PCC UPDATE: RSVP for a PCC Contract Action Team Meeting

PCC UPDATE: RSVP for a PCC Contract Action Meeting

Join us for a virtual contract action meeting to review our action plan to win a fair contract and workers on the PCC Board of Trustees! At these meetings, we will have an in depth bargaining update as well as updates on our campaign to get workers on the PCC Board. We will also be discussing our action plan to win a fair contract. Our next bargaining dates on 2/23 and 2/24.

Upcoming Contract Action Team (CAT) meeting dates:
Tuesday, February 16 @ 9am
Wednesday, February 17 @ 2pm
Wednesday, February 17 @ 7pm

You’re invited to our CAT meetings!
Contact your Bargaining Team or Union Rep for RSVP and call-in details. Details will be also emailed out.

Your PCC 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

Summit Pacific Medical Center - Bargaining Moves to Mediation

“I took the leap to join our Bargaining Team to fill in for our team members that have been pushed out by Management. Like a lot of you, I have many commitments outside of work, but this is important. We deserve a fair contract with better pay and to be treated with respect by Management.”

— Your newest Bargaining Team member, Jessee Bednarik (RN, ED)

Last Friday, we responded to Management’s latest economic proposals. We have made fair compromises to focus in on our core issues of wages, pay equity, staffing and PTO. Unfortunately, Management does not think we have compromised enough and they told us they will not be making any more economic proposals to us at the bargaining table.

What does Mediation mean?

An impartial mediator will be assigned by the WA-Public Employment Relations Commission (PERC) to help both sides define our issues, explore solutions, and reach a mutual agreement. The mediator can help us come to resolution, but their recommendations are non-binding. We will still get to vote on our contract.

“We are disappointed in Management’s decision to put up roadblocks in this process. We are open to mediation and any path to a fair contract for Summit Pacific workers.”

— Your Bargaining Team member, Barb Ford

Did you see our letter in the Daily World?

PCC Bargaining Update: Let's Be Clear About Hazard Pay

As you may have heard, your member bargaining team received a proposal from PCC to extend hazard pay beyond Seattle and Burien.

We believe real hazard pay shouldn’t come with strings attached. Unlike the hazard pay that we won for grocery workers in Seattle and Burien, PCC only proposed paying the $4/hr to workers for 5½ weeks, a small fraction of the time we won in Seattle and Burien.

In exchange, PCC is demanding that we make permanent changes to our rights and job protections:

Your PCC Bargaining team: Atsuko Koseki, Greg Brooks, Keith Allery, Quinn Ráo, Scott Shiflett, Yasab Pfister

• Bring back U-SCAN/Self Check without going through the bargaining process

• Implement new technologies in the stores at PCC's discretion without workers having a voice in the process

• Push work to lower paid classifications when offering curbside delivery services

• In addition, PCC has failed to propose quarantine pay for workers that are exposed to COVID.

“The bargaining team is committed to fighting for hazard pay to acknowledge our hard work and sacrifice throughout the pandemic. The last week has seen both workers and customers across PCC demand $4 hazard pay, and denounce attempts made by company leadership to thwart meaningful grocery worker legislation. Now, PCC wants us to agree to long-term concessions in our contract in exchange for reinstating short term ‘hazard pay.’ We insist that hazard pay should not come with strings attached.”

-Quinn Ráo, Ballard Front End, bargaining team member

Your PCC 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

Ashley House BX - A Little More to Go

We met with Management on Wednesday, February 3 to continue negotiations. We had a lot of discussion around healthcare and an education fund. We are close to an agreement but still have some details to decide on. We have another bargaining session scheduled for Friday, February 19 where we hope to reach a final agreement. 

Due to the Pandemic all voting will take place via secure email ONLY!

To vote we MUST have a Valid personal email address for you on file. If you have unsubscribed from UFCW 21 email lists or do not currently have a personal email address, please consider rejoining or creating a new address if you would like to receive a ballot and cast your vote! 

Next Bargaining Date: 
February 19, 2021

Seattle Hazard Pay goes into effect

Through the hard work UFCW 21 members who wore buttons, emailed over 800 times, and testified directly to Seattle City Council. Essential workers were able to win Hazard Pay in Seattle. Union members made this happen in Seattle, hear directly from the Seattle City Council members who voted unanimously for the hazard pay ordinance how UFCW 21 members made the difference! Thanks to Seattle City Councilmember Teresa Mosqueda for her leadership in bringing forward this ordinance and all the Seattle City Council who stood up for Essential Workers.

