The employer joined us for two bargaining sessions on September 17 and 18. They have hired a new legal counsel who seemingly is trying to set a different, more collaborative tone with our union. We reached Tentative Agreements on several topics, including an Artificial Intelligence Memorandum of Understanding and an Inclusion Memorandum of Understanding to help protect some of our members who are part of marginalized communities.
Join your Bargaining Team and coworkers for an update on the current bargaining campaigns on Tuesday, Sept 22, 5:30-6:30pm. We will give updates on the St. Michael and St. Joseph bargaining and how we can build power together. Please show your support for your bargaining teams by wearing your union swag with pride every day, but especially today, September 18, for our next bargaining session.
Any questions can be addressed to Charlie King at 360-409-0606 or a Bargaining Team Member.
On September 15, a strong group of UFCW 3000 members marched into EvergreenHealth’s Board meeting to make sure their voices were heard.
On Wednesday, September 16, UFCW 3000 members in the St. Michael Medical Center Pro-Tech and Clinical Support unit voted UNANIMOUSLY to reject CommonSpirit’s offer, and overwhelmingly voted to authorize a strike.
We are excited to announce that the 2026 nominations for the PCC Labor Management Advisory Committee (LMAC) will open on September 21, 2026. This is a great opportunity to nominate yourself or a coworker to help shape important decisions that impact PCC workers and our stores.
MultiCare continues to propose a wage scale placement process that could result in significant wage cuts for some members. Our Union Bargaining Team remains committed to fighting any proposal that moves workers backward.
Tuesday, September 8, was our most recent bargaining session with Broadcast management, following a successful flyer and button-up action at the cafe last Friday.
Our OMC Service Bargaining Team came to the table on September 4 prepared to have collaborative and productive discussions with management and we made meaningful progress.
Our Bargaining Team met with CommonSpirit management again on Thursday, September 3, to continue negotiations for a successor contract.
Unfortunately, the day did not end on a positive note. After more than five months since our contract’s original expiration date, our Bargaining Team has made the difficult decision to call for a Strike Authorization Vote.
On Wednesday, September 2, UFCW 3000 Children’s Therapy Center members voted with an OVERWHELMING MAJORITY to ratify our new two year collective bargaining agreement.
On Tuesday, September 1, UFCW 3000 Service & Dietary members at St. Michael Medical Center voted UNANIMOUSLY to ratify our new three-year collective bargaining agreement!
Our Bargaining Team is excited to have reached a tentative agreement on a new three-year contract that will expire September 30, 2029. Our goals this bargaining cycle were to build on the wins from our last contract to address staffing and retention, meal and rest breaks, safety, and explore benefit improvements—all with the goal of retaining the highest skilled nurses to serve our community.
Our Bargaining Team has reached a tentative agreement on a new three year contract and recommends a yes vote!
On Monday, July 20, following a series of well-attended vote meetings, our MultiCare Capital Medical Center Professionals Bargaining Team is overjoyed to announce that our First Ever Union Contract has been ratified!
Through perseverance, dedication, and solidarity, we have transformed MultiCare Capital Medical Center and are proudly UNION REPRESENTED PROFESSIONALS!
We started our sixth day of union contract negotiations with proposals in our court, which we began with a new cadence that we thought a might help our discussions get across and reach the Employer. While we did reach a few new Tentative Agreements (a three-year duration on our contract, clarity around suggesting new premium-eligible certifications through Labor Management Committee, and the removal of some old language referencing an effective date from three years in the past…), I’m sure you can imagine, these aren’t the topics of discussion which our Bargaining Team and coworkers at SJMC care the most about.
Read More
July 17, 2026
Our RN Bargaining Team began our second bargaining date with management eager to see responses to our initial set of proposals, after providing management with more than 15 pages of proposals at our first session on June 24.
Our excitement quickly turned to disappointment when the Employer let us know that it would not have economic proposals—wages, premiums, and other items—for us that day. These sections were excluded from the Employer’s responses.
Despite this, we got right to work once we received the Employer’s non-economic counterproposals and returned our own set of counters to the Employer by the end of the day.
We reached a few minor tentative agreements, including:
Some contract-wide job title and benefits title updates
Mirroring paycheck availability deadlines for direct deposit
We discussed the duration of our contract with the Employer throughout the day. We proposed a three-year agreement, while the Employer indicated that it would prefer to wait until more sections of the contract are agreed upon before reaching a formal agreement. The Employer hinted at a shorter or longer duration, depending on how negotiations progress.
