After more than a month since our last session, our Union Bargaining Team; Alyssa and Oliver were able to reconvene with the employer on October 19 to receive their economic counter proposal.
Join us via Zoom on Tuesday, October 20, at 6:30 PM to learn more about the tentative agreement reached between our Union Bargaining Team and CommonSpirit.
“At a time when workers are struggling to keep up with sky-high prices for groceries, housing, health care, and other basic necessities, we cannot afford to give a tax cut to the wealthiest people in our state,” said Sam Dancy, UFCW 3000 Executive Board Vice President and Grocery Bargaining Team Member
Our member-led Bargaining Team met with representative from Puzzle Break to lay the foundation for the negotiations of our first union contract. We discussed guidelines around how proposals will be passed, Bargaining Team availability and our desire to have consistent and timely bargaining dates moving forward.
After months of difficult negotiations and a powerful show of solidarity, we have reached a tentative agreement on a new contract! Thanks to our collective strength, we secured significant improvements, including:
Please join us in person at the UFCW 3000 Des Moines office for Contract Action Team meetings on the following dates. We will be meeting in person at the union office, but for those who cannot join in person there will be an online option. During these meetings, will be sharing updates as well as creating picket signs for an upcoming info picket.
After months of difficult negotiations, a powerful informational picket, and an overwhelming strike authorization vote, our Union Bargaining Team fought late into the night on October 8 and reached a tentative agreement on a new contract!
The Nominations are in, now it’s time to vote for who will represent you and your coworkers from Ballard, Central District, and Issaquah PCCs on the newly formed PCC Labor Management Advisory Committee (LMAC). Secure online voting will take place Wednesday, October 21 from 8am to 8pm. Every PCC store elects one LMAC representative, you may only vote on a nominee from your own store.
Following a series of highly attended vote meetings on Monday, October 5, union technical workers at St. Joseph Medical Center voted nearly unanimously to:
Reject CommonSpirit’s subpar contract offer
Authorize a STRIKE
“We set the stage and gave our comprehensive proposal letting the employer know that our priorities are to win wages that we deserve, improve our transportation benefits, win immigration protection language as well as ensuring the safety of our co-workers. We are eager to see what BDA’s response is on the 21. ” -Kota Owens, Bargaining Team Member
For the first time in history, on Tuesday, Sept 29, grocery store workers from across Washington State and North Idaho met at the same table to plan for our upcoming bargaining session with Kroger and Albertsons.
Our team met with the employer again today to continue bargaining. We have finally started discussing economics, focusing on health care and wages, which we know are our members’ top priorities. We've seen very little movement from the employer and know we need to start escalating.
Correcting the Record: Decades after Organizing Her Own Unit, Leslie Ball Is Still Fighting for Her Coworkers
Leslie Ball, a certified surgical technologist at St. Joseph Medical Center in Tacoma and a longtime UFCW 3000 Union Steward, has spent decades standing up for herself and her coworkers.
Her fight for better working conditions began in the late 1990s, when she received a 30-cent wage increase, which ended up only being a five-cent raise after her employer reduced her shift differential by a quarter. With years of experience and a deep understanding of the value surgical techs bring to the table, she knew a nickel wasn’t going to cut it. So she and a coworker, Gail Miller, started organizing their colleagues at St. Joe's despite warnings that previous organizing efforts had failed.
Within a year, they helped Radiology, Respiratory Therapy, Pharmacy, Physical Therapy, and other departments form the hospital’s first Technical Unit, which ratified its first contract in 1999.
Please lookout for a vote notice once we can confirm when the ratification vote will take place. Members will all have a chance to review the vote documents and ask questions, we will also hold a meeting to discuss this historic TA very soon. Also, please thank your Bargaining Team! They worked very hard.
We’re getting ready to head to the bargaining table, and we want to hear from you!
Join our Union Bargaining Team for a Bargaining Kick-Off Meeting to talk about the upcoming negotiations, review bargaining priorities, discuss the bargaining process, and answer questions.
