Bartell Drugs Healthcare Coverage Update
/We’ve been made aware that healthcare coverage for Bartell Drugs members on the Sound Health & Wellness Trust may have lapsed due to the company not reporting hours.
Read MoreWe’ve been made aware that healthcare coverage for Bartell Drugs members on the Sound Health & Wellness Trust may have lapsed due to the company not reporting hours.
Read MoreOn Tuesday, July 8, our bargaining team met with management for our tenth bargaining session. We spent much of our day in caucus formulating our latest counterproposal on all things economic, including a wage scale with progression based on length of service, a potential system for tip pooling, and vacation accruals. We presented our counterproposal in the afternoon and had a lengthy discussion with management about where we are apart on the issues.
We also had a frank and open dialogue with them about our desire to address improvements to the existing excessive heat policy. We are happy to report that management seemed to understand this is an extremely important issue to all of us and they said they would return to the table next session with a revamped proposal for us to consider.
While they are still resistant to certain proposals, we feel with all our coworkers standing together in solidarity we can win a contract that we can all be proud of! We will be passing out Union swag for folks to wear at work soon (buttons and bandanas) and will be holding another all-member Contract Action Team meeting to discuss next steps. Please stay tuned for more details from our bargaining team and Union Representative Allison Hanley (who can be reached at 206-436-6586).
We will have our next bargaining session July 29 and are working on setting two more bargaining dates in August.
Bargaining Team: Frankie Hull, Delivery Driver; Sophia Cerreta, Savory & Bread Departments; Miller Hammond, Barista
We had productive days of bargaining on June 6, 16, and 17. We reached a new tentative agreement on Health & Safety, securing additional workplace protections around protective equipment, safety training, closing shifts, and indoor temperatures. We received REI's initial counters on Training & Onboarding, Labor Management Committee, and Grievance & Arbitration, and we also got much closer on Job Promotions & Vacancies, Technology & Data, and Inclement Conditions.
Our team is looking ahead towards economics as all of us keep demanding REI uphold its Co-Op values. We continue to believe that our store-level organizing and national public pressure is pushing REI to come to the table. We won't stop until we reach a fair contract!
Forward together, not one step back!
Since we met for bargaining last time, we WON the REI Board election! We believe that over 100,000 REI members across the country voted against the cherry-picked Board candidates and in support of workers and getting the co-op back on track. REI is clearly feeling the heat!
Workers, community members, and elected officials came out to support workers during A-Sale. We talked to hundreds of REI members over the course of the day who are in support of MB coming to the bargaining table and reachingv a fair contract. Members flooded MB with messages of solidarity, telling her to come to the table and respect workers.
REI continues to reach out to discuss settlement regarding Merit and Summit pay. While we're not close to an agreement yet, their last offer shows us that REI is getting serious about settling these Unfair Labor Practices. We'll keep fighting for what we deserve and the wages we're owed!
Look out for our next social gathering sometime later this summer! Stay tuned for ways to get involved this summer by attending events REI sponsors and talking to our communities and Co-Op members about our fight for a fair contract.
Have questions or concerns about work? Want to get more involved in our union? Reach out to a bargaining team member or call our Union Rep, Allison Hanley, at (206) 818-6954.
On Friday June 20 our labor management committee took large strides to address workplace concerns and feedback about low morale. August Jones, Natalie Roggenbuck, and Aaron Sargent presented a letter to management compiled of personal statements they collected individually. Your statements spoke to feelings of disrespect, unclear communication from management, and tension around unclear metrics and work directives. The committee took time to thoughtfully explain these topics and how we can course correct to build back trust, community, and respect at work. Thanks to the responses on your surveys, specific issues like summer heat safety, employee parking spots, and cross training were also addressed in the committee. After a productive meeting, both parties believed it was necessary to meet again soon and left with plans to discuss at length in a follow-up session.
Management and the committee agreed that while heat management is difficult in a warehouse facility, they want to work together to find solutions to keep work safe and comfortable.
The employer agreed to provide training materials on identifying signs of heat exhaustion and wants to further the discussion on severe temperatures protocol, if work conditions become dangerous or unsafe.
The employer was open to the use of cold water stations near work stations and wants to continue talking about ways to best use fans and skylight covers to block out sunlight. They also intend to provide water and ice pops in break areas, like in previous years.
Our committee and management both agreed that the auxiliary parking lot has been helpful, and the company elaborated on their efforts to coordinate with neighboring businesses on the use of their extra lot space. Your committee proposed using designated carpool only spots to be reserved for those who carpool to work, and the employer proposed we meet again to continue brainstorming.