We indicated that while our formal proposal is for three years, we are open to discussing the duration as negotiations continue.
Lastly, we brought it to the Employer’s attention that disqualifying nurses from bonus shift incentive pay because they called out sick during that period may violate Washington state protected sick leave laws. We look forward to hearing back from management on this at our next session.
Following our next session, we plan to announce our next Bargaining Update and Contract Action Team meeting. Stay tuned for future updates and look out for our next meeting!
“We appreciate the nurses stickering up on July 16! Your support at the hospital helps us support you at the bargaining table.”
— Tami Ottenbreit, OB RN
Bargaining Team: Tami Ottenbreit, OB RN; Stephanie Weibel, ER RN; Yesina Ellis, ICU RN; Holly Hurst, Med Surg RN; Karen Campbell, Surgery RN.
If you are interested in being a member of our Contract Action Team, call our Union Rep, Juanita Quezada, at (509) 340-7407.
Our Union Bargaining Team met with the Employer again on July 16, to continue negotiations for our next Union contract. Given the Employer’s conduct during recent sessions, we did not expect significant progress. Unfortunately, we were proven right.
Read MoreOn July 15, we had our thirteenth session with the employer, and the second with the federal mediator. Despite a great deal of back and forth, we remain apart on the same outstanding issues, which was very frustrating. Our team came in hoping to finalize our union contract, however, due to the responses from the employer, we were unable to and will be going forward with an informational picket.
At the end of the day, we presented our community petition to the employer and told them of our intention to have an informational picket. We are still finalizing the date of the picket and will send out that information when we have it confirmed. Once a date has been finalized for the informational picket, we will hold a meeting to talk about it and answer any questions.
Read More
Bargaining Team: Theresa Randolph, Lab Scientist; Trisha Self, Physical Therapist; Clari Ramos, Nutrition Therapy; Jessica Schell, Social Worker; Trevor Schultz, Pharmacist.
“Overall, today had a positive outcome, and we did a lot of hard work on our proposals. Still, I am a little disappointed that management did not have much to give back to us today. I am excited to see what progress we make at future meetings.”
— Trevor Schultz
“Your Bargaining Team has put in a lot of work to get to today. We have had several meetings and put a lot of thought into the proposals we presented. Our Bargaining Team is committed to ensuring that each proposal reflects the priorities of the entire unit. We have spent a lot of time considering how each sentence could be interpreted and ensuring that all language matches our collective needs across departments.”
— Trisha Self
We have just concluded our first day of bargaining for our Union contract. We presented all of our non-economic proposals, including recognition, successorship, seniority, employment practices, job security, and a grievance procedure to protect us in our jobs.
Management responded to two of our proposals and committed to responding to the rest at our next session on the 23.
We learned a lot about the process today and are hopeful about what we can accomplish at the next meeting. This is a fluid process that is continually changing, and at this time, we are limited in what specifics we can share. Throughout this process, it is important that we maintain unity and strength to win what we deserve.
After each session, we will send one of these updates and highlight opportunities for everyone to be involved in this process through our Contract Action Team.
Please reach out with any questions or concerns to your Union Rep, Becky Latzel, or a member of the Bargaining Team.
Our Bargaining Team at Capital Medical Center is overjoyed to announce that on Thursday, July 9, we reached a fully recommended tentative agreement with MultiCare for the Professionals’ first Union contract.
Copies of the full contract and wage scales will be available at the vote. Our Union Bargaining Team will also be present to make sure our coworkers get the necessary details before casting their ballots.
Importantly, this also means that the informational picket scheduled for Monday, July 13, is canceled.
Through our strength, determination, and collective power, we achieved a first contract that we are proud to bring to a vote, including significant wins like:
Just Cause protections, so we cannot be disciplined or terminated without substantiating evidence
Union seniority rights, so our tenure with CapMC will factor into various job protections and rights
Health insurance protections, including capped premium increases over the course of our Agreement and guaranteed benefit eligibility based on FTE
Union wage scales, securing minimum wage rates based on years of experience and continued growth through both across-the-board increases and step longevity advancement
Credit for work experience, so experience in our job classifications, including experience outside of and before Capital Medical Center, will factor directly into our placement on the Union wage scales
To read through the tentative agreement, discuss the future of our new Professionals Union, and cast your ballot, please attend one of the vote meetings below.
