Workers at Kroger QFC Fred Meyer Safeway Albertsons Win the Right to wear protective masks

UPDATE: Safeway, Albertsons agree to allow workers to wear masks and gloves

Kroger agrees to allow QFC and Fred Meyer workers to wear masks and gloves.

*Employer not providing at this point, but will allow workers to bring in their own PPE.

We are working hard to expand this right to all grocery store employees and essential employees interacting with groups. By taking steps like this we can slow the spread and protect our frontline workers

Macy’s COVID-19 UPDATE

Before Macy’s announced the temporary closure of the stores due to the COVID-19 pandemic, UFCW 21 was bargaining with them over safety, extended paid leave for workers affected by the outbreak, help with scheduling and childcare due to school closures, and an on-line hiring hall for temporary work if hours were reduced or stores were closed.  In the middle of those talks Macy’s did close the stores until April 1st (which is now undoubtedly going to be for longer).  We immediately engaged Macy’s to bargain over this and to get the best deal possible for union workers.

Last Friday, March 20th, 2020 we believed we had a tentative agreement that had secured on-going partial replacement pay for full-time and part-time workers during the store closures and delivered extended paid leave to those required to self-quarantine by a doctor. 
 
Then Macy’s contacted the Union to do what they said was clarifying the agreement, but what we view as altering the agreement itself.  Mainly they said that the replacement pay would only cover two weeks and would not continue if the stores remained closed.  They also told us that if we didn’t agree to what we view as new and regressive terms, they would not even pay the 2 weeks’ partial replacement pay that they had already promised all Macy’s workers.  We believe that what they did violates the law that governs workers and unions, and that we could have chosen to take immediate legal action to enforce what we had bargained; but that fight could have taken a very long time.  Workers not getting any compensation while the stores were closed was an unacceptable burden for union members to bear, so we grudgingly agreed to their terms.
 
But this pandemic and its accompanying economic crisis isn’t over, and it is clear that we need to show Macy’s that their actions are unacceptable.  We are taking action together (as we all stay home separately) to fight the spread of the Coronavirus by signing and sharing the online petition demanding that Macy’s does the right thing and not abandon its workers during this global crisis.  Macy’s must do better, and they must bargain openly and honestly.


Please click on or copy and paste this link: http://chng.it/nHB2TkGX, into your web browser, sign the petition, and share it on your social media and with your friends and family.  It is time that we hold Macy’s accountable, and demand that they do their part to defeat COVID-19 by supporting their workers.  We will update you as soon as possible.
 
Resources and information for workers during the COVID-19 Pandemic can be found at https://www.ufcw21.org/safety-at-work If you have any questions or concerns that can’t be answered there, please contact your rep or call the Rep of the Day at 206-436-6578. 

SIGN OUR PETITION DEMANDING SAFE, FAIR WORKING CONDITIONS FOR HEALTH CARE WORKERS

Nurses and health care workers must have the resources to ensure our health and our families are protected as we fight this pandemic.

We’re coming together as health care workers and community members across Washington to demand employers and our elected leaders commit to:

  1. Follow workplace safety guidelines issued by the Centers for Disease Control, and provide adequate Personal Protective Equipment (PPE) including masks, gloves, gowns and eye protection

  2. Provide scrubs and a secure location to change uniforms so we do not have to bring our soiled uniforms home and into the community

  3. Help us meet new challenges with a pay increase of $5/hr in recognition of our work and the increased risk to ourselves and our families during this pandemic

  4. Provide paid leave for any worker who the Employer does not permit to work due to exposure to COVID-19, with no loss of pay or accrued time off

  5. Offer accommodation (telework or alternative assignments) or paid leave with no loss of pay or accrued time off for any worker in at-risk group (older than 60, pregnant, or with an underlying medical condition)

  6. Provide prompt notice from employer of known exposure, assessment of exposure risk, access to testing, and whether a worker is placed on paid leave

Every worker who keeps our health care system running is critical to the safety and health of our communities. Let’s make sure they have the equipment and working conditions to keep themselves safe through this crisis. 

SIGN THE PETITION: we need to protect the health care workers who are taking care of all Washingtonians!

"Stay Home" announcement and a message from President Faye Guenther and Secretary Treasurer Joe Mizrahi

Dear UFCW 21 Member, 

Last night, March 23, Washington Governor Jay Inslee announced that he has issued a “Stay Home, Stay Healthy” order, effective immediately across Washington State due to the outbreak of coronavirus/COVID-19. This means everyone in our state is expected to remain in their homes except for essential activities, like getting medical care or going grocery shopping, or going to work if you or your workplace are considered essential. All non-essential businesses must close within the next 48 hours unless all employees can work from home. Grocery stores, pharmacies, banks and other essential businesses will remain open. You can learn more at the state’s website or read the full order with information about what are essential businesses. This order is expected to last at least two weeks. 

We know this affects all of our more than 45,000 members in different ways—many of us are essential personnel and will have to go to work even during this emergency. Others are facing shutdowns that are affecting our hours and our jobs. Some members have sick family and friends or have already lost people to COVID-19. But no matter what we go through, we go through it together, as one union. 

Thousands of UFCW 21 members who are on the front lines in various industries have already won hazard pay, extra paid leave, and updated safety precautions at work by signing petitions and bargaining for agreements with our employers. Negotiations continue in many workplaces. Other members are disseminating critical safety information to our coworkers, or supporting and checking in with each other more than ever. We know that when we stand together with coworkers and fellow union members, we can help keep each other safe and hold our employers accountable. 

UFCW 21 stands with dozens of other unions and community allies in our state, working together to demand that business and government keep working people safe at all times, offer the support we need to do our jobs, and find ways to make us whole if we incur losses during this outbreak. We have already accomplished a great deal in a short time, and we know there is more work to be done. 

If you have any questions, concerns, or suggestions, please reach out to your Shop Steward or Union Rep. You can find updated COVID-19 information on our website. If you believe your workplace is unsafe or you have safety concerns, please email safetyreport@ufcw21.org

We will continue to do weekly Tele-Town Hall calls with members on Monday evenings, so keep an ear out for those calls, and we will be in touch with you by phone, email, text message, and the UFCW 21 app as well. Please ensure your contact information is up to date, and make any changes or updates as soon as you can

Let’s take care of each other right now, and get to work building a more powerful union and a better world for working people. 

In solidarity, 

Faye Guenther, UFCW 21 President 

Joe Mizrahi, UFCW 21 Secretary-Treasurer 

Unions Push Back on Labor Relations Board’s Anti-Democracy Decision

For Immediate Release: March 23, 2020
Contacts:
Tom Geiger, UFCW 21, 206-604-3421
David Groves, WA State Labor Council, AFL-CIO, 206-434-1301

Unions Push Back on Labor Relations Board’s Anti-Democracy Decision: Call for All Mail-Ballot Elections to Improve Worker Rights and Protect Health and Safety

Labor organizations across Washington State today are expressing outrage in reaction to the National Labor Relations Board (Board) postponing of all union recognition elections until at least April 2nd. They are also calling on the Board to revoke the decision, reschedule all such elections, and make all elections become all mail-in ballot only.

Recently, the National Labor Relations Board (Board) postponed all union recognition (or RC) elections until at least April 2nd. We strongly oppose this unilateral action undermining workplace democracy, and we call for immediate revocation of this action and immediate rescheduling of all RC elections, by mail ballot, as soon as they can be scheduled. Additionally, we call for the expediting of mandatory mail ballot procedures for all RC elections going forward.

“The Board’s decision shows that what was meant to be a balancing force weighing the interests of workers and employers is a broken system. The Board unilaterally revoked workers’ rights to organize by this one action,” said Faye Guenther, President of UFCW 21. “Any insistence that mail balloting require approval from employers amounts to giving a veto card to all employers to terminate any unionizing effort at any time.”

Further harm to workers right to organize result from the decision because the standard that the Board has typically used (so-called “laboratory conditions”) in union elections will be erased because without the prospect of a union election workers will be reluctant to begin any new organizing drive. What would be the point of beginning to organize if you knew the employer could simply deny the right to a vote? Without the right to vote being protected and expected, there is no democracy.

“Now is the time for increased worker involvement in their workplace health and safety, not a muzzling of workers,” said Larry Brown, President of the Washington State Labor Council, AFL-CIO. “Democracy in the workplace where workers can be assured of a safe work environment, the ability to stay home from work when sick, and their unfettered right to advocate for themselves and for the public they serve, is paramount not just for their well-being, but for the well-being of everyone in America.”

Going beyond the issue of workers’ intertwined rights to self-determination and to advocate for their own health and safety, this attack on these rights creates an ongoing threat to the health and safety of the general public.  For example, health care workers who are denied collective bargaining rights are less effective advocates for their patients than those who can be confident that if they speak up for patient safety their union will stand with them. Employers, pressured by intense market conditions, are endangering workers and the general public. Worker self-organization is one of the most powerful public health tools available, and it can produce immediate on-the-ground public health improvements. By example, unionized workers have already won agreements with employers that modify retail store conditions and health care facility standards that directly and immediately benefit the general public and the workers, resulting in immediate public health improvements.

Additional Information that would make workplaces safer for people working there and the general public:

  • More worker whistleblowers than ever.

  • We need workers to go home if they are sick more than ever.

  • Workers in industries such as retail grocery and pharmacies are in fact first responders in our COVID-19 world, just as police, fire and healthcare workers are.  

  • To make matters even worse, we have evidence of examples where employers (Florida and Washington State and New York)* refused to agree to mail balloting--in essence their veto of any election--when the Board was willing to conduct mail balloting just prior to the Board’s blanket postponement. In each of these examples, the employers refused to agree to mail ballots even as they scheduled mandatory, anti-union, captive audience meetings with workers. And this at a time when most local and state governments are strongly recommending, if not mandating, the elimination of people meeting together in confined spaces in order to limit the spread of the COVID-19 virus.

 We Demand:

  • Immediate rescheduling of all currently postponed RC elections; these to be conducted by mail ballot. These new elections ought to commence as early as practicable, but in no case later than April 1.