Stay tuned; your response will be needed! Management offered to run a survey to collect data on how many groups carpool to work to better understand how many designated spots are reasonable. Our committee will continue to discuss carpool ideas in preparation for our next meeting.
Your survey responses helped the committee come prepared with solutions: The majority of your feedback on "what's working?" pointed to shift huddles as the best way to maintain clear communication and clarify department goals for the day. Our committee proposed multiple ways to better communication when assigned to other departments:
Supervisor lead shift huddles to be maintained daily for all workstations so when labor is redistributed, work can keep flowing smoothly.
Red binders be assessed and updated to reflect any current procedures or guidelines.
Management acknowledged that Supervisory tasks shouldn't pass on to Leads when Supervisors aren't scheduled, and they agreed to assess shift overlaps to see if more support can be given.
We look forward to another meaningful conversation about workload, communication, and fostering a respectful environment at Card Kingdom—all the things that make our job fulfilling and safe. Stay tuned for updates about our next meeting. Your feedback and testimonies helped drive our conversation forward, and we look forward to hearing from you again!
After months of bargaining, on June 27, 2025, we ratified a new 3 year agreement with Hudson News. New contract improvements include:
Read MoreOn Tuesday, June 24, our bargaining team met with management for another joint session. In the morning, we were able to provide a counterproposal on the subject of excessive heat and breaks, and also came to tentative agreement regarding an attendance policy that will allow for equitable treatment of our coworkers.
In the afternoon, management presented a comprehensive counterproposal regarding all economic items: a wage scale based on months/years of service, health insurance, paid time off, retirement, etc.
Our next bargaining session will be July 8!
July 1
4:00 PM
Fremont Public Library
This will be for all of our UFCW 3000 coworkers at Sea Wolf to attend and discuss next steps in our contract campaign and get more details of the proposals!
On Tuesday, June 17 our bargaining team met with management for another joint session. After the last few sessions of discussion around economic proposals, they were able to provide us with their initial comprehensive economic proposal. The highlight of their proposal was a wage scale that would guarantee increases in pay based on months of service, with the seventh tier being the top of the scale after 60 months. We also had lengthy conversations about our tipping proposal and the concept of a surcharge, but have not yet come to agreement on these subjects.
In our counterproposal, which we passed at the end of the day, we addressed retirement, sick leave, paid time off, wages, scheduling, holidays, breaks, and other benefits.
We look forward to coming closer to an agreement next Tuesday, June 24 when we will receive another counterproposal from management, and another update will be forthcoming after that session!
Our Bargaining Team (Left to Right): Frankie Hull, Delivery Driver; Sophia Cerreta, Savory & Bread Departments; Miller Hammond, Barista; [Not pictured]: Haley Rydberg, Bread & Pastry Departments
On June 13 we had our first bargaining date, and we came prepared with lots of proposals ready to pass across the table. The employer, however, came with none.
Read MoreOn Tuesday, June 10 our negotiations were canceled by the Employer as they did not have time over the previous week to craft an economic counter proposal addressing wages, retirement, health insurance, and other benefits.
Read MoreOur bargaining team met with Sea Wolf management on June 3. Progress continued at a rapid clip as we reached Tentative Agreement on:
Our Recognition clause firmly establishing our union as the sole and exclusive representative of the non-supervisory workers at Sea Wolf Bakers
The employer's proposed Management Rights clause outlining their right to direct work and operations as long as it is within the parameters of the union contract
The 90-day introductory period for new hires
Successorship language, which details the process of the employer's responsibilities under the contract if Sea Wolf is sold to another owner
We also have come very close to agreed-upon language for a clear attendance policy, which will hold management to a defined process for treating us all equally. Last (but not least) we continued an open conversation with management about the structure of a potential wage scale and compensation overall.
Our next bargaining session will be June 10; after next week's session we will share details of another all-worker meeting to keep everyone updated and discuss next steps!
"We got a lot done and started an important discussion about compensation, though some of the conversations were more difficult than others."
— Miller
Bargaining Team: Frankie Hull, Delivery Driver; Sophia Cerreta, Savory & Bread Departments; Miller Hammond, Barista
We were also able to have a candid conversation with the Employer about economics. They gave us detailed information on their profits and losses and requested an idea of our top economic priorities.
Read MoreOn May 5, our union, along with other UFCW locals across the country, received notice that Rite Aid is filing for bankruptcy again and plans to close all store locations in the coming months. They aim to sell all their stores by August 2025. As we learn more information, we will send communications out through email and through our website.
