Statement from UFCW 21 President Faye Guenther and Secretary Treasurer Joe Mizrahi on today’s assaults on the capitols in Olympia and Washington, D.C.

“We call on all elected leaders to finish what they started and certify the 2020 presidential election. Hate groups, lies purposely spread by certain elected officials, tantrums and riots fueled by false conspiracy theories and racism will not derail democracy. We are one when it comes to protecting our democracy, our Constitution, and each other.

We believe in the democratic process, in our union and in our country. The people voted. Biden won. And today, Warnock and Ossoff won in Georgia. That is how you take the halls of congress. That is how democracy works. The people have spoken.

We are thankful our elected officials are safe, including Governor Inslee and our longtime ally Representative Jayapal, who was in the House Gallery today. We will not tolerate bullies here or in Washington D.C.”

-UFCW 21 President Faye Guenther and Secretary Treasurer Joe Mizrahi

Providence Centralia - Providence Is “Not Interested” in Appreciating the Work of the Techs!

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On January 5, we met and bargained with Providence. We presented the “holidays” article, which dictates holiday pay for the entire unit. In all the economic, monetary-related, articles we have proposed, our objective has been to memorialize or improve current practices. Providence has rejected our economic proposals and proposed very weak contract language which allows them to change practices at any time! We are now starting to discuss more economic proposals and anticipate that Providence will continue to reject our proposals if we do not take action!

Today, we told Providence that we believe that the entire Technical Unit deserves an extra shift bonus like the RN unit at PCH. The PCH RNs have been offered an additional bonus for picking up extra shifts during the COVID-19 pandemic.

Providence has offered a similar agreement to the Technical Unit at Providence Regional Medical Center Everett (PRMCE) and has proposed a similar bonus for the Respiratory Therapists at PCH and PSPH. While we are greatly appreciate that Providence has recognized the critical and dangerous work the Respiratory Therapists are doing during the ongoing pandemic, we are disappointed that Providence has failed to recognize the other Technical Unit members who work alongside Respiratory Therapy and the RNs. We believe that this is another attempt on Providence’s part to divide us and weaken our solidarity as we work to secure a fair first contract.

Providence told us that they “are not interested” in offering an extra shift bonus for the frontline Technical Unit members who work tirelessly with Respiratory Therapists and RNs to provide critical, lifesaving care to patients. Providence has the resources to take care of its workers, but only if we hold them accountable. We ask you to stand with us, and sign a petition and demand that Providence does the right thing: Protect the Frontline, and not their bottom line!

Sign the Petition

Above is the link to our petition and we will distributing paper copies of the petition. If you are interested in collecting signatures please contact your union rep Erin McCoy (206)436-6598 or emccoy@ufcw21.org. PSPH and PRMCE will be collecting signatures as well and we will be presenting our petition towards the end of the month. Our next contract action team/bargaining update meeting will be held later on in the month via Zoom..

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

Kroger Bargaining Update: Hazard Pay needed now more than ever

Today the Bargaining Teams for UFCW 21 and Teamsters 38 met with the employers for both Fred Meyer and QFC to bargain over our working conditions and hazard pay throughout the pandemic.  

“Today we had a chance to share stories about working through a pandemic. We shared that now, during some of the most dangerous times of the pandemic, safety enforcement has decreased in the stores and hazard pay is more important than ever. Stores are struggling with mask enforcement and social distancing because there are too many customers in the stores and not enough staff. We told the employer that every day we come to work we put ourselves and our family at risk.

- Wil Peterson and Maggie Breshears 

Our proposals to the employers included: 

  • Reinstatement of Hazard Pay.

  • Stronger enforcement of safety measures, including enforcement of masks and store capacity limits.

  • Better notification to workers when COVID exposures occur.

  • Moving Clicklist and Fred Meyer Pharmacy Techs to the higher Grocery A scale

  • Added pay including: Premiums for safety certifications, support for added childcare costs and compensation for off the clock hours after work spent keeping safe.

  • Adding hours to the store to address increased need for sanitization and to enforce social distancing.

  • Extending our previous agreement allowing for two week replacement pay for COVID infections and quarantine.

The employer agreed to an extension of for extra COVID leave, as well and more prompt notification of workplace COVID infections. They will continue to analyze other proposals and we expect a full response when we meet again on January 19.

Why is Hazard Pay important to you?

Our Kroger Grocery Store Bargaining team 

Maggie Breshears, Greenwood Fred Meyer
Sam Dancy, Westwood Village QFC 
Amy Dayley Angell, Ballard QFC
Irene Garcia, Auburn Fred Meyer
Christina Harris, Lake City Fred Meyer
Robin Hillistad, N. Seattle QFC 
Wil Peterson, Everett Fred Meyer
Jeff Smith, Snohomish Fred Meyer
Joanna Clapham, Benson Plaza Fred Meyer
Faye Guenther, President UFCW 21
Joe Mizrahi, Secretary Treasurer UFCW 21
Samantha Kantak, President Teamsters 38
Steven Chandler, Secretary Treasurer Teamsters 38
Tammi Bradey, Recording Secretary Teamsters 38
Jim McGuinness, Attorney 

Kroger agrees to meet with our Bargaining Team

Kroger leadership has agreed to begin negotiations with our Grocery Store Bargaining Team on January 5, 2021, after months of prolonged pressure and actions from grocery store workers, our communities, and our union leadership. Our bargaining teams’ message is clear:

  • Essential grocery store workers need hazard pay now. We see now, more than ever how fundamental our grocery store workers are to the health and prosperity of our communities during a crisis. Whether it is a snowpocalypse or a pandemic, everyone relies on grocery store workers for food and supplies. It’s time to recognize and respect that essential work requires essential pay.