  • Elimination of any previous rulemaking or precedent that requires employer agreement in order to conduct mail balloting.

  • Development of new ways for workers to organize in workplaces, including voluntary recognition and other methods that are outside the traditional RC election model.

  • If the Federal Government fails to restart NLRB elections immediately, then State Governments should proceed with elections.

  • Consideration of any special new rules--given the new COVID-19 realities--intended to make certain that workers’ address information and other procedural details are conducive to conducting fair and democratic mail balloting.

  • Immediate mandatory postings in all relevant workplaces of the intent to reschedule elections by mail balloting to inform workers that their democratic rights are being restored followed by subsequent postings indicating the date/time/particulars of all rescheduled union RC elections.

  • Prohibition on all employer mandatory captive audience meetings. These meetings put workers and management alike in unsafe conditions. Also, given the new restrictions on union visiting workers’ residences due to COVID-19, the Board must immediately prohibit all captive audience meetings. Absent this, the union’s ability to communicate with workers is essentially eliminated while the employer anti-union activity would continue without any counter-balance.

  • Special attention to all union-filed or worker-filed complaints relating to retaliation for workers advocating for workplace health and safety and public safety in the context of union elections and/or other NLRA-protected activity.

  • Immediate staffing up of NLRB offices--remotely--in order to expedite the above matters.

Specific employers can be identified and interviews with union spokespeople can be arranged for reporters upon request.

Labor unions signing on include at the time of the release:

WA State Labor Council / MLK County Labor Council / AFT WA / WSNA / UFCW 21 / UFCW 4 / UFCW 365 / UFCW 1439 / UFCW 368a / UFCW 555 / UFCW 7 / Teamsters 38 / SEIU Local 49 / SEIU Local 503 / SEIU 925 / SEIU Healthcare 1199 NW / UNITE HERE Local 8 / PROTEC 17


“I am so disappointed on Lourdes for not allowing us to have mail in ballot.

We have worked so hard to unify our departments and be ready for our election on April 2nd. We are not going to allowed them to take our right to organize. We want our union and our right to a say in our working conditions. With this Covid-19 Crisis our management can do better by us and allowing us to at least to vote. We need our job protections, our safety and fair wages. I work in Central Supply and we are losing hours since our department is not emergency care. With the Union we would be protected instead of at the mercy of Lourdes.” - Maria Hinojosa, Lourdes Medical Center in Pasco.


“I’ve been working at Providence Centralia for over twenty years and really feel like we’re not being treated fairly anymore.

We don’t make what other people who work in similar positions make. We have had no cost of living raise in eight years. We don’t get step raises. We get merit raises, but it’s usually a small percentage that’s not nearly enough. They’re trying to shift our benefits to the state, which means taking away all our EIB (Extended Illness Bank) hours. And they just make changes to our jobs without consulting us. The last thing they did was take away one day each pay period for all HUCs, which was a big deal to us. And before that they cut HUC workers at night, which puts our patients in greater danger. If we’d had a union, I don’t think they would have been able to do those things. 

If we had somebody to back us, we’d be sitting in a different position. I don’t think it’s right that we’re not able to vote in the union right now. We’ve waited a long time for this, and I don’t think people should put it on the back burner. We’re motivated and want to act now. 

It’s time for us to be treated like we’re part of the business, not just people who are working there. It’s really hard to do our job. We should be supported and treated like we’re an important part of the team. We help make the hospital run. The nurses, who are union, get treated with respect. But those of us who aren’t unionized don't as much. That’s why it’s so important that we’re able to have a union election right now.” - Donita Letteer, Health Unit Coordinator, Providence Centralia 


"I've worked at the Providence hospital in Centralia, Washington for 25 years. Providence used to be a good employer, providing lots of perks and very good benefits. However, lately they become less like a family, farming out lots of the jobs in HR, payroll, and administration. That means that there's no one left here on campus to actually care about the little guy such as myself.

So many of the things that made this a really great place to work are gone now. We used to have sick time so we didn't have to decide between taking a vacation with our family or taking care of our family and ourselves when we were sick, which leads to more people showing up to work sick and everyone else getting sick as well. We used to be able to work a holiday and take our holiday pay for a double time-and-a-half pay out, which made working a holiday not so bad. There was a time when we would get substantial raises. Now we're lucky to get one or one and a half percent, even if we've done exemplary work for the year. Even little employee enrichment things like scrub sales and book sales in the lobby are gone now.

I don't believe they really care about their small potatoes employees anymore. They're more interested in their corporate image and advancing their administration. If we do nothing, this is going to continue on a downward trend until things become unbearable. I believe that the union is the only way that we're going to be able to stand our ground and maybe even recoup a few benefits.

I would like to add that during the coronavirus crisis it has been easy to see how little they care about the problems we are going through. The schools are closed and there's nowhere to send our children, but we cannot stay home either. And if they get sick or we get sick, we're not allowed to use our extended illness bank (EIB). We still have to use our vacation time. I have noticed that many workers are struggling with this. If they had daycare before, they would have been using it now.  Some folks are in a real pickle. I don't see anyone in the administration trying to help with that or even acknowledging that it's a problem. They just chastise us if we use too much PPE equipment. It makes me wonder how much we are really worth to them. I think the answer is not much. Now they're telling us that we're going to have to take voluntary days off with no compensation unless we want to use our vacation. I think now more than ever we need the union to step in and help us with this. We have no recourse, no way to fight for ourselves, and it seems that we're getting stepped on more and more. I am writing to ask you to allow us to proceed with our union vote." -Diana Jennings, Mammography Technician, Providence Centralia

Health Care Unions reach agreement with MultiCare

MEMORANDUM OF AGREEMENT

The Washington State Nurses Association (WSNA), SEIU 1199NW Healthcare Union (SEIU), and United Food and Commercial Workers Union Local 21 (UFCW) (collectively, “Unions”), and MultiCare Health System (hereafter, Employer) hereby enter into the following Memorandum of Agreement:

RECITALS:

A.    The parties share a mutual interest in assuring the health and safety of patients, clients, families, staff and the community.

B.    Nurses and other health care workers are on the front lines in the delivery of essential health services to patients during a State of Emergency.

C.    The decisions of all parties should be informed by the Center for Disease Control, World Health Organization, and other public health agencies.

D.    The parties wish to work together to take reasonable steps to protect patients, clients, families and staff from unnecessary exposure to communicable diseases, including COVID-19.

AGREEMENT:

I.      PAID TIME OFF RELATED TO COVID-19

1.     A nurse or health care worker who the Employer does not permit to work due to exposure to COVID-19 disease while at work shall be placed in paid leave status during any quarantine period required by the Employer.  Paid leave status may be a combination of L&I Workers Compensation and Employer paid administrative leave, the combination of which will ensure the Employee will experience no loss of pay or accrued time off until such time as the Employer permits the employee to return to work. An Employer representative will be available to assist employee with coordination of federal, state and employer benefits as may be applicable.

2.     A nurse or health care worker who self-quarantines based on concern of social exposure to COVID-19 shall have immediate access (e.g. no waiting period) to extended illness time (EIT) or other time off accruals until the employee is able to return to work (if the Nurse or health care worker has paid time off benefits).

3.     During the quarantine period described in the two scenarios discussed above, the health care worker is required to participate in the Employer’s monitoring process. If criteria is met to return the employee to work, in accordance with applicable WHO and/or CDC guidelines, and the employee nonetheless refuses to return to work, the rights set forth in the preceding two paragraphs will no longer apply as of the date of the employee’s refusal.  

4.     A nurse or health care worker who is unable to work due to being part of the CDC’s at-risk group (older than 60 or with an underlying medical condition) may request an accommodation.  If a workplace accommodation cannot be granted, the employee may apply for a leave of absence under the terms and conditions of existing leave plans and have access to accrued time off benefits if granted leave.   If the employee’s paid time off accruals exhaust during the leave, the Employer will maintain health insurance benefits until the employee is deemed eligible to return to work by the Employer. 

5.     When possible, telework or alternative assignments may be provided as an accommodation for nurses or health care workers who are in an at-risk group identified by CDC guidelines.

6.     The Employer will provide all nurses or health care workers who have been exposed (such as treating a patient who was not confirmed, but later is identified to have COVID-19) with notice within eight (8) hours of Employer notice of the diagnosis. The written notice will include: the date of exposure, assessment of exposure risk and Employer decision on whether to permit the nurse or health care worker to work or placed on paid leave. If given electronically, the Union will be provided a copy of the written communication.

7.     Nothing in this agreement is intended to prevent employees from accessing other state benefits for which they may qualify, including but not limited to unemployment compensation insurance, paid family and medical leave, or workers compensation.

8.     Upon request from the Union, the Employer will provide the number of its represented nurses or health care workers who are on leave as well as their paid leave accrual balance. It will also provide upon request the number of represented nurses or health care workers who have been exposed, if that information is available. 

9.     Except as otherwise explicitly provided in this Agreement, the terms of applicable collective bargaining agreements will remain in effect.

II.             REGIONAL LABOR POOLS (FLOATING)

A.    General Provisions

1.     As detailed above, any nurse or health care worker may request a reasonable accommodation, including an accommodation related to floating, if they are in a high-risk group.

2.     Prior to implementing low census, a reduction in hours, or a layoff, the Employer will offer impacted nurses or health care workers the option of floating to another unit, department, or facility whenever possible.

3.     Training & Experience: The Employer is responsible for providing appropriate orientation and training to a nurse or health care worker necessary to safely care for the assigned patients. Float registered nurse work assigned will: 1) comply with the Washington state standards of nursing practice and align with the competencies of the float registered nurse. Nurses may refuse an assignment if they believe their physical or emotional condition would create an undue risk of harming themselves or others, in accordance with WAC 246-840-710.

