We met with Management on Monday, August 3 to begin bargaining. We made proposals for union leave, new hire orientations, and improvements to bereavement leave. We are awaiting the Employer’s response. Management also made some proposals around scheduling that we are carefully considering.
WE STILL NEED YOUR INPUT!
Your Bargaining Team met with Management on Tuesday to continue negotiations. We passed our initial wage proposals and had productive conversations regarding the issues that matter most to you.
“We had a productive day of negotiations. We look forward to seeing how Management will respond to our recent proposals. Most importantly, I look forward to discussing the details with you at our online Contract meeting this Thursday! Hope to see you there!”
OUR BARGAINING TEAM: Shelby Tyner, Eli Lanzcos, Fredel Albritton, Steph Royce, Sherry (Sam) McVay, Tambra Graham, Nancy Paynowski
Hear from your Bargaining Team about negotiations! Join our online Contract Meeting!
Thursday, August 6 - TODAY
6:30 PM
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
Next Bargaining Dates: August 11 & 14
Our Bargaining Team for Support Services has reached an agreement with OMC. We began bargaining in late June 2020 due to the pandemic. Our main concerns during bargaining were wages and ensuring that we fixed the wage compression given the increased State hourly minimum rate. Initially OMC proposed lower increases than we expected given the loss in revenue due to the pandemic. But at the end, we were able to fight and win higher increases than in past contracts!
The next step is to vote to approve the contract. We will be sending out a second notice with a vote date/time or we will be running a mail-in ballot contract vote. Please update your email/address on our website in order to receive your vote documents.
We will be holding a contract vote meeting to explain the tentative agreement via Zoom on August 18, from 8AM - 9PM and 5PM - 6PM.
If you have any question, please contact your Union Rep, Aimee Oien @ 360-662-1981.
Virtual Vote Meeting
Tuesday, August 18 • 8AM - 9PM • 5PM - 6PM
Contact your Bargaining Team or Union Rep for call-in details.
Details will be mailed / emailed out with vote instructions.
To make sure you receive your vote documents please update your address!
It was brought to our attention that on July 31, 2020, you received an email communication from Maureen Powers, alleging that union members have been calling out from work as a coordinated action against the Company.
The Union wants to make it clear that we have NOT called for, encouraged, nor condone any kind of call/sick out action against Conifer. Any work stoppage/strike will be voted on by the membership. Please ensure that you are using your PTO/Sick Leave only for legally protected reasons and in accordance with the law and attendance policies. We expect both sides to continue to negotiate in good faith to reach a deal.
Again, the best way to win a fair contract is to stand together by:
Attending CAT meetings
Signing the petition
Talking to your bargaining team members about other ways you can participate
Thank you in advance for your cooperation,
Amirah Ziada Mirziteh
Negotiator
There will be information on workplace safety, hazard pay and other important and timely topics. Save the date and plan to join us then.
RIGHT TO BETTER WAGES: We have a right to fair pay so we can afford food, clothing, a place to live, and the other necessities we need to live our lives and support our families. Better wages mean that current workers can be given the opportunity to move into higher paying jobs and have their time with the company recognized.
RIGHT TO LIFE OUTSIDE WORK: We have a right to a life outside of work including two dependable days a week for ourselves, our families, our places of worship, and our communities.
RIGHT TO HEALTH CARE: We have a right to an affordable health care plan that helps us stay well and takes care of us when we are ill.
RIGHT TO RETIREMENT: We have a right to a dependable pension so we can retire with dignity.
RIGHT TO PAID SICK DAYS: We have a right to paid sick days when we are sick so we can stay at home, get well and contribute to a healthy food supply. Nobody should have to choose between staying home and caring for themselves or a sick family member and paying the rent.
RIGHT TO JOB SECURITY: We have a right to protection against unjust firing or demotion, and unfair discipline.
RIGHT TO SAFE WORKPLACES: We have a right to decent and safe working conditions. This includes basic humane treatment including rest breaks and worker safety protections.
RIGHT TO A VOICE ON THE JOB: We have a right to a voice in the workplace when we choose to have a union, without any interference by our employers.
RIGHT TO HEALTHY FOOD: Grocery workers and our customers have a right to safe and healthy food in the stores where we work and shop.
