PCC - Sign Up For Union Training!

PCC workers have been standing up to bring PCC back to its roots as PCC has continued to expand and change over the past years - whether this was fighting to nominate and then elect two PCC workers onto the PCC Board of Trustees or fighting to win new Worker Caucus Committee language in our contract that will allow for more worker input on store and Co-op operations.

Our union contract also has language that allows for workers to have input into the Board of Trustees’ search for a new CEO.

With the resignation of PCC CEO Suzy Munford on August 7, PCC has an opportunity to bring a CEO in that holds Co-op values dear. We have reached out to PCC leadership for information about their timelines for interviews and how they plan to incorporate worker input.

>> Want to get more involved? Sign up for a union training here! <<

Union statement on vaccination requirement for health care workers

FOR IMMEDIATE RELEASE
Mon., Aug. 9, 2021

CONTACT:

Amy Clark,
SEIU Healthcare 1199NW
amyc@seiu1199nw.org
425-306-2061

Ruth Schubert
Washington State Nurses Association
rschubert@wsna.org 
206-713-7884

Anna Minard
UFCW 21
aminard@ufcw21.org
206-436-6587

Seattle, Wash.— The Washington State Nurses Association, SEIU Healthcare 1199NW and UFCW 21 issued the following joint statement on COVID-19 vaccination requirements for health care workers:

“As unions representing nurses and health care workers in Washington state, the Washington State Nurses Association, SEIU Healthcare 1199NW and UFCW21 support science-based public health directives on COVID-19 vaccination requirements for frontline health care workers, with medical and religious exemptions. We stand firmly behind vaccination as the best way to save the lives of patients, family members and members of our communities.

At the same time, we fully expect employers to bargain with us over this change to working conditions.

We are facing an extraordinary staffing crisis in our hospitals and continue to advocate for reasonable deadlines and options for frequent testing as well as masking, as required in all health care facilities, for those who are unvaccinated. These provisions mirror those included in mandates in other states that allow health care workers to stay on the job caring for all of us through this ongoing crisis.

We also know that while the vaccines are incredibly effective, they do not replace PPE, universal masking or other infection control measures. We will continue to demand universal access to N95 masks and push employers to improve ventilation in facilities where needed.”

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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

Albertsons/Safeway Department Manager Vote Ratified

On June 22, Albertsons and Safeway department Managers ratified the settlement agreement arising from a grievance filed on behalf of all effected members for unilateral changes and implementation of the existing company’s matrix formula for department managers. The settlement updates and expands the current contracts matrix formula for department managers.

If you have any questions, please contact Sean Embly @ 206-436-6545.

Cascade Valley Hospital - Victory—SRH Cancels Changes to Retiree Medical!

After supporting the Unfair Labor Practice (ULP) filed by our brothers and sisters at WSNA, Skagit Regional Health has reversed its decision to discontinue the early retirement benefit for tenured employees. We had also demanded to bargain over the change to retiree benefits. This victory will make our upcoming negotiations with CVH on wages much smoother. 

We will be at the bargaining table June 9.

Your CVH Bargaining Team:

Laura Cowen, CNA

Linda Deeter, OR Tech

Robin Schultz, Pharmacy Tech

Pammy Hammond, CNA

PCC Community Update - March 24, 2021

On Monday, we made progress in getting PCC to back off some of their bad proposals at the bargaining table. We have proposed language that would commit PCC to meeting regularly with community groups and to have dedicated worker seats on the PCC Board. PCC has so far rejected these proposals.

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SUPPORT OUR BARGAIN!

• RSVP to an info picket on April 14! 

• Are you a PCC Co-op member? PCC Board elections begin April 8. Vote to put workers Donna and Laurae on the Board! 

Our next bargaining date with PCC is March 30.

Kroger Update - March 5, 2021

Yesterday, the UFCW 21 bargaining team demanded that QFC bargain with us before finalizing a decision to close two Seattle stores.

On February 16, 2021, Kroger-owned QFC announced that it would close QFC 804 in Capitol Hill and QFC 873 in Wedgwood. In a clear attempt to intimidate workers, QFC blamed the store closures on the Seattle City Council’s passage of a $4 per hour hazard pay mandate.