Ratification Vote
July 20
7am - 9am and 2pm - 5pm
MultiCare Capital Medical Center, Cascade Conference Room, located within the cafeteria
“So excited! At a loss for words!”
— Sela Smith, Pharmacist
“We did it!”
— Amy Myrtue, Dietitian
“I’m proud that we stuck it out, I’m proud of the work we did, and proud of this contract!”
— Kimberly Vetter, Occupational Therapist
“Excited to have made it here, and with such a great foundation that we only get to build on from here!”
— Tammy Taylor, Physical Therapist
Bargaining Team: Kimberly Vetter, Occupational Therapist; Sela Smith, Pharmacist; Tammy Taylor, Physical Therapist; Amy Myrtue, Dietitian; Callie Hills, Hospital Social Worker.
On July 7 & 8, we met with Providence for back-to-back bargaining days to continue negotiations on our union contract. Over the course of our time together, we focused heavily on the all-too-normal issues faced by employees at our clinics- chronic understaffing leading to chronic overtime, frequent traveling between clinics to help out with other chronically understaffed clinics… All leading to an increased workload, stressful work environment, and sense of uncertainty in our schedules.
While we exchanged a number of different ideas around incentives/stipends/bonuses to try and lessen the impact on our staff- we continuously stressed to Providence that overall- these ancillary solves are just that: ancillary; and frankly, if wages at Radiant Care were competitive enough to recruit and retain talented staff, we all wouldn’t need to rely on them.
In the afternoon on Wednesday, we presented Providence with a comprehensive package proposal which aims to both illustrate (and directly address) to management that wages are the permanent fix, rather than just a band-aid. After spending a bit of time reviewing the proposal, management let us know that they’d need more time to run numbers and spend time working on their end to get us a response. While we are very eager to see what their response brings- it’s also time that we have some serious conversations with our coworkers about the next steps in our contract bargain:
“We’ve come to a critical point in negotiations and we’re going to have to make important decisions about next steps that will impact all of us- therefore, we need to hear from all of you. Show up, in person, so we all know how to move forward.” -Kelly Covington, RN
CONTRACT ACTION TEAM MEETING: Friday, July 10 from 5:30 p.m. – 7:00 p.m.
In-person location in Olympia forthcoming – our Bargaining Team will follow-up with the location ASAP
In the meantime, we are also officially launching Strike Pledge Cards- follow the link below to pledge your name in solidarity & show management we are ready to take action to win a strong contract!
SIGN THE STRIKE PLEDGE! >>
St. Michael Medical Center
Bargaining Update - Sign The Strike Pledge Card Today!
Tuesday, July 7
Our Union Bargaining Team met with the Employer again on Tuesday, July 7, to continue negotiations for our next Union contract.
After more than a month of waiting for a response to our health care proposal, the Employer finally came back with a counterproposal. While we appreciate finally receiving a response, the numbers they proposed are not sufficient to keep up with projected increases in health insurance costs and would likely result in higher costs for workers.
Our Bargaining Team’s health care proposal was based on data provided by professional health care actuaries and is designed to ensure that the Employer bears the burden of projected cost increases instead of pushing those costs onto workers. Anything less increases the possibility that workers will pay more for their health care and our bargaining team believes any increases to workers is unacceptable, especially given the employer low offer on wage increases.
Frustrated but determined, our Bargaining Team got back to work and presented another comprehensive proposal for the Employer to review. Our proposal addresses many of the real needs workers are facing, including competitive market-based wages, affordable health insurance, and meaningful premium improvements. Our wage proposals did not make much movement, but they are in line with what the market is offering at other health care facilities and would help keep St. Michael competitive.
We stand by our proposals. They are realistic, data-driven, and necessary. The Employer, meanwhile, continues to act as if it can ignore the economic realities facing health care workers.
That became even more clear when the Employer sent back a second counterproposal later in the day. While they slightly increased their offer on health care, their movement on wages was minimal and insulting.