  • Enforce the safety measures mandated by the State and the CDC including sanitizing workstations and surfaces, controlling and enforcing occupancy limits on overcrowded stores, providing PPE for workers, and mandating PPE for customers in the stores.

  • Notify workers immediately when there is a COVID exposure and allowing workers to quarantine with pay. Workers should not have to choose between a paycheck and our health and safety (and the health and safety of the entire store).

  • A clear and equitable plan for vaccine rollout to grocery store workers who are on the front lines.

  • Fair pay equity for all departments and job classes. Workers in every department worked hard before this crisis and have continued to work selflessly and with great risk to ourselves and our families throughout this pandemic.

In the coming weeks we hope our other grocery store employers will decide to put safety and respect over profits and greed for the benefit of our grocery store workers and communities.


Keep on the lookout for the Billboard-mobile! Our roving billboard is driving all over Washington State calling for HazardPay and safer grocery stores, if you see it in the wild take a photo and share it!

Meet our Grocery Store Bargaining team! 

Maggie Breshears, Greenwood Fred Meyer

Sam Dancy, Westwood Village QFC

Amy Dayley Angell, Ballard QFC

Irene Garcia, Auburn Fred Meyer

Christina Harris, Lake City Fred Meyer

Robin Hillistad, N. Seattle QFC

Wil Peterson, Everett Fred Meyer

Jeff Smith, Snohomish Fred Meyer

Joanna Clapham, Benson Plaza Fred Meyer


We continue to update ufcw21.org/covid with important resources like;
What to do if there is a positive or suspected case of COVID in the workplace, Resources for refusing unsafe work assignments, COVID FAQs, Grocery Store Report, and Washington State DOH reporting.



Mason General RN - Mason General RNs Reject Management's Proposals

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On Monday, January 4, RNs at Mason General Hospital voted on the employer’s most recent contract offer.

Members unanimously voted NO to reject the offer!

This outcome shows Management that their current offer is not good enough and we know that they can and should do better! 

We’ll be back to the bargaining table on January 11 and look forward to continuing to stand together to get a FAIR CONTRACT!

We will be texting out details for our next Contract Action meeting to discuss next steps.

Knowing your rights: The Labor-Management Reporting and Disclosure Act (LMRDA)

The Labor Management Reporting and Disclosure Act and Other Federal Labor and Employment Laws Protecting Workers’ Rights

Keeping members informed about their rights and the resources our union provides is essential to protecting them on the job. As part of this effort, you can learn more about the Labor Management Reporting and Disclosure Act (LMRDA), which only protects those workers who are union members, and other federal labor and employment laws, which generally protect all workers.

The Labor-Management Reporting and Disclosure Act (LMRDA) grants certain rights to union members and protects their interests by promoting democratic procedures within labor organizations. The LMRDA establishes the following:

  • Bill of Rights for union members

  • Reporting requirements for labor organizations, union officers and employees, employers, labor-relations consultants, and surety companies

  • Standards for the regular election of union officers

  • Safeguards for protecting labor organization funds and assets

Unions representing federal employees are similarly covered by the implementing regulations of the standards of conduct provisions of the Civil Service Reform Act. Unions representing solely state, county, and municipal employees are not covered by either of these laws.

The Secretary of Labor enforces certain provisions of the LMRDA and has delegated that authority to the Office of Labor-Management Standards (OLMS). Other provisions may only be enforced by union members through a private suit in a federal district court. Major provisions of the LMRDA are outlined below.

Title I - Bill of Rights of Union Members

  • Union members have equal rights to nominate candidates for union office, vote in union elections, and participate in union meetings. They may also meet with other members and express any opinions.

  • Unions may impose assessments and raise dues only by democratic procedures.

  • Unions must afford members a full and fair hearing of charges against them.

  • Unions must inform their members about the provisions of the LMRDA.

  • Members may enforce Title I rights through a private suit against the union, but may be required to exhaust internal union remedies for up to four months before filing suit.

  • Union members and nonunion employees may receive and inspect collective bargaining agreements. This right may be enforced by the individual or by the Secretary of Labor.

Title II - Reporting Requirements

  • Unions must file information reports, constitutions and bylaws, and annual financial reports with OLMS.

  • Officers and employees of labor unions must report any loans and benefits received from, or certain financial interests in, employers whose employees their unions represent and businesses that deal with their unions.

  • Employers and labor-relations consultants who engage in certain activities to persuade employees about their union activities or to supply information to the employer must file reports.

  • Surety companies that issue bonds required by the LMRDA or the Employee Retirement Income Security Act must report data such as premiums received, total claims paid, and amounts recovered.