“We have seen increased sales with the pandemic, QFC can afford the temporary hazard pay, and by the time the stores close they will already have paid out a lot of it. By picking on two of the smallest stores in Seattle, Kroger is simply looking for the least costly way to intimidate workers in Washington and around the country who are standing up for hazard pay.”

— Our QFC Bargaining Team

Sam Dancy, QFC Westwood Village

Amy Dayley Angell, QFC Ballard

Robin Hillistad, QFC Uptown

Jeff Alexander, QFC Wedgwood

Stefanie Cook, QFC Capitol Hill

Faye Guenther, President UFCW 21

Joe Mizrahi, Secretary Treasurer UFCW 21

Jim McGuinness, Attorney

Like other large grocery companies, Kroger has profited from the COVID pandemic as consumers shifted to at-home meal preparation. In 2020, Kroger’s profits increased 53% to $2.74 billion, and the company funneled $1.9 billion to investors through dividends and stock buybacks. 

UFCW 21 members have been taking action to fight back against Kroger’s bullying by continuing to push Hazard Pay ordinances across the state, speaking out in the media, and sitting down with the employer to bargain over the store closures. 

PCC COVID Agreement Summary

After intense pressure from workers, shoppers, and community through petitions, leaflets, and other actions we reached an agreement on 2/10 with PCC regarding COVID safety and hazard pay for all stores outside of Seattle and Burien! Here is a summary of all the provisions of the COVID Agreement. Contact your rep with any further questions.

Providence Centralia Hospital Community Letter

Dear Community & Patients of Providence Centralia Hospital,

We are the Technical Unit at Providence Centralia Hospital, serving you, our patients in a variety of different ways including Ultrasound, Echo, MRI, Interventional Radiology (IR), CT, X-ray, Respiratory Therapy (RT), and Pharmacy. Our jobs are very fulfilling, but also at times stressful, as we face chronic staffing shortages and now a global pandemic. We also know that it’s important for Tech workers to come together to voice our shared concerns, and to collectively advocate for the work conditions that we need for ourselves and our patients. That is why we voted to join UFCW 21 and are now meeting with management to bargain our first contract. We have joined the RNs at Providence Centralia Hospital and other Techs, Service, Dietary, and EVS workers throughout the Providence system in Washington State.

However, since we started the bargaining process, it has become clear that Providence Centralia Hospital does not respect our Technical Unit. While the RNs have an annual leave and sick leave bank, the Tech unit has an extended illness bank (EIB) and paid time off (PTO) bank. As of January 2021, Providence has taken away our extended illness bank, which acts as a short-term disability plan during medical leaves of absence. Providence has implemented a lesser short-term disability plan and is benefiting from the WA Paid Family Medical Leave (PFML) program, which is funded by the State and WA workers. Instead of providing more time off to frontline workers during a pandemic, Providence is decreasing sick time and PTO and saving money by using the State’s PFML program.

In addition, they offered us barebone proposals and are not agreeing to memorialize several important policies such as leaves of absence and PTO. They are undermining our good faith effort to advocate for time to be with our families and to get the time off that we need to do our jobs well.

We know that we will need to take actions to show Providence Centralia that healthcare workers and community are aligned in advocating for basic needs in our hospital. We hope that you will join us. Please let us know if you have upcoming meetings we can attend and give an update, or if there are other ways of connecting our struggle with other advocacy campaigns on access to healthcare and basic human needs such as housing and food.

We are so honored to be your healthcare team and look forward to better care for all our patients.

Sincerely,
Providence Centralia Hospital Bargaining Committee:
Jennifer (Mammography), Jamie (RT), Verity (Pharmacy), Jennifer (CT), Kathy (RT)

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PCC UPDATE: RSVP for a PCC Contract Action Team Meeting

PCC UPDATE: RSVP for a PCC Contract Action Meeting

Join us for a virtual contract action meeting to review our action plan to win a fair contract and workers on the PCC Board of Trustees! At these meetings, we will have an in depth bargaining update as well as updates on our campaign to get workers on the PCC Board. We will also be discussing our action plan to win a fair contract. Our next bargaining dates on 2/23 and 2/24.

Upcoming Contract Action Team (CAT) meeting dates:
Tuesday, February 16 @ 9am
Wednesday, February 17 @ 2pm
Wednesday, February 17 @ 7pm

You’re invited to our CAT meetings!
Contact your Bargaining Team or Union Rep for RSVP and call-in details. Details will be also emailed out.