The Employer’s latest wage proposal is:
Year 1 (2026): 2.75%
Year 2 (2027): 2.50%
Year 3 (2028): 3.00%
Nothing will change until we take action. Many of your coworkers have already signed the Strike Pledge Card and are wearing Union stickers in the workplace. If you have not signed yet, now is the time!
Sign The Strike Pledge Card Today >>
Our next bargaining date with the Employer is July 16, and we have proposed additional dates for the Employer’s consideration.
"A hospital’s greatest asset is its people. A contract that fails to value them fails everyone."
— Lara Williams-Graham
"A big waste of time."
— Bryson Andrews
Bargaining Team: Robel Haile, Clinical Pharmacist; Bryson Andrews, ED Tech; Olivia Almeida, Respiratory Therapist; Merry Brandt-MacFann, CT Technologist; Lara Williams-Graham, Certified Surgical Technologist; Angela Roberson, EP Technologist; Rob Shauger, CNA.
Our Forks Community Hospital Service and Technical Bargaining Team has reached a tentative agreement with Management and recommends a YES vote to approve the agreement.
Read More
On Wednesday, June 24, our bargaining team met with CommonSpirit management for our fifth session of contract negotiations.
The conference room was very warm—nearly 80 degrees by the time we arrived at 8:30am—but our team was fired up even before the Employer’s counterproposals came later that morning. Given the recent unanimous strike vote and contract ratification by the Pharmacists at our hospital over the last two weeks, we spent our morning debriefing their negotiations, knowing their experience would give us insights into what we could expect at our own bargaining table.
Around 11am we received management’s “comprehensive” counterproposal. Comprehensive because technically it includes both economic and non-economic articles, but in quotations because there wasn’t much offered in the first place. Today’s proposals had so little movement that you would probably miss it if the Employer hadn’t read it to us:
An increase of 0.25% from their last proposal toward wages in each year of our contract, totaling 2.25% across the board for all classifications.
Rejection of any increase to premiums or differentials (lead pay, certification premium, preceptor pay, standby/on-call, and so on).
Beyond the Employer’s underwhelming offer on compensation, their proposal maintained some takeaways:
A proposal to eliminate the 15% pay-in-lieu-of-benefits wage differential for workers who opt out of health and welfare benefits (Section 9.5).
A proposal to modify the full- and part-time FTE definition as it applies to cost-sharing for health insurance premiums. This would result in workers currently considered full-time eventually paying a larger portion of monthly premiums (Section 12.1).
After receiving the proposal and moving to a conference room with a slightly lower temperature, our team continued strategizing around next steps and how to build power to win a strong contract. Ultimately, we decided it was best to return our own counterproposals at the start of our next bargaining session, rather than that afternoon. We suspect that many of the discussions we have at the table are being forgotten in the time between sessions. We look forward to returning to the bargaining table on July 16 and getting our own counterproposals to management first thing in the morning.
To get more information about ongoing negotiations and to discuss strategies to build power to win a strong union contract, join our next Contract Action Team meeting.
Tuesday, July 14
5:30pm - 6:30pm
Zoom Meeting
Meeting ID: 860 5668 2841
Passcode: 442907
If you haven’t already, sign our STRIKE PLEDGE CARD to show management we are ready to stand together:
And sign up to be an ACTION NETWORK LEAD to keep your coworkers informed and ready throughout bargaining:
Contract Action Network Sign-Up >>
Bargaining Team: Michelle Gilmore, Respiratory Therapist; Monica Dewitt, Pharmacy Tech; Vanessa Giles, Surgical Technologist; Chad Michels, Cardiovascular Technologist; Sissy Allison, Surgical Technologist
On June 29, members ratified both of our new contracts at Recovery Cafe. Our fight for a first contract gives us a stronger voice on the job and guaranteed protections and benefits. Recovery Cafe will follow up soon with information about the implementation timeline for wages, back pay, and other guaranteed benefits.
But we don’t need to wait to build power in other ways. We need members interested in joining our Labor Management Committee and in becoming Stewards. Follow up with your Union Rep Chris Arellano at (360) 409-0241 for more information about getting involved.
We will continue building power in our workplace, for our members, and with each other.
We hope that MultiCare cease the divisive and potentially illicit behavior, and we look forward to returning to the bargaining table with them on July 9. To display the power and solidarity of our union, we have officially scheduled an INFORMATIONAL PICKET outside of Capital Medical Center, details below
Read MoreWhile we were able to win some important improvements around bereavement leave, Weingarten rights, and requiring the Employer to give workers notice about the purpose of disciplinary or investigatory meetings, management continues to fall far short where it matters most: economics.