HAZARD PAY BASICS: 

• Covered workers & employers: Workers at grocery stores operating in the City of Seattle whose employers have more than 500 employees worldwide 

• For the purposes of this ordinance, grocery stores must be over 10,000 sq ft in size or over 85,000 sq ft with 30% of sales floor area dedicated to groceries  

• Amount: $4/hour for every hour worked in Seattle 

• Date this ordinance went into effect: February 3, 2021 at 12:01 am 

FREQUENTLY ASKED QUESTIONS: 

How did we get this hazard pay? 

UFCW 21 members have been fighting for months and months to get the hazard pay we deserve. In grocery stores, many employers paid hazard pay for a short time at the beginning of the COVID pandemic, then took it away even though the risk of COVID exposure didn’t go away (in fact, it got a lot worse during the COVID spikes this winter). After all these actions, including petitions, filing grievances, and bargaining with employers, Seattle grocery workers went to the City Council and brought up the idea of the city taking this step since employers weren’t. Seattle City Council heard from many grocery store workers and received over 800 emails from workers and community supporters in favor of a hazard pay ordinance, and at least one city council member mentioned seeing workers in UFCW 21 buttons at his local grocery store, and many council members said hearing directly from grocery workers about the importance of hazard pay was key to their decision to support it. (See the video above!) 

Why doesn’t my city council pass hazard pay? 

Maybe they will! It only happens when we organize. We’ve already seen Burien City Council answer the call and pass a hazard pay ordinance, cities and counties in California have passed hazard pay ordinances as well, and we look forward to organizing anywhere that workers want to fight for this. Sign up for future trainings on hazard pay here—just check the appropriate box on that form. 

What counts as hazard pay? Is this on top of overtime, existing hazard pay, and/or tips?  

Employees must receive at least $4 per hour in hazard pay. Hazard pay is in addition to compensation, bonuses, commissions, and tips. 

Can they cut my compensation to pay for this?  

Employers cannot reduce other compensation because of this ordinance. 

What if my employer is already paying hazard pay? 

If an employer is already offering hazard pay, that extra pay can count toward the $4/hour hazard pay they are obligated to pay. 

When is this paid out and where will it show up on my paycheck? Can they just give us a one-time bonus instead? 

This $4/hour hazard pay must be paid out on your regular payday and itemized separately on your paycheck so you can see that you received it. 

Do employers have to notify us about this hazard pay?  

Your employer must post written notice of the rights established by this ordinance at all worksites covered by the ordinance within 30 days of its effective date, which was February 3, 2021. They also have to give you an updated “Notice of Employment Information” telling you your job title and your wage rate. 

What’s the expiration date on this hazard pay? 

There is no set date of expiration; employers need to pay this for the duration of the city’s COVID “civil emergency” proclaimed by the Mayor last March. We don’t know yet when the city will declare the civil emergency over. 

What if I don’t see any hazard pay on my next paycheck? 

If you get paid for hours worked anytime after 12:01 a.m. on February 3, you believe your employer is covered by this ordinance, and you don’t see a record of hazard pay on your paycheck, contact your  Union Rep immediately. The city can investigate employers who don’t pay you the correct amount and force them to pay you, with interest, for the pay you missed. We have had several successful cases in recent years where workers have been compensated thousands of dollars in back pay they were owed. We take enforcement of workers’ rights very seriously. 

Why weren’t all essential workers included in this ordinance? 

UFCW 21 will continue to fight for hazard pay for all essential workers through contract bargaining, workplace organizing, and public actions. When it comes to the legislative process, we recognize that lawmakers, community leaders, the business lobby, voters, and other interest groups are all going to influence what we can achieve. In the case of the grocery industry, elected officials and the public have been receptive to hazard pay legislation because of the very clear connection between the enormous COVID-related profits that large grocery stores are making and the high COVID risk that workers face. We will continue to pursue hazard pay for all essential workers through all available avenues.

I heard that they might close stores or cut hours because hazard pay passed. Is that true, and is there anything we can do about it? 

The big grocery companies that are subject to this ordinance have been making windfall profits because of COVID. They have funneled billions to their shareholders since the start of the pandemic. Yet the workers taking the risk to make all those profits possible saw very little reward. Any employer threatening to cut hours or close stores is doing this in a misplaced effort to bully us into submission, not because they don’t have enough money.