Your PCC Bargaining Team:
Atsuko Koseki, Edmonds Deli
Greg Brooks, Fremont Meat
Keith Allery, Greenlake Village Deli
Quinn Ráo, Ballard Front End
Scott Shiflett, Redmond Meat
Yasab Pfister, Burien Front End

Seattle approves $4 hazard pay for grocery store workers

For media inquiries contact Joe Mizrahi, Secretary Treasurer UFCW 21

Help our Union fight for hazard pay in your city!  

During the COVID pandemic, grocery store operators have reaped billions of dollars in windfall profits as a direct result of the shift to at-home meal preparation but have failed to compensate workers for the added risks and burdens of working on the frontline during the pandemic. The pandemic has steadily gotten worse while grocery workers have not received hazard pay in over 6 months.

Today, thanks to the hard work, testimony, and actions of UFCW 21 members, we won $4/hour Hazard Pay for grocery store workers throughout Seattle at grocery companies with 500 or more employees worldwide. Thanks to Seattle City Councilmember Teresa Mosqueda for her leadership in bringing forward this ordinance, the over 800 UFCW 21 members and allies who contacted Seattle City Council in support of this ordinance, as well as all the members and community allies who testified before the Seattle City Council in favor of Hazard Pay by sharing their heartfelt stories and fears. The effective date, pending signature from the Mayor, is February 3, 2021. 

“I am grateful the council recognized the risks grocery store workers face during this extraordinary crisis. Thank you to our communities for hearing our stories and helping us get our voices out. Now, thanks to our hard work together, Seattle has won hazard pay for essential front line grocery store workers. This is a victory for Seattle workers, and I hope other cities follow Seattle's lead.” - Maggie Breshears, Greenwood Fred Meyer

Our union’s hard work in passing this ordinance builds on the hard work we have done to pass Initiative 1433 Statewide Sick Leave in 2016, to pass Washington State Paid Family and Medical Leave in 2017, to pass Uninterrupted Meal/Rest Breaks and close the mandatory overtime loophole for health care workers in 2019, and raising the minimum wage! 

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We believe every worker should have a voice on the job.  

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Hazard pay in the news:

• Seattle City Council approves $4 per hour mandatory pay boost for grocery workers during COVID-19 pandemic (Seattle Times)

• Seattle City Council passes bill requiring $4 an hour in hazard pay for grocery store workers (Seattle P-I)

• Labor helps win hazard pay for Seattle grocery clerks, seeks wider adoption (Q13)

• City Council Passes Mosqueda’s Hazard Pay for Grocery Store Workers Bill (Seattle City Council News Release)

• Seattle approves extra ‘hazard pay’ for grocery workers (Associated Press)

• Seattle City Council approves bringing $4/hour hazard pay back for grocery workers (KING 5)

• Seattle City Council Passes Hazard Pay Bill for Local Grocery Store Workers (Eater Seattle)

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Here’s what some UFCW 21 members have shared about hazard pay…

“Hazard pay is recognition that we are still risking our health and our lives to ensure people are able to eat. Throughout this whole pandemic, we’ve been a front line and I can see burnout happening in real time. I’ve come to work already crying, already shaking with anxiety over having to deal with unmasked customers and bus patrons on top of the taxing work. Everyone I talk to is at their wit’s end. If these pandemic conditions are to continue as the virus mutates, we deserve hazard pay. We’ve deserved it for a long time.” -Tori Nakamatsu-Figaroa, Uptown Metropolitan Market

“Hazard pay is important to me because fellow coworkers and I have to clean the protective barriers, surfaces, etc. What do they think we're cleaning!? The answer is we're cleaning COVID! It is outrageous that employees are not receiving hazard pay as of now. I have a fellow coworker who had a breakdown today because a customer was repetitively coughing on our video game cases, and we receive absolutely no compensation for cleaning up after customers. This has made me very angry.” -Björn Olson, Greenwood Fred Meyer 