Read MoreThe Seattle Children’s Hospital MA Conference Committee met with Management Tuesday, 6/9/26. We discussed a number of concerns including a staffing complaint, changes to what holidays people can be required to work, changes to how many union members can take PTO on a single day, policies around patient behavioral health, and Weingarten rights. We want all members to feel comfortable asserting their Weingarten rights and to know that if members are asked questions they feel can lead to discipline, they have the right to have a union representative or steward present. Please make sure you assert your Weingarten rights when necessary and make sure your coworkers know their rights too!
The Urgent Care MA Committee consists of Wendy Rivas, Joey Martin, Lynnzey Ward, and David Trujillo (Union Rep 206-436-6606). Please reach out to us if you have any questions.
Our bargaining committee met with the Employer for our first bargaining session and began discussions on the priorities members identified for this bargaining cycle. These priorities include retention and recruitment, on-call provisions, wage increases, a three-year contract, and other proposals aimed at improving working conditions.
During this session, we presented our proposals and discussed these important issues with the Employer. This meeting marked the beginning of the bargaining process and gave both parties the opportunity to outline their priorities. We are now awaiting the Employer’s response and anticipate receiving it during our next bargaining sessions on July 16 and 17.
Our bargaining committee remains committed to advocating for a fair contract that reflects the value of your work. We will continue to keep you informed as negotiations move forward.
“We are working hard to represent all members of the Union and are committed to bringing the concerns of all to the bargaining table. We have submitted our initial proposal and are waiting for a response. Please join us on July 8. Thank you for your support.”
July 8
6pm - 7:30pm
Help us make sure you receive the latest bargaining updates and important communications by taking one minute to update your contact information. Update Your Information >>
Bargaining Team: Kelsey Webb, Karen Campbell, Tami Ottenbreit, Holly Hurst, Yesenia Ellis
Please reach out to our Bargaining Team or your Union Rep, Juanita Quezada, at (509) 340-7407, if you have any questions or concerns.
OMC Service
Our Bargaining Team Pushes Forward on Member Priorities
Our Bargaining Team met with Olympic Medical Center on June 29 and continued advancing proposals that reflect the priorities members have been raising. Our Team came prepared and focused on language that protects seniority, strengthens job posting and transfer rights, and addresses scheduling concerns for Service workers.
Our Union passed proposals that would improve monthly status reports to the Union, strengthen new hire orientation access, and protect seniority rights in job openings, transfers, layoffs, recalls, promotions, and shift changes. Our Team also proposed language to address variable shifts, including protections against being scheduled for day, evening, and night shifts in the same workweek.
What Our Team Proposed
Protect seniority — Seniority should matter when it comes to layoffs, recalls, transfers, shift changes, promotions, and job vacancies when qualifications are equal.
Improve job posting rights — Our Union proposed that regular job openings be posted internally before being posted externally, giving current workers the first opportunity to apply.
Address work rotation and variable shifts — Our Team proposed protections so workers are not scheduled to work day shift, evening shift, and night shift in the same workweek. The proposal also protects workers from being required to rotate between day shift one week and night shift the following week.
Strengthen benefits and leave language — Our Union also passed proposals around lead pay, vacation scheduling, paid sick leave carryover, bereavement leave, and expanding the definition of immediate family to include family members such as niece, nephew, aunt, uncle, and first cousin.
What We Are Still Fighting For
Our Bargaining Team is continuing to fight for language that respects Service workers' work, protects seniority, creates fair access to job opportunities, improves transparency, and gives workers more stability in their schedules.
Next Bargaining Session
July 14, 2026
Stay United and Stay Ready
The strength of this campaign comes from members standing together. Our Team will continue to bring member priorities to the table and fight for a contract that protects OMC Service workers.
Friday, June 26
We met with the Employer again on Friday, June 26, to continue negotiations toward a new contract. This came one day after our Pro-Tech Union siblings had an unproductive bargaining session of their own, which they described as a “big waste of time.”
Unfortunately, our bargaining session was not much different.