While we do not yet know the timeline, it is important for all our members at Rite Aid and Bartell Drug stores to know their rights under our current contract.
If you have any questions about the closures or if you’re considering retirement, please call your union representative, Aaron Bailey, at (206) 436-6631.
Members have severance pay rights if their store is closed (see enclosed)
Your pension is still available and will not be affected by Rite Aid’s closure. For any pension questions, please call our pension office, Sound Retirement Trust, directly at (206) 282-4500.
For Bartell Drug members’ healthcare related questions, please call Sound Health and Wellness at (206) 282-4500.
King County Labor Council also has an online union hiring hall to see other union job openings in our area at www.unionhiringhall.org
If you have any questions about the closures or if you’re considering retirement, please call your union representative, Aaron Bailey, at (206) 436-6631.
Our contracts at Bartell Drugs and Rite Aid have strong language in Article 6.9 (2) around you receiving severance if you are laid off due to a store closure:
Years of Service Severance Amount Two (2) through four (4) years 1 week severance Five (5) through six (6) years 2 weeks severance Seven (7) through eight (8) years 3 weeks severance Nine (9) through ten (10) years 4 weeks severance Ten (10) years or more 5 weeks severance
Article 6.9 (3) — Severance pay will equate to the average hours paid in the fourteen (14) weeks, Sunday through Saturday, preceding separation, not to exceed forty (40) hours straight time pay.
Article 6.9 (4) — Workers who receive severance pay shall be paid accrued, unused personal holidays and accrued, unused vacation.
As union members at Rite Aid and Bartell, we have the right to be transferred to a union store in order of seniority. Work with your union rep and Rite Aid HR on relocating to a store nearby.
If you have any questions or concerns, reach out to your Union Reps, Aaron Bailey (206) 436-6631, or our Member Resource Center (866) 210-3000.
We have gotten reports that Bartell Drugs has told members to put in their two weeks’ notice if workers are leaving the company or moving to a non-union store—you will not receive severance pay if you put in your two weeks’ notice instead of being laid off! In order to receive the severance as outlined in our contract, you will need to be laid off by Bartell Drugs/Rite Aid.
Bartell Drugs Contract
https://ufcw3000.org/find-your-contract/2015/2/4/bartell-drugs-contract
Rite Aid Contract
https://ufcw3000.org/find-your-contract/2015/2/25/rite-aid-contract
The Unemployment Law Project: a free service that supports workers receiving their unemployment benefits at (206) 441-9178 or online:
UFCW Represented Work Locations: Stay protected through a union contract at our other represented locations—on our website find “Who We Represent”:
If you are laid off, you should qualify for unemployment benefits through the Washington State Employment Security Department if all have worked at least 680 hours within the last year. You can file a claim for benefits at 800-318-6022 or online:
WE WON! The 11 unionized stores across the country successfully turned out tens of thousands of members to reject the cherry-picked corporate Board candidates! This was a huge sign to the co-op that REI members and workers want to bring the co-op back to its founding values. Members across the country sent a message to the co-op: STOP UNION BUSTING and BARGAIN A FAIR CONTRACT WITH WORKERS!
Read MoreOn Tuesday, April 29, our Bargaining Team met with Management for our third bargaining session. We are excited to report we reached further Tentative Agreements on:
Read MoreOn Tuesday, April 22, our bargaining team met with management for our second bargaining session.
The employer was able to provide us some responses on non-economics and we were able to reach tentative agreements on:
Monthly employee roster lists to be provided to our union
Access to the workplace for our union representative
An introduction to our union during employee onboarding
Leaves of absence for union business
Safety and equal protection from unlawful harassment
Just cause for workplace discipline
We were also able to provide them with our initial economic proposals, covering retirement, wages, healthcare, and other benefits. We still expect to continue working through non-economic items next week in bargaining but wanted to give the employer a chance to digest these ideas for future sessions.
"It felt like things moved slowly today, but when we reviewed our tentative agreements it was surprising how much we had accomplished."
— Sophia Cerreta, Savory & Bread Departments
Our bargaining team (left to right): Sophia Cerreta, Savory & Bread Departments; Frankie Hull, Delivery Driver; Miller Hammond, Barista; Haley Rydberg, Bread & Pastry Departments
Our union bargaining team: Emelia Carpio, Yoko Newsome, Roxan Seibel, Mohamed Muhidin, Sadia Ahmed
From day one of negotiations, we have fought for a fair contract! We have come prepared for every session, ready to bargain to reach a fair deal. Now, Hudson is delaying our bargaining process with weeks of delay between bargaining sessions. We have given Hudson our full economic and non-economic proposals.