“I work in Clicklist [grocery pickup] and I am responsible for caring for my 95-year-old grandmother. I am so afraid that I will unknowingly pass Covid-19 on to her. I take all the responsible actions in making sure I use latex gloves and double-mask for extra measure. I am in small living quarters with her, and if I was to pass this on to her it would most likely be a death sentence for her. That is an incredibly large burden on my shoulders. My fellow co-worker, also in Clicklist, passed it on to her mother and sadly her mother passed away. I feel as though I’m looking at my future and the end to my grandmother's life. The risk I'm taking by working at Fred Meyer and serving the community is not being acknowledged by my employer. The burden is high and the pay is low.” -Cindy Wilbur, Fred Meyer  

“Hazard pay is needed for grocery workers. We work around the public every day, risking our health to feed our families. I am a single mother of 2 small children that are at risk because I am at risk. I struggle to pay my babysitter, who basically raises my children because I am working 40+ hours just to barely survive, on top of risking not only my health but my children’s health. Kroger is making massive increases in profit while I barely scrape by.” -Hilary T.E. Williamson, QFC 

“My husband and I both work at Metropolitan Market grocery. I am on leave of absence for health reasons and to help care for our child while they are distance learning. We are currently relying solely on my husband's income and a few assistance programs to get by. I've also lost my insurance due to sheltering. Hazard pay would be so helpful to offset my lack of income and help us keep on top of bills and rent. It would also help my husband and coworkers feel as though they're valued as essential workers and that their sacrifice at this time isn't going without notice.” -Holly Jansma, Metropolitan Market 

20/20 Looking Back and Looking Forward

Dear UFCW 21 members,  

At the start of a new year, we find ourselves looking back and looking forward. 2020 was an intense year for most of us, and we face 2021 still in the grip of a public health and economic crisis, alongside a reckoning on racial oppression and an assault on our democracy.  

But we also face this new year together, as a union of over 46,000 working people. Many UFCW 21 members put their lives on the line in 2020 to show up for work and keep our communities fed, supplied, and cared for. Thousands of you newly joined us in 2020, making our union stronger in the face of challenges. We have grieved together, celebrated together, and stood side by side fighting for fair pay and safe working conditions.  

Together in 2020 we: 

Settled 25 contracts, including 70 Memorandums of understanding with employers around COVID safety and benefits. 

Welcomed 8,378 new members into our union, including 1,023 members from 8 new units who organized unions at their workplaces for the first time! 
Welcome to our union: 

Providence St Peter Techs 
Summit Pacific Medical Center RNs, Techs, and Service 
Providence Centralia Techs and Service 
Lourdes Medical Center Service 
Seattle Children’s Hospital Medical Assistants 
Metropolitan Market Mercer Island 
PCC Central District 
14 QFC ClickList locations 
Kaiser Pharmacy workers 

Conducted 41 Telephone Town Hall calls with thousands of members. 

Came together and donated 141,867 pieces of Personal Protective Equipment to frontline workers including: 95,600 Gloves, 18,353 N95 Masks, 9,740 goggles, and 6,175 Surgical Masks. 

We awarded $42,000 to our 2020 Scholarship Recipients. 

2021 will certainly bring new opportunities to accomplish our top priorities, including:  

Hazard pay for all essential workers. 

Priority vaccine access for essential workers and vulnerable populations. 

Personal protective equipment wherever it is needed. 

Child care support for working families.  

Maintain workers’ right to safety, including enforcement of COVID safety requirements and our right to workplaces free from discrimination. 

Milestones in our training and workforce development programs. 

Passing a Worker Protection Act and a financial transparency bill for big health care systems in Washington State. 

We will win these at bargaining tables, through our city councils and state legislature, through outreach in the press, and directly in our communities and workplaces by speaking up for what we know is right, caring for each other so we can stay in the fight, and standing together in solidarity as a union family.  

If you have questions or concerns, do not hesitate to reach out. Join us at the Winter General Membership Meetings, check out all the resources on our union website at UFCW21.org, call us at 1-800-732-1188, and get involved however you can. If you need help, you can always file a safety report at safetyreport@ufcw21.org or reach the Rep of the Day at (206) 436-6578.  

In solidarity, Faye & Joe  

Faye Guenther, President, UFCW 21 

Joe Mizrahi, Secretary-Treasurer, UFCW 21 

Kaiser Permanente - UFCW Local 21 and Alliance Members Win Bonus for Hard Work Through the Pandemic!!

