Dynacare Labcorp - Bargaining Continues

2020 1214 - Dynacare Labcorp.jpg

On December 11 we met to continue negotiations. We spent the day working on wages and some language proposals.

“We presented Management with a creative wage proposal that will bring job classes up to competitive market rates and help resolve recruitment and retention issues. Management was open to our creative ideas. We look forward to their response at the next session.”

— Nancy Pyanowski

Your Bargaining Team: Steph Royce, Eli Lanczos, Fredel Albritton, Nancy Pyanowski, Tambra Graham, Shelby Tyner and Sam McVay

Next Steps:

  • We will be outside James Tower on Saturday, December 19 with treats to greet any graveyard shift members—You ‘doughnut’ want to miss it!

  • Next Bargaining Date: December 18, 2020

  • Ask your Bargaining Team for ways to help us win!

Providence Centralia Hospital Support Service - Providence Ignores Our Demands and Will Eliminate EIB January 1!

2020 1210 - Providence Centralia SERVICE Update2.jpg

On December 9, we met and bargained with Providence. In our last bargaining session, we made a proposal to keep our EIB/PTO, but Providence has not responded! Instead, they presented their new PTO plan which would eliminate EIB. Our position is that Providence should not implement the new plan until we bargain over PTO/EIB and it is a change to the status quo. Under the National Labor Relations Act, employers cannot change policies or procedures, the “status quo,” after a workplace has unionized. Because of this, we have demanded that Providence not implement their new PTO plan until we reach a contract agreement!

Their new PTO plan will 1) freeze your EIB accrual 2) reduce your PTO accrual rate, especially for employees with 10 years or more of service 3) your PTO will also be used for sick time 4) their short term disability plan provides wage replacement only if you are on medical leave and doesn’t apply if you are on leave for a family member. In addition, WA State Paid Family Medical Leave (PFML), which Providence is calling “short term disability” is a state-run program which all Centralia employees can currently use for 12 weeks with partial wage replacement and use their EIB to reach 100% wage replacement. Providence is selling this program as an additional benefit, but the reality is that all employees can access this program and employees are paying into the PFML program.

In addition, we exchanged proposals around recognition of the bargaining unit, union access, grievance procedure, no strike/no lockout, and management rights. 

We will go more in-depth about bargaining at our “Contract Action Team” meeting on Monday, December 14 @ 5:30 PM via Zoom. Furthermore, we will be planning a banner action in Centralia and a financial transparency petition, in order to hold Providence accountable for receiving COVID-19 relief money and not distributing that money to caregivers. If you have any questions or wish to participate in these actions, please contact your Union Rep, Erin McCoy: emccoy@ufcw21.org or 206-436-6598

In Solidarity, Your Support Service Bargaining Team: Necole Moore, EVS; KayCee Grimm, Lab; Kim Jorgenson, ED HUC; Aaron Green, Kitchen; Laura Norton, Endo Tech

Providence Centralia Hospital Tech - Providence Ignores Our Demands and Will Eliminate EIB January 1!

2020 1210 - Providence Centralia TECH Update2.jpg

On December 8, we met and bargained with Providence. We made a proposal to keep our EIB/PTO and Providence presented their new PTO plan which would eliminate EIB. Our position is that Providence should not implement the new plan until we bargain over PTO/EIB and it is a change to the status quo. Under the National Labor Relations Act, employers cannot change policies or procedures, the “status quo,” after a workplace has unionized. Because of this, we have demanded that Providence not implement their new PTO plan until we reach a contract agreement!

Their new PTO plan will 1) freeze your EIB accrual 2) reduce your PTO accrual rate, especially for employees with 10 years or more of service 3) your PTO will also be used for sick time 4) their short term disability plan provides wage replacement only if you are on medical leave and doesn’t apply if you are on leave for a family member. In addition, WA State Paid Family Medical Leave (PFML), which Providence is calling “short term disability” is a state-run program which all Centralia employees can currently use for 12 weeks with partial wage replacement and use their EIB to reach 100% wage replacement. Providence is selling this program as an additional benefit, but the reality is that all employees can access this program and employees are paying into the PFML program.

