Olympic Medical Center - ProTech - Contract Vote Scheduled
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Your Professional-Technical Unit Bargaining Team has reached a fully recommended tentative agreement with Olympic Medical Center! We have been bargaining over wages, working conditions, and the short-term disability program since May 2020. During bargaining, we did an analysis of our wages compared to the surrounding hospitals and other rural hospitals in the area. OMC proposed to retire our “short term disability” program and we gave this a lot of thought. Our short-term disability program provides 60% or 75% wage compensation per week. We fought to keep our plan but heard from the unit that wages should take priority. In addition, the new Washington Paid Family Medical Leave provides a higher benefit and accrual than our current short-term disability program.
There are more details to our tentative agreement, which we will go over in depth via a Zoom video webinar on July 9 at 7:30 AM and 4:30 PM (the link will be included with the vote documents). Please join us on either date to ask questions and go over the vote documents. Given the pandemic, we are unable to hold an in-person contract ratification vote and will be doing a mail-in ballot. The Union will be mailing and posting the vote documents on the UFCW 21 website through the link provided below.
If you have any additional questions, please feel free to contact our union representative, Aimee Oien at aoien@ufcw21.org or our negotiator, Evelyn Orantes-Fogel at eorantesfogel@ufcw21.org.
Virtual Vote Meeting Webinar
Thursday, July 9 • 7:30 AM • 4:30 PM
Details for joining will be mailed and emailed out with vote instructions. To review a copy of the full legal document with all proposed changes please view the document here.
Summit Pacific Medical Center - Bargaining Team Announced for Summit Pacific!
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We are set to begin bargaining our first contract with Summit Pacific! Your member led bargaining team will be:
Alicia Wood
Angi Swinhart
Barb Ford
Jeff Redmond
Kristen Frazier
We start bargaining in just a few weeks! Our first dates are: 7/24, 7/31, 8/7, and 8/17, and we will be adding more dates to the calendar.
What do you want to include in your contract? Fill out your contract survey by July 10!
St. Michael Medical Center Pro-Tech - Important Upcoming Dates
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During this round of negotiations we were able to win fair double time language for members working 10-hour shifts and, in addition, new “donning and doffing” language that provides eight minutes of paid time at the start and end of each shift to change in and out of hospital-required attire. However, the employer continues to make unacceptable wage proposals and has maintained their attacks on our affordable healthcare. We made clear to managament that if this behavior continues then we will have no choice but to bring our fight to the community.
Please join our upcoming Contract Action Team (CAT) meetings to get the latest updates and learn how we can win a fair contact. These meetings will be held virtually through Zoom.
CAT Meetings
Wednesday, July 1
8AM
6PM
Wednesday, July 15
8AM
6PM
*Contact your Union Rep or a Bargaining Team member for call-in details
A message from election Chairperson Maria Milliron
/Dear Members,
I’ve received numerous ballots returned due to incorrect addresses. If you have not received your ballot and believe it is due to a wrong address please send me an email directly at maria@ufcw21.org with your updated address. Please note: only returned ballot envelopes in my possession can be resent out, no new ballot envelopes can be reproduced. Updated addresses I receive by 12 pm on Tuesday, June 30, 2020 will be back out in the mail by end of day June 30, 2020. Any updated addresses received after 12 pm on Tuesday, June 30, 2020 is not guaranteed to be resent out.
Please email or call me at (206) 436-6571 if you have any questions.
Thank you,
Maria Milliron
Election Chairperson
St. Michael Medical Center Service & Dietary - Formerly Harrison Medical Center - Contract Ratified
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We are happy to announce that the Harrison Medical Center Service & Dietary contract was ratified this afternoon by an overwhelming majority! We won substantial wage increases, new short-term personal leave, improved schedule posting language, as well as many other improvements.
Forks Community Hospital Tech / Service - Bargaining Continues
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We received Management’s economic proposals Wednesday. While we appreciate the effort they’ve made towards making sure our wages are comparable to surrounding hospitals, there are still areas for improvement.
We have proposed improvements to our Rest Between Shift language. We’d like to see Management value the rest and safety of all employees equally
Management is also evaluating our proposal to fully acknowledge and value our employees that work non-traditional hours. We hope they agree that evening and night shift workers make significant adjustments to family life, sleep schedules, and more.
Once we reach an agreement, we will be voting our contract by mail
Please update your information with us here.
Cascade Valley Hospital - Bargaining Continues with Management
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We continue to bargain with Management to reach a settlement that meets our key goals of:
Wage Parity with Skagit Regional Hospital
Equity Adjustments for employees with years of service
Increases to Shift Differentials to match Skagit.
