Planned Parenthood - Tentative Agreement Reached with Planned Parenthood of the Great Northwest and Hawaiian Islands

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Our Bargaining Team began meeting this Spring to negotiate our contract. Even though the COVID-19 pandemic prevented us from meeting in person, we have continued to work together to fight for fair wage increases. 

We won respectful wage increases across the board for all employees.

This agreement is for one year (through 5/31/21), so we’ll be back to the table next spring to negotiate a full contract. We’re excited to work with our co-workers to continue to address wages and other issues. 

“Given restrictions on meetings and dealing with an ongoing pandemic, we are glad to have reached this 1-year deal now so that members can get immediate raises. The outcome of the presidential elections will give us a clearer picture or Planned Parenthood’s funding, and we can fight for everything we deserve next year.”

– Your Bargaining Team


Join an online vote meeting

 6/22   9am - 10:30am
 6/22  6pm - 7:30pm
*Contact a Bargaining Team member or your Union Representative for call-in details


To review a copy of the full legal document with all changes to the contract please visit the link provided in the text below.

View Document

View Wagescale

St. Michael Medical Center Pro-Tech - Bargaining Continues

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“Our name might have changed but our Union still stands strong for a fair contract!”

OUR PRO-TECH BARGAINING TEAM: Judy Shoesmith, Kain Mcleod, Connie Baker, Rob Shauger, Don Szabo, Ona Burkett, Sonja Hammes

Your Bargaining Team met with Management again on June 9 and made additional progress towards a fair contract. We were able to maintain successorship language, which protects our contract from future mergers or acquisitions, and reached an agreement to discuss the placement of Union bulletin boards at the new Silverdale Hospital.

However, we still have significant obstacles to overcome before we reach an agreement with the Medical Center. Management continues to demand that we forfeit our Union healthcare, has rejected our requests for fair double-time language, and we remain far apart on wage increases that ensure ALL positions at St. Michael Medical Center remain market competitive.  

If you have any questions, please attend next week’s Contract Action Team meeting or contact your Union Rep Aimee Oien @ 360-662-1981.


CAT ZOOM MEETING
 June 17th @ 6:00PM

*Contact a Bargaining Team member or your Union Representative for more call-in details

Forks Community Hospital Tech / Service - Management is Refusing to Budge

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We’ve been meeting with Management for two days, and while we have been able to secure some improvements to our contract like protections for evening and night shift workers who are selected for jury duty, Management is refusing to budge where it matters most to our day to day lives.

We’ve been advocating for solutions to the problem of schedule changes after the schedule has been posted on the 20th of each month. Management has not been willing to offer concrete solutions that we can enforce.

Additionally, we have been advocating to make sure that longevity increases go into effect on the employee’s anniversary date. Currently, the wage increase doesn’t go into effect until the 1st full pay period afterwards. That means that someone could be missing out on almost 2 weeks’ worth of their contractual raise! Management has demonstrated the ability to make this change, but they say it’s an “administrative burden”.


Have you been having issues with schedule changes?

Your story will help us win improvements to our contract. Tell us here:

PCC - Contract Vote Scheduled

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Our Bargaining Team began meeting this last winter to negotiate our contract. Even though the COVID-19 pandemic prevented us from meeting in person, we have continued to work together to fight for fair wage increases. 

We won significant wage increases with full retro throughout the scale while maintaining our healthcare and securing our pension. This agreement is for 1 year (through December 2020), so we will be back to the table this fall to negotiate a full three-year contract. We’re excited to work with our co-workers to continue to address wages and other issues.

Given restrictions on meetings and members dealing with an ongoing pandemic, we are glad to have reached this 1-year deal now so that members can get immediate raises and full back pay. We can all focus on fighting for a full 3-year contract in a few months when we can regroup in person. 

– Your Bargaining Team


To review a copy of the full legal document with all changes to the contract please visit the links provided below.

Grocery - View Document
Meat - View Document


Zoom Vote Meeting Times
6/16 9am - 11am
6/16 5pm - 7pm
6/17 9am - 11am
6/17 5pm - 7pm

Contact a bargaining team member or your Union Rep for call-in details.

Important Note for UFCW 21 Members Regarding a Silent March and General Strike in Support of Black Lives

UFCW 21 fully supports the mission of the BLM Silent March and General Strike. Please note that under most of our contracts striking is prohibited when the contract is in effect.

Please feel free to join the strike if you are not scheduled for work this Friday, June 12th. Members should not call in sick to attend the strike.

