanding REI uphold its Co-Op values. We continue to believe that our store-level organizing and national public pressure is pushing REI to come to the table. We won't stop until we reach a fair contract!

Forward together, not one step back!

REI's Corporate Board REJECTED!

Since we met for bargaining last time, we WON the REI Board election! We believe that over 100,000 REI members across the country voted against the cherry-picked Board candidates and in support of workers and getting the co-op back on track. REI is clearly feeling the heat!

A-Sale in Action!

Workers, community members, and elected officials came out to support workers during A-Sale. We talked to hundreds of REI members over the course of the day who are in support of MB coming to the bargaining table and reachingv a fair contract. Members flooded MB with messages of solidarity, telling her to come to the table and respect workers.

What's Next

REI continues to reach out to discuss settlement regarding Merit and Summit pay. While we're not close to an agreement yet, their last offer shows us that REI is getting serious about settling these Unfair Labor Practices. We'll keep fighting for what we deserve and the wages we're owed!

Look out for our next social gathering sometime later this summer! Stay tuned for ways to get involved this summer by attending events REI sponsors and talking to our communities and Co-Op members about our fight for a fair contract.

Have questions or concerns about work? Want to get more involved in our union? Reach out to a bargaining team member or call our Union Rep, Allison Hanley, at (206) 818-6954.
 

Card Kingdom Union Labor Management Committee updates: Your feedback in action!

On Friday June 20 our labor management committee took large strides to address workplace concerns and feedback about low morale. August Jones, Natalie Roggenbuck, and Aaron Sargent presented a letter to management compiled of personal statements they collected individually. Your statements spoke to feelings of disrespect, unclear communication from management, and tension around unclear metrics and work directives. The committee took time to thoughtfully explain these topics and how we can course correct to build back trust, community, and respect at work. Thanks to the responses on your surveys, specific issues like summer heat safety, employee parking spots, and cross training were also addressed in the committee. After a productive meeting, both parties believed it was necessary to meet again soon and left with plans to discuss at length in a follow-up session.

Heat Safety

Management and the committee agreed that while heat management is difficult in a warehouse facility, they want to work together to find solutions to keep work safe and comfortable.

• The employer agreed to provide training materials on identifying signs of heat exhaustion and wants to further the discussion on severe temperatures protocol, if work conditions become dangerous or unsafe.

• The employer was open to the use of cold water stations near work stations and wants to continue talking about ways to best use fans and skylight covers to block out sunlight. They also intend to provide water and ice pops in break areas, like in previous years.

Parking

Our committee and management both agreed that the auxiliary parking lot has been helpful, and the company elaborated on their efforts to coordinate with neighboring businesses on the use of their extra lot space. Your committee proposed using designated carpool only spots to be reserved for those who carpool to work, and the employer proposed we meet again to continue brainstorming.

Stay tuned; your response will be needed! Management offered to run a survey to collect data on how many groups carpool to work to better understand how many designated spots are reasonable. Our committee will continue to discuss carpool ideas in preparation for our next meeting.

Cross Training

Your survey responses helped the committee come prepared with solutions: The majority of your feedback on "what's working?" pointed to shift huddles as the best way to maintain clear communication and clarify department goals for the day. Our committee proposed multiple ways to better communication when assigned to other departments:

• Supervisor lead shift huddles to be maintained daily for all workstations so when labor is redistributed, work can keep flowing smoothly.

• Red binders be assessed and updated to reflect any current procedures or guidelines.

• Management acknowledged that Supervisory tasks shouldn't pass on to Leads when Supervisors aren't scheduled, and they agreed to assess shift overlaps to see if more support can be given.

We look forward to another meaningful conversation about workload, communication, and fostering a respectful environment at Card Kingdom—all the things that make our job fulfilling and safe. Stay tuned for updates about our next meeting. Your feedback and testimonies helped drive our conversation forward, and we look forward to hearing from you again!

Harbor Regional Health Community Hospital - Bargaining Update

We have been bargaining over wages and premiums. Management has proposed a different wage increase percentage for every job, and some jobs have various percentages depending on the step. For some steps and jobs, the increases are significant, and for other steps and jobs the proposed increases are low. We are continuing to propose competitive wages that can retain and recruit, keeping the hospital fully staffed.

Management is claiming (again) that they are interested in being average or "in the middle" for pay as compared to other local hospitals. This has been their stated goal for several contract cycles, but we know how challenging it is to constantly be understaffed. We carry the load as the hospital continues to undercut employees.

Find Out How We Can Help Management See Why It's Important to Value Our Work! Contract Action Team Meeting:

Monday, July 7
6:00 PM
Duffys

• 1605 Simpson Avenue

• Aberdeen 98520

For additional information, contact a bargaining team member or Union Representative Kimberly Starkweather at (206) 436-6515.

Update Your Information >>

Bargaining Team: Dan James, Eric Timmons, Janet Byrd, Ana Garcia, Debi Sturm, Bambi Shope.

Lourdes Counseling Center - Bargaining Update

Lourdes Counseling Center
Bargaining Update

Bargaining has begun! Fighting for fair wages, premiums, and much more! If we want a strong contract, we must show the employer that we stand together! Now's the time to be unified!