In addition, we reached agreement on five contract articles: recognition, union access, grievance procedure, no strike/no lockout, and separability. 

We will go more in-depth about bargaining at our “Contract Action Team” meeting on Monday, December 14 at 5:30 PM via Zoom. Furthermore, we will be planning a banner action in Centralia and a financial transparency petition, in order to hold Providence accountable for receiving COVID-19 relief money and not distributing that money to caregivers. If you have any questions or wish to participate in these actions, please contact your Union Rep, Erin McCoy: emccoy@ufcw21.org or 206-436-6598

In Solidarity, Your Tech Bargaining Team: Jen Mullins, Rad Tech; Jamie Freeman, RT; Verity Olsen, Pharmacy Tech; Kathleen Spencer, RT; Jen Frunz, Mammo Tech 

PCC - Bargaining Dates Scheduled

2020 1210 - PCC Update.jpg

PCC finally responded to our request for bargaining dates. We have scheduled our initial bargaining dates with PCC for:

  • January 6

  • January 12 & 13

  • February 23 & 24



As a reminder, we have PCC COVID Meetings tomorrow:

  • Friday, 12/11 @ 10am

  • Friday, 12/11 @ 6:30pm

RSVP for login info!

RSVP

UFCW 21 PRESS ADVISORY: Changes Needed to Make Grocery Stores Safer

UFCW 21 PRESS ADVISORY
For Immediate Release: December 9, 2020  -- 6 PM
Contact: Tom Geiger, 206-604-3421

Outbreak at Burien Fred Meyer and other Stores Raise Levels of Concerns for Essential Workers and Shoppers

WHO:   Top officers of UFCW 21 and members from the store tell our story. We will be joined by Teamsters 38.

WHAT: Online ZOOM press conference to raise concerns, present the facts, and propose solutions to make shoppers and workers safer. We are calling on grocery stores to immediately put these better protocols in place and enforce them, and we are calling on government agencies to better ensure this takes place. We will take questions from the press.

WHEN:  Thursday, December 10 at 9:30 AM Pacific

IF YOU MISSED THE CALL: You can watch a complete recording of the press conference here. There is also a recording available for download here.

Background: Early in the pandemic there appeared to be a willingness by grocery store chains to better prioritize safety with the looming pandemic and change the way of doing business. Workers’ wages were raised by $2/hour which at least helped a little to make people working in the store feel a bit more appreciated. Increased staff was scheduled to handle the additional work of sanitization, cleaning carts, wiping down check-out stands as well as to allow for workers to rest, take more frequent breaks and wash hands more often. Even with those changes, serious problems persisted with dire consequences as members got worn out and some contracted COVID 19.

Unfortunately, by early summer, even as social restrictions were eased and more people were shopping, it had become clear that as grocery store sales were increasing, as revenues and profits went up, and as stock holder dividend pay outs were made, the grocery store chains’ practices to protect workers and shoppers slipped backward:

       -    workers’ pay was cut by $2/hour

       -    workers reported fewer staff to cover shifts

       -    mask requirement orders were not strictly enforced by management

       -    lax enforcement of standards to limit the number of shoppers in the store is resulting in crowded stores and insufficient social distancing

       -    reduced cleaning and other practices that would help clean and disinfect stores

       -    recently, the problems have only gotten worse.

UFCW 21 represents over 46,000 workers in grocery store, retail, health care and other industry jobs across the state of Washington.

MultiCare - First Day of Bargaining is Now Confirmed!

2020 1209 - Multicare Update 3.jpg

This week we confirmed with MultiCare that January 27 will be our first day of bargaining, followed by February 1, 8, 10, 16, 22, and 26. 