  • The Secretary of Labor has authority to enforce the reporting requirements of the LMRDA.

  • The reports and documents filed with OLMS are public information and any person may examine them or obtain copies at OLMS offices or via the OLMS Internet Public Disclosure Room at www.unionreports.dol.gov.

  • Filers must retain the records necessary to verify the reports for at least five years after the reports are filed.

  • Unions must make reports available to members and permit members to examine records for just cause.

Title III - Trusteeships

  • A parent union that places a subordinate body under trusteeship must file initial, semiannual, and terminal trusteeship reports.

  • A trusteeship may only be imposed for the purposes specified in the LMRDA and must be established and administered in accordance with the constitution and bylaws of the labor organization that has imposed the trusteeship.

  • A parent union that imposes a trusteeship may not engage in specified acts involving the funds and delegate votes from a trusteed union.

  • The Secretary of Labor has authority to investigate alleged violations of this Title. A union member or a subordinate labor organization may also enforce the trusteeship provisions except for the reporting requirements.

Title IV - Elections

  • Local unions must elect their officers by secret ballot; international unions and intermediate bodies must elect their officers by secret ballot vote of the members or by delegates chosen by secret ballot.

  • International unions must hold elections at least every five years, intermediate bodies every four years, and local unions every three years.

  • Unions must comply with a candidate's request to distribute campaign material to members at the candidate's own expense and must also refrain from discriminating against any candidate with respect to the use of membership lists. Candidates have the right to inspect a list containing the names and addresses of members subject to a union security agreement within 30 days prior to the election.

  • A member in good standing has the right to nominate candidates, to be a candidate subject to reasonable qualifications uniformly imposed, to hold office, and to support and vote for the candidates of the member's choice.

  • Unions must mail a notice of election to every member at the member's last-known home address at least 15 days prior to the election.

  • A member whose dues have been withheld by an employer may not be declared ineligible to vote or to be a candidate for office by reason of alleged delay or default in the payment of dues.

  • Unions must conduct regular elections of officers in accordance with their constitution and bylaws and preserve all election records for one year.

  • Union and employer funds may not be used to promote the candidacy of any candidate. Union funds may be utilized for expenses necessary for the conduct of an election.

  • Union members may hold a secret ballot vote to remove from office an elected local union official guilty of serious misconduct if the Secretary of Labor finds that the union constitution and bylaws do not provide adequate procedures for such a removal.

  • Union members who have exhausted internal union election remedies or who have invoked such remedies without obtaining a final decision within three calendar months after their invocation may file a complaint with the Secretary within one calendar month thereafter.

  • The Secretary of Labor has authority to file suit in a federal district court to set aside an invalid election and to request the court to order a new election under the supervision of the Secretary and in accordance with Title IV.

Title V - Safeguards for Labor Organizations

  • Officers have a duty to manage the funds and property of the union solely for the benefit of the union in accordance with its constitution and bylaws.

  • A union officer or employee who embezzles or otherwise misappropriates union funds or other assets commits a federal crime punishable by a fine and/or imprisonment.

  • Officials who handle union funds or property must be bonded to provide protection against losses.

  • A union may not have outstanding loans to any one officer or employee that in total exceed $2,000.

  • A union or employer may not pay the fine of any officer or employee convicted of any willful violation of the LMRDA.

  • Persons convicted of certain crimes may not hold union office or employment for up to 13 years after conviction or after the end of imprisonment.

Title VI - Miscellaneous Provisions

  • Authority is granted to the Secretary of Labor to investigate possible violations of most provisions of the LMRDA (except those specifically excluded) and to enter premises, examine records, and question persons in the course of the investigation.

  • A union or any of its officials may not fine, suspend, expel, or otherwise discipline a member for exercise of rights under the LMRDA.

  • No one may use or threaten to use force or violence to interfere with a union member in the exercise of LMRDA rights.

 

Last Updated: 11-29-17

Grocery Store COVID-19 Safety Checklist

Coronavirus is a serious workplace health hazard. All employers have a responsibility to provide a workplace free of safety and health hazards. If your grocery store employer is not complying with any part of this checklist, contact your Union Rep or file a safety report with UFCW 21 at safetyreport@ufcw21.org.

If you are not a UFCW 21 member and have questions about your safety at work, text a UFCW 21 organizer at: 803-820-2121


 
Click here for a printable version of this checklist

SAFETY CHECKLIST FOR GROCERY STORES IN WASHINGTON STATE

SIGNAGE:

  • Conspicuous signage at entrances and throughout the store with occupancy limits, policy on face coverings, six-foot physical distancing guidelines, and instructing customers to stay home if they are experiencing symptoms of COVID-19

  • 6-foot distance markers in checkout lines and other high-traffic areas to maintain 6 feet of physical distancing

PHYSICAL DISTANCING & BARRIERS:

  • 6-foot physical distance is maintained and enforced between all workers and all customers in all interactions at all times

    • Where strict 6-foot distancing is not feasible for a specific task, physical barriers (e.g., plexiglass shields) and other measures like limiting staff or customers in an area, or staggering break times and work times are used

  • Building occupancy is limited to appropriate level required by state or county regulations – As of 11/16/2020: 25% of building occupancy according to fire code, not including staff