Although we have reached tentative agreements for some of our goals, our Bargaining Team continues to push for Equity Adjustments. We have also seen Management propose for a wage reopener in the 2nd year because of the financial impact of COVID 19. We’re scheduled to bargain again on Friday, June 26 and are looking to secure more dates in July.
“We look forward to bargaining with Management this week and reach a settlement that we can bring to our membership for ratification. We still need management to meet our main goals of Equity for our members who have given many years to this hospital.”
Cascade Valley Hospital Bargaining Team
Forks Community Hospital RN - 100% “YES” VOTE! Forks Community Hospital RN Contract was ratified on June 22
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We were able to win respectful wage increases that will allow us to recruit and retain good nurses for our community. We also added new and increased competency premiums while maintaining our benefits.
“We achieved our overall goal to raise our wages to be competitive with comparable healthcare facilities.”
Forks Community Hospital RN Bargaining Team
Governor Announces Statewide Mask Mandate
/Many UFCW 21 members have been wearing masks to work for months already, but the public has not been required to do so. We wear masks to protect our customers, patients, and each other, but we know masks are most effective when everyone is wearing them. That’s why UFCW 21 members have been pushing for the public to be required to wear masks when they visit our workplaces—like stores, pharmacies, and clinics.
This week the governor has listened to essential workers and issued a mandate that everyone wear face coverings when going out in public. We know we had an impact, because members have been demanding this for months and that has been repeatedly passed on to state officials. When we speak up together, we make change. UFCW 21 President Faye Guenther joined Governor Inslee for a press conference announcing this safety proclamation on Tuesday, June 23.
Meanwhile, Fred Meyer, QFC, Safeway, Albertsons, and Haggen have cut hazard pay for front-line grocery store workers. Employers should be implementing hazard pay for all essential workers immediately. Get in touch with your Shop Steward or Union Rep to get involved in actions for hazard pay at your workplace.
Read the Governor’s proclamation about mask-wearing here:
Beginning June 26, every Washingtonian in an indoor public space, or in an outside public space when unable to physically distance from others, will be legally required to wear a face covering…
St. Michael Medical Center Pro-Tech - Fair Wages for All!
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Your Bargaining Team met with Managament again on June 18 and we were able to win an increase to our weekend premium pay, an agreement from the Medical Center to track CEDO hours, and cleaned up language regarding the medical center’s name change.
However, Management made an insulting economic counter-offer that fails to provide fair wage increases to ALL members with some receiving ZERO increases in the first year. Management has also continued their attacks on our affordable Union healthcare plan by demanding that we accept the Medical Center’s expensive healthcare. We feel that it’s indefensible for Management to demand healthcare concessions at a time when we are risking our health and safety everyday to protect our community through the COVID-19 pandemic.
Your Bargaining Team has made clear to Managament that we will fight to ensure that all members, regardless of classification or years of service, will receive a fair wage increase and shall maintain our affordable healthcare. We must prepare ourselves to take action against these unacceptable proposals and fight for the fair contract that we deserve!
“We demand fair wages for ALL members and are fighting to keep our affordable Union healthcare, which is more important now than ever!”
OUR PRO-TECH BARGAINING TEAM: Judy Shoesmith, Kain Mcleod, Connie Baker, Rob Shauger, Don Szabo, Ona Burkett, Sonja Hammes
Conifer St. Elizabeth & St. Joseph - Conifer Fails to Propose Wages!
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Members at Conifer St. Joseph met with Management on Thursday to continue negotiations. We are disappointed that Management came to the table unprepared and refused to propose wage increases. Even though we presented Management all of our proposals, not much progress was made.
“We continue to fight for Fair Wages, Benefits, and Job Protection from unfair disciplinary actions. Let’s stand strong together and TAKE ACTION because we need a strong will to work at St. Joe’s!”
– Josie Talavera-Berg
Join us at the CAT meeting to learn more!
Monday, June 22
@ 5:30 PM via Zoom
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed and texted out.
What Juneteenth 2020 Means to Us
/Today is Juneteenth, a holiday commemorating the end of slavery in the United States. This year, members have a lot to say about what this holiday means to us and what we’re thinking about on Juneteenth 2020.
Thank you to UFCW 21 Shop Steward and Executive Vice President Wil Peterson for reaching out to fellow union leaders for their stories!
Hearing about Juneteenth for the first time? You can learn more about Juneteenth at juneteenth.com, nmaahc.si.edu/events/juneteenth, or blkfreedom.org.
Want to get involved in our union’s fight for racial equity and an antiracist labor movement? Sign up here.
Summary of the Macy’s Reopening Agreement
/This is a summary of the agreement which outlines options if you are not able to return to work, Macy’s safety procedures when the store opens, and how the stores will operate until August starts. Please contact your rep if you have questions or concerns:
Not able to return to work:
If you are not able or willing to return when recalled, there are three different options:
-One time pass: places you on the bottom of the one-time recall list for reopening, this does not affect your seniority within Macy’s, when called back the second time must be able to return to work or the Employer will consider it your resignation. Macy’s will be keeping you on furlough, so your employment status is should not be changing in regard to unemployment insurance.