We hope this clarifies questions regarding attendance of the General Strike. Any questions, please call your Union Rep.

United Food and Commercial Workers Local 21 Joins Call for Resignation of Mayor Durkan

FOR IMMEDIATE RELEASE
June 8, 2020

Press Contact:
Joe Mizrahi, jmizrahi@ufcw21.org,
(619) 955-2970

United Food and Commercial Workers Local 21 Joins Call for Resignation of Mayor Durkan

This weekend, Seattle residents once again experienced a massive deployment of chemical weapons from the Seattle Police Department, choking a city neighborhood during a respiratory virus pandemic.

“Many of our fellow UFCW 21 members who are essential workers have faced a choice between losing a paycheck or traveling to work during confusing curfews and consistent use of tear gas, pepper spray, and explosive devices in neighborhoods where we live and work,” said Seattle members of the UFCW 21 rank-and-file executive board Sam Dancy (QFC), Jeannette Randall (Safeway), Greg Brooks (PCC), and Amy Dayley Angell (QFC). “The distance between Mayor Durkan and the values of the membership of UFCW 21 is growing clearer each day.”

Unfortunately, it has become clear that Mayor Durkan is unable to enact the changes required to respond to community demands around the city’s budget and to protect working people from ongoing police violence. Our community’s constitutional rights and our safety is being compromised due to failed leadership.

A mayor who allows for the use of weapons of war against her own community cannot remain in office and cannot lead on the critical changes needed for public safety. We are joining the community call on Mayor Durkan to resign her position and allow the city to begin the meaningful process of seeking out community voices and listening to their calls for justice, without enacting added state violence. We need a mayor who can restore our right to peaceful assembly and free speech, which are bedrock values of the labor movement. The trust between our city and our mayor has been irrevocably broken.

We know that Mayor Durkan’s resignation will not solve the deep-seated systemic issues with policing in Seattle. As Seattle City Council member Teresa Mosqueda said earlier today, “a change in office without radical change in the institution that is policing is not transformational.” We will stand with our community and we will stand with Seattle City Council to demand this change.

UFCW 21 is working to build a powerful union that fights for economic, political and social justice in our workplaces and our communities. We represent over 46,000 workers in retail, grocery stores, health care, cannabis, and other industries in Washington State. More than 10,000 UFCW 21 members live or work in Seattle. Whenever workers are ready to form a union, give UFCW 21 a call.

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Harrison Medical Center Service & Dietary - Contract Vote Scheduled

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Your Bargaining Team reached a tentative agreement with the Medical Center that won substantial wage increases, new short-term personal leave, improved schedule posting language, as well as many other improvements. 

We will be holding drop-in virtual vote meetings on Friday, June 19 at 8AM and 4PM to answer any questions about the tentative agreement. Details for joining will be mailed out with the vote instructions.

We will send out information soon with more details of the changes in your new contract and how the mail-in voting process works. To review a copy of the full legal document with all proposed changes please visit the link provided in the body of the email below.

View Document

King's Command Foods - Contract Ratified

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Members at King’s Command Foods in Kent, WA overwhelmingly voted YES to a 6-month contract extension that includes improvements to the contract.

Improvements:

  • 50 cent wage increases for every single union member for the life of the extension.

  • 6-month extension from May 1, 2020-November 1, 2020.

  • Full retroactive pay back to May 1, 2020.

  • No takeaways

Other:

  • MOU on COVID-19 safety procedures and commitment to follow CDC/OSHA guidelines

Members can expect their wage increases and retro pay on their 6/19/20 paycheck!

State of Race: Outrage, pain and tentative hope

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UFCW 21 member Wil Peterson

UFCW 21 member Wil Peterson

Driving while Black. Walking while Black... 

In the wake of Minneapolis resident George Floyd’s tragic murder, a Rainbow Coalition of people are full of anguish, rage, despair, frustration and myriad other soul-wrenching emotions. Seemingly countless other African-Americans have perished at the hands of police officers and self-appointed community “enforcers” — Ahmaud Arbrey, Trayvon Martin, Eric Gardner, Breonna Taylor, Michael Brown, Charleena Lyles, Freddie Gray... and on... and on... — but something about Floyd’s death resonates on an arguably unprecedented level and has created an escalating outcry and numerous protests across the nation.  

Shopping while Black. Working while Black... 