  1. Minimum orientation/transition for the float registered nurse or health care worker includes: 1) correct use and fitting of personal protective equipment; 2) geography of the work area; 3) location/use of supplies/equipment; 4) health care team contact information; 5) shift routines; 6) required documentation; 7) safety procedures; 8) unit/area-specific protocols; 9) and partnering with a more experienced nurse as a resource if necessary.

  1. The Unions waive application of “Report Pay” articles within their collective bargaining agreements with respect to Float assignments for the duration of this agreement, except that report pay would incur if notification is given less than one hour prior to the start of shift. The Employer will endeavor to continue to provide contractually required notice of any change of shift. 

6.     Any other provisions in a Union’s collective bargaining agreement applicable to floating will continue to apply to the extent not inconsistent with this Agreement.

7.     Employees will only be required to float through a Regional Float Pool assignment on their regularly scheduled days except by mutual agreement, or if they have accepted an extra shift, or as provided for in the applicable collective bargaining agreement. Nothing in this agreement prohibits Employees from volunteering for Regional Labor Pool assignments on a more frequent basis than their regularly scheduled days.  Employee schedules may be changed by mutual consent or by the Employer with 72 hours’ notice to Employee. The Employer will make best efforts to schedule Employees on their regularly scheduled shift time (i.e., shift 1, 2 or 3) except as modified by mutual agreement or as necessary to address emergent needs. 

8.     The provisions addressed in this Section to be limited to assignments through Regional Float Pool within an Employee’s regular schedule, or within an extra shift picked up by the Employee, i.e. it does not allow the Employer to float an Employee who is not already scheduled to work, unless necessary to address emergent needs.

9.     There is no pyramiding of the float premiums in this agreement and the other float premiums in any applicable collective bargaining agreements.

B.    Floating Within Employee’s Home Facility

1.     In light of changes in the Employer’s operations in response to COVID-19, the parties recognize that nurses and health care workers may need to float from their home department or unit.

  1. The parties recognize that it is preferable for floating to occur on a voluntary basis. Accordingly, before resorting to assigning nurses or health care workers through the Regional Float Pool to float to another unit or department, the Employer will seek volunteers by sending a text or email to employees’ personal cell phone or email addresses, if on file with the employer. The Employer will allow a 15-minute window for volunteers on a first come, first served basis, before resorting to mandating floating. Assignments will be awarded only to volunteers who are not in an overtime or double time condition and/or will not be in an overtime or double time condition as a result of working that shift, and where the volunteer has the requisite skills and experience to float.

  1. Where it is necessary to assign nurses or health care workers to float, mandatory floating will occur in the following order (limited to employees who the employer deems to possess the requisite skills and experience): 

a.      Non-home Employer health care workers (students, lapsed license, retirees, out-of-state temporary workers)

b.     Agency/Traveler nurses or health care workers (to the extent that they can be required to float under the terms and condition of their contract)

c.      Per-diem nurses or health care workers

d.     Full- and part-time nurses or health care workers based on seniority.

4.     Unit Float premium: Employees who are required to float (not as an accommodation provided to them) outside of their home unit or department (or outside of their float unit, if one is provided for in the applicable CBA, defined not by unit geography but the type and level of care being provided in the unit) to another unit or department in the facility will receive the following premiums:

    1. RN -  $5.00 per hour

    2. CT Tech - $ 4.00 per hour

    3. Respiratory Tech - $ 4.00 per hour

    4. Telemetry Tech - $ 2.50 per hour

    5. CNA - $2.50 per hour

C.    Floating Outside Employee’s Home Facility

  1. In light of changes in the Employer’s operations in response to COVID-19, it may be necessary for staff to float from their regular facility (“Home Facility”) to another facility (“Secondary Facility”).

2. The parties recognize that it is preferable for floating to occur on a voluntary basis. Accordingly, before resorting to assigning nurses or health care workers to float to another facility, the Employer will seek volunteers by sending a text or email to employees’ personal cell phone or email addresses, if on file with the employer. The Employer will allow a 15-minute window for volunteers on a first come, first served basis, before resorting to mandating floating. Assignments will be awarded only to volunteers who are not in an overtime or double time condition and/or will not be in an overtime or double time condition as a result of working that shift, and where the volunteer has the requisite skills and experience to float.

3.     Where it is necessary to assign nurses or health care workers to float, mandatory floating to another facility will occur in the following order:    

a.      Non-home Employer health care workers (students, lapsed license, retirees, out-of-state temporary workers)

b.     Agency/Traveler nurses or health care workers (to the extent that they can be required to float under the terms and condition of their contract)

c.      Per-diem nurses or health care workers

d.       Full- and part-time nurses or health care workers based on seniority.

4.     The nurse or healthcare worker shall experience no change in status, base pay, service credit, or other related terms of employment. Employees who volunteer for floating to another facility will receive their regular rate of pay plus floating premium pay for all hours worked at the Secondary Facility.  All policies and CBA requirements relating to pay, premiums, and benefits covering the employee at the Home Facility remain in effect for the employee during their temporary assignment at the Secondary Facility.

5.     Employer will give Employee as much notice as possible before requiring floating to another facility.

6.     Facility Float premium: Nurses or health care workers who float outside their facility will receive the following premiums: 

    1. RN - $10.00 per hour

    2. CT Tech - $10.00 per hour

    3. Respiratory Tech - $10.00 per hour

    4. Telemetry Tech - $5.00 per hour

    5. CNA - $5.00 per hour

7.     Travel costs:

a.      The Employer will reimburse nurses or health care workers for their personal vehicle parking costs, if applicable, as well as mileage at the IRS rate if greater than normal commute.

b.     If the nurse or health care worker’s new site is more than 50 miles from their regular facility, the Employer will reimburse up to $150/night for lodging.  The nurse or health care worker must have written permission from their manager or from the Regional Labor Pool to secure lodging prior to doing so in order to be eligible for reimbursement.

c.      Employees will be paid for travel time that exceeds the employee’s regular commute to his/her Home Facility.

d.     Employees shall submit for reimbursement following MultiCare’s Travel and Employee Business and Expense Reimbursement Policy.

III.           DURATION.

This agreement will extend until the MultiCare Disaster Response is deactivated.

DATED this 22nd day of March, 2020.

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Grocery Store Workers’ Unions and Kroger Announce New Deal for Hazard Pay

For immediate release: March 20, 2020
Contact: Tom Geiger, 206-604-3421

Less than one week ago the grocery store workers’ unions of Washington (UFCW 21, 367 1439 and Teamsters 38) were able to reach agreements with Safeway/Albertsons and then Fred Meyer/QFC for additions to our contracts for more access to paid time off, flexible scheduling given child care challenges, and several other benefits to help with hours in the stores. Benefits have since expanded for UFCW members across the nation.

Also there has been a national announcement from Safeway of hazard pay. And we are happy that our work with Kroger over recent days has led their announcement for hazard pay for workers as well. The additional Kroger benefits include:

  • A total Hazard Pay of $300 for those working fulltime

  • A total Hazard Pay $150 for those working less than full time

  • This hazard pay would be paid in early April

We are also hopeful to be able to announce as early as tomorrow some additional advances for local union grocery store workers and are calling on all grocery stores across the nation (union or not) to adopt all these worker and community protections to help us all during the coronavirus crisis.

For additional information on the coronavirus and our unions responses, please visit www.ufcw21.org/safety-at-work

Grocery Store Workers Demand Action: Sign the petition

Grocery Store Workers Demand Action 

Grocery store workers cannot work from home, and our work is essential to the health and safety of our communities.

All over the world, when countries shut down, we remain on the job. Our customers need food and supplies, but right now many of us feel unsafe continuing to go to workplaces that are too crowded, understaffed, and not being adequately sanitized.

Our community is with us, and we are calling on our employers and government to act immediately to protect grocery store workers and the public:

  • Enforce limits on crowding, adherence to social distancing guidelines, enhanced sanitization, and all other necessary public health measures inside grocery stores.

  • Designate grocery store workers as emergency responders for the purpose of accessing support services, such as childcare, that will allow them to stay on the job.

  • Provide adequate leave and health care benefit protections for grocery store workers who are directed to quarantine or diagnosed with Covid-19. READ ON

Health care stories from the front lines

UFCW 21 Members on the Front Lines of the COVID-19 Outbreak in Western Washington 

Members of our union have been providing quality care to COVID-19 patients since the first case arrived in Washington. We are asking our fellow union members to stay strong, asking the public to support public health guidelines like staying home, and asking our employers and the government for safety and support. Here are a few of our stories. 

Health care workers need safety equipment to protect ourselves on the front lines of the COVID19 outbreak. It's time to get this equipment into our hands. Send a message to congress here.

Do you work at or own a construction company, medical or dental office, or other organization with an inventory of potentially life-saving personal protective equipment? Donate these much needed supplies here.

Stories collected by UFCW 21 member Wil Peterson


“If we remember our training, we’ll get through this.” 

Kimball Conlon, RN, Everett 

Kimball Conlon, a registered nurse in Providence Regional Medical Center-Everett's Emergency Department, was literally a first responder when the country's first coronavirus case was identified in Washington. As part of the Biological Evaluation Safety Team that faced a mysterious, rapidly unfolding crisis in January, she quickly learned the importance of remaining cool under unimaginable pressure. 

Her primary goal is ensuring that she protects her patients and colleagues. "If we remember our training, we’ll get through this," she said. "I will do everything I can to prevent the spread of transmission.” 

Union intervention, she added, has been a valuable resource. "The Union is sort of being the vigilant ones for the membership – making sure that hospitals and grocery stores are doing everything they need to do to protect workers," Kimball said. "They've been good at disseminating information and expressing support for members." 

"I know that people are frustrated by what they see as a lack of support from the hospital," Kimball said of hospital employers. "But they can only do what they can do with the information that's given from our government." Fortunately, she said, the Centers for Disease Control is helping matters by releasing new details about the coronavirus. This information, which repeatedly recommends precautionary measures, provides guidelines that Kimball strongly endorses. 

"I think that if people who feel sick can stay home, stay home. Use good hand sanitation," Kimball said. "Don’t add to confusion by spreading misinformation. I think we need to rely on what we know." 