RIGHT TO MORE HOURS: We have a right to a dependable number of hours of work each week so that we can predict our paycheck, manage our household budgets, and be able to pay our bills.
“More of the same behavior from Management.”
OUR BARGAINING TEAM: Danilo Dantes, Monique Pyles, Katy Turek
Our Bargaining Team met again with Management on July 29 and were severely disappointed with Management’s behavior. While we work to address current issues, Management has consistently stonewalled any attempt at progress. It’s becoming increasingly clear that The Doctor’s Clinic didn’t come to the table with the intention of bargaining in good faith.
Among the many points of frustration were wages, as the Employer—who originally refused to provide a counter offer until we pushed back—slightly raised their proposal to 1%, 1.5%, & 2% for each year of the contract. This is an insulting proposal that ignores the new hazards we face with COVID-19, would make the Doctor’s Clinic significantly less competitive, and is much less than what other UFCW 21 contracts received this year.
To make matters worse, the employer has proposed new language to weaken the Union and our Bargaining Team’s power to win strong contracts and improve the workplace. We cannot stand for this attack on workers especially as Management proposes ridiculous wage increases and is failing to properly protect us from COVID-19.
We will take to the streets and unmask the Employer’s behavior to a community that has always stood in solidarity with workers under attack. Please bring your friends and family to our “CHI Unmasked Banner Action,” where we will have banners and signs that ask the community to support our fight for a fair contract. This will be a joint action with our fellow members at Harrison Medical Center who are dealing with similar issues in their own contract negotiations.
The action will be held on Thursday August 6 at three roadside locations:
12:00PM – 1:30PM: HWY 305 NE & 7th Ave NE (Poulsbo)
(Near Poulsbo Central Market)
2:00PM – 3:30PM: Greaves Way & NE Waaga Way (Silverdale)
(Near “The Trails at Silverdale”)
4:00PM – 6:00PM: South End of Warren Ave Bridge (Bremerton)
(Near Lower Roto Vista Park)
While we did make progress and come to agreement on some basic contract provisions, it’s clear that there is a lot of work ahead of us.
Management has made some alarming proposals around seniority and our access to union representation. They are also currently rejecting our common sense language around safety and nondiscrimination.
“Management seems more concerned about their rights than ours”
— Our Bargaining Team: Angi Swinhart—RN (Below Left), Clinic; Kristen Frazer—Registration Specialist (Below Right); Barbara Ford—ED HUC (Below Center); Jeff Redmond—ED Tech; Alicia Wood—RN, ED
It’s going to take all of us to win fair treatment and dignity at work. Join us at our digital Contract Action Meeting via Zoom on 8/5 at 7PM!
Wednesday, August 5
7PM via Zoom
RSVP for call-in details!
OMC ProTech, your contract vote ballots are due on August 14. The due dates for ballots was omitted from the original notice. As a result, we are sending out this notice. Please send back your ballots via mail to PO Box 80682, Seattle, WA 98108 by August 14 (postmarked) in order for your vote to be counted.
If you have any questions please contact your Union Rep, Aimee Oien 360-662-1981
Negotiations this week between Conifer and union members at St. Elizabeth was short. No major changes or agreements were made today. We have additional dates planned to resume negotiations.
Your Bargaining Team is still working hard to secure a fair contract that includes:
Fair Wages
Maintains PTO accruals
Fair process to request time off
We must continue to stand and act together to win on these issues that matter most!
“Significant progress was made today, however, Management is still trying to divide us on healthcare and wages.”
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 July 28 and significant progress was made towards a new contract. At this session we were able to win an improvement on annual leave accruals, received movement from the Employer on pandemic safety language, are closer to an agreement on wages, and fended off management’s attempt to create a new probationary period when moving to a new position.
However, significant issues remain before we can reach an agreement. While the Bargaining Team is agreeable to some of the proposed wage increases, Management continues to propose an unacceptable “lump-sum” bonus for some members in leu of hard wage increases. We strongly believe that ALL members deserve a fair wage increase and will continue to fight until we get an equitable economic offer from the employer that benefits everyone.