During the pandemic, grocery workers have been designated essential workers because grocery stores are essential to the health and well-being of our communities. We are confident that the public and elected officials in the Puget Sound region will stand with us if these companies attempt bully tactics like retaliatory store closures or hours cuts that would jeopardize safety.

Your union contract has language in it about hours and hours reduction. We need to continue to enforce our contracts and our right to hours under our contracts. Work with your shop steward or union rep if you believe hours are being cut at your store

We have the right to push back against intimidation from these companies. Recently, Kroger announced the closure of two stores in Long Beach, California, after Long Beach City Council passed a hazard pay ordinance. Here's what the president of our UFCW International Union said about the store closures: 

“Kroger closing these stores is truly outrageous conduct and a ruthless attempt to create a chilling effect that will discourage other cities from doing what is right and enacting hazard pay mandates that recognize the threat these workers face from COVID-19.  

“Let us be very clear, this is not how you treat frontline essential workers that face daily and worsening exposure to COVID-19. America’s grocery workers will not be silenced in the face of these shameless scare tactics. Major grocery chains across the country have already agreed to new hazard pay agreements and Americans strongly support hazard pay in recognition of the ongoing risks these grocery workers are facing. Kroger does not have the right to ignore laws designed to protect workers and the public during this escalating health crisis. 

“As America’s largest food and retail union, UFCW will use every tool available to ensure that Kroger follows the law and that our state and federal leaders hold companies accountable for flagrantly choosing to evade these vital workplace laws.”

-Marc Perrone, UFCW International President 

Read the full statement here>> 

We know that whenever we organize, we build power. When we win, management gets scared, and sometimes their first reaction is to lash out. But we can stand strong, stand together, and not be intimidated by any pushback from our employers. Getting hazard pay into the pockets of grocery store workers was never going to be easy, but the impact of this win is bigger than just the folks in Seattle and California who won it first. In fact, Trader Joe’s has already announced they’re extending the $4 hazard pay to all their employees, nationwide. Workers made that happen.  

How to Fight Back Against Boss Tactics 

In the coming days, we know employers might try to intimidate workers into ending our fight for hazard pay. Here are some ways to push back. 

Know Your Rights! 

There are important provisions in this ordinance that say employers can’t retaliate, discriminate, or take any “adverse action” against workers because of the passage of this ordinance. Here’s some of the language in the bill around retaliation: 

No employer shall, as a result of this ordinance going into effect, take steps to reduce employee compensation so as to prevent, in whole or in part, employees from receiving hazard pay at a rate of four dollars per hour for each hour worked in Seattle in addition to those employees’ other compensation. 

No employer or any other person shall take any adverse action against any person because the person has exercised in good faith the rights protected under this ordinance. Such rights include, but are not limited to, the right to make inquiries about the rights protected under this ordinance; the right to inform others about their rights under this ordinance; the right to inform the person's employer, the person’s legal counsel, a union or similar organization, or any other person about an alleged violation of this ordinance; the right to file an oral or written complaint with the Agency or bring a civil action for an alleged violation of this ordinance; the right to cooperate with the Agency in its investigations of this ordinance; the right to testify in a proceeding under or related to this ordinance; the right to refuse to participate in an activity that would result in a violation of city, state or federal law; and the right to oppose any policy, practice, or act that is unlawful under this ordinance. 

“Adverse action” means reducing compensation, garnishing gratuities, denying a job or promotion, demoting, terminating, failing to rehire after a seasonal interruption of work, threatening, penalizing, retaliating, engaging in unfair immigration-related practices, filing a false report with a government agency, or otherwise discriminating against any person for any reason prohibited by Section 100.050. “Adverse action” for an employee may involve any aspect of employment, including compensation, work hours, responsibilities, or other material change in the terms and conditions of employment. “Adverse action” also encompasses any action by the employer or a person acting on the employer’s behalf that would dissuade a reasonable person from exercising any right afforded by this ordinance. 

Enforce Your Contract! 