Despite current fears and concerns generated by the pandemic, Kimball remains cautiously optimistic about lessons that can be learned for dealing with future crises. "We need to allow ourselves grace, and the powers that be grace," she said. "Let's try to get through this, and then say, 'What can we do better?'" 

“All we can do is our best.” 

Jacob Kostecka, RN, Olympia 

Dealing with the coronavirus is a new experience for UFCW 21 member Jacob Kostecka, too, a registered nurse at Providence St. Peter Hospital in Olympia. He said his county – Thurston – reported its first case earlier this week. “There is no treatment for this, other than supportive care. So if people come in, all we can do is our best. In some ways, we just have to accept that it’s here and live our lives.” 

But prior to the first case, social panic was already evident at the hospital. Masks and toilet paper are in short supply, he said, in some cases because of theft. Remaining items are now locked up. “It’s devastating to us because we’re in desperate need of them. It’s a challenge for care providers to get what we need,” Jacob said. “The shortage will only get worse as the pandemic continues.” Further complicating matters, Jacob added, is receiving confusing and conflicting information from the Federal Government about how best to deal with the pandemic. 

Another challenge is trying to provide quality care while dealing with inadequate staffing, said Jacob, who compared the crisis to a slow-moving train wreck. “We’re all gonna get hit. This is not going away.” 

Jacob said he believes the Union’s role is to push for meetings with Gov. Jay Inslee and to ask Providence to cover any healthcare insurance and pay shortages of healthcare workers who lose wages because of the crisis. “The Union and the administration need to work cooperatively together for the best possible outcome for our staff and our patients,” he said. “And I believe we can do that.” 

“One thing we, as professionals, can do is care for patients under any circumstances – that’s just what we do.” 

Matthew Skews, RN, Everett 

As a registered nurse who works in Interventional Radiology Services at Providence Regional Medical Center-Everett, Matthew Skews has limited contact with patients. But he’s well aware of the challenges faced by other nurses in higher-volume areas during the coronavirus pandemic. 

Staffing is an issue, Matthew said, which is increasing as the nurse-patient ratio escalates. “One thing we, as professionals, can do is care for patients under any circumstances – that’s just what we do. But don’t make us do it short-staffed,” said Matthew, who referenced state legislation designed to protect nurses from experiencing fatigue. “That’s where we need the help.” Masks, gloves and other supplies necessary to help protect nurses and patient also are in short supply, he added. "We’re not sure if what’s there is enough." 

The cumulative effect of these shortages creates both frustration and exhaustion for Matthew. “Frequently we’re finding ourselves trying to keep up and catch up with what’s happening,” he said. 

Washington State UFCW and Teamster Local Unions reach understanding with Fred Meyer/QFC to better support and protect Grocery Store Workers and Community

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Yesterday, UFCW 21, 367, 1439 and Teamsters 38 reached an understanding with Fred Meyer/QFC to better support and protect grocery store workers and shoppers in this time of need due to the Coronavirus.

This resolution includes:

  • More flexibility for schedules to accommodate childcare.

  • Joint hiring hall to allow for more workers to get work in the stores.

  • Up to two-weeks of pay for workers diagnosed with COVID-19 or workers required to self-quarantine, before needing to access sick leave and other contractual paid leave.

  • Agreed to jointly work with State and Federal government to treat Grocery Store Workers as first responders and set up a childcare fund for Grocery Store Workers.

  • Expanded use of paid sick leave to cover childcare needs.

  • Ensure workers do not lose eligibility for medical coverage or lose vacation accrual while out on sick leave.

  • Temporarily allow the employer to bring in extra outside help to make sure we are able to serve our communities during this crisis—provided bargaining unit employees are offered hours first, including overtime.

  • As always, any work done in the meat cutter classification will only be performed by individuals qualified and licensed (where necessary) to perform such work.

In addition to the terms of this understanding, Kroger has expanded its Helping Hands benefit to include hardships caused to employees by the Coronavirus pandemic.

If you have questions, please contact your Rep
You can follow important union updates and find information and resources at www.ufcw21.org/safety-at-work and on the UFCW 21 App.

Health Care Unions and CHI Franciscan reach agreement on worker safety and compensation

UFCW 21 is working hard with our partners at SEIU 1199NW Healthcare and WNSA to keep our members safe. Thanks to the many submissions to safetyreport@ufcw21.org we are able to take members’ concerns directly to the employers. We hope to reach similar resolutions like this one with other employers across the state to ensure the safety and well being of workers on the front lines. We need to take care of the workers that take care of us.


DATED this 15th day of March, 2020:

The Washington State Nurses Association, SEIU 1199NW Healthcare Union, and United Food and Commercial Workers Union (Unions) and CHI Franciscan (Employer) hereby enter into the following Memorandum of Agreement in response to ongoing health concerns presented by the COVID-19 virus.

PRINCIPLES:

A.      The parties share a mutual interest in assuring the health and safety of patients, clients, families, staff and the community.

B.      Nurses and other healthcare workers are on the front lines in the delivery of essential health services to patients in need.

C.      The decisions of all parties should be guided by the Center for Disease Control and other public health agencies.

D.     The parties wish to work together to take reasonable steps to protect patients, clients, families and staff from unnecessary exposure to communicable diseases including COVID-19.

AGREEMENT:

  1. A nurse or healthcare worker who the Employer does not permit to work due to exposure to Covid -19 disease while at work shall be placed in paid leave status during any required quarantine period.  Paid leave status may be a combination of L&I Workers Compensation and employer paid administrative leave.  The combination of which will ensure the employee will experience no loss of pay or accrued time off until such time as the Employer permits the employee to return to work. An employer representative will be available to assist employee with coordination of federal, state and employer benefits as may be applicable.

  2. A nurse or healthcare worker who self-quarantines based on concern of social exposure to COVID-19 shall have access to extended illness bank on day 1 until the employee is able to return to work.

  3. During the quarantine period described in both situations above, the healthcare worker is required to participate in the Employer’s monitoring process. If criteria is met to return the employee to work, in accordance with CDC guidelines, and the employee nonetheless refuses to return to work, the rights set forth in paragraphs 1 and 2 will no longer apply.

  4. A nurse or healthcare worker who travels to a foreign country on the CDC’s high risk list, will need to be quarantined for 14 days when they return. EIB would not be applicable and the nurse or healthcare worker would need to use PTO or other benefits available under statutory rights.

  5. A nurse or healthcare worker who is unable to work due to being part of the CDC’s at-risk group (older than 60 or with an underlying medical condition) may request an accommodation.  If a workplace accommodation cannot be granted, the employee will be granted a leave of absence and have access to accrued time off benefits. If the employee's paid time off accruals exhaust during the leave, Employer will work on a case by case basis with the employee to ensure appropriate continuation of medical benefits until the employee is deemed eligible to return to work by the Employer.

  6. When possible, telework or alternative assignments may be provided as an accommodation for nurses or healthcare workers who are in an at-risk group identified by CDC guidelines.

  7. The Employer will provide all nurses or healthcare workers who have been exposed, such as treating a patient who was not confirmed, but later is to have COVID-19 with written notice within eight (8) hours of known exposure. The written notice will include: the date of exposure, assessment of exposure risk and Employer decision on whether to permit the nurse or healthcare worker to work or placed on paid leave.

  8. Nothing in this agreement is intended to prevent employees from accessing other state benefits for which they may qualify, including but not limited to unemployment compensation insurance, paid family and medical leave, or workers compensation.

  9. No less than weekly, the Employer will provide the Union with the number of its represented nurses or healthcare workers who have been exposed and the leave status of the employee.

  10. Duration of this agreement is no later than when the Franciscan Regional Disaster Plan is inactivated.

Temporary Assignment Incentive - System-wide Labor Pool

March 15, 2020

In response to the developing COVID-19 situation across the south Sound, an incentive (“Temporary Assignment Incentive”) has been created to encourage employees in defined job classifications to volunteer for temporary assignments at other acute care CHI Franciscan locations experiencing staffing shortages (“Secondary Hospital”).  The incentive will be in place through no later than when the Franciscan Regional Disaster Plan is inactivated.

An employee in an eligible position who volunteers and is assigned to a Secondary Hospital will be leased to the entity. Associated labor costs incurred while working at the Secondary Hospital will be paid by the hospital where the employee is employed (“Employer Hospital”) and charged back to the Secondary Hospital through a lease agreement process. The charge back will be invisible to the employee, who will experience no change in employer status, base pay, service credit, or other related terms of employment. Employees who volunteer for reassignment as described above will receive their regular rate of pay, plus Temporary Assignment Incentive, for all hours worked at the Secondary Hospital.  All policies and CBA requirements relating to pay, premiums, and benefits covering the employee at the Employer Hospital remain in effect for the employee during their temporary assignment at the Secondary Hospital.

Unit manager approval from Employer Hospital is required before an employee is authorized to participate.  The employee will be required to commit to a full week assignment at the Secondary Employer and will be removed from their regular schedule at Employer Hospital for the duration of the commitment.  Employee will be guaranteed hours at no less than their regular FTE at the Secondary Hospital. The employee will receive mileage reimbursement for the number of miles traveled between their facility of employment and the Secondary Hospital where assigned. In the event the need for work at the Secondary Hospital diminishes during the commitment period, the employee will be returned to the schedule at their Employer Hospital without loss in hours. 

Defined job classifications:

  • ED RN

  • PCU RN

  • ICU RN

  • Pharmacist

  • CT Technologist

  • Respiratory Therapist

  • Telemetry Tech

  • Certified Nursing Assistant

Assignment Incentive – paid in addition to base, regular rate of pay:

  • RN - $10.00 per hour

  • CT Tech - $10.00 per hour

  • Respiratory Tech - $10.00 per hour

  • Per diem RN; CT Tech or Respiratory Tech:  1.5x pay

  • Telemetry Tech - $5.00 per hour

  • CNA  - $5.00 per hour

Pay Process for Temporary Incentive Payment:

  1. An employee temporarily assigned to a Secondary Hospital will be unable to use the timeclock at the Secondary Hospital and must manually document all shifts worked on the Kronos paper Exception Log. 