This is your opportunity to get involved, share what matters most to you, and help shape our priorities as we prepare for bargaining.
Meeting ID: 821 3753 7914 Passcode: 251390
Get Involved!
Strong contracts are built when members stay informed and involved. Join us as we kick off bargaining and make sure Jefferson County members’ voices are heard at the table.
We look forward to seeing you and hearing from you!
On Tuesday August 26, our Bargaining Team met with management for our final bargaining session and were able to reach a Tentative Agreement! In the Fully Recommended Settlement Agreement, we established:
Read MoreOn August 25 and 26, our UFCW 3000 nurse bargaining team met with management to continue contract negotiations, bargaining late into the night for over 30 hours across both days.
Read MoreOn Monday, August 25, our RN Bargaining Team met with Hospital management to continue negotiations. We secured a tentative agreement that locks in the Hospital’s 401(k) contributions for the life of the contract—management cannot cut them. We also won new language granting RNs access to the Hospital’s cash balance retirement plan beginning January 2027.
Read More
Our bargaining team met with the employer on August 13 for a half-day session. We agreed on a couple of non-economics and will meet up again on September 16 & 17. After our session, we worked on our response to the employer's proposals.
"Negotiations are a fundamental part of the collective bargaining process, which helps maintain a balance of power in the workplace."
Please register to attend the virtual meeting on Fridays at noon. Our team is excited to talk with you and hear your voice about what is happening in the workplace & questions or concerns you may have >>
Monday September 15, please contact one of the bargaining team members to get your sticker for the day. Let's show our unity & solidarity!
Want to take free online leadership training? Register at Volunteer Opportunities, Events, and Petitions Near Me · UFCW 3000 on Mobilize >>
Please reach out to your bargaining team or Becky Latzel, Union Representative, with any questions or concerns. (509) 340-7370
Bargaining Team: Martin Hernandez, Sarah Edwards, Cirri Cornelius
September 16 & 17
We continue to make progress towards a new collective bargaining agreement. We have spent countless hours talking about what wages in other hospitals look like, and management has finally started coming into bargaining with some proposals worth thinking about. They have indicated that they have no interest in increasing PTO accruals or subsidizing the cost of health benefits more than they currently do, but instead want to invest in some significant wage increases for many jobs that have fallen below market. We disagree on their assessment of pay for some jobs and have shared a lot of data with them. We have also shared personal stories illustrating the ongoing challenges of working short.
Our next bargaining session is scheduled for August 27.
We are holding a Contract Action Meeting immediately following bargaining:
August 27
6:00 PM
Duffy's Meeting Room
1605 Simpson Avenue
Aberdeen WA 98520
For additional information, contact a bargaining team member or Union Representative Kimberly Starkweather (206) 436-6515.
Bargaining Team: Dan James, Eric Timmons, Janet Byrd, Ana Garcia, Debi Sturm, Bambi Shope
Bargaining Team: Kim Fraser, Pre-Op; Janice Brown, FBC; Meredith Francisco, Med Surg; Lindsey Gearllach, Obs; Tammy Olson, ICU
On Tuesday, August 19, our bargaining team met with management for our 17th joint bargaining session since April. In the morning, we were presented with a package proposal from the employer that unfortunately ties our efforts to establish break relief RNs for all shifts to dropping our proposed robust staffing ratios. We have not yet responded to this but feel we need to establish some solution to our staffing issues that goes beyond the basics of what the law requires.
In our previous bargaining session a few weeks ago, we made a large move and chose to move away from our proposal to get our bargaining unit on the Sound Variable Annuity Pension Trust and instead codify the employer match to our 401K in our contract. This also means accepting management's suggestion that RNs also have access to the alternative retirement plan provided by Common Spirit. We were frustrated this week that the counterproposal drafted by management to resolve this issue was vague and did not spell out the matching percentages they say they are willing to commit to.