The other major issue is the employer’s new healthcare proposal that would enable management to coerce new hires to sign up for the CHI Healthcare Plan instead of our current Sound Health & Wellness plan. We are concerned about this proposal because (1) Management tried to sell the plan to the Bargaining Team by leaving out key information, which they would undoubtably do to mislead new hires and, (2) this proposal would significantly weaken our ability to keep our affordable healthcare in future negotiations.
Management understands they cannot win the healthcare fight this round so, as an alternative, they are strategically working to create weakness in our unit to be exploited in future negotiations.
We will take to the streets and unmask the employer’s behavior to a community that has always stood in solidarity with workers under attack. Please bring your friends and family to our “CHI Unmasked Banner Action,” where we will have banners and signs that ask the community to support our fight for a fair contract. This will be a joint action with our fellow members at The Doctors Clinic who are dealing with similar issues in their own contract negotiations.
The action will be held on Thursday August 6 at three roadside locations:
12:00PM – 1:30PM: HWY 305 NE & 7th Ave NE (Poulsbo)
(Near Poulsbo Central Market)
2:00PM – 3:30PM: Greaves Way & NE Waaga Way (Silverdale)
(Near “The Trails at Silverdale”)
4:00PM – 6:00PM: South End of Warren Ave Bridge (Bremerton)
(Near Lower Roto Vista Park)
Filson Management and your Union Bargaining Committee met yesterday. We made our final proposals around building a bigger stronger union at Filson, and making sure that if Filson is sold to another company our union contract remains in place. We also reviewed the areas where we have tentative agreements.
Filson responded to our proposals by letting us know that 2020 is a bad year for them, and that they are expecting to have a bottom line in the red. The Bargaining Committee understands that these are trying times, but they are trying times for everyone, and so we are requesting more information from Filson about their financial situation. After we have that information, we will be able to better respond to the issues that they have raised.
“If Filson is saying that they can’t afford our proposals, as a union we have the right to verify that, and will base our responses off of those facts.”
—Jared Othieno
TO ALL CONIFER MEMBERS:
The Union does not condone any behavior that can be construed as intimidating or threatening from either side. We expect both sides to be respectful throughout this bargaining process.
The best way to win a fair contract is to stand together by
• Attending CAT meetings
• Talking to your bargaining team members about other ways you can participate
Thank you in advance for your cooperation,
Amirah Ziada Mirziteh
Negotiator
“We met with Management and presented our first proposal. We’re encouraged to hear back from them next week, and we look forward to reaching a fair and equitable contact that benefits ourselves, our families, and our community.”
— Our Bargaining Team: Angi Swinhart—RN (Below Left), Clinic; Kristen Frazer—Registration Specialist (Below Right); Barbara Ford—ED HUC (Below Center); Jeff Redmond—ED Tech; Revell McClanahan—LPN, Clinic; Alicia Wood—RN, ED
It’s going to take all of us to win fair wages, benefits, and treatment at work. Please join our private Facebook group or follow us on Instagram!
Instagram: @ufcw21ofspmc
Private Facebook Group:
UFCW 21 - Summit Pacific Medical Center
The next bargaining session will be Friday, July 31.
The Contract Action Team will meet the following week, on August 5 at 7PM. Please join us on 8/5 to learn more and offer input!
July 26, 2020 is the 30th anniversary of the signing of the Americans with Disabilities Act (ADA). The history of the ADA is one of people stepping up to fight for their rights, speak out about what they need, and stand together for change, and we are honored to celebrate this milestone in workers’ rights. As the Equal Employment Opportunity Commission put it:
The ADA story began years before its enactment, when people with disabilities and their allies began opposing unfair barriers that kept people with disabilities excluded from vast swaths of life, including joining and thriving in America’s workforce. This movement brought existing inequalities to the attention of those in all levels of government, the press, and the American people.
The ADA continued protections for people beyond what was fought for and won in the 1964 Civil Rights Act, which protects workers from employment discrimination based on race, sex, color, religion or national origin. Bold leaders in the disability rights movement have added to the quality of life not just for people with disabilities, but for all workers. We hope to continue this legacy, now more than ever.