UFCW Local 21 and Alliance Members Win Bonus for Hard Work Through the Pandemic!!

As an appreciation for our hard work in partnership during this extraordinarily challenging year KP has agreed to our proposal for all UFCW and Alliance union members to receive a guaranteed Full PSP bonus payout. The news comes after KP agreed earlier in the week to extend COVID-19 benefits, including sick leave and childcare benefits, through the first quarter of next year.

At the beginning of the COVID-19 pandemic, the Alliance called on KP to revisit Performance Sharing Plan (PSP) goals bargained under pre-pandemic conditions. Given the unprecedented pandemic, redeployments of Trust-funded staff, the inability of many UBTs to meet, and even bad faith negotiations in one region – we had called on KP to convert the PSP to a guaranteed full payout. As a result, KP is granting partner unions with PSP at least 100% performance payout. Regions and individuals performing higher than 100% will receive the higher performance payout based on their plan’s performance. The payment will be paid in March on schedule with the regular PSP payment cycle.

Hal Ruddick, Executive Director of the Alliance, said, “We are pleased to see KP recognize the extraordinary and courageous contributions of our members and our partnership in the face of this overwhelming crisis. As our members cope with a barrage of misinformation, pain, and suffering, we can acknowledge these two victories, which are a direct result of identifying shared interests and putting forward solutions to meet this moment head-on.”

We congratulate our Alliance union leadership and members for their expertise, dedication, and hard work during this year.

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UFCW Local 21 and Alliance Members from Across the United States Bargain to Extend COVID-19 Benefits for Union Members

After weeks of discussions with KP leaders, we are pleased to announce Alliance members will continue to receive COVID-19 sick leave and childcare benefits through the first quarter of next year.

COVID-19 Sick Leave Benefits

With the resurgence of COVID-19 cases, the Alliance has been calling on KP to extend COVID-19 benefits through the first quarter of next year. The COVID-19 sick leave benefits were set to expire December 31 and have now been extended to March 31, 2021. In particular, the Alliance had called on KP to refresh sick leave for individuals who have previously used the benefit. KP is providing up to 80 hours of sick leave to refresh on January 1, 2021. Unused hours in 2020 will not roll over. The sick leave benefit eligibility ends March 31, with benefits to be used by April 30, 2021. The eligibility and other details of the benefit remain the same and are in the attached slide.

Childcare Grant

Similar to the COVID-19 sick leave, the childcare grant has been extended and the grant eligibility remains the same. Alliance leadership continues to raise the issue of extending the childcare benefit to people who work from home as well as other issues related to childcare/school closure, including the need for flexibility around scheduling, attendance, voluntary temporary shift/hours changes, and other changes to help employees meet their unprecedented family obligations. The program is set to expire on April 3, 2021.

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Union News

Wage Increases

• Our union colleagues from Local 21 received a 2.25% wage increase on October 1, 2020

WA State Paid Family Leave

• November 1, 2020 Pharmacy staff became eligible for Washington Paid Family Medical Leave

Save the Dates

• Pro Tech and Optical Contract expires 4/30/21. Take the bargaining survey

• National Labor Management Partnership Agreement expires – 9/30/21. Take the bargaining survey

• Pharmacy Contract expires 7/31/22

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Labor Management Partnership (LMP) Update

By Ralph Stumbo, RT, UBT Consultant

As the Labor Management Partnership (LMP) continues to develop at KPWA you are going to hear new terms and acronyms and you will hear about new programs and teams being developed. I would like to spend a moment with you to introduce one of those new acronyms; APR.

APR stands for Alliance Partnership Representative. As UFCW 21 members in KPWA we are also members in the Alliance of Healthcare Unions. An APR at KPWA “represents” Alliance members in “partnership activities” at KPWA. APRs are members who have stepped out of their regular position and are performing “partnership” duties full time. At this stage of the LMP at KPWA that means participation on many different committees and teams whose focus is getting the KP-Alliance National Agreement fully implemented at KPWA. While there will always be a need to represent the Alliance on committees it will also include LMP training and helping to support and build labors capacity to be good partners in the Labor Management Partnership.