  • Contactless payment systems, automated ordering, and pickup or delivery are used wherever possible

PERSONAL PROTECTIVE EQUIPMENT:

  • Cloth facial coverings are worn by every employee not working alone on the jobsite unless their exposure level dictates a higher level of protection

    • Reusable cloth face coverings are used when risk for transmission is low

    • Disposable masks are required when risk for transmission is medium, e.g. stocking produce around customers during store hours

  • Face coverings are cleaned or replaced after use or when damaged or soiled, are not shared, and are properly stored and discarded

  • Other personal protective equipment (PPE) is provided such as face masks, gloves, goggles, face shields as appropriate/required for

INFECTION CONTROL:

  • All workers are screened for COVID-19 symptoms at the beginning of each shift

  • Employees who feel or appear sick or have any symptoms of COVID-19 are immediately sent home

  • Employer completes all necessary steps when a positive or suspected positive COVID-19 cases is identified in the workplace

    • This includes notifying all close contacts of the positive or suspected positive worker(s) and allowing positive or suspected positive worker(s) to stay home and recover and all close contacts to stay home and quarantine for 14 days, regardless of whether close contacts are symptomatic

    • This also includes cordoning off areas where someone with probable or confirmed COVID-19 worked, touched surfaces, or spent any prolonged amount of time and following all CDC protocols to clean, sanitize, and disinfect the workplace before reopening them

Find all steps and expectations for when there is a confirmed or suspected COVID-19 case identified in the workplace here > >

  • A site-specific COVID-19 Supervisor is designated by the employer for the individual store

    • Worksite COVID-19 Supervisor monitors health of employees

    • Worksite COVID-19 Supervisor enforces COVID-19 job site safety plan

HANDWASHING & HAND SANITATION:

  • Handwashing required when arriving at work, taking breaks, using the bathroom, before and after eating/drinking/using tobacco products, and after touching contaminated surfaces

  • Frequent and adequate handwashing maintained throughout the day

    • Workers get breaks to wash hands regularly

  • Handwashing facilities have clean and hot or tepid water, soap, and paper towels and these are kept stocked

  • Hand sanitizer (with at least 60% alcohol) provided for workers and customers

SANITATION OF WORKPLACE, SURFACES, & EQUIPMENT:

  • Housekeeping schedule with frequent cleaning and sanitizing and an emphasis on surfaces that are regularly touched (“high touch” surfaces)

    • Sanitize and disinfect high touch surfaces frequently (e.g., restrooms, checkout counters, shopping cart handles, door handles)

  • Operating hours allow enough time to thoroughly clean, sanitize, and disinfect facilities between shifts

  • Increase frequency of washing utensils

  • Disposable gloves available and used for shared tools

  • Employee equipment including handhelds/wearables, scanners, radios, other tools are properly cleaned and disinfected before and after use

  • Fitting rooms (if available) are disinfected by an employee with appropriate supplies and PPE after each new customer use

  • Any items used by customers in fitting room and not purchased are removed from inventory and stored for no less than 24 hours

  • IN KING COUNTY: A designated sanitation worker is designated at all times to continuously clean and sanitize commonly touched surfaces according to CDC guidelines

  • IN KING COUNTY: There is a way to sanitize shopping carts and basket handles (can be with available wipes for customers or workers who sanitize between each use)

CUSTOMER COMPLIANCE & ENFORCEMENT:

  • Business does not serve customers or visitors who aren’t wearing face coverings

    • Individuals with medical conditions or disabilities are exempt from this requirement and are not required to carry proof of the condition or disability

    • Employer should offer to provide accommodation such as curbside pickup, delivery, or non-peak hour shopping for these customers

  • Customers must wear a face covering anytime they are not seated, and if seated anytime they are not eating

    • If seated dining is permitted by the state/county at the time, customers may remove face coverings to eat and drink, but must wear face coverings when sitting and not eating

    • As of 11/16/2020: All common/congregate seat areas and indoor dining facilities must be closed

PUBLIC HEALTH & COVID PLANNING COMPLIANCE:

  • Employer has a written plan addressing physical distancing, protective equipment, hygiene, cleaning, communication, screening, and disinfection of contaminated areas onsite and available to regulators

  • Employer notifies local health department within 24 hours if 2 or more employees develop confirmed or suspected COVID-19 within a 14-day period, or if employer suspects COVID-19 is spreading in the workplace

  • Employer cooperates with public health authorities in investigation of suspected and confirmed cases and outbreaks

  • Employer cooperates with infection control measures including isolation, quarantine, and environmental cleaning

  • Employer complies with all public health authority orders and directives

  • Employer fully complies with Washington’s High-Risk Workers Protection proclamation

TRAINING:

  • All workers are trained in the language they understand best about:

    • Signs & symptoms of COVID-19

    • How to prevent COVID-19 transmission

    • The employer’s COVID-19 policies (these must inform workers about the steps being taken in the workplace to establish social distancing, increased handwashing, and to prevent the spread of the virus

    • Handwashing length, duration, and frequency

    • Appropriate PPE use

    • Safe use of chemicals used to clean, sanitize, and disinfect

RIGHT TO REFUSE UNSAFE WORK


MORE INFO FROM STATE AND COUNTY DEPARTMENTS

Note: Where there is a contradiction between these documents and one requirement is stricter than another, the stricter requirement should be enforced.


