Why we strike: Q and A
/A strike isn't just a halt in our work; it's a collective stand for our rights and the well-being of our patients. According to federal law, we have the right to strike, but we must give the hospital a 10-day notice to ensure patient care isn't compromised.
The prospect of a strike isn't just a last resort; it's a powerful tool that can drive change. It forces Providence to reconsider its stance and acknowledge our proposals. The mere threat of a strike can be as influential as the strike itself, but for it to be effective, we must show that we are united and ready to take action.
The initial step involves voting for strike authorization, allowing our nurse bargaining team to initiate a strike. Throughout negotiations, our team assesses the strike's potential impact. There might be instances where a strike is averted as our team deems a ratifiable contract agreement achievable. Strikes fall into two categories: economic and unfair labor practice (ULP). Economic strikes center around concerns like wage increases proposed by the Employer. In contrast, ULP strikes address issues such as the Employer's involvement in unfair labor practices, such as bargaining in bad faith.
The strike's main goal is to pressure the Employer to accept our proposals. In an economic strike, we stay on strike until a tentative contract agreement is achieved. Then, we resume work and vote on the agreement. During a ULP strike, we strike for a designated period. In both situations we will ask to engage in ongoing contract negotiations with the aim of securing a tentative agreement, and subsequently resume work and then hold a vote on the agreement.
Having an updated email, cell phone, and address is vital to making sure you receive updates and vote notices. Your address on file is where the Union will mail Strike benefit checks.
Make sure your contact information is updated with the Union! >>
FREQUENTLY ASKED QUESTIONS
WILL I RECEIVE PAY WHILE ON STRIKE?
The Executive Board of UFCW 3000 will vote on strike benefits for nurses who take part in strike duty. Strike benefits will not fully replace our wages but will help. They have approved strike benefits of $500 for nurses, members and non-members, who picket a minimum 20 hours a week. Our Union also has a hardship fund to assist members whose families face particularly difficult financial situations. Additionally, food assistance and other financial assistance may be available through community organizations and other unions. Notify your creditors prior to falling behind. Communicate your situation and explore options for reduced payments or refinancing. Prioritize your expenses, placing essentials like mortgage/ rent, utilities, insurance, car payments, gas, child support, and alimony at the top.
WHAT IF THE EMPLOYER LOCKS US OUT?
If the employer chooses to lockout nurses they have to lockout all nurses including non-union members. Workers locked out by their employers are generally eligible for unemployment benefits. The Employment Security Department will determine eligibility for unemployment benefits on a case by case basis.
WILL I STILL HAVE HEALTHCARE BENEFITS DURING THE STRIKE?
There is a lag month under your insurance plan that would keep your insurance through the end of the month.
HOW LONG WOULD A STRIKE LAST?
The duration of a strike is a strategic decision made by the bargaining team. The 10-day notice given to the Employer would likely be for a 3 or 5 day ULP Strike. The key to a successful strike is a united work force and support from our allies and the patients in the community.
I AM A REPRESENTED BY UFCW 3000, DO I HAVE TO STRIKE? HOW MANY WORKERS WILL IT TAKE FOR A STRIKE TO BE EFFECTIVE?
A large active picket line is vital to a successful strike. Every nurse needs to participate—members of UFCW 3000 or not—to prevent the facility from operating as usual. The more nurses we have out on the line, the harder it is for people to cross it. Being at the picket is also the best way to get the latest information on how the strike is going and to show the community that healthcare workers are united in the strike.
WHAT IF I CHOOSE NOT TO STRIKE? WHAT ARE THE CONSEQUENCES OF CROSSING THE PICKET LINE?
There are no sanctions imposed on nurses who cross the picket line or choose not to strike. Crossing a picket line will undermine our attempts as nurses to provide a better framework for the future growth of our profession and achieve our negotiating goals. It also erodes the camaraderie in the workplace, prolongs the strike, and negatively impacts our efforts to work as a team once the strike is settled.
WILL I BE REQUIRED TO NOTIFY MY MANIGER IF I DECIDE TO STRIKE?