  2. The KRONOS Exception Log entry must include shift date, in punch time, out punch time, number of hours for the applicable shift, and “Temporary Assignment Incentive” noted in the explanation/comments section. 

  3. The employee must send, scan or fax the exception log to their regular manager at their Employer Hospital by the Sunday immediately following their temporary assignment.

  4. The local HR timekeeping department is responsible for processing all Temporary Assignment Incentives.  The Temporary Assignment Incentive for FTE employees will be paid using the Shift Bonus $ pay code and will be visible in Kronos.  For per diem RN’s the overtime pay will be processed in Kronos to generate the appropriate pay.

a.      In departments that perform their own timekeeping, the manager and/or department editor will not have access to the pay code for Temporary Assignment Incentive.  They must enter applicable shift and relevant edits for the on-loan employee and fax the approved Exception log to the local HR Timekeeper, who will apply the pay code and process the timecard. 

b.     In departments that utilize local HR Timekeeping services, the manager must approve/sign the exception log and fax it to the local HR department timekeeper for processing of all exception log entries.

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About SEIU Healthcare 1199NW
SEIU Healthcare 1199NW is a union of nurses and healthcare workers with over 30,000 caregivers throughout hospitals, clinics, mental health, skilled home health and hospice programs in Washington state and Montana. SEIU Healthcare 1199NW’s mission is to advocate for quality care and good jobs for all.

About WSNA 
WSNA is the leading voice and advocate for nurses in Washington state, providing representation, education and resources that allow nurses to reach their full professional potential and focus on caring for patients. WSNA represents more than 17,000 registered nurses for collective bargaining who provide care in hospitals, clinics, schools and community and public health settings across the state. 

About UFCW 21 
UFCW 21 is working to build a powerful union that fights for economic, political and social justice in our workplaces and our communities. We represent over 45,000 workers in retail, grocery stores, health care, and other industries in Washington state. 

UFCW 21 Working for Health in Our Workplaces and Our Communities

Many UFCW 21 members are serving critical roles during the coronavirus/COVID-19 outbreak here in Washington State.

Right now UFCW 21 members are:

  • Providing and facilitating quality care for people ill with COVID-19

  • Cleaning and disinfecting patients’ rooms

  • Processing COVID-19 tests in labs

  • Feeding our customers and making sure they have medicine and cleaning supplies in grocery stores, retail stores, and pharmacies

  • Ensuring airport travelers are as comfortable as possible

Most of our jobs cannot be done from home and are essential to the safety and health of our communities.

Some of us are also quarantined after being exposed to COVID-19 in our workplaces or communities. We are worried about the health and safety of our families and communities and if we get sick how we will be able to support ourselves if we are unable to work. We share these concerns with millions of workers throughout our industries and our state.

Advocacy Efforts

UFCW 21 is working with state and local government to advocate for workplace safety and ensure access to the paid leave and benefits people need to safely stay home if they are in a high-risk group, sick, or under quarantine. We are also working to ensure necessary supports, such as child care, for health care, pharmacy and grocery store workers who remain at work on the front lines of the crisis, providing essential services to our community.

  • We are working with public health agencies to maintain recommendations for the safest level of personal protective equipment for front-line health care workers. While this virus is still being understood, health care workers deserve the highest level of assurance that caring for patients will not put them, their families, and their community at unnecessary risk.

  • We have worked with state agencies to increase workers’ access to benefits and leave when they are affected by this outbreak, and they are moving to do so by opening up access to workers compensation and unemployment insurance.

  • We are working with city governments to prevent utility shut-offs for those impacted by the crisis, as Seattle is doing.

  • We are working with city governments to prohibit or limit evictions during the crisis.

  • We are asking our employers to follow public health guidelines for employers so that everyone who needs to work can be safe, and everyone who needs to stay home can do so. No one should be forced to choose between making rent and keeping their co-workers and community safe.

  • We are working with public health authorities to ensure that all of our employers, including grocery stores and other retailers, understand and implement industry-specific best practices for reducing the risk of transmission.

  • We were a leader on the citizen initiative that passed paid sick leave statewide in our state, meaning that nearly a million workers in Washington have paid sick leave who did not have it before.

Here is what you can do:

Practice Zero Tolerance for Discrimination

UFCW 21 Asian Pacific Islander (API) members and community are being targeted. We at UFCW 21 have no tolerance for discrimination, racism, and xenophobia. There is no basis for assuming someone’s risk of illness or exposure based on their race, nationality, language, or country of origin. Misinformation and discrimination is harmful and makes it harder to contain this virus that threatens us all. For resources on how to prevent and respond to discrimination, go to Asian Pacific American Labor Alliance or King County Public Health.

Take Care of Yourself

We’re all doing our part to be healthy and safe. Please help us, and all workers who serve the public, by staying home when you are ill, alerting your health care provider if you are planning to come to a clinic or hospital with COVID-19 symptoms, practicing social distancing and following all public health recommendations.

Use your Union Power to protect yourself, your co-workers, and our community

As union workers we have the right and responsibility to speak up for health protections that will make us and our community safer.

Do you feel unsafe at work?

Do you have questions about what your employer and co-workers should be doing to minimize risk?

Do you feel under pressure to put your health at risk in order to protect your income during this crisis?

Washington State UFCW and Teamster Local Unions reach understanding with Safeway/Albertsons to better support and protect Grocery Store Workers and Community

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This weekend, UFCW 21, 367, 1439 and Teamsters 38 reached an understanding with Safeway/Albertsons to better support and protect grocery store workers and shoppers in this time of need due to the Coronavirus.

This resolution includes:

  • More flexibility for schedules to accommodate childcare.

  • Joint hiring hall to allow for more workers to get work in the stores.

  • Up to two-weeks of pay for workers diagnosed with COVID-19 or workers required to self-quarantine, before needing to access sick leave and other contractual paid leave.

  • Agreed to jointly work with State and Federal government to treat Grocery Store Workers as first responders and set up a childcare fund for Grocery Store Workers.

  • Expanded use of paid sick leave to cover childcare needs.

  • Agreed to further discussions of ways to meet workers’ childcare needs.

  • Ensure workers do not lose eligibility for medical coverage or lose vacation accrual while out on sick leave.

  • Temporarily allow the employer to bring in extra outside help to make sure we are able to serve our communities during this crisis—provided bargaining unit employees are offered hours first, including overtime.

  • As always, any work done in the meat cutter classification will only be performed by individuals qualified and licensed (where necessary) to perform such work.

If you have questions, please contact your Rep
You can follow important union updates and find information and resources at www.ufcw21.org/safety-at-work and on the UFCW 21 App.

RESOURCES FOR WORKERS DURING THE COVID-19 OUTBREAK

Updating Regularly

En Español

UFCW 21 is building a powerful union that fights for economic, political and social justice in our workplaces and in our communities. We offer this list of resources gathered from social agencies, community, and allies to assist our members, future members, families, and communities during the COVID-19 outbreak. Our intent is to include as much information as possible to serve working people and most impacted communities, so feel free to share this within your networks. If you experience difficulty with accessing these resources, have additional helpful resources to add to this list, or suggestions on how we could better share this information, please contact us. To receive important updates from the union, be sure your contact information is up to date.

UFCW 21 UNION RESOURCES: 


INFORMATION ABOUT CORONAVIRUS / COVID-19 

Washington State Department of Health 

Washington State coronavirus hotline: 1-800-525-0127 (phone lines staffed from 6am to 10pm, seven days a week) 

Centers for Disease Control 

Centers for Disease Control website for Health Care Workers 

County Public Health Departments/Districts updates and guidelines: 

Coronavirus information by and for the disability community

World Health Organization’s “Myth-Busters” page


HEALTH CARE / HEALTH INSURANCE 

If you don’t currently have insurance:

A Special Enrollment Period has been extended due to the COVID pandemic, which means you can purchase insurance on our state health exchange anytime before August 15, 2021. The American Rescue Plan may also help you receive additional tax credits that could significantly decrease your monthly premiums. To enroll in health insurance through Washington Healthplanfinder:

  • Contact an Exchange-certified Broker, Navigator, enrollment center or the Customer Support Center at 1-855-923-4633; TTY: 855-627-9604, anytime 7:30 a.m. - 5:30 p.m. Monday-Friday to initiate coverage during this special enrollment period. Language assistance and disability accommodations are provided at no cost. For more information on getting free help from local experts, click here. 

In addition, current state health plan customers whose income has changed due to a reduction in work hours during the COVID-19 state of emergency, or anyone who has lost employment altogether, should report income changes. You may be eligible for Washington Apple Health or increased subsidy assistance to pay for your premiums. More information is available here.

Apple Health (Medicaid): In Washington State, Medicaid is called Apple Health. Apple Health provides preventative care, like cancer screenings, treatment for diabetes and high blood pressure, and many other health care services. Apply or get more info here.

Online/Telemedicine options from the Union Sound Health and Wellness Trust:

PPO Members:

Kaiser Permanente Members:

COVID-19 Updates and Resources from the Sound Health and Wellness Trust


HOUSING RESOURCES

Eviction and Rent Increase Moratorium

Governor Inslee has halted all evictions in residential or commercial properties in Washington State until at least June 30, 2021, unless a landlord, property owner, or property manager attests that an eviction is a response to a significant and immediate risk to the health, safety, or property of others created by the resident or the property owner is going to begin living in the unit or selling the property. This means landlords, property owners, and property managers in our state are not allowed to evict or threaten to evict tenants who can’t pay rent. They are not allowed to issue any kind of notice that would require a tenant to vacate a housing situation, including: eviction notice, notice to pay or vacate, notice of unlawful detainer, notice of termination of rental, or notice to comply or vacate.