At our last session on April 16, Hudson made:
NO response to our economic proposal
NO meaningful steps to address on-time breaks
NO guarantees to prevent another lapse in our healthcare coverage (because of Hudson!)
NO effort to address the understaffing crisis in our stores
Hudson is also failing to meet its contractual obligations. Here are some things our union has filed contract grievances for what Hudson has failed to do:
Make timely 401k retirement payments for months in 2024
Schedule stockers and specialty stores according to our contract
Ready to fight and win? Here’s what you can do:
Wear your UFCW 3000 lanyard at work
Come update your contact information at our next meeting
Sign our bargaining petition and help your coworkers sign too
Upcoming Bargaining Dates
May 15
June 24, 25, and 26
Union Information Meeting
April 23
10:00 AM - 4:00 PM
Airport Food Court
Our union will be at the airport food court on April 23. If you have any questions, please reach out to your union representative Aaron Bailey at (360) 409-0551.
We want to give a quick update as not everyone has been attending the weekly/semi-weekly Zoom meetings on Thursdays. In the future, we will invite everyone via gmail calendar when the next meeting is scheduled.
Read MoreVote No on the Board Campaign Launched!
We met with REI’s lawyers from Morgan Lewis on March 26 and 27 to continue contract negotiations. We discussed scheduling and time-off issues and passed counters on Inclement Weather, Health and Safety, Union Representation, No Strike No Lockout, Seniority, and Layoff and Recall. While we’re getting closer on Health and Safety language, we did not reach any new tentative agreements. Unfortunately, despite the progress of the last few months, these sessions left us feeling like REI has once again asked its counsel to pump the brakes. REI’s failure to make meaningful movement will not deter us from our fight for a fair first contract.
Campaign Updates
The National Labor Relations Board (NLRB) filed a complaint against REI for withholding merit and summit pay from our and other unionized stores. The hearing will be in December. At any time, REI can resolve this illegal change by reaching a settlement. We’re waiting for REI’s next counteroffer.
Shemona Moreno, Seattle climate justice organizer, and Tefere Gebre, Greenpeace leader, were both blocked from the REI Board ballot. Instead, REI chose its own cherry-picked candidates to put on the Board of Directors ballot.
On March 3, Tini and workers from the Santa Cruz and Chicago stores, along with dozens of supporters, gathered in front of the Flagship REI in Seattle for a press conference to launch the Vote No Campaign! We are encouraging members to vote against the REI Board candidates up for election. Voting is open through May 1.
See more information here about how members can vote!
Action Items
Can’t get time off approved? Make sure to raise your issues with getting time off directly with Jon Knitter. The co-op purports to support a healthy work-life balance but it is up to you to make sure that REI sticks to its own 7-day turnaround policy.
On Saturday, April 26, REI Union will be attending the Mountaineers Annual Gala in Seattle! REI has a long history with the Mountaineers, and we’ll be telling attendees about our campaign for a first contract and reminding people to Vote No on the Board. Our union will have a table and if you are interested in attending, reach out to Maya at 206-618-5549. We can help arrange travel and lodging in Seattle.
Join us on Sunday, April 27 at 7 PM for a social and general meeting! We’ll welcome new hires into our union, hang out, and talk about next steps in the campaign. Location TBD in Bellingham.
If you are interested in getting more involved in the Vote No campaign, fill out the google form here:
In The News
Cascade PBS
“REI Withheld Pay from Union Workers National Labor Board Says”
Cascade PBS
“REI board blocks labor-backed candidates from ballot”
Seattle Times
“REI Union Says Co-op is turning corporate with new board members”
Nonprofit Quarterly
“REI Workers Undeterred by Co-op Refusal to let Union Candidate Run for Board”
Questions? Reach out to your Union Rep Allison Hanley at 360-409-0242
April 2, 2025 marks UFCW 3000’s quasquicentennial, a word so fancy that nobody quite knows how to say it. Regardless of how you pronounce it, the absurdly Latinate term means we’ve been around for 125 years. During that time, we’ve grown from a crew of nine butchers in downtown Seattle to the largest private-sector union in the Pacific Northwest, representing more than 56,000 workers in grocery, retail, food processing, health care, laundry and textiles, cannabis, and others industries.
Read MoreWe are still fighting for better scheduling practices, better staffing in our stores, and better wages and retirement. On March 25, we presented Hudson with our first initial economic proposal. This is going to change as negotiations move forward, but here are some highlights about what we proposed:
Read MoreWe are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.