As a member of UFCW 3000 you have the right to enforce your Collective Bargaining Agreement (CBA). Your CBA is a legally binding agreement between your Union and the Employer.
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Our Union Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick, Nicole Hardin.
“Despite our best efforts to come up with creative solutions to reach an agreement, Management has left us with no choice. Their unacceptable last, best, and final offer has forced us to call for a ULP strike authorization vote.”
Our Union Bargaining Team met with Management again on September 11 and 12.
Our team arrived at mediation with an open mind, willing to consider creative solutions with the employer to find common ground towards an agreement. Unsurprisingly, the employer did not share the same commitment.
We ended with the employer serving our bargaining team with their “last, best and final” proposal, which triggers the requirement to vote their offer. Their proposal still included the ELIMINATION OF OUR WAGE SCALES and offered the following meager wage increases:
GENERAL WAGE INCREASE
Years of Service: 1-14 | Year 1: 40¢ | Year 2: 45¢ | Year 3:45¢
Years of Service: 15+ | Year 1: 50¢ | Year 2: 50¢ | Year 3: 45¢
$17 Minimum Wage (except Southcenter)
Making matters worse, we have reviewed some of the employer’s actions during the course of negotiation with our attorneys and have determined that Macy’s has committed illegal unfair labor practices (ULPs). In response, UFCW Local 3000 plans to file charges against Macy’s with the National Labor Relations Board.
With the employer presenting an unacceptable final offer coupled with their unfair labor practices, our bargaining team is calling for a ULP STRIKE AUTHORIZATION VOTE on Friday October 6. Exact locations will be announced soon —make sure you are getting all Union communications!
Macy’s Informational Pickets RSVP: bit.ly/macys-info-picket-23
Combined with our informational pickets, we’re in for some action-packed Fridays as we fight to show Macy’s that we stand together in solidarity for a better contract!
A portion of each member's union dues is sent to the UFCW 3000 Strike and Defense Fund, which is earmarked exclusively for activities associated with strikes. These activities encompass the purchasing of essential supplies, the facilitation of strike authorization votes, and, most importantly, the payment of strike benefits to workers on the picket line.
This fund has experienced significant growth over the years, amassing an impressive sum nearing $30 million. In the near future, our Union Executive Board will convene to determine the precise strike benefit for members who withhold their labor and commit to picketing for a minimum of 20 hours per week. This stipend helps avoid some of the financial impact members on strike and ensures that we have the resources to secure a favorable contract.
We will send out an update after our member-led Union Executive Board finalizes our strike benefit.
Our fight continues for the reinstatement of subsidized parking and promotion of item benefits. Currently the results of the decertification vote are pending certification with the National Labor Relations Board (NLRB) while one of our ULPs is being resolved.
Here is where we stand:
Subsidized Parking and Promotional Items Grievance
An arbitration hearing date is set for Thursday, October 12
Subsidized Parking and Promotional Items ULP
Currently under investigation and pending a hearing with the NLRB
Decertification Election Process ULP
Denied for review by the NLRB
While this process moves through the arbitration and board hearing process, UFCW 3000 continues to vigorously enforce our Collective Bargaining Agreement. If you have any questions or believe there is a contract violation, please feel free to reach out to your union representative Dominick Ojeda at (206) 436-6586.
Mariners (Retail) Collective Bargaining Agreement: Mariners Team Store
I am protected by the National Labor Relations Act to engage in concerted activity with my coworkers, including wearing union insignias or paraphernalia.
Under Section 7 of the NLRA, I have “the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining”
Under Section 8(a)(1) of the NLRA, it is an unfair labor practice for an employer “to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7” of the NLRA.
Our Union Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick, Nicole Hardin.
Our Union Bargaining Team met with Management again on August 24 and 25.
We were cautiously optimistic about these dates because it was the first time we met in-person since mid-July. We’ve found that in-person negotiations have been more fruitful, and we were anticipating this trend to continue.
We couldn’t have been more wrong. Macy’s started by passing a proposal that regressed to the terms of our June 27 bargaining date, throwing away the progress we had made through supposals over the past two months. This sudden reversal was a significant setback and suggested the Employer's readiness for a contentious round of negotiations.
GENERAL WAGE INCREASE
Years of Service 1-14: Year 1: 40¢, Year 2: 40¢, Year 3: 40¢
Years of Service 15+: Year 1: 50¢, Year 2: 40¢, Year 3: 40¢
$17 Minimum Wage (except Southcenter)
Elimination of all wage scales, limiting the career growth of members,
Elimination of most our holiday pay language, replacing it with the employer’s non-union holiday policy,
REJECTED Union proposal to create a master safety committee,
REJECTED Union proposal that employees will not be disciplined when calling mall security or the police,
REJECTED Union proposal for better vacation accruals,
REJECTED Union proposal for better deficit wipe-offs,
REJECTED Union proposal for a more affordable healthcare option.
In response, our Bargaining Team mirrored this approach, dropping all the movement made during the supposal process just as the Employer had. They left us with no choice since we could not lock in our progress when they were unwilling to do the same.
We are disappointed with Macy’s actions, yet, our disappointment only strengthens our resolve to take whatever action is necessary to win a fair contract. That being said, our Bargaining Team has called for a second round of informational pickets.
September will become a month of action, as informational pickets are again set for Bellingham, Alderwood, and Southcenter. This time, they will span three consecutive Fridays. Our last round of pickets saw the strong showing of UFCW 3000 members and the community, but now it's time to demonstrate that our solidarity has grown even stronger. As we gear up for a potential labor dispute over the holidays, Macy’s will see that our unity remains unshakeable.
In addition to RSVP’ing to an informational picket, our Bargaining Team asks that you attend our next Contract Action Team Meetings to learn more about our next steps. During these meetings we will focus on planning for a possible strike over the holidays, including a Q&A session with the UFCW 3000 Negotiations Director.
We've chosen to delay the strike authorization vote and, in its place, arrange informational pickets, with an eye on early October for a potential vote.
This is because our Bargaining Team had requested information from the employer, but this request remained unfulfilled before our August 24 and 25 bargaining dates. The employer's inability to provide all the requested information made it difficult to fully evaluate the outstanding issues, leading to the decision to postpone the vote. However, the employer has committed to providing the information prior to our next set of bargaining dates, which will help our team make an informed decision about when and if a strike authorization vote is necessary.
As our region again faces wildfire season, wildfires and wildfire smoke may affect us in the workplace and at home. Below are important things to know to stay safe and enforce your rights at work. Here are the most important actions to care for yourself and your coworkers during wildfire season:
Report any safety concerns to your worksite safety committee & management right away, and get support from your Shop Steward and/or Union Rep if your concerns are not addressed.
Get accommodations if needed and exercise your rights—use your sick leave if you become unwell; speak with a health care provider and use FMLA or exercise your disability rights under the ADA if you have a health condition that makes you vulnerable to wildfire smoke.
If your home or work is affected by wildfire and financial assistance would help, speak with your Union Rep about the UFCW 3000 Membership Assistance Fund.
If your workplace, home, or family are evacuated, burned, or otherwise affected by active wildfires:
With a union contract, you have “just cause” protection, meaning you should not be disciplined at work for reasonably having to deal with a circumstance outside of your control like a wildfire that affects your home, work, or commute to work
Make sure to invoke your right to union representation if you are called into a meeting that could lead to discipline (we call these “Weingarten Rights” — read more here)
You have the right to a safe workplace, and if wildfire smoke makes your workplace unhealthy for you, you should be able to address that with your employer and get support from your Shop Steward and/or Union Rep.
You can wear a respirator mask at work that helps protect you against wildfire smoke.
Most masks we wear to protect against COVID do not actually protect against wildfire smoke. The right mask to protect against wildfire smoke is an N95 mask or other respirator with the same or higher level of protection. These respirator masks should have two straps and the word “NIOSH” and/or “N95” or “N100” printed on it.
When the air is smoky, your employer should allow workers to follow basic steps that will help prevent excessive exposure to wildfire smoke—that could include things like reassigning workers to less smoky areas or allowing for extra rest and water breaks away from smoky work areas.
If you or a family member gets sick because of wildfire smoke, you have the right to use Paid Sick & Safe Leave for illness
You may also be able to use your Paid Sick & Safe Leave if your child’s school or place of care, or your worksite has been shut down by a public official due to health-related reasons resulting from exposure to wildfire smoke
If you are vulnerable to smoky air due to an existing medical condition, talk to your health care provider about your workplace and see if they have recommendations for how to keep you safe from smoke exposure. Use FMLA if needed, or exercise your disability rights under the ADA.
“Our picket rocked, but it was just a warmup. Now it’s time to amp up the volume as we gear up for a likely strike authorization vote on our path towards a fair contract!” -Liisa Luick
Our Union Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick, Nicole Hardin.
Our Union Bargaining Team met with management again virtually on August 14, which was our first mediation date since our informational pickets.
Turnout at the Informational Pickets was STRONG and Southcenter, Alderwood, and Bellingham.UFCW 3000 members, community leaders, and politicians came out in force to show Macy’s that we all stand in solidarity for a strong contract. Customers often came up to the pickets to learn more about the event, all of the shocked that our employer is offering less than fifty cents raise despite historic inflation.
This is what power looks like, and Macy’s should consider our pickets a warning about what our collective power can achieve when they push us into action. While we hope the mediator will help us reach an agreement, nothing but a fair contract will stop workers on our action plan to win a fair contact.
The unfortunate part about federal mediation is that our Bargaining Team is not permitted to share details about specific conversations or ideas explored during mediation. Only when an official proposal is passed is our team allowed to share the contents of the proposal. The intent of this rule is to allow both parties to talk more freely about each other’s thoughts without having to commit or risk having them shared with the general public.
That being said, no formal proposal was passed to our Bargaining Team during our August 14 meeting with the mediator. While details of conversation cannot be shared, the team can report that this latest bargaining session was a total waste of time. While the employer seemed visibly angry because of our successful pickets, it felt as if they wanted to frustrate bargaining as a form of retaliation.
But make no mistake, we clearly made an impression on the employer through our solidarity. We will only continue our field campaign until they give in to our simple demands for fair wages, a safe workplace, and respect.
We return to in-person negotiations this week on August 24 and 25, as the employer will be flying into Seattle from Macy’s New York City headquarters. Our in-person sessions have been far more productive, so let’s hope that progress is made this week.
Unless there's significant progress this week, we will likely move forward with a strike vote on September 7th. This won't result in an immediate strike, but it will enable our Bargaining Team to potentially call for one in the future.
Stay tuned for an update next week.
Our Bargaining Team: Dani Fisher & Trevor Peterson
After months of delays, Management finally came to the table to begin contract negotiations with our Bartell Bargaining Team last week. We had deep discussions on:
Bartell/Rite Aid’s plans for addressing ongoing workplace security issues and proactively protecting member safety
How we can make healthcare and other benefits more affordable and accessible for all of us
Clarifying our PTO use and accrual policies, incident reporting procedures, how to access benefit info off the clock, and reaffirming that we have the right to wear Union buttons at work
Both sides came prepared and ready to make up for the time missed, and our team and Management passed language and benefit proposals. We are hopeful that negotiations continue to be productive as we prepare for our next session on September 1, 2023.
Bartell/Rite Aid’s national Director of Labor Relations confirmed during negotiations that we have the right to wear our UFCW 3000 buttons at work. So let’s do it! We’ll be wearing our Union buttons every day so we can show Management that we’re united and ready to fight for the higher wages, affordable benefits, and safer workplaces that we deserve!
Need more buttons? Let one of us or our Union Reps know ASAP so we can get them to you and your coworkers.
We need you, your voice, and your experiences—send pictures of you and your coworkers wearing your Union buttons to our team or our Reps!
Share your story about why you’re fighting for better pay, affordable benefits, or safer workplaces—or all three! Write it down or film a short video and share with our team or our Reps, so our coworkers can get fired up and find their own voice
If you have any questions, contact your Union Representatives Dominick Ojeda @ (206) 436-6586 and Mohamed Bonah @ (206) 436-6514
Allison Hanley and a canine Friend
It pays to know your rights! Your employer must follow the discipline and termination language in your union contract, and if you’re organizing your union or bargaining your first union contract, you still have federal labor rights to protect yourself from retaliation. When UFCW 3000 member Allison Hanley was terminated from the newly organized Downtown Dog Lounge, she felt sure it wasn’t fair and immediately called her union rep for support. After working together and looking at the facts, Allison ended up winning an $8,000 settlement in compensation from her employer! Congrats, Allison.
“The UFCW 3000 staff showed amazingly strong support for me in helping me fight for my rights, educating me about the settlement, and providing me the resources to get a new job at a unionized workplace!”—Allison Hanley
If you’re not sure what’s happening to you at work is fair, call us and ask to talk to your union rep, or to a union organizer if you’re not yet a member! UFCW 3000: 1-800-732-1188
How can your union further your career? What is a union apprenticeship? What's our union doing to create more high-paying and safer jobs in our industries? Michaela talks to fellow UFCW 3000 member Indy about his experience with the union meat cutting apprenticeship program, and then talks to Evan and Andy about the apprenticeship and the new WeTrain workforce development organization.
UFCW 3000 union shop steward Michaela is always ready to answer fellow members’ questions about their union. She’s also a devoted murder podcast listener. Put those interests together, and she decided to start a union podcast to get all her coworkers’ questions and her own questions answered, and to meet as many people as possible who could share what it means to be a part of UFCW 3000. (No murder on this podcast, only solidarity!)
*The information shared on this podcast is offered by rank and file union member leaders of UFCW 3000. There may be inaccuracies or misstatements shared, as members will be speaking from the lenses of their perspectives and life experiences. While members are doing their best to share good information, we can make no claims to 100% accuracy and this podcast should not be construed as legal advice.
“Macy’s says they don’t understand our proposal for a living wage, so let’s take to the streets to explain!” – Nicole Hardin, Bargaining Team Member
Our Bargaining Team met with Management again on July 31, our first date with a mediator from the Federal Mediation and Conciliation Service (FMCS).
FMCS is a U.S. government agency that provides mediation and arbitration services to assist unions and Employers reach an agreement during contentious labor disputes. Since previous talks have been unfruitful, we believe that mediation is a necessary.
Our priorities were clearly articulated to the mediator, with a primary focus on:
Wage Increases: We are resolute in our demand for a fair general wage increase that accounts for historic inflation. We also want an extra wage boost for colleagues who have worked 10 or more years with the company.
Wage Scales: Maintaining and updating our wage scales is crucial to ensuring that our compensation remains competitive, but Macys wants them gone entirely!
Safety: It's a no-brainer—our workplace should be safe for everyone, whether you're a customer or a colleague. We're pushing for a contract that makes Macy's step up and make real changes to improve safety in the store.
Furniture Gallery Hours: We're still not happy about the late-night business hours. It's hurting our commissions, and we think it was a bad move.
Despite or Bargaining Team’s willingness to engage with Management, it seems like Management isn't quite on the same page. The Employer refused to even give us a counter proposal! This means that their previous supposal of a $0.35 general wage increase, coupled with a mere $0.10 for colleagues with 15 or more years of service, remains on the table.
ENOUGH IS ENOUGH. We firmly believe that it is time to take action! Join your co-workers at the informational pickets on Friday, August 11,@ 2pm—4pm. Your participation will send a powerful message to the Employer that we stand together in solidarity for a fair and just contract.
In the event an agreement is not reached this month, we may need to proceed with a strike authorization vote in September. This is not a step our Bargaining Team takes lightly, but it is imperative that we remain steadfast in our pursuit of a contract that addresses our concerns.
How do you become a shop steward, anyway? Why should you bother getting training on your union rights? Why does a union workplace feel different than non-union ones? Michaela meets with UFCW 3000’s Education Director Marc to discuss all the ways members can get more involved in their union, take on leadership roles in the workplace, and get training and education that makes our union stronger.
UFCW 3000 union shop steward Michaela is always ready to answer fellow members’ questions about their union. She’s also a devoted murder podcast listener. Put those interests together, and she decided to start a union podcast to get all her coworkers’ questions and her own questions answered, and to meet as many people as possible who could share what it means to be a part of UFCW 3000. (No murder on this podcast, only solidarity!)
*The information shared on this podcast is offered by rank and file union member leaders of UFCW 3000. There may be inaccuracies or misstatements shared, as members will be speaking from the lenses of their perspectives and life experiences. While members are doing their best to share good information, we can make no claims to 100% accuracy and this podcast should not be construed as legal advice.
On July 27, 2023, OUR first ever contract was RATIFIED!
Thank you for coming out, voting on OUR contract, and ensuring OUR voice is heard. No Kings, Only Solidarity!
Alongside Just Cause protections, we won raises, a labor management committee, and solidified benefits we already had. Our contract only gets stronger after each negotiation and the way we maintain a strong union is by your involvement. The fight for a first contract is a long and hard one and winning such a great contract shows the strength and solidarity our union had throughout the process.
“This is the first ever union in this industry and we’re proud to have built it alongside our coworkers. We can claim increased wages, tenure-based raises, and severance and relocation packages amongst our wins. It hasn’t always been easy, and it won’t ever be, but that’s what fighting for a contract and a union will always be. We look forward to its continuation into the future, wherever CK is, no matter if it’s in Monroe or Hell.”
— Jeff, Bargaining Team Member
Join our union and sign the membership application here!
If you have any questions, please reach out to your Union Representative, Dominick Ojeda at (206) 436-6586
Nicole Hardin ready for work at the Clinique Counter
Nicole Hardin has worked at the Alderwood Macy’s for nearly 16 years. Over the years she and her colleagues have fought for their wages, working conditions, and safety on the job (an increasingly important issue in retail). Nicole has been there for actions at her store, leaflets from leaflets to info pickets in front of the store.
As the attacks on working people have increased, Nicole has stepped up to become a shop steward, “I really enjoy being able to help colleagues clarify the [union] contract, and I enjoy being a person that colleagues can come to and address their concerns.”
When this year’s member bargaining committee was being formed, and the committee needed a beauty advisor from cosmetics on the team, Nicole jumped at the chance to represent her coworkers and department. “It’s been a great experience to see the inner workings of the union [member bargaining committee] and how hard they fight for us.”
And the fight is far from over. Negotiations have been going on since February, and Macy’s is still refusing to pay sustainable living wages to their workers and still needs to address store safety. The Bellingham, Alderwood, and Southcenter stores have all had strong-arm robberies and unruly customers getting physical with Macy’s workers during these negotiations.
Nicole and her coworkers are ready to do whatever it takes to win a fair contract. Info pickets have been scheduled for August 11th, and more actions are planned during what is a very Hot Labor Summer!
Info Picket Signs from the 2018 Macy’s Contract Campaign
Our union Bargaining Team got out of negotiations on Tuesday, July 25, holding on items until we hear from workers like you. Our Bargaining Team is made up of members like you and your coworkers who want to make sure everyone is getting the best deal possible - but we can't do that without you.
We're holding strong on things like a wage increase that meets the cost of living, reimbursement for parking, unlimited ORCA passes, meal vouchers, and more! Your coworkers on the bargaining team feel confident we can win a great contract, but we need to hear from you what your priorities are to get a great deal done.
Take 2 minutes right now to submit this quick priorities list to let us know what's important to you: Kraken Priorities Survey. If you are interested in hearing more about bargaining or being more engaged, reach out to Union Rep Dominick Ojeda @ (206) 436-6586.
Deep Roots members throughout all three locations had a powerful and fun sticker action leading up to a very successful day of bargaining. We were able to reach tentative agreements on Union Recognition, Security and Representation, enabling the union to be recognized in the case of future owners, as well as access to union representation when we need it. There was also movement on fair, progressive discipline procedures that gives multiple opportunities for us to make changes and remain in our jobs. Finally, we offered a counter proposal on bereavement leave and are awaiting a response.
Our union bargaining team is strong and ready to fight for a great contract—are you ready to fight too? Last Friday our bargaining team was prepared to begin negotiations with Rite Aid, but they cancelled. We made use of that day by calling every Bartell worker and informing them about our shop steward training happening on Saturday. We also used that time to inform members about our upcoming bargaining sessions and our priorities moving forward. Member engagement is how we win a fair contract!
Moving forward, we must continue being organized against Bartell or Rite Aid’s anti-union tactics. Management will try to intimidate employees from talking about or to union reps, threaten discipline for union activity, or ignite fear amongst you and your coworkers against taking action for better working conditions.
As a reminder, it is your RIGHT to talk about union things at work.
You also have strong contract language that permits you to talk to your union representatives while working as well. If you are told by a manager, supervisor, or someone in corporate that you cannot talk about the union or that you will be disciplined for that, call your union representative immediately.
Our next bargaining dates are set for August 10 and 17. Continue talking to your coworkers about their priorities, their rights, and getting more people involved in our fight for a fair contract!
Your Union Reps:
Dominick Ojeda: (206) 436-6586
Mohamed Bonah: (206) 436-6514
“Macy's has ignored us for too long, but we won't stay silent anymore! It's time to take charge, hit the streets, and make our voices heard loud and clear!” — Azia Domingo, Bargaining Team Member
Our Union Bargaining Team met with Management again July 18 and 19, with Macy’s maintaining their persistent disregard for our concerns.
On the first day, Macy's Management lashed out at our team, complaining that our proposal would mean too many raises for workers and taking issue with our idea to rework the wage scale for better career advancement.
The breaking point came when the Employer's supposal (non-committed proposal) offered a lower wage increase than their previous one. Seeing no progress, our Bargaining Team canceled bargaining on July 20 and instead visited worksites to talk to workers directly and present our strike pledge card to management.
ENOUGH IS ENOUGH! We are not going to make any progress unless we take to the streets, therefore, an informational picket has been announced for August 11! Let this be a warning for the employer, our picket will only be a practice for a strike if they fail to offer us a fair contract with a fair wage increase!
In the meantime, we have reached out to a federal mediator to join our table to assist in reaching an agreement. We have scheduled bargaining dates with the mediator on August 1, 14, 24, and 25.
Southcenter: August 2, 3-4PM - Southcenter Mall Food Court (2800 Southcenter Mall, Seattle, WA 98188)
Alderwood: July 31, 3-4PM - Elemental Pizza (3000 184th St SW #948, Lynnwood, WA 98037)
Bellingham: August 3, 1-2PM – Bellis Fair Mall Food Court (One Bellis Fair Pkwy, Bellingham, WA 98226)
Card Kingdom - Vote Notice
Tentative Agreement Reached
After bargaining for nine months for our first contract, our bargaining team is excited to say we have reached a tentative agreement and we recommended a YES VOTE!
We are proud of a contract that includes:
Relocation packages for those choosing to leave CK or stay due to the move, including severance of 3 weeks + 1 week for every additional year for those who choose to leave
Strong non-discrimination language including language requesting all employees be referred to by the names and pronouns they choose. This includes progressive discipline for those who do not refer to fellow employees by the name and pronouns they choose.
Required anti-bias and de-escalation training for all employees covered in this agreement and all new employees within 120 days.
More PTO and holidays
Wage increases for the duration of the contract.
5 days of bereavement leave that you can take within 12 months of a loss.
Progressive discipline rules and grievance procedures to ensure you’re protected in the workplace and disciplines follow just cause.
LEARN ABOUT YOUR CONTRACT PRIOR TO THE VOTE ON ZOOM!
Monday, July 24: 9 AM • 12 PM • 6 PM & Wednesday, July 26: 9 AM • 12 PM • 6 PM
Card Kingdom (Collections Office) 5105 Leary Ave NW, Seattle, WA 98107
We are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