Additionally, we continue to experience resistance from the employer on aspects of our proposals around workplace violence. Considering the rise in violence experienced in hospitals, and in particular the recent murder at Allenmore Hospital in Tacoma, we strongly believe that robust safety protocols are for the benefit of all of our coworkers, our patients, and the public in general. Yet this management responsibility continues to be viewed by the employer primarily through the lens of the cost of certain proposals. This raises the question for us: How much is our safety worth to Saint Michael Medical Center?
Please continue to share our community support letter on social media and sign it yourself if you haven't already:
We will return to the bargaining table on August 25 and have two more sessions scheduled in September.
We are negotiating with management for both a new National Agreement and a Local Contract for Pharmacy workers. Our bargaining team has met multiple times with management to find common interests that will ultimately lead to strong and enforceable agreements.
Nationally we are focused on sustainable wages and benefits for all employees at KP, as well as finding solutions to ongoing staffing problems, challenges working in partnership, and the future of AI and how it might change our jobs and the way we do business.
Locally we are continuing to push for equitable market adjustments for all Pharmacy workers at KPWA in addition to the national wage increases. We are trying to raise wages so that we are competitive to other employers in Washington.
We are also fighting for:
Effective staffing conditions. We have created a new staffing concern form that can be submitted to address staffing issues.
Fair mileage and paid travel time when floating.
Wage equity for Eastern Washington Pharmacy Technicians.
Parameters for internal transfers for employees changing locations.
Infusion Tech designation.
We are bargaining for both the National Agreement and our Pharmacy Contract this week and will keep you posted on our progress.
For additional information, contact a bargaining team member.
Bargaining Team: Cesar Galloso, Jason Lindquist, Kay Halverson, JJ Benson, Krystal Krotzer, Mark Stewart
We are negotiating with KP management for both a new National Agreement and a Local Contract for Pro Tech Optical workers. Our bargaining team has met several times with management to find common interests that will ultimately lead to strong and enforceable agreements.
Nationally we are focused on sustainable wages and benefits for all employees at KP, as well as finding solutions to ongoing staffing problems, challenges working in partnership, and the future of AI and how it might change our jobs and the way we do business.
Locally we are negotiating for:
Market wages and premiums (to keep us competitive with other professional, technical, and optical workers in Washington State.)
Improvements to the rebid and restructure language to make it simpler and more equitable.
Process improvements for travel groups and floating between work locations.
Recognition of all positions in the contract including any new positions.
We have discussed Specialty Certification Pay, how changes can be made to the list of certifications, and how people can access it. This is important because there are a number of jobs that qualify for Certification Pay but people either do not know about the pay or have difficulty accessing it.
We have an Education Committee that reviews all certifications and makes sure the list of certifications is updated and consistently applied. It is critical that we meet regularly with management to make sure this happens. Management has proposed eliminating this committee, but we know it rewards workers who take the time to upgrade their skills and provides additional compensation. They have also proposed getting rid of the Joint Labor Management Committee, which is critical to our ability to have ongoing communication with management, so they know what the issues are that we deal with every day and can work with us to change the things that just don't work.
We have let management know that we want a better KP and eliminating employee input and partnership is not the direction we need to go.
We are bargaining both the National Agreement and our Pro Tech Optical Agreement this week and will keep you posted on progress.
For additional information, contact a bargaining team member.
If someone you know isn't getting updates: Update Your Information >>
Bargaining Team: Nicole Merriam, Sarah Lau, Ashleigh Aufort, Chandra Allen, Vicki Kobeski, Juli Bell, Bryana Kolppa
It's been a month since we've been at the table to continue our negotiations with Metropolitan Market. We will continue standing together to win what we deserve and keep to our timeline for success. Our bargaining team knows the issues key to our campaign are:
Stable and guaranteed hours because our bills don't change with the grocery seasons
Investments in development opportunities so we can grow and help train new hires
Meaningful wage increases to keep up with the cost of living
And we have a plan to win:
Wear your Union button at work: More Staff | More Smiles!
Start talking to your coworkers about joining a leaflet action at your store
Join our next all member meeting on August 26 at 6:30 PM
Want to read more about what's on the bargaining table?