No, you will not be required to individually notify your manager. Our Union will be providing strike notice to the Hospital if our bargaining committee decides to invoke a strike. If you feel compelled to give them an answer tell them, “Yes I will be striking and standing with my bargaining team’s decision to strike.”
Macy's Bargaining Dates Scheduled
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Our Bargaining Team has confirmed November 6 & 7 as the next scheduled bargaining dates with Macy’s, marking our first meeting with the employer since an overwhelming 96% of our workers voted to authorize a unfair labor practice strike.
Initially, Macy’s was hesitant to add additional dates to the calendar. After sharing the results of our vote and proposing our next bargaining date, Macy’s responded they already provided their last best and final offer and have “no further proposals” and alleged that negotiations had reached an impasse.
The threat of an “impasse” is an aggressive step, signaling that the employer believes that talks have broken down, all avenues toward an agreement explored, and both parties are unable to make further moves. If a true impasse has been reached, it would allow Macy’s to implement their last offer without seeking the membership’s vote.
Macy’s response was frustrating, as it implies management’s wish to impose a contract offer that worker resoundingly rejected. Although disappointing, such behavior is expected from an employer who has previously engaged in an unfair labor practice against a Bargaining Team member in an attempt to undermine the bargaining process.
Our Bargaining Team firmly believes that we are far from an impasse as there remains much to discuss. To prove that an impasse has not been reached, our team responded to Macy’s that we:
Have further room for movement on our proposals.
Wish to further explore ideas that were discussed in negotiations but not yet fully developed.
Need additional information from the employer to reevaluate the current status of outstanding proposals.
Macy’s eventually agreed to meet with our team on November 6 & 7, but they continue to assert that they believe the parties are at an impasse. We are concerned that their continued insistence that there is an impasse violates the law and signals they are likely not reviewing our proposals, concessions, and requests for information in a good faith manner.
Our Bargaining Team is fully prepared to engage in good-faith negotiations with the employer on November 6 & 7. Nonetheless, we will continue to prepare for an unfair labor practice strike if Macy’s decides to persist in their unlawful conduct.
PICKET CAPTAIN TRAININGS:
Alderwood: October 18 & 27, 12:30PM – 1:30PM
Elemental Pizza (3000 184th St SW #948, Lynnwood, WA 98037)
Bellingham: October 19 & 26, 12:30PM – 1:30PM
Bellis Fair Mall Food Court (One Bellis Fair Pkwy, Bellingham, WA 98226)
Southcenter: October 20 & 25, 12:30PM – 1:30PM
Southcenter Mall Food Court (2800 Southcenter Mall, Seattle, WA 98188)
Everyone is encouraged to participate in our upcoming series of Picket Captain training sessions. These sessions will provide you with the skills and knowledge to become a Picket Captain, a vital workplace leader who plays a central role in preparing for and executing a strike.
Macy’s Bargaining Update 96% VOTE TO AUTHORIZE A ULP STRIKE!
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Our Union Bargaining Team: Azia Domingo, Curtisy Bryant, Emily Hunter, Liisa Luick, Nicole Hardin.
During our October 6 vote, Macy’s workers made a powerful statement with 96% of workers voting to authorize an unfair labor practice (ULP) strike. We said a loud and clear “NO” to Macy’s contract offer!
Our message is straightforward:
We stand united against Macy’s illegal actions targeting Bargaining Team member Liisa Luick.
50-cent raises are no longer enough, especially in light of historic inflation over the past few years.
We demand Macy’s take significant steps in providing a safer environment for both customers and colleagues.
NO TAKEAWAYS!
However, it’s important to note that this authorization doesn’t mean we’ll go on a ULP Strike right away. We remain committed to the negotiation process and are actively working with the Employer and a Federal Mediator to secure additional bargaining dates. We are extending Macy’s another opportunity to meet our straightforward demands. However, if they fail to do so, we may find ourselves on a ULP Strike during the holiday season.
We invite all members to join our upcoming series of Picket Captain training sessions. These sessions will equip you with the skills to become a Picket Captain, a workplace leader who plays a pivotal role in preparing for and implementing a ULP Strike. Picket Captains are essential to the success of our ULP Strike, as they sign up co-workers for picket schedules, can answer co-workers’ questions about a ULP Strike, and help us all work together to secure a fair contract.