Your union contract has language in it about hours and hours reduction. We need to continue to enforce our contracts and our right to hours under our contracts. Work with your shop steward or union rep if you believe hours are being cut at your store

MultiCare Update - Bargaining Continues

MultiCare Update - Bargaining Continues

“This is just the beginning, but we are moving forward constructively.”
— Your Bargaining Team

(Glen Steele, Yvette Broeckel, Kelly Gusman, , Julianna Van Enk, Gregg Barney, Patricia Brown, Alexis Dotts, Heidi Strub, Jamie Fenton Kurtis Chaffin, Rochelle Brummer, Ryan Boyd, Sammy Bainivalu, Teri Kruse, Wanda Rodriguez-Ramos)

Your Bargaining Team met with management again on February 1 to receive their first counter proposal. While they were unable to respond to all our proposals, management did show a willingness to engage with our concerns and have a thoughtful discussion.

We were able to make progress on some basic contract clean-up, straightened grievance language, and improved employee rosters to be sent to the Union.

Management did reject some of our proposals such as our request that schedules be posted 14-days in advance (in all contracts), which they countered instead by asking us to increase management’s authority to change members schedules. Unacceptable.

We are still cautiously optimistic with the minor progress that has been made after only two bargaining sessions. However, we know this is only the beginning… the Bargaining Team is preparing for the worst to ensure were ready to fight for a fair contract if necessary!

Our next bargaining date is next Monday, February 8, followed by the 10, 16, 22, and 26.

You’re Invited! Please join our next virtual MultiCare Campaign Update meeting on Wednesday, February 17 @ 7:30AM or 6:30PM. Hear the latest directly from your Bargaining Team:

Wednesday, February 17
7:30AM or 6:30PM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Join the UFCW 21 MultiCare Page for the latest updates! facebook.com/UFCW21Multicare

If you have any questions, please contact your Union Representative @ 800-732-1188

Providence St. Peter Hospital - Heated discussion over EIB and PTO!

On February 2, we met with Providence and discussed EIB/PTO, retirement plan, health insurance, seniority, lay-offs, and leaves of absence. We are getting close to an agreement on seniority and leaves of absence. Seniority is the years of service you have within a bargaining unit job classification and is specific to union contracts. “Seniority” is an example of the UNION DIFFERENCE!

Union contracts often times memorialize current workplace practices, but they also have better benefits than those non-represented/non-union employees receive. Also when benefits and workplace conditions are spelled out in a union contract, Providence cannot make changes without first bargaining with the Union. This is the UNION DIFFERENCE! As a non-represented employee, Providence can change all workplace conditions without any employee input.

We organized to keep our EIB/PTO, to better workplace conditions, and to stop Providence from changing policies. We have been making proposals with this in mind. Providence lost their cool in the last session and showed us that they are not interested in our need for stability and want to continue changing policies like EIB/PTO. They want to take away our ability to “demand to bargain.” We will continue to demand better contract language and better workplace conditions, but we need your support!

We are circulating a financial transparency petition, which demands that Providence share financial information with us.

We ask that everyone sign this petition, which will pressure Providence to give us more financial information and will show that we are united! You can sign this petition online or sign in-person with one of the Bargaining Team members.

Our next bargaining date is February 11 and we have a couple of dates in March. If you have bargaining questions or workplace issues, please contact Erin McCoy (union representative) emccoy@ufcw21.org.

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

Burien passes a $5 hazard pay ordinance for grocery store workers

For media inquiries contact Joe Mizrahi, Secretary Treasurer UFCW 21 

Victories like this can only happen when workers’ voices are heard. We believe every worker should have a voice on the job. Do you need a Union? >> 

Are you ready to fight for hazard pay in your city! >> 

During the COVID pandemic, grocery store operators have reaped billions of dollars in windfall profits as a direct result of the shift to at-home meal preparation, but they have failed to compensate workers for the added risks and burdens of working on the frontline during the pandemic. The pandemic has intensified in recent months and new variants will increase the risk, but most grocery workers have not received hazard pay in over 6 months. 

Last night, thanks to the hard work, testimony, and actions of UFCW 21 members, we won $5/hour Hazard Pay for grocery store workers in Burien at large grocery stores. 

Thanks to all the members and allies who contacted Burien City Council in support of this ordinance, as well as those who testified in favor of Hazard Pay by sharing their heartfelt stories and fears. Thank you to those on the Burien City Council who took a stand to champion essential workers, Mayor Jimmy Matta, Deputy Mayor Krystal Marx, Councilmember Pedro Olguin, Councilmember Cydney Moore, and Councilmember Kevin Schilling. 