Shopping in a grocery store or have friends and family who might help hold grocery store employers accountable for a safe workplace and shopping experience? Fill out a Grocery Store Report at GroceryStoreReport.com

Skagit & Cascade Valley Hospital - COVID-19 Improvements Reached with Management

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As we continue to be overrun by new COVID cases in our hospitals, our Union bargained improvements to our contract including incentive shifts and premium pay for direct care staff.

Extra Shift Pay

This Paragraph 12 shall only apply to the “Tech” classifications listed in Appendix H in SRH CBA and equivalent job titles in the CVH collective bargaining agreement and the following classifications: Medical Assistant Certified; Medical Assistant Certified Lead; Medical Assistant Registered; Patient Registration Specialist; C.N.A.; L.P.N.; Unit Assistant I & II; Lab Assistant; Lab Assistant Lead; Medical Technologist; Medical Technologist Lead; Microbiology Lead Technologist; Environmental Services Technician; Environmental Services Lead; Medical Laboratory Technician; and M.S.W, ED Tech and Mental Health Assistants.

Employees listed above who pick up extra shifts during this time shall receive an additional $110 for 12 hour shifts and $85 for 10 hours shifts and $60 for 8 hour shifts above and beyond the employees current FTE. Employees do not qualify unless they work all of their scheduled hours within the applicable pay period.  Employees with 0.9 FTE and above must work in excess of their FTE to qualify for this premium. Employees with less than a 0.9 FTE are eligible for $60 per each extra shift of 8 hours or more worked in addition to their normally scheduled shifts per pay period.  Eligible shifts will be awarded according to Article 8.2.1 of the UFCW CBA.

COVID Premium Pay

All work performed by employees floated to a location that is under a different collective bargaining agreement shall be paid and subject to their home contract, except that employees who float from one acute care hospital to another, or to or from a Skagit Regional Health clinic to or from Cascade Valley Hospital or to a COVID-19 Testing Site will receive a premium of $2.00 per hour of floating, and may be eligible for mileage based on Employer’s mileage policy.

These changes will be in effect from December 14 through April 30, 2021 or until the Governor lifts the State of Emergency and my be extended by mutual agreement.

BARGAINING TEAM: Rob Carlile, Pharmacy Tech; Debbie Cheeseman, UA1; Wille Davenport, Radiology; Linda Deeter, Anesthesia Tech; Lisa Fritz, SSAII; Mary Winter, EVS

Northwest Administrators - Bah Humbug Union Members Get Scrooged by Management; Management Proposes Lumps of Coal in their Wage Package.

At the last bargaining session with Management, our Bargaining Team was presented with a wage proposal that was funded by our own retirement money.  While Management throughout the organization received a wage increase, they are asking us to pay our own raise by reducing what they pay for our retirement contribution by 5 cents. We continue to hear that Management needs a cost neutral first year of their proposal. 

Giving raises to Management is not cost neutral and expecting us to subsidize our own wage increase is Grinchful.

Stay tuned for upcoming events we can all participate in and ask one of your Bargaining Team members on how you can get involved in winning a fair contract. If you have any questions, please contact your Union Representative Cathy Macphail @ 206-436-6584.

“Management’s proposal to us is not acceptable and we will be bringing union members together via Zoom in the New Year!”

— Bargaining Team

BARGAINING TEAM: Chris Covey, Jennifer Harris, Iva Johnson, Katrina Kromm, Lulu Morgan, Grace Tsuchikawa

Ashley House BX - We are Very Close

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On December 12, we met with Ashley House Management to continue negotiations. We are very close but there are a few key proposals we are still fighting for!

So far, we have reached agreements that include:

  • New process for Union Orientation 

  • Updated Per diem and Part-time employee definitions

  • A bonus for keeping certifications and licenses Current

  • A Pull bonus after 5 occurrences per year

  • Training bonus 

  • Moving CNAs on the same schedule for Recognition of past experience as Nursing staff

  • Wage increases with top of scale bonus

  • Maintenance Staff—Restored to past practice for Holiday Leave

  • Limits of mandatory PTO use 

  • New Bereavement leave options 

  • More time to file a grievance

  • Increase participants in the LMC

We Need Your Help!

  • We are still fighting for: 

  • PTO

  • Healthcare

  • Retirement contributions

Our Bargaining Team: Rose Shrader, CNA; Kris Spencer, RN; Kristy Furbush, LPN; Jeff Stone, Maintenance

Questions or concerns? Ask your Bargaining Team or contact your Union Rep, Nicholas Hefling: Office Line 206-436-6564, Call/Text Mobile 360-951-5801, email nhefling@ufcw21.org 

Next Bargaining Date: January 12


Dynacare Labcorp - Management Came to the Table Unprepared

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We met with Management on December 18 to continue negotiations. We reached some agreements on language issues and got closer on some proposals, but we are still apart on:

  • Wages

  • Healthcare

  • Pandemic Response

“Once again Management came to the table unprepared. After giving them a comprehensive new wage proposal at our last session, we are frustrated that Management did not come to the table with a response today.”