Perhaps it was the widely circulated footage of his final moments on earth: handcuffed from behind and helplessly pinned down by Minneapolis police officer Derek Chauvin’s unrelenting knee that forcefully applied pressure on his neck until he died while repeatedly whispering the heartbreaking words, “I can’t breathe” and, finally, “Mama.” Or was it the collective anger over the fact that Chauvin was quickly fired but initially wasn’t charged with anything? Or the forceful and tyrannical police and military actions that the current White House occupant ordered against protesters who stood in the way of his Bible-gripping photo-op this week? 

Regardless of the reason(s) for this widespread rebellion, a firestorm is raging, literally and figuratively. And while I’ve never experienced anything remotely close to the terrifying circumstances mentioned here, I’m all too familiar with daily concerns about what might happen during a routine traffic stop, a neighborhood walk or a work-related interaction. 

Existing while Black...   

As a North Carolina transplant who relocated here in 2003, I naively expected to leave all traces of racial conflict behind in the South. Back there, it wasn’t uncommon to casually be called the N-word, to be excluded from social gatherings or to be held to different standards at work. I grew up accustomed to that culture, even if it confused, saddened and angered me. As an adult, I rebelled against it by learning to speak up for myself and rising above uncomfortable, racially offensive situations. I was stronger, but I was also weary of having to constantly remain on guard and high alert.  

Moving to Washington offered me a fresh start and clean slate. I figured the prevailing mindset here would be infinitely better and different on the race-relations front. And, for the most part, it was. But there’ve been disturbing reminders that people are people, regardless of their geographical location. Not long after starting my job as a Fred Meyer clerk, I was: 

  • Called the N-word twice by a white woman who was suspected of shoplifting. Instead of being ordered to leave the store, she was allowed to make a purchase and leisurely stroll out the door. 

  • Told by a white customer I was assisting that he didn’t want to buy the wrong product and “N-word it up.” He actually looked confused when I immediately excused myself and angrily walked away. 

  • Forcefully ordered by another white woman to sell her an item at the price she wanted to pay, not what it actually cost. When I called my manager for a price check, she mistakenly and inexplicably assumed I was contacting the police. “If they come here, of course they will believe me over you,” she said.  

  • Blocked by a driver who was talking to a policeman in the store parking lot after my late-night shift ended. I thought about getting out of my car and politely asking him to move, but I didn’t want to risk possibly angering the officer, who — after all — had a gun. So I waited until their conversation ended and then drove off... frustrated and angry, but still alive. 

Even everyday activities that are taken for granted by most folks can suddenly become intimidating. Once, during an evening walk to the grocery store in my predominately white neighborhood, I saw two white police officers with a police dog far in the distance. As I slowly and cautiously approached them, I silently prayed that nothing would go sideways. When one of them ordered me to stop moving because the dog was searching for someone, I immediately complied. After what felt like an eternity, he allowed me to proceed. I did so, grateful that this trip would otherwise be uneventful. Still, I couldn’t help but wonder, what about the next one? 

Coping while Black... 

Incidents such as what I’ve described — while certainly nothing compared to the literal life-and-death situations that have claimed scores of precious and irreplaceable lives — are examples of what happens here on the West Coast, back on the East Coast and at all points in between. This undoubtedly is an uncomfortable topic for many of those who have never experienced, and hopefully never will experience, similar concerns and treatment. But for far too many of us, it’s a daily reality. 

Hoping while Black... 

Fortunately, the vast majority of my encounters with others — especially my treasured Fred Meyer coworkers and customers, as well as fellow UFCW 21 members, colleagues and friends — are positive, uplifting and rewarding. It’s this much-needed virtual safety net that offers a support network from which to draw strength. And this Union’s passionate commitment to achieving racial equity and empowerment to people of color, and fair treatment for everyone, provides a sense of hope that didn’t exist during my decades in North Carolina. 

But, despite all of that, I still can’t help but worry — if only a bit — just about each time I leave my home. Will this trip be uneventful? Will I make it back here alive? 

By UFCW 21 member Wil Peterson 

Read UFCW 21’s statement on the killing of George Floyd, our nation’s history of racism, and our union’s commitment to solidarity over white supremacy 

Speak up about how racism has affected you and how you want our union to work on racial equity going forward using the form below. You can also sign on to the statement at the link above and sign up to be part of our work on this issue going forward. 

Filson - Bargaining Update - June 4, 2020

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Filson Bargaining Update June 4, 2020

Early Progress

Your bargaining committee has now met twice with Filson representatives in contract negotiation talks.

We have now presented both our economic and “non-economic” proposals.  These have included improvements to vacation and holidays, a wage scale to more fairly give workers credit for their years of service, and proposing a 401(k) retirement program with employer participation.  