“The big-name grocery stores are making record profits during one of the worst pandemics in history, and they are doing it on the broken backs of their employees.” Sean Murphy, Safeway

“I am fearful every day for myself and my loves ones, our health and safety are put in danger every time I step into work.” Maria Dirdala, Safeway

The effective date of the law is still being determined due to a special council session on Monday, February 8, but the progressive majority on the council has indicated they want it to go into effect as soon as possible.  

Our union’s success in passing this ordinance builds on the hard work we have done to pass Initiative 1433 Statewide Sick Leave in 2016, to pass Washington State Paid Family and Medical Leave in 2017, to pass Uninterrupted Meal/Rest Breaks and close the mandatory overtime loophole for health care workers in 2019, and to raise the minimum wage! 

Dynacare LabCorp - Tentative Agreement Reached

Your Bargaining Team met with Management on January 25 to negotiate a new contract.

“We worked very hard all through the night and reached a settlement around 1:30AM, that we can be proud of. Make sure to update your contact information with UFCW to get your ballot and have your vote counted.” 

— Shelby Tyner 

Some of the improvements we won include: 

• Market Adjustments for Key positions

• Competitive wage increases each year of the contract.

• Maintained BCBS medical plan and Mitigated healthcare increases; plus added a “Healthy Value Plan” option

• Several improvements to strengthen and clarify the contract language

• Pandemic safety language 

• Stronger Staffing language 

• Enhanced grievance rights

• Ratification bonus of $750.00 (if employed before May 31, 2020)

More information and the full contract will be available once ballots are sent out. UFCW 21 members in good standing are encouraged to attend a virtual vote meeting, ask questions, and vote on the contract.

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

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Due to the Pandemic all voting will take place via secure email ONLY. To vote we MUST have a Valid personal email address for you on file. If you have unsubscribed from UFCW 21 email lists or do not currently have a personal email address, please consider rejoining or creating a new address if you would like to receive a ballot and cast your vote! 

Follow this link to update your contact info by February 9.

Ballots will be emailed out by a third-party administrator on February 11. Voting will close at Midnight on February 16, 2021 (2/16/21). Ballots will be counted on Febuary 17. 

Have questions about the contract and why we recommend a YES vote? Join your Bargaining Team at the Virtual Vote meetings:  

Thursday, Febuary 11
6:30PM-8PM

Saturday, Febuary 13
8AM-10AM

Sunday, Febuary 14
2PM-3:30PM

Tuesday, Febuary 16
6:30PM-8PM

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

PCC pushes to cut workers out of new hazard pay law!

Support Essential PCC workers’ Demand for Hazard Pay 

Grocery stores have seen increases in sales during COVID but most grocery employers have failed to share their profit windfall with the frontline workers who are taking all the risk to keep stores open. 

PCC cut hazard pay in July and refused to reinstate it, despite persistent demands from workers. 

In an unprecedented move, the new PCC CEO, a former Kroger executive, is pushing Seattle Mayor Jenny Durkan to kill the grocery store hazard pay mandate approved by Seattle City Council last week. 

This move is out of step with the values that have made PCC a success. 

Hazard pay is not just about safety, but about the respect and dignity of essential workers. We are 1500 workers currently bargaining to reinstate hazard pay and implement much needed quarantine pay when we are exposed to or diagnosed with COVID.  

We demand that PCC reinstate hazard pay for ALL essential workers in all PCC stores and publicly withdraw their request to the Seattle Mayor and City Council. 

Lourdes Counseling Center- Contract Vote is Scheduled

Providence Sacred Heart Tech - Protect Your Frontline, Not Your Bottom Line! Put Families First!

We have had 7 session of bargaining and are making progress in many areas but we are focusing our fight for fair wages and you to be able to continue to take care of yourself and YOUR FAMILY. Providence has proposed the elimination of your EIB benefits which for a full-time person would eliminate 64 hours from your Extended Illness Bank.

Please look out for the SAVE OUR EIB petition to show Providence that we are united in the fight to save our EIB.

Please reach out to your bargaining team with questions or concerns or contact your Union Representative Maureen Hatton at 509-340-7370.