Bargaining Team: Nicole Arnzen, Shanelle Cox, & Joseph Goodman

On Thursday, June 26 and Friday, June 27, we met with the Lourdes management team and made our proposals. The team was receptive and provided us with proposals, counter proposals, and tentative agreements. Our next bargaining session is July 16 & 17.

If you have any questions, concerns, or would like to join your Union, please contact a bargaining team member or your Union Representative, Juanita Quezada at (509) 340-7407.

Join UFCW >>

Sea Wolf Bakers - Bargaining Update

On Tuesday, June 24, our bargaining team met with management for another joint session. In the morning, we were able to provide a counterproposal on the subject of excessive heat and breaks, and also came to tentative agreement regarding an attendance policy that will allow for equitable treatment of our coworkers.

In the afternoon, management presented a comprehensive counterproposal regarding all economic items: a wage scale based on months/years of service, health insurance, paid time off, retirement, etc.

Our next bargaining session will be July 8!

Contract Action Team Meeting

July 1
4:00 PM
Fremont Public Library

This will be for all of our UFCW 3000 coworkers at Sea Wolf to attend and discuss next steps in our contract campaign and get more details of the proposals!

PRMCE Pro - Professionals' Wages: Progress Made, But Not Enough...

On June 16 & 17, our union bargaining team representing the Professional workers at Prov. Everett met with management for two full days of back-to-back contract negotiations: marking our sixth and seventh sessions in this contract cycle.

On Monday, Providence presented its first official counter to our wage scale proposal. While their offer still falls short of what workers at nearby medical centers are earning, our team noted significant movement towards changes to our wage scale structure that our team highlighted in our initial proposal, back on May 5, for instance, Providence's proposal:

• Eliminates all ghost steps in the wage scale

• Raises the step increases between each level on the wage scale and reduces the number of steps on our scale- with no loss of overall wage growth (which results in more money, sooner!)

While this was a meaningful first step, a closer look at the proposed rates confirmed there is more work ahead. Our bargaining team got to work immediately, drafting a new wage scale counter, which we returned to Providence the morning of Tuesday, June 17—holding strong to our position that the Professional workers at PRMCE shouldn't earn lower wages than surrounding Medical Centers bargained with their union three years ago...

Tuesday the 17: Building Momentum

Following our second wage scale proposal, our team noted a shift in the momentum at the table from the Employer- and the next few proposal exchanges brought positive movement from Providence, and even resulted in agreements on several important items, including:

• An increase to the premium in-lieu-of benefits for Per Diem employees and Professionals with an FTE of less than .49 at PRMCE

• A new Inclement Weather Article, outlining a clear process for approved time off when weather prevents safe travel to the Medical Center

• Expanded Bereavement Leave protections, providing more flexibility for time to grieve and heal—including extending these benefits to Per Diem employees

On the afternoon of Tuesday the 17th, Providence returned to the table with their second wage scale proposal, which included increased rates of pay compared to their initial offer. While this movement was a positive sign, our bargaining team noted that the proposed wages would still leave us trailing behind our largest competitor—a gap that must be closed.

This is shaping up to be a critical moment for Union Professionals at Providence Everett, that this is going to take all our collective strength, unity, and solidarity to push Providence to offer the wages we rightfully deserve. If you haven't yet signed our Strike Pledge Card, take a moment now to add your name before our next-scheduled bargaining day on June 30, and mark your calendar to attend our next Contract Action Team meeting:

"This week showed real movement from Providence—but their wages still aren't cutting it. The fight's not over, and it's going to take all of us standing together to win what we're worth."

— Sara Dillon, Sr. Discharge Planner (Case Manager)

Bargaining Team: Taylor Widener, Sr. Dietician; Holly Gramse, Physical Therapist; Sara Dillon, Sr. Discharge Planner (Case Manager)

CAT Meeting

June 25, Wednesday at 6:00 PM – 7:00 PM 
2810 Lombard Ave
Everett WA 98201 

Sign the strike pledge card: We need to show Providence we're ready to do what it takes to get what we deserve. Sign the strike pledge card or ask a fellow member to sign it if they haven't already.

Step up! We need department leaders to keep members engaged in the fight >>

Organize, organize, organize: Know a worker who wants to join a union? Send them here >>

Sea Wolf Bakers - Bargaining Update

On Tuesday, June 17 our bargaining team met with management for another joint session. After the last few sessions of discussion around economic proposals, they were able to provide us with their initial comprehensive economic proposal. The highlight of their proposal was a wage scale that would guarantee increases in pay based on months of service, with the seventh tier being the top of the scale after 60 months. We also had lengthy conversations about our tipping proposal and the concept of a surcharge, but have not yet come to agreement on these subjects.

In our counterproposal, which we passed at the end of the day, we addressed retirement, sick leave, paid time off, wages, scheduling, holidays, breaks, and other benefits.

We look forward to coming closer to an agreement next Tuesday, June 24 when we will receive another counterproposal from management, and another update will be forthcoming after that session!

Our Bargaining Team (Left to Right): Frankie Hull, Delivery Driver; Sophia Cerreta, Savory & Bread Departments; Miller Hammond, Barista; [Not pictured]: Haley Rydberg, Bread & Pastry Departments