— Eli Lanczos

LabCorp Members Take Action!

Bargaining team members met with graveyard shift members at the early hours of Saturday morning to get their input and update them on negotiations. Turn out was great and graveyard shift is united with us for a fair contract!

Happy Holidays! Your Bargaining Team: Steph Royce, Eli Lanczos, Fredel Albritton, Nancy Pyanowski, Shelby Tyner and Sam McVay

Next Bargaining Dates: January 6, 11, 15

Willapa Harbor - Bargaining Team Unanimously Recommends a “Yes” Vote!

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We were able to win respectful wage increases that keep us on par with area hospitals. We were also able to win a new bilingual premium and improvements to vacation scheduling language and retirement contributions while maintaining our benefits.

We will be voting on this recommended agreement by mail! Members in good standing are able to vote on these proposals. Please make sure your mailing address is up-to-date. You will receive the vote document with the full proposals in the mail along with your ballot and voting materials. 

We will be having vote meetings via Zoom to answer questions about the proposals. These are rolling meetings, members can join the meeting at any time.

Kaiser Permanente - UFCW Local 21 and Alliance Members Win Bonus for Hard Work Through the Pandemic!!

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UFCW Local 21 and Alliance Members Win Bonus for Hard Work Through the Pandemic!!

As an appreciation for our hard work in partnership during this extraordinarily challenging year KP has agreed to our proposal for all UFCW and Alliance union members to receive a guaranteed Full PSP bonus payout. The news comes after KP agreed earlier in the week to extend COVID-19 benefits, including sick leave and childcare benefits, through the first quarter of next year.

At the beginning of the COVID-19 pandemic, the Alliance called on KP to revisit Performance Sharing Plan (PSP) goals bargained under pre-pandemic conditions. Given the unprecedented pandemic, redeployments of Trust-funded staff, the inability of many UBTs to meet, and even bad faith negotiations in one region – we had called on KP to convert the PSP to a guaranteed full payout. As a result, KP is granting partner unions with PSP at least 100% performance payout. Regions and individuals performing higher than 100% will receive the higher performance payout based on their plan’s performance. The payment will be paid in March on schedule with the regular PSP payment cycle.

Hal Ruddick, Executive Director of the Alliance, said, “We are pleased to see KP recognize the extraordinary and courageous contributions of our members and our partnership in the face of this overwhelming crisis. As our members cope with a barrage of misinformation, pain, and suffering, we can acknowledge these two victories, which are a direct result of identifying shared interests and putting forward solutions to meet this moment head-on.”

We congratulate our Alliance union leadership and members for their expertise, dedication, and hard work during this year.


UFCW Local 21 and Alliance Members from Across the United States Bargain to Extend COVID-19 Benefits for Union Members

After weeks of discussions with KP leaders, we are pleased to announce Alliance members will continue to receive COVID-19 sick leave and childcare benefits through the first quarter of next year.

COVID-19 Sick Leave Benefits

With the resurgence of COVID-19 cases, the Alliance has been calling on KP to extend COVID-19 benefits through the first quarter of next year. The COVID-19 sick leave benefits were set to expire December 31 and have now been extended to March 31, 2021. In particular, the Alliance had called on KP to refresh sick leave for individuals who have previously used the benefit. KP is providing up to 80 hours of sick leave to refresh on January 1, 2021. Unused hours in 2020 will not roll over. The sick leave benefit eligibility ends March 31, with benefits to be used by April 30, 2021. The eligibility and other details of the benefit remain the same and are in the attached slide.

Childcare Grant

Similar to the COVID-19 sick leave, the childcare grant has been extended and the grant eligibility remains the same. Alliance leadership continues to raise the issue of extending the childcare benefit to people who work from home as well as other issues related to childcare/school closure, including the need for flexibility around scheduling, attendance, voluntary temporary shift/hours changes, and other changes to help employees meet their unprecedented family obligations. The program is set to expire on April 3, 2021.


Union News

Wage Increases

  • Our union colleagues from Local 21 received a 2.25% wage increase on October 1, 2020

WA State Paid Family Leave

Save the Dates


Labor Management Partnership (LMP) Update

By Ralph Stumbo, RT, UBT Consultant

As the Labor Management Partnership (LMP) continues to develop at KPWA you are going to hear new terms and acronyms and you will hear about new programs and teams being developed. I would like to spend a moment with you to introduce one of those new acronyms; APR.

APR stands for Alliance Partnership Representative. As UFCW 21 members in KPWA we are also members in the Alliance of Healthcare Unions. An APR at KPWA “represents” Alliance members in “partnership activities” at KPWA. APRs are members who have stepped out of their regular position and are performing “partnership” duties full time. At this stage of the LMP at KPWA that means participation on many different committees and teams whose focus is getting the KP-Alliance National Agreement fully implemented at KPWA. While there will always be a need to represent the Alliance on committees it will also include LMP training and helping to support and build labors capacity to be good partners in the Labor Management Partnership.