Since June 2019 I have been actively involved in implementing partnership at KPWA. In January 2021 Kim Liddell from the Pharmacy Fulfillment center at Renton will be joining me as an APR at KPWA. At the same time the Coalition of Kaiser Permanente Unions (representing SEIU 1199NW & OPEIU Local 8 will have four Union Partnership Representatives (UPR’s). This represents a huge step forward for partnership at KPWA and you can look forward to an increase in labors ability help grow partnership to all areas of KPWA. Please join me in welcoming Kim to her new role as Alliance Partnership Representative.

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Workforce Development with Labor Management Partership 

Workforce Development is a Labor-Management Partnership (LMP) program with goals to develop the workforce of the future at Kaiser Permanente WA (KPWA), build pathways for retention and career progression, and build the skills and competencies of KPWA staff through a culture of lifelong learning.

The Workforce Planning and Development (WFPD) Committee, a group of labor and management representatives from different roles throughout KPWA, collaborated to develop this Training Needs Assessment Survey. The survey is designed to capture your views and values of developing new skills and career advancement needs within KPWA. The goal of the survey is to collect data that can inform WFPD Committee projects.

Thank you for submitting your response by clicking here.

PCC - Board Nominations Delivered!

Monday, we delivered our nominations to get our two workers Donna Rasmussen and Laurae McIntyre on the ballot for the PCC Board of Trustees election. Workers, community partners, and union staff collected over 3,300 signatures for each candidate over the last month.

PCC has been pushing back on our efforts through the whole process from delaying on providing relevant information about the process to kicking PCC workers and union reps that were gathering signatures out of the stores. We believe these actions violate workers’ rights under the law and our union contract. We have taken legal action including filing a grievances and Unfair Labor Charges.

Next steps include PCC verifying the signatures that we delivered and official nomination of Donna and Laurae at the first annual co-op member meeting of 2021. We anticipate administration will continue to put more roadblocks in our path. 

We begin bargaining our union contract on January 6. Through our bargaining process we will be demanding dedicated worker seats on the Board.

PCC - Meet the PCC Board of Trustees Worker Candidates!

10/23/2020

Our union contract and the PCC bylaws allow for up to two workers to serve on the PCC Board of Trustees. However, there has not been a worker on the PCC Board for some time. 

Through our bargaining surveys, conversations with members, and CAT meetings, it’s clear that many workers are concerned about a disconnect between the central office and the stores and a lack of worker representation on the board. Two worker candidates have stepped up to run for the Board of Trustees, and we will be supporting their signature gathering efforts to get on the ballot. Our goal is for each candidate to collect 2,000 signatures of active PCC co-op members to be nominated, so look for a petition in your store! 

SIGN UP TO COLLECT SIGNATURES!

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“I’m Laurae McIntyre and I’m running for a position on the PCC Board of Trustees.”

“I was a PCC member and shopper for years before I started working here and I know how important it is that we stay connected to our community as we continue to grow. Our continued success rests in the ability of our customers/members and team members working together as a community.  As a union shop steward who works one-on-one with customers every day, I am making myself available as a candidate for this position so that all our voices are represented in the boardroom.”

“Hi! My name is Donna Rasmussen and I’m running for a position on the PCC Board of Trustees.”

“I’m running because I believe the Board, and the cooperative, could benefit from the perspective of someone who connects with our co-op members, staff and customers every day. My entire household works for PCC, including my two teenagers who helped keep our store safe and sanitized as the COVID pandemic spread. I love my job, my coworkers, my customers and the values of PCC. I want to be a voice for [regaining and] maintaining the mission and values of PCC even as we continue to grow. I’m committed to making this a great place to work and to shop.” 

Harrison/St Michael Agrees to Meet with UFCW 21 Leadership

UFCW 21 sent a letter to management detailing our demands during this outbreak, and have received a response from management that they would like to meet with UFCW 21 leadership as soon as this week. We will update everyone with whatever we learn.

We also wanted to report back some of the results of safety surveys many Harrison/St. Michael workers took last week. The surveys showed:

• 78% of survey takers have had an issue with damaged, untested, or inadequate supply of PPE

• 60% believe they had an exposure to a COVID-positive patient or coworker since Aug 4

• 50% of quarantined respondents were put on paid admin leave while quarantined

• 18% were quarantined while waiting for test results

• 43% learned of the outbreak from a coworker

• 30% learned of the outbreak from news media

• 21% learned of it from hospital management

In many departments, large amounts of new PPE showed up almost overnight last week, and while we are frustrated that it took this much hard work from union hospital staff to get protective equipment on the floor, we’re glad it has now been made available. If you continue to have issues with unsafe PPE, you can always send us a safety report at safetyreport@ufcw21.org.