Bargaining Team:Kelly Shaffer, Uptown (Bakery); Maggie Baze, Mercer Island (Prepared Foods); Bill Graves, Crown Hill (Maintenance); Tori Nakamatsu-Figaroa, Uptown (Cake); Dan Howes, Crown Hill (Produce); Felicity Hoffman, Sand Point (Bakery)
After a long, determined organizing effort that began in January, the massage therapists of Dreamclinic have officially won their union election—making history as the first group of massage therapists in Washington State to successfully organize.
This victory marks a powerful step forward not just for the workers at Dreamclinic, but for the broader massage therapy profession. These dedicated Licensed Massage Therapists (LMTs) have shown that when workers stand together, they can overcome challenges, advocate for their needs, and create lasting change.
The bargaining process will begin soon. In the coming weeks, bargaining surveys will be distributed so that every therapist's voice and priorities are heard as we prepare for negotiations.
"As massage therapists, we put all we can into the care and treatment of our clients. If we are giving 100%, our workplace and the people who profit off of us should be giving that back to us."
— Marco, LMT
"Massage therapists are literally the heart and soul of this industry and we deserve to be treated as such. It is my hope that organizing and stepping into the power of our collective voice not only helps us support our longevity at Dreamclinic, but also further opens the door to help shift industry standards around how massage therapists are treated by their employers."
— Will, LMT
UFCW 3000 is proud to welcome these history-makers to our union family. This victory is proof that when workers unite, they have the power to shape the future of their industry—and this is only the beginning.
On Monday, August 11, members at Duty Free Americas voted unanimously to ratify their new contract!
Some highlights of what members have won are increased annual wage increases, increased PIC premium, better union access, a new additional floating holiday, union leave, the right to wear jeans, improved PTO payout, and a longevity bonus at 10 years of service.
Our bargaining team member Sara McCrae and many in the bargaining unit are most excited about the new floating holiday and are committed to making sure everybody uses both their floating holidays this year.
Please reach out to your Union Representative Allison Hanley at 206-436-6586 with any questions or concerns.
Bargaining Team: Sara McCrae
On August 11, we are excited to announce that members unanimously ratified the addition of two new job descriptions, wage scales, and certification pay for Wound Care Tech I & II!
For questions about our contract or concerns, please reach out to Becky Latzel, Union Representative, (509) 34-7370.
"Unity is strength…when there is teamwork and collaboration, wonderful things can be achieved."
On Tuesday, August 12, following highly attended vote meetings at Providence Centralia Hospital, our RN bargaining team is proud to announce that we have overwhelmingly ratified our new union contract!
Finalizing the Contract: Our union and Providence will now work to finalize and sign the new agreement. Once complete, printed copies will be distributed throughout the hospital.
Access in the Meantime: Redlined versions of the full agreement—including updated contract language and new wages—will be uploaded to our union's website so everyone can review and enforce our new contract right away.
Wage Increases: Our new wages will go into effect on the first full payroll period following ratification (August 12!)
LPN Experience Audit: Now that our CBA is officially in place, look out for a notification from Providence (this will come to your work email!) that the LPN experience form is published—this will be within 45 days from yesterday (at the latest, September 26). You will have 30 days once it's published to fill it out and submit to receive 2:1 credit on the new wage scale.
If you have any questions about our new union contract, please reach out to our Union Rep Collin Greer at 360-662-1982, or contact a member of our bargaining team!
Bargaining Team: Alicia Howard, ED RN; Jeannette Wrzesinski, PCU RN; Amanda Coleman, Outpatient Surgery RN; Angela Lamb, L&D RN
After a first negotiation with Providence at Home with Compassus, our bargaining team worked hard and has reached a tentative agreement. On August 18, we will have a ratification vote. Please join the bargaining team at the vote and have any questions you may have answered.
Read MoreOn August 6, we met with Capital Medical Center management to exchange proposals on retirement plans, wages, meal periods, and health insurance.
