Telephone Town Hall Monday June 15

Special Opportunity for Telephone Town Hall Monday June 15 at 6:30 PM

Many workplaces are as stressful or even more stressful than they have ever been before. It can impact our health at work and at home. We want to hear about your concerns and help answer your questions.

As you are aware, we have been doing Telephone Town Halls for the past three months to keep members informed and answer questions. Next week, on Monday June 15th at 6:30 PM we are inviting all members to join our call with our special guests – expert professional nurses who can help us learn how to keep ourselves mentally and emotionally safe and sound during the ongoing crisis.

Please call in to the Town Hall, Monday at 6:30.

888-652-0380
Meeting ID: 4922

Over the coming days we would love to hear from you about questions you may have so we can prepare for the call. Reply to this email and let us know:

• How have the stresses in your workplaces changed as a result of more workload and fewer staff or more pressures?

• How are levels of anxiety about furloughs or reduced hours leading to less take home pay?

• As the economy opens up and Stay at Home orders are relaxed, are you at all concerned about how this could increase your exposure to COVID 19? If yes, how does that make you feel and would you like to learn more about how to address that fear and anxiety?

• Other concerns you have questions about that you would like to hear answers to?

On top of the COVID 19 pandemic, the recent killing of George Floyd has brought to the surface long-standing racial injustices that have been part of the United States since before we were a nation. We as a union have been and are continuing to work at becoming an anti-racist organization and are also working on creating systemic changes in our workplaces and society so all workers have equal opportunities for employment that is safe and has the benefits of a union.

On Monday we will be joined by two professional nurses to answer your questions live:

Stephen Mitchell, RN, BSN, MPA: Stephen was born and raised in the Seattle area and went to nursing school at Seattle University.  He has been a nurse for more than 10 years and most of that time he has worked in mental health nursing in a variety of settings and facilities around the Puget Sound. In his role as the mental health nurse for the Sound Trust Mobile Care Coordinator Program, Stephen supports members through the often complex world of mental health as well as members struggling with and recovering from drug and alcohol abuse.

Andy (Andrea) Votendahl, RN, BSN:  Andy is also a native Seattleite, having lived and worked here all her life.  She has been a nurse for more than 28 years in a variety of roles.  Immediately prior to joining the Mobile Care Coordinator team at Sound Trust, Andy worked as an organizer representing nurses and other healthcare workers at local area hospitals including Swedish Medical Center and Harborview, where she was the immigrant rights organizer. Andy has taken and led various trainings on structural racism and antiracism work, and focuses right now on coordinating care with members who have acute medical needs.

We look forward to hearing from you soon and your joining the call on Monday the 15th at 6:30 PM. Again, the call in number is:

888-652-0380
Meeting ID: 4922

Retirement Planning Webinar for Union Members

Whether you're just starting your career or reaching that point where you’re ready to relax, planning for retirement can be a daunting process. UFCW 21 members have a great retirement resource in their Sound Retirement pension. Understanding your benefit and how to access it are the keys to successful retirement planning. Your union along with Zenith Administrators is committed to guiding you through your work life and into successful retirement. We will be offering free retirement planning webinar open to all UFCW 21 members who participate in the Sound Retirement pension. Please plan on joining us on one of the date/times. You can register for the webinar by clicking on the link.

Please call your Union Rep for information and to RSVP to a webinar.

Tuesday June 23, 5:00p
Wednesday June 24, 12:00n
Thursday June 25, 6:30P
 
We will be offering additional dates/times in the future for those unavailable at the dates/times listed above.

Albertsons, Safeway, Haggen Announce End to Hazard Pay – Let’s Take Action

Albertsons, Safeway, and Haggen just announced they plan to eliminate our hazard pay tomorrow (Sat 6/13/20). While we appreciate that corporate plans to acknowledge our hard work with one last additional bonus, cutting hourly pay during a pandemic is an unacceptable way to treat workers on the front lines and at risk every day. We have been helping our communities and our company through this crisis for months, and we continue to do so.

TAKE ACTION: If you work at Safeway, Albertsons, or Haggen, take a moment to speak up about what you’ve been through, how your job has changed, and what you think management should do to compensate you and keep you safe.

Friends, family, customers, and community can contact Albertsons/Safeway’s corporate office and let corporate know how they feel by calling 877-276-9637 or 877-723-3929.

Swain's General Store - Contract Unanimously Ratified!

Our new contract was ratified on June 12 with a 100% “YES” vote! Our Bargaining Team worked hard to reach an agreement with a HISTORIC $1.26/hr wage increase, full retro pay back to contract expiration, significant money into our 401k retirement plans, and no take-aways. 

Talk to one of your Bargaining Team members or Union Representative for more information about our new contract.

Central Co-Op - Health Care Update

After meeting to bargain over the healthcare plan, Central Co-op and the Union reached an agreement to switch to the UFCW National Fund Healthcare plan.  The Co-op has sent information to the new provider to make sure that the change takes place by July 1st.  The new plan has no cost increases to workers and provides the same level of benefits as previously provided.  

The next step is for the Fund prepare detailed benefit books for all eligible workers.  They will be sent out as soon as they are printed.

Anytime there is a switch in healthcare plans and providers, questions and concerns always arise.  Be sure to talk to your manager, shop steward, or union representative, Ariana Davis 206-436-6586 when they do.

St. Anne Hospital Pro-Tech - Bargaining Begins

“We are working together to fight for a fair contract that benefits both our members and the community.”

Our Bargaining Team

Your Bargaining Team met with Management for the first time on June 10. After reviewing your bargaining surveys, looking at opportunities for contract improvements, and discussing the hazards we face with COVID-19, the team submitted our first proposal to Management. 

Our initial proposal included a stronger safety committee, new mandatory overtime language, fair overtime for ALL members, reimbursements for license/certification renewal, and successorship language that would protect our contract through future mergers or acquisitions. 

The team is currently working on an economic proposal, which will include market competitive increases, that we hope to present within the next few bargaining sessions. We return to the bargaining table next Wednesday, June 17.

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COVID-19 Information: Keep your family, workplace, and community safe. Find coronavirus updates and resources on our website

Update Your Information!

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

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

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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

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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

“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.

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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

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”.

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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

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

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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

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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

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

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!

Join us for UFCW 21 Telephone Town Hall calls

You’re invited to call into our weekly Telephone Town Hall using the call-in information below: 

Monday, June 8 at 6:30 PM 

Call-in Phone Number: 888-652-0380 
Meeting ID: 4899 

Health Care:

Monday, June 8 at 7:30 PM 

Call-in Phone Number: 888-652-0383 
Meeting ID: 4900 

State of Race: Outrage, pain and tentative hope

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

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

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.

Forks Community Hospital (RN) - Bargaining Team Unanimously Recommends a "YES" Vote!

Click on the links below for the following:
Update Your Contact Information
New Contract
New Wage Scale

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.