With only a few weeks until bargaining, it is imperative that we prepare for a fierce fight with the employer as we work to address our concerns including, but not limited to, the dangerous staffing levels throughout the MultiCare System, COVID-19 safety issues that have even resulted in fines from the state, and wages that must be increased to remain market competitive with other regional healthcare facilities.    

It’s not too late to complete your bargaining survey!

As we move closer to the first day of bargaining, one of the best things you can do to prepare for negotiations is to fill out your bargaining survey. The information collected from the surveys help us identify and prioritize the issues that matter most to members, which will guide the proposal making process. We are also conducting bargaining team nominations through the survey, so don’t forget to nominate a co-worker you know will represent you at the table and fight passionately for a fair contract!


If you haven’t already, the online survey is due on Friday, December 11 and only takes a few minutes to complete.

Take Bargaining Survey

If you have any questions, please contact your Union Representative Emily Kongchunji @ 206-436-6518 or Kent Tse @ 206-436-6512

PRMCE - Providence Says We Are “Unprepared!” Providence, You Are Unresponsive!

2020 1208 - PRMCE Update2.jpg

On December 7, we met with Providence and expected that they would have thoughtful counterproposals. Instead, they responded with current contract language and called us “unprepared.” We were more than prepared and take bargaining seriously. After all this is OUR union contract, which affects OUR workplace, livelihood, and families.

Providence has responded to several contract proposals with current contract language. With these proposals, they are signaling that they intend to do what they proposed back in springtime. They want to essentially extend the contract with current language and provide a wage increase. The reality is that this is not a suitable solution.

We currently have several open and past grievances around language interpretation like management rights, definitions, employment practices, seniority, hours of work and overtime, compensation, and nursing education/license. Given this, we need to change current contract language to avoid future grievances. We don’t agree with Providence that the status quo is working. It clearly is not!

We currently have made many thoughtful proposals and hope Providence starts listening that current contract language will not due!

We will have our next contract action team meeting on December 15 @ 8PM where we will be talking about bargaining more in-depth. Also we will be launching a financial transparency petition at Providence Centralia, St. Peter’s, and Everett to hold Providence accountable. We will also have a banner action in the next two months to stand in solidarity with the other hospitals during bargaining.

If you want to participate in these actions or need more car signs, please contact your union rep, Anthony Cantu—acantu@ufcw21.org or 206-436-6566.   

In solidarity, Your RN Bargaining Team: Juan Stout, ER; Kimball Conlon, ER; Betsy Bourg, Glasgow; Cindi Dyson, Float Pool; Bill Hisaw, OR; Jenney Gannon, L&D; Madison Hamilton

Dynacare LabCorp - LabCorp Union Members Deserve Better!

2020 1207 - Dynacare Labcorp.jpg

As we work hard to bargain better wages and working conditions for union members, we received reports from the membership that LabCorp has extended COVID related bonuses and incentives for extra shifts ONLY to Non-Union staff. UFCW 21 has not only asked for these monetary bonuses for Union members but have made several other proposals during Negotiations that LabCorp continues to refuse.  

We have proposed: 

  • Significant market adjustments to several job classes currently below market—LabCorp said NO 

  • Incentive pay for OT shifts—LabCorp said NO

  • Incentive pay for last minute schedule changes—LabCorp said NO

  • Hazard pay for Union Staff—LabCorp said NO

  • Across the Board increases of 11.5% over the life of the contract—LabCorp offered 4.5% 

“These are classic techniques used by companies to bust up the union and it’s going to fail! We demand to be treated fairly, just like  other employees at LabCorp. These sneaky moves by LabCorp are  deceptions designed to divide us. We will bring this up next week in negotiations. We Will NOT stand for this! Let’s get fired up and ready to fight for what we deserve!” 

— Eli Lanczos

Let’s show Management their tactics will not work and that we are 100% united for fair Wages! 

You can help by signing the petition here or reach out to your Bargaining Team and Union Stewards for a paper copy to sign by December 10, 2020!