Since June 2019 I have been actively involved in implementing partnership at KPWA. In January 2021 Kim Liddell from the Pharmacy Fulfillment center at Renton will be joining me as an APR at KPWA. At the same time the Coalition of Kaiser Permanente Unions (representing SEIU 1199NW & OPEIU Local 8 will have four Union Partnership Representatives (UPR’s). This represents a huge step forward for partnership at KPWA and you can look forward to an increase in labors ability help grow partnership to all areas of KPWA. Please join me in welcoming Kim to her new role as Alliance Partnership Representative.


Workforce Development with Labor Management Partership 

Workforce Development is a Labor-Management Partnership (LMP) program with goals to develop the workforce of the future at Kaiser Permanente WA (KPWA), build pathways for retention and career progression, and build the skills and competencies of KPWA staff through a culture of lifelong learning.

The Workforce Planning and Development (WFPD) Committee, a group of labor and management representatives from different roles throughout KPWA, collaborated to develop this Training Needs Assessment Survey. The survey is designed to capture your views and values of developing new skills and career advancement needs within KPWA. The goal of the survey is to collect data that can inform WFPD Committee projects.

Thank you for submitting your response by clicking here.

Summit Pacific Medical Center - Community Petition Delivered to the Board of Commissioners!

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On Friday, December 18, one of our community members and union supporters presented a petition of support for our bargain with 105 signatures from our community.

Our Bargaining Team spoke at the meeting as well about safety and wage concerns at Summit.

We plan to continue sharing our stories at the table and at future board meetings!

At the bargaining table we got more of the same from Management. They continue to claim they want to recognize people who go above and beyond, but instead of offering incentives for folks who do good work, they’d rather permanently punish anyone they might arbitrarily discipline for any reason.

Our Bargaining Team: Angi Swinhart—RN, Clinic; Barbara Ford—ED HUC; Alicia Wood—RN, ED

Providence St. Peter Hospital - Providence, We Want to Improve PTO/EIB, Not Reduce It! Shame on PSPH!

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On December 15 and 16, we met with Providence and discussed EIB, leaves of absence, and union access. We were able to reach a tentative agreement on union access. This allows for a union representative to visit the Hospital in public areas and allows a union shop steward to attend new employee orientation in order to introduce members to the union.

Management is moving forward with the retirement of EIB and a new PTO plan which results in a lesser PTO accrual. We have demanded at the table that they hold off on this plan until we have an agreement at the table, but they have refused. We are taking legal action and will be informing the community about Providence’s plan to decrease time-off and extended illness time during a pandemic.

So far, we have agreements on about half of the contract and are starting to discuss economic issues like EIB/PTO, wages, and other benefits. We know that these articles will be very contentious! We must take action! We will be planning more public facing actions and involving the community and political groups around the Olympia area. Also we are working in coalition with other healthcare unions to hold Providence accountable for their lack of financial transparency around COVID-19 relief money.

Our next bargaining sessions are on January 19, 22, and 26. We will have a contract action team meeting with a bargaining update on January 4 @ 6:30 PM via Zoom and will discuss public facing actions.

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

Letter from Governor to Hospital Admin: Listen to Workers for COVID vaccine rollout

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Read the whole letter here:

December 15, 2020

Dear Washington State Hospital Administrators:

I want to thank you for your partnership during the ongoing COVID-19 pandemic. As your hospitals have neared capacity and ICU beds have filled this fall, I am proud of the way our Washington hospitals have worked together to manage the patient load and not let any one hospital become overwhelmed. I am also appreciative of your helpful messaging encouraging people to follow public health guidance around wearing masks, physical distancing, and staying home during the holidays.

With COVID vaccines available imminently, I recognize the challenge of getting the limited available doses distributed to your staff and workers in an expedient, organized, and equitable manner. However, I am confident that this can be done in partnership with the workers in your facilities.

To that end, I strongly encourage you to work closely with the health care workers and their unions in your facilities as you are developing your COVID vaccine distribution and prioritization plan. It is critical that the worker perspective be a part of the discussions, especially because of the important role they play in delivering care in your facilities. The workers on the frontlines of treating confirmed or suspected COVID-19 patients have valuable experience that can be leveraged to make the first phase of vaccine rollout run smoothly.

During this pandemic, we have all relied on each other more, and now more than ever, we need to collaborate to get through these challenging, yet hopeful times. I am confident that our strong health care system can come together to make vaccine distribution among health care workers a success.

I look forward to celebrating our defeat of COVID-19 with you in the not-too-distant future. Very truly yours,

Jay Inslee Governor

Lourdes Counseling Center - Lifepoint is Stalling

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Lifepoint indicated to us that they will be attempting to eliminate the RN’s holiday pay premium at Lourdes Medical Center during their next bargain which is their rationale for not extending this double time premium for those working the actual holiday to our bargaining unit. We will be leafleting at Lourdes Medical Center next Tuesday, December 22, 2020 from 3:30-5:30 PM. We will be targeting nurses among others, letting them know that Lifepoint is coming for them next. The theme for this leafletting is “How Lourdes Stole Christmas.” Come get your picture taken with the Grinch!