-Personal leave: 2-weeks of unpaid leave to give you time to prepare for the return to work. You would then return to work after the 2 week leave. You can access you vacation/sick bank and your PTOs as you will be considered “active.” This will change your status for unemployment insurance.
-Medical leave: You will need doctor’s certification and would be placed on active status and given medical leave. When medical leave is up, you will to return to work. You can access your vacation/sick bank and your PTOs as you will be considered “active.” This will change your status for unemployment as you will be active, however if you are a person who is “at risk” for COVID-19 or is sick with COVID-19, you may still be eligible for unemployment insurance. If you are not eligible you for unemployment insurance, you could be eligible for Washington State Paid Family Leave.
Safety at the store:
-Macy’s will provide PPE (personal protective equipment) to all members, including face masks and gloves (where needed).
-Macy’s needs to enforce social distancing and provide for the time and cleaning materials to sanitize the areas where we are working, while we are working.
-Macy’s will perform wellness checks of all employees before the start of their shifts, to help stop the spread in our workplaces.
-Members have the rights to refuse work that is not safe, with proper notification to management (contact your rep or shop steward).
Hours workers, commission pay, COVID-19 leave:
-While the store gets back to normal volume, the stores are operating with temporarily reduced business hours. Full time will be guaranteed 28 hours, part time 10, recalled Flex workers will not be assigned shifts (as usual).
-Once the store returns to regular hours, or the agreement expires, the people will return to their hours options before the stores closed for the pandemic. If there are permanent staff/hours reductions those are subject to seniority.
-For returned to work members, Macy’s will pay up to two weeks leave for members required to self-quarantine due to or have been diagnosed with COVID-19.
-For draw vs commission Macy’s will clear possible deficits until agreement ends on August 1st.
-Our union contract has not changed; Macy’s still needs to follow it.
Reps:
Bill Roberts
Bellingham Macy’s
(360) 419-4665
Teasha Karell
Alderwood Macy’s and Furniture Gallery
(206) 436-6510
Ariana Davis
Southcenter Macy’s and Furniture Gallery
(206) 436-6586
Monica Smith
Federal Way Commons Macy’s
(206) 436-6524
MLK Labor Council Kicks Out SPOG
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For Immediate Release: 10:29 PM, June 17th
MLK Labor Council Kicks Out SPOG
Seattle, WA – In a dramatic show of building a labor movement that is better connected with the local community and taking action to address historic and ongoing racism in our society, the MLK Labor Council affiliates voted tonight to expel the Seattle Police Officers’ Guild from the Council.
“Two weeks ago we gave yet another chance for the Seattle Police Officers’ Guild to make immediate and drastic changes to correct the systemic and institutional racism in the Department. That was not done, and tonight we followed through on our commitment for change by voting for accountability, for justice, for Black Lives Matter and for reform by kicking SPOG out of the MLK Council,” said Joe Mizrahi Secretary Treasurer of UCFW 21.
“As a worker, as a labor leader, as a Black man in Seattle, I am honored to be part of this action tonight. We have made the voice of the community and the voice of the workers in our city loud and clear. We will not tolerate racism and we are demanding that SPOG make systemic changes to address the racism in the Police Department,” said Sam Dancy, a UFCW 21 member from QFC in West Seattle.
UFCW 21 is the state’s largest private sector union with over 46,000 members working in grocery stores, health care, retail and other industries.
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Hood Famous Bakeshop Update Bargaining Begins
/The bargaining team met with Chera and Geo for the first time on June 2 and begin negotiations for your first collective bargaining agreement. Based on the bargaining survey results, our discussions during the proposal meeting on May 4, and reviewing other local contracts, the team was able to submit our first proposal to the employer.
While this proposal was not comprehensive, and didn’t include our economic concerns, we did lay the foundations of a good contract and addressed the following:
Establishment of a Labor Management Committee, Discipline and Discharge, Holidays (scheduling & pay), Event and New Product Announcements, Harassment/Discrimination, Seniority & Layoffs, Leave of Absences, Transparent Job Postings, Grievance Procedure.
We are still reviewing the concerns brought to our attention during the proposal meeting, both economic & non-economic, and are crafting proposals that we hope to pass to the employer soon.