I’m a proud UFCW 21 member, and I have Autism Spectrum Disorder. I was diagnosed 7 years ago by the University of Washington Autism Center. I think there’s a lot more people on the spectrum than most people realize, and people being diagnosed later in life don’t always know that accommodations are available.
I’ve utilized ADA accommodations in the workplace. I’m pretty high-functioning, but there are some things that I really did need. I’m really sensitive to sound and visual distraction—people that have autism, it’s almost like we have weird superpowers. I’ve exercised my rights to request quieter working conditions, noise-canceling headphones, moving my desk, getting a shade over a light that was triggering migraines.
I have a different learning style. But I have to work, and I try to make things really clear when I hire on. I’m able to get accommodations when I request them, but I’ve really had to fight at multiple employers to get what I need. I think it took me 25 emails one time to actually get that shade over my light, and I ended up buying my own headphones. I’ve experienced discrimination. I think a lot of employers don’t want to have to do this stuff.
I think what the ADA accomplished was great, but I wish it was even stronger. Pushing for even better education and enforcement of the ADA would be tremendous. We need to get out there and let people know that accommodations for disabilities are a resource that we are legally entitled to in the workplace, and we should not be afraid or discriminated against for asking for accommodations.
This video from Disability Rights Washington is a great introduction to what accommodations at work can look like for people with disabilities, and how to get reasonable accommodations in your workplace. They don’t mention it in the video, but we encourage you to talk to your Union Rep for help at any point in this process—requesting, negotiating, or filing a claim.
Shaila Jackson at the “capitol crawl” in 1990, photo by tim olin
Check out ADA 30 In Color from the Disability Visibility Project, a series of original essays on the past, present, and future of disability rights and justice by disabled BIPOC (Black, Indigenous, People of Color) writers, and attend the #ADAInColor online event (7/26 4pm PT)
Watch the Seattle Channel’s special programming: Celebrate the 30th anniversary of the Americans with Disabilities Act
Watch the show Vote for Access, which asks the question: “If people with disabilities voted at the same rate as non-disabled voters, 2 million more votes would be cast. What is getting in the way of disabled voters exercising their rights?”
Learn best practices for Digital Accessibility from local organization Rooted in Rights — we’re working on implementing these in our own digital communications!
Read The ADA at 30 from New Mobility magazine, including the history of the “Captiol Crawl” action (pictured left)
Follow the hashtags #ADA30, #ThanksToTheADA, and #ADA30InColor on social media
Your Bargaining Team met again with Management on July 22. We made progress during this session as the Employer finally provided a reasonable counter to our COVID-19 Memorandum of Understanding (MOU). While we are still working on the details, the Employer has shown willingness to accept our at-risk leave of absence, language regarding at-work exposure, pay for Employer mandated quarantines, and proper notification to employees when they have been exposed to COVID-19.
We also presented our initial economic proposal, which included significant wages increases. After researching wage standards in the area, it became clear that we needed an aggressive proposal to account for the extreme disparity in wages at the Doctor’s Clinic compared to market standards.
However, the Employer responded to our economic offer by proposing an outrageously insulting 1% across the board wage increase for each year of the contract. Management’s proposal would worsen the already poor market competitiveness of the clinic’s wages, cripple recruitment and retention, and fail to keep up with inflation and cost of living.
Furthermore, as Essential Workers who are risking our health & safety everyday at work, at the very least the Employer should recognize these hazards with a respectable wage increase.
The Bargaining Team finds this proposal unacceptable and we will fight for the fair contract that we deserve. We would like to invite you to our virtual Contract Action Team (CAT) meeting this Friday, July 24 at 6PM, where we will discuss next steps in our fight for a fair contract. We return to bargaining on July 29.
“We are NOT the 1%, we are Essential Workers and deserve to be treated with respect.”
— BARGAINING TEAM: Danilo Dantes, Monique Pyles, Katy Turek
The Doctor's Clinic CAT Meeting
Friday, July 24 • 6:00 PM via Zoom
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.
St. Joseph Pharmacy Contract was ratified on July 22 by an overwhelming “YES” vote! The new 3-year contract includes fair wage increases, improved grievance language, a new Variable Annuity Plan, and a Labor Management Committee to discuss and resolve issues in the workplace.
We are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