OUR BARGAINING TEAM: Lisa Aker, Surgical Tech; Angela Holmes, Surgical Tech; Teresa Bowden, Respiratory Therapist; Laurie Trudeau, Respiratory Therapist; Sam Zabala, Respiratory Therapist; Miriam Critelli, Pharmacy Tech; Kevin Lange, Mental Health Counselor; Shane Sullivan, Peds Sonagrapher; Aaron Bryant, IR Tech; Derek Roybal, CV Tech; Jason Van Curler, EP Tech

MultiCare - Bargaining Begins

Your Bargaining Team, Left to Right: Glen Steele, Yvette Broeckel, Kelly Gusman, Julianna Van Enk, Gregg Barney, Patricia Brown, Not Pictured: Alexis Dotts, Heidi Strub, Jamie Fenton, Kurtis Chaffin, Rochelle Brummer, Ryan Boyd, Sammy Bainivalu, Teri Kruse, Wanda Rodriguez-Ramos

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Your Bargaining Team met virtually with MultiCare Management for the first time on Wednesday January 27. After months of preparation including the bargaining survey, extensive market research, and the kick-off event, the team passed to Management our first bargaining proposal!

While there are many issues your Bargaining Team plans to address, our initial proposal focused on non-economic issues and standardizing language between contracts. 

Here’s a sample of what we proposed:

• Successorship: Proposed strengthened language that would ensure our contract would survive any potential sale or transfer of ownership.

• Staffing: Proposed a streamlined process for reporting staffing issues to MultiCare executives, removing existing roadblocks to finding staffing solutions. 

• Schedules: Proposed that hard copy schedules be posted in each department at least 14 days in advance of the schedule’s effective date.

This is only the beginning—your Bargaining Team is currently working on additional proposals regarding wages/economics, healthcare, PTO/EIT, COVID-19 safety, and so much more. We want to get some of our less contentious proposals resolved before the larger issues—which will require a fight—dominate the table. 

Our next bargaining date is next Monday, February 1, followed by the 8, 10, 16, 22, and 26.

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You’re Invited! Please join our next virtual MultiCare Campaign Update meeting on Wednesday, February 17 @ 7:30AM or 6:30PM. Hear the latest directly from your Bargaining Team:

Wednesday, February 17
7:30AM or 6:30PM
Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Summit Pacific Medical Center - The Employer Produces Another Shameful Economic Response

“The frustrating thing is that we are proposing a fair economic package and Summit doesn’t want to even meet us at our reasonable demands.” 

— Angi Swinhart, Clinic Resource RN

On Friday, January 22, the employer made many flip-flop arguments regarding current policy; it seems like when it is financially beneficial to them, they’d like to stick to current policy, yet when it benefits employees, they’d like to get rid of it. For example, SPMC would like to deny pay raises to employees they issue discipline to, which they justify by citing existing policy; yet they also want to eliminate paid lunches for ED RN’s which has long been standard practice at SPMC. 

Other highlights from last Friday include:

Education Leave—The union has proposed to expand paid educational leave for Tech and Service, but the employer continues to reject this proposal.

“I would think SPMC would want to support and encourage their staff to move up the ranks especially if they plan on working within the organization.” 

— Bailey Walczak, BSN, RN, DNP-S

Wages—the Employer produced another shameful wage proposal which is nowhere near area competitor’s wages with minimal movement to slightly increase Hospital RN’s wages and only in year one of the three-year deal. Most employees would only see a 4.5% increase over the course of 3 years in the employer’s most recent proposal, well below what most other area hospitals have been offering.

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“We are the employees that go into the trenches with these patients and put our health and safety on the line for this company. We are what makes Summit Pacific what it is. Many of your employees are scared to express how they feel and how disconnected they feel administration is. Stop stalling on fair and doable changes!” 

—Mandy Jo, Ultrasound Tech

We are still asking for you to join us at our next board of director’s meeting and to share our stories; this has been a powerful way to make sure our voices are heard and will help hold the administration accountable. 

Join Us Thursday, January 28 

@ 6PM (via Zoom) 

Contact your Bargaining Team or Union Rep for call-in details. Details will be also emailed out.

Even if you can’t attend the board of director’s meeting, share your stories here:

Seattle approves $4 hazard pay for grocery store workers

For media inquiries contact Joe Mizrahi, Secretary Treasurer UFCW 21

Help our Union fight for hazard pay in your city!  

During the COVID pandemic, grocery store operators have reaped billions of dollars in windfall profits as a direct result of the shift to at-home meal preparation but have failed to compensate workers for the added risks and burdens of working on the frontline during the pandemic. The pandemic has steadily gotten worse while grocery workers have not received hazard pay in over 6 months.