In Unity, Your Bargaining Team; Steph Royce, Eli Lanczos, Fredel Albritton, Nancy Pyanowski, Tambra Graham, Shelby Tyner and Sam McVay


PCC — PCC Workers Close to Qualifying for Co-Op Board Nominations, COVID Response Still Lacking in Stores

2020 1203 - PCC Update.jpg

Signature Deadline Approaches to Nominate Workers to the Board 

It’s time for a worker voice on the PCC Board of Trustees! Despite PCC management’s insistence on blocking efforts to support workers running for the board, co-op members have responded very positively to PCC workers and our community allies at Washington CAN, as we gather signatures to put Donna Rasmussen (View Ridge) and Laurae McIntyre (Fremont) on the ballot for the board of trustees. For more info on Donna and Laurae and why they’re running, click here.

If you have not yet signed a petition for both of your co-workers, do so now! The deadline is approaching quickly, and we’ll need to gather enough verified signatures to achieve our goal. Petitions are available in all PCC stores, and signature gatherers will be visiting stores again this week. Once you sign, connect with friends and family who are PCC members—you can print a petition for each candidate, get signatures from all the co-op members you know, and then mail them, with signatures, to UFCW 21 offices. Deadline for mailing petitions with signatures is Dec 7, 2020.

Print a Petition for Laurae | Print a Petition for Donna


COVID at Your Store? 

PCC workers, like many grocery store workers, have been reporting an uptick in COVID-19 cases in stores. Last week UFCW 21 sent a demand to bargain over the effects of this most recent surge in COVID-19 cases, including over hazard pay, and sent a formal request for information on how PCC plans to comply with the newest guidelines and requirements. It is more important than ever that we enforce our right to safety in the workplace. There are very clear requirements and guidelines on what employers need to do to keep us safe, including notifying all close contacts of a worker with COVID or suspected COVID, allowing everyone to safely quarantine, and following CDC protocols to clean, sanitize, and disinfect the workplace. More info here:

When there is a positive or suspected COVID case in your workplace

If you are pressured or even asked to continue working after an exposure to COVID-19, you should contact your Union Rep immediately.

If you are out of paid leave and facing illness or quarantine, work with your Shop Steward or Union Rep to make sure you are compensated for your time. No one should be forced to choose between safety and a paycheck.


Bargaining Begins Soon 

2020 1203 - PCC Update2.jpg

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

As outlined last week, our member-led bargaining team met on November 23 to analyze bargaining surveys and prepare for the bargain. The team began crafting proposals around safety and pension improvements and is ready to begin bargaining. We have requested bargaining dates from PCC multiple times, and they have yet to respond with when they can meet us at the table. Keep an eye out for online Contract Action Team meetings in the weeks ahead!

Providence St. Peter Hospital - Providence Proposes to Retire EIB

2020 1203 - Providence St. Peter Hospital Update2.jpg

On December 2, we met with Providence and discussed in depth EIB/PTO. Providence told us that they have been retiring EIB at other hospitals, but amongst hospitals that are represented by UFCW 21 only one in Eastern Washington has agreed to a similar plan.

The Hospital’s proposed EIB/PTO plan would decrease the overall hours of PTO and freeze EIB indefinitely. In addition, the Hospital would supplement Washington State’s Paid Family Medical Leave (PFML) to ensure all workers receive 100% wage replacement for 8 weeks while on a medical leave. WA State PFML is a state run program which provides wage replacement to workers while on medical leave. Funds for this program come from workers and employers. Currently all techs are being deducted a couple of dollars from each paycheck for this program. UFCW 21 helped draft and advocated to pass this law in order to provide wage replacement to workers who did not have a short-term disability plan or extended illness bank. This program was not supposed to replace EIB, but nonetheless employers like Providence have taken the position that they no longer want to provide EIB since WA PFML provides a similar benefit.