They also cannot charge (or threaten to charge) late fees for nonpayment or late payment of rent. They cannot send tenants to collections over unpaid rent unless they can show a court that they offered the tenant a reasonable repayment plan based on the individual circumstances of that tenant. And they can’t charge rent for housing that’s not accessible or able to be used right now because of COVID-19.

  • If you have received a notice to pay or vacate, a court summons, a 20-day notice, or anything related to a potential eviction: You or an advocate can report a potential eviction to the state Attorney General’s office through the form on their website, by email at civilrights@atg.wa.gov, or contact them via phone at (833) 660-4877 and leave a general message by selecting Option 1.

Other housing resource information:

The Tenants Union of Washington has more information on tenants’ rights, including a tenant hotline. Find phone numbers and hotline hours here.


REDUCED HOURS / TEMPORARY SHUTDOWNS / QUARANTINE / UNEMPLOYMENT 

Washington State’s Employment Securities Department has a website for workers who are affected by the coronavirus outlining what state benefits are available to you if you are: 

  • Quarantined 

  • Ill or being tested 

  • Affected by reduced hours, temporary shutdowns, or layoffs 

  • Facing loss of employment 

and other scenarios related to coronavirus/COVID-19. We have been working closely with our state to ensure members have access to as many benefits as possible. 

Unemployment Law Project can give free legal advice about unemployment benefits. Free interpretation is available for all languages.


DISCRIMINATION 

Our allies at Asian Pacific American Labor Alliance (APALA) have helpful information about how to fight discrimination against Asian American and Pacific Islander working people during this coronavirus outbreak. 

King County Public Health has an outline of public resources for people facing discrimination during this outbreak and for talking to others about why stigma and discrimination are harmful.

National Center for Transgender Equality’s guide for trans people around COVID-19 (includes links to LGBTQ-friendly medical providers databases)


IMMIGRATION 

Many community members may have questions about how their immigration status could impact their ability to access medical care. The Northwest Immigrant Rights Project has information in English and Spanish.

Tenga o no documentos legales, usted tiene el derecho de recibir atención médica. El recibir atención médica en el estado de Washington no le afectará en el momento que pueda arreglar su situación migratoria.

Para más información legal, vea este video de parte del Proyecto para los Derechos del Inmigrante del Noroeste.

Si desea más información sobre la “Carga Publica,” vea esta liga.

DACA Scholarship Fund: Thanks to the Seattle Office of Immigrant and Refugee Affairs, Facebook App & El Centro de la Raza, $75,000 will be available to cover DACA renewal fees. Scholarship funds are available to individuals who have or previously had DACA status, have a completed DACA renewal application, and who reside in Seattle, or work in Seattle, or go to school in Seattle. Successful DACA scholarship grantees will receive a check made out to the Department of Homeland Security to submit with their DACA renewal application. All application processes will require the completion of an eligibility form and a 30-minute video or phone appointment with an El Centro staff member.

Fondo de Becas Para DACA: Gracias a la Oficina de Asuntos de Inmigrantes y Refugiados de Seattle, Facebook y El Centro de la Raza, $75,000 estarán disponibles para cubrir las tarifas de renovación de DACA.

Our community allies are offering resources to those in need:

OneAmerica resources:

https://weareoneamerica.org/2020/03/23/covid-19-coronavirus-resources-for-immigrants-recursos-para-inmigrantes

WSCADV resources:

https://wscadv.org/news/response-to-coronovirus-resource-round-up


CHILDCARE 

Public Health guidelines for gatherings of children and youth while schools are closed

Washington State’s database of licensed childcare providers (call 1-800-446-1114 for help from a child care specialist if you’re not sure what you’re looking for)

Childcare assistance for members of federally recognized tribes

KING COUNTY:

Emergency childcare support may be available at no cost if you work in health care, a pharmacy, or a grocery store in King County. When accessing these resources, ask for a union childcare provider if available.

  • If you are in the city of Seattle, fill out this form to request childcare

  • If you are in King County but outside the city of Seattle, you should call Child Care Resources at 1-800-446-1114 and let them know where you work and that you need childcare.



UTILITIES 

If you are worried about paying utility bills, contact your local utility and see if you are eligible for a deferred payment plan if your financial stability has been jeopardized by COVID-19. 

Puget Sound Energy will not have customers accrue late fees during this time and will not be disconnecting customers. at this time. They have options such as payment plans and new billing dates.

Seattle: 

If you are experiencing financial hardship because of COVID-19, call Seattle City Light and Seattle Public Utilities at 206-684-3000 to set up a deferred payment plan. They will help keep your utility service going uninterrupted. Translation services are available over the phone.  

The City of Seattle has pledged to keep all customers’ utilities on for the duration of the COVID-19 Civil Emergency period.  

Seattle also has a Utility Discount Program offers income-eligible customers a 60% discount on their Seattle City Light bill and a 50% discount on their Seattle Public Utilities bill. 


FINANCIAL RESOURCES

Disaster Cash Assistance Program: Our state’s Department of Social and Health Services (DSHS) has activated the “Disaster Cash Assistance Program” starting April 27, 2020. If you are not eligible for other cash benefits, you can apply for help with DSHS. Applying requires a phone interview. Call 877-501-2233 to apply, or apply online at WashingtonConnection.org and then call the same number to complete your interview. They can determine your eligibility for all available programs through one interview.

NOTE: DSHS warns that many people are calling and you may have to wait—they recommend calling before 11am.

Financial assistance is available through the Washington State Labor Council’s Foundation for Working Families.

Washington State has compiled a list of financial resources for people in our state.

Emergency Assistance Program through our state’s Economic Services Administration can offer emergency food assistance, cash assistance, and medical assistance. More info here.


 MENTAL HEALTH 

A guide to “Taking Care of Your Mental Health in the Face of Uncertainty” from the American Foundation for Suicide Prevention.

If you or a family member needs emotional or mental health support, or treatment resources for substance use, please consider calling the Washington Recovery Help Line at 1–866–789–1511.

Resources for people in crisis:

List of Alcoholics Anonymous online meetings

Substance Abuse and Mental Health Service Administration’s National Helpline: 1-800-662-HELP (4357) SAMHSA’s National Helpline is a free, confidential, 24/7, 365-day-a-year treatment referral and information service (in English and Spanish) for individuals and families facing mental and/or substance use disorders.


DOMESTIC VIOLENCE, SEXUAL ASSAULT, & STALKING

We know that home is not a safe place for everybody, and that people are being quarantined or spending more time at home right now. Please reach out if you need support. 

  • National Domestic Violence Hotline: 800-799-SAFE; or 800-787-3224 (TTY) 

  • King/Snohomish/Pierce County Deaf Hotline: 206-812-1001 (videophone) 

  • NW Network of Bi, Trans, Lesbian and Gay Survivors of Abuse: 206-568-7777 

  • API Chaya (culturally competent safety services for API & South Asian people): 1-877-922-4292 

  • ReWA (for immigrants and refugees): 206-721-0243 

From our allies at the Washington State Coalition Against Domestic Violence, more resources:


RESOURCES FOR KIDS 



INTERNET ACCESS


UNION JOBS NOW HIRING


Frequently Asked Questions from UFCW 21 Members about coronavirus/COVID-19

En Español

Note to all members: One of the most important ways we can prevent the spread of this illness is to stay home from work if you are feeling ill. If you have any questions about your right to stay home from work, contact your Union Rep or the Rep of the Day immediately 206-436-6578. The UFCW 21 office number is 1-800-732-1188

If you believe your employer is not following proper safety guidelines or you would like to report safety concerns, send your name, workplace, contact information, and a description of your concerns to: safetyreport@ufcw21.org

Frequently asked questions from members about novel coronavirus/COVID-19  

For Frequently Asked Questions for Health Care Workers Scroll down further

Note: we will continue to update this post as questions arise and new information becomes available. 

Q: How serious is the illness caused by this new virus?  

A: According to King County Public Health, it appears that the majority of the reported illnesses are mild, with fever and cough, but a smaller percentage of cases are severe and involve pneumonia, particularly in elderly people and people with underlying medical conditions. People have died of this illness, so it’s important to try and stop it from spreading as best we can. 

Q: Who is in a “high risk” category for serious illness from this virus? 

A: Because this is a new virus, scientists and public health experts are still studying it. Currently, the national Centers for Disease Control (CDC) says the highest risk categories are older adults and people who have serious chronic medical conditions like heart disease, diabetes, and lung disease. The list of health conditions that may put you at higher risk has changed as new research is done, so it’s a good idea to check the CDC’s website for up-to-date info if you have questions. Note: If you are over 65 or in a medical high-risk category, you have specific rights at work in Washington to help protect your safety. Find a page about those rights here.

Q: I feel sick, what should I do? 

A: If you have symptoms like a cough, fever, shortness of breath, or other respiratory problems, you should call your health care provider or the Washington State COVID hotline at 1-800-525-0127 (this hotline is open 6am to 10pm Mon-Fri, 8am to 6 pm weekends & holidays). In King County, you can reach the county’s call center from 8am to 7pm at (206) 477-3977. Call your health care provider before you go in to see them so they can prepare their staff and stay safe while they treat you. You should also stay home from work and away from public places. 

Q: I feel sick, but I don’t want to stay home from work.  

A: One of the absolute most effective ways to prevent the spread of this illness is to stay home if you are sick. We have fought hard for the right to paid sick leave and other leave language in our contracts, and we have the right to use it. Under Washington State paid sick leave, your employer cannot ask you for a doctor’s note until the 3rd day of your illness, and they cannot retaliate against you for taking your paid sick time. Many contracts have additional sick leave, PTO, or other leave benefits you may be able to utilize. Use your contract and ask a Shop Steward if you need help.  

Q: I feel sick, but I’m out of paid sick time.  

A: You should let your manager know as soon as possible that you feel unwell and need to go home or stay home. Our employers should be following the CDC’s best practices for employers right now, which includes encouraging people to stay home when they are sick, and we are talking to employers at the highest level to ensure members can stay safe. Many workplaces have negotiated COVID agreements that include If you have any issues, call your Union Rep or the Rep of the Day as soon as you can so they can help. 