Over the past few years, health insurance premiums have risen sharply—especially for part-time nurses, who can pay more than $300 a month for coverage. We believe nurses should not bear these costly increases. Our proposal ensures:
No premium costs for full-time and part-time nurses for "employee-only" coverage.
No increases in premiums for the life of the contract.
We also proposed locking in contribution levels for both the 401(k) and a defined pension plan. Under the pension plan, Capital would contribute a percentage of gross wages each month to a pension trust, providing vested participants with a guaranteed monthly benefit for life. Vesting requires five years of service with a participating employer. Kaiser Permanente, St. Joseph Pharmacy Techs, and Jefferson Healthcare RNs already benefit from this program. We believe retiring with dignity is essential—and a pension plan helps retain experienced nurses and attract new ones.
The employer has not yet responded to our retirement or health care proposals but is expected to do so at our next session on September 10. This past session, management proposed a 24-step wage scale similar to the scales at CMC Techs, Auburn RNs, and Mary Bridge RNs. Our bargaining team countered with a 30-step wage scale that eliminates "ghost" steps and shortens the progression. While we do not agree with their proposed annual increases, shortening the scale offers potential benefits for nurses' wage growth.
We are closely watching our union siblings' negotiations at Providence St. Peter, and our goal is to secure a contract that keeps us competitive with St. Peter and other Multicare hospitals in the South Puget Sound region.
Until our next bargaining session, it's critical we show our unity and determination to win a competitive contract that improves staffing. Join us to pick up union swag:
For questions, reach out to your bargaining team or Union Rep, Kimberely Starkweather at 206-436-6515.
On August 8 we're excited to announce that members ratified our contract that includes historic wage increases for all job classifications! We came together to address recruitment and retention. Our bargaining team is proud of the work we've done and committed to continuing the work throughout the next three years.
Finalizing the Contract: Our union and Lourdes Counseling Center will now work to finalize and sign the new Agreement. Once completed, printed copies will be distributed and available online.
Wage Increases: Our new wages are in effect as of August 10! (First full pay period after ratification)
Please reach out to your bargaining team or your Union Representative, Juanita Quezada (509) 340-7407, if you have any questions or concerns.
On August 6, our Spokane Zenith vote concluded, and we're excited to announce that members voted overwhelmingly to ratify our union contract!
Read MoreThe session began with management presenting a comprehensive counter-offer covering all outstanding proposals, finally giving us a full view of where they stand. While their offer lacked meaningful movement, it did create space for productive dialogue throughout the day.
Read MoreWe are excited to announce we finally have 3 bargaining dates scheduled: 8/28, 9/3, and 9/4. We will report out via email after the bargaining dates to update everyone. Thank you all for your questions regarding the bargaining process. We are eager and ready to begin.
Read MoreOn Thursday July 31, our bargaining team met with Crossroads Management for another negotiation session. Yet again, Crossroads underwhelmed us with their inadequate proposals and arrogant attitudes.
Read MoreWe 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.
Correcting the Record: Decades after Organizing Her Own Unit, Leslie Ball Is Still Fighting for Her Coworkers
Leslie Ball, a certified surgical technologist at St. Joseph Medical Center in Tacoma and a longtime UFCW 3000 Union Steward, has spent decades standing up for herself and her coworkers.
Her fight for better working conditions began in the late 1990s, when she received a 30-cent wage increase, which ended up only being a five-cent raise after her employer reduced her shift differential by a quarter. With years of experience and a deep understanding of the value surgical techs bring to the table, she knew a nickel wasn’t going to cut it. So she and a coworker, Gail Miller, started organizing their colleagues at St. Joe's despite warnings that previous organizing efforts had failed.
Within a year, they helped Radiology, Respiratory Therapy, Pharmacy, Physical Therapy, and other departments form the hospital’s first Technical Unit, which ratified its first contract in 1999.
Jenny C., a transporter at Providence Sacred Heart Medical Center in Spokane, knows what it looks like when management hopes a problem will just go away.
Jenny has watched the facility's transport elevators malfunction for more than a year, filing report after report after each incident she witnessed. Supervisors did not appear to take these complaints seriously.