As so, we are comparing the current EIB/PTO plan to Providence’s proposal in order to see the differences between both plans. We asked several questions about the proposed plan, but it is clear that Providence still is figuring out the framework and procedures of the new plan. Given this, we need to ensure we understand this plan before we even consider retiring EIB.

We will be holding a Contract Action Team meeting via Zoom on December 16 at 6:30 PM to discuss Providence’s EIB/PTO proposal. In addition, we will be launching our financial transparency petition in December which mirrors the legislation we are advocating for in Olympia. Also we will be launching a social media campaign to inform the public about our contract negotiations and we will have a banner action on December 11. If you have any questions about bargaining or want to participate actions please contact the Bargaining Team or Erin McCoy emccoy@ufcw21.org.

Your Bargaining Team: Josh Wood (CT), Shapel Morgan (X-ray), Rae Lynn Korpi (RT), Colleen Castaneda (Cath Lab)

Ashley House BX - More Work to Be Done

2020 1202 - Ashley House BX Update.jpg

Your Bargaining Team met with Management again on December 1 and 2. Today was a productive day and we had some in depth discussions and reached some agreements, but more work needs to be done to secure a new contract.

We have made proposals that include:

  • Increases to PTO accruals

  • Bereavement leave that recognizes alternative families

  • Increased Premiums for non-licensed Staff

  • Restoring Maintenance departments Holiday schedule

  • Increases to annual COLA raises

  • Pull incentives

  • Orientation/Training premium

  • Requirements around accessing PTO Accruals

  • Updated definitions for Part-time and Per-diem staff

  • Certification and licensing bonus for certain requirements

  • Lowered requirements for pay in-lieu benefit for returning per-diem staff

Our Bargaining Team: Rose Shrader, Kris Spencer, Kristy Furbush, Jeff Stone

Questions or concerns? Contact your Bargaining Team or call your Union Rep, Nicholas Hefling @ 206-436-6564 or Call/Text 360-951-5801

Next bargaining date is December 14.

Ashley House BX - Negotiations Begin

2020 1201 - Ashley House BX Update.jpg

On Monday, November 30, we met with Management to begin negotiations. We reviewed the survey results and conversations we had with you and made proposals that address the issues that matter most to the membership. 

We meet again December 1 and 2. 


“We made strong proposals and we are not asking for anything unfair; I’m looking forward to Management coming back with reasonable responses tomorrow. I feel encouraged by the fact that we have assembled a great team that is united and looking out for ALL our best interests. 

Ashley House is the best job I’ve ever had and these improvements will make it even better!”

—  Jeff Stone, Maintenance Lead

Our Bargaining Team: Rose Shrader, Kris Spencer, Kristy Furbush, Jeff Stone


Questions or concerns? Reach out to your Bargaining Team members or call your Union Rep, Nicholas Hefling @ 206-436-6564 or Call/Text 360-951-5801

Dynacare Labcorp - Continuing Negotiations

2020 1124 - Dynacare Labcorp2.jpg

Your Bargaining Team met with Management to continue negotiations. We spent the day discussing wages and market data analysis. It was a productive conversation as far as understanding where each side was coming from on our respective wage proposals BUT we are still very far apart in actual numbers.  

“Management called our wage proposal ‘A tall order and Unrealistic’. We are fighting to ensure our wages are competitive in the market and reflect the skill level and hazards that we face on a daily basis. The goal is to recruit and retain high quality staff. We need to show we are united on wages to win.” 

— Shelby Tyner

OUR BARGAINING TEAM: Steph Royce, Eli Lanczos, Fredel Albritton, Nancy Pyanowski, Tambra Graham, Shelby Tyner and Sam McVay

Next bargaining dates are December 11 & 18. Questions? Call your Union Rep, Ates Serifsoy @ 206-436-6569


How we win fair wages!

Providence Centralia Hospital - We Are Essential Workers! Providence Treat Us With Respect!

2020 1123 - Providence Centralia SERVICE Update2.jpg

On Wednesday, November 18, the Bargaining Team met with Providence. During negotiations the Hospital, rejected closed shop union membership language and continues to reject other union security language.