Today, thanks to the hard work, testimony, and actions of UFCW 21 members, we won $4/hour Hazard Pay for grocery store workers throughout Seattle at grocery companies with 500 or more employees worldwide. Thanks to Seattle City Councilmember Teresa Mosqueda for her leadership in bringing forward this ordinance, the over 800 UFCW 21 members and allies who contacted Seattle City Council in support of this ordinance, as well as all the members and community allies who testified before the Seattle City Council in favor of Hazard Pay by sharing their heartfelt stories and fears. The effective date, pending signature from the Mayor, is February 3, 2021. 

“I am grateful the council recognized the risks grocery store workers face during this extraordinary crisis. Thank you to our communities for hearing our stories and helping us get our voices out. Now, thanks to our hard work together, Seattle has won hazard pay for essential front line grocery store workers. This is a victory for Seattle workers, and I hope other cities follow Seattle's lead.” - Maggie Breshears, Greenwood Fred Meyer

Our union’s hard work in passing this ordinance builds on the hard work we have done to pass Initiative 1433 Statewide Sick Leave in 2016, to pass Washington State Paid Family and Medical Leave in 2017, to pass Uninterrupted Meal/Rest Breaks and close the mandatory overtime loophole for health care workers in 2019, and raising the minimum wage! 

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We believe every worker should have a voice on the job.  

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Hazard pay in the news:

• Seattle City Council approves $4 per hour mandatory pay boost for grocery workers during COVID-19 pandemic (Seattle Times)

• Seattle City Council passes bill requiring $4 an hour in hazard pay for grocery store workers (Seattle P-I)

• Labor helps win hazard pay for Seattle grocery clerks, seeks wider adoption (Q13)

• City Council Passes Mosqueda’s Hazard Pay for Grocery Store Workers Bill (Seattle City Council News Release)

• Seattle approves extra ‘hazard pay’ for grocery workers (Associated Press)

• Seattle City Council approves bringing $4/hour hazard pay back for grocery workers (KING 5)

• Seattle City Council Passes Hazard Pay Bill for Local Grocery Store Workers (Eater Seattle)

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Here’s what some UFCW 21 members have shared about hazard pay…

“Hazard pay is recognition that we are still risking our health and our lives to ensure people are able to eat. Throughout this whole pandemic, we’ve been a front line and I can see burnout happening in real time. I’ve come to work already crying, already shaking with anxiety over having to deal with unmasked customers and bus patrons on top of the taxing work. Everyone I talk to is at their wit’s end. If these pandemic conditions are to continue as the virus mutates, we deserve hazard pay. We’ve deserved it for a long time.” -Tori Nakamatsu-Figaroa, Uptown Metropolitan Market

“Hazard pay is important to me because fellow coworkers and I have to clean the protective barriers, surfaces, etc. What do they think we're cleaning!? The answer is we're cleaning COVID! It is outrageous that employees are not receiving hazard pay as of now. I have a fellow coworker who had a breakdown today because a customer was repetitively coughing on our video game cases, and we receive absolutely no compensation for cleaning up after customers. This has made me very angry.” -Björn Olson, Greenwood Fred Meyer 

“I work in Clicklist [grocery pickup] and I am responsible for caring for my 95-year-old grandmother. I am so afraid that I will unknowingly pass Covid-19 on to her. I take all the responsible actions in making sure I use latex gloves and double-mask for extra measure. I am in small living quarters with her, and if I was to pass this on to her it would most likely be a death sentence for her. That is an incredibly large burden on my shoulders. My fellow co-worker, also in Clicklist, passed it on to her mother and sadly her mother passed away. I feel as though I’m looking at my future and the end to my grandmother's life. The risk I'm taking by working at Fred Meyer and serving the community is not being acknowledged by my employer. The burden is high and the pay is low.” -Cindy Wilbur, Fred Meyer  

“Hazard pay is needed for grocery workers. We work around the public every day, risking our health to feed our families. I am a single mother of 2 small children that are at risk because I am at risk. I struggle to pay my babysitter, who basically raises my children because I am working 40+ hours just to barely survive, on top of risking not only my health but my children’s health. Kroger is making massive increases in profit while I barely scrape by.” -Hilary T.E. Williamson, QFC 

“My husband and I both work at Metropolitan Market grocery. I am on leave of absence for health reasons and to help care for our child while they are distance learning. We are currently relying solely on my husband's income and a few assistance programs to get by. I've also lost my insurance due to sheltering. Hazard pay would be so helpful to offset my lack of income and help us keep on top of bills and rent. It would also help my husband and coworkers feel as though they're valued as essential workers and that their sacrifice at this time isn't going without notice.” -Holly Jansma, Metropolitan Market 

Willapa Harbor - 100% “YES” VOTE! Willapa Harbor RN Contract ratified on January 14

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 health benefits.