We are pleased to report that there has been progress on issues like having shop stewards and reps being able introduce new workers to the rights that union workers have on the job, making it easier for workers to get holiday pay even if they are out sick, and workers having access to more vacation sooner than previously allowed.

Retirement is Key

There are still big issues ahead, wages, making sure we maintain our affordable health care, and having a secure retirement program, an issue that we are determined to get solved in these negotiations.  When we meet with the Employer again it will be their turn to respond.  Stay tuned for more updates.

"Having a retirement program is important so we can see to our basic needs and enjoy a reasonable life after work." —Jared Othieno

“We can’t retire on Social Security alone.” —Regina Hill

St. Joseph Tech - Contract Ratified

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Our new contract was ratified on May 28 by an overwhelming “YES” vote! Our Bargaining Team worked hard to reach an agreement with substantial wage increases, maintenance of benefits, a commitment to discuss staffing concerns, and no take-aways. Talk to one of your Bargaining Team members or Union Representative for more information about our new contract.

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


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. 

Mental Health Resources

Lots of people are in distress right now. If you, a family member, coworker, or friend is in need of emotional or mental health support, there are many places to reach out for help. Part of belonging to a union is being there for each other in difficult times, and we hope everyone can get help whenever they need it. 

If you are in crisis: Please reach out to the Suicide Lifeline: 800-273-8255 (800-799-4889 TTY) 

Other resources for people in a crisis: 

WASHINGTON STATE’S COVID-19 SUPPORT HOTLINE FOR PEOPLE EXPERIENCING STRESS:

  • Call “Washington Listens” at: 1-833-681-0211, available Monday – Friday, 9 a.m. to 9 p.m. and weekends from 9 a.m. to 6 p.m. TTY and language access services are available.

Tele-Health Mental Health Options from the Sound Health and Wellness Trust:

  • If you are on the PPO Plan: You can access Doctor on Demand’s team of licensed psychiatrists and psychologists for emotional support over the phone, fully paid for by the Trust. Click here to sign up for Doctor on Demand. 

  • If you are on the Kaiser Permanente Plan: You can call the Mental Health Access Center at 1-888-287-2680 to schedule a phone or video visit, and a trained clinician will help match you with a counselor or other specialist. 

Other Resources for You and Your Family’s Well-Being 

Read Washington State’s New Reopening Guidelines and Learn the Requirements for Employers and How to Enforce Them at Your Workplace

Washington State has now released guidelines and requirements for a county-by-county reopening of our state. Each county in the state is expected to move through these phases as they meet the requirements for moving to the next phase, based on an assessment of COVID-19 disease activity, health care system readiness, testing capacity, the ability to investigate and trace cases, and the ability to protect high-risk people. 

Read the state’s guidelines and the four phases of reopening here 

Importantly, there are requirements for employers during all four phases designed to keep people safe at work. No matter what phase your county is in, your employer is required to: 

  • Maintain six-foot physical distancing requirements for employees and patrons 

  • Adopt other prevention measures such as barriers to block sneezes and coughs when physical distancing is not possible for a particular job task 

  • Provide you with and require you to wear cloth facial coverings (unless your exposure dictates an even higher level of protection, or you work alone without interacting with people, or you are or must communicate with someone deaf or hard of hearing who relies on visual language cues) – This requirement begins on June 8 

  • Allow you to wear your own facial coverings at work as long as it meets the minimum requirements 

  • Identify and provide you with adequate personal protective equipment in accordance with Labor & Industries requirements and specific COVID-19 standards 

  • Limit close interactions with patrons while providing services 

  • Provide adequate sanitation and personal hygiene for workers, vendors, and patrons 

  • Ensure you have access to hand washing facilities so you can wash your hands frequently with soap and running water 

  • Ensure frequent cleaning and disinfection of the business, particularly of high-touch surfaces 

  • Follow Governor Inslee’s proclamation protecting high-risk workers – Find a link to that proclamation here (Note: This proclamation is set to expire on June 12, but we expect it will be extended by the governor) 

  • Educate workers about COVID-19 in a language you best understand 

  • Have a plan for dealing with workers who are sick, including requiring COVID-19 positive employees to stay home and potentially restricting employees who were directly exposed to that employee 

  • Follow CDC cleaning guidelines to deep clean after reports of an employee with suspected or confirmed COVID-19 illness – this may involve the closure of a business until it can be properly disinfected 

  • Implement other practices appropriate for specific types of businesses on a case-by-case basis, as directed by federal, state and local public health and workplace safety officials, such as screening of employees for illness and exposures upon work entry, requiring non-cash transactions, etc. 