It is important that we obtain strong union security language so we can enforce the collective bargaining agreement and empower the unit. If we agreed to the Hospital’s proposals around union security and membership, it would result in having no union members and would deteriorate the collective bargaining agreement. The RN unit had weak membership language in past contracts and this resulted in the Hospital offering lower wage increases compared to the RN unit at St. Peter’s.

In addition, we made proposals on EIB and PTO. The Hospital’s position is that they will move forward with the changes to EIB/PTO because these changes were announced before the unit unionized. Our position is that the Hospital should wait to implement any changes and we need to bargain over EIB/PTO. We will be looking into legal avenues to delay the implementation of the program. 

One of the Bargaining Team’s priorities is ensuring we protect EIB/PTO. In order to achieve this we will need to take action and show the Hospital that we are willing to fight to keep EIB!

One way to take action is by wearing a sticker and posting a sign in your car while at work. If you have not received a car sign or sticker, please contact your Bargaining Team or Union Rep, Erin McCoy @ (206) 436-6598. Our next bargaining session will be on December 9 where we will continue talking about EIB/PTO. In additional, we will be holding a contract action team meeting via Zoom on December 14 @ 5:30 PM, where we will discuss bargaining in more detail.

Your Support Service Bargaining Team: Necole Moore, EVS; KayCee Grimm, Lab; Kim Jorgenson, ED HUC; Aaron Green, Kitchen; Laura Norton, Endo Tech

Lourdes Counseling Center-Continuing to bargain

2020 1123 - Lourdes Update.png

Our Bargaining Team: Jordan Cox RN, Pam Garland RN, Paul Knighten MHC, Tim Orr MHC

The turnout this past Wednesday for the leaflet action was great! Thank you for your involvement.

Our Bargaining Committee met with the employer this past Friday for another session. We’re planning to resolve the majority of non-economic proposals this week, so we can focus exclusively on wages. To accomplish this, we will be requesting assistance from a Federal Mediator.

Our next action will require even greater numbers than the leafletting action. Please continue your involvement by joining the CAT Zoom meeting on December 9 where we will discuss the next action in specific detail. Without divulging too much information, it will require maximum involvement from co-workers, friends, and families.

We’re nearing the finish line--stay strong.

Join our online CAT Meeting!
Wednesday, December 9
5 PM via Zoom

Contact your Bargaining Team or Union Rep for call-in details.

Stay up to date: Lourdes Counseling Facebook Page

If you have any questions, please contact your Union Rep Austen Louden @ 509-340-7372

Press Advisory: Puget Sound Grocery Store Workers Speak Out for Hazard Pay, Staffing and Safety

450x900px Hazard Pay-Grocery Store Workers SPEAK OUT.jpg

Advisory

For immediate release: Monday November 23, 2020
Contact: Tom Geiger. 206-604-3421

Puget Sound Grocery Store Workers Speak Out for Hazard Pay, Staffing and Safety

Thank you to all who attended, if you missed this online webinar where unionized grocery store workers share their experiences and feelings about improved safety and reinstating hazard pay you can watch it here.

Grocery store workers here in Washington and around the nation continue to go to work every day, risking exposure to the deadliest virus in over one hundred years. Despite these risks and the dramatic increase in sales and profits that grocery stores have recorded since the beginning of the pandemic, the hazard pay that had been put in place in March was cut by early summer. Workers are also feeling a lack of sufficient staffing at a time when the need for sanitizing and breaks are paramount. Unionized workers have continued to press for the hazard pay and improved safety procedures. With the recent new spikes of exposure, positive cases and deaths, workers are re-doubling efforts for safety, staffing and hazard pay.