Your Bargaining Team: Jan Ritzman, Paula Gonzalez, Robyn Taylor

Planned Parenthood- Bargaining and COVID Safety Survey

Safeway Albertsons Haggen Bargaining Team meets with management

Today the bargaining teams of UFCW 21 and Teamsters 38 met with the employers for Albertsons, Safeway, and Haggen to bargain over our working conditions and hazard pay throughout the pandemic.

"Since the beginning of the pandemic we have taken on the risk of working everyday while producing huge profits for the companies we work for. We are standing up to keep our workplaces safe not just for our coworkers but also for our communities and families. We deserve to have the respect of hazard pay and safe stores."

-Albertsons/Safeway Bargaining Team

Today 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 .COM 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.

After a few clarifying questions, the employer said they would need some time to analyze our proposal and get back to us with another date to meet.

JOIN THE FIGHT: Sign up if you are interested in taking action at your workplace for Essential Workers, Hazard Pay, and Safety. Sign up for actions here >>

SPEAK UP: Why is hazard pay important to you and your coworkers? Share a quick video or written message! Share why hazard pay is important to you >>

TESTIFY: These days, speaking before city council can be done from your own home or break room because meetings are held online. Live or work in Seattle or Burien? Sign up for more information, and we’ll connect with you when there’s a city council hearing you could speak at! Sign up to speak at a council meeting >>

START SOMETHING: Do you want to bring up a hazard pay ordinance in your city or county? Sign up and a UFCW 21 organizer will connect with you for a training on how to move an ordinance through your city! Sign up for a training on organizing for hazard pay ordinances >>

SPEAK UP: Why is hazard pay important to you and your coworkers? Share a quick video or written message! Share why hazard pay is important to you >>

Our Bargaining Team:
Kyong Barry, Albertson (S Auburn)
Sue Wilmot, Safeway (Bainbridge Island)
Naomi Oligario, Safeway (Port Orchard)
Richard Waits, Haggen (Burlington)
Maroot Nanakul, Safeway (Bear Creek)
Cliff Powers, Safeway (Oak Harbor)
Jeannette Randall, Safeway (Roxbury)
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

PRMCE RN - Providence Rejects Better Scheduling Language!

On January 20, we met with Providence. We proposed increases to annual wage increases, shift differentials, certificate pay, weekend pay, stand-by pay, and callback pay. In the past year, short-staffing has been rampant throughout the Hospital. It is clear to us that Providence is having difficulty hiring and retaining nurses.

Also from your feedback in bargaining surveys and contract action team meetings, we have heard that wages and proper staffing are the two things we should be fighting for. Until this date, Providence has continued to pushback on our contract changes. Our goal is to win better contract language which gives us the opportunity to give feedback to Management regarding staffing, unit restructures/mergers, and scheduling.

Providence will not agree to our language unless we pressure them. One way to pressure them is through legislation in Olympia. UFCW 21 along with other healthcare unions are lobbying to pass a financial transparency bill which forces hospitals to be transparent with their finances. We have launched a financial transparency petition to support this bill and are using this petition to hold Providence accountable for the COVID-19 government relief money they received in 2020.

We are asking that you please sign onto this petition and take a stand with Providence caregivers from Centralia and St. Peter’s. We will have a contract action team meeting to discuss bargaining on January 26 at 8pm.

If you have any questions, 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; Jenney Gannon, L&D; Madison Hamilton

Dynacare Labcorp - Bargaining Continues

Your Bargaining Team met with Management on Wednesday, January 20 to continue negotiations.

“There was major movement at the table today. We reached agreements on several items and hope to continue this momentum at our next bargaining session. We are down to wages, healthcare, and a few language items.” 

— Eli Lanczos

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

Update Your Information!

As we get close to a deal, it is very important that we have your correct home address and home email address. Voting will be done completely remotely and ballots will be sent either by US Mail or Personal Email.  Update your contact information today!

Next Bargaining Date: 

January 25