PICKET CAPTAIN TRAININGS:
Southcenter: October 20 & 25, 12:30PM – 1:30PM
Southcenter Mall Food Court (2800 Southcenter Mall, Seattle, WA 98188)
Alderwood: October 18 & 27, 12:30PM – 1:30PM
Elemental Pizza (3000 184th St SW #948, Lynnwood, WA 98037)
Bellingham: October 19 & 26, 12:30PM – 1:30PM
Bellis Fair Mall Food Court (One Bellis Fair Pkwy, Bellingham, WA 98226)
BDA — Kraken Team Store - Vote Meeting Scheduled!
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After months of bargaining, our bargaining team has reached a tentative agreement with BDA. The hard work your coworkers have put in to have this final agreement shows in its results. Our union is driven by members coming together to fight for better working conditions and here are some of the things in our tentative agreement:
Increased base wage and retention bonus
Guaranteed ORCA and parking benefits
Workplace protections including just cause for disciplines
Meals provided at every game
Improvement on merch options for members
Increased tuition assistance
And more!
Members will be able to review the full collective bargaining agreement (CBA) during our scheduled in-person vote meeting on October 19, from 2-5 PM at Climate Pledge Arena. UFCW 3000 members in good standing are encouraged to drop-in anytime, ask questions, and cast their vote during the designated voting period.
Any questions? Reach out to your union rep: Dominick Ojeda (206) 436-6586.
Join Us for the Drop-In Vote Meeting!
Thursday, October 19
2:00 PM to 5:00 PM
Climate Pledge Arena
Downtown Dog Lounge Bargaining Update
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Our Downtown Dog Lounge Union Bargaining Team met with Management’s team (new general manager Kelley Kittle, manager Karene Cambridge, owner Elise Vincentini, and owner’s legal counsel Erik Laiho from Fisher Phillips LLP) for our second bargaining session!
Our team made proposals on sick & safe leave, bereavement leave, holidays, scheduling practices, and safety around working during heat waves.
A note about Initiation fees: UFCW 3000 does not require workers who helped form our Union or had been employed during Union elections to pay an initiation fee. We had proposed that the Union be allowed to hold a new union member orientation for workers to be on-boarded and discount any possible initiation fees in the future—DDL Management rejected these proposals.
Our next bargaining sessions are scheduled for October 24 and 26. Remember the best source of information about negotiations are our Union Bargaining Team members, please reach out to them if you have questions!
UFCW 3000 Podcast Episode 8: So what's a union rep anyway?
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I know I have a Union Rep, but who are they? What do they do? And what are my "Weingarten Rights" again? Michaela sits down with her Union Rep, Brandan, to hear more about his role and discuss rights on the job, meetings with management, and the many ways members can be involved in enforcing their contract and supporting each other. || UFCW 3000 members: you can look up your union contract and your Union Rep at https://ufcw3000.org/find-a-contract
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 ULP STRIKE AUTHORIZATION VOTE NOTICE
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After months of negotiations with Macy’s, our Union Bargaining Team has called for a ULP Strike Authorization Vote to be held on Friday October 6. This is after the Employer served our team with their “last, best, and final offer,” triggering the requirement for a vote. Macy’s latest offer includes:
Making matters worse, we have reviewed some of the employer’s actions during the course of negotiations 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.
ULP Strike Authorization Vote: Friday, October 6, 2023
Southcenter: 8AM to 11AM & 2PM to 5PM at DoubleTree Suites by Hilton Hotel Southcenter (16500 Southcenter Pkwy, Seattle, WA 98188)
Alderwood: 8AM to 11AM & 2PM to 5PM at Lynnwood Event Center (3711 196th St SW, Lynnwood, WA 98036)
Bellingham: 8AM to 11AM & 2PM to 5PM at Oxford Suites Bellingham (4051 Meridian St, Bellingham, WA 98226)
WHAT HAPPENS AFTER A STRIKE IS AUTHORIZED?