Background:

Nine months into the pandemic front line workers like grocery store workers are still going to work every day, exposed to the virus and concerned with safety.  Early on during the pandemic, many stores like Safeway, QFC and Fred Meyer began paying workers an additional $2 an hour in hazard pay. In addition, we won increased safety protocols grocery store workers had been demanding, such as frequent disinfecting, wiping down carts and check-out stands, installing plexiglass, limiting the number of people inside the store to be able to allow shoppers to socially distance, asking shoppers to wear masks and allowing workers to take frequent breaks to wash hands and maybe get some fresh air.

At the very beginning of March 2020 our nation had its second recorded death from Covid. By the end of that month, the death toll had surpassed 1,500. By the early summer, in all counts, the pandemic had already taken a massive toll, was still out of control, and there was no end in sight. However, while profits and sales at grocery stores soared, workers’ hazard pay was inexplicably cut.  Workers who continued to do essential and hazardous work were apparently not worth the extra $2 an hour. Unionized workers’ protests delayed the pay cuts in some places for a month, but by mid-summer, it was all taken away.

Fast forward to today: our nation has recorded over a quarter million COVID deaths. The slow-down in daily rates of infection and deaths has now turned around, with spikes and new records set throughout the month of November. Workers continue to be exposed, but safety protocols in many stores seem to have become more lax, and reduced staffing has made it very difficult to take the time to do the extra work required to disinfect the store, check-out stations and carts, as well as making it hard to take more frequent rest breaks to wash hands and get fresh air. And the hazard pay that was cut from workers’ weekly checks has still never been reinstated.

Unionized grocery store workers in Washington and around the nation this week are calling out for improved safety, including safer staffing, and a reinstatement of hazard pay for hazardous work.

Grocery Store Workers speak out:

"As a grocery cashier, at least at my store, the best analogy I can give you is that every day is like that Snowmageddon period, where we had lines as far back as we could see, and we didn’t have enough cashiers. Customers are so used to it that they don’t even think about complaining, and the corporate heads think they can get by with it. It’s not because they can’t hire enough people; they’ve hired plenty of people. They just want to have a minimum crew and maximum profits. So we get worked to death because there’s fewer of us doing the work of many.  - Wil Peterson, 17-year Kroger employee 

"To my customers, I say you don’t need to be accepting these long lines. We have 13 check stands in my store. Today there were only 2 cash registers open. This is ridiculous. We’re speaking up about it. We’re working through our union to get a safer store. The way it is now means more strain on everybody — more work for us, customers in the store longer, backed up in the aisles, even though experts seem to say people should keep their shopping trips to 30 minutes. How can they do that if corporate isn’t listening to them and to us?" - Wil Peterson, 17-year Kroger employee 

“I just also want the company to work to keep me safe, and not run me into the ground. Our work is a lot more stressful than it used to be. In our department, we’ve grown in size but we’ve grown even more in how many orders are coming in. Everyone is tired. Everyone is getting worn down. Sections of the store can get so crowded, it’s impossible to keep social distancing and still meet our timelines for fulfilling orders. And I’m very conscious of the risk I’m exposed to. My partner is a nurse, and we have a lot more potential exposure than the people we know who can work from home. That risk is something that I don’t get to leave behind when I leave work—I carry it home with me. My job takes up so much more space in my life now.

On top of all this, on top of them cutting the hazard pay we were getting at the beginning of the pandemic, we’re getting squeezed to be more productive. We push trolleys with the orders we’re preparing all around the store, and they just increased the capacity of those trolleys by 50%. Now they’re so big we can’t see past them around corners, and they’re 50% heavier to push around all day. Lately, the only things any of us are talking about is how tired and sore we are. People are saying they don’t know how much longer they can stay. We are working on these issues through our union, but if our employers can’t commit to keeping us safe, we’re going to lose people who are experienced, who know how to do this work and care about it.” - Amanda, QFC Clicklist

“Through all of this, wanting to give good service, keep our workplace safe for ourselves and our customers, we’re getting nothing from our employers. We got a small amount of hazard pay in the spring and then it was taken away, just like that. They just put $100 on our Advantage cards recently as a little bonus, and it feels like a slap in the face. “

Click here to file a safety report on your neighborhood store and help keep our Grocery Store Workers and our Communities safe.