Hudson Dufry - Layoff Resources Meeting

You are invited to a Union Meeting on September 14 to receive important information on Unemployment, Healthcare, Benefits, Jobs, and More. 

We will be joined by King County Rapid Response, the Washington State Labor Council, and Community Organizations. 

Language interpretation available—please RSVP with your language needs by calling Union Representative Monica Smith, 206-436-6524

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Monday, September 14
3:00 – 5:00 pm

Join by computer or phone — download the Zoom App to make it easy!

Computer: 

Link to Meeting

Phone: 

253-215-8782

Zoom Meeting ID: 852 1592 2174

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Frequently Asked Questions:

What will happen to my healthcare benefits? 

If you were laid off in July, you will have healthcare through September. If you were laid off in August, you will have healthcare through October. Join us at the meeting on Sept 14 to learn about future options. Questions? Please contact Sound Health and Wellness Trust, 206-282-4500.

Will I be called back to work at Hudson New or Dufry?

Our Union contract has “recall rights” meaning that as work becomes available, you will be offered employment again by seniority. It’s important to keep Hudson informed of any changes to your phone number and email. 

What about my Retirement Benefits? Is there emergency hardship assistance?

All Hudson and Dufry workers have Retirement Benefits through Western Employees Benefits Plan. You qualify for a Covid-19 related hardship due to Layoff and may immediately request funds if you are in need. You will be asked to provide a copy of a layoff letter stating the reason for the layoff is due to the pandemic. Questions? Contact EB Management,1-800-524-4852.

PCC - PCC Delaying Raises While Eliminating “Appreciation Pay”

We ratified historic wage increases on July 1 with retro pay back to January 1 for grocery members and meat wrappers. We also won retro pay back to May 3 for meat cutters and seafood workers.

For over a month, PCC has been delaying our raises and blaming it on difficulties in programming their system with the new scales. Meanwhile, the company ended “Appreciation Pay” for members on July 4. While we want them to get the calculations correct, this is money that workers have earned and are counting on. 

We will be filing a grievance over PCC’s failure to implement the terms of our new agreement.

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We will be sending out bargaining surveys in the next few weeks. Make sure your information is up to date

Conifer St. Joseph and St. Elizabeth - To all Conifer Members

TO ALL CONIFER MEMBERS:

It was brought to our attention that on July 31, 2020, you received an email communication from Maureen Powers, alleging that union members have been calling out from work as a coordinated action against the Company.

The Union wants to make it clear that we have NOT called for, encouraged, nor condone any kind of call/sick out action against Conifer. Any work stoppage/strike will be voted on by the membership. Please ensure that you are using your PTO/Sick Leave only for legally protected reasons and in accordance with the law and attendance policies. We expect both sides to continue to negotiate in good faith to reach a deal.

Again, the best way to win a fair contract is to stand together by:

1. Attending CAT meetings

2. Signing the petition

3. Talking to your bargaining team members about other ways you can participate

Thank you in advance for your cooperation,
Amirah Ziada Mirziteh
Negotiator

Hudson & Dufry - COVID-19 and Resources Update

Hello All, 

This is Monica, your Union Rep with UFCW 21. We hope everyone is staying safe and is taking care of your families during this time. We wanted to update you on some important information regarding layoff, returning to work, and your benefits:

1. Your Healthcare premiums will continue to be paid for another month. Hudson has agreed to continue to pay healthcare premiums for all laid off UFCW21 members until June 30, 2020. Any questions about your Healthcare benefits, please call the Sound Health and Wellness Trust at 206-282-4500. 

2. Members will slowly start returning to work. Hudson is beginning to call members by seniority to offer the opportunity to return to work. This will be a gradual process of bringing workers back to work based on the number of stores Hudson opens, the hours of operation, and the number of travelers at the Airport. 

3. Return calls or texts to Hudson right away. When you receive a call from Hudson about opportunity to return to work, please respond within 48 hours by phone, text, or email.