Q: What should I do During school closures IF I don’t have childcare?  

A: Both Washington State and the City of Seattle have made clear that you can use Paid Sick Leave when your child’s school is closed and you don’t have childcare. We are working with employers regarding the importance of following public health guidelines during an outbreak, which includes being flexible about giving workers who need to stay home access to paid leave. We are also working as quickly as we can with employers, our friends in the labor movement, community allies, public agencies, and our state government to find more childcare solutions. This is an emerging situation and we will keep you updated as we get new answers. Your Shop Steward or Union Rep are ready to help you advocate for yourself and your family if you are navigating a difficult circumstance. 

Q: Will I have access to pay or benefits if I am quarantined due to COVID-19?  

A: Washington State has made an emergency ruling that health care workers and first responders have access to workers compensation benefits if they are quarantined. We are currently working with the state and our employers to ensure everyone has access to paid leave and benefits if they are quarantined. If you or a coworker is quarantined, contact your Shop Steward or Union Rep as soon as you can. 

Q: How can I make sure my employer is following proper safety guidelines for my workplace?  

A: Your employer should be providing you with access to hand sanitizer and tissues, hands-free garbage cans to throw away tissues, breaks for hand washing, and should be ensuring that all high-touch surfaces in your work area are cleaned regularly. The guidance we have received from public health experts is that the frequency of cleaning and sanitizing work areas and customer areas depends on the level of use and level of contact. Employers should ensure the hourly cleaning and sanitizing of common surfaces or surfaces that get regular contact. If the level of use/contact by customers or workers is high, they may need to be cleaned even more frequently. King County Public Health issued guidelines for retail food establishments on March 5.

Q: Should I be wearing a mask to work?

A: The recommendations have changed over time, but at this point it is clear that masks are very likely to help prevent the spread of COVID and in Washington they are required in many situations. Your employer should be providing you with all appropriate protective equipment for doing your work safely and complying with safety regulations. You can find a document that covers which masks are appropriate for what kind of work situation right here.

Q: WE HAD A CONFIRMED COVID-19 CASE AT MY WORKPLACE, WHAT IS MY EMPLOYER SUPPOSED TO DO TO MAKE SURE OUR WORKPLACE IS CLEAN AND SAFE?

A: The CDC has guidelines for cleaning, disinfecting, and sanitizing public places and workplaces. Anyone who is involved in this process should be given adequate training and appropriate PPE for the cleaning and chemicals used. Your employer should follow the CDC’s guidelines, and if they do not, you should let your Union Rep know or email us at safetyreport@ufcw21.org.

Frequently asked questions from health care members 

Q: WHAT ARE THE STATE’S GUIDELINES FOR COVID SAFETY IN HEALTH CARE SETTINGS?

A: In September 2020, our state’s Department of Health and Departments of Labor and Industries responded to concerns from health care workers experiencing outbreaks at their hospitals with very clear, enforceable guidelines for health care workers and employers regarding PPE, training, infection control, and more. You can find that document, called a Joint Hazard Alert, right here.

Q: Is my employer required to provide me with personal protective equipment (PPE)? 

A: Your employer is required to provide you with any and all equipment required to do your job safely and training to use it correctly. The CDC is offering guidelines for health care workers, and you should review these regularly to stay up to date and ensure your employer is complying with these guidelines.

You can find CDC guidelines here.

Their Frequently Asked Questions document, covering PPE for transporting patients, asymptomatic patients, and EVS workers, is here.

Q: I heard the CDC CHANGED their interim guidelines for what kind of precautions and PPE we should be using, is that true? 

A: As of 3/10/20, the CDC has updated their interim guidelines to say that when there are limited supplies of PPE like N95 masks and PAPRs, facemasks are an acceptable alternative. During a time of respirator shortage, “available respirators should be prioritized for procedures that are likely to generate respiratory aerosols.” When the supply chain of respirators is restored, health care personnel should return to using respirators when caring for patients with suspected or confirmed COVID-19. We are advocating with government bodies and employers for health care workers’ right to the highest level of protection at work while also maintaining enough PPE for everyone. You can find our most recent public releases on this issue here and here

Q: What should I do if I am asked to do something I think is unsafe? 

A: We have a whole separate Q&A on your right to refuse unsafe work assignments. If you are being asked to do something unsafe at work, you should call your Union Rep (or call 1-800-732-1188 to be connected) or call the UFCW 21 Rep of the Day 206-436-6578.

Q: Do I have to use my PTO if I am exposed to COVID-19 at work and quarantined?  

A: We expect employers to put workers on paid leave when they are quarantined, and many health care employers have already agreed to use Paid Admin Leave. The State of Washington has also ruled that health care workers and first responders can access L&I benefits when they are quarantined. 

Q: I received a letter from employee health notifying me that I was exposed to a patient that recently tested positive for COVID-19 and that I was to stay home in quarantine for the next 14 days. But my manager said I just needed to mask up and come in to work, is that true?  

A: Public Health officials ask that people who have been exposed to a communicable disease to stay at home and avoid contact with other people. If you are asked to come into work after being advised to stay home due to exposure, contact your Shop Steward or Union Rep immediately. If you have symptoms like a cough, fever, shortness of breath, or other respiratory problems, you should call your health care provider or the Washington State hotline at 1-800-525-0127 and press #.

If you have further questions:  

Our main office line: 1-800-732-1188  

Rep of the Day line: 206-436-6578 

 Look up your Union Rep and their contact info: ufcw21.org/find-a-contract 

We are monitoring this situation and updating our website at: ufcw21.org/safety-at-work  

If you believe your employer is not following proper safety guidelines or you would like to report safety concerns, send your name, workplace, contact information, and a description of your concerns to: safetyreport@ufcw21.org 

JOINT STATEMENT FROM SEIU HEALTHCARE 1199NW, WASHINGTON STATE NURSES ASSOCIATION AND UFCW 21 ON PROHIBITION OF LARGE EVENTS DURING COVID-19 OUTBREAK

FOR IMMEDIATE RELEASE:
Wed., March 11, 2020

CONTACT:

Amy Clark,
SEIU Healthcare 1199NW
amyc@seiu1199nw.org
425.306.2061

Ruth Schubert,
Washington State Nurses Association
rschubert@wsna.org 
206.713.7884

Sarah Cherin,
UFCW 21
scherin@ufcw21.org
206-436-6580

JOINT STATEMENT FROM SEIU HEALTHCARE 1199NW, WASHINGTON STATE NURSES ASSOCIATION AND UFCW 21 ON PROHIBITION OF LARGE EVENTS DURING COVID-19 OUTBREAK

As nurses and healthcare workers providing essential care to patients in hospitals, clinics, and housing and shelters across Washington state, we applaud Gov. Jay Inslee and the leaders of King, Pierce and Snohomish Counties for taking the necessary step of limiting large gatherings during this stage of the COVID-19 outbreak.

Prohibiting events is a common-sense measure that will help protect our community members from the novel coronavirus.

This measure will also help frontline health care workers and our health care system as a whole effectively respond to this crisis by “flattening the curve” of coronavirus patients seeking care. As health care workers on the front lines of responding to this public health emergency, we support all efforts to reduce the impact on our ability to provide care by lowering the daily number of patients coming into a system that is already stressed by the growing number of COVID-19 patients.

We understand that state and local governments and public health agencies are responding proactively to the existing risks created by this new disease in an effort to minimize those risks and keep our healthcare delivery system accessible to all who may need it.

In our role as caregivers, we are often called on to tell patients the truth about their health. The truth we want our community to hear is this: Social distancing, like that enforced by the measure announced today, is one of the very best ways to prevent the spread of epidemic illness. This temporary change in behavior will help protect all of us from the spread of COVID-19, as well as from cold and flu illnesses common during this time of year.

The most vulnerable COVID-19 patients—those age 60 or older or with underlying health conditions—may need intensive hospital care, and it is essential that we preserve hospital intensive and critical care beds for those most vulnerable patients. Social distancing is a public health measure that will help prevent our health system from being overwhelmed, and will make it easier for anyone with the novel coronavirus to access necessary hospital care.

As nurses and health care workers, we care deeply for our patients and take pride in the roles we play on the front lines of patient care, particularly during a time of heightened concern for community health. Our continued safety during this outbreak is critical to our ability to continue to provide quality patient care. We continue to call on the CDC to proactively and effectively target the supply of respirators and use other controls to reduce the risk of infection in health care workers, knowing that our professionals are at the highest risk of infection. We will continue to work closely with health care employers and with federal and local public health agencies to ensure all caregivers have access to the highest level of personal protective equipment available so we can continue to provide the high-quality health care our communities require.

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About SEIU Healthcare 1199NW
SEIU Healthcare 1199NW is a union of nurses and healthcare workers with over 30,000 caregivers throughout hospitals, clinics, mental health, skilled home health and hospice programs in Washington state and Montana. SEIU Healthcare 1199NW’s mission is to advocate for quality care and good jobs for all.

About WSNA 
WSNA is the leading voice and advocate for nurses in Washington state, providing representation, education and resources that allow nurses to reach their full professional potential and focus on caring for patients. WSNA represents more than 17,000 registered nurses for collective bargaining who provide care in hospitals, clinics, schools and community and public health settings across the state. 

About UFCW 21 
UFCW 21 is working to build a powerful union that fights for economic, political and social justice in our workplaces and our communities. We represent over 45,000 workers in retail, grocery stores, health care, and other industries in Washington state. 