Click here to file a safety report on your neighborhood store and help keep our Grocery Store Workers and our Communities safe.

“We’re back in the throes of it all. We’re here working on the front lines and we don’t feel appreciated. It’s not fair. I’m pissed off. I’m tired. My family’s health care depends on this job. I’m a cancer survivor and I’ve fought to maintain our great union health care for years, I’m proud to work here. I love my customers, but this is so hard. “

We need hazard pay. We need fully staffed stores so we can keep ourselves and our customers safe. We need respect from our employers—we’re the ones running these stores every day. “ -Amy, QFC


When There Is a Positive or Suspected COVID Case at Your Workplace

Note: There may be special circumstances around COVID cases in some health care workplaces. For all other workplaces, these basic recommendations should be followed.

When There Is a Positive or Suspected COVID Case at Your Workplace:

Printable version of this list

YOUR EMPLOYER SHOULD:

  • Notify anyone who had a close contact with the person who tested positive

    • The CDC defines “close contact” as someone who was within 6 feet of an infected person for a cumulative total of 15 minutes or more over a 24-hour period

    • This close contact also means being that close 2 days before the infected person becomes symptomatic, or 2 days before their test is taken, anytime until the infected person is isolated

  • Have the person with COVID or COVID symptoms, and all close contacts, immediately go home and stay home from work to safely quarantine

    • Workers who have been exposed to COVID but do not have symptoms should still go home and quarantine for 14 days

    • How you should be paid for your time in quarantine or recovery depends on your contract, whether there is a negotiated COVID agreement in place at your workplace, and the industry you work in, but there are many ways to make sure you are compensated. If your employer does not offer you paid leave immediately, you should work with your Union Rep to identify the best paid leave for your situation. You should not have to choose between a paycheck and your health and safety.

  • Follow CDC protocols to clean, sanitize, and disinfect the workplace

    • Before cleaning, close off any areas used for prolonged periods of time by the sick person for 24 hours (or as long as possible) to minimize exposure to respiratory droplets

    • Open outside doors and windows to increase air circulation in these areas

    • Clean dirty surfaces with soap and water before disinfecting

    • Disinfect surfaces using products that meet EPA criteria for use against SARS-Cov-2

    • Clean and disinfect all common areas (e.g., bathrooms, break rooms), shared electronic equipment (e.g., touch screens, keyboards, ATM machines), and frequently touched surfaces (e.g. counters, doorknobs)

    • Provide appropriate PPE and training for anyone using these chemicals

  •  Notify UFCW 21 of a COVID case in the workplace

YOU AND YOUR COWORKERS SHOULD:

  • Let your Union Rep know about the positive case as soon as you can

  • Protect your health and safety by being realistic about your risk and level of exposure and advocating for yourself

    • If you and your employer disagree about whether you had close contact with someone at work who tested positive for COVID, contact your Shop Steward or Union Rep for help advocating for your safety

  • Understand that to protect people’s medical privacy your employer may not be able to tell you who has tested positive

  • Refrain from spreading rumors or stigmatizing people for getting sick—we need to stand together to support each other and encourage transparency so we can all stay safe

  • If your employer is violating the state’s COVID guidelines for businesses, such as not requiring employees or customers to wear face coverings or not ensuring 6 feet of physical distancing throughout the workplace, remember you can report violations that affect your safety directly to the state at: coronavirus.wa.gov/report-safe-start-violation

To file a safety report by email, send your name, workplace, and description of the issue to: safetyreport@ufcw21.org

Dept. of Health Checklist for Businesses with Suspected or Confirmed Cases of COVID-19
CDC Frequently Asked Questions for Businesses with Suspected or Confirmed Cases of COVID-19 in the workplace
CDC COVID-19 Guidelines for Workplaces