4. Your right to say “yes” or “pass” on returning to work now. You have the right to “pass” on returning to work up to 2 times. If you are unable to return to work, you will be called again when there is a second opportunity. If you are offered a second opportunity and “pass again”, then you will move to the bottom of the recall list. You may be offered one more opportunity to return to work if there is work available. Any questions about your rights if you are “at-risk” due to age or health conditions, including pregnancy, please give me a call so that we can talk about protected leave of absence. 

5. You have retirement benefits! Your Retirement Benefits are through Western Employee Benefits Plan. Hudson contributes $0.20/hr for every hour you work and you may also make contributions. Many Hudson members are not receiving information about your retirement because your contact information is not up to date. Please call  EB Management, the Administration Office, at 1-800-524-4852 to give them your correct contact information. You may also request money from your retirement account if you are experiencing a Covid-19 related hardship. 

6. Become a Leader in your Union! As everyone begins to return to work, it’s more important than ever that there are stewards and leaders in every concourse of the airport. We can keep each other safe and knowledgeable about our rights on the job. If you would like to get involved in helping your coworkers and building a strong voice for Hudson and Dufry workers at the airport, please let me know and we can schedule a training. 

Thank you and we look forward to seeing everyone again in the near future!

In solidarity, 

Monica Smith, Union Representative

206-436-6524

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Hudson and Dufry - Accessing Your Union Retirement Benefits

Western Employees Benefit Plan

Hudson Group/Hudson Duty Free currently contribute $0.20/hour into this retirement plan for you.  

COVID-19 HARDSHIP DISTRIBUTION:  You can request your account balance from this Plan if you are experiencing a COVID-19 related hardship.  You do not need to terminate employment with Hudson Group/Hudson Duty Free

• Acceptable documentation include:

  • Doctor’s note stating participant, spouse or dependent has been diagnosed with COVID-19

  • Notice or letter from employer of layoff, furlough or reduced hours for participant 

  • Copy of unemployment application

DISTRIBUTION:  You can request your account balance from this Plan if:

• You are 60 years old or older.  You do not need to terminate employment with Hudson Group/Hudson Duty Free

• You are 55 years or older AND terminate covered employment.

• You are totally and permanently disabled as determined by the Trustees and the disability has existed for 3 months. 

• You terminate employment complete a 6-month waiting period following the termination. 

HARDSHIP:  If you are still employed and do not qualify to take a distribution from the Plan, you may be eligible for a Hardship Withdrawal if:

• You need the distribution to prevent your eviction or to prevent foreclosure on your mortgage. The eviction or foreclosure must be related to your principal residence. 

• You need the distribution to pay unpaid medical expenses for yourself, your spouse or any dependent. 

• You need the distribution to pay for the purchase of your principal residence. You must use the hardship distribution for the purchase of your principal residence. You may not receive a hardship distribution solely to make mortgage payments. 

• You need the distribution to pay tuition and related educational fees (including room and board) for the post-secondary education of yourself, your spouse, your children, or other dependent. You may take a hardship distribution to cover up to 12 months of tuition and related fees. 

• You need the distribution to pay funeral or burial expenses for your deceased parent, spouse, child or dependent. 

(6) You need the distribution to pay expenses to repair damage to your principal residence (provided the expenses would qualify for a casualty loss deduction on your tax return, without regard to 10% adjusted gross income limit).

(7) Expenses related to casualty loss in a FEMA designated disaster area provided it is the Participant’s principle residence at the time of disaster.

If you would like a distribution or a hardship, please call EB Management, the Administration Office, at 1-800-524-4852 or 206-282-3205 for the forms.

If you have other questions, please contact your Union Rep Monica Smith, 206-436-6524. 

Contract Negotiations in the Midst of the COVID-19 Pandemic

During a declared state of emergency we will continue to negotiate a collective bargaining agreement with Conifer. We are working to secure bargaining dates with the Employer and will continue to push hard for a new contract that includes the things most important to you.

COVID-19 INFORMATION

Keep your family, workplace, and community safe. Find coronavirus updates and resources on our website.

PETITION ACTION

Check the UFCW 21 website for future bargaining updates and please sign the petition demanding safe and fair working conditions!

If you have any questions, please contact your Union Representative Erin McCoy @ (206) 436-6598