We have worked hard at the bargaining table, but we are finding ourselves picketing and leafletting in mid-December due to the employers refusal to recognize safety and fair wages. We realize this is the week of Christmas, but we need to keep applying pressure on the employer. We wanted a fair contract far before now but unfortunately the employer has chosen to stall, delay, and prolong the inevitable all in an attempt to test the strength of our unity. 

Great showing from everyone at the pickets on December 14! Thank you to the staff who participated, including your friends and families in attendance. We also had support from a LMC RNs and Teamsters at the evening session. Morning crew—you knocked it out of the park with your interviews. It truly takes a village.

Please reach out to your bargaining team for more information or contact your Union Representative Austen Louden: 509-340-7371, Alouden@UFCW21.org

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

MultiCare - You’re Invited! MultiCare Kick-Off Event

We would like to invite you to the upcoming MultiCare Campaign Kick-Off Event on Tuesday, January 12. Negotiations are only a few weeks away and we want to share with you the results of the bargaining survey, introduce your Bargaining Team, and prepare everyone for what to expect throughout this process. We will also discuss what YOU can do to help the team win a fair contract!

This event will be held virtually through Zoom and, to be flexible with everyone’s schedule, will be held at both 7:30 AM & 6:30 PM on January 12.

We’d also like to thank everyone who completed the bargaining survey! We are working on analyzing the data and are excited to see what members want to see in their contract. This data will be used by the Bargaining Team to craft our proposals and prioritize the campaign. 

Seattle Children's Hospital Urgent Care - SCH Refuses to Extend Merit Increases to the Unit and Refuses to Add the Unit to the Technical Contract!

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On December 11, the Bargaining Team met with Seattle Children’s Hospital. At the start of bargaining we reiterated to the Hospital that the Urgent Care MA’s wish to be added to the UFCW 21 Technical contract. We expressed to them that there are only 18 UC MA’s and the unit feels like we will be bullied into a weaker contract. Also we told them that we want the 3% merit increase like the rest of the non-union MAs and double time should also be extended to us. The team expressed the frustration of the unit and the low morale. The Hospital said they would look into extending double time for the UC MAs and would respond to us next week. But they said, they cannot agree to accreting the UC MAs to the Technical contract because our filing petition with the National Labor Relations Board (NLRB) identified the UC MAs as it’s own individual unit.

The reason we filed as a separate unit was because the Hospital was going to argue that we had to organize all the MAs at Seattle Children’s and not just Urgent Care MAs. We asked at the bargaining table if the Hospital would have argued that point if we filed an “accretion petition” instead of an “individual petition” and they refused to answer the question. Their silence is loud and clear! Yes they would have contested the “accreted petition,” which means that all MAs would have to organize. Instead of going down that path, we decided the most expeditious thing would be to file as an individual unit with the hope that they would add the UC MAs voluntarily to the Technical contract.

It is clear that they are refusing to add our unit to Technical contract, so our next option is to bargain a separate contract for our unit. Although this is not the most efficient option, it still gives us the opportunity to fight for good working conditions and wage increases! We will be looking at the Technical contract and WSNA’s contract to create a contract that meets our needs! This process can take anywhere from 10 to 12 months. In the meantime, the entire unit is considered union members, which means you have workplace rights under the NLRB. You can take part in concerted union activity, like wearing stickers, and can ask for union representation if you are disciplined or part of an investigation.

In this past session, we discussed two articles: union access/union business and union membership. We had a lot of conversation around these articles and had agreements around some items, but the Hospital proposed anti-union language which would weaken the strength of the unit.

Given these proposals from the Hospital, we need to start reaching out to other unions and community groups. We need to inform the public about the unfair treatment we are receiving from the Hospital since we unionized. SCH is hiding behind their good public image, so it is important we inform the public about their treatment towards their unionized caregivers!

We will be attending the Sno-Isle and King County Community Labor Council meetings to talk to union, community, and political groups. These meetings will be held over Zoom so you can join from home. In addition, we will reach out to religious organizations that are UFCW 21’s allies. If you are interested in participating, please contact the union negotiator, Evelyn Orantes-Fogel: eorantesfogel@ufcw21.org. Also if you have any other ideas or ties to worker friendly groups, please reach out to Evelyn or the Bargaining Team. Our next session will be on January 4. We will send an update out after our session.

In Solidarity, Your SCH Urgent Care Medical Assistant Bargaining Team: Wendy Rivas, Melissa Schultz, Angie Acevedo, and Laura Hollenbeck

PCC - Board Nominations Delivered!

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Monday, we delivered our nominations to get our two workers Donna Rasmussen and Laurae McIntyre on the ballot for the PCC Board of Trustees election. Workers, community partners, and union staff collected over 3,300 signatures for each candidate over the last month.

PCC has been pushing back on our efforts through the whole process from delaying on providing relevant information about the process to kicking PCC workers and union reps that were gathering signatures out of the stores. We believe these actions violate workers’ rights under the law and our union contract. We have taken legal action including filing a grievances and Unfair Labor Charges.

Next steps include PCC verifying the signatures that we delivered and official nomination of Donna and Laurae at the first annual co-op member meeting of 2021. We anticipate administration will continue to put more roadblocks in our path. 

We begin bargaining our union contract on January 6. Through our bargaining process we will be demanding dedicated worker seats on the Board.