While the parties exchanged several proposals throughout the day, very little progress was made, especially on economics. The Employer’s current wage proposal for all workers is:
2.25% in year one
2.25% in year two
2.00% in year three
What makes this especially frustrating is that the Employer has continued to ignore many of our key economic proposals, including proposals to improve premiums such as shift differential, lead pay, and weekend premium. Our Union Bargaining Team took the time to carefully develop these proposals because they directly impact members’ lives and reflect the real challenges workers are facing. Having those priorities dismissed or left unanswered is unacceptable.
The day ended early because several members of management’s team needed to leave early. This has now happened during the last two bargaining sessions. Our Bargaining Team continues to come prepared and ready to bargain, but it is frustrating when management does not show the same urgency to reach a fair agreement.
Our technical UFCW 3000 Union siblings both here and at St. Joseph Medical Center, who have the same contract expiration date, also bargained this last week and experienced a similar lack of progress. Our Bargaining Team is working to coordinate with their team to discuss how we can work together to win fair contracts for all units, keep Virginia Mason Franciscan Health facilities competitive with the market, and set standards that will recruit and retain high-quality staff.
We encourage everyone to join our next virtual Contract Action Team (CAT) Meeting on July 9 at 4pm, where we will announce the next steps in this campaign.
July 9, 2026
4pm
We met with the Employer again on Thursday, June 25. All proposals were in the Employer’s court for response. Our Bargaining Team came prepared and hopeful that real progress could be made.
Unfortunately, the Employer was not ready to present proposals until 1:30pm. When they finally did meet with us, we were disappointed and frustrated to learn that they only had non-economic responses. They cited a lack of approval from higher management as the reason they could not respond to key economic proposals.
On economics, the Employer specifically pointed to a lack of approval to provide a meaningful response on health care, an issue we have still not received any counterproposal on. At this point, even if the Employer provided a counterproposal on all other economic issues, it would be extremely difficult for our Bargaining Team to respond without first receiving answers about the future of our health care costs.
Therefore, the Employer’s proposal on wages from our last session still stands:
2.50% in year one
2.50% in year two
2.25% in year three
What little the Employer did counter made almost no meaningful progress and did not address the issues that matter most to workers. The Employer continues to hold firm to its proposal to force workers to wear specific scrub colors by job classification, at workers’ own expense. They also proposed lopsided language that would treat members of our bargaining unit inequitably when it comes to recognizing experience, depending on job classification. And they continue to reject our reasonable safety proposal to increase security presence in the Family Birth Center.
Our Bargaining Team was able to quickly respond to the limited proposals the Employer did pass. But after only a few hours of actual bargaining, the Employer stated that they still did not have the approvals needed to provide further responses. As a result, we ended the day early, even though bargaining had already started late.
Our technical UFCW 3000 Union siblings at St. Joseph Medical Center, who have the same contract expiration date, also bargained this week and experienced a similar lack of progress. Our Bargaining Team is working to coordinate with their team to discuss how we can work together to win fair contracts for both units, keep Virginia Mason Franciscan Health facilities competitive with the market, and set standards that will recruit and retain high-quality staff.
We encourage everyone to join our next virtual Contract Action Team (“CAT”) Meeting on July 1 at 4pm, where we will announce the next steps in this campaign.
“The Employer came totally unprepared to be productive in bargaining.”
— Merry Brandt-MacFann
“They wasted our time and came back unprepared. So let’s be prepared and have everybody join our CAT Meeting at 4pm on July 1!”
— Rob Shauger
“When we bargain with the Employer, we are pulling resources from the hospital because our shifts need to be covered. So when management isn’t ready to bargain, it is just a waste of those resources.”
— Angela Roberson
CAT Meeting
July 1
4pm
Zoom
Bargaining Team: Robel Haile, Clinical Pharmacist; Bryson Andrews, ED Tech; Olivia Almeida, Respiratory Therapist; Merry Brandt-MacFann, CT Technologist; Lara Williams-Graham, Certified Surgical Technologist; Angela Roberson, EP Technologist; Rob Shauger, CNA
PCC workers have spoken: A majority voted to ratify the Tentative Agreement for both the Grocery and Meat contracts that our member-led Bargaining Team negotiated with co-op Management.
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.
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.
Fresenius workers can see in Trevino’s story what solidarity looks like in action: Checking your check, speaking up when something's wrong, and stepping up to lead when your coworkers need you.