Please join us for our Contract Action Team (CAT) meeting on Tuesday, June 23 at 5pm! At this meeting we will provide a detailed update on the status of negotiations, get direct member feedback on current and forthcoming proposals, and answer any questions you may have. For details on how to RSVP call your Union Representative, Ariana Davis (206) 436-6586
Resources from our Guardian Nurses
/Resources for UFCW 21 Town Hall on June 15, 2020
National Suicide Prevention Line: 800.273.8255 or https://suicidepreventionlifeline.org/
King County Crisis Line: 866.427.4747 or 206.461.3222 or https://www.kingcounty.gov/depts/community-human-services/mental-health-substance-abuse/services/crisis-services.aspx
National Alliance on Mental Illness (NAMI)/Washington office: NAMI Washington is the state office of the nation’s largest grassroots mental health organization dedicated to building better lives for those affected by mental health conditions. (206) 783-4288 or website: https://www.namiwa.org/
Asian Counseling and Referral Service (ACRS); promotes social justice and the well-being and empowerment of Asian Americans and Pacific Islanders and other underserved by developing, providing and advocating for innovative, effective and efficient community-based multilingual and multicultural services. https://acrs.org/ or 206-695-7600
Black Mental Health Alliance. A national organization whose mission it is to develop, promote and sponsor trusted culturally-relevant educational forums, trainings and referral services that support the health and well-being of Black people and other vulnerable communities. https://blackmentalhealth.com/ or (410) 338-2642
Mindfulness and Meditation: Check out Headspace for hundreds of articles for any mind, any mood, any goal. Articles about sleep, anxiety, meditation, movement and healthy living. https://www.headspace.com/ or check out https://www.calm.com/
Domestic Violence Hotline (with on-line chat functionality) www.thehotline.org or 800-799-7233
Sexual Assault National Hotline (with on-linen chat functionality) www.rainn.org or 800-656-HOPE
On-line emotional support: www.7cups.com offers 180 professional therapists and over 300,000 trained listeners.
National Parent Helpline: powerful online resource for parents and caregivers of children all across the United States. https://www.nationalparenthelpline.org/
El Centro de la Raza Center. A local community organization whose mission it is to confront problems of racism, sexism and other forms of inequality http://www.elcentrodelaraza.org/
Find additional resources for UFCW 21 Members here
UFCW 21 Celebrates Today’s Supreme Court Ruling Affirming LGBTQ Workers’ Rights
/UFCW 21 Celebrates Today’s Supreme Court Ruling Affirming LGBTQ Workers’ Rights
Today’s Supreme Court ruling confirms the legal precedent of what our union already knows: all working people deserve a workplace that is free from discrimination based on who we are. No one deserves to be fired or denied a job because of our gender identity or sexual orientation. That has now been upheld as federal law by the highest court in the country, offering millions of workers legal protection from discrimination at work. For this decision to be announced during Pride Month makes it extra joyous, and we lift up and join in UFCW OUTreach’s celebration of a meaningful victory and continued dedication to the work of building a more inclusive world.
From today’s Supreme Court ruling:
In Title VII, Congress adopted broad language making it illegal for an employer to rely on an employee’s sex when deciding to fire that employee. We do not hesitate to recognize today a necessary consequence of that legislative choice: An employer who fires an individual merely for being gay or transgender defies the law.
While employment discrimination based on sexual orientation/gender identity is already prohibited here in Washington State where most of our members live, and we are proud of the organizing we have done in our home state to further the rights of LGBTQ workers, no one should lose their basic rights just because they crossed state lines. Our union stands in solidarity with all our LGBTQ members and LGBTQ workers across the country.
How to get involved in LGBTQ rights in the labor movement:
UFCW OUTreach is a UFCW constituency group working to ensure full equality for LGBTQ+ workers on their jobs and in their unions. UFCW members can sign up for updates from UFCW OUTreach or join the group at ufcwoutreach.org/join-1
Pride at Work is a UFCW 21 community partner organization dedicated to mutual support between the organized labor movement and the LGBTQ community to further social and economic justice. Learn more at prideatwork.org
LGBTQ Allyship is a UFCW 21 community partner building power among LGBTQ communities and allies in Washington State to work towards economic, racial, and gender justice. Learn more at allyship.org
Ingersoll Gender Center is a UFCW 21 community partner and one of the oldest organizations by and for transgender and gender nonconforming communities in the United States. Learn more at ingersollgendercenter.org
Gender Justice League is a UFCW 21 community partner working to empower trans activists and our allies to fight oppression based on gender & sexuality in Washington State. Learn more at genderjusticeleague.org
More on this court ruling:
Pride at Work Applauds Supreme Court Ruling Banning LGBTQ Workplace Discrimination
Justices rule LGBT people protected from job discrimination (Seattle Times/Associated Press)
LGBTQ Americans Just Won A Massive Civil Rights Victory At The Supreme Court (Buzzfeed News)
Supreme Court Rules LGBTQ Workers Protected Against Sex Discrimination (National Public Radio)