State’s largest hospital and clinic unions call for highest possible level of personal protection for caregivers during COVID-19 outbreak

FOR IMMEDIATE RELEASE:
Tues., March 10, 2020

CONTACT:

Amy Clark,
SEIU Healthcare 1199NW
amyc@seiu1199nw.org
425.306.2061

Ruth Schubert,
Washington State Nurses Association
rschubert@wsna.org 
206.713.7884

Sarah Cherin,
UFCW 21
scherin@ufcw21.org
206-436-6580

JOINT STATEMENT FROM WASHINGTON STATE NURSES ASSOCIATION, SEIU HEALTHCARE 1199NW AND UFCW21 ON PERSONAL PROTECTIONS FOR HEALTHCARE WORKERS

State’s largest hospital and clinic unions call for highest possible level of personal protection for caregivers during COVID-19 outbreak

The CDC has announced new interim recommendations on the use of personal protective equipment (PPE) for situations where adequate supplies are unavailable. The CDC recommendations state that face masks are an acceptable alternative when the supply chain of respirators cannot meet the demand. We maintain our position that N-95 respirators are the gold standard and are necessary protec­tion for our nurses and healthcare workers caring for suspected and confirmed COVID-19 patients, and the CDC agrees that when the supply chain is restored, providers should return to the use of N95s. The CDC states that “This interim guidance has been updated based on currently available information about COVID-19 and the current situation in the United States, which includes reports of cases of community transmission, infections identified in healthcare personnel (HCP), and shortages of facemasks, N95 filtering facepiece respirators (FFRs) (commonly known as N95 respirators), and gowns.”

The supply shortage must continue to be addressed in the most aggressive way possible. We continue to call on the CDC to proactively and effectively target the supply of respirators and use other controls to reduce the risk of infection in health care workers, knowing that our professionals are at the highest risk of infection. The federal government should do all in its power to increase the supply of N-95 respirators and other PPE, which includes releasing the national stockpile and targeting supplies to areas where the outbreak has already occurred; incentivizing U.S.-based companies to produce more N-95s; and promoting the use of powered air purifying respirators (PAPRs) in health care settings.

We additionally call on hospitals, clinics and other health care facilities to provide personal protective equipment in an equitable manner. All health care workers—providers, nurses, technical staff and service workers including environmental services janitorial staff—who have the potential for direct or indirect exposure to COVID-19 must be afforded the same standard of PPE. Furthermore, many health care workers speak English as a second language. Instruction in the use of PPE and in safe work practices in environments where COVID-19 may be present must be provided in multiple languages and in clear, uncomplicated phrasing in order to increase access to essential information.

As nurses and health care workers, we care deeply for our patients and take pride in the roles we play on the front lines of patient care, particularly during a community health crisis like the one presented by COVID-19. We are committed to the health of our patients and our communities. We will continue to work closely with health care employers and with federal and local public health agencies to ensure all caregivers have access to the highest level of PPE available so we can continue to provide the high-quality health care our communities require.

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About SEIU Healthcare 1199NW
SEIU Healthcare 1199NW is a union of nurses and healthcare workers with over 30,000 caregivers throughout hospitals, clinics, mental health, skilled home health and hospice programs in Washington state and Montana. SEIU Healthcare 1199NW’s mission is to advocate for quality care and good jobs for all.

About WSNA 
WSNA is the leading voice and advocate for nurses in Washington state, providing representation, education and resources that allow nurses to reach their full professional potential and focus on caring for patients. WSNA represents more than 17,000 registered nurses for collective bargaining who provide care in hospitals, clinics, schools and community and public health settings across the state. 

About UFCW 21 
UFCW 21 is working to build a powerful union that fights for economic, political and social justice in our workplaces and our communities. We represent over 45,000 workers in retail, grocery stores, health care, and other industries in Washington state. 

Washington State: COVID-19 emergency rules that allow for expanded access to unemployment insurance.

UFCW 21 has been working closely with our elected officials and government agencies to ensure our members’ needs are considered as we respond to the COVID-19 outbreak. The Employment Security Department’s emergency rules allow for expanded access to unemployment insurance benefits have now gone into effect.

For example:

  • Workers may receive unemployment benefits and employers may get relief of benefit charges if an employer needs to shut down operations temporarily because a worker becomes sick and other workers need to be isolated or quarantined as a result of COVID-19.

  • Standby will be available for part-time workers as well as full-time workers, as long as they meet the minimum 680 hours.

  • Workers that are asked to isolate or quarantine by a medical professional or public health official as a result of exposure to COVID-19 may receive unemployment benefits and work search requirements could be waived, so long as they have a return date with their employer. The return to work date can be the date the isolation or quarantine is lifted.

  • If a worker falls seriously ill and is forced to quit, they cannot collect unemployment benefits while they are seriously ill but may be eligible once they recover and are able and available for work.

Click or tap image to download the PDF

Click or tap image to download the PDF

Public Health Recommendations to Minimize the Spread of Novel Coronavirus (COVID-19) in Retail Food Establishments.

These are guidelines from Public Health – Seattle & King County for retail, food, and grocery businesses and workers. If you would like to report safety concerns at your workplace, please speak with your Shop Steward or Union Rep, or email safetyreport@ufcw21.org and include where you work, your safety concerns, and how best to contact you.


March 16, 2020

As of March 16, 2020, King County has updated their guidelines for retail and grocery stores as follows.

Please note: The “retail” guidance seems to have been incorporated into the general essential businesses guidance here: https://www.kingcounty.gov/depts/health/covid-19/workplaces/retail.aspx

The COVID-19 prevention measures and mandatory actions for retail establishments:

Based on CDC guidance and Governor Inslee's Proclamation these establishments must observe the following COVID-19 prevention measures.

Retail establishments must align with COVID-19 prevention measures as follows:

  1. Older adults and individuals with underlying medical conditions that are at increased risk of serious COVID-19 are encouraged not to attend (including employees).

    • Suggestion: Take specific steps to encourage older adults age 60 and above and those with underlying health conditions not to attend. For groceries, banks, and other essential establishments, consider implementing dedicated times exclusively available for highly vulnerable populations.

  2. Social distancing recommendations must be met (i.e., limit contact of people within 6 feet from each other for 10 minutes or longer).

    • Suggestion: Establishments should ask themselves: how close will people be and for how long? Ensure that your business is organized in such way to avoid close contact between people. Washington Department of Health advises that “being within 6 feet of a sick person with COVID-19 for about 10 minutes” constitutes close contact which could result in exposure.

  3. Employees must be screened for coronavirus symptoms each day and excluded if symptomatic.

    • Suggestion: Have a plan to screen employees or volunteers every day. CDC guidelines identify the key symptoms to watch for as fever, cough and shortness of breath.

    • Signage should discourage attendance for any person who has these systems.

  4. Proper hand hygiene and sanitation must be readily available to all attendees and employees.

    • Suggestion: Provide ready access to hand sanitizer and hand sanitizer stations and request employees and customers to abide by personal hygiene recommendations. CDC recommends that people wash their hands often, and if soap and water is not readily available, use hand sanitizer that contains at least 60% alcohol, and to avoid touching your eyes, nose and mouth with unwashed hands.

  5. Environmental cleaning guidelines from the U.S. Centers for Disease Control and Prevention (CDC) are followed (e.g., clean and disinfect high touch surfaces daily or more frequently).

    • Suggestion: Ensure a clean and sanitary environment. Have employees disinfect frequently-touched surfaces such as doorknobs, tables, desks, and handrails. CDC provides detailed environmental and disinfection recommendations.

Additional guidance that retail establishments must adhere to:

Based on CDC guidance, retail and service operators should adopt the following practices:

  1. Encourage staff who can to telework

  2. Consider the following measures to achieve social distances requirement

    • Spacing workers at the worksite

    • Staggering work schedules

    • Decreasing social contacts in the workplace (limit in-person meetings)

    • All break areas must accommodate distancing

    • Reducing the capacity of customers

  3. Strive for flexible leave policies for staff who need to stay home due to school/childcare dismissals.

  4. Place posters and other signage that encourage staying home when sickcough and sneeze etiquette, and hand hygiene at the entrance to your establishment and in other nearby areas where they are likely to be seen by customers and clients.

  5. Provide disposable wipes to ensure frequently used surfaces are cleaned.

  6. Each retail establishments must have a lead employee to ensure compliance with this guidance.

Specifically in grocery stores:

  • Apply the social distancing recommendations to any lines that form inside or outside of the store

  • Prohibit self-serve foods, including hot bars, cold bars and buffets.

  • Prohibit product sampling

  • Appoint a designated sanitation worker at all times to continuously clean and disinfect frequently touched surfaces and meet the environmental cleaning guidelines set by the CDC.


March 5, 2020

Food has not been identified as a likely source of COVID-19 infection at this time; however food businesses can play an important role in both protecting their employees and their customers from coronavirus infection by following the below personal and environmental hygiene practices.  

  • Stay home when you are sick with fever, coughing, and sneezing. 

  • Wash your hands thoroughly with soap and warm water for 20 seconds upon first arriving to work, after using the restroom, before and after eating and frequently throughout the day.  Avoid touching your eyes, nose or mouth. 

  • Provide alcohol based (60%) hand sanitizers for use for both employees and customers by placing them at convenient/accessible locations.

  • Use sanitizing solution (i.e., one teaspoon of unscented household bleach in a gallon of cool water) to frequently sanitize commonly touched surfaces and objects such as electronics, door knobs, faucet handles, counter tops, cash machine key pads, dining tables frequently throughout the day. Change the sanitizing solution at least once every four hours.

  • Consider temporarily limiting self-serve operations.  Examples of such operations include; salad bars, buffets and dispensers.  Replace utensils frequently (approximately hourly) during peak use hours for self-serve style operations.

  • Ensure dishwasher and/or three –compartment sinks are used properly and have the appropriate level of sanitizer for final rinse (50-100 PPM chlorine based sanitizer, follow product label for other approved sanitizers).

  • Ensure sneeze guards are in place where required.

  • If you have food employees at higher risk for coronavirus with underlying health conditions, such as people 60 or older, people with underlying health conditions (heart disease, lung disease, or diabetes) or those with weakened immune systems or those who are pregnant: consider temporarily assigning them to non-public-contact duties.

If you are a food business owner or a food worker and have questions related to your operation please reach out to your Health Investigator or call 206-263-9566 to speak with office staff.  For the latest information, please visit the following site: https://www.kingcounty.gov/coronavirus