If members vote to authorize an unfair labor practice strike, our bargaining team will be granted the authority to initiate a strike when they determine it is necessary. It is important to note that this authorization does NOT automatically trigger a strike on the following day, nor is it the intention of our bargaining team to do so.
After the vote, we will schedule bargaining dates with the employer to see if they are willing to offer improved terms now that they know our team has the right to call for a strike at any time. However, if the employer remains unwilling to provide significantly better terms, the bargaining team will announce a strike date. Plenty of notice will be given to both members and the employer prior to the start of the strike.
You have the right to enforce your Collective Bargaining Agreement (CBA)
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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.
Read MoreMacy’s STRIKE AUTHORIZATION VOTE SCHEDULED
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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 Action Fridays Calendar
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!
Friday, September 15 (2-4PM): Bellingham Macy’s (50 E Bellis Fair Pkwy, Bellingham, WA 98226)
Friday, September 22 (2-4PM): Alderwood Macy’s (18700 Alderwood Mall Pkwy, Lynnwood, WA 98037)
Friday, September 29 (2-4PM): Southcenter Macy’s (500 Southcenter Mall, Tukwila, WA 98188)
Friday, October 6 (8AM-11AM / 2PM-5PM): Strike Authorization Vote: Southcenter/Alderwood/Bellingham, exact locations TDB
What is the UFCW 3000 Strike & Defense Fund?
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.
Mariners (Retail) Update - Employee benefits and Unfair Labor Practice charges
/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 12Subsidized Parking and Promotional Items ULP
Currently under investigation and pending a hearing with the NLRBDecertification 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
Downtown Dog Lounge - I have the right to wear this bandana!
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I have the right to wear this bandana!
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.
Macy's Bargaining update and Next Steps
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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.
The Employer’s latest proposal included:
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.
Contract Action Team Meetings:
Southcenter: Tuesday September 5, 12PM-1PM
Southcenter Mall Food Court 2800 Southcenter Mall, Seattle, WA 98188)
Alderwood: Tuesday September 5, 3PM-4PM
Elemental Pizza 3000 184th St SW #948, Lynnwood, WA 98037)
Bellingham: Thursday September 7, 1PM-2PM
Bellis Fair Mall Food Court One Bellis Fair Pkwy, Bellingham, WA 98226)
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.
Macy’s Informational Pickets Round 2 RSVP: bit.ly/macys-info-picket-23
Friday September 15: Bellingham Macy’s | 2:00PM – 4:00PM
50 E Bellis Fair Pkwy, Bellingham, WA 98226
Friday September 22: Alderwood Macy’s | 2:00PM – 4:00PM
18700 Alderwood Mall Pkwy, Lynnwood, WA 98037
Friday September 29: Southcenter Macy’s | 2:00PM – 4:00PM
500 Southcenter Mall, Tukwila, WA 98188
What's the Status of the Strike Authorization Vote?
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.
2023 Wildfire and Smoke Information for Workers
/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.
Your Rights During Wildfires
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)
Workplace Safety for Wildfire Smoke
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.
MASKS
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.
EXPOSURE TO SMOKE
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.
MEDICAL LEAVE AND ACCOMMODATIONS
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.
General Wildfire and Smoke Information and Resources
Macy's Bargaining Update
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“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.
Bartell Drugs - Bargaining Begins!
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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.
STAND TOGETHER—WEAR YOUR UNION BUTTONS EVERY DAY!
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.
SPEAK UP—SHARE YOUR PICTURE AND YOUR STORY!
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
STAY INFORMED—UPDATE YOUR CONTACT INFO
If you have any questions, contact your Union Representatives Dominick Ojeda @ (206) 436-6586 and Mohamed Bonah @ (206) 436-6514
UFCW 3000 Member Story: Allison Hanely
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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
UFCW 3000 Podcast Episode 4: Apprenticeships—or, WeTrain You on How to Pick Your Steak and Advance Your Career
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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 - NO PROGRESS AT THE TABLE
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Macy’s
NO PROGRESS AT THE TABLE
“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.