  • Implement any health and safety requirements developed specifically for your industry, comply with COVID-19 worksite-specific safety practices, and keep a safe and healthy facility in accordance with state and federal law 

 

If your employer does not follow all of these regulations all the time, you can report them for not keeping you, your coworkers, and your community safe. You can file a safety report with the union by emailing your name, work location, and safety issue to safetyreport@ufcw21.org. You can also contact the state’s Department of Safety and Health call center at 1-800-423-7233 or via e-mail to adag235@lni.wa.gov, and you can report a lack of social distancing via online form here

Our state also reminds everyone that it is against the law for any employer to take any adverse action such as firing, demotion, or otherwise retaliate against a worker they suspect of exercising safety and health rights such as raising safety and health concerns to their employer, participating in union activities concerning safety and health matters, filing a safety and health complaint or participating in a DOSH investigation. Workers have 30 days to file a complaint with L&I DOSH and/or with Federal OSHA.  

A message from UFCW 21 President Faye Guenther and other UFCW 21 leaders on the killing of George Floyd, our nation’s history of racism, and our union’s commitment to solidarity over white supremacy

A message from UFCW 21 President Faye Guenther and other UFCW 21 leaders on the killing of George Floyd, our nation’s history of racism, and our union’s commitment to solidarity over white supremacy  

“Please, I can’t breathe.” George Floyd, seconds before his murder  

“As the tears run down my face, as I watched this man die, I ask myself, when will this end?” Eleanor Knight, UFCW 21 Executive Vice President and Shop Steward  

 “Such a shame. Hundreds of years of dehumanizing black people. I have not been this upset in about 20 years. Every time I see this on TV raw emotions overcome me, and nothing but tears continually roll down my face.” Sam Dancy, UFCW 21 Executive Vice President and Shop Steward 

“As a mother of biracial children, I sobbed. I could not even stop crying when I saw what the police did to this man. I fear for the safety of my own biracial children.”  Carrie Ann Perry, UFCW 21 Member 

We are filled with grief as we cope with two epidemics and a failed state response to both. One is a global pandemic that has killed over 100,000 of our brothers, sisters, and siblings here in the US. COVID-19, a disease that could have been minimized, but instead was allowed to devastate our nation, is highlighting the cracks in our foundation and illustrating the gross racial and economic inequalities that plague us. The second epidemic is the deep stain of racism rooted in the founding of our country and built into the fabric of our institutions.  

The widespread and institutional racism and violence against Black people in this nation goes back over 400 years. It is present and on the rise now, in 2020. This is outrageous. The list is long: police brutality, voter disenfranchisement, racism in hiring, health care, education. We stand for justice for Black people who have been murdered as a result of racist policies, practices, and actors. We lift up our collective voice and say their names: Emmett Till. Philando Castile. Sandra Bland. Michael Brown. Tamir Rice. Breonna Taylor. Ahmaud Arbery. George Floyd. The list could fill a book. We stand for justice for all Black people in this country. 

When communities of color are being repeatedly traumatized, when we see racist acts of hate and violence on full display played out online and splashed across televisions and newspapers, we remember that labor’s power comes from our ability to act collectively. Fear undermines our collective power. Racism undermines our collective power. Racism is the enemy of the working class. Racism is the enemy of organized labor. In acts of solidarity, we can gain hope, even where we may disagree. Martin Luther King said, “There comes a time when silence is betrayal.” For working people, there is no more time to remain silent. 

Please join with us in a movement for justice that we of United Food & Commercial Workers Local 21 are committed to help to build. We need your voices, your stories about the injustices that you have experienced and resisted, and we need your engagement in the continuing struggle. 

“I see you, I hear you, I mourn with you. Black Lives Matter.” Jeannette Randall, UFCW 21 Executive Vice President   


Share your voice:

Faye Guenther, UFCW 21 President 

Joe Mizrahi, UFCW 21 Secretary-Treasurer 

Fredel Albritton, UFCW 21 Executive Vice President

Kyong Barry, UFCW 21 Executive Vice President

Gregg Barney, UFCW 21 Executive Vice President

Maggie Breshears, UFCW 21 Executive Vice President

Greg Brooks, UFCW 21 Executive Vice President

Patricia Brown, UFCW 21 Executive Vice President

Christy Cyr, UFCW 21 Member

Sam Dancy, UFCW 21 Executive Vice President

Amy Dayley Angell, UFCW 21 Executive Vice President

Robin Grier, UFCW 21 Member

Tashia Hicks-Templeton, UFCW 21 Member

Eleanor Knight, UFCW 21 Executive Vice President

Atsuko Koseki, UFCW 21 Executive Vice President 

Mohamed N Muhidin, UFCW 21 Executive Vice President

Carrie Anne Perry, UFCW 21 Member

Jennifer Parker, UFCW 21 Member

Wil Peterson, UFCW 21 Executive Vice President

Cliff Powers, UFCW 21 Executive Vice President

Jeannette Randall, UFCW 21 Executive Vice President

Rob Shauger, UFCW 21 Executive Vice President

Scott Shiflett, UFCW 21 Executive Vice President

Chuck Svac, UFCW 21 Member

Richard Waits, UFCW 21 Executive Vice President

Sue Wilmot, UFCW 21 Executive Vice President

Zion, UFCW 21 Member

Conifer St. Elizabeth & St. Joseph - Standing Together

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Members at St. Joseph met with Management this past week to continue making progress towards securing a fair contract. While some progress was made on language issues, the fight for fair wages is just starting! We have your backs at the bargaining table, now let us stand together and finish strong!

“Negotiations are moving too slowly. We feel disrespected that Conifer is not taking this process seriously. The managers at the table are mostly from out of state and are out of touch with the daily issues we face at work. We had to fight for bargaining dates in May and continue to fight for more dates in June. Let’s show them that we are serious and united!”

Terri Ross, Bargaining Team Member


We have a plan to win and we need you to help us execute it! Join us on Thursday, June 4 @ 5pm for our virtual CAT meeting using Zoom.

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed and texted out.



Next Bargaining Dates
St. Joseph:
6/18, 7/7-7/8
St. Elizabeth: 6/24-6/25

June 1: Telephone Town Hall Calls

Join fellow union members for this week’s 

UFCW 21 Live Telephone Town Halls

Monday, June 1 

6:30pm 

Call-in number: 888-652-2664 

Meeting ID: 4865 

These meetings are an opportunity to come together to discuss workplace safety, ongoing campaigns for hazard pay, questions about things like childcare, unemployment, or mental health, and anything else going on in your workplace or community as we respond to the COVID-19 pandemic.  

Join us by picking up the phone when we call you between 6:30 and 6:40pm on Monday, or you can call in yourself with the call-in information above. 

And we will be joined again by our partners at Teamsters 38. 

SUBJ: You’re invited: Mon. 6/1 at 5:30pm Union Tele-Town Hall Meeting 

 

Special Public Sector Telephone Town Hall Call 

Monday, June 1 

5:30pm 

Call-in number: 888-652-0386 

Meeting ID: 4864 

These meetings are an opportunity to come together to discuss workplace safety, ongoing campaigns for hazard pay, questions about things like childcare, unemployment, or mental health, and anything else going on in your workplace or community as we respond to the COVID-19 pandemic.  

Join us by picking up the phone when we call you between 5:30 and 5:40pm on Monday, or you can call in yourself with the call-in information above. 

We will also be joined by workplace leaders from the Washington Public Employees Association UFCW 135. 

Health Care 

Monday, June 1 

7:30pm 

Call-in number: 888-544-2310 

Meeting ID: 4866 

These meetings are an opportunity to come together to discuss workplace safety, ongoing campaigns for hazard pay, questions about things like childcare, unemployment, or mental health, and anything else going on in your workplace or community as we respond to the COVID-19 pandemic.  

Join us by picking up the phone when we call you between 7:30 and 7:40pm on Monday, or you can call in yourself with the call-in information above.

OTHER UPDATES: 

Washington State Reopening Non-emergency and Elective Medical/Dental Procedures 

As of May 17, health care and dental facilities are able to offer non-emergency and elective procedures only if they are able to meet the state’s safety criteria, including providing appropriate protective equipment for workers and patients and having a formal employee feedback process. Please review the information in this order and if you have new ideas about how we can help all members understand and enforce these safety guidelines, be in touch. 

Swain's General Store - Contract Vote Scheduled

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We will be holding an online vote meeting on Sunday, June 7 @ 6:30pm to answer any questions about the tentative agreement. Details for joining will be mailed out with the vote instructions.

We will send out information soon with more details of the changes in your new contract and how the mail-in voting process works. To review a copy of the full legal document with all changes please visit the link provided in the body of the email below.

View the Document

Upcoming Online Vote Meeting
Sunday, June 7 • 6:30PM •
Details for joining